Jetting Off for Vacation

Heading on Vacation

Before the much-anticipated best time of the year kicks off, it's not just the suitcase that requires packing; there's also plenty to organize at work. To prevent any clashes in vacation entitlements, we suggest utilizing scheduling tools. Additionally, we delve into the age-old question: "Holiday pay - yes or no?" and explore the enigmatic motivation gap that can follow a vacation.

Optimal Organization with Top Tools

Who hasn't encountered it? The colossal vacation calendar stretching across entire walls. Each team member assigned their own color, sparking the battle for bridging days, school vacation weeks, and substitutions. What initially appears clear becomes chaotic with a bit of rearranging and swapping. To circumvent this, there are vacation management tools and apps. Employees can digitally submit their leave requests, and managers need only confirm with a click.

One standout is This tool shines with its myriad design options, excellent value for money, and straightforward application and approval processes. The reminder for outstanding applications is a particularly appreciated feature. is ideal for small to medium-sized companies, although it lacks the option to integrate additional functions. For companies with high planning requirements, exploring alternative tools might be prudent.

Enter Factorial. This software impresses with real-time functionality, bonus and budget management, and more, making it a comprehensive package. Factorial is particularly well-suited for companies aiming to organize beyond just vacation entitlements.

However, there are still a plethora of other tools: Whether it's Personio, timetac, or others, there is a suitable organizational aid for (almost) every need. Thus, the traditional calendar has truly become obsolete.

Holiday Bonus - Yes or No?

However, besides the distribution of holidays, there is another (potential) point of contention: the holiday bonus. Should it be paid or not?

Firstly, it should be noted that there is no legal entitlement to a holiday bonus. However, there may be other reasons that create an obligation to make payment. An example of this is collective bargaining agreements.

One should be cautious with promises of holiday pay in the employment contract, as this can easily create a constant expectation for the employee.

For those who wish to avoid this, it is advisable to make a voluntary commitment each year. This way, a decision can always be made based on whether the current financial situation allows for a holiday bonus payment or not. This commitment can be communicated to all employees through a letter, emphasizing the voluntary nature of the benefit.

Our opinion: If the company can afford it, a holiday bonus should be paid, as it undeniably has a positive impact on employee retention. However, a few things should be considered: If you choose to pay a holiday bonus, it should benefit all team members. The amount can be based on individual salaries. However, favoring only a few employees can foster envy and resentment within the team. Furthermore, the payment should be announced before the start of the holiday season. This way, employees can consider their bonus when planning their vacations.

Despite the positive effects, it is essential to keep in mind: If the financial situation of the company does not allow it, the last reserves should not be depleted to pay a holiday bonus. In such a case, it is better to openly address the current situation and communicate it to the employees.

The Motivational Slump After Vacation

Unfortunately, the best time of the year always passes by too quickly. And right after that, a real specter awaits: No, it's not the first day back in the office. It's the motivational slump that many employees experience after vacation, also known as the Post-Holiday Syndrome. This term describes a performance and mood low that many employees go through after their holidays. Fortunately, it is a short-term phenomenon. It occurs when the body is still in vacation mode, but unfortunately, we are already back in work mode, triggering stress. To avoid this, one should strive for a gentle return to work. On the first day without appointments, you can handle emails and create a plan for the first week. A small tip: To prevent everything from rushing in on the first day, feel free to keep the automatic email response running for another day or two.

Ideally, plan one or two days for acclimatization at home instead of going directly from the beach to the office.

This way, you can guarantee avoiding the motivational slump.

We wish you a relaxing vacation and a motivated return!

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