Sabbaticals: The Good, the Bad, and the Ugly
Getting an extended break from work? What’s not to love?! 6% of employees took sabbaticals in January 2022 - roughly double the rate from January 2019. The data speaks for itself – sabbaticals are becoming more and more common in the workplace, and for good reason. They give an opportunity to rest and recharge and allow employees to take a mental health break from the work they are doing – emphasizing a culture of well-being.
But this powerful tool can be a double-edged sword and, like with most things in HR, if you don’t properly think about the why and how of sabbaticals, then you can end up underutilizing this powerful tool – or even have it backfire and hurt your organization.
We are going to dive into the good, the bad, and the ugly of sabbaticals, and talk about how leaders can set an example when it comes to using this gift which benefits both employers and employees.
The Good: Recharging and Cultivating Well-being
The main benefit to sabbaticals is obvious – it allows an employee to fully rest and recover. Stepping away from the daily grind and detaching from work-related responsibilities is incredibly useful. The physical benefit of allowing the body to unwind, the mental health benefit of allowing a pause from high-stress environments, and the perspective a long break offers are all pros that are difficult to match. Remember, mental health is key for hiring Gen Z employees.
I’ve seen the effect of sabbaticals firsthand. When I see an employee return from a sabbatical at an organization I’m consulting for, the change is plain to see. This newfound vigor doesn't just benefit them; it also has a positive ripple effect on the entire team. A well-rested employee is likely to be more creative, efficient, and collaborative.
Sabbaticals can take many forms – some forward-thinking organizations even go the extra mile, providing funding for projects or vacations associated with the sabbatical. It sounds expensive, but think about how powerful this tool is for recruiting and retaining talent – as of 2019, just 16% of companies offered sabbaticals, and only 5% of those programs were paid. But no matter what form they take, a sabbatical should reinforce the culture of well-being, mental health, and work-life balance.
The Bad: Hidden Agendas and Misaligned Intentions
Let’s talk about what a sabbatical shouldn’t be and the phrase “golden handcuffs.” I hate to break it to you, but if you are only using sabbaticals as an incentive to keep people around, you are doing sabbaticals wrong (and could even be damaging your company’s feeling of psychological safety).
A colleague of mine in the consulting world was talking about this with me recently – she knew that the only reason the sabbaticals existed was to convince people to stay in an environment that, frankly, overworked its employees.
Your employees aren’t blind to this tactic – they can sense when a sabbatical is only there as a Band-Aid or benefit in the distance, and you just won’t get the same use out of an employee taking this time off. Instead using it as an opportunity to rest and recharge, employees will be looking over their shoulder, and feel guilty about using the benefit. Be transparent, and make sure you are allowing sabbaticals for the right reasons.
The Ugly: When is a Sabbatical Not a Sabbatical?
I was talking with an executive coaching client recently who was telling me about her sabbatical, and the vacation she took when it suddenly dawned on me – the sabbatical she was referencing was two weeks long. When is a sabbatical not a sabbatical?
When it’s a vacation. A two-week sabbatical doesn’t count. I believe that these short “sabbaticals” are utilized because companies don’t properly understand the benefits to a longer break, and how much it can profoundly improve mental health and focus at work.
Companies need to properly think through how sabbaticals are designed, what they are for, and how they can truly embrace the aim of a sabbatical – recharge, rest, and perspective. Remember, this isn’t just a benefit you can begrudgingly give out to those who have survived at your organization the longest. It’s a tool you can use to make a happier, more efficient, and more productive workforce - and it can transform company culture for the better.
Setting the Example: A Call to Balance
As a leader, you have the power to set an example and truly embrace what a sabbatical should be – so make sure that you follow your own rules when you do decide to take one. Demonstrate that taking time off is a step towards personal and professional growth. By vocalizing your support for well-structured sabbaticals and embodying their benefits, you pave the way for your team to follow suit.
Thoughtfulness is Key
However you choose to approach sabbaticals, be thoughtful. A sabbatical is a big deal for both employers and employees, and they can offer an opportunity to seriously improve work culture – but not if they are squandered. 80% of people on sabbatical return to work, according to the Sabbatical Project from Harvard. As an organization, you want them to return rested, recharged, and guilt-free.
Think about the good, the bad, and the ugly when it comes to sabbaticals, and how they are thought of in your organization. And if you have any doubts? Get in touch – it’s one of my favorite subjects.
Meridith Marshall is the CEO and Founder of Uncharted Way and has seen firsthand how people and organizations can navigate the most difficult of circumstances with clarity and openness to improve employee experience and culture in their workplace. She is an industry-recognized expert in using a data-driven approach, and is an Interaction Associates trained facilitator and certified Co-Active coach.