I’ve written a few times over the years about our Sabbatical policy at Return Path, including this post and this post about my experience as CEO when one of my direct reports was on his sabbatical, and this post about my own sabbatical.
People ask me this all the time, so I thought I’d write the policy out here. This is the language in our employee handbook about them:
You have big dreams. We know. This is your chance to cross something off your life list. Whether it’s climbing Mt. Everest, learning Russian or taking your kids across the country in a Winnebago, we believe in rewarding longevity at Return Path and know that a good long break will leave you refreshed and energized! As such, you are eligible for a sabbatical after your first seven (7) years of employment; then again after every five (5) years incremental employment. The sabbatical provides you with up to six (6) weeks of consecutive time off provided you have that time off approved by your manager at least two months prior to the start of your sabbatical.
You will be requested to sign an Agreement before your sabbatical: if you do not return to work after your sabbatical or if you leave employment within twelve (12) months of returning to work, you will be required to reimburse all amounts received while on sabbatical. If a holiday occurs on any of of the days of absence, you will not receive holiday pay in addition to your sabbatical pay. During your sabbatical, your benefits will continue and you will be responsible for making payments for the employee portion of insurance costs if applicable. The period you are on leave will be counted as employment for the purposes of determining your applicable level of benefits. If you are eligible and have not taken your sabbatical and your employment with Return Path ends (for any reason), you will not be paid out for sabbatical time not taken.
I also wrote an email recently to someone internally that is worth reprinting here, which is How to Prepare for Your Sabbatical, which is aimed at both the person taking the sabbatical, and the person’s manager:
As the employee:
- Prepare your team
- Make sure their goals and metrics for your time out are super clear
- Make sure they know who to go to for what
- Set their expectations of management coverage (see below).
- Remember that your manager has a day job so you should look to see how your team members can take over some of the responsibilities.
- Give them stretch goals while you’re out
- Prepare your individual contributor work
- Hand off all loose ends with extra details.
- Make introductions via email if your manager/team member is going to have to work with external parties
- Can be to your team, to your manager, to someone else
- Prepare your manager
- Brief your manager thoroughly on everything going on with your team, its work, your individual contributor work
- Good topics to cover with your manager:Discuss specifics of team and 1:1 check-ins and agree on a plan for coverage.
- What are the big initiatives that you’ll need coverage on
- Which team members would you like the manager to spend a little extra time with? Are there any work you would like the manager to help a particular EE with?
- Prepare yourself
- Plan any personal travel early so you get good rates!
- Figure out how to keep your work and personal communications separate – your email (autoresponder, routing, disabling from your smartphone), your voicemail if you use Google Voice or Simulscribe, etc.
- Block out two full days immediately when you return to catch up on email and catch up with your manager and team
As the manager:
- Prepare your team
- Make sure the rest of your team knows your time will be compromised while you’re covering
- Figure out what kind of coverage you need (either internal or external) while you’re covering
- Rearrange your calendar/travel
- Add new team meetings or 1:1s as it makes sense. You don’t have to do exactly what your employee did, but some portions of it will make sense to pick up
- If your employee works in another office with members of his/her team, you might want to plan some travel there to cover in person
- It’s ok to cut back on some other things a bit while you’re covering – just remember to undo everything when the employee’s sabbatical is over
- While you’re in charge
- Surprise your employee with how much you were able to keep things running in his/her absence!
- Learn as much as you can by doing bits and pieces of his/her job. This is a great opportunity of the employee to get some value from a fresh perspective.
- Prepare for your employee’s return
- Keep a running tab of everything that goes on at the company, critical industry news (if appropriate), and with your employee’s function or team and prepare a well-organized briefing document so your employee can hit the ground running when he/she returns
- Block out an hour or two each of the employee’s first two days back to review your briefing document
My main takeaway from this post? I am overdue my second sabbatical, and it’s time to start thinking about that!