Ask an HR Pro: What Is Quiet Vacationing?

Step aside, quiet quitting and quiet hiring – “quiet vacationing” is the latest HR buzzword making waves. What exactly is quiet vacationing, and should HR pros and team leaders be concerned about it? We asked iHire’s Principal HR Business Partner, Chrisanne Bowden, for her take on this trend.

What Is Quiet Vacationing?

“Essentially, quiet vacationing is when your employees take time off on the sly without notifying anyone, using PTO, or both,” said Bowden. “They do the bare minimum and try to appear to be working while actually on vacation.”

This isn’t very difficult to pull off in the short-term for remote employees that are permitted to “work from anywhere,” but you’ll likely notice employee disengagement, decreased productivity, and impacted morale over time if quiet vacationing becomes the norm at your organization.

Why Are Employees Quiet Vacationing?

Your employees may be quiet vacationing simply to get away with doing less work or taking more time off than they’ve earned, which are both performance- and behavior-related issues that aren’t really new trends.

On the other hand, the causes of quiet vacationing could be coming from problems rooted in your workplace culture.

“Quiet vacationing might be a sign that you’re not offering the flexibility and work-life balance your employees need. People may feel forced to take unreported time off because they aren’t given enough PTO days,” Bowden explained.

For example, instead of using their PTO banks to unplug and enjoy time away, employees are saving those hours in case of an emergency and taking their work with them on vacation.

“Your staff may also feel guilty asking to take PTO because they think they’ll be reprimanded in some way for doing so or perceived as less dedicated than their coworkers,” continued Bowden.

How to Address Quiet Vacationing

“Assuming you don’t have a problem that’s strictly performance-related, start by asking why your employees feel the need to keep their vacations a secret,” Bowden said. “And to get honest feedback, you’ll need a culture built on psychological safety and respect.”

You can send out an anonymous survey to learn how satisfied your team members are with your company’s PTO policy and benefits. Managers can also ask for insights during one-on-one meetings with their direct reports.

“Next, take a close look at how much PTO you offer and how that compares to similar organizations in your industry. Competitive and attractive benefits not only help you hire new talent but also retain the staff you have,” Bowden said.

If you truly want your employees to take time off and fully unplug from work without guilt, ensure your leaders communicate and demonstrate this. The message needs to be clear that you are invested in your employees’ happiness and well-being.

“Managers should take time off themselves and encourage their teams to do the same,” Bowden recommended. “When they see leaders do it, they’ll feel more comfortable following suit. Also, ensure you have support systems in place so employees feel like they can truly unplug while on vacation and return to work refreshed and recharged.”

Explore our Resource Center for more expert advice from our HR pros, or schedule a free consultation with Chrisanne or another member of our HR Services & Consulting team for personalized guidance on employee relations and engagement.