Three months off work. Paid. Every five years. That’s the Automattic sabbatical program. And I can’t believe more companies don’t do this.
The Automattic sabbatical is a benefit where every employee is encouraged to take 3 months off every five years at the company. (We’re hiring people passionate about the web, just so you know.) People take a long break from work and do something else, or nothing at all. If you do a search for “Automattic sabbatical” you can find plenty of my coworkers who have blogged about what they did.
It’s easy to write this off as yet another tech excess–like catered everything or laundry or twenty-four/seven massages–but if you look at the benefits and the cost it makes a lot of sense. Almost a no-brainer. Which is why, as it says in big letters up there, it’s ridiculous that your company doesn’t give you a paid sabbatical.
Sabbaticals make companies anti-fragile.
Netflix has a system called “Chaos Monkey.” It randomly turns off servers to test how robust their systems are. By simulating an outage, the engineers are able to build more robust systems that can deal with real outages. The parallel to a sabbatical is clear – it’s making key employees disappear for a little bit. When do you want someone with five years’ experience to train up the team on their job? For three months before sabbatical or the two weeks before they start a new job and leave forever?
I firmly believe this is one of the two most important things to understand about the benefit (the other is the cost, which I’ll get into below). It creates a system where the old guard regularly trains up newer folks to replace them. That means that the organization as a whole is stronger.
Sabbaticals make it easier to hire.
Did you click that hiring link up there, just out of curiosity? If so, you know how attractive a sabbatical program is to people. This may not be useful once more companies catch on and start offering sabbaticals, but for now it’s a clear advantage in hiring talent. Take advantage while you can!
The best way to make hiring cheaper is to not do it. When someone with five years experience leaves due to burnout or boredom, replacing them will take a long time. Keeping folks around and recharging them means lower turnover.
Sabbaticals are cheaper than you think.
There’s one other important thing: how much does this cost? None of this matters if the price tag is too high.
Well, it’s three months salary (and benefits). So your labor cost goes up for that person by 25%. But that’s every five years, so 25% ÷ 5 = 5% increase in labor costs per year. BUT that only applies to people who make it to five years, which is what? Half? So now we’re down to a 2.5% increase in labor costs. That’s less than the the 3% yearly cost-of-living increase!
So we have a way for your organization to organically get the most experienced employees to cross-train on their roles, that costs less than an annual cost-of-living raise AND it reduces churn AND it makes hiring easier. How is this not at more companies!?
Now, it’s true that this isn’t right for every company. If a company does not have to worry about knowledge transfer and retaining institutional knowledge, and it has a plentiful labor supply, it may not make sense. But for everyone else, time to ask your HR why this isn’t a benefit at your company!
