An unlimited holiday policy always sounds amazing, but will it actually make your company more productive?

Last year, Bynder introduced an unlimited vacation policy and the number of holiday days taken increased by 11%. In turn, productivity in the office actually increased. And we’re not alone — General Electric, Twitter, Netflix — all companies offer limitless paid time off.

At Bynder, we noticed more time off allows employees to break their daily routine, for the better. This could be to go and explore a new city or hang out on a beach somewhere, granting employees the time to relax and recharge. When they come back to the office, they’re ready to work hard.

But the unlimited holiday experiment doesn't always produce the right results. Take Kickstarter, for example, who axed their vacation policy after employees actually took less time off. So what’s the secret to striking a balance, getting unlimited holiday policy right, and ultimately, increasing workplace productivity?

After a year of practice at Bynder, here are a few tips for companies, managers and employees for getting unlimited vacation right:

What can HR departments do?

• Highlight the importance of taking time off to all employees, and how it’s related to productivity at work. This could be done by sharing productivity studies with employees through a company-wide email or presentation.

• Educate managers about the link between a well-rested employee and productivity levels. The better managers understand the link, the more open they will be to the idea of accepting holiday requests from employees.

• In some companies there is a stigma around taking holiday time. One way to breakdown this stereotype is by encouraging employees to share pictures of their vacation with the company. This will demonstrate to others that there is nothing wrong with taking some well-deserved time off. At Bynder we even give holidaying employees a Bynder beach towel and ask them to send home a picture of the towel on the beach.

What can managers do?

• Set clear goals and objectives for your staff. This can help team members understand how they are tracking towards their goals, and how much vacation days they can afford to take off. It is also important to make these goals realistically achievable.

• Be reasonable when considering a holiday request. If the employee is hitting his/her targets then you can find a way to reward that request.

• If the employee suggests taking holiday time at a particularly busy period, don’t simply reject it. Try to offer an alternative time to take the holiday. If that doesn't work, maybe offer the possibility of working remotely during some of the requested time-off.

What can employees do?

• Make sure you tie up any loose ends before you go away, and make a clear plan about who is going to be the point of contact while you’re away, then clearly communicate this with your substitute.

• Do not deliberately request holiday time during busy periods when you know you might be needed. Be aware of the needs of your team and greater company so you can tailor your holiday requests accordingly.

• Include a progress report in your holiday requests. Even if you are not hitting your targets, by indicating to your manager you are on top of your progress you can reassure them you are in control of your work.

• When on holiday, stay away from work-related tasks. Don’t look at your work email, and avoid bringing your work laptop with you. The more you relax, the more productive you will be when you return.

• You can even go a step further by limiting time spent behind any laptop or tv screen, and avoid spending your holiday looking at your phone. A digital detox can help your mind relax and reset, and help you be more invigorated when you return to work.

• Use your holiday to relax as much as possible, whether that’s lying on a beach in the tropics or taking in the views trekking up a mountain. Do what you love (and don’t you dare say you love working).