Are You Oversharing With Your Direct Reports?

And what to do if the answer is yes…

As a manager, it might seem that sharing more of yourself helps your team feel safe, connected, and supported. But research suggests otherwise.

When you blur emotional boundaries, you can decrease accountability and trust, and increase the risk of burnout. 

Holding emotional boundaries doesn’t mean being cold or robotic. It means being intentional. Ask yourself:

• Will sharing your frustration with a company decision help your team navigate the change?

• Will revealing your self-doubt help them feel confident following your lead?

Probably not.

Clear boundaries:

• Maintain objectivity and fairness in feedback and reviews (Mwakyusa & Mcharo, 2024)

• Reduce emotional labor and protect your mental energy (Jeung et al., 2018; Taube et al., 2024)
  

• Build psychological safety by modeling consistency and emotional stability (Taube et al., 2024)

Burnout doesn’t just come from working hard. It can also come from emotional dissonance, when leaders feel pressure to suppress what they really feel to stay “professional” (Jeung et al., 2018). That kind of suppression is exhausting. But the solution isn’t sharing everything. It’s intentional emotional sharing, choosing what to share, when, and how, in ways that support your team’s focus and confidence.

Amy Edmondson’s research shows that the most effective teams operate in the Learning Zone, where psychological safety and accountability are both high (Edmondson, 2012). Weak boundaries can decrease both. When expectations are unclear or emotions are unmanaged, trust and clarity can erode. Boundaries create the structure teams need to thrive.

Want these insights sent straight to your inbox? Sign up for the newsletter below!