How to support employees to beat summer burnout

By Nebel Crowhurst, Chief Appreciation Officer at Reward Gateway | Edenred

August 2 2024 - You'd think that holidays, sunshine, and sand would keep most of us motivated during the summer. Knowing that during the summer months, employees often seek to escape the workplace's stress and responsibilities. But while HR teams encourage taking time off to relax and recharge, it's crucial to recognise that summer can have the opposite effect on some employees.

For many, summer does not go hand in hand with relaxation. Instead, it can lead to increased burnout and higher levels of exhaustion. No, this isn't due to late-night BBQs or weekend pub visits, but rather the result of longer days, disrupted routines, and additional workplace and home responsibilities.

What causes summer burnout?

Often, working parents are juggling childcare as schools close, while others feel swamped as they cover for colleagues who have gone on to Glastonbury.

"Seasonal depression" is a term commonly associated with winter, but the warmer months can also bring a sense of sluggishness and increased workload stress. With this in mind, employers need to spot the warning signs of seasonal burnout and better support their people during the summer working months.

Managing one's workload is challenging enough, but covering for multiple colleagues can lead to burnout if proper support isn't in place. Employers must also be mindful of working parents, who often balance childcare with their professional responsibilities, disrupting their schedules and affecting productivity.

The cost-of-living crisis adds to the stress, as many families can no longer afford to have one parent staying at home and not working. This might mean that one parent must work at home while looking after the children, which means , employee schedules can be disrupted by playdates, occupying children and keeping them busy during the working day - hindering workplace productivity and contributing to workplace fatigue. Take this into account with staff who also suffer with underlying health issues that can be exacerbated by the heat and you have a perfect storm for seasonal burnout.

Different generations need different benefits

Before deciding which benefits to implement to ease summer periods, employers need to understand their diverse workforce first. Not every employee is a parent or caregiver but this doesn't mean that other employees don't have other priorities that also deserve consideration.

From Gen Z employees seeking flexible schedules to socialise with their friends, to older workers struggling with summer fatigue, employers need a holistic understanding of what summer means for different generations and its impact on mental health. Gen Z might appreciate flexible hours, while older workers might benefit from working from home and wearing comfortable clothing to cope with the heat, for example.

Implementing schemes that work

Employers can offer flexible working hours as one way to cater to the needs of their staff. Reduced or flexible summer hours allow employees to manage different commitments, such as taking care of children or giving workers the chance to finish early or start the day later.

Initiatives like 'half-day Fridays' can also provide more flexibility, reducing work-related stress and boosting productivity. When employees can log off early to enjoy the sunshine, they can come back to work feeling fresh the next week. It also enhances productivity and morale as employers show they trust and value their employees, which can significantly boost well-being.

For parents who work, providing childcare benefits, such as vouchers, can go a long way to alleviate stress. In fact, childcare vouchers can save parents up to £2,000 per child up to the age of 12 years old. Finally, employers can do the research for parents and connect employees to childcare facilities, summer camps or childminders, lightening the load where they might struggle to find the time to do this themselves.

Valuing your employees' lives

In today's "always on" culture, it's crucial for businesses to allow employees to disconnect during their holidays and respect employees' downtime. Employers must avoid contacting staff during their time off and better yet, encourage them to switch off from work responsibilities to return refreshed and motivated.

Employers must recognise that employees have lives outside the office, and indeed, the Zoom call. Actively listening to staff and aligning initiatives with their needs ensures that every employee feels heard and valued as people outside of their job title. Clear communication about available support is essential for reducing stress that comes with managing other people's workloads and allows employees to focus on their well-being and work.

As we continue to plough through the summer, businesses can use the time to assess which benefits will best support their workforce during this season. By offering benefits that support people personally and professionally, only then can companies retain talent and see a boost in productivity. It's a win-win.

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