Why We Took Two Weeks Off

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Why We Took Two Weeks Off—And Why You Should, Too

From the Desk of Purciarele Group




At Purciarele Group, we talk a lot about supporting healthy workplaces—for our clients and their teams. But that philosophy starts with us, too.

That’s why we took the last two weeks off. No client meetings. No inbox juggling. Just time to rest, recharge, and reconnect with the people who matter most.

And guess what? We’re coming back sharper, stronger, and more grounded in the mission that drives us: helping businesses grow with clarity, compliance, and care.

But here’s the bigger picture—this wasn’t just a vacation. It was a reminder of something critical that so many workplaces overlook:

👉 Time off isn’t a luxury. It’s a leadership strategy.

The Case for Stepping Back (So You Can Show Up Better)

Let’s be honest—most small business owners, managers, and HR professionals struggle to disconnect. We wear a dozen hats, spin a thousand plates, and convince ourselves that we can’t afford to step away.

But what if we told you the real risk isn’t in taking time off—it’s in not taking it?

When teams (and leaders) operate under constant pressure with no pause, the results are predictable:

  • Decision fatigue

  • Burnout masked as "productivity"

  • Poor communication

  • Resentment, turnover, and toxic culture creep

By stepping away—even briefly—we reestablish perspective, restore energy, and often return with more creativity and capacity than before.

In short: Time off is good HR. Full stop.

Building a Culture That Respects Rest

If you want your employees to feel supported, engaged, and loyal, then you need more than a PTO policy. You need to normalize and model the act of using it.

Here are a few ways to lead by example:

1. Plan Ahead and Communicate Transparently

Let your team know when you’ll be unavailable—and trust them to hold things down in your absence. It shows respect, not weakness.

2. Encourage Real Breaks (Not Half-On PTO)

Make it clear that vacation isn’t just about physical absence. It’s about mental detachment. Don’t praise people who “just check emails” while out.

3. Check Your Culture for Guilt-Based Productivity

Do employees feel they can take time off? Or do they fear backlash, judgment, or workload pileups? If it’s the latter, you’ve got a culture problem—not a staffing one.

4. Audit Your Systems

Are your processes resilient enough to keep things moving while someone is out? If not, that’s a signal your business is too person-dependent. Let’s fix that.

What We Learned (and What We Hope You Will, Too)

Taking two weeks off didn’t slow us down. It made us sharper. It reminded us that good work doesn’t always come from grinding harder—it comes from leading better.

We came back with new ideas. Fresh clarity. And a deeper conviction that the best-run businesses don’t just value people—they protect their energy.

So if you’re tired, overwhelmed, or running on fumes—we encourage you to pause.

Not someday. Not when it’s convenient. Now.

Your business needs a healthy you.
Your team needs a healthy culture.
And you deserve a workplace where rest is part of the strategy—not the reward for surviving burnout.

Let’s Build That Culture—Together

If your business is ready to normalize real PTO, create structure that supports time off, or finally shift away from burnout culture, we can help.

At Purciarele Group, we provide custom HR solutions that make your workplace better—for everyone in it.

📩 Schedule a complimentary consultation today www.PurciareleGroup.com 
💬 Let’s talk about what’s working—and what’s not
🛠 Project-based, retainer, or pick-your-own-plan options available

Rest isn’t weakness. It’s wisdom.
Let’s build a workplace that actually lives that out.

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