Building A Highly Performing Team (Without Burnout)!

Let’s start with something we can all agree on and build from there:

Startups are not - and have never been - your typical 9-to-5 jobs. That’s just the nature of the beast. If you're looking for predictable hours and well-defined structure, you may be better suited for the corporate world at a larger, more established company.

That’s not a knock, it’s simply a reminder of how different paths can look. There’s absolutely nothing wrong with building a fulfilling career within an established company.

But for those who choose the startup path, it’s important to go in with eyes wide open.

Startups are fast-paced, high-intensity, and often unpredictable. And there are several reasons why:

• Small teams made up of generalists, each juggling multiple responsibilities

• Constantly shifting priorities as projects evolve

• Pressure to generate revenue quickly due to limited runway

• Sudden pivots caused by client demands or competitor actions

• Teams that are still forming and haven’t yet found their rhythm

Burnout is more than just being tired. It’s a state of mental, physical, and emotional exhaustion. According to the World Health Organization (WHO), burnout stems from chronic workplace stress that hasn’t been successfully managed.

There’s no shortage of content - blogs, books, videos - about burnout, and many of them highlight similar root causes. These include:

• Lack of control over your work

• Difficulty maintaining work/life balance

• Overwhelming workload

• Unclear expectations (What does “success” even look like?)

• Lack of support from leaders or peers

• Feeling unrewarded or underappreciated, whether that’s financial or emotional

If you’ve read my blog on the EFG Leadership Framework, you already know how vital it is to build strong connections with your team, especially in high-pressure environments like startups.

Take another look at the list of common burnout drivers. Now view them through the lens of an EFG leader. You’ll quickly see that many of these challenges can be addressed - if not entirely solved - through consistent communication and application of the EFG framework.

Your job as a leader is to Engage with your team, ensure they feel Fulfilled by their work, and that they are Growing in their roles and responsibilities. That’s EFG.

Let’s break that down:

Communicate Consistently

When you communicate regularly, both in group settings and one-on-ones, your team feels heard, seen, and valued. It also limits the chance they’ll jump to conclusions when things feel unclear.

It’s human nature to fill in gaps with negative assumptions (thanks, survival instincts), which can create misunderstandings and deepen the impact of burnout triggers.

Pro Tip: If you feel like you’re over-communicating as a leader, you’re probably just getting close to communicating enough.

What This Looks Like in Practice

Let’s apply this to the first three burnout factors from earlier. I’ll give you my answers, then you can take a shot at the next three:

Lack of Control

Talk frequently, both in group settings and one-on-one, about project goals, timelines, and each team member’s contribution. A lack of control often stems from not knowing what’s coming next or feeling powerless to influence it. Clear, two-way communication creates transparency and empowers your team.

Work/Life Balance Struggles

Keep open dialogue about how the team is managing their time and where pressure points are. Acknowledge their efforts, thank them often, and - this part matters - encourage them to log off and recharge. You’d be surprised how often high-performing teams need explicit permission to take breaks.

Heavy Workloads

Stay in tune with how tasks are being handled and what’s coming down the pipeline. Be proactive in redistributing work when needed, and encourage your team to speak up when they’re stretched too thin. Fair workload management starts with consistent check-ins and a culture of openness.).

Did you notice a pattern? Every solution starts with talking frequently with your team, both as a group and one-on-one. That’s not a coincidence. The most powerful tool you have to prevent burnout is ongoing, authentic engagement.

Now it’s your turn.

Based on those examples, how would you apply EFG and consistent communication to tackle the next three?

1. Lack of clarity around expectations

2. Lack of support

3. Lack of reward (real or perceived)

Even better, turn this into a team exercise. Ask your team how they interpret and experience these challenges. You might be surprised (and grateful) for what you hear.

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About the author: Gerry Gadoury is a serial entrepreneur, best-selling author of “Destination Employer” and speaker. He is the Founder of RedBeard Solutions here in Dudley, MA. His hobbies include reading, writing, and hiking. You can connect with him on LinkedIn here.