Unlimited Paid Time Off – The Future of Employee Vacation Packages

The law of attraction in simple terms is best defined as: what you give is what you get and so on and so forth. From an employer perspective, the same rules can be applied. How much you’re willing to give up coincides with what type of candidates you attract and keep.

It’s for this reason that a lot of companies have decided to jump on the unlimited paid time off plan in an effort to attract self-managing and self-motivated employees. It’s not about the model; rather, it’s about building a company culture that thrives on its employees doing the right thing, being the adults that they are, and in return producing value for the company that their working for.  Self-monitoring employees have integrity, and creating an environment where you put trust on the table for those that you hire is the first step for establishing that type of bond.

Of course that means your recruiters and/or hiring managers have to be much more thorough, because hey, what employee wouldn’t want unlimited time off, right?

The thing is, your hiring managers and recruiters are going to do their due diligence to find the types of employees your company needs to survive regardless. Sure, with this type of employee vacation package they may have to go through a few extra rounds of interviews, but those 2-3 extra candidates will help sort out the bad apples from the good ones, making the extra time and energy all the more worthwhile.

Defining what employees are accountable for, and the goals you as an employer want to achieve to get there, is the glass wall that many large companies have a hard time seeing through.

Why is that?

It all boils down to two questions:

How much time is too much time? And, how little time is too little?

Time is allotted to those who have earned it, accrued it, or haven’t used it. On the flip side, those who are able to provide more of it also award more of it.

Eliminating the accrual process completely is not going to be every employer’s cup of tea. It is structure after all, and a majority of the world’s most successful companies thrive on their internal structures and processes.

So as a hiring manager or recruiter, what do you do if you’re competing to attract candidates that are seeking not only a higher salary and good benefits but also an unlimited paid time off program?

Depending of the flexibility of your budget, you can…

  1. Provide the option to work remotely
  2. Allow the employee to select his or her own hours
  3. Include a budget for continued education options
  4. Match their 401k
  5. Offer a higher salary

There are options out there. As the saying goes, where one door closes, another will open. Ultimately it all depends on what makes sense for your company and what type of culture you are comfortable with maintaining.

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