Recommend that your employees set clear expectations about who in the team will make manage their projects while they’re away, so they don’t need to be contacted (unless there are specific reasons to do so). Helping your employees to ensure their time off really is time off, shows you’re considering their wellbeing and they’re more likely to come back to work feeling refreshed.
Discourage your staff from working while on holidays, such as taking conference calls, so they can switch off as much as possible. Unless there is a specific reason for them to be contacted on holiday, make it clear you expect your staff to refrain from checking or responding to emails. Worrying about inboxes and taking calls from colleagues can prevent employees from taking a proper break, which can contribute to burnout in the long-term.
And when your staff return to work, encourage them to use the first day back to get their heads back into ‘work mode’ and get on top of their inboxes before scheduling meetings.
Lead by example by staying off email and not phoning the office while you are on holiday as much as possible. A US survey suggested that just 14 percent of managers fully unplugged from emails while on holiday, and only 7 percent of bosses at the most senior levels. As a manager you have a huge influence on your employees’ time, so the onus is on you to be a role model and demonstrate the value of fully switching off from work when taking leave.
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