As I look forward to my fast-approaching summer vacation, which brings with it all the pre-vacation preparation and pressure, I began to reflect on the intrinsic value that a vacation brings to the individual – and the organization for which they are employed.
We have all heard time and time again that vacations are good for several reasons. They give us time away from our workplace so that we can ‘decompress’ or perhaps somehow ‘recharge our batteries’. Of course, with today’s electronic-tethered world – we all have those cell phones and other smart devices to keep us connected – can we really get away? One sure way is to commit to turning off the devices when you are away – or at least limit the time you find yourself checking in. For me, being in the service business such that I am, I find this to be most difficult. Yet, when we are away, we need to find ways to get away and trust that things will be taken care of, catastrophes will be avoided and client matters will be handled…..more on that below.
From the individual perspective, vacations, of course, are an excellent time to strengthen the relationships with your family and friends, with whomever you will be spending this time. There are so many sites to see and things to do whether you choose to stay near home and enjoy a ‘staycation’ or travel across the continent or to the far ends of the earth. Places to see, people to meet, things to learn – a perfect use of this time.
Of course, from a corporate standpoint, companies encourage their employees to take vacations for many of the same reasons employees like to take vacations – refreshing the mind and body to make for more balanced lives and happy employees.
Well-governed entities encourage vacation for two other reasons as well – (1) internal control and (2) training/succession planning.
Strong internal control environments make vacations required, not just for the health of the individual – but for the health of the organization. You see, when folks are compelled to take vacation, it gives the organization the opportunity to have someone else fill in on the responsibilities of the vacationing employee. If the vacationing employee happened to have been involved in a fraudulent scheme, the theory is that it might come to light while the fraudster is on vacation.
From a less ominous standpoint, vacations give individuals the opportunity to fill in for others as part of an exercise of cross-training. Encouraging vacations and shared responsibility for tasks builds skills and strengthens teams and, getting back to my point above, allows employees to take less worry with them on vacation as they know qualified folks are covering for them while they are out. So you see, your vacation provides you a break to enjoy your life AND an opportunity for someone else to build their skills.
So just how long should a vacation be? Many folks will say that anything less than a week is not a vacation, rather than just a couple of days off; with the opposing view that even three-day weekends are like mini-vacations. Others require a two-week break before deeming it a vacation. For me, several individual weeks throughout the year have usually done the trick, and on occasion I have taken a couple of two-week vacations. This year, I am going for a new record – three weeks. Of course, I will have my phone and computer with me, just in case!
Whatever you do this summer, I hope you enjoy the experience and find your way to disconnect from it all.
Wayne R. Pinnell, CPA, is a founding member and serves on the advisory board for the Center for Business Growth. Wayne has over 30 years serving business owners in his public accounting career. He is managing partner of Haskell & White, LLP, one of the largest independently owned accounting, auditing and tax consulting firms in Southern California, servicing public and private middle-market companies. Wayne consults with a number of companies on their general business operations including workflow, waste reduction, strategy, and growth/profit initiatives. He can be reached at WPinnell@hwcpa.com or 949-450-6200.