Research: Employees are slacking this summer and feeling stressed

As the weather turns warmer, people's minds start to wander to the outdoors and upcoming holidays. To keep workers engaged, many organisations roll out flexible work policies designed to give employees a better work-life balance during the summer buzz. But the latest Dayforce survey of full-time employees in Australia, conducted online by The Harris Poll, found an interesting contradiction. While 86% of employees with summer flex policies agree they help to reduce burnout, half of those whose employers offer these benefits (49%) say they can’t always take advantage of them.

Combatting “summer slacking”

Ever found yourself distracted on one of those early spring days where the weather is finally perfect? You’re not alone. It turns out that more sunshine means less work getting done: 45% of employees say they are less productive during the summer months and four in ten (39%) say they tend to slack off when their boss is on summer holiday.

To perhaps beat summer slacking and keep employees on-task at work, a significant number of organisations embrace summer flexibility. Six in ten employees (60%) reported their employer has some form of summer flexibility, with the most popular options being:
 

• Flexible work hours/schedules (35%)
• Increased work from home options (26%)
• Seasonal work from anywhere options (21%)
• Summer Fridays (19%)

It’s clear that workers appreciate these policies. Seventy-six percent of employees say they value flexibility more in the summer than at other times of the year – but even with these policies in place, most employees (88%) say they can’t always take advantage of them. Why not? Among those who say they can’t always take advantage of summer flex policies:
 

• Workload: 38% say their job is too busy to take time off.
• Perception: 28% are concerned about negative perceptions from managers or colleagues.
• Uncertainty: 21% say they don’t want to take advantage of the time because they are worried about layoffs.

The downsides of summer flexibility

While generally seen as positive, summer flex policies can add to stress if they’re not managed correctly. A significant majority of employees who have summer flex policies (81%) feel there are negative aspects. These include:
 

• Reduced productivity: 34% find it harder to get work done when coworkers are less available.
• Frustration: 28% say they would like to take advantage of summer flex policies, but they are too busy.
• Disruptions: 26% find it disruptive to their routines.

There may also be generational difference in who can take advantage of summer flex time. We saw that 80% of employees agree that younger workers are more accepting of – and likely to take advantage of – summer flex time policies than older workers.

And even when employees manage to take holidays, they aren’t always getting away from work: only 34% said they unplug completely when they’re on summer holiday.

Interestingly, many Australians may be foregoing a typical summer holiday. Almost three quarters (74%) of employees said they prefer to take a week off here and there during the course of the year rather than a long summer holiday, and more than six in ten (61%) said they tend to take a few days on either side of the festive public holidays and Australia Day as they prefer to get away in winter instead for a longer break.

Finally, the cost-of-living challenges facing so many Australians are also affecting summer plans. Twenty-six percent of full-time workers said they may not be able to afford to take holidays this summer.

Creating an equitable summer strategy

For organisations looking to maximise the benefits of flex policies and encourage employees to take time away to refresh and recharge, here are some things to consider:
 

1. Clear communication: Ensure employees understand the policies and feel encouraged to use them without fear of negative repercussions.
2. Secure buy-in: Make sure managers are aware of changes to summer flex time or time away policies and have a chance to provide input, so they’ll encourage employees to take advantage of them.
3. Understand your organisation: Consider how work gets done, so coverage strategies and workforce optimization are built into the planning process.
4. Monitor progress: Regularly assess the effectiveness of the policies and adjust based on employee feedback and utilisation rates.
    

^{Survey Methodology}

^{This survey was conducted online within the Australia by The Harris Poll on behalf of Dayforce from October 28 - October 30, 2024, among 456 full-time employed Australian adults ages 18 and older. The sampling precision of Harris online polls is measured by using a Bayesian credible interval. For this study, the sample data is accurate to within + / 4.7 percentage points using a 95% confidence level. For complete survey methodology, including weighting variables and subgroup sample sizes, please contact Nick de Pass at nick.depass@dayforce.com.}