It’s summertime, and with the warmer weather comes the usual influx of paid time-off (PTO) and vacation requests. This year, there’s a new trend shadowing the otherwise sunny days of summer: quiet vacationing.
Also known as taking a “hushcation,” quiet vacationing is when people take time off without officially requesting vacation days or informing their managers.
Whether or not you’ve noticed this in your current workplace, it’s become quite pervasive. A recent Harris Poll survey found quiet vacationing is especially prevalent among younger generations, with 38% of millennials saying they’ve taken secret time off.
The issue isn’t that time-off policies are lacking. In fact, research shows that most Americans (83%) are happy with their PTO policy, but 78% reported that they don’t use all their PTO days.
So where is the disconnect? According to the poll noted above, American workers are nervous to request time off because they:
- want to be seen as productive
- are worried about job security
- feel guilty about leaving their team
Another reason is that in some workplaces, hybrid and flexible work policies create blurred boundaries between work and personal life, creating an impression that employees should constantly be online and available.
This guilt-ridden, fearful approach to time off isn’t good for anyone. I think it’s time to take back the time-off trend and advocate for something new: loud vacationing.
Let’s get rid of the stigma of taking vacations and loudly claim the time off we need throughout the year.
At its core, quiet vacationing is symptomatic of deeper organizational issues. Thankfully, leaders can play a positive role in mitigating the trend and creating a healthier, more transparent work culture for all. As you look for your next job, keep the following in mind.
Clear expectations
Are the company’s time-off policies clearly defined and transparent? If the answer is “yes,” you’re more likely to feel supported when requesting time off and more likely to use your available vacation days.
Leaders should communicate early and often so team members know who they can go to if they have questions. The right HR tech can also increase transparency, providing employees the information they need to feel confident they understand their company’s time-off policies.
Open communication
If you feel like you can’t engage openly with organizational leaders, how can you be expected to feel comfortable requesting PTO? That’s why open and honest dialogue between managers and employees is essential.
Managers should make it a priority to create an environment where employees can discuss their workload and time off without fear of repercussions. Regular check-ins and feedback sessions that strengthen the relationship and build trust go a long way toward creating a positive back-and-forth between leaders and team members.
Endorsement of time off
In a healthy workplace culture, leaders encourage team members to take vacations and breaks. They communicate that using time off is not only acceptable but recommended, emphasizing how time away from work allows for a mental reprieve that inevitably leads to more productivity and success in the workplace.
Are managers leading by example? When leaders take vacation days, they should make it a point to fully disconnect from work while doing so. This sets an important standard, showing employees it’s okay to take time for themselves as long as it’s done in a responsible way.
I’m intentional with putting this into practice. Anyone who knows me knows I’m an avid fan of time on the lake. Before any trip, I set my team up for success, reiterate expectations and actually spend time at the lake, not with my head in my emails!
Time-off tech
Does the employer use HR tech for time-off requests? The right technology makes requests and decisions so seamless that it encourages employees to use their time off. GONE®, an enhancement to Paycom’s Time-Off Requests, allows employees to receive automatic time-off decisions 24/7. Employees can ask for time off via their smartphones, allowing for quick responses and a greater peace of mind. Plus, GONE considers team coverage requirements and blackout dates before approving or denying requests, helping alleviate any employee guilt associated with vacation days.
It’s time to vacation loudly, friends.
Say it with me: “I’M TAKING A TRIP. I’M EXCITED. AND I DON’T FEEL GUILTY ABOUT IT!”
Encouraging a healthy work-life balance starts at the top. That’s why Paycom champions PTO and provides paid holidays and sick leave to employees as part of our benefits package. We encourage bragging about taking vacation over boasting about not using any PTO.
Learn more about our culture and benefits here.
Want to find your own spot at Paycom? Search our current job openings and apply today!
Originally posted on LinkedIn Newsletter: Elevating HR by Jennifer Kraszewski
