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The company benefits more than you do - even if you take a reasonable amount, the company is able to avoid carrying untaken PTO as an accrued cost that would need to be paid out if you quit.
I’ve had this with my teams for the last three years - I work as follows:
- Everyone should aim to take one week per quarter off with a target of 20 days at least for the year.
- do not schedule time off at a time when you have projects due, or schedule projects so that deadlines do not occur when you’re off.
- work with the team to make sure someone is there to cover you when you’re out.
- schedule as far ahead as you can to make sure you’re not clashing with someone who would otherwise be covering for you or you would be covering for them.
- talk to me (team lead) before scheduling to make sure work loads are balanced.
- put it on your calendar, reject meetings that are there and cancel any you own.
- send a meeting invitation to stakeholders marked as free titled “name - OOO” so we can immediately see when you’re out
- keep in mind that if you try to abuse the system, don’t be surprised if you don’t get the projects you want or fail to exceed or meet your annual review goals.
There needs to be encouragement at all levels of the company/leadership for you to actually use it. For everyone to use it. Otherwise people tend to use less PTO due to feeling guilty
Are you in a position to lead by example?
I'd rather have a set amount of days than unlimited but I take at least a few weeks a year.
This question seems pretty inorganic.
I feel like it depends on 2 things:
1. How responsible you are in terms of getting your work done.
2. How controlling your manager is.
Not taking adequate time off can hurt you in the long run because your body needs rest. Burnout is real. Most companies that have this policy care about their employees and not taking time off is not a flex by any means.
Use it on the days you need to (doctor’s appointment, weddings, etc) but make sure your team doesn’t need you during those days