ShareLibbi Carlson, Director of Commercial Strategy, Apple Hospitality REIT, Revenue Optimization Advisory Board Member
The year is well underway, priorities keep shifting, and the pace never quite slows down. This article comes from a discussion of the HSMAI Revenue Optimization Advisory Board on how leaders maintain clarity and sanity when the pressure feels constant rather than seasonal. The takeaway was that sustained chaos requires different leadership habits than short bursts of intensity.
Burnout shows up as disengagement, slower followthrough, and quiet apathy when teams are juggling too many priorities at once. Participants noted that stress increases when everything feels equally important and no finish line is visible. The group suggested that focus could help improve stress. By narrowing scope, shortening timelines, and defining what needs to be prioritized now, teams responded better. When leaders gave fewer goals that felt achievable, momentum could build as things get done.
Another technique that participants leaned on was blocking time for deep work, meeting-free time, or even recharge days, both for their whole team as well as individually. This created breathing room without reducing accountability. One participant also pointed out that boundaries held up best when leaders modeled them consistently. Examples included, turning off notifications, delaying emails sent at night to the following working day, and clearly stepping away set expectations without policy changes. One participant offered a perspective that reduced unnecessary pressure: “we’re not saving lives.” The group acknowledged that the work is important, it isn’t necessary to be in constant emergency mode.
The conversation also encouraged reflection and celebration on progress already made during the year. Some board members noticed confidence returned when achievements were named and visible. Another tactic was to have honest capacity conversations to prevent burnout caused by overpromising.
Time-off surfaced as a leadership responsibility, rather than a personal perk. Participants emphasized taking vacation fully and disconnecting while away. Teams followed suit when absence was respected and modeled.
Leaders recognized that it needed to be tailored to individuals, because what recharges them might frustrate another, so flexibility was important. The best tip was to focus on the outcomes instead of being married to one specific method.
Recommended Reading
- Employee Burnout: The Hidden Threat Costing Companies Millions
- Burnout in Hospitality: 2026 Data and How Employers Can Respond
- 16 Ways to Improve Work-Life Balance for Your Employees
- Employee Work Life Balance: What It Is and How to Promote It
Recommended Team Questions
- How can we spot burnout before it happens, and what are some signs to look for?
- What works for you, your team, and your company to keep burnout at bay?
- If burnout does happen, how can we get back on track?
- How can we as leaders motivate our teams through stress?