How to Talk to Your Boss About Burnout

For the past two months, Tessa has worked an average of 65(ish) hours per week. She’s worked on weekends, her own birthday, and blew off “Galentines Day” with her friends. Her company is growing rapidly and that’s a great thing. But each time a new business contract is signed, Tessa’s initial joy is almost immediately replaced with dread. More work is coming. And as usual, the bulk of it will fall on her.

Tessa’s diet consists of Doritos, chocolate, and Diet Coke. At the end of many of her long days, she has a glass of wine or two to help quiet her mind enough to allow her to sleep. And if they don’t work, she’s been known to dip into the Nyquil from time to time. She hasn’t exercised in months. Her skin is dry and her complexion sallow. She has acid reflux. She’s irritable as all get out. And even though she's working all the time, she doesn't get much done. Her thinking is fuzzy. She makes frequent mistakes. Every project feels like a two steps forward, one step back scenario.

Tessa knows something has to give. And yet, she’s reluctant to talk to her boss about it. What if he thinks she can’t hack it? What if he thinks she’s overreacting? What if he thinks she’s not a team player? What if he changes his mind about that promotion she’s been promised?

So, she puts her head down and just keeps working. And working. And working. Until the day comes that she can’t do it anymore. She calls in sick with a migraine and sleeps for an entire day. The next day, she’s just as exhausted.

Tessa has burned herself out.

The Burden of Unspoken Workload

No one wants to talk to their boss about burnout. We fear being seen as incapable, or a burden others. However, this silence has consequences. Here's why keeping your workload a secret hurts you and your team:

Reduced Productivity: Feeling overwhelmed clouds your judgment and hinders your ability to focus. By bottling it up, you're essentially working against your own productivity.
Resentment and Stress: Unaddressed workload builds resentment, both towards yourself and potentially towards colleagues who seem to have a lighter load. This can create a toxic work environment.
Missed Opportunities for Collaboration: Often, colleagues are happy to help or delegate tasks when they're aware of your workload. Silence prevents this collaboration from happening.

How to Talk to Your Boss about Your Burnout

Difficult conversations are much easier with a framework. Both you and your boss will benefit from this step-by-step approach.

Schedule a one-on-one: Request a private meeting with your manager. This dedicated time allows for a focused discussion on your workload.
Come Prepared: Before the meeting, make a list of your current projects, deadlines, and any specific concerns you have.
Focus on Solutions: Don't just present problems. Come prepared with potential solutions, like delegating tasks or adjusting deadlines. You may want to check out our free course, How to Prioritize to help you do this.
Be Honest and Transparent: Clearly communicate your current capacity and workload. Use data-driven examples if possible.
Practice Assertiveness: While being respectful, don't be afraid to express your needs. Phrases like "I'm feeling overwhelmed with..." or "Would it be possible to..." can be helpful.

If You Can, Be Proactive

Don't wait until you're on the verge of burnout to have this conversation. Here's how to be proactive with your workload communication:

Regular Updates: Keep your manager informed about your progress and any potential roadblocks you foresee.
Prioritize ruthlessly: Learn to say no to new projects if your plate is already full.
Set Boundaries: Establish clear boundaries between work and personal life to prevent work from bleeding into your downtime.

Remember: You and Your Boss are on the Same Side

Your boss doesn't want you burnt out any more than you do. Communicating your workload is not a sign of weakness; it's a sign of self-awareness and a commitment to your well-being. By speaking up, you not only protect yourself from burnout but also contribute to achieving your organization's goals.

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