HR matters with Dehan: Managing staff well-being and rest
Taking leave can feel awkward—whether it’s poor timing, guilt, or worry about work piling up. But it shouldn’t be. Careers spoke to Dehan Vermeulen, Finance Manager and acting HR lead at Ogilvy and Mather Advertising Namibia, about the unspoken rules around taking time off.
Q: What does your role involve, and how did HR fall under your responsibilities?
Dehan: I oversee financial planning, invoicing, supplier payments, and budget alignment. I also support strategy alongside the CEO and MD. As a human-centric business, a lot of my work also involves employee admin.
Q: What’s your role in managing leave?
Dehan: Staff check in with me first to confirm their available leave days before final approval.
Q: Do some employees hesitate to take leave? Why?
Dehan: Yes. Although we encourage breaks, some worry about who’ll cover their role or lack proper contingency plans.
Q: Common mistakes when requesting leave?
Dehan: Forgetting to confirm available leave with me before getting approval.
Q: Seen burnout from not taking leave?
Dehan: Yes. We’re not machines—each role is critical in a small agency, so rest is vital.
Q: How do you take leave personally?
Dehan: I use both flexi-time and formal leave. Sometimes I take afternoons or full Fridays off to recharge.
Q: Advice for nervous employees?
Dehan: Identify the reason for the worry—often it’s due to lack of backup. Plan ahead and communicate clearly.
Q: Is there a best time to take leave?
Dehan: During quieter periods, or through group breaks to allow for collective rest.
Q: How should employees communicate leave plans?
Dehan:
Give early notice
Follow internal systems
Inform all stakeholders
Do a proper handover
Set your out-of-office and brief your backup
Q: Ever had to deny leave?
Dehan: No, but if needed, honesty is key. It’s about facts, not feelings. Sometimes, spontaneous time off is also necessary.
At Ogilvy, wellbeing is part of the culture. We have a full-time wellness coach and run our own internal wellness programme.
Q: What does your role involve, and how did HR fall under your responsibilities?
Dehan: I oversee financial planning, invoicing, supplier payments, and budget alignment. I also support strategy alongside the CEO and MD. As a human-centric business, a lot of my work also involves employee admin.
Q: What’s your role in managing leave?
Dehan: Staff check in with me first to confirm their available leave days before final approval.
Q: Do some employees hesitate to take leave? Why?
Dehan: Yes. Although we encourage breaks, some worry about who’ll cover their role or lack proper contingency plans.
Q: Common mistakes when requesting leave?
Dehan: Forgetting to confirm available leave with me before getting approval.
Q: Seen burnout from not taking leave?
Dehan: Yes. We’re not machines—each role is critical in a small agency, so rest is vital.
Q: How do you take leave personally?
Dehan: I use both flexi-time and formal leave. Sometimes I take afternoons or full Fridays off to recharge.
Q: Advice for nervous employees?
Dehan: Identify the reason for the worry—often it’s due to lack of backup. Plan ahead and communicate clearly.
Q: Is there a best time to take leave?
Dehan: During quieter periods, or through group breaks to allow for collective rest.
Q: How should employees communicate leave plans?
Dehan:
Give early notice
Follow internal systems
Inform all stakeholders
Do a proper handover
Set your out-of-office and brief your backup
Q: Ever had to deny leave?
Dehan: No, but if needed, honesty is key. It’s about facts, not feelings. Sometimes, spontaneous time off is also necessary.
At Ogilvy, wellbeing is part of the culture. We have a full-time wellness coach and run our own internal wellness programme.
