The massive cost of skipping vacation, how to be a smart networker, and more top insights

What’s happening in the world of work: The Saturday edition of the Daily Rundown highlights the business trends, perspectives, and hot topics you need to know to work smarter. Read on and join the conversation.

The big cost of not taking vacation: In 2017, American workers forfeited 212 million days that could not be “banked, rolled over or paid out,” CNN reports. That equates to $62 billion in lost benefits. On average, Americans take 17.2 days of vacation a year. Many Americans who don’t use their vacation days worry about how people perceive them at work, although there’s evidence that taking time off can make you more productive while you’re on the job, and healthier to boot.

Yes, you can get better at getting better. Our ability to learn new things is not a matter of innate intelligence, and people who learn how to learn can outperform those with very high IQs. Much of it comes down to “metacognition,” paying close attention to how you are thinking, writes Center for American Progress’ Ulrich Boser. This kind of reflection allows you to question how you arrived at understanding a particular idea or situation. That gives you a chance to evaluate those ideas more deeply.

You Asked: “Is it worth it to move to a new region within your company for a promotion within the same department when moving to a new region brings you to a much smaller office (in terms of revenue), away from the mains decision makers and the executives?” — Paula Trinchera

• “Short answer: It depends. Forget about the revenue. And being away from HQ is not a deal breaker, either. What matters is the opportunity for real growth. In the past, I have shared six critical career questions. But I would suggest two more: How will you contribute to the company’s success? And what will you learn? Know that real growth will come from achievement in the new role and what individual learning will take place. Understand what the objectives are and the skills you will develop and then weigh the opportunity against your long-term aspirations. If the scale tips towards growth, go.” — Brian de Haaff, CEO and co-founder of Aha!
• "What has happened to others who have taken a similar route? Has it been a stepping stone to the next promotion and the next and the next? Or has it been a dead end? I’ve worked at companies at which time away from HQ was a prerequisite for success and at others at which it was Siberia. No history to look to? Then sit down with your boss / new boss to make sure expectations are clear: what does success look like? What metrics are most important? And be sure to keep those connections to HQ fresh: check in when you’re in town, keep lines of communication with HQ colleagues open." — Sallie Krawcheck, CEO and co-founder of Ellevest

Looking for career advice from the pros? Submit your questions in the comments with #YouAsked and we’ll take care of the rest.

The plight of the Gen X worker: The often-neglected generation has entered their prime parenting years just as their parents join the ranks of the elderly. As the labor market tightens and competition for talent heats up, some employers are taking notice of Gen X’s struggles. According to Fast Company, companies are expanding paid leave to include elder care, adding to the amount of time off they offer and even offering free temporary care for family members (including parents).

To avoid networking fatigue, focus on quality over quantity. First impressions are everything when it comes to networking, writes startup advisor Jordana Valencia. And good first impressions require a hefty amount of social energy. While you may feel pressured to make as many professional connections as possible, Valencia says it’s better to be selective. Save your mental energy, choose who you meet deliberately and make the most of those encounters.

One last idea: Many of today’s recruiters and hiring managers focus a great deal on a job candidate’s “culture fit” — but Wharton’s Adam Grant warns that it can be a recipe for groupthink. Grant says we should focus less on whether a candidate will “fit in” and more on the ways they might “stand out.”

“Instead of culture fit, what you want is cultural contribution. Don't ask whether someone matches your culture. Ask what's missing from your culture and bring in people who can enrich it. That doesn't require you to be best friends.”

What's your take? Join the conversations on today's stories in the comments.

— Scott Olster / Share this using #DailyRundown