Reduce burnout on my support team

Help me reduce burnout on my support team. Team size and setup: [agents, shifts, channels, remote or on-site] Workload signals: [tickets per agent, backlog trend, overtime, after-hours work] Emotional load: [how often agents handle angry or abusive customers, sensitive topics] People signals: [sick days, attrition, engagement survey results, what agents have told me] What I control: [scheduling, queue assignment, targets, breaks, small budget, process changes] What I don't control: [headcount, pay, product issues] Do this: 1. Identify the likely burnout drivers from what I've shared: workload, lack of control, constant exposure to anger, unfair metrics, monotony, no recovery time, or feeling unheard. Rank them by evidence. 2. Suggest changes within my control, such as rotating off high-stress queues, protected off-queue time, decompression breaks after hard contacts, a clear policy for ending abusive conversations, adjusting targets that reward speed over quality, and recognition for good outcomes. 3. Suggest what to escalate to my manager, with the business case (attrition cost, quality impact). 4. Give me questions for 1:1s to check in on wellbeing without making it awkward. 5. Give me a 30-day plan and 3 indicators to track. If anyone mentions thoughts of self-harm or a crisis, point them to professional support, your employee assistance program if available, or local crisis services right away. This is not a substitute for HR or mental health professionals.