As for employers, they appreciate that their employees check in while on vacation and are only an email away. After all, their employees’ continued presence even while on holiday will ensure that nothing falls through the cracks and that there will always be a go-to person. Research shows that managers tend to judge employee commitment to the organization by their levels of “citizenship behaviors,” which sometimes includes going above and beyond their job tasks to serve the common good. If managers confuse not taking vacation with citizenship, or are not supportive of taking vacations, then employees will leave much more vacation time on the table regardless of the overall organizational policies.
Unfortunately, the logic of both employees and employers is highly flawed. Both fail to realize that cutting into vacation time is actually detrimental to both organizations and their employees both in terms of financial and
productivity costs. But while I wish it were different, I recognize that if you don’t get much vacation time, can’t afford to take any time off, or work for a boss who scowls at the idea of a two-week vacation—or even a single full week off—you will have to figure out a workaround.
It’s vital that you do so. Research by Sabine Sonnentag suggests that detaching from work is essential to enhanced productivity. Her work has shown that, while people who do not detach from work suffering from greater levels of exhaustion, those who do recover from job
stressand are more likely to have higher engagement levels at work. “A high level of recovery and work engagement seem to reinforce each other,” as she explained to me in an interview.
As Worline explained to me, “We all need to unplug now and then! In fact, we come back better able to perform when we allow adequate breaks, and there’s a good deal of evidence that shows this across very different kinds of industries.” This is true especially when work demands are high – which is also when professionals might be least likely to give themselves a break. “Research on what it takes to thrive at work shows that high intensity jobs that require a lot of thinking and learning hit a tipping point at which we can no longer perform unless we allow for periods of recovery that build up our vitality.” How can HR professionals make sure that personnel will actually detach from work? Worline, who also collaborates with our center at Stanford, the Center for Compassion and
Altruism Research and
Education, suggests that “Human resource professionals can educate people within the organization about the value of breaks, and can look at accrued vacation time as a red flag for
burnout.”
If you really can’t take a proper vacation, Adam Rifkin, successful Silicon Valley serial entrepreneur and founder of PandaWhale, suggests “taking a little downtime every day rather than pushing it off for some getaway week.” Sonnentag’s research also suggests that if you make an effort to completely disengage from work when the workday is over – by, for example, engaging in a hobby you enjoy, exercising, or taking a walk in
nature – you will reap the benefits: you will feel less fatigued, more engaged at work, and more energized when you leave work. Research on energy
management at work shows that taking micro-breaks at work (by, for example, listening to music) leads to less fatigue and greater vitality.
On weekends, however, leave micro-breaks behind and make sure to take full advantage of two full days of rest for maximum recovery. As UK researcher Peter Totterdell told me, “Well-being tends to be worse on a first rest day compared to the second rest day, and when shiftworkers return to work their satisfaction is higher following two days off rather than one rest day. So this really does suggest the value of a ‘weekend’ break.”
And when you’re taking your daily break or your weekly days off, don’t just sit in front of the TV. Totterdell adds, “Research on mood states during different activities indicates that active leisure (e.g., conversation, hobbies and exercise) is associated with more positive mood than passive leisure (e.g., TV, home computer).” One kind of activity does not fit all, however. Totterdell adds that “research on sustainable
happiness indicates that the activities need to fit with the person’s
goals and
personality, and need to be varied.” If you are more
introverted, for example, you might find time alone reading at home to be more restorative whereas more
extroverted people might need to spend their leisure time being social with friends and family.
Of course, what this research shows is that, if you are an employer, not only should you feel good about giving your employees some time off, you should actively encourage them to unplug completely. Similarly, if you are an employee, understand that you will be able to be much more productive if you go on vacation and allow yourself to completely take relax than if you continue working.
Employees’ failure to take time off costs US employers a whopping $224 billion dollars in liabilities per year. Moreover, an employee that never unplugs from work is an employee that is bound for burnout and the effects of chronic stress – which range from lower attention spans to
health problems. In fact, the many problems associated with a stressed workforce – accidents, absenteeism, employee turnover, diminished productivity, and medical, legal and insurance costs cost the US industry $300 billion annually.
So by all means, use these mini-break strategies to solve your short-term problem. Just know that it’s not a long-term solution.
