When a Colleague Is Working Themselves Into the Ground

It’s not uncommon to notice a coworker who seems to be constantly at their desk, answering emails late into the night, or taking on far more than their fair share of responsibilities. While dedication is often praised, chronic overwork can quickly cross into burnout territory, affecting not just the individual but also team morale and productivity.

Recognizing the Signs of Overwork

Overwork isn’t always about the number of hours logged. It’s often visible in behavior and attitude:

  • Consistently working through lunch or skipping breaks
  • Responding to messages outside normal hours, even on weekends
  • Appearing exhausted, irritable, or unusually anxious
  • Taking on tasks that aren’t theirs, even when already overloaded
  • Expressing guilt or anxiety about taking time off

These patterns can signal that someone is struggling to set limits, possibly due to internal pressure, fear of falling behind, or a workplace culture that equates long hours with commitment.

What You Can Realistically Do

As a peer, your role is limited—you’re not their manager, and you can’t reassign their workload. However, you can still have a positive influence:

  • Normalize breaks and time off: Take your lunch breaks visibly, step away from your desk, and talk openly about using vacation days. This subtly signals that rest is acceptable.
  • Model healthy boundaries: Avoid sending non-urgent messages late at night or on weekends. If you do, clarify that a response isn’t expected until the next workday.
  • Express concern thoughtfully: If you’re close enough, you might say something like, “I’ve noticed you’ve been putting in a lot of hours lately. I hope you’re doing okay. It’s important to take care of yourself too.”
  • Redirect work appropriately: If they’re taking on tasks that belong to others, gently remind them that certain responsibilities fall to different roles and that it’s okay to let those go.

Keep in mind that you can’t force someone to change. Your goal is to create a small counterbalance to a culture of overwork, not to fix the situation single-handedly.

When to Involve a Manager

If the overwork is affecting team dynamics—such as creating unrealistic expectations for others, causing errors due to fatigue, or leading to resentment—then it may be appropriate to speak with a manager. Frame the conversation around team health and sustainability, not personal criticism:

  • “I’ve noticed that [name] has been working very long hours, and I’m concerned about burnout. It might be worth checking in with them about workload.”
  • “The team seems to be feeling pressure to match [name]’s pace. Could we clarify priorities so everyone knows what’s most important?”

Managers are in a better position to adjust assignments, clarify expectations, and reinforce healthy work habits across the team.

Decoding Business Casual: Are Tank Tops Acceptable?

Dress codes can be one of the most ambiguous aspects of workplace norms. “Business casual” is especially tricky because it varies widely by industry, company, and even office location. Tank tops are a common point of confusion: they’re comfortable and practical in warm weather, but they can also look too casual or even inappropriate in some settings.

What Business Casual Typically Includes

While there’s no universal standard, business casual generally falls between formal business attire (suits, ties, dress shirts) and casual wear (jeans, t-shirts, sneakers). Common elements include:

  • Slacks, khakis, or tailored skirts
  • Dress shirts, blouses, or polo shirts
  • Blazers or cardigans for a more polished look
  • Closed-toe shoes or clean, professional-looking footwear

Jeans are often acceptable in business casual environments, especially if they’re dark, clean, and free of rips or excessive fading.

Where Tank Tops Fall on the Spectrum

Tank tops are generally considered too casual for most business casual environments, particularly in client-facing roles or more traditional industries like finance, law, or government. However, in creative, tech, or startup environments, they may be more tolerated, especially in the summer.

Key factors that influence whether tank tops are appropriate:

  • Industry norms: A marketing agency may be more relaxed than an accounting firm.
  • Client interactions: If employees regularly meet with clients, a more polished look is usually expected.
  • Office culture: Some companies have a very casual vibe, while others maintain a more formal atmosphere.
  • Style and fit: A simple, well-fitting tank top under a cardigan or blazer may be acceptable in some places, while a loose, athletic-style tank is more likely to be seen as inappropriate.

How to Handle Uncertainty

If you’re unsure whether tank tops are acceptable, consider these steps:

  • Review your company’s dress code policy, if one exists.
  • Observe what colleagues and managers typically wear.
  • When in doubt, err on the side of slightly more formal attire.
  • If you’re a manager, clarify expectations in a neutral, inclusive way rather than singling out individuals.

For example, a manager might say, “Our business casual policy allows jeans and casual tops, but we ask that clothing be neat and professional. Tank tops are generally not considered appropriate unless they’re part of a layered outfit.”

Setting and Respecting Professional Boundaries

Healthy boundaries are essential for maintaining well-being, productivity, and positive relationships at work. They help define what is and isn’t acceptable in terms of time, communication, and responsibilities.

Common Boundary Challenges

Many professionals struggle with boundaries because they worry about seeming uncooperative, lazy, or difficult. Common scenarios include:

  • Feeling pressured to respond to emails after hours
  • Being asked to take on tasks outside your role
  • Colleagues dropping by your desk frequently for non-urgent matters
  • Managers expecting immediate responses to messages, even on weekends

Without clear boundaries, these situations can lead to resentment, stress, and burnout.

How to Establish Clear Boundaries

Setting boundaries doesn’t have to be confrontational. It’s about communicating expectations clearly and consistently:

  • Define your work hours: Decide when you’re available and when you’re not. Share this with colleagues and managers if appropriate.
  • Use communication tools wisely: Set “out of office” messages, use calendar blocks for focus time, and turn off notifications after hours.
  • Be direct but polite: If someone asks for something outside your role, you might say, “I’d love to help, but that’s really in [other person’s] area. I can point you in the right direction.”
  • Protect your time: If a meeting isn’t necessary, suggest a quick email or async update instead.

How to Respond When Boundaries Are Crossed

Even with clear boundaries, people may still overstep. How you respond matters:

  • Address it promptly: The longer you wait, the harder it becomes to correct the behavior.
  • Stay calm and professional: Focus on the behavior, not the person. For example, “I noticed you sent that email late last night. I’ll look at it during work hours tomorrow.”
  • Reinforce your limits: “I’m not available for work calls on weekends, but I’ll be online first thing Monday morning.”
  • Escalate if needed: If repeated boundary violations create a hostile or unsustainable environment, involve HR or a manager.

Creating a Boundary-Friendly Culture

Individual boundaries are important, but lasting change often requires cultural shifts. Organizations can support this by:

  • Encouraging employees to take full lunch breaks and use vacation time
  • Setting expectations around after-hours communication
  • Recognizing and rewarding sustainable work habits, not just long hours
  • Providing training on communication, workload management, and well-being

Practical Tips for a Healthier Work Environment

Whether you’re an employee, manager, or HR professional, there are concrete steps you can take to foster a more balanced, respectful workplace.

For Employees

  • Track your workload and speak up if it becomes unmanageable.
  • Use your vacation and personal days without guilt.
  • Be mindful of how your habits affect others (e.g., avoid glorifying overwork).
  • Clarify expectations with your manager about availability and priorities.

For Managers

  • Regularly check in with team members about workload and well-being.
  • Clarify priorities so employees know what’s urgent and what can wait.
  • Model healthy boundaries by not sending late-night messages or working weekends.
  • Address overwork proactively, not just when performance declines.

For HR and Leadership

  • Develop clear, written policies on dress code, work hours, and communication expectations.
  • Offer resources like employee assistance programs (EAPs) and mental health support.
  • Train managers on recognizing burnout and supporting work-life balance.
  • Regularly assess workload distribution and adjust as needed.

Frequently Asked Questions

What should I do if a coworker is clearly overworking but doesn’t want to talk about it?

Respect their privacy while still modeling healthy behavior. Take breaks, use your time off, and avoid reinforcing the idea that long hours are necessary. If their behavior is affecting the team, consider discussing it with a manager in a general, non-targeted way.

Are tank tops ever appropriate in a business casual office?

It depends on the company and industry. In more relaxed environments, a simple, well-fitting tank top under a cardigan or blazer may be acceptable. In traditional or client-facing roles, they’re usually too casual. When in doubt, choose a more polished option.

How can I set boundaries without seeming uncooperative?

Be clear, polite, and consistent. Explain your availability, redirect tasks to the right person, and avoid apologizing excessively for having limits. Most reasonable colleagues and managers will respect boundaries that are communicated professionally.

What if my manager expects me to be available all the time?

Have a direct conversation about expectations. Ask, “What’s the best way to handle after-hours messages?” or “How should I prioritize tasks when I’m already at capacity?” If the culture is toxic, consider whether the role is sustainable long-term and whether HR can help.

Organizations can prevent burnout by monitoring workloads, encouraging breaks and time off, setting communication boundaries, and fostering a culture that values sustainable performance over constant availability. Training managers to recognize and respond to signs of burnout is also critical.

Written by
Sneha Tete
  • Integrated M.A. in Applied Linguistics, University of Hyderabad
  • 5+ years in editorial, instructional, SEO, and research-based writing

Sneha is a relationships and lifestyle writer with a strong foundation in applied linguistics and certified training in relationship coaching. She brings over five years of writing experience to theskillvault,  crafting thoughtful, research-driven content that empowers readers to build healthier relationships, boost emotional well-being, and embrace holistic living. Her writing and insights reflect the belief that beauty, happiness, and wellness…