Year after year, the number of people on long-term sick leave due to burnout and other work-related issues is rising (RIZIV). Behind those figures are not abstract case files, but people with careers in which they often performed well for a long time, carried a great deal of responsibility, and continued to grow in their roles. A woman I spoke with told me a similar story: for years, she was productive, dedicated, and always willing to go the extra mile—until, at a certain point, she simply couldn’t do it anymore.
Her story illustrates something that often happens in practice: more pressure doesn’t always lead to better performance. Ambition can spiral into overdrive, where the constant demand for “more” doesn’t motivate but actually wears people down. In psychology, this is also known as the Yerkes-Dodson law: a certain amount of tension can be helpful, but too much pressure ultimately backfires.
What makes this dynamic particularly challenging is that responsibility often shifts back and forth in discussions about performance pressure. Employers point to employees who need to better set their boundaries, while employees point to a work environment that is structurally too demanding. The solution rarely lies with just one party.
In this blog, I’ll explore what individuals, managers, and organizations can do to make that pressure more manageable.
Do It Yourself: How to Keep the Pressure to Perform at a Healthy Level
Healthy ambition starts with self-awareness. A certain amount of challenge can be motivating, but if the bar keeps getting raised without any time to recover, healthy ambition turns into overdrive.
1. Learn to better assess your own capabilities
Take an honest look at your capacity. Consider not only what you’re technically capable of handling, but also what remains feasible in the long term. Which tasks energize you, and which ones are starting to weigh on you? People who have been working at a high pace for a long time sometimes get used to a pace that’s actually no longer sustainable.
2. Recognize and pay attention to the warning signs
Sleeping poorly, getting irritated more easily, having trouble concentrating, or feeling like you’re always playing catch-up are important signs. The question isn’t just, “How do I feel?” but also, “What is my body or mind trying to tell me?”
3. Don't be afraid to set your boundaries
Recognizing boundaries is one thing; communicating them is just as important. Making it clear early on what’s feasible is often much more professional than pushing forward until things go wrong. For example: “My workload is full right now” or “I want to do this well, but that means something else will have to be put on hold.”
4. Define your own priorities clearly
Not everything is equally important or urgent. Distinguish between what’s truly a priority and what’s mostly just “more of the same” without adding any value. That way, you can avoid unnecessary pressure and perfectionism.
5. Make recovery a regular part of your workday
Short breaks, a brief walk, or mindful breathing provide lasting energy. Recovery isn't a luxury—it's a necessity.
It’s up to organizations and managers: making workloads healthier
Organizations and managers create the context in which employees perform. They determine not only what is expected, but above all, how the workload is perceived. Anyone who wants to enable sustainable performance must therefore also consider the way in which work is organized and managed.
1. Build a culture of trust
Create space for open conversations about workload, feasibility, and energy levels, without judgment. Ask regularly, “How are you really doing?”
2. Set realistic expectations
When deadlines, targets, and workloads remain consistently too high, talking about well-being can quickly feel hollow. We can’t always do everything faster or do more. Help people choose, cut back, and focus on what’s achievable.
3. Take early signs of burnout seriously
Be on the lookout for withdrawal behavior, tension, or a decline in performance. Early intervention can prevent a great deal of suffering.
4. Set a good example
Setting a good example is important. Take breaks yourself, don't feel pressure to respond immediately all the time, and respect your own boundaries. That way, you make it safe for others to do the same.
5. Focus on sustainable performance
Organizations are responsible not only for their goals, but also for the conditions under which those goals must be achieved. Ask yourself and your team regularly: “How can we ensure that everyone can continue to perform in a healthy way?”
Shared Responsibility and Cooperation
Performance pressure is not an individual problem, nor is it solely an organizational problem. It arises from the interplay between personal ambition, the professional context, and collaboration. That is why it is crucial for employees and organizations to address it together.
Dialogue is the foundation of this approach: regular, open, and free of taboos. It’s not about assigning blame, but about understanding and working together to find practical solutions. When employees set boundaries, they provide valuable insight into the feasibility of tasks and expectations. Organizations and managers have a responsibility to take these signals seriously.
Measurability and clear agreements make it practical: what does sustainable work mean in this role? What goals are achievable within a reasonable timeframe? What does a healthy workload look like in practice? Once these guidelines are clear, sustainable performance ceases to be a vague ideal and becomes a concrete, shared mission.
By making prevention part of your routine—through regular conversations, early detection, and shared reflection—you can prevent performance pressure from leading to burnout. Sometimes it’s not about doing more, but about setting boundaries together: that’s the best choice.
Conclusion
The pressure to perform affects us all: employees, managers, organizations, and everyone who contributes to a healthy work culture. It takes courage on the part of each of us to respect boundaries, take responsibility, and continue to communicate openly with one another. Only together can we create an environment in which everyone can continue to grow and perform with joy, energy, and resilience.
We are hosting a free webinar on performance pressure on June 9, 2026. Sign up here.
Are you noticing increasing signs of performance pressure or burnout within your organization? We’d be happy to help you figure out how organizations can identify these signs early on and provide timely support to employees. Schedule a consultation using the button below.
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