Vacation time is a scarce and precious commodity for most employees. Â When we use it, we want to make the most of it.Â Â But employees who have paid vacation time off aren't just using it for vacations.
For many workers, the need for that time isn't so much about multi-week trips as it is about having the means to get their work done while still having the flexibility to attend to personal priorities. Â They're using it to take care of obligations in their lives that occur during working hours - from child and elder care to visiting city hall when it's open.
Unlimited vacation time is still a rare benefit, with fewer than 2% of US organizations offering it to their workers according toÂ the Society forÂ Human Resource Management'sÂ 2016 Employee Benefits report. Â Organizations who do implement unlimited leave need to prepare both employees and managers for that change.
In the absence of a policy that limits vacation leave, some managers may feel ill prepared to manage leave fairly across their teams. Â Employees may be unsure as to how much leave is too much - and some may end up taking even less leave than before. Â On the upside, in organizations where high trust exists between employees and managers, the flexibility that is possible with unlimited vacation leave helps to drive engagement and retention.
I recently interviewed two of our board members who have deep insight on this topic. Â Sharlyn Lauby, also known as the HR Bartender, talks to lots of HR leaders who are contemplating this change. Â Dave Almeda, Chief People Officer at Kronos, is already a year into the implementation of an unlimited vacation policy at Kronos. Â Listen in below while we discuss:
Listen in on our conversation then add your own comments. Â Have you considered this policy at your organization? Â If you haven't implemented this change, why not? Â If you have, what are the benefits? What would you have done differently?
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