By Jamie Aitken, Betterworks VP of HR Transformation
Similar to the “Lazy Girl” trend, it’s important to realize something like “Quiet Vacationing” isn’t actually about being lazy or avoiding work. “Quiet Vacationing” shows a disconnect between employees and their organizations. This new phenomenon, where employees take time off without being transparent about it, may indicate a failure in performance management practices. It should be a wake-up call for HR and business leaders to evolve and better meet the changing expectations of today’s workforce.
“Quiet Vacationing” is a symptom of a larger issue within organizational culture where trust, transparency, and communication are lacking. Employees should be able to take their well-deserved breaks openly and without fear of judgment or repercussion. Here are some ways HR leaders and managers can ensure this trend doesn’t negatively impact their teams:
Make Trust Very Apparent
At the core of “Quiet Vacationing” is a breakdown in trust. Employees may feel their dedication is being questioned or that their value is tied solely to their presence rather than their contributions and impact. This perception can lead to burnout and decreased morale. To counter this, leaders should prioritize creating a culture of trust and empowerment. This starts with leadership showing a genuine commitment to employee well-being. When leaders openly discuss the importance of rest and well-being, it sets a precedent that taking time off is not only acceptable, but encouraged.
Foster Open Communication
One practical step toward addressing “Quiet Vacationing” is promoting regular check-ins between managers and employees. These check-ins should go beyond work tasks and performance metrics; they should include conversations about workload, stress levels, and the need for time off. Building rapport and trust through these authentic conversations can help employees feel more comfortable discussing their need for breaks. Regular check-ins also allow managers to identify potential issues before they escalate. This open dialogue allows managers to offer support and resources to employees who may be feeling overwhelmed, and in the end, can help them feel valued and understood.
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Prioritize Goal-Setting and Accountability
Another effective strategy is implementing clear goal-setting practices. When employees have well-defined goals and understand how their work contributes to the broader goals of the organization, they are more likely to feel a sense of commitment, accountability, and belonging. This clarity can reduce the temptation to quietly step away from work, as employees recognize the impact of their absence on their team and the company’s success. This level of accountability also ensures that employees understand the importance of meeting deadlines and fulfilling their responsibilities — but it should be balanced with genuine support. It should be very well known that employees can take time off without compromising their standing with colleagues or jeopardizing the company’s ability to meet its goals.
Listen & Adapt
The nature of work is different today than it was even a few years ago. The traditional 9-to-5 model is giving way to more flexible arrangements and employees are increasingly valuing work-life balance. Addressing the “Quiet Vacationing” trend requires leaders to listen to their employees and adapt to their needs. This might involve re-evaluating workload expectations, providing more flexible work arrangements, or offering additional support for mental health and well-being. By actively seeking feedback and being willing to make changes, organizations can create a more supportive work environment.
Seize the Opportunity
“Quiet Vacationing” unveils deeper issues within organizational culture, but it also presents an opportunity for positive change. There is a better way to do performance management, one that doesn’t force employees to quietly escape but instead supports their need for balance and flexibility. By listening to, openly communicating with, and adapting to their needs, we can prevent this trend from escalating and create a healthier, more meaningful work environment for everyone.
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