How Leaders Are Approaching Time Off In A Remote World

Remote work has redrawn the boundaries between personal and professional life, creating an environment where employees are always just a click away from their work. Employees are physically removed from the office yet find it harder than ever to fully disconnect. The result is a paradox where workers, despite not being physically present in an office, feel the pressure to remain perpetually engaged in their duties. Recognizing these challenges, business leaders are now stepping forward with innovative strategies aimed at creating a culture that supports genuine breaks and prioritizes employee well-being in a remote setting.

As work and home spaces merge, the importance of effective time off becomes increasingly evident. Leaders are tasked with crafting and modeling policies that encourage employees to step away from their desks and recharge, free from the tether of emails and virtual meetings. Insights from these leaders reveal varied strategies to ensure employees can unplug, recharge, and maintain a healthy work-life balance. Here’s how they’re making a difference:

Pioneering time off practices for digital well-being

Mark Schell, chief human resources officer at Intero Digital emphasizes wellness from the start. “We encourage our employees to take the time off that they need to ensure that they are well and recharged,” Schell says. Intero Digital’s flexible paid time off policy is complemented by efforts to evaluate the feasibility of shutting down operations for two weeks annually, allowing everyone to enjoy simultaneous time off. The goal is to set clear expectations for wellness early on to ensure employees understand the company’s commitment to their well-being.

Schell also stresses the importance of leadership in modeling the right behaviors around time off. “When leaders take time off and truly disconnect, it sends a positive message that can cascade through their respective teams and organizations,” he explains. Leading by example is crucial in encouraging employees to feel comfortable disconnecting fully, knowing that their leaders value and practice the same. The impact of such actions on organizational culture cannot be overstated, as they promote a healthy balance between work and personal life.

Cultivating a culture of unplugged vacations

Marti Willet, president of Digital Marketing Recruiters, fosters a workplace environment where vacations are not just permitted but actively celebrated. She believes that the foundation of such a culture lies in its ability to change perceptions around vacations. “Create a culture where taking time off is celebrated and encouraged instead of looked at in a negative light,” Willet states. Her firm takes proactive steps to ensure that employees feel supported in their decision to unplug, implementing specific processes that cover work during absences so that staff can truly relax without worry.

Leadership plays a pivotal role in this cultural shift towards valuing time off as well. Willet believes that leaders should visibly disconnect and share their vacation experiences to reinforce the value of time away from work. This ethos begins at the leadership level, illustrating the impact managerial conduct has on shaping employees’ attitudes towards taking breaks. The positive effect of such leadership practices is measured through improvements in employee satisfaction and work quality and reinforces the link between well-managed time off and overall productivity. “A happier employee is typically a more productive employee,” Willet says.

Embracing work-life integration for enhanced flexibility

Gloria St. Martin-Lowry, president at HPWP Group, introduces a concept of work-life integration that offers greater flexibility than traditional models. This approach recognizes the diverse needs and schedules of individuals—a one-size-fits-all policy may not be effective. “Work-life integration is recognizing all of the needs to be accomplished both at home and at work can be worked out based on schedules that work best for individuals,” St. Martin-Lowry says. The challenge lies in ensuring employees take advantage of unlimited PTO, a policy that provides maximum flexibility but is often underutilized due to a lack of encouragement or awareness.

Those at the top are responsible for cultivating an environment that normalizes and encourages taking time off. “We do find ourselves encouraging people to step away from work, disconnect early, etc.,” she says. Employees must feel that they can take the breaks they need. The approach is less about setting strict policies and more about creating an atmosphere of trust and value for employees’ contributions and well-being. St. Martin-Lowry’s perspective shifts the focus from mere time off to a more holistic view of employee engagement and satisfaction.

Strengthening team bonds to support quality time off

Audra Walter, Chief Strategy Officer at MUSE, holds that a supportive team dynamic is necessary for facilitating effective time off. “The culture of the company at MUSE is very vested in taking care of each other as a team,” Walter shares. At MUSE, early planning for vacations and collaborative project management are key strategies that allow employees to genuinely disconnect. The company has discovered that early planning for extended vacations is the most effective way to support one another during time off.

“Starting with reasonable boundaries and expectations is the most important thing,” she advises other leaders. When MUSE revised its vacation policy, moving away from an unlimited approach, it found a better balance between flexibility for employees and their responsibility towards work. This revised strategy, alongside the introduction of flexible working hours, enables employees to effectively manage their own schedules. Even in their absence, the collective support from the team ensures continuity of work without any hitches.

As remote work redefines the traditional workplace, leaders are finding innovative ways to ensure their teams can effectively disconnect and recharge. These insights offer valuable strategies for other leaders seeking to enhance the well-being and productivity of their remote teams. By prioritizing flexible policies, promoting a culture that values rest, and embracing a personalized approach to work-life integration, companies can better support their employees in navigating the challenges of the digital work era. In doing so, they invest not only in their team’s health but also in their organization’s long-term success.