How to Notice and Appreciate an Overworked Employee

Simple Ways to Show Support for Overworked Employees

Let’s set the stage. You’ve got a guy on your team working incredibly hard. The company is in the middle of an intense period of transition. Things have been turbulent, and he’s the go-to subject matter expert on multiple critical priorities. In short, all roads lead to him. Bottom line? He’s overworked.

But here’s the challenge: It’s not just the workload that’s heavy; resources are tight too. There’s no extra money right now for bonuses or financial rewards—hopefully, that’ll come later.

You want to do something to show him that his effort isn’t going unnoticed. He’s carrying so much, and you want him to feel valued and supported without adding to his load.

So, what can you do? Asking for a friend.

How to Recognize and Support an Overworked Team Member

1. Start with Specific, Personal Acknowledgment

This isn’t the time for a generic “great job.” Be intentional and specific. Let him know you see his effort and why it matters. “I know you’ve been putting in long hours on this project, and it’s directly helping us achieve [specific outcome]. You’re making a huge difference, and I want you to know it’s noticed.”

More on meaningful recognition here.

Thanksgiving at Work: Creating a Culture of Gratitude on Your Team 

2. Spread the Word: Ensure the Right People Know

Amplify his contributions beyond your immediate circle. Ensure key stakeholders—leaders who can influence rewards, promotions, and future opportunities—understand his critical role. Recognition carries more weight when it comes from multiple directions.  And, the more people who understand the contribution (and the effort involved), the easier it will be to make the case for future rewards.

3. Advocate for Financial Reward

Even if the company is strapped. it’s still worth making a case for current and future rewards. Whether it’s a performance bonus down the line or a bump in pay during the next budget cycle, put his contributions on the radar.

4. Give Back Time

Work to rebalance the overwork, by giving back time. Can you adjust his workload, extend deadlines, or give him a well-deserved extra paid time off? Even small steps to reduce the immediate pressure can help him recharge.

5. Future-Proof the Workload

If he’s the only one with this level of expertise, that’s a risk for the team and the organization. Invest in cross-training, skill-sharing, or hiring additional talent to distribute the load. It’s not just about supporting him in this season of overwork—it’s about ensuring he doesn’t burn out in the future.  And, that others have the expertise to do this important work.

Why It Matters

Your overworked team member is showing up for you and the organization during a critical time. Now it’s your turn to show up for him.

What else would you add to this list? Share your ideas below—because this isn’t just about helping one overworked leader; it’s about helping all of us lead better.

Related Articles:

When Your High-performers Hit a Slump: How to Help Without Micromanaging

Retaining High Performing Employees: Practical Ways to Support Your Best Talent

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