The Seasonal Shift is Real—And So Are the Challenges
As summer approaches, the rhythm of work inevitably changes. Long holiday weekends beckon. Children are home from school. The outdoors is calling. And the allure of flexible schedules becomes harder to resist. This dilemma will be more complicated this year as many companies are mandating more days back-in-the-office.
Whether your team is fully remote, hybrid, or somewhere in between, one thing is clear: managing performance and maintaining engagement in the summer months requires modifying and communicating expectations. It’s smart for leaders to adjust scheduling and commitments created by vacation schedules. In other words, manage the reality instead of having reality manage you.
These days we’re also in a culture and generation clash. There’s so much turmoil and uncertainty in the marketplace, complicated by geopolitics and different cultural expectations on the sanctity of holiday and vacation time, that leaders and managers may be stepping into a morass they’re not even aware of.
Recalibrate for Summer
This is an important time to present a steady management presence. Rather than lower expectations or ignore productivity dips, managers should take a proactive approach. Leaders of global intercultural teams need to reinforce their understanding of vacation schedules and the cultural importance of them. It’s a good idea to present a steady hand that clearly maintains goals and objectives in the face of shifting schedules and availability of resources, while still acknowledging time off.
When employees feel trusted and supported, and confident in their leadership, they’re more likely to rise to the occasion—even from a beach house Wi-Fi connection, when necessary.
How to Maintain Corporate Culture During this Time
Summer tends to thin out office presence, weakening the informal “glue” that holds teams together. Those impromptu check-ins or “got a second?” moments vanish when people are distributed or shifting schedules week to week. But culture doesn’t have to suffer—it just needs to be intentional.
As you would during any time of the year with virtual and hybrid employees, use your well-established practices:
- Create virtual versions of hallway moments.
- Start team meetings with a quick round of personal updates. Build in light social check-ins.
- Encourage curiosity conversations that help team members reconnect across functions or locations. Remote or hybrid doesn’t mean impersonal. With intention, it can mean more inclusive.
- Set specific deliverables and timelines.
- Establish check-in rhythms that aren’t micromanaging.
- Give feedback that’s timely, specific, and actionable
Best Practices for Leading Virtual and Hybrid Teams This Summer
- Set Summer Goals Now: Clarify what success looks like through Summer. Keep it focused and visible.
- Reconfirm Core Hours: If full flexibility isn’t possible, establish blocks of time when people should be available for meetings and collaboration.
- Use Video Intentionally: Don’t default to “camera on” unless it adds value. Consider audio-only for some meetings to reduce fatigue.
- Schedule short, meaningful 1:1s: Focus on removing roadblocks—not micromanaging.
- Celebrate Wins (Big and Small): Acknowledge progress. Recognition boosts morale and keeps momentum going.
- Create Summer Rituals: From virtual lunch-and-learns to team playlists, build fun into the rhythm of work.
- Empower Peer Collaboration: Let team members connect without always going through a manager. Lateral trust builds resilience.
- Communicate with Context: Remind people why decisions are being made—especially around policies or changes. Transparency builds buy-in.
High-performing virtual teams are built on a foundation of mutual trust. People trust team members and leaders. It means people are empowered to get their work done in a way that works for them and is accountable to the team so it can succeed. This can clearly continue during the summer months, although it is best when considered now and planned for.
Summer may shift the schedule, but it doesn’t have to derail culture or performance. With thoughtful planning, clear communication, and a steady leadership presence, virtual and hybrid teams can stay connected, productive, and engaged. These seasonal challenges are also a reminder that corporate culture isn’t defined by proximity—it’s defined by behavior. To learn how organizations are building cultures that thrive year-round, even in times of disruption, download our latest Corporate Culture Insights Report.
