We’re all working differently — and in some cases, more efficiently — due to the pandemic. For many workers, flexible schedules have gone from being a perk to a necessity during the pandemic, and new research from staffing firm Robert Half suggests it’s a positive trend.
Nearly four in five professionals surveyed (79%) said their job allows for “windowed work,” or the ability to break up their day into distinct chunks — “windows” — of business and personal time. Of those respondents, 73% reported the arrangement leads to greater productivity.Among professionals who have the option to follow a flexible schedule, the Robert Half survey also found:
- A greater percentage of respondents with children (78%) than those without (66%) said windowed work allows them to be more productive;
- Nearly an equal number of men (75%) and women (71%) said they get more done when integrating personal and professional activities throughout the day; and
- More employees ages 55 and older (39%) noted they prefer a traditional schedule than those ages 41 to 54 (32%) and 25 to 40 (22%).
With windowed work, workers can schedule blocks of time to meet and collaborate with colleagues. Outside those windows, they are free to schedule time for individual work or personal activities, notes Sasha Truckenbrod, branch manager of Robert Half in Madison.
“There are several advantages, the main being that it allows employees to build a schedule that works best for them and their family,” explains Truckenbrod.” It’s a concept we’ve seen grow in popularity during the pandemic, since so many people are having to juggle their job and personal needs while working from home.”
When employees have greater control of their time, they’re often more motivated, engaged, and productive on the job, says Truckenbrod. Being able to manage your own schedule and take care of personal tasks during the workday can help alleviate burnout and ultimately improve productivity for many workers.
From the employer standpoint, giving staff autonomy over their schedules demonstrates trust, which can boost morale and productivity. As a manager, it’s important to offer staff flexibility and let them decide, within reason, what arrangement works best, Truckenbrod recommends.
This isn’t to say that there can’t be drawbacks to windowed work.
Since windowed work is a new concept for some, there may be a learning curve for both managers and employees, comments Truckenbrod. It’s important to closely monitor progress and make adjustments as needed. It’s also worth noting that some jobs may not allow for windowed work and some employers may not yet be comfortable with this type of flexible schedule.
Additionally, when following any kind of flexible schedule, it can be easy to work longer hours around the clock. Professionals and their managers need to set boundaries and try to stick to them to avoid potential burnout.
Truckenbrod offers several tips on how to make “windowed work” work for you:
- Identify your power hours. When do you reach peak productivity: the early morning, late afternoon, or evening? Carve out quiet time to tackle high-priority projects when you tend to hit your groove.
- Set wide windows.Bouncing between tasks can be inefficient. Cluster activities that require similar effort and resources, and block off hourlong increments, or longer, to get them done.
- Schedule and share your calendar.Make sure your colleagues know when you’re available to meet and collaborate — and when you’ll be less accessible or offline.
- Coordinate team coverage. Someone in your department should be available during core business hours to respond to requests.
Why are more companies embracing flexible schedules?
Many employers were thrust into offering work from home to their staff, and it has turned into a positive situation in that their business has been able to sustain operations throughout the pandemic. However, working from home has also brought challenges, since many workers are juggling child care, taking care of an elderly parent, or handling other personal responsibilities. Windowed work allows employers to provide a solution — workers can get their tasks done when it works best for them.
Flexible work arrangements are beneficial to companies for several reasons:
- Staff recruitment:Flexible work arrangements are an attractive benefit that candidates take into consideration when weighing job offers.
- Employee retention:Many companies are offering greater flexibility to improve morale and reduce risk of burnout.
- Increased productivity:Workers who know they can take care of personal errands and/or family matters when needed can focus their attention on key projects while on the job.
“Work-life balance is more like ‘work-life blend’ these days,” notes Truckenbrod. “In many cases, as long as workers are completing their responsibilities, it is less important when they are ‘on the clock.’”
Windowed work is just one way that employers can support employees’ work-life balance. A few alternatives include:
- Part-time work: Employees work less than the standard workweek.
- Compressed workweek:Employees work the normal number of hours but complete those hours in fewer than five days.
- Job-sharing: Two part-time employees share one full-time job.
According to Truckenbrod, an example of what windowed work could look like for a parent who is working from home is as follows:
- 7 – 9 a.m.: Breakfast, child care
- 9 a.m. – 12 p.m.: Collaborative team work/meetings
- 12 – 1 p.m.: Independent work
- 1 – 2 p.m.: Lunch, workout
- 2 – 3 p.m.: Grocery shopping
- 3 – 5 p.m.: Collaborative team work/meetings
- 5 – 7 p.m.: Dinner, child care
- 7 – 9 p.m.: Independent work
“Whether it’s windowed work or alternative hours, people are happier and more productive if they have control over when — and where — they do their jobs,” says Paul McDonald, senior executive director of Robert Half. “Providing employees with flexibility will be just as important when organizations prepare to reopen and transition back to the office as it has been since the start of the pandemic.”
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