this post was submitted on 30 Sep 2025
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I remind my team about their vacation and floater days on a quarterly basis and all them to be used. All I ask for is time for me to pivot as needed and if you have ongoing projects that you reschedule planned meetings, document as you go, and ensure access is available to the rest of the team if needed.
I've had employees in the past who I've sat down and directly asked them to take time off (paid) because they were burning out and would otherwise push through it. I've even reminded some of available leaves of absence for situations in their personal lives.
If the business can't continue without any one person, then the business isn't sustainable as-is and that's not fair to anyone. Hire more people if it's coverage or train your people if there's skill gaps. Documentation of systems and processes is also crucial.
This is it, and not only for PTO reasons. Anyone can get in an accident, get sick or resign at any time. As a manager you just cannot depend on a permanent all-hands-on-deck situation where everyone just works like a cog in the machine (as in, if one cog is missing the whole machine is down).
Running a company like that is terrible practice and a disaster waiting to happen.
Always keep the bus factor in mind (as in "how many people can get hit by a bus before the project grinds to a halt?") and plan accordingly.
Absolutely! Part of my team carpools so this is a very real concern for me lol