Is the 9-5 Job Dead? The Rise of Flexible Working in the Post-Pandemic Office
In February 2021, just two months before all US adults were to be offered a COVID-19 vaccine, Brent Heyder, the president of Salesforce, declared, “the 9-5 is dead." Even if it soon becomes safe for office-based employees to return to work in their droves, some companies are not entirely sure that the traditional 9 to 5 job is worth returning to. Instead, companies like Salesforce are giving employees the choice between: Flexible working (1-3 days in-office for collaboration, meetings, and presentations) Fully remote (for roles that do not require the office or those who live too far from one) Office-based (for roles that cannot be done from home) The company argues that ditching regular work week hours will improve employee connection, work-life balance, and equality, ultimately leading to increased innovation and better business outcomes. So, is the 9 to 5 job really dead? There is no doubt that flexible working looks likely to become a standard offering for many employers. With improvements to technology, we have seen trends such as the rise of digital nomadism flourish. Around 70% of employees expect flexible work schedules post-pandemic, and 50% say they would leave a job if it were not offered. However, the idea that “the 9-5 is dead” may be an oversimplification. According to a report by Inc., regular work week hours have always been a "modern-day illusion," and clocked time has never been a good indicator of progress or productivity. It argues that, by giving employees task ownership instead, they can complete these more efficiently with respect for both their own time and their teammates’. Inc argues that the 9-5 job is not dead because it did not really exist in the first place — most workers struggled to get their work done within the allocated time, even before the COVID-19 pandemic. By allowing flexible working and shifting our focus to outcomes and the benefits of remote working, workers can avoid burnout by using their time more wisely and setting appropriate, achievable timelines for their goals. Why working 9 to 5 hours may not suit younger employees Enabling flexible working will not only future-proof your organization to accommodate employees’ expectations, but it will also be an important move for retaining younger employees. For example, nearly one in two (45%) of millennials will choose flexibility over pay. And when the vast majority of businesses report that it costs $15,000 - $25,000 to replace a millennial employee, it could be an expensive mistake not to hear this preference. The New York Times echoes this, saying, “it’s not about jumping up titles, but moving into better work environments.” Companies such as Apple and Walmart have also begun to discuss the need to shift the focus from prioritizing shareholders to taking care of employees. An increase in flexible work schedules may also help gender equality. As more fathers and non-parents request it, there is less space for "the flexibility stigma" mothers experience to remain. A survey by Werk also found that older generations are just as likely to want flexible working — they’re just less likely to ask for it. How to move away from regular work week hours So, if flexible working is inevitable, then what is the best way to implement it? A report by Inc. advises to keep these three golden rules: Debunk the 40-hour myth. What was first introduced by Henry Ford in the early 1900s to attract autoworkers who were used to 12-hour shifts has become obsolete. In fact, having fewer hours to complete a task tends to sharpen focus. Adapt to peak-performance styles. Some people thrive by replacing their fifth working day with four 10-hour shifts, while some find that impossible. Offer your employees the opportunity to decide when and how they work best. Offer solutions to the challenges of working from home, including home office setup ideas and appropriate technology. Synchronize schedules. Ensure that teams who do need regular meetings have at least some overlap during their flexible working hours. This may not need to be every day but assess how often your team will need it. Different flexible working options Inc. outlines some of the options available for organizations hoping to move on from the concept of the 9 to 5 job below: Flexitime: Employees can choose from a range of available hours Compressed work week: The work week is compressed into fewer than five days (usually by creating four 10-hour days) Flexiplace: Employees can work virtually from home or any non-office location Job sharing: Two people voluntarily share the duties and responsibilities of one full-time position, with the salary divided according to this share Work sharing: Usually used to avoid layoffs, this introduces reduced hours and salaries for a portion of their workforce in order to maintain all employees Expanded leave: Employees can request extended periods of time away from work without losing their rights as employees – this can be paid or unpaid Phased retirement: Under this arrangement, the employer and employee agree to a schedule of gradual reduction of work commitments over a period of months or years Partial retirement: Employees can continue working on a part-time basis, with no established end date Work and family programs: Employers provide some degree of assistance to employees who have childcare or elder-care responsibilities Benefits of flexible work schedules According to job advertisement site Flexjobs, some of the benefits of leaving a 9 to 5 job behind for employees include: Improved retention: Even pre-pandemic, 80% of workers would choose a job that offered a flexible schedule over those that did not, with 80% saying they would be more loyal to their employer if afforded flexible working. Increased talent: By offering what is known to be one of the most attractive perks, offering flexible work schedules can help your organization recruit top-tier talent. Improved diversity: Not only has inclusion and equality become a non-negotiable for younger workers, building a more diverse workforce creates higher-performing teams, so it’s also smart business. Increased productivity: Even before the pandemic, remote workers worked more hours on average than in-office employees. But more importantly, shifting to a results-oriented culture enables teams to focus on getting the results they want. Improved employee engagement: One of the best ways to drive engagement is to show workers they are respected enough to be trusted with flexible working Decreased costs and environmental impact: Unsurprisingly, fewer overheads and less commuting (or at least less rush-hour traffic) have a hugely beneficial impact on cutting costs and helping climate change. How Wrike helps teams succeed with flexible working Now that the world’s workforce is starting to ditch the 9 to 5 job, we need the right software to keep up. Wrike enables teams who opt for flexible work schedules to gain 360° visibility on progress and productivity with shared dashboards, one-click Gantt charts, and advanced, automated reporting. Get started for free.
Try Wrike Free for 14 Days!
Improve your team's collaboration, enhance work visibility, and so much more.
How To Handle Return to Work Anxiety
After a year of non-stop Zoom meetings, virtual team building, and four-legged office companions, returning to an in-person work location will undoubtedly take some getting used to. Back to work anxiety is a reality for many as increased global vaccination efforts make in-person office attendance a possibility once more. From health and safety concerns to an uptick in those reporting symptoms of social anxiety, workers are citing many reasons for their return to office apprehension. Heading back to crowded commutes and group interactions will represent a significant shift in how many have lived and worked over the last year. The comforting news is that return to work anxiety is normal, and there are many ways to manage and overcome worries about heading back to the office. How to recognize return to work anxiety While some companies are embracing a “work from home forever” philosophy, other organizations have begun preparing their employees for a phased or hybrid return to the office. However, these conversations may spark dread or anxiety as return dates near. Return to work anxiety may include: Apprehension about in-person, work-based socializing Stress about returning to previous daily activities like commuting Health concerns about COVID-19 Anxiety about meeting new colleagues after being onboarded remotely Worries over feeling less productive once back in the office Anxiety about spending less time with family and loved ones It’s important to recognize that many are experiencing similar feelings and concerns. This is borne out by the numbers, which indicate there is a lot on workers’ minds during this transition period. Returning to work anxiety and apprehension by the numbers One Limeade Institute survey found that COVID exposure (77%), less flexibility (71%), and commuting to work (58%) were the top three reasons people said they were anxious about returning to the office. Work-life balance is also playing on the minds of workers, as is discomfort around in-person interactions. A Flexjobs survey found that 43% were worried about the impact returning to the office would have on their work-life balance One 2021 survey found that 49% of respondents said they felt “uneasy” about in-person interactions This apprehension is normal. After a year at home, pandemic-related health fears aren’t likely to disappear overnight. Similarly, the flexibility of remote work has allowed many to spend more time with their families instead of spending hours commuting to and from a physical office location. 8 tips for dealing with anxiety about going back to work Wondering how to handle the anxiety you’re feeling about heading back to the office? Here are some tips for getting through this transition period. Open up to colleagues and supervisors Chances are that you’re not alone in your worries. Be candid with colleagues and share experiences, tips, and coping techniques as you prepare to return to an office setting. Knowing that others are experiencing the same emotions can be a source of comfort and a reminder that you’re not alone. Ease yourself in and set clear boundariesIf you’re not ready to participate in work outings, trips, or other in-person social activities, that is perfectly okay. Don’t pressure yourself. Allow yourself some time and space to feel comfortable socializing with colleagues again. Pay attention to your office’s return to work plans and ask questionsKeep up-to-date with your organization’s return to work strategy. Make an effort to fully understand their expectations and speak to your company’s HR department if you have concerns, issues, or questions. Ask for continued workplace flexibilityWorkplace flexibility is here to stay, and many companies realize this. If heading back to the office full-time is a source of anxiety, speak to your manager and HR team about adjusting your schedule, and the benefits of working from home for you specifically. This may look like a compressed workweek, hybrid office arrangement, or reduction to part-time hours. Bring your healthy WFH habits with you, and don’t forget to decompressIf the thought of heading back to work raises your stress levels, be sure to take time out for a walk, mindful meditation, yoga break, or any other calming activity that helps you feel grounded instead of worried about the future. Speak to a professional Any level of apprehension about returning to an office is understandable. A mental health professional can help you adjust to your next normal by teaching you stress management techniques and helping you to prioritize your wellness in this transition. Find out what safety measures your workplace is enacting to keep employees safeKnowing what to expect as you head back to the office can help address concerns you have regarding your health and wellbeing. Get a sense of the policies your workplace intends to enforce regarding social distancing, mask-wearing, and other precautions. For the digitally onboarded, reconnect with your “buddy” or other new recruitsIn-person office attendance after virtual onboarding can be nerve-wracking. Reach out to your onboarding “buddy” to show you the lay of the land. Or, if you were both onboarded remotely, you can figure things out together. After a year away, returning to the office will impact everyone differently. Manage your return to work anxiety by remembering to set boundaries, stay up-to-date with your organization’s plans, prepare for what’s next, and seek help from a professional if you need it. Staying connected with hybrid or remote colleagues is easy with Wrike’s flexible work management software. Sign up for a free two-week trial and discover how simple it is to transition your day-to-day work from home to the office with one platform.
4 Remote Working Productivity Tips With Microsoft Teams and Wrike
Keeping remote teams connected and productive is more critical than ever during these unprecedented times. Here's how integrating a cloud-based collaboration management platform like Wrike with Microsoft Teams can help.
How To Disconnect From an 'Always On' Work Culture
Starting to feel burnout from your 'always on' work culture? The initial results from ‘the great work from home experiment’ were very promising, with a third of managers reporting higher productivity levels. However, the data was missing one important factor — we had embraced an 'always on' work culture, forgetting the advantages of a work from home culture. The increased productivity did not account for the fact that we began working, on average, an extra three hours a day. Or that over half of us (54%) are checking our devices more outside of work hours, felt more alone (24%), had gained weight (22%), and felt a decrease in our mental health (21%). In fact, there is evidence to suggest that the excessive use of devices and resulting sleep issues cause us to be less productive. Ensuring better work-life balance isn’t just good for employees’ health, it’s good business. It reduces stress and the likelihood of burnout, which costs the U.S. economy somewhere between $125 - $190 billion dollars a year. It’s also part of a very important work trend indicating that each new generation that enters the workforce values the importance of work-life balance more than the last. Not just that, but several countries around the world have now started to create legislation around being contacted outside of work hours, or what the European Union has campaigned for as ‘the right to disconnect.’ So, what are the most effective work-life balance tips for an 'always on' work culture? Set up ‘working hour’ settings for all apps In what one Wall Street Journal writer described as ‘a masochistic need to please bosses’, many of us may feel that we can never be too far from our work devices. In fact, a 2016 study by The Academy of Management found employees rack up eight hours a week answering emails outside of work hours. How to tackle this element of 'always on' work culture: If you’re unable to ignore your devices, at least cut the notifications. For example: Google Calendar: ’Working Hours’ enables you to set defined work hours, automatically notifying eager meeting-makers that you’ll be off at that time. Apple: Customize your do not disturb settings to automatically trigger for work emails during evenings and weekends. Slack: Setting your local time will notify colleagues that you’re likely to be offline and set expectations of when you can reply. Wrike: Creating a work schedule will automatically inform colleagues (especially international ones) that you won’t be available during scheduled PTO or public holidays if you are tagged during that time. Find allies who value the importance of work-life balance Trying to find your way out of a Friday evening meeting? Even if you’re client-facing, it’s unlikely that your clients (or indeed colleagues) want to meet at a time that they’re also winding down from the week — remember this. Fast Company recommends that you find and foster relationships with people in your network who also appreciate the value of keeping schedules within designated work hours. As the statistics suggest, an 'always on' work culture isn’t the most effective way of working for anyone. Bear in mind the impact your personality type can have Struggling with an 'always on' work culture while your manager seems to thrive? The Harvard Business Review suggests that your personality, specifically within the Myer-Briggs Type Indicator, may have a role to play. For example: Creating time and space to switch off: If you are extroverted, schedule regular, active breaks with others and leave your devices in a different room when you’re de-stressing. If you are introverted, try to limit online meetings and switch off in a quiet place where you can get absorbed in an activity. Tackling information overload: If you have sensing preferences, avoid getting lost in details and ask others for their take on a situation. Don’t obsess about getting things perfect. If you have intuition preferences, try to focus on one thing at a time. Creating boundaries:If you have thinking preferences, consider your impact on others (particularly in relation to written communication). If you have feeling preferences, try to make sure that you’re not supporting others to the detriment of your own needs. Striking the right work-life balance:If you have judging preferences, set boundaries with both yourself and others around when you’ll be available. Try to stay away from your work area during time off. If you have perceiving preferences, respect others’ boundaries by not emailing out of hours, and convert your to-do list into blocks of time. Create strict boundaries for yourself The most effective way to avoid falling victim to 'always on' work culture is to treat working from home the same way you would treat working in an office. This includes everything from starting on time to wearing noise-canceling headphones to drown out distractions (just swap chatty colleagues for partners’ annoying meetings or screaming kids). Forbes recommends thinking of your home office as if it’s five miles away and removing your work equipment from sight at night in order to reinforce the importance of work-life balance. Wrike helps teams set healthy work boundaries by encouraging asynchronous communication and collaboration. If you’re a manager, normalize taking PTO The pressure of an 'always on' work culture can often come from the perceived expectations of a manager. If you’re a manager, it’s advised that you reinforce and encourage taking paid time off. Samar Ali, CEO of Millions of Conversations, explains: “I lead by example and make sure to announce when I'm taking time off, [...], and what I plan to do to unplug. If there is one thing I recommend to all executives and employees, it is to find balance.” Reinforce that you are genuinely excited for your employees to take a break by asking about their vacations in order to break the stigma. Recognize the signs of burnout (and take action) Hopefully, with the right work-life balance tips to target 'always on' work culture, you can avoid burnout from happening to you or your teammates. However, it’s important to always be on the lookout for it. The Mayo Clinic advises that there are three common symptoms: exhaustion, cynicism, and lack of satisfaction with your work. If you do experience burnout, some things that can help are: A self-care day away from work A therapy session (here are some free mental health support options) Working with your team to agree on boundaries Learning to say no to additional projects As it’s now evident that working from home is set to make up at least some of our week into the future, setting boundaries at this stage is absolutely vital. With these tips in mind, we may finally be able to learn how to disconnect from an 'always on' culture before it costs both our economy and our health.
