Lena Janes’ Post

Which employees get PTO? Who takes their PTO? Does unlimited PTO mean you can go on vacation forever?! 🤨 This guide answers these questions and more for both employers and employees who are curious about the facts and figures behind taking time off from work. How does your company handle PTO? http://pbynd.cc/72jcs

Did you know employees with unlimited PTO take fewer days off than those with limited vacation time? They don’t want people to think they’re taking advantage or aren’t committed to their jobs, so they let PTO days pile up. Learn how to create an effective PTO program here: https://lnkd.in/gTvt2Z_P. #EmployeeBenefits #PTO #WorkLifeBalance #HRThatMakesADifference https://lnkd.in/gcX-dx_e

I think the next stage of human evolution is one of work places being both for profit of the company, and for accountable compassion for the individual. Knowing more about mental fitness and how it plays into our ability to do our best work is a good step the right direction. This isn't a callout to some specific company or leader. Don't get weird. Mark's takes are often a bit "hot", but this is worth discussing and considering, even/especially if you disagree. We have more collective access to ability growth and resources as humans than we've ever had before in the history of the world. We have to wield this with wisdom. I believe empowering the individual to make better decisions with time and talents leads to empowering the group.

The lack of set expectations leads to chaos and distrust in your organization. In my own experience, it led to guilt, stress and the feeling the company didn't actually trust their employees, which is where the policy is supposed to stem from. Lack of expectations lead to downfalls of every kind - protect your employees and give them confidence with a clear road for them.

Companies that offer Unlimited PTO don't really care about their employees. Here is why: Your PTO (paid time off) is a liability on your employer's balance sheet. And, by now we have all figured out that "unlimited" doesn't mean unlimited. In reality, it's a highly cynical approach taken on by a lot of employers recently, where they solve their own issue -- which is that your PTO is their liability. Unlimited PTO also removes the employers responsibility that their employees are well because they are essentially telling you "you can take as much time off as you want." ... But when there is no vested-financial intereste from the employer to make sure that happens, people end up taking a lot less time off. Data shows that under an "unlimited paid time off" policy people take about 30% less time off than under traditional paid time off. Which means employees work a lot more for effectively a lot less money and they get burnt out much faster. ... And, under an "unlimited PTO" policy the employee can never access the accrued value of that PTO they don't use.

Unlimited Paid Time Off (PTO) is a scam, and everyone knows it. If you want happy employees, institute Mandatory PTO. Remember, the source of 99.9% of corporate (and life) disfunction is: - Unknown expectations - Unrealistic expectations - Unmet expectations Unlimited PTO checks all of those boxes, and in the worst way. On the other hand, Mandatory PTO is ideal. - Makes the expectations known. "We believe everyone needs to decompress. To support that, you must take a minimum of ___ days off each year, and you cannot go more than ___ days without taking a day off." - Makes the expectations realistic. "We will not even allow you to work while on PTO. We want you to truly recharge. If there's a true emergency and we interrupt you, you will be given 1.5 make-up days." - As it is mandatory, meeting the expectation is certain. As a bonus, in addition to regular Mandatory PTO, give your management team 1 personal day every other month to be specifically used for doctor appointments, banking, errands, etc... By setting clear, but generous, time off expectations your business and your employees will thrive. And you'll avoid the disfunction caused by the Unlimited PTO boondoggle.

It’s almost the end of the year. Have you used all of your PTO/vacation time!? Some things to consider: 🏝️ Do your employer offer rollover? 🏝️ Do your employer offer PTO payout? 🏝️ Is there a use it or lose it rule? Never let PTO/vacation time go to waste. Taking a break from work is vital to your health and happiness. It provides you a mental reset and can make you more productive. Employers offer PTO/vacation time for a reason, and you should not feel guilty for using it. Put in your requests early and try not to cram it all at the end of the year. It may be harder to get the time approved due to other team members’ requests. It’s never to late to plan a vacation or staycation! 🏝️ #pto #vacation #endofyear #staycation #benefits #royalcaribbean

Unlimited PTO is a hot topic right now and rightfully so. It sounds pretty great. Problem is, it almost never works. Why? The same companies that offer it are terrible at implementing it. They don't let their people come up for air, and the collective guilt trip issued when PTO is taken makes it pretty darn uncomfortable for employees to use it. What good is "unlimited" PTO if it's totally inaccessible? Here's our alternative: 3 weeks of total office closure -- 4th of July week, Thanksgiving week, and Christmas through New Year's Day (essentially mandated breaks!) -- combined with weeks of earned PTO we actually encourage you to take by helping you map out your time off in advance. First year teammates, regardless of position within the company, get 5 full weeks of time off (PTO+office closures), and the time off grows from there. I explain our approach more in this video and would love to hear your thoughts. BGW CPA, PLLC #anythingbuttypical #notyouraverageaccountants #notyouraverageaccountingcareer #nowhiringaccountants

78% of workers in the US say they don’t take all of their PTO and that’s bad news for employers. Are workers “quiet vacationing” instead or just exhausting themselves? A clear PTO policy and managers who lead by example can help mitigate both scenarios. Check out this week’s #blog for insight on why employees may not be taking their PTO and what you can do to prevent the rising trend in quiet vacationing. https://lnkd.in/gF6Huqv2 #PTO #blog #vacation #timeoff #worktransparency

Upon receiving my final paycheck, I checked my paystub to confirm I’d been paid out for my PTO. I didn’t realize I had over 20 days of unused vacation time - that’s basically a whole month! I love to travel and feel like I take vacation regularly. Apparently I could have been taking much, much more. I was actually close to reaching the company cap, meaning I would no longer be accruing PTO. If you are eligible for PTO, this is a friendly reminder to use your paid time off. Studies show that employees with unlimited/discretionary time off actually take less time on average. Many employees admit to working while on PTO (I’m guilty of this), but taking a break is protective against burnout. Whether you take a vacation or a staycation, that rest is valuable. Use your PTO, you earned it.