Summer vacation is just around the corner. Your files are up to date, you’ve delegated tasks to colleagues who will remain in the office during this period, your emails are processed, … in short, you’re ready for a complete disconnect! But are you sure you’ve anticipated everything? Have you thought about checking in with your teams before you leave?
Summer vacations often give employees the opportunity to step back and reflect on their professional career, sometimes revealing new aspirations. This can lead to questioning their current position, particularly if they’ve become aware of new interests or areas of professional fulfillment. This period, conducive to making decisions in favor of professional change, should make managers particularly vigilant.
So, although annual reviews are rarely conducted during this period, don’t hesitate to organize a dedicated time for exchange, preferably face-to-face, with each of your team members to identify any signs of disengagement and thus anticipate departures following the summer break. Foster open communication and create an environment where your employees feel comfortable sharing their professional aspirations and concerns. Review their objectives and job satisfaction. This will allow your team members to leave with peace of mind, knowing their manager is listening.
Second individual meeting upon return from vacation. Use these meetings to hear about their impressions of their time off, their future plans, and their professional aspirations. This way, you can see if their discourse has evolved before and after vacation. If so, you’ll be able to adapt your support for the employee in question.
We know that today, personal life holds a more important place in everyone’s aspirations. It is therefore essential to take into account an employee’s personal projects to ensure their job satisfaction. Be attentive to changes that may occur in your team member’s life, as this may have an impact on their professional plans.
Based on your employees’ aspirations, propose tailored solutions: career advancement opportunities, competitive benefits, pleasant working conditions, new stimulating projects with challenging objectives, training and development opportunities, … Based on the information gathered during meetings and the signals perceived, implement targeted retention measures for key employees.
Anticipating the risk of departures after the summer break requires listening to your employees and taking proactive measures to support them in their professional and personal development within the company.
And practically speaking?
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To help you anticipate these risks, we offer you a monitoring tool that will allow you to assess an employee’s commitment through a list of criteria you establish.
To discover it, click here.