Implementing successful work-life balance policies at large companies holds many benefits but can be an employee’s tricky endeavor. Business owners can boost morale by providing them with time to tend to personal matters but risk some staff abusing the privilege.
Workers greatly appreciate knowing that their company values their time spent with family and friends, taking time to recharge the batteries, and having the ability to leave the office when an emergency arises.
Examples include leaving early for a friend’s birthday lunch or attending your kid’s Little League game. Workers with flexible PTO are very likely to be productive and enthusiastic about the company. This can foster good relations between managers and supervisors and their direct supports that result in heightened efficiency and productivity.
Business owners must also realize that a successful open leave plan needs buy-in from management and staff.
If some managers do not embrace the concept, some departments could feel unfairly maligned, which can result in resentment. Be sure to monitor that the policy, which applies throughout the company, is followed by all departments.
Some companies in recent years have embraced combining vacation, sick and personal time, or eliminating limits altogether. Traditionally, businesses divide PTO into categories including vacation days, personal days and sick time.
An all-inclusive PTO helps employees best schedule their time. Some may want to use more sick days than vacation days due to a personal or family illness. Others might prioritize extra vacation days for extra time at the beach or on the ski slopes.
Some firms go even further by setting up an unlimited PTO schedule, where employees can take off as many days as they want for purposes set by the company. This allows staff who may take a couple of weeks off to have time to attend a friend’s wedding on the opposite side of the country or tend to a sick parent without feeling the stress and anxiety of returning to work quickly.
Be mindful of staff that look to take advantage of unlimited PTO policies. For instance, an employee who takes two months of PTO days in their first year at your company may raise a red flag. On the opposite side of the spectrum, other employees may take less time out of the office under unlimited PTO than otherwise.
Employers should make it clear to employees that straying from the intent of a PTO can result in losing the privilege. In this situation, consider having a lawyer fully review your policy to prevent potential discrimination lawsuits.
Setting a PTO policy may not be a means to an end. Making certain that managers adhere to protocol is key. This includes ensuring that rules are followed and in no way insinuating to employees that they are poor workers compared to colleagues who work non-stop and eschew unbounded PTO.
The pros of offering an autonomous leave policy will likely surpass the cons in good number. Unlimited paid timed off is meant to function as a way to inspire heightened teamwork and output. Consider altering your PTO policy to make for happy employees who produce profit-boosting results.
