Looking After Your Wellbeing at Work

As recruiters, we speak to people every day who are thinking about leaving their jobs. 

More often than not, it’s not just about salary. 

It’s about how work feels. 

 

We hear things like: 
 

“I’m constantly overwhelmed” 
“No one checks in” 
“I don’t feel supported” 
“The workload never eases” 

 

These are all valid reasons. But there is also something else we see time and time again. 

 

The same patterns can follow people from one role to the next. 

 

That is why this conversation matters, not just for your current role, but for your long-term career. 

 

Why this comes up so often 

In smaller business especially, roles can grow quickly.  

 

You take on more, you help out, you step up. 

 

That is often how people progress. 

 

But it can also lead to: 
 

• Blurred boundaries 

• Increased pressure 

• Difficulty switching off 

• A habit of just “pushing through” 

 

When we speak to candidates, it is rarely one big issue that makes them leave. 

 

It is usually a build-up over time. 

 

And sometimes, when they move roles, those same habits go with them. 

 

Recognising your own patterns 

Before making a move, it is worth asking yourself: 

“Is this purely the environment, or are there habits I am carrying with me?” 

 

For example: 

• Saying yes to everything 

• Not speaking up about workload 

• Waiting too long before asking for help 

• Putting pressure on yourself to keep everything going 

 

These are completely understandable, especially if you care about your work. 

 

But if they are not addressed, they can lead to the same outcome in a new role. 

 

Speaking up earlier can change everything 

One of the most common things we hear is:
 

“I wish I had said something sooner” 

 

By the time many people start looking for a new role, they are already at the point of frustration or burnout. 

 

A simple but powerful shift is this: 

 

Raise concerns when something starts to feel unsustainable, not when it becomes unmanageable 

 

That might be: 

• Asking for clarity on priorities 

• Highlighting a workload that is becoming too much 

• Requesting time to focus without interruptions 

 

Most employers would rather adjust things early than lose a good employee. 

 

Why this matters for your career 

It is natural to think that changing jobs will solve the problem. 

 

And sometimes, it absolutely does. A new environment, manager or structure can make a huge difference. 

 

But from an employer’s or recruiter’s perspective, we also have to look at patterns. 

 

Employers value: 

• Consistency 

• Reliability 

• Steady career progression 

If someone moves roles frequently for similar reasons, it can start to raise questions, even when those reasons are completely understandable. 

 

That does not mean you should stay somewhere that is not right for you. 

 

But it does mean it is worth reflecting on what you can take control of, alongside finding the right environment. 

 

Being clear about what you need 

When you do speak to your manager, clarity helps. 

 

Instead of: 
 

“I’m stressed” 

 

Try: 
 

“I’m finding it difficult to manage these priorities together, can we review what’s most important?” 
 

“I need some uninterrupted time to focus on this project” 
 

“I’m concerned about meeting this deadline with my current workload” 

 

This shows you are not just raising a problem, you are looking to improve the situation. 

 

Setting boundaries that work for you 

Some of the biggest pressures we see are self-created, often without realising it. 

 

Things like: 

• Checking emails outside of hours 

• Skipping breaks 

• Automatically taking on more work 

• Struggling to switch off 

 

Over time, these become habits. 

 

Small changes can make a big difference: 

• Taking a proper break during the day 

• Finishing at a consistent time where possible 

• Blocking out focus time 

• Pausing before saying yes to additional tasks 

 

Making the most of support around you 

Many employers are putting more focus on wellbeing, but that support only works if you use it. 

 

If there are: 

• Regular check-ins 

• Flexible working options 

• Open conversations about workload 

 

Engage with them. 

From what we see, the employees who get the most out of their roles are often the ones who communicate early and clearly. 

 

When it is the right time to move on 

Of course, there are situations where a role or environment is not right. 

 

If you have: 

• Raised concerns 

• Tried to address workload or support 

• Seen little or no change 

 

Then moving on may be the right decision. 

 

The key is making that move from a place of clarity, not just frustration. 

 

Final thought 

From a recruiter’s perspective, the strongest candidates are not those who have never faced challenges. 

 

They are the ones who: 

• Recognise when something is not working 

• Communicate effectively 

• Take ownership where they can 

• Make considered career moves 

 

Wellbeing at work is a shared responsibility. 

 

Finding the right environment matters.  

 

But so does understanding your own patterns and how you respond to pressure. 

 

If you can get that balance right, you give yourself the best chance of building a role, and a career, that is both sustainable and rewarding.