Imagine this: you’re lounging on the beach, waves crashing in the background. A laptop sits on the table next to your iced coffee. In between meetings, you dip into the ocean or explore a hiking trail. This is the ideal vision of “workations” – a blend of work and vacation that is gaining popularity worldwide.
A workation allows employees to work remotely from a holiday spot, and is part of a larger shift towards more flexible working arrangements, accelerated by the COVID pandemic and the rise of digital technology. Workations can last from a few days to several weeks.
The concept can be appealing to both employees and companies, but there are challenges too. So, understanding its benefits and limitations is important for workers and employers alike.
The most obvious benefit for employees is enjoying a new environment while staying productive. The typical work environment can become monotonous, potentially leading to burnout, decreased creativity and dissatisfaction.
A workation offers an escape from this day-to-day grind, providing a refreshing change of scenery. It combines the mental break of a vacation with the flexibility of working remotely, allowing workers to balance their professional and personal lives and enhance their creativity. This flexibility may be particularly beneficial for those with high workloads or tight schedules, as they no longer need to sacrifice time away from work to relax.
And companies can also reap rewards from approving workations among their staff. One of the most significant advantages is employee retention. Flexible work arrangements are among the top priorities for employees in today’s job market, helping to reduce staff turnover.
Offering the option of a workation could also make a company more attractive to prospective employees. And workers who are free to work from inspiring locations may return to their tasks less stressed, and more motivated and engaged. Studies show that remote workers often demonstrate increased organisational commitment.
Another advantage is the potential for cost savings. With more employees working remotely, companies may reduce their need for large office spaces or the expensive perks offered in corporate environments such as gyms, canteens and the staffing that goes with them.
But there can be challenges too. The boundary between work and leisure can become blurred, and some employees may find it hard to disconnect from work – defeating the object of travelling to a different workplace. The allure of finishing “just one more task” can prevent employees from truly enjoying their surroundings, potentially leading to exhaustion instead of rejuvenation.
Time zone differences can also be a challenge. Juggling meetings and collaborating with colleagues in different time zones can lead to irregular work hours that make it hard to maintain a healthy work-life balance.
Distractions are another concern. Beaches, tourist attractions or even the simple novelty of being in a new place can make it difficult to focus on work tasks. Employees need to have a strong sense of discipline to remain productive.
For companies, one of the primary challenges is ensuring that employees remain productive. Monitoring performance without feeling intrusive can be a tricky balance for managers to strike.
Security is another major concern. Remote work often involves accessing company networks and handling sensitive information. When employees work from unfamiliar locations – particularly in public spaces such as cafes – there may be increased risks related to cybersecurity. Ensuring that employees follow security protocols, use secure wifi and protect sensitive data is crucial.
Lastly, workations might not be feasible for all roles. This can lead to disparities in who can take advantage of the opportunity, potentially leading to bad feeling among other staff.
For the concept of workations to succeed, both employees and employers should set clear expectations, establish boundaries, and focus on maintaining productivity while allowing time for relaxation. But, if managed properly, they could become a staple of modern work culture. In a world where flexibility and wellbeing are increasingly valued, workations offer a unique opportunity to blend productivity with personal fulfilment, reshaping how we think about work and leisure.
1. Choose the right destination
Opt for a location with reliable internet access and where the time difference between colleagues and clients is manageable.
2. Set clear boundaries
Establish dividing lines between your work and vacation time, and communicate these boundaries with your employer and colleagues.
3. Ensure you have the right tech set-up
Bring all the necessary equipment, including noise-cancelling headphones. Double-check that you have remote access to all necessary material before leaving.
4. Plan for cybersecurity
Use a secure virtual private network (VPN) to protect company data, and follow your company’s cybersecurity policies to the letter.
5. Understand your company’s remote work policy
Read up on things like flexibility in terms of location, time zones, working hours and refunds for co-working spaces or tech tools.
6. Set realistic expectations
Don’t expect your workation to feel like a full vacation. Plan your leisure activities around your work schedule. Be prepared to work longer or odd hours if your company operates in a different time zone.
7. Consider the local infrastructure
Research amenities such as medical services, food delivery and transport. These might be important if you stay in a more remote or unfamiliar area. Have a contingency plan for health emergencies and check visa requirements.
8. Prepare for flexibility
Be ready for unexpected issues like slow internet or disruptions due to local events. Back-up plans, such as access to a co-working space or alternative accommodation, can save you from unnecessary stress.
9. Stay organised
Keep a work schedule and a checklist of tasks to ensure that you remain as productive as you are in your regular work environment.
Mariachiara Barzotto does not work for, consult, own shares in or receive funding from any company or organisation that would benefit from this article, and has disclosed no relevant affiliations beyond their academic appointment.
