Maintaining Engagement During the “Back to School” Crunch

For many employees, summer means rest and relaxation, regardless of whether it involves a family vacation or less structured “downtime.” With so many of our colleagues and direct reports taking time off, the pace of the workplace can tend to slow down to match this mindset… only to get a jolt when September rolls around.  As the summer winds down, employees are dealing with not just a return to routine, but also with the extra tasks, responsibilities, and commuting challenges that “back to school” brings. How can leaders and employees maintain engagement – and continue to reap the great results it brings – during this time?

As I discuss in my most recent book, I-Engage, we don’t often acknowledge the toll that stressors at home take on engagement. Employees have a lot on their non-work plates, from student loans to mortgage payments to caring for their kids, elderly parents (or both). Your staff are likely feeling more pressed for time than usual and possibly a little blue now that the time for fun in the sun has passed. So what’s a boss to do?

1. Be empathetic. In every one of my books and talks, I point out that more than any other trait in a manager, employees cite empathy as the biggest engagement driver. It’s not rocket science; of course people want to feel that the boss cares about them as a person. The key is to be genuine and mindful about expressing empathy. One of the simplest techniques is simply to ask questions and really listen to the answers. This doesn’t mean encouraging whining; it means letting employees know that you acknowledge that they aren’t just cogs in the wheel of the workplace.

2. Pay extra attention to procedure. If deadlines have slipped during the summer months, make sure everyone is aware of what’s required to get back on track. Getting back into the swing of things at work while juggling kids’ homework, supplies, and extracurricular activities can feel overwhelming, and having a plan is one way to reduce stress. If you are not personally the most organized of people, perhaps your team includes one or two fastidious types that can make sure the roadmap is clear and simple… and that expectations are well-understood all around.

3. Keep fun in the mixture. Many employees, especially introverted folks, may have the impulse to hunker down at their desks as a response to stress. While you obviously want to encourage renewed diligence as everyone is getting back into their routines, isolation is not a productive response to stress. Consider planning a group meal, happy hour, or fun brownbag lunch where people can inject a little social interaction into their day. These needn’t be lengthy or highly structured events – just a means for people to enjoy a bit of a break.

Engagement may dip a little bit during these first fall months. That’s okay! In the past, the literature has largely treated engagement as if it were a steady state that people either embody or don’t. We know now that’s too narrow a view! Remember, you want to create and maintain an environment where employees are enthused about the organization’s success. Engaging the whole person, not just the employee, should be the goal – and that means being aware of non-work factors that are likely weighing on staff’s minds.