Honor Thy Vacation

Posted on May 29, 2014 in Consulting

For many years as a practicing lawyer, I failed to appreciate vacations.  I was so driven that I could not comprehend that stepping away from work for more than just a long weekend was good for me, my job, and maybe most important, my colleagues who would like a break from my intensity.  Eventually, particularly in the last few years, I came to greatly appreciate how a solid week or two away from the office fully disengaged from work and focused entirely on family allowed me to return to the practice of law with renewed vigor and enthusiasm.  As we head into summer, I offer my advice for how employers should plan for vacations and why the workforce should embrace the value of vacations.

1. Leave vacationers alone

    

   Nothing is more aggravating on vacation than being pestered by a boss.   Sometimes, even the best of bosses, loses sight that a short email or quick call to an employee on vacation is intrusive.  But no matter how small, any interruption interferes with vacation.  The thought that the boss might call or email gets in the way of fully disengaging from work and complete enjoyment of the vacation.   It really does not count as vacation if the boss is bothering the employee with email and calls.  We call that being “on call”, not vacation.  So this summer tell you supervisors to leave their vacationing employees alone. 

    

2. Enjoy vacation by planning ahead

    

   The key to a good vacation is to leave work in a good state.  Obviously, that means finishing everything that matters before starting your time off.  A supervisor should also leave clear instructions on (i) what should be done while out; and (ii) who will be in charge in his or her absence.  Calling and checking up on employees is a very poor alternative.   The supervisor sacrifices a quality vacation; the employee is annoyed by a boss who does not trust them in his or her absence.  Finally, a boss should make it clear what urgencies, if any, warrant a call to interrupt a vacation. 

    

   A good manager meets with his or her team to plan ahead and empowers the team to make the right decisions in his or her absence. 

    

3. Encourage Vacation

    

   Too often businesses foster a culture of rewarding employees for sacrificing vacation.  Sometimes, this is accomplished by paying employees for unused vacation so that they double-up on pay.  While financially rewarding, I think this ultimately breeds poor morale and leads to unwanted turnover.   Unfortunately, some workplaces showcase employees who forfeit vacation for the team.  While the team matters, healthy, happy individuals make for a better, much for productive team. 

    

   People appreciate a workplace that respects work-life balance.  A healthy marriage and/or a good family life make for a better worker.  Encouraging and respecting personal vacation time is good for business.

    

   I hope you take this newsletter to heart and have a wonderful summer vacation.