How to beat the summer slump

Researchers have found that productivity drops during the summer, and it’s not because people are on vacation. David Bowes shares some strategies to maximize your team’s output during the holidays.

The summer is the perfect time to relax – with family vacations, beach trips and time away from your daily routine. Everyone deserves a holiday without having to worry about checking in at the pool or an overflowing email inbox.

While individuals recharge, organizations often run on half power. The so-called “summer slump” – the seasonal drop in productivity and engagement that occurs in August – can last long after teams have returned to work in September.

Captivate’s research shows that productivity can drop by as much as 20% during summer, while project turnaround time slows down by 13%. Attendance also drops by 19%, and employees are more likely to become distracted by 45%.

As so many are out of the office those who remain are left to juggle extra tasks and keep projects on schedule while juggling additional tasks. What is the result? Stress, decreased motivation and slower performance.

Be Prepared

The good news is that this does not have to be the case. Team leaders and HR managers should act immediately to make sure everyone, not just those who are going on vacation, has a stress-free Summer.

By examining the personalities of their team, leaders can prepare for the summer slump, instead of reacting. Here are a few pointers.

1. Who does what, and why?

Leaders are too quick to count people and look at the calendar of holidays. The real issue is not how many people are absent, but who’s away. Are you losing your go-to planner? What is your team’s motivator?

Managers can prepare for the impact of a team member’s absence by using tools such as Insights, which map people’s behaviour preferences based on four colours (fiery, yellow, green, and blue).

Here’s a tip: Create a matrix of communication. Map out the strengths of each team member, their communication styles, and what they can bring to the table. This helps to create empathy and cover roles.

2. Fill in the decision-making gap before it happens

Many projects are stalled over the summer when the person responsible for making the major decisions is not around. Do not rely on a single person or on someone contacting you continuously during their summer break to make progress.

Instead, build a decision delegation map. Identify bottlenecks, and delegate clear authority for decision-making. It should be clear who has the authority to take which decisions, what time frames are in place for taking action, and whether or not peer support is available for those less confident.

This approach creates trust and empowers people to take responsibility. It also ensures that decisions aren’t left in limbo, while someone is relaxing on the beach in Ibiza.

3. Workload balance

It’s easy to delegate work when someone is absent. But it can lead to frustration and burnout. This can lead to resentment, burnout and a lack of structure.

A workload impact review can be used to identify key responsibilities, and to match the right cover with compatible personalities. You can then map out the tasks and ensure a fair distribution. This model allows you to determine what is urgent and what can wait.

Plan ahead to reduce stress and improve team cohesion. No one will be surprised by a long list of tasks.

4. Consider team dynamics, not just the number of people.

Teams are ecosystems. Who steps in if someone with analytical and detailed skills is absent?

Communication is key. Let your team know what skills and behaviours will be lacking during a leave. What is the role of those who will be filling in? Everyone is empowered to contribute and adapt.

This transparency also helps to build psychological safety and resilience, and avoids a leadership vacuum and a motivation drop.

5. Productivity is not the only thing that matters

Everyone should enjoy the summer, including those who are in charge. Morale will suffer if morale is low. Encourage and recognize effort by giving small rewards such as long lunch breaks and early finishes.

Use transparent tracking tools for projects to encourage collaboration and recognise contributions. Simple actions can go a long ways in showing leaders that they value and appreciate the extra effort, especially during difficult times.

6. Cross-training can help you build agility

Wait until someone goes on vacation before you realize that they are the only one who can complete a particular task. The summer is the perfect time to improve teamwork and minimize single points of failure.

A knowledge-sharing plan is one way to achieve this. Team members can document their core processes, and then access the resources through a shared drive. Train individuals in multiple areas so that projects won’t be disrupted by an absence.

Agile teams are more flexible and resilient than ever before, not just during the holidays. They’re also better prepared to deal with any future disruption or change.

Time to disconnect

The most important thing to take away from this article is that everyone deserves a rest. Everyone needs to take time out, relax, and come back refreshed.

This only happens if the rest of the staff is empowered and equipped to continue in the absence of the leader, without constant updates, calls or pings.

Leaders who plan ahead can help employees take a break and relax while the ones left behind will feel supported.

Don’t wait for productivity to drop before you act. Make this year the best one yet for your team, at both work and during holidays. Here is Insight’s leader’s guide to combating the summer slowdown .

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