Bolt's CEO has discontinued the company's unlimited paid time off (PTO) policy, citing issues with undefined time off leading to performance disparities. Under the new policy, employees will receive four weeks of mandatory paid vacation, with the possibility of accruing more over time. The CEO emphasized the necessity for clarity and fairness in PTO policies, claiming that unlimited PTO can result in A-performer burnout and B-performer indulging excessively, creating an unfair environment. This change reflects a focus on employee well-being and recovery in a high-performance work culture.
"It sounds progressive, but it's totally broken." That's how Bolt's CEO described unlimited paid time off while saying he had just "killed" the policy at the company.
When time off is undefined, the good ones don't take PTO. The bad ones take too much. This leads to A-performer burnout. B-performer luxuries. And feelings of unfairness across the board.
So we're flipping the script: no more confusion. Every Bolter now gets 4 weeks of paid vacation (yes, the traditional corporate standard), with the opportunity to accrue more with tenure. Not optional.
If we're asking people to move fast, build hard, and operate at the highest level, we need to protect their recovery time with the same intensity.
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