Shrm us travel-vacation-benefits-workplace-impact

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Shrm us travel-vacation-benefits-workplace-impact

  1. 1. SHRM Survey Findings: Vacation’s Impact on the Workplace In collaboration with and commissioned by November 12, 2013
  2. 2. Key Findings: Vacation benefits for full-time employees • What types of vacation benefits do organizations offer? Slightly more than one-half (55%) of organizations offer paid vacation plans, whereas the remaining 45% offer paid time off plans. • Among organizations with a paid vacation plan, how many vacation days do full-time employees receive annually? New employees with one year of service receive an average of 11 paid vacation days a year. For all full-time employees, most organizations (86%) are providing between 6-20 vacation days on average, with 40% providing 11-15 days. • Do organizations with a paid vacation plan allow employees to roll over vacation days from one year to the next? About three out of five organizations (62%) allow employees to roll over vacation days—54% allow limited rollover days and 8% allow unlimited rollover. Among organizations with a limited rollover policy, 56% allow 1-10 vacation days to be rolled over. More than one-third of organizations (38%) require employees to use all of their vacation days each year; otherwise, their vacation days will be lost. • Do employees use all of their available vacation days? Among organizations that do not allow vacation rollover, three-quarters (77%) indicate that most employees (81-100%) use all of their vacation days each year. Sixty-four percent of these organizations report an average of 0-2 unused vacation days and 31% report 3-5 unused days. Among organizations that allow rollover, 31% indicate that most employees (81-100%) use all of their vacation days each year. One-quarter of these organizations (26%) report an average of 0-2 unused vacation days, 39% report 3-5 unused days, and 34% report 6 or more unused days. SHRM/U.S. Travel Association: Vacation's Impact on the Workplace ©SHRM 2013 2
  3. 3. Key Findings: Importance of taking vacation • Do HR professionals think that it is important for employees to take their vacation? A large majority of HR professionals think that taking vacation is either extremely or very important for a variety of factors related to talent management, namely performance (94%), morale (92%), wellness (92%), a positive culture (90%), productivity (90%) and retention (88%). Fewer, although still a majority (70%), believe that taking vacation is extremely or very important for inspiring creativity. • Do HR professionals think that employees who take most or all of their vacation each year differ on certain measurable outcomes from those who take less vacation? About threequarters of HR professionals agree or strongly agree that employees who take most or all of their vacation are more likely to experience higher levels of job satisfaction (78%), be more productive (77%) and perform better (75%) compared with employees who take less vacation. • If employees who were taking less vacation started taking more vacation, do HR professionals believe it would change certain measurable outcomes? More than two-thirds of HR professionals agree or strongly agree that if these employees started taking more vacation, they would experience higher levels of job satisfaction (74%), be more productive (72%), perform better (69%) and be more engaged at work (67%). SHRM/U.S. Travel Association: Vacation's Impact on the Workplace ©SHRM 2013 3
  4. 4. What do these findings mean for the HR profession? • Know the numbers. HR professionals overwhelmingly agree that it is important for employees to take vacation because doing so positively affects employee satisfaction, productivity, wellness, etc. Therefore, it would be valuable to know how many vacation days employees are using and whether they are neglecting to take vacation. If employees are not taking vacation days, what is the reason? • Take a lead. HR professionals can help influence the organization’s culture regarding vacation. Does your organization’s vacation policy fit with your organization’s culture? Is the vacation policy being communicated and applied accurately and fairly across the organization? • Understand your employees. Many employers are doing more with less in the current economy. This could mean that your employees have greater workloads and are taking on more responsibility. Could your organization’s employees be feeling overwhelmed? Do managers and leaders encourage employees to take vacation? Do employees feel comfortable requesting vacation time? Is there a stigma associated with taking too much vacation time? SHRM/U.S. Travel Association: Vacation's Impact on the Workplace ©SHRM 2013 4
  5. 5. Vacation Benefits for Full-time Employees SHRM/U.S. Travel Association: Vacation's Impact on the Workplace ©SHRM 2013 5
  6. 6. Type of vacation benefits offered to full-time employees Paid time off (PTO) 45% Paid vacation 55% Because this study focuses on vacation benefits, the next slides reflect answers to questions asked only of respondents whose organizations offer a paid vacation plan. Note: n = 481. Organizations that do not offer vacation benefits were excluded from this analysis. SHRM/U.S. Travel Association: Vacation's Impact on the Workplace ©SHRM 2013 6
  7. 7. Paid vacation days offered to full-time employees New Employees: Number of vacation days for one year of service Vacation Days All Employees: Average number of vacation days accrued annually 1-5 vacation days 3% 6-10 vacation days Average 17% 11 11-15 vacation days Minimum 5 Maximum 30 n = 261 40% 16-20 vacation days 21-25 vacation days 26 or more vacation days 29% 6% 5% Note: n = 235. Respondents who answered “don’t know” were excluded from this analysis. Note: Only organizations with a paid vacation plan were asked these questions. Organizations that offer unlimited vacation were excluded from these analyses. SHRM/U.S. Travel Association: Vacation's Impact on the Workplace ©SHRM 2013 7
  8. 8. Vacation rollover policy for full-time employees Unlimited number of rollover days 8% Require all vacation days to be used each year (unused days are lost) 38% Limited to a certain number of rollover days 54% Among organizations with limited rollover days, 56% allow 1-10 vacation days to be rolled over from one year to the next. Note: n = 256. Only organizations with a paid vacation plan were asked this question. Organizations that offer unlimited vacation were excluded from this analysis. SHRM/U.S. Travel Association: Vacation's Impact on the Workplace ©SHRM 2013 8
  9. 9. Vacation rollover policy for full-time employees by organization sector Comparisons by organization sector • Publicly and privately owned for-profit organizations are more likely than nonprofit organizations to require all vacation days to be used each year. Comparisons by organization sector: No Rollover Publicly owned for-profit (55%) Privately owned for-profit (46%) • > Nonprofit (25%) Nonprofit and government organizations are more likely than publicly owned for-profits, and nonprofit organizations are more likely than privately owned for-profits, to allow a limited number of vacation days to be rolled over from one year to the next. Comparisons by organization sector: Limited Rollover Nonprofit (70%) Government (71%) Publicly owned for-profit (33%) Nonprofit (70%) • > > Privately owned for-profit (49%) Government organizations are more likely than privately owned for-profit and nonprofit organizations to allow an unlimited number of vacation days to be rolled over from one year to the next. Comparisons by organization sector: Unlimited Rollover Government (29%) Note: Only statistically significant differences are shown. > Privately owned for-profit (5%) Nonprofit (5%) SHRM/U.S. Travel Association: Vacation's Impact on the Workplace ©SHRM 2013 9
  10. 10. Number of vacation rollover days for full-time employees at organizations with a limited vacation rollover policy 1-5 rollover days 35% 6-10 rollover days 21% 11-15 rollover days 10% 16-20 rollover days 10% 21-25 rollover days 26-30 rollover days 31 or more rollover days 6% 7% 10% Note: n = 134. Only organizations with a paid vacation plan that allows a limited number of rollover days were asked this question. Percentages do not equal 100% due to rounding. SHRM/U.S. Travel Association: Vacation's Impact on the Workplace ©SHRM 2013 10
  11. 11. Percentage of full-time employees that fully utilize all of their accrued paid vacation days each year 53% 91-100% of employees Range of categories is 10% 24% 18% 81-90% of employees 15% 18% 71-80% of employees 61-70% of employees 41-60% of employees Range of categories is 20% 13% 21-40% of employees 20% or fewer employees Required to use all vacation days (n = 96) 4% 9% Can roll over limited number of days (n = 130) 2% 19% 2% 16% 0% 6% Note: Only organizations with a paid vacation plan were asked this question. Percentages may not equal 100% due to rounding. Organizations that offer unlimited vacation were excluded from this analysis. SHRM/U.S. Travel Association: Vacation's Impact on the Workplace ©SHRM 2013 11
  12. 12. Average number of unused vacation days for full-time employees 64% 0-2 unused days 26% 31% 3-5 unused days 6-8 unused days 9-11 unused days 12 or more unused days 39% 4% 19% Overall, 61% of organizations report that employees have an average of 3 or more unused vacation days each year. 0% 10% 1% Required to use all vacation days (n = 96) 5% Note: Only organizations with a paid vacation plan were asked this question. Percentages do not equal 100% due to rounding. Organizations that offer unlimited vacation were excluded from this analyses. SHRM/U.S. Travel Association: Vacation's Impact on the Workplace ©SHRM 2013 12
  13. 13. The Importance of Taking Vacation SHRM/U.S. Travel Association: Vacation's Impact on the Workplace ©SHRM 2013 13
  14. 14. HR professionals’ opinion about the importance of employees taking vacation for the following outcomes: Maintaining high employee morale 51% 41% 7% <1% Promoting employee wellness 51% 41% 6% 1% Achieving and maintaining a high level of performance 50% Employee retention 49% 39% Maintaining a positive organizational culture 47% 43% Improving productivity Inspiring creativity 44% 40% 31% Extremely important 10% Somewhat important 2% 10% 1% 50% 39% Very important 5% 0% 8% 25% 1% 5% Not important Note: n = 468-480. Respondents who answered “don’t know” were excluded from this analysis. Percentages may not equal 100% due to rounding. The “not important” category is a combination of “not very important” and “not important at all” response options. Questions are sorted in descending order by the “extremely important” response option. SHRM/U.S. Travel Association: Vacation's Impact on the Workplace ©SHRM 2013 14
  15. 15. HR professionals’ agreement/disagreement: ―Employees who take most or all of their vacation each year are more likely than employees who do not to...‖ Experience higher levels of job satisfaction 25% Be more productive in their job 21% Perform better 20% Experience greater employee engagement 21% Stay with the organization longer 53% 22% Take fewer sick days Be considered better team players 55% Strongly Agree 7% 1% 29% 40% 26% 41% Neutral 7% 1% 23% 38% Agree 5% 1% 17% 47% 30% 5% 1% 16% 56% 18% 13% 16% Disagree 9% 2% 13% 3% 13% 3% Strongly Disagree Note: n = 461-475. Respondents who answered “don’t know” were excluded from this analysis. Percentages may not equal 100% due to rounding. Questions are sorted in descending order by the sum of “strongly agree” and “agree” response options. SHRM/U.S. Travel Association: Vacation's Impact on the Workplace ©SHRM 2013 15
  16. 16. HR professionals’ agreement: ―Employees who take most or all of their vacation each year are more likely than employees who do not to...‖ Comparisons by rollover policy Comparisons by rollover policy: Agree that employees who take most or all of their vacation will stay with the organization longer Required to use all vacation days (70%) > Can roll over limited number of days (55%) Comparisons by rollover policy: Agree that employees who take most or all of their vacation will be more productive in their jobs Required to use all vacation days (85%) > Can roll over limited number of days (69%) Note: Only statistically significant differences are shown. The “agree” category for this analysis is a combination of “strongly agree” and “agree” response options. SHRM/U.S. Travel Association: Vacation's Impact on the Workplace ©SHRM 2013 16
  17. 17. HR professionals’ agreement: ―Employees who take most or all of their vacation each year are more likely than employees who do not to...‖ Comparisons by organization sector Comparisons by organization sector: Agree that employees who take most or all of their vacation are more likely to be more productive in their jobs Privately owned for-profit (79%) > Government (57%) Comparisons by organization sector: Agree that employees who take most or all of their vacation experience higher levels of job satisfaction Publicly owned for-profit (89%) > Nonprofit (71%) Government (63%) Note: Only statistically significant differences are shown. The “agree” category for this analysis is a combination of “strongly agree” and “agree” response options. SHRM/U.S. Travel Association: Vacation's Impact on the Workplace ©SHRM 2013 17
  18. 18. HR professionals’ agreement/disagreement: ―If employees who were taking less vacation started taking more of their available paid vacation days each year, they would be more likely to...‖ Experience higher levels of job satisfaction 19% 55% Be more productive in their job 15% Perform better 15% Experience greater employee engagement 14% Stay with the organization longer 14% 42% Take fewer sick days 15% 17% 39% Be considered better team players 10% Strongly agree 57% 19% 54% Agree 9% 1% 28% 40% Disagree 10% 1% 23% 31% Neutral 1% 21% 53% 31% 9% 9% 1% 12% 1% 17% 2% 18% 2% Strongly disagree Note: n = 448-458. Respondents who answered “don’t know” were excluded from this analysis. Percentages may not equal 100% due to rounding. Questions are sorted in descending order by the sum of “strongly agree” and “agree” response options. SHRM/U.S. Travel Association: Vacation's Impact on the Workplace ©SHRM 2013 18
  19. 19. HR professionals’ agreement: ―If employees who were taking less vacation started taking more of their available paid vacation days each year, they would be more likely to...‖ Comparisons by organization sector Comparisons by organization sector: Agree that if employees started taking more vacation they would experience greater employee engagement Publicly owned for-profit (74%) Privately owned for-profit (70%) > Nonprofit (51%) Note: Only statistically significant differences are shown. The “agree” category for this analysis is a combination of “strongly agree” and “agree” response options. SHRM/U.S. Travel Association: Vacation's Impact on the Workplace ©SHRM 2013 19
  20. 20. Demographics SHRM/U.S. Travel Association: Vacation's Impact on the Workplace ©SHRM 2013 20
  21. 21. Demographics: Organization Industry Percentage Professional, scientific and technical services 25% Health care and social assistance 18% Finance and insurance 13% Manufacturing 13% Government agencies 9% Educational services 8% Religious, grant-making, civic, professional and similar organizations 5% Retail trade 5% Accommodation and food services 4% Construction 4% Information 4% Note: n = 464. Percentages do not equal 100% due to multiple response options. SHRM/U.S. Travel Association: Vacation's Impact on the Workplace ©SHRM 2013 21
  22. 22. Demographics: Organization Industry (continued) Percentage Transportation and warehousing 4% Wholesale trade 4% Utilities 3% Administrative and support and waste management and remediation services 2% Arts, entertainment, and recreation 2% Mining, quarrying, and oil and gas extraction 2% Real estate and rental and leasing 2% Repair and maintenance 2% Agriculture, forestry, fishing and hunting 1% Personal and laundry services <1% Other industry 3% Note: n = 464. Percentages do not equal 100% due to multiple response options. SHRM/U.S. Travel Association: Vacation's Impact on the Workplace ©SHRM 2013 22
  23. 23. Demographics: Organization Sector Privately owned for-profit 54% Nonprofit 22% Publicly owned for-profit 15% Government Other 7% 2% n = 463 SHRM/U.S. Travel Association: Vacation's Impact on the Workplace ©SHRM 2013 23
  24. 24. Demographics: Organization Staff Size 1 to 99 employees 27% 100 to 499 employees 41% 500 to 2,499 employees 19% 2,500 to 24,999 employees 25,000 or more employees 10% 3% n = 457 SHRM/U.S. Travel Association: Vacation's Impact on the Workplace ©SHRM 2013 24
  25. 25. Demographics: Other Does your organization have U.S.based operations (business units) only, or does it operate multinationally? U.S.-based operations only 84% Multinational operations 16% Single-unit organization: An organization in which the location and the organization are one and the same. 36% Multi-unit organization: An organization that has more than one location. 64% n = 469 n = 469 What is the HR department/function for which you responded throughout this survey? Corporate (companywide) 87% Business unit/division 10% Facility/location 3% n = 307 Is your organization a single-unit organization or a multi-unit organization? For multi-unit organizations, are HR policies and practices determined by the multi-unit headquarters, by each work location or by both? Multi-unit headquarters determines HR policies and practices 68% Each work location determines HR policies and practices 2% A combination of both the work location and the multi-unit headquarters determines HR policies and practices 31% Note: n = 307. Percentages do not equal 100% due to rounding. SHRM/U.S. Travel Association: Vacation's Impact on the Workplace ©SHRM 2013 25
  26. 26. SHRM Survey Findings: Vacation’s Impact on the Workplace In collaboration with and commissioned by Survey Methodology • Response rate = 17% • 481 HR professionals from a randomly selected sample of SHRM’s membership with the job title of director or above participated in this survey • Margin of error +/-5% • Survey fielded August 22-September 5, 2013 SHRM/U.S. Travel Association: Vacation's Impact on the Workplace ©SHRM 2013 26
  27. 27. Additional SHRM Resources Publicly available Research • 2014 Holiday Schedules http://www.shrm.org/Research/SurveyFindings/Articles/Pages/2014HolidaySchedules.aspx Research Available Online to SHRM Members Only (Note: Hard copies of these reports can be purchased at SHRMstore.org) • 2013 Employee Benefits Report http://www.shrm.org/Research/SurveyFindings/Articles/Pages/2013Employee-Benefits.aspx • 2012 Employee Job Satisfaction and Engagement Report http://www.shrm.org/Research/SurveyFindings/Articles/Pages/2012EmployeeJobSatisfaction.aspx Fee-Based Services • SHRM Customized Benchmarking Service – Paid Leave Report http://www.shrm.org/Research/benchmarks/Pages/default.aspx SHRM/U.S. Travel Association: Vacation's Impact on the Workplace ©SHRM 2013 27
  28. 28. About SHRM Research For more survey/poll findings, visit shrm.org/surveys For more information about SHRM’s Customized Research Services, visit shrm.org/customizedresearch Follow us on Twitter @SHRM_Research Project lead: Tanya Mulvey, researcher, SHRM Research Project contributors: Alexander Alonso, Ph.D., SPHR, vice president, SHRM Research Evren Esen, manager, Survey Research Center, SHRM Research Christina Lee, researcher, SHRM Research Copy editor: Katya Scanlan, SHRM Knowledge Center SHRM/U.S. Travel Association: Vacation's Impact on the Workplace ©SHRM 2013 28
  29. 29. About SHRM The Society for Human Resource Management (SHRM) is the world’s largest association devoted to human resource management. Representing more than 250,000 members in over 140 countries, the Society serves the needs of HR professionals and advances the interests of the HR profession. Founded in 1948, SHRM has more than 575 affiliated chapters within the United States and subsidiary offices in China, India and United Arab Emirates. SHRM/U.S. Travel Association: Vacation's Impact on the Workplace ©SHRM 2013 29

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