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How long did you take off time from COVID?
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This is unpopular, because as professional adults we should be putting our PTO when it’s not impacting or blocking major milestones (with some degree of flexibility). So no, we don’t ask, we’re saying we’ll be out because PTO is an earned benefit. Now when scheduled PTO conflicts with a major deliverable/event, then it’s a conversation, but for every other situation we are not asking permission
Buuuut at the same time, you will have those people that request time off right before a holiday/major event and then be all mad that it was denied. I think the people like us that are just respectful about when we are requesting really never have to worry about being denied. It’s a two-way street. You know your job responsibilities, and your employer should respect work-life balance. Plan requests, ask as far in advance as possible, and have conversations with your manager if it’s something sudden.
When I "asked", I was denied. When my colleague told, they weren't. I'm not "asking" anymore. I'll follow the system for notifying, but i'm an adult capable of scheduling my client commitments around my time off. It's my time - i'm not asking for permission.
Bad managers be bad managing!
Most people ask, or at least disclose with good notice.
It’s cool to appear confrontational, non-conformist.
I always keep it professional. I have been forced to work until the wee AM hours but don't think for a minute I don't get that time back somehow. But I am always professional, stoicism is an art at work.
I read some of the comments where requests are denied, perhaps there is some middle ground? Such as "I am requesting that my PTO cover (date) for a scheduled event that I will not be able to work my normal schedule." Or maybe even throw in a request for a schedule swap if possible. Just because someone "tells you" they need a day off, does not mean that them taking it off w/out PTO approval does not go against adherence policy, if you have one. Flexibility is key for both parties.
When I put in a PTO "request" I usually do it 3-6+ months in advance. That's plenty of time to make arrangements around my absence. PTO is also part of my compensation package. If I'm not going to be allowed to use part of that package, it needs to be made up for somewhere else
There is an approval for a reason.
Most of the request are usually approved at least in my case.
If I'm too valuable to use my vacation time with the required 2 weeks notice - no matter what else is going on in the building - then my paycheck needs to have more digits.
Employees may fear returning to a mountain of work, feeling overwhelmed by the backlog of emails, tasks, and projects waiting for them, because there’s not a procedure in place as to how their work will get done while their gone. But definitely don’t ask for permission. However, give them a week notice, or whatever is required
It's unpopular because employees do not need to ask. We aren't in grade school.
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While I agree with some of the comments from those in management, I have a different perspective. I have a department manager who never denies PTO requests. She heads a VERY small department with three customer service reps in each office. When she just gives blanket approval, her department (and therefore the public) is frequently underserved, because there is only one individual present to work the window and answer incoming calls.
Opposite thought process here….i hate that my staff have to request time off, should just be a notification to me.
My team members used to give me advanced notice of time off (regardless of PTO or vacation) as a courtesy. Once it is officially in the system, I would evaluate any issues. PTO is a benefit given by the employers in which employees should take advantage. They don't require permission or to give a reason for taking PTO, unless it is a "major" problem for the employer.
When a company treats they do not care about their employees, they ultimately end up with employees that do not care about the company. There is often a disconnect between leadership thinking about all the good they’re doing for employees while turning blind eye to toxicity and abysmal culture. Employees care less about what top leadership says and more about what it actually does.
There is a quote in the show Justified: “If you run into an asshole in the morning, you ran into an asshole. If you run into assholes all day, you're the asshole.”
If you have a lot of employees who act like they don’t care, it’s time to stop pointing fingers.
I totally agree with the benefits angle, you don't ask for a matching 401k or to use your healthcare, vision or dental. I do however, believe it is right to ask to take PTO if there is an emergency because outside of work, life happens and it is showing respect to your boss and collegues that are expecting you would be at work. Also in a lot of workplaces PTO is use it or lose it, and sadly your boss and/or supervisor does not remind you to take it, so essentially you are losing out on a employee benefit if not taken.
I understand your perspective, but rather than emphasizing that people should ask as a courtesy, it might be more effective to encourage your team to submit their PTO plans in advance. This way, you can proactively plan and manage deliverables around the planned time off. While it's true that plans can change, having the PTO requests in advance gives you better data to prepare a more accurate capacity plan for the upcoming period.
This has Never happened to me. I've always requested any PTO by emailing my mgr as far in advance as possible.
If I'm ill that's different, yet I still notify my mgr I won't be in and will be taking a sick day.
As for PTO, I've got a lot of hrs saved, That said, it's simply the most basic professional courtesy and to ensure there is sufficient cvg.
I probably would not be required to make the request, (I'm in a union, working for a quazi city agency), however just taking PTO w/o notice to my mgr would be very rude (and likely piss my mgr off). Just make the request (via email). I've been working for many decades and workers who just vanish are only adding to the work load of co-workers. If any mgr denies more than one request, it's probably time to speak with him or her and establish a compromise.
If one has earned PTO, they're entitled to take it. Just make the request (via company email). Period.
Just be decent and professional about requesting PTO.
It's a Job! You get paid cause you wouldn't do it for free.
Finally, it's about more than one individual. It's about your
co-workers and ensuring sufficient coverage.
As a manager, I want my team to take their pto, and it's their time to use as they please. I don't view it as asking. It's just planning. As a rule I wouldn't ever not approve PTO, but our company requires the request be placed at lease 4 days in advance. I will still approve if it's less, but remind them to put the request in more timely in the future. Of course there's ALWAYS anomalies where things come up, life happens. All that to say, it's not really asking, It's hey I'm using my PTO and as the manager you need to know what's happening w/your staff.
It’s really easy to resolve this. Set the expectation when you onboard your employee. If you require a time off request, tell them that. If you don’t, tell them that, too. Everyone is happier when they understand expectations. I was in one role in a company where requests were required. In my next role at the same company, my manager essentially said, “why the heck are your asking me. it’s your time. So now my default is “I intend to take pto on these dates, please let me know if that will be an issue.“ Not a request, but leaves an opening for my manager to Let me know if there Is some reason those aren’t good dates to take. And I let my reports know that is how I prefer they handle it as well.
I’m old school and still request but I expect to be off because I bust my ass for the company and have had a stoke because of the absolute stress and chaos. They are lucky I did not drop off my stuff and bolt
When companies gutted their vacation and sick time programs to move to PTO many of them had long-tenured employees who were told they would have to eat saved sick time over a certain number of days. The sales pitch was that with PTO, the employee would be in TOTAL control of their time off. Questions about too many people being out at one time were deferred with platitudes and not addressed until later. It wasn't until after PTO was forced on employees that they started hearing about how they need to work with management to schedule PTO and "request" it's use.
I have always had zero respect for managers who couldn't negotiate with their employees and simply denied requests.
Then came the limits on PTO accruals because folks could never take the time promised them. Lots of companies simply paid their employees at a 50% tax rate for excess PTO and then, when that was costing too much, they put in "Use it or lose it" rules.
Through it all, the "You're in charge of your time off." mantra is still what HR parrots.