Secret to a Stronger Team Isn’t More Time at Work — It’s More Time Off
| It’s that time of year: the “out of office” replies are stacking up, calendars are full of PTO blocks, and getting a meeting on the books feels like solving a Rubik’s Cube. But while vacation season might feel like a productivity bottleneck, there’s a growing body of research — and real-world examples — that suggest something else entirely: We may not be taking enough time off. And we may not be thinking big enough about what that time could do. Sabbaticals — extended time away from work, often measured in months instead of days — are still relatively rare in corporate America. But they’re gaining traction fast. According to SHRM, nearly 17% of employers now offer some kind of sabbatical policy, a sharp rise from just a decade ago. And it’s not just a feel-good perk. Sabbaticals are proving to be strategic levers — not only for individual well-being, but for organizational health. Employees who take sabbaticals report lower stress, higher life satisfaction, and long-term psychological benefits. But here’s what’s even more interesting: The organizations they work for also come out stronger. In nonprofit studies, interim leaders stepping in during executive sabbaticals often emerged more confident and capable — with some being promoted to permanent leadership roles. Organizations gained sharper insight into succession planning, improved collaboration across teams, and identified gaps that only surfaced through real-world testing. It’s one thing to say you’re not dependent on any one person. It’s another thing to prove it. Forward-thinking companies are treating sabbaticals like the new sandbox — a place to experiment, grow, and create resilience. Take The Motley Fool, where they randomly award one employee each month with two weeks of paid vacation that must be taken immediately. It’s a radical bet on two things: people need rest before they’re burned out, and the system should be strong enough to flex when someone steps away. In today’s flexible, hybrid, and increasingly remote work culture, this isn’t just possible — it’s necessary. Remote work has already challenged our assumptions about visibility, trust, and productivity. Sabbaticals are the next evolution — a bold way to test what your organization is really made of, and who’s ready to step up. Bottom Line: Whether it’s a surprise vacation or a three-month sabbatical, the message is the same: Extended time off isn’t a disruption. It’s a strategy. And with the right mindset — and the right support — it can be a transformative one. Ready to make sabbaticals part of your culture — or take one yourself Our Worksploring Strategists help individuals design meaningful time away, and help organizations plan for the leadership ripple effects that follow. |
