Burnout doesn’t happen overnight. It creeps in, quietly chipping away at motivation, energy, and engagement. Unfortunately, leadership often doesn’t notice until a DSP resigns—or worse, leaves abruptly.
Burnout presents in subtle ways: a normally enthusiastic staff member becomes quiet, stops asking questions, or hesitates before taking initiative. They may still show up and do their work, but without energy or engagement. If leadership waits until the DSP speaks up—or leaves—the opportunity to intervene is gone.
Preventing burnout requires awareness and proactive strategies. Leaders can check in early: ask questions, observe changes in behavior, and normalize conversations about stress and workload. Support can take many forms: temporary schedule adjustments, extra staffing during high-demand periods, professional development opportunities, or simply providing time and space to decompress.
Investing in prevention is far cheaper than dealing with turnover. Not only does early support keep DSPs engaged, it protects the culture of the team and maintains quality of care for clients.
Takeaway: Watch for early signs of burnout and intervene with intention. Retention isn’t about waiting until a DSP leaves—it’s about acting before they reach that point.
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