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This is the toughest lesson I had to learn - overperforming can create problems the same way underperforming can. Negative working environment (both within teams and from outside), pressure to maintain performance over and over. Learn to sandbag it - lengthen your pipelines a little (if you can), or encourage (reward?) your team to take it easy.
For your own sake, set your goals to continue to over perform, but cap it (if you’re hitting 110%, hit the brakes at 105).
This honestly sounds like somebody came to him and started whining about either your raises or your performance ratings. But I do understand the concern for burnout.
Keep in mind first this will be “this is so unfair“, then it will be how are you doing it? If none of your peers in other areas have bothered to ask you how you’re getting all this work done be aware that’s coming. But I would absolutely take the advice of if you’re at 110% cut back to 105%.
I would see if it’s possible to give your team a little bit more breaks, if possible, during the holidays. They won’t forget that, you can start there.
Reassess after first quarter and see what the new numbers if implemented in January, look like and how it feels on your team.