staceybooks

Taking PTO when you work in a nonprofit often feels like an impossible task. The demands never stop, the boundaries between personal and professional life blur, and the needs of others always seem to outweigh your own. Nonprofit work is deeply personal—it’s tied to your values and purpose—so walking away, even temporarily, feels like abandoning something you’re meant to protect.

But the truth is, constantly putting others first comes at a cost. The work is relentless. There’s always a new crisis to address, an email that can’t wait, or a call that feels too urgent to ignore. You find yourself answering messages during family dinners, thinking about work problems at night, and convincing yourself that everything will fall apart if you step away. Guilt creeps in as you wonder who will handle things in your absence. So, you keep pushing.

This lack of boundaries leads to burnout. According to a 2022 study published in Nonprofit Quarterly, over 60% of nonprofit employees reported feeling emotionally exhausted from their work, with many citing a lack of clear boundaries as a contributing factor. Burnout doesn’t just impact individuals; it undermines the effectiveness of the entire organization. You become less productive, less innovative, and less capable of supporting the mission you care so deeply about.

Taking time off isn’t selfish—it’s an act of sustainability. It’s what allows you to reset, recharge, and come back stronger. When you step away, you create space for rest and reflection. You gain clarity and find new energy to tackle the challenges ahead. Time off can even strengthen your organization. It gives your team the chance to step up, take ownership, and grow in their roles.

Experts agree that boundaries are essential. Dr. Rebecca Schaefer, an organizational psychologist, emphasizes that setting boundaries isn’t about saying no to your mission—it’s about saying yes to your long-term ability to contribute. “Burnout is preventable when individuals and organizations prioritize wellness,” Schaefer says. “Small, intentional changes in how you approach time management and self-care can make a big difference.”

Rolling into 2025, now is the perfect time to start making those small changes. Begin by setting one non-negotiable boundary, like not checking emails after a certain time or reserving one evening a week for personal time. Create a plan for your PTO, even if it’s just a single day, and communicate that plan to your team. Start a conversation about self-care in your workplace—normalizing rest can have a ripple effect throughout your organization.

Data from the American Psychological Association suggests that even short breaks can improve focus, reduce stress, and enhance overall job performance. They recommend practicing “micro-recovery” during the workday, such as taking five-minute breaks every hour to reset your mental energy. Over time, these small changes can lead to a healthier work-life balance.

Time off is also an opportunity to model healthy behavior for your team. When leaders prioritize their well-being, they give others permission to do the same. This creates a culture of sustainability that benefits everyone, from the staff to the individuals your organization serves.

The truth is, the work will never be “done.” There will always be emails, calls, and crises. But if you don’t take care of yourself, the impact you’re able to make will diminish over time. Prioritize your well-being. Start small. Trust your team. And remember, taking care of yourself is one of the best ways to take care of others.

As we move into 2025, let this be the year you commit to sustainable change—for yourself, your team, and your mission. Your work is important, but so are you.