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6 Reasons to Do Away With the Nine-to-Five Workday

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Is the nine-to-five workday still feasible? For some companies and some people, sure.

But at an accelerated pace, COVID-19 has altered how, where and when we work. It has also proven why the end of the nine-to-five workday may work better for companies and their employees in our climate — and beyond.

Here are six reasons your company should consider doing away with 9 to 5:

There’s Flexibility Like Never Before

Many organizations had no choice but to shift a remote workforce. That in itself shows the power of agility. Since then, employers have become more aware of the mounting responsibilities (and uncertainties) that working from home amid a pandemic brings. And therefore, they have become more accommodating of changing work schedules. They get it. They must accommodate the needs of their employees’ as well as their families.

There’s Productivity Like Never Before

According to a Citrix study, in April 2020 more than half of all countries worldwide said their productivity levels were the same or higher. That number includes more than two-thirds of the U.S. (69 percent). Employees are working more frequently in the morning and evening hours, as well as weekends — well outside the 9 to 5 bubble.

There’s Autonomy Like Never Before

We’ve all enjoying working without a manager ‘seeing’ our every move. This doesn’t mean you work less. It does not mean you put in less effort.

But it does mean you can take charge in how you operate when working from home. It means you can do so without feeling like someone is watching or micromanaging. And underscores you can have agency — and still be productive. This autonomy helps build better working relationships between managers and employees. Most importantly, it builds trust.

There’s Technology Like Never Before

We are using emojis as shorthand communications tools. We’re learning how to communicate virtually through Zoom. Seemingly each day, we’re exploring different tech and communication channels. In real-time, we’re building a remote culture while learning new skills.

And with each passing day, we’re only getting better at it.

There’s Empathy Like Never Before

According to Microsoft, 62% surveyed for its latest Work Trend Index Report said they now feel more empathetic toward their colleagues. The key factor: They now have a better view of life at home via video calls.

From the natural interruptions of WFH to the issues of internet connectivity or bandwidth, we are working together differently. We’re getting to know each other even better. Because we’re human, we’re even bring fun into the workday. Children and pets interrupt video calls. We take calls in our pajamas. And colorful filters and a picture in the video frame are common occurrences in Zoom meetings.

There’s Perspective Like Never Before

The nine-to-five workday isn’t everything anymore. Why? Because there’s more to just staying stuck inside an office. There’s a new freedom in thinking about how we want to approach work where work-life balance is possible. Sharper focus. Less commute/travel time. More exercise. Family time.

Life — not just work.

Maybe the Nine-to-Five Workday is Done

And likely, there will continue to be a blend of remote with on-site work. After all, for many members of the workforce the nine-to-five workday just won’t cut it anymore.

That’s more than a good HR strategy. It’s a great plan for our next normal. And a better life.

 

 

Dr. Seuss on the Paradox of Choice

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Ever been presented with a litany of options only to find yourself disappointed by the results? As Dr. Seuss shows, too many options is not always a good thing.

Growing up, I was a big fan of Dr. Seuss books – I Wish I Had Duck Feet and Green Eggs and Ham were personal favorites. My interest was renewed once I had kids. So I was thrilled when a previously unpublished Seuss book had been discovered.

What Pet Should I Get? tells the story of a brother and sister who are given the task of picking one pet to bring home from the pet store. This mission becomes increasingly daunting as they are confronted with more and more animals to choose from. Throughout the story a voice urges the kids to “Make up your mind.” And there lies the paradox of choice that we face everyday.

Paradox of choice is the idea that although abundance and variety are supposed to make us happier, when in reality they do not. According to Barry Schwartz’s research in his book The Paradox of Choice: Why More Is Less, abundance depletes our mental energy, sets unreasonably high expectations, and leaves us feeling unfulfilled. Put in simple terms, by buying the NFL cable package where you can watch every game, pre-game, and coverage, you are setting yourself up for disappointment. That indecision on Sunday when you are flipping between five games is the paradox of choice and it is ruining the football experience, not enhancing it. This is true in the workplace as well.

“Autonomy and freedom of choice are critical to our well being, and choice is critical to freedom and autonomy. Nonetheless, though modern Americans have more choice than any group of people ever has before, and thus, presumably, more freedom and autonomy, we don’t seem to be benefiting from it psychologically. “ – Barry Schwartz, The Paradox of Choice

As leaders, we often delude ourselves into thinking that by providing a multitude of options, we are promoting engagement and buy-in amongst the team. However, as Barry stated in his TEDTalk, the overabundance of choices has two negative effects.

The first negative effect is that while you are intending to empower your team with a sense of freedom, too many possibilities produces a decision paralysis. With so many options, people find it difficult to choose anything. Just imagine sitting in a meeting where someone says, “I have 50 different ways to tackle our problem.” Are you going to sit and listen to a detailed list of 50 solutions? To be influential, we need to either be fully committed to one solution or give three to five selections for the team to weigh.

The second negative effect is that even if we overcome the paralysis and decide, we end up less satisfied with the choice. One reason is that with so many options, it becomes easy to imagine how a different choice could have been better. As a result, you begin to regret your selection before it even started.

Another reason why too many options leaves us dissatisfied is what economists call opportunity costs. Whenever you choose one thing, you are choosing not to do other things. Then when you see all the attractive features associated with the many alternatives, it makes what you’ve chosen less attractive.

Finally, too many selections create unsustainable expectations. There is no “perfect” but when you see a hundred options, anything you choose will inevitably increase your expectations. So when you compare what you got with what you expected, the result can only be disappointment.

“The secret to happiness — this is what you all came for — the secret to happiness is low expectations.” – Barry Schwartz, TEDTalk

Consider the paradox of choice the next time you are presenting ideas to your team. Don’t put them in a position where they are walking into a pet store with infinite possibilities and the instruction to pick one. Vet the numerous alternatives and present a limited number of choices. This does not diminish their freedom, nor does it underestimate their analytic abilities; it allows the chance to absorb the intricacies of each option and make a more informed decision. It also saves you the effort of having to say, “Make up your mind!”

Photo Credit: holland024 via Compfight cc

4 Ways To Define Trust In The New World Of Work

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It’s no big revelation that trust is the gas the drives the car when it comes to relationships; without it, you may roll to a dismal halt. Families depend on it; marriages are built on it. Pretty much any kind of partnership requires it, and without, the foundation of nearly any relationship is seriously weakened. It’s no different at work. But defining trust in the workplace it is a little different.

The meaning of trust hasn’t shifted. But the nature of how trust functions has. How? Geographically, demographically, even culturally, how we view trust and what it means has evolved, as have the rituals we use to build it. The same kinds of activities that might have raised eyebrows and closed ranks in the past can have the opposite effect now.

1) Accept that innovation will happen.

There’s a great lesson to be learned from Uber (again): how a rogue group of employees bypassed the workflow channels to create a new product. Since there was no time to bring a new idea (hashed out during an after-hours “jam session) to life during regular business hours, they created and organized it during a two-day workathon over the weekend. Was it elitist? Nope. Part of the impromptu quick-start of the product was that it could not be without the input of everyone in a range of departments and across functions. It was an open-minded, “Hey, how can we do this?” approach. Is this sneaky? Not if it’s part of company culture.

2) Value individual autonomy.

Studies like Deloitte’s on culture and employee engagement found that 87 percent of organizations surveyed cite culture and engagement as one of their top challenges. And 12 percent of employees are more motivated by work passion than career ambition — a number that will surely rise. The new workplace has to include self-motivation as a driving force behind employee engagement — which means (no matter the geography, whether digital or physical) that employees are given the freedom to grow, learn, and push themselves. The give stems from a workplace that trusts its talent. Companies that don’t weave this into their own culture are risking a higher rate of attrition than those who do.

3) Admit that humans have emotions.

Trust is not just a marketing slogan or a word on money. Lack of trust can dredge up a storm of emotions in anyone, from a spouse to an employee. Yes, we should all try to take the high road, as my colleague and friend Tamara McCleary points out. But in the workplace, the onus is with management to be able to lead with emotional intelligence. If an employee has an issue and it’s bungled due to some expectation of acting professional, at least these two things will happen: 1) resentment and 2) opacity.

4) Understand that we need to be friends.

A recent survey showed that groups of friends were able to perform tasks and make decisions better than a group of strangers. In terms of teamwork, being friends does indeed keep the car moving. But if we’re increasingly isolated due to changing work environments, far more telecommuting, shorter expected stints with an employer, and a host of other factors, how can we forge productive, inspiring, team-building friendships? We might take a cue from companies who make employee interaction and activities an active part of workplace culture.

Which once again, leads me back to that exercise in cooperation, the Google CoBike — that on-campus, multi-seated bicycle, which by now is part of Silicon Valley lore. If you want people to feel valued, work together, and trust each other, then make sure your workplace values people above all else. Trust will work wonders where nothing else will: increase engagement, productivity, communication, and decrease attrition. Trust me on this one.

Image credit : Shutterstock

A version of this post was first published on Forbes on 12/12/15

How to Attract and Retain the Best Employees in 2016

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As colleges crank out more graduates, our economy’s pool of potential employees grows. Selecting and enticing the right ones are going to be paramount to any business strategy in 2016, especially because the pool is diluted to the brim with mediocre to average prospective hires. Many business are going to need to brush up on hiring and retention strategies if they want to attract and retain the best employees in 2016.

Polish That Glass Door

It wasn’t long ago that employers began carefully scrutinizing their prospective employees Facebook profiles to determine more about them than they may be letting on in the first interview. It didn’t take long for potential hires to turn the tables. Websites like Glassdoor offer a place for employees around the world to review their places of work, list pro’s and con’s, and rate the company’s CEO. It’s basically like Yelp! for the job-seeking world. Building up your talent brand means ensuring that your organization is represented in the job market as the employer of choice via online profiles and employee reviews. This also includes social media, as sometimes Facebooking and Tweeting employees serve as your best talent brand ambassadors.

Prepare, and Be Snappy

You think you’re the only business looking to hire talent? Businesses are going to be competing for the best all throughout 2016, so make sure yours is snappy. Demonstrating that you respect their time and gather as much information as you can in a short amount of time via personality tests and video conferencing. On the flip side, if you are looking to get to know your employees a little better before you hire them full time, consider establishing internship programs. Not only does this gain you the ability to observe somebody’s work before hiring them, but it also gives you an edge with the first pick of the best college students before they even graduate.

Offer a Partnership Instead of a Job

Two-thirds of companies will face an internal skills shortage in the next three to five years, and only 30% of employees are satisfied with the future career opportunities within their organizations, according to Eremedia.The solution to this is not to offer “jobs” to candidates, but instead to offer a partnership, or a trade of sorts.

In return for their hard work (and their paycheck of course!), explain to your prospective hire what types of skills they will be learning that will make them more employable in the future, either for positions they may obtain via internal promotion, or at another company. It’s ok to recognize that your employee might not stay with you forever, and most potential hires will probably appreciate the honesty.

Recognize that no candidate is perfect, but that they can be trained to get pretty close. This type of flexibility and willingness to up-train a bit will also help fill the hard-to-hire positions left void by the STEM skills gap. Also, recognize that attitude and soft skills can be more important than having all of the hard skills. What is important is the career aspiration and that you have a candidate that’s looking toward their future. Those candidates are the ones that want to better themselves, which will, in turn, better your business.

Give Better Perks Than Coffee

Traditional benefits packages include health insurance, 401k, a of couple vacation hours, and probably free coffee on the jobsite–but traditional benefits packages aren’t enough to attract the best and brightest anymore. Millennials, the majority of your incoming workforce, are changing the way the workforce views perks. More laid back dress codes and flexible work hours fall in line with the new Generation’s valued self-expression. More flexible work hours and work-from-home options highlight your understanding that they place just as much importance on spending time with their families and their pursuing their passions as they do on working for your business and earning money. Make sure that your employee is happy, and your employee will make you happy.

Encourage Autonomy, Mastery, and Purpose

Business author Daniel Pink believes that all workers actually want only to be provided three things: the autonomy to do their jobs, however they have to, the opportunity to master their trade, and that purpose beyond earning a buck is inherent in their work. The workplace is changing to reflect these realities is apparent, as more people are being offered flexible scheduling, up-training, and the chance to work for companies that better the world and do more than just “make money.” Initiatives as simple as going green at the office can provide that purpose. These three principles show that even employees that don’t have all of the hard skills can be guided to learn them because inherently people want to be good at what they do. If you provide an environment in which an employee can excel by giving them those three basic things, they’ll better themselves, they’ll better your company, and they’ll stick with you for as long as they can.

By adhering to these principles and preparing for the new generation’s wants and needs, you’ll be attracting top talent throughout 2016. Miss any essential tips that I missed? Comment below.

photo credit: #1 via photopin (license)

How to get better employees (without replacing them)

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It is far more desirable to upgrade your current employees than replace them. Financially, it’s a no-brainer: you will avoid the expenses that come with recruiting and training. But the benefits go far beyond saving money. Upgrading your current staff can also ensure employee retention and nurture a happy office environment with boosted morale.

According to Daniel H Pink’s Drive the core principles needed for effective and happy employees are mastery, purpose and autonomy. Incorporating these elements into your workforce doesn’t have to come at a great cost.

Train your employees in essential business and soft skills

Showing your employees that you’re invested in them by enrolling them in training courses can create a great company culture and atmosphere.

Training courses are a form of incentives. If an employee completes a management course and clearly demonstrates those new skills, this could lead to a promotion to a managerial position.

There are many course options available, from soft skills like time management to Microsoft Office or Photoshop. There’s also a choice to be made between e-learning and classroom training.

E-learning can be more flexible for employees. However a classroom experience is likely to give you far more. It has been argued that employees do not get as much out of an e-learning experience. As mentioned by Activia Training, the classroom training experience is likely to result in more focus and thus bigger rewards than a digital course.

Digital roles are becoming ever more specialised and hard to find. Daniel Patel, the SAP delivery director at SAP recruitment agency Eursap, has said that the job market has become saturated and competition is growing. Bearing this in mind, investing in specific training courses for employees who already show an aptitude for the required skills could be extremely convenient and cost-effective.

A pleasant, productive and purposeful office environment

Having highly skilled employees doesn’t guarantee superior productivity. Morale and employee relationships are also essential aspects of the office dynamic to consider when trying to get the most out of people.

You can even improve the morale of your office by updating the surroundings. For example, the use of lighting can affect productivity, and bad lighting can even heighten absenteeism, according to office design experts, Open Workspace Design. So if your office doesn’t get a lot of natural light, improving the lighting can help tremendously.

Having a mission statement for your business or various departments can help give employees purpose. You can synchronise this with the environment by having reminders of the mission statement visible to employees. Ro-Am Posters say that 65 percent of us are visual learners and thus having printed materials around the office or on the walls can be a great way to get that message of purpose across.

Being flexible can improve focus

Serviced office providers i2Office have discussed the benefits of giving your employees a certain amount of autonomy. Giving employees more autonomy is said to improve job satisfaction by encouraging responsibility.

Employees that are able to approach their hours with more flexibility are generally deemed to work much harder. Many offices have employed flexi hours but arguably not enough to satiate the British workforce.

Image credit : StockSnap.io

Should Work Be Fun? Really? #TChat Preview

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(Editor’s Note: Looking for a complete recap of this week’s events and resources? Read the #TChat Recap: Fun Times! Work, Games and Culture.)

Work and fun — do they fit together? Or should we save good times for vacation and weekends?

Traditionalists might say that work is serious business. However, one of the most creative and productive minds of the Industrial Age seemed to think otherwise:

“I never did a day’s work in my life; it was all fun.”
-Thomas Edison

Thomas Edison

Learn more about Thomas Edison

It’s impossible not to admire Edison’s enthusiasm. But these days, with global employee engagement stubbornly stuck at 30% or less, companies everywhere are looking for ways to inject more of that spirit into their organizational cultures.

That’s why the principles of gaming are gaining appeal as a way to improve workforce commitment, development and performance.

But how can we create environments where work is naturally more engaging and enjoyable, without losing sight of business objectives?

That’s the topic we’ll explore this week at #TChat Events, with two innovators in workplace culture development:

•  Dan Benoni, Co-Founder & Product Director at Officevibe, a social employee engagement platform
•  Mario Coculuzzi, Eastern Canada Regional Director at Microsoft.

Dan and I spoke briefly in a G+ Hangout, where he suggested that successful approaches don’t focus on the work, itself, but instead focus on three essential human factors:

Also to help us prepare for the discussion, TalentCulture CEO, Meghan M. Biro, wrote a related article at Forbes.com. Read “5 Fresh Trends to Fuse Fun and Work.”

This topic promises to be great fun — and helpful, too. So please plan to join us this week to share your ideas and opinions about why and how game-oriented tools and techniques make sense in the world of work.

#TChat Events: Should Work Be Fun, Really?

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Listen to the #TChat Radio show

#TChat Radio — Wed, Oct 23 — 6:30 pmET / 3:30 pmPT

Our hosts, Meghan M. Biro and Kevin W. Grossman talk with Dan Benoni and Mario Coculuzzi about why and how “fun” can be an effective way to improve employee energy, drive and focus. Follow the action LIVE online this Tuesday afternoon!

#TChat Twitter — Wed, Oct 23 — 7pmET / 4pmPT

Immediately following the radio show, we’ll move this discussion to the #TChat Twitter stream for an open chat with the entire TalentCulture community. Everyone with a Twitter account is invited to participate, as we address these questions:

Q1: How often do you see healthy company cultures? Examples?
Q2: Why is engagement key to creating/maintaining a vibrant culture?
Q3: Can “fun” team challenges and other activities really help?
Q4: How can leaders improve employee well-being and retention?
Q5: How can HR drive adoption of recognition and engagement platforms?

Throughout the week, we’ll keep the discussion going on the #TChat Twitter feed and on our LinkedIn Discussion Group. So please join us share your questions, ideas and opinions.

We’ll see you on the stream!