Tips for a Productive Summer – A Guide for HR Managers

The summer holidays are at the door. For many businesses, the activities are starting to slow down. But slowing down doesn’t mean sleeping! HR can take a big advantage from this period by reviewing some processes or resume some projects that were previously put on hold… Here are some tips to leverage the sunny days.

9 Tips for HR Managers

 

1. 1. Plan for Absences Proactively
      • Encourage early vacation planning to minimize last-minute disruptions or conflicts.
      • A shared calendar will help you track employee vacations and plan team coverage.
   2. Focus on Strategic Projects
      • Take advantage of a slower pace to tackle long-term projects often postponed (e.g., updating HR policies, digitizing records, improving onboarding).
      • Plan Q4 initiatives or prepare for the end-of-year reviews and training cycles
   3. Strengthen the mood
      • Organize summer-friendly events: team lunches, outdoor meetings, flexible Fridays.
      • Offer recognition moments for employees holding the fort while others are on leave.
      • Promote well-being initiatives: hydration stations.
   4. Prepare for new or recent regulations
      New laws or regulation have been recently voted or are in the pipe: Equal Pay, Whistleblowing, Harassment prevention, New taxation rules, Remote working… The summer period is an ideal time to review your policies, procedures, and documentation. Take advantage of this quieter season to assess your compliance and implement any necessary updates.
   5. Optimize Onboarding and Offboarding
      • Use the quieter time to refine onboarding programs for new hires expected in the fall.
      • Review and improve the offboarding process for summer leavers (interns, seasonal roles). Remember that leavers may become the ambassadors of the company!
   6. Promote Learning and Development
      • Recommend self-paced learning: online courses, leadership development programs, language training, short podcasts, TED Talks, “mini-courses” …
      • Organize “Summer Skill Boost” sessions – informal workshops or knowledge sharing from internal experts. This is also a very good mean to show your colleagues you value them.
      • 🧠 Bonus: This builds cross-team visibility and strengthens internal networks.
   7. Ensure Business Continuity
      • Identify critical roles and responsibilities; assign backups during staff absences.
      • Review and test emergency contact plans and remote work infrastructure.
      • Brainstorm on Sustainability, CSR & co. Holiday time is a good opportunity to think about the planet. How can we protect it better? How can we reduce our carbon emissions? Can we take some initiative or support existing ones?
   8. Encourage Flexibility, But Stay Compliant
      • Allow flexible schedules or remote work especially in case of hot weather, but ensure compliance with labour laws (e.g., overtime, rest periods).
      • Be inclusive of team members who don’t take summer holidays and ensure equity in workload distribution.
   9. Reflect and Recharge
      • Encourage your HR team to take time off too – burnout prevention starts with leading by example.
      • Use this time for HR team retrospectives: what worked well in H1, and what should be improved for H2?

 

 

🌞 2 extra tips for boosting Employee Engagement During the Summer

 

Summer: A Season of Opportunity or Disengagement?
Summer often brings a more laid-back vibe to the workplace—but it can also present challenges. With team members away on vacation, longer daylight hours, and shifting routines, employee focus and engagement can waver. However, HR managers are uniquely positioned to turn this seasonal shift into an advantage. By proactively fostering connection and motivation, they can transform summer into a time of renewed engagement and team cohesion.

1. Conduct “Temperature Checks”
   • Send out a short engagement pulse survey: https://www.vistim-sa.com/engagement-self-assessment/
   • Act on identified quick wins – even small changes have an impact and show that leadership is listening.
   • Share the results transparently, but anonymously, and thank employees for their participation.
2. Recognize and Appreciate Consistently
   • Highlight people who go the extra mile
   • Offer symbolic rewards: a thank-you note, a team shout-out, or a “summer ambassador” title.
   • Encourage peer-to-peer recognition: a simple Slack/Teams channel for shout-outs.