In an era where “quiet vacationing”—pretending to work while taking unreported time off—has become commonplace, it’s crucial that HR leaders take a vocal approach to encouraging and embracing time off by “loud vacationing.” I am encouraging this movement as a direct response to the trend of employees feeling guilty about taking their well-deserved breaks. It’s time to challenge this “quiet” culture and promote the importance of openly and unapologetically enjoying vacations.
Why Loud Vacationing Matters
Loud vacationing isn’t just about bragging or making a splash on social media about your last trip. It’s a critical shift away from the quiet guilt that often accompanies time off. Many employees feel pressure to stay plugged in, even while on vacation, due to fear of falling behind or leaving their team in the lurch. This “quiet vacationing” or “hushcation” trend is detrimental both to the individual and the organization. Without a true break, employees can’t fully recharge, leading to decreased productivity and burnout.
Moreover, vacation days are a key benefit of an employee’s overall compensation package. They’re not just a mere perk but an integral component of the total rewards package. Employees should feel encouraged—and even celebrated—for taking their full allotment of vacation days. It’s not just good for the individual; it’s beneficial for the company as well. When employees are well-rested and recharged, they return to work more productive and engaged. In fact, 66% of American workers claim they’d be a more productive employee if their workplace provided more paid days off, according to The Harris Poll.
Why Do Employees Still Feel the Need to Take Hushcations?
Despite employees claiming they have ample paid time off (PTO), many still engage in quiet vacationing. Part of this is from the pressure to always appear available and responsive to work demands. According to The Harris Poll, factors such as heavy workloads and feelings of guilt about leaving colleagues short-staffed contribute to this trend. According to the same study, more than three-quarters of American workers said they wish their workplace culture placed a stronger emphasis on the value of taking regular breaks and paid time off.
These issues often point to broader organizational problems, such as insufficient staffing or a negative culture around time off. Companies need to address these concerns head-on. First, organizations should ensure they have a documented time-off policy and then seek process enhancements like HR software, which has the power to automate time-off management and verify adequate coverage.
The Benefits of Fully Unplugging
The belief that “longer hours and constant availability equals dedication” is not only misguided but counterproductive. A true break allows employees to “refuel their tanks,” leading to increased job satisfaction and engagement. A 2022 Morning Consult study commissioned by Paycom found nearly two-thirds of U.S. employees say work-life balance is important to job satisfaction.
Some employees have the belief that if they are always working and always available, unwavering dedication to their job will translate into being first in line for a promotion or higher scores on a performance review. However, a burnt-out employee is not going to perform at their peak, which could hinder their opportunity for a promotion.
How Companies and HR Leaders Can Make Loud Vacationing a Reality
Organizations and HR leaders play a crucial role in fostering a culture of loud vacationing, as comfortability taking time off comes from the top down. To do this, HR leaders should keep the following in mind:
- Create or Audit Your Time-Off Policy: A clear and comprehensive time-off policy helps employees understand the rules around vacation days while creating enforceable guidelines for managers. Companies should audit their current time-off policies to ensure they are consistent and fair. Organizations that lack an official time-off policy should implement a clear set of guidelines, thereby generating a positive PTO culture, increasing transparency into the time-off decisioning process and helping employees feel more comfortable requesting leave. Clear-cut rules and processes, especially with automatic time-off decisioning software, help eliminate decision fatigue for managers who typically handle scheduling and time-off requests manually.
- Simplify the Process of Requesting Days Off: Make it easy for employees to see time-off accruals and request their vacation time. Rather than overhauling manual processes or increasing HR oversight, implementing HR software can transform every aspect of the time-off process. Software can relieve some of the uncertainty behind vacation planning, allowing employees to jump on those last-minute flight deals without waiting for a manager to review and approve.
- Lead by Example: Managers should model good behavior by taking their own vacations and fully unplugging. This sets a positive precedent and encourages employees to follow suit. Personally, I always share my vacation plans with my team and let them know I will be out of the office to encourage them to do the same. Also, I regularly discuss PTO with employees to make sure they understand their PTO accruals and time off throughout the year. By showing enthusiasm for time off, employees can feel reassured they are supported in taking vacations.
Embracing loud vacationing is essential for both employee well-being and organizational success. By openly supporting and encouraging time off, companies can foster a healthier, more productive work environment. As HR leaders, it’s imperative to lead the charge to stop quiet vacationing and start celebrating the value of a well-deserved break.
Jennifer Kraszewski is CHRO at Paycom.
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