Here's how to keep employees from getting stuck in vacation mode: 5 activating learning tips for motivation

Summer is a time of relaxation for many people. Getting away from the hustle and bustle of work, resting, refueling. But after a period of rest, it is not always easy to get back into learning mode. Employees are still partly in vacation mode, teams are running at half strength and the focus is mainly on catching up on work rather than self-development.

Yet just after the summer is a good time for a fresh impulse of learning. Why? Because employees are mentally recharged, open to new stimuli and there is still plenty of time to make a measurable impact this calendar year. In this blog, we'll show you how to reignite learning after the summer and how to capitalize on it as an organization.

Why start "learning" after the vacations?

After the summer, it's tempting to pick up the pace slowly. First resolve some loose ends, schedule team meetings, and then we'll see. But if you wait too long, everyone will soon be back to the issues of the day. The energy employees bring back from vacation disappears into the routine of daily work.

Especially not after summer vacation is a natural opportunity to reflect, adjust ambitions and set new goals. Think of the third quarter as the "second new year. A chance to reflect on the development of employees and to see which skills need additional attention towards the end of the year.

Common post-summer challenges

• Organizations often run into the same bottlenecks during this period:
• Low energy level in teams: people are out of rhythm, startup takes longer.
• Focus on "behind" rather than future: learning feels like something extra.
• Little motivation for training: there is no urgency or clear goal.
• Incomplete teams: Due to vacations, not everyone is available at the same time.

Fortunately, there are practical solutions to overcome this.

Use these 5 tips to activate learning after summer!

1. Start with a collaborative learning goal week

Organize a learning goal week in September in which employees individually or as a team formulate their development goals for the rest of the year. This doesn't have to be complicated. Consider:

• A kick-off session with the team on personal development
• A short questionnaire: "What do you want to learn before the end of 2025?"
• An internal campaign with posters or emails: What is your learning objective?

By doing it together, you create engagement and a shared learning environment.

2. Choose short, manageable learning moments

Turn to microlearning: small, concrete modules that can be completed in 5-10 minutes. Consider:

• A mini training on giving feedback
• A podcast episode on effective time management
• A quiz on digital security

These forms are approachable, easy to fit in and give employees a sense of accomplishment quickly. It is the ideal way to restart learning after the summer without the pressure of an extensive course.

3. Make it personal and relevant

Make sure the learning path connects to current issues and individual needs. Link learning to current issues within your organization, such as:

• Strategic changes that require new skills
• New software or processes
• Feedback from employee surveys

Let employees choose what they want to focus on. If necessary, use data from your learning platform to reveal learning needs.

4. Engage colleagues as ambassadors of this project

Do you have employees who just completed a great training course or earned a certificate? Let them share their experience in a short video, on the intranet or during a team meeting. Employees inspire each other more than you think. Especially after the summer, when people are sensitive to fresh input.

Consider formats such as:

• "How this training helped me in my work"
• "My top 3 tips for effective learning at work"
• "This is how I combine workload with personal development."

5. Link learning to Q4 organizational goals.

If learning is not connected to the bigger picture, it quickly sinks in. So make sure you connect development initiatives to the organization's goals. For example:

• Want to increase customer satisfaction? Then focus on training on communication or customer orientation.
• Is the organization going to digitize? Offer modules on digital skills.
• Want to reduce absenteeism? Then commit to themes such as workload and vitality.

Once employees see that learning contributes directly to their work and the success of the organization, their motivation increases.

What does reactivation provide for learning?

Organizations that reactivate learning after the summer often notice the following:

• Higher engagement: employees feel that their development is taken seriously
• Increased productivity: as people refresh or expand their skills
• Better year-end results: as employees work toward goals in a focused way

And just as importantly, you show as an organization that learning is not a project, but part of your culture.

SkillsTown helps you get started

At SkillsTown, we help organizations daily make learning accessible, effective and strategic. Consider:

• Online courses, webinars and essentials at any level
• Customized programs that respond to your organizational goals
• Inspiring formats for learning activation after vacation breaks

Want to discover how you can ignite learning in your organization after the summer? Contact one of our Account Managers. Together we will see which approach fits your goals, your employees and your planning.