Every team has one. The rock-solid, ever-reliable, high-output go-to. The one who doesn’t need hand-holding, never drops the ball, and somehow finds a way to get it all done.
So when the pressure’s on or a deadline’s tight, it’s tempting to load them up. After all, they’ve handled worse, haven’t they?
But here’s the catch: just because they can, doesn’t mean they should.
High performers rarely raise their hand when they’re drowning. They’re not trying to hide it. They’re wired that way. And if left unchecked, that silent overload can spiral into burnout, disengagement, or a resignation letter you never saw coming.
This article is for the leaders who want to get ahead of that.
We’ll help you spot the signs of overload, understand how different team members respond to pressure, and share practical ways to rebalance workload without losing momentum or your best people.
Personality Types React to Overwork Differently
Not everyone wears their stress the same way.
Let’s get real: burnout isn’t always loud.
Sometimes it’s tucked behind a tight-lipped smile or masked with back-to-back calendar blocks. The key to spotting it early? Understanding the different ways people cope.
Here’s where the Myers-Briggs Type Indicator (MBTI) can help you tune in.
Thinkers (T) vs. Feelers (F):
- Thinkers believe if you want it done right, you’ve got to do it yourself. They’ll double down under pressure — and often suffer in silence.
- Feelers take on more than they should because they don’t want to let anyone down. They might say “yes” out of guilt, even when it’s a stretch.
Introverts (I) vs. Extroverts (E):
- Introverts are less likely to voice that they’re struggling. They’ll withdraw or quietly chip away until they burn out.
- Extroverts can accidentally overload themselves by overcommitting, only realising too late that they’ve taken on too much.
Judgers (J) vs. Perceivers (P):
- Judgers like structure and control. They’ll try to organise the chaos, but may push themselves too far in the process.
- Perceivers thrive on flexibility and variety, but that can lead to scattered focus and an unsustainable workload.
As a manager, your job isn’t to become a personality expert. It’s to notice the patterns. Adjust your check-ins. Create space for open dialogue. Don’t wait for a crisis to start caring about capacity.
Signs Someone’s Carrying Too Much
Sometimes, the red flags aren’t red — they’re barely pink.
Think your star performer is fine because they’re still getting the job done? Think again. Here’s what to look for:
- Small mistakes creeping in. Typos, missed meetings, sloppy handovers—it’s not laziness, it’s overload.
- Silence where there used to be spark. A once-lively contributor now disengaged or passive in meetings.
- Changes in tone or behaviour. Irritability, defensiveness, or fatigue showing up in subtle ways.
- Disappearing into work. When someone goes quiet, pulls back from team interaction, or stops contributing ideas, it might be more than just focus—it could be survival mode.
The sooner you spot it, the easier it is to fix. Which brings us to the real solution…
The Organisational Fix: Build a Team That Can Actually Carry the Load
Over-reliance on your top talent can happen for a few reasons—tight deadlines, high stakes, or simply habit. But one of the biggest and most overlooked causes? A resourcing gap.
Perhaps there just aren’t enough hands to go around. That’s where the real risk creeps in. Because when the workload outpaces the team’s capacity, it’s your high performers who end up carrying the weight.
That’s where ThunderLabs Recruitment comes in. We help businesses fill these fast — with the right people, not just available ones. Whether you need a short-term boost or a long-term hire, our recruitment model is built to solve real resourcing problems, not just tick boxes. It’s faster, smarter, and designed to ease the pressure on your existing team before burnout sets in.
🔹 When You Need More Hands on Deck, Fast
If your team is stretched thin, asking your best people to do even more isn’t a sustainable solution. The real problem might be a shortage of capacity right when you need it most. As pressure builds, it’s tempting to lean harder on your high performers, but that’s exactly when things start to crack.
That’s where ThunderLabs Experts on Demand come in. We provide experienced contractors who can plug gaps fast, bring immediate value, and give your team the breathing room to focus on what matters. It’s a flexible, low-risk way to scale support without overloading your core team.
🔹 CoSource: The Smarter Way to Scale
When you’re trying to scale fast — say, three or more hires in a short timeframe — traditional recruitment starts to show its cracks. It’s slow, expensive, and not built for momentum. Meanwhile, your MVPs are carrying the load and quietly burning out.
That’s where ThunderLabs CoSource changes the game. ThunderLabs’ CoSource model delivers high-calibre candidates faster and at half the cost of conventional approaches. It’s built for growth, tailored for ongoing needs, and designed to relieve pressure where it’s felt the most.
🔹 Permanent Recruitment Done Right
And when the stakes are high — like hiring for a business-critical or hard-to-fill role — you can’t afford another miss. Rushing the process or settling for whoever’s available might solve today’s problem, but it creates tomorrow’s turnover.
ThunderLabs Permanent Recruitment flips that script. We prioritise fit, not just fill, and match you with the right person to help your team thrive long-term.
With deep expertise in tech and in-demand roles, we deliver long-term talent who stick, perform, and elevate the team around them.
Great Leadership Means Managing Work, Not Just Assigning It
Overworking your best people doesn’t make you more productive. It makes you more vulnerable.
Your top performers are a finite resource. Protect them. Check in often. Balance the load. And when things get tight, don’t lean harder: scale smarter.
ThunderLabs can help. Whether you need to grow fast or get the right hire for a key role, we’ve got the team, the tools, and the track record.
