Gather At The Well: Leaving Well - Rest, Sabbaticals + Human-Centered Transitions

We Are For Good Podcast - The Podcast for Nonprofits
Hosts: Jon McCoy, CFRE and Becky Endicott, CFRE
Guests: Lindsey Fuller and Naomi Hadaway
Release Date: July 2, 2025

Introduction: Embracing Transitions

In this enlightening episode of Gather At The Well, hosts Lindsey Fuller and Naomi Hadaway delve into the nuanced topic of "Leaving Well." Recognizing that employee turnover is an inevitable aspect of organizational life, the conversation shifts from mere retention strategies to fostering a humane, equitable, and sustainable approach to workplace transitions. Naomi Hadaway, a distinguished strategist and founder of the Leaving Well Framework, shares her expertise on creating policies that prioritize employee well-being during periods of change.

Rest as Policy: Operationalizing Wellness

One of the foundational discussions centers on transforming rest from a mere practice into a formal organizational policy. Naomi emphasizes the importance of operationalizing values to make wellness a tangible part of the workplace culture.

• Meeting-Free Days: Naomi suggests establishing meeting-free days or blocks of time to enhance productivity and reduce burnout. She advises leaders to model this behavior by avoiding scheduling meetings during these periods. As Naomi states, “It's a huge step and it seems really simple” (05:50).

• Email Scheduling: By scheduling emails to send during working hours, organizations can prevent the encroachment of work into personal time, fostering a healthier work-life balance.

• PTO Policies: Naomi highlights the effectiveness of mandatory minimum PTO usage policies over unlimited PTO, as studies show individuals with unlimited PTO often use less time off. Integrating PTO discussions into stay interviews can encourage employees to take the rest they deserve.

• REST Budget: Introducing a REST budget alongside project and program budgets ensures that rest is financially accounted for, reinforcing its importance within the organization.

Sabbaticals and Employee Retention

Sabbaticals play a crucial role in enhancing employee retention and building organizational resilience. Lindsey shares her organization's experience with implementing micro-sabbaticals, which offer short-term breaks for employees to recharge without the financial strain of extended time off.

• Micro Sabbaticals: Lindsey explains her team’s approach to grant micro-sabbaticals, gradually increasing the duration based on tenure. She notes, “I'd rather make sure that everyone on my team, regardless of role, can access this sustainably and consistently” (29:10).

• Organizational Resilience: Naomi underscores that sabbaticals help break burnout cycles, serving as a preventive measure against resignations. Sabbaticals also facilitate cross-training and knowledge transfer, enhancing the organization's capacity to handle transitions smoothly.

• Inclusive Policies: Naomi advocates for sabbaticals to be accessible to all organizational levels, not just top leadership, ensuring a collective benefit and fostering a culture of shared responsibility.

Advocacy and Implementation Strategies

Implementing rest and sabbatical policies can be challenging, especially when seeking buy-in from board members and funders. Lindsey and Naomi offer strategic advice on advocating for these policies without creating division.

• Use Trusted Examples: Naomi recommends citing examples of respected organizations that successfully implement sabbatical policies. This approach helps mitigate perceptions of rest being a lack of productivity. “Use the example of someone who is trusted and respected” (33:31).

• Partnership Models: Forming partnerships with like-minded organizations can provide reciprocal coverage during sabbaticals, making the practice more feasible for resource-strapped teams.

• Financial Strategies: Exploring stipends or grant opportunities to supplement sabbatical funding can alleviate financial concerns and support sustainable implementation.

Transition Processes and Organizational Culture

Thoughtful transition policies not only assist departing employees but also safeguard and enhance the remaining team’s morale and organizational culture.

• Culture Shifts: Naomi likens organizational culture to a constantly shifting Plinko board, emphasizing the need for transparency and adaptability. “Culture is a constantly moving thing” (38:02).

• Emotional and Procedural Support: Balancing emotional support with procedural necessities during transitions helps maintain positive relationships and reinforces organizational values. This includes knowledge preservation and reputation management.

• Stay Interviews: Replacing exit interviews with stay interviews can provide valuable insights into employee satisfaction and preempt potential resignations. Naomi states, “Regular stay interview conversations serve the organization and the individuals” (41:45).

Practical Recommendations and Homework

To empower organizations to embed these practices, Naomi provides actionable recommendations:

• Evaluate Performance Metrics: Assess how performance evaluations account for sustainability and capacity.

• Establish Meeting Policies: Create and document meeting policies that discourage constant availability and promote focused work times.

• Revamp Recognition Systems: Ensure that recognition systems reward healthy work habits rather than perpetuating burnout.

Lindsey echoes these sentiments, highlighting the importance of validating and honoring team capacity and energy levels through practical measures like Collective Care Lists.

Affirmations and Critical Hope

The episode concludes with empowering affirmations and a vision for the future:

• Affirmations by Naomi Hadaway:

  • “You deserve a workplace that values your humanity as much as your productivity.”
  • “Rest is not a reward for exhaustion. It's a prerequisite for your excellence.”
  • “Meaningful transitions truly honor what was while simultaneously creating space for what will be.”

• Critical Hope: Naomi envisions a future where organizational conversations around transitions and rest are normalized, leading to sustainable work practices and resilient cultures. “We are going to continue to expand language and frameworks and conversations” (47:42).

Conclusion: Building Sustainable and Humane Organizations

Lindsey and Naomi wrap up the episode by reiterating the importance of human-centered transitions and embedded wellness policies. They encourage leaders to treat employees with dignity throughout their employment journey, ensuring that transitions are handled with care and respect.

Follow Naomi Hadaway:

• Website: naomihadaway.com
• LinkedIn: Naomi Hadaway
• Assessment: Individual | Organizational

Listen and Join the Conversation:
For more insights and practical tools on building sustainable and human-centered workplaces, visit TeachingWell.org and connect with the community on their social media platforms.

Remember, prioritizing rest and thoughtful transitions not only benefits individual employees but also fortifies the entire organization for long-term success and resilience.