No limit on days off? Wrong step for your organization

Shoham Levy

The struggle to keep the best employees in your organization as the era of the big resignation has just begun. During the Covid-19 crisis, there were massive layoffs alongside an ongoing health crisis, which led to a shortage of talented employees when the governments supported the economies. It is not a myth that employees are being sorted, but a matter of strategic survival for tech companies. 

Dealing with the situation became a major management issue, which was unknown almost two years ago. However, companies make mistakes when it comes to employee retention. Instead of sticking to their own values, vision and other motives that brought their brand to life, they follow primarily others. The most important aspect of an organization is its strategy, and the most important strategic issue today is employee retention.

It does not mean those who divorce their strategy won’t prosper, but they won’t reach their potential. During the bad scenario, they will face massive resignations and major hiring obstacles. Divorcing your strategy will result in bad decisions. Tech companies sometimes think that money benefits are the only thing that matters to their employees. Money matters, and you should pay employees a salary that matches the market. PR campaigns promoting new benefits are easy to implement, but are not effective in retaining employees. Amdocs’ move represents this false concept of communicating benefits instead of values.

Amdocs’ last employer branding move?

Israeli newspapers reported that Amdocs management decided to let employees take as many days off as they wanted. According to their employer branding strategy, giving unlimited vacation days will help retain employees. I doubt it. It is an example of the loosening of strategy discussed in previous episodes.

Imagine you are the richest man in the world. Do you want your kids to spend as much money as they can if you have unlimited funds? I am sure not. The message is bad in terms of every organization or family. Reversing a decision like that implies that company management believes the future is bleak. It is a bad idea to reverse unlimited days of strategy.

Employees in your company aren’t limited in any way? Would you like your company to be built on these values? 

I Guess the answer is probably no. 

No limits, according to me, mostly applies to employees’ personal development and achievement. When we talk about your product value for helping others or doing good for the society, we have no limits.

We can put this aside for now. When it comes to employer branding, one of my practices is to simply participate in social media discussions. It is demanding, but if I don’t, I can’t make good decisions. 

I usually read the “Tsarot Bahitech” Discussions. The last discussion in this Facebook group showed that companies who give such a gift suffer from bad reputations with candidates.

i am backed also with the article of Ben Gateley, CEO and Co-founder of Charlie HR. “After three years, we are killing Charlie‘s unlimited holiday policy for good. We’ve decided that offering teams an unlimited holiday allowance just doesn’t work – but probably not for the reasons you think”, according to Ben Garterly’s article. He wrote in his own article that unlimited means that there are so many possibilities…there is so much choice that you can never decide.

This move will hurt employees

Employees take fewer and fewer days off when vacation time is unlimited, data shows.This also is supported by the Facebook discussion. But why? As an employee, you consider how you will use limited vacation days. You don’t think I have anything to lose if you don’t

This raises the question, did the golem also rebel against its creator? Does employer branding come before employees? That’s crazy. Employer branding should empower the best employees and make them feel proud of their workplace.

How do I make good decisions about employer branding? 

No one was born as a founder, manager, or board member. Our employees were in the same position about a decade ago, or even a few years ago. As a consultant, how do I make good employer branding decisions? In my mind, I try to put myself in the position of the employee. When I do it, I can almost be sure that I won’t make a very bad decision. 

It was written by the founder of Creativity Value PR, a company that specializes in employer branding consulting for technology companies