One of my employees is burnt out. How should I talk to them?

Short answer: talk in private, without rushing. Start with what you've noticed ("you've seemed really tired lately") and ask how the company can help. Don't diagnose, don't minimise and don't promise what you can't deliver. End with one concrete step: lighter workload, confidential psychological support or a GP or doctor's appointment.

Before the conversation

• Pick a private place and a time with no deadline right after.
• Note 2 or 3 specific things you've observed.
• Know what you can offer: workload changes, time off, support.

During

1. Describe what you've seen, not what you think it means.
2. Ask open questions and listen more than you talk.
3. Agree one concrete next step.
4. Set a date to talk again in 1 to 2 weeks.

What not to say

• "I think you have burnout." → "You've seemed more tired lately. How are you?"
• "We're all tired, it's a phase." → "I can see this is weighing on you. What would make the load more manageable?"
• "Just hold on until the project ends." → "Let's see what can come off your list this week."

What is said stays confidential. See also signs of employee burnout and return to work after burnout.

See the corporate burnout programme →