According to the Mercer Marsh Benefits 2022 Global Talent Trends Study, 81% of employers are concerned about the burnout of employees and 63% are considering a reduced four-day workweek. In addition to this, based on some data from the WHO (World Health Organization), it is estimated that 12,000 million days of work are lost due to depression and anxiety.
Likewise, despite the fact that many companies currently grant additional days to those required by law, other questions that I would put on the table are: do we know if our collaborators take all their vacation days? Do we motivate them to take a considered period so that really manage to disconnect or relax from the work issue? Do we have an indicator by area that allows us to know if the leaders are allowing or encouraging staff to take their vacation periods? And finally, does my company have measures aimed at senior management and are my own leaders an example of this?
66% of corporations in Latin America already address this risk largely directed from senior management. Additionally, some firms have a policy that workers take at least one period in the year that is more than one week (on average two weeks in a row); or, in some areas identified with greater burnoutcontrol boards are kept with the aim that leaders promote and encourage their workforce to take days off.
Part of this initiative is based on the fact that Mexico is the nation that grants fewer vacation days in Latin America. In this sense, it is important to comment that in our country there are several days of rest in addition to those of the law; however, with everything learned during the pandemic, I consider that it is a good time to analyze the vacation and rest days that our employees are taking, as well as the initiatives and communication that we have in our organization.