Practical steps for leaders to prevent burnout-and lead with empathy.
When Fadi Serhal began his career in F&B, he had no formal training—just determination and a willingness to learn. Now, as Director of Product Innovation at The Chef’s Saudi Arabia, he’s learned his toughest lesson: success isn’t only about the work you do, but the environment you create for the people doing it.
Burnout, he says, is a cultural and leadership issue—and fixing it starts at the top. Here’s his playbook.
1. Spot burnout before it takes root
“Burnout rarely starts loud. It creeps into you.” — Fadi Serhal
Look for the early signs:
- A creative team member going unusually quiet.
- Sudden drops in energy or enthusiasm.
- Hyper-productivity that’s masking exhaustion.
Catch these shifts early and check in before they escalate into full-scale disengagement.
2. Stop glorifying overwork
“We’ve often rewarded people who overwork… which in return led to others wanting to follow pace.”
Break the cycle by:
- Ending the expectation of constant availability.
- Publicly celebrating smart, balanced work—not just long hours.
- Recognising and rewarding effort with genuine feedback, not empty praise.
3. Create rituals that build trust
“It’s not just about support, it’s about making space for people to be truthful with you and with themselves.”
Practical rituals Fadi’s team uses:
- Weekly well-being check-ins (not tied to performance metrics).
- Permission to pause—a no-questions-asked day off.
- Celebrating milestones together, big or small.
These small practices normalise honesty and create a safety net.
4. Lead with empathy—even if it takes burning out yourself
“I was more aggressive… until I was the one who was burned out.”
Fadi admits he had to hit his own limits before he could change his leadership style. The lesson? Empathy isn’t optional. Listen first, act second, and remember that humility is a strength in leadership.
5. Use unconventional reminders of value
“We created thank you handout notes… bring your kids to office day… our annual family party.”
Show your team they’re valued as people, not just as job titles. Handwritten notes, family-inclusive events, or personal touches go a long way in building loyalty and belonging.
6. Own mistakes openly
“There’s no harm in us as leaders to own things. Say very clearly, I think we’ve pushed hard. We may have missed the signs. Let’s fix it together.”
When you miss the warning signs, say so. Owning errors creates trust far faster than covering them up.
7. Change the system, not the person
“Burnout is a systems failure of culture, communication, of leadership. It’s not a personal weakness.”
Stop framing burnout as an individual flaw. Fix the structures—workload balance, communication norms, leadership behaviours—that cause it.
Image Source, Credit & Rights: Chef’s Burgers
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