Conformity vs innovation is a tricky nut to crack in HR. On the one hand, leadership expects you to continue to do what’s working and not rock the boat, on the other hand, even when you see things aren’t working you’re asked to take the path of least resistance and stay the course anyway.
JFK once said, “Conformity is the jailer of freedom and the enemy of growth.” And there is perhaps no truer phrase when it comes to HR’s mindset around leave of absence today.
Growth in life requires finding your inefficiencies and removing the friction. It requires auditing the way you operate and reallocating your energy accordingly.
HR leaders are at the forefront of this in the workplace, balancing employee satisfaction, legal compliance, and operational costs across numerous functions, not the least of which is leave of absence management.
HR can’t expect to grow, or help the organization grow with outdated modes of navigating leave. By leveraging leave software, HR leaders can break from the conformity of “the way it’s always been done,” while creating an equitable and efficient experience for employees and the organization.
Once you do that, growth is sure to follow.
Is Manual Leave Management Impeding Business Growth?
Many organizations still rely on outdated methods to manage employee leave, so if you’re reading this and thinking, “Hey, that’s me!” rest assured you’re not alone.
Some adopt blanket policies to avoid compliance risks, leading to inefficiencies and overspending. For example, paying 100% of an employee’s leave because it’s simply too cumbersome to integrate government-sponsored programs like Paid Family Leave (PFL) can cost organizations thousands (or hundreds of thousands for larger organizations) annually.
Without the right tools, businesses risk wasting funds that could otherwise drive growth through initiatives like hiring, enhancing benefits, or upgrading technology.
The Costs of Employee Disengagement
We all know that engaged employees perform better than disengaged employees and that there is a tangible dollar amount associated with employee output.
So how important is “engagement” to your business’s bottom line, really? Well, as you probably guess, extremely important.
According to a Gallup survey, disengaged employees cost U.S. companies between $450 billion to $550 billion annually in lost productivity. On a more granular level, Gallup reported that disengaged employees were 18% less productive than their more engaged peers.
The data in Tilt’s 2025 Leave Benchmark Report connect the importance of leave management to turnover and OKRs as well, showing a strong correlation between growing organizations and their ability to retain high-performing employees after a leave of absence
Financial Gains Through Leave Software
Modern leave management software addresses inefficiencies head-on, providing substantial financial benefits:
1. Integration with Paid Benefits Programs
Leave software seamlessly incorporates state and federal benefits programs. By aligning policies with these resources, organizations reduce direct leave costs while ensuring compliance and fairness.
2. Accurate Pay Management
Automating leave pay calculations ensures employees receive the correct compensation based on eligibility and duration. This minimizes costly errors, safeguards trust, and strengthens financial stability.
3. Data-Driven Insights
Advanced analytics in leave software provide valuable data on leave patterns, costs, and trends. HR teams can forecast expenses, identify savings opportunities, and adjust policies strategically.
4. Reduced Administrative Burden
Manual processes are time-consuming and error-prone. Automation streamlines administration, allowing HR professionals to focus on strategic initiatives instead of repetitive tasks.
Reinvesting in HR Strategic Initiatives Fuels Growth
Cost savings from efficient leave management create a ripple effect, unlocking resources for growth-focused initiatives:
- Recruitment and Onboarding: With freed-up funds, organizations can hire new talent or invest in onboarding programs that accelerate productivity.
- Enhanced Benefits: Reinvesting savings into expanded benefits programs boosts employee satisfaction and retention.
- Operational Improvements: Savings can support technology upgrades, training, or other enhancements that drive efficiency and innovation.
Coming to the leadership table with a strategic vision of how better leave can have a widespread impact on the business will help shift HR’s perception in your organization from a reactive to a proactive, high-impact player, increasing your visibility and growth potential.
The formula is straightforward:
- Cut unnecessary costs tied to outdated and inefficient practices
- Capitalize on available government funding
Enhance employee satisfaction with streamlined leave experiences - Redirect resources to HR strategic initiatives that support organizational expansion
In the oft-chaotic world of HR being able to do more with less isn’t just about HR burnout (though that’s not nothing) it’s essential for professional and organizational growth.
Leave software like Tilt provides HR leaders with a practical solution to achieve financial, operational, and employee-centric goals no matter how many leaves of absence you manage or how quickly you scale.
Now may be the perfect time to break free from leave of absence conformity and move yourself and your organization into the future of the way we all work.
Tilt is leading the charge in all things leave of absence management through easy-to-use tech and human touch. Since 2017, our proprietary platform and Empathy Warriors have been helping customers make leave not suck by eliminating administrative burdens, keeping companies compliant, and providing a truly positive and supportive leave of absence experience for their people.
