How to Keep Employees Engaged During the Summer Slump

The official start of summer is just a few weeks away on June 20th! Each year we are all gifted with three months of sun and fun. We flock to our favorite vacation spots, play in the water, and get to see our favorite people at picnics and barbecues. From festivals to fireworks to family reunions, something about summer steals a piece of us back to childhood when we had more freedom than responsibilities.

More than that, summer provides physical and mental health benefits that allow us to reset. The positive effect of relaxation, social connection, and a boost in Vitamin D can offset accumulated stress and help provide clarity.

But back in the real world, business goes on. And unless you run a surf shop or rent vacation homes, your company will likely experience the “summer slump,” a seasonal phenomenon that negatively impacts productivity and engagement.

The good news is that this is a predictable annual event that you can plan for.

Wired for Summer

First, it is important to understand the effect summer has on most of us. According to a Gallup study, about two-thirds of employees feel less engaged at work during the summer months, and a Forbes article reported a 20% drop in productivity during this time.

As the warm weather draws people outside, there is statistically more planned and unplanned time off during this time. Fueling this, there is a pre-existing expectation of relaxation programmed since childhood that undermines the ability to stay focused at work. Those employees who do come to work may feel disengaged, resentful, and disconnected from the friends and activities that they are missing out on. Employees often daydream more in the summer than in other seasons, and they may feel more justified in playing “hooky.”

While it is a great time to remind people about expectations and commitments, it is also a good time to pick your battles. What is really important to you and to your best people? How can you balance productivity with engagement? At the heart of it, what do you have to offer that can effectively compete with summer fun?

Embrace It

Rather than attempt to compete with summer (good luck), leaders can embrace it. Celebrate it. Find ways to create the fun and connection that’s missing. With the understanding that you do have to maintain continuity of operations, look for ways to spark enthusiasm and team spirit.

Some concepts to consider:

Communicate Expectations. Make sure that everyone knows the rules around requesting time off. Just as importantly, make sure those rules are realistic and fair. For example, while a 2-week advance notice is desirable, perhaps a policy that rewards a first-come, first-served approach would organically motivate people to make early requests. Know what your true minimum workforce is and leave some buffer for anticipated call-outs.
Lighten up on work schedules. Sounds counter-intuitive, doesn’t it? The truth is, most people are more productive by being able to create some balance between work, play, and rest. Consider flexible schedules, shorter or different work hours, or longer lunches on Fridays. Surveys have shown that being more flexible results in reduced call-outs. An open and honest dialog with your people can give you the information to schedule more realistically.
Pilot new programs. Consider piloting engagement programs during the summer. This provides you with an end date if the pilot doesn’t prove fruitful, but allows employees to participate in the dry run. It works best if it is something that your people have suggested and are interested in. Dust off those survey results and try something new!
Go outside. Schedule meetings and teambuilding activities outdoors where they want to be. I’ve seen employers have picnic benches on premises, do line dancing classes in the parking lot, yoga practice in the park, and scavenger hunts on the beach. An added benefit is that it can tie into nurturing a culture of wellness.
Create a play committee. Encourage your employees to coordinate activities that they would like to participate in. Support them with time to meet and a realistic budget. You can provide some structure for controls and safety purposes, but try not to micromanage too much. Remember that it is not about the free pizza, it is about the experience you integrate with it.
Commit to recognition. The desire for recognition and appreciation does not sleep during summer; it becomes even more important in motivating those who show up every day for work, flexible schedule or not. On top of the engagement boost it provides, studies have shown that turnover is reduced by between 30-50% with an effective recognition program. Peer recognition awards, productivity contests, spot bonuses, and team lunches create a positive atmosphere. Be generous with gratitude!

Not all of these will work for your business, but do challenge some of the policies that might be outdated and no longer serve a positive purpose. Do you still need everyone on-site, all day, every day? Can you structure in alternative shifts for employees to choose from? How can you incorporate play into the workplace?

Model Happiness

Ultimately, the leaders of an organization set the tone for positive engagement, so it is important that all managers are cheerleaders for summer fun at work, whatever that looks like. People may not feel comfortable enjoying the company barbecue if the boss is locked away in her office. My advice here would be that leaders join their people in the fun, get connected in a positive way, and be a part of a cultural haven that motivates people to come to work each day.

If you would like to find out more about how to implement engagement programs, update your policies, or structure flexible and hybrid schedules, our team at SDHR Consulting can help!

Author: Dawn Martin, HR Consultant

Sources:
Kappel, Mike. “Workplace Tips for a Productive Summer.” Forbes. 22 May 2020. (https://www.forbes.com/sites/mikekappel/2020/05/22/workplace-tips-for-a-productive-summer/)