Vacation Myths Debunked
Vacation season is here, and so are managers’ complaints. As employees begin to pack their suitcases for trips, we wanted to bust three prevalent vacation myths:
I’ll be short-handed. This can of course be true, but with proper planning, doesn’t have to be. Have a time-off policy that allows sufficient notice to cover gaps. Communicate with your team about important deadlines coming up so that they don’t overlap with requests-off. Be creative and encourage employees to take vacations at the end of a large project or during a slower period when there is more breathing room.
Vacations don’t help my organization. Far too many employers view vacation time as a necessary evil instead of seeing it as a useful tool. The power dynamic feels more like parents wanting to ground unruly teenagers than managers seeking to develop functional and lucrative teams. Vacations can serve important functions internally, allowing supervisors to remember why they value employees so much and employees to come back with fresh energy. They are also useful rewards. Granting your team a three-day weekend after achieving an enrollment goal or giving an employee extra vacation days as part of a promotion encourages engagement and performance.
Vacations decrease productivity. This is the biggest, and most costly, myth. Employees who take vacations are more productive and fulfilled at their jobs than those who don’t. Vacations decrease burn-out and increase morale and creative energy. Managers should learn to see vacations not just as valuable for their employees, but for themselves!
What are other vacation myths? Join us on social media to share your observations.