Early signals

Sensory-Strength Energy, absence and return to work

What you might notice when someone is overloaded, and what to do then, without labelling anyone.

Waiting until someone falls over is the most expensive strategy. Stepping in at yellow is cheap; stepping in at red costs far more time and energy. Make a card together of what you see in the work at each level, and what you do then. No labels: you look at what someone still does, not at what is wrong with them.

When to use it

  • Someone seems tired or overloaded at work

Tip

Fill in the card together with the team member, at a calm moment. Let them choose the signals and decide who may name a signal: those signals are more accurate than "how are you?", because almost everyone answers that with "fine". The card belongs to the employee, just like a Working with me document. It does not go in the personnel file, and nobody keeps track of which colour someone was in.

What you fill in

  • For whom (or which team)
  • Green: there is margin. What do you see in the work?
  • Green. What do we do then?
  • Yellow: no reserve left. What do you see in the work?
  • Yellow. What do we do then?
  • Orange: the work starts to falter. What do you see in the work?
  • Orange. What do we do then?
  • Red: it is no longer working. What do you see in the work?
  • Red. What do we do then?
  • Who may name a signal, and how?
  • Filled in together with the team member
  • When do we check whether the card still fits?

The tool runs in your browser. Nothing you type is saved or sent anywhere.

Example result

Made with the example in the tool. With your own details you get your own version, ready to copy.

Early signals: Ben Green: there is margin We see: Ben picks up new queries himself, joins in at meetings and comes to lunch when he feels like it. We do: Nothing special. This is the reference point we look back to. Yellow: no reserve left We see: Messages stay unanswered for longer, he wears headphones more often and skips lunch. We do: Cut something now, while that is still easy. Take one thing out of the week and go through the plans together. Orange: the work starts to falter We see: He forgets arrangements he would never usually forget, responds curtly to small questions and finds it hard to get going. We do: Real relief from the load, not extra effort. Hand over tasks, cancel meetings, and suggest a conversation with occupational health. Red: it is no longer working We see: Ordinary tasks are no longer getting done, or he calls in sick. We do: Stop working, follow the absence policy and involve occupational health. Tasks are taken over. Nobody asks for an explanation. Who may name a signal Ben himself, Olivia and his regular colleague Tom. Tom may mention it calmly, one-to-one: "I am seeing yellow. Shall we look together at what can come off your list?" We will check again whether this card still fits: in three months, at the February one-to-one. We made these agreements together. This card belongs to the employee. It does not go in the personnel file, and we do not keep track of which colour anyone was in.