{"id":56335,"date":"2022-06-02T11:34:49","date_gmt":"2022-06-02T18:34:49","guid":{"rendered":"https:\/\/www.creativecircle.com\/?p=56335"},"modified":"2022-06-02T11:34:49","modified_gmt":"2022-06-02T18:34:49","slug":"revisiting-the-9-to-5-working-world","status":"publish","type":"post","link":"https:\/\/www.creativecircle.com\/blog\/revisiting-the-9-to-5-working-world\/","title":{"rendered":"Revisiting the 9-to-5 Working World"},"content":{"rendered":"

The first few bars are unmistakable to music fans. Pound, pound, pound goes the keyboard in a catchy rhythmic pattern. Soon what sounds like the clicking of a typewriter (what\u2019s a typewriter<\/a>?) joins in. Then Dolly Parton croons:<\/p>\n

Well, I tumble outta bed and stumble to the kitchen<\/em>
\nPour myself a cup of ambition<\/em>
\nYawn and stretch and try to come to life<\/em><\/p>\n

Jump in the shower and the blood starts pumping<\/em>
\nOut on the street, the traffic starts jumping<\/em>
\nWith folks like me on the job from 9 to 5.<\/em><\/p>\n

That\u2019s the opening to a 1981 #1 hit on the Billboard<\/em> Hot 100<\/a> and soundtrack to the movie of the same name \u2014 9 to 5<\/em>. NPR<\/a> proclaimed: \u201cA Cup of Ambition and Endurance: \u20189 To 5\u2019 Unites Workers Across Decades.\u201d The thrust of that message about the daily grind may be true, but what about those hours? Does this traditional schedule align with the ebb and flow of the business community today and, more so, going forward? Is it time to adjust the 9-to-5 work clock?<\/p>\n

The rejiggering is underway. Although movement began on a modest scale about five years ago, a monumental disruption created the impetus for change. That factor \u2014 the pandemic \u2014 has had a profound effect on the world and our business life. It redefined the setting of work for many. But that\u2019s only the beginning.<\/p>\n

The Influence of COVID-19<\/h3>\n

\u201cThe pandemic has been a wake-up call,\u201d declares a post in Forbes. \u201cIt has shaken us out of our complacency. We have started seriously looking into the way we lead our lives.\u201d That comment segues into a discussion about remote work, which \u201chas proven to be an undisputed success.\u201d This outcome fostered a \u201cnew mindset\u201d which \u201chas also shifted to other areas of our work lives. The standard 9-to-5 workweek is now up for change.\u201d It\u2019s in this spirit the title of this piece advises \u201cWorking 9-To-5 Is an Antiquated Relic From the Past and Should Be Stopped Right Now.<\/a>\u201d<\/p>\n

\u201cThe 9-To-5 Schedule Should Be the Next Pillar of Work to Fall<\/a>\u201d agrees. It reports that marquee companies, such as General Motors, Meta and PepsiCo, \u201chave incorporated remote work into their corporate cultures.\u201d But rather than an endpoint, this repositioning is a steppingstone. That\u2019s because \u201cin a truly flexible workplace, people would control not just where they work but also when.\u201d<\/p>\n

Variations of the word \u201cflexibility\u201d keep coming up in these forums. The New York Times post referenced directly above notes that: \u201crecent pandemic upheavals could open the door for new kinds of workplace flexibility.\u201d An informed source quoted here shares a lesson that business owners learned during COVID-19. At first, they considered \u201cwork from home\u201d as \u201cthe hill I would die on\u201d because \u201cI absolutely knew my company could never do it.\u201d Then guess what? \u201cMy people proved me wrong in three weeks.\u201d The takeaway? \u201cWhat this tells us is that there is no assumption about how we work that should not be open to challenge.\u201d<\/p>\n

Accompanying Factors<\/h3>\n

Pandemic aside, we were getting into position to reconsider 9-to-5 anyway. The paradigm has been around for about 100 years. \u201cIn 1926<\/a>, Henry Ford, founder of the Ford Motor Company, started the concept of a five-day, 40-hour workweek for his assembly line workers \u2014 down from much longer hours. The 9-to-5 workday was created to serve the needs of business titans who ran manufacturing plants that relied upon lots of people standing on assembly lines.\u201d<\/p>\n

Since then, the fabric of our economy has shifted from a manufacturing base to service. So has the composition of the workforce. \u201cRethinking 9-to-5: The Rise of Flexible Work Hours and Telecommuting<\/a>\u201d explains. \u201cToday, work has changed dramatically and the corporate landscape looks nothing like it did in the days of Henry Ford. With the decline of manufacturing, the rise of women in the workplace and, more recently, the acceleration of new technology, it has become less necessary for everyone to work the same eight-hour shift.\u201d<\/p>\n

Let\u2019s focus on the point about technology to underscore its significance. CNBC.com reports that the World Economic Forum says that we have arrived at the Fourth Industrial Revolution<\/a>. In short: \u201cThe first two revolutions were about mass production. The third turned us into knowledge workers bound in offices. This revolution is about breaking free of geography. It is being driven by the technology to help us do that.\u201d There\u2019s more. Email, cloud computing and a growing legion of other high tech tools enables workers to attend to their responsibilities at any and all hours, not limited to 9 to 5. No wonder this post subscribes to the view that \u201cThe future of jobs won\u2019t be about 9-to-5 office hours.<\/a>\u201d<\/p>\n

So Why Haven\u2019t Businesses Done Away With 9-to-5?<\/h3>\n

Some firms already have gone down this path. The U.S. Chamber of Commerce cites \u201c10 Forward-Looking Companies Offering Flexible Work.<\/a>\u201d It notes: \u201cAs workplaces adopt new technology and innovative management philosophies, some companies are ditching old-school, nine-to-five office requirements.\u201d Among those featured in this group are three iconic organizations \u2014 American Express, Dell, and UnitedHealth Group.<\/p>\n

Of this trio, Dell<\/a> is \u201ca pioneer in flexible work scheduling.\u201d Its \u201cConnected Workplace\u201d program, initiated in 2009, enables employees to not only work remotely, but also in whatever way they choose. Some 60% of its workforce takes advantage of these flexible options.<\/p>\n

What\u2019s another big-name company in this pack? It\u2019s the subject of \u201cA huge tech company just killed the 9-5 workday for good.<\/a>\u201d And that firm is Salesforce. Its chief people officer asserted that it \u201cno longer makes sense to expect employees to work an eight-hour shift and do their jobs successfully.\u201d From that perspective, employees have the \u201cflexibility in how, when and where\u201d they choose to work. Following through on the gist of this piece, this spokesperson declares: \u201cThe 9-to-5 workday is dead.\u201d<\/p>\n

How to Get Started<\/h3>\n

Harvard Business Review points the way. \u201cBreaking Free from a \u20189 to 5\u2019 Culture<\/a>\u201d declares: \u201cthe future of work points to more asynchronous ways of working.\u201d Before delving into the strategies offered here, it\u2019s worth defining a term\u2014asynchronous. Remote.com<\/a> explains. \u201cAsynchronous (async) work is a way for workers to organize the order in which tasks are executed to align with their own timetable.\u201d In other words, an async system does not require all employees to be at the same place and work at the same time.<\/p>\n

Let\u2019s say a business seeks to veer from the 9-to-5 structure. How should it adopt an asynchronous way of working? HRB suggests:<\/p>\n

Go top down<\/span><\/h4>\n

Get buy-in from upper management. The highest-ranking members of the firm also need to exemplify this new mode. \u201cWhether you are looking to shift to an asynchronous way of working at the team, department, or company level, it needs to start with the leadership of the entity.\u201d<\/p>\n

Emphasize effects<\/span><\/h4>\n

\u201cIdentifying clear goals and outcomes will allow employees working asynchronously to focus on the desired results versus when, where, or how the work is done.\u201d This mindset and work style represents a change from \u201chere\u2019s all the work to be done\u201d to \u201chere\u2019s the outcomes we want.\u201d<\/p>\n

Categorize<\/span><\/h4>\n

Sometimes all hands must be onboard, e.g., initial project planning sessions, client meetings. \u201cDistinguish which tasks and activities are better conducted synchronously.\u201d Note: \u201cHigher-touch activities such as conducting one-on-ones, providing others with coaching, feedback, and mentoring, as well as some onboarding activities, should also be conducted live.\u201d<\/p>\n

Uncover and set expectations<\/span><\/h4>\n

Work cultures are deep-rooted; changing them is complex. Consider engaging an external facilitator, who \u201ccan help the team surface, articulate, and challenge [the] existing rules and assumptions so the team [can] let go of them.\u201d Examples of unwritten rules: \u201cacceptable response time, what topics require a meeting, the standard length of meetings and how these meetings are run.\u201d<\/p>\n

Clarify and commit<\/span><\/h4>\n

What will new ways of working look like? \u201cIdentify dependencies for various workstreams and stakeholder needs. How will these be met? Make clear agreements around several elements, such as the use of various technologies and when these technologies are shut off.\u201d Formulate policies and accountabilities.<\/p>\n

Test and tweak<\/span><\/h4>\n

Transitioning to a new culture requires time and tinkering. Check back, assess and alter, as needed. \u201cMaking the shift to asynchronous work is not a \u2018one-and-done\u2019 event, but an iterative process that will likely need adjustments and fine tuning over time to successfully make the change.\u201d<\/p>\n

Set inclusion front and center<\/span><\/h4>\n

Keep clear sight of diversity, equity, and inclusion. \u201cThe task will be for leaders to be thoughtful and intentional with respect to inclusion.\u201d Awareness is foundation, followed by facilitation and all that entails. \u201cCreating this awareness and offering trainings for managers and leaders on inclusive leadership can help set up the shift to asynchronous work for greater success.\u201d<\/p>\n

Just ask<\/span><\/h4>\n

Forbes<\/a> recommends going straight to the source to get started. \u201cInstead of the 9-to-5, it would make more sense for companies to ask their employees what type of schedules would work best for them. Some may select to start the day later and stay a few hours. Others could request coming in early and leaving a little around 3 p.m. or 4 p.m.\u201d Survey and accommodate as best possible.<\/p>\n

Benefits and Timetable<\/h3>\n

Both employees and employers gain from cracking the 9-to-5 mold. It\u2019s a win-win.<\/p>\n

On the employee side of the equation, knitpeople.com<\/a> contends workers increase efficiency by doing their jobs at the best times for them; consequently, that triggers higher quality output. They focus better on their tasks with less distraction and manage time more effectively, which enhances engagement with their work. In all, they derive greater work-life balance and health and wellness.<\/p>\n

For employers, the change aligns with the wants and needs of workers, especially younger ones. PwC\u2019s Next Gen: A global generational study<\/a> found that 64% of millennial employees \u201cwould like to shift their work hours.\u201d Why? It keeps employees satisfied, which lowers turnover. In addition, it enhances productivity and reduces overhead costs. One more? Flexjobs.com notes that \u201cwork flexibility appeals to highly educated and experienced workers;\u201d it thus attracts high-caliber employees.<\/p>\n

When will the movement away from 9 to 5 occur in a meaningful way? The Forbes<\/a> post advocates the time to change is \u201cnow.\u201d That is seconded by \u201cWhy you should be working asynchronously in 2022.<\/a>\u201d Others put the timetable further out in the future. Although Forbes asserts \u201cit\u2019s only inertia holding us back from changing the 9-to-5, five days a week program. It\u2019s time to consider other options.\u201d Some companies may act accordingly, others not. But regardless: \u201cThe change in 9-to-5 will eventually happen, one way or another.\u201d<\/p>\n

That may occur via natural progression. \u201cThe future of jobs won\u2019t be about 9-to-5 office hours, as power shifts to millennial leaders<\/a>\u201d suggests it\u2019s just a matter of time until we say goodbye to Dolly Parton\u2019s \u201c9 to 5\u201d elegy. \u201cAs younger generations take management reins, remote work and flexible work models will just be the norm.\u201d So set your sights to see this inflection point \u201cwithin the next 10 to 15 years.\u201d<\/p>\n

 <\/p>\n

About the author.<\/span><\/span>\u00a0<\/span>
<\/span><\/strong>You name it, she covers it. That\u2019s the can-do attitude Sherry M. Adler brings to the craft of writing. A polished marketing and communications professional, she has a passion for learning and the world at large. She uses it plus the power of words to inform and energize stakeholders of all kinds. And to show how all of this can make a difference, she calls her business <\/span>WriteResults<\/span> NY, LLC<\/span>.<\/span><\/span>\u00a0<\/span><\/p>\n","protected":false},"excerpt":{"rendered":"

The first few bars are unmistakable to music fans. Pound, pound, pound goes the keyboard in a catchy rhythmic pattern. Soon what sounds like the clicking of a typewriter (what\u2019s a typewriter?) joins in. Then Dolly Parton croons: Well, I tumble outta bed and stumble to the kitchen Pour myself a cup of ambition Yawn […]<\/p>\n","protected":false},"author":4,"featured_media":56349,"comment_status":"closed","ping_status":"closed","sticky":false,"template":"","format":"standard","meta":{"_acf_changed":false,"footnotes":""},"categories":[75],"tags":[],"class_list":["post-56335","post","type-post","status-publish","format-standard","hentry","category-employer-insights"],"acf":[],"yoast_head":"\nRevisiting the 9-to-5 Working World | Creative Circle<\/title>\n<meta name=\"description\" content=\"The pandemic has had a profound effect on the world and our business life. 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