Guilt-free rest: 5 ways to be a better role model
Why is it we spend the first few days of our holiday simply acclimatising? Our working lives are so full of deadlines and demands that the switch into holiday-mode pace can be tricky to navigate. While it might seem obvious that enjoying guilt-free downtime is vital to both our personal and professional wellbeing, something leaders often forget is how to show up as positive role models for rest and recuperation themselves. It’s well documented that having proper periods of rest leads to greater productivity.
Rest isn’t the opposite of work, it’s part of how we work. Many great philosophers, scientists and inventors of our time have included rest as part of their problem-solving, creative innovation and mental capacity. Recent research shows that working in 90-120 minute bursts, followed by a period of rest, is the best way to keep our brains active and interested. Encouraging our teams to build this into their day - and working hard to build it into our own - is a great way of beginning to create a restful culture. So, as we break for summer, how can we thoroughly disconnect (guilt-free?)
“If you want to be a better leader; put your own seat belt on first.”
1. Resource effectively around annual leave
If the lead up to annual leave is fraught with trying to finish too many projects, hand over unfinished work and cram in last minute client meetings, moving into a state of rest will take longer than it needs. Consider implementing a ‘cooling off’ period before you or a team member goes on leave where they aren’t delegated any new tasks or projects. Or where the team is encouraged to behave as if that person is already out of the office and only around to support urgent questions. Similarly, plan the first week back to allow for minimal meetings, a slow start and plenty of catching up time. Nobody wants to be on holiday worrying about a frantic first week back at work!
2. Implement (and role model) healthy boundaries
Nothing’s so important that it needs to be attended to during holiday. Encourage your team members to remove email or messenger apps from phones so they can fully disconnect. If you’re in a position to role model boundaries for others, resist the urge to send messages or emails while you’re away on leave. This creates a sense of psychological safety which gives the team permission to fully switch off themselves.
3. Leave loudly
It might sound inconsequential but talking about the fact that we’re going to be resting, either by going on holiday or just having downtime, is helpful for others too. When we share what we enjoy doing for relaxation, it builds connection within the team. It also reminds others that breaks are necessary and encouraged. By empowering teams to use their own annual leave allowance, you also minimise the end of year ‘bottle neck’ which causes its own issues. Lastly, it supports productivity by ensuring any last minute questions or sign-offs can be had before someone dips out.
4. Lower your rest-time expectations
We’ve all asked the question, “do you feel refreshed after your break?” and, generally, this is a pleasant way to connect with colleagues. However, it’s important we keep in mind that some people may not return feeling rejuvenated. Some people take time off to care for children or elderly relatives. Others may do so to volunteer or engage in other projects or side-hustles. Some may just need longer to fully decompress from how busy they’ve been. Especially true if we have a persistently demanding workplace culture. Encouraging regular moments of downtime across the year can help to support a healthier, more rested workforce.
5. Create a culture of regular rest
The most powerful thing you can do to encourage your team to rest this summer (and every season) is to create a culture where regular rest is viewed as a vital part of work life. If you or your teams have gone several months without at least a few days off, it might be prudent to cultivate such a culture, rather than back-log leave. And whilst encouraging full disconnection during time off is a huge step in the right direction, also think about how you can empower and role model rest during the work day. As well as just encouraging people to take proper lunch breaks, consider initiatives like meeting-free Fridays, a four-day working week or providing collaborative and creative spaces to think away from the computer. It all helps to build a culture of rest.
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If you’d like to find out more about building a culture of better productivity in your organisation, talk to us.