by Flex HR

5 ways to Effectively Encourage (and Manage!) Time Off This Summer

For many business leaders in the northern hemisphere, it’s summertime, and the living actually is a little bit easier. Customers and vendors are taking time off, and the daily grind tends to slow down a bit. It’s a good opportunity for leaders and employees alike to use some of their coveted time off and rejuvenate ahead of busier months.

Yet in today’s working world, where some employees are hybrid and some fully remote, taking time off has become trickier. Many leaders are managing distributed workforces and having those in person conversations about time off are harder to come by. Some workforces have unlimited PTO policies, which can lead to employees actually taking less time off than intended. It’s more important than ever for leaders to not only encourage taking time off, but to model this behavior, especially during the summer months where time off creates less of a burden on the business.

Manage Time off this summer for employees

 

Let’s discuss how leaders can promote the importance of time off this summer, without negatively impacting the bottom line.

  1. Ensure PTO policies are easily accessible and understood. This is an opportunity to make sure your time off policies are transparent and easily understood by your workforce. Ensure time off is discussed during onboarding, at company meetings, and that managers continue to check in on the status of employee time off. If your time off procedures are managed online, ensure employees are clear on how to properly request time off. Include parameters for managing time off in your policy, such as requesting longer periods of time off with at least 2 weeks’ notice whenever possible.
  2. Plan ahead. During these slower summer months, encourage conversation around time off policies so critical projects and deliverables are not affected. Ask employees to submit their time off requests early and find back-up coverage as needed. This will ensure critical employees are not taking time off at the same time and allow for clear communication among managers and employees.
  3. Manage Unlimited Time Off Policies. Do you offer an unlimited time off policy? Research suggests that unlimited time off can actually encourage taking less time, instead of more. As Brian de Haaf, CEO of Aha! writes, “Without a defined amount, how much PTO is enough becomes a constant negotiation between managers and teammates. Some managers will be more lenient than others in approving leave requests. More junior teammates may feel pressured to prove their status as meaningful contributors and feel uncomfortable taking advantage of the policy. Many managers in organizations with unlimited PTO despise the burden of this governing responsibility”. Make sure you discuss standard protocols with your leadership, such as ensuring there is a minimum amount of time taken off each year, to ensure this policy doesn’t unintentionally lead to burnout for both employees and leadership.
  4. Offer “free” time off. During the summer months, many companies will take advantage of slower business and offer company-sponsored time off by doing things like shutting down early on Fridays, or ahead of long weekends. This should be offered as a “bonus” from the company and not impact the employee’s PTO balance. This can be a great way to win employee favor without negatively impacting the business. It can also encourage employees to consider their own time off balances and begin whittling them down.
  5. Model the behavior you want to see. If leaders in your business are workaholics and never utilize their own time off, it will become increasingly challenging to get employees to do so. Leaders at all levels should take equal advantage of time off policies, and ensure they are modeling the type of behavior they want their staff to embody.

Manage Paid Time Off Human Resources

 

Research suggests that “workers at all levels benefit by taking time away from their jobs. They often become more engaged and productive when they return, prompting more companies to encourage employees to embrace vacations” (SHRM). It’s not only important for the mental health of a workforce to step away, but it can directly impact the business. Employees who are burnt out and resentful will not produce the same results as rejuvenated, engaged employees. Flex HR really encourages companies to lean into that engagement by promoting – and celebrating! – the act of taking time for one’s self this summer.

Encourage Employee Vacation Time over the Summer 

 

Contact Flex HR today to be your HR support at info@FlexHR.com.