How Do You Handle Maintenance Tech Burn-Out?

I am noticing that one of the full time Maintenance Techs seems super cranky and it is not getting better. I know he is burned out and not willing to admit it. I've offered extra paid time off, lunch treats, having someone else take on-call. He snaps at the other Techs and will announce he isn't going to do this or that. Talking to him does no good. I am stumped. Any other suggestions????

Mindy, sometimes it is not the job. Maybe he has something going on in his personal life! That personal life can bleed into the work and the other way around also is true. Through reading your posts I am sure you have spent time with him before.

Sometimes it is good just to pull them on the side away from work and just let them know you are worried about them and not only do you value them as a worker but also a friend and that they should know they are not alone and if there is anything you want to let them know you are there to assist if there is any way possible.

I had a troop one time that was always up beat and normally cheered others when they were down become rather quiet and isolated. I got him over to the side and talked with him and just listened and what I found out was that his girl was leaving him for his best friend.

Not saying this is the case. There are times when going to the doctor we get news that we do not want to deal with about our health too.

Sometimes being alone and having more time to think is not the solution and you have to keep the person busy. Maybe a change in duties or location for a while may help as well. For me I am shooting in the dark as I have to know the person and then I base my actions on what I know about them. Hope this helped in some way!

Yeah - I've thought about that, Nate. I do think it is something personal; however, I have known him since hiring him in 2005. I know he has been fired from other properties because he cannot check his mouth. With me - ya'll know how I am - I can keep him to a level bearable by all. I know when I am not on-site, he will run right over everyone else on the team.

He is a very hard worker though and has excellent technical skills. Usually when one person is in a bad mood, you can give them that one day (at least I can.) But when someone's "mood" affects the ability to get along with the team for days on end, I have to wonder if my proffered solutions will turn him around, and seeing now that they don't, I am thinking of letting him go once and for all.

I have asked him what the problem is, what issues he is having, etc. but he just says to leave him alone. That I can. Gladly. And of course it isn't like I don't understand money woes, family woes, health woes. I would like to help him, but when is it more about the employee than about the job?

As already discussed, there may be a lot of factors to pick from. Unless he is just a natural "butt", then it must be something outside with his personal life.
That considered let me insert this cliche' that I have always followed:

I have never worked "for" anyone. I always work "with" my superior. Their problems become instantly my problems, their concerns, my concerns. Whatever is hitting the bosses's fan, it is my priority and quite pointed at that. Also, if I am talking with someone at the corporate, ie: a VP, then I cannot shut up about how well my superior supports me. Like, "I would call my so and so, but I know how busy she is, so would you mind giving me a little free air, water, and information?" In other words take care of who you are working "under". And as to your company, if you can wear the logo shirts and carry the logo clipboard, and wear the logo watch at all times then do it. "We are here, first and best". Like in the Airborne, it was the "death from above" black T shirt. (I still have and wear mine.)
So your guy can walk around living the "Life's a Bitch and Then you Die" attitude, or you can make him the Prince of Persia in maintenance. Let him work not for you, but with you. If he can't get that, dump him.

I agree with Herb, wholeheartedly. I have 7 techs and 730 units. It is easy for my guys to get burned out and I'm very in-tuned to them but for a tech to tell me to 'leave him alone', I would have had a major sit down then. A negative attitude affects the entire team and as good as he is...sometimes you have to look at the team as a whole. i can honestly say, there have been more times than not that when i have had to let an employee go, attitude is a major part of it. Goes back to the concept...leave your attitude at the door. Hope it gets better!!!920

I tend to act on the side of caution. My husband has been a property Maintenance/Management for 20 years. He started having the same symptoms as your Maintenance person. I am talking normally my husband is very mild mannered, low keyed. He had no medical symptoms that we could see but I took him to the doctor anyway. Full check up and blood test later, he was in surgery and on meds. It saved his life and the change is 100% difference, back to his own self. Doesn't hurt to check everything. (whether he wants you to or not) Rule out things that maybe going on under the surface. Just a thought.

An age old issue... You are dealing with personalities and that is never easy. I certainly don't want to pretend that I know you, but I have been in this same situation myself... Time off, fishing trips or some help are nice offerings but don't solve the issue. Think from the other side, an offering of help or assistance could be seen as a mixed message of "you need help, you can't do it...".

I have always found defining roles and responsibilities a key to managing people. What can I do to make your job better? What can you do to make my job better? Put it on a board and see what comes up. You might be surprised.

What tools or resources does the team need to be successful? What tools and resources are feasible? If provided the tools and resources, will they be successful? If not, why? Don't think of tools as hardware but communication, responsibility and accountability...

It is just an extremely delicate situation when dealing with people. Often it is not about the volume of work but how they are working and who they are working with that causes the issues. I have never met a tech that was afraid of working hard for long hours...

Another simple trick is to just measure success. Just get one thing done at a time. Working onsite is often characterized as fire drills. But the fire department stays till the fire is out and then they go to the next fire. Same should apply on site. Not everyone is going to get serviced today, so who is going to be and why.

The point is work with the teams to make them successful. Unfortunately, it could be that you are part of the problem - but you may not even know that. I know the type of personalities you are dealing with, they don't talk much... But, you might try to an offsite meeting on an off day. Meet for breakfast one Sunday - you are giving up your Sunday because you care about your employees - they can do the same.

Lastly, sometimes somepeople just cannot work together - and that is OK.

The medical point is one that I was touching upon as well Gloria! Caution when dealing with people is one where I feel is good to eliminate the other issues that you may not be aware of before deciding on lowering the hammer. The other thing is if this individual has been in a combat situation or grown up in a bad neighborhood it can cause some very complicated issues when dealing with people as well. Everyone has brought up good points, but caution is the word when dealing with another human being!

I am not sure anyone is more laid-back and accepting of people's differences and work styles more than me. I have known this person for seven years now. I know his wife, seen the house he bought, talked to his parents, been with him really through thick and thin. This is why I am so concerned about his behavior and attitude. Chris, I would love to take him to Sunday brunch but he would prefer fishing on the lake any day. I appreciate all the feedback and suggestions to consider!

Thought I would do a little update.... Waited for a quiet moment when we were in the office alone. He was working on a supply order, me, a report. It gave us a chance to talk without interruption. Communication is the key to getting through the crisis, but preventing burn out, I'm not sure. But we talked through some new professional and personal goals so I am positive he has turned a corner.