Practical Ways to Support and Engage Employees During the Summer Slowdown

Summer should bring ease. But for many employees, it brings added complexity. With school out, caregiving responsibilities increase, schedules shift, and coordinating time off across lean teams can quickly become a challenge. Instead of rest, employees navigate overlapping absences, compressed workloads, and routines that rarely align.

This season brings more than logistical strain; it brings a chance to respond with support that’s timely, thoughtful, and preventive. For HR leaders, summer is an opportunity to reinforce a culture of care by addressing the predictable disruptions that arise. With a few practical adjustments, you can help employees feel seen and supported, protect productivity, and reduce the longer-term risks of burnout and disengagement.

Acknowledge the summer stressors

Understanding what people are navigating is the first step.

• Caregiving strain: With children at home, caregivers often face unpredictable routines and increased demands.
• Overlapping PTO: When several team members are off, others frequently absorb the extra load.
• Compressed workloads: Deliverables continue, even when schedules contract.
• Social expectations: Employees feel pressure to stay productive while also making the most of the season.
• Heat and fatigue: Warmer weather may not be the root cause of stress, but it can lower energy and focus.

Build flexibility into summer schedules

Adaptability can make a measurable difference.

• Flexible work rhythms: Consider building in some flexibility around when work happens, such as defining a shared window for collaboration and allowing teams to manage the remaining hours with some autonomy. This approach can support focus and productivity, especially when employees are able to align tasks with the times of day they tend to work most effectively.
• Transparent PTO calendars: Make planned time off visible to help teams prepare and cross-cover.
• Asynchronous check-ins: Replace meetings with brief daily updates in Teams, Slack, or email where possible.

“Managers are often named as one of the top three sources of stress—yet with the right tools, they can become one of the most powerful sources of support.”

Support managers in offering early intervention

Managers play a critical role in how wellbeing is experienced at work. When support is consistent and proactive, it can reduce stigma and prevent burnout before it escalates.

These insights are explored in the LifeSpeak Holistic Wellness video resource, “Why Managing Mental Health Is a Key Part of a Manager’s Role,” from LifeSpeak expert Dr. Jo Yarker, PhD. As an occupational psychologist specializing in mental health at work, Dr. Yarker explains that while managers are often cited as one of the top three sources of stress, they are also uniquely positioned to be powerful sources of support.

• Reframe manager impact: One in four employees are managing common mental health challenges such as stress, anxiety, or depression. Managers influence how those challenges are experienced—and whether employees feel safe to speak up.

• Build confidence, not perfection: Managers don’t need to be mental health experts. But they do need to understand available support and how to make it accessible.

• Know the policies: Encourage managers to stay familiar with internal wellbeing benefits, EAPs, and key points of contact.

During high-pressure seasons like summer, caregiving and scheduling stressors can make it even harder for employees to maintain their mental health. Here are practical ways managers can respond.

Support caregivers where it counts

Summer often brings added caregiving demands—whether from shifting school schedules, limited childcare options, or evolving family needs. Bringing visibility to any caregiving resources included in your organization’s wellbeing benefits can help employees manage these responsibilities with greater confidence and less strain.

• Normalize diverse caregiving roles in internal messaging: Many employees don’t see themselves as “caregivers,” even when they’re coordinating summer camps, supporting aging parents, or caring for a family member with complex needs. In benefits emails, manager toolkits, or other updates, use inclusive language and relatable examples to show that caregiving comes in many forms. When people recognize themselves in the message, they’re more likely to engage with available support.

• Create awareness of available caregiver resources: Solutions like LifeSpeak’s Torchlight Parenting and Caregiving provide employees with expert-led support for parenting, eldercare, and complex caregiving decisions. It’s available on demand and designed to meet people where they are, when they need it most. For additional insights, explore our Caring for Caregivers guide featuring research-backed strategies to strengthen caregiver support across your organization.

• Peer connection moments: Consider scheduling a quick “temperature check” during department meetings. These brief, structured moments can allow employees to share how they’re doing, helping to normalize caregiving experiences and strengthen team support.

Summer doesn’t have to slow your teams down. With the right support, it can be a season of balance, stability, and better outcomes for everyone.

Start with just one of these approaches:

• Introduce flexible core hours.
• Equip managers with clear, compassionate check-in tools.
• Share caregiver-specific support resources.

Together, these steps can strengthen your culture and reduce preventable costs across the board.

Summer routines may be unpredictable, but support doesn’t have to be.

LifeSpeak offers organizations a way to provide consistent, expert-backed resources, helping employees manage stress, caregiving demands, and shifting schedules. Whether you’re planning ahead or responding in real time, we’re here to help you build a foundation of support that lasts beyond the season.

Explore how LifeSpeak fits into your wellness strategy. Book a demo today.

Frequently Asked Questions

How can employers support employees during the summer slowdown?
Employers can help by introducing more flexible work hours, offering mental health resources, and supporting caregivers with access to specialized tools like LifeSpeak’s Torchlight Parenting and Caregiving.

What kinds of caregiving support can organizations offer?
Support might include expert-led resources for parenting and eldercare, access to employee assistance programs, and inclusive communication that recognizes diverse caregiving roles.

Why is summer a high-risk time for burnout?
Increased caregiving demands, overlapping PTO, and social pressure to “make the most of summer” can all heighten stress and reduce energy—especially without workplace support.

How do managers influence employee wellbeing?
Managers play a key role by spotting signs of stress early, knowing what support is available, and creating a culture where mental health is openly acknowledged and supported.