When You’re Worn Down—And Your Team Is Too

In the HBR IdeaCast episode, Daisy Auger‑Dominguez argues that managerial joy isn’t a fleeting mood but a sustainable source of energy that directly counters burnout. She points out that low employee engagement often mirrors a manager’s own disengagement, especially for middle managers squeezed between senior expectations and frontline demands. When a leader’s enthusiasm wanes, the negative tone spreads, eroding team morale and decision‑making speed. By reframing joy as purpose‑aligned satisfaction, managers can protect both their own well‑being and that of their teams.

Auger‑Dominguez offers concrete practices to rekindle that joy. She recommends uncovering one’s ikigai— a personal ‘reason for being’—through deep self‑reflection on strengths, passions, and impact. Adopting a beginner’s mindset encourages curiosity, allowing seasoned leaders to ask fresh questions and uncover hidden solutions. Simple gratitude habits, such as maintaining a ‘happy folder’ of positive feedback, reinforce a sense of accomplishment and can be shared to celebrate small wins. These rituals build a gratitude muscle that strengthens resilience and fosters a culture where recognition feels authentic.

The conversation also highlights remote‑work realities: virtual interactions limit spontaneous check‑ins, making intentional joy‑building even more critical. Middle managers can schedule brief, informal video calls to replace hallway chats, ensuring they notice energy dips and intervene early. By consistently modeling purpose, curiosity, and gratitude, leaders send clear signals that counter fear‑based management styles. The episode underscores that while systemic issues like workload and resources require organizational change, individual actions rooted in purpose and appreciation can immediately lift morale and improve overall employee engagement.