By Linda B MooreEmployee vacation is the last thing H.R. departments think about when it comes to a benefit that actually helps the company. Until now. There have been a lot of different ideas as to what the best employee benefits should be in a benefits package. As most of you probably know the Human Resource space has been struggling with this for a long time. Even to the point of offering pet insurance. A lot of companies now offer that as a benefit to the employee. I'm not knocking pets. I have a dog myself, however, how does pet insurance benefit the employee? It doesn't.
What the employee needs is a vacation! They need to have time away from the job and take a real vacation. An employee vacation should consist of the following criteria. First the employee should not take his or her lap top to stay in contact with their company. Second, drop the Blackberry and nobody gets hurt. Third, a employee vacation doesn't mean that Joe or Sally go home and spend their 1 or 2 week vacation to remodel their kitchen! Gong! Buzzer! WRONG! That's not an employee vacation. This is commonly referred to as a "Staycation". A vacation for an employee should consist of getting away, even if for only a few days to decompress totally in a relaxing setting of the employees liking. Now here is the real kicker of getting an employee to take a vacation. A lot of smaller companies have employees that are afraid to take a vacation.
Why? Glad you asked. Because the boss or owner themselves have not been on a vacation. What the owner or boss doesn't understand is that they are setting the tone for the company regarding taking a vacation. So Numero Uno priority is for the boss to go on vacation first! Then once he/she sees for themselves the benefit of taking a vacation they will want the employee vacation plan put into action a.s.a.p. Employers need to get off the soap box of "Use it or Lose it" when it comes to vacation. Employers should be keeping up with the ever growing pile of articles and data that is continually documenting the attitude of employees in the grave economic times. These data that has been collected shows exactly why employees have lost their loyalty to employers. It also shows that employees are willing to go from the "frying pan into the fire" when it comes to leaving their current job. Noted sources of this information are the likes of the Davos Economic Summit 2009, Reuters News, The Wall Street Journal and Business Week just to name the few of the many. And again this is happening even in today's economic times.
Here is one more fact that will blow your bottom line mind of your business. U.S. Workers gave back $21 Billion to their employers by not taking vacation last year. Many in the executive suite still not happy noting that companies lost $150 Billion in 2002 in cost related worker burnout. (Eileen Smith, Courier-Post Staff 8/10/2003)
By now you should realize that if you get the employees on a vacation you'll watch the morale go up. Watch the presenteeism increase and most importantly, watch productivity go up as well.
What the employee needs is a vacation! They need to have time away from the job and take a real vacation. An employee vacation should consist of the following criteria. First the employee should not take his or her lap top to stay in contact with their company. Second, drop the Blackberry and nobody gets hurt. Third, a employee vacation doesn't mean that Joe or Sally go home and spend their 1 or 2 week vacation to remodel their kitchen! Gong! Buzzer! WRONG! That's not an employee vacation. This is commonly referred to as a "Staycation". A vacation for an employee should consist of getting away, even if for only a few days to decompress totally in a relaxing setting of the employees liking. Now here is the real kicker of getting an employee to take a vacation. A lot of smaller companies have employees that are afraid to take a vacation.
Why? Glad you asked. Because the boss or owner themselves have not been on a vacation. What the owner or boss doesn't understand is that they are setting the tone for the company regarding taking a vacation. So Numero Uno priority is for the boss to go on vacation first! Then once he/she sees for themselves the benefit of taking a vacation they will want the employee vacation plan put into action a.s.a.p. Employers need to get off the soap box of "Use it or Lose it" when it comes to vacation. Employers should be keeping up with the ever growing pile of articles and data that is continually documenting the attitude of employees in the grave economic times. These data that has been collected shows exactly why employees have lost their loyalty to employers. It also shows that employees are willing to go from the "frying pan into the fire" when it comes to leaving their current job. Noted sources of this information are the likes of the Davos Economic Summit 2009, Reuters News, The Wall Street Journal and Business Week just to name the few of the many. And again this is happening even in today's economic times.
Here is one more fact that will blow your bottom line mind of your business. U.S. Workers gave back $21 Billion to their employers by not taking vacation last year. Many in the executive suite still not happy noting that companies lost $150 Billion in 2002 in cost related worker burnout. (Eileen Smith, Courier-Post Staff 8/10/2003)
By now you should realize that if you get the employees on a vacation you'll watch the morale go up. Watch the presenteeism increase and most importantly, watch productivity go up as well.
To learn more about the importance of a employee vacation visit the following link and you will be taken to read more about happy employees from an industry expert Linda Moore.
Article Source: http://EzineArticles.com/?expert=Linda_B_Moore
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1 comments:
Sounds like a very good idea.
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