It’s starting to look like there are so many things for employees to be quiet about this holiday season as the “hush and quiet trends” are making it hard for workers to know what to say out loud and what to keep silent. As the holidays approach, experts expect a trend of “Hushed Holidays” will unearth more under-the-radar habits among those among the American workforce hoping to have time off.
A History Of ‘Hushed Workplace Trends’
The prediction of a “hushed holidays trend” isn’t coming out of nowhere. Business leaders are basing the expectation on a history of ‘hushed workplace trends’ which have gained traction since 2023. At one point, “coffee badging,” an under-the-radar workaround, swept the workplace when employees continued remote work after companies issued return-to-office (RTO) mandates. Some workers still show up at the office, swipe their badge as proof of being on site, grab a cup of coffee and then go home to do their work.
The summer of 2024 saw a growing trend of “hush-cations” or “quiet vacations” in which remote employees, defying the old adage of “Never mix business and pleasure,” took secret trips out of fear of requesting PTO. Younger workers sneak vacations without calling off work or disclosing their location to their employers.
Then there’s the “hushed hybrid” viral trend in which managers make their own rules, choosing not to enforce their company’s RTO policies to align with team preferences and retain talent.
I asked Luck Dookchitra, vice president of people at Leapsome, about this trend and why “hushed hybrid” is happening in workplaces. She told me by email that amid more companies implementing RTO mandates, businesses are falling into the trap of mistaking presence for performance.
“Managers are prioritizing their team’s needs and partaking in the ‘hushed hybrid’ trend to maintain morale, boost productivity and retain staff that are engaged and productive despite their work location,” she points out, adding that employers should focus on the value their people bring, the goals they achieve and the contributions they make—not whether they work from home or in the office.
The Emergence of ‘Hushed Holidays’
As we approach the holidays and the demand for travel rises, leaders expect the hush trend to re-emerge in the form of “Hushed Holidays.” I spoke by email with Doug Dennerline, CEO of Betterworks. He told me that when employees feel the only way they can take a break during the holidays is by sneaking around, the relationship between leadership and workforce is fundamentally flawed.
“The ‘hushed holidays’ trend isn’t just about employees needing a breather,” Dennerline says. “It signals a lack of trust in the workplace often accompanied by a feeling that the organization values productivity over people.”
He suggests that the trend of ‘Hushed Holidays’ shows a disconnect between employees’ need for rest and the culture surrounding PTO at many companies. “When employees feel they need to stay ‘on’ during the holiday season—even when productivity naturally slows—it can result in more stress and, eventually, burnout,” Dennerline explains. “An ‘always available’ culture can lead to employees feeling penalized or even judged for taking time off.”
Dennerline states that organizations can prevent the need for a hushed holiday by improving trust and clarifying expectations. “The best way to prevent Hushed Holidays is to foster an environment of openness around PTO use,” he declares. “Simple steps like transparent PTO policies, reminders of the importance of taking breaks and encouraging managers to lead by example can create a culture where employees feel truly supported. If they don’t feel like they have to hide their holidays, they won’t.”
He notes that, for employers, addressing this issue goes beyond holiday breaks and into the broader realm of employee well-being and organizational trust. With a proactive stance—like offering flexible PTO, promoting wellness, and supporting holiday shutdowns—companies can prevent the need for employees to hide their time away. In the long term, this not only helps employees recharge during the holidays but reinforces a positive, trust-centered workplace environment that benefits both individuals and the organization as a whole.”
“Hushed Holidays” can negatively impact company culture. The trend can lead to a lack of transparency and trust among employees and leadership. Dennerline believes that beyond the holiday season, a transparent PTO culture can increase morale, reduce burnout and strengthen company loyalty. “Well-rested, recharged employees can contribute more effectively to business success than their burnt-out counterparts,” he concludes. “Embracing creative PTO options (like mandatory time off, mental health days or holiday shutdowns) not only empowers employees to fully unplug but positions your organization as a supportive and valued place to work.”