Time to read: 90 seconds

This topic has come up in five conversations this month alone, and it keeps showing up for a reason: it sits right at the intersection of retention, burnout, and culture. As we move into summer, it becomes even more relevant.

I wanted to revisit a perspective I’ve written about before because the stakes are high. What often starts as a conversation about retention or burnout quickly leads to something else entirely: vacation policies.

Here’s what I'm seeing:

Leaders say "take time off," but employees don't. Nearly half of U.S. workers leave vacation time unused. Not because they don’t want it, but because the system doesn't actually support it.

The Real Problem Isn’t the Policy. It’s Three Things:

• Workload distribution: No cross-training or coverage plans.

• Trust gaps: Employees feel an unspoken pressure to stay connected.

• Cultural signals: Leaders aren't modeling the behavior.

Forbes contributor Kristi Hedges puts it well: "The idea of minimal vacation as a badge of honor is deeply embedded in U.S. work culture." Research is clear: real breaks improve productivity, focus, and long-term engagement.

Long Vacations Benefit Both Employees and Organizations

Strong leaders don’t just allow time off. They actively encourage it, including longer periods away when possible.

When employees take real time off, even a week or more, they come back:

• more focused and recharged

• with better ideas and a fresh perspective

• less stressed and more engaged

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Organizations that support this consistently are not just more employee-friendly. They perform better because their teams can operate effectively even when key people are away.

Knowing there is a problem is one thing. Re-engineering the culture to fix it is another. That’s where I can help.

If This Is Showing Up in Your Organization:

If your team is struggling to truly unplug, I’ve set aside time for three 20-minute “Vacation Strategy” conversations over the next couple of weeks before I head out for my own time off.

During our time, we’ll identify the hidden cultural signals keeping your team tied to their desks and one concrete change you can make this month to reduce burnout without sacrificing output.

To claim one of the three slots, reply to this email with “VACATION AUDIT” and I’ll send you a link to schedule.

(First replies get priority. I’ll be out of the office April 21-28.)

If you’d rather start with my 5-Question Vacation Culture Diagnostic, just reply “ASSESSMENT”and I’ll send it over. It’s the same tool I use with clients to quickly uncover hidden risks in your time-off culture.

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