Quiet vacationing is one of the newest trends emerging in American companies offering flexible work environments. We explored what this phenomenon is and why it occurs.
What is quiet vacation?
Quiet vacationing, or ‘quiet vacation’ is when employees pretend to work but use that time as they would if they were on vacation. According to this year’s Harris Poll, which surveyed 1170 employed adults in the U.S., 38% of millennial respondents said they had deliberately moved their mouse on the screen to make it look like they were working (e.g., using a mouse jiggler), and 37% said they took time off without informing their employer. Even more surprising was that the same percentage of respondents (37%) plan to send emails outside of working hours to create the impression that they work a lot and overtime.
Naturally, this phenomenon leads to a decline in overall work efficiency, further diminishes motivation, and can foster a negative team atmosphere. Without honest and open communication, distrust between employees and supervisors increases, leading to greater pressure from managers on team members.
Why do employees choose quiet vacation over official leave?
One key reason for a quiet vacation is the lack of work-life balance. As many as 49% of respondents said they feel nervous about asking their employer for vacation time. Additionally, 31% of respondents feel they must always be available and present. Interestingly, 81% of respondents reported that their desire for a break increases in proportion to their stress levels at work.
It’s clear that employees who are under stress and pressure are looking for ways to maintain their well-being. Quiet vacationing allows them to relax and spend quality time with family and friends without officially taking vacation days and without the fear of getting fired or falling behind at work. In this way, employees believe they are prioritizing their mental health.
It's important to note that quiet vacationing is not the same as resenteeism. Resenteeism is a phenomenon that combines the terms resentment and absenteeism, referring to employees who continue to work despite feeling dissatisfied or disengaged. Unlike absenteeism, where employees take time off due to dissatisfaction, resenteeism refers to employees who remain physically or virtually present but are mentally absent. These employees often feel trapped in the monotony of their daily tasks and may use quiet vacationing as an escape from their tedious routine.
Quiet vacationing is the result of poor organizational culture and structure
Numerous studies show that a significant portion of employees do not use all their vacation and free days. The most common reason is that they are overburdened with work and feel guilty when their equally burdened colleagues must take on their tasks as well. When we consider this alongside the reasons why employees opt for a quiet vacation, it becomes clear that the issue lies in deficiencies within the organizational structure and organizational culture.
Employers should encourage a culture where taking vacations and using allotted free time is normalized. Providing clear and supportive guidelines for rest and mental health can reduce the need for employees to resort to quiet vacationing, during which they do not fully rest. By creating an environment that values employee well-being and work-life balance, companies can address the root causes of resenteeism and burnout. Employees who feel comfortable taking their vacations can achieve a quality (and much-needed) break, resulting in increased engagement and motivation.
To further support mental health, organizations can conduct workshops that help employees cope with personal and work-related challenges. If you want to learn about the types of workshops available in Croatia, read more about the Future Resilience program.
It’s also crucial to work on open and transparent communication throughout the organization. Additionally, regular and effective employee engagement and satisfaction surveys can reveal how employees perceive their work, supervisors, and colleagues, how they fit into the work environment, and what affects their (dis)satisfaction.
