7 Top Tips To Manage Staff Holidays
7 Top Tips To Manage Staff Holidays
Staff holidays and organising who has time off when is a real problem for many businesses. Here are some tips to make it a lot easier.
- Begin By Creating A Holiday Policy
Having a customized leave policy that dictates your plan of action to yearly leave is key. You want it to set any and all of the restrictions stemming from when your employees are allowed to and when they are not allowed to request leave. Likewise, you want to go into detail on ways they should approach requesting it. Having a holiday policy set in stone with sufficient documentation can go a long way towards ensuring your employees aren’t kept in the dark about how to go about requesting leave.
- First-Come, First-Served
When you are looking to hand out leave, you should be allocating it on a first-come, first-served basis. This is typically the easiest and most fair way to go about allocating holiday leave. You will likely experience these issues with parents that have school-aged children. If they have children in school, you will notice a lot of them requesting the same period off coinciding with their kid’s holiday time.
If you do happen to adopt this type of approach, you will want it fully laid out in your holiday policy so everyone knows to request time-off as far in advance as they can.
- Set Limits On Staff That Can Request Leave At The Same Time
This is particularly important when you are talking about customer-facing departments in your business. You will always want to have a set number of people working at a specific time. That way, you can meet customer demand.
For this reason, you will want to set a specific limit on how many people can be on leave at the same time. This will ensure you don’t run into issues associated with being understaffed at critical times throughout the year.
Keep in mind, this must be laid-out in your holiday policy. Therefore, you want to ensure every employee knows that they might have to coordinate plans with their coworkers to ensure they aren’t leaving their department understaffed.
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- Lay Out Times When Leave Cannot Be Taken
If you have specific times when you cannot handle the loss of staff due to leave, you will want to ensure that it is documented in your policy. If you have a busy period throughout the year, you want to ensure you are making employees aware of it. For example, if you experience a holiday rush at Christmas time, you will want to restrict your staff from booking leave at that time.
- Specify Days When Holiday Must Be Taken
At the same time, if your business is slow at any point throughout the year, you might want to indicate that your employees should take leave at that time. That way, you will be able to minimize the impact of the loss of your workforce to ensure you are maximizing your productivity.
As with everything else, you want to make all of your employees aware that they should be saving some of their leave for this period.
- Ask For Advanced Notice
This is a very important one. You want your employees to offer you advanced notice when they will be taking time off for a holiday. The sooner they let you know, the better off you will be. You can even specify that they should be providing a notice period that is a minimum of twice as long as their leave period.
For example, if they are going to be taking a full week off, they should be requesting the leave a minimum of two weeks prior to that point.
- Give Notice If You Need To Refuse A Request
You want to inform your employees that you will be refusing the request (if applicable) in a timely fashion. Ideally, you should provide notice equal to the total number of days they have requested off.
For example, if they have request a week of leave, you will want to refuse it at least a week in advance.
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