Introduction: What You’ll Learn
This simulation explores how to support high performers who are showing early signs of burnout. You’ll practice expressing appreciation, opening a space for honesty, and helping them reset boundaries without removing their impact.
You’ll practice:
- Recognizing subtle signs of burnout
- Validating effort without glorifying overwork
- Helping reset pace, expectations, and ownership
- Offering concrete support without pulling everything away
Step-by-Step Simulation
Scene 1: Gently Opening the Check-In
You (Manager):
"Hey, before we get into anything else — I’ve been meaning to check in. You’ve been crushing it lately, and I just want to see how you’re holding up."
Teammate (Morgan):
"Thanks… yeah, it’s been a lot. Nothing I can’t handle, just... non-stop lately."
You:
"Yeah, I figured. I know you’ve been taking on a lot. I want to make sure it’s not feeling unsustainable or like you’re carrying too much."
Scene 2: Listening and Validating
Morgan:
"It’s been a little intense, honestly. I’m trying to keep up, but it feels like as soon as I finish something, there’s more."
You:
"That sounds exhausting. I know it’s not always easy to say that out loud, so I appreciate it. You’ve been keeping a lot moving — and I’ve noticed. I want to be clear — you’ve been doing a really great job. But I don’t want that to come at the cost of your well-being."
Morgan:
"Yeah, I guess I’m just trying to not drop the ball. I don’t want to let anyone down."
You:
"That makes total sense. And you haven’t let anyone down. But I want to help make sure you don’t hit a wall — especially since people rely on you so much."
Scene 3: Creating Space and Rebalancing
You:
"Do you want to take a quick look at what’s on your plate and see if anything’s worth shifting around? Doesn’t mean stepping back — just keeping it sustainable."
Morgan:
"Yeah, maybe. I think even just getting a bit more time for deep work would help."
You:
"That’s totally doable. Maybe we block off a few no-meeting mornings, or I can help push back on some asks coming your way. And longer-term, we can think about spreading leadership on the team a bit more too."
Morgan:
"I appreciate that. I just didn’t want to come off like I can’t handle it."
You:
"You absolutely can handle it — that’s not in question. This is about making sure you don’t have to do it all, all the time."
Mini Roleplay Challenges
Challenge 1:
Morgan insists everything’s fine, despite signs of stress.
- Best Response:
“Totally okay if you don’t want to unpack it now. Just know I’m paying attention, and I’m here if things ever feel too heavy.”
Challenge 2:
They say they don’t want to give anything up.
- Best Response:
“I get that — it’s your work and you care about it. Maybe we can look at what parts are most energizing vs. draining?”
Challenge 3:
They laugh it off or deflect.
- Best Response:
“Fair enough. Still, I want to keep checking in — not because I doubt you, but because I care.”
Optional Curveball Mode
- Morgan gets emotional when the pressure is named.
- They’re doing well but quietly frustrated by the lack of recognition.
- They agree to change, then immediately take on more.
Reflection Checklist
Supportive Framing
- Did I acknowledge their impact and effort?
- Did I create space to talk without judgment?
Realistic Reset
- Did I offer to adjust priorities or reduce load?
- Did we discuss sustainability without undermining confidence?
Follow-Through
- Did I commit to shielding or rebalancing?
- Did I offer concrete ideas for pacing or boundaries?
Common Mistakes to Avoid
- Praising overwork without offering relief
- Assuming high performers are always fine
- Pushing them to set boundaries without helping
- Minimizing their concerns because “they’re good at what they do”