Organizational culture on holiday: how corporate values shape leisure, time-off norms, and recovery

6/26/2025

Kristina Udras, Consultant

As summer kicks in, the way we take time off mirrors our organization’s deeper habits. Figure gives you insight into how four organizational culture types (relations, innovation, results, rules), and strategic dimensions (time orientation and information sharing), shape how people unplug or don’t. With roots in organizational behavior, occupational psychology, and cultural theory, these reflections are backed by research, served with a side of sunlit humor.

Relations-oriented culture: time off as social connection 

In cultures that prioritize relationships and social cohesion, vacation doesn’t always mean detachment - it often becomes an extension of the workplace’s interpersonal warmth. It’s not unusual to find chat groups buzzing with shared holiday snapshots or warm “hope you’re relaxing!” messages that gently segue into quick work queries. These gestures create a strong sense of inclusion, but can blur the line between friendly connection and the expectation to remain present. While many employees in such environments feel genuinely supported, others might experience subtle pressure to stay involved even when they need solitude. For HR, the opportunity lies in creating space for all rest styles and reinforcing the idea that stepping back is just as OK as staying connected.

Innovation-oriented culture: rest as a creative playground 

For innovation-driven cultures, vacation is often viewed as fertile ground for inspiration. Encouraged by autonomy and openness, employees might find themselves sketching new ideas on a café napkin in Lisbon or waking up mid-retreat with a fresh take on a project. The freedom to use time off as a mental playground reflects a culture that values curiosity and exploration. But the same drive that sparks creativity can also make switching off difficult. When your brain’s always solving, true cognitive rest can become elusive. Organizations rooted in innovation benefit when they also champion real mental breaks, helping employees return not only inspired but also genuinely refreshed.

Results-oriented culture: strategic rest or constant hustle? 

In high-achieving, goal-focused cultures, vacations are often positioned as strategic recovery. There’s usually no resistance to taking time off as long as it contributes to sharper performance afterward. This framing supports efficiency, but it can also introduce subtle pressure. Employees might feel they need to “earn” their rest or maintain visibility during breaks, turning holidays into a competitive sport of half-availability. While systems may exist to support workload handover, the cultural undertone of continuous output can make true detachment harder to achieve. Encouraging leaders to fully disconnect sets a strong example and reminds teams that rest isn't something to justify, but a needed part of sustainable performance.

Rules-oriented culture: predictable time off with a policy manual 

In structured, rules-driven cultures, vacation is treated like everything else: orderly, documented, and ideally submitted well in advance. There’s often a sense of fairness and clarity, with handovers planned down to the checklist. This predictability offers peace of mind, especially for those who value routine. Yet, structure can tip into rigidity, leaving little space for last-minute needs or spontaneous rest. Employees juggling caregiving or unexpected life events might feel boxed in. Flexible spontaneity may not yet have a policy code. The challenge and opportunity for HR is to balance the process with compassion. Flexibility within the framework shows that people’s needs don’t always run on policy schedules.

Short- vs long-term orientation: a calendar tension 

Some teams treat vacation as a tactical pause, tightly scheduled to avoid disrupting immediate priorities. Others see it as a long-term investment in resilience and sustainability. A short-term focus might keep inboxes tidy, but risks burnout if breaks are too brief or too infrequent. Meanwhile, a long-term mindset supports deeper recovery but may frustrate employees who feel current problems are being ignored. Smart organizations strive for balance, designing time-off policies that value both urgency and endurance, and training leaders to support flexible rhythms rather than defaulting to either-or.

Information sharing: the hidden lever for holiday peace 

How openly a team shares information before someone leaves for holiday can make or break their ability to actually relax. In low-information cultures, vacationers often feel the need to stay on call “just in case.” In contrast, high-transparency teams ensure handovers are smooth and no one’s a bottleneck. Open information flows aren’t just good for operations—they’re key to mental recovery. When people know the team can run without them, it becomes easier to let go. Encouraging consistent documentation, rotating responsibilities, and team-wide updates makes vacations less stressful and more restorative. Bonus: fewer beachside “just wondering where the file is…” messages.

What’s your vacation culture telling you? 

Whether you unplug completely or sneak glances at Slack in the sun, your vacation habits offer clues about your workplace culture. This summer, take a moment to reflect - not just on your location, but on how your time off is shaped by your organization’s deeper norms and values. Better yet, let your vacation reveal your dominant culture type. Are you more of a “status-update-by-the-pool” kind of team, or a “see-you-in-three-weeks” culture? For deeper insights, try our Figure Culture Survey and discover how your organizational DNA shows up in everything from deadlines to deck chairs.