Ask for burnout accommodation at your job- without looking lazy

cindygucoaching
Oct 8
3 min read

In a culture where being “low-key burnt out” is a badge of honor, feeling exhausted and pretending to be fine is normal.

There is a stigma to speaking up: If I ask for an accommodation, will I look weak? Lazy? Less committed? Passed for promotion, or even laid off?

Most will choose silence, and in doing so, we feed the personal burnout cycle, and contribute to normalizing the state of “exhausted and soldiering on”.

This affects more the creatives, decision makers, people who are multi-faceted, interdisciplinary, navigating invisible complexity, as the exhaustion dims creativity, empathy, purpose, and the very spark that make you valuable in the first place.

The reframe: self-advocacy is leadership

It takes courage to raise your hand and say: “This way of working isn’t sustainable. Here’s what would actually help me perform at my best.”

That’s not complaining. That’s resource management. That’s foresight. That’s you modeling the kind of humaneness we desperately need more of in the age of AI.

When you speak up for your capacity, you’re not just setting your own boundaries — you’re giving permission to the quiet observers around who are also hanging on by a thread. You become the ripple effect in changing the culture.

How to navigate the stigma

Here are some ways to bring it up without feeding the “lazy” narrative:

Anchor it in outcomes. Instead of “I can’t handle this,” try: “Here’s how I can deliver my best results.”
Be specific. Vague = avoidance. Specific = proactive. “If we prioritize X, I can ensure it’s done with quality by Friday. Otherwise both X and Y will be rushed.”
Use the language of capacity. Not weakness, not inadequacy. “Here’s what I can realistically deliver with quality given current capacity. What should take priority?”

This shows you’re not shying away from responsibility — you’re managing it like a real leader.

Example- using the above to ask for PTO-

Reframe PTO as a strategic investment, not an escape

Instead of: “I need a break, I can’t keep up.”

Try: “I want to make sure I’m recharged and at my best. Taking time off now will help me return with more clarity, energy, and focus.”

This positions your PTO as strategic — not avoidance.

Anchor it in outcomes (again!)

“I’ll be out from [date] to [date], and I’ve mapped out coverage so projects stay on track. When I’m back, I’ll be ready to hit the ground running on [priority task].”
This shows foresight and responsibility — you’ve thought about the team, not just yourself.

Be proactive, not reactive

Request time off before you hit the wall.

Management respect when you manage your energy before it spirals into sick leave, disengagement, or mistakes.
Language like: “I’m planning ahead to take a week in November so I can recharge and come back at full capacity.”

This makes it sound intentional, not like a collapse.