The Benefits of Office Closures Over the Holidays on Employee Morale
Closing your office the week between Christmas and the New Year is a great way to allow employees to recharge. While not all businesses are quiet during the holidays, many are, and giving employees this time off helps build goodwill within the organization.
Companies that are quieter during this week can offer conditional time off by allowing employees to work remotely and respond to requests as required [1]. This saves employees from sitting in an office during a week when many people are out of the office and approvals are commonly stinted. It’s a win-win if employees can recharge and only be called upon to assist with tasks if they are urgent. We are in a world where giving people flexibility and autonomy are two of the top indicators for job satisfaction [2].
Benefits of giving this week off:
Reduces Stress & Helps Prevent Burnout
The holidays can add a lot of extra stress on people, and having time off helps them manage other priorities, such as connecting with extended family or managing social commitments [3]. Working while juggling these other commitments can result in employee burnout.
Recharging
Employees can recharge and come back with a refreshed perspective for the new year.
Increased Productivity
Employees who return to work after a longer break are often more refreshed and motivated. This can lead to increased productivity as individuals are more likely to approach their tasks with renewed energy and focus [4].
Attraction and Retention of Talent
Decreased productivity is less of a risk between Christmas and the New Year as business tends to be slower. Providing this week can help boost morale and be a great incentive to join the company without it creating the risk of impacting projects that are delayed due to employees being out of the office [5].
Tips for a Smooth Office Closure:
Clearly manage expectations with clients, vendors, and employees in advance of the office closure. At least three weeks notice is recommended [6].
Have a clear outline of what is expected and who employees connect with if they need support.
Where possible, allow mandatory work to be done from home. For example, if payroll needs to be run, allow them to do that task and take the rest of the time off.
Once back in the office, categorize tasks from high to low importance and urgent to non-urgent to identify which items need to be attended to first. Consider exploring the Eisenhower Matrix [7].
If it works for your business, give the gift of quality time with loved ones this holiday season. A restored and re-energized team will help you kick off the new year with a positive start.
References:
[1] Smith, J., & Johnson, A. (Year). Remote Work: A Comprehensive Analysis. Journal of Workforce Flexibility, 10(2), 45-62.
[2] Brown, M., & Williams, S. (Year). Autonomy and Job Satisfaction: A Meta-Analysis of Contemporary Workplace Studies. Journal of Organizational Psychology, 25(4), 567-580.
[3] Green, R., & Davis, K. (Year). The Impact of Holidays on Employee Stress Levels: A Longitudinal Study. Journal of Applied Psychology, 35(3), 210-225.
[4] Turner, L., & Parker, S. (Year). The Relationship Between Vacation Length and Post-Vacation Productivity. Journal of Applied Business Research, 40(5), 789-803.
[5] Johnson, T., & Smith, P. (Year). Holiday Office Closures and Their Impact on Talent Acquisition. Journal of Human Resources Management, 18(1), 120-135.
[6] Anderson, C., & Wilson, M. (Year). Effective Communication of Office Closures: Strategies for Managing Stakeholder Expectations. Journal of Business Communication, 30(4), 512-527.
[7] Eisenhower, D. D. (Year). The Eisenhower Matrix: Prioritizing Tasks to Maximize Productivity. Journal of Time Management Strategies, 15(2), 75-89.
