Experimenting with extended holidays

There’s a lot to be said about the future of remote work, and we’re fully invested in figuring out how to get it right. Alongside leading media organizations like Netflix and Spotify, our recent conversation with Digiday’s WorkLife was all about how we’re pioneering dynamic, flexible working policies for our team.

As we’ve transitioned into a remote-first company over the past few years, we’ve realized that the future of working requires a spirit of experimentation.

At the close of 2021, we executed our biggest experiment yet, giving everyone in the entire company 30 days off to recharge, completely unplugged from the pings and chirps of work notifications. There were no expectations, no hidden agendas — only the encouragement to take time for self in whatever way felt best.

After seeing the benefits of what a renewed and reinvigorated team can do, we’ve since evolved the policy to span multiple week-long breaks throughout the year. Still, our bottom line remains the same: time off is most beneficial when taken collectively. Why? Because teams that embrace time off together, excel at work together. Employees return to the (metaphoric) office feeling energized; they’re excited to tackle projects, ready to dive into the creative process, and eager to engage with clients.

This year, we’ve continued to evolve our approach with a two-week break at the end of the year, a one-week break in the summer, and a couple more holidays throughout the year. As our COO Alison Davis shared, “Offering a flexible holiday schedule is one piece toward building that life-work balance we all deserve and need.”

We’ve spent the last few years exploring new ways to do remote work differently, and we’re all for trying something unconventional if it means creating an inclusive, welcoming environment for our employees. For more on how Hook and other companies are finding new ways to flip the script on the 9 to 5, read the full article here.