The Fall Reset: 10 Tips to Reengage & Refocus Your Team
The leaves are falling, but employee productivity shouldn’t be! Get them back in business with these 10 tips.
Sad that summer is winding down? Not ready to let go of those shorter hours and longer nights and extra vacation and time outside?
Your staff is likely feeling the same, and you may notice general disengaged or drifty vibes from the team right about now.
This is problematic for your people (60% of disengaged employees are actively looking for new jobs, according to Gallup) and for your business (companies with disengaged employees have 10% less customer loyalty than their engaged counterparts.)
It’s OK – we can fix this! The early fall is actually a golden opportunity (and not just for leaf peeping): the return to work as it usually occurs is a natural reset point before the final push of the year in Q4. It you want to get back to business with intention and impact, we’ve got you covered, with 10 simple ways - some grounded in silly and some that are more straightforward - to reengage and refocus your team and yourself along the way.
10 tips to tackle falling fall productivity
1. Reconnect to purpose
Start your fall reset by anchoring back to your team’s core mission. In nonprofit and service sectors especially, purpose is a primary motivator. Host a team session that revisits the “why” behind your work. Ask staff to share recent wins, volunteer stories of impact, or read testimonials that reflect how your team is making a difference. It can also be effective to have each team member share their personal “why” with one another. When people see the connection between their daily work and your broader mission, energy follows.
2. Keep Friday fun
Summer Fridays may be in the rearview, but that doesn’t mean the week has to drag! In-office? Food Fridays (think: potluck snacks that the team takes turns bringing) or Casual Fridays are great motivators. Hybrid or remote? Use Friday afternoons as deep work time and avoid scheduling meetings if possible. It’s not the same as leaving early – but it is a way to keep the end of the week bright.
3. Revisit team norms
Fall is an ideal time to check in on team dynamics. Are your meetings still effective? Are expectations clear? Revisit your team agreements or communication rhythms to ensure they still serve your current realities. This is especially important if you’ve had summer turnover or role shifts.
4. (re)Clarify priorities
Avoid overwhelming your team with a long list of year-end goals at this moment (maybe save that for Q4 goal setting). Instead, enlist them to help in identifying 2–3 key priorities that will have the greatest impact on your mission right now. Use this clarity to align efforts and eliminate distractions. Engaging in this process collaboratively will increase investment and shared ownership.
5. Provide learning and development
It’s one of the number one requests from employees at all levels, and it’s low-hanging fruit. Bring the team together for a workshop (not to brag, but we facilitate really good ones) or offer leadership or executive coaching opportunities (we’ve got those too, and they offer high rewards for little monetary investment.)
6. Create feedback spaces
Before racing into Q4, carve out time to reflect. What has worked well so far this year? Where have there been challenges or roadblocks? Encouraging honest feedback can reveal patterns that help you lead more effectively. And when your team sees that their opinions matter and are considered, their engagement spikes.
7. Throw in some fall fun
Yes, it’s a little bit corny, but who doesn’t love a pumpkin carving event? Or football-themed dress down days? Or a costume contest? There’s no secret here: bring some levity to the workplace by celebrating the current season…and staff will be less down about the one that’s past.
8. Call attention to benefits
Do you offer mental health resources, gym benefits, or paid childcare days? Now is a great time to remind your folks of the perks of working at your company, especially those who have been there for spell and likely haven’t done a recent handbook deep dive. Bonus: many of those benefits will increase employee well-being, which will – of course – positively impact their work performance.
9. Support (or create) ERGs
Employee resource groups are an important tool in helping your staff feel connected at work. If you already have them in place, check in with their leaders: what do they need? How can you help? Is their compensation fair? If you’re not on the ERG bandwagon yet, consider piloting one, and having employees be drivers in its implementation.
10. Celebrate progress (early and often)
Motivation doesn’t always require a major event. Simple, consistent recognition goes a long way, too. Celebrate team wins, individual contributions, and progress made, especially after the quieter summer months. And as you dive into the work with renewed energy and zeal, make sure you’re consistently narrating those bright spots to keep engagement high.
