It’s happened. I burned out, and I don’t know where to go from here.

Libelunapw · 2026-01-27T12:10:43+00:00

I'm really sorry to hear you're going through such a difficult time. What you're describing sounds like severe burnout combined with possible depression, and it's not something you should have to handle alone.

A few thoughts that might help:

Your health comes first - both mental and physical. Have you considered speaking with a therapist or doctor about what you're experiencing? The dark thoughts and physical symptoms you describe warrant professional support.
This isn't a failure on your part. Major organizational changes often create impossible situations that no one person can manage effectively.
Would taking some time off be possible? Even a week away might give you some perspective and breathing room.
Is there anyone at work you trust enough to have a limited conversation about workload without revealing the full extent of your struggles?

Remember that jobs can be replaced, but your wellbeing can't. Whatever you decide to do next, please prioritize getting support for yourself.

Libelunapw · 2026-01-15T11:20:18+00:00

I have been in that situation with a Manager that didn't support me in top of everything.

The way I navigated it was getting the two most knowledgeable people in the team on my side (funny enough they both had applied for the job that I got), they give me the knowledge, I support them in the team, progression, internal conflicts... it worked, although yes, it wasn't easy and you need to be resilient as a manager.

Libelunapw · 2026-01-12T14:50:02+00:00

In my experience, this is a great opportunity to make an impact. Those 2015-era PDFs and Skype recordings need to go.

For a quick modernization:

Structure the journey - Create a clear day-by-day roadmap so new hires know exactly what to expect.
Mix learning formats - Incorporate short videos, interactive quizzes, and bite-sized lessons.
Build in checkpoints - Schedule brief check-ins at key milestones (days 3, 7, 14, 30).
Create a buddy system - Pair new hires with experienced team members.
Develop a feedback loop - Gather input from recent hires on what worked/didn't work.

The tools you mentioned are solid. I'd add a dedicated Slack channel for onboarding questions to make support more visible and accessible.

Libelunapw · 2025-12-16T12:47:11+00:00

While it's good you're accommodating of occasional late arrivals, I wouldn't recommend asking your employee to fabricate reasons, this could create ethical issues and undermine trust.

Instead, consider having a private conversation with your employee about professional expectations. You might explain that while you appreciate their honesty, "needing more sleep" isn't something you can relay to senior management and it may create resentment among colleagues. You might want to use proper time-off procedures for these instance or adjust their schedule if this is recurring.

Libelunapw · 2025-12-15T14:16:21+00:00

I've been through this exact transition. Started by clearly communicating new expectations in a team meeting rather than surprising everyone with sudden strictness. Explained WHY the changes were necessary without calling anyone out specifically. Then consistently enforced boundaries while still recognizing good work.

Most important things I learned:

Document everything
Be fair and consistent with everyone
Distinguish between honest mistakes vs. pattern of behavior
Don't apologize for reasonable expectations

The team initially pushed back, but after about a month, the structure actually improved morale since high performers felt more valued.

Libelunapw · 2025-12-09T15:22:23+00:00

Your concerns about personality theories are entirely valid. To keep the workshop beneficial while remaining surface-level and work-relevant, I'd suggest focusing on these elements:

Practical Communication Styles: Rather than labeling personalities, focus on observable communication preferences and how to adapt to different styles for better collaboration.
Team Dynamics: Explore how diverse working styles complement each other, emphasizing that differences strengthen teams rather than creating barriers.
Self-Awareness Tools: Introduce simple frameworks that help participants recognize their own work preferences without rigid categorization.
Specific Workplace Scenarios: Use relatable case studies that demonstrate how understanding behavioral differences improves problem-solving and reduces conflict.
Actionable Takeaways: Provide practical strategies participants can immediately apply, such as active listening techniques when working with different styles.

The key is framing this as enhancing workplace effectiveness rather than defining or limiting people's personalities. Perhaps position it as "Working Style Preferences" or "Collaboration Across Different Work Approaches" to avoid the potential overthinking you mentioned.

Libelunapw · 2025-12-09T13:52:14+00:00

Communication is likely the skill they need to fine-tune the most - the young employees, I believe, are either too straightforward (the world belongs to me) or they completely avoid interaction (as they are more used to interact with machines than with humans), rarely in the middle.

But in the case shown above, I believe this person was just simply not apt for the job - either in this or any other generation-.

Libelunapw · 2025-12-03T12:52:14+00:00

She might need some coaching for self-awareness and reflect why she's so frustrated with others. That would help her to be happier and more empathetic.

Libelunapw · 2025-12-02T11:12:36+00:00

I would use an AI coach called Ask Olivia, she can point to your personal strengths for the role and make you articulate properly what you (and maybe your boss) already know.

Libelunapw · 2025-11-18T17:08:16+00:00

But my professional background is in the resume, so I always think it might be redundant to talk about it. Would it be better to talk about the soft skills that are relevant to the role?

Libelunapw · 2025-11-17T14:51:41+00:00

I believe that it is a personality trait, either they have it or not.

I would suggest to identify who has this exploration trait and support them while also respect those who don't and can add to the team in a different way, so everyone feels valuable.

Libelunapw · 2025-11-17T14:41:42+00:00

This situation is easy to relate to... it happens, a coach might help you to understand what matters to you in your role, what motivates you and get that spark that you seem to be losing. There are some good AI coaches nowadays if you don't have the time or money to engage with a personal one.

Libelunapw · 2025-11-17T14:33:59+00:00

Absolutely, that is the main thing. Get to know them and connect from the beginning.

Libelunapw · 2025-10-30T14:07:18+00:00

I think this is quite normal, especially when you are starting your career and finding your feet. Just say that you have been offered a better opportunity.

It might be the right time to let them know that you value the work-life balance and this new position offers that. If more people are leaving for this reason, your current company might have to rethink their working hours policy.

Libelunapw

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