The article offers practical advice for securing your Christmas vacation days, addressing common pitfalls like ignoring notice periods or the “first come, first served” mentality. Magalie Auger, a former HR director, emphasizes proactive communication with management and colleagues to coordinate schedules. Key recommendations include discussing workload during holidays, defining vacation dates collaboratively, and maintaining flexibility. Ultimately, it underscores the importance of planning ahead to ensure well-deserved time off during the holiday season.
Last year, you missed out on your Christmas vacation because you delayed your leave request. This holiday season, you’re determined not to make the same mistake. However, as the holidays draw near, uncertainty creeps in: do you feel like you’re already too late? You might picture your colleagues heading off while you remain at your desk. Don’t worry—there’s still a chance to secure your time off! Understanding the timing of vacation requests is crucial. Magalie Auger, a former HR director, shares essential tips to help you get ahead this year.
Adhere to Notice Periods
It might seem straightforward, yet this is often where many stumble: notice periods. Each organization has its own timeline for vacation requests, typically established well in advance. “Missing this deadline puts you at a disadvantage,” cautions Magalie Auger, now a professional coach. For many companies, holiday requests need to be submitted before the start of the new school year in September. So, be sure to check your inbox; your employer might have already circulated a request to fill in the holiday calendar.
If you’re not the most organized person, don’t despair! The notion that “first come, first served” applies to everyone is not always true. If your supervisor has set a deadline—say, November 15—to submit your holiday requests, you have an equal chance as anyone who submitted theirs earlier, as long as you comply with that deadline.
Additionally, even personal obligations, like childcare duties, won’t excuse a late request. “If you arrive late with your request, you risk facing penalties unless you have a legitimate reason,” Magalie Auger warns.
Plan Your Absence in Advance
Before sending in your vacation request, consider strategically discussing your plans with your manager. Show awareness of your department’s operational requirements during the holidays and demonstrate that you’ve thought about managing responsibilities. “For instance, outline which tasks are urgent and which can be postponed,” suggests Auger. This proactive stance will instill confidence in your supervisor and help illustrate your commitment to team dynamics. The goal is to share the workload among your team rather than placing it all on one person. “This could work in your favor when vying for those coveted holiday slots,” she adds.
Coordinate Vacation Plans with Colleagues
Effective communication with colleagues is vital. It’s better to reach an agreement among yourselves than leave it solely up to your supervisor. “This makes sense; if you take off around Christmas, maybe a co-worker can cover New Year’s, and you can alternate next year,” she suggests. Most holiday-related conflicts can be easily resolved this way.
This approach not only eases tensions but also allows everyone to enjoy the festive season to some extent.
Maintain Flexibility and Be Open to Adjustments
Flexibility is especially important for managers, who often find that they don’t get the holidays they initially planned. If you’re in this position, consider compromising; perhaps take a week off instead of the originally desired two weeks. However, ensure that your health isn’t compromised in the process. “A manager might need to scale back vacation days, but it’s crucial to still prioritize some time for rest,” Auger advises. If you find yourself again unable to secure your leave, have a candid conversation with your manager or HR department to assert your entitlements. “Employers are generally accommodating,” she reassures.