When COVID-19 took the world by storm, we learned one thing. The pandemic forced us into adapting to a work-from-home model…and as it turns out, we’re not so bad at it.
In fact, over 55% of companies globally now allow employees to work remotely, with many companies adopting a hybrid model, where employees are splitting time between working from home and working in office.
Because we’ve opened up the doors to flexible working conditions (thanks, COVID?), companies and employees across the globe are reevaluating whether the typical ‘9 to 5’ is necessary. Are there more effective ways of maximising productivity? And can we find them through allowing employees to lead a more flexible work life?
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Should the night owls really be forced to endure that early morning meeting, and should the early birds be forced to keep working until 5PM, even though they got hours of work in, before 9 AM? This issue of flexibility combined with the remote-working movement outlines two questions:
- Does the employee really need to be in office to work?
- Does the employee need to work 9-5, or can companies maximise productivity by addressing working hours according to the employee?
Although there’s no final verdict on this, there have certainly been massive strides made. We’ve already seen the work-from-home (WFH) movement grant employees less time in office, making the office as the central point for important meetings, team-building, etc. In an article by Business Tech, Linda Trim, the director at Giant Leap, one of SA’s largest workplace design consultancies, says:
“Rather than being a place where employees automatically report every day, offices will become corporate centres specifically meant to spur innovation and connection while developing team spirit.”
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Flexible working hours go hand in hand with WFH because they’ve both been proven to increase productivity of employees and cut operational costs for companies. We’ve successfully introduced WFH, but what about flexible hours?
Circumstances differ from person to person, which is why flexible working hours needs to be addressed from one employee to the next.
Perhaps the part-time student would be more comfortable working PM hours, and studying in the day. Perhaps the mom-of-two would prefer working early mornings and late pms, to make space for more time with kids in the day.
If modelled correctly, a flexible working pattern can increase both the productivity and flow within a company; it’s all about working out how to best maximise your employee’s working hours. To do this, you need to find out from the employee first-hand and ascertain when they are most productive.
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For some, concentration levels are at an all-time-low in the mornings, after experiencing peak productivity hours at night. It goes both ways. Early birds can start work at 5.30 at peak productivity, but will be drained by the late PM. Your chronotype (which essentially means body clock) is determined by your genetic predisposition. There’s more to it than you may think!
Re-considering one’s working hours seems like the next logical step for employees and employers who are exploring the benefits of flexible working.
With the recent 4-day work week trials which have kicked off globally, countries like Japan, Belgium, US, Canada and Iceland have adapted to the 4-day work week after successful trials. If this is anything to go by, will we see the rest of the world make the same change?
The 4 day work week trials are expected to kick off in South Africa in 2023, it’s only a matter of time until we find out. Until then, should we raise the topic of flexible working hours with the boss?
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