Boundaries Over Burnout: A Short, Real-World Playbook for HR

juliekayburns2020
4 days ago
2 min read

HR is the job people call when something is hard. That’s a privilege—and a load. If we want to keep showing up strong, we have to protect the engine that makes it possible: our mental health.

Why these matters (fast)

Unchecked overload turns into cynicism, mistakes, and turnover—yours and everyone else’s. Culture takes its cues from HR. If we normalize healthy limits, the organization follows.

What burnout looks like (spot it early)

You default to “yes,” then resent it.
Routine tasks feel heavy.
Empathy fades: your tone gets sharp.
Sleep, focus, or appetite is off for weeks.

If that sounds familiar, don’t wait for a long weekend to fix a systemic issue.

Five moves to model this week

Pause before yes. “Thanks for the ask—let me check bandwidth and get back to you by 3 p.m.”
Set service levels. Publish response-time norms (e.g., 24–48 hrs for routine; same-day for legal or safety).
Protect focus blocks. Two 90-minute, no-meeting windows for ER cases, comp work, or strategic projects.
Create an escalation ladder. Define urgent (safety, payroll failure, legal deadlines) vs. everything else.
Triage with a form. Route general requests through a short intake so you can prepare and prioritize.

Self-care vs. self-soothing (use both—on purpose)

Self-care sustains you (sleep, movement, therapy, meaningful hobbies, energizing people).
Self-soothing takes the edge off (Netflix, scrolling). It’s fine—just don’t let it replace care.

Make it stick pick one feeling you want more of (calm, vitality), one habit (20-min walk daily), and one boundary (no meetings before 9:30 a.m. Tue/Thu) to protect it.

Scripts you can steal

Capacity trade-off: “I can deliver X by Friday or Y+Z by Tuesday. What’s most important?”
Kind decline: “Given current commitments, I can’t own this by Friday. I can review a draft Monday or connect you with A or B.”

System fixes beat heroics

Run a quick workload audit (case volume, time-to-respond, investigation hours). Use the data to adjust staffing, automate busywork, and train managers on clarity, prioritization, and recognition. Make mental-health benefits usable (fast appointments, simple access), and refresh ADA-aware accommodation practices.

Bottom line: HR can’t pour from an empty cup. Protect your energy, say “yes” to the right things, and let your boundaries be the culture change your company needs.

Be sure to check out one of the many Health and Wellness Templates at https://hreducationedge.etsy.com