Why Business Owners Are Burned Out
Why Business Owners Are Burned Out
Why should business owners prioritize family time?
I’ve always put my family first. I can’t count the number of meetings, podcasts, or work commitments I’ve rescheduled to help my wife or attend my kids’ events. I don’t live my life for business. Even when I had a nine-to-five, if my wife or kids needed me, I was there.
Sometimes, family can get so used to this flexibility that they assume I have endless time. My kids, ages seven and ten, are rarely far from me since I work from home, so I’m there for breakfast, school pickups, and everything in between. Even if I’m on a call, they’ll wander in, and I’ll adjust, making sure my family always feels they come first.
Someone recently said, “Your bosses and employees won’t remember the late nights, but your kids will remember if you missed something important.” That resonated with me. I focus on being present, putting down the phone, and showing up—no matter the hour. Family comes first, and work falls into place after that.
How can business owners delegate while staying involved in key areas?
I don't enjoy work that feels like work, so I'm a big believer in delegation. Any great entrepreneur should be skilled at delegating. I enjoy the marketing and sales aspects of the business. While I hire marketing people, I still keep my hands in it because it’s something I like. The same goes for experimenting with new sales channels—I find it fun.
I focus on creating content and testing new tools, even though it might not align with the best use of my time financially. If trying something new leads to gaining a customer, it’s worth it. Once I see something works, I can then delegate it to someone else to manage daily. My goal is to define new avenues and hand them off to a team to execute consistently.
How can business owners identify and trust key team members?
It was a significant investment, but I realized early on the importance of finding the right people. Over the past few years, I’ve interviewed over a thousand people to work with me. When you talk to and work with enough people, you learn to identify the ones you can’t imagine doing business without. Without them, growth would have stagnated, and I would’ve been stuck in the same place.
It’s crucial to trust your ability to find people who do good work and prove their commitment. On the flip side, I’ve learned that first impressions in business are rarely wrong. If someone messes up due to negligence or dishonesty, even if you give them a second chance, it’s likely to happen again. The good ones, though—the ones who go the extra mile and show they’re in it for the long run—are invaluable. Developing a knack for understanding people is essential.
I had confidence in my ability to gauge her potential and trust, which allowed me to let go of some control.
What qualities reveal future leaders on a team?
I already had contractors working with us, but she stood out as special. I quickly recognized her dedication and trust, which no one had shown me before. She believed in me and what I was doing, and that level of commitment deserved recognition. When someone proves themselves trustworthy and shares the same drive, they’ve earned a seat at the table.
Showing up is 99% of the job. I can’t count how many times I’ve disregarded people who simply didn’t show up—it’s crucial. Clients notice if you miss a deadline or meeting, and it reflects poorly. She consistently showed up, delivered, and wanted to grow. She aimed for the COO level and had the ambition to back it up. So, I decided she’d earned it, and we moved forward together.
When should business owners reward team members who go above and beyond?
It all comes down to each interaction feeling right and showing extra effort. Some people are purely transactional; they work their hours, finish their tasks, and go home. That’s fine. But then there are those trying to advance, aiming higher. Not everyone wants to be a C-level executive or run a business. Many people prefer just to clock in, do their work, and leave.
The key is to recognize those with real motivation and ambition. Lots of people talk about it, but few actually show up consistently and deliver when needed. Those are the people you trust, appreciate, and reward. I believe my team stays with me because I treat them like people. If they’re putting in the work, I give them my respect, time, and fair pay. Beyond that, it’s about bonuses and recognition when they go above and beyond.
It’s about identifying those with a true spark and drive because not everyone has that.
How can business owners avoid burnout by managing their workload?
Trying to do too much—too many clients, too many deliverables. There was a CRM client we had that was a good contract at the time. I was running five or six projects simultaneously, and because I was stretched thin, I couldn’t give that release the attention it needed. Back then, I was even handling the QA work. Naturally, the one thing I missed was the one thing the client tried to use, and it broke the entire system.
I still remember the call with the CEO. She said, “It’s not goodbye; we’re just taking a break.” It felt like a breakup, and it was devastating. That experience stuck with me, and I use it to remind my team to pay close attention to details—because the one thing you overlook is often the thing your client will find. The issue was burnout from trying to do everything without enough support. It was a lesson in not spreading myself too thin and understanding my limits.
*This interview has been edited and condensed for clarity.*
