Embrace 'Loud Vacationing'

Vacationing loud and proud can transform workplace culture for the better.

A couple of years ago, I decided to take a working vacation. The logic? I wanted to “remain plugged in” with work. I convinced myself I could sip drinks in a different time zone while seamlessly balancing both work and rest. Unfortunately, I achieved neither.

The reality hit hard. I was stuck in limbo—juggling calls, emails, and deliverables during odd hours while half-heartedly trying to enjoy family time. I wasn’t present for my work, and I wasn’t present for my family. And guess what? My half-hearted efforts irritated everyone involved.

This misadventure led me to rethink about how we approach vacations. That’s when I came across the concept of loud vacationing—a powerful counter to the toxic “quiet vacationing” trend we’re seeing in today’s workplaces.

Quiet vacationing: The silent killer of PTO

With the rise of remote and hybrid work, a curious PTO (paid time off) phenomenon has emerged: ‘quiet vacationing’ or ‘hushcations.’ This is when employees take time off but don’t tell anyone – slipping away to secretly “vacation” while still answering emails, attending calls, and crossing off tasks.

The problem? Quiet vacationing doesn’t work for anyone. Employees don’t truly disconnect or recharge, and managers are left guessing about availability. Worse, it feeds a culture of fear and guilt—employees feel pressured to stay plugged in and sneak away from work, rather than openly enjoying the break they’ve earned.

And the consequences? Burnout. Demotivation. Resentment. Attrition. In short, a lose-lose scenario for both employees and employers.

Loud vacationing: owning your Paid Time Off (PTO)

Enter ‘loud vacationing,’ a concept championed by Jennifer Kraszewski, Chief Human Resources Officer at Paycom. Loud vacationing is about unapologetically claiming your PTO – and being vocal about it.

It’s not about flaunting exotic destinations on Instagram. It’s about communicating your plans clearly, setting boundaries, and stepping away guilt-free. Loud vacationing fosters transparency and signals a cultural shift – one that respects the need for rest and normalizes taking breaks.

Kraszewski sums it up perfectly:

“It’s time to take back the time-off trend and advocate for something new. Let’s get rid of the stigma of taking vacations and loudly claim the time off we need… HR pros can play a positive role in mitigating the trend and creating a healthier, more transparent work culture for all.”

The culture behind PTO hesitation

So, why are people so reluctant to take time off?

1. Fear of being perceived as less committed.

Many employees worry that using PTO will make them look unproductive or less dedicated. A culture that glorifies overwork (aka “hustle culture”) only reinforces this mindset.

2. Guilt and team dependency.

“I can’t leave my team hanging.” Sound familiar? Employees often avoid taking PTO because they fear burdening their co-workers or dread the pile-up of work waiting for them afterwards.

3. Generational pressure.

Younger workers, particularly Gen Z and Millennials, are more likely to “quiet vacation.” This lack of work-life balance is one of the key drivers of disengagement and high attrition rates among these age groups.

Reimagine PTO with loud vacationing

If quiet vacationing is a symptom of an unhealthy work culture, loud vacationing is the antidote. Here’s how organisations can embrace this shift:

1. Make PTO clear and accessible.

Transparency is key to creating an environment where employees feel comfortable taking time off. Eliminate the guesswork by clearly communicating paid leave processes and policies. Emphasise that PTO is not a perk but an integral component of the compensation package. Employees should not only know the rules around their PTO but also understand that they’re encouraged to use it.

2. Promote open communication.

Leaders at all levels should foster a dialogue wherein employees feel safe talking about their workload, upcoming plans, and PTO needs. Regular check-ins enable employees to plan vacations well in advance, complete crucial deliverables in time, and discuss how pending tasks will be handled in their absence. As noted by Kraszewski: It feels easier to fully unplug when employees know their job responsibilities are taken care of while on leave.

These conversations start with openness at the top. Managers can lead by example, not just by facilitating PTO but also by sharing when and why they themselves take breaks.

3. Model the behaviour.

Taking well-earned, well-deserved time off is vital for both personal well-being and professional productivity. There is no better way for leaders to endorse the merits of PTO than by demonstrating the right way to go on vacation. Get excited about your plans and share them with co-workers, disconnect while you’re away, and trust your colleagues to manage things at the office.

This sets a critical standard for others to follow, showing your team members that it’s safe to vacation loudly and proudly. In turn, when team members share news about upcoming breaks, managers can share in their excitement.

4. Build a PTO-supportive workplace.

If your organisation has a chronic problem with underutilised PTO or quiet vacationing, it’s time to dig deeper. Does your company culture glorify ‘the grind’? Do managers display toxic behaviours like shooting down PTO requests or demanding that team members remain on-call 24/7? Are teams understaffed, lacking enough members to cover the gaps if someone goes on leave?

Such problems may be deeply entrenched, which means it falls to senior leaders to address them systematically. Whether it’s igniting a cultural shift, investing in managerial training or building capacity through staffing, it’s important to take strategic steps towards creating the right conditions for your employees to be able to take time off. In case your company lacks an official time-off policy, it’s time to develop clear, enforceable guidelines to foster a positive PTO culture.

The ripple effect of loud vacationing

When employees vacation loudly, they normalise taking time off, setting a standard for colleagues and managers. The benefits ripple outward:

• Employees return refreshed, focused, and creative.
• Teams adapt by learning to manage workloads collaboratively.
• Organisations gain happier, more engaged employees—and improved retention.

Ultimately, loud vacationing is a statement of mutual respect: employers value their people, and employees feel empowered to care for themselves.

As the holiday season approaches, let’s make a collective commitment to embrace loud vacationing. If you’re planning to take time off for the holidays, announce it. Set clear boundaries, unplug fully, and encourage your colleagues to do the same. Together, we can foster a culture that values rest, rejuvenation, and genuine work-life harmony.

It’s time to vacation loud, proud, and unapologetically.