You’ve been there. You rallied your team, submitted the application, won the award (or came really close) and earned the bragging rights. You celebrated, shared your big news on LinkedIn, maybe even got a few extra resumes in the door because of it.

But culture work doesn’t end after the confetti settles. And if we’re being honest? Sustaining that momentum is tough, especially a few months later when the adrenaline fades, competing priorities pile up, and summer PTO season hits full force.

When the Spark Fades

Here’s the thing no one talks about:

It’s hard to keep culture initiatives going when half your team is out on vacation, your leaders are stretched thin, and the sun is basically daring everyone to work from a pool float.

But now is exactly when your culture needs a little energy boost. Not a full overhaul, just a few thoughtful nudges to remind your people (and yourself) why it all matters.

Let’s talk about how to do that without burning out your team or tossing in the towel on the progress you’ve made.

1. Acknowledge the Dip

If your culture feels a little sluggish mid-year, you’re not alone. Many organizations experience this. The excitement of award season fades, projects pile up, and real life takes over.

Rather than ignoring the fatigue, name it. Talk about it with your leadership team. Acknowledge that keeping culture alive is hard work and that it’s okay to adjust your pace, not your purpose.

Culture isn’t built once a year when the application is due. It’s the daily decisions, conversations, and micro-moments that shape how your people experience work. If you want to keep your workplace award status, these day-to-day moments matter more than the bullet points you listed on your application.

(And if you’re struggling to bounce back after not making the list this year, check out our related blog: What to Do When You Don’t Make the List. It’s full of helpful insights on how to regroup, refocus, and re-engage your culture strategy.)

2. Revisit (and Reignite) Your “Why”

Why did you pursue a workplace award in the first place?

To retain great people? Attract new ones? Improve the employee experience? Chances are, the reasons still matter, even if your motivation has slipped a bit.

Take time to revisit that “why” with your leaders. Ask yourselves:

• Have we followed through on the commitments we made?
• What’s working and what needs a reset?
• What does “great culture” look like for our team right now?

Reconnect to your purpose, and you’ll find new energy to move forward (even if the pace is slower than it was last quarter).

And here’s the kicker: if you’re planning to reapply next year, review your data often. Revisit your data, invite change and welcome improvements. Consistency counts.

3. Focus on One Small Win

You don’t need to launch a full culture campaign this summer. You just need to show your team that you’re still listening. and still improving.

Pick one small area where you can make progress:

• Follow up on one piece of feedback from your last engagement survey
• Send a shoutout email to highlight team wins and appreciation
• Ask managers to hold one meaningful 1:1 conversation this month

Small actions send a big message: “We’re still invested in YOU!”

And that message? It fuels engagement and reinforces the very culture you worked so hard to build.

4. Use the Summer Slowdown (Even If It Doesn’t Feel Slow)

Yes, vacation season is here. Schedules are chaotic. But this time of year also creates natural breathing room.

Take advantage of it. Instead of pushing through, ask:

• What culture conversations can we have now that we’re too busy for in the fall?
• Are there outdated practices we can refresh while things are quieter?
• Can we pilot a new idea or gather input before Q3 ramps up?

You don’t have to go big, but you do have a chance to go better. Continuous improvement is your co-pilot.

And these quieter months? They’re the perfect time to shore up any culture gaps that might otherwise hurt your chances of earning future recognition.

5. Remind Your Team (and Yourself): It’s Not Just About the Award

Awards are wonderful for visibility, credibility, and morale. But they aren’t the reason to care about culture. That’s why at striveHR, we say it’s more than a trophy.

The real reason? So your people want to stay. So they feel seen, supported, and connected. So your values show up consistently, not just when it’s convenient.

That’s why it’s okay if things aren’t perfect right now. Don’t go silent. Don’t stop trying.

Let your team know: you’re still in this. And they’re still worth the effort.

Because here’s the reality: organizations that treat culture like a checkbox quickly lose credibility, not only with their teams but also with award reviewers. If you want to maintain your status as an award-winning workplace, culture can’t be seasonal. It must be sustained.

Conclusion

You don’t need to restart the whole engine, you just need to refuel it.

If you’re feeling the weight of culture fatigue, know that it’s normal. And fixable. Start small, stay steady, and give yourself permission to recalibrate.

Because the best cultures aren’t built on nonstop hustle. They’re built on clarity, consistency, and care, even when no one’s watching. 

And when the next award cycle rolls around, you’ll be able to say: “We didn’t coast. We kept going.”

If award fatigue has set in or your culture momentum is fading, let’s talk. I work with organizations to refresh their culture strategy, re-engage their people, and keep the progress going long after the confetti settles.  Let’s connect and build a culture that lasts.

Winning a workplace award is just the beginning. To keep your award-winning culture strong, it’s important to stay intentional about what makes your workplace great. If you’d like to learn more about the long-term benefits of becoming (and staying) an award-winning workplace, check out 6 Perks to Becoming an Award-Winning Workplace.