What To Do The Last Day Of Work Before Taking A Vacation
4 Tips (And A Download!) To Ease Your Anxiety
Recently, I decided to take the first two-week-long vacation of my professional career, and in full transparency, I was terrified.
To be clear, I've taken plenty of vacations before, but I've always strategically taken trips on long weekends or during the holidays where the impact on my team is minimal. There's nothing I hate more than that feeling of doom that sets on the last day of work before vacation, when you start thinking about the work you'll be missing, clients relying on you, or what could go wrong in your absence.
As an individual contributor, leaving was easier. I could literally do all of my work leading up to my days off, putting in long days and even longer nights, and only when I was completely finished could I turn my Slack notifications off and leave for vacation in peace. Of course, this is not healthy behavior for anyone, but I got through it.
As a manager, my work is never "complete." Now, I have even more clients depending on me, a team who relies heavily upon me for decision making and guidance, and company initiatives that are mid-cycle.
At any other company, this scenario probably would have set my anxiety completely over the edge - but not at PowerToFly. I can testify that the process we've developed has made taking a vacation just that - a vacation. For the first time, I left for my trip without the doom cloud following me out the door and I knew my team was adequately prepped for what to do in my absence.
So, how can you implement a vacation process at your organization that actually works? Follow these easy steps, and you'll be enjoying a little R&R at the beach in no time!
1. Make the decision to stay available, or go off the grid, and stick to it.
- It is absolutely crucial to take time off without work distractions, and if you're going off the grid, stick to it. Don't check emails, turn your notifications off, and offer proper escalation pathways for any emerging issues (see below). Many companies have policies in place where at least one week of vacation should be contact-free - that's when the creative magic happens!
2. If you choose to stay available, set clear expectations about your communication method and schedule.
- Decide on a time or cadence for checking in that works best for you. Whether that's one hour every morning, 30 min in the evening, or periodically throughout the day, let your team know when and how it's best to contact you. For example, if you're going out of the country, it may be easier to Slack or WhatsApp as opposed to email or text.
3. Let the team know how to ask for help.
- If a situation does arise that needs to be escalated, be clear with your team about how they should escalate: tell them to be direct, explain the entire situation, and include an ask and when the response is needed. Make it known that there is no need for small talk in these messages, i.e. "I don't want to bother you on your trip, but…". It doesn't hurt to note that logging into different software while away from your desk is a huge pain - if your ask requires a login, don't forget to include a screenshot!
4. Fill out a PTO tracker (Make a copy of ours here!).
- This tracker is your golden ticket to a stress-free vacation and should be shared org-wide. Once filled out in its entirety, everyone has the opportunity to see what's being handled while you are gone, which tasks and projects are assigned to whom, and who to reach out to in case of an escalation.
Want to see it in action? Here's a sample of a great day-before-vacation team email:
Sample Day-Before Vacation Email
Just sending everyone a note, as I am planning to be in Mexico for the next 2 weeks.
Also as we support all of our team members in our work-life balance, I think it is important to share what that means for each one of us. It is OK to take time off and be fully off. It is OK to take time off and work a little to stay on top of your burning priorities. It is OK to sometimes do one and sometimes do the other.
So for that reason, it is very important to set clear expectations with your teammates on what your PTO style is/ or will be this particular time you're going away. To demonstrate this principle, here is what my next 2 weeks off mean:
1) Ask for help, and allow me to triage
Even when I am on PTO, you can always reach me, you're not bugging me. I am extremely good at protecting my time, and making a judgment call whether the issue you're bringing to me needs me to get engaged while I'm away or it can wait. I am good at putting my phone on silent when I need to nap. So don't hesitate to reach out when you need me.
2) How to Ask for Help
For this to be effective don't say things like "Hi are you there?":) that doesn't give me enough intel on whether this can wait or not
Phrase it more like:
"Hi we just heard back from XClient, and their legal department is requesting something that I don't know how to answer" - obviously as much detail you can provide so I can help even without getting on a call is helpful.
3) Don't make me log in to different softwares
Most of the time you will be reaching me on mobile, so don't send me salesforce links - send a screengrab of the relevant info instead. If you need me to send an email to a client, draft it for me, with all the relevant attachments, etc
4) Err on the side of over transparent
That is kind of repeating the first point, but I much rather know about an issue you're dealing with, and have the opportunity to get involved (and perhaps decide I won't), then later hear "I didn't want to bother you while you're on PTO". Transparency and over communication always wins.
5) My schedule
July 1-5 - planning to be more deeply off. I will not be taking internal check-ins/ group calls
July 8-12 planning to take customer-facing and sales-related calls. I might need to prioritize the bigger ones. Not taking internal check-ins/ group calls
6) Escalate the medium, not the message.
Feel free to WhatsApp me or text me for anything pending from me if you don't get a response in slack. This is true any day of the week, and some of you use it more effectively than others. Seriously, leverage the escalation points!! If you're texting me too much I will tell you (no one has texted me too much in the past. :) )
Thats it team, you know where to find me.
Kiana Labuhn, Recruiter at S&P Global, shares an exclusive take on the most important tips to keep in mind when preparing for an interview.
How Bumble’s Director of Engineering Learned to Be Herself at Work—and Encourages Team Members to Do the Same
Rose Hitchcock found out she was pregnant with her third child halfway through the process of interviewing to be Director of Engineering at Bumble.
She told the team at the social media and dating app and that didn't change their plans to hire her. "They were completely fine with it, really supportive," says Rose.
You've met some of them—maybe they're your family, friends, classmates, or coworkers, or perhaps you identify as neurodivergent yourself.
Sharing inclusivity, not stereotypes, at Raytheon Technologies<p><br></p><p>"Raytheon Technologies and our Raytheon Alliance for Diverse Abilities (RADA) Employee Resource Group (ERG) is committed to trying to bring focus on invisible disabilities, as they are among the most misunderstood. Autism/neurodiversity isn't a mental illness and we recognize how important it is to bring awareness, be inclusive of everyone and avoid stereotypes. During Autism Awareness Month RADA is featuring a multi-regional presentation about Autism Awareness & Acceptance, as well as neurodiversity overall. The presentation is focused on educational information, including what Autistic people want in terms of inclusion and meaningful work, as well as dispelling common misconceptions."</p><p><em>Learn more about </em><a href="https://powertofly.com/companies/raytheon-technologies" target="_blank" rel="noopener noreferrer"><em>Raytheon Technologies</em></a>.</p>
Hiring a world-class workforce at the National Geospatial-Intelligence Agency<p>"The National Geospatial-Intelligence Agency recently launched the Neurodiverse Federal Workforce (NFW) pilot program, a collaborative effort between NGA, MITRE, and Melwood. The NFW pilot aims to help government agencies hire neurodiverse talent for U.S. Federal Government agencies. 'NGA mission success is contingent on a world-class workforce with a wide diversity of opinions and expertise,' said NGA Deputy Director Dr. Stacey Dixon. 'Neurodiverse talent can bring new perspectives to the NGA workforce and make important contributions to the mission.' The pilot is a great learning opportunity for NGA to continue to grow and improve our first-class workforce."</p><p>Learn more from the podcast "<a href="https://www.podcastone.com/episode/The-National-Geospatial-Intelligence-Agency-takes-workforce-diversity-in-a-new-direction" target="_blank">The National Geospatial Intelligence Agency Takes Workforce Diversity In A New Direction</a>"</p><p><em>Learn more about the </em><a href="https://powertofly.com/companies/national-geospatial-intelligence-agency" target="_blank" rel="noopener noreferrer"><em>National Geospatial-Intelligence Agency</em></a><em>.</em></p>
Supporting each individual's preferred environment at Elastic<p>"We distribute anonymous surveys that allow anyone, including neurodiverse folks, to address potential barriers that we should address.</p><p>Our accessibility working group acts as an employee resource as well as an equity-seeking team that works to create and develop a disability inclusive workplace at Elastic.</p><p>The majority of our Elasticians work from home. Our hope is that this empowers neurodiverse employees, including those who may be on the spectrum, to have more control over their environment so that they can manage noise and light sensitivity, control their personal space, and manage their own schedule to reduce anxiety."</p><p><em>Learn more about </em><a href="https://powertofly.com/companies/elastic" target="_blank"><em>Elastic</em></a><em>.</em></p>
Pioneering neurodiversity at Freddie Mac<p>"Freddie Mac values the insights and different perspectives that result from employees bringing their authentic selves to work. Our Office of Inclusive Engagement works with several organizations to identify qualified candidates, consider them for suitable roles and pair them with mentors who can help them adapt to an evolving new normal. In 2020, we evolved our neurodiversity internship initiative into a more robust training, education and hiring process called 'Neurodiversity at Work' to directly place candidates with Autism Spectrum Disorders into full-time roles."</p><p><em>Learn more about </em><a href="https://powertofly.com/companies/freddie-mac" target="_blank" rel="noopener noreferrer"><em>Freddie Mac</em></a><em>.</em></p>
Decoding inclusion at MongoDB<img class="rm-lazyloadable-image rm-shortcode" lazy-loadable="true" data-runner-src="https://assets.rebelmouse.io/eyJhbGciOiJIUzI1NiIsInR5cCI6IkpXVCJ9.eyJpbWFnZSI6Imh0dHBzOi8vYXNzZXRzLnJibC5tcy8yNTk0NzE2OC9vcmlnaW4ucG5nIiwiZXhwaXJlc19hdCI6MTYzMDY3MTY2MH0.Q-ko6g65MC-epHBrx_vr6k9v-lSawHH5jfhPWOVTozI/img.png?width=980" id="a4487" width="1112" height="626" data-rm-shortcode-id="a686a88d639ff3a91a5a4f6b455ce0cc" data-rm-shortcode-name="rebelmouse-image" /><p>"MongoDB supports the neurodivergent community through interview accommodations, providing new hires the opportunity to select equipment and denote special requests, and onboarding checklists broken down into useful sections. To raise awareness about neurodiversity in the workplace, we have a learning and development (L&D) platform which has content on collaborating with different working styles. Our L&D Program focuses on building skills in managing teams inclusively. We also host Decoding Inclusion, a series of events aimed at building community and sharing foundational knowledge about D&I topics, including neurodiversity, to further our understanding of differences."</p><p><a href="https://www.mongodb.com/blog/post/why-now-cool-time-different-steph-johnson" target="_blank">Read more about how MongoDB celebrates difference in this interview with their VP of Corporate Comms</a></p><p><em>Learn more about </em><a href="https://powertofly.com/companies/mongodb" target="_blank" rel="noopener noreferrer"><em>MongoDB</em></a><em>.</em></p>
Encouraging allyship at Folsom Labs<p>"At Folsom Labs, we are passionate about building a culture of acceptance and inclusion. Our goal is not just to spread autism awareness but to strive to be allies and elevate the voices of those with disabilities. Now more than ever, this is important as many are facing the added weight of mental health and wellness challenges due to the pandemic. Encouraging allyship throughout the community and building a culture where everyone can thrive are at the forefront of our current initiatives. We are proud to celebrate Autism Acceptance Month — to set a stage where we can celebrate our differences and continue to create a space of inclusion and support."</p><p><em>Learn more about </em><a href="https://powertofly.com/companies/folsom-labs" target="_blank"><em>Folsom Labs</em></a><em>.</em></p><em><br></em>
Recruiting for diverse problem solvers at Dell Technologies<video controls id="7ebf6" width="100%" class="rm-shortcode" data-rm-shortcode-id="d5c114fad218a953432630dfe99716b2" expand="1" feedbacks="true" mime_type="video/mp4" shortcode_id="1617842842194" site_id="17377755" url="https://roar-assets-auto.rbl.ms/runner%2F23124-Neurodiversity_Shortform_0325.mp4" videoControls="true"> <source src="https://roar-assets-auto.rbl.ms/runner%2F23124-Neurodiversity_Shortform_0325.mp4" type="video/mp4"> Your browser does not support the video tag. </video><p>"Dell's Neurodiversity Hiring Program provides professional development training, internships, and full-time career opportunities for neurodivergent job seekers. The program rethinks the traditional interview process by removing barriers that may limit an individual from fully showcasing their skills and capabilities. Additionally, program participants benefit from job coaching and mentorship provided by our community partners and True Ability ERG members.</p><p>A variety of critical positions across the company have been filled through the program. In doing so, we are bringing in diverse perspectives for problem solving that have helped us differentiate ourselves within the marketplace all while cultivating a culture of inclusion."</p><p><br></p><p><em>Learn more about </em><a href="https://powertofly.com/companies/dell-technologies" target="_blank"><em>Dell</em></a><em>.</em></p>
Supporting professionals with autism throughout their talent journey at Deloitte<p>"At Deloitte, everyone contributes to our diversity, equity, and inclusion efforts. Our inclusive culture, empowers all of us, including those with diverse abilities, to connect, belong, and grow. Deloitte's Autism@Work program supports our professionals with autism throughout their talent journey. A customized, autism-friendly assessment process helps draw out our candidates' strengths. Our employees have an internal Coach, an Onboarding Advisor, and access to external job coaching. Our Onboarding Mentor/Buddy Program pairs professionals with autism with other Deloitte colleagues/allies. Through Neurodiversity Training, our professionals can help support and manage our differently-abled professionals. We also have our Abilities First Business Resource Group for people with disabilities plus allies."</p><p><em>Learn more about </em><a href="https://powertofly.com/companies/deloitte1" target="_blank"><em>Deloitte</em></a><em>.</em></p>
Sharing stories to support awareness at Lockheed Martin<p>"Lockheed Martin shares employee stories internally to help others understand Autism Spectrum Disorder (ASD) and hosts internal events to support ASD awareness and education. The Able & Allies business resource group, whose mission is to build an environment that empowers employees with disabilities, has recently partnered with ASD advocacy organizations to offer resources to assist with managing the effects of the COVID-19 pandemic with persons who have ASD and their families. Missiles and Fire Control (MFC) is a member of the Florida Ability Inclusion Network and strives to educate employees and leaders on disabilities and recommend best practices to promote a disability-friendly workplace."</p><p><em>Learn more about </em><a href="https://powertofly.com/companies/lockheed-martin" target="_blank"><em>Lockheed Martin</em></a><em>.</em></p>
Kate Jhaveri does one thing every day that she suggests you try: belly laughs.
The EVP and Chief Marketing Officer at the NBA credits her two kids with much of that levity—"They're very silly and they, at least once a day, make me laugh out loud," she says—though she seeks to make those lighter connections with her team at work, too.