The toxic workplace trait that's costing employees money and burning them out

Story by Victoria Wells • Financial Post

Many people don't disconnect from work when they take a vacation, research shows.

Canadians are complaining they have too much to do at work, yet many are also failing to use their vacation time , which could be why 36 per cent of professionals say they’re more burned out now than they were last year, according to new research from consulting company Robert Half Canada.

Millennials, gen-Zers, parents of younger kids and people who’ve been at their company between two and four years are bearing the brunt of the pain. But the overall numbers seem surprisingly high, and even “shocking,” said Michael French, national director of Robert Half Canada. “When you hear one-third … are saying they’re more burnt out than a year ago, that blew me away,” he said. “That’s one in three people.”

Some of the burnout could be from challenges outside of work as people emerge from three years of COVID-19 only to face inflation, war and wildfires, while also juggling personal responsibilities such as elder or child care, French said. But more than half of professionals point the finger at work as the source of their burnout, saying they’re managing ever-larger workloads with less staff, perhaps because of labour shortages or hiring freezes. Others blame a lack of support from management or a toxic work environment. A push to return to the office might also be behind some of that stress, he said.

One might think burnt-out employees would jump at the chance to book time away from the grind so they can recover, yet a surprising number aren’t doing so, choosing instead to keep working even as their exhaustion builds. “The biggest problem is that people aren’t taking (breaks),” French said.

Indeed, 20 per cent of professionals aren’t planning to use their vacation days in the weeks ahead because they feel they can’t afford to take the time off, either because they think they’ll fall behind or because they fear it could somehow be used against them, perhaps even threatening their job security.

Those that do take vacation days — and 32 per cent plan to do so — may not be taking a true break because they’re not really disconnecting from their jobs. Robert Half’s study said 18 per cent of professionals expect to “check in” at work while on vacation. It might be even worse than that. A survey by Ceridian Inc. indicates 50 per cent of Canadian workers feel they don’t unplug completely from work while on vacation. So much for rest and relaxation.





Professionals aren’t the only class of workers guilty of letting their unused vacation days pile up. More than half of all Canadians failed to use their allotted time off in 2022, according to a recent survey by travel site Expedia Inc. Others are using those precious vacation days for things that definitely don’t sound relaxing, such as running errands or taking care of sick kids or other family members.

Aside from being a recipe for burnout, foregoing vacation time also amounts to leaving money on the table, ultimately cutting into a workers’ overall compensation. Plus, failing to take a break doesn’t make someone a workplace hero, and might even irritate the boss. After all, companies give employees vacation days because they want people to rest enough so they can keep performing to the best of their abilities at work. Research shows that those who take time off come back feeling refreshed, more productive and happier about their jobs, all good for a company’s bottom line. “Companies want their people to be well-cared for,” French said. “They need you to be doing your job very, very well. They want you in your best health.”

But if leaders want to ensure their employees — and companies — are benefiting from vacation uptake, they might have to make some changes. Widespread resistance to time off might come down to a culture problem in which managers don’t model what it looks like to take a true break. “As a leader, you need to take your vacation,” French said. “It is more important that (employees) see you take time away so they take their time away.”

Of course, a vacation isn’t necessarily a burnout cure. The American Psychological Association (APA) conducted research in 2018 that showed people got a nice boost from taking a vacation , but the effects wore off a few days later. “Employers shouldn’t rely on the occasional vacation to offset a stressful work environment,” David Ballard, head of the APA’s Center for Organizational Excellence, said in the report. “Unless they address the organizational factors causing stress and promote ongoing stress management efforts, the benefits of time off can be fleeting.”

It all comes down to balance, French said. For example, there are times when a team must work more than usual to hit a deadline, but those periods should segue into quieter periods so workers can breathe. Short breaks throughout the workday are also crucial to help keep equilibrium, he said. It could be as easy as a walk around the block, or if working from home, a moment to take in some fresh air on the balcony or backyard.

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“Hustle culture needs to be rebalanced. If you’re going to work hard, you need to balance that with ‘relax hard’ and fully disconnect,” French said. “Work hard, play hard … is just bringing burnout.”

• Email: vwells@postmedia.com | 

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