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Observer
18-07-2025
- Business
- Observer
HIDDEN HOLIDAYS: WELCOME TO THE ERA OF QUIET VACATIONING
ORIANNA ROSA ROYLE It feels like just yesterday that 'quiet quitting' was plaguing workplaces. But with summer firmly here, it's 'quiet holidays' or 'quiet vacationing' that bosses need to be on the lookout for. Like quiet quitting — where employees mentally check out of their jobs, instead of taking the financial risk that comes with actually quitting — those who are 'quiet vacationing' are similarly tricking bosses into thinking they're working. But instead of wiggling their mouse every now on then so that they appear to be active while secretly binge watching TV, these workers are taking the trend one step further: They're going on vacation without formally taking leave and pretending to still be online. Essentially, some workers could be scanning through Slack or responding to the odd email from a beach in an entirely different country, right under your nose this summer. And it's your millennial workers you should keep the closest eye on. Millennials are so scared of looking like they're slacking they're quiet vacationing instead. According to a previous report on out of office culture by Harris Poll, 28 per cent of workers are guilty of taking time off work without communicating it to their employer. Despite all the flak they get about being lazy or unprofessional, less than a quarter of Gen Zers have done this — the same as Gen Xers and baby boomers. However, nearly 4 in 10 millennial workers have gone on vacation behind their bosses' back. They're also the most likely to have moved their laptop cursor to appear online, or scheduled a late message to look like they're working overtime. But all of this comes from a fear of looking like they're slacking off, the researchers noted. A significant chunk of 'quiet vacationers' are likely not using up more leave than they're actually entitled to, they're just scared that by asking for those days off work, they'll be passed up for opportunities. A separate study from Resume Builder found 43 per cent of 'quiet vacationers' are secretly taking up to 3 days off on the company dime, while a quarter are taking the entire work week off. The researchers echoed that anxiety is the top reason workers are going to such extreme lengths, with 2 in 5 workers worrying about how taking paid time off will impact their job security. 4 in 10 millennials take a quiet vacation — here's how to tell if your worker is one of them. The biggest sign your worker is secretly on vacation? A shift in the frequency or timing in their responses is a dead giveaway that they're preoccupied, the career coach Kyle Elliott tells Fortune. 'If someone who typically responds to emails and Slack messages within minutes suddenly takes hours or starts responding at unusual times, they may be on vacation or working from a different location'. But, he insists it's more important employers nip this behaviour in the bud by asking themselves why their workers are feeling the need to lie in the first place. 'This could be a sign of a larger cultural issue, such as a lack of psychological safety or unclear expectations, that needs to be addressed', Elliott adds. 'Rather than leave employees guessing where and how they should be available, set clear expectations from the get-go. This reduces confusion and ensures everyone knows what's expected'. — The New York Times
Yahoo
16-07-2025
- Yahoo
Forget quiet quitting—millennials are taking ‘quiet vacations' and checking out of work (and the country) on company dime instead
Nearly 4 in 10 millennials secretly take time off work and go on vacation behind their bosses back. They're taking their work phone to the beach, and checking in on their emails every so often to not get caught. Here's how to tell if your worker is one of them this summer. It feels like just yesterday that 'quiet quitting' was plaguing workplaces. But with summer firmly here, it's 'quiet holidays' or 'quiet vacationing' that bosses need to be on the lookout for. Like quiet quitting—where employees mentally check out of their jobs, instead of taking the financial risk that comes with actually quitting—those who are 'quiet vacationing' are similarly tricking bosses into thinking they're working. But instead of wiggling their mouse every now on then so that they appear to be active while secretly binge watching TV, these workers are taking the trend one step further: They're going on vacation without formally taking leave, and pretending to still be online. Essentially, some workers could be scanning through Slack or responding to the odd email from a beach in an entirely different country, right under your nose this summer. And it's your millennial workers you should keep the closest eye on. According to a previous report on out of office culture by Harris Poll, 28% of workers are guilty of taking time off work without comminucating it to their employer. Despite all the flak they get about being lazy or unprofessional, less than a quarter of Gen Zers have done this—the same as Gen Xers and baby boomers. However, nearly 4 in 10 millennial workers have gone on vacation behind their bosses back. They're also the most likely to have moved their laptop cursor to appear online, or scheduled a late message to look like they're working overtime. But all of this comes from a fear of looking like they're slacking off, the researchers noted. A significant chunk of 'quiet vacationers' are likely not using up more leave than they're actually entitled to, they're just scared that by asking for those days off work, they'll be passed up for opportunities. A separate study from Resume Builder found 43% of 'quiet vacationers' are secretly taking up to 3 days off on the company dime, while a quarter are taking the entire work week off. The researchers echoed that anxiety is the top reason workers are going to such extreme lengths, with 2 in 5 workers worrying about how taking paid time off will impact their job security. The biggest sign your worker is secretly on vacation? A shift in the frequency or timing in their responses is a dead giveaway that they're preoccupied (or on another time zone), the career coach Kyle Elliott tells Fortune. 'If someone who typically responds to emails and Slack messages within minutes suddenly takes hours or starts responding at unusual times, they may be on vacation or working from a different location.' But, he insists it's more important employers nip this behaviour in the bud by asking themselves why their workers are feeling the need to lie in the first place. 'This could be a sign of a larger cultural issue, such as a lack of psychological safety or unclear expectations, that needs to be addressed,' Elliott adds. 'Rather than leave employees guessing where and how they should be available, set clear expectations from the get-go. This reduces confusion and ensures everyone knows what's expected.' This story was originally featured on
Yahoo
11-07-2025
- Business
- Yahoo
This week in 5 numbers: Nearly a quarter of companies offer GLP-1 drug coverage for weight management
This story was originally published on HR Dive. To receive daily news and insights, subscribe to our free daily HR Dive newsletter. Of the managers who use artificial intelligence at work, nearly all say they turn to the tool to help manage their teams. Some even use it to determine who earns a promotion or gets fired. Here's a look at those numbers and some of the others making headlines in the HR world. By the numbers At least 2 The number of opinions filed since the start of July by the 11th U.S. Circuit Court of Appeals dealing with the First Amendment and LGBTQ+ issues at work; in both, the court sided with employers in curtailing public workers' free speech rights in certain situations. 3 times The amount of unpaid care and domestic work that women do compared to men — an average of 4.2 hours per day for women and 1.7 hours for men, according to a U.N. Women report on gender equality in the workplace. 23% The percentage of organizations that provide GLP-1 drug coverage for Type 2 diabetes and weight management, per SHRM's annual benefits survey. 31% The percentage of director-level workers who identified financial rewards as the top influence on their career decisions, a SHRM report on career growth found. 64% The percentage of managers using AI to manage their teams who use the tool to determine terminations, according to a Resume Builder report. Recommended Reading This week in 5 numbers: Workplace tensions spike as the election nears Error in retrieving data Sign in to access your portfolio Error in retrieving data Error in retrieving data Error in retrieving data Error in retrieving data
Yahoo
09-07-2025
- Business
- Yahoo
Your manager is probably using AI to decide whether to promote or fire you
If you're up for a raise anytime soon, chances are good that your manager will use AI to determine the amount in question—and, down the line, may even use AI to decide whether to fire you. A simple shape turned the Coca-Cola logo into a timeless icon McDonald's big announcement is a Spicy McMuffin and the return of the Snack Wrap: Both arrive this week There's a reason your Sam's Club rotisserie chicken looks different That's according to a June study from Resume Builder, which examined how managers are using artificial intelligence to make personnel decisions ranging from promotions and raises to layoffs and terminations. Of the 1,342 U.S. managers surveyed, a majority of them are using AI, at least in some part, to make decisions impacting employees: 64% of managers reported using AI tools at work, while 94% of those said their usage extended to decisions about direct reports. For many managers, AI tools have already become central to the hiring process. According to Insight Global's '2025 AI in Hiring' report, 92% of hiring managers say they are using AI for screening résumés or prescreening interviews. Based on Resume Builder's new report, AI is now becoming an integral part of how managers interact with their employees—from the day they're hired until the day they're let go. According to Resume Builder, managers are increasingly turning to AI for support with the day-to-day to-dos that come with supporting a team of employees. Of those who reported using AI, 97% noted using it to create training materials, while 94% used it to build employee development plans, 91% used it to assess performance, and 88% used it to draft performance reviews. Beyond these daily tasks, though, some managers are turning to AI for help with higher-stakes decisions. Per the study, 78% of managers who use AI have consulted it to determine raises, and 77% have used it for promotions. Meanwhile, a whopping 66% have put at least some stock in AI when deciding who should be laid off, and 64% have even turned to the tool for help with terminations. When it comes to how much faith managers are actually putting in the decisions recommended by AI, the degree of trust appears to vary significantly. While 24% of respondents said they sometimes let AI tools make decisions without human input, another 20% said they allowed AI to do so all the time or often. One in four managers reported that they'd actually replaced a direct report with AI. And, despite an increasing reliance on managerial use of AI tools, only one-third of the surveyed managers said they'd actually received official training on ethical AI use in the office. 'It's essential not to lose the 'people' in people management,' Stacie Haller, chief career advisor at Resume Builder, noted about this trend in a press release. 'While AI can support data-driven insights, it lacks context, empathy, and judgment. AI outcomes reflect the data it's given, which can be flawed, biased, or manipulated. Organizations have a responsibility to implement AI ethically to avoid legal liability, protect their culture, and maintain trust among employees.' This post originally appeared at to get the Fast Company newsletter:
Fast Company
07-07-2025
- Business
- Fast Company
Your manager is probably using AI to decide whether to promote or fire you
If you're up for a raise anytime soon, chances are good that your manager will use AI to determine the amount in question—and, down the line, they may even use AI to decide whether to fire you. That's according to a June study from Resume Builder, which examined how managers are using AI to make personnel decisions ranging from promotions and raises to layoffs and terminations. Of the 1,342 U.S. managers surveyed, a majority of them are using AI, at least in some part, to make decisions impacting employees: 64% of managers reported using AI tools at work, while 94% of those said their usage extended to decisions about direct reports. For many managers, AI tools have already become central to the hiring process. According to Insight Global's '2025 AI in Hiring' report, 92% of hiring managers say they are using AI for screening résumés or prescreening interviews. Based on Resume Builder's new report, AI is now becoming an integral part of how managers interact with their employees, from the day they're hired until the day they're let go. How managers are using AI According to Resume Builder, managers are increasingly turning to AI for support with the day-to-day to-dos that come with supporting a team of employees. Of those who reported using AI, 97% noted using it to create training materials, while 94% used it to build employee development plans, 91% to assess performance, and 88% to draft performance reviews. Beyond these daily tasks, though, some managers are turning to AI for help with higher-stakes decisions. Per the study, 78% of managers who use AI have consulted it to determine raises, and 77% have used it for promotions. Meanwhile, a whopping 66% have put at least some stock in AI when deciding who to lay off, and 64% have even turned to the tool for help with terminations. How much does my manager rely on AI tools to make decisions? When it comes to how much faith managers are actually putting in the decisions recommended by AI, the degree of trust appears to vary significantly. While 24% of respondents said they sometimes let AI tools make decisions without human input, another 20% said they allowed AI to do so either all the time or often. One in four managers reported that they'd actually replaced a direct report with AI. And, despite an increasing reliance on managerial use of AI tools, only one-third of the surveyed managers said they'd actually received official training on ethical AI use in the office. 'It's essential not to lose the 'people' in people management,' Stacie Haller, chief career advisor at Resume Builder, noted of this trend in a press release. 'While AI can support data-driven insights, it lacks context, empathy, and judgment. AI outcomes reflect the data it's given, which can be flawed, biased, or manipulated. Organizations have a responsibility to implement AI ethically to avoid legal liability, protect their culture, and maintain trust among employees.'
