Unlocking the potential of workcations

Author and consultant Lesley Cooper shares insights into how organisations and their employees can benefit from workcations – combining remote working with holiday time

The concept of ’workcations’ - combining remote work with vacation - is gaining significant traction. For business leaders interested in implementing them in their organisations, or encouraging staff to take workcations, it’s essential to consider both pros and cons, as well as adopt strategies to leverage the benefits while mitigating the downsides.

Workcations enable employees to fulfil their professional responsibilities from a new, typically holiday destination. This arrangement allows people to step away from their usual routine, offering a change of scenery. While on a workcation they can divide their day into two parts: one dedicated to work and the other to exploring new surroundings and enjoying local activities. It’s an opportunity to relax and recharge batteries without needing to formally take time off.

If approached properly, workcations can be highly beneficial not only for individuals but also for entire teams and organisations. With research showing that 86% of employees agree or strongly agree a workcation has increased their productivity, it’s a proven way to boost efficiency and improve performance.

Breaking away from the usual work environment can also spark fresh ideas and bring new energy to challenging issues. New places and experiences break up the linearity of regular days and in so doing stimulate creativity and inspire fresh perspectives on familiar issues.

On the other hand, however, there is a real risk of workcations blurring the lines between personal and work time. Even in a holiday setting, some people may find themselves feeling like they are always in high alert mode and can’t take their minds off their work obligations.

What’s more, those who don’t feel comfortable setting up clear boundaries might feel compelled to be constantly available to their boss or colleagues - a surefire route to decreased productivity, increased stress, and even burnout.

Workcations aren’t a “one size fits all” option, but in most cases, their benefits significantly outweigh the drawbacks. So, what can leaders do to ensure that workcations don’t turn into distractions, diminish productivity, or negatively impact employees’ wellbeing?

Establishing clear policies and rules

The very first step leaders need to take is to establish a company-wide policy on workcations. It should be clear when and for how long workcations can be taken, what needs to be agreed upon in advance, and what deliverables are expected, among other things.

Clearly defined guidelines will ensure employees understand their responsibilities, prevent work disruptions, and allow individuals to switch off and fully enjoy their time away from the office during the hours that they are officially on vacation. 

Promoting openness and communication

The success of workcations depends on proactive planning and clear communication from both leaders and employees. But for employees to be comfortable voicing their expectations and setting boundaries, an environment of openness and mutual trust is essential. Leaders need to make sure that there is a supportive environment where transparent dialogue is encouraged and flexibility is a norm.

It goes without saying that for workcations to work for both the employee and the leader, both parties need to feel they normally operate inside a work envelope that is trusting and psychologically safe enough to support openness and honesty. 

Monitoring and checking-in

Once implemented, it’s important to know how you are going to regularly assess the impact workcations may be having on productivity and morale, to determine how well the policy is working.

Gathering open feedback from employees to understand their experiences will be crucial to the evaluation process and to make any necessary adjustments. This may involve refining the planning process, clarifying expectations and boundaries, upgrading communication tools, or adjusting the guidelines and rules to match the unique needs of the team.

Encouraging actual holidays

While workcations are a great addition, complementing paid time off, they must not serve as a substitute for a complete recovery break from work. It’s vital that a workcation does not become the ‘go to’ style of holiday - particularly amongst the most highly achievement-orientated team members and leaders.

Wellbeing and performance sustainability rest on protected opportunities to disconnect completely from work and to recharge. A short getaway combined with remote working might be a perfect solution for people who need a change of scenery, but only a proper break from work can truly arrest burnout, and allow people to reconnect with friends, families, and other restorative pursuits that protect and enhance long-term wellbeing.

In our digitally connected world, this flexible approach to blending work and leisure makes sense and the current popularity of workcations suggests they are here to stay. For those who can effectively navigate the boundary between the work part and the leisure part, there are significant benefits in terms of enhanced productivity and increased creativity.

However, for those employees less able to do so without guilt and anxiety they can present challenges. For this reason, business leaders need to build, implement, and refine strategy in this area guided by open dialogue, employee feedback, and pre-clarified expectations.

That way all stakeholders can enjoy the maximum advantages of workcations - improved performance, employee satisfaction, and growth, whilst minimising the potential downsides. 

Lesley Cooper is the founder of WorkingWell, a consultancy that helps companies manage workplace pressure in a way that facilitates growth. She is the co-author of Brave New Leader: How to Transform Workplace Pressure into Sustainable Performance and Growth

Main image courtesy of iStockPhoto.com  and grinvalds