Reimagine: Working in the Summer

When you think of seasonal work, what comes to mind?

Likely, you think of agriculture or tourism – work that peaks in the summer months due to things like weather, the school year, and time off.

But as flexible work continues to be a top consideration for job seekers, is it time to reimagine the concept of seasonal work and apply it beyond these traditional markets?

This newsletter kicks off a series all about flexible work, so let’s talk about what’s on all our minds right now: working during the summer!

Flexibility continues to be a top priority for workers in the post-Covid era (though I’d argue workers wanted flexibility long before 2020, but most organizations just weren’t willing to go there!). 

For organizations that want to attract and retain top talent and keep their teams highly engaged, creative, and focused, flexibility is non-negotiable.

For years, “flexible work schedules” were seen as perks or begrudging accommodations. But consider your industry’s annual ebbs and flows. Flexibility is likely already part of your workflow!

The retail industry typically peaks around the holidays and then again in the summer, especially if tourism plays a role. When things quiet down, work slows, and flexibility is easier to grant. Think about jobs related to the Federal Government - proposal season in late summer if you’re a government contractor, end of the fiscal year rush in September. 

Thinking seasonally, even outside traditional seasonal industries, benefits both employees and employers. Few jobs demand consistent effort year-round. By leveraging natural work ebbs and prioritizing flexibility during slower times, organizations can enhance work-life balance.

A major caveat: this requires reimagining our traditional “managing to time” mentality. It can be hard for employers to wrap their minds around granting the same salary to an employee in a quiet month when they’re working less (or better yet, taking a true break!), but that consistent salary motivates them to stay engaged and give their best effort in more intense months. This means managing to outcomes over the course of months or years, not just compensating people for the time they spend at their job, which can ebb and flow throughout the year.

Thinking of work seasonally has positive impacts beyond the workplace:

As families kick off summer break, working parents scramble to find childcare, relying on expensive camps or stressfully stringing together care for their kids from family members or friends.

What if leaders reimagined their team’s workload in the summer? Granting working parents greater flexibility in the summer means you’ll have less burned out and more mentally engaged employees come fall.

Reimagining seasonal work does require a shift in how we think about work. It requires leaders to plan ahead and employees to also work ahead to accommodate a seasonal ebb. It also requires a commitment to actually requiring less of employees during those quieter weeks or months and not penalizing employees for making the most of their flexibility. Forethought and communication are key.

Working seasonally is a powerful tool to provide the flexibility employees want and need while ensuring that your organization continues to achieve its mission. How could you reimagine seasonal work in your own organization? 

Ready to transform your workplace with seasonal flexibility? Contact us today to start planning a more balanced, engaged, and productive team.

Working Well/Living Well

MatchPace’s ethos is that we need to be able to work and live well. “Well” doesn’t always mean rosy or positive. Instead, it reflects the reality of doing good work! And the same is true for living well. Sharing each week how I’m living well reminds me I’m a whole person, with a full identity outside of work. 

Working Well

Speaking of seasonal spike, and proposal season for Federal Contractors… I’m up to my eyeballs in a response-to-proposal for DHS. It centers around our Pace Check - the assessment from which all organizational effectiveness initiatives flow! 

I’ll come up for air next week, but in the meantime… it’s a little intense.

Living Well

However, right as the RFP came out, Andy and I held tight to our plan to go to Annapolis for 2 days before the kids get out of school. 

It’s less than an hour away, but feels like somewhere different. 

Given the RFP and other things going on at MatchPace, and things going on at his office, work was a significant part of our conversations while we were away. 

I was reminded of the HBR article that says something along the lines of 📣 "If you can’t find a spouse who supports your career, stay single.” 

Now obviously, not everyone has that choice. And I don’t pretend that all my good fortune in marrying Andy came from my good judgement. I’d say there was a lot of God’s grace and luck in that one. 

And yet I feel so fortunate to have someone who has my back soooo deeply. He encourages my ambition, he is there for me when I’m confused or hurting from something at work. We both work together to sort out the circus of raising 4 kids (and even enjoy it!).  

We had a great time! 

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