Taking time off work is essential for maintaining a healthy work-life balance. However, recent trends suggest that Gen Z workers (those born between the mid-1990s and early 2010s) are often reluctant to use their allotted paid time off (PTO). Together with Brooke Stemen, Director of Talent Acquisition, we delved into why this generation might be hesitant to take time off and how it impacts their well-being.
According to LinkedIn, “Some 78% of U.S. workers say they’re not using all of their paid time off, according to a new Harris Poll survey. The trend is most prevalent among millennial and Gen Z employees, who cited pressure to be productive and meet tight deadlines.”
Fast Company.com went further to highlight the key findings of the Harris Poll, which was developed by surveying 1,170 American employees over the age of 18. They listed the key findings of the poll as:
The Guilt Factor:
Gen Z workers feel a unique sense of guilt when it comes to taking time off. They worry about being perceived as disengaged or uncommitted to their jobs. As a result, many choose to stay connected even during their supposed downtime.
Economic Uncertainty:
The state of the economy plays a significant role in Gen Z’s decision-making. With economic instability and job market fluctuations, many in Gen Z fear that taking PTO might negatively impact their job security. They’d rather stay active and prove their dedication to their employers.
Quiet Vacationing:
Rather than openly requesting time off, many Gen Z workers engage in what’s known as “quiet vacationing.” They take time off without informing their bosses, avoiding any potential judgment or scrutiny. This behavior reflects the tension between their desire for work-life balance and the reality of workplace expectations.
Constant Connectivity:
Gen Z grew up in a digital age, where connectivity is the norm. They’re accustomed to being reachable at all times, which can lead to a fear of missing out or falling behind. As a result, they may choose to work quietly during their supposed vacation time.
Company Culture Matters:
Taking PTO shouldn’t be merely a policy; it should be ingrained in company culture. Employers need to create an environment where employees feel encouraged to take time off without fear of repercussions. When PTO is normalized, Gen Z workers will be more likely to embrace it.
While Gen Z may be hesitant to take PTO openly, it’s crucial for their well-being and overall productivity. Employers should recognize the value of work-life balance and actively promote a culture that encourages time off. After all, a rested and rejuvenated workforce benefit everyone.
PTO at Green Key Resources:
Brooke Stemen highlights, “Here at Green Key Resources, our goal is to create a mentally positive environment, and PTO is a key component to a healthy work life balance.” She went further to explain saying, “We believe mentally healthy teams are the most productive! Our team achieves this by management fostering a healthy culture and encouraging their team to use their time off to disconnect and recharge.” Additionally, we follow the NYSE Stock Holiday schedule which features 10 paid holidays annually and summer hours from Independence to Labor Day.
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