Juno Search Partners’ Post

Over the years we have seen a mass increase in people working from home. Unfortunately, a good majority of remote workers have found it extremely difficult to disconnect and withdraw from their responsibilities during their Time-Off. A statistic reveals that around 68% of these employees have admitted to doing some type of work during their vacation. And another 45% would rather work than feel guilty for taking any extra Time-Off. This, “all work, no play” philosophy, eventually can lead to unnecessary stress, anxiety, and burnouts. It’s time for HR teams and leaders to step up and prioritize a true work/life balance for our employees. It is important for us to encourage our employees to fully detach from work and actually relax on their vacation. We need to create an environment that understands the importance of mental health and respects their personal time. This genuine environment will help our teams refresh and be motivated to come back and feel more productive. If you are interested in this issue, please follow the link below to learn more! https://bit.ly/4eKVUGD #HR #WorkLifeBalance #EmployeeWellbeing

Benefits are crucial for employees! An important benefit to me is Paid Time Off (PTO). PTO allows employees to:  - Have a work-life balance. - Reset - if they're feeling burnout. - Increase productivity. What benefit do you value the most? #brandbrigade #WeAreVensure #benefits #PTO Travis Bruyere Bryan Webb William Kane Vaishnavi Das

In today's remote work environment, employees are finding it increasingly difficult to disconnect during their PTO. A staggering statistic reveals that 68% of workers admitted to working during vacations, and an eye-opening 45% say they feel guilty for taking time off. This constant connectivity can lead to burnout, stress, and even higher turnover rates. HR leaders, it's time to prioritize true work/life balance. Encourage employees to fully unplug and create a culture that values mental well-being. By fostering an environment that respects personal time, we can help our teams recharge and return more motivated and productive. What strategies have you found effective in preventing PTO burnout? Share your insights below! https://bit.ly/4eKVUGD #HR #WorkLifeBalance #EmployeeWellbeing

Excellent read and so relevant.

Burnout isn't new — but it's become an even larger problem in our workforce today than ever before. Leaders have an obligation to themselves and their employees to TAKE TIME OFF. If you don't model good well-being, those who look up to you won't either. So do yourself a favor and take that mental health day. Stop answering non-urgent emails after the sun goes down. Set those boundaries and create a culture that supports our mental and physical health! #Burnout #MentalHealth #Wellbeing

Encouraging full-disconnects is a way to build trust, respect, and honor work/life balance. Leaders who model this also help their team build key skills, confidence, and grow as professionals.

While I agree with the sentiment here, encouraging employees to "unplug" is not going to solve this problem. Here my colleagues, is the difference between HR and Culture Management. It's the workplace culture that won't allow them to unplug at the core of the issue. You see, if their email or texts continue to pile up while they are on vacation, they have two options: deal with it now and save themselves the headache later and potential negative feedback they'll receive from not answering immediately, OR, let it pile up, and work 50 plus hours for the next few weeks to play catch up when they return. It's a no-win that leads you to burn out either way. If you offer PTO but your employees can't afford the time to take it, you don't actually offer PTO. Worse yet, how about folks that travel FOR WORK, who have to "play catch up" because they were "out of the office?" The ability to contact anyone at anytime is not going to change - workplace culture and etiquette needs to evolve, and it has to start at the top - from a generation of leaders who, while not starting their careers with email, have come to expect immediate availability from its workforce. The change is do able and the business AND its employees can still thrive! #hr #humanresources #culturemanagement #pto #millenials #genz #workplace #leadership #worklifebalance #employeebenefits #employeeengagement #employeeretention

Has your workplace come up with an effective solution for the summer vacation juggle? Everyone wants to - and should - have a summer vacation, but what about when every week brings a new person out-of-office and you just can't seem to move things forward? How can we support time off more effectively, especially during the summer? Do you: - Pause projects? Slow them down with intention? - Pause hiring? Inform candidates of extended timelines? - Collaboratively plan vacation schedules? Confession: Over the last few weeks, I've communicated with staff people who are on vacation because somehow we both decided that there was something that couldn't wait. Summer is hard like that - vacations pile on at all different times, teams aren't in the same places, projects need (?) to continue, but gaps in availability abound. This article is a good reminder to ask myself "can it wait?" more often. I care about people taking their PTO; it's a core part of my commitment to well-being for all. And yet, these summer vacations present such a challenge. Are my timelines truly necessary? Sometimes yes, but sometimes definitely no. I'm definitely going to spend some time thinking about alternative solutions!

What does it say if a person feels compelled to work on vacation? 1. Are they that important to the organization? What if they got hit by a bus? Why isn't responsibility delegated? Why isn't there a succession plan? 2. Does the organization believe they are that important? What if they got hit by a bus? Why isn't responsibility delegated? Why isn't there a succession plan? 3. If the organization can't delegate or distribute the responsibilities, then what if they got hit my a bus? Pre-2005ish, people went on vacation and came back happy with an organization still running.