Article: Taking a summer vacation increases engagement and motivation: O.C. Tanner

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Taking a summer vacation increases engagement and motivation: O.C. Tanner

In a recent study, O.C. Tanner found that employees who routinely take vacations which are at least a week-long are likely to be better engaged and motivated.
Taking a summer vacation increases engagement and motivation: O.C. Tanner

The combination of the sun breathing fire down our necks and the summer vacations in schools nearing their end can mean only one thing for the HR department: a rise in the number of requests for granting extended leaves. Fearing a dip in productivity and derailment of delivery timelines, employees are, at times, denied the permission. However, if the results of a recent study by O.C. Tanner is anything to go by; organizations would be doing themselves a favor by allowing its employees to go for a long vacation. 

O.C. Tanner, the recognition and engagement company, conducts monthly studies as a part of the ongoing Talent Magnet’s research which is aimed at tracking the changes in the workplace culture. Conducted in April 2018, this particular culture tracker surveyed 1,063 US-based respondents and collected responses which gauged levels of motivation and engagement. The respondents were also asked if they frequently took vacations or not, and how important it was for them.

Here is what the study found:

  • 66% of the respondents said that they regularly take a vacation that is ‘at least one week or longer’ during the summer season, and 67% stated that taking the said vacation is ‘somewhat or extremely important’ to them.

  • 70% of those who took a week-long summer vacation said that they are highly motivated to contribute to the success of the organization, as opposed to just 55% of those who do not regularly take a long summer holiday.

  • 63% of the respondents who regularly take a week-long off during the summer season felt a sense of belonging at the company, as compared to 43% of those who don’t.

  • 65% of the participants who routinely took a long summer vacation indicated a strong desire to work for their current organization one year from now, whereas only 51% of those who don’t take a long summer vacation felt the same.

  • 67% of the respondents who take a long summer vacation frequently said that their organization’s purpose motivates them to do their best work, as opposed to 51% of the respondents who do not take summer vacations regularly.

  • 65% of regular summer vacationers admitted that their company has a reputation for being a good employer, compared to just 46% of the respondents who do not take regular summer vacations. 

The results of the study suggest that employees who take long vacations frequently are better off than those who don’t. Not only are they more engaged, but also view their employer in a much more positive light than those who do not take regular vacations. The findings reiterate the fact that working for long durations without a break hampers productivity, efficiency, and perception by taking a toll on the mind and the body. 

The report says that in the short-term organizations may have to handle stress due to a part of its workforce taking some time off, but in the long run, the vacation will positively impact workplace culture, engagement, retention, efficiency, and bottom-line results. “... Organizations should recognize the opportunity to improve employee engagement and motivation by doing what they can to accommodate employees who take week-long vacations over the summer. Not only is it rewarding for the vacation-goer, but it also proves beneficial to the organization as well”, the study concludes. Hence, if your HR Department is flooded with requests for extended leaves, try to oblige as many of them as possible. 

 

Source:

O.C. Tanner Survey

Topics: Employee Relations

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