Read the original at Lenny’s Newsletter ↗lennysnewsletter.com · subscriber post
By Lenny Rachitsky · lennysnewsletter.com · @lennysan on X · YouTube · LinkedIn
A guest post by DJ DiDonna of the Sabbatical Project that debunks three common manager objections to sabbatical programs: that everyone will leave, that the company will collapse without the leader, and that people don't need one. It argues that well-designed sabbaticals improve retention, reveal organizational gaps, and counter functional workaholism, and it offers design guidance.
Subscriber post — summary only01Key takeaways
- Well-designed sabbaticals can improve retention, since many employees return more loyal and engaged.
- Tailor policy length and eligibility to goals: shorter early breaks for retention, longer ones after many years for long-term loyalty.
- A leader's extended absence can expose hidden dependencies and single points of failure, so plan succession in advance.
- Functional workaholism is a hidden burnout risk, and people often need several weeks away to fully disconnect.
- Managers who take time off make it far more likely that their teams will use sabbatical policies.
“Like functional alcoholics, functional workaholics manage to remain highly productive despite rapidly depleting personal resources.”DJ DiDonna · Lenny’s Newsletter
Summary and takeaways written by PM Atlas; quotes are short excerpts. © the original author.