As the COVID-19 pandemic continues to impact the entire workforce, workers are struggling to keep up with the demand and haven’t taken the time they need to recharge. Here’s how they can be more proactive about taking paid time off, writes Cheryl Johnson, CHRO at Paylocity.
Many Americans feel that taking paid time off (PTO) carries a stigma of laziness. In fact, 53% of U.S. workers have expressed feelings of guiltOpens a new window for taking time off because their colleagues had to cover their assignments. And a staggering 768 million vacation days went unused by Americans last yearOpens a new window .
Amid one of the most trying times for the country’s workforce, it is in employers’ best interest to encourage their employees to use their vacation time. Using PTO not only has numerous health benefitsOpens a new window for employees, it can also have a positive effect on business, as workers who take vacations report better productivity and overall work qualityOpens a new window .
4 Steps Leaders Should Take to Manage Employee PTO
There are a handful of key principles you can follow to ensure employees actually take their PTO during the pandemic and beyond:
1. Directly tell employees to take time off
Even if your organization has an exceptionally generous vacation policy, it’s vital for employees to hear directly from company leaders that they should take PTO.
Clear and direct PTO messaging helps stave the fear of job loss for taking time off. In the ever-changing economy of COVID-19Opens a new window , many employees may feel reluctant to take the time they need based on the perception that avoiding PTO demonstrates their commitment and value to your organization.
There are many ways you can communicate PTO messaging, but be sure to do so transparently and often. Whether it’s consistent email messages from your CEO, a bulletin message pinned to your online workplace community, or one-on-one conversations with employees, consider how you might communicate the importance of PTO often and via multiple communication vehicles.
Learn More: Employee Burnout Is the New Pandemic: How Can You Support Your Employees?
2. Set an example
To truly practice what you preach in encouraging PTO, model the way to employees by taking time off yourself.
As leaders, not only it is important to take time off for your own benefit, but it also sends a message to your workforce to do the sameOpens a new window . If employees hear that they should take time off but don’t see you or other leaders do it, they will follow suit, resulting in unintended consequences of wasted vacation days and burnout.
In this process, also be mindful of your actions while taking time off. For example, you may feel comfort in checking on work while you’re out. And while this action may not be detrimental to your time off, it may send a message to employees that they also need to check in while they’re on PTO.
Be mindful of every move you make, because actions speak louder than words when building a culture that supports taking time off.
3. Put company policies on PTO front and center
Another simple but effective action is to make vacation and COVID-19 policies easily accessible.
The power of information carries increased significance when it comes to an employee’s decision to take time off, both for COVID- and non-COVID-related reasons. Ensure workers know where to look to determine how many PTO and sick days they have available.
Additionally, provide a resource that clearly outlines the minute details of your vacation benefits as well as COVID policies like FFCRA.
To distribute these materials on a broader scale, post them on a centralized online platform. Many HR and workplace platforms have “bulletin†features that enable employers to pin important announcements online or through a mobile app.
Leveraging a single platform ensures that key information isn’t lost in employee email inboxes. The platform also alleviates the burden on your HR team to provide answers to common questions about your organization’s time off policies.
Learn More: 8 Workplace Wellness Statistics Every HR Pro Should Know
4. Monitor employees’ PTO usage
No matter how well you communicate the importance of PTO, some employees may still feel pressure to work as much as possible. To motivate these workers, you should closely monitor every employee’s PTO usage during the pandemic.
By actively tracking employee vacation time, you can better manage their overall wellness. So, if you notice that a certain employee has used a minimal number of vacation days this year, communicate with them individually about taking time off.
Monitoring PTO usage also helps your company better plan operations. Determining the percentage of workers who could potentially take time off helps you evaluate the capabilities of a potentially limited workforce.
While the COVID-19 pandemic is an undeniably challenging period, it’s also a chance to make a significant impact on your employees’ lives. Start prioritizing the health and wellness of your workers by giving them the time off they need to do their best work for your organization.
How do you think organizations can streamline the process of employee PTO management? Share your thoughts with us on TwitterOpens a new window , LinkedInOpens a new window , or FacebookOpens a new window .