Americans need more rest and vacation.
The average full-time employee works 47 hours per week, andAmericans work 7.8% more hours每年比1970年代。52％的人不使用他们每年的假期分配。结果，美国工人是在压力的高度下。
我喜欢我所做的事情，并认为辛勤工作对成功至关重要，但是我们所有人都需要时间来充电。我有意识地将时间投入到生活的其他重要部分：家庭，健康，旅行。因此，我认为公司应归功于他们的员工以鼓励休假时间。显然，这使员工受益，但也加强了公司。
At Acceleration Partners, we take this concept to the next level:我们向员工提供750美元的奖金，以便在假期期间离线。We don’t want vacationing employees to glance at email or even send a Slack message. Here’s why we do it, and why it works.
充电是高性能的一部分
人们不花整个假期的事实在许多方面是不合逻辑的。即使是最敬业的工人，也很喜欢休息时间，公司将带薪休假时间纳入福利套餐。世界上最伟大的运动员了解间隔训练的价值，并使休息成为训练过程的一部分。但是许多员工没有意识到假期与绩效之间的明确联系。
哈佛商业评论发现接受的员工more than 11 vacation days per yearhad a 30% higher chance of earning a raise or promotion. High performers take more vacation time. They can get their work done in less time, and they know that taking time to recharge is vital to being an A player.
度假时间还使员工对工作更加敬业和满意。经理认识到这一点。人力资源经理协会（SHRM）的一项调查发现81％的经理注意那个假期减轻了倦怠。
Burnout is damaging for businesses because it can be contagious. Many people value an environment where others are engaged and enthusiastic, and dissatisfaction can spread throughout your organization. Part of why we pay employees to unplug during vacation is because vacationing employees are more productive, and contribute to a positive culture. Just because you are at your desk doesn’t mean you are performing at a high level.
揭示了令人惊讶的原因工人害怕去度假
许多员工避免休假，因为他们担心让同事陷入困境。人们担心他们的团队不会在没有他们的情况下感到不知所措，要么关键的项目会偏离轨道。
While I’ve worked with many talented people, Acceleration Partners has never had an employee we couldn’t function without for a week or two. People sometimes think they are irreplaceable for even a short time, but often they are underestimating the capacity of the people around them, or simply feeling guilty about making time for themselves.
实际上，拒绝休假的人并没有拯救同事，他们通常只是避免委派。委派是一项艰巨的学习技能，但对于领导团队的人来说尤其重要。通过鼓励您的团队在假期期间委派重要的工作，您可以建立一种信任和高期望的文化。在最佳情况下，您可能会发现您以前没有注意到的同事中未开发的容量。
一个很好的例子来自The Daily Show。乔恩·斯图尔特（Jon Stewart）对那个表明他的名字在标题中非常重要，但是2013年，他休假12周指导故事片。斯图尔特没有暂停演出，而是向约翰·奥利弗（John Oliver）委派了主持职责。没有托管经验的奥利弗（Oliver）表现出色，以至于他赢得了自己的表演，HBO的表演Last Week Tonight。
员工应该认为自己的工作对公司很重要，但他们应该将委派视为重要技能。团队应该足够强大，可以在改变角色和责任方面表现出色，并鼓励您的团队休假可以为他人加紧努力打开窗口。
确保员工不在时不用担心工作
The benefits to employee vacations are clear, but许多工人仍然感到怀疑。许多员工认为他们的公司不希望他们休假，担心他们的奉献精神是否会受到质疑，并相信他们在离开时必须保持完全访问。
It’s clear that, for many employees, simply being offered paid vacation in a benefits package isn’t enough encouragement. The onus is on businesses, and business leaders, to create a culture where vacation is a part of the work cycle, and employees are empowered to take time off. Companies get the behavior they incentivize, and many businesses still reward hero hours.
We launched our policy early last year and offer $250-$750, because tying in a financial investment shows our team that we consider vacations a positive benefit for everybody involved. And while it does come with costs–60% of our 100 or so employees took advantage of the program last year–I believe it makes sense for us to spend that money. We want our employees to be happy and engaged, but we also believe vacation time improves the health of the business.
如果人们害怕使用度假套餐有什么意义？企业有责任使员工感到舒适和安全地休假。这对您的团队的福祉有益，对您的公司健康有益，它教您的整个团队都在表现最佳的缺席中加紧努力。
更多的美国人需要休息一下，您可以帮助实现它。
罗伯特·格拉泽（Robert Glazer）是首席执行官兼创始人加速伙伴。