But who has the time or knowledge to achieve these goals?
Posted: Wed Feb 12, 2025 8:03 am
Who uses it: The company AddThis has been successfully running hackathons for years and reports about them in its company blog . Experience shows that hackathons promote team spirit and risk-taking and result in product and company developments that improve the quality of life of all employees.
Why it's effective: As a company, you want a workforce that works together. You want a creative team that's willing to try new things and improve the company from within.
Hackathons are designed for exactly this purpose: to encourage creativity and solve problems, ideally before they arise. The costs are just catering and a few hours of lost work, but the result of such an event - especially if it becomes an integral part of the company culture - is priceless.
3. Forced leave
How this approach works: “Forced vacation” may sound harsh and germany telegram data contradictory at first, but behind it lies a new trend in the startup work world. In some young and fresh companies, employees have the option to take unlimited vacation. Interestingly, however, this freedom leads to a decrease in the number of vacation days taken . Forced vacation helps counteract this phenomenon and results in refreshed, rested employees with a lower risk of burnout.
Who uses it: SimpliFlying started an initiative where employees had to take a week's vacation for every seven weeks they worked. After some initial difficulties, the company increased the gap to eight weeks and followed the strategy rigorously: if an employee who was actually on vacation responded to work messages, their pay for that week was cut. The results were almost entirely positive and led to happier and more innovative employees who worked better together.
Why it's effective: As a company, you want a workforce that works together. You want a creative team that's willing to try new things and improve the company from within.
Hackathons are designed for exactly this purpose: to encourage creativity and solve problems, ideally before they arise. The costs are just catering and a few hours of lost work, but the result of such an event - especially if it becomes an integral part of the company culture - is priceless.
3. Forced leave
How this approach works: “Forced vacation” may sound harsh and germany telegram data contradictory at first, but behind it lies a new trend in the startup work world. In some young and fresh companies, employees have the option to take unlimited vacation. Interestingly, however, this freedom leads to a decrease in the number of vacation days taken . Forced vacation helps counteract this phenomenon and results in refreshed, rested employees with a lower risk of burnout.
Who uses it: SimpliFlying started an initiative where employees had to take a week's vacation for every seven weeks they worked. After some initial difficulties, the company increased the gap to eight weeks and followed the strategy rigorously: if an employee who was actually on vacation responded to work messages, their pay for that week was cut. The results were almost entirely positive and led to happier and more innovative employees who worked better together.