By mid-July, something strange begins to happen across creative studios, games companies, and production houses alike. The Slack channels fall suspiciously quiet. And the Monday morning meeting includes more apologies than people.

Yes, the summer slump has arrived.

But before we collectively declare it a crisis, let’s ask: is the problem really the slowdown or our refusal to plan for it? Let’s talk about managing the British summer without losing momentum…or your sanity.

Pace Yourself: Slowing Down Isn’t Failing

It’s not exactly a surprise that things go a bit pear-shaped in July and August. People are on leave. Clients are “checking emails intermittently.” So why do we still plan as if everyone’s fully present and wildly productive? Here’s a thought: what if we didn’t?

Instead of trying to push through with business-as-usual, businesses should plan for the summer, just like they do for launch season, awards submissions, or year-end chaos. Swap out rigid sprints for more fluid cycles. Adjust sign-off timelines. Anticipate approval delays, and maybe (hear us out) stop acting surprised when they happen.

Creative Work Doesn’t Have to Mean Constant Output

Maintaining momentum doesn’t require burning the candle at both ends. Summer is the perfect time to switch to low-pressure, high-value work:

• Pull out those project post-mortems you promised to do six months ago.
• Tidy up your pipelines. (Not exciting, but very satisfying.)
• Host informal mentoring sessions. 
• Let teams explore passion projects or upskill without the weight of deadlines.

If the delivery pace slows, that’s your cue to reflect, reset, and refresh. Not to panic.

Half the Team Is Frazzled, So Let Them Recover Properly

After Q2’s rush of launches and pitches, many teams roll into summer on the brink of burnout. Yet, they are expected to carry on “business as usual” just because the sun is out. What if we stopped pretending this was sustainable?

Leaders should set the tone. If you’re on leave, be on leave. None of this “just hopping on quickly” business. Your team needs to see boundaries in action.

And for those still in the office, consider:

• Blocking out “no-meeting” afternoons.
• Encouraging small, screen-free breaks.
• Sanctioning some lighter workloads. Do less, but do it well.
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We’re not suggesting an extended siesta, but rather a well-timed pause.

Flexibility for All

Everyone has a life outside work. Some have childcare gaps. Others are juggling caring responsibilities, holiday plans, or simply trying to exist without boiling over.

The key isn’t to pit people against each other, it’s to build better systems.

• Encourage open planning discussions early.
• Use shared calendars or leave traffic-light systems to flag coverage gaps.
• Design short-term support models that work for everyone, whether that’s staggered hours, job shares, or a bit more trust in async working.

And for the love of office harmony, stop leaving the same people holding the fort each year. That’s not “team spirit”, it’s a failure of planning.

Managing Leave Requests

"First come, first served" might work for Glastonbury tickets, but it’s a fairly terrible way to run summer leave. A better approach? Focus on fairness, not just equality. Someone with sole caring responsibilities might need a specific week. Someone else might have been quietly covering three absent colleagues for weeks on end. Equal treatment doesn’t always mean equitable outcomes.

Encourage teams to:

• Block out their intended leave early.
• Have honest conversations about what they need and what others might need too.
• Use a transparent process to avoid last-minute panics and hidden resentment.
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And if you manage people? Show a bit of empathy. That week in Devon might mean more to someone than you realise.

Hybrid Weirdness: When Quiet Offices Get Quieter

During summer, hybrid working becomes even more surreal. The office is half-empty, the Zoom calls are full of echoes, and internal events disappear faster than the biscuits in the kitchen.

You can keep the culture alive, just tone it down a bit.

• Host casual lunch clubs or pop-up “creative corners.”
• Share playlists, photo threads, or light-hearted challenges.
• Keep things hybrid-friendly. Not everyone wants to come into the office for a quiz no one asked for.

It’s not about forcing “fun”, it’s about keeping a sense of connection ticking along gently.

Don’t Forget Your Freelancers

Finally, a quiet word to those managing freelance-heavy teams: summer silence can be deafening for contract staff. Freelancers can often feel ghosted over summer, only to be urgently summoned in September when everything’s on fire.

Instead:

• Check in with your freelancers, even if you don’t have immediate work.
• Ask about their availability. Send a friendly note. Keep them in the loop.
• Build fairer re-engagement systems that don’t rely on who happens to know who, or who was in the pub last Friday.

Freelancers aren’t a backup plan; they’re part of your business. Don’t lose them to someone who bothered to stay in touch.

The British summer may be short and unpredictable, but the summer slump only feels like a crisis if we keep planning like it’s not going to happen.

Our advice? Plan for summer. Design for slower rhythms. Prioritise people. And, don’t confuse motion with momentum. Trust us, you’ll return in September clearer, calmer, and with a happier team.