Beachgoers gather on the beach at sunset in Cava DAliga on the Italian island of Sicily on August … [+] 8. 2017. / AFP PHOTO / ludovic MARIN
In Europe, summer vacation is sacred. There is an unwritten rule that August is holiday season, and most things can wait until September. But while their European counterparts are enjoying rest and relaxation, many American workers are still at their desks. According to Expedia, Americans took the least amount of vacation days in the world in 2021, leaving an average of more than four days or 29% of their paid time off (PTO) unused. However, with more than two-thirds of American workers feeling at least moderate burnout, it’s more important than ever that people get fired. And it’s in the employer’s best interest to make sure they do.
WFH = Never Switching Off
With the rise of remote and hybrid work, the lines between home and work life have become increasingly blurred, making it difficult for people to switch off completely. Although co-working is the preferred method by employees and is associated with improved well-being and work-life balance, data suggests it can be more emotionally draining than a full-time remote or full-time office. . “Predictable, routine activities can help people cope with feelings of stress and uncertainty – especially during a disaster,” said Elora Voyles, industrial organizational psychologist and people scientist at TINYpulse. “Hybrid, however, requires frequent changes in daily habits: employees have to constantly change things, so it is difficult to find a consistent system when your schedule is always in the office .”
Even when people take time off, half admit to bringing their laptops to work on vacation, and 41% frequently join video calls, which makes them even more tired. Read also : Welcome to Real Estate Friday!.
Whatever is behind this failure to open, it is not sustainable for workers or businesses. When employees are unable to fully engage, they often struggle to perform at their best and are more prone to burnout.
This is a serious issue for employers, as research by Asana has found that anyone suffering from burnout is at a higher risk of being depressed, less productive, making more mistakes, and leaving the company. .
That’s why employers who value their employees should go out of their way to encourage them to take recovery breaks. When people are able to fully recharge, they return to the workplace with “a renewed sense of energy and purpose, which boosts their productivity and drive”, says Kevin Cashman, author of The Principles. Suspension: A Step Back in Development. Besides, businesses are better off supporting, nurturing, and retaining existing talent than going to the time, expense, and effort of hiring and training new blood.
Recognizing the importance of giving their workforce time off to motivate them, some major employers, including LinkedIn and Hootsuite, have introduced company-wide vacations (when everyone is given the same weekend). Others such as PwC and Grant Thornton work summer hours, giving employees a shorter work week to enjoy the good weather. However, there are other ways businesses can build healthy habits around the holiday season.
Normalize Vacations
Start by communicating the benefits of using PTO every day so employees have no doubt that taking time off is good for their jobs and well-being and is viewed favorably by the business. Having managers on the line helps promote the message, plus they can encourage their teams to use their full PTO allowance.
People sometimes refuse to take a vacation because they are afraid of the mountain of work they will have to return to. To see also : Waco Pastor fills stomachs and hearts with donated food tags. Leaders can help reduce stress by arranging to cover urgent tasks and helping employees prioritize their work leading up to their vacation and upon their return.
Lead By Example
Company founders and managers must not only promote the virtues of the holiday but also ‘walk the talk’. With more responsibility, it’s difficult to take time off, but doing so sets a healthy example for employees, plus everyone benefits from the break. As Arianna Huffington told a CHRO who felt that taking annual leave seemed like a luxury she couldn’t afford, “I told her to take time for herself to invest in her leadership – it’s not a luxury. She saw results with that small investment in herself. To see also : FOCUS: Record women, LGBTQ hopefuls of elections run to shake up politics in Japan. Her decision making was better. Her leadership was more compassionate and creative.
While leaders are setting the standard for the rest of the organization, they should resist the urge to answer non-urgent emails or take calls while on vacation. Also, contact with employees on annual leave should be avoided. This reinforces respect for their personal time and encourages them to make the most of their breaks.
If employees can take their vacation days or be paid the PTO they have accrued, there is often less incentive to take time off. By introducing a ‘use it or lose it’ policy or limiting the number of days employees can keep, employers can help ensure that people use their days off and take the rest they need.
Of course, summer vacation isn’t a magic solution to employee burnout, and it can’t keep employees healthy, happy, and productive year-round—but it does make a difference. Stress management expert Elizabeth Scott, Ph.D., echoes many studies when she says relaxation promotes clear thinking and can improve work performance.
To prolong the impact of a vacation and help teams operate consistently, the key is to make self-care a part of the business routine. That means encouraging their employees to use their nights, weekends, and paid time to give them a chance to let go of their stress and focus on what’s most important. If people are well rested, their work-life balance improves, they are more active and engaged – your business will improve because of it.
