By Raúl Gorrín.- In previous delivery we referred to unlimited vacations and their advantages as a motivation policy that, according to those who are supporters, increases the productivity of workers and their profitability. Those who support it, believe that it works at any time that the company promotes a culture of trust. Those who refute it, estimate that although it looks very attractive, this is a practice that can be full of difficulties and prompts unscrupulous employees to take advantage of the situation.
On the other hand, they argue that there are workers who, fearing that they seem vaguely, end up enjoying less holidays than they are entitled to. There are several technological companies that join the initiative; however his supporters remain a minority. It should be noted that the implementation of the unlimited vacation policy, requires the establishment of rules, so don’t think that everything is freedom, celebration and melody. Starting with the name, it is not that free time is "unlimited".
When allowing the days off is required in parallel that the beneficiary worker meets the deadlines for delivery of projects and don’t hurt their co-workers, in short, the warning is that no shipments are allowed to other workers. When a worker leaves free days, this has to be planned to cover his absence, especially in customer service positions. Faults should be notified in advance, nor can you go all you want at the same time, a plan, a schedule, is required.
In the same way, unlimited vacation advocates assure that workers don’t take advantage of the measure and the results are satisfactory. For the workers used to the old practices this policy doesn’t fix. They fear of being confused as lazy if they take the days they want. In general, that far from benefiting them, these employees feel overwhelmed. Employees don’t know how much free time is a lot. It is difficult for them to establish the right time for vacation. The truth is that this policy of motivation is still very uncertain and is more the doubts generated than the tranquility that it provokes. Perhaps, we still have a long way to go in order to openly introduce measures of this nature.
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On the other hand, they argue that there are workers who, fearing that they seem vaguely, end up enjoying less holidays than they are entitled to. There are several technological companies that join the initiative; however his supporters remain a minority. It should be noted that the implementation of the unlimited vacation policy, requires the establishment of rules, so don’t think that everything is freedom, celebration and melody. Starting with the name, it is not that free time is "unlimited".
When allowing the days off is required in parallel that the beneficiary worker meets the deadlines for delivery of projects and don’t hurt their co-workers, in short, the warning is that no shipments are allowed to other workers. When a worker leaves free days, this has to be planned to cover his absence, especially in customer service positions. Faults should be notified in advance, nor can you go all you want at the same time, a plan, a schedule, is required.
In the same way, unlimited vacation advocates assure that workers don’t take advantage of the measure and the results are satisfactory. For the workers used to the old practices this policy doesn’t fix. They fear of being confused as lazy if they take the days they want. In general, that far from benefiting them, these employees feel overwhelmed. Employees don’t know how much free time is a lot. It is difficult for them to establish the right time for vacation. The truth is that this policy of motivation is still very uncertain and is more the doubts generated than the tranquility that it provokes. Perhaps, we still have a long way to go in order to openly introduce measures of this nature.
Visit:
www.raulgorrin.org
El emprendimiento humanista
Los nuevos emprendedores
Referencia empresarial
Conciencia social
Productivity and Efficiency
The Entrepreneur-humanist
Follw me:
Google+