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Work's not working. Unlimited leave could be the solution Work's not working. Unlimited leave could be the solution
(2 months later)
Being an undemanding sort, Madonna set her sights low. "If we took a holiday," she sang in 1983, "took some time to celebrate. Just one day out of life, it would be … it would be so nice."Being an undemanding sort, Madonna set her sights low. "If we took a holiday," she sang in 1983, "took some time to celebrate. Just one day out of life, it would be … it would be so nice."
So true. And yet, so far from the experience of many people working in Britain today. Around a quarter of employees are not taking their full holiday entitlement. What is more, the TUC estimates that as many as five million workers regularly carry out unpaid overtime – free work – which is worth in the order of £30bn a year to their bosses.So true. And yet, so far from the experience of many people working in Britain today. Around a quarter of employees are not taking their full holiday entitlement. What is more, the TUC estimates that as many as five million workers regularly carry out unpaid overtime – free work – which is worth in the order of £30bn a year to their bosses.
Economists continue to wrestle with a labour market paradox: high levels of employment producing virtually no growth at all. Part of the answer must lie in so-called "presenteeism": the low productivity of people who are physically present at work but who, for a variety of reasons, are not contributing all that they could. For many people today, work really isn't working.Economists continue to wrestle with a labour market paradox: high levels of employment producing virtually no growth at all. Part of the answer must lie in so-called "presenteeism": the low productivity of people who are physically present at work but who, for a variety of reasons, are not contributing all that they could. For many people today, work really isn't working.
Perhaps a radically different approach is needed. What would you say to the idea of unlimited holidays? That's right – the same principle as an all-you-can-eat Chinese buffet, only with days off work in unlimited supply rather than noodles and chicken wings.Perhaps a radically different approach is needed. What would you say to the idea of unlimited holidays? That's right – the same principle as an all-you-can-eat Chinese buffet, only with days off work in unlimited supply rather than noodles and chicken wings.
Preposterous, you may say. But for a number of companies letting staff know that they can take as much holiday as they like has proved successful. Netflix, the video-streaming business, and Evernote, an online note-taking and storage company, have both been operating an "unlimited leave" policy for some time. Far from the system being abused, both companies report that the take-up of holiday is steady and not excessive. Evernote's chief executive, Phil Libin, told the FT recently that "No one has ever taken advantage of it." Some British startups, especially in the high-tech sector, are following the US example.Preposterous, you may say. But for a number of companies letting staff know that they can take as much holiday as they like has proved successful. Netflix, the video-streaming business, and Evernote, an online note-taking and storage company, have both been operating an "unlimited leave" policy for some time. Far from the system being abused, both companies report that the take-up of holiday is steady and not excessive. Evernote's chief executive, Phil Libin, told the FT recently that "No one has ever taken advantage of it." Some British startups, especially in the high-tech sector, are following the US example.
It is a question of trust. What is management's view of its staff? Are workers seen as a burden, a cost, people who would rather skive and shirk responsibilities, and who have to be supervised rigorously at all times? Or are employees a potential source of value, ideas and creativity, who should be allowed space and time to work in the way that suits them best? In short, do you get more out of people if you treat them as responsible adults or as irresponsible children?It is a question of trust. What is management's view of its staff? Are workers seen as a burden, a cost, people who would rather skive and shirk responsibilities, and who have to be supervised rigorously at all times? Or are employees a potential source of value, ideas and creativity, who should be allowed space and time to work in the way that suits them best? In short, do you get more out of people if you treat them as responsible adults or as irresponsible children?
Few people are opposed to the idea of trust in principle. But in practice, especially in harsh economic times, trust can be in short supply. Job insecurity, on the other hand, abounds.Few people are opposed to the idea of trust in principle. But in practice, especially in harsh economic times, trust can be in short supply. Job insecurity, on the other hand, abounds.
"We are seeing fewer people taking up flexible working or using their full holiday entitlement," says Cary Cooper, professor of organisational psychology and health at Lancaster University management school. "Around 40% of people are accessing emails on holiday – that's work. In the public sector there are just fewer people around so there's more pressure. And staff want to show that they are committed, to try and keep their job in the next wave of redundancies." All these factors boost presenteeism, or its email version "electronic face time", as Prof Cooper calls it."We are seeing fewer people taking up flexible working or using their full holiday entitlement," says Cary Cooper, professor of organisational psychology and health at Lancaster University management school. "Around 40% of people are accessing emails on holiday – that's work. In the public sector there are just fewer people around so there's more pressure. And staff want to show that they are committed, to try and keep their job in the next wave of redundancies." All these factors boost presenteeism, or its email version "electronic face time", as Prof Cooper calls it.
Even the glorious high-tech sector is not always home to enlightened management thinking. The new boss at Yahoo, Marissa Mayer, surprised colleagues and industry watchers when she declared an end to Yahoo's "work from home" policy, saying it was "not what's right for Yahoo right now". Only a small percentage of Yahoo staff was affected by the change, but the message was clear: come in to the office where we can see you, and look busy. The results may not improve, but it will help managers feel better.Even the glorious high-tech sector is not always home to enlightened management thinking. The new boss at Yahoo, Marissa Mayer, surprised colleagues and industry watchers when she declared an end to Yahoo's "work from home" policy, saying it was "not what's right for Yahoo right now". Only a small percentage of Yahoo staff was affected by the change, but the message was clear: come in to the office where we can see you, and look busy. The results may not improve, but it will help managers feel better.
Work means completing tasks, getting stuff done. In an era of so-called "knowledge work", it should not be necessary for some people to go anywhere near an office. And if their contribution can be made in 150 days a year rather than 200, why shouldn't they be able to take more holiday? Some financial traders make a very good living dipping into the markets for just a few hours a day.Work means completing tasks, getting stuff done. In an era of so-called "knowledge work", it should not be necessary for some people to go anywhere near an office. And if their contribution can be made in 150 days a year rather than 200, why shouldn't they be able to take more holiday? Some financial traders make a very good living dipping into the markets for just a few hours a day.
The bottom line is: it doesn't matter where you sit. It's what you do that counts. And when the job's done, have a break.The bottom line is: it doesn't matter where you sit. It's what you do that counts. And when the job's done, have a break.
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