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Forbes
a day ago
- Business
- Forbes
4 Ways To Maximize Summer Slowdown For Career Growth
It's that time of the year again: the sun's out, everyone's in vacation mode, and workloads seem a bit lighter. It is then natural for businesses and even employees to see the summer slowdown as a disadvantage. In fact, a survey by Dayforce showed that 41% of employees feel less productive during summer, and 35% of them end up slacking off while their boss is on vacation. But slower days don't mean lost opportunities. By spending the summer days more wisely, you can keep your momentum and stay productive. Here are four ways you can maximize the summer slowdown to help advance your career. While visibility is everything in your career, knowing when to take a pause matters just as much. If everyone is taking a break, your boss included, it doesn't hurt to take one, too. Give yourself some time to read that book you've been curious about, check out a newly opened café, go museum hopping, or take a weekend trip to the beach. You can also find a new hobby, slow down, or simply do nothing. A quick rest isn't a waste of time; it's an investment in yourself and your career. You'll go back reenergized with a clearer mind and a renewed sense of purpose. Of course, you can't just spend the whole summer on break. While others are still enjoying their revenge vacation, make the most of this quieter period by doing a mid-year self-audit. Take time to reflect on the goals you set at the beginning of the year and see where you stand now. What have you ticked off so far? What strategies worked, and which areas need more work? For example, if you wanted to focus on handling challenging clients better, have you tried developing your communication skills? Did you learn how to negotiate and manage expectations more clearly? Perhaps you took online courses, read about conflict resolution, or sought help from your superiors and colleagues. Recall that time you successfully dealt with a major client while applying what you learned. Celebrate your progress, and assess what goals or practices you want to change or continue. This way, you can achieve more things in the second half of the year. Lull days during summer mean more opportunities to get ahead and grow professionally. Take advantage of free online courses, attend webinars and workshops, or enroll in a summer class at a local community college. You can also find volunteer opportunities to develop new skills while trying to give back. Depending on your priorities for the rest of the year or your long-term goals, you can explore different skills that fill in the gaps. For example, if you're a creative, try learning coding, data analysis, or leveraging AI tools. If you're in a more technical field, practice writing, public speaking, or basic marketing. If you're aiming for a leadership role, focus on your problem-solving, communication, mentoring, and time-management skills. The goal is to continue reinventing yourself and be equipped with the skills necessary to move forward in your career. This doesn't mean you have to hunt actively. But it helps to keep an eye out for opportunities available, whether internal or external. Doing so lets you assess what you want next in your career. Are you satisfied with your pace right now? Do you see yourself growing? Or is it time to explore a new path? According to Indeed's 2025 US Jobs and Hiring Trends Report, job postings started to stabilize over the summer of 2024. So while the season may feel quieter, the job market is not completely cold. It then pays to stay well-informed and be ready to act when the right opportunities come. Summer is both an exciting time to rest a bit and a challenge to be strategic for your career growth. While it's tempting to become more complacent, the key is to strike the right balance between relaxation and self-improvement. Take your much-needed break, but make room for some mid-year review of yourself, acquire new skills, and stay aware of different opportunities out there. A slowdown can lead to your breakthrough, so keep going!
Time Magazine
5 days ago
- Business
- Time Magazine
How Work is Different This Summer
By Year-round flexibility policies have changed the way many workers and workplaces approach summer work schedules, as we wrote last year. Gone are the days when offices cleared out for seasonal 'summer Fridays.' Now, says Jacqueline Sharma, VP of people at HR platform Envoy, the company's data show that Friday attendance is consistently lower than other days regardless of time of year. But, as economic uncertainty constrains household travel budgets and adds pressures to workers, setting aside time to rest and recharge is more important than ever—even as it becomes more difficult. According to a survey from HR platform Dayforce, 71% of workers say there are factors standing in the way of taking time off, including being unable to afford it and feeling too busy to do so. Here are other data points that show how work and time off will be different this summer: Shrinking budgets are transforming summer travel. A majority of Americans are planning to take at least one vacation this summer, though many are saving money by driving instead of flying, staying with friends and family instead of at a hotel, or shortening their trips, according to a Deloitte survey on summer travel plans. As of early June, airlines are seeing 10% fewer sumer bookings relative to the same period in 2024. On average, workers request 40% more time-off requests during the summer, according to data from HR software company Paycom. Last year, the most commonly requested day off was July 5, with over four times more requests for paid time off (PTO) than the average day in 2024. To help workers coordinate workflows amid PTO days and zombie crews, teams can adopt team-wide days off or no-meeting days on popular travel days. Charter, for example, added an additional team-wide mental health and wellbeing day directly ahead of Memorial Day and July 4. Beyond team-wide days off, clarity around vacation policies and templates for out-of-office (OOO) messages and PTO plans can help minimize disruptions to ongoing work and empower more workers to take the time they need. People are working on vacation at higher rates. The share of workers who say they disconnect completely from work during vacation has steadily declined over the past four years, according to data from Dayforce. In 2023 it was 47%, compared to 39% and 37% last year and this year, respectively. While remote-work privileges are allowing some workers to extend their vacation—allowing 'workcationers' to prolong their longest summer trips by an average of three days, according to Deloitte—the expectation to be always on may also prevent workers from resting, recharging, and connecting with friends and family during trips. Help your team make the most of remote work while ensuring they also have time to actually unplug by offering work-from-anywhere (WFA) days in addition to PTO. Prudential Financial, for example, allows employees to work entirely remotely from anywhere in the US for four weeks per year. Managers can serve as models, whether that's taking regular WFA and PTO days, sharing their OOO plans well ahead of time, or completely unplugging during PTO days. Summer care gaps are putting extra pressure on working parents. Among working parents, 76% say their level of focus during the summer is directly tied to the reliability of their children's summer-care arrangements, according to a survey from Bright Horizons. Some 68% of respondents said that summer feels like a break for everyone but themselves. Respondents pointed to several unique summer challenges, including having to leave work early for activity pick up and drop off, worrying about what kids are up to at home, and managing summer care schedules that don't align with work schedules. More than three-fourths of respondents shared that they wish their employer offered more support in navigating summer-care arrangements. PwC offers one model for summer-care support. 'As the different schools are letting out across the country, we're talking about our summer camps and some of the child-care offerings that might be even more popular during the summer months,' says Kim Jones, PwC's talent strategy and people experience leader. Those resources include discounted summer camps, a backup child-care reimbursement, and access to an online care marketplace. Jones used many of PwC's child-care and flexibility benefits when her own daughter was young, noting that the support 'goes a long way towards helping you feel engaged with the organization, helping you want to perform at your best, helping you feel like your work is respected along with your personal life.' she says.
CTV News
12-06-2025
- Business
- CTV News
Federal government moving ahead with new pay system to replace Phoenix
A federal government building in downtown Ottawa is seen in this Sept. 11, 2024 image. (Dave Charbonneau/CTV News Ottawa) The days of the troubled Phoenix pay system appear to be numbered, as the federal government moves forward with implementing the new Dayforce system for human resources and payroll tasks. Public Works and Procurement Minister Joël Lightbound announced Wednesday that the government is moving forward to the 'final build and testing phase' of the Dayforce HR and pay solution for government employees. 'The Government of Canada remains committed to modernizing its HR and pay systems in a responsible and transparent manner,' Lightbound said in a statement. 'By investing in the future of HR and pay, we are taking an important step forward in ensuring an efficient, secure, and sustainable solution for public service employees.' The government says Dayforce will replace a 'significant number of HR systems' used across all departments. Over the next two years, the deployment of Dayforce will 'will begin to progressively onboard,' starting with two departments and a separate agency, according to Public Works and Procurement Canada. According to the government's media release, Dayforce is a 'global human capital management technology company,' and is a single AI-powered platform for HR, pay, time, talent and analytics. The Phoenix pay system was launched by the federal government in 2016. Since then, thousands of civil servants have been paid incorrectly by the pay system. At least $3.5 billion has been spent by the government on the Phoenix pay system since 2017. There were 327,000 transactions waiting to be processed through the Phoenix pay system, including 331,000 financial transactions and 9,000 transactions related to collective bargaining agreements. The government's website shows 49 per cent of the outstanding transactions are over a year old. In 2018, the government announced plans to replace the Phoenix pay system. More than $150 million has been spent looking into a new platform to replace the pay system. In 2019 and 2020, the Government of Canada and a number of public service unions finalized an agreement to compensate unionized employees who were paid through the Phoenix pay system. In April, a class-action settlement to provide compensation to non-unionized and casual federal public servants for errors with the Phoenix system was approved by the Superior Court of Quebec. With files from The Canadian Press and CTV News Ottawa's William Eltherington and Ted Raymond
Ottawa Citizen
11-06-2025
- Business
- Ottawa Citizen
Dayforce confirmed as replacement for Phoenix as federal government pay system
The federal government is set to move forward with replacing the plagued Phoenix pay system with Dayforce. Article content Procurement Minister Joël Lightbound announced Wednesday that the government would start the 'final build and testing phase' of the new platform. Article content Article content 'The Government of Canada remains committed to modernizing its HR and pay systems in a responsible and transparent manner,' Lightbound said in a statement. 'By investing in the future of HR and pay, we are taking an important step forward in ensuring an efficient, secure, and sustainable solution for public service employees.' Article content Article content The announcement came as the federal government continued to work to ease the backlog of pay issues. As of April 23, there were 327,000 transactions in the system remaining to be processed. Of that number, 49 per cent were more than a year old. Article content Article content The total of 327,000 represented an improvement on previous months. In late February, the backlog stood at 366,000 transactions and in October 2024 it was 402,000. Article content The Liberal government launched Phoenix in 2016 after the previous Conservative government had initiated the platform. Problems soon arose as public servants struggled to get paid fully and on time. Article content An auditor general report from December 2024 found that 32 per cent of federal government employees reported errors in their basic or acting pay during the 2023–24 fiscal year. That was up from 30 per cent in 2022–23 and 28 per cent in 2021–22. However, it was also a steep decrease from the peak of Phoenix's problems in 2019–20, when 51 per cent of employees had to deal with pay errors. The cost of Phoenix's failure for the government has also ballooned. Since 2017, the federal government has spent at least $3.5 billion on the Phoenix pay system. It has also cost the federal government money in settlements and compensation for public servants. Last November, the government settled a class-action lawsuit brought by non-unionized and casual employees over the payment system fiasco. And in 2020 Canada's largest public-sector union, the Public Service Alliance of Canada, reached an agreement with the government giving 140,000 workers each $2,500 in compensation over the issues with Phoenix. Article content Article content
Cision Canada
11-06-2025
- Business
- Cision Canada
Government of Canada Moves Forward with HR and Pay Transformation Through Dayforce Français
GATINEAU, QC , /CNW/ - The Government of Canada is taking the next step toward replacing the Phoenix pay system to drive efficiency and effectiveness across government. Today, the Honourable Joël Lightbound, Minister of Government Transformation, Public Works and Procurement, announced that the Government of Canada is moving forward to the final build and testing phase of the Dayforce HR and pay solution. This decision follows the completion of a rigorous feasibility study and marks a significant step toward modernizing the government's HR and pay systems. The Dayforce solution will replace a significant number of HR systems in use across the Government of Canada. It reflects the government's continued commitment to business and digital transformation built on transparency, efficiency, and employee experience. The Government of Canada will finalize the configuration and testing of Dayforce and work with departments to confirm their readiness to onboard. This phased approach builds on lessons learned and will help reduce risks associated with large-scale transformation and ensure a smooth transition for employees. Employee engagement will continue to be a key focus throughout the transformation process. By involving employees in readiness activities and ensuring continuous feedback mechanisms, the government is implementing an HR and pay solution that offers an efficient people-centric platform aligned with workforce needs. Quotes "The Government of Canada remains committed to modernizing its HR and pay systems in a responsible and transparent manner. By investing in the future of HR and pay, we are taking an important step forward in ensuring an efficient, secure, and sustainable solution for public service employees." The Honourable Joël Lightbound Minister of Government Transformation, Public Works and Procurement "We are excited to strengthen our partnership with the Government of Canada. Dayforce brings together advanced technologies into a single, AI-powered people platform designed to simplify processes and deliver real value. We are committed to supporting this transformative HR and pay initiative, ensuring it enhances work-life and drives meaningful improvements for government employees across the country." David Ossip Chair and Chief Executive Officer of Dayforce, Inc. Quick Facts The current pay system is used to deliver pay to an average of 431,000 current and former employees bi-weekly. In 2024, this represented approximately 13.4 million payments, totalling approximately $40.1 billion. The complexity of the Government of Canada HR and pay environment includes the challenge of applying almost 150 different collective agreements representing employees from over 100 departments and agencies. The initiative is incorporating lessons learned from the previous pay system implementation and recommendations intended to guide future projects of similar size and scope. In particular, recommendations around stakeholder engagement and governance were guided by Lessons Learned from the Transformation of Pay Administration Initiative (Goss Gilroy report). Over 3,000 public servants participated in user awareness sessions during the feasibility project, with the majority of participants reporting that they found Dayforce simple and easy to use. Feedback from participants is being used to improve the system further. Dayforce is a global human capital management technology company with deep Canadian roots. Its single AI-powered people platform for HR, pay, time, talent and analytics is trusted by thousands of customers and serves millions of employees worldwide. Over the next 2 years, the deployment of the Dayforce solution will begin to progressively onboard starting with two departments and a separate agency, where the Government of Canada will focus on departmental readiness as it prepares to deploy the system. Enterprise Integrated Strategy on Human Resources and Pay Final Findings Report Dayforce feasibility report summary Follow us on X (Twitter) Follow us on Facebook SOURCE Public Services and Procurement Canada
