Why summer is a tipping point
Summer is more than cocktails and out-of-office replies. It is traditionally a time for reflection. Employees step off the daily treadmill, gain mental breathing space and reflect: "Is this still my place?".
Just as workers are taking that step back, the labour market is doing the opposite. Indeed, during this period we see an increase in vacancies. The labour market continues to churn, companies want to be ready for Q3 and Q4 and are putting on extra recruitment drives precisely because of this.
Do you want to avoid your staff exploring the job market during this holiday period? Then a proactive approach is essential to avoid empty seats in September. We show you with some concrete tips how to limit this risk.
Smart retention strategy for summer: 4 action points
The solution lies not in ad hoc interventions, but in strategic human resources management. Some concrete tips:
- Create summer connection
Those who feel seen, stay. Especially in summer, when teams are depleted by holidays. Provide small, connecting initiatives that show that you value employees: lunch on the terrace, an ice cream round or sporting challenges. But sincere acknowledgement to those who keep things running during absences can also help create that connection.
- Tune in before leave
Don't wait until September for growth meetings. Plan these strategically before leave. Discuss ambitions, growth paths and bottlenecks with your employees. That way, you will build a plan together that they will want to return to full of energy after their holidays. That way, you avoid them packing their bags for holidays, not for that new workplace.
- Strengthen flexibility, strengthen trust
Summer is the season when balance becomes crucial. Just think of family pressure, irregular schedules and hot days when nobody likes to commute. Flexible working hours, working from home or understanding holiday schedules and school-aged children offer a solution to this and strengthen commitment to the employer. Employers who offer their staff something to stay are thus one step ahead of their competitors.
- Look back to move forward
Summer turnover leaves its mark. A lot of knowledge for your retention policy is in data. Dare to analyse:
- Exit interviews from previous summers: why did people leave then? What signs are visible again now?
- Turnover figures by function or department: Where is the biggest outflow? Is there a pattern?
- Results of employee surveys or pulse surveys: how are employees feeling towards summer? Are they satisfied with workload, flexibility and opportunities for growth?
These insights form your compass. They show not only where you can improve, but also how you can already make a difference today. By listening, adjusting and taking action in time, you avoid surprises in the HR department and the risk of destabilising your business.
Additional levers for sustainable summer preservation
Want to shift up another gear? Then also consider:
- Summer employer branding: Show how your organisation lives in summer. Share employee stories, photos of summer events or internal testimonials about your flexibility.
- Project-based role reversals: let employees temporarily take up another task for more variety and encourage internal mobility.
- Restart talks after holidays: Catch people with genuine interest. What brought them energy? What could be improved? Use their fresh perspective.
Avoiding summer outflow? That starts today.
With targeted actions - from career conversations and summer engagement to flexibility and data-driven insights - you show that you not only value your employees, but actively invest in their future.
Using these tips, make sure employees don't leave after their holidays, but just start again with full enthusiasm.
Ready for a flying start after the summer?
Finding the right profiles takes time. Send us your vacancies and we will help you lay the foundations for a successful autumn.