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How to Avoid Burnout and Keep Going

How to Avoid Burnout and Keep Going

This is a guest post by Andrew Dumont via andrewdumont.me.

It was my first startup. I was 18 and we had just raised our first realfinancing round – $250,000 from a local angel group. A lot was riding on us, even though the scale seems minuscule in hindsight.

We had just upgraded from a basement to an actual office, and we were on top of the world. Numbers were rising and the team was growing, it felt like we were invincible. We were pushing hard, but it didn’t feel that way. We were fueled by constant adrenaline from the latest press hit and the signing of a big new customer. We didn’t need a break, we felt great. Better than great.

After the highest highs, the good times started to fade. We began burning a lot of cash and couldn’t stay on the path we were headed. The days got longer and the adrenaline bumps were few and far between. A fresh Red Bull only got us so far. The only way out was to push even harder, so we did. We were all topping 80 hour weeks. It just wasn’t sustainable.

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Eventually, I burnt out. Hard.

I remember coming home and curling up into a ball. I was so emotionally and physically exhausted, I couldn’t even move. My productivity was cut to nothing. The next day at the office, I found myself just staring into my computer, for hours. No movement, just staring.

I was shot.


It was a terrible feeling that took me months to shake out of. I guess I was a victim of my own immaturity. In the startup world, we push hard. It’s part of “the hustle” that we so commonly refer to. Thousands of people burn out each week, and I can assure you that number is very highly concentrated in the startup industry. So, how do we avoid it?

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Each person has their own limit, and I was completely oblivious to mine. I love to work, so spending countless hours in an office wasn’t crazy, it was normal. But burnout crept up on me, so I had to find a way to avoid it from happening again.

After much trial and error, I did, and here’s how I did it.

Morning Workouts

I start out each day with a workout. It doesn’t have to be long, and it doesn’t matter what kind of workout it is. Some days I run, other days I lift weights. The method is irrelevant, but doing something active each morning clears my mind and provides a fresh dose of endorphins that puts me in the right physical state for the rest of the day.

An Evening Walk

Evenings were tough for me, I wasn’t sure how to turn it off. Hence, the “Always On” blog title. I would come home and hop on my computer, right after leaving the office. It wasn’t that I needed to, it was habit. I didn’t have closure to my day, so I simply extended it. To help with this, I started going for walks each evening before heading home after work. Not long, just enough to digest the day and clear my mind.

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Fiction Reading

I was never a big fan of fiction. But there’s something about it that helps in avoiding burnout. Allowing your mind to think creatively and wander outside of your everyday routine can be extremely valuable. Each night before bed, I try to read a bit of fiction to remove myself from my traditional business mindset.

A Day A Week

The past few weeks, I felt myself getting close to burnout again, so I instituted a rule for myself. One day a week, work is off limits – answering email, writing a blog post – anything. For one day a week, it’s off limits. I tend to rotate between Saturdays and Sundays, but it’s completely up to your schedule. To ensure that I stick to it, I tend to save errands and personal obligations for the weekend, forcing myself into a schedule without work.

Intellectual Hobbies

I recently bought an espresso machine because I needed to nerd out on something other than work. Roasting coffee beans, playing with the granularity of the grind, steaming the milk, it’s all part of my new intellectual hobby. Whether it’s discovering the science of taking the perfect picture, mastering your golf-swing, or studying the art of roasting an espresso bean, we need intellectual hobbies outside of work to cleanse and stretch the mind.

Small Wins

So much of burnout is mental. In order to avoid physical burnout, you need to show your mind progression for all of the effort that you’re exerting. I’ve found that one way to do this is to set small and easily attainable goals that you can reach each day. This can be parsing down larger goals into smaller chunks or just going though the motion of checking-off completed operational tasks. Anything to show your mind progression towards a finish line can do wonders.

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A Healthy Diet

We all know that we’re supposed to eat well, but it’s especially true when you’re pushing yourself hard. Eating the right food can help extend your runway and give you the needed nutritional energy to stay strong.

Limiting Decisions

After reading this article in Vanity Fair on Obama, there was one piece that stuck out to me. As the author interviewed the president, he said “You’ll see I wear only gray or blue suits. I’m trying to pare down decisions. I don’t want to make decisions about what I’m eating or wearing. Because I have too many other decisions to make.” Making too many decisions about mundane details is a waste of a limited resource: your mental energy. Operationalizing decisions in your life that are less impactful (like the clothes you wear and the fruit you pair with your cereal) allows you to invest that energy elsewhere.

Yearly Unplugs

Finally, a yearly unplug is a must. Especially when you work in technology. Having a set time each year where you can turn off the cell phone and go off the grid is a way for you to hit the ‘reset’ button on your body. I’m still working on extending my yearly unplug to more than four days, but even with that, I feel refreshed when I return.


You’re going to have to read your body to sense when you get close to burnout. Just like driving a car, using these maintenance techniques can help, but it’s up to you to know when to ease off the gas.

My immaturity got the best of me, but I’m hoping this will help you avoid the same fate. I used to feel guilty for pacing myself. I felt that if I wasn’t sprinting all day every day, I was doing myself and my team a disservice. Hitting rock bottom burnout was the only way to make me believe otherwise. Hustle is good, but it can’t be blind.

It’s taken me years to realize that overnight success is fictional. Overnight success comes after years of hard, sustainable work.

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Last Updated on March 14, 2019

7 Questions to Ask in a Job Interview That Will Impress the Interviewer

7 Questions to Ask in a Job Interview That Will Impress the Interviewer

Recruiters might hold thousands of interviews in their careers and a lot of them are reporting the same thing—that most candidates play it safe with the questions they ask, or have no questions to ask in a job interview at all.

For job applicants, this approach is crazy! This is a job that you’re going to dedicate a lot of hours to and that might have a huge impact on your future career. Don’t throw away the chance to figure out if the position is perfect for you.

Here are 7 killer questions to ask in a job interview that will both impress your counterpart and give you some really useful insights into whether this job will be a dream … or a nightmare.

1. What are some challenges I might come up against this role?

A lesser candidate might ask, “what does a typical day look like in this role?” While this is a perfectly reasonable question to ask in an interview, focusing on potential challenges takes you much further because it indicates that you already are visualizing yourself in the role.

It’s impressive because it shows that you are not afraid of challenges, and you are prepared to strategize a game plan upfront to make sure you succeed if you get the job.

It can also open up a conversation about how you’ve solved problems in the past which can be a reassuring exercise for both you and the hiring manager.

How it helps you:

If you ask the interviewer to describe a typical day, you may get a vibrant picture of all the lovely things you’ll get to do in this job and all the lovely people you’ll get to do them with.

Asking about potential roadblocks means you hear the other side of the story—dysfunctional teams, internal politics, difficult clients, bootstrap budgets and so on. This can help you decide if you’re up for the challenge or whether, for the sake of your sanity, you should respectfully decline the job offer.

2. What are the qualities of really successful people in this role?

Employers don’t want to hire someone who goes through the motions; they want to hire someone who will excel.

Asking this question shows that you care about success, too. How could they not hire you with a dragon-slayer attitude like that?

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How it helps you:

Interviewers hire people who are great people to work with, but the definition of “great people” differs from person to person.

Does this company hire and promote people with a specific attitude, approach, worth ethic or communication style? Are the most successful people in this role strong extroverts who love to talk and socialize when you are studious and reserved? Does the company reward those who work insane hours when you’re happiest in a more relaxed environment?

If so, then this may not be the right match for you.

Whatever the answer is, you can decide whether you have what it takes for the manager to be happy with your performance in this role. And if the interviewer has no idea what success looks like for this position, this is a sign to proceed with extreme caution.

3. From the research I did on your company, I noticed the culture really supports XYZ. Can you tell me more about that element of the culture and how it impacts this job role?

Of course, you could just ask “what is the culture like here? ” but then you would miss a great opportunity to show that you’ve done your research!

Interviewers give BIG bonus point to those who read up and pay attention, and you’ve just pointed out that (a) you’re diligent in your research (b) you care about the company culture and (c) you’re committed to finding a great cultural fit.

How it helps you:

This question is so useful because it lets you pick an element of the culture that you really care about and that will have the most impact on whether you are happy with the organization.

For example, if training and development is important to you, then you need to know what’s on offer so you don’t end up in a dead-end job with no learning opportunities.

Companies often talk a good talk, and their press releases may be full of shiny CSR initiatives and all the headline-grabbing diversity programs they’re putting in place. This is your opportunity to look under the hood and see if the company lives its values on the ground.

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A company that says it is committed to doing the right thing by customers should not judge success by the number of up-sells an employee makes, for instance. Look for consistency, so you aren’t in for a culture shock after you start.

4. What is the promotion path for this role, and how would my performance on that path be measured?

To be clear, you are not asking when you will get promoted. Don’t go there—it’s presumptuous, and it indicates that you think you are better than the role you have applied for.

A career-minded candidate, on the other hand, usually has a plan that she’s working towards. This question shows you have a great drive toward growth and advancement and an intention to stick with the company beyond your current state.

How it helps you:

One word: hierarchy.

All organizations have levels of work and authority—executives, upper managers, line managers, the workforce, and so on. Understanding the hierarchical structure gives you power, because you can decide if you can work within it and are capable of climbing through its ranks, or whether it will be endlessly frustrating to you.

In a traditional pyramid hierarchy, for example, the people at the bottom tend to have very little autonomy to make decisions. This gets better as you rise up through the pyramid, but even middle managers have little power to create policy; they are more concerned with enforcing the rules the top leaders make.

If having a high degree of autonomy and accountability is important to you, you may do better in a flat hierarchy where work teams can design their own way of achieving the corporate goals.

5. What’s the most important thing the successful candidate could accomplish in their first 3 months/6 months/year?

Of all the questions to ask in a job interview, this one is impressive because it shows that you identify with and want to be a successful performer, and not just an average one.

Here, you’re drilling down into what the company needs, and needs quite urgently, proving that you’re all about adding value to the organization and not just about what’s in it for you.

How it helps you:

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Most job descriptions come with 8, 10 or 12 different job responsibilities and a lot of them with be boilerplate or responsibilities that someone in HR thinks are associated with this role. This question gives you a better sense of which responsibilities are the most important—and they may not be what initially attracted you to the role.

If you like the idea of training juniors, for example, but success is judged purely on your sales figures, then is this really the job you thought you were applying for?

This question will also give you an idea of what kind of learning curve you’re expected to have and whether you’ll get any ramp-up time before getting down to business. If you’re the type of person who likes to jump right in and get things done, for instance, you may not be thrilled to hear that you’re going to spend the first three months shadowing a peer.

6. What do you like about working here?

This simple question is all about building rapport with the interviewer. People like to talk about themselves, and the interviewer will be flattered that you’re interested in her opinions.

Hopefully, you’ll find some great connection points that the two of you share. What similar things drive you head into the office each day? How will you fit into the culture?

How it helps you:

You can learn a lot from this question. Someone who genuinely enjoys his job will be able to list several things they like, and their answers will sound passionate and sincere. If not….well, you might consider that a red flag.

Since you potentially can learn a lot about the company culture from this question, it’s a good idea to figure out upfront what’s important to you. Maybe you’re looking for a hands-off boss who values independent thought and creativity? Maybe you work better in environments that move at a rapid, exciting pace?

Whatever’s important to you, listen carefully and see if you can find any common ground.

7. Based on this interview, do you have any questions or concerns about my qualifications for the role?

What a great closing question to ask in a job interview! It shows that you’re not afraid of feedback—in fact, you are inviting it. Not being able to take criticism is a red flag for employers, who need to know that you’ll act on any “coaching moments” with a good heart.

As a bonus, asking this question shows that you are really interested in the position and wish to clear up anything that may be holding the company back from hiring you.

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How it helps you:

What a devious beast this question is! On the surface, it looks straightforward, but it’s actually giving you four key pieces of information.

First, is the manager capable of giving you feedback when put on the spot like this? Some managers are scared of giving feedback, or don’t think it’s important enough to bother outside of a formal performance appraisal. Do you want to work for a boss like that? How will you improve if no one is telling you what you did wrong?

Second, can the manager give feedback in a constructive way without being too pillowy or too confrontational? It’s unfair to expect the interviewer to have figured out your preferred way of receiving feedback in the space of an interview, but if she come back with a machine-gun fire of shortcomings or one of those corporate feedback “sandwiches” (the doozy slipped between two slices of compliment), then you need to ask yourself, can you work with someone who gives feedback like that?

Third, you get to learn the things the hiring manager is concerned about before you leave the interview. This gives you the chance to make a final, tailored sales pitch so you can convince the interviewer that she should not be worried about those things.

Fourth, you get to learn the things the hiring manager is concerned about period. If turnover is keeping him up at night, then your frequent job hopping might get a lot of additional scrutiny. If he’s facing some issues with conflict or communication, then he might raise concerns regarding your performance in this area.

Listen carefully: the concerns that are being raised about you might actually be a proxy for problems in the wider organization.

Making Your Interview Work for You

Interviews are a two-way street. While it is important to differentiate yourself from every other candidate, understand that convincing the interviewer you’re the right person for the role goes hand-in-hand with figuring out if the job is the right fit for you.

Would you feel happy in a work environment where the people, priorities, culture and management style were completely at odds with the way you work? Didn’t think so!

More Resources About Job Interviews

Featured photo credit: Amy Hirschi via unsplash.com

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