When A-players begin performing at a lower level, they could be facing burnout. Your team members may show up late or leave early, produce lower-quality work or exhibit 
disengagement in their tasks. They could complain about their projects, get frustrated with colleagues or isolate from others. Because burned out employees have more health problems, miss more days of work, and often leave their employer, you want to proactively handle things before they get worse. Here are five ways to fix employee burnout.
1. Ask Questions
Find out what is motivating your employees’ atypical behavior. They may be dealing with a challenging situation in their personal life, sickness or other circumstances that have them stressed out. For instance, “What do you have on your plate that you would change if you could?” Or, “I’m concerned because you are not producing at the level you were last month. What is keeping you from getting there?” Offer to help your employees however you can.
2. Discuss Work-Life Balance
Talk with your staff about work-life balance. They may have too much on their plate and be working through lunch, during evenings and on weekends just to keep up. Because such behavior quickly can lead to exhaustion, work with your team members to change their actions. For instance, create a time at night when employees need to turn off their work devices. Require your staff to take time for themselves over their lunch break. If possible, allow flextime or remote work options.
3. Vary Workloads
Make it a point to vary your team members’ workloads. For instance, if one staff member typically is assigned the most challenging clients because they are so great at handling them, give some of those clients to less experienced staff and some lower-maintenance clients to the more experienced member. Make sure such projects are in line with employees’ skills and interests before assigning them.
4. Communicate Openly
Hold staff or individual meetings at least once or twice per month. Encourage everyone to discuss what they are working on and whether they are experiencing any issues. Also, emphasize the positives and downplay the negatives of team members’ jobs so they focus on what they love about their work. Further, acknowledge your employees’ hard work by pointing out specific things they do well.
5. Motivate Your Employees
Discover what motivates your team members and act accordingly. Some may thrive on being publicly praised. Others may prefer one-on-one meetings where you can share ideas for improving performance. Encourage stress relievers such as listening to music while working. Bring a special treat for your team. Suggest they spend time outside during breaks to take walks and get fresh air. Encourage team members to take at least one vacation day per month.
Help Your Team Avoid Burnout
When you notice burnout in your team members, ask questions about what’s going on with them. Talk about the importance of work-life balance. Vary their workloads so they can meet deadlines. Maintain open lines of communication. Find out what motivates each employee and use it to their benefit.