Time away from the office is a necessary and often critical factor in the success of leaders, as well as team members.
Yet, many organizations have created a culture that frowns upon or discourages time off. In addition, some employees at other firms are afraid to take time off because they feel no one could do their role or that someone might try and take over their functions.
This is truly an unfortunate dilemma facing both employees and employers. The reality is that productivity and efficiency actually spiral downward without sufficient breaks and time away from the office. More hours worked doesn’t always equal greater output.
At Collaboration, we recently implemented a vacation policy similar to progressive organizations such as Zappos, where we have an open, time-off policy. Employees are able to take as much time off as they like, as long as they are achieving their outcomes. In addition, every employee has to take at least two, 1-week breaks throughout the year.
Through this “outcome-focused” vacation policy, we began to see “Vacation = Return to Innovation” or V=RTI. Our team has had flexibility in their schedules but, as adults, they have also managed their outcomes and performance metrics to ensure they are completing their roles effectively.
We noticed an increase in the level of innovation and ideas, once they returned from their time off. The break is providing them an opportunity to step away from their daily routines, assessing things from a different point of view, and providing them unfiltered thinking time. They have an elevated sense of achieving their goals, as they know that this privilege of managing their own time off is based on the quality of goals being achieved and not the quantity of hours worked.
I have seen many organizations struggle with the idea of implementing this type of time-off program. I realize many organizations may not be able to employ this type of program based on their service or production needs.
My experience is that if the leaders feel like they can’t take time off, then their employees feel the same way. It has to start at the top. Leaders need to understand that lack of time away from the office leads to burnout, turnover and lower performance. Some leaders feel like they can’t get away because things will fall apart without them.
Well, this is actually a different issue called ‘poor management’ or ‘lack of effective time management.’ If, as a leader, you or anyone on your team believes they can’t take time off because they feel things will crumble without them, there is a larger systemic issue happening within your organization.
Bottom Line
High-performing teams and leaders understand the concept of working smarter, not harder. They similarly believe time off is a powerful tool to encourage new ideas, as well as maintaining a refreshed and re-energized workforce.
When was the last time you took time off? Have you created a culture that is prioritized by work or motivated and empowered by work-life balance? You may be missing out on amazing ideas for your business because vacation = return to innovation.
This is another article in a series on Michael Gunther’s entrepreneurial story and how being raised in a large family and his belief in creating a growth company with a work-to-live mentality has influenced his career. To read the previous articles in this series, visit his blog at: www.Collaboration-llc.com.
Michael Gunther is Founder and President of Collaboration, LLC, a team of highly-skilled business professionals who are dedicated to assisting proactive business owners to build profitable, sustainable businesses through results-oriented education and consulting services. Learn more at: www.Collaboration-llc.com. Bottom Line is a regular feature of Simply Clear Marketing & Media.
By Michael Gunther
