How employers can promote time off for burned out employee

3 ways to promote PTO and fight employee burnout

July 13, 2021 3:21 PM

As employees begin their transition back into work, it’s important for companies to ensure they’re still able to transition out when needed, too.

Employees left 768 million days of PTO on the table last year, due to the restrictions and uncertainties of the pandemic, according to the U.S. Travel Association. Now, after over a year of employees feeling overworked and underpaid, it’s time to encourage them to take some of those days back.

“Some sectors are struggling to hire workers, putting even more pressure on existing employees,” said Regina Ihrke, wellbeing leader for North America at insurance company Willis Towers Watson, said in a release. “The volume of work is rising and without a corresponding increase in new workers, the current workforce is under pressure because of limited capacity to spread the work more effectively.”

In the face of the pandemic, over 40% of the workforce reported feeling burned out, according to a study conducted by the Society for Human Resource Management. And the toll it’s taking on employees is no secret to the companies they work for — eight in 10 employers said COVID-19 raised senior leadership awareness of the importance of effective absence management, according to a study by insurance company Guardian Life.

Burnout is not only the leading cause behind the loss of employee productivity, but the driving force for employees quitting their jobs post-pandemic. Following an uptick in demand from struggling employees for more flexibility and less stress, employers have begun tackling company burnout through methods that range from using AI to help employees manage their mental health to making PTO dates mandatory. In her most recent blog post with Willis Tower Watson, Ihrke outlines how employers can better encourage their workers to take advantage of time off.

Leadership messaging

Leaders and managers who embrace the benefits of time off send an impactful message of balancing life and work, Ihrke writes. When leaders disconnect for a while, employees take notice and feel supported to take time off too, even when the work continues to pile up.

“Leaders who share their experience with their teams — from activities they experienced and places they explored — will convey the necessity for all employees to take time off,” Ihrke explained. “Having your leaders and managers check in on staff to encourage scheduling time off will support a wellbeing culture that invests in employees while at work and on vacation."

Employee listening

“Develop an employee listening strategy to understand what employees need from their employer to be able to take time off and how to communicate that it is OK to take time off,” she wrote. “Using the employee voice to develop a sincere and supportive communication campaign that encourages employees to take time off will deliver improved productivity and sustainable engagement.”

Time-off initiatives

In Willis Towers Watson's Emerging from the Pandemic Survey, 22% of employers added carryover limits for 2020, with 37% continuing in 2021 — expecting that employees would not take their time off. As the U.S. has begun reopening, employers are analyzing time-off accruals and developing incentives strategies that include providing cash incentives to take time off, adding Fridays as a holiday or a “no meeting” day.