What About Napping On The Job?

Would you favor a policy that would allow you, or even encourage you, to nap every day during work hours?

Most would support this idea.

Companies like Google, Nike, and Ben & Jerry’s have such policies.  Google has ‘nap pods” designed to create a private and comfortable space where employees can take short naps during the day.  Nike’s headquarters in Oregon offers designated quiet rooms for its employees.

Employers say a napping policy boosts productivity.  Research shows that napping can enhance cognitive functioning and creativity. Well-rested employees are better equipped to handle complex tasks, make informed decisions, and think innovatively. This is especially important for people who don’t get a solid 7-8 hours of sleep at night. Sleep deprivation is one of the most pressing health issues facing modern workers.

Some companies with a nap-friendly culture find that it boosts employee morale and retention.

Despite these advantages, workplace napping has its challenges. Introducing a napping policy would require changing perceptions that people who need a nap are lazy and not dedicated to the job.

Another potential drawback is the logistical challenge of ensuring that naps do not disrupt workflow. For some employees, particularly those who work in customer-facing roles or are responsible for time-sensitive tasks, being unavailable for even 20 minutes could pose a problem. If an employee accountable for answering phones or greeting clients is unavailable due to a nap.

Plus, not all employees may want or need to nap during the day. While some may find that a short rest helps them recharge, others might prefer different breaks, such as walking, meditating, or exercising. Forcing a one-size-fits-all approach to rest could alienate certain employees or create feelings of inequality. Companies must recognize that while napping can benefit some, there are better solutions for everyone. Offering a variety of ways for employees to recharge, rather than focusing solely on naps, a more inclusive and practical approach.

Finally, there are practical considerations when creating a nap-friendly environment. Providing designated nap spaces requires financial investment and space, whether through nap pods, quiet rooms, or even simple sleeping bags. While large companies may have the resources to create these spaces, smaller organizations might need help to allocate room or funds for such amenities. Ensuring that these spaces are used appropriately and do not become areas for extended or unproductive downtime is another concern that must be addressed through clear guidelines and policies.

The issue is even more complicated for employees who work from home. Companies would need to establish clear guidelines around napping times to manage this policy for remote workers, just as they would for office-based employees. Setting expectations around how and when naps should occur is essential to avoid miscommunication or confusion. For instance, remote employees could be encouraged to schedule their naps within a specific time window, such as between 2 p.m. and 4 p.m., to ensure that naps do not interfere with meetings or collaborative work. Additionally, workers could be asked to block off time on their calendars or update their status on communication platforms like Slack or Microsoft Teams to signal to colleagues when they are unavailable due to napping. This practice promotes transparency and helps prevent misunderstandings about a worker’s availability.

Accountability is another consideration when implementing a nap policy with remote employees. Since it may be more difficult to monitor whether someone is using their time productively while working from home, fostering a culture of trust is crucial.

Accountability is key to the success of this policy, whether a person works in an office or remotely.

Now, pardon me, I have to take my nap.