Vicki Anderson

I guess summer has officially started now that Memorial Day is done. This means that we need to schedule work around summer vacations and often work shorthanded while people are off. This can be frustrating for all involved. It’s so frustrating, in fact, I know many people who end up foregoing their vacations entirely. In today’s search for work-life balance, it certainly seems out of place for some work environments to set goals so high that people don’t believe they can take vacations. While I definitely believe in being responsible about covering your workload when you are gone, it is also important for your supervisor to make it possible to leave.

I used to have a supervisor who would pile on the work just before I went on vacation, almost as a punishment for leaving. I would be working down to overtime to get as much done as I could before leaving with a heavy heart that I could not get it all done. Then I would feel guilty for days until I finally relaxed. What kind of leadership is that?

Although it can be difficult to cover for someone who is gone, studies have shown that restful vacations actually improve productivity when the employee returns to work. Employees who are so stressed because they hardly ever take off find it more difficult to be creative and flexible. I think the good leader is one who talks with their employees to find out what is going on, what might need covering, and who could help if necessary. This way, both are prepared for the vacation incidents that could occur and the employee taking the vacation can leave in clear conscience to enjoy the time away. And the real pay-off? How much is high morale worth?