The concept of time as a commodity in the workplace has deep roots, famously articulated by Adam Smith, the "father of modern economics." For generations, merit has seemed synonymous with hours logged — the late nights and weekend hours that spoke volumes to dedication. Yet, as our economy evolves with AI and remote work, a fundamental shift is underway. The focus is no longer merely on time spent, but on the tangible value created during those hours.
When we shift our focus to the value added by employees, rather than their time worked, granting flexibility becomes ever more feasible. But what does this look like in practice? Here are 8 tips for balancing flexibility and productivity on your team:
- Focus on results, not activity. A culture of flexibility must be met with a culture of accountability. Infuse a focus on outcomes into your team communications and check-ins. Discuss progress made and how it contributes to overall goals.
- Hire well: Select team members who can be trusted to deliver high-quality work, independently. Ask behavioral interview questions that assess a candidate's ability to manage time effectively, work autonomously, meet deadlines, handle distractions, and consistently drive results.
- Lead by example: Demonstrate how to balance flexibility and accountability as a leader. Take breaks when needed and openly communicate these breaks to your team. Rather than mention that you worked late to finish a project, focus your conversations around the deliverables or value added.
- Optimize in-office time: Be intentional about the time employees are asked to be in-office. Make that time purposeful and collaborative when possible. There is nothing more draining than commuting into the office only to find that you spend the whole day on video calls.
- Make meetings matter: It can be tempting to throw meetings on the calendar for your remote employees to meet, even if that meeting doesn’t have a clear objective. This can be a productivity killer. Even if the objective is for employees to connect with one another, do the prep to make that happen.
- Recognize that not every employee is going to be at 100% every day: In a remote environment, you may be less likely to know if an employee is experiencing something difficult that is affecting their productivity. Do what you can to create a trusting environment where employees feel supported. Offer extra support when employees need it.
- Be cognizant of burnout: While flexibility may sometimes mean employees are working less than the ideal, the opposite can also be true. When employees are hybrid, the lines can blur between work and home life. Check in on your teammates’ stress meters and make changes when necessary.
- Win as a team: Make time to intentionally connect as a team and build relationships. True flexibility requires team members to support one another. If one employee must take off to care for a sick family member, another might need to step in and support their responsibilities for a day or two. When a team builds cohesiveness, this happens naturally. Invest in the creation of the team.
In this world of hybrid work, finding the balance between flexibility and productivity isn't just about managing schedules and tasks; it's about cultivating a culture where individuals take ownership of their work and enjoy the freedom to decide how and when they tackle tasks. By prioritizing outcomes over hours, supporting team cohesion, and nurturing individual well-being, organizations can forge a path where flexibility isn't just a perk but a powerful strategy to drive organizational success.