The Fourth of July is like other holidays: many people get a vacation day – but not everyone. While most people are busy gathering with their friends and families to celebrate with BBQs and fireworks, others are in crisis. Auto accidents, medical emergencies, births, terminal illnesses and house fires don’t stop for holidays, so at least some of those who work in law enforcement, medicine, and emergency services are left out of family celebrations. In addition, people who keep utilities and computer systems running need to work so holiday celebrants can share fireworks photos on their smartphones and navigate to their friend’s pool party. And don't forget about all the people in foodservice, hospitality and entertainment who work on holidays, facilitating the fun of all those who get the day off.
While employers in the United States aren’t required to pay employees for holiday time, many employers offer paid leave for at least 6 of 10 federal holidays: New Year’s Day, Memorial Day, Independence Day, Labor Day and Thanksgiving and Christmas. The additional federal holidays of Martin Luther King Jr. Day, Washington's Birthday, Columbus Day and Veteran’s Day are sometimes discretionary. Whatever the holiday is, working when most have the day off doesn’t have to feel like a drag. Here are some ways to keep morale high as you approach filling shifts this Independence Day.
Motivate employees with the mission.
Whatever your company’s mission is, it should apply to serving customers – and that includes serving them on holidays. Medicine and law enforcement are no-brainers in this category. Illness, crimes and accidents don’t stop when the banks close, and employees in those fields are accustomed to covering shifts at odd hours. For those in retail, hospitality and entertainment, it’s all about providing customers what they need when they want it. It can be a true privilege to help customers enjoy themselves when they are most receptive to it. Whatever your company offers on holidays, it’s essential for your business – and therefore part of the mission that motivates people to show up for work.
Create a celebratory atmosphere at work.
It can be a little depressing to show up to a drab, everyday environment when flags are flying or lights are twinkling back at home. Not to mention leaving behind the smells of delicious food that will be shared with loved ones at home. Put up decorations in your lobby, break room or other shared work areas to help maintain the holiday vibe for those who come in when most of the others are out. Also provide holiday food, perhaps an entire holiday meal, to remind those who cover holiday shifts that they are indeed appreciated for it.
Rotate holidays among workers.
Holiday shift coverage can get downright political in some organizations. Discuss holiday coverage well in advance so workers can plan ahead. Try to create equitable arrangements, such as requiring everyone to work a certain number of holidays every year, or rotating Christmas or Thanksgiving coverage every few years for long-term employees. It will all depend on how your organization is structured, how long you typically retain employees, and how you manage shifts, but try to be as fair as possible in rotating holiday shifts among employees and throughout the year.
Offer some form of compensation.
While not required by law, some organizations offer overtime pay or floating holidays for those who cover holiday shifts. For hourly workers, overtime pay might be your best bet, while floating holidays might work best for salaried workers. Others might be motivated by gift certificates or bonuses. Mention the fact that covering holidays is part of the requirements in your job descriptions, or bring it up early on in the interview process. No one wants to get hired and then told that they have to work on Christmas because they’re the department newbie.
Motivating employees to show up on holidays shouldn’t be hard if you’ve done a good job engaging employees around your mission. Fair shift rotation, some extra compensation, and a celebratory work environment all demonstrate to employees that you’re as committed to them as your company is to its customers. For more on how to create a great vacation policy that keeps employees engaged and happy, download our eBook, Effectively Managing Employee Paid Time Off.
