Companies will be fielding multiple requests for time off for the next few months. If it’s not managed properly it can prevent businesses from delivering to their clients and customers. When it comes to managing employees during the holidays, a few strategize can make easier to handle these time off requests. No matter a company’s size or industry, though, its time-off for the holidays must be fair to both employees and the employer.
Have PTO Policies in place
Many companies set policies requiring employees to plan out their vacation for the coming year well in advance. Knowing in advance allows for your team to know in January who is working what holiday for the entire year. Another strategy is a first come, first served policy can limit the number of employees that are out at the same time. Encourage your employees to coordinate their vacations with each other ahead of time. This can help you plan ways to approve PTO requests and distribute work accordingly.
Blackout days
Depending on the industry, the holidays can be the busiest time of the year. This means a full staff is necessary during the holiday season. If your business falls into this category, a way to prevent employees from taking off is to have a blackout period for the dates you require a full staff. 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.
Communication with your team
During these next couple of month, it is even more important to keep your team informed. Make it a point to talk with your employees. Keep them informed on vacation availability and employees’ vacation dates. Have employees going on vacation make a day-by-day list of what needs to be completed. Assign these responsibilities and inform your team of those assignments. You can’t make any assumptions that your employees know scheduled task or where every assignment goes. This way, you can avoid any possible miscommunication.
Offer a differential
Although the Fair Labor Standards Act (FLSA) does not require private employers to provide differential or premium pay to employees (outside of overtime pay of time and a half over 40 hours in a workweek), many employers will reward their employees with additional pay in various situations. 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.
Keep a pool of part-timers
Companies that have busy holiday seasons can supplement their staff. 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.
Allow remote workers
Hundreds of thousands of people will be travelling for the holidays. Technology allows for employees 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.
Employers know it is important to give employees time off when it is most important to them, they also agree that optimal staffing is needed to avoid a decline in customer service, or missed deadlines. Since it is almost always impossible for all employees to take time off during major holidays, some strategize can help you meet the needs of as many employees as possible.
