Peak season has a habit of arriving all at once. Diaries fill up, travel plans change, meetings multiply and suddenly everything seems to be urgent. For PAs and EAs, this is often part of the job. Many thrive on the pace and enjoy being the person who keeps everything moving when things get busy. But I do think there is a difference between a demanding role and one where the pressure never really lets up.
So, as we head into another busy period, I’ve been thinking about how support teams can manage their workload without burning out the people behind the desks.
Busy doesn't always mean productive
One of the biggest challenges with managing team workload is that so much of the work is invisible. An EA might look perfectly in control while quietly rearranging travel, anticipating an executive’s needs, managing competing priorities and answering messages long after the working day should have finished.
It is easy to assume that someone who is organised and dependable can simply take on a little more. In fact, these are often the people who end up carrying the most. For me, good workload management starts with being honest about what can realistically be achieved. Not everything is urgent, and sometimes the most productive thing a team can do is decide what doesn’t need to happen today.
Recognising the signs of team burnout
Team burnout doesn't always announce itself. Sometimes it is the usually proactive PA who becomes quieter, the EA who starts reacting rather than anticipating, or the person who never takes a proper lunch break because there is always something else to do.
Of course, a busy week doesn't automatically mean someone is struggling. But when these patterns become the norm, it is worth paying attention. Preventing team burnout isn't about introducing another wellbeing initiative once everyone is already exhausted. It starts with looking at the workload itself, being realistic about priorities and making sure people have the support they need.
That might mean redistributing responsibilities, arranging temporary cover or simply having an honest conversation about what is manageable.
A question worth asking before peak season
I think one of the most useful questions for any support leader is: What happens if two people are unavailable at the same time?
If the answer is that everything grinds to a halt, there may be too much knowledge or responsibility sitting with one person. Cross-training, clear handovers and proper holiday cover can make a real difference. They give the business more resilience and allow PAs and EAs to take time off without feeling that everything will fall apart in their absence. Sometimes the answer is clearer priorities. Sometimes it is better systems or additional resource. And sometimes a role has evolved so much that it needs to be reviewed.
For candidates: look beyond the job description
If you are considering a new PA or EA role, I would always encourage you to ask what the busiest periods actually look like. How does the team manage competing priorities? What happens when an executive has conflicting commitments? Is there holiday cover, and how are responsibilities shared? The answers can tell you a great deal about an organisation's culture.
A challenging role can be hugely rewarding, particularly when you have autonomy, trust and the opportunity to make a real difference. But there is a big difference between an employer that supports high performance and one that simply expects everyone to work harder.
For hiring managers, this matters too. Experienced support professionals are assessing the environment they might be joining, not just the salary and job title. Being clear about expectations and workload can make a real difference when attracting and retaining strong candidates.
The strongest teams don't rely on heroes
There will always be periods when managing a heavy workload is unavoidable. Last-minute changes, demanding diaries and competing deadlines are part of working in senior support roles. But I don't think commitment should be measured by who stays online the longest or who manages to absorb the most extra work without complaining.
The strongest support teams are the ones that can deliver exceptional work because they have the right people, resources and systems in place.
Peak season will eventually pass. The real question is whether your team comes out the other side feeling proud of what it achieved, rather than simply relieved that it is over.
