Supporting Boundaried Workers’ Career Growth

How to Ensure Your Boundaried Workers Continue to Develop and Thrive in Their Careers

Many Boundaried Workers - those with constraints limiting their time, flexibility, and mobility—are part of today’s dynamic work environment. While each worker's constraints and needs are different, they often face similar challenges in managing competing demands. Their focus can shift to merely staying afloat, ensuring they meet job requirements while protecting personal commitments. Opportunities to take on wider responsibilities and access development opportunities may be limited, causing career progression to stall. These constrained aspirations can lead to frustration, self-doubt, and diminished self-belief, ultimately undermining both their career progression and overall job satisfaction.

In organisations that value long hours, an “always-on” culture, and geographic mobility, the issue is compounded. Boundaried workers often find themselves further disadvantaged and may feel excluded.

Managers play a crucial role in fostering the career development of their Boundaried Workers.

For organisations to be genuinely inclusive—where all employees can thrive and progress regardless of their boundaries—it is essential to invest in equipping managers with the necessary understanding and empathy. This enables them to effectively support the careers of their Boundaried Workers, ultimately helping drive both organisational and individual success.

So what can I do if I’m the manager of a Boundaried Worker?

1. Discuss their career aspirations in the same way you do with all your team members. Don’t assume they aren’t interested or that advancing their career isn’t viable because they are Boundaried. Be open and creative about how you can work together to meet their goals while retaining their motivation and talent within the organisation.

2. Understand their boundaries. This may sound obvious, but it’s more than knowing their availability. It involves having a conversation about the nature of their boundaries. Psychologist Nina Brown categorises personal boundaries into four types that might provide a helpful framework for discussion: rigid (non-negotiable), soft (can be blurred), spongy (inconsistent—rigid one minute, blurred the next), and flexible (open to negotiation with notice). This type of conversation can increase understanding and help identify opportunities that work for your Boundaried Worker.

3. Plan career-enhancing opportunities that fit within their boundaries, such as taking on new responsibilities, attending broader leadership meetings, representing the team in high-profile settings, networking events, or development sessions.

4. Don’t assume they won’t adapt for a one-off opportunity. While it’s important to respect their boundaries, occasional flexibility might be possible. However, avoid repeatedly offering development opportunities that clash with their boundaries, as this can make them feel undervalued or guilty for having to decline.

5. Be aware of your biases when assigning development opportunities. It’s easy to fall into the trap of proximity bias, where you may favour those who are physically closer in the office, or affinity bias, where you focus more on employees whose interests and experiences align with yours. Challenge yourself to support all members of your team fairly.

6. Ensure role clarity on both sides—especially if their hours have been reduced without adjusting key activities and deliverables proportionately. A degree of role redesign may be needed to ensure they still have space for learning and growth alongside their core responsibilities.

7. Check in regularly to ensure expectations are aligned. Priorities and projects change, and these shifts may impact a Boundaried Worker differently, especially regarding working hours or location.

8. Help them build visibility by being more intentional about connecting them with others. Informal opportunities for networking or general visibility might not arise as easily for Boundaried Workers compared to their Non-Boundaried colleagues.

9. Support their resilience, both personally and professionally. Encourage them to manage their energy and build reserves to handle times when work and personal priorities collide. These reserves will help them navigate periods when career focus may temporarily take a back seat.

10. Recognise their individual contributions. Avoid comparing their outputs to those of Non-Boundaried workers who may have more availability. Be aware of "comparison syndrome" if they are struggling with self-doubt. This can impact their aspiration for career advancement and lead to a loss of talent.

Boundaried workers make up a significant portion of today’s workforce. Overlooking their career development means wasting a huge pool of talent that could enhance both organisational performance and individual potential.

As a manager, you have the power to make a real difference for your Boundaried Workers. Start by engaging in meaningful conversations about their boundaries and career goals. Equip yourself with the empathy and understanding needed to support their growth. By doing so, you’ll tap into the vast talent pool of Boundaried Workers and enhance organisational performance while helping individuals thrive in their careers.