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Returning from a well-deserved vacation often feels like a double-edged sword.
Initially, the glow of PTO lingers, delaying the immediate impact of work-related stress. However, recent research published in Applied Psychology suggests that the dreaded “back-to-work blues” may not strike immediately but grow over the weeks following their return.
Returning to work requires a significant mental shift from carefree decisions to the structured demands of professional life. Interestingly, this transition did not instantly dampen the spirits of participants, offering a sustained, if temporary, sense of well-being.
Meanwhile, the research showed a correlation between the need for a vacation and the level of rejuvenation it provides. Individuals most needing a break — those feeling burnt out or stressed before leaving — experienced a more significant boost in happiness from their time off.
However, a survey conducted by Harris Poll found that much of the workforce never truly leaves work behind. Over half of surveyed U.S. workers don’t fully disconnect from work during their time off, with 17 percent remaining fully engaged while away.
Vacations are undoubtedly beneficial, but the ease with which one readjusts to their professional life post-vacation can vary widely based on their approach.
Understanding these dynamics can help individuals and organizations better navigate PTO, maximizing vacation benefits while minimizing the post-vacation slump.
Built In spoke to a people leader at Snapsheet to gain insight into how she and her team set themselves up to avoid back-to-work blues — and fully unplug during vacation.
Snapsheet creates products that leverage data and technology to enable auto claims processing for insurers.
How do you set yourself up to take leave without creating more stress? What do you do upon return to avoid feeling like you need to overwork to make up lost time?
I take a proactive approach, typically starting preparations a month in advance. This allows me to assess my workload, prioritize tasks and ensure my team is well-trained and cross-trained for seamless operations. Delegation isn’t just about handing off tasks but empowering my team to excel. Before leaving, I tie up loose ends on ongoing projects. Upon return, I dedicate the initial hours to catching up on emails, reconnecting with the team and realigning priorities. Staying organized, trusting my team and fostering collaboration is key to maintaining continuity in my department’s operations.
“Staying organized, trusting my team and fostering collaboration is key to maintaining continuity in my department’s operations.”
Was there a time or event that helped you reevaluate your approach to taking leave?
As I was on the verge of beginning my third maternity leave, I felt confident I had a solid plan in place. Then, someone on my HR operations team left the company unexpectedly, and I had to step in to help fill the gap. We needed to hire and fill the vacant position quickly to adequately staff the team before my leave began.
Luckily, we managed to backfill the position in record time. However, it was crucial that the new employee got up to speed before my leave. Knowing this, I prioritized training and created a thorough guide covering everything the employee would need during my 12 weeks away. Additionally, I crafted detailed 30/60/90-day goals to ensure the new hire understood their expectations. I arranged one-on-ones with my boss and the new employee to guarantee ongoing support and feedback. Despite the time crunch and numerous moving pieces, the process unfolded smoothly thanks to the team effort to fill the position quickly, clear expectations set from the beginning and the additional assistance from my boss to ensure the new employee felt supported in my absence.
What structures in your workplace help employees take leave or PTO without feeling the consequences of workload pile up? How does this build a culture that encourages work-life balance?
Our team prioritizes work-life balance, actively encouraging each other to take time off to avoid burnout. We hold weekly meetings to discuss upcoming vacations and plan coverage collaboratively. This fosters a supportive environment where we can rely on each other when needed, ensuring a seamless workflow even when team members are out.