Boundary Setting: How to Protect Your Wellbeing at Work

Have you ever left work feeling completely drained, with no energy left for your personal life? Do you find yourself taking on extra work because you feel guilty saying no? Maybe you’ve felt resentment toward coworkers or your manager for expecting too much of you, but you don’t know how to address it.

If any of these scenarios sound familiar, you may need to reassess your workplace boundaries. Setting and maintaining clear boundaries is essential for protecting your mental and emotional well-being while ensuring you remain productive and engaged in your work.

What is a Boundary?

Boundaries are the expectations and needs that help us feel safe and comfortable in our work and relationships. In the workplace, this means defining how much time, energy, and emotional investment we are willing to give to work-related tasks and interactions. Boundaries help us communicate our needs and create a healthier, more sustainable work-life integration.

Why Would We Set Boundaries at Work?

Psychologically, some of our most consistent human needs at work are autonomy and competence (Deci & Ryan, 2000). We naturally desire to have control over our work and nonwork roles, as well as feel confident in our ability to carry them out. Neurologically, the brain’s prefrontal cortex, which is responsible for decision-making and impulse control, becomes overworked when bombarded with too many tasks and obligations (McEwen, 2017). If we aren’t able to establish a sense of predictability and control over our responsibilities, we can feel disorganized, confused, or overwhelmed.

Boundaries provide a framework for how we engage with our environment, and enforcing them allows us to feel a sense of stability and assurance. Setting boundaries is not just about saying “no” – it’s about fostering safety and control over our time and energy. The power of a boundary lies not just in setting it but in the internal freedom that comes with letting go of what is beyond your control.

The Benefits of Boundary Setting at Work

• Reduced Burnout and Stress. Burnout is a growing workplace epidemic resulting from chronic workplace stress that has not been successfully managed (WHO, 2019). Research has found that high levels of boundary control can reduce work-life conflict and stress by helping individuals manage work demands and prevent spillover into personal life (Mellner et al., 2021).
• Increased Productivity and Focus. Effectively managing boundaries around our time and workload allows us to prioritize tasks more effectively and leads to higher engagement (Kossek, 2016).
• Improved Workplace Relationships. Boundaries help create a culture of respect and professionalism. When your needs and expectations are clear, coworkers and supervisors are less likely to overstep or make unrealistic demands.

It’s not always obvious when we need to set stronger boundaries. However, certain emotional and behavioral patterns can signal that your limits are being pushed too far. If you often feel overwhelmed, resentful toward colleagues, or guilty when taking time for yourself, these could be indicators of weak or nonexistent boundaries. Other common signs include avoiding difficult conversations, feeling obligated to say “yes” to extra work, and neglecting personal self-care.

How to Set Boundaries at Work

Setting boundaries is a proactive process that involves self-awareness, communication, and follow-through. Here’s 4 steps for establishing and maintaining strong workplace boundaries:

1. Identify Your Needs

Specify how you need things to change moving forward by identifying the areas where boundaries are needed. Ask yourself:

• What work situations make me feel overwhelmed?
• Do I feel pressure to be constantly available?
• Which tasks or responsibilities fall outside of my job scope?
• Where do I need more balance between work and personal time?

2. Define the Boundary

Once you’ve identified the areas where boundaries are needed, be specific about what conditions are acceptable/unacceptable and the changes you want to implement. For example:

• “I will not check emails after 6 PM.”
• “I need to take a full lunch break without interruptions.”
• “I will not accept additional work that exceeds my capacity.”
• “I require at least 24 hours’ notice before taking on urgent tasks.”

3. Communicate the Boundary

Boundaries are ineffective if they are not communicated. Use assertive, direct language when setting limits with colleagues and supervisors. Instead of vague statements, be clear and confident:

• Instead of: “I feel overwhelmed with my workload.”
• Say: “I need assistance with my workload and would like to discuss redistributing tasks.”
• Instead of: “I’d prefer not to check emails after hours.”
• Say: “I do not check work emails after 6 PM, but I will respond first thing in the morning.”

 4. Enforce the Boundary

Simply setting a boundary is not enough; you must also uphold it. This requires consistency and self-discipline. If a coworker or manager disregards your boundary, reinforce it with a polite but firm reminder. For example:

• “As I mentioned before, I am not available for work calls on weekends.”
• “I appreciate the request, but I cannot take on additional work beyond my current projects.”

Final Thoughts: Boundaries as a Professional Strength

Setting boundaries is not about being difficult or uncooperative – it’s about protecting your well-being and ensuring long-term success in your career. When you establish and communicate your limits, you cultivate a work environment that values respect, efficiency, and balance.

Are you ready to start setting boundaries at work? What’s one area where you need to establish clearer limits?

References:

Cloud, H., & Townsend, J. (2017). Boundaries: When to say yes, how to say no to take control of your life. Zondervan.

Deci, E. L., & Ryan, R. M. (2000). The” what” and” why” of goal pursuits: Human needs and the self-determination of behavior. Psychological Inquiry, 11(4), 227-268.

Casper, W. J., Vaziri, H., Wayne, J. H., DeHauw, S., & Greenhaus, J. (2018). The jingle-jangle of work–nonwork balance: A comprehensive and meta-analytic review of its meaning and measurement. Journal of Applied Psychology, 103(2), 182-214.

McEwen, B. S. (2017). Neurobiological and systemic effects of chronic stress. Chronic stress, 1, 1-11.

Mellner, C., Peters, P., Dragt, M. J., & Toivanen, S. (2021). Predicting work-life conflict: Types and levels of enacted and preferred work-nonwork boundary (in) congruence and perceived boundary control. Frontiers in Psychology, 12, 1-15.

WHO (2019). Burn-out an “occupational phenomenon”: International classification of diseases. https://www.who.int/news/item/28-05-2019-burn-out-an-occupational-phenomenon-international-classification-of-diseases

Kossek, E. E. (2016). Managing work—life boundaries in the digital age. Organizational Dynamics, 45, 258-270.