Johnny C. Taylor Jr. answers workplace questions every week on USA TODAY. Taylor is president and CEO of SHRM, the world’s largest human resources professional organization, and author of Reset: A Leader’s Guide to Work in an Age of Upheaval.
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question: I know I need time off because I’m burnt out, but my workplace seems to value being always available. I’m worried that taking PTO will hurt my reputation, especially if I have promotion opportunities. How do I decide if it’s worth taking some time off? – Reran
Answer: In most cases, the answer is yes. Taking earned vacation time is part of maintaining high performance and is not a sign of diminished commitment. The key is to use it intentionally and responsibly.
SHRM is experiencing unprecedented levels of employee burnout, especially among younger employees and managers. This is concerning because burnout doesn’t just affect individuals. Engagement, innovation, decision-making, and ultimately business performance suffer. Smart employers realize that rest and recovery is not a reward for hard work. These are investments to maintain high performance.
That’s why I’m talking about work-life integration, not work-life balance. The goal is not a perfect 50/50 split. Real life doesn’t work like that. The goal is to find a sustainable rhythm in which work and personal responsibilities can coexist without one overwhelming the other. That might mean leaving your desk for a doctor’s appointment and making up time later, or leaving early for your child’s recital and completing a project after the child goes to bed. Building that flexibility into your routine before burnout sets in will prepare you to handle the inevitable demands of both work and life.
However, taking PTO also comes with responsibility. Your team will take over your workload while you’re away. So plan your vacation as carefully as you would any important project. If possible, avoid scheduling extended absences during critical work periods. Reach out early to ensure your work is covered and leave your colleagues with clear information about what will be required in your absence. If you prepare well, your absence will not cause unnecessary stress on others.
If your organization claims to value well-being, but genuinely discourages employees from using their earned paid time off, take note. A culture that expects people to perform at their best while inhibiting the recovery that enables high performance is not sustainable. It’s worth asking if it’s an environment in which you can continue to grow and build a long-term career.
My best advice is, “Use your paid time off like high performers use all other resources intentionally.” Plan, communicate, and set your team up for success. The best leaders I know never apologize for taking time off. They are very well prepared, so the work can continue without interruption. Planning like this won’t hurt your chances for promotion. Rather, it demonstrates the judgment, professionalism, and leadership that an organization values most.
The views and opinions expressed in this column are those of the author and do not necessarily reflect those of USA TODAY.
