Are there any guidelines on managing my directs' leave. Things like asking my directs to submit annual leave applications / annual leave planning to provide a heads-up for the next quarter / half-year... do's and don'ts? That kind of thing?
Thanks!
just make a spreadsheet for it
Just make a spreadsheet for it.
In the absense of a formal time reporting system, make a spreadsheet with names across the top and dates down the side, to keep track of who's taking leave when (and you can have it subtotal to show how much leave they've used/reserved versus how much time they have available). In our office, we get a stock number of vacation, personal, and sick days, which refreshes each calendar year, so we just make a new spread sheet each year, and our Admin Assistant is the only one who can edit it.
I have a general rule of thumb that for my team of 6, I want at least 2 staff onsite any day we are open for business, and vacation requests are approved on a first come, first served basis. Whenever I get a vacation request, I can just scan the spreadsheet to make sure that a)they have the time avaialble, and b)we have enough people in the office. When I approve it, the admin enters it on the spreadsheet and we go from there.
My 3x rule
I use a 3x rule of thumb.
As a guideline I ask my directs to provide me notice of leave 3 times the duration of the leave beforehand.
e.g. If they want to take an hour out of the office, I need three hours notice or if they want to take 3 weeks leave, I need 9 weeks notice.
This is a rule of thumb and of course for emergencies it's not required. I give feedback when it's not met.
I find it encourages them to think ahead and that gives me a reasonable amount of time to plan. Also of course if there's a conflict, preference is given to those who provide the correct notice.
-- Peter
DISC: 2564
@pjwestley
Good food for thought
Thanks guys!