One - Exhaustion:
The person suffers from physical, mental, and emotional exhaustion. They flop down in chairs, go home exhausted. At the work site they go for the quick fix, take short cuts to get things done, have a brain-strain when faced with new problems.

Check the system: Are you asking more of this volunteer than is fair? Should the job be redesigned to divide tasks and responsibilities?
Too many hats: One individual committed to the “cause” of the organization or the people can wear too many hats. What do your policies say about volunteers holding more than one or two positions? Can you relieve the person of one of their tasks?
Is it still fun? When volunteer tasks stop being fun and enjoyable, burnout cannot be far behind. What did you observe with this volunteer recently that let you know the tasks and jobs were enjoyable?
Plan fun activities. Rent a movie and show it in a room at the organization for all volunteers. Be sure your potential burnout candidates have tasks that require them to be there. The funnier the movie the better.
Check out whether volunteers are being asked to do more than they should. Review tasks and duties. Maybe more hands are needed to accomplish tasks. Maybe a position needs to be reorganized.

Two - Doubt:
The second stage brings fear and trepidation. A formerly confident and self-assured volunteer is tentative and questioning of their ability to do things. Past accomplishments are ignored and pushed aside in the fear that you cannot do it today. Shame and doubt are regular visitors.

Strongest takes a break-People prone to burnout are those on whom others depend. Rarely do folks notice how burned out someone is until it is too late. The leaders in an organization need regular and enforced breaks. Rewrite committee guidelines or by-laws that requires everyone to take a complete break every four to six years.
Call it what it is. Acknowledge that everyone is leaning on this volunteer and it is time to give him/her a break. And talk to the volunteer about this. Sweeping it under the rug or avoiding the topic can only lead someone to move to Stage 3.
Give the volunteer a measure of control. Burnout can be short-circuited if people feel like they have control over the assigned tasks. Whenever possible provide the volunteer with daily choices, instead of dictums!
Encourage non-task related visiting among volunteers. Be sure to ask about family members or work duties that are pressing on the individual. That behavior gives the person permission to chat with others about the challenges in life.

Help people who take on too much to prioritize tasks and eliminate some so a new position or responsibility can be assumed. For example, a mother of three volunteered in many of her children’s activities. She was the group leader extraordinaire. One of the groups wanted her to take on an organization-wide program development project. She would have likely simply added it to her other duties. The Board president and the executive said the new and exciting job was only available if she relinquished her group leadership duties. They assured her they would find reliable and suitable replacement, but it was a non-negotiable item. Some people need to be helped to avoid burnout.
Help people see the long-term consequences of burnout. That initial feeling of being overwhelmed hardens into cynicism, and can harden the arteries, too. The long-term impact of smoldering anger leads to high blood pressure, ulcers, and worse. Do not be quiet about this. Help volunteers understand that, while the service they give is important, so is their health.

Help the volunteer grieve for tasks not completed or projects failed. Help them focus guilt and anxiety into a new type of energy. Do not ignore this step. Many volunteers who suffer from burnout are those on whom everyone depends, including family and friends. It is important to acknowledge that there are some things that did not happen, but the world has gone on and so will they to fight another day.
Get support for drained volunteers. Enlist the help of volunteers who have been there and successfully weathered the storm. This needs to be a sensitive person who can help them over the hump.
Offer to provide the resources or time for the person to take a “time-out” for a pre-arranged period of time, so they can catch up! Recruit an experienced and trusted volunteer to step into the individual’s shoes to give them time to rebuild energy and enthusiasm.
Explore ways things can be accomplished through new actions. Enlist technology wizards to help, offer an opportunity for skill training, and suggest options that produce positive attitudes and actions.