DEBATE: Why “9-5” should be Eliminated

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Photo cred: David Goehring

Last week during the #u30pro chat, we asked the question, “What would you change about today’s typical workplace”.  We ended up spending a lot of time talking about the concept of working from “9-5” and whether or not it’s necessary in today’s business world.

While 9-5 has never really been my thing (mornings and I don’t get along) I always just accepted it as the norm.  It’s a concept that has been around for as long as I can remember.  I’m assuming that it first started because in the past, without being physically present, communication and collaboration within an office would be impossible, and so 9-5 was established to have all employees present at the same time.

I will argue that the concept of 9-5 should now be eliminated…Here’s why:

  1. Different needs. Have kids?  Have hobbies? Have a life outside of work?  Working from 9-5 probably doesn’t suit your lifestyle.
  2. Different preferences. Everyone has a slightly different way of doing things.  We work more efficiently at different locations, using different methods and at different hours of the day.  Personally, I get the most work done at night.
  3. Increase in technology. If the company is worried about overhead costs (keeping the lights on), thankfully technology has allowed us to work remotely at any hour.  With tools like Skype, Jira and Yammer, you can stay productive from home when it’s convenient for you.
  4. Inefficient. Depending on your job, you may not have the same workload from day to day.  You should be able to work hours that align with your needs.  Otherwise, you’re either wasting time, or you don’t have enough.
  5. Results matter most. Perhaps you’re concerned that your employees won’t work as hard, or as much, if given the freedom to choose their hours.  If your employees are getting the job done, and showing results, then it shouldn’t matter.

I realize that not all industries can reasonably eliminate the 9-5.  My argument is that to automatically implement a 9-5 schedule without considering these issues, is arbitrary and inefficient.  If you analyze the needs of your company and it’s employees, and having everyone there from 9-5 is the most efficient, then by all means go with that system.

The debate is open.  Should the blanket concept 9-5 be eliminated?

56 thoughts on “DEBATE: Why “9-5” should be Eliminated

  1. Man, this is a tough question. I can’t attend #u30pro but I always read the transcript & I def. thought this was an important conversation.

    I, like you, feel most efficient working at night. It takes me a little while to really get going in the morning (not a morning person…and I don’t drink coffee) and sometimes I wonder if it would just be better if I came in later and just stayed later.

    The tough part (as you’ve already mentioned) is that it’s hard to break away from the structure when so many of the companies you work with/for are on a 9-5 schedule. I think that’s the one reason the flat 9-5 standard hours are good because they ensure that the people you do business with will also be in operating hours when you are.

    I def. wouldn’t mind a massive overhaul that changed the hours though, that’s for sure 🙂

    @goktgo

    1. True, the 9-5 is probably convenient for many, but not necessarily everyone.

      Even within the 9-5, just because you need to speak to someone at that time doesn’t mean you’ll be able to. Usually you would email the other company or person, and they’ll get to it as soon as they’re able to. If you know you have to get in touch with someone during certain hours, then your work schedule should take that into account.

  2. David – Great topic and debate. I think there is one key factor in the whole 9-to-5 debate that often gets overlooked: By not having at least the premise of a set work schedule, you basically open yourself up to being available at any hour of the day for someone at your work to call on you to take care of some task. That’s great for some because they enjoy having that flexibility, but for others, it can be an enormous mental and physical drain because you have to be “on top of your game” 24/7, which I think we would all argue isn’t necessarily a good thing. Simply put, we all need to unplug every once in a while and do something different.

    Going away from the 9-to-5 work schedule is great in theory, but I’m still not convinced that there is a dark side to the whole concept of a flexible, “work whenever you have something to do” type of environment. Not to be a pessimist, but the unfortunate truth is that some people will abuse any system, no matter how good it is for the majority of the group. I’ve seen it happen before in my own experiences, and I can say that it is not an enjoyable experience.

    Those are my thoughts. I realize I sound a bit pessimistic about this, and while I certainly agree that technology is enabling us to be much more flexible with our work and our schedules, I do still believe more case studies and research needs to be done to demonstrate that a more flexible work schedule is better suited for most.

    @KeithTrivitt

    1. Keith,

      All great points.

      To answer a couple of them:

      For the being available 24/7, I’m not saying that that is what all companies should do. If that’s the most suitable for the employee and the company, then yes go for it. Another option, is allowing the employee to choose their own 8 hour days that works with their schedule, that they’ll repeat every week.

      If your company has a system that employees could abuse, they’re probably abusing it during the 9-5 too. If they’ll slack during different hours, there’s no reason to believe they don’t slack from 9-5. Ideally, you should be able to tell whether or not each employee is producing results. If they are, then what is the problem?

  3. I’m a big advocate of a flexible work schedule – as long as it reflects the way we do it at Mensa. We can work anytime between 7-7, as long as we have 8 hours in there somewhere.

    The thing is, you have to be available during typical work hours for our members, so we can’t be too flexible. I think it might be the same for your clients. You need to have a schedule similar to theirs so that they can reach you. That means taking lunch around the times they do, etc.

      1. It works really well. I work 7-4 (total morning person) but my boss isn’t, so she works 9-6. One of our IT guy works 10-7. Some people take their kids to school, so they work 7:45 – 4:45. Some people take half hour lunches. Our office hours are 8:30-5:30 for members, so the phones are always covered.

        Some people say you’re always on, and media does have the Marketing and Comm Director’s cell phone number if it’s after 5 (on our Web site.)

    1. Well said. I completely agree. Not something that can just be changed at the drop of a hat. Same goes for a lot of changes/innovation in the business world (or the world in general)

  4. Dave: Interesting post, but the 9-5 concept was originally developed to limit working hours to the 40 hour work week at the start of the 20th century- In other words it was a concept to favor the working class – It has the additional benefit that after long usage, people became trained that those were “business hours” and that anticiation allowed them to plan their interaction.

    Having worked in sales and then as the owner of my own business, I was never constrained by the concept of the 9-5 workday, but more than collaboration, there may be a need to assst some people who are not “self-starters” or high energy people to focus on their work and be held accountable for the progress they are expected to make in the course of their working schedule –

    I think much of it revolves around the work ethic of the individuals (if they are in creative or service based businesses) than it does around the hourly structure (which really makes the mose sense in a manufacturing economy – which we have left behind)

    But an interesting topic that sucked up a part of my work day! Thanks for writing it 😉

    1. Great points Bill.

      On the other end of the creative point though, perhaps restricting employees to hours that aren’t comfortable/practical for them can limit their creativity/energy.

      As I mentioned in the post, I do my best writing at night. If I was forced to do my writing during the day, it would hurt the quality and passion that I put into my work.

      You’re right though. It does come down to the work ethic of your employees. I don’t think that’s necessarily something that’s dependent on 9-5, however.

  5. I can see both sides of the argument. At Pyxl, we have flexibility to work at home sometimes and make up hours if we miss part of the regular day. That said, we generally have to be available between 9 and 5 because that’s when our clients are at work, and they could contact us at any time…so we have to be available to them.

    While I would LOVE to work more at my own pace, I have to be around to answer client questions, collaborate with other members of my team, etc…so it would be hard to give too much flexibility.

    I like how Lauren can work any 8-hour period between 7-7 though, that’s a really good idea! Sometimes, we’ll have a half day on Friday if we have late days during the week, and I’m pretty happy with that 🙂

  6. In the knowledge economy, even folks who are in the office from 9-5 often spend lots of time outside of that time span answering e-mails, calls, etc. It’s especially true when you’re working in a global operation that spans many time zones.

    Meeting customer needs comes first. Often that dictates (somewhat) a 9-5 schedule. If people and companies can be flexible but still get the work done, more power to them! I’m not a morning person either…

    1. Agreed. Typically, you have to have something like a 9-5 schedule in order to communicate. I think in the knowledge economy, 9-5 is already a thing of the past. If it isn’t, it’s not really fair to the employee, is it?

  7. I work for an association so being available to members is priority number one at our office. But like Lauren, we have flex scheduling so as long as you put in 8 hours you’re good.

    My day looks like this (most of the time): I get in around 7:15-7:30 to get my busy work out of the way and help cover the phone calls from our east coast members, take lunch around 1:30 or when our admin and enough staff are back from lunch to cover the phone, and then I go to the gym or go for a run around 4:30 and handle any end of the day business after that.

    There are also some days when I work from home and my hours then can start as early as 4 or 5 in the morning if I can’t sleep or as late as 10 if I’m being a slug. As long as measures are in place to make sure your work doesn’t fail, I don’t think there should be any limits on your schedule.

    @unhatched

    1. Interesting. Thanks for sharing your experience.

      “As long as measures are in place” is the key. I’m not arguing that 9-5 should be thrown out and let employees run ramped. You need to have a system in place that still holds employees accountable for results.

  8. David,

    As a non #u30 (I am 37)… here’s my thoughts…I don’t think a complete abandonment of 9-5 is gonna happen soon because of the other things in life organized around it. Like my kid’s school hours and after school activities. If I work from noon to 8:00PM, I would miss all their homework, practices, dinners, bed time stories…
    My work life is organized to allow for my home life. And while I get that many #u30 people may not have that particular consideration yet (kids and activities) or ever, much of the working world does. I am not going to argue points about people being more productive at other times, or being able to accomplish more work during a more flexible schedule. I believe you’re right about those things. I just don’t see the main work ethos changing due to the larger life considerations.

    1. all ages welcome Mandy. At the chat, we encourage all pros to join as the topics are focused on issues surrounding u30pros, but are relevant to all.

      I understand what you’re saying about your life being organized around 9-5. I think that’s the case for many others as well. For those who share the same schedule, 9-5 may be the best schedule for you. Perhaps other parents have a different situation. Their kids might get out of school around 2-3 and they don’t have after school activities. Some mothers might want to be there to pick up their kids.

      My point isn’t to completely eliminate 9-5, but rather eliminate the arbitrary decision to use 9-5 as the automatic scheduling system. If 9-5 works, then it works. If it doesn’t, biz need to reevaluate.

  9. David, I have always been an advocate for the flexible work schedule and working from home. But, I am with Lauren, Keith & Lisa, hours have to be set (7-7, 8-8, etc.) and it takes trust and self-discipline (both management and employees). As well, there is the ‘norm’ to consider when it comes to productivity. If you have staff working crazy hours and they aren’t available when people need them, it could lead to the lack of productivity.

    I am lucky to work virtually every day, but I will tell you, I work more now (from my home office) than I ever did in an office setting. When I worked in an office it was 8-5 and that was it because there was traffic to be fought and it was a long day with the commute on both ends. Not to mention disruptions from people popping into my office, etc. Now, I could easily work 7am-7pm and the time flies. Maybe it’s because I love my job…but really, I think it’s because I am working in the confines of my own home and can get straight to work by walking into the next room.

    Beth Harte
    Community Manager, MarketingProfs
    @bethharte

    1. Beth,

      Thanks for sharing your thoughts.

      I agree, that a good alternative to the 9-5 is to provide a 7-7 or some sort of time frame that allows for more flexibility, but not complete freedom of hours.

      Working remotely is a whole different game. I also work remotely now, as you know. Also as a community manager, which you can also relate to, our jobs never really stop. With that understood, I’ll take an hour or two to have some time to do something in the middle of the day, but will spend a few hours at night writing content and doing the comm manager thing. For those in our position, I don’t think 9-5 is practical in the slightest.

      You know when you have to be available/when others are available. Flexibility should not replace efficiency. It should enhance it.

  10. As I was leaving my last job the team I started in began using a block schedule in which a few morning-bird volunteers would come in around 7 and leave around 4, the people who didn’t want to change schedules would come in at 9 and leave at 6, and a few of us who had stupidly long commutes or just didn’t mind staying late came in at 10 and left at 8.

    I love the idea of block scheduling to meet personal preferences and client needs. It’s a happy medium at a time when we’re stuck between the freedom (and yet heavy discipline) of working remote on our own time and still heading to the office for the regular 9-5 shift.

    Technology really is changing the game, and I think those who demonstrate how well they can work outside the constraints of 9-5 might be able to sway their companies to move to a more efficient model.

    1. I like that system. It ensures that everyone is in the office at the same time for a large portion of the day (10-4), but that they also have some flexibility in when to come in before and after that chunk of time.

  11. I’m very jealous that you can work any 8 hours between 7-7. I almost always end up working more than 8 hours a day because I work in the Dallas office, but my boss is in California.

    It has pros and cons. During busy times, I have plenty to do in the morning and it’s nice to not have the phone ring until 10:30 or 11.

    When it’s slow, I usually putter around on my computer for 2 hours. And then inevitably something will come up around 3pm PST (5pm here) and I will be at the office until 7.

    I don’t mind being here if I’m working, and staying late is not a problem, but I feel like if I am going to be here until 6:30 or later every night, I should get to come in at 10.

    Since that isn’t going to happen, I sometimes just take long lunches. I can get stuff done and she knows she can call my cell if she really needs me right away. Seems to work out well for us.

    1. When you work for an association, they usually pay anyone below manager/director level by the hour. So, they make you go home. 🙂 Trust me, I’d be working a lot more since I have that PR agency mindset.

  12. I have had the benefit of working in many different environments, some stricter than others when it came to hours in the office. My favorite was when I could come in at my leisure and work as late as I needed to. I’d roll in around 10 and work until 8 regularly. This was before I had a house and dogs and didn’t mind getting home so late.

    Now I’m in an 8-5 office and although I hate having to be in early, it’s nice to know I could leave at 5 if I wanted to (not that I don’t stay until 6-7 most days – it’s nice to have the option!).

    I have always had the ‘exempt’ mindset – you work until the job gets done. If that means staying late, you do. Of course that also means that you can shuffle in late as long as you’re willing to stay late to make up for it!

    As much as I would like to ditch the 9-5 (or 8-5!), we must work when our clients are working, so 9-5 (or 9-9 as the case may be!) is here to stay.

  13. Interesting debate you started here David. Personally, I am a morning person and would prefer working during the day and so to speak playing at night 🙂 But, I do think it’s a great idea to give your employee the option to make their own work schedule. I think the technology and the tools we have today have definitely given us this amazing freedom. Although, I would like to work odd hours once in a while to spice things up. I’m sure the flexibility would actually increase work ethic, because employees wouldn’t feel so constricted. They wouldn’t feel the pressure of “Oh, I can’t do this or go to a doctor’s appointment, because I’ve used up all my sick days.” We all know that stress in the work place is not a very pleasant thing. Knowing that you are incapable of running some errands, because of your work schedule will most definitely reflect on your communication and work ethic. May not work for all, but I think employees need to have this option. Thanks again for this provoking thought!

  14. My friends will ask me what time I “get out of work” and I laugh at them because really, I don’t know! In my job as a PR pro, work is never really “done,” but can be delegated accordingly. Some days, if I have to leave work right at 5 to go to yoga, I will leave at 5. Then if I still have work that must get done due to a deadline, I will bring my laptop home and open it up when I get home later. Or some days I will choose to come in early or stay a little bit later, depending on what’s urgent and what can be saved for later or the next day. That’s the beauty part of my job and a lot of others – our bosses and clients trust us to have the work done, they don’t care if it was done at 2 p.m. or 2 a.m. (although I don’t suggest doing work at 2 a.m.!) PR changes by the day and that’s a big reason I love my job — if I had a by-the-book schedule I’d just get bored.

    Having a set schedule of 9 to 5 helps in setting boundaries for your week, but having the flexibility makes it better.

    Good post, David!

    Deanna (@dferrari)

  15. What an insightful thought to come out of the #u30pro chat! I agree that the 9-5 does not fit in today’s workplace – as with most things that evolve, change follows closely behind, yet this is one thing that seems to remain constant in most businesses. I work for a hotel, so for our sales people it makes sense to operate during “normal business hours,” but as the social media coordinator, an 8-5 isn’t necessarily the environment in which I would get the most work done. Also, my work has no set schedule – an unhappy guest could get online at midnight and post a complaint, it’s my job to respond to that complaint as quickly as possible, thus eliminating any idea that I work only from 8-5. At my last job we were given the option of coming in anywhere between 7 a.m. and 9 a.m. and then working the subsequent 8 hours. That helped when I needed to leave the office early or I had a doctor’s appt and I needed a little extra time in the morning. I think that flexibility is helpful to employees.

  16. Best Buy corporate moved to a flexible, results only work environment. They anticipated opposition, but through discussion and lots of help in transitioning, it eventually caught on. I’m told productivity soared.

    The women who spearheaded it created their own consulting firm: http://www.culturerx.com/

  17. Outside of number 3, have any of those other points changed much in people’s work situations in the past 10 years? Flex time has been used by numerous companies for years now and has helped with people’s varying schedules.

    If you’re looking at it from the perspective of the era of the remote employee and those of us in the digital space, then you may have an argument. We work at all times of the day because we’re able to. But does that mean we have to? I’m not sure if that’s true.

    I like the fact that I can work on projects at any time of the day but I think that, to a degree, has taken away from our personal lives more than it has helped us maintain it. I realize this space is constantly evolving and we have to stay abreast of those changes and growth to stay ahead of the curve and to continue to learn, but where do we draw the line and get back what I think the non 9-5 life has taken away from us?

    1. Great questions. While my argument is for business efficiency, it could definitely hurt personal happiness when employees are expected to work hours outside of 9-5. That’s up to individual though, I guess.

  18. I’d like to pipe up with a second comment (now that I’ve read the comments and really thought about this — the first comment was an experiment of sorts [one that failed miserably]).

    9-5 has value. As much as many of us appreciate our own working hours, Sonny makes a great point that by taking those set hours away we set ourselves up for working TOO much.

    Of course, with how much immediacy has come into play, the 9-5 has really almost killed itself by demanding people expand far past regular business hours to accommodate clients. Sometimes that’s necessary. 2 in the morning, though? No.

    If we’re talking killing 9-5 to improve productivity, that’s something that has to be taken up with businesses and clients alike — a joint acknowledgment on both sides that things will be changing so everyone can benefit. AND there has to be some established set of guidelines about how much time actually can be worked and what must be set aside for living life.

    I still think flex hours are a great idea, but when it comes to completely different schedules there has to be real proof that working outside the 9-5 greatly improves business for me to be completely sold.

    1. True. A company needs to evaluate their needs, their current system of scheduling, and implement a system that suits their customers and their employees.

      I’m not advocating that employees end up working too much. Rather, that they work as much as they need to in order to achieve the results that are expected of them. If the expectations are too high, that’s an issue aside from their hours.

  19. David,

    Mandy brings up a good point. While many of us U-30’s advocate for a work week or workday that suits our lifestyles, eventually our lifestyles will be changing.

    I can tell you personally that once I end up having children, my lifestyle will be dramatically different. I work insane hours now because I can, and because I can afford to. But, when I’m 35 with two children, I am not going to be the one working 80 hours because I want to, but I’m going to want a 9-5 M-F so I can take the rest of the time and enjoy my family, and I hope that whatever position I am in during that time can adjust to that.

    For me, it’s a need for flexibility. I suck at getting up in the morning, so if a job would let me work 10-6, that is optimal for me. Or let your workers run out to the gym at 12, as long as they make up the time.

    As many have said, it takes a great trust in your employees, but if you have hired correctly, the trust should already be there and it’s simply working around when they will be most productive for you.

  20. I have to disagree with your post. While in theory having a completely flexible schedule seems ideal, it would not work in the real world. The concept of the 9-5 workday is considered the norm because it works best for the overall masses. I’m all for flexible hours – giving people an hour or two leeway around that 9-5 – but allowing full freedom of your schedule would wreak havoc on the client service industry.

    I work in the public relations field and if my client and I had opposite schedules, nothing would get done. I would love to work at a schedule that is most convenient for my personality, however, what’s convenient for me may not be convenient for someone else. For example, if you and I were in a business relationship and I worked from 7:00 am – 4:00 pm and you worked from 5 pm to midnight, we could never get anything done. If I had a question, I would have to wait the entire day for a response, which could mean I didn’t get anything accomplished in the meantime.

    And what about if a client had a question for me? They would have to wait until I was working. With today’s “I need an answer and I need it now” Google search mentality, having to wait upwards of 8 hours to get a simple response simply wouldn’t fly. Your thought, while convenient, would be highly inefficient in this regard.

    Sorry, it’s not my intention to be a troll here, just wanted to offer a differentiating opinion.

    Justin Falce (@JustinTruth)

    1. Not a troll at all. I welcome disagreement. I encourage it.

      The way I see it working is, efficiency first, convenience second.

      In other words, figure out what hours provide the most efficient method of getting your job done (that includes communication with colleagues and clients). Then, with those needs taken into account, work out a schedule that is convenient and comfortable.

  21. I think you make a great point that it should be eliminated as the default mode of work. I agree that it is arbitrary and each organization should stop limiting themselves with these types of norms.

  22. Living in Ottawa (a government town) this is what i can add to your discussion. MOST people (not me, but most) like the get up, go to work, come home, make dinner, go to bed routine. Most people don’t want change, or adjustments to their schedules. They don’t want to work late, or go to extra training, or anything else. These people live for the 9-5 routine. Our Lives function b/c these people go to work to push the paper that need pushing to keep the bureaucracy going.

    Not a life i would be interested in, but thank god most people are.

  23. The theory is great, but it would never work. Face it, most of us don’t work for a Best Buy or large corporate company – our world is run by small businesses. For a small business, this flexibilty would wreak havoc on expenses and other non-monetary business expenses.

    Listen, I’m all for leading a balanced life. I think work should be fun and you should work to live, not live to work. However, that being said, we need to stop with the mindset that work and the world revolves around us and what’s convenient for us. Yes, let’s improve the workforce, let’s improve productivity; but why do we have this sense that things need to be changed. Again, I’m all for making work a positive environment and looking out for your employees – but, in my opinion, work shouldn’t revolve around the employees.

    Just my old-school mentality that believes we owe it to our employers, not vice versa. I’m weird like that.

    1. Kasey,

      Perhaps work shouldn’t revolve around employees, but without a motivated workforce, a company is nothing.

      My point isn’t that things should be changed because it’s more convenient for the employees. My point is that inconveniencing them for a system that exists just because it is “the norm” is a naive way to go about running a business.

      I’m not sure how flexibility would wreak havoc for a small business. If anything, won’t it be easier to implement as there are less people to consider? Either way, as I’ve said, if a company analyzes their current system, and determines that 9-5 is the optimal system for the customers (firstly) and for the employees (second) then and only then should they accept that system.

  24. Hi Kasey & David,

    I actually work for a small business (16 employees- even less FT)that deals with accounts nationwide. We do have ‘open’ office hours from roughly 9-5 and have the option of remote log-ins. It is heavily communicated that if you get your work done in a diligent and timely fashion you can work whatever hours work for you!

    It is requested that you are in most of the week for meetings. However, I am able to create my own schedule.

    There are also several employer benefits:

    1) Allows employees to participate in personal and career development
    2) Allows room for flexibility with clients, especially if they are in a diff. time zone
    3) Generally gives some employees flexibility, relieving stress on scheduling aroung family/social events.

    There are some employees that are in everyday. They enjoy and need that structure. However, I thrive on the fact that some days I can be in at 7 am and others they may not expect me til 9:30am.

    I just think it’s important to remember that

    1. Kristina, thank you for sharing a great example of a system that can work without enforcing the 9-5. That’s great. 9-5 is still an option, and there are certain things/times where your attendance is mandatory, but it still allows for flexibility.

  25. David —

    I left this exact same comment on Sonny’s blog post in response to yours, but I wanted to post it here to see what you thought.

    Agency types (and probably many corporate ones as well) will probably tell you that the 9-5 work schedule is a complete myth. While you’re physically in the office during those hours, you’re actually “on call” well beyond 5:00p.m. That’s a working relationship that’s fine with me because I’m interested in serving clients, both internal and external, first. It’s a similar story with online communities. It might be a cold way of talking about people, but they are clients in a way, right? Their “thirst” for knowledge and information doesn’t stop at 5 does it? As you know, over the Labor Day weekend I tried the social disconnect experiment. I’ll admit, I had one lapse late Friday afternoon, but overall it was a difficult experience. I was constantly wondering what people were talking about, and if there was some level of insight that I could offer to add to the discussion. Does any of this make me a workaholic? Or just dedicated to my “community?” Interested to hear your answer.

  26. I have a different take. The biggest problems with “the 9-to-5” are the underlying notion of permission and the anachronistic use of time itself to measure knowledge work.

    “Work any 8 hours between 7 and 7” does not change the fact that on the day when the tasks I must accomplish don’t take 8 hours, I am twiddling my thumbs. Somehow we are burdened with the idea that it is “lazy” to get your work done in 3 hours, or 7.2 hours and then (gasp!) be through with the work day. In my opinion, the removal of time as an absolute metric could result in MORE productivity – regardless of the impact on time worked – because it would force the issue of what EXACTLY the work goals are.

    Second, I am certain that many people who arranged to work at home did so not to have unlimited flexibility in how they spend their time – but because they tired of having to explain themselves like a school child. On a given 9-to-5 day, an individual might, say, feel restless and need a break for a quick run. In the traditional office environment, this becomes a power struggle, an image management exercise, etc. – all of which add nothing to productivity.

  27. As a supporter of the Results-Only Work Environment, I find that most of the objections to it are actually RESULTS issues.

    “But…we have to be available to clients.” Does every person have to sit in an office from 8-5 for that to happen? Probably not. Can you be available without being at the office. Yes. Is being available to clients part of the “results” we are going for? Absolutely!

    So, instead of managers focusing on who’s in their seat and who isn’t, they could use that energy to figure out how to best meet the customer needs and help their employees and the company succeed. And instead of employees thinking “how long until I’m allowed to go make sure I put down my garage door”, they can just focus on contributing to the organization.

    I work in a traditional office, and it seems like 2 jobs.
    #1 – apppearance/getting in the right amount of hours/office politics
    #2 – the actual work

    What a waste.

    Sometimes getting results requires being in the office, or requires being available at certain hours. If people aren’t there or not available they’re not going to get the results. Then it’s a performance issue, and the abusers will be exposed.

    What you don’t want is people who are doing an excellent job being reprimanded for not spending the appropriate amount of time in their seat, hating their job, and quitting because they’re treated like children. You don’t want to punish people who work quickly and efficiently by requiring them to take on extra work in order to fill their hours and then quitting because they’re fed up with that.

  28. Our personal experience teaching corporate executives and students
    (through. Because of this, people tend to get lazy and later
    on give up. A game could be on the world cup, national league or just
    an exhibition game. Third, pull the football in close to your bicep to protect it from opponents jabs and attempts to make you fumble.

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