How Healthy Boundaries at Work Can Save You From Burnout
You could have a hard time speaking up when someone tries to assign you more work, or you could be someone who just can’t say no to a colleague that needs to vent. But if you’re not careful, your boundaries at work might start to deteriorate – and your job will lose some of its luster. Thankfully, Dr. Tracy Brower, sociologist and author of The Secrets to Happiness at Work, has some tips about how healthy boundaries at work can positively impact your career and how to apply them.
What are “boundaries” at work?
“Boundaries are the distances we create between our various responsibilities,” Brower says. “They are limits to what we share, when and how we engage, how much we share, and the like.”
Brower adds that boundaries are like social guidelines that protect you and others from misunderstandings, hurt, or discomfort. Boundaries at work ensure that you do your best every day while also having a life of your own.
Each company’s culture is different, Brower says, and boundaries are defined differently everywhere.
“For example, in some cultures, it’s okay to share personal details of your life, and in other cultures, it’s uncommon to do so,” she adds. “In some organizations, colleagues are friends on social media platforms, and in others, they avoid this level of openness.”
Brower adds that the world of boundaries has changed since pre-pandemic days – even if your company had firm boundaries before COVID, it’s been hard to sustain those boundaries as everyone has been working from home.
“With COVID, we’ve invited people into our homes and generated more intimacy in some ways,” she says. “We’ve seen our boss in his baseball hat after a run or seen our colleague’s children during a meeting.”
“The question will be whether this closeness will change as COVID abates, or whether we maintain more of this intimacy.”
Why boundaries at work are important
While you might feel like you should be your whole self at work, flaws and all, you still need boundaries that keep you from feeling like meetings are turning into group therapy sessions. Studies show that those with fewer boundaries are less able to tolerate stressful moments at work. Additionally, those whose work-life boundaries were blurred were less able to participate in healthy living activities like working out, sleeping, or eating right.
Brower adds that if boundaries aren’t clear, burnout is imminent.
“Burnout is characterized by feeling inadequate to the task and demands which are placed by the project or team or organization, so by setting boundaries about what you can do, how much you can do, and by when, you reduce the risks of burning out.”
The Goldilocks rule
Brower says that there is a “Goldilocks rule” of boundaries – you don’t want too few, and you don’t want too many. Your boundaries should be just right, no matter the situation. Without adequate boundaries, your team will continue to ask for favors, and you might feel like they’re taking advantage of your flexibility.
“Colleagues will continue asking for a contribution, involvement, and participation,” Brower says. “They do this generally with good intentions—because they value someone’s contribution. But if a person doesn’t set boundaries, they can become overwhelmed and resentful.”
On the other hand, having boundaries that are too fixed can isolate you from your team, especially if you’re dominating the team dynamic with your wants and needs.
“Engaging enthusiastically and giving discretionary effort is positive,” she adds. “But taken to the extreme, work can become overwhelming. Being open with colleagues helps build relationships, but sharing too much which is inappropriate to the work setting can actually get in the way of healthy relationships.”
Getting it just right
The perfect boundaries are dependent on who you’re dealing with, how often you’re dealing with them, and what projects you need to get done. But for everyone, there’s a happy medium between too much and too little.
“If you’re working closely with a teammate on a project, they may need to know more about your schedule related to deliverables,” Brower says. “But you don’t need to share this much schedule detail with your boss. On the other hand, you may share more openly with your boss about your career ambitions, but wouldn’t share that detail with your colleague.”
Lastly, Brower says boundaries are influenced by how much work you have. Your boundaries might become a bit looser if the circumstances necessitate that you’re available during off-hours.
“When you’re working on a big initiative, you may pull out all the stops and work more hours for the priority you share with your team,” she says. “Or when you’re super-passionate about something, you may be motivated to burn some midnight oil. But at other times, or on other more mundane tasks, you may work enough, but not go above or beyond in terms of your effort.”
Best practices for setting healthy boundaries at work
To find out the right balance of boundaries for you, try thinking about some of these tips below.
1. Find some balance
To establish healthy boundaries, Brower says, you can’t just think about yourself. You have to consider others so you can push yourself when necessary while also recognizing your own limitations.
“Understand the priorities for the work and how your work fits in with others,” Brower continues, “so you can make good decisions. Reflect on the appropriate balance between your needs and the needs of the team and the organization.”
2. Make yourself clear
Brower recommends that in order to create healthy boundaries at work, have a talk with your manager about how to balance your commitment to your job with your other obligations in life. Tell them how you want to do the best work possible for you and that you need support to see that through.
Additionally, teammates are an excellent resource for upholding and sustaining boundaries.
“When tasks overlap, share with colleagues how and when you’ll deliver on your responsibilities to people know what to count on from you,” Brower says. “Share what you need to, taking an open, collaborative approach, but be discerning about when and how much you share.”
3. Resolve to work through issues
For a severe boundary violation, Brower recommends calling HR. But for anything else, having an open and honest conversation about the breach is the best course of action.
“Describe the action and why it was problematic,” Brower says. “Or you can talk with your leader or mentor about it, seeking coaching and guidance. Take a constructive approach to share your views and resolve the needs of the organization in relation to your needs—assuming good intentions as a starting point.”
