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Napping in the Workplace

Question:

Should I incorporate napping in the workplace for my employees?  What are the benefits and drawbacks?

Answer:

As more and more companies get on board with wellness programs in the workplace, the trend of employers providing their employees with nap and meditation rooms is increasing.

A 2011 poll of 600 American companies found that six percent of businesses surveyed had employee nap rooms, a one percent increase over the previous year, the National Sleep Foundation reports. Perhaps even more surprising, 34 percent of respondents said their employees are allowed occasional naps at work, with 16 percent of employers offering designated nap areas. These pro-napping policies might be arriving at just the right time: 28 percent of workers admitted that daytime sleepiness impacts their daily duties a few times a month (read more here).

Some well known companies that are “nap friendly” include: NASA, AOL, Google, Ben & Jerry’s, Nike, Zappos, and the US House of Representatives. The benefits of the short power nap are well documented.

Some tips if you’re considering implementing a nap program at your company:

  • Designate specific nap/meditation rooms where employees can go to rest
  • Educate employees on the benefits of taking a 20-30 minute nap and the physical drawbacks of napping for too long
  • Gain management’s support – getting your management on board helps employees to accept and embrace such a program and alleviate negative reactions to others napping
  • Incorporate the nap program into your wellness program
  • It’s all about trust, trust, trust – a program like this will require the company to trust that their employees will not abuse napping privileges

One of the stickiest aspects to human resources management is Employee Relations. Are you having difficulties in your company that stem from employee-employer related issues? Strategic HR, inc. has years of experience in employment relations. Visit our Employee Relations page to learn how we can help you resolve some of your toughest HR problems.