Negotiating for Better Work-Life Balance

How to set boundaries in the workplace, especially if you are an introvert You feel… - Constant Fatigue and Burnout - Blurred Lines Between Work and Personal Time - Difficulty in Saying 'No' - Increased Stress and Anxiety Levels - Neglecting Personal Priorities - Strained Relationships 💡 𝐒𝐨𝐥𝐮𝐭𝐢𝐨𝐧: 𝐒𝐞𝐭 𝐥𝐨𝐰-𝐬𝐭𝐚𝐤𝐞𝐬 𝐛𝐨𝐮𝐧𝐝𝐚𝐫𝐢𝐞𝐬 💡 🟣 𝐋𝐢𝐦𝐢𝐭𝐞𝐝 𝐭𝐢𝐦𝐞 𝐜𝐨𝐧𝐯𝐞𝐫𝐬𝐚𝐭𝐢𝐨𝐧𝐬 Say: “I’ll follow up with you on this by email, but I need to get back to work now.” It keeps the conversation positive and respectful. 🟣 𝐃𝐞𝐝𝐢𝐜𝐚𝐭𝐞𝐝 𝐪𝐮𝐢𝐞𝐭 𝐭𝐢𝐦𝐞 Add a daily or weekly slot in your calendar as “focus time” or “busy” and mark it as nonnegotiable. You could even name it creatively, like “Deep Work Hour,” to signal its importance. 🟣 𝐑𝐞𝐬𝐩𝐨𝐧𝐬𝐞 𝐭𝐢𝐦𝐞 𝐟𝐨𝐫 𝐦𝐞𝐬𝐬𝐚𝐠𝐞𝐬 𝐚𝐧𝐝 𝐞-𝐦𝐚𝐢𝐥𝐬 Add a line to your email signature: "I reply to emails within 24 hours for non-urgent matters.” Alternatively, set an auto-responder to manage expectations. 🟣 𝐋𝐮𝐧𝐜𝐡 𝐨𝐫 𝐁𝐫𝐞𝐚𝐤 𝐭𝐢𝐦𝐞 If possible, leave your desk to eat lunch or take a walk. This signals to others that you’re on break and helps you mentally reset. 🟣 𝐁𝐮𝐟𝐟𝐞𝐫 𝐭𝐢𝐦𝐞 𝐛𝐞𝐭𝐰𝐞𝐞𝐧 𝐦𝐞𝐞𝐭𝐢𝐧𝐠𝐬 Schedule a “transition time” block on your calendar between meetings or tasks. Name it something clear, like “5-Min Transition,” to prevent others from double-booking it. 💎 𝐊𝐞𝐲 𝐓𝐚𝐤𝐞𝐚𝐰𝐚𝐲 💎 Before you say Yes to a request or invitation, PAUSE! Pause before you say yes, pause before you commit, learn about low-stakes boundaries and how to provide alternatives. An alternative is like negotiating for your time and energy. So, how do you plan to begin setting boundaries at work in 2025? Let me know in the comments! ⬇️ #worklifebalance #boundaries #workplaceboundaries #careerbutterfly

She stopped replying to work emails after 6 PM—and here's what happened. They used to pride themselves on being available 24/7. Emails at 10 PM? No problem. Weekend calls? Bring it on. But over time, they noticed: - Increased fatigue - Decreased productivity - Strained personal relationships One day, they decided enough was enough. They set clear boundaries: - No emails after 6 PM - Weekends are off-limits - Vacations are for recharging The initial anxiety was real. Would they miss something urgent? Would their team feel unsupported? But here's what actually happened: - Improved Productivity: They were more focused during work hours. - Better Decision-Making: A rested mind led to better choices. - Enhanced Team Empowerment: Their team became more autonomous. - Personal Life Flourished: Stronger relationships and hobbies rediscovered. Setting boundaries didn't hinder their career. It enhanced it. Burnout is not a badge of honor. Lead by example. Encourage your team to find balance. How do you maintain work-life harmony? Share your strategies!

I'm leaving on a 10 day, no-work vacation. And nothing will fall apart while I'm gone. I've had a team working under me since I was 23. For the following decade vacations came along with guilt, worry, and shame. Why should I leave when my team is in the trenches? What if a client gets upset while I'm gone and I'm not there to help? Will the team think I'm lazy or leaving them high-and-dry? I don't have those worries anymore. Here's why: - I do my best to integrate other employees into every negotiation or active campaign as early as possible before my trip so the handoff is smooth. - I alert any potential or active clients well ahead of time to my absence and let them know who to contact for any questions or concerns. - I remind myself that there will always be more work to be done. So my options are to take vacations to recharge and accept that work will not be done during that time, or literally never take time off. Research tells us it's smarter to do the former. - Most importantly: I trust my team. The big lesson: prepare. Prepare clients. Prepare teammates. Build process and 'plan B's. And actually enjoy your vacation! You're only on this big blue marble for a short time! See you in September. NOTE: My 'Grow 1%' newsletter has been scheduled in advance, so you'll still get it in your inbox this coming Thursday! #vacations #outofoffice #executiveleadership https://lnkd.in/epS77ftJ

You're apologizing for things you shouldn't. 12 moments for boundaries (not guilt) 👇🏼 I used to say "sorry" for needing focused time "Sorry" for enforcing a deadline Even "sorry" for being right Now I say something else. And honor my boundaries without apologizing for them ✨ Here's how to set boundaries without guilt: 1. When you need focused work time ↳ Replace "Sorry I can't meet" with "I'm blocking focused time until 2pm for priority work" 2. When you're taking approved time off ↳ Replace "Sorry I'll be out" with "I'll be unavailable during my scheduled leave from [dates]" 3. When you're asking for critical information ↳ Replace "Sorry to bother you" with "To move this project forward, I need [specific info] by [date]" 4. When you decline additional work ↳ Replace "Sorry I can't help" with "My current priorities require my full attention right now" 5. When you're leaving on time ↳ Replace "Sorry I have to go" with "I'm heading out for the day - need anything before I leave?" 6. When you need to redirect a conversation ↳ Replace "Sorry to interrupt" with "Before we move on, I'd like to address [topic]" 7. When someone disrespects your time ↳ Replace "Sorry, but I have another meeting" with "We have 5 min left, let's prioritize" 8. When enforcing agreed-upon deadlines ↳ Replace "Sorry to ask" with "As agreed, I'll need your input by [deadline] to stay on schedule" 9. When your expertise contradicts others ↳ Replace "Sorry, but I disagree" with "Based on my experience, I see this differently because..." 10. When discussing your achievements ↳ Replace "Sorry to share this" with "I'm excited to share that our team accomplished..." 11. When addressing inappropriate behavior ↳ Replace "Sorry if this is awkward" with "That approach doesn't work for me. Here's what does..." 12. When prioritizing your wellbeing ↳ Replace "Sorry I need to step away" with "I'm taking a break to ensure I bring my best thinking" Strong professionals don't apologize for their boundaries. They communicate them with confidence ✨ Which situation will you stop apologizing for this week? Share below! -- ♻️ Repost to help your network transform apologies into influence 🔔 Follow Dr. Carolyn Frost for more strategies to succeed with confidence and clarity

7 Phrases to Set Boundaries at Work: (Protect your time, energy, and sanity) If you don’t set boundaries, work will take all the space it can. Saying “yes” to everything leads to burnout, resentment, and exhaustion. Here are 7 powerful phrases to set boundaries at work (without guilt) + how to use them effectively: 1. "I’m happy to help, but I’ll need more time to do it well." → A polite way to push back on unrealistic deadlines. → Protects your quality of work and mental health. 𝗛𝗼𝘄 𝘁𝗼 𝗮𝗰𝘁𝗶𝗼𝗻 𝗶𝘁: Instead of accepting deadlines immediately, ask what the true priority is and negotiate a realistic timeline. 2. "I’m at full capacity right now. Can we revisit this next week?" → Prevents you from being overloaded. → Shows you’re open to helping—just not immediately. 𝗛𝗼𝘄 𝘁𝗼 𝗮𝗰𝘁𝗶𝗼𝗻 𝗶𝘁: Keep a workload tracker so you can confidently say when you’ll be available next. 3. "I’d love to, but I need to prioritize my current workload." → Communicates that you have other priorities. → Reinforces that your time is valuable. 𝗛𝗼𝘄 𝘁𝗼 𝗮𝗰𝘁𝗶𝗼𝗻 𝗶𝘁: Politely remind the requester of your existing commitments and, if necessary, loop in leadership to align priorities. 4. "I won’t be available outside of work hours, but I’ll handle this first thing tomorrow." → Protects your personal time. → Sets a clear expectation without sounding uncooperative. 𝗛𝗼𝘄 𝘁𝗼 𝗮𝗰𝘁𝗶𝗼𝗻 𝗶𝘁: Set clear expectations about your work hours in advance—use email signatures or status updates as reminders. 5. "I’d be happy to do that, but I’ll need to delegate something else." → Puts the responsibility back on them to manage priorities. → Encourages a realistic distribution of work. 𝗛𝗼𝘄 𝘁𝗼 𝗮𝗰𝘁𝗶𝗼𝗻 𝗶𝘁: Ask your manager which task should take priority and make them aware of trade-offs before accepting more work. 6. "I appreciate the opportunity, but I’ll have to pass this time." → Gives a respectful no without over-explaining. → Prevents you from stretching yourself too thin. 𝗛𝗼𝘄 𝘁𝗼 𝗮𝗰𝘁𝗶𝗼𝗻 𝗶𝘁: Keep it short and confident—avoid apologizing or over-justifying your decision. 7. "I need more clarity before I commit to this." → Ensures you fully understand what’s being asked. → Helps avoid last-minute surprises or extra work. 𝗛𝗼𝘄 𝘁𝗼 𝗮𝗰𝘁𝗶𝗼𝗻 𝗶𝘁: Before saying “yes,” ask for specifics on expectations, deadlines, and resources available. Your time is your most valuable resource—protect it wisely. What’s your go-to phrase for setting boundaries? Let me know in the comments below 👇 --- ♻️ Find this helpful? Repost for your network. ➕ Follow Dr Alexander Young for daily insights on productivity, leadership, and AI.

A Chief of Staff’s strength isn’t always being available.     It’s trusting themselves enough to step back.      As a Chief of Staff, your team and your leader relies on you… a lot.      You’re their go-to. Their problem solver. Their safety net.     The one who keeps things running even when they’re in back-to-back meetings, on the road, or deep in strategy mode.     But here’s the thing: you can’t be any of those things if you’re burnt out.     Boundaries aren’t about stepping away from your responsibilities. They’re about ensuring you can lead effectively when it matters most.     So, how do you set boundaries while keeping trust intact?     Start here:     🟡 Set Clear Expectations     ↳ Define your availability and stick to it. Communicate your “office hours” and when you’re off the clock.    ↳ Align with your exec on what truly needs your attention versus what can be delegated.     🟡 Define ‘Urgent’ Together     ↳ Not everything needs an immediate response. Decide what’s urgent and what can wait.    ↳ Protect focus by distinguishing between urgent and routine tasks.     🟡 Use Technology Wisely     ↳ Automate where possible. Set clear OOO messages and delegate tasks.    ↳ Turn off unnecessary notifications so you’re not distracted by things that can wait.     🟡 Lead by Example     ↳ Respect your boundaries, and others will too. Model sustainable leadership and make time for rest.    ↳ When you prioritize well-being, your team will follow suit.     🟡 Create a Handoff System     ↳ Build a capable team that can manage in your absence. Define clear roles and responsibilities.    ↳ Set processes that empower others to take over without confusion.     🟡 Retrain Yourself to Disconnect     ↳ Trust your team to handle things while you’re offline. The work will still be there when you return.    ↳ Rest is part of leadership. Recharge to be more focused and effective.     🟡 Reassess Regularly     ↳ Periodically check in with your team to see if boundaries are working or need adjusting.    ↳ Get feedback and stay open to adapting as your role or team evolves.     The best Chiefs of Staff don’t just manage chaos—they manage their energy.     Because when you set boundaries, you show up sharper. More focused. More effective.     So, say it with me:     “I won’t be checking email, so if you need anything, please give me a call.”     And then? Actually, disconnect.    In the comments: How do you set boundaries in a high-demand role?     ♻ Share to help spread awareness of the Chief of Staff role.       👋 Follow Maggie Olson for daily CoS & leadership insights.  

After 5 months of searching. 172 applications. 14 first-round interviews. 6 final-round interviews. And countless rejections. My client Melissa finally received the offer she'd been dreaming of: Senior Marketing Director at a fast-growing tech company. $145K base salary (a $30K increase). Comprehensive benefits. Hybrid work arrangement (3 days in office). Clear path to VP level. On paper? Perfect. But when we reviewed the offer together, she hesitated. "The money's great, but..." Her current role was fully remote. The new position required those 3 days in-office, with "occasional travel" mentioned casually during interviews. As a single mom with two kids in elementary school, those 3 office days meant: • Waking up 90 minutes earlier • After-school care costs • Rushed mornings and evenings • Limited flexibility for school events • Constant logistics juggling The "occasional travel" was equally concerning. So we did something radical. Rather than accepting or declining, we crafted a counter: Same salary. Same title. But fully remote with quarterly in-person meetings. The hiring manager initially balked. "This role requires in-office collaboration." We asked for data to support that claim. They couldn't provide any. After a week of back-and-forth, they agreed to: • 1 day in office per week • Travel limited to 1 trip per month • Flexible hours to accommodate school drop-off/pickup • Written agreement these terms wouldn't change Melissa accepted. Three months in, her boss admitted the arrangement is working better than expected. Her productivity is higher than her in-office peers. The lesson? The job description is the STARTING point of negotiation, not the final word. What you need as a human being matters more than what's on the job listing. Work-life balance isn't just a buzzword. It's a legitimate business requirement that impacts your performance and wellbeing. Your non-salary needs are just as negotiable as your compensation. And sometimes, the thing you need most isn't more money—it's a work arrangement that respects your whole life. What's something important you've negotiated beyond salary? Share below! #JobNegotiation #WorkLifeBalance #CareerStrategy #RemoteWork #JobSearch #ResumeWriting P.S. Every client I've worked with who negotiated flexible work arrangements reported higher job satisfaction after 6 months than those who only negotiated salary. Sometimes the most valuable compensation isn't deposited in your bank account.

🤬 “My boss never takes a vacation, so I obviously cannot!” 🤬 “If I take PTO, I’ll just have to do double-time, so why bother?” 🤬 “It looks good to the boss if I’m available 24/7.” Heard these before? ⬇️ As some of you are preparing to take time off for the holidays, and in an era in which we’re seeing companies attempting to offer four-day workweeks and unlimited paid time off, without a structure in place, burnout will continue to soar. I challenge you to take a different approach to your time off. Don’t expect your manager or human resources department to micromanage how much PTO you have remaining. Set your boundaries and take your earned time off! Here are some actionable tips on how to use your earned time off. ✅ Create your proactive system. In my career, I used a 6-3-1 approach. I would take a week off every six months, every three months, I’d take a long weekend, and every month I’d take a half day or full day. Setting this in my calendar gave me the confidence to use my time off and set boundaries with my colleagues, managers, and clients. Design a system that works for you. ✅ Set yourself up for a stress-free time off. At least one to two weeks before your vacation, create a pre-vacation priorities plan. The process is as simple as getting out a piece of paper and sorting your priorities into four categories: 1️⃣ Pre-vacation priorities: what must be done before you leave, and how are you making time for these priorities?  2️⃣ Delegate: what project(s) will continue while you’re away, who is your proxy, and do they know what they need to execute? 3️⃣ Post-vacation priorities: what are your work priorities when you return, and when will you work on those priorities? 4️⃣ Delete: what is NOT a valuable use of your time or anyone else’s time? Additional tips before you leave on vacation: ✅ Block out at least 1-2 hours in your calendar for your first day back. This time is for you to review your email inbox and get caught up before diving into meetings and other activities. ✅ Build in a recovery day. If you’re traveling, the stress of doing so on a Sunday before returning to work on Monday won’t make you feel refreshed. Consider leaving for home 48-72 hours before you return to work. ✅ Ask your team to send you a “while you were away” email. I always appreciated a “what you missed” email when my teams shared immediate highlights, issues and questions I should start reviewing upon my return. And I worked with my teams to return this in kind when my colleagues were away. This approach will empower you to take the time off you deserve guilt- and stress-free. Now, get planning and enjoy your well-deserved vacation! #ChasingTheSun #Holiday #WellBeing

I used to walk through the door at 9 p.m., smelling like dust and concrete, boots still caked with mud. My kids were already asleep. My wife was tired of hearing me say, “Honey, it’s just a hard time right now.” Weekends? Gone. PTO? Didn’t happen. Balance? Forget it. That was me—working all the time as a Superintendent. What shook me was when Kate said one time, "It's always a busy time. We will just go without you." 😳 I was devastated. And decided to make a change. I went from missing family dinners to taking PTO, working standard hours, and actually being present for my kiddos. Here’s the pattern that made the difference: Top 10 Habits for Work–Life Balance in Construction ↗️ Schedule Your PTO at the Beginning of the Year - (Family time is a milestone. Put it on the calendar first and guard it.) ↗️ Create a Coverage Plan for All PTO - (Peace of mind comes when the project can stand without you. Build that into the culture.) ↗️ Prioritize Stability with Standard Meetings - (Fire drills steal your evenings. Rhythm and consistency with communication give them back.) ↗️ Make Planning Visual and Clear - (Get it out of your head. Put it on boards so others can lead in your absence.) ↗️ Time Block Your Days - (Protect deep work, meeting rhythms, and family transitions.) ↗️ Have Morning & Afternoon Routines - (Start with intention. End with a reset so you walk through the door calm, not chaotic.) ↗️ Go on a Weekly Date Night - (The foundation at home matters more than any foundation you place on site.) ↗️ Schedule Your Health Appointments (and Keep Them) - (Doctor. Dentist. Therapy. Don’t wait until you’re broken.) ↗️ Keep Leader Standard Work - (Daily, weekly, monthly checklists keep you proactive—not reactive.) ↗️ Create Buffers in Your Plan - (Don’t jam every minute. Leave space for calls, surprises, and just breathing.) Construction doesn’t have to cost you your family. It doesn’t have to cost you your health. If you drive your project with stability and a lot of discipline with planning—while protecting these habits—you can win both at work and at home. 💡 Which of these habits do you already use? Which one do you need most right now? Love, J$

Part-time work is the least creative option out there for achieving work-life balance and retaining great knowledge workers. I will die on this hill. Before you negotiate away your pay, career path, and power at work, talk with your manager about how you can still achieve great results while working in a more flexible, balanced, and sustainable way. Could you: - Limit meetings - Focus on 2-3 top priorities  - Say no to all the other nonessentials - Leverage technology to streamline processes - Access benefits to hire out home tasks/ childcare - Work from home a few days a week or at different hours  - Be evaluated on your results achieved rather than hours worked Part-time work should not be the first, default strategy for you or your manager when life shifts and you need to reprioritize. Shifting when, where, and how the work gets done is a better initial route with fewer tradeoffs for your career. Bottom line, there are still far too many negative repercussions to part-time work - for women and caregivers especially. I should know. I worked part-time for two years. And I was willing to give up a lot. The clients I coach now are similar. In our desperation, we negotiate too much away. If I could go back to 2008 and sit on that park bench next to my tired self preparing to return to work part-time because that felt like my only option, here’s what I’d say. Do not sell yourself short. Fight for remote work.  Insist on being evaluated by your results, not hours worked. Ask, no, demand, equal pay for an equal scope of work to what you had pre-leave. If that bureaucracy can’t figure out how to do that, renegotiate your scope down so you’re not delivering the same (and bigger) scope at a 40% discount simply because you’re not in the office 2 days a week. It is possible for organizations to achieve great results and meet employee needs by looking at the when, where, and how of the work first and foremost. What would it take to truly support your needs and achieve excellent results in your current role? #parttime #flexibility #resultsoverhours