C-Suite Burnout: Is Your Business Encouraging Sabbaticals?

By David Banaghan, Interim CEO at Occupop

In today’s fast-paced corporate world, the wellbeing of C-Suite employees is increasingly under threat.

According to a landmark study by Deloitte, 70% of C-Suite executives interviewed were at risk of burnout and considered moving to organisations that offer better workplace cultures.

This alarming statistic raises fresh questions about how businesses can improve their wellbeing support to help retain staff and precent burnout.

David Banaghan, Interim CEO at recruitment software experts: Occupop said: “With 20% to 50% of employee turnover a result of burnout, burnout is a pressing concern for businesses and HR departments in particular.

“One option to combat this could be the use of sabbaticals which can have restorative health benefits while improving your internal staff retention statistics.”

We explore how businesses can enhance their wellbeing initiatives, with a particular focus on the benefits of sabbaticals.

The importance of C-Suite wellbeing

As the highest management level in any given organisation, C-Suite executives are often the driving force behind a company’s strategic vision and long-term success.

Despite this, C-Suite wellbeing can often be overlooked with 73% of C-Suite reporting they don’t feel able to take time off work and fully disconnect.

While 20% of UK workers experience burnout, it can be particularly detrimental at executive level because it affects not just the individual, but also the entire organisation.

Stressed and overworked leaders may consequently struggle to make clear decisions, foster innovation and effectively guide their teams. Over time, this can erode company culture and employee morale, leading to higher turnover rates and a decrease in overall performance.

To mitigate these risks, businesses need to take proactive steps to support the wellbeing of their executives. By doing so, they can retain top talent, ensure long-term leadership stability and create a more resilient organisation.

Can sabbaticals be a powerful tool?

One of the most effective ways to support the wellbeing of C-Suite executives is through sabbaticals. A reported 90,000 UK professionals are estimated to take a career break each year with a further 62% saying they’d take one if it were an option.

Historically, sabbaticals have been rare outside of academic professions, yet businesses are starting to embrace their benefits: affording executives the opportunity to recharge and return with renewed energy and a greater sense of perspective.

The benefits of sabbaticals are well-documented. In the UK, 50% of respondents who took sabbaticals did so relieve stress: 43% of which reported improved mental health as a result.

For executives, a sabbatical offers a rare chance to reflect on their personal and professional goals, explore new ideas and gain fresh perspectives. This period of reflection can lead to greater clarity in decision-making, improved leadership skills and a deeper commitment to their role.

Encouraging sabbatical uptake

Despite some clear benefits, many executives may – understandably – be hesitant to take sabbaticals. When asked why C-Suite executives were reluctant to take time off, 24% reported having too much work to do while 22% questioned whether others would be able to cover for them while away.

Businesses can play a crucial role in encouraging sabbatical uptake by addressing these concerns and fostering a culture that values and supports employee wellbeing at all levels.

Here are some practical tips to encourage uptake:

Create a sabbatical policy

If you are considering employing a sabbatical policy, be clear around what expectations are. Having a clear and well-communicated sabbatical policy is the first step in encouraging executives to take time off.

The policy should outline the eligibility criteria, duration of the sabbatical, and any expectations around communication and workload management during the break.

By providing a structured framework, companies can make it easier for executives to plan their sabbatical and feel confident that their absence will not negatively impact the business.

Promote the benefits

Businesses can promote the mental and physical health benefits of taking an extended break through internal communications, wellness programs and workshops.

By highlighting the positive impact that a sabbatical can have on stress levels, companies can make a case for why executives (who may be silently suffering) should open-up and prioritise their wellbeing.

Provide support for roles in transition

Clearly, not all businesses will be set up to allow for sabbaticals and this may only be done in exceptional circumstances. One of the main concerns around sabbaticals will be how responsibilities are managed in an employee’s absence.

To address this, businesses can provide support in the form of succession planning, cross-training or interim leadership appointments.

By ensuring that there is a clear plan in place for managing the executive’s duties, companies can help alleviate the anxiety around taking a sabbatical.

Conclusion

In an era where nearly 70% of C-suite executives are considering leaving their organisations for better wellbeing support, businesses cannot afford to ignore the importance of executive health.

A sabbatical may be an effective means of addressing this and is not just beneficial for the individual – but your organisation as a whole.