{"id":3991,"date":"2025-05-13T10:51:05","date_gmt":"2025-05-13T10:51:05","guid":{"rendered":"https:\/\/manpower.lt\/success-stories\/dvieju-savaiciu-atostogu-nebeuztenka-artejant-vasarai-darbuotojai-iseina-is-darbo\/"},"modified":"2025-05-13T10:54:30","modified_gmt":"2025-05-13T10:54:30","slug":"dvieju-savaiciu-atostogu-nebeuztenka-artejant-vasarai-darbuotojai-iseina-is-darbo","status":"publish","type":"post","link":"https:\/\/manpower.lt\/en\/insights\/dvieju-savaiciu-atostogu-nebeuztenka-artejant-vasarai-darbuotojai-iseina-is-darbo\/","title":{"rendered":"Two Weeks Off No Longer Enough: As Summer Approaches, Employees Quit Their Jobs"},"content":{"rendered":"\n

With summer approaching, more employees are planning extended holidays. While some are content with a few weeks off, others take a month, two, or even half a year away from work. Experts are noticing a new trend: an unusual spike in people quitting their jobs during the summer \u2013 without another one lined up. One key reason? The desire to stretch out their vacation, enjoy the good weather, and recharge properly before diving into a new career chapter.<\/strong><\/p>\n\n\n\n

\u201cWe noticed this shift in the market while reviewing internal data about our candidates\u2019 previous work experience,\u201d Evelina Laty\u0161ovi\u010d, Head of Business Operations at the Lithuanian division of the global HR solutions company ManpowerGroup. \u201cPreviously, we could usually fill in the whole table with job titles candidates held. Now, around half of them come from ‘nowhere’ \u2013 they\u2019ve been out of the workforce.\u201d<\/p>\n\n\n\n

She explains that while people used to search for new jobs while still employed, today they increasingly choose to take longer breaks before starting something new.<\/p>\n\n\n\n

\u201cThe main reason behind this shift is a more conscious approach to work, well-being, and responsibility toward a future employer. If someone senses they\u2019re nearing burnout, they don\u2019t want to rush into a new role. They want to rest so they can return to work motivated and productive. This kind of break is especially popular among managers and senior-level specialists, who can afford to step away and know they won\u2019t have trouble reentering the job market. We had a case where a candidate accepted a job offer, but a week later called the manager to say, \u2018I\u2019m feeling burned out. I won\u2019t be able to give it my best, so I don\u2019t want to disappoint you or myself.\u2019 That kind of awareness is high \u2013 it shows they understand a new role requires energy and motivation,\u201d says Laty\u0161ovi\u010d.<\/p>\n\n\n\n

A Rested Candidate = A Motivated Employee<\/strong><\/p>\n\n\n\n

At first glance, this trend might worry employers. But according to Laty\u0161ovi\u010d, there\u2019s no need to panic. In fact, increased self-awareness means employers can be more confident that new hires are physically and mentally prepared for the role.<\/p>\n\n\n\n

\u201cTime for yourself shouldn\u2019t be seen as a red flag. It often improves emotional well-being and leads to major career changes. People return with clearer goals, and some even decide to reskill. Employers should understand that candidates who\u2019ve been out of the market for six months or a year aren\u2019t suspicious \u2013 they\u2019re often highly motivated and ready for a new start,\u201d she notes.<\/p>\n\n\n\n

Likewise, current employees requesting extended leave shouldn\u2019t be viewed negatively either. \u201cAfter completing major projects, preparing for a significant career shift, or facing major personal life changes, more employees are now brave enough to ask for a longer break \u2013 one month, several, or even half a year. Managers should respond to such requests and give them the chance to step away. After such a break, employees often return ready to resume old or new tasks with renewed energy.\u201d<\/p>\n\n\n\n

However, if the request for extended leave is solely due to burnout, that\u2019s a warning sign. It could indicate that employees are overwhelmed or facing deeper issues in the organization that shouldn\u2019t be ignored.<\/p>\n\n\n\n

\u201cRest to fuel creativity or prepare for a personal life change is understandable. Long leave needed to recover from burnout, though, is a red flag \u2013 it shows employees don\u2019t feel well enough to work sustainably in their current roles,\u201d says Laty\u0161ovi\u010d.<\/p>\n\n\n\n

Who Will Work While Others Rest?<\/strong><\/p>\n\n\n\n

Still, the growing trend of quitting \u201cinto the void,\u201d especially during summer, can create headaches for employers due to a shrinking workforce.<\/p>\n\n\n\n

\u201cSome employees want long vacations, others quit their jobs. But business processes can\u2019t stop. Who will work? That\u2019s the question more and more employers face in summer. ManpowerGroup data shows that about 1 in 7 managers globally is currently struggling to find the right talent,\u201d says Laty\u0161ovi\u010d.<\/p>\n\n\n\n

What can employers do in summer when talent shortages intensify? According to her, the key is preparation.<\/p>\n\n\n\n

\u201cThe earlier you talk with your team about who will cover for colleagues on vacation and how tasks will be handed over, the smoother things will run. And if an employee \u2013 or a few \u2013 decides to take extended time off or leave entirely, one possible solution is quiet hiring,\u201d she says.<\/p>\n\n\n\n

Quiet hiring happens when employers meet labor shortages not by bringing in new hires, but by redistributing responsibilities among current staff. For example, an employee might agree to take on one or more duties from a vacationing or departing colleague \u2013 for additional pay.<\/p>\n\n\n\n

\u201cThis also benefits employees \u2013 they can move up the career ladder, shift their role, gain new skills, or broaden their competencies through new responsibilities,\u201d says Laty\u0161ovi\u010d.<\/p>\n\n\n\n

She emphasizes that if quiet hiring is used, employers must clearly define the terms with employees: \u201cIt\u2019s important to meet legal requirements. This ensures clarity and transparency. For example, don\u2019t forget to update the employment contract \u2013 agree on the extra workload, compensation, and revise the job description.\u201d<\/p>\n\n\n\n

Flexibility Is Essential<\/strong><\/p>\n\n\n\n

\u201cToday\u2019s job market is still talent-driven. In many fields, specialists are in short supply, so they can demand much more from employers than before. Today\u2019s candidates won\u2019t necessarily accept the first offer they receive. Before saying yes, they\u2019ll check whether the offer meets their expectations \u2013 salary, conditions, and whether the company\u2019s values align with their own,\u201d says Laty\u0161ovi\u010d.<\/p>\n\n\n\n

That\u2019s why, she adds, the winners in today\u2019s job market are those employers who can offer flexible conditions. \u201cLonger pauses, stepping away and coming back \u2013 these are no longer exceptions, but increasingly the norm. Organizations that respond with flexibility and empathy are more attractive not just to new talent, but also to their current employees and those returning after long breaks.\u201d<\/p>\n","protected":false},"excerpt":{"rendered":"

With summer approaching, more employees are planning extended holidays. While some are content with a few weeks off, others take a month, two, or even half a year away from […]<\/p>\n","protected":false},"author":3,"featured_media":3989,"comment_status":"closed","ping_status":"closed","sticky":false,"template":"","format":"standard","meta":{"inline_featured_image":false,"footnotes":""},"categories":[72],"tags":[],"class_list":["post-3991","post","type-post","status-publish","format-standard","has-post-thumbnail","hentry","category-insights"],"acf":[],"_links":{"self":[{"href":"https:\/\/manpower.lt\/en\/wp-json\/wp\/v2\/posts\/3991","targetHints":{"allow":["GET"]}}],"collection":[{"href":"https:\/\/manpower.lt\/en\/wp-json\/wp\/v2\/posts"}],"about":[{"href":"https:\/\/manpower.lt\/en\/wp-json\/wp\/v2\/types\/post"}],"author":[{"embeddable":true,"href":"https:\/\/manpower.lt\/en\/wp-json\/wp\/v2\/users\/3"}],"replies":[{"embeddable":true,"href":"https:\/\/manpower.lt\/en\/wp-json\/wp\/v2\/comments?post=3991"}],"version-history":[{"count":3,"href":"https:\/\/manpower.lt\/en\/wp-json\/wp\/v2\/posts\/3991\/revisions"}],"predecessor-version":[{"id":3996,"href":"https:\/\/manpower.lt\/en\/wp-json\/wp\/v2\/posts\/3991\/revisions\/3996"}],"wp:featuredmedia":[{"embeddable":true,"href":"https:\/\/manpower.lt\/en\/wp-json\/wp\/v2\/media\/3989"}],"wp:attachment":[{"href":"https:\/\/manpower.lt\/en\/wp-json\/wp\/v2\/media?parent=3991"}],"wp:term":[{"taxonomy":"category","embeddable":true,"href":"https:\/\/manpower.lt\/en\/wp-json\/wp\/v2\/categories?post=3991"},{"taxonomy":"post_tag","embeddable":true,"href":"https:\/\/manpower.lt\/en\/wp-json\/wp\/v2\/tags?post=3991"}],"curies":[{"name":"wp","href":"https:\/\/api.w.org\/{rel}","templated":true}]}}