Mercer's US Flexible Working Policies & Practices Survey underscored the myriad ways in which workplaces are integrating flexible options into their employee value proposition. The strategic approach aims not only to attract new talent but also to enhance employee satisfaction and broaden the talent pool. The survey highlighted the diverse strategies employed by organisations to embrace flexibility, reflecting a growing recognition of its importance in today's dynamic work environment.

These options encompass hybrid, remote, and part-time schedules, as well as a variety of other arrangements. Examples include compressed workweeks (such as four 10-hour shifts), variable shifts with flexible start times spanning four to eight hours, and shift selection allowing employees to customise their working schedules according to their preferences.

It appears that we have a new schedule, or perhaps we can call it a trend, emerging: Chronoworking.

What is Chronoworking? 

The trend revolves around syncing work schedules with an individual's circadian rhythm and peak productivity hours, diverging from the traditional 9-to-5 model. This strategy places a premium on personal efficiency and well-being, recognising that individuals exhibit varying energy levels and focus at different times of the day. Tailoring work hours to harmonise with these natural rhythms is believed to enhance productivity, foster creativity, and contribute to overall job satisfaction among individuals.

Who first coined the term? 

The term Chronoworking was initially introduced by British journalist Ellen Scott in her Working on Purpose newsletter. Scott contends that rethinking our work schedules represents a natural progression in discussions surrounding workplace well-being. 

She anticipates that 2024 will mark the onset of Chronoworking's emergence, emphasising a shift towards aligning our working hours with our body's natural rhythms and fluctuations in energy levels. According to Scott, this evolution will prompt a deeper examination of how our internal body clocks should shape the structure of our workday.

Is Chronoworking relevant for your employees?

If your organisation has employees collaborating across diverse time zones, then Chronoworking is indeed relevant! 

The significance of chronoworking lies in its ability to accommodate various work schedules, allowing individuals to leverage their peak productivity hours effectively. Adopting chronoworking necessitates organisations to establish clear expectations while fostering a culture that prioritises flexibility and, most importantly, trust. 

According to Jen Fisher, US chief well-being officer for Deloitte and co-author of ‘Work Better Together: How to Cultivate Strong Relationships to Maximize Well-Being and Boost Bottom Lines’ (McGraw-Hill Education, 2021), trust serves as the foundation of every relationship in our lives. Positive relationships begin with trust and are essential for cultivating a healthy and productive work environment.

By embracing this approach, companies could empower their employees to effectively manage their work hours, fostering a healthier work-life balance and ultimately bolstering overall productivity. Chronoworking recognises the dynamic nature of modern work environments and caters to the individual needs of employees. It facilitates seamless navigation of time zone disparities and underscores the importance of flexibility as a fundamental driver of optimal productivity.

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What should be the key considerations when adopting Chronoworking?

Employee needs and preferences: Understand the diverse needs and preferences of your workforce regarding work schedules, peak productivity hours, and flexibility.

Clear communication: Communicate clearly with employees about the expectations and guidelines associated with chronoworking, including how it will impact their daily routines and responsibilities.

Technology infrastructure: Ensure that your organisation has the necessary technology infrastructure in place to support remote work and collaboration across different time zones, such as reliable communication tools and project management platforms.

Flexible policies: Develop flexible policies that allow employees to adjust their work hours according to their individual preferences and personal circumstances, while still meeting the needs of the organisation.

Training and support: Provide training and support to employees on how to effectively manage their time and productivity in a Chronoworking environment, including tips for setting boundaries between work and personal life.

Performance measurement: Establish clear metrics for measuring performance and productivity in a Chronoworking setup, taking into account factors such as output quality, meeting deadlines, and communication effectiveness.

Feedback mechanisms: Implement feedback mechanisms to regularly gather input from employees about their experiences with Chronoworking, and use this feedback to make continuous improvements to the program.

Is Chronoworking a new concept? 

Chronoworking is essentially a modern term that encapsulates the concept of flexible work schedules and adapting work hours to align with individual productivity patterns. While the idea of adjusting work hours to suit personal preferences and peak productivity times is not new, chronoworking introduces a more structured approach to this practice, often facilitated by advancements in technology and changes in work culture. 

Therefore, while the underlying principles may have existed for some time, chronoworking represents a contemporary framework that emphasises the importance of flexibility and autonomy in managing work schedules.