The lazy days of summer are great—until “summer fever” hits the office. Sure, everyone wants to be at the beach, pool, or park, but the work still has to get done.
At the same time, employees today are more vocal about wanting meaningful work-life balance. Offering summer-friendly policies isn’t just a nice-to-have; it’s a smart retention strategy—something every HR professional is thinking about.
Here are six practical ways companies can help employees enjoy the season while keeping business on track.
1. Take meetings outside.
Remember when your teacher let the class read outside on a sunny day? Magic. Turns out adults feel the same. According to L.L.Bean’s Work and the Outdoors Survey, 86% of indoor workers wish they could spend more time outside during the workday, and nearly three-quarters say it would boost their mood and reduce stress.
Try moving team meetings to a park bench, courtyard, or even a green patch of the parking lot. A little fresh air can energize both minds and conversations.
2. Loosen the dress code.
Letting people swap out blazers for capris or sandals can deliver a subtle psychological lift. If it fits your workplace culture, consider relaxing the dress code—perhaps just on Fridays.
Be clear on boundaries (e.g., no tank tops or athletic wear) and remind employees to keep a professional backup outfit on hand for client meetings or last-minute events.
3. Offer flexibility when it makes sense.
Not every role allows for flexible hours, but where it’s feasible, even small adjustments can make a difference. Could staff come in early a few days a week to leave early? Could you rotate “Summer Fridays,” where people head out by noon, while still keeping key functions covered?
Make sure it’s clear that flexibility doesn’t mean less accountability—it’s about when the work gets done, not whether it gets done.
4. Plan something fun.
Of course, everyone has a different definition of “fun,” so take your culture and employees’ personalities into account before you plan an outing or event. Here are some great ideas for activities that are liable to please everyone, no matter their age, interests, or abilities.
5. Surprise them with a treat.
An unexpected ice cream run or iced coffee delivery can go a long way. Small, spontaneous gestures show you appreciate the team, and they create memorable moments that build goodwill. You don’t need a big budget; you just need the element of surprise.
6. Ask your team what they want.
If you’re unsure what would help employees make the most of summer, ask them. Would they appreciate an extra-long lunch to visit the park? A later start so they can bike with their kids? Gathering input not only helps you tailor perks, but it also signals that leadership cares.
By listening to your team and making small, meaningful adjustments, you can help employees enjoy the season—and strengthen your culture at the same time. And bonus: the feedback you gather now can inform even better planning for next summer.
