How to create boundaries when working from home

June 26, 2020

We all have our quirks when working from home. Do you work outside your usual hours? Get distracted? Procrastinate? Lose focus? Work on days off? It’s hard when all your work and all your personal life are meshed together so closely. But we can help you with creating some boundaries to make sure your work life and your home life still feel a little separate...

Talk to the people in your home regularly about your schedule


It can be a huge help to get organised each week and inform the people in your household of when you may not be available. Firstly, this will help you schedule out your week and have set plans in place. Secondly, you will avoid home distractions at important times. We would suggest, not only blocking out time for meetings but also time where you need to be focused on a specific task. Of course, sometimes family will overstep the boundaries especially if you have young children who just want to hang out. But if the communication is open, and regular, families will get used to giving each other the space and time you need for work.


Have a designated work area


If possible, designate one room in your house for work. If you don’t have a spare room available, designate one spot in your home to work. When you sit in this area, it is work time... not do the washing time or take the dog for a walk time. After getting up and getting ready, sit in your work spot and start the day as if you walked into the office and sat at your usual desk.


Move away from your desk to eat and have a break


On that note, when it’s time to take a break, move away from the work area. Take breather, you can even go for a walk. It’s important to separate the two spaces physically so that you feel like they can be organised separately in your mind.


Set a start and finish time and stick to it


Set a time to get comfortable in your work space. This can be later or earlier in the morning than you would in a usual office - whatever suits your schedule. Work a usual work day with a good break in between or several shorter breaks if you prefer that. Then, when it’s time to stop working, stop working! If an email comes through at say, 5:30 just as you are logging off, know that that email can be dealt with in the morning when you start a new day. Try to switch off work from your end of day time by having a herbal tea, exercising, doing some house work, preparing dinner or moving to the lounge room and deciding what to watch for the night... I guess, most importantly, move away from your work space! Don’t continue browsing on your computer, even if it isn’t for work purposes as you may get distracted by incoming emails.


Set your own ‘business standards’


It’s very helpful to set your own rules for what works for you whilst you’re at home. This will be different for everyone depending on their lifestyle and family schedule. Things you can consider standardising would be, what you wear every day, your hours, your breaks, shared chores, response times... the list goes on. When setting rules for yourself and your family, make sure everyone is happy and comfortable with them and that they don’t add stress but rather create organisation. Additionally, don’t give anyone a hard time, including yourself, if you don’t live up to your own business standards every single day or moment. We are all only human!

Peoplebank Feb 2026 Salary Guide Insights - role and regional pay benchmarks across 13 tech sectors
By Dimitri P January 31, 2026
Find out more about the Peoplebank Feb 2026 Salary Guide for role-level pay bands, state insights, trend analysis and recruiter commentary to set competitive offers.
2026 tech hiring: AI fluency, data & cybersecurity demand, and hiring for learning mindset
By Dimitri P December 31, 2025
Sumi Dahal predicts 2026 tech hiring will prioritise AI fluency, data and cybersecurity roles, and favour candidates with curiosity and a growth mindset.
Two colleagues smiling in an office discussing IT hiring — permanent vs contract roles
By Dimitri P November 30, 2025
Decide between permanent and contract IT hires with Peoplebank's practical guide — learn when to choose each model and let us assess, source and manage your hire.
A streamlined recruitment process for hiring managers, showing Peoplebank’s fast, efficient approach
By Dimitri P October 31, 2025
Discover how Peoplebank reduces time-to-hire without sacrificing quality. Learn our proven process for fast, reliable, and compliant tech recruitment.
smart tech IT digital employee making resume to get peoplebank job
By Dimitri P October 1, 2025
Stand out in tech! Expert recruiter Jaylene Quiaonza shares proven tips for crafting a winning resume. Land your dream job with Peoplebank.
Software Engineers using AI to write innovative code.
By Dimitri P September 11, 2025
Discover how AI is transforming tech careers and industries, creating winners, new roles, and opportunities for professionals and employers in Australia.
By Mimi Petrakis August 25, 2025
Peoplebank Salary Guide Insights
By Thomas Burt August 4, 2025
How to stand out, or step in, to a growing field.
By Thomas Burt June 30, 2025
Australia’s tech sector continues to face crucial skill shortages, particularly in areas such as software development, cybersecurity, and cloud infrastructure. For organisations trying to scale quickly, launch new products or undergo digital transformation the talent gap can feel like a bottleneck (or at least a very frustrating aspect of business operations). While none of us can change market realities, it is possible to grow effectively without overextending or overworking your existing staff. With a forward thinking 3-phase approach to scale your tech team, you can create a far more sustainable internal talent pool, even in a talent-tight market. 1. Prioritise Critical Roles Begin by clearly identifying the roles that are essential to progress now — not every hire needs to happen at once. This phase should focus on: High-impact positions (e.g., Lead Developer, Cloud Engineer, Product Owner) Contractors or consultants for immediate delivery Partnering with a specialist recruiter to fast-track access to talent It can also be helpful to use workforce planning tools to map existing capability against business demand, identifying real skill gaps vs. nice-to-haves in real-time. 2. Supplement with Flexible Talent Once the foundation is stable, look at short-term or contingent hires to expand capacity without permanent headcount pressure. Contracting is especially useful for: Agile product teams Time-sensitive projects Specialist skills (e.g., penetration testing, DevOps automation) Contract-to-permanent is also a great way to trial cultural fit and minimise long-term risk. Building a team that mesh well together avoids interpersonal issues impacting retention, a key point for all teams, but especially when addressing crucial and finite talent pools. 3. Building a Sustainable Talent Pipeline With your core needs covered you can shift focus to building a sustainable team through: Junior hires who receive structured pathways to professional growth and skill development Diversity recruitment to reach new talent pools Uplift employer branding and employee benefits to passively attract candidates over time While there is a shortage of many tech skills businesses need now, there is a deluge of talented people willing to learn, with forward thinking and the right support many gaps can be filled. Skills shortages will continue but with the right plan, your team doesn’t have to stall (or burnout trying to fill gaps). If you need help finding the right talent for whatever phase of recruitment you are in, get in contact with one of our highly skilled Account Managers here.
By Thomas Burt June 3, 2025
Taking the Chance to Reset and Carve a Clear Way Forward