July 4, 2025
If you’re wondering how to tell your boss you’re over worked without sounding like you’re complaining—or feeling like you’re letting the team down—you’re walking a path many have traveled.
Most people struggle to find the right words to express this to their manager.
And here’s the thing: Neglecting this skill means the demands on you will only grow, along with your growth of stress.
The Email Ping Avalanche: How Overwork Sneaks Up on You
It starts with one more email… then another ping… then your boss drops a new project on your lap right before the weekend.
None of it feels like too much on its own—so you tell yourself, “I’ll just handle it.” But before you know it, you’re skipping lunch, staying late, and waking up already exhausted.
Overwork doesn’t always announce itself.
Sometimes, it’s a slow burn out—one ping at a time.
1. Know the Signs: Are You Actually Overworked?
You might not notice it at first, because burnout doesn’t usually arrive with a flashing warning sign. It builds slowly, quietly, in the background of your daily life—until one day, you realize you’re not feeling like yourself anymore. It shows up in subtle ways:
- Your sleep feels off—either restless, interrupted, or racing thoughts about work prevent you from falling asleep easily.
- You find yourself snapping at the people around you, or getting irritated over small things that wouldn’t usually bother you.
- Your body feels tense, achy, or even in pain—and you can’t quite pinpoint why. You may find the need to stretch your body more than usual.
- No matter how much rest you get, you wake up tired, drained before the day even starts.
- The things you used to enjoy—whether it’s hobbies, time with friends, or just a quiet moment—start to feel like a chore instead of a joy, or they may feel like things you don’t deserve to do until you complete your to do list.
This isn’t just being busy or overwhelmed. It’s burnout in slow motion, creeping in day by day. And the first step to breaking the cycle? – Recognizing it’s happening in the first place. You can’t fix what you don’t acknowledge.
2. Assess: What’s Actually Causing It?
Once you recognize the signs of burnout, the next step is to get curious about where it’s really coming from. Burnout isn’t just a feeling—it’s a signal. And understanding what’s causing it is key to creating lasting change.
Start by asking yourself:
- Is this pressure coming from my manager, my team, or the culture at work?
- Or am I the one putting it on myself—pushing too hard, setting unrealistic demands, perfectionistic expectations, people pleasing, or struggling to say no?
Dig deeper. Get specific:
- Is the workload simply too much for one person to handle?
- Do I have the tools, support, or training I need to actually succeed in this role?
- Are there systemic issues at play, like unclear priorities or constant shifting deadlines?
This isn’t about blaming—it’s about identifying the root cause. Because when you know what’s driving your stress, you can make a plan to address it.
Now, shift your focus from the problem to the vision. Ask yourself:
What would my ideal work -week feel like?
- Would it include space to focus, time to recharge, and opportunities to grow?
- Would you feel in control of your day, not pulled in a million directions?
- Would you have boundaries that protect your time and energy?
That vision matters—because it gives you something to move toward, not just something to escape from. It turns burnout recovery into a growth opportunity, not just damage control.
Take a moment to imagine: What would your ideal workweek feel like? Fewer late nights? Clearer priorities? More focus time? That vision will help guide your conversation.
3. Plan Before You Speak
This is where a lot of people get stuck: they vent. And while venting might feel good in the moment, it rarely solves the problem. In fact, it can make you sound like you’re just complaining—not offering solutions.
You may have the expectation that if you present the problem to your manager, it’s their responsibility to fix it. However, if you want your concerns to be heard and respected, you have to approach the conversation like you’re proposing a meaningful improvement for the team—not just airing frustrations.
Here’s the mindset shift:
Problem — Solution — Benefit
Break it down like this:
- What’s the real issue? Don’t just say “I’m overwhelmed.” Get specific. Is the workload unreasonable? Are priorities unclear? Are you missing tools or training? Are you not provided adequate time to complete tasks? Are you in too many meetings?
- What’s one practical change that would help? Offer a focused idea, not a wish list. Maybe it’s reprioritizing deadlines, bringing in support for a project, have team leads lead meetings, blocking out calendar time, reviewing all assignments and tasks on your plate, or getting clarity on expectations.
- How would that change benefit your manager, your team, and the company? Frame it so they see how your suggestion makes things better for everyone—not just you. For example: “If we clarify priorities, I’ll be able to deliver higher-quality work without burning out, and the team will hit deadlines more consistently.” or “Blocking out calendar time to complete tasks will move projects more efficiently, while giving you time to notice areas for improvement more quickly.”
That’s the key: when you approach it as a thoughtful solution, not just a complaint, your manager will see you as a leader. It shows you’re a team player invested in making things better—not just someone pointing out problems.
4. Say It the Right Way (Script It Out)
Now that you’ve identified the problem and a potential solution, let’s talk about how to say it—How you present your concerns can shape whether the conversation is productive—or not
Here’s the key: Be specific, not vague.
For example, don’t just say, “I’m feeling overwhelmed.” That’s too broad and hard for a manager to act on. Instead, connect your feelings to specific tasks or issues, and offer a path forward.
Try something like:
“I’ve noticed that [specific task or responsibility] is taking up a significant amount of time, which is making it hard for me to focus on higher-priority projects. Could we talk about how to adjust, delegate or reprioritize so I can deliver the best results where it matters most?”
This kind of language does a few important things:
- It focuses on facts, not emotions.
- It shows you’ve thought through the problem and are ready to collaborate on a solution.
- It positions you as a team player who’s invested in outcomes, not just venting frustrations.
And here’s a critical reminder: Don’t compare yourself to your coworkers.
It can be tempting to say, “Well, so-and-so doesn’t seem to be struggling,” or “They’re handling more than me.” But the truth is, you don’t know what’s going on behind the scenes for them—and comparing only creates tension and undermines your professionalism.
Keep the focus on your experience, your workload, and your solutions. That’s how you advocate for yourself in a way that gets results—and maintains trust with your team and your leadership.
This shows you’re thinking like a team player—and gives your boss a way to help.
5. Release the Guilt: Why This Is Healthy, Not Selfish
Let’s be real: you might feel guilty for asking to take on less, set boundaries, or slow down. That’s especially true if you’ve built your reputation on always saying yes, being the go-to person, or taking pride in being able to “handle it all.”
Or maybe you’re worried about how your manager—or your team—will see you.
Will they think you’re not committed? That you can’t handle the pressure?
Here’s the truth you need to hold onto:
- Performance actually improves when you’re rested, focused, and regulated. You’re not helping anyone when you’re running on fumes.
- Guilt doesn’t move the needle. Boundaries do. Saying yes to everything eventually leads to resentment and burnout—not long-term success.
- Protecting your energy isn’t selfish—it’s smart leadership.
Here’s a simple reframe you can use when the guilt starts to creep in
“I’m choosing efficiency and sustainability, not self-sacrifice.”
You’re not slacking off. You’re making a conscious choice to work smarter, not harder. By setting limits, you’re creating the space you need to show up strong, steady, and fully present for the things that truly matter.
Remember: You can’t give your best when you’re running on empty. Setting boundaries now is what allows you to stay in the game for the long haul.
6. Create Boundaries That Stick
So you’ve had the conversation—great. Now what?
Now it’s about living the change.
Setting boundaries isn’t just a one-time event—it’s an ongoing practice. The key is to back up your words with actions and habits that protect your time, energy, and focus.
Start by building simple, sustainable routines that support your well-being:
- Take real meal breaks—step away from your desk, give your brain a break, and actually nourish your body. Even if you are working from home – eat your meal in a different location than your work station.
- Prioritize quality sleep—set a bedtime, protect it like a meeting, and avoid the temptation to “just finish one more thing.”
- Move your body daily, even if it’s just a walk outside between meetings. Physical movement helps reset your nervous system and keep burnout at bay.
- Unplug at the end of the day—close the laptop, silence notifications, and give yourself permission to stop working.
- Use time blocking to protect your schedule—block out deep work time, breaks, and focused hours for what matters most.
Finally, check in with yourself regularly throughout the day. It can be as simple as pausing and asking:
How am I feeling right now? Take a few deep breaths, and relax any tense areas in your body.
That moment of mindfulness can help you catch stress before it builds up, so you can reset instead of spiraling.
Here’s why this matters:
Employees who set clear boundaries and communicate their workload limits report 33% less burnout and 23% higher job satisfaction—according to the 2022 Gallup Workplace Survey.
That’s a big deal. It’s proof that boundaries aren’t just a nice idea—they’re a critical part of staying healthy, productive, and fulfilled at work.
You deserve to thrive, not just survive—and boundaries are the key to making that happen.
Final Thoughts: How to Tell Your Boss You’re Over Worked
So, how to tell your boss you’re over worked? It’s not about dumping your stress or blaming others—it’s about showing up as a clear communicator and a collaborative team member.
Remember:
- Know the signs that you’re truly overworked.
- Assess what’s really causing it—then plan before you speak.
- Use clear, specific language—and focus on solutions.
- Release the guilt and know that boundaries are healthy.
- Build routines and systems to support yourself long-term.
This is how you build a career that lasts.
The Next Step
Now that you know how to speak up without guilt, the next step is learning how to lead with purpose and build an organization that’s clear, focused, and aligned with your goals.
Because even after you have that talk with your boss, the pressure to overwork doesn’t just disappear—unless you have a clear strategy to guide your decisions.
That’s why we wrote this next article to help you understand how strategy can shape your organization—and your peace of mind.
Read “How the Concept of Strategy Benefits Your Organization” next. It breaks down how to focus your energy, protect your time, and build a business that actually works for you.
