THE BRUTAL TRUTH #33

In this holiday edition, I have done some research about the pool in Lanzarote, and I have to say, it's a really mixed bag. However, it is a bag that should not be ignored, a bit like that bag for life you bought and never used. Should you be working on a holiday?

To Work or Not to Work While on Holiday: A Balanced Argument for Recruitment Leaders

Sitting by the pool this afternoon, listening to a book on Audible, I noticed many people on their mobiles, some talking, some scrolling, and some most definitely working. This has been a long-running discussion about taking genuine time off, so I started talking to some of the people to get their input, and this is what I heard.

As recruitment leaders or any leader, one of your primary responsibilities is ensuring the well-being and productivity of your team. This includes navigating the complex terrain of whether recruiters should work while on holiday. Do they feel they have a choice? Do they think it is expected? Does management care? The list kept growing as people (from all industries) started giving me thoughts on this thorny subject, which applies across the board, but I have put a recruitment spin on it.

Arguments for Working While on Holiday

1. Continuity and Client Satisfaction: Client Relationships: Maintaining continuous communication can strengthen client relationships. Quick responses to urgent queries or issues can build trust and reliability. Candidate Experience: Prompt follow-up with candidates ensures a positive experience and smooths the recruitment process, minimising potential drop-offs.
2. Personal Control and Reduced Stress: Workload Management: Checking in occasionally can prevent the accumulation of tasks, reducing the stress of facing a backlog upon return. Peace of Mind: For some, staying connected provides peace of mind, knowing that critical issues are being handled and nothing is slipping through the cracks.
3. Team Dynamics: Support for Colleagues: Being available for urgent matters can help lighten the load for colleagues, fostering a supportive team environment. Leadership Example: Leaders who remain partially available can set an example of dedication and commitment, potentially inspiring their teams.

Arguments Against Working While on Holiday

1. Mental and Physical Well-being: Rest and Recharge: True detachment from work allows individuals to fully rest and recharge, leading to better mental health and enhanced productivity upon return. Preventing Burnout: Continuous work without adequate breaks can lead to burnout, negatively impacting personal health and professional performance.
2. Quality of Holiday: Family and Personal Time: Holidays are essential for spending quality time with family/friends/loved ones and engaging in personal interests, which work-related activities can disrupt. Complete Disconnection: Fully disconnecting from work can foster creativity and new perspectives, which are valuable upon return to the office.
3. Long-term Productivity: Sustainable Work Habits: Encouraging complete detachment can promote a healthier work-life balance, leading to sustained productivity and job satisfaction in the long run. Workplace Culture: Cultivating a culture where holidays are respected can enhance overall team morale and loyalty.

Individual Happiness as the Core Consideration

Whether recruiters should work while on holiday depends on individual preferences and what makes them happiest and most effective, and that was the primary response for all industries. It should be the person's choice, not the business. As recruitment leaders, fostering an environment that respects both approaches is crucial. Here's how you can support both perspectives:

• Flexible Policies: Implement policies that allow for flexibility, where employees can choose to stay connected if they wish or completely disconnect without repercussions.
• Clear Expectations: Communicate clearly about the expectations regarding availability during holidays and respect personal boundaries. Do this the day before they go.
• Support Systems: Ensure robust support systems are in place so those on holiday can genuinely disconnect, knowing their responsibilities are covered.

By recognising that the decision to work or not while on holiday is personal, recruitment leaders can create a balanced and supportive work environment that prioritises individual well-being and team productivity.

Back to my sun lounger, where I am going from my normal Yorkshire Blue skin tone to red and by the end of the holiday, I will be slightly less blue. People often ask when my lovely lady and I return from holiday, "Did you two go on the same holiday?