By Natalie Michael, CHRP

So many of us do this.  We book the vacation.  Plan the family trip.  And, then as we hit the road we quietly tuck our laptop or iphone into our suitcase thinking: “I probably won’t use this, but I better bring it just in case.”  Although the intent is to have work disappear into the background during the summer retreat, it is still right there along with us.

Many people do this because there is an expectation at work that they will do it, that they are ideally 100 per cent accessible, 24-7.  Often this little extra connectivity gets them in the good books with their boss, makes them feel needed, or it helps them to avoid hours and hours of catch up when they get back in the office.

However, there is a cost to constant connectivity.  When we do unplug for extended periods, it often allows us to do our best thinking, to see our work and clients in new ways, and to generate new solution to problems.  Although many of us feel this is true, it is now backed up by research.  According to David Rock, PHD, a researcher in the field of neuro-science, there is evidence demonstrating that people do their best thinking when they are not directly trying to solve an issue, but instead working on it indirectly by letting it settle into their sub-conscious while they are distracted, or doing something else.  Have you noticed you tend to have breakthroughs while running, on the golf course, spending time with your kids, or on vacation?

Knowing that people need a break, they value their time off, and they often do their best work when they get it, how might companies shift their vacation practices to accommodate this new world?

Here are four ways to give people an important break which will ultimately lead to attraction, retention, and creativity.

Sabbatical Breaks
I know that most people work through their vacations in the early days of new jobs, but what about after four or five years?  Isn’t it time for a true break at that point?  Many companies are now opting for one month paid or unpaid sabbaticals after five years with the company.  It’s an excellent retention bonus, and it allows people to do what is important to them: a wine trip to Italy, an extended professional development workshop, or spending a luxurious summer with the kids.   This idea comes from university sabbaticals granted to tenure professors.

Option for Two Weeks Unpaid
If companies can’t afford to give paid sabbaticals, another option is to give two additional weeks unpaid vacation every few years.  This gives people the chance to do something special without worrying about job security, and it is has a positive hit on the company bottom line because there is a stop in payroll for a few weeks, with no expensive replacement costs which can come from people leaving because they feel too stifled by their company’s vacation policy.

Meditation Rooms
This one may sound a bit woo woo, but it is actually quite prevalent (especially in Vancouver).  A vacation and unplugged break does not have to come in the form of a destination vacation.  Often ten minutes of quiet contemplation can give people a new perspective on things, or a mental break.  Meditation rooms and yoga breaks are perks that are becoming more common.  They give employees a mental and physical lift, an opportunity to unplug, take a break, and tune into the present moment.  All these benefits are a gift, especially for those with back to back meeting schedules with no time to reflect.

Summer Hours
When the weather gets warm, it can be a real treat to work summer hours.  For many businesses giving employees the option to work a little bit longer hours four days per week so they can take Fridays off can be like a dream come true for employees, especially if it means more time at the cottage, or reduced childcare costs.  Summer hours can be especially powerful if employees can shut off their computers and take a real break, although many companies require some accessibility on the Friday to deal with unexpected emergencies, at least on some kind of rotating schedule.

How are you leading in this area?

Natalie Michael, CHRP, is a succession management consultant and coach.  She works with companies in a cross section of industries to help them attract, develop, and retain key employees.  Her website is www.karmichaelgroup.com.