Summer throws a wrench into even the best-run teams.

It’s June. Half your team is out on vacation. The usual workplace buzz is quieter than normal. Projects inch forward instead of racing. You’re left looking around thinking, How do I keep this thing moving when everyone’s OOO?

If you’re anything like the leaders I coach, this time of year can trigger a subtle panic. You start double-checking emails, worrying if things are falling through the cracks. Maybe you even feel the urge to send a quick “Hey, just checking in while you’re out” message.

But here’s the deal — this is where trust either deepens or disappears.

You Don’t Need to Be in Control to Be In Charge

Leadership isn't about hovering. It’s about creating environments where your people can thrive without you needing to watch them every minute. If your team’s success depends on everyone being online, available, and visible at all times, we’ve got a bigger problem than PTO.

Great leaders prepare their people to function independently. Not just when it’s convenient — but especially when it's not.

So what can you do, practically, when people are out?

Build "Before You Go" Processes

Set the expectation that everyone owns their out-of-office plan. That means:

• Identifying who covers what.
• Setting clear priorities on what must move forward.
• Communicating timelines and blockers before logging off.

It doesn’t need to be a 10-page SOP. Just a simple checklist: here’s what I’m pausing, here’s what I’m handing off, and here’s what I need from others.

This process alone builds shared accountability and removes that “everything stops when Sarah’s out” dynamic.

Empower the Fill-In (Don’t Just Assign)

When someone steps in to cover, give them real authority — not just responsibility.

If Jamie is covering for Marcus, let the team know: Jamie has the green light to make decisions within scope. Trust her judgment. Otherwise, you create a weird dynamic where people are “filling in” without the power to lead.

This not only protects productivity but gives emerging leaders a safe place to stretch and grow.

Stop Equating Visibility with Value

I’ve coached enough leaders to know this: we’re often biased toward the people we see. The ones who show up early, stay late, and are constantly visible in messages or meetings.

But during the summer months, you have to check that bias. The person taking a two-week road trip with their kids might be your top performer. Don’t let their PTO change your perception of their commitment.

Instead, reinforce that rest is respected. That contribution doesn’t require constant connection. And that performance isn’t measured in who’s the most active in the team chat or inbox.

Use the Quiet to Lead with Intention

Here’s your opportunity: when the noise dies down, use it. Check in with your present team members. Ask deeper questions. Hold quick retrospectives. Get clear on what’s working — and what’s not — while things are slower.

And maybe, just maybe, take a breather yourself.

One of the best leadership moves you can make is to model rest. Show your team that you can unplug, too. Trust doesn’t grow in hustle. It grows in space.
 

The summer slowdown isn’t something to just get through — it’s something to lead through. Your team is watching how you show up when things are out of rhythm.

Do you lead from control — or from trust?

Because trust isn’t tested when everyone’s present. It’s tested when they’re not.

And if you lead it well, they’ll return recharged, respected, and ready to run.