Some of these forces are subtle, like coming in on Saturday because the boss and some co-workers are likely at the workplace. Other forces are overpowering, such as a demand to ‘meet the numbers’ when the numbers probably can’t be met. On top of these pressures, management may be forced to get more productivity from fewer people.

When people are continually overworked, it can unbalance their lives, interfere with their relationships and even ruin health. Certainly their workplace creativity will be inhibited. How bad are these pressures for you? How bad are they for your staff? Perhaps you should take action, if you want to retain your own and your staff’s energies and dedication. Consider downshifting to a schedule and pace that will help you, your family, and your organisation.

Overworked?

Here’s a test, for you and your staff that will indicate signs of overwork:

• My family complains about my absence at many evening meals.

• I bring work home almost every weekend.

• I have uncomfortable feelings about my strong work focus.

• At work, I experience frustration about never seeming to get caught up.

• I often feel best when I’m busy, whether it’s at work or home.

• I call into work twice while away on vacation.

• I postponed or changed my vacation dates at least once during the past year.

• I’ve been quietly harbouring a desire to work less and get off the treadmill.

• I feel angry about all that my boss expects of me.

• Those close to me often express displeasure about my being away so much on business trips.

• I feel guilty when I leave work on time.

Low-risk strategies for downshifting: If you’re serious about wanting more time for yourself and family, you need to make significant changes in your work patterns. These changes can be low-risk:

• Keep your lunch time personal. Make personal calls, exercise or simply rest and relax.

• Set more reasonable deadlines.

• Say ‘no’ to some assignments. By rejecting those you dislike or find unsatisfying, you’ll gain time and enjoy your work more.

• Declare your priority for family.

• Negotiate extra vacation time.

• Move closer to work. So many people spend several hours just commuting.

Moderate-risk options for downsizing: These changes are riskier because they mean a reduced physical presence in the workplace and are more difficult to sell. The upside is they have great potential for helping you change your lifestyle.

• Work part-time. While it may mean feeling out of the loop or dealing with resentful co-workers, you and your company may find your total productivity matches that of your former full-time schedule.

• Make a lateral or downward move. This calls for identifying a position or department that requires less time, knowing the extent to which you have the qualifications to move into it.

• Telecommute. If this is relevant to you, present it’s benefits: it reduces office overhead or increase your productivity by eliminating your commuting time, and make clear your flexibility about coming in whenever necessary.

• Take early or gradual retirement if you’re near retirement age.

• Create a portfolio career,

a mix of part-time

work, perhaps with self-employment.

Winning your organisation’s approval for your downshifting plan requires effort. Enlist

the strategies below and get started.

• Know what you want. Don’t be wishy-washy.

• Make your boss a friend. You need your manager’s support, so it’s great if you already have a close, trusting relationship. If you don’t, begin to gain his or her favour by initiating new avenues of communication for a project.

• Put it in writing.

• Tap into your support network.

• Highlight your flexibility. Be explicit about your willingness to adapt to the organisation’s needs, assuring your boss you’ll be available during peak times or crises.

• Investigate human resource policies and practices.

• Anticipate your manager’s objections. Even if you make a strong and positive presentation, objections are bound to arise.

If you are really burned out, but want to remain a creative and productive, taking the risky steps to downshift may be the best thing for both you and the company.