Give them Off - A Guide for Summer Staffing

Summer should come with a mandatory slow-down button.

You know the feeling—the weather’s gorgeous, the days are longer, and all anyone wants to do is hang out by the water, fire up the grill, and just chill. But while your agency can’t quite put the business on ice from Memorial Day to Labor Day, that doesn’t mean your team has to be chained to their desks.

Building in some flexible time off can do wonders for morale, productivity, and, yes, even your agency’s bottom line. Here are five creative ways to give your team more breathing room this summer while keeping business moving smoothly.

1. Unlimited PTO (Yes, Really) – The Right Way

Look, I get it. Unlimited PTO sounds like inviting chaos into your agency. But hear me out. Implementing unlimited PTO doesn’t mean your team is going to vanish for three months. It’s about creating a culture of accountability and trust while giving your people the freedom to recharge.

How to Make It Work:
Start by setting clear policies. Unlimited PTO works when it’s structured and transparent. Here’s how to do it right:

• Set Expectations: Outline what qualifies as reasonable time off and how far in advance requests need to be made.

• Coordination Is Key: Require employees to coordinate coverage with their teammates before finalizing their time off.

• Approval Process: Establish a formal process where managers assess how the absence impacts the team’s workload.

• Accountability: Make it clear that unlimited PTO doesn’t mean dumping responsibilities on colleagues. Each request should be balanced with the team’s ability to maintain service standards.

• Lead by Example: When leadership uses PTO responsibly, the team follows suit.

When done right, unlimited PTO becomes a win-win: your team recharges without the guilt, and you maintain a high standard of productivity.

2. The 4.5-Day Workweek – Because Half-Days Hit Different

Summer Fridays are basically a cultural institution at this point, but why stop there? One creative way to give your team some extra summer flexibility is to shift to a 4.5-day workweek.

How It Works:
Everyone agrees to put in an extra hour of work four days a week—whether that means starting earlier, staying later, or shortening lunch. That extra effort adds up to a half-day off on Friday (or any other day that makes sense).

This method works because it’s structured, fair, and doesn’t cut into productivity. Your team gets a mental break, and you get happier, more motivated employees. Plus, it’s a great way to signal that you respect their work-life balance, especially during the warmer months when motivation can dip.

3. Split Shifts – Let the Early Birds and Night Owls Win

Why make everyone stick to the same 9-to-5 grind when you can leverage different energy peaks? During summer, give your team the option to work split shifts—either start early and end early or start late and work into the evening.

Some Potential Shift Options Include:

Traditional: 9 am - 5 pm

Early Bird: 8 am - 12 pm, break, then back from 6 pm - 9 pm

Afternoon Warrior: 12 pm - 9 pm

This approach gives your team the chance to spend the sunniest parts of the day doing what they love while still getting their work done. As long as there’s enough coverage and communication, this setup can give your team the flexibility they crave without losing productivity.

4. Summer Coverage Rotations – Everyone Gets a Turn

If you’re worried about everyone taking off at the same time and leaving the phones ringing off the hook, try implementing a coverage rotation. Split the team into groups that rotate taking time off during the summer months.

How to Implement:

Divide and Schedule: Break your team into smaller groups that rotate coverage each week.

Lighter Duties: On their rotation, team members have a reduced workload, allowing them to focus on just the essentials.

Transparent Schedule: Publish the rotation schedule well in advance so everyone knows when it’s their turn.

This setup ensures the office is never understaffed, and everyone gets their fair share of downtime. It also builds camaraderie as the team collectively supports each other’s time off.

5. Personal Summer Goals – Incentivize Time Off

Sometimes, people feel guilty about taking time off—especially in a high-performing agency where everyone’s hustling. Flip that script by incentivizing breaks.

How to Do It:

Set Clear KPIs: Pick measurable targets that are realistic but challenging, like weekly sales goals or completed projects.

Team Rewards: If the whole team hits a shared goal, everyone gets to leave early on Friday.

Individual Achievements: Acknowledge personal goals met with a few extra hours off or a long weekend.

By tying time off to accomplishments, you create a culture where people feel proud to take a break because they’ve earned it. Plus, it motivates them to work efficiently and support each other’s goals.

Wrap-Up: Don’t Sweat the Time Off

Giving your team more freedom during the summer months might seem like it’s going to put a dent in productivity, but the reality is quite the opposite. When your employees feel trusted and appreciated, they’re more likely to stay engaged and loyal. Implement one (or more) of these strategies, and watch as your team becomes more motivated and happier—just in time to enjoy those warm, sunny days.

Summer isn’t just a season. It’s an opportunity to build a culture of balance and trust. Make the most of it!