Episode Transcript
Available transcripts are automatically generated. Complete accuracy is not guaranteed.
Speaker 1 (00:00):
Well, no vacation nation. Apparently no managers think employees should
take a break from work, But do they promise the
ones who do won't be you know, retaliated upon joining us.
Now to talk a little bit more about this is
Paul Peter is a workplace expert. Welcome in, Thanks for
being here.
Speaker 2 (00:16):
Good morning, JT. How are you?
Speaker 1 (00:18):
I'm great? Thanks, Happy Friday to you. So is this
a real thing? I mean, are that many people out
there that fear and taking a vacation that it might
blow back on them?
Speaker 2 (00:28):
Yes? Possibly. And the situation is you know, we speak
in gen z population or just general workforce population.
Speaker 1 (00:35):
Well, I mean, you know any population, you know, is
it more prevalent with young people or than older people?
Or this is just a bad perception, is it reality
or what do you take on it?
Speaker 2 (00:44):
Yeah? I think people are very sensitive to the mental
health and the stresses that they're going through in the
requesting time off to be able to do the things
that they enjoy. There's a big push you know, you know,
like a work life balance that's very prevalent today, and
they're very sensitive to making sure they're not and stress
in a work environment. So they're requesting time to be
able to spend time with family, things that are more
(01:05):
important to them. I sared yesterday with somebody. You know,
we came off the COVID environment where we were in
remote situations with work for about two years, and that
was a new trend pattern called a paradigm shift, and
people enjoyed that. They enjoyed being able to reconnect with friends,
reconnect with family, and so they're rethinking what work or
the traditional work looks like.
Speaker 1 (01:27):
Well, I get that COVID was an anomaly that just
you know, was crazy, and then you know, it went
away and we're back. So I get the feeling that
there's been this wave over this country, more so with
younger people that you know, they need more coddling, if
(01:47):
you will, from their bosses, you know, than it used
to be before COVID. I mean, you got a job,
you show up for work, you get two weeks vacation.
The longer you work there, you get more vacation. I mean,
what's the problem.
Speaker 2 (02:00):
Here, Well, I think it is is people had to
get creative during the two years that they were remote.
Some people lost their positions. They were able to do
different things, hopefully in line with what they're passionate and
gifted about to do, and so coming back into the
workforce that they left or the job they left prior
to COVID, they're rethinking their careers. They're rethinking, you know,
(02:22):
that's not necessarily something I want to go back into.
So they're looking into other different types of careers based
on what they did during those two years.
Speaker 1 (02:29):
Okay, well that's fine, go do that. But I still
don't understand why people think, oh my gosh, I'm fearful
of taking vacation. Should bosses force people to take vacation.
I know there's some people that I work with that,
you know, don't take vacation just because there's too much
to do. And I'm thinking, wow, you got to kind
of unplug every once in a while.
Speaker 2 (02:49):
Yeah, And the employers have to be real sensitive to
the employees need to take a vacation. I have a
variety of about three employees variety of people who won
I have to force them to take vacations. And it's
not so much that they're afraid of losing their jobs.
They're just very committed to the work and that their
type of personality versus people who use up their PTO
until it's maxed out, so you get that variety. And
(03:10):
me as an employer, I'm looking for people who are
willing to go the extra mile, but not necessarily sacrifice
their sanity presare mental health by working all the time, right.
Speaker 1 (03:20):
I mean, it can be stressful and even though they
say they're committed to it and they love it and
it's my passion, it's my hobby, and I just I
don't mind working all the time and taking time off.
I think everybody you know needs that time off to
just focus on something else. What are your thoughts on
after our work emails and texts and phone calls? And
I mean when some people say they you know, they're
(03:41):
going on vacation, they're still on the grid.
Speaker 2 (03:43):
Yeah. I have that with several of my leaders where
they will, you know, confess to me I'm working until midnight,
which is never my request or demand. I appreciate them
going the extra mile and doing that, but that's never
really a requirement. I think the poyers need to make
sure they're safeguarding their staff because burnout is not easily
seen until it's seen, if you know what I mean.
And then you get to a point where you know
(04:04):
there's just no good and so employers need to like
For me, I meet with my key leaders once a
week just to check in on them to make sure
that things are going well. I encourage them if I
sense burnout or they're getting stressed, take some time off.
Speaker 1 (04:17):
You know.
Speaker 2 (04:17):
I have a kind of philosophy in my company. It's
gone first, family and then and then it's not work,
because I want them to know that I care about
them and the work is not that important. If they're
stressed and they're not able to do what I need
to get done, I much rather than take a day off.
Speaker 1 (04:31):
How do you handle this or how would you suggest
to bosses or employees to navigate through this? If it's,
for instance, something that an employee says, you know, I'm
not going to take the time off. Should bosses come
in and say, look, here's the deal, I don't mind
you taking you should take time off and vice versa.
You know, if a boss doesn't want to move on
(04:51):
the hey, you're not coming off the grid no matter what.
How would an employee approach that and discuss it?
Speaker 2 (04:56):
Well? I think I said, if you have a good
relationship with your employer and the situation is that staff
is working all the time, you know, that's just a
conversation you're going to have to have. And just make
them aware, you know this, this kind of pace is
not healthy, is not good for anybody, And just let
them know that you care about them. And I'm not
necessarily certain the staff will comply, but at least letting
(05:17):
the staff know that you care about them and you
want to make sure they're spending time with the friends
and family, and I think that will go a long way.
Speaker 1 (05:24):
All right, Very good, excellent advice. I appreciate you this morning.
Well, no vacation nation. Apparently no managers think employees should
take a break from work, But do they promise the
ones who do won't be you know, retaliated upon joining us.
Now to talk a little bit more about this is
Paul Peter is a workplace expert. Welcome in, Thanks for
being here.
Speaker 2 (00:16):
Good morning, JT. How are you?
Speaker 1 (00:18):
I'm great? Thanks, Happy Friday to you. So is this
a real thing? I mean, are that many people out
there that fear and taking a vacation that it might
blow back on them?
Speaker 2 (00:28):
Yes? Possibly. And the situation is you know, we speak
in gen z population or just general workforce population.
Speaker 1 (00:35):
Well, I mean, you know any population, you know, is
it more prevalent with young people or than older people?
Or this is just a bad perception, is it reality
or what do you take on it?
Speaker 2 (00:44):
Yeah? I think people are very sensitive to the mental
health and the stresses that they're going through in the
requesting time off to be able to do the things
that they enjoy. There's a big push you know, you know,
like a work life balance that's very prevalent today, and
they're very sensitive to making sure they're not and stress
in a work environment. So they're requesting time to be
able to spend time with family, things that are more
(01:05):
important to them. I sared yesterday with somebody. You know,
we came off the COVID environment where we were in
remote situations with work for about two years, and that
was a new trend pattern called a paradigm shift, and
people enjoyed that. They enjoyed being able to reconnect with friends,
reconnect with family, and so they're rethinking what work or
the traditional work looks like.
Speaker 1 (01:27):
Well, I get that COVID was an anomaly that just
you know, was crazy, and then you know, it went
away and we're back. So I get the feeling that
there's been this wave over this country, more so with
younger people that you know, they need more coddling, if
(01:47):
you will, from their bosses, you know, than it used
to be before COVID. I mean, you got a job,
you show up for work, you get two weeks vacation.
The longer you work there, you get more vacation. I mean,
what's the problem.
Speaker 2 (02:00):
Here, Well, I think it is is people had to
get creative during the two years that they were remote.
Some people lost their positions. They were able to do
different things, hopefully in line with what they're passionate and
gifted about to do, and so coming back into the
workforce that they left or the job they left prior
to COVID, they're rethinking their careers. They're rethinking, you know,
(02:22):
that's not necessarily something I want to go back into.
So they're looking into other different types of careers based
on what they did during those two years.
Speaker 1 (02:29):
Okay, well that's fine, go do that. But I still
don't understand why people think, oh my gosh, I'm fearful
of taking vacation. Should bosses force people to take vacation.
I know there's some people that I work with that,
you know, don't take vacation just because there's too much
to do. And I'm thinking, wow, you got to kind
of unplug every once in a while.
Speaker 2 (02:49):
Yeah, And the employers have to be real sensitive to
the employees need to take a vacation. I have a
variety of about three employees variety of people who won
I have to force them to take vacations. And it's
not so much that they're afraid of losing their jobs.
They're just very committed to the work and that their
type of personality versus people who use up their PTO
until it's maxed out, so you get that variety. And
(03:10):
me as an employer, I'm looking for people who are
willing to go the extra mile, but not necessarily sacrifice
their sanity presare mental health by working all the time, right.
Speaker 1 (03:20):
I mean, it can be stressful and even though they
say they're committed to it and they love it and
it's my passion, it's my hobby, and I just I
don't mind working all the time and taking time off.
I think everybody you know needs that time off to
just focus on something else. What are your thoughts on
after our work emails and texts and phone calls? And
I mean when some people say they you know, they're
(03:41):
going on vacation, they're still on the grid.
Speaker 2 (03:43):
Yeah. I have that with several of my leaders where
they will, you know, confess to me I'm working until midnight,
which is never my request or demand. I appreciate them
going the extra mile and doing that, but that's never
really a requirement. I think the poyers need to make
sure they're safeguarding their staff because burnout is not easily
seen until it's seen, if you know what I mean.
And then you get to a point where you know
(04:04):
there's just no good and so employers need to like
For me, I meet with my key leaders once a
week just to check in on them to make sure
that things are going well. I encourage them if I
sense burnout or they're getting stressed, take some time off.
Speaker 1 (04:17):
You know.
Speaker 2 (04:17):
I have a kind of philosophy in my company. It's
gone first, family and then and then it's not work,
because I want them to know that I care about
them and the work is not that important. If they're
stressed and they're not able to do what I need
to get done, I much rather than take a day off.
Speaker 1 (04:31):
How do you handle this or how would you suggest
to bosses or employees to navigate through this? If it's,
for instance, something that an employee says, you know, I'm
not going to take the time off. Should bosses come
in and say, look, here's the deal, I don't mind
you taking you should take time off and vice versa.
You know, if a boss doesn't want to move on
(04:51):
the hey, you're not coming off the grid no matter what.
How would an employee approach that and discuss it?
Speaker 2 (04:56):
Well? I think I said, if you have a good
relationship with your employer and the situation is that staff
is working all the time, you know, that's just a
conversation you're going to have to have. And just make
them aware, you know this, this kind of pace is
not healthy, is not good for anybody, And just let
them know that you care about them. And I'm not
necessarily certain the staff will comply, but at least letting
(05:17):
the staff know that you care about them and you
want to make sure they're spending time with the friends
and family, and I think that will go a long way.
Speaker 1 (05:24):
All right, Very good, excellent advice. I appreciate you this morning.
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