An argument for why you should go on holiday

As a partner at a law firm, Chief Member Amy Epstein Gluck rarely takes time away from work. “We have a bit of a different model where it’s like you eat what you kill,” she says, while explaining that holiday time looks different for her because she gets paid based on when her clients pay. That’s why, for 10 years, Gluck hadn’t taken a real holiday where she was fully unplugged from work. But the holiday strike ended this year when her kids, husband, and law partner convinced her to take a week-long break.

“It was absolutely heavenly because I've never been away for a week where I did not check my work email — and that's really a big thing,” she says. “We're so bound to technology, to our phones, and we think we need to be there 24/7. But, when we create space for ourselves to really just breathe and look at the ocean, or look at the mountain, or look at the river, it really resets you cognitively and puts you in such a better place when you come back to work.”

Like Gluck, many executives fall prey to the non-stop grind culture that convinces them that all work and no rest is the key to success. A study shows that over 60% of UK adults didn't use their entire annual leave allowance in 2022.

Gluck, who has now seen first-hand the mental and overall health benefits of stepping away from work, says it’s on leaders to encourage employees to take time off in order to improve staff well-being and retention. Taking time off allows individuals to recharge both physically and mentally, which can have positive effects on their overall well-being and job satisfaction.

For leaders looking to encourage more rest in the workplace in order to improve company culture and productivity, Gluck says there are few steps you can follow.

Lead by example

Gluck explains that leaders are responsible for setting the tone at work. Therefore, when a boss refuses to take time off she says it sends a message to other employees that taking time away from work is discouraged and maybe even frowned upon.

“You know what got me to go to Mexico? My general counsel was going to Mexico and my assistant was going to Mexico,” she says. “So when your subordinates see that you’re doing it they think, ‘Oh it can be done and nobody is going to think the worst of you.’”

According to leadership burnout coach Dr. Kim Hires, executives should look to take one mental health day per month in order to maintain their own well-being and to signal permission to staff that it’s a good thing to take time off.

Amplify those who do use their annual leave

In addition to taking advantage of company PTO days yourself, Gluck says leaders should not be afraid to applaud employees who also take vacation. “Call it out in team meetings and staff meetings and say, ‘Welcome back X. It’s great to see you and I’m glad that you’re jumping in with such alacrity to this project. You must be really refreshed from your holiday.’” Doing this, she says, will send an encouraging message to other team members who are contemplating how they will be received after being away from the office.

Set boundaries

Having great benefits such as unlimited PTO and holiday days is only good if a company’s culture allows space for employees to fully unplug without feeling guilty or overwhelmed by work demands. That’s why, Gluck says it’s critical that leaders honour annual leave boundaries by not sending emails and meeting requests when an individual is taking time off. And, it’s important that they model this behaviour themselves by not responding or sending emails when they’re supposed to be out of office.

“Leave your employees alone when they're on holiday,” she says, while explaining that if a boss texts or emails a staff member 24/7 while they’re away and another colleague finds out, then that colleague will easily be discouraged from taking time off. “When you leave people alone to actually recharge without penalising them, and in fact amplify the message that it's awesome and cool to take a holiday, more people will take it,” Gluck adds.

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