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September 2025

Post Vacation Fatigue

It's absolutely normal to feel less energized after returning from holidays. Research shows that while vacations can temporarily boost well-being and reduce stress, the positive effects often fade within just a few days back at work...

It's absolutely normal to feel less energized after returning from holidays. Research shows that while vacations can temporarily boost well-being and reduce stress, the positive effects often fade within just a few days back at work. According to studies, nearly two-thirds of employees report that their post-vacation energy and motivation diminish quickly, especially when faced with a backlog of tasks or the pressures of daily routines.

Psychologically, this phenomenon is known as post-vacation fatigue. It can be caused by the abrupt transition from a relaxed, flexible schedule to the structured demands of work, as well as the mental load of catching up and re-engaging. For parents, the summer months can be especially demanding—balancing childcare, travel, and personal commitments—so it’s common to return feeling more tired than expected.

To support your self-reflection, consider asking yourself:

What do I need right now to feel grounded and reconnected with my work and team?
What positive experiences or strengths from my time away can I bring into my daily routine?
How can I give myself permission to ease back in, rather than expecting instant productivity?

From Holiday Mode to High Performance

It’s a common challenge for business owners and leaders: the transition from summer’s slower pace to the urgency of autumn targets can be jarring, both for you and your team...

It’s a common challenge for business owners and leaders: the transition from summer’s slower pace to the urgency of autumn targets can be jarring, both for you and your team. Research published in the Harvard Business Review highlights that post-holiday “re-entry” often comes with a lag in productivity and engagement, as employees adjust from personal routines back to professional demands. This lag is not just psychological—economics studies show that organizational output typically dips immediately after major holiday periods, reflecting a natural adjustment phase
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From a psychological perspective, post-holiday fatigue is compounded by the contrast between autonomy during time off and the structured expectations of work. Studies in organizational psychology suggest that employees need time to reorient, and that forced urgency can actually prolong disengagement. Instead of pushing for instant results, leaders who acknowledge this transition and create space for gradual re-engagement often see better outcomes.

It’s also important to recognize that not all team members will respond the same way. Some may be energized and ready to go, while others need more time to regain focus. Research shows that open communication, empathy, and setting clear but realistic expectations can help teams move through this phase more effectively. Modeling patience and understanding, while still communicating the importance of upcoming goals, strikes a balance between urgency and support.

Ultimately, while the pressure to deliver is real, expecting immediate engagement from everyone may not be realistic. By acknowledging the transition, inviting input, and focusing on incremental progress, you can help your team shift gears more sustainably—and avoid burnout or resistance in the process.

Some points to consider:

How can I communicate urgency while still showing empathy for my team’s transition back to work?
What small steps or milestones can I set to help my team regain momentum, rather than expecting instant results?
In what ways can I model patience and adaptability, even when business demands feel pressing?

Role Stagnation

Many professionals report feeling a lack of novelty and motivation when returning to familiar routines after a break...

Many professionals report feeling a lack of novelty and motivation when returning to familiar routines after a break. I remember how September always filled me with anticipation—new classmates, teachers, subjects, and even new classrooms.

The structure and milestones of the education system naturally fostered anticipation and growth, giving us something to look forward to each year. In contrast, a study published in the Journal of Vocational Behavior found that employees who experience low levels of change or challenge in their roles are more likely to feel disengaged and question their fit within the organization.

Corporate environments often lack these built-in transitions, leading to what psychologists call “career plateau” or “role stagnation.”

You might want to explore these three questions:

What aspects of my current role still challenge or inspire me?
Where do I see opportunities for growth, learning, or new connections in my work environment?
What small changes could I make to bring more novelty or meaning into my daily routine?

Navigating business cycle reality together

We have all been there: periods when work feels repetitive or uninspiring, and as leaders, we notice this in our teams too...

We have all been there: periods when work feels repetitive or uninspiring, and as leaders, we notice this in our teams too. Research shows that lack of growth opportunities and low levels of challenge are strong predictors of disengagement and stagnation in the workplace. In large organizations, it’s not always possible to offer new tasks or projects on demand—sometimes the work is dynamic and engaging, other times it’s routine and quiet. This ebb and flow is part of the natural rhythm of business.

Nature offers a helpful analogy: just as the seasons shift between blooming and dormancy, our professional lives also move through cycles. Recent studies highlight that seasonal fluctuations and business cycles impact employee stress, engagement, and productivity. There are times of rapid growth and excitement, and times that feel quiet or even stagnant. Expecting constant quarter-on-quarter growth and engagement is unrealistic—just as nature doesn’t bloom all year round, neither do our teams.

Rather than trying to “fix” every lull, leaders can support their teams by acknowledging these cycles and encouraging reflection. Research suggests that facilitating growth, fostering open dialogue, and recognizing the value of both busy and quiet periods can help employees find meaning and resilience, even during slower times.

As a leader and/or business owner here are three questions that will help you explore further:

What expectations am I placing on myself as a leader, and how realistic are they given the nature of our organization and work cycles?
How can I support my team’s growth and motivation while respecting that some aspects of their experience are ultimately their own responsibility?
In what ways can I model acceptance of natural business cycles, and encourage my team to take ownership of their engagement—even during quieter or more repetitive periods?