Have you ever considered implementing summer hours for your employees? If you haven’t, there might be some real advantages you’re missing out on.

Burnout is becoming a real problem for a lot of employees, and it’s much better that you get ahead of it instead of scrambling at the last minute when your productivity suddenly starts to drop.

Benefits of summer hours

– Improved flexibility for employees

– Boost company morale

– Summer Fridays boost productivity

– Avoid burnout and stress overload

How to implement summer hours in your workplace

The typical time frame for summer hours is between Memorial Day and Labour Day. While you can choose to incorporate them however you want, most companies take part in “summer Fridays.” You can allow employees to take a half-day every Friday (or every other Friday depending on the nature of your company). The point is, you’re showing employees that you value them enough to give them more time to enjoy themselves outside of work—and increasing efficiency at the same time.

Questions for leaders

1. Do you currently have a policy for summer hours? If not, what makes you hesitate to implement them?

2. What do you do to help prevent employees from experiencing burnout?

Registration is now open for our next Great Engagement: Engage and Mobilize Employees Training Program, starting October 12, 2022.

For more information and to register: https://lnkd.in/gaSm-2vn

Your organization may be eligible for up to two-thirds of the training cost through the Canada Job Grant program.

Once you conduct your employee engagement and mental health assessment, you can start to focus on adjusting the current work design. This is the stage where you get to make changes to your employee engagement strategies.

Some of the most important ones to consider include:

· Resources: make sure everyone has what they need to do their job.

· Recognition: employees tend to feel more energized when they receive encouragement.

· Skills: take time to find out employees’ strength and put their best skills to practice.

· Opportunity for growth: communicate with employees about important decisions and training opportunities.

· Socialization: collaboration tools and other outlets help foster a connection and leads to improved engagement.

· Inclusion: sometimes considered a form of mental safety, people feel more engaged when they’re included and invited to share their thoughts and ideas.

Questions for leaders:

Have you made any changes recently to your work design?

What do you think is the most important for employee engagement and mental health?

Registration is now open for our next Great Engagement: Engage and Mobilize Employees Training Program, starting October 12, 2022.

For more information and to register: https://lnkd.in/gaSm-2vn

Your organization may be eligible for up to two-thirds of the training cost through the Canada Job Grant program.

Programs

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