Wednesday, October 12, 2016

"I'll Be Online Later"; "Please don't"

From LinkedIn

"I'll be online later," you say, grabbing your laptop as you head out the door.

"Please don't," say a growing number of CEOs who are radically rethinking the modern workday. Prompted by Millennials who value work-life balance, an increasingly global workforce spanning time zones, and devices that allow us to connect anywhere, anytime, these CEOs recognize the value of redesigning business to accommodate life, and not the other way around...

In a world that is always on, when does work stop?

In one corner is the argument for flexible hours, the darling of the tech set. When executed well, this approach allows staff to work when they work best while navigating life events that don’t naturally fall before 9 a.m. or 6 p.m. However, probe a bit further and many employees admit that flexible hours often mean "always working," with little or no ability to shut off.

In the other corner is the 9-to-5 (or 6...or 7...) model, which can feel downright quaint in 2016. And yet it is making a comeback. At its best, a set hours policy has clearly defined and predictable boundaries, allowing staff to enjoy life outside of work. At its worst, this model can feel rigid, valuing "face time" over quality work.

So which working-hours policy—one that encourages quality work without burning out your staff—is right for your company? Here’s what four CEOs who participated in our ongoing Human Company Design research had to say...

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