It’s no secret that professionals are asking for generous PTO policies in increasing numbers (we’ve written about this as a top benefit here). With the rise in conversations about PTO’s positive impact on mental health, its ability to prevent burnout, and the importance of flexible work hours throughout the summer and during the holiday season, more and more companies are boasting “unlimited PTO” on their LinkedIn job descriptions. While this can appear to be a win for potential employees, how does offering an unlimited number of days off actually play out?
The answer is a little complicated. While some employees report satisfaction with unlimited PTO, others end up taking less time off than they would if PTO days were more clearly defined. (See this article from BBC to read more.) This leaves some business leaders scrambling to find the PTO solution that works best for both company productivity and employee retention.
Our advice? Your PTO policy should be one that communicates the message, “We want you to have a life outside of work, and we are a stronger team when you have time to recharge.” And—this part is very important—the message needs to be genuine! If your team doesn’t hear this from you (both through company benefits and verbally), your PTO policy probably needs some work. Here are a few tips for successfully sending this message:
- Reevaluate your current PTO and Holiday benefits. Even if you say you want your employees to recharge, they can’t actually do that if they don’t have enough days off. How does your policy stack up to your industry peers?
- Trust that if you give your team a few more days off, they’ll reward your trust by getting their work done in fewer days. (In fact, there are multiple reports showing that working fewer days can increase productivity!)
- Train your managers to discuss PTO with their direct reports in a way that encourages team members to use their time off. If a company’s culture encourages over-working, an unlimited PTO policy won’t fix the issue!
- Check in on employees during review times to make sure they’re taking their PTO, ask about their time off, and cultivate a culture of enthusiasm for people’s lives outside of work.
- Create a general framework for how work will be covered while team members are out of office. Is everyone responsible for their own coverage? Are different tasks given to different people, or is there a “buddy” system? Make sure expectations are clear.
- Respect their time off, and do not expect them to work (or even to “check in”) while away! Make sure they know that you do not want to hear from them while they’re taking time away from work.
At the end of the day, PTO shouldn’t feel like a game of tug-of-war between upper management and the team. As a business leader, it’s important to remember that what feels like a short-term loss (a few days without your star team member) is actually a long-term gain (team member has minimal burnout and stronger investment in staying at your company). If you embrace the gift of PTO, you will ultimately be the one benefitting.
If you want more information about the wellness benefits most valued by today’s top talent, download our Free 2024 Benefits and Wellness Report!
Did you like this week’s post? Then you might like these posts below.
Transforming Talent Retention: The Benefits and Wellness Report
4 Steps to Take to Practice Better Retention During the Holidays
What’s Next?
Ready to transform your multi-generational workplace culture? Contact YoPro Know today! We can help you develop a thoughtful PTO strategy that fosters positive relationships, strengthens your employer brand, and attracts top talent. Let’s ensure your benefits pave the way for a dynamic cross-generational workforce! To learn more about how our services can help you uncover the power of social media in recruiting and retaining professional talent, schedule Your Free Planning Session Today.