So we’re providing a solution that empowers our employees to take the time they need to recharge. As a startup in an advanced stage of hypergrowth - 75% of our workforce has been hired since March 2020 - we realized a lot of people weren’t taking their vacation days. We view FTO as an investment in our team’s success and an important part of our One Team value because it emphasizes the importance of taking care of yourself and those you care about. FTO encourages our employees to take better care of themselves and not feel pressured to “save up time” to take a break. Along with additional Recharge Days and Focus Weeks, we’re implementing a Flexible Time Off policy. Increased flexibility for the way individuals work, better life balance and additional benefits can make a big difference when it comes to retaining and attracting top talent. Everything is more personal now: Work and time off are intertwined in the same space, causing candidates to take a more holistic approach to job searching. Today, a good salary is no longer good enough. Two years ago, competitive compensation was arguably the deciding factor for most job opportunities. Make sure your vacation policy best meets the needs of employees 90% were satisfied with Focus Weeks, saying they increased overall well-being, reduced “Zoom fatigue” and created space for more important work to get done. 97% reported being satisfied with Recharge Days, saying they were beneficial for overall well-being, and gave them time to unplug. The majority of our employees responded to a recent survey on these newly implemented policies in an overwhelmingly positive way. The goal of these weeks is to hit "reset," prioritize more critical tasks and focus on heads-down work without having to cut through the noise of a traditional workweek. Next, we implemented “Focus Weeks,” where everyone is encouraged to cancel recurring meetings and focus on more dense, long-term work during shorter, four-day weeks (like when there’s a public holiday or company Recharge Day). If the entire company is unplugged, you’re less likely to face guilt or interruptions for taking that much-needed vacation. Through surveys and listening sessions we learned that actually unplugging from work was only happening when everyone did so at the same time. These Recharge Days are designed to give our employees an additional day off every quarter. That’s why at Airtable we implemented regular “Recharge Days" where the entire company has the day off. More and more, it feels like we’re living in a world where the work day doesn’t seem to end and our home and office lives are increasingly blurred.
Remote work is adding hours to our days - what used to be a five-minute conversation or a quick pop by a desk is now often a 30-minute formal Zoom meeting.
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The COVID-19 pandemic has been one of the most trying disruptions in our personal and professional lives.
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Instead we’re re-imagining how to reduce burnout, restructure benefits and time-off policies and stay nimble in order to be great dance partners with our employees so they feel fulfilled and productive. As leaders begin to plan for next year’s People policies and plans, flexibility is the only way forward.Īt Airtable, we’re not going back to how things used to be. Just as workers are rethinking where, when and how they work, People leaders need to rethink how they deliver best-in-class experiences for employees in these new environments. According to Gartner, “radical flexibility” has become both a business mandate and an employee expectation. Johanna Jackman leads Airtable’s people functions including recruiting, operations and experiences.Īs we approach the end of yet another year of working from home, unpredictability continues to be a constant, and rapid adaptability is the new expectation for most teams.
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