How can you support employees coming back to work? 

Transitioning from the relaxed pace of a holiday to the structured demands of work can be daunting, particularly on the first day back. Employers can implement targeted measures to ease this adjustment, ensuring employees regain their professional momentum with minimal disruption. Below are some key strategies to support your team members during this period:

Prepare in advance

Proactive planning before an employee departs for vacation can significantly streamline their return, minimizing workplace disruptions and alleviating employee concerns. Consider the following steps:

• Ensure vacation guidelines are in place. Navigating vacation times successfully can hinge on having a clearly defined policy in place. Typically, this addresses issues like when employees can submit requests, the permitted length of vacation and how time off is accrued. After you have created a vacation policy, communicate it company-wide and address questions promptly.
• Create a handover procedure. Ensure that your organization has a holiday handover plan for each position. This involves identifying each team member’s key duties, determining who will cover these responsibilities and putting procedures in place to ensure a smooth transition.
• Delegate duties. Ensure that the employee’s requisite tasks are assigned to other team members, allotting sufficient time for cross-training. Allowing employees to become skilled in other roles also helps your company reap the benefits of upskilling, including increased job satisfaction and a more skilled workforce.
• Enforce a “disconnect” policy. Discourage employees from responding to business e-mails or engaging in work-related activities while on holiday. Make sure they have set up out-of-office messages for e-mails and phone calls. It can also be necessary for management to model this disconnect policy by being truly unavailable during vacation time.
• Schedule accordingly. By maintaining an orderly schedule of employee vacations and project deadlines, you can ensure that project due dates accommodate your team members’ planned holidays. Make sure that employees have access to time-off request forms and are fully versed on how to submit them. It can also be advisable to note vacations on a shared calendar so that employees and team leaders are kept abreast of who’s off and when.

Foster a pleasant return experience

A warm and enthusiastic welcome can significantly mitigate the emotional dip employees may feel upon returning from vacation. Simple gestures, such as expressing that their presence was missed, may affirm their value to the team. Consider creative touches like decorating their workspace, displaying a “welcome back” banner, hosting a team lunch or sharing a kind e-mail or social media post. Engaging employees in conversations about their vacation experiences fosters connection and eases their reentry.

Give them a “catch-up” period

Your team member may need some time to readjust to their work routine. Provide your returning employee with the opportunity to get their bearings before assigning them new duties. They will likely need a couple of days to determine the status of their existing projects, connect with those who completed their tasks in their absence, prioritize responsibilities for catch-up and re-establish their workflow.

Offer support

Even with delegated tasks, returning employees may face substantial workloads, particularly after extended vacations. Proactive support can prevent overwhelm and promote a smooth transition. Key actions include:

• Meeting with them: Schedule a meeting between the employee and their supervisor or team leader. Provide updates on their projects, how their tasks were carried out and any issues that may have arisen. Respond to their queries in a timely fashion.
• Setting priorities: During this one-on-one meeting, the team leader can help the employee prioritize their workload, breaking it down into doable steps based on importance. This will make any backlog appear more manageable and alleviate stress.
• Recruiting help: If the backlog is too much, you may wish to ask team members to help the returning employee catch up. This not only helps the returning team member, but it also shows others that they can count on their team’s help if they find themselves in the same situation.
• Following up: Be sure to check in with the employee to see how they are progressing.

Explore alternative work arrangements

Many modern workplaces are adopting flexible work models, including paid time-off policies, to reduce post-vacation stress and enhance work-life balance. These arrangements can ease the transition from vacation by offering greater autonomy and flexibility. Options include:

• Flexible work hours: Often referred to as “flex time,” this work style allows an employee to set their own start and finish times. For instance, some work their eight-hour shift from 8 a.m. to 4 p.m., while others may choose 7 a.m. to 3 p.m. This arrangement can easily accommodate a “core” period that requires all employees to be available. This flexibility can make the return to work easier, enabling team members to navigate jet lag, maintain a sense of the freedom enjoyed on vacation and improve their work-life balance.  
• Unlimited paid vacation: Some organizations offer unlimited vacation policies, which can boost performance and retention by making future time off feel more accessible, softening the return to work.
• Job sharing: This work arrangement involves dividing a full-time position into two part-time roles. Job sharing ensures that the most important duties of a position are carried out during an employee’s vacation. The half-day status of this role is also easier to adapt to after a holiday.
• Remote work: Enable employees to work from home, reducing commute-related stress and allowing a gradual transition from vacation attire and routines. A hybrid model combining remote and in-office work can further enhance flexibility.
• Compressed work week: Consider permitting employees to work their weekly hours over fewer days (e.g. four 10-hour days), providing an extra day off to recapture the vacation mindset and reduce post-holiday stress.

Why do employees struggle with the return to work?

The reluctance to return to work post-vacation often stems from a longing to extend the freedom and relaxation of time off. Understanding the specific challenges employees face can help employers address them empathetically. Common reasons include:

• Exhaustion: If your employee returns to work immediately following a vacation, they may be experiencing jet lag or exhaustion from a hectic holiday schedule. It is often recommended that employees book a day or two off immediately following a vacation to rest up before returning to work.
• Adherence to a schedule: The structured routine of work contrasts sharply with the flexibility of vacation, where employees enjoy freedom from alarm clocks and rigid timetables.
• Loss of freedom: Returning to work often entails adhering to dress codes, focusing exclusively on work tasks and reporting to supervisors, which can feel restrictive after a vacation’s autonomy.
• Work backlog: The anticipation of a heavy workload can create anxiety, making the return to work daunting.
• Financial worries: Post-vacation financial strain, such as paying off travel expenses, can heighten stress upon returning to routine.
• Lack of job satisfaction: If an employee does not enjoy their job, feels disconnected from the workplace or is experiencing burnout, they may struggle with returning from a stress-free vacation.

By proactively supporting employees’ return to work, exploring flexible work arrangements and addressing the root causes of post-vacation blues, you can foster a seamless reintegration, enhancing both employee satisfaction and organizational success.

Frequently asked questions

How long does it take to adjust to a return to work following a vacation?

The adjustment period varies depending on the individual, their job satisfaction and the vacation’s duration. Some employees adapt quickly, while others may need a few days to regain their rhythm. Effective task delegation during their absence can facilitate a smoother transition. Prolonged post-vacation stress may indicate underlying job dissatisfaction.

Is vacation time necessary for company success? 

A strong team is the backbone of any successful business, and vacations play an important role in maintaining employee wellbeing. Time off allows employees to recharge, spend time with loved ones and pursue personal interests, fostering happiness and engagement. Employers may promote a culture that values work-life balance by encouraging employees to use their vacation time and disconnect fully during it.

What considerations are involved in implementing alternative work arrangements? 

Before adopting alternative work models, establish clear performance metrics and ensure employees have access to necessary tools, especially for remote or hybrid setups. Offer these arrangements equitably to maintain fairness. Consider piloting new work styles to assess their impact before implementing them company-wide.

How can your organization prioritize vacation requests? 

A “first come, first served” system promotes fairness and encourages early planning, giving the organization time to prepare. Alternatives include prioritizing based on seniority or rotating high-demand vacation periods to ensure equity. Use a shared calendar and human resource management tools to track requests and avoid scheduling conflicts.