Article: Quiet vacationing: Everything you need to know about this new trend in the workforce

Employee Engagement

By Gabriela Paz Y MiñoJun, 18 2024 @11:59am IST

Have you heard of a quiet vacationing? No, it's not about a few quiet days of relaxation. Essentially, it refers to employees taking time off without formally notifying or requesting it as a holiday. This can range from scheduling messages to appear active during working hours to taking a trip and working remotely without the office knowing about it.

The quiet vacationing trend allows employees to balance work and personal lives more smoothly, even if it goes unnoticed. However, it does raise some ethical dilemmas, as it is ultimately about withholding information.

Is it important not to say where one is working from, whether one is meeting one's objectives? There is no single answer to this question and the truth is that this trend, which is particularly noticeable in the younger generation of the workforce, is on the rise, especially during the formal holiday months.

The emergence of quiet vacationaing

Strangely enough, the main reasons for taking a quiet vacationaing are not the lack of paid time off or insufficient leave. Instead, the social and psychological implications associated with the request for time off often drive this behavior. Many employees feel guilty or fear being perceived as lazy for asking for leave, or they may feel overwhelmed by an excessive workload. As a result, quiet vacationaing becomes a mechanism to avoid these negative perceptions while still giving up personal time.

According to a study by market research firm The Harris Poll, nearly 40 percent of millennial workers admitted to taking a holiday without formally telling their boss. The survey was conducted online in the US among 1,170 employed adults aged 18 and over, comprising 166 Gen Z (aged 18-27), 486 Millennials (aged 28-43), 365 Gen X (aged 44-59), and 153 Boomers (aged 60+).

The study revealed that the trend is especially prevalent among younger generations, with 37% of Millennials and 24% of Generation Z participants claiming to have done so. The growing inclination towards quiet holidays underlines a significant shift in the way employees approach work-life balance in the modern workplace.

Interestingly, the main reasons for quiet vacationing are not lack of paid time off or insufficient leave. Instead, the social and psychological implications associated with the request for time off often drive this behavior. Many employees feel guilty or fear being perceived as lazy for asking for leave, or they may feel overwhelmed by an excessive workload. Consequently, taking time off becomes a coping mechanism to avoid these negative perceptions and, at the same time, to have personal time.

Quiet vacationing in the modern workplace

The Harris Poll's survey on holidays away from the office revealed that the current corporate culture around taking paid time off is prohibiting employees from using their holiday time. Seventy-six percent of US workers expressed a desire for their company to place more emphasis on the value of taking time off. Nearly 80% of Americans do not use the maximum amount of PTO, citing "pressure to always be available" as the main reason. Millennials and Generation Z say they fear their bosses' reactions, as well as the implications that time off may have on their future career prospects, such as pay rises and promotions. In addition, 49% of US workers say they get nervous when requesting PTO from their company, leading them to lie to their boss.

Quiet vacationaing craze elicits mixed reactions. On the positive side, it highlights the growing emphasis on prioritizing personal well-being. Spending time on oneself is crucial to maintaining a healthy work-life balance. However, from a management and organizational point of view, this practice raises issues of productivity and transparency. Employers may be concerned about the implications for the overall efficiency of the company and the honesty of their employees.

Managing quiet vacationing

To address the challenges posed by quiet leave, both employees and employers can take proactive steps:

Discuss workload and stress levels: Employees should have open conversations with their managers about their workload and stress levels. This helps to set realistic expectations and find mutually agreeable solutions.

Understand paid time off policies: Employees should familiarise themselves with their company's paid time off policies. This ensures that they know their entitlements and can plan their leave accordingly.

Prioritise important dates: Knowing when important projects or critical tasks are scheduled can help employees avoid taking time off during crucial periods. This minimizes disruptions to the team's workflow.

Negotiate telecommuting options: For those who need the flexibility to work remotely from various locations, it is advisable to discuss and formalise these arrangements with their employers.

The cultural challenge of disconnection

The struggle to disconnect from work is widespread among US workers. Harris Poll highlights that while 66% of millennials believe that being "out of the office" should mean complete disconnection, 64% find it difficult to disconnect during their time off completely. Many employees feel pressured to stay connected, often working around the clock even on holiday. More than half of respondents admitted to responding to email outside working hours, checking work messages during lunch breaks, and attending work-related events outside normal office hours.

To reduce the need for quiet vacationing, companies should foster an environment where employees feel comfortable taking the time off they are entitled to. "Companies should consider creating transparent and simple holiday request processes to alleviate anxiety around requesting time off," said Rodney. Mandatory holiday policies and quarterly reminders to employees about their available time off can help reduce guilt and help frame holiday as a responsibility rather than a dereliction of duty.

Do's and don'ts of quiet vacationing

Plan your workload. Ensure all tasks are completed or properly delegated before you go on a quiet vacationing.
Schedule autoresponders and work messages. Use tools to schedule emails and messages to maintain the appearance of activity.
Use the possibilities of remote work if possible. If your job allows you to work remotely, take advantage of it by choosing locations where you can maintain productivity.
Stay accessible for critical tasks. Make sure you have access to important work communications in case an emergency arises.
Make time for yourself. Use your quiet vacationing to relax and recharge your batteries. Prioritise activities that help you relax and de-stress.
Set boundaries. Clearly define your working and resting hours, even if you are on a quiet vacationing, and stick to them.

What not to do

Don't completely ignore work. While it is important to rest, make sure you are reachable in case of emergency to maintain professional integrity.
Don't let work pile up. Make sure your responsibilities are covered so you don't return to an overwhelming workload.
Don't take a leisurely holiday during critical periods. Avoid planning a quiet vacationing when important projects or deadlines are approaching.
Don't neglect your responsibilities. Make sure all your tasks are managed effectively before you go on a quiet vacationing.
Don't lie about your whereabouts. Although quiet vacationing involves a degree of discretion, lying openly about your whereabouts or your situation can lead to trust issues with your boss.
Don't misuse company resources. Make sure you do not use company tools or resources for non-work-related activities during your quiet leave.
Avoid guilt: Don't feel guilty about taking time off. Understand that taking time for rest is essential for your productivity and mental health. Feeling guilty can increase stress and counteract the benefits of the holiday.
Don't make it a habit. Taking regular quiet leave may indicate to your boss that there are deeper problems with the work culture or workload that need to be addressed.
Don't neglect appropriate leave requests. Whenever possible, use the formal leave request process to ensure transparency and trust with your company.