Ep 199: Why Great Community Managers Burn Out (and How to Fix It)
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Why Great Community Managers Burn Out
If your community manager seems off, they're probably not underperforming, they're overextended.
Most businesses hire one person to do the job of five, then wonder why burnout happens.
The Truth About the Role
Community managers are often expected to:
Spot trends and schedule events
Moderate comments and respond emotionally
Track data and generate creative ideas
Launch projects and maintain existing ones
And somehow still keep your community culture strong.
This isn't one job. It's five. Wrapped up in a single title: Community Manager.
What Happens When You Find a Good One
They say yes to everything.
They overdeliver.
They become your MVP.
You give them more.
Then suddenly:
They're burned out.
They're quiet.
They stop showing initiative.
You're frustrated. They're exhausted. And the member experience suffers.
What Makes a Great Community Manager
It’s not just about personality. It’s about skills:
Detail-oriented
Tested in hard conversations
Emotionally intelligent
Confident on camera and in Zoom rooms
Able to hold community culture and values
They’re not just a moderator.
They’re the bridge between your members and your mission.
Give Them the Support They Need
1. Define a Clear Scope
They should own:
The forum
Onboarding
Community deliverables
Culture
Not marketing. Not operations. Not launches.
2. Offload Admin Tasks
Let your VA handle approvals, tagging, and tech setup.
Let ops own the automations.
Your community manager's superpower is connection, not clicking buttons.
3. Don’t Make Them Your Retention Strategist
Let them execute the plan. Don’t make them build it.
Most burnout comes from assigning strategy on top of fulfillment.
This is where we come in.
We give your community manager the roadmap and systems to support retention. We even offer training and leadership support so they can grow as your business grows.
Visit joinretain.com to learn more.
You Don’t Need a Unicorn
Even if you find one, they won't sparkle for long without the right support.
Instead:
Give them a tight scope
Hire for the right skills
Keep them in their zone of genius
Retention starts with a supported team.
Ask Yourself These 4 Questions
Is the role's scope clear?
Or have you added too much?Is this the right person for the job?
Do they have the right skills?Are they getting support?
Do they have access to training or peer communities?Are you expecting strategy and fulfillment?
That combo leads straight to burnout.
Get the Support You Need
Want help designing systems that scale and supporting your team?
Apply now at joinretain.com
Stay Connected with Shana Lynn
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