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In my last Bulletin, I talked about burnout in remote businesses.
Hello Seven is no exception.
Despite having a phenomenal year in which we’ve hit major goals and launched game-changing projects, we’ve had our fair share of burnout too, particularly this past summer.
But we didn’t leave our team feeling that way. We evaluated what happened and came up with specific strategies to recover from the burnout we were facing as a team.
And I’m going to share some of those strategies with you right now.
Whether you’re a business owner running a remote team or you’re a solopreneur, you can use these strategies to prevent burnout, too.
Here are 4 things we’re doing — right now — to help our team members recover from past burnout, and prevent future burnout.
1. We’re monitoring our team members’ workloads.
With a remote team, it’s much harder to enforce boundaries about healthy work habits. Anyone can open their laptop any time and work on projects at all hours of the day and night, all too easily undetected.
That’s why it’s important to create company policy around working hours. Flexibility is great, but no one should feel like it’s okay to consistently work hours beyond their expected log-out time. Our team members are humans, not robots.
Your team members should feel comfortable knowing that they can be honest about when they’re tired, or need a mental health day, or have limited capacity to take on more tasks. You can foster these types of conversations with weekly 1:1 meetings and structured reports.
2. We’re making a conscious effort to create space for fun.
It can be easy to forget that your remote team is probably craving human interaction outside of meetings and getting work done. You need to make time for fun in your business to break up the cycle of log in-work-log out.
This past Halloween, for example, we went ALL OUT. We planned a virtual Halloween Happy Hour, sent mocktail kits to our team members, and topped it off with a costume contest and horror movie trivia game. It was a really great way to enjoy an afternoon with each other and take our minds off work for an hour.
You can turn having more fun into a literal project plan with measurable goals and task lists in progress. Because what gets measured gets managed — and that includes the fun in your business.
3. We’re acknowledging and owning our mistakes.
When we mess up, we don’t beat around the bush and pretend that everything is peachy.
For example, after a major launch we worked on in the summer, we actively took steps to ensure that we gave each of our team members space to air their concerns and feelings about their workload.
We set up an individual check-in between each team member and our Operations Director, with the goal of discussing what went right and wrong during the launch and how we could remedy those pain points moving forward.
We also scheduled a post-mortem session for the launch, where everyone on the team will be able to voice their thoughts about how the project was managed and pitch ideas for how we can do better with future projects.
4. We’re prioritizing rest.
In Q4, we’ve made some pretty big changes.
We’re testing out no-meeting days to give our team members a break from all the Zoom calls and syncs we have every week.
We’ve made “camera on” optional during team meetings.
We’re giving additional Fridays off until the end of the quarter.
As we observe the results of these new measures, we’ll be constantly making changes to how we operate, creating policy around what we think works well, and thinking of new ideas to make our work experience even better.
To sum this all up:
Recovering from and preventing burnout is a daily work in progress. We know we need to continuously work on this issue to create the kind of work culture we want at Hello Seven — a culture that defies the status quo in all ways and encourages transparency, communication, positive and productive teamwork, and healthy, happy team members.
In the meantime, if you’re looking for even more advice on how to run a growing business, you should definitely take the Growth Scale Assessment.
The Assessment will tell you where you land on The Hello Seven Growth Scale™️ from Beginner ($0) to Baller (7 figures), and give you a concrete list of action steps you need to take if you want to hit your next revenue level.
And before you go, I’d love to hear from you — what are some methods you’ve tried, either personally or team-wide, to help recover from and prevent burnout? Let me know in the comments below!