MONEY work life balance

Millennials Want Work-Life Balance Too. Here’s How They Can Get It

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Don't be afraid to ask.

We all want a life more that’s more balanced between work and fun. But millennials, more than any other age group, are the unhappiest when they don’t get it.

Nearly one-third of millennials say managing their work, family, and personal responsibilities has become more difficult in the past five years. And nearly half—47%—are working more hours, compared with 38% of Generation X and 28% of baby boom workers, according to a recent survey by Ernst & Young’s Global Generation Research.

More than other generations, millennials want flexibility in terms of where and how they work and are the most willing to take a pay cut, pass up a promotion, or even relocate to manage work-life demands better, according to the survey.

But employers don’t make it easy. Nearly one in six young workers surveyed by EY say they suffer negative consequences for choosing a flexible schedule.

Why should employers care about millennials want? This group—age 18 to 34—now officially outnumber Generation X as the most populous group in the workforce and are on track to surpass baby boomers soon. As employers try to attract and retain the best and the brightest, knowing what’s important to them is, well, important. Turnover among millennials tends to be higher than other work cohorts, and high turnover is costly to companies.

The E&Y survey further illuminates why this generation is more adamant about wanting flexibility. Millennials are hitting the time of their lives when they marry, buy homes, and have kids at the same time the demands of work are escalating.

“Earlier generations were probably too afraid to ask for flexibility. The mindset was that work comes first,” says Rose Ernst, national director of G10 Associates program, which works with companies to hire and retain college graduates and Generation Y workers. But many millennials grew up with parents who got laid off or whose careers suffered during recessions despite putting in long hours in the office. Meanwhile, technology has evolved so it’s easier to work from anywhere.

The dynamic on the home front has also changed. Millennials are almost twice as likely (78%) to have a spouse or partner working at least full time, compared with 73% of Gen Xers and 47% of baby boomers.

Until more millennials advance in their careers and become managers, the reality is that an older generation of workers still sets the standard for where and how work is done at many organizations. Here’s how to ask your boss for a flexible schedule and make it work without hurting your career.

  • Be up front. If you’re interviewing for a job, don’t wait until late in the game to ask about the possibility of a flexible work schedule, says Ernst. Research the company before you interview to find out what the culture is like in terms of nontraditional work arrangements. Clearly some jobs are going to be more adaptable than others. If you’re a human resources person focused on recruiting and meeting with job candidates, you may be able to do some work from home or after hours. If you’re managing a large team of people who work in one location, it’ll be more difficult to work remotely.
  • Be reasonable about why you’re asking. If you want to leave at 4 p.m. twice a week to take a class relevant to work, or if you need a few weeks off every February for volunteer work in Costa Rica, that’s going to be perceived differently than asking to leave early because you play in a softball league on Thursday nights.
  • Have a plan. If you’re already on staff and want to move to a flexible schedule, such as job sharing or telecommuting, prepare a proposal on how you’ll get your work done.
  • Don’t be a flake. It’s obvious but critical to be reliable. You’re much more vulnerable to being judged as a slacker when people can’t see you working. Always be reachable, deliver work on time or early, and make it a point to check in regularly.
  • Give and take. Volunteer for projects when you can or offer to help out colleagues on deadline, especially if others are making accommodations for your work schedule.

It remains to be seen how quickly work norms are changing. But there is power in numbers. “The millennials are a huge cohort of workers who value flexibility more than previous generations,” Ernst says. “That gives them leverage to change how we work.”

TIME Parenting

All In is Lean In for Dads

Josh Levs' book is a call to arms for working dads

Men should lean in just as much as women—they should just do it in a different direction.

That’s the gist of Josh Levs’ All In, a manifesto of work and life for men that aims to be for working fathers what Sheryl Sandberg’s Lean In was to working mothers: a cogent analysis of the systemic problems in work culture that make it so difficult to be a parent. Levs says he consulted with Sandberg while he was writing the book.

Josh Levs is a CNN reporter who made headlines in 2013 when he filed a charge with the Equal Employment Opportunity Commission against Time Warner because he said their paid leave policy discriminated against biological dads. At the time, Time Warner offered 10 weeks of paid leave to biological mothers, and to parents of both genders who adopted or had a child through surrogacy, but biological fathers only got two weeks. Levs challenged this rule and won, and went on to become an advocate for better workplace policies for dads as well as moms.

Levs’ central argument is that American culture—especially American workplace culture—doesn’t allow parents of either gender to spend enough time with their children. There’s been a lot of discussion about how tricky that problem is for women, but few have dug deep into what it means for men. “There’s this basic mentality about what men and women are that has held back our policies,” he says. “Our structure is based on the assumption the woman will stay home and men will work, so why would you need paid maternity leave? The women will stay home! Why would you need paternity leave? They’ll work!”

Clearly, that assumptions aren’t true anymore, but Levs argues that workplace policies have not kept up with the changing times. “Our policies didn’t grow up, our policies are stuck in the past,” he says.

The book is a “call to action,” Levs says, not only for long-demanded workplace policies like paid maternity leave, but also for widespread paternity leave and greater flexibility for all working parents. He repeatedly notes that the United States is one of the only nations in the world without paid maternity leave, and that many other industrialized nations have paternity leave on top of that.

Changing American workplace policies isn’t just a question of accommodating parents, its a question of looking out for children, Levs argues. He says that paid leave shouldn’t be considered a luxury—he says it’s no different from “absolute basics” like public schools or medical care for kids. “Another absolute basic is making sure what when a child leaves the womb, its parents, or one of its parents at least, hopefully both, have time to stay home and not hand the child over to strangers and rush back to work,” he says.

“That’s not left or right, that’s not a battle over taxes, its just doing what’s right for kids,” he says. “And whats right for a society’s kids is always best for a society.”

Levs isn’t just calling for better workplace policies, he’s also asking men—and women—to re-examine what it means to be a dad. He argues that the antiquated expectations of a worker-bee dad and a stay-at-home mom have left modern fathers feeling shut out at home in the way some mothers feel shut out at work, even as fathers are increasingly aware of the importance of active parenthood. That’s creating an identity crisis for the American dad. “We are carving out a new role for fathers in America,” he says. “That’s a challenge and an opportunity. There are opportunities that men have now that our fathers didn’t have. So that gives us a chance to define a new meaning of manliness.”

“We’re all in this together, pushing forward for a new meaning for fatherhood.”

TIME

Want to Get Ahead at Work Without Killing Yourself? Fake It

Once you make it, don't stop faking it

Here’s the depressing truth: If you want flexibility at work, you’ll have to do it on the DL, especially if you’re a younger worker.

The number of companies that let people take career breaks or practice job-sharing both fell last year, according to an employer survey conducted by the by the Families and Work Institute and Society for Human Resource Management.

And even for the “lucky” ones who work at a company that offers these kinds of perks, two new studies find that pursuing a flexible work schedule to juggle kids, other caregiving needs or personal objectives can actually harm your career.

Consulting company EY (the ones formerly known as Ernst & Young) found in a survey that almost 10% of American workers have “suffered a negative consequence as a result of having a flexible work schedule.” These workers have been reprimanded, denied promotions or raises. In some cases, they have lost their jobs. The rate of negative repercussions for young workers is even higher, with 15% reporting experiences like this.

“Millennials are moving into management at the same time that they are having children, facing increased demands at both work and home,” says EY global diversity and inclusiveness officer Karyn Twaronite. Since they’re juggling more in their professional and personal lives, this sets them up for more potential conflicts. Millennials also are more likely to be in two-earner households, Twaronite points out, which can make navigating logistics like childcare more complicated.

“Depending upon the work environment, people across all ages and levels of seniority could inevitably face some growing pains as workplaces try to become more flexible,” she says.

A study of 115 employees at a consulting firm with a hard-charging, workaholic culture conducted by Boston University professor Erin Reid comes to a similar conclusion: The consultants who put their heads down and plowed through 80-hour workweeks without asking to take time off for a kid’s dance recital or to chaperone a field trip were rewarded with good performance reviews. The ones who did speak up and ask for flexibility, even if they were getting all their work done, and even if they were asking for benefits they were legally allowed to take like family leave after the birth of a child, were perceived as slackers.

“We fall into the trap of thinking everyone is always available all the time,” one manager told Reid in an interview. Reid points out in her analysis that this viewpoint rewards loyalty and commitment more than actual knowledge or skills, which has the effect of leaving behind the talented people who can’t — or won’t — make themselves available 24-7.

But Reid says some employees were able to keep their jobs, reputations and sanity. They did this by carving out time for themselves — by selecting clients closer to home, making a deal with a colleague to cover for each other, finding ways to multi-task when telecommuting — without making a big about it. In fact, one worker told Reid, “No one knows where I am.” If he took a day to take his kid to go skiing, he didn’t advertise that or ask for permission. Reid characterizes this as “passing.” While they’re not faking the quality of the work they do, they don’t broadcast the fact that they’re not committed to their jobs 100% of the time.

It’s crummy to have to keep your personal life — and the belief that it’s OK to have one — under wraps at work, but for people who work in a certain kind of corporate culture, it may be the most prudent thing to do. Reid offers some observations about how people who do this successfully go about it: They get all of their work done, first of all, and don’t let clients or higher-ups get the impression that they’re anything less than 24-7 players. They form alliances with colleagues, so if someone needs to step in and pinch hit when a personal crisis strikes, nobody up the corporate food chain needs to be the wiser.

Although people who revealed that their job wasn’t their top priority were punished with lower performance reviews, their co-workers who took time for themselves but kept quiet about their behind-the-scenes maneuvering were reviewed as favorably as the employees who really did crank out those 80-hour workweeks.

“The personal information that people hid or shared… affected whether they passed or revealed,” Reid writes.

TIME career

How to Practice Self Care in Your Career

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Boundaries aren't just for maps

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Whether you’re starting your working life or just starting a new job, deliberately thinking through how you’ll take care of yourself is a must-have part of your professional development plan. A former boss put it this way: “Put yourself first, your family second, and your job third. If you aren’t healthy, you can’t be at your best.” How do you do that? Begin by making self-care a priority.

1. Plan Your Trip

The first time I heard the term “self-care”, I was well on my way to burnout. I was a third grade teacher at a small school in New England. I was living alone for the first time, had no social life beyond my fellow teachers at the school, and it was taking everything I had to manage a particularly difficult class that year. I will always be grateful to the colleague who gently asked, “How are you taking care of yourself?” The truth was, I wasn’t. I had let Me get taken over by Everyone Else. I started hesitantly — a hot bubble bath and candles every night; “Orange Food Nights,” consisting of mac-n-cheese and Cheetos, when things were particularly stressful.

ACTION TIP: Do an inventory of the following things: What makes you happy? When do you feel most at peace? What is your toolbox of activities that bring you back to you? Going for a run? Dancing in your kitchen? Meeting up with friends? Making art? Meditating? Massages? The point is not to lose yourself. The point is to reconnect with yourself.

2. Pay Attention to Your Check Engine Light

I formed some bad self-care habits early. Growing up, it was very difficult for my mother, a high school teacher, to take time off from work, so unless I was bleeding from a major wound or throwing up, I went to school. “Bleeding or throwing up” is a terrible baseline for self-care.

ACTION TIP: When you feel yourself careening toward the edge, take a mental health day (you don’t even have to be bleeding or throwing up to do it!). See a movie matinee. Surprise your kids by picking them up from school and getting ice cream. Leave your work email be for now. You aren’t being truant. You’re being responsible to your life.

As a self-employed entrepreneur, this is more challenging but also even more important. After a meeting the other day, I stepped out into the Manhattan winter sunshine and turned the grocery shopping I had planned to do on the way home into a grand adventure. It took hours longer than I’d planned, but when I returned home, the joy of the day was like oxygen for my soul. I’m learning that “Saturdays” happen at various times — not just on Saturday. Saturday is a feeling, not a day on the calendar.

3. Get Regular Inspections

Make the time to be with people who feed your soul. I have a standing coffee meeting that is mostly work-focused, but our conversations inevitably drift off into the rest of our lives, too. I leave our coffee shop refreshed and filled with renewed creativity and focus. This person could be a mentor, or just someone who provides perspective. Getting out of your head is one of the most important things you can do as you find your way.

4. Enjoy the Drive

“Work/life balance” is a mythical goal. You don’t want “work/life balance.” You want flow between the two. So respect the flow. Sometimes, you’re going to be in such a good groove that you’re going to work 12 or 14 hours at a time. Work at its best feels like art- immersive and creative. Honor that. This, too, is a part of self-care.

Knowing how to care for yourself is a critical part of being a successful professional. Invest the time to understand how you best nurture yourself.

You can learn more about Susanna on her website, and follow her on Twitter @SusannaDW.

This article originally appeared on Live in the Grey.

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TIME Parenting

Dads Feel Just as Guilty as Moms About Time They Spend With Their Kids

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And moms are going back to work after birth more quickly than ever

Dads are feeling more guilty about the time they spend with their kids, and more pregnant women are staying in the workforce longer, according to two new studies on the roles of parents in the 21st century.

For all the hair-pulling about the stressful lives of working mothers, working fathers feel just as guilty about the amount of time they spend with their kids. According to studies from Pew Research Center, working dads are more likely to feel that they don’t have enough time with their kids than working moms.

Working dads are divided on whether they spend enough time with their kids: 48% say they spend too little, 48% say they spend just enough. But working moms are much more likely to report they have enough time with their kids—66% say they spend just the right amount of time with their kids, compared to 26% who say they have too little. (These numbers include parents who work both full-time and part-time.)

Despite the fact that almost half of working dads (46%) say they spend more time with their kids than their own parents did, they still have a lot of guilt about whether they’re doing enough. Among the dads who say they don’t get enough time with their families, only 49% think they’re doing an excellent job as a parent, while of the dads who say they get enough time, 81% think they’re doing a great job.

Just as the distribution of parenting guilt is evolving, so are norms about working through pregnancies. According to a different Pew study, it’s becoming much more common for an expectant mother to work while pregnant with her first child. While only 44% of pregnant women worked in the early 1960s, by 2006 about 66% of soon-to-be-moms were still on the job. Women are also working longer into their pregnancies—in the 1960s, only 35% of pregnant workers continued working through their eighth month of pregnancy, compared to 82% of pregnant workers in the late 2000s. And women are going back to work more quickly after birth than they used to. Fifty years ago, only 21% of women returned to work within six months of the baby’s birth—by the late 2000s, that number had skyrocketed to 73%.

 

MONEY Workplace

Law Firm’s April Fool’s Joke About Work-Life Balance Backfires

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There are some things bosses just shouldn't joke about.

Add this to the list of April Fool’s Day stunts from Wednesday that failed spectacularly: A big New York-based law firm told employees it was instituting a new policy eliminating work emails during night and weekend hours… and then revealed the whole thing was a joke.

Hilarious, right? All you suckers must keep tabs on work no matter if it’s midnight on a Tuesday or a Sunday morning and you’re on vacation. Ha!

The way the prank played out is that Weil, Gotshal & Manges sent out a company-wide email claiming the firm was banning all work-related emails between the hours of 11 p.m. and 6 a.m., as well as on Saturdays, Sundays, and employee vacation days. According to messages obtained by legal industry blog Above the Law, associates were elated to learn of the new policy, supposedly inspired by similar practices currently catching on in Europe, until it was revealed to just be a goof.

Since employees generally don’t like it when their bosses see their work-life balance as—literally—a joke, Weil received enough backlash to send out a firm-wide mea culpa in the afternoon. The email, from executive partner Barry Wolf, reads: “We obviously got this wrong and we sincerely apologize. We know and appreciate the hard work that all of you do. We have and continue to take work-life balance seriously and are always evaluating ways to improve the quality of life here, given the intensity and demands of the profession.”

It makes sense that this joke didn’t go over well, considering how notoriously bad lawyers’ hours tend to be and how modern technology makes it hard for employees across all industries to ever fully unplug—even while on vacation.

Though American workplaces generally tend to be slow to embrace policies that make it easier for staff to have a life outside the office, it’s a good sign that Weil was quickly shamed for its tone-deaf prank. It seems even lawyers want to join the movement toward workplace flexibility and family-friendly policies.

TIME cities

See How Bad Your Commute Is Compared to Other Cities

People board an uptown 5 train at Union Square on Jan. 28, 2015 in New York City.
Andrew Burton—Getty Images People board an uptown 5 train at Union Square on Jan. 28, 2015 in New York City.

Let's all move to Louisville

Sorry, New Yorkers—you officially spend more time commuting to work than residents of any other U.S. city do, with an average of 6 hours and 18 minutes spent going back and forth per week.

That time spent also gives New York the designation of having the longest average work week in the country, according to a new economic brief from the city’s comptroller’s office. Now you know why the city never sleeps.

Technically, San Francisco residents work more hours than New Yorkers do on average, but because their commute times are shorter by roughly an hour and a half per week, their work weeks are ultimately shorter too.

Of the 30 major cities surveyed, Chicago had the second-longest weekly commute time (5 hours, 25 minutes) while the Louisville, Ky., area had the shortest, with residents only traveling for about three hours and 27 minutes.

See the complete report over at Capital New York.

Read next: These Cities Have The Worst Traffic in the World, Says a New Index

Listen to the most important stories of the day.

TIME Careers & Workplace

How to Have a Life Outside the Office (Without Looking Lazy)

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The secret is working more strategically

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This post is in partnership with The Muse. The article below was originally published on The Muse.

In today’s always-on workplace, where being busy is a badge of honor and around-the-clock availability has become the norm, employees who seek a healthy work-life balance can get a bad rap.

Those who try to find the balance between personal quality of life and career success are sometimes accused of seeming lazy and uncommitted. There’s an assumption that people who want balance are skirting responsibility, while in most cases, they’re really just trying to engineer a workday that promotes long-term productivity and keeps their motivation and focus high.

It’s no wonder, then, that so many of us fail to speak up when we’re feeling burned out or want more flexibility in our day-to-day; we fear being labeled the office slacker.

So how can you achieve work-life balance without seeming like you’re bailing on your responsibilities? The secret is working more strategically, so you can excel at your job and have more time for your life outside of the office.

Here are some tips to help you navigate working smarter and more efficiently—rather than harder and longer—to both avoid burnout and deflect any question of your work ethic.

1. Remember Parkinson’s Law

According to Parkinson’s Law, work expands to fill the time available for its completion. If you give yourself until the end of the day to write a report, guess what? It’ll most likely take you until the end of the day.

This illustrates the importance of setting boundaries for your projects. To avoid spending more time on tasks than is really necessary, you have to learn to implement more structure, so you can work efficiently—not constantly. Try this: Instead of leisurely spending the first 30 minutes of the day checking email, give yourself five minutes to process as many messages as you can.

Or, schedule your day creatively by using enjoyable personal or social activities to sandwich your to-do list. For example, make plans to attend an art class or meet a friend after work to put a hard stop on the time you leave the office. Limiting the amount of time you have available to crush your tasks can push your focus through the roof.

2. Eliminate the Urgent, Not the Important

Before you start working on a project, make sure you have a clear sense of why you’re doing it and the tangible outcome or impact you expect to achieve. Often, “urgent” tasks, like emails, phone calls, or emergency meetings can keep us on a perpetual hamster wheel, while important tasks that actually contribute to long-term mission and goals get pushed to the wayside.

So before you dive in to any task, ask yourself the hard question, “Do I actually need to do this?” You may find you’ve been superfluously tracking metrics or busying yourself with projects that could be trashed—which could free up significant time for you to focus on what really matters.

3. Create Systems

If you complete any activity or task more than once, document your process from start to finish. Not only will this save you time the next time you have to replicate that assignment, but it’ll also help you get a clearer view of which tasks you can delegate. Routinized, repeatable projects—such as filing reports in a certain way or formatting a presentation to fit your company’s template—are perfect targets for delegation since they include clear instructions and are generic enough that you don’t have to be the person who completes them.

The same goes for your personal life, too. For example, if you host a birthday party every year, make a note of when to send out invitations and to whom, when to decide on a venue, and which friends to call to help with different aspects of the planning and set-up. This will save you time and stress in the long run.

4. Know Your Lazy Hours

Most of us realize that we’re more productive at certain times of the day, but the key to benefitting from this information is being able to identify those times and adapt your schedule around slumps.

Over the next few weeks, pay attention to the times when you’re at peak productivity and when you’re the least motivated. Do you power through the morning, but hit a wall just before lunch? Are you mentally checked out from work tasks around 5 PM in favor of trolling the internet? These are your lazy hours. Once you figure out your peaks and valleys, you can set yourself up for success by structuring your days so that you’re tackling the most important, attention-grabbing work before or after your slow blocks. (If you’re struggling with this, this quiz can help.

5. Set Expectations Early and Often

Straightforward, candid, and frequent communication with your boss and team is essential for maintaining a healthy work-life balance. They should understand exactly what you’re working on, what types of tasks you don’t work on, and what they can and can’t expect from you when you’re working from home, during the weekend, or when you’re on vacation.

For example, rather than giving the general expectation that you’ll be traveling for a few days and will have limited access to email, specify your availability and the best way to reach you. Getting more specific by saying, “I will be traveling and available via email from 10 AM until 12 PM. After 12 PM, please reach me by phone,” helps avoid miscommunications and ensures you’ll be pinged at times that won’t interfere with your other plans.

As long as you share your boundaries in the spirit of team collaboration and transparency, your co-workers will appreciate—and respect—your honesty.

6. Outsource Your Life

Free time is precious. When you have downtime, you want it to be restorative—but that can’t happen if you’re running around looking for an open washing machine, waiting in line at the grocery store, and cleaning your apartment.

When your downtime becomes just as stressful as your workday, you can create more time for yourself by outsourcing errands to others. These days, there’s an app for everything, and depending on how busy you are, the benefits of hiring someone’s services can seriously outweigh the costs. Too busy to cook? Look into a meal delivery service. Laundry piling up? Send it out to be cleaned professionally. Apartment cleaning, home improvement, grocery shopping, errand-running—you name it, there’s a service for that.

Work-life balance is incredibly important for your physical and mental health, and it’s perfectly reasonable to fight for it. When you’re able to spend more time doing the things you love, you’re better equipped to confront challenges when they arise. And having time for activities outside of work will help stoke your creativity in the office and propose out of the-box-ideas. And altogether, this will make you a more productive, more valuable, healthier, and happier employee.

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TIME Careers & Workplace

Think You Have Off Monday? No, You Don’t

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Michael Kelley—Getty Images Don't waste time filing emails away

You're actually more likely to open and reply to email

This Presidents Day, most offices will be dark. But a surprising number of us will still be working, even on what’s nominally a holiday.

Yesware, an email tracking and analytics company, sifted through more than 23 million emails sent out by corporate users of its service over roughly the past year and took a look at email activity around three-day weekend holidays — Martin Luther King Jr. Day, President’s Day, Memorial Day, Labor Day, and Columbus Day. Its findings are kind of discouraging — and probably quite familiar to many of America’s overworked desk jockeys.

“On the weekdays leading up to and following a holiday, there is a noticeable bump in email volume,” Yesware’s report notes. We “cram” for the holidays before and afterwards by buckling down and tackling our inboxes, but our actual email usage doesn’t actually drop by all that much during the holiday itself.

“The move towards laptops, tablets, and smartphones can also make it more difficult to fully disconnect on the weekend — even when that weekend is followed by an extra day off,” says Yesware CEO Matthew Bellows.

The data shows that, while less email is sent, read and replied to on holidays, the drop isn’t nearly as steep as you might think. On a holiday Monday, people only send 40% less email than they would on a regular Monday, even though they’re technically off.

And while it takes people longer to get around to opening emails and writing replies back, the difference is only about 15 minutes — a strong indication that we’re all pretty much tethered to our smartphones all the time. Sure, you might leave your phone on the towel while you take a dip in the pool, or stick it in your back pockets while you take a hike, but we’re not really getting off the grid in any meaningful way.

The two holidays when people are most likely to take an honest-to-goodness break from the email madness are what Yesware dubs the “backyard bbq holidays,” Memorial Day and Labor Day.

Presidents Day is another story, though. “The email volume going out on President’s Day is actually much less compared to the other holidays and normal Mondays,” Bellows says. “The open and reply rates are indeed higher.”

Specifically, the number of emails people open as a percentage of the ones they receive are higher on the Wednesday, Thursday, Friday and weekend before, as well as the Tuesday and Wednesday after, Presidents Day, than on any other holiday with one exception: Open rates are higher on the Sunday before Memorial Day. The rate at which people reply to the messages they get shows a similar pattern.

The holiday has a spillover effect, too, Yesware finds: The open and reply rates the entire week of Presidents Day (Wednesday through Sunday before Presidents Day as well as Tuesday and Wednesday after) are even higher than they are on regular non-holiday workweeks.

Bellows says some of the high percentages of open and reply rates on holidays and the days surrounding them can be attributed to much lower volume. Since the sheer number of emails people get is so much lower, they ones they do get are more likely to get their attention.

“On any given day, weekday or weekend… people [are] constantly fiddling on devices. It doesn’t matter if you’re out in public or home on your couch, there is always a path to reach people,” Bellows says.

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