Exploring Perspectives - How do workers feel about working holidays?

INTRODUCTION: - Working holidays

Greetings. To those who celebrate Easter Sunday, I wish you all a safe, healthy, and Happy Easter. Traditionally, I receive at least one email request to discuss working on holidays before an upcoming holiday. In this case, it is Easter Sunday.

Before I became a career firefighter and paramedic, I owned a retail/service business for 17 years. That said, I can understand both sides of the argument, first as a business owner and later as a worker. There are many holidays throughout the year. Some are Federal holidays, others are religious holidays as a business owner. I always closed on all major holidays, such as Easter, Christmas, New Year, July 4th, etc. I did not close on the federal holidays such as Columbus Day, Veterans Day, etc. On Christmas Eve and New Year's Eve, I was only open half a day. I always believe that people need time with their families and time to prepare. Is that extra sale the end-all, or do people come first?

That said, the service side of my business served essential customers, including municipalities, airports, and more. How I handled that was a holiday rotation for my service personnel. I allowed them to swap with each other and let them take the service vehicles home, and I paid them extra for being on call, and additional pay if they were called out. At least they could be with their families on a holiday, and with any luck, not have to be called out.

However, some services, such as first responders, firefighters, EMS, law enforcement, doctors, nurses, utility workers, and more, must remain staffed. When I became a firefighter, I knew working holidays was part of what I signed on to do. I was willing to make that sacrifice for others, and I loved the job. We were allowed to swap with each other if we wanted a holiday off. It was the best of all worlds.

However, does dedication apply to all retail businesses? The data shows that the majority of workers do not want to work on major holidays. Some employers offer a higher pay rate when this occurs, and others do not. Now we have the question for workers who do not follow a specific faith or religious holiday and do not mind working, but would like to have their particular holiday off. Some employers try to honor this by asking for volunteers to work on holidays, but those days are quickly falling by the wayside. Is this because managers are too lazy to adjust a basic schedule throughout the year?

Often, the biggest excuse a manager gives to their staff is, "The company doesn't allow that." In most cases, that is not true. It is just the excuse the manager uses to get out of a little extra scheduling work. Trust me, I've seen it, and I've heard it. The way it worked was simple.

If firefighter A needed to swap with firefighter B, the note was added to the roster. Firefighter A had the ultimate responsibility for that shift and got paid for it. Subsequently, when firefighter B returned the favor for firefighter A, the same applied. This resulted in no overtime. The two firefighters worked it out between them, and never in my career did one screw over the other. The only requirement was that the two firefighters doing the swap were qualified to perform the duties for the position they were swapping. Meaning, a paramedic could not swap with a non-paramedic unless there was another paramedic on duty for that shift. It's called: "There must be an ass for every seat." It worked flawlessly.

This week, I will be discussing the aspects of working holidays. For those of you who are older, you might remember a time when no stores were open on a holiday. For that matter, I remember when I was very young, no stores were open on a Sunday period. Not even gas stations. When I got my driver's license and my first car, I had to make sure I filled my gas tank up before Saturday night because you wouldn't find a gas station open on Sunday. Times certainly have changed, but today, many workers continue to express frustration about working holidays because they disrupt personal and family time.

Most workers understand the economics as to why stores stay open. If your competitor is open, you have to open. Market advantage, customer buying trends, and increased revenues all play a part in these decisions to be open. However, decades back, when businesses all followed the same rules, customers adapted, competition remained equal, and people were probably better off, and families were closer together. The work-life balance was better served.

Maybe the bottom line is that when your workers are happy, the business does better. When people do not want to be there but are forced to be, they do not produce the same results. It's that simple. A simple meeting of the minds solves this issue. The people who make these rules don't care because they are home celebrating with their families, and the workers know this.

UNDERSTANDING WORKER SENTIMENT ON HOLIDAYS: THE DUAL NATURE OF WORKING WHILE OTHERS, MAINLY THE BIG BOSSES, ARE OFF AND CELEBRATING:

In today's fast-paced work culture, employees find themselves grappling with the concept of working on holidays. This practice can elicit a broad range of feelings, from frustration to acceptance and even pride. How do workers truly feel about putting in hours while their peers enjoy time off? The sentiments are complex and multifaceted, influenced by personal circumstances, workplace culture, and individual aspirations.

Workers often express mixed feelings about working holidays; while some view it as an opportunity for extra earnings and recognition, others see it as a violation of work-life balance.

KEY FACTORS INFLUENCING WORKERS' FEELINGS ABOUT WORKING HOLIDAYS:

1. Context of Employment: Service industry workers, such as retail and healthcare employees, often work holidays as a norm due to the nature of their jobs.

2. Compensation: Holiday pay or bonuses can significantly influence feelings about holiday work, often making it more appealing.

3. Work Culture: In organizations where working during holidays is commended, employees may feel more incentivized to do so.

4. Personal Circumstances: Individual family dynamics or personal beliefs can shape one’s view on working during designated holidays.

Emotional Responses to Working on Holidays

1. Frustration and Resentment: Many workers feel frustrated when they are required to sacrifice personal time for work. Notably, a 2022 survey by the Workforce Institute revealed that 40% of respondents felt resentment when obliged to work during holidays, particularly if they had family commitments or traditional expectations surrounding the holiday.

2. Example: Jessica, a nursing assistant, shares, “Every Thanksgiving, I miss out on family gatherings because I’m scheduled to work. It feels lonely, especially when everyone else is celebrating.”

3. Sense of Duty and Pride: Conversely, some employees take pride in working on holidays, viewing it as a sign of dedication and commitment to their job. This sentiment is particularly prominent in professions where public safety is paramount.

4. Example: Mike, a firefighter, mentions, “Working Christmas is difficult, yes, but I feel a sense of pride knowing I’m there to help others who may be in need during a crisis.”

5. Financial Incentives: The potential for additional earnings, such as time-and-a-half pay, can transform feelings toward holiday work.

6. A Thought: If your job offers holiday pay bonuses, consider requesting additional shifts around holidays—not only can this boost your income, but it can also offer more flexibility in your regular scheduling.

PRACTICAL STRATEGIES FOR NAVIGATING HOLIDAY WORK:

Approach To Holiday Work

1. Assess Work Policies: Familiarize yourself with your employer's holiday policies, including any compensation plans for working on holidays. Understanding your rights can give you leverage when discussing your schedule.

2. Communicate Early: If you anticipate a scheduling conflict due to a holiday, discuss this with your manager as early as possible. Open lines of communication can often lead to more flexible arrangements.

3. Balance Your Schedule: If working a holiday is unavoidable, negotiate to take another day off during the week to maintain some semblance of personal time.

4. Plan Ahead: Prepare your celebrations in advance. If you know you must work, consider holding your holiday gathering on a different day. This way, you don’t feel left out.

5. Connect with Colleagues: Building camaraderie with coworkers who also work holidays can ease feelings of isolation. Consider organizing a small gathering or meal at work to celebrate together.

PROS AND CONS OF WORKING ON HOLIDAYS:

Advantages of Working on Holidays

• Increased Pay: Many organizations offer holiday pay, which can significantly increase earnings for those who work during these times. Always verify your pay slip to ensure you are receiving any holiday bonuses owed to you.

• Job Security: For some workers, being a reliable team member who is willing to work on holidays can enhance job security and future advancement opportunities.

• Career Growth: Taking on extra shifts may lead to more responsibilities and recognition within a company.

Disadvantages of Working on Holidays

• Impact on Personal Life: Missing out on family traditions can lead to feelings of guilt and resentment among workers.

• Burnout Risk: Regularly working holidays may contribute to burnout. Employees already juggling demanding full-time jobs may find it difficult to maintain a work-life balance.

BEST PRACTICES FOR EMPLOYERS:

Employers need to approach holiday work scheduling with empathy and understanding. This creates a work culture where employees feel valued during important personal times.

• Implement a Fair Rotation System: Ensure that all employees have an equitable chance to work holidays. This minimizes the sense of unfairness associated with holiday shifts.

• Encourage Time Off: Promote the importance of taking time off for mental health and work-life balance. Employees who feel appreciated are more engaged and less likely to experience burnout.

• Provide Incentives: Offering additional perks for working during holidays, such as extra days off or bonuses, can increase overall worker satisfaction.

THERE ARE ALWAYS PITFALLS:

Miscommunication Around Schedules

One of the main pitfalls related to holiday work is miscommunication about who is scheduled to work. Employers should ensure clarity in holiday schedules. Workers should also confirm their shifts well in advance. Utilize technology—shared calendars or scheduling apps can help bridge communication gaps and prevent last-minute surprises.

Overstepping Boundaries

Encouraging employees to work less could come across as dismissive or as minimizing their feelings about working holidays. Conduct surveys to gather input on employees' experiences and preferences regarding holiday work, aiming to create a more inclusive work environment.

Real-World Examples of Strategies in Action

A major retail chain instituted a voluntary holiday work program, allowing employees to opt in for shifts based on their preferences. The outcome led to higher morale and fewer complaints about holiday scheduling. This system allowed employees flexibility, reduced feelings of anger and resentment, and cultivated goodwill toward the company.

In another instance, a healthcare organization with a history of staff burnout appointed a “Wellness Lead” to help schedule holiday shifts. This helped to ensure that the staff working holidays received additional mental health support during those times, demonstrating how to care for employees' well-being even during demanding periods.

Through these various dimensions of working during holidays, it's clear there are both positives and challenges. Understanding how workers feel about the issue equips organizations and employees to navigate the complexities of holiday work in a more thoughtful, less stressful manner.

WORKERS PERSPECTIVES:

In a rapidly changing work environment, the debate around working during holidays has gained traction, especially when it comes to troubleshooting common workplace issues. Many employees find themselves in difficult situations that can impact their overall perspective on holiday work.

Consider Jane, a customer service representative at an online retail company. Last Thanksgiving, while her friends and family gathered for festivities, she was called into work to address a significant system outage affecting their website. Despite being paid overtime rates, Jane felt the pressure of managing frustrated customers who couldn’t place their holiday orders. The intense workload during the holiday season led her to question whether the pay was worth the emotional toll, causing her to rethink her availability for future holiday shifts.

In a different industry, Mark, an IT technician at a healthcare facility, experienced a high-stress situation during a holiday weekend when a critical software update went wrong. The system failure hindered patient admissions and delayed essential treatments. Mark was reluctantly woken from his holiday break to resolve the issue.

He recalled the overwhelming stress of troubleshooting complex systems while navigating holiday cheer around him. “It felt unfair to be taken away from my family for something that was supposed to be a joyful weekend,” he said. This experience made Mark less inclined to accept holiday shifts in the future, even if they came with additional financial incentives.

Meanwhile, in a retail setting, Hannah, a store manager, faced a staffing shortage during the Christmas rush when several employees called in sick. Left short-staffed, she had to step in and work long hours, largely troubleshooting scheduling conflicts and inventory mishaps while trying to maintain a festive atmosphere for customers. “It was a balancing act between keeping everything running smoothly and ensuring my team didn’t burn out,” she explained. The exhaustion ultimately led her to advocate for a more structured holiday staffing plan to avoid similar situations in future years.

Another perspective comes from Daniel, a food delivery driver who often worked during major holidays. While he appreciated the increased tips and surge pricing, he expressed frustration at not being able to enjoy time with family during those peak moments. Last New Year’s Eve, he delivered late into the night as parties were just getting started. "I saw people celebrating while I was stuck in traffic, feeling like I was missing out,” he remarked. This tension between financial gain and personal fulfillment prompted him to weigh the pros and cons of holiday work more critically, contemplating whether the trade-offs were truly worth it.

The collective experiences of these workers highlight a significant tension surrounding holiday troubleshooting. Many navigate complex emotions tied to work obligations during special times of the year, each facing unique challenges that shape their feelings about working holidays.

IN CLOSING:

In my best-selling book years back, "Management and Employee Relations, I stated the primary rule between management and their employees. It goes like this. "Without you, there is no us." When you think about that, it is a true statement. Without the company, there are no workers; without the workers, there is no company.

The trick is to find the middle ground that meets the needs of both. Some families cannot hold holiday celebrations earlier or later because of other family members' work commitments, especially when those family members do not have to work the holidays.

Fairness is also key. As mentioned earlier, a holiday rotation schedule works well. By doing this, no one person gets stuck working all the holidays. For example, maybe this year Sarah works Thanksgiving and is off Christmas; next year it switches; and the third year she has both off. Allowing employees to swap amongst themselves is also a great incentive, provided it does not cause a hardship to the business. This is an easy policy to implement and takes minimal work for whoever does the work schedule. In addition, informing every employee at the time of hire of this policy allows them to know whether the job you are offering is right for them.

The sentiments surrounding working holidays are multifaceted and deeply personal. While some workers appreciate the opportunity to earn extra income or advance their careers, many feel isolated and resentful for sacrificing time with family and friends. The balance between professional responsibilities and personal well-being remains a crucial topic of discussion in workplaces. As companies consider holiday work policies, understanding employee perspectives can lead to better practices that honor both productivity and individual needs. Ultimately, fostering an environment that respects time off and promotes a healthy work-life balance may enhance overall worker satisfaction and loyalty.

My final thought is this. Any company that does not consider its team members' needs will always suffer from high turnover and inexperienced staff, which will affect the bottom line. In turn, any employee who does not understand the business's needs will move from job to job until they are stuck staying at a job they are not happy with. Now they are only working there to pay the bills. In that case, everyone loses.

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Thank you.

Be safe, stay well, and focus on being happy today, because tomorrow is guaranteed to no one. Remember to always:

Live with an open mind,

Live with an open heart,

Live your best life. 

Best Regards,

Caesar Rondina

Check out my new private investigator series coming soon.

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