Greater job satisfaction. Higher performance. Better odds of getting a pay raise. Are you surprised to learn that these things may come from taking time off work?
In today’s ultra-connected world, it’s sometimes difficult to take a step back, unplug and go on a well-deserved vacation. In fact, Benefits and Pensions Monitor reports that almost 68 per cent of Canadians do some type of work during their holidays.
The same website also reported that 37 per cent of surveyed Canadians take fewer vacations these days, while 20 per cent do not take time off at all because their workplaces are short-staffed.
Logically, vacations are for resting up, recharging and getting ready to bring one’s best back to the workplace. “There are multiple benefits of taking regular vacations,” said Rebecca Zucker, a partner with global executive coaching firm Next Step Partners in San Francisco. “It allows you to unclutter your mind to create more mental space, which allows you to focus and make better decisions when you come back.
It results in improved creativity and productivity. Vacations also reduce stress hormones, which allows for better health and fewer sick days. Plus, research shows that those who take more than 10 days of vacation annually are 30 per cent more likely to receive a raise.”
Zucker also pointed to a study showing that women who took vacation less than once every six years were nearly eight times more likely to develop heart problems compared to women who vacationed twice a year.
“Vacations help us manage the things that lead to grave health consequences – our weight, stress levels, burnout risk. If we reach the burnout stage, it could take three months to a year to recover. So, the goal is to take your vacation and come back restored and refreshed.”
Regular vacations prevent burnout
Zucker warns people to be aware of the three signs of impending burnout: sustained exhaustion, rapidly diminishing productivity and increased cynicism or negativity towards your job. It’s important to take a break soon if you notice these signs.
“Your family will suffer because they like to spend time with you and work may seem more important. Your body may suffer health-wise. And if you’re not able to bring your best self to work every day, your career will suffer.”
Travis O’Rourke, Hays Canada
“I think it’s more a question of how regularly people take vacation, as opposed to how much they take,” she said. “Even regular long weekends can be effective when you need to find a more sustainable rhythm. When we go long periods without a break, our performance nosedives. Whatever you do, take whatever vacation you have.”
When it comes to the construction sector, there are also safety implications associated with burnout. Travis O’Rourke, president of specialist recruitment firm Hays Canada, says workers may not realize the physical toll being taken on their bodies.
“They might be working outside in the cold all day or working really long hours,” he said. “If you take time off and go somewhere warm, you’ll feel your physical health improving. You’ll also come back with a sharper focus, and you’ll be safer on the job. When your mind needs a rest, you’re not thinking about the job in front of you, so you’re not focused on the risk.”
O’Rourke points out that even professional athletes in prime condition take rest days. That’s why it’s so important to cultivate the elusive work/life balance. “Work often gets labelled as the biggest contributor to burnout, but if you have religion, family, social, hobbies and health obligations, all of these things impact the big picture,” he said.
He recommends taking a week off every single quarter; entry-level employees at Hays Canada are given four weeks of vacation to do just that. However, O’Rourke agrees with Zucker that a vacation doesn’t need to be a week long.
“A long weekend is a wonderful thing. Don’t underestimate the power of one day off,” O’Rourke said.
Modelling a vacation-friendly culture
A few key ingredients go into creating a workplace culture that supports employee vacation time.
First, O’Rourke says acceptance comes from the top down, so it’s important for leaders to encourage their company vacation program. “Don’t have the culture where vacation is frowned upon,” he said. “Managers need to model this point of view because employees are watching.”
“Even regular long weekends can be effective when you need to find a more sustainable rhythm. When we go long periods without a break, our performance nosedives. Whatever you do, take whatever vacation you have.”
Rebecca Zucker, Next Step Partners
Second, when managers take vacation they should talk about it when they book it, in the weeks leading up to it and then when they return, they should tell everyone how wonderful it was. In this way, they’ll be modelling the desired behaviour regarding vacations.
Zucker and O’Rourke say that vacation culture must be modelled from the top down. “You can also reward people for taking all of their vacation time and when they are off, allow them to fully unplug. Weave it into the fabric of the organizational culture and have it embedded in your company values, then it becomes a recruiting point, as well,” Zucker said.
Third, consider a proactive push to ensure that employees take their vacation. O’Rourke recommends running a quarterly report to see who has remaining vacation time and then encourage the employee(s) to take it. “When you nudge them, it creates an environment where people feel more willing to take their time,” he said.
He adds that paying out vacation pay on each paycheque encourages people to take time off because they feel they’ve already been paid, so they might as well take it. On the other hand, unpaid vacation that is allowed to accrue will often be treated as a savings account by employees who would rather have the cash than the time off.
How to unplug and recharge
Sometimes, we are our own worst enemies, feeling that we need to stay in touch with work even when our employer doesn’t expect us to do so.
However, if employees really must check in, Zucker and O’Rourke had a few tips on how to stay connected while still enjoying the time away:
- Plan ahead and arrange vacation coverage. Find a colleague who can cover tasks and vice versa when the time comes. Then, while away, step back and trust the co-worker to do the work. Contacting them only implies doubt in their abilities.
- If required, check email at prescribed times only. This could be first thing in the morning and before dinner, for example. Put the phone away for the rest of the day.
- Use an out-of-office reply to set expectations. Include a notice of vacation and provide a contact for urgent matters.
- Take advantage of time zones. Zucker, who is on Pacific time, says she has a “whole day of freedom” whenever she’s in Europe. At the end of the day, she’ll check messages.
- Book a buffer day. Take the first business day back to focus on emails and catch up.
- Schedule a back-to-work briefing. Plan to sit down with the colleague who covered your tasks to get the returning employee up to speed on what happened while they were recharging.
From health and safety benefits to personal and family advantages, it’s clear that vacation time is important time. Don’t hesitate to take well-earned holidays. Workers who consistently forsake their time off, will likely, pay a price.
“I think that at some point, something is going to suffer,” said O’Rourke. “It could be your personal life, your body or your career. Your family will suffer because they like to spend time with you and work may seem more important. Your body may suffer health-wise. And if you’re not able to bring your best self to work every day, your career will suffer.”
Due for a vacation? Take it, urges Zucker. “Don’t leave anything on the table,” she said.