In a recent LinkedIn post, Shulin Lee discusses the subtle yet pervasive ways employees can become overburdened and undercompensated, framing it not as a personal failing but as a systemic issue within some organizations. Lee challenges the notion that individuals are inherently “bad at boundaries,” suggesting instead that they are often made “profitable to exploit.” This insightful post, shared widely by professionals, dissects the common tactics companies may use to extract more labor without commensurate compensation or recognition.
The Cycle of Overload and Under-Recognition
Shulin Lee outlines a discernible pattern that leads to employees taking on multiple roles, often without formal title changes or pay increases. The process begins subtly, with job descriptions becoming outdated or responsibilities expanding due to staff departures. Lee highlights how phrases like “We’re a small team” can become a permanent excuse for understaffing, masking a deliberate cost-saving strategy rather than a temporary situation.
“3 jobs. 1 paycheck. And a compliment for ‘stepping up.’ That’s not a culture. That’s a cost-saving strategy.”
According to Lee, a key element of this dynamic is the psychological manipulation involved. Employees are often made to feel guilty for questioning the status quo or for noticing the imbalance. Phrases such as “Be a team player,” “Everyone is stretched,” and “This is temporary” are weaponized to suppress concerns, even when the “temporary” situation extends for months on end.
Identifying and Countering Exploitative Systems
Lee emphasizes that the feeling of being overwhelmed is not a personal deficiency but a direct consequence of being “underpaid for the output you’re giving.” The post strongly advocates for proactive measures to counter this exploitation. Shulin Lee advises employees to start documenting their responsibilities, meticulously tracking their contributions, and actively seeking clear timelines for projects and potential role changes.
“Start documenting. Start asking for timelines. Start getting things in writing.”
A critical point raised by Lee is the sudden availability of resources when employees push back. “Because the day you stop absorbing the work? They’ll suddenly find budget,” Lee writes, pointing to the often-hidden capacity within companies to compensate fairly when their existing model of unpaid labor is disrupted.
Systemic Issues, Not Personal Flaws
The core message from Shulin Lee is a powerful reframing: the issue lies not with the individual employee’s ability to set boundaries, but with the organizational systems that benefit from their overextension.
“If this feels familiar – it’s not you. It’s the system.”
Lee concludes by encouraging those in similar situations to recognize that they are not alone and that their feelings of being overburdened are valid indicators of an unhealthy work environment. The post serves as a call to awareness and action for employees feeling stretched thin, urging them to advocate for fair compensation and recognition of their true workload.
📝 About This Content
This article is based on insights shared by Shulin Lee on LinkedIn.
📅 Originally posted on February 10, 2026 | View original post on LinkedIn →