5 ways to make sure you and your team get the most from their holidays

At this time of year many of your team members will be preparing to head off for their Summer breaks.  As a manager we'd encourage you to ask yourself whether you are embracing this opportunity to inspire and lead your teams, or whether you see holidays as a frustrating loss of employees.

Here are our top 5 tips for using holidays to pour more motivation and passion into your team members.

1. Holidays are not optional

Whether your team members get 10 days or 40 days holiday they need to be taken.  The "holidays are for wimps" corporate culture of the 90's is over.  Being at work is not the same as doing great work.  Your team members need time to recuperate and as their manager they look to you for permission to take and enjoy holidays.  Does your persona encourage them, or do they ask you with nervousness, "I wonder if, perhaps, maybe, I could take 3 days?"

At the start of each year make it clear that you want everyone to take their allocation and that you want to get them booked in early to ensure minimal cross-overs.

2. Make a fuss

Take interest in where your team are going.

Once holidays are booked show a genuine interest in your team members' plans.  Where are they going, who with, what are they most looking forward to, what type of food do they plan to eat.  These are exactly the questions you'd ask a close friend going on holiday and show that you're interested, and that you fully support the holiday.

Why not have a holiday calendar up on the wall?  Instead of just getting your team to block out the dates they are away get them to add in pictures relevant to the holiday - some skis or a snow board, a deserted island, or a remote train journey.

Make sure you keep a close eye on the calendar and highlight upcoming holidays in team meetings, "James is off skiing next week so let's hope he has a great time.  Where are you off to James?"  As they prepare to depart engage your Social Leadership and post good wishes to their Facebook or LinkedIn page.

3. $100 holiday clothing incentive

You probably run team incentives over the year for your team, so why not run one for holiday clothes.  Most people tend to rush out and get clothes for themselves or their family whatever type of holiday they are going on.  In the run up to the Summer or Winter holiday period set up some specific team or individual goals that anyone in your team could win (not just a top performer).

• Most support given to another team member
• Best idea for the team
• Best contribution to a team meeting

$100 (or more depending on your budget) always helps and ties a positive connection between work and holiday.

4. Welcome gift on arrival

Imagine a glass of champagne on arrival

Have you ever turned up at a hotel only to be greeted by a free upgrade or a complementary bottle of wine?  Amazing isn't it?  If one of your team members is doing really well, or needs a little boost, why not contact the hotel they are staying at and arrange something for their arrival.  You might know that they are really looking forward to learning to sail so you get them a free lesson, or a meal in the top restaurant - or just a box of chocolates with a note that says "enjoy your holiday - you deserve it!"

The fact that you have listened to what their plans were and that you have taken the time to contact the hotel will mean so much and give them a great start to their holiday.

5. Welcome home

The journey home from a holiday is always less exciting than the journey there!  You cherish memories of a great time and start to think about getting stuck back into work.  It can seem that there is a sharp conflict between the life you want to lead and the life you are leading.  Why not send your team member a postcard to their home address whilst they are away for them to receive when they walk in the door.

It might be something as simple as "I hope you had a great time, you deserved it!" or, why not go all out and give your team member a later start on their first day back.  The four hours you lose will be more than made up in thanks and enthusiasm.

Holidays are what we live for!

The holidays that your team member's take are probably the most important and memorable weeks of their year (just in the way yours are)!  As a manager you can choose to embrace them and to be subconsciously associated with them, or you can choose to be a holiday's nemesis - holiday-good, work-bad.

What is your attitude to your team member's taking holidays.  What strategies have you employed to ensure you and your team get the most out of them?  We'd love to hear your ideas!