The Great Resignation – Believe it or Not?

Many people have opinions on whether or not this is happening in our little prairie province of Manitoba.  Whether you believe this or not – here is the hard truth – “People are no longer competing for jobs; companies are competing for people”.  As a business that employs people – you need to be prepared for this reality.  Gone are they days where you can throw a job posting up and get 200 or 300 responses to your ad in the first 3 days.  Trust me – those days are gone!  

The “Talent Challenge” that we are currently facing requires employers to be more strategic – way more strategic!  It’s not just about what salary you are offering perspective candidates – it’s about your company culture, what your current employees are saying about you, your Social Media presence, “perks” that are offered to your employees (and I don’t mean dental and eye care), how your company defines it’s social responsibility.  Get my drift?  You need a strategy!

Sure you offer a great “Benefits Package” to your employees – do they use it?  Have you ever done a deep dive to see if what you are offering them is what they want?  By the way … benefits packages are no longer looked at as a “perk” – they are a requirement much like a salary is.  

Everyone has individual needs from their employer.  Don’t assume that you know what your employees want – ASK THEM!  Whether you do this through one on one conversations, group listening sessions, or employee engagement surveys, it is important to have an open dialogue to understand what your employees value and what they need to feel engaged at work.  It’s great to collect all that information, but you also need to be realistic about whether you are able to offer that to them – and be transparent.  Your honesty will be appreciated.

Your culture is what will attract and retain a good team.  Who are you as a company and what can you offer them.  Place your focus on creating a culture of growth and development.   Creating a “Strategic Plan for Talent” may not only help you retain your current team but if they do decide to leave – you will have a solid talent pool capable of continuing into the future.

Not sure how to create a “Strategic Plan for Talent”?  Give us a call.  We have created a “Talent Challenge Playbook” that we work through with our clients.  We can help you create a strategic  plan for 2022 and beyond.

Give your employees the right to disconnect!

 

 

Give your employees the right to disconnect!

We currently live in a world where all the lines are blurred – school/work/child care/elder care are all under the same roof.  Defined work spaces & defined work times don’t seem to exist anymore.  For some of us the dining room table, in addition to being a place to eat, is also our home office and our children’s classroom.  We have gone from families who used to be very independent and running in separate directions to work/school, sports, extra curricular activities and social activities – to spending 24/7 in the same house, sharing the same space.  

Almost everyone owns some type of smartphone and we have become very attached to them.  Every time it dings or vibrates – we HAVE TO look at it – we are Pavlov’s dog to technology!  It is also common to have work email, instant messenger etc loaded on personal phones.  Employees feel obliged to respond to emails or messages from their bosses at all hours.  Gone are the days of leaving the office at 5pm – the office now follows you on your smartphone or laptop!

The Pandemic has opened our eyes and made us all more aware and more sensitive to the importance of our Mental Health.  Millennials have entered our workplaces and shown us how strongly they prioritize work-life balance and that they are sometimes willing to leave an employer that doesn’t respect their right to that balance.  Work-life balance is increasingly taking precedence over wages when employees are considering changing employers.

The right to “disconnect” refers to employees’ ability to fully break from work and not engage in work-related communications outside of work hours.  Europe has led the way in instituting the employees’ right to disconnect.  France’s right to disconnect came into force on January 2017, setting out requirements for regulating a company’s use of digital tools during employees’ rest periods & leaves of absence, including personal and family leaves.

Although not a legal requirement in Canada, employers can proactively take steps to create a workplace culture that acknowledges and respects work-life boundaries.  By creating policies and guidelines to address the right to disconnect you will be showing your employees that you respect them as individuals and not just employees, value their loyalty and contribution to your workplace and are respectful to their mental and physical health.  Many employers already support their employees with substantial Wellness Plans – why not include a Right to Disconnect Policy in that Wellness Plan.  This type of policy may also become a valuable tool in attracting and retaining talent.  

 

 

What Is Your Organization’s Long-Term Remote Work Strategy?

 

I read an article this morning that stated that 33% of employees currently working remotely would look for a new role if they were told to return to the office full time.  Personally, I think that might be a bit overstated – but – I do believe that many employees have become very comfortable with certain aspects of the WFH dynamic.  

While it may have started off as “pandemic induced” remote work there does seem to be a desire to continue with a hybrid work arrangement on both sides – management and employees. Many employers struggled to offer true WFH pre-pandemic – they claimed to have WFH but truly offered it as a “one day here and there” perk instead of a true WFH agreement.

There is a growing desire among some businesses and business leaders to start welcoming employees back to the office once it is considered safe.  Now is the time for managers to engage in meaningful discussions with their teams to determine what the “ideal” return to workplace situation will look like.  What is on your employee’s “wish list” for a return?  Businesses need to be prepared for a potential change in employees “ideal” work structures.  Employers can work with their employees to achieve the best scenario to maintain productivity and business systems and satisfy the hybrid workplace requests from their employees.

Remember that a return-to-workplace plan that prioritizes employees well-being and fosters a strong organizational culture will increase employee morale, productivity, engagement, retention and aid your future recruiting efforts.

What will your optimal remote work strategy look like? What will your remote work policies and practices look like going forward?  It’s very important to take the time to plan these out and don’t just let them “happen” as employees return.  

This is a perfect opportunity to partner with an HR Professional who can connect with your team and get their feedback, as well as, meet with management to find out the desired workplace model.  It’s a time to discuss what worked well during the “pandemic” WFH and what didn’t.  An HR Professional can help you figure out the hybrid model that will work well with your individual organization; update company policies to fit the needs of a dispersed workforce and help find the optimal mix of remote & in office to keep your business performing optimally.

Appreciating Generational Differences in the Workplace

 

Communicating and engaging the different generations in the workplace is more important than ever, but also more challenging.  We are working in a time where employees are working past the traditional retirement date and there could be 4 generations of employees represented in a workplace.  Each generation has been raised differently and experienced life differently which has shaped them into who they are today.  The life experiences of people impacts their behaviour, communication preferences and the way they interact with others in the workplace.

This diversity can certainly provide benefits in terms of the unique backgrounds and perspectives that each generation brings. It can also lead to misunderstandings and conflict. Recognizing this potential and taking steps to proactively minimize it can help ensure a positive environment for everyone — one in which multiple perspectives and generations can thrive.

While it’s important to treat everyone as an individual and not stereotype them based on their generation, it helps to be mindful of the different experiences. 

For instance:

Baby Boomers – ages 55-73 are embracing digital technology – using smartphones and social media, however, they still place a high importance on face-to-face communication.  This generation also values personal growth & team involvement. They are highly-educated, ambitious, and tend to be multi-taskers – sometimes referred to as the “workaholic” generation.

Gen Xers – ages 39-54 are extremely comfortable using technology and are generally quite tech-savvy.  They want technology that supports their professional development. Generation X grew up taking care of themselves at home while their parents worked.  This generation is quite independent and self-sufficient. They value diversity, work/life balance, technology, and informality. They tend to view all work as just a job – sometimes referred to as the “work/life balance” generation.

Millennials – ages 23-38 want to work for a company that embraces technology.  They want mobile technology that facilitates collaboration and teamwork.  They grew up in a supportive environment where protective parents and other adults attended to their needs,  and all kids receive rewards regardless of individual effort. Millennials typically don’t just work for a pay check – they want a purpose.  This group values having a “coach” over having a “boss”.  Millennials are very “work/life balance”  but also crave flexibility in the workplace such as work from home and the ability to work flexible hours.

Generation Z – ages 22-younger this generation has never known a world without technology and expects the tech they use in the workplace to be just as great as the tech they use at home.  This generation actually prefers to bring their own device to work.  Money and job security appear to be top motivators, and more than any other generation they value honesty and transparency. (the age groups quoted above are approximate – my research showed a 3-5 year difference in the groupings depending on who published the information)

By being mindful of the experiences that each individual brings to their position, fostering a culture that celebrates collaboration, keeping the lines of communication open, and tailoring your approach to each individual, you can get ahead of any potential conflicts before they arise and reap all of the benefits of a multigenerational workforce.

We all have something that we can learn from each other – the challenge is keeping everyone aware of that fact!

 

The “New Normal” is not “Normal”

 

The “New Normal” is not “Normal”

Covid19 has entered our lives and doesn’t look like it is leaving anytime soon.  It has shaken our world and changed almost every aspect our daily lives.

Many businesses were forced to close their doors only to reopen to a phased-in approach scheduled by the government. 

It appears to me that the only normal that will remain for the foreseeable future – is change!

Workplaces have had to face many challenges – dependant on the type of business that you run.  Not only have workplaces faced the safety challenges of reopening but the staffing challenges as well. 

  • Working from home used to be a perk – now it is the norm for some offices
  • Social Distancing in the office/business/waiting rooms and even break rooms
  • Accommodating our employees who have child care and elder care responsibilities
  • Increased absenteeism – remember when it used to be a badge of honour to show up at work even though you were deathly ill?   Now we are encouraging everyone to stay at home when not feeling well.
  • Employees that are reluctant to return to work because the CERB payments are being enjoyed, fear of contracting the virus or compromised health concerns for themselves or a family member

Still business owners are resilient – many have found some “work arounds” to previous processes to meet the new safety protocols, many businesses are using “out of the box” ideas to generate business and keep bringing in the much needed operating income to keep the business alive and employees employed.

The fact is – we honestly don’t know how long we are going to have to implement these changes that have allowed us to reopen our businesses.  Businesses pivoted to remain operating.  It is now time to document the current processes and procedures and communicate your expectations clearly with your employees.  If you have staff working from home – you should have a WFH Policy that describes expectations.  Don’t jump into making any permanent changes unless you are sure that your business can support those changes in the future.  If you do make changes to jobs – ensure that you are revising employment contracts that you have with your staff.  

As a business owner or leader – your responsibility is to mitigate risk.  Now is the time to look at the changes that you have made and document the changes.  If the changes are only temporary – that’s ok – it’s still important to document them and state that they are temporary measures.

Do you have a “Sick Leave” policy?  Has it been updated for Covid 19?  Are employees comfortable calling in sick if they are not feeling well?  Have you outlined for your staff what steps should be followed if they test positive for Covid19? Or if a family member tests positive?  Having no policies or processes in place creates a risk for your customers, employees and the reputation of your business.  

If you have people working from home for the next 6 months – a revised contract stating that it is a temporary arrangement should be drafted and signed. 

I could go on and on about this topic – the fact is that it will be different for absolutely every business.  I will leave you with 3 words of advice – document, communicate and transparency.

Document all process changes – even if they are temporary.

Communicate often and clearly to your employees and your customers.

Be transparent with your employees about your business; employees are concerned about their futures and that includes their ability to remain employed.  It’s ok if your struggling – almost everyone is right now – but talk about it.  Let your employees know what you are doing to ensure that your business remains open.  

Don’t forget that as a business owner – you can’t do it all.  Network with other business owners for different perspectives.  Reach out to professionals to help you out.  If you have legal concerns – talk to your lawyer.  Money concerns – talk to  your accountant.  People concerns – talk to an HR Professional.

“You may not control all the events that happen to you, but you can decide not to be reduced by them.” —Maya Angelou

Toxic Employee Behaviours – The Bane of Workplace Culture

 

We have all encountered toxic people in our life – we may even live with one.  Toxic people are everywhere – at work, at the grocery store, driving the car in the next lane, at a restaurant.  

When we encounter these individuals out in public – we have the option to walk away and leave.  However, when that toxic person works in the next cube or desk or is a member of a project team you collaborate with – the story changes.  As an owner of a business or a manager/leader of employees it is your obligation to rid the work environment of toxicity.  Easier said than done.  The most important thing that you can do is acknowledge the behaviour and act.  Toxic behaviour will breed and grow very quickly.  

Firstly lets examine what constitutes toxic behaviour.  Please note that conflict is not necessarily toxic – conflict in work groups if handled correctly can actually inspire great ideas.  The most productive and idea driven teams have conflict – it’s how they deal with the conflict that counts.

Here are some behaviours that Toxic people exhibit –

* Negative or Bad attitude

* Drama and Gossip initiator 

* Bullying or harassing behaviours towards co-workers

*Unprofessional/Inappropriate comments that make others uncomfortable

*Blame others when things go wrong – never accept any responsibility

If you have an employee who displays some or all of the above behaviours and other employees don’t want to work with them – you have a problem.  Ignoring these behaviours will generate a toxic environment over time and you will end up losing good employees and possibly clients to your business.  

Remember that there is a difference between a “difficult” employee and a “toxic” employee.  Toxic employees tend to spread the behaviour to others – this is what makes them extra dangerous to your workplace and culture – they can suck the energy and enthusiasm out of an entire team.  If left uncontrolled you could find the behaviour of others in the group mimicking the undesirable traits, people who were once polite and engaging will soon become negative and possibly toxic towards others.  This is one behaviour in the workplace that you don’t want to ignore.

How can you deal with this behaviour?  It starts with “due diligence” in the hiring process – try and identify if this behaviour exists at the interview stage.  No matter how much experience someone has – if you identify behaviours during a job interview that don’t fit with your team and your company culture – DON’T HIRE THEM!  It can be extremely difficult, time consuming and expensive (both $ cost and cost to the engagement of your team) to get rid of them later.   By bringing on someone who is toxic and is not a good fit for your team – you risk losing some of your very valuable employees who will leave this type of work environment.

Once you become aware of the behaviour, as a leader, it is your responsibility to manage it.  Identify the behaviour and look deeper – is there a reason for this person to be acting in this manner?  Without asking personal questions – can you ascertain if there is a situation in their personal life?  Divorce?  Sick family member?  Once you have had a conversation with them and nothing medical or family wise has been identified – it is time to start managing this situation.  You will need to provide them “direct feedback”.  Identify the behaviours that you are witnessing and how it is affecting the team.  Very often these individuals are oblivious to their behaviour and how it affects others.  Make them understand that you are concerned and are giving them an opportunity to change.  Give them very specific goals that you expect them to meet and the consequences of not meeting the goals/timelines.  This now becomes a Progressive Discipline situation and you need to ensure that you are documenting everything.  If the situation doesn’t improve, you will be moving to termination and the documentation will be critical to that step.

If you have a toxic employee in your team and you need some assistance in dealing with the situation, please give us a call at 204-451-0111.  We can provide you with the guidance that you require to deal with the individual.

Delivering Effective Performance Evaluations

 

 

We are half way through 2019 – have you sat down with your employees for a “mid year” discussion about their performance and their goals?  Did you set goals with your employees at the beginning of the year?  Do you have time set out for regular discussions about Performance and Goals with your team?  Performance Management involves several steps not just a once a year meeting.

Remember Performance Reviews aren’t “one and done”!  Although you may have a formal discussion once or twice a year – you should be having “informal” conversations regularly.   Delivering effective Performance Reviews doesn’t come naturally to most leaders.  As a matter of fact, most managers/leaders find it difficult to have this one on one meeting with their team members – it can feel like you are sitting “in judgement” of your employees.  If you are stepping into a review feeling negative – take a step back and re-evaluate why you feel that way.  Performance Reviews are a good time for you to connect with each of your team members and celebrate the successes and talk about how you could have handled the “misses” a little differently and set some goals to move forward.  Keep in mind this meeting is NOT about you.  This meeting is about your employee and setting goals for the next year that will set you both up for success. 

Here are a few things to keep in mind during the meetings:

  • Aim for meetings in which the employee talks approximately 1/2 of the time.  You can encourage this by asking questions; how do you feel things are going, what do you feel will be most challenging about the coming year, how do you define success/achievement in your current position, how can I be a better manager for you, do you feel that you receive enough feedback from me on a regular basis?
  • Be “present”!  Avoid distractions.  Schedule time in advance with your employee for the Performance Review.  Give them time to prepare for the meeting.  Find a quiet, private area to meet in.
  • The spirit in which you approach this conversation will make the difference in whether it is effective.  This is a positive time for you to connect with your team!  Start the meeting positive and always end on a positive note with a goal for the future.  Don’t be afraid or uneasy about discussing “opportunities” with the employee.  Part of getting better is recognizing missed opportunities, errors and ideas that went wrong.  It’s good to talk about them, analyze what could have been done differently and make a plan for not repeating them.  Remember – this isn’t a Discipline Meeting.  This is not a time to bring up “bad” behaviours that need correcting.  For example if the employee has bad attendance, but you have never spoken to them about it before – the Performance Review meeting is not the time to tell them they have 22 absences.  You shouldn’t be telling them anything that they haven’t heard before.
  • If you have an underperforming employee – speak directly to the concerns and don’t mince words or they may not understand what you are telling them.  Use examples and ask them if they see how they could have done things differently.  Ensure that they understand what you are saying to them – if body language is showing they may not be understanding – ask them to repeat it back to you.
  • Be a great coach!  Fight your urge to tell employees what or how to do something.  Find a way to bring out their ideas for success.  

Remember this is a conversation – not a speech from you.  Invite dialogue from your employee.  Conversation is the keyword when you define a performance review meeting. If you are doing all of the talking – the meeting becomes a lecture!

The Performance Management process for your company should not be something that you “google” and copy off the internet.  It should be a practice that fits the culture of your company, the spirit of your employees and one that is easy and comfortable for both management and employees.  If you are looking for a Performance Management process that “fits”  your company and culture – let Romas HR Consulting help you define and build the process that works for your team.  

Time Management – Tips and Tricks

 

I hope everyone reading this has checked out my previous Blog – Time Management – Log it and Analyze it.  You truly cannot implement any real change without knowing and acknowledging the behaviours that require some change.  Remember Time Management isn’t about trying to squeeze as many tasks as you can into a day – it’s about being thoughtful and organized and simplifying the way you work.

Who here is a multi-tasker and believes that they accomplish more in a day because of it?  Although multi-tasking was a trend for a few years it is now believed to not be an efficient use of time.  Psychology Today states:  “Much recent neuroscience research tells us that the brain doesn’t really do tasks simultaneously, as we thought (hoped) it might. In fact, we just switch tasks quickly. Each time we move from hearing music to writing a text or talking to someone, there is a stop/start process that goes on in the brain.

That start/stop/start process is rough on us: rather than saving time, it costs time (even very small micro seconds), it’s less efficient, we make more mistakes, and over time it can be energy sapping.”  If you don’t believe it there is a little experiment that you should try on  https://www.psychologytoday.com/ca/blog/creativity-without-borders/201405/the-myth-multitasking. 

For all the multi-taskers out there – try doing one task at a time.  Give yourself a time limit and focus on only one task.  If you generally tackle your emails while you are talking on the phone – stop doing it for a week.  Carve out a piece of time – let your calls go to voice mail, shut your office door (if you work in an office) and just concentrate on emails.  You will be amazed at how much you will accomplish in 10-15 minutes (with less errors).   Since we are talking about emails –  how have you organized your email?  Do you fully utilize all of the features/tools?  Consider setting up your email so that you have a few folders set up to transfer your emails into.  Try not to touch an email more than once if you don’t have to – that rule goes for any correspondence.  If you look at it and it can be completed in 3 or 4 minutes – do it.  How many of you are guilty of reading emails as they come in and then leaving them in your inbox because you will deal with them later.  All of a sudden you have 400 emails in your inbox all of which you have taken the time to read before – but now you have to read them again to act on them.  Read an email – act.  If what is being asked will require more time than you have set aside – file it in a follow up folder and add it on your to-do list.  Get it out of your inbox.  Your inbox should only contain emails that you have not yet read.  Consider setting up your computer so that you don’t receive notifications of emails coming in.  It is distracting and human nature makes us curious and we will be drawn to reading the emails as they come in – this is a time suck and removes your concentration from the task that you were working on.   Set up certain times during the day that you read and respond to your emails – say first thing in the morning, before/or after your lunch, and the last hour before you leave for the day.

Let’s not complicate this; the idea here is easy:  Organize/Simplify/Focus!

Organize your day with a “To Do” list, an app for tracking tasks or whatever works for you personally.  How do you currently manage your days?  Do you utilize any task apps or are you an old-fashion pen to paper “To Do” list type of person?  There are “non-negotiable meetings that must be attended and there is work travel which eats up a lot of your time – but is there a way that you can manage those as well?  If you company uses calendars to set up meetings and send out invites – ensure that your calendar is set up for your success.  Block time in your calendar to complete admin/email/project tasks that are required – blocking these time slots avoids others booking meetings in your calendar. 

Simplify – schedule “like” tasks together.  If you are working on admin type stuff – schedule all your admin stuff together.  If you have a group of meetings with your clients/staff/potential clients – block off time in your calendar and schedule within that time block.  Doing “like” tasks together keeps your mind focused and you are able to accomplish more.  If  you go from meeting to updating an excel spreadsheet to looking at the new product launch – your mind takes time to refocus and you will actually have more down time from switching tasks.

Focus – no multitasking.  Focus on one item at a time and complete it.  Set a timer if that helps you remain focused.  Schedule your most important or “brain draining” tasks for first thing in the morning.  That works well for 2 reasons; #1 generally we have more energy and operate at our peak first thing in the morning and #2 you will get the task completed and you will feel successful for having it done and that “good feeling” will create a positive vibe for the rest of the day.

Don’t forget before you go home at the end of the day – set up tomorrow’s list so you walk into work feeling organized and ready to conquer the day.  Remember “google” can be your friend!  If you don’t think you are utilizing the tools of your email program efficiently – google it and learn some tricks to help you with that.  There is lots of information on the internet – use it.  Watch a quick utube video on email efficiencies – you may learn a lot.

Don’t forget to take breaks!!!!!  If you have just worked on a project for 2 hours and now are moving on to emails – get up and go for a quick walk, grab a coffee, shut your eyes and meditate for a few minutes, grab a healthy snack and then move on to your next task.  Your mind and body need that break.

The key to Time Management is figuring out what works for you!  Learn some tips and tricks from friends, coworkers or ask your friend “Siri” to help you out.  You will be amazed what a difference incorporating a couple of Time Management tricks into your day can make.

 

Time Management: Step 1 – Log it and Analyze it

 

What does Time Management mean to you?  Do you even think in those terms when you plan your day?  Do you even plan your day or do you let your day run you?

Time Management is defined as the ability to use one’s time effectively or productively.  So … is that you!!!!  Do you go home every day feeling accomplished and a To-Do List that has all the boxes checked off?  Yes – I do, I do – said no one ever!!!!!!!   There always seems to be more to do than time to do it.  Time management affects everyone, not just managers/leaders or business owners.  

The trick to time management really is just that “managing your time”.  There are no shortage of experts or books on this subject.  I am certainly no expert – but I can honestly say that I work at this.  I am continually in search of better, more efficient ways to get my work completed.  There is no right or wrong way – it’s what works for you and that is going to take trial and error.  But you have to try.  

The first thing that everyone should do is to figure out what they currently spend their time on.  I think you will be totally amazed at where  your “time sucks” are.  Try an experiment for a week.  Diligently log all of your activities for a week.  Be honest – if you walk into your office in the morning and Brigit sits down and spends 1/2 hr telling you about her weekend – log it.  Your the only one who is going to be looking a it.  If you stay 3 hours overtime – log it.  If you work through your lunch – log it.  If you answer emails at night from home for an hour – log it.  After one week – analyze it.  

Do you notice any of the following:

 – Do you jump from task to task?

 – Is your day planned or do you put out fires most of the day?

 – Do you spend time doing tasks that are not completed properly by others?

 – How much of your time in your calendar is not controlled by you and is unavoidable – meetings/travelling

 – Are you a multi-tasker? 

 – Do you have “notifications” turn on for your emails?  

 – Do you read emails immediately as they come in?

 – Do you work through the day without taking time for breaks or lunch?

 – Do you spend time looking for documents or notes because your desk is messy or you are disorganized in your filing?

 – Did you notice that there is a time of the day when you are more productive?

This experiment is not meant to make you feel guilty for not being very productive or for having bad habits.  It is simply giving you the power of information.  Once you have this information it is up to you what you want to do with it.  You can look at it and say “I’m doing the best I can and there is nothing that I am willing to change” or you might want to change everything.   Now I personally don’t suggest that you do either of those.  You should always look for ways to improve and even if you pick one item to do differently that’s a good start.  I also don’t suggest that you change everything.  Baby steps – look at changing 2 or 3 items first.  Once your comfy with those changes – move on and make more.  

Check out our next Blog …  Time Management – Tips and Tricks

The True Value of Vacation Time

 

The snow is gone and the grass is slowly starting to turn green.  Employee thoughts are turning to summer vacation planning.  How do you manage vacation time in your business?  Do you encourage employees to take their vacation time or is “Vacation Shaming” part of your Workplace culture?  

Vacation time should be encouraged, celebrated and looked forward to.  Taking time away from work is vital to keeping your team happy, motivated, productive, and ensuring they are physically and emotionally well!  As a Business owner or leader ensure that you are leading by example and planning and taking your time away from work.  If you have ever taken a vacation in the past and been on a plane (insert laughter here) you have heard the flight attendant tell you in case of an emergency put the oxygen mask on yourself first.  Well taking time away from your business for a vacation is the proverbial oxygen mask.   

No doubt, if you own a small business vacation coverage can be difficult.   Difficult but not impossible. Nobody should have to take their laptop on vacation to check emails or keep project timelines on schedule – seriously people what did we do before smart phones and laptops?  No employee should be that indispensable.  If you have an employee that is so indispensable that they can’t be away for a week or two – you seriously need to institute some cross training immediately.   Yes, you should miss the person and feel their loss from the office but your business must be able to continue in their absence.  

Planning is so important to the vacation process. Firstly, ensure that you strategically approve vacation requests so that there is adequate coverage of employees.   Don’t be afraid to say “no” to a vacation request.  Lets face it – the whole office can’t be on vacation at the same time… or can they?  If you have a ‘shut down’ in your business-you are allowed to dictate that time to your employees as vacation time.  It is important that you manage the expectations of your clients and customers.  If you have peak business periods (for example Christmas) don’t be afraid to black out a period of time where vacations will not be approved. 

Many employers find the summer months peak time for employees requesting time off.  Especially in smaller businesses it can be challenging to manage employee vacation requests while still respecting and honouring commitments to your clients and customers.  For the businesses that historically slow down during the summer months the challenge may not be as real as it is for businesses that maintain or increase business during these months.  If summer is a busy season and a challenge to have employees on vacation – consider offering an incentive for employees to take vacation during less busy times.  If you have a traditional time where business slows considerably – consider offering an incentive to your employees to book their vacation during that time.  How about an extra week of vacation if they book it during a specific time?  Be creative.

Time off has positive benefits to both employees and the businesses they work in.  Taking regular vacation time away from work reduces stress, improves focus, has significant health benefits, improves work/life balance, and employees returning from vacation have improved creativity and productivity.  All positive reasons to ensure that your employees are utilizing all of their vacation time!