HR FYI

Family Leave Becoming the Hot BreakAway

Posted on: Tuesday, September 4th, 2018
Posted in: HR FYI | Leave a comment

Seems like literally every day lately when I pick up a newspaper, a bold-face headline announces major increases in corporate family leave policy. MYBA’s primary mission may be advocating career breaks and sabbaticals. But coming in a close second is taking time for other what-matters-most opportunities. And frankly, does anything matter more than welcoming a new Earthling into the family? No.

Yet government statistics reveal that only 16% of US workers are granted paid leave for a new baby. Talk about mis-spent priorities amid an allegedly booming economy. Insert tantrum here, and please aim thrown baby food at your elected, crusty upper-crusters.

By their own accounting, five generations work at General Mills. So individual needs can vary dramatically, yet every employee is likely to need time to tend to a sick or aging family member—if not a new baby. Thus GM has made leave policy expansions that include bereavement, disability, and more, while new parents will get 12 weeks paid time off. New birth mothers will receive 6-8 additional weeks.

That generous, yes! But it’s also just plain smart; GM admits they’d fallen behind other large food companies. And when you employ 40,000 people (and must please countless shareholders), talent recruiting and retention are the best path to profits.

  • Microsoft to require contractors to offer paid parental leave

Tech firms may be the most lavish (and well-heeled) when it comes to leave benefits. But MSFT is about to set a new standard—and not just for tech freelancers, but everyone who contracts with the firm, including cafeteria workers and janitors. MSFT already mandates that contractors provide vacation and paid sick days.

The state of Washington and a small number of states have created an employer- and employee-funded tax that allows new parents to dip into those piggy banks for family time off. The other Washington—as in DC—remains pathetically hands-off about baby care and many other perks real people need. (Drain the swamp, indeed.)

  • Sweden and Scandinavia: Nurturing off the charts

The progress gradually happening in corporate America warrants a standing (or resting) ovation. But lest we get carried away, a travel article about Stockholm I read today featured a Swede casually mentioning that new parents there get up to 480 days of paid leave—plus a monthly child allowance paid by the government.

Will the US of A ever get there? Of course not—let’s not get piggish! But meantime, we’ll be grateful for (dare I say) baby steps.

Print Friendly, PDF & Email

Top Workplaces Serve Suds But Not Sabbaticals

Posted on: Monday, June 27th, 2016
Posted in: HR FYI | Leave a comment

IMG_1585

Yesterday’s Star Tribune included a hefty supplement about Minnesota’s best employers, as determined by the Strib and Pennsylvania’s Workplace Dynamics. The Twin Cities remain a top metro to work and live in according to umpteen surveys. And there’s plenty to love about how employers are creating innovative perks for employees—everything from Flannel Fridays to free beer.

Sadly missing, however, are sabbaticals. After perusing all 40 pages (including dozens of self-congrats ads from companies), I honestly don’t think the word or any like it appeared. Oh sure, some are upgrading their PTO and flex-work policies. But earning, say, a three-month BreakAway for seven years of service? Nary a mention, hint, or clue.

  • Whatever the numbers, they’re low

It’s possible we don’t really know how many companies offer—and deliver—paid extended breaks. But we do know this much: Few do. According to the Society for Human Resource Management, about 5% offer paid sabbaticals and about 18% offer unpaid. According to Fortune, meanwhile, 25% of the 100 Best Companies to Work for have a program.

But as noted here in MYBA all too often, many companies—even well-intentioned ones—say they provide the perk. But few staffers dare to take their time. It reminds me of the clever neon hanging in a favorite bar: “Free drinks tomorrow.”

Here’s the thing: The USA now boasts an unemployment rate below 5%; it’s below 4% in Minnesota—and iterations of “Help Wanted” signs are omnipresent and getting detailed and creative. Many of these jobs are low-paying positions that may never be sabbatical material. But what about those who have worked their way up the ladder for years into management or dedicated careers?

They will probably burn out, grow resentful, and depend on a work ethic that is based more on short-term fear than on long-term, inspirational incentives.

Let’s hope for change; goodness knows employers must fight to attract and retain great talent. And most are certainly not doing it with pay; according to one article in the report, employee compensation peaked in 1970 and is nearing 60-year lows. Meantime, corporate profits are approaching 60-year highs. Executive pay is doing pretty okay, too.

For the rest of us—the salaried millions and minions—here are some perks that better employers have brewed up that seem to be creating a buzz for now. Decide for yourself whether you’d rather have Flannel Fridays or three months off.

  • Free beer
  • Intrapreneurial programs
  • A prom
  • “Thought leadership” blog posts for all
  • Telecommuting options
  • Student loan repayment assistance
  • Emergency loans
  • “Employee empowerment”
  • Flex time
  • 15-minute massages every other week
  • Fitness centers
  • Recreation areas
  • Kitchens
  • Community gardens
  • Pizza parties
  • Flannel Fridays
  • Casual Fridays
  • Food truck Fridays
  • Dogs allowed (no mention of cats)
  • Wellness classes
  • Bowling teams
  • Sharing financials
  • ESOPs
  • Boat rides
  • Golf outings
  • Yoga
  • Happiness
  • Donuts

IMG_1628

P.S. No mention of vacations or family/parent/health leaves either…

Print Friendly, PDF & Email

All Hail the Vacation Revolution!

Posted on: Thursday, January 8th, 2015
Posted in: HR FYI, Blog | Leave a comment

The fat cat is out of the bag: Americans’ vacation rates have hit sick, historic lows, and the topic has gone viral like the flu at the office. Dozens of sites have picked up on the story, and screen-starers have are taking notice. Could this—finally—suggest a tipping point in our mass, stubborn refusal to take time off?

The new study, by Skift (of course), found that nearly 42% of our workers took not one day off last year. Trending on the low end: Women and younger workers. Looking a bit better: Men, suburbanites, Westerners, and those with higher incomes.

Contrarian thinking has gotten lots of people rich; just ask Mr. Buffett. So this vakay maven wonders if we’ve hit bottom. Oil’s <$50 per barrel right now. You think it will stay there forever? You think Americans will refuse to take time off forever—especially while the economy has improved and unemployment is low?

Call me an optimist. (!) And never mind that just last March this site proclaimed “Vacations Are A Waste of Time!”  Things change. Workers are giving $52 billion of “free” work back to their employers—while suffering from countless syndromes that a vacation might heal.

5 reasons the vacation revolution has begun

  • We need the exercise and movement that a getaway can provide. 

Both will help us fight epidemics like diabetes, obesity, bad backs, and lack of sand on the buttocks.

DSC_0570

  • Mother Nature calls. 

These days, work means mostly sitting at a computer. Some still toil on assembly lines. Others flip burgers or change sheets (and often get no PTO). Prescription: Find several days to get outside of that discomfort zone!

DSC_0160

  • Folks are sick of (and at) work. 

Another disturbing trend: Presenteeism. People are going to work sick (which we’ve commented on before)— sometimes even doing daring, dangerous jobs. Got the bug? Stay away. We’ll all feel better. (NOTE: If this dude is feeling dizzy, he should def lay low.)

DSC_0091

  • We’ve got Euro-envy (for a change)

Say what you want about the chronic Euro economic meltdowns and high unemployment rates. But 30 days off is the norm there. Here, only 15% take more than 20 days. Take 20 days in France, and they’d send you to recovery! We still have things to learn from other lands. Like, R&R (and how to party on the back of a truck).

DSC_0141

  • Vacation makes you unplug.

Another alarming trend: people working on vacation (and all the time everywhere). Still, odds at least improve that when you’re on the road, you’ll go on the wagon from digital addiction. Maybe you’ll even, like, dress in period costume and do interpretive dance!

P1040481

Turn off, tune in, and BreakAway!

Print Friendly, PDF & Email

Unlimited Vacation? Give Me A Break!

Posted on: Thursday, November 13th, 2014
Posted in: HR FYI, Blog | Leave a comment

DSC_0371The NYT recently published a story about companies offering “unlimited time off.” Publicity mogul Richard Branson had announced that his UK and US companies would adopt such a practice. As usual, the media went gaga. And then the HR pundits weighed in. Now it’s my turn.

Take your time…when you’re “100% sure”

Such implausible policies usually come with not-so-fine print. In this case, according to Mr. Branson’s blog, employees should feel free to embrace the policy when they:

“feel a hundred per cent comfortable that they and their team are up to date on every project and that their absence will not in any way damage the business—or, for that matter, their careers!”

Sounds like a typical Boss Man. I remember taking my first “real” job out of college at a small ad agency. When I asked the owner about his sick-day policy, he said, “Sick days? We don’t need that. When you’re sick, you’re sick.” The policy never was clear to me, though I remember colleagues frequently working while ill. Ish!

Mr. Branson: Is anyone every 100% sure of anything? “Their team?” “Every project?” “The business?” “Their careers?” If perfection were the goal, we’d never stop working. And still never reach 100%. Mr. Branson: Your policy is, at best, a fuzzy discourtesy to the priceless professionals who’ve made you a billionaire.

Some vacation policy tips we can LIVE with

Having hung around countless hard-working (and sometimes burned-out) pros for years, here are some ideas I’ve gathered that seems to work for all parties…

  • 2-4 weeks of paid vacation. Yes, it should be more. But this is ‘Merrka. But if you start young and the company gives you 4 weeks in 5-10 years: Sweet.
  • Use it or lose it vacation time. No, you can’t work your harried ass off and hoard those days as an exit strategy (or whatever). You MUST take time off. Or you lose the ability to keep adding more. You’ll be a better employee (and person).
  • Sabbaticals. Since this site is dedicated to that proposition, how about something so simple as one month off every five years, or three months off every seven years.
  • Paid leave for family matters. That includes dads, who often suffer a reverse-discrimination (that nobody talks about). There are laws supporting this now, yet many folks and employers don’t go there. Life is short. Family comes first.
  • Sick leave or PTO. “When you’re sick, you’re sick,” and you need to get better—and not sicken the staffers that surround you. PTO is for when you just need a day off. Mental health? Personal problem? Dog ate your laptop? Deal with it. No questions asked.
  • 40-hour work weeks. Let’s work hard and smart and then focus on The Big Picture and wellbeing. Anyway, ever check Facebook? Most folks are posting and commenting from work. No wonder they’re working long hours!

What do you think of Branson’s policy?  What’s yours?

Print Friendly, PDF & Email

Mid-lifers Crave Work-Life Balance

Posted on: Tuesday, July 1st, 2014
Posted in: HR FYI, Blog | Leave a comment

DSC_0149USA Today (today) offers a story/survey about workers in their 40s and 50s. And—guess what!—what they want most in their careers is better work-life balance and less stress. The only thing regarded as more important is—guess what!—money.

Survey sez:

Among the changes that midlife adults want to make in the next five to 10 years:

  • 82% want to give back more;
  • 80% want to pursue one or more of their passions;
  • 75% want to make their lives more meaningful;
  • 74% want to travel more;
  • 53% want to pursue a new hobby;
  • 48% want to make a change to their personal life;
  • 46% want to make a change to their professional life.
  • One piece of cool news: 91% are very or somewhat satisfied with their lives.

There’s discussion of changing careers, meaning, purpose, giving back, “a desire to do something different,” and more. We get quotes from HR mavens, career coaches and authors, and the folks behind Life Reimagined—a recent AARP offshoot endeavoring to move beyond the old and retired stigma. Good idea.

Funny thing is, though, there’s not one word career breaks. Or what this site dubs Temporary Retirement. Not even vacation gets a mention.

Ever notice how WORK-life balance seems to all about work? I mean, take yourself for a week (or a year) to the lake, to the mountains, to that faraway destination of your dreams: That’s when you realize there’s so much more to life than work!

Our Career Break Movement isn’t dead. It’s just gone to the bathroom. Keep the faith…

Print Friendly, PDF & Email

Give the Boss a Break!

Posted on: Sunday, August 4th, 2013
Posted in: HR FYI, Blog | Leave a comment

DSC_0902Financial Times recently posted a story extolling the virtues of extended time off, paid sabbaticals, completely unplugging, and taking strategic distance from your work to help you get better focus and perspective. The article offers many role models who are richer (in all ways) because of their commitment to balance.

Much credit goes to the founder of the Strategic Coach program, Dan Sullivan, who helps entrepreneurs grow their businesses and leverage the benefits of free time—while taking off 155 days each year himself. As he sagely states,

Taking time off refreshes the brain but it also simplifies your brain.”

It’s a great read, so go there! Meantime, here are a few quotes that stack up like persuasive testimonials from entrepreneurs who have learned to accomplish more by working less…

  • “The fewer days I work, the greater my measurable economic results.”
  • “The person should completely disconnect during the sabbatical…No checking email. No calls. Total sabbatical.”
  • The sabbatical “was great for me, and great for the company to run without me for six weeks.”
  • “I delegated more and I told the people in the office that if I called on a free day they were to hang up the phone on me.”
  • “I now have a fairly full life. I do a lot of community work, I travel and I have a great family life. I wouldn’t have that if I hadn’t found the ability to take free days.”

There’s much more to say and consider from this article. But alas, this writer is on vacation, and is about to exceed the 55-minute-per-day limit on screen time. So why not join me? Peruse the story, put your screen to sleep, and go outside and refresh your viewpoint and outlook!

Print Friendly, PDF & Email

Survey Sez: “Staycations” are Out!

Posted on: Monday, July 1st, 2013
Posted in: HR FYI, Blog | Leave a comment

DSC_0260Earlier this week I visited an earth angel who was part of the village who helped raise my children when they were young, and I asked her how her recent one-week vacation was.

Oh, fine, fine,” she replied, “It became a staycation so I finally got both bathrooms painted; I had some fun but it was mostly hard work!”

Indeed. If we all had enough time off, wouldn’t it be great to take summer vakay, a winter getaway, and still have PTO left to tend to ill kinfolk and home improvement?

But the fact is: Most don’t. So the sacred one week off—even per year—has become evermore elusive. Short and close is in. Staycations tried a paradigm-shifting run.

But are opinions shifting?

I suspected as much when a recent factoid arrived like a fresh breeze: 57% of Americans “agree that ‘staycations’ are a thing of the past, with nearly half also agreeing that a vacation isn’t a vacation unless you pack up and leave town.” (Source: Kelton Research).

In other words, Let’s Go!

Those 7 (or so) daze are the ones you’ll cherish, right? So why fight to get your one week of summer bliss? The reasons are endless, but some favorites include…

  • Your kids will unplug, run, frolic and fish, and thank you very much (for years to come).
  • You’ll catch up on sleep, if not emails (if you must).
  • In many places, summer shines as the best, blessed season, with free vitamin D from above.
  • You’ll take time to cook creative meals—or get happily lazy and go out.
  • Strangers and old faces will appear who tell fascinating stories, and are also just delighted to be there, now, with you.
  • Getting there is half the fun: Fill the road trip with songs, stops, snacks, pics, and spontaneity.
  • Take time to study (worship?) the clouds, waves, breeze, rocks, birds, and bees.
  • Re-connect with ever-green traditions like bonfires, hikes, rock-skipping, and floating—doesn’t really matter what you’re sitting in or on.
  • Try something new that your environs offer. Sailing? Deep-sea fishing? Wakeboarding? Arts & crafts? Picking ripe berries and cooking wild mushrooms?

When the year is over and not much stands out (other that it was REALLY BUSY), you’ll thank yourselves for skipping that lame, more-of-same staycation. Rather, seek some real time to BreakAway to something so superior, like Lake Superior (as seen in this picture), where my SUV will soon be headed.

Print Friendly, PDF & Email

Vacation Daze: Buy or Sell?

Posted on: Monday, December 31st, 2012
Posted in: HR FYI, Blog | Leave a comment

Over lunch recently, a work colleague who’s a longtime executive at a large ad agency described her Catch-22 predicament: She has about 40 days of unused vacation saved up. BUT, due to excessive vakay stockpiling, the company has set a 1-31-13 “use it or lose it” date. My friend is too busy to take that time. So she’ll lose enough paid time off to fulfill a dang decent PAID BreakAway of 8 weeks. Ouch!

Companies buying and selling free time

Another, perhaps more employer-friendly, option seems to be gaining popularity in corporate America. Some firms let people buy additional time off, or sell back unused time for extra pay, or both. A 2010 survey found that less that only 14% of employers do so, but doesn’t that seem like a win-win?

The kerfuffle continues…

Despite lofty intentions, many hard workers just can’t manage meaningful vacations. So they burn out and get grumpy, right? Families and resorts suffer, right? The company appears stinchy-Grinchy, right? Which all leads to a pile of questions that (we hope) both employers AND employees will ponder more routinely…

  • Are employers working so hard out of fear—of losing their jobs?
  • Is there an epidemic of sick corporate cultures that expect everyone to work long hours with few days off?
  • Is someone getting rich off of all this abusive, curmudgeonly behavior?
  • Why are employers such wimps when it comes to fighting for the right to life with liberty and the pursuit of happiness; is that not America’s #1 alleged promise?
  • Why can’t companies realize that improved morale, well-being, and balance will lead to happier employees—and most likely, to a better bottom line?

We can do no better than to consider the advice of a very wise, successful man named Elmer Anderson (philanthropist, poet, governor of Minnesota, and founder of H.B. Fuller Company). Elmer got rich—and enriched many others—by asserting that: First, take good care of your customers. Second, take good care of your employees. And third—if you do both of those things well—the profits will take good care of themselves.

 

Print Friendly, PDF & Email

“Presenteeism” Spreading Through the Workplace

Posted on: Monday, November 26th, 2012
Posted in: HR FYI, Blog | Leave a comment

The BreakAway gospel preaches that we should take temporary retirement throughout our working years. But the career-break culture goes beyond that—and includes good-times time-management tricks like using all your vacation days, committing to meaningful hobbies, and skipping work altogether (especially when ill).

Stay home, sickos!”

Local journalist Jeff Strickler recently took on the “presenteeism” problem, and found ample evidence that sick employees are heading to work in droves. One reason for it is the increased use of paid time off (PTO), which means that if you use your days off for illness, you’ll have fewer left for vacation. But other explanations include…

  • Job security. “I’m a trooper, right?”
  • Pressure from management. “You look fine to me!”
  • Over-dedication. “I’m so awesome and important!”
  • The recession. “I must appear indispensable!”
  • Missing work due to sick kids. “I don’t have time to be sick.”
  • Denial. “No! I’m fine! Really!” <Cough, snort, hack…>

According to the Bureau of Labor Statistics, empoyees working at “diminished capacity” cost businesses around $250 billion a year. They’re also more likely to get injured, make mistakes, and, of course, make their co-workers sick.

When it’s your time for some unfettered freedom, fly away! But when it’s your time to be sick, stay home! You’ll feel much better for it.

We all will.

Print Friendly, PDF & Email

Unlimited Vakay Pays!

Posted on: Thursday, January 19th, 2012
Posted in: HR FYI, Blog | Leave a comment

Economic times are tough.  So if an employer offered unlimited vacation time, don’t you think the shop would run on empty?  Heck, no:  Few Americans use the modest vacation time they already receive.  So why assume abuse?  One Joe Reynolds of Red Frog Events has turned the tide on vacation policy (as part of the “World’s Best Benefits Package”), and his company is going swimmingly.

  • USA:  Land of the Fried, Home of the Slaves

Survey sez:  Only 38% of Americans take all their vacation time.  The average worker takes only 14 days, and leaves 4 on the table.  That equals $67 billion in “profit” for the employers.  And 72% of the vacationers check in at least occasionally.

You can say what you want about France.  But they do know how to party; the average Frenchie takes 35 of their alloted 37 days.  Vive la France!

  • Red Frog Grows by Leaps and Bounds

Mr. Reynolds, as the story goes, grew his $45 million event company from a $5,000 investment—while prioritizing worker performance and loyalty.  His workers can run away all they want or need to.  And instead of exploitating his kindness, his people are

unflinchingly focused and devoted to our mission.”

He’s getting attention, of course, including the Chicago Tribune’s Best Workplace award.  Best of all for this boss man:  The vacation policy has such recruiting power that for every opening, he gets 750 applicants.

Mr. Reynolds claims to work hard—100 hours per week.  But when he wrote his recent story for CNNMoney.com, he just happened to to be on vacation.  On an island:

Watching surfers and sipping a delicious Hawaiian brew.”

Like we said:  He’s turned the tide on vacation and things are going swimmingly.  Maybe the only vacation abuse happening these days is UNDER-use.

So take Joe’s advice:  Take your vacations!  You’ll do better work.

Print Friendly, PDF & Email