Based on a vacation deprivation survey conducted annually by Expedia.com, Americans receive fewer vacation days, an average of industrialized countries, 13 days to be exact. To make matters worse, about 25% of the allocated vacation days are not used.
The reasons cited for not taking holidays are not surprising:
Too busy at work
The spouse can not deviate from his work
Necessary to plan vacations in advance by my company
The employer pays me for unused vacation
Anxious to lose his job
Why any of these questions should refer to an employer? Let’s look at the employee’s performance to begin with.
The Occupational Safety and Health Administration (OSHA) frequently cites that a large majority of accidents in the workplace are caused by the malicious or tired worker.
If we consider that an injury every year in the workplace could be caused by a tired worker, resulting in wasted time and productivity, is it really worth it to encourage employees not to take unloaded?
How does an employer encourage employees not to use their vacation time?
Most people assume that the biggest motivator to take vacations would not be programs that pay employees for vacation or unused policies that allow employees to shoot on unused days. However, this is only part of the answer.
Many employers create policies that make it difficult for workers to take a brief permit, which can prevent them from taking a vacation at all.
The amount of notice required to plan a vacation is often not well defined by the company. Some companies require one month notice, others require two weeks. The entire company needs is always subject to approval. Most employees fear the “holiday adjustment” process.
One more common reason an employee does not use their vacation time is because the company has created a culture that is “frowned upon” during the holidays. For example, having a manager who does not mind taking a vacation, telling employees that the company is more important than “sitting idle.”