7 Ways To Manage Employee Holiday Time Off

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Business owners don’t have to see red during the holidays as long as they manage their staff right. At no other time of the year do companies have to field multiple requests for time off. Handle it wrong, and it could cripple the business at an otherwise busy time of year – not to mention it can hurt your culture and your employer brand.

“It can cause tremendous grief for organizations,” says Samuel Tanios, president and chief executive of Human Elements Consulting, the human resources consulting company. If it’s not managed properly it can not only prevent the business from delivering what clients and  customers want but can also create internal strife, he says. To prevent any problems this year, human resources experts and business owners weigh in with their top seven tips to manage holiday time off.

1. Plan in advance. Many industrial businesses have their holiday schedule planned well in advance, and there’s no reason any type of business can’t do that either. According to Brian Koniuk, a principal at the Hackett Group, manufactures typically require employees to plan out their vacation for the coming year so they know in January who is working what holiday and who is off for the entire year. In other industries, like healthcare, Koniuk, says schedules are made three to five months in advance.

2. First come, first served. If you are running a business that is busy during the holidays or needs to be staffed 24/7 year-round, one way to prevent employees from taking off in large numbers is to limit the amount and give workers off on a first come, first served basis, says Pat Sweeney, human resource manager at Old Colony Hospice and Palliative Care. “If they know they are going to want to be off over the holidays they know they have to ask for the time off way in advance,” says Sweeney. She says that starting as early as September supervisors can notify the staff that requests for time off have to be made as soon as possible. Hand in hand with a first come, first served policy is capping the number of people that can take off during the holidays.

3. Stagger the schedule. You may not be able to keep a full staff during the holidays, but that doesn’t mean you have to close early or provide a reduced level of service. To combat that, Kathy Harris, managing director of recruiting firm Harris Allied, says to adopt a staggered schedule. For instance, you can have someone work in the morning during the holidays and another worker takes the afternoon shift. Another option: have one employee work Monday and Tuesday and another Wednesday, Thursday and Friday. The idea behind a staggered schedule is to always have coverage, and at the same time, give employees time off during the holidays.

4. Keep a pool of part-timers. If you are operating a business that picks up during the holiday season, or you know a lot of your staff will be gone during that time, it’s a good idea to keep a pool of part-timers that you can tap when you need extra help, says Gary Shouldis, a small business consultant, coach and owner of a gymnastics center.  “We have a pool of part-timers that we know can work the holidays,” says Shouldis. “Whenever we hit the holiday period or periods where we lose part of our staff they come on.”  According to Shouldis, it’s a good idea to keep in contact with these part-timers year-round so you’ll know their availability ahead of time.

5. Offer a holiday pay differential. For some people money talks even if it means they won’t be with their family during the holidays, which is why offering a holiday pay differential can keep your business staffed. According to Sweeney, it should be something that is part of the company’s structure and not something you offer just to entice an employee not to take off.  “If you’re in a business you know there are a lot of requests for time off you can have some differential built in,” she says.

6. Institute a blackout period. For some businesses, particularly retail, the holidays are the busiest time for them, which means they need a full staff if not more. If your business falls into this category, a way to prevent employees from taking off is to have a blackout period where no one can take off, says Tanios. If an employee wants off during a blackout period he or she would need to ask well in advance, and it would be at the manager’s discretion, says Tanios. It’s a good idea to inform employees from the beginning of the blackout policy so they aren’t blindsided come holiday time.

7. Let employees work at home. These days pretty much everybody has a laptop, iPad or smartphone that enables them to work remotely. If your staff doesn’t have to be on site, letting them work at home during the holidays can be a productive way to get things done without having to bring in additional staff. Working at home is a viable option only if the business lends itself to it and there’s a way to ensure the employees are actually working. “In this day and age working from a virtual office anywhere is possible,” says Sweeney.

 

Categories: Employee Engagement
Author:  Donna Fuscaldo

Freelance journalist. @donnabail

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