5 Reasons Why We Switched To Unlimited Vacation

2018-02-20 · NACSHR · 阅读约 5 分钟

要点速读 · KEY TAKEAWAYS

数字营销公司 Markitors 创始人兼 CEO Brett Farmiloe 介绍公司从传统休假政策改为无限休假，并额外支付员工500美元鼓励休假。
文章援引 SHRM 2015年研究称，提供无限休假政策的雇主不到1%，作者公司因此成为少数派。
作者认为无限休假契合以信任为核心的企业文化，也回应了员工对旧政策的不满，旧政策原本照搬自同行朋友的公司。
无限休假有助于吸引候选人、提高录用接受率，也促使作者面试时更严格判断“能否信任此人”。
公司仅12名员工，改制后省去作者每月约一小时的假期余额核算，但仍追踪休假天数以确保员工休够最低天数。

AI 根据原文整理，以发布日期为准（2018-02-20）

本文目录（4 节）

Improve Employee Retention Strengthen Recruiting Efforts Resource Allocation Values Based Benefits

WRITTEN BY

Brett.Farmiloe

Brett Farmiloe is the Founder and CEO – and currently CHRO - of a digital marketing company that ranks really well on Google. Search “digital marketing company,” and you’ll see Markitors. Brett has also been a keynote speaker at several state SHRM conferences around the topic of employee engagement.

According to 2015 research from SHRM, less than one percent of employers offer an Unlimited Vacation policy. So, I guess our company is now in the minority.

We recently transitioned from a traditional vacation policy to an Unlimited Vacation policy that pays employees $500 to take vacation.

Why make the switch? Here’s five solid reasons.

Unlimited Vacation Aligns With Our Culture

Trust is at the core of our company. Clients trust us to get them marketing results, and as an employer, we give employees enough freedom to get those results in the way they best see fit.

If we can’t trust you with unlimited vacation, then we can’t trust you to do your job. Extending an Unlimited Vacation benefit to employees was an extension of the message, “Hey, we trust you.”

Improve Employee Retention

One day an employee came to me and told me, “Brett, our vacation policy sucks.”

Our old vacation policy was copied and pasted from another friend’s company in the industry. Clearly, our culture and employees were rejecting this policy as a foreign object. Something needed to change.

Introducing Unlimited Vacation reinforces the feeling of freedom within a workplace. That helps in the short and long-term with retention.

At the very least, we’ll now have a “pre” and “post” employee retention rate to evaluate after implementing Unlimited Vacation.

Strengthen Recruiting Efforts

There’s two ways Unlimited Vacation helps with recruiting. First, the benefit helps attract candidates and improve the acceptance rate for employment offers.

You can see a candidate’s eyes light up when you tell them that we offer Unlimited Vacation – and that we pay you $500 to take vacation. It’s a benefit that helps differentiate us from other employers and communicates what type of environment our company enjoys – one of trust and freedom.

On the flip side, offering Unlimited Vacation is a real gut check when interviewing candidates. My interviewing mindset has now shifted to, “Can I trust this person with Unlimited Vacation?” That question has introduced a whole new level of selectiveness within our hiring process.

Resource Allocation

As CEO of a company with 12 employees, I found myself spending an hour per month tallying up vacation requests, vacation time taken, and calculating the accuracy of accrued vacation balances. I rather spend that time helping grow our company.

We still track vacation days taken to ensure that the minimum amount of time is taken by each employee. But, lifting the burden of carrying over accrued vacation balances helps me sleep a little better each night.