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To everyone who started his work day in his pajamas and took a lunch break to walk on the couch, congratulations. You can be more productive than your friend who commutes to the office today.
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In its fifth annual Super Survey, Flexjobs found that flexible works best for most people looking for career solutions. “According to a FlexJobs survey of more than 3,100 professionals, only 7 percent of workers say the office is their location of choice if they need to be most productive on important work-related projects.”
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According to Brie Weiler Reynolds writing in Flexjobs, “More than half (51 percent) of people said their home is their preferred place to work. Eight percent said they would choose a coffee shop, coworking space, library, or other places besides the office and another 8 percent would choose the office, but only outside regular hours. Twenty-six percent go to the office during regular hours to get important work done because leaving is not an option. .”
For anyone who has worked in a cube farm near a talkative or noisy person, the answers seem obvious: fewer distractions, delays, and meetings.
Freelancers, parents, students, caregivers and military spouses all say they prefer flexible jobs and the opportunity to work from home or remotely.
In a separate study of working parents, Flexjobs found that flexibility trumps pay for most. Reynolds writes, “The majority of parents report having to work, but 68 percent—more than two out of three parents—also report wanting to work. Ninety-one percent are pretty sure they can be good employees and good parents at the same time. He added, “In addition to paying for basic necessities, child-related expenses, and saving for retirement, 56 percent of parents say they work so they can travel, and because they are passionate about success in their career (46 percent).”
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However, flex time is not better deal time, even for a high profile female executive. “Yahoo Inc. chief Marissa Mayer—says staff working at different times and locations makes quality difficult,” wrote Danielle Paquette of theWashington Post. “To be the absolute best place to work, communication and collaboration are essential, so we have to stand together,” Yahoo told its employees in a 2013 memo that prohibited them from working from home, according to Paquette.
Regardless of whether they work in the office or remotely, Americans are working longer hours, period, Paquette wrote. “The average worker gets 1,836 hours per year, up 9 percent from 1,687 in 1979, according to the Economic Policy Institute. The trend likely stems from technological advances: omnipresent smartphones , video chat, Google docs Meanwhile, about three-quarters of U.S. companies now allow some type of scheduling flexibility, government data shows.
Certainly many prefer the flexibility of non-strict 9-5 hours outside the office, but new research shows that flex time may equal overtime. We really are pushing further in our search for career solutions that work for our lives.
“Contrary to what you might expect, those with more control over their work schedule work more than those with less control,” writes Heejung Chung, senior lecturer in Sociology and Social Policy at the University of Kent, in The Conversation. “In fact, people tend to work more overtime when they are allowed to work flexibly, compared to when they are not.”
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In the story reposted on Fortune Chung writes about her research with Yvonne Lott published in the European Sociological Review. “There is a lot of research showing how having some autonomy and control over your work can potentially increase work-life balance. In our paper, we also found that workers earn more when working flexibly , beyond the gains from simply working longer. So there is evidence of career premiums when working this way,” he wrote.
“Women who work part-time do not work as many overtime hours as men do when working flexibly. This is likely because women who work part-time often do so out of necessity of the family, so there is a limit to how long they can work,” Chung wrote.
“But women who work full-time work more hours of overtime than men when working flexibly, even when they are mothers. However, we found that they did not reap the same rewards in terms of pay as men.”
That may be because women are rewarded with flexibility and men are rewarded with money. “So increasing flexibility at work can lead to the enforcement of traditional gender roles and increase the gender gap.”
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He added, “More flexibility and autonomy at work is great—and could herald a new era of better work-life balance. But right now most evidence points to the opposite and we need to better understand exactly what is happening to deal with some of these negative consequences. Existing labor laws protect workers from exploitation by employers. Perhaps what we need now are laws that help protect workers from taking advantage of themselves like France’s proposed “right to disconnect” to regulate out-of-hours email. Freedom doesn’t have to be slavery—we just have to make sure we know how to deal with it.”
In a new study—of a small sample of 350 Millennials working in the Washington D.C. area—the results show that preferences for flex time may not only have a gender divide but a generational divide. It seems from this research, Millennials prefer cash over flexibility.
According to Benefits Pro, “These findings from Eagle Hill Consulting’s report, mark an important shift in the priorities and preferences of this younger generation,” said Melissa Jezior, president and chief executive officer of Eagle Hill. “It’s not all about job perks like free snacks, massages and napping rooms anymore as this generation starts to age.”
The report continues, “‘When asked to rank financial security against other ‘traditional’ aspects of work-life balance, millennials chose financial security (33 percent) as their top priority — than other factors such as hours worked (19 percent), schedule flexibility (19 percent) and ability to work from home (6 percent),’ reports Eagle Hill. They would rather earn more money than taking time off from work — 80 percent said they’d rather keep their nose to the grindstone and make more dough than vacation time.”
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Considering your current position, or looking to create more flexibility for yourself in your next position or new career solutions, negotiating for flex time upfront is key. According to Top Resume, “Not negotiating can cost you nearly half a million dollars in your professional life, says Linda Babcock, a Carnegie Mellon University economics professor. According to her research, only 12 percent of women negotiate salary compared to 52 percent of men.
As Glorai Feldt, co-founder and president of Take The Lead, reminds us in her Power Tool #2 of 9 Power Tools To Advance Your Career, “Define your own terms.” This can create a flex time schedule that works best for your life and career path.
Regardless of age or gender, and whether you roll out of bed and go straight to your laptop or commute to a more traditional work environment with colleagues, hopefully you can make a decision that’s right for your life.
While flex time has many benefits for working mothers, freelancers and entrepreneurs, offering truly helpful career solutions, it can have negative sides.
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“If there’s competition in the office or if the boss never takes a break, employees can feel pressured not to use the program, and this can lead to a workaholic culture,” says Angela Howell, author of Finding the Gift: Daily Meditations for Mindfulness.
“At least with nine-to-five employees, there’s a suggested start and stop point, and a realistic measure of what’s acceptable productivity in a regular workday,” Howell says.
If you are the boss, then it is up to you to see that your employees make the best use of their time, meet goals and also achieve life balance.
Andre Lavoie, CEO and co-founder of Clear Company wrote in Entrepreneur, “A 2016 survey of 250 companies from Geckoboard found that companies that communicate key metrics and clear goals to employees show one of the leading important factor contributing to the company’s growth. When employees are aware and given specific targets to aim for, they are more committed to their work and motivated, because they know what success looks like.
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And in terms of achieving optimal flextime outcomes that work for both employees and the businesses that interact with them, Lavoie writes, “Find what options work for your employees, their team and immediate supervisors with their clients or colleagues. Then put the decision in the hands of the employees. Maybe working remotely from a home office will give them some comfort while they care for young children. If some employees want flexibility, job sharing may be the best solution.”
Perhaps the productivity that workers celebrate at different times may be because they are working longer and better.
Cali Williams Yost, CEO of Flex+Strategy Group, a flexible workplace consultant, told Fast Company: “As a result, most people who work flexible hours are flying by the seat of their pants,” she says. “To optimize the potential of flexibility you first need to know what