Indeavor’s Post

WSJ beautifully explains in detail what I have been saying for years. Unlimited vacation is a bad idea because most employees view these policies as a trap rather than a benefit. Telling employees to take as much time as they need doesn’t really work unless the roles they serve ultimately have no real meaning or value to the organization. Conversely, employees are less likely to take the time they need because they have no guidance on the amount of time they actually have. It is always better for employers to define all of their benefits, particularly time off, than to leave them an indefinite. This article should be read by every employer either considering or reviewing their unlimited vacation policies.

Planning effective vacation policies - is it really possible? In today's fast-paced work environment, ensuring that employees take their well-deserved breaks is crucial for maintaining productivity and overall well-being. A thoughtfully designed vacation policy not only supports your team’s health but also enhances job satisfaction and performance. How to plan it to make the majority satisfied (we all know that making everybody happy is not possible)? Of course early planning is important. But what if the plans fail? Do you sometimes have problems with planning vaccations? Or with your vaccation plans failing?

The article notes, and I agree, that a holistic approach is required. The company needs to (a) provide objective productivity benchmarks then (b) they can provide unlimited PTO. If the employee knows what is expected and they meet the criteria, then they can take the balance of the year off. However, from the company's perspective, if the benchmark is too easy to reach and the employee can take 6-months of leave after meeting it, then the benchmark is the problem, not the unlimited PTO. Objective benchmarks are necessary for hybrid work, too.

The new trend in quiet vacationing has become both embraced and revered, depending on your perspective. The increasing reluctance to take actual vacation time has been replaced by quiet vacationing, taking half or full days off without declaring a vacation day. For some, this could reflect a larger problem in the US vacation policy: namely, it is one of the few industrialized nations that doesn’t have a legally mandated minimum number of paid days off. Many countries with similar workforces require by law that their employees have a guaranteed amount of time off. For example, EU employees are guaranteed 20 paid vacation days. It might not be a coincidence that American workers are taking what they aren’t given. And that isn’t surprising. We all need downtime to recuperate and restore. Even if you love your job—maybe especially if you love your job—we need to step back from it. Do you take time to fully disconnect from work, or do you work while on vacation? #QuietVacationing #QuietQuitting #VacationDays

The latest workplace trend, “quiet vacationing,” which is reminiscent of “hush trips,” is the practice of taking vacation time without informing your employer. In May, ResumeBuilder.com surveyed 1,050 corporate workers who have paid time off (PTO) benefits to find out how many have recently done or plan to engage in quiet vacationing. Key findings: 🌴 2 in 5 workers worry about the impact of taking PTO on job security 🌴 1 in 10 workers participated in quiet vacationing in the past year 🌴 Anxiety is the top reason for workers not utilizing PTO for vacation days 🌴 1 in 8 intend to engage in quiet vacationing this summer 🌴 1 in 4 workers at companies that don’t participate in “Summer Fridays” plan to engage in the practice anyway Read full results: https://lnkd.in/eYmT74pV

At Ascendro, we recognize the importance of maintaining a harmonious work-life balance for our valued team members. To make holiday and vacation management a breeze, we developed ""Vacation Planner""—an internal tool committed to simplifying the process while ensuring transparency. How does Vacation Planner help us? ✔ Work-life balance: By facilitating efficient holiday planning, Vacation Planner supports our commitment to a healthy work-life balance, allowing our team to enjoy their well-deserved time off. ✔ Transparency: It ensures transparency in the vacation request and approval process, to keep everyone informed and aligned. ✔ Predictive planning: The tool provides insights that enhance our predictive planning capabilities, ensuring that project timelines and resources are managed effectively. Vacation Planner is our way of showing our dedication to creating a supportive work environment, where team members can enjoy well-deserved breaks and where stakeholders can plan with confidence. Check out more details about the tool: https://lnkd.in/d3ighTqD #VacationPlanner #ascendro #growingwithtechnology

Did you know that Denmark guarantees a long vacation period by law? According to the 𝐃𝐚𝐧𝐢𝐬𝐡 𝐇𝐨𝐥𝐢𝐝𝐚𝐲 𝐀𝐜𝐭, every worker is entitled to 5 weeks of vacation per year, ensuring time for relaxation. Here are the key points related to vacation under the Danish Holiday Act: 1️⃣ 5 Weeks of Vacation: Workers are entitled to 5 weeks of vacation per year, equating to 25 working days based on a 5-day work week. 2️⃣ Main Holiday Period: 3 out of those 5 weeks are designated as the main holiday period, typically from 1 May to 30 September. These weeks can be taken together, allowing for an extended break. 3️⃣ July Vacation: July is the most popular month for vacations, as many companies and businesses close or operate with reduced staff due to collective vacations. 4️⃣ Employer Obligations: Employers must ensure employees take their full vacation entitlement as per the law, facilitating the main holiday period and accommodating individual vacation requests throughout the year. Overall, the Danish Holiday Act promotes a healthy work-life balance by ensuring employees have substantial time for rest and recreation. The collective vacation periods, especially in July, are a well-established part of Danish work culture, enabling many to enjoy their time off simultaneously. Written by: Maria Clara Medeiros Last Week in Denmark

Summer is almost here, and that means many employees will be taking well-deserved vacation time. As an employer, it is important to understand the rights that employees have in order to properly manage vacation requests. Generally, employers must provide employees with an opportunity to request vacation days and must consider any requests in good faith. Employers should also encourage eligible employees to take a vacation to rest and recharge, and remind them that it’s helpful to plan time off early when possible. In the article linked below, we’ll talk more about the legal and HR aspects of managing employee vacation requests during the summer holidays.

🥜Nuts - what can I say ... It explains a lot 😠 🤔From our good friends at Chartr: 👉Gerri Kellman, General Counsel and erstwhile CEO at Waystar Royco in Succession, once characterized 𝗲𝗺𝗽𝗹𝗼𝘆𝗲𝗲𝘀 𝗮𝘁 𝘁𝗼𝗽 𝗘𝘂𝗿𝗼𝗽𝗲𝗮𝗻 𝗿𝗶𝘃𝗮𝗹𝘀 𝗮𝘀 “𝘀𝗼𝗳𝘁… 𝘀𝗶𝗰𝗸 𝗼𝗻 𝘃𝗮𝗰𝗮𝘁𝗶𝗼𝗻 𝗺𝗮𝗻𝗶𝗮” — compared to American workers, she might have been onto something. 👉According to the 24th installment of the annual Vacation Deprivation Report, carried out by Harris Research Partners and commissioned by Expedia (yes, the travel company), 𝗨𝗦 𝗲𝗺𝗽𝗹𝗼𝘆𝗲𝗲𝘀 𝗮𝗿𝗲 𝗮𝗹𝗹𝗼𝘁𝘁𝗲𝗱 12 𝘃𝗮𝗰𝗮𝘁𝗶𝗼𝗻 𝗱𝗮𝘆𝘀 𝗲𝗮𝗰𝗵 𝘆𝗲𝗮𝗿 𝗼𝗻 𝗮𝘃𝗲𝗿𝗮𝗴𝗲… 𝗮𝗻𝗱 𝗼𝗻𝗹𝘆 𝘁𝗮𝗸𝗲 11 𝗼𝗳 𝘁𝗵𝗲𝗺. Of the countries surveyed, America comes last on the average number of vacation days allotted and the average number of vacation days taken, and, for the most part, it’s not even close. 👉Per the report, workers in Hong Kong were happiest to get stuck into their PTO pot, typically not leaving any of their average 26 vacation days unused. Meanwhile, 𝗘𝘂𝗿𝗼𝗽𝗲𝗮𝗻𝘀 𝘄𝗲𝗿𝗲 𝗱𝗼𝗶𝗻𝗴 𝘁𝗵𝗲𝗶𝗿 𝘂𝘁𝗺𝗼𝘀𝘁 𝘁𝗼 𝗽𝗿𝗼𝘃𝗲 𝗞𝗲𝗹𝗹𝗺𝗮𝗻’𝘀 𝗺𝗮𝘅𝗶𝗺, 𝘄𝗶𝘁𝗵 𝗙𝗿𝗮𝗻𝗰𝗲, 𝗚𝗲𝗿𝗺𝗮𝗻𝘆, 𝗮𝗻𝗱 𝘁𝗵𝗲 𝗨𝗞 𝗮𝗹𝗹 𝗴𝗿𝗮𝗻𝘁𝗲𝗱 𝗮𝘁 𝗹𝗲𝗮𝘀𝘁 27 𝗱𝗮𝘆𝘀 𝗼𝗳 𝘃𝗮𝗰𝗮𝘁𝗶𝗼𝗻.

Ah, the unlimited vacation perk rears its deceptive head once again. Every so often I'll hear a younger worker brag about this perk as if it's the golden ticket of the workplace. The harsh reality is the ticket is often really fool's gold. The roots of this perk first made its foray into the workforce consciousness with Netflix. On paper, unlimited vacation sounds like an opportunity to take months and months off from work. Think again. You'd actually be better off in the long run negotiating for limited paid vacation that you benefit from whether you take it or not. Benefits for who? Here's why employers are so gracious about this perk. They no longer have to carry unused, unlimited vacation time as a liability from one year to the next. More importantly, they don't have to pay employees who leave the company for any unused vacation time. That's right. No employer is paying you for the 11 months of vacation time you didn't take. And, the benefits for employers don't end there. Unlimited doesn't mean what you think. Recent studies show that employees with this 'great' unlimited perk actually take even less time off than if they had their standard two-week paid mulligan. Why? U.S. workers develop a self-guilt around taking vacation worse than it already is. And, there are the performance optics around it as well. No one would ever take months and months of vacation time in a calendar year. You'd be out quicker than you can say "employee of the month". Do the new math. If you're deciding between jobs, don't be swayed by unlimited anything. In this case, negotiating a set, paid vacation adds up more than you know https://lnkd.in/gn5_Yn_q #vacation #benefits #work #pto #career #lifestyle #worklifebalance #perk