Clocking in or clocking off: Should we ban set work times?

The 4-day work week, bare-minimum Monday, freedom Friday. There are loads of ideas spinning around about the length and time of how we should work. 

In the modern workplace, employers should be adopting a more personalised approach. But we don’t need a gimmicky new schedule to make that happen. How about just banning set work times? It really doesn’t matter what day of the week we work or what time. Or does it?

Before you ditch the timesheets, here are some potential benefits and drawbacks to consider:

The benefits to banning set work times

Make work fit into your personal life

One argument in favour of banning set work times is that it can allow for more flexibility and work-life balance. With a more fluid schedule, employees have the ability to work when it’s most convenient for them, rather than being tied to a specific timeframe. This can provide a better work-life balance because employees can schedule work around personal responsibilities, such as childcare or caring for elderly relatives.

Work when you feel the most productive

Additionally, flexible schedules can lead to increased productivity. Employees can work when they’re the most productive or when they’re in their best mental state. After all, some early risers like to get to work straight away while they’re fresh from a night’s sleep. Night owls might prefer to work later in the day, when there’s a little more peace and quiet. Having the choice could potentially reduce stress and burnout, resulting in a happier, more engaged workforce and better overall employee experience.

The negatives of banning set work times

Lack of communication

Banning set work times might sound idyllic on the surface, but it could also present some challenges. One major issue is that a lack of structure can make it difficult for teams to coordinate and collaborate effectively. If everyone is working on their own schedule, it might be harder to schedule meetings or communicate in general. There is risk of miscommunication, missed deadlines and poor time management due to a slower response time.

Tracking issues

A challenge for the employer is that it can be harder to track and manage employee hours when they are flexible. Without set times, employers must trust employees to work the hours promised and complete the tasks set. However, with an output-based working model, it really shouldn’t matter how many hours are needed as long as the task is completed and it meets expectations. 

Wrapping up

While there may be some benefits to banning set work times, there are also significant challenges and drawbacks to consider. Asynchronous working could be the future, but there will nearly always need to be some kind of overlap with colleagues, stakeholders and clients. A common-sense approach is best, alongside a carefully considered plan that meets the needs of both the employer and employee.

As an organisation, set your own boundaries. At Heart Talent, we encourage employees to use their out-of-office email feature and specify when they are available. This not only helps to establish work and personal boundaries. It helps people explain why they might not respond to a message immediately, helping to meet expectations for clients.

For more insights, visit the Heart Talent blog.