You a lie.
Remember that Michael Jackson song, they don’t care about us? Ever the entertainer, Michael also had a message. People in power, systems of oppression disguised as support. Today, companies of all sizes tout caring about employee wellness and leveling power dynamics and yet grown people have to ask permission to use the PTO that the company HR team sends out quarterly automated reminders for them to use.
Consider the hypocritical claim of offering generous PTO- 10 days or even 20 days… that you have to accrue at a rate of 1.66 days a month or that is a catch all pot for vacation, sick time and personal days. As a parent, 20 PTO days is a joke. Between spring break, and winter break and fall break, 15 of those days are used up and don’t forget the random days off or when you get sick. That means I could use all of my PTO days to be with my child on that days that they don’t have school because the mental toggle of “working remotely “ while being a fully present and engaged parent is a fallacy.
I applaud the companies who truly provide unlimited PTO on day one. This is a signal of high trust, they believe that people will use the time appropriately and their actions are aligned. For those who say, this will create nightmare for scheduling it’s called an annual calendar- key dates, meetings and etc should be known as far in advance as possible so that people can plan accordingly. Will any plan be perfect-no. But giving people clear dates to plan around and parameters on PTO during certain blackout dates provides everyone with the gift of clarity and that is a gift that keeps on giving.
Managers, learn to trust your people. If you don’t then the answer is not restrictive, outdated PTO policies, but rather an honest reflection on what is blocking your trust of your team. As the saying goes, “happy wife, happy life, for work- a happy employee is an impactful employee.
The preceding was a personal testimony shared by my friend and colleague Ashley Harris.
In a recent HBR article entitled Why Employees Quit, the research shows that it’s not always about what the organization does. However, managers and the conditions they create for their employees play a role in determining whether employees stay or go. For those looking for personal realignment, more control, and advancement opportunities, managers can aid in these conversations. But only if they’re aware and pro-active and there’s a two-way street for communication. And this begins and ends with trust. Do your people trust you to have their best interest in mind?
