Early in my career, there was an unspoken rule: the more hours you worked, the better employee you were.
Having just returned from a much-needed vacation, I found myself reflecting on how workplace culture has evolved over the last two decades.
There was a time when people who skipped taking Paid Time Off (PTO), or worked during it, were seen as more dedicated. Having hundreds of unused hours at year-end wasn't unusual… it was a badge of honor.
Then something shifted. Many companies began requiring employees to actually use their PTO, partly for financial reasons, but also because we've learned something important: PTO isn't just time off. It's key to bringing out our best.
Research has consistently shown that employees who take time to recharge are more productive, more engaged, and less likely to burn out. Rest isn't the opposite of performance, it fuels it.
Of course, there are rare moments when work may interrupt PTO, like true emergencies or critical incidents. But those should be the exception, not the norm.
As a leader, before reaching out to a direct report on PTO or asking them to cancel PTO, it may be worth asking:
- Am I trying to relieve my own anxiety, or is this truly urgent?
- Will waiting until they return truly impact the initiative's outcome?
- Can someone else step in or find the answer?
Respecting PTO isn't just about policy, it's about culture. Where do you stand on PTO?