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Siggi's is paying $5,000 to encourage Americans to use their paid time off

Americans left a staggering 700 million PTO days unused last year.

Photo credit: Canva

America has a vacation problem.

Paid time off is a sore subject for American workers. Yes, you know about the paid time off sitting in your account. You worked for it. But as the year slips by, each month, it remains unused. Suddenly, it’s nearly the end of summer, with no vacations, no road trips, or even overnight plans to see your favorite cousin on the horizon.

Why? You’ve earned those days fair and square. They’re yours. But with that earned time also comes a nagging guilt, which can take the form of voices saying “I’m too busy,” or “the rest of the team will resent me” when you need to rest the most.


- YouTube www.youtube.com

Which brings us to an unexpected champion: siggi’s, the Icelandic yogurt company that’s calling out America’s toxic work culture. In a campaign that’s as refreshing as their skyr (a thick, creamy, high-protein yogurt that hails from founder Siggi Hilmarsson’s home country, Iceland), siggi’s is offering $5,000 plus a $1,000 flight voucher to ten Americans who commit to taking all their paid time off this year. It’s called the “PT-YO Challenge,” and it’s rooted in something that might surprise you—Iceland’s approach to work-life balance and their consistently high rankings in global happiness indexes.

Iceland PTO policies: A model for well-being

While Americans struggle to use their limited vacation days, Iceland has built an entire culture around the importance of rest. Icelandic workers are legally entitled to 24 days of paid vacation per year, regardless of whether they’re part-time or full-time employees. On top of this, Iceland observes 13 public holidays each year (including Christmas Eve, Christmas, and the day after Christmas, which they refer to as “Second Day of Christmas”), bringing Iceland’s total guaranteed time off to at least 37 days.

Sounds nice, right? That’s because it is.


siggi's, vacation, challenge, skyr, time off siggi's is challenging Americans to use their PTO. All of it. Photo credit: siggi's

Research consistently shows that generous PTO policies like Iceland’s promote employee well-being, reduce burnout, and boost productivity. Countries with robust vacation cultures, like Denmark (which grants workers 25 days of PTO), the United Kingdom (28 days), and France (25 days) report higher job satisfaction, better mental health, and improved organizational loyalty.

So, in Iceland, taking your vacation isn’t seen as slacking off—it’s seen as essential maintenance for both your mental health and your ability to contribute meaningfully when you return.

It’s a virtuous cycle that benefits everyone: rested people are more effective at work. Simple as that.

“As an entrepreneur, I know how hard it is to step away,” said Siggi Hilmarsson, the company’s founder, in a press release. “But stepping away is where the real breakthroughs happen.”

And it’s more than talk. Beyond the PT-YO challenge, siggi’s and its parent company Lactalis Group support and offer a competitive suite of benefits for employees. Upon hire, siggi’s workers are granted automatic PTO days, and can build towards life insurance and a generous 401K plan.

The mantra here? “Life is stressful—but you’ll be surprised by how much simpler it gets when you slow down.”


via GIPHY


America’s PTO problem: Why aren’t we taking time off?

Now, for the not-so-fun part. The contrast with American work culture is stark. Unlike Iceland and most European nations, the United States lacks any federal law mandating paid vacation, personal time, or paid time off for private-sector workers. The average American private-sector worker receives about 12 days of PTO per year, less than half of what Icelandic workers get as a legal minimum. But remember, this only goes for those with full benefits, and many workers (especially low-wage, part-time, or gig employees) get far less or even none.

But here’s the kicker: even those measly 12 days often go unused. A 2024 study found that nearly two-thirds (62%) of Americans do not use all of their PTO, with 5.5% of American workers not using any of their PTO at all. The same study revealed that on average, employees only use 67% of their PTO allocation, leaving 33% behind! How many days is that, collectively? Well, siggi’s did the math.

Americans left 700 million PTO days unused in 2024. That translates to $312 billion in untouched vacation days, just sitting there, relaxing, like you were supposed to be in Saint-Tropez last year. That’s not a typo, by the way. Billion. With a B.


billboard, time square, new york, siggi's, challenge A billboard in Times Square advertising siggi's PT-YO challenge. Photo credit: siggi's

Dig a little deeper, and the reasons Americans give for not taking time off reveal a fractured work culture that’s filled with complex, overlapping issues and is fundamentally broken.

Marta Turba, WorldatWork’s vice president of content strategy, explains that the top three reasons why American workers struggle to take time are:

  • They lack adequate support and encouragement in this area from their employers.
  • They exhibit a compelling need for job and career security, which often leads to an “always on” mindset.
  • Their organization’s PTO plan designs do not incentivize taking time off.

“While a PTO policy may offer generous benefits, the subtleties of company culture—daily workflows and unspoken expectations—often signal whether taking leave is truly acceptable and how it might impact one’s career,” she continued, to Workspan Daily.

This lack of rest on a nationwide scale has disastrous effects on the working public: research shows that employees who don’t take mental health days are more likely to experience stress and anxiety, as well as health problems, like heart disease, obesity, and depression.


woman, stressed, work, burnout, corporate Not taking breaks or vacations actually makes you less productive and more stressed. Photo credit: Canva

According to Tim Osiecki, a director at Harris Research, Americans have found themselves in a dysfunctional paradox—as employees continue to work without breaks (and employers enable this behavior), this can lead to burnout, decreased productivity, and increased mistakes. It pays to prioritize your employees’ right to rest, because for companies, the opposite can be disastrous: higher absenteeism rates and reduced job satisfaction/morale, which can lead to a decline in overall performance and loyalty.


siggi’s: A company that puts their money where their mouth is

The PT-YO Challenge isn’t just a marketing stunt—it’s a direct challenge to American work culture.

By offering $5,000 to help cover the costs of taking time off, siggi’s is addressing one of the real barriers Americans face: the expense of taking vacations that keeps so many workers chained to their desks, even when they have the days available.

Ready to join the challenge? Head to siggi’s website to submit your PT-YO request, or start by planning that vacation you’ve been putting off. Your future self will thank you.

NOTE: The deadline to submit to siggi’s PT-YO Challenge is Tuesday, August 5th.


woman, smiling, vacation, time off, happy This could be you! Enter siggi's challenge today! Photo credit: Canva

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‘Quiet cracking’: The silent crisis impacting half of all workers

And how to turn everything around.

Photo credit: Canva

What to do when that inner spark inside you feels like it's fading away.

Why do you feel unmotivated? The answer isn't always clear. Could it be your diet, sleep, a lack of time with friends, not drinking enough water, or some mysterious combination? Sometimes, low motivation manifests as mindlessly scrolling on your phone or struggling to focus after lunch. But sometimes, it runs deeper than that. Ask yourself: Have you ever felt your work energy slowly draining, yet couldn't identify why? You're still capable of basic tasks. You show up on time and complete your work adequately—no one else notices anything wrong. But that inner spark that once drove you—the one that used to burn so bright—flickers and dims with each passing day. You start to feel just like this famous GIF from The Simpsons.

via GIPHY

You're not alone. There's a name for what you're experiencing—it's called “quiet cracking”—and according to recent research from TalentLMS, a staggering 54% of employees feel this same squeeze, as if someone is slowly dimming their inner light. Unlike “quiet quitting,” where employees consciously choose to do only what their job requires—nothing more, nothing less—quiet cracking is far more subtle and sneaky. It's not a deliberate choice, but rather a gradual erosion of job satisfaction that happens so silently, you might not even notice the cracks forming. But here's the good news: once you recognize it, you can identify the causes and find the right solution to piece yourself back together. Your unique spark isn't gone forever—it's just waiting to shine again.

What is quiet cracking, exactly?

Think of a slow leak in a tire. At first, everything seems normal—the tire functions and gets you where you need to go. But gradually, that tiny leak deflates the tire until one day you realize you’ve been driving around all this time with a flat. No wonder it’s been so hard. Quiet cracking works the same way with your workplace satisfaction. Quiet cracking is the leak in the tire that is your workplace satisfaction. Or, as the researchers at TalentLMS put it, quiet cracking is “the erosion of workplace satisfaction from within.”

stress, overwork, quiet cracking, employees, dissatisfactionQuiet cracking and burnout are different. Photo credit: Canva

Unlike burnout or quiet quitting, quiet cracking differs from other workplace issues because its symptoms are hard to spot. It's slow, gradual nature silently chips away at your self-worth and motivation. This erosion of motivation, workplace engagement, and well-being can leave you feeling confused, stuck, unheard, and unsure about your future.

For employers who might dismissively ask “Who cares?”, the answer is clear: quiet cracking has been shown to follow a predictable pattern—disengagement leads to decreased productivity, which ultimately results in resignation. Gallup reports that disengaged employees cost the global economy $8.8 trillion annually (nearly 9% of total GDP) due to workplace unhappiness. What was once an individual concern becomes a significant organizational issue—and failure.



7 common causes of quiet cracking

  1. Lack of recognition and appreciation: Like the clip from The Devil Wears Prada demonstrates, when your contributions consistently go unnoticed, motivation begins to slink away. You might work late on projects and pour your heart into your work, yet receive not even a simple “Thank you.” And while employees aren't seeking constant praise, research shows that those experiencing quiet cracking are 68% less likely to feel valued and recognized at work compared to their peers—meaning they need something.
  2. Insufficient training and development: Research shows that employees who haven't received training in the past year are 140% more likely to feel insecure about their jobs. When the company you dedicate 40+ hours to each week shows no interest in your professional development, your motivation begins to wither. Being asked to adapt to new technologies or processes—whether it's learning new task management software or adjusting to increased office time—without proper training is like being thrown into deep water without swimming lessons. Soon, anxiety and confusion spiral, making your entire work life feel overwhelming.
  3. Managers who can't connect and poor communication: Nearly half (47%) of employees experiencing quiet cracking report having managers who are unresponsive and inattentive to their concerns. When these employees vulnerably share their struggles or ideas, they're met with managers who are constantly distracted, dismissive, or unreachable. The crack begins to widen into a chasm.
  4. Unclear expectations: 15% of employees say they don't clearly understand what's expected of them. In today's rapidly changing, AI-adapted workplace, this confusion only makes things worse.
  5. Overwhelming workloads and mounting stress: One of the top three concerns that drive job insecurity is overwork. With 29% of workers reporting unmanageable workloads, it's no wonder that many employees are quietly cracking under the pressure.
  6. Career uncertainty: While 82% of employees feel secure in their current positions, only 62% feel confident about their future at their company. This 20-point gap reveals a profound disconnect: employees are questioning, “Where do I fit in the company's future?” When they can't find an answer, quiet cracking sets in—and motivation vanishes.
  7. Fear and isolation around change: It's a rapidly changing world. A Pew Research survey found that 52% of workers worry about AI's impact on their jobs, while another 32% fear reduced employment opportunities. When change feels more threatening than exciting—and you're facing it alone—that fear gradually corrodes your confidence.

stress, overwork, quiet cracking, employees, dissatisfactionLuckily, quiet cracking is fixable. Photo credit: Canva

How to fix quiet cracking

The good news? Quiet cracking is preventable—and fixable—with the right mindset and approach from management. First, establish what experts call “psychological safety” at work: an environment where people feel comfortable sharing concerns without fear of judgment. This means ensuring they feel truly heard. When a team member opens up to you, give them your complete attention—yes, it's fine to ignore Slack or Teams for a few minutes, we promise—and listen actively to what they're saying.

Recognition doesn't need to be expensive or elaborate. Adults don't expect you to pin their photo to a wall or offer praise without meaning. A simple “nice work” or “I noticed the extra work you put into that report” can make a significant impact. Make appreciation a daily habit rather than a special occasion. For workplace growth, invest in continuous learning opportunities—even brief 15 to 20-minute sessions—regardless of whether some employees say they “don't need them."


via GIPHY

If you're personally experiencing quiet cracking and aren't sure how to discuss it, schedule a one-on-one meeting with your supervisor to share your feelings. If you don't have that kind of relationship with your supervisor or don't feel comfortable having this conversation, you can share this article or the original TalentLMS study—it explains why employees experience these feelings and offers constructive steps for managers, all while maintaining a blame-free approach.

Because as Nikhil Arora, CEO of Epignosis, the parent company of TalentLMS, reminds,

“Quiet Cracking may not be obvious at first, but over time it can wear down team energy, connection, and trust. But the solution isn’t complicated. When people feel stuck, unheard, or unsure about their future, that’s when disengagement creeps in. Giving employees space to grow—through learning, skilling, and real conversations—is one of the most powerful ways to turn things around. It not only shows people they matter, but helps them rediscover a sense of purpose and forward momentum, something we all seek at work and in life.”

Yes, quiet cracking affects many of us right now—but there's hope. By being more aware and understanding of each other's struggles, we can create workplaces where everyone feels valued and excited to contribute. The power to make positive change is in our hands.

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Workers who do 'nothing' at the office share how they actually spend their time

"I don't know for how long I will be able to keep going, but I'm gonna exploit the situation the best I can"

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People who do "nothing" at work break down what they do all day.

Most of us, at some point in our lives, have been guilty of twiddling our thumbs while on the clock. (Back in college, when I worked at a library, that was basically part of the job description.) But in a recent viral post, strangers are swapping stories about gigs where they did "literally nothing" work-related—and sharing how they actually spent their time.

The OP opens the conversation by detailing a typical "boring" day at their current (and first) job—an entry-level role they've held for seven months. "I get to work, I open my PC, and I stare at my screen for 8 hours straight," they write. "Most days I have absolutely nothing to do, and the days there’s some work it takes at most a couple [hours] of my time. I work in an open space, but nobody has noticed, so I guess I’m really good at [seeming] busy. My bosses respect me and even thank me for my work. I don’t know how long I will be able to keep going, but I’m gonna exploit the situation the best I can."

Bored Julia Louis Dreyfus GIFGiphy

From there, fellow Redditors weighed in with their own stories—from cruising through short-term jobs to milking the downtime at longterm employment. The range in tone varied wildly: Some people encouraged the OP savor every slow day, while others recommended staying busy in other ways.

"This has been my life since early last year," one user wrote. "Laterally moved within my company and now have significant downtime, like I’m in my office at 8 and I’m done with everything by 8:45. I decided to study for the LSAT and just got into law school a few weeks ago. My advice: don’t waste this opportunity."

Someone else said they were in a similar position for eight years, working as a designer at a small agency, where they "only needed to perform on one day each week." Most of the time, they "just needed to be there in case something happened." But instead of doing nothing, they "made great use" of their free time: reading books, learning to code, doing freelance work, and learning enough "to get much better jobs" in the future. "Don’t waste this time staring at the screen," they wrote. "There are plenty of things you can do with a computer, internet access, and free time. Use it. You won't regret it."

Bored Season 3 GIF by The OfficeGiphy

Another user wrote that, in the OP’s shoes, they’d "never be able to go home feeling accomplished." They recommended soaking in as much experience as possible and then seeking out a better job. "Don’t waste your time not expanding your knowledge," they wrote. Someone else said they had a low-work job for four years, and it sent them into a depression. "My advice[:] Ask for project work a few times a week," they wrote. "if you don't get anything, use the time to learn something [you’re] interested in and plan for the next job."

Also, you know someone in the thread had to quote Mike Judge’s 1999 black comedy Office Space, which takes a satirical look at office jobs of that era. “I’d say in a given week I probably only do about 15 minutes of real, actual work," one user wrote, quoting Ron Livingston’s disgruntled protagonist, Peter Gibbons.

i hate my job bored at work GIFGiphy

Anyway, if you find yourself bored at work and find productive ways to stay busy, check out Indeed’s list of 16 options, like listening to podcasts, creating a networking group, and mentoring a junior employee.

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Difference in how 'managers' and 'makers' view time explains why some hate meetings so much

Paul Graham's explanation is spot on.

Reese Jones/Facebook

The way makers use time makes meetings far more disruptive than they are for managers.

Most people don't look at their work calendar on any given day and say, "Yay! I have a meeting!" Most of us just understand and accept that meetings are a part of work life in most industries.

Some people, however, are far more negatively impacted by scheduled meetings than others. For people involved in creating or producing, meetings are actively disruptive to work in a way that isn't often the case for managers.

A viral post with an explanation from Paul Graham breaks down why.

Graham is a computer scientist, entrepreneur, venture capitalist, and author. In 2009, he described on his website the differences between the way managers and makers utilize work time and how meetings affect their workflow. It's a brilliant observation that rings true for people in various fields, and understanding this difference can help bridge the gap that often exists between those who work in creation or production and those who manage them.

Graham's explanation was shared by Reese Jones on Facebook with a graphic that shows the difference in how time is seen between managers (people who manage others—the bosses) and makers (writers, artists, programmers—the creators). The manager's time during the day is split into small blocks, whereas the maker's is split into two large chunks.

"One reason programmers dislike meetings so much is that they're on a different type of schedule from other people," Graham wrote. "Meetings cost them more."


Graham explained that managers and makers work on two different types of schedules. The manager's schedule looks more like an appointment book, with the day broken into one-hour intervals.

"You can block off several hours for a single task if you need to, but by default, you change what you're doing every hour," he explained. "When you use time that way, it's merely a practical problem to meet with someone. Find an open slot in your schedule, book them, and you're done."

Generally, the folks in power are on this kind of schedule. But those who make things don't think in hours. Writers, artists, programmers, and others who create for a living work in half-day units at least.

"You can't write or program well in units of an hour," wrote Graham. "That's barely enough time to get started."

Then he got to the heart of the problem with managers making meetings for makers:

"When you're operating on the maker's schedule, meetings are a disaster. A single meeting can blow a whole afternoon, by breaking it into two pieces each too small to do anything hard in. Plus you have to remember to go to the meeting. That's no problem for someone on the manager's schedule. There's always something coming on the next hour; the only question is what. But when someone on the maker's schedule has a meeting, they have to think about it.

"For someone on the maker's schedule, having a meeting is like throwing an exception. It doesn't merely cause you to switch from one task to another; it changes the mode in which you work."

Bingo. As a "maker" myself, I can attest to this description being spot on for me personally. If I have to attend a meeting, it's best for it to be right at the beginning or end of those two blocks of time. Tossing one into the middle of the morning or middle of the afternoon is far more disruptive than someone who isn't a maker might understand.

Many people in the comments complained about meetings being a waste of time, but I don't think that's the case all or even most of the time. I see the value in many kinds of meetings and as someone who largely works alone, I actually do sometimes look at the calendar and say "Yay! A meeting!" The issue isn't so much meetings themselves as their timing.

Graham explained that a meeting can sometimes blow half a day for a maker—not that the meeting itself takes half a day—purely due to the interruption of the workflow.

"Each type of schedule works fine by itself," he wrote. "Problems arise when they meet. Since most powerful people operate on the manager's schedule, they're in a position to make everyone resonate at their frequency if they want to. But the smarter ones restrain themselves, if they know that some of the people working for them need long chunks of time to work in."

Graham's post can be read in its entirety here. It's worth perusing whether you're a manager or a maker. The more we understand the different ways different people operate, the more we can learn to respect and honor one another's needs, which ultimately makes us all more successful.


This article originally appeared three years ago.

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