How flexible time off can keep your top talent

Finding superstar employees is tough. But you know what's even tougher? Keeping them around.

Your top talent isn’t just looking for a decent paycheck any more – they want a life that works with their work, not against it.

And that's where flexible time off (FTO) can be your secret weapon.

Think about it. What makes someone stick with a company through thick and thin? It's often that feeling of being valued, trusted, and having control over their own lives. And FTO? It ticks all those boxes.

So, how exactly does offering your employees the freedom to manage their own time off translate into keeping those high-flyers on your team? Let's break it down.

What is flexible PTO?

We won’t spend too much time on this one, since we’ve already got an in-depth article on what FTO is.

In short, FTO is a policy that gives employees the freedom to take time off when they need it, without limiting them to a specific number of accrued days.

With FTO, the focus shifts to trust and responsibility. Employees can request time off for vacation, personal days, illness, or any other reason, as long as their work gets done and their team is covered.

Why is flexibility so important for employees?

Your best employees are often the ones who are highly driven and committed. They get their work done, and they do it well. So, why would they care about FTO?

It's not necessarily about wanting to take endless vacations (even if that sounds nice). It's about:

Control and autonomy: Top performers thrive on having control over their work and their time. FTO gives them that autonomy. It shows that you trust them to manage their responsibilities as much as their personal needs.
Work-life balance: The phrase "work-life balance" is a little bit old-school. You know what people really want? Integration. A way for their work and personal lives to exist together, effortlessly. And FTO makes this easier, allowing them to properly live their life, attend important family events, handle personal matters, or simply recharge, without feeling like they're constantly running out of their limited time off.
Reduced burnout: Your top talent is often the most engaged, which also puts them at risk of burnout. Studies have shown that burnout can be a major factor in employee turnover. FTO allows them to take breaks when they need to, preventing that feeling of being constantly on the clock, helping maintain their energy and enthusiasm for their work.
A sign of value and trust: Offering FTO shows your employees that you value their well-being and trust them to manage their time responsibly. Naturally, this’ll only continue to build the level of trust between you and your employees.

How FTO helps you keep hold of those hard workers

How does offering FTO actually help you keep those exceptional employees from looking elsewhere? This isn't just another cool perk. It's about building a deeper level of trust and showing your team that you genuinely care about their well-being.

So, how exactly does offering your employees this kind of freedom translate into keeping those high-flyers on your team?

It speaks volumes about your company culture

Offering FTO sends out a statement about your company culture. It says:

"We trust you to get your work done." This level of trust is a huge motivator for high-performing individuals.
"We care about your well-being." It shows you see your employees as whole people with lives outside of work.
"We're forward-thinking and modern." FTO is increasingly seen as a hallmark of progressive companies.

This kind of culture is a major draw for top talent and a pretty good reason for them to stick around.

It directly improves employee satisfaction

Happy employees are less likely to leave. And what makes employees happy? Feeling valued, having control, and not being constantly stressed. FTO contributes directly to all of these:

Increased morale: The freedom and flexibility of FTO boost morale and create a more positive work environment.
Greater job satisfaction: When employees feel their needs are being met and they have a say in their schedules, their overall job satisfaction increases.
Stronger loyalty: Employees are more likely to be loyal to a company that genuinely cares about their well-being and trusts them.

It makes you a more attractive employer

In a competitive job market, you need every advantage you can get to attract and keep the best people. FTO is a significant draw as it:

Gives a competitive edge in recruitment: Offering FTO can set you apart from other companies and make your job postings more attractive to those superstars you’re looking for.
Builds your reputation: Being seen as a company that genuinely cares about their team's well-being and offers that sweet flexibility? Yeah, that seriously boosts your reputation as a great place to work.

A simple step-by-step guide to getting started

Alright, so you're looking to give your team the freedom of flexible time off? Excellent move! This modern approach can be a real winner for attracting and keeping top talent.

But if you haven’t offered FTO from the start, how could you introduce it to your team without causing chaos?

Don’t worry, we’ve got you covered. Here's a no-nonsense guide on how to get your FTO policy up and running.

Step 1: Lay the groundwork 💬

Introducing FTO isn't just about saying "take as much time as you want." You have to lay down a solid foundation.

Everyone needs to know what's expected of them and how you'll know they're doing well. Think about how time off will work with your team's flow. It’s also a good idea to have a loose plan to make sure things don't grind to a halt when people are out.

A quick check on any local or state rules about time off is always a good shout, just to keep things legal and above board.

Step 2: Get the FTO policy in place 📆

Your FTO policy won't have strict limits like "20 days a year." It's more about setting some friendly guidelines. Make it clear that people can take the time they need as long as their work's on track.

Keep it simple and explain how people should let their manager know they'll be out; a quick message usually does the trick.

Highlight how important it is to let their team know when they're planning time off so everyone can help cover. Maybe give a rough idea of what's generally expected in terms of time off, without being all "you can only have this much."

Step 3: Get everyone on board 🛥️

Getting FTO to work well is about talking to your team. Explain to them why you're doing this and how this change is going to benefit them.

Confidence is key! Encourage people to actually take time off and not feel guilty about it. Maybe even give a friendly nudge to those who haven't had a break in a while.

Get managers involved by making sure they're cool with FTO and know how to have open chats about time off with their teams. And remember, if the bosses are taking time off, it shows everyone else that it's okay, too!

Step 4: Grab some tech that helps 🖥️

Having some decent software to handle time off is a lifesaver with FTO. Something like Timetastic lets everyone see who's going to be out, so teams can sort cover easily.

While you're not counting every day, you can still see if anyone's taking loads more time than everyone else, or if there are team members not using enough of their time off. Plus, it's just handy to have a record of who's been off when.

Step 5: Keep it flexible

Remember, FTO isn't set in stone. If you're not sure, try it out with one team to see how it goes. It could work like this:

Keep an eye on how FTO is affecting the team and projects.
Chat to your team about what's good or what could be better.
Don't be afraid to change things! FTO might need a little adjusting as you learn what works best for your company.

Implementing flexible PTO can be a real boost for your team and make your company a great place to work. By keeping the conversation flowing, trusting your team, and having some simple tools to help, you can make it a big success!

Make flexible time off a win-win with the right tools

Offering FTO can be a game-changer for keeping your top talent sticking around for longer. It's about trust, giving your team more control, and recognizing that they have lives outside of work.

When you empower your employees with this kind of flexibility, you're not just offering a perk – you're building a culture that values their well-being.

But even with the best intentions, managing FTO effectively can bring its own set of challenges.

When you’re trying to keep on track of who's going to be out, making sure there’s enough coverage, and getting a clear picture of overall time-off patterns, you don’t want to be held back by relying on spreadsheets or email chains.

And that’s exactly why Timetastic exists! Even for a system as flexible as FTO, you’ve still gotta have some kind of overview. Timetastic's PTO tracking software gives you that essential visibility into when your team members are going to be away. No more spreadsheets, no more reams of paper, no more headaches when it comes to managing PTO. And if that isn’t enough, we’ll even set you up with a FREE 30-day trial to see whether or not Timetastic is for you.

But we’re pretty confident it will be! 😉