Success Advice
How Strategic Breaks Can Help Boost Your Productivity

If you’d like to learn how to boost your productivity so you can get further ahead in all aspects of life, sign up for the free 90-Day Master Class hosted by the founder of Addicted2Success.com, Joel Brown.
We all know the enormous amount of energy, willpower, and discipline it takes to carry a big project to completion. For some, the completion of a big project means long periods of relaxation which may lead to complacency. Certainly, they’re entitled. Yet, for others, they may just want to dive right into their project without relaxing, which may cause burnout and anxiety.
Here I discuss the importance of “strategic breaks” which means breaks that are neither too short nor too long. They are short enough to avoid you having too much to do once you start and long enough to allow you to fully disconnect and re-charge.
Quality, not quantity
You may wonder how long you should relax. To my knowledge, there is no widely accepted number of days to rest, but I suspect that a period of 3 to 6 days should be more than enough to get you recharged. For example, Marissa Mayer told Fortune, “I pace myself by taking a week-long vacation every four months.”
Note that the quality of your breaks should be more important than the quantity. Don’t take any mental baggage with you, enjoy the scarce time you have to the utmost. There are various scientifically-proven benefits of taking breaks, here I will put the emphasis on the four most important upsides of momentarily disconnecting from work.
1. Increase in productivity
Strategic breaks help prevent “decision fatigue.” The prefrontal cortex is actively involved when doing goal-oriented work such as decision-making, logical thinking, and executive functioning.
Sustained attention to a project will put tremendous strain on the prefrontal cortex. Therefore, disengaging for some time will leave you refreshed and thereby increasing your productivity. Sheryl Sandberg is the COO of Facebook and an author, and she argues she is able to juggle between Facebook and writing because she enjoys all her vacation days.
“Do the hard jobs first. The easy jobs will take care of themselves.” – Dale Carnegie
2. Improved mental well-being
Stress has long been one of the most common problems in the workplace with detrimental effects on employees, managers, and organizations at large. Constant concentration could lead to a higher risk of heart disease, anxiety, depression, and obesity. One week away after the completion of an important project could help reset your mood by the release of dopamine, thereby promoting wellbeing and reducing stress and anxiety.
For example, Reed Hastings, Netflix CEO argues that time off hiking could lead to clearer thinking. Time in nature, meditation, or any self-care activity could go a great length to improve your mental well-being.
3. Creativity boost
Do you remember times when you were struggling with a task? You moved away from your desk, then suddenly the solution to your problem came to you as if by magic? This phenomenon can be likened to the completion and transitioning to a new project.
It’s hard for a project manager and employee to develop new ideas or solutions when they are jumping from project to project without strategic breaks. Have you ever asked why companies such as Evernote, Netflix, and LinkedIn, are offering employees either flexible or discretionary paid time off? I’m willing to speculate it’s because they are aware that time away from work will most definitely help get those creative juices flowing.
“The desire to create is one of the deepest yearnings of the human soul.” – Dieter F. Uchtdorf
4. Prevent procrastination
At the other end of the spectrum are those who instead of relaxing, dive right into their next project after having completed one. This tendency is called procrastination. We procrastinate when we rush too quickly into tasks.
David Rosenbaum, a professor of psychology at the University of California, in her research warns that procrastination could be harmful to productivity. Rushing too quickly into tasks will result in problems that could have easily been prevented with minimal planning. Remember to step back and devote a little time planning and save yourself hours in execution.
The Bottom Line
Congratulations on having completed your big project. Now it’s time to give yourself the break that you deserve. Once you have “recharged,” do take some time planning your next one. If you do so, you can transition from your last project to the next one with the right mindset and the necessary physical strength that will allow you to succeed.
How often do you take breaks during your work day? Do you feel like they’re necessary? Share your thoughts on the subject below!
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In workplaces around the world, there’s a growing gap between employers and employees and between superiors and their teams. It’s a common refrain: “People don’t leave companies, they leave bad bosses.”
While there are, of course, cases where management could do better, this isn’t just a “bad boss” problem. The relationship between leaders and employees is complex. Instead of assigning blame, we should explore practical solutions to build stronger, healthier workplaces where everyone thrives.
Why This Gap Exists
Every workplace needs someone to guide, supervise, and provide feedback. That’s essential for productivity and performance. But because there are usually far more employees than managers, dissatisfaction, fair or not, spreads quickly.
What if, instead of focusing on blame, we focused on building trust, empathy, and communication? This is where modern leadership and human-centered management can make a difference.
Tools and Techniques to Bridge the Gap
Here are proven strategies leaders and employees can use to foster stronger relationships and create a workplace where people actually want to stay.
1. Practice Mutual Empathy
Both managers and employees need to recognize they are ultimately on the same team. Leaders have to balance people and performance, and often face intense pressure to hit targets. Employees who understand this reality are more likely to cooperate and problem-solve collaboratively.
2. Maintain Professional Boundaries
Superiors should separate personal issues from professional decision-making. Consistency, fairness, and integrity build trust, and trust is the foundation of a motivated team.
3. Follow the Golden Rule
Treat people how you would like to be treated. This simple principle encourages compassion and respect, two qualities every effective leader must demonstrate.
4. Avoid Micromanagement
Micromanaging stifles creativity and damages morale. Great leaders see themselves as partners, not just bosses, and treat their teams as collaborators working toward a shared goal.
5. Empower Employees to Grow
Empowerment means giving employees responsibility that matches their capacity, and then trusting them to deliver. Encourage them to take calculated risks, learn from mistakes, and problem-solve independently. If something goes wrong, turn it into a learning opportunity, not a reprimand.
6. Communicate in All Directions
Communication shouldn’t just be top-down. Invite feedback, create open channels for suggestions, and genuinely listen to what your people have to say. Healthy upward communication closes gaps before they become conflicts.
7. Overcome Insecurities
Many leaders secretly fear being outshone by younger, more tech-savvy employees. Instead of resisting, embrace the chance to learn from them. Humility earns respect and helps the team innovate faster.
8. Invest in Coaching and Mentorship
True leaders grow other leaders. Provide mentorship, career guidance, and stretch opportunities so employees can develop new skills. Leadership is learned through experience, but guided experience is even more powerful.
9. Eliminate Favoritism
Avoid cliques and office politics. Decisions should be based on facts and fairness, not gossip. Objective, transparent decision-making builds credibility.
10. Recognize Efforts Promptly
Recognition often matters more than rewards. Publicly appreciate employees’ contributions and do so consistently and fairly. A timely “thank you” can be more motivating than a quarterly bonus.
11. Conduct Thoughtful Exit Interviews
When employees leave, treat it as an opportunity to learn. Keep interviews confidential and use the insights to improve management practices and culture.
12. Provide Leadership Development
Train managers to lead, not just supervise. Leadership development programs help shift mindsets from “command and control” to “coach and empower.” This transformation has a direct impact on morale and retention.
13. Adopt Soft Leadership Principles
Today’s workforce, largely millennials and Gen Z, value collaboration over hierarchy. Soft leadership focuses on partnership, mutual respect, and shared purpose, rather than rigid top-down control.
The Bigger Picture: HR’s Role
Mercer’s global research highlights five key priorities for organizations:
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Build diverse talent pipelines
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Embrace flexible work models
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Design compelling career paths
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Simplify HR processes
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Redefine the value HR brings
The challenge? Employers and employees often view these priorities differently. Bridging that perception gap is just as important as bridging the relational gap between leaders and staff.
Treat Employees Like Associates, Not Just Staff
When you treat employees like partners, they bring their best selves to work. HR leaders must develop strategies to keep talent engaged, empowered, and prepared for the future.
Organizational success starts with people, always. Build the relationship with your team first, and the results will follow.
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