I have recently returned to work following a one-month sabbatical. I took my sabbatical for my wedding and honeymoon and whilst I may still have the ‘honeymoon period’ to thank, I have returned to work feeling much more refreshed, rested and in control than after any other holiday.
The advancements in technology have made flexible working much easier, which I am a huge advocate of (as you will know if you’ve read my other blog posts!). But with better technology, comes a constant availability which means that employees do not always switch off in evenings and on weekends. The same goes for holidays.
Everyone has a different attitude to checking work emails outside of normal working hours (whatever ‘normal’ is these days) and on holiday. In some professions, like mine, there is an expectation that you are always available. But how available and responsive you should be is subjective, and I think it always will be.
Normally on holiday, it takes me a while to detach myself from my work phone, even though I will have handed over my matters and there is often no need for me to check my emails. Because of this, one week is usually never enough time to truly switch off and by the time I am two thirds of the way into a two-week holiday, I am already itching to catch up on emails in the hope that it will make my first day back at work easier.
However, the constant availability and addiction to checking your devices means that employees do not always get the opportunity to truly switch off and take a break, which can lead to employees feeling unhappy, burnt out, and even resentful.
I decided to make a conscious effort to approach my sabbatical differently and to use this as an opportunity to try and truly switch off. Before my last day, I made sure that all of my matters were fully handed over to my colleagues. I also told my colleagues that I would not be checking emails whilst I was away, but if they did need to contact me, they should call or message my personal phone and not my work phone. Whilst I did occasionally switch on my work phone and check in (more for my own peace of mind and curiosity than anything else), I found that, despite liking to think of myself as indispensable, work still continued; clients were happy; there were no dramas; and no one died! Having a supportive team meant that I was given the opportunity to truly switch off, take a break, and not beat myself up about it.
Now, it’s my fourth week back at work following my sabbatical and I still feel calm, in control and refreshed. I’m sure the post-sabbatical (and honeymoon!) glow will fade eventually (and I am already thinking of where my next holiday might be) but having a proper break away from work has been invaluable.
I appreciate that sabbaticals will not work for all businesses and some employees may not want, or be able, to take time off unpaid. However, encouraging employees to take time off (whether that be a week or a month) from work, without the expectation or ability to check emails and log on, can help to retain a healthy workforce and reduce the risk of employees feeling burnt out. This does not have to be by way of a long-term sabbatical with the employee taking unpaid leave. Some employers already insist on their employees taking two weeks’ consecutive leave each year and leaving their work devices behind.
Offering these types of breaks will also attract and retain talent. For example, Linklaters offers its employees the opportunity to take a sabbatical once every three years, within a window of 12 months. I may have just come back from my first sabbatical, but I am already looking forward to the next one!
Up next