Pew research found that less than half of employees take their allotted vacation days. Reasons cited for not taking time off include, not feeling they need more time off, concerns about the impact on coworkers (women more likely than men), falling behind at work, and even the belief that taking time off might negatively affect career advancement or they would be perceived as lazy.
We have heard most of these firsthand! In fact, during a recent discussion, employees interviewed mentioned there is perceived ‘vacation shaming’ and guilt. Plus, managers recognize employees who work quickly to complete an ‘extra’ project, work long hours, and do not take time off. All of which are the wrong messages for a thriving workplace and workforce! One employee stated that their spouse was told no one could take time off this year – NO time off for anyone.
Here’s what is quite shocking, the employees’ perceptions are not unfounded! Recent research published in Science Direct and summarized in an HBR article found that in controlled experiments across 16 studies with almost 8,000 participants, employees who ‘detach’ from work are in fact penalized. The researchers explored a simple question: “How are employees who try to switch off from work during non-work hours perceived?”
Managers surveyed in the study reported that they recognized the benefit of detachment, and consistently mentioned that the employee who disconnected from work over the weekend would be more recharged and more productive upon their return. However, these same managers penalized employees who took time off in their performance evaluations, consistently rating them as less committed and less promotable than their colleagues, regardless of the great work completed. This effect was the same for the managers who recognized the benefits of detachment on employee performance and claimed to value work-life balance.
Not taking time off and unplugging can result in burnout and other stress-related issues, not to mention can also have a negative impact on productivity and overall employee well-being (Well-Being & Safety Require A Broader, Systems View). It counters the belief that working longer hours and NOT taking time off are more productive. It is not!
It is essential to recognize employees for the ‘well’ (right!) reasons including celebrating when employees take time off and unplug. Unplugging should not only be during vacations, but after work hours, on weekends, and during holidays. When they unplug, stakeholders are more motivated and reconnected to passion as well as with meaning and purpose in the work they do.
There are many ways to recognize and celebrate ‘detachment’. But first and most importantly, leaders must:
- Ask themselves, who am I rewarding?
- Redefine commitment to outcomes, not who doesn’t take time off.
- Stick to work hours: do not call, text, or email employees during off hours.
- Implement policies that encourage detachment, communicate these regularly, and ensure managers follow these!
- Develop and educate all managers on the importance of detachment.
At Dimensions we talk about an employee’s vacation during our weekly huddle and share pictures on our ‘Community’ project page. There are other ways to spotlight employees who take time off such as in newsletters, or pictures on bulletin boards.
In addition to these examples, here are a few more ideas in WellRight’s recent news article, Unconventional ways to celebrate taking time off. In fact, the authors note that Organizations that celebrate vacation usage see 42% higher team engagement (2023 APA Survey) and reduced burnout rates.
- Personalized “Welcome Back” Care Packages
Ease the transition back to work with a thoughtful welcome-back package such as snacks, welcome back notes, etc. - Offer a “Workation Recovery Day”
A recovery day at work can provide space to address challenges and backlogs such as emails. - Create a “Time Off Wall of Fame”
A “Time Off Wall of Fame” recognizes and honors employees who prioritize well-being through time away. Other stakeholders will realize the importance of the message.
The detachment paradox reinforces a toxic culture, rewarding those who constantly stay plugged in and work long hours. The result leads to overwork, loss of passion, increased cynicism, low productivity/motivation, and burnout. Ultimately, everyone loses. Instead, find ways to encourage detaching and taking time. These are essential to prevent burnout and create a thriving workplace and workforce! One way is to make unplugging mandatory, with the clear message of well-being and support to do so!
Are you penalizing your best employees for unplugging?
Unconventional ways to celebrate taking time off
Pew Research
Photo by Alison M Shealy