1. Set a good example. Make sure you have a good backup and respond as little as possible to e-mails and phone calls.
2. Ensure that clear rules about holidays (and overtime) become part of your company culture. If the holiday periods are clearly respected in your company, your staff will also feel inhibited to answer an e-mail or phone call while on holiday. And rightly so, because everyone deserves that well-earned rest after weeks and months of concentration and effort.
3. Make the number of hours worked by your employee transparent. Through time registration, the employee can see how much he or she has already worked. This allows him/her to put the brakes on in time or to indicate that the workload is becoming too high. As a manager, you can also monitor and intervene in time, for example by agreeing on priorities, or by passing on a project to someone else.
4. Spend time on an awareness campaign, giving your colleagues concrete tips on how they can prepare for their holiday. Think for example about setting up an out-of-office in time, avoiding important meetings just before and after a holiday and the usefulness of a written handover document.