Should I be more flexible with high performer vacations?
I would be grateful for some advice, please. My company is a large organisation, and vacation being granted to employees in the last month of the financial year is not forbidden, but most definitely frowned upon. In fact, the onus is put on the manager to ensure that there is enough coverage in the business to ensure a smooth and successful year end etc etc.
One of my high performing Account Directors has requested 2 weeks leave in the last month of the FY. He is an usher at a wedding in the Far East, so his time traveling is extensive and he wants to make more of a vacation of it, hence the 2 weeks request. Given the time of year and as he is performing a function at the wedding, I have tried to be flexible and approved 1 week vacation.
However, he feels I am doing him a massive injustice, and as the decision is at 'my discretion' he is taking it personally. There is a very good chance that he will have already over-achieved against his annual quota by this time, he has internal coverage in his team and in fact there are probably other departments that would follow the guidelines less.
In a similar scenario this year end, he took leave and then his internal cover went sick and this caused issues. He had, however, over-achieved but we still missed opportunities.
Should I capitulate and approve the 2 weeks? Thanks for any advice!