So Richard Branson’s experimenting with Netflix’s ‘no holiday policy’ approach.
I love that he’s trying something different to see if it gets different results.
I wonder what different approaches people will take when putting it into practice –
1. Work constantly with no holiday (or just the statutory minimum) to avoid things falling apart, or to get that promotion, or both.
2. Develop strong teams (virtual or direct reports) so they can step away and the world won’t fall apart.
As much as I think this move away from a parent-child to adult-adult culture is great, I believe the parent will still be in the room……just further away from the holiday-booking activity. Because fundamentally the business will reward the behaviours it wants to see (think of parents with sticker charts for their kids).
So if people who work flat out and don’t take holiday get ‘rewarded’ with promotion for all their ‘hard work’ – guess what, you’ll get more people not taking holiday – and burning out.
If people get rewarded for leading, collaborating and delivering with, and through, others enabling them to have holiday without things falling apart then that’s what people will aspire to do.
So the parent’s still in the room – I don’t think you can ever completely get away from that – but at least they’re loosening the apron strings. Now, I wonder what behaviour-management approach they’ll use.
I believe in people being the key to success in a business and that success is unlocked by great bosses. I’m an Executive Coach for SME businesses to help create success for them, for their team, for their business.
Get in touch if you want this for your business – firstname.lastname@example.org
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