Careers: Sabbaticals and Productivity

As the traditional employee-employer model continues to morph into more of a symbiotic relationship model, one of the most overlooked (and misunderstood) tools that both parties can profit from is the use of the "sabbatical."

Sabbaticals - the seventh year "break" (hence the derivative of Sabbath, or "resting on the seventh day.") - aren't just for educators anymore; in fact, companies large and small alike offer a variety of structured and unstructured sabbatical choices.

Twenty-two of the Fortune 100's "Best Place to Work" companies currently offer a sabbatical program, including brand-powerweights American Express, REI, Genentech and Adobe. Overall, it's believed that only about six percent of American employers offer paid "leave" sabbaticals, perhaps not a surprising number considering the preponderance of small, cash-strapped companies comrpising our overall employer base. However, according to the American Management Association, 17% of employers offer some form of unpaid leave (a tool liberally embraced by yours truly), and 13% offer some form of paid leave for volunteer work.

Structured sabbaticals, such as those sponsored by Accenture, Pfizer, Cisco, Nike, Newsweek and Wells Fargo pay employees up to 50% of their salary for 12-18 month volunteer/consultancy with (worldwide) non-profit organizations. At the opposite extreme, of course are shorter duration unstructured leaves, say an extra paid month of time off every 3-5 years to use as one wishes.

The appeal is obvious to the employee - a chance for some well deserved R&R; the ability to travel or pursue sideline interests, work on (another) degree, etc. Not surprisingly, 68% of women and 58 % of men said they would consider taking an extended leave from work. Sure, they might have to author a white paper or conduct some research, but that's apparently not so bad (especially if getting paid) to sit with your laptop on a Greek island or chase butterlfies through a Costa Rican rain forest.

However, as I mentioned above, the process is symbiotic: employers are waking up to the idea that sabbaticals - when done "right" - are extremely valuable productivity enhancers. First, employees return rested and therefore- in theory at least - more productive. Second, they (may) pickup invaluable skills on their leave which can add to the company's bottom line. Third, depending on the assignment, the worker ideally returns more mature, more capable of making sound decisions. Fourth, sabbaticals can enhance a precious loyalty bond with the employer which is all too rare in the revolving door marketplace. Fifth, sabbaticals gives employers an opportunity to test out other personnel in the (vacated) spot, a form of low-risk skills assessment.

Sabbaticals aren't for everyone - especially with the possibility of having to take another role upon return that may not be one you're enamored with. Still, a little 21st Century thinking would seem to indicate that the more employers embrace some sort of sabbatical program, the better off their bottom-lines will be.

For graduates just getting ready to enter the workforce , it's never too early to start asking just what your options are. Why - surprise! - there's even those around who can help you plan (such as Clive Poust, "The Sabbatical Coach") - a sure sign that what was once considered wild and whacky is becoming more and more accepted.