Workload Out of Control? 10 Tips to Set Boundaries With Your Manager

Have you ever opened your laptop in the morning only to feel instantly weighed down by the sheer volume of work ahead of you? Maybe you’ve stayed late more nights than you can count, said “yes” when you wanted to say “no,” or felt the stress building as new tasks landed on your plate before you’d finished the last lot. If so, you’re not alone, and it’s time to get clear, confident, and proactive about your boundaries.

Our recent research shows that one of the biggest roadblocks to women’s career progression is an inability to say no or set boundaries. In our survey of 1,200 women, 49% said they struggle with boundaries, 55% take on more work than they should, and 45% identify as people pleasers.

These numbers tell a clear story: many women need more support when it comes to saying no and advocating for themselves. And for those who can say no, the real challenge often comes when someone pushes back or disregards the boundary entirely.

But what happens when the person pushing back is your manager?

It can be confronting to deal with a manager who ignores your boundaries. Yet rather than falling into conflict avoidance or people-pleasing, it’s essential to advocate for yourself and work toward a healthy, sustainable working relationship.

10 PRACTICAL TIPS TO PUSH BACK ASSERTIVELY AND SET BOUNDARIES WITH YOUR MANAGER

1. Clearly define your priorities

Before speaking with your manager, take time to identify what matters most in your role. Know which tasks directly align with your goals and which will stretch you beyond your capacity. When you can clearly articulate these priorities, you create a strong, objective foundation for the conversation and make it easier to explain why certain tasks can’t fit into your workload.

2. Be prepared and confident

Go into the discussion knowing exactly what you want to say and why. Prepare your points in advance, anticipate possible objections, and think through practical responses. Pairing preparation with calm confidence not only boosts your credibility but also increases the likelihood of your concerns being taken seriously.

3. Use “I” statements

Communicate in a way that’s clear but non-confrontational. For example, “I feel at capacity with my current workload, and taking on more could impact the quality of my work” is constructive and focused on shared outcomes. Framing your message around your perspective helps reduce defensiveness and keeps the focus on solving the issue.

4. Offer alternatives

Rather than simply refusing a request, suggest solutions that work for both you and the team. You might propose adjusting deadlines, reassigning a task, or bringing in additional resources. This shows you are still invested in delivering results, even if you can’t personally take on the extra work right now.

5. Provide evidence and data

Back up your position with facts. Share a snapshot of your current workload, deadlines, and the potential impact of adding more tasks. A data-driven approach takes the conversation out of the realm of opinion and makes it harder for legitimate concerns to be dismissed.

6. Seek support from colleagues

If others in your team are experiencing the same problem, consider raising it together. Presenting a collective view reinforces that the issue is systemic, not individual, and can make it easier for a manager to take action.

7. Document your workload

Keep a running record of your projects, tasks, and deadlines. This helps you track your capacity, spot areas for adjustment, and present clear evidence if you need to explain why you can’t take on more.

8. Request a one-on-one meeting

If pushback is happening in group settings, ask for a dedicated conversation. A private meeting allows for a focused discussion where you can share your concerns openly, without distractions, and invite your manager to collaborate on a solution.

9. Know your rights and policies

Familiarise yourself with company guidelines on workload, overtime, and work-life balance. Being able to reference policies or agreements adds weight to your position and ensures you’re advocating from a place of knowledge.

10. Consider escalation if needed

If your manager repeatedly disregards your boundaries and it’s affecting your health or performance, you may need to escalate. This could mean speaking to HR, a mentor, or another senior leader. Use this option carefully, but remember, your wellbeing is non-negotiable.

For managers, here are ways to support your team setting effective boundaries

1. Create a culture of open communication

Make it safe for employees to speak up about their workload. Encourage open, honest conversations where setting boundaries is seen as responsible, not risky.

2. Lead by example

Model healthy boundaries yourself. Be transparent about how you protect your time, say no when necessary, and maintain balance so your team can follow suit.

3. Promote training and development

Invest in programs like Women Rising that build skills in assertive communication, managing up, and setting boundaries. Equipping women with these tools helps create lasting change.

4. Recognise and reward boundary management

Acknowledge and celebrate when team members set healthy limits and maintain balance. This reinforces the behaviour and signals its value to the organisation.

5. Actively prevent overload

Know the true workload of each person you manage and intervene before it becomes unmanageable. Redistribute tasks and resources so no one is operating under unsustainable pressure.

About the author: Megan Dalla-Camina is an author, PhD researcher, Founder and CEO of the Women Rising Program and Male Allies Program. A globally recognised leadership expert, coach & mentor, she supports women and male allies to lead with confidence, clarity, and purpose in complex modern workplaces.
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