Introduction: What You’ll Learn
In this simulation, you'll practice having a supportive chat with a team member who's showing signs of burnout. You'll learn how to approach the topic with empathy, offer meaningful support, and find practical solutions together to help manage their workload and well-being.
You’ll practice:
- Starting a sensitive conversation
- Listening actively and empathetically
- Offering support and resources
- Finding steps to relieve some pressure
Step-by-Step Simulation
Scene 1: Starting the Conversation
Facilitator: "Hey Alex, thanks for sitting down with me today. I've noticed you've been working really hard lately, and I wanted to check in. How are you feeling about everything?"
Alex: "Hey, yeah, things have been pretty crazy. It feels like there’s always something urgent, and I’m just trying to keep up."
Facilitator: "I’m really sorry to hear that. I want to make sure you’re getting the support you need. Can we talk about what’s been most challenging for you?"
Scene 2: Understanding the Challenges
Alex: "Sure. I’ve got a lot on my plate with different projects, and new tasks keep coming up. It’s hard to focus on one thing at a time."
Facilitator: "That does sound like a lot. Let’s take a look at what's on your plate and see if we can prioritize or maybe hand off some tasks to lighten the load."
Alex: "That would definitely help. I think I’ve been taking on too much."
Facilitator: "It’s easy to do. Let's figure out the most critical things and see where we can make some changes."
Scene 3: Offering Support
Facilitator: "We also have some resources, like our Employee Assistance Program, which could offer extra support. Would you be interested in checking it out?"
Alex: "I didn’t know about that. It might be worth looking into."
Facilitator: "I’ll get you the details. And let’s set up some regular check-ins to see how things are going and adjust as needed. How does that sound?"
Alex: "Yeah, I think having regular check-ins will help a lot. Thanks for being supportive."
Scene 4: Action Plan and Wrap-Up
Facilitator: "Here’s what we’ll do: we’ll go over your projects and adjust priorities. I’ll send you the Employee Assistance Program info. And we’ll have weekly check-ins to make sure you’re supported. Does that sound like a good plan?"
Alex: "That sounds great. It’s a relief to know there’s a plan in place."
Facilitator: "I’m really glad to hear that. Remember, your well-being is super important, and I'm here for you. Let’s keep the lines of communication open."
Mini Roleplay Challenges
Challenge 1: Alex seems hesitant to talk about feeling stressed.
- Best Response: “It’s okay if you’re not ready to dive into everything right now. I’m here whenever you want to talk.”
Challenge 2: Alex feels guilty about not meeting all deadlines.
- Best Response: “It’s understandable to feel that way, but remember you’re not alone. We’re all in this together.”
Challenge 3: Alex is unsure about using mental health resources.
- Best Response: “It’s totally up to you. I’ll share the information, and you can see if it feels right for you.”
Optional Curveball Mode
- Alex is defensive about their workload.
- Alex mentions personal issues affecting work performance.
- A colleague interrupts the meeting, unaware of its sensitive nature.
Reflection Checklist
Conversation Flow
- Did I approach the topic with empathy and sensitivity?
- Did I create a comfortable space for Alex to share their concerns?
Support and Resources
- Did I offer relevant resources and support?
- Did I collaborate with Alex to identify actionable steps?
Empathy and Understanding
- Was I empathetic and non-judgmental?
- Did I reinforce Alex’s contributions and value to the team?
Common Mistakes to Avoid
- Focusing solely on performance without considering well-being
- Offering solutions without fully understanding the issue
- Rushing the conversation or making assumptions
- Neglecting to follow up on action items and support plans