{"id":228077,"date":"2025-10-30T06:47:03","date_gmt":"2025-10-30T01:17:03","guid":{"rendered":"https:\/\/ebiztoday.news\/?p=228077"},"modified":"2025-12-01T09:33:13","modified_gmt":"2025-12-01T04:03:13","slug":"productivity-and-flexibility-do-not-need-to-be-mutually-exclusive","status":"publish","type":"post","link":"https:\/\/ebiztoday.news\/index.php\/2025\/10\/30\/productivity-and-flexibility-do-not-need-to-be-mutually-exclusive\/","title":{"rendered":"Productivity and Flexibility Do Not Need to Be Mutually Exclusive"},"content":{"rendered":"

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<\/span><\/span>Estimated reading time: <\/span>3<\/span> minutes<\/span><\/p>\n

I do know that the majority organizations have moved away from hybrid and distant work. They need employees onsite. I get it. There are benefits to employees being onsite. It could be helpful for communication, decision making, problem solving, and team constructing (simply to name just a few).\u00a0<\/p>\n

That being said, there are a few things about return to the office (RTO) announcements which can be frustrating. First, organizations should\u00a0be honest with employees concerning the reasons that they\u2019re doing it. A few of the announcements are an absolute sugar-coated mess and employees realize it. This doesn\u2019t create a positive work environment, which might have an effect on productivity.\u00a0<\/p>\n

However the second reason that RTO announcements are frustrating is the one I desired to discuss today. Simply because organizations announce an RTO doesn\u2019t mean they should eliminate flexible schedules. If an worker asks to earn a living from home once every six months, I\u2019d wish to think the organization could make that occur.\u00a0<\/p>\n

An alternative choice that organizations can offer employees is a 4-day work week. Employees work onsite but only 4-days every week. This could possibly be a pleasant compromise between what the corporate wants (onsite work) and what employees want (less commuting time, work life balance, etc.). I\u2019ve worked for firms that offered employees who worked second or third shift the choice of 4-day work weeks. It was the perk of working an undesirable later shift and it worked well.\u00a0<\/p>\n

I desired to mention flexible scheduling because I\u2019ve seen just a few articles a few scheduling trend called 996. I\u2019m really hoping it\u2019s not true.\u00a0996 work is described as having a schedule from 9a to 9p six days every week.<\/a>\u00a0It appears to be what has been termed the brand new \u2018hustle culture\u2019.\u00a0<\/p>\n

This just isn’t the approach to construct and sustain productivity. To cite an old saying, productivity is about working smarter no more. Granted, I’ll admit, I\u2019ve worked some pretty odd hours in my profession. But those times weren’t the norm \u2013 and everybody knew it. It was to pitch in and get something done. Then all of us returned to our regular schedule. And actually, we can be encouraged to take a little bit overtime off. Perhaps are available in late or leave early.\u00a0<\/p>\n

The result was that the organization was productive because they were flexible with employees. And\u00a0employees were productive because they knew the organization can be flexible with them.\u00a0<\/p>\n

Organizations and individuals want each things \u2013 productivity and suppleness. They need to be productive since it\u2019s nice to get stuff done. Additionally they need to have flexibility when needed. Organizations will want to recollect this after they\u2019re talking about returning to onsite work. Employees shall be on the lookout for signs that flexibility still exists.\u00a0<\/p>\n

Image captured by Sharlyn Lauby while exploring the streets of San Diego, CA<\/p>\n

The post Productivity and Flexibility Do Not Need to Be Mutually Exclusive appeared first on hr bartender.<\/p>\n

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Estimated reading time: 3 minutes I do know that the majority organizations have moved away from hybrid and distant work. They need employees onsite. I get it. There are benefits to employees being onsite. It could be helpful for communication, decision making, problem solving, and team constructing (simply to name just a few).\u00a0 That being […]<\/p>\n","protected":false},"author":1,"featured_media":228078,"comment_status":"open","ping_status":"open","sticky":false,"template":"","format":"standard","meta":{"footnotes":""},"categories":[9],"tags":[3199,16426,43586,6476],"class_list":["post-228077","post","type-post","status-publish","format-standard","has-post-thumbnail","hentry","category-career-growth","tag-exclusive","tag-flexibility","tag-mutually","tag-productivity"],"aioseo_notices":[],"_links":{"self":[{"href":"https:\/\/ebiztoday.news\/index.php\/wp-json\/wp\/v2\/posts\/228077","targetHints":{"allow":["GET"]}}],"collection":[{"href":"https:\/\/ebiztoday.news\/index.php\/wp-json\/wp\/v2\/posts"}],"about":[{"href":"https:\/\/ebiztoday.news\/index.php\/wp-json\/wp\/v2\/types\/post"}],"author":[{"embeddable":true,"href":"https:\/\/ebiztoday.news\/index.php\/wp-json\/wp\/v2\/users\/1"}],"replies":[{"embeddable":true,"href":"https:\/\/ebiztoday.news\/index.php\/wp-json\/wp\/v2\/comments?post=228077"}],"version-history":[{"count":2,"href":"https:\/\/ebiztoday.news\/index.php\/wp-json\/wp\/v2\/posts\/228077\/revisions"}],"predecessor-version":[{"id":228080,"href":"https:\/\/ebiztoday.news\/index.php\/wp-json\/wp\/v2\/posts\/228077\/revisions\/228080"}],"wp:featuredmedia":[{"embeddable":true,"href":"https:\/\/ebiztoday.news\/index.php\/wp-json\/wp\/v2\/media\/228078"}],"wp:attachment":[{"href":"https:\/\/ebiztoday.news\/index.php\/wp-json\/wp\/v2\/media?parent=228077"}],"wp:term":[{"taxonomy":"category","embeddable":true,"href":"https:\/\/ebiztoday.news\/index.php\/wp-json\/wp\/v2\/categories?post=228077"},{"taxonomy":"post_tag","embeddable":true,"href":"https:\/\/ebiztoday.news\/index.php\/wp-json\/wp\/v2\/tags?post=228077"}],"curies":[{"name":"wp","href":"https:\/\/api.w.org\/{rel}","templated":true}]}}