My immediate response when I hear something like this is a subtle, “Really?” But I often think in my head (but avoid saying): “You’re an idiot.”
The Necessity of Taking a Break
Some people take pride in pursuing their line of activity for long periods without taking a break. Know this: it is unhealthy. Your body and mind need a change — to relax, rejoice, and recharge. You may not feel so, but it is required.
If you feel this way and are a manager or a boss, your team may eagerly anticipate your leave. You might not know it when you work non-stop, you sometimes respond in less-than-ideal ways. This could be a sign of fatigue in your body, mind, or both, and your reactions reflect this. Taking a break can alleviate this or even improve it.
If you avoid taking leave and use your example before your team, STOP. First and foremost, you need a break. And if you still don’t take one, you have no right to discourage others from doing so.
You should influence others around you to take a break if they haven’t for long. It is much needed to recharge their batteries and sometimes clear their minds.
Handle Leave with Care
As a manager, you may face situations where there are less than the number required to function. At such times, how do you deal? Do you deny or delay leave to those asking for it?
You are caught in a dilemma: You are responsible for ensuring work continues as usual while caring for your team members. How do you solve this?
This can cause much heartburn.
Here’s what I do: my first effort is to facilitate the leave. If the numbers don’t allow it and the team member needs to take leave, I try to manage the workload with fewer people. If that means others will need to stretch themselves, so be it.
If anyone has an issue, I tell them to put themselves in the shoes of the one asking for leave. My argument: “Today, it is that person; tomorrow, it could be you.” Usually, that helps.
I act differently if the one asking for leave is a perpetual leave seeker on flimsy grounds. And we’ve all met those types, haven’t we? If there are pressing issues at the workplace, I take a call depending on who’s asking, the urgency, and whether it can be postponed.
But the intent always is to accommodate unless it’s impossible.
Empathy and Balance
Managers are often blamed for not being empathetic to their team’s needs. But that may not necessarily be so. While leave is an entitlement, and each has a right to exercise it, the problem sometimes arises with timing. As a manager, understand the reason behind the leave. Sometimes, it’s more than just a desire for a vacation. Family emergencies, mental health breaks, or personal commitments can be significant. Showing empathy and understanding can build trust and loyalty within your team.
Here are some tried-and-tested ways to handle leave with care.
Practical Solutions
1. Cross-Training: Cross-train your team members to handle multiple roles. This flexibility ensures that when one person is on leave, others can cover their responsibilities without overwhelming themselves.
2. Clear Communication: Maintain open lines of communication. If you explain the situation to your team — why it’s challenging to grant leave at a particular time — they are more likely to understand and cooperate.
3. Flexible Work Arrangements: If possible, offer flexible work arrangements, such as remote work or flexible hours. This can help manage the workload when team members are on leave.
4. Plan Ahead: Encourage your team to plan their leaves well in advance. This allows you to anticipate staffing needs and make necessary adjustments.
5. Temporary Help: Consider hiring temporary help during peak times or when multiple team members are on leave. This can ease the burden on the remaining staff.
Personal Experience
I recall an incident many years ago before I became a manager. A former colleague turned friend was very keen that I travel outstation to attend his wedding. The Union Budget was then presented each year at the end of February. Elections and budgets are significant for a news network and not the best time to seek leave. He met our boss and requested that he approve my leave so I could be there for his special day.
When I spoke to the boss, she told me that it did not reflect well on my part to expect leave during a vital news event. I told her I wouldn’t have in normal circumstances, but I could see how my presence would mean a lot to my friend.
I finally secured leave, but I sensed this might go against me during my annual appraisal.
I was prepared for the consequences. I knew other colleagues could play my role in my absence at work. But no one else could take my place at my friend’s wedding. It was a choice I made. A quarter century later, I am happy I made that choice.
The Bigger Picture
Taking a break and allowing your team to do the same isn’t just about individual well-being. It’s about acknowledging that we are all human, with lives and needs beyond our work.
So, next time you hear someone brag about not taking leave or how they can’t due to work compulsions, remind them gently that no one is indispensable. The world will not end if they choose to take a break.
And if you haven’t taken a break for a long time, now is the time. Your productivity, creativity, and overall well-being will thank you.
About Me
I am a thinker at all times. I see, I think. I hear, I think. I read, I think. Every weekend I write. I would love to know what you think.