Beyond the Bottom Line: Valuing Your Team’s Capacity Over Revenue

Recently, a member of my team completed a project with such skill and dedication that it unlocked an opportunity for an even bigger, potentially lucrative project. Her success opened the door for us to use our expertise in a way that would be incredibly beneficial to my business. She was ready and willing to dive into this new challenge, despite being at full capacity. Like many working parents, she has a remarkable ability to keep pushing forward, driven by her commitment to the organization. And that dedication makes her an invaluable team member, someone I'm endlessly grateful for.

But here’s the thing: I could see she was already stretched thin. I’ve been in that position myself, and I know what it’s like to feel fully invested in a mission while also juggling the demands of life outside work. She might have professional capacity—because we’re often willing to give and give when we care about our work—but at a personal level, I could see she was at her limit.

As a leader, I faced a tough choice. I could have pressed forward, encouraged her to take on the new project, and reaped the benefits of another successful outcome. But I knew that doing so could push her past a sustainable point. So, I did something that was hard as a leader: I told her the decision was in her hands. I said to her openly, “I would love to take on this project with you. But only if it won’t compromise your well-being or stretch you past capacity in a way that’s harmful to you personally or to your work here. I want you to know it’s okay to say no.”

I urged her to take some time to reflect on her decision. And when she came back, she said no. She told me she couldn’t take on this project and still deliver her best, and she wanted to give her full attention to our existing work. Did I lose potential revenue from not going forward? Absolutely. But did I gain more years of loyalty and prevent burnout in one of the most dedicated members of my team? Without a doubt.

Investing in Long-Term Team Health Over Short-Term Gains

The reality is, short-term wins are never worth sacrificing the health and well-being of our team. For the long-term success of the business, we need people who feel supported, valued, and capable of doing their best work sustainably. Burnout is costly—it drains morale, limits productivity, and ultimately drives talented individuals to leave.

When we push our people beyond what they can give, we’re not just risking immediate burnout; we’re undermining the very foundation of our organization’s success.

Creating a Culture of Trust and Balance

It’s so easy to get caught up in the excitement of new opportunities, especially when, as a leader, your mind is always buzzing with ideas and possibilities. But I’ve learned that true leadership means knowing when to pull back and prioritize the well-being of the people who make your success possible. Working moms and dedicated team members like her are a vital part of my business’s success, and supporting them fully—without pushing them to the breaking point—is essential for our growth and longevity.

The Takeaway for Leaders

Long-term loyalty and high-quality work stem from genuine care and awareness of our team’s limits. When we put our people first, even at the cost of turning down revenue, we’re making an investment in sustainable success. And for me, supporting the working parents on my team is a reminder of my commitment not just to what we do, but to how we do it—with empathy, trust, and respect for their boundaries.

So yes, I may have said no to one project. But in doing so, I’ve said yes to a stronger, more resilient team.