By Dr. Elizabeth Taylor, Temple University
As the academic year winds down and we shift into the post-season for spring sports, many of us in college athletics begin looking forward to the summer months—hopefully a time to breathe, reset, and reflect. But let’s be honest: in today’s ever-evolving college sports landscape—conference realignment, commercialization, and now the House settlement—it’s getting harder and harder to truly unplug.
In fact, in a recent study we conducted with 12 former college coaches, nearly all participants shared how challenging it is to take time off, even during the “slow” summer months. This challenge ultimately led to some experiencing high levels of burnout and leaving the industry. So, before you cancel that beach trip or push pause on time away, let’s take a moment to talk about the long-term impact of constant overwork—not just on your staff’s performance, but on their well-being and retention.
What exactly is an “overwork climate”?
It’s when people feel pressured to work beyond what’s sustainable—late nights, weekends, skipping days off, and blurring the line between work and home. Sound familiar?
Here’s what the research shows happens in those environments:
- Turnover intent goes up
- Burnout increases
- Job satisfaction and overall well-being drop
- Engagement suffers
Let’s zoom in on turnover intent:
Employees in overwork climates aren’t necessarily leaving the industry—they’re just leaving your department. And when that happens, the cost of hiring, training, and onboarding adds up quickly. What’s more, we’re seeing the biggest losses in two key groups: entry-level professionals and women.
Gen Z professionals are increasingly prioritizing work-life balance—and they’ll walk away from roles, or even the field entirely, if they don’t see it. Meanwhile, women in athletics continue to face a “leaky pipeline” where balancing career, caregiving, and personal time often feels unsustainable—especially in departments that don’t support flexibility or boundaries.
So, what can you do?
Creating a culture that values well-being doesn’t require a total overhaul. Here are a few strategies departments are trying:
- Summer Fridays – Allow staff to leave early on Fridays during summer months.
- No Meeting Fridays – Reserve time for deep work or recovery (emergencies aside).
- Post-Travel Flex Time – Let staff adjust schedules after late-night events.
- Hybrid Options – Allow remote work when physical presence isn’t essential.
- Encourage Time Off – Normalize taking (and respecting) vacation.
- Digital Dead Periods – Schedule quiet time where staff are encouraged to fully unplug.
There’s no one-size-fits-all solution—flexibility looks different across units and roles. But making space for well-being isn’t just the nice thing to do—it’s the smart thing. Especially now, as departments brace for tighter budgets, increasing travel costs, and changing expectations from staff.
And remember: you don’t have to build it all from scratch. Your campus likely has great HR policies or wellness programs you can draw from. Let’s take a cue from our faculty colleagues who are nowhere near their desks all summer long.
Here’s to building a healthier, more sustainable culture—one summer day at a time.
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We thank Dr. Elizabeth Taylor, an associate professor at the School of Sport, Tourism, and Hospitality Management in the Fox School of Business at Temple University, for writing this blog. Additional research by Dr. Taylor can be found here.
The Pipeline Project 