As the summer months draw to a close and the last quarter of 2023 is upon us, returning to work after a relaxed summer holiday can be just what someone needs to enhance their productivity in the workplace.
Thought Leadership

Navigating the Post-Summer Lull: A Call for Personalized Team Engagement

Written  by contributing writer Judith Germain


As the summer months draw to a close and the last quarter of 2023 is upon us, returning to work after a relaxed summer holiday can be just what someone needs to enhance their productivity in the workplace. In fact, a recent study found employees who take their annual leave are 40% more productive and less irritable, depressed, forgetful, and easily fatigued. 


But what if you have been unable to go away this summer? Or are your holiday plans disrupted by the weather, industrial action, or a family emergency? Perhaps you were the one who was left covering for someone else in the office, or you’re returning to a job you’re not sure is right for you anymore. There are likely to be many who do not have a renewed sense of motivation. 


For Judith Germain, leadership expert and Principal Consultant at the Maverick Paradox, managers have a key role to play in acknowledging what an employer can do to avoid the post-summer slump. “It is not entirely up to the employee to ensure that they are always motivated. If there is a post-summer motivation issue, managers should be looking introspectively at what it is about their leadership style or company culture that could be causing this,” she says. 


Drawing on her extensive corporate leadership expertise, Judith has provided 5 ways managers can avoid the post-summer slump by supporting, developing, and engaging their teams to improve their productivity. 


  1. Proactive career discussions 

One of the most important ways to avoid the post-summer slump is having proactive career discussions. One-on-one conversations ensure that each team member is clear about their current roles and responsibilities and they understand their personal career trajectory. When people understand exactly what they are aiming for, motivation increases.


As an employer, awareness of when employees might want a role or career change is also important. Creating a culture where individuals feel comfortable seeking support from leaders when they need guidance is essential. This will prevent any discomfort or resentment from building if someone feels like their role no longer works for them. Rather than taking it personally, the focus for managers should be supporting these individuals to find the role best suited for them.


  1. Give the team something to look forward to 

Whether you manage a small or large team, rewarding them is simple and doesn’t require a lot of money. It is essential to create an uplifting culture for everyone that motivates the team to work harder, which in turn might mean more business. 


Planning events outside of the office, such as team days out, group lunch breaks, or after-work activities, are a great way to build relationships away from the laptops. Connecting with the team in a casual environment will also encourage teams to relax and break down existing walls.


As well as out-of-office socials, there are ways in which an employer can incorporate rewards specifically in the workplace. Simple gestures such as congratulating a team member when they’ve hit a goal or thanking them for doing a good job are easy alternatives. Making the employees feel visible will improve their performance rate and avoid any motivation lulls.


  1. Accessible support services

Whether you’re supporting employees or fellow managers, it is important to make sure a helping hand is there. If employees are showing signs of a post-summer slump, this could be a sign of a wider wellbeing issue, such as burnout, which can manifest as irritability or disengaging from work or the team. If these symptoms are coming to light, it is essential that accessible support services are available to help.


Creating space for employees to process events away from the desk with time to talk through challenging situations or how they are currently feeling is vital, alongside any practical adjustments such as flexible working. One-on-one support through their manager, another trusted figure, or an external wellbeing professional can provide a safe space to uncover what might be causing these issues. 


  1. Tailored training and development opportunities 

Another way to avoid the post-summer slump is to increase your use, or promotion, of training and development opportunities. The most proactive leaders keep on top of tailored training to nurture those skills that might be missing and ensure that individuals feel like their employer cares about their personal and professional development. 


Learning opportunities for the team should be tailored and focused on progressing both the business and the individual. This helps employees to feel valued and more engaged. This is particularly true of Generation Z, who typically appreciate personalized development in their roles. These development opportunities could include formal courses, external speakers, mentoring opportunities, webinars, or team download sessions, to name a few.


Identifying skills gaps will give better development outcomes for individuals and boost the team’s overall productivity. 


  1. Reflect on your own behaviors  

The decisions you make as a manager shape the organization’s culture, which has knock-on effects on productivity and motivation for others. Without this awareness, managers could end up being the root of the motivation problem. 


Whether conscious or not, causing a toxic environment that makes an employee feel demotivated or uncomfortable when returning from a holiday could result in negatively impacting employee well-being and the company’s bottom line.


To be an authentic, effective, and transparent leader, it is important to reflect regularly on your own behavior. By reflecting on whether motivation issues are being caused by the organization’s actions or an individual employee, you can spot any wider cultural trends that might negatively impact others in the future. With this knowledge, you can stamp out any unhealthy management behaviors. 


“At the heart of all of these tips is personalization. It’s unfortunately still common to see managers who are inflexible in their leadership style. These managers have often chosen a style that they like and then try to apply it to everyone and every situation they come across. However, this rigidity does not reflect the unique differences everyone brings to the workplace. Instead, to avoid a post-summer motivating slump, prioritize focusing on and developing each team member individually,” says Judith. 


About the Author:

Judith Germain, Chartered Fellow of the CIPD, MBA PgDip, is the Leading Authority on Maverick Leadership and has been defining Mavericks as wilfully independent people since 2005. She is regularly approached to speak, mentor, and write on how to be a more impactful and influential leader.

Judith is a ‘Socialised Maverick’ who thinks differently, challenges often, and enables effective leadership execution. She empowers business owners, leaders, the C-Suite, and organizations to thrive in complex, constantly changing environments. She creates clear-thinking and decisive leaders. Judith utilizes Maverick Leadership principles to Strategise, Innovate, and execute a solution that amplifies impact and increases leadership capability and ability to execute. She understands that effective leaders with the right toolkit and skill set for the task ahead can achieve objectives and surpass obstacles that they face.