Read full post: When ‘Pushing Yourself’ Just Feels Like Pressure

When ‘Pushing Yourself’ Just Feels Like Pressure

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High performance shouldn’t mean burnout. Research shows that while moderate challenge can boost motivation, too much pressure reduces performance (Simply Psychology 2025). HR leaders can drive growth that energises by setting realistic goals, supporting recovery, and making wellbeing part of success.

Why This Matters for HR Leaders?

  • Everyone wants high performers, but pushing too hard can lead to burnout.
  • True leadership is about creating space for growth that energises people instead of draining them..
  • Redefine high performance as sustainable success supported by wellbeing.

How HR Can Support Growth Without Burnout?

1. Set Capacity-Aware Goals

  • Ensure stretch goals are realistic, matched to resources, and paired with clear trade-offs.

2. Embed Psychological Safety

  • Make it safe for employees to speak up about workload, stress, or capacity concerns.

3. Normalise Recovery

  • Encourage rest and role-model boundaries, sustainable performance depends on recovery.

4. Audit Pressure Points

  • Use surveys, wellbeing check-ins, or stress audits to spot and address chronic overload.

What Employees Are Experiencing?

  • Many are told to “put your hand up more” or “take more initiative” while already stretched thin.
  • Hybrid and remote work can amplify visibility pressures, creating “always-on” expectations.
  • Social media comparisons create unrealistic standards of ambition and success.

Practical HR Strategies

  • Train managers to spot when ambition is tipping into overextension.
  • Shift from hustle metrics to meaningful development pathways.
  • Build performance reviews that balance achievement with wellbeing.
  • Provide tools and resources for employees to grow without burning out (e.g., resilience training, coaching, recovery workshops).
  • Share wellbeing tools with staff, such as our Mood Tracker, which helps employees reflect on how they’re feeling each day and spot patterns over time. Encourage teams to use it as part of regular well-being check-ins. 

Key Takeaways:

Growth should energise, not exhaust. HR leaders can create supportive systems where employees thrive without hustle traps. Sustainable high performance comes from balancing ambition with wellbeing and supporting the drivers of motivation, autonomy, competence, and connection (Psychology Research).

Conclusion

At Plumm, we believe every individual deserves the chance to thrive, not just survive. If you’d like to explore how our wellbeing tools and resources can support your organisation’s mental health strategy, visit us here:



Ready to simplify people management, optimise performance, and take better care of your team? To experience the impact of our comprehensive approach first-hand, book a demo now! 

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