Why insurance recruiters are talking about hush trips

Why insurance recruiters are talking about hush trips

Avatar photo Amy Simpson | September 21, 2023

Between all of the “greats” and “quiet quitting”, it’s hard to keep up with so many new and emerging trends in the workforce. And now, there’s a new trend. That’s right, we’re discussing “Hush Trips” today.  

Insurance workers (and really, anyone with a remote job) are keeping mum about trips to fight against productivity concerns and questions from their employers, using hush trips as an opportunity to be productive in paradise rather than a home office.  

First things first, what are Hush Trips? 

To start, hush trips aren’t exactly a new phenomenon. They’re pretty similar to “bleisure” and “workcations,” but hush trips offer workers a unique opportunity to work in another location—without telling your employer or gaining approval. For many, it provides individuals with a break from their daily remote routine. The cons? Well, they’re a bit of a mixed bag when it comes to mental wellbeing. Living a remote double life can be pretty exhausting to keep up with. 

The hassle of company approval 

Getting company approval for vacation or PTO can be a challenging process for employees, and many employers are hesitant to give employees time off if there are conflicts. Too much PTO can raise concerns for productivity and potential disruptions to workflow, so instead, employees are taking “hush trips” to bypass the process altogether.  

The appeal of hush trips lies in the ability to provide a mental recharge. Workers are still attending meetings and getting work done, just in different locations. For many, taking hush trips, or workcations, are opportunities to visit family and friends, providing a much-needed change of scenery, all while staying productive at work.  

How can employers avoid the risk? 

There are several ways for insurance employers to address hush trips if they do not comply with set boundaries.  

Explain risks: To ensure that remote work policies are being followed, it is crucial for insurance employers to communicate the reasons behind certain restrictions and boundaries. This will help employees understand the importance of compliance and transparency in their remote plans. While offering flexibility to your employees is important, it is equally necessary for employers to protect their company and employees from tax and legal penalties, cybersecurity attacks and misuse of company resources.  

Employee monitoring has become increasingly popular, with 60 percent of employers implementing it by 2023 to improve productivity and prevent risk. However, the decision to use monitoring systems should be carefully considered, weighing the benefits against potential negative effects, and clearly communicated to employees. Insurance leaders must decide on the appropriate measures to protect their company without compromising the trust and well-being of their employees.  

Be clear about remote policies: A work policy should clearly outline the guidelines surrounding employees who do not need to report to a physical office. The policy should specify the criteria for who can work remotely, where they can work from, and for how long. Additionally, since tax and immigration laws vary from state to state and country to country, it is crucial to understand these variances and their potential impact. 

As a company with a remote-friendly approach, it is essential to establish expectations for attendance at meetings, adherence to work deadlines and response time. With dispersed teams in different time zones, it is vital to ensure everyone is available during designated working hours. 

Streamline approvals: Efficiently manage employee requests for remote work or paid time off by simplifying the process and promptly communicating approval notifications. Implement technological solutions to automate operational tasks and generate reports on employee requests for remote work or paid time off. 

Consistent communication is always key to clarifying any doubts and answering employee queries regarding remote work policies. By promoting transparency, employees are empowered to manage their schedules better and inform the company about their travel plans. 

Build a culture of trust: The emergence of trips among employees should prompt an evaluation of the company culture, as those who keep their work locations under wraps may perceive a sense of shame. 

Disclosing remote work locations can be a persuasive selling point for prospective job applicants if aligned with company policies. In the present times, employees seek a work environment that fosters work-life equilibrium through flexible arrangements without any accompanying sentiments of remorse. 

Collaborate with an insurance recruiter: As companies increasingly offer remote work as a benefit, take the time to establish clear parameters that protect all parties involved. Recently, “hush trips” have called more attention to workers between states and countries, and the audits for non-compliance are likely to increase strain for insurance companies.  

By partnering with The James Allen Companies, “hush trips” can turn into an opportunity rather than a problem. Having specialized policies that cater to a culture of trust and transparency, streamlined PTO processes, remote benefits and more can help insurance employers hire incredible talent for your firm. We are well-equipped to present a compelling case to job seekers, highlighting the potential positive impacts on employee mental health, wellbeing and performance to secure only the best talent the industry has to offer.  

About the Author

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Amy Simpson
Amy has more than a decade of experience successfully recruiting experienced insurance professionals. Her extensive expertise and network of contacts has allowed her to place highly skilled and nearly impossible to find candidates in underwriting, claims, loss control, sales, premium audit, marketing, human resources, IT and beyond. She loves the challenge of looking for someone who seems impossible to find. Amy is committed to exceeding her clients’ expectations and enjoys helping people to enhance their careers. Amy has two young children, Noah and Jonah, with her husband Marc. They love to travel and look forward to planning their next visit to Disney World.
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