Reconnecting with Work Engagement After Vacation – Psychologist’s Tips for Workplaces

You stare at the computer, open programs, tabs in the browser, browse through messages. You’re contemplating that “this and that” should be started. After all, there’s plenty of time now when work hasn’t yet picked up its normal pace. At the very least, this calmer moment should be used to improve productivity. You notice the day has passed, and you’re not quite sure if you accomplished anything.

We are in a time when a large group of people have returned or are returning to work after summer vacation. Workplace break rooms are filled with conversations, asking how the vacation went and how people are feeling about returning to work.

Some return clearly bursting with enthusiasm and ideas, ready to roll up their sleeves. Others, on the other hand, experience the start of work as sluggish or even difficult. If you belong to the latter group, you’re not alone. Many share your experience.

It would be great to transition back into work engagement after a sluggish start, meaning a positive state of mind in which we feel enthusiasm, dedication, and immersion in our work. This way, we would have the energy, interest, and ability to work effectively and productively.

How can you help your staff (and yourself) regain work engagement after the vacation? Here are some psychologist’s tips for workplaces.

Recognize Different Situations and Tackle Challenges Actively

1. GET THE FACTORS THAT CREATE WORK ENGAGEMENT IN SHAPE

Many different factors contribute to work engagement. These include aspects like job rewards, developmental opportunities, variety, influence over the work, clarity in goals and roles, social support in the workplace, a sense of fairness, others’ consideration and friendliness, feedback and acknowledgment of accomplishments, job security, a positive atmosphere, and the ability to balance work and personal life. Reflect on whether these elements are in order in your work and whether they were in order before the vacation.

2. WAS YOUR TEAM UNDER STRESS BEFORE VACATION? DID THE VACATION NOT SUFFICE FOR RECOVERY?

Recall the mindset your team had when going on vacation.
Was the team burdened or even exhausted, eagerly anticipating the break? If this was the case, the vacation might not have been sufficient to recover from the prior burden. In this case, it’s worth examining what contributed to the burden and whether these factors have changed. This way, you ensure that the work situation isn’t as burdensome after the vacation, and resources can recover even while working.

If the vacation didn’t provide full recovery, but the work environment has changed so that it doesn’t continually increase the burden level, you can cautiously monitor the situation.
In such cases (and always), it’s important to adjust work goals to current resources, slightly lower than in a ‘normal’ situation. It may be necessary to narrow down tasks or postpone more demanding tasks for a while or to a later date. This applies to individuals as well as teams or entire organizations.

If the vacation didn’t suffice for recovery, and nothing has changed in the work environment, the most important thing is to first ensure that the work can be modified to be less burdensome.
These matters need to be discussed at the workplace (or continue discussions that were held before the vacation). We often think that vacation will fix a burdened state. However, it won’t do so if the sources of the burden remain the same.

3. YOUR TEAM FOUND THE VACATION WAS REFRESHING AND ENERGY IS ABUNDANT. CAN AND SHOULD YOU SUPPORT WORK ENGAGEMENT? HOW?

If the vacation felt highly rejuvenating, and essentially, you have plenty of energy – it’s just splashing around without being directed – take a moment to examine your everyday routines. Have people found their normal daily routines and lifestyle habits that support well-being? Are work tasks planned and prioritized, or is it assumed that enthusiasm will guide us in the right direction?

A certain amount of meandering is useful and necessary, but many also need boundaries and goals to engage in tasks. Are there enough social interactions at work, where new directions are ideated together, alternative solutions are contemplated together, or successes are shared and celebrated together?

4. TACKLING CHALLENGES: PICK THE LOW-HANGING FRUIT RIGHT AWAY

It’s important to have room in our work routine for exploring different feelings and actively addressing challenges. Some things are easy to fix, so it’s sensible to pick the low-hanging fruit right away. On the other hand, larger obstacles or challenges in work tasks also need to be taken on, and it’s important to communicate when changes might occur.

EXTRA: HOW CAN YOU, IN AN HR ROLE OR AS A MANAGER, SUPPORT YOUR WORK COMMUNITY IN REGAINING WORK ENGAGEMENT? HERE ARE A FEW TIPS IN A NUTSHELL.

• Examine Factors Influencing Work Engagement: Together, go through the aforementioned factors like rewards, goals, social support, etc. Identify which are in good shape and which need attention.
• Review Work Loads and Goals: Evaluate the mindset the team had before vacation and the feelings returning from vacation. If needed, adjust work goals to match current resources.
• Routines and Boundaries: Together, establish everyday routines and set boundaries or goals that support work engagement to provide clarity in the post-vacation routine.
• Remember that vacation doesn’t automatically fix a burdened state if the sources of the burden remain the same.