Should You Motivate Employees With Earned Time Off?

Research studies over the years have shown that many workers respond positively to incentives. Since incentives can result in increased production and higher morale, employers and managers often search for the best ones that fit their specific industries and workplace environments. But should one of those incentives be time off from work?

The case for earned time off incentives

In “Earned time off incentives – are they effective?,” Tess C. Taylor, PHR for The HR Writer blog explores the effectiveness of the “earned time off” incentive. This type of incentive provides a preset amount of time off in minutes, hours or days to employees who achieve certain goals. The goals are created by the employer or manager based on their current business and production needs. You might provide earned time off to employees for any reason. Examples of achievements include:

• Sales goals – The employee reaches or exceeds a specific sales level by a specific time.
• Productivity goals – The employee reaches or exceeds a production goal by a specific time.
• Team goals – A team meets a goal well before deadline or produces exemplary results.
• Timed goals – The employee or team completes a project with high quality work well before deadline.
• Relationship goals – An employee or team shows that they work well with others and put their co-workers, teammates and/or clients first.

Taylor provides logical reasons why all business leaders should consider this type of incentive. She reviews documented research conducted by human resource experts about this topic. She also explains why some business leaders fail to use the “earned time off” incentive effectively. Lastly, Taylor provides you with three easy steps for determining if the “earned time off” incentive might benefit you and your employees.
To learn more about this incentive and steps for comparing it to other similar options, read the full article “Earned time off incentives – are they effective?”.