If Playboy Can Give Up Nudity, You Can Toss An Outdated Vacation Policy

Kathy Rapp Audacious Ideas, Change, Change Management, Culture, Employee Engagement, Engagement and Satisfaction, Executive Search, HR, Innovation, Job Market, Kathy Rapp, Leadership, Making Offers, Negotiation, Policies, Recruiting, Total Rewards, War for Talent

“I only read it for the articles” may soon be true for Playboy fans!

Playboy has officially announced it will be PG-13 as of 2016 and no longer print nude pictures of women.

As CNN reports: “This isn’t a story about nudity; it’s a story about disruption and innovation. Times, tastes and technology have changed everything. Even at 89, Hugh Hefner understands a simple fact: In today’s rapidly evolving world, you innovate or you become irrelevant. It’s the biggest challenge facing businesses around the world.”

Bottom (ha!) line: You can get all the nude pictures you want on the Internet—for free.

Playboy, the publisher, understands that if they truly want people to read their articles, their format has to be web and work friendly. And guess what? The top source to push traffic to the Playboy website is social media—the likes of Facebook, Twitter, Instagram—none of whom allow nudity.

How is the new no-nudity policy at Playboy related to your vacation policy?

Innovate or you become irrelevant. How much clearer can the grotto water be?

We have an unlimited PTO policy at hrQ.  We encourage employees to take time when they need it—whether it’s to be at a kid’s soccer game or to take a week in Cozumel. We also offer a month paid sabbatical after 5 years of service… to do whatever!

WorldatWork reports only around 2% of companies are as cool as hrQ and have adopted this type of program, yet we are hearing more and more about organizations contemplating a change. Just last week, Linkedin announced it was moving to this model, which is significant given they are close to 9,000 employees spread across the globe. It’s also significant as it’s a clear signal Linkedn needs to be able to compete for talent alongside all the other tech companies who have already decided to innovate.

How could your outdated vacation policy make you irrelevant? I have too many examples of companies losing out on talent over vacation time. Recently, a company who had previously lost FOUR total rewards candidates at offer lost their fifth.

Yep.  Over 1 week of vacation.

“Sorry top-notch total rewards candidate. At our company you can only accrue 2 weeks of vacation per year until you hit your 5-year anniversary. We don’t care what you currently have or that it’s really a no-brainer to give you an extra week. And yes, we know as a total rewards professional you’ll probably NEVER get the chance to use it anyway!”

Watch out. DINOSAUR CROSSING.

Here’s the deal. You can make an unlimited policy work even if you’re not based in California.  If you’re not ready for that leap, how about applying some critical thinking skills when it comes to snagging top talent? Giving an extra week—or gasp, even two—isn’t going to break the bank or send you to inconsistent policy jail. And if it makes your candidate feel really awesome about joining you, why wouldn’t you get creative?

Innovate or you become irrelevant.  If Playboy and 89-year old Hugh Hefner can do it… why not your organization?

Kathy Rapp

Kathy Rapp is the CEO of hrQ where she helps companies find groovy HR Talent for permanent or project roles across the country. Prior to joining hrQ Kathy booked more than 15 years of diverse HR leadership experience working in F500s and start-up organizations. A connoisseur of the intersection between pop culture and business, Kathy believes many talent insights can be gleamed from the succession planning lessons experienced by Van Halen and AC/DC.