Jamus discusses modes of working.
12 hrs ·
Even as COVID-19 bids a slow (perhaps too slow) retreat from our lives, the pandemic did offer a number of fascinating lessons, especially with regard to our patterns of work. One big lesson was that the traditional modes of working—heading to an office from Monday to Friday, working from 9 to 6, dressed in “office attire”—was wholly unnecessary for most jobs in the modern economy. It was possible to connect to office systems from home, conduct effective meetings on Zoom, work around schedules of childcare and family time, dressed in PJs or sarongs or boxers. Everyone now has a better taste of work-life balance.
There are drawbacks, of course. We are social creatures, so team spirit may be affected without physical interactions. But it seems like such spirit is best fostered in nonwork conditions anyhow, like happy-hour drinks, parties, and retreats. Still, it seems better to bolster individual morale by granting greater flexibility in when and where we work, so long as targets and deliverables are still met. In the longer run, we should evaluate workers by outputs, not inputs. A recent Harvard Business Review article stressed how employees increasingly value autonomy—to the extent that many workers will no longer accept 5-days-in-the-office jobs (3-in-2-out seems to be the optimal arrangement):
https://hbr.org/.../forget-flexibility-your-employees...
My hope is that our local office culture will gradually evolve to better reflect such a modern approach toward work. However, cultures don’t necessarily evolve as quickly as we’d like. That’s where government can play a role, with a demonstration effect. The public service is the natural place for such a policy to take root. Which is why I’m happy to hear that the government will indeed be embracing flexi-work arrangements for the public sector.
Incidentally, another HBR piece also suggests that fears of loss of control, culture, and collaboration misplaced. Sure, some effort must be made to ensure such objectives aren’t forgotten; but one could say the same even in a traditional workplace:
https://hbr.org/2021/06/5-myths-about-flexible-work Hopefully, our national work culture will get to a point where such admonitions are no longer necessary. In the meantime, we can all contribute toward changing mindsets in our own workplaces.
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