At Zeal, we work with organisations who want to build high-performing teams, but not at the expense of wellbeing. And one of the most common challenges we see? Confusing commitment with overwork.

When long hours and “stepping up” are quietly rewarded, it creates a culture where burnout starts to feel inevitable. And often, the most dedicated people – the ones you don’t want to lose – are the first to feel it. There’s a reason the saying “the reward for good work is more work” exists.

So how do you build a team that delivers without tipping into unsustainable habits?

1. Stop celebrating ‘hero mode’

Every team has them – the person who dives in to rescue a project, stays late, skips breaks, and saves the day.

And while it’s tempting to praise that dedication, glorifying unsustainable behaviour sends the wrong message. It says: This is what good looks like. And soon, others start following suit.

Instead, start recognising the people who plan well, collaborate early, and keep things on track without last-minute marathons.

2. Understand your team’s working styles

Some people naturally push themselves hard. Others may struggle with clarity, confidence, or expectations. Some might carry more than their share, while others pull back and hope no one notices.

That’s why we always start with a proper assessment.
Getting a clear picture of your team’s dynamics including how they manage workload, boundaries, and communication helps you spot where support is needed.

(And yes, this is exactly the kind of work we do with teams.)

3. Have open conversations about balance

Don’t wait until burnout hits to talk about it. Ask your team:

  • “What’s helping you manage your workload right now?”
  • “Are there any points where things feel unsustainable?”
  • “Is anything getting in the way of healthy boundaries?”

Normalise these questions and show that it’s safe to answer them honestly.

4. Make advocacy part of the culture

Not everyone will feel confident speaking up when they’re overwhelmed. But they might notice it in someone else.

Encourage your team to look out for each other and create space for people to raise concerns without fear of judgement. When someone flags a teammate who’s clearly stretched, thank them. That’s what psychological safety looks like in action.

5. Lead by example

If you respond to emails at midnight, your team will feel they should too.

Show what good boundaries look like:

Log off when you say you will.
Take breaks.
Talk openly about your own limits and how you protect them.

This doesn’t make you less committed. It makes you credible.

6. Celebrate balance, not burnout

If you only praise people when they go above and beyond, that becomes the default. Start recognising the team members who plan well, meet deadlines without drama, and take proper breaks.

Balance isn’t laziness – it’s a skill. And it deserves celebrating just as much as any big win.

7. Keep checking in

This isn’t a one-off conversation. Building a balanced team culture takes ongoing effort.

Make regular check-ins part of your leadership rhythm. And when something’s not working, whether it’s a process, a pattern, or a deadline, adjust it. Show your team you’re not just here to keep things moving. You’re here to keep them well.

Want to get a clear view of your team’s working habits?

Our psychologists help organisations assess how teams operate  and where to make practical, people-first changes that support performance and wellbeing.

Explore our team assessments and development programmes