The Fourth of July holiday is anticipated to be the busiest ever, with an estimated 70.9 million people planning to travel, according to AAA. However, not all workers are requesting time off, with more than half of Gen Z and millennial employees choosing to “quiet vacation” – take time off without formally requesting Paid Time Off (PTO). This trend is expected to continue this year, as these younger professionals feel pressured to be constantly available and productive, even during holidays.
The reason for this trend could be due to increased feelings of burnout and constraints on PTO. Tim Osiecki, director of thought leadership and trends at The Harris Poll, explains that employees are not trying to deceive or shirk their responsibilities, but are simply trying to find a balance between their need for rest and the demands of their jobs.
The Fourth of July falling on a Thursday this year, sandwiched between two workdays, may compound the existing productivity lull that happens around the federal holiday. According to the Harris Poll survey, more than half of Gen Zers and millennials say they barely get any work done around the Fourth of July.
Despite the holiday being one of the busiest travel times of the year, only 10% of employers shut down the entire workweek around July 4. A majority of Gen Z and millennial employees believe having the entire week off would make them more productive, inspire them to put more effort into their work, and take on more responsibility in the workplace.
Osiecki suggests that this small trade-off could boost employees’ focus and engagement during one of the “least productive” seasons of the year. He also points out that the trend of quiet vacationing is a “red flag” that indicates a lack of effective PTO systems or a supportive culture in the workplace.
Managers need to recognize that quiet vacationing is not a passive trend but a symptom of a larger issue: employees feeling uncomfortable or unsupported in taking time off. This signals a lack of trust or communication breakdown between managers and their teams.
To address this issue, employers can re-assess their PTO policies, especially during popular vacation months like July. They can offer creative PTO benefits, such as company-wide week-long shutdowns around major holidays, mandating a certain amount of time off, or giving employees floating holidays to use throughout the year.
Managers should also lead by example by outlining clear expectations for requesting time off, normalizing PTO by taking time off themselves, and supporting their employees when they request a vacation. Creating a supportive PTO culture can lead to increased productivity, engagement, and loyalty among employees.
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