INDIANA – It’s July, and while the sun is out, your team’s energy is tapped. If your inbox replies are slower, Zoom cameras are mysteriously off, and requests for PTO are climbing, you’re not alone. Across the country, summer burnout is creeping into workplaces, and employees are mentally checked out before their vacation begins.
Workplaces are experiencing a clash between rising summer wanderlust and dwindling team motivation. Employees feel stuck between their responsibilities and their desire to travel, reset, or log off. The result? A spike in mid-year disengagement that’s costing companies more than just morale.
Abigail Wright, Senior Business Advisor at ChamberofCommerce.org, says businesses can and should intervene with empathy and strategy.
“Summer burnout is a mood shift and a workplace risk,” says Wright. “When businesses proactively acknowledge it, they can turn a seasonal dip into an opportunity for retention and renewed motivation.”
Not only does burnout impact productivity, but Gallup research has found that burned-out employees are 2.6 times more likely to seek a new job actively. Summer’s unique stressors, from the pressure to make the most of vacation time to managing children’s schedules, only amplify this risk.
Wright emphasizes that ignoring burnout doesn’t make it go away. Instead, she offers companies a playbook that strikes a balance between operational needs and emotional intelligence.
- Offer Flexible Schedules: Allow employees to adjust their hours to accommodate daylight or family time without compromising productivity.
- Encourage Micro-Breaks or Half Days: A 3 PM Friday finish can restore more than just energy.
- Normalize Taking Time Off: Leaders should also model this behavior.
- Create Travel-Friendly Policies: Allow for remote work before or after vacation to reduce stress.
- Check in, Don’t Check Out: Managers should schedule informal wellness check-ins weekly.
- Host Mid-Summer Wellness Events: Consider virtual or in-person activities, such as guided meditation or a “screen-free hour.”
“What we’re seeing this year is a backlog of PTO and a workforce emotionally fatigued from the post-pandemic hybrid grind. The burnout isn’t just a result of workload, but also a lack of balance and recognition. Businesses that allow room for flexibility without sacrificing structure will keep employees engaged without overwhelming them,” says Wright.
