Disney World is a place filled with fun. Rides, food, entertainment, from Mickey Mouse to Star Wars, and Toy Story, it’s got everything every child could possibly want.
So why all the meltdowns from children and a few adults?
I spent five glorious days at Disney World with my sisters–no husbands and no kids. Just four middle-aged women having a great time. When our feet hurt, or we were tired, we could go back to the hotel. There was no one else saying, “you will stay, and you will have fun!”
On the other hand, we saw many parents coaxing, bribing, and sometimes yelling at exhausted kids, imploring them to be happy. It did not work.
To keep reading, click here: A Trip To Disney World Proves It: You Can’t Fix Burnout with Perks
4 thoughts on “A Trip To Disney World Proves It: You Can’t Fix Burnout with Perks”
Ha, that tweet is way too relatable!
I have friends in Europe thanks to my music chat room (we all love movie scores). Once we were talking about the difference between paid time off in Europe and the US. One of our French members referred to the way the US does PTO as “barbaric.”
Sadly, she wasn’t far off. I still see job posts that offer very skimpy vacation time. One even said you get a whole week off after a year of service. How generous of them. 😛
Another option – appropriate staffing levels. Stop trying to get more work out of less people.
If your revenue is increasing enough to hire more sales & engineering staff – then it’s increasing enough to add more administrative staff to support them.
Someone shouldn’t have to beg for help and then quit before a company realizes that maybe 1 single HR/Payroll person for nearly 300 employees might NOT be enough.
The one thing missing from this article is how is the use of time off occurs. As a member of the group, who uses to hesitate to take time off from work, mainly because even though I was a member of an interchangeable team, the rest of my team, never really performed the job to the standards required because their sub-performance was tolerated by upper management, while upper management demanded that I be responsible for work performance even in my absence from the job despite my efforts to expose and train everyone to do the same task. It is the same situation as asking for help in the prior comment and not giving the right kind of help, which results in burnout of real producers at the job, while the non-performers get all the time off and plus and never get held responsible enough because they might feel overly stressed out because they complain about it more than the actual productive employee, who almost never takes time off, when they want to.
I can relate. I have left jobs where you could not pay me enough to stay. It was the lack of time off and support that caused me to leave. I wonder what the response would be if you asked employees to choose between better pay/perks or better support on the job?
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