Unlimited Holidays. What Results Do We Expect?
The world is changing, and so are we. At inStreamly, we aren’t that big on “the good ol’ ways” of doing things. While some traditions and practices from the past may be worth remembering, we can easily bin others. So what did we do? After careful consideration, we decided to go with the flow and implement a new trend of an unlimited holidays policy. What does that mean, and how will it work?
What Does “Unlimited Holidays” Mean?
Let’s start from the basics. The unlimited holiday policy states that employees can take as many days off as they need during the year, as long as they can keep up with their responsibilities. Such leave is understood as paid time off from work.
Nevertheless, most companies that decide to implement a limitless holiday policy still hold on to rules like telling your manager in a specified amount of time regarding the planned leave or the maximum amount of days able to be taken.
We trust our employees and believe they know what’s best for them (and the company). That’s why we don’t have any strict procedures people have to follow. We leave it in the hands of the employee and their manager.
Here’s a practical example. One of our employees had to sort out some private life things to fix their life. This person needed four days off, but they had already used up their 21 days of holidays. They were super worried about it; however, they decided to talk with their manager. Before, they needed to fill out many forms so everything would be formal and proper. Now, you can just talk face to face and go! Isn’t it cool?
Even though remote work helps keep a healthy work-life balance, everyone still needs time off. Many studies have shown that a well-rested and healthy employee is far more productive and valuable to the company. We already have flexible working hours, so everyone can decide when they perform best, and free psychological support helps our staff cope with everyday problems and stress.
On top of that, with a limitless holiday policy, we limit the bureaucracy in the company. We don’t encounter difficult and stressful situations that were happening before. For example, asking your manager or HR for a couple more days off because you have already crossed the limit is no longer necessary. Situations like these create redundant stress and chaos.
Benefits of Unlimited Holidays
We already know that less work doesn’t equal worse work performance. Studies have shown that it’s the opposite. Benefits like unlimited holidays or a 4-day workweek can highly increase employee satisfaction and morale; hence employees can be more productive whilst working.
We can probably also agree that a good worker is a premium nowadays. According to surveys, 67% of Gen Z respondents said that benefits like these influence whom they want to work for.
Unlimited holidays are not something every company can do. Ultimately, this will only work if you have a company built on a culture of trust and shared responsibility. But that’s not all! Next month we’re introducing another significant change. Stay tuned to learn more!