We’ve all been there…

Workload demand increases, team members feel at capacity, some employees may be leaving your team or off to vacation, others – hired for reinforcement – are still a ways away from being on-boarded and so, what do you do?

Despite best efforts to plan ahead with HR, sometimes these perfect storms happen and it’s up to us as leaders to deal with so that deliverables are met and our team isn’t burnt out in the process.

So, how do we handle such situations?

I read a tweet recently from Adam Grant that made me think about this more closely:

“An opportunity that seems compelling in isolation is a mistake if it leaves you overextended.”

When faced with an increased workload, organizations must acknowledge the limitations of their teams. While enthusiasm for new projects is valuable, it is equally crucial to assess whether undertaking additional responsibilities would stretch your team thin. Overextending employees can lead to reduced productivity, compromised quality of work, and, most importantly, burnout.

As the quote wisely suggests, when embarking on a new project/deliverable/initiative etc., we must not think of it in isolation but rather with existing priorities and resources in mind. Do you have capacity to take on something new? If the answer is no, but the priority is high, these are the times where leaders need to renegotiate priorities and timelines, or potentially levels of commitment if everything remains important but resources remain the same.

To ensure employees do not become overextended, it is essential to establish a systematic approach to prioritize tasks and projects. As leaders, we need to assess whether the team has the necessary resources, time, and skills to successfully complete both existing and new projects and use this information to brief effectively on what is truly in the realm of the possible for your team. This doesn’t mean you’ll have to turn down things long-term, but it does mean you’ll say yes when things are balanced, or not now, or yes if (insert necessary conditions).

When faced with a stretched team, effective delegation and resource allocation are also vital for maintaining productivity and preventing burnout. #Leaders will need to evaluate individual strengths and assign tasks accordingly, ensuring that team members are working on projects that capitalize on their skills and expertise. Additionally, providing the necessary resources and support can help alleviate the burden and prevent employees from becoming overwhelmed.

But while there are some snippets of advice sprinkled in this post, the most important is likely this one:

Prioritization is not a one-time process; it requires ongoing evaluation and adjustment. You need to regularly assess your team’s workload and monitor individual stress levels. Keep an open line of communication to address any signs of burnout promptly: and, adapt task distribution and project timelines as needed to maintain a healthy work environment.