While taking a vacation is great for employee wellbeing, the return to work can be tough if not managed properly.
You may have heard of the “post-vacation blues” and how it may have an impact on employee motivation and output at work. Returning to work after a break necessitates a lot of adjusting to schedules, daily routines, and work.
“A group of common symptoms that people experience when returning to their work, family, or study obligations after a period of rest or vacation,” is how the term “post-holiday blues” is defined in psychology.
Coming back to work after a long absence can feel like a mix of anxiety and emotional pressure. Physical conditions like sleep deprivation can also be accompanied by these psychological stresses. The issue is how businesses and their HR departments can help employees cope with this post-holiday stress and increase their motivation.
Four tips to support your team through post-vacation blues
1. Remind the group of the team’s vision and values.
After some relaxing days spent with family and friends in informal settings, some members of your team may not find the idea of “work” all that appealing. However, when employees are reminded of their motivations for working and the difference they make for the larger team and community, their engagement levels reach a peak. To get buy-in and emotional investment from the team, take a moment to reiterate the significance of what they are doing every day. Everyone will resume operating at peak efficiency as soon as they feel like they are again having an impact.
2. Plan a Worthwhile Activity
No meetings just for the sake of having them, but this is a good time to make them important. Australia as a whole is currently in shock as a result of COVID-19’s devastating effects and the suffering it has brought to so many communities. An opportunity for anything from a team quiz to a talent show can be had during a team meeting in addition to bringing everyone up to speed on what has been happening while they were away. This will not only benefit those who have been affected by COVID in the long run, but it will also give everyone a renewed sense of purpose.
3. Allow for flexibility
4. Stay positive!
Team leaders must encourage their group by remaining upbeat, no matter what the workload is like. HR and the leadership group should therefore be considerate of their transition. Instead of ignoring your employees during this time, do your best to communicate with them more.
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