More vacations if objectives are met, the double-edged sword to encourage productivity
Posted: Sun Dec 15, 2024 8:05 am
At a time of year when many employees are already planning and choosing dates for summer vacations, we are considering the possibility of including unlimited vacations in the company if objectives are met .
What holidays are mandatory? Collective agreements and the Workers' Statute establish a minimum holiday period , but companies can offer more
Flexible working is often a more suitable alternative to unlimited holidays
With the entry into force of the new time control regulations on May 12, it seems that everything related to working hours is very fashionable.
Goal-based vacations are one of those new "trends": a measure that, far from being utopian, is already implemented in some of the large multinationals. Some companies such armenia email list 105644 contact leads as Netflix, LinkedIn, General Electric or Virgin in the United States and also in the United Kingdom have put this strategy into practice to reward their employees.
Many companies seek to implement a culture of high performance . This means that employees are always giving 100% of their productivity. To motivate them to reach this level and maintain this pace, one of the incentives offered is unlimited vacations.
Labour legislation in Spain and holidays
The truth is that in the case of the United States, vacations are a right that is earned over time and permanence in the company, contrary to what happens in Spain, which is much more regulated by the Workers' Statute at a minimum of 30 calendar days .
Companies may offer unlimited vacations for meeting objectives, but it is not uncommon for obstacles to arise, such as very high deadlines or a commitment to quality of work that is forcing employees to not be able to stop working. Thus, not everyone can access such unlimited vacations .
Furthermore, having a regulated period of mandatory holidays that cannot be replaced by financial compensation means that, for many, enjoying more days is not such an attractive incentive. Maintaining the intensity of work to take an extra week of vacation may not be what employees want most.
The ultimate goal is not only to reward the most productive workers, but to ensure that this break helps them return rested, more creative and eager to achieve those goals that allow them to take another week of vacation. In short, it is about “recharging the batteries,” something that many in our country do using the long weekends.
Meet objectives, but without working overtime
It's not about lengthening working hours or meeting objectives by putting in hours, but rather about changing the company culture, from charging for the time we spend there to actually charging for the work we deliver. Although this clashes with the culture of presenteeism in many organizations, a measure of this type can be implemented in organizations with clear metrics and objectives .
At the same time, the implementation of time control and the obligation to record the working day can clash with this type of work culture , where on a day when we are especially inspired we can extend the day for several hours until we finish the task we are engrossed in, but on another day when things do not go well, we choose to stop and go home at midday.
Furthermore, meeting demanding goals can cause stress, simply because of the vicious cycle of entering into the vicious circle of “if I go on vacation, I won’t meet the goals for the next quarter, the next month, etc.” Or it is simply frowned upon in a very competitive work culture, where colleagues may look at us with suspicion if we take more vacation days.
Flexible working hours policies, the alternative to unlimited vacations
Unlimited vacations are a sweet treat that not everyone likes. That is why many companies are looking for an incentive policy that really seduces their employees in order to improve productivity. Flexible hours are one of the key aspects to keep workers motivated .
There are several measures that can be promoted in this regard in companies:
Flexibility in entry and exit times , allowing the adaptation of schedules to the personal life of each employee. Stress factors are eliminated and it is made easier, for example, for employees to come in earlier to avoid traffic jams or later if they have to drop off children at school or want to go to the gym first thing in the morning.
What holidays are mandatory? Collective agreements and the Workers' Statute establish a minimum holiday period , but companies can offer more
Flexible working is often a more suitable alternative to unlimited holidays
With the entry into force of the new time control regulations on May 12, it seems that everything related to working hours is very fashionable.
Goal-based vacations are one of those new "trends": a measure that, far from being utopian, is already implemented in some of the large multinationals. Some companies such armenia email list 105644 contact leads as Netflix, LinkedIn, General Electric or Virgin in the United States and also in the United Kingdom have put this strategy into practice to reward their employees.
Many companies seek to implement a culture of high performance . This means that employees are always giving 100% of their productivity. To motivate them to reach this level and maintain this pace, one of the incentives offered is unlimited vacations.
Labour legislation in Spain and holidays
The truth is that in the case of the United States, vacations are a right that is earned over time and permanence in the company, contrary to what happens in Spain, which is much more regulated by the Workers' Statute at a minimum of 30 calendar days .
Companies may offer unlimited vacations for meeting objectives, but it is not uncommon for obstacles to arise, such as very high deadlines or a commitment to quality of work that is forcing employees to not be able to stop working. Thus, not everyone can access such unlimited vacations .
Furthermore, having a regulated period of mandatory holidays that cannot be replaced by financial compensation means that, for many, enjoying more days is not such an attractive incentive. Maintaining the intensity of work to take an extra week of vacation may not be what employees want most.
The ultimate goal is not only to reward the most productive workers, but to ensure that this break helps them return rested, more creative and eager to achieve those goals that allow them to take another week of vacation. In short, it is about “recharging the batteries,” something that many in our country do using the long weekends.
Meet objectives, but without working overtime
It's not about lengthening working hours or meeting objectives by putting in hours, but rather about changing the company culture, from charging for the time we spend there to actually charging for the work we deliver. Although this clashes with the culture of presenteeism in many organizations, a measure of this type can be implemented in organizations with clear metrics and objectives .
At the same time, the implementation of time control and the obligation to record the working day can clash with this type of work culture , where on a day when we are especially inspired we can extend the day for several hours until we finish the task we are engrossed in, but on another day when things do not go well, we choose to stop and go home at midday.
Furthermore, meeting demanding goals can cause stress, simply because of the vicious cycle of entering into the vicious circle of “if I go on vacation, I won’t meet the goals for the next quarter, the next month, etc.” Or it is simply frowned upon in a very competitive work culture, where colleagues may look at us with suspicion if we take more vacation days.
Flexible working hours policies, the alternative to unlimited vacations
Unlimited vacations are a sweet treat that not everyone likes. That is why many companies are looking for an incentive policy that really seduces their employees in order to improve productivity. Flexible hours are one of the key aspects to keep workers motivated .
There are several measures that can be promoted in this regard in companies:
Flexibility in entry and exit times , allowing the adaptation of schedules to the personal life of each employee. Stress factors are eliminated and it is made easier, for example, for employees to come in earlier to avoid traffic jams or later if they have to drop off children at school or want to go to the gym first thing in the morning.