- The concept is generating buzz. Chronowork allows workers to set working hours within peak periods of productivity, as defined by individual circadian rhythms.
- Workers appear to be interested. One study showed 87% of surveyed workers are interested in trialing chronowork.
- Consider the holistic impact. The biggest potential pros are improved productivity and employee wellness; the top con is the potential for reduced collaboration across teams.
Are your workers early birds or night owls? Chronowork, a new trend in organizational flexibility, suggests employers should allow members of their workforce to shift their working hours to align with their natural circadian rhythms, or body clocks, to boost productivity and satisfaction.
The concept may sound nontraditional, but it has piqued some workers’ — and organizations’ — interest. In a survey of 1,700 working professionals by recruiting firm Robert Walters, 87% of respondents reported wanting to trial chronoworking.
“Flexible working has been around for a while now. However, blanket, one-size-fits-all approaches to it may not be the answer for employee productivity and overall satisfaction,” said Sean Puddle, managing director at Robert Walters New York.
Chronowork seeks to give workers more control over when they work, versus requiring them to follow a fixed schedule.
“The core idea is that work gets done during the hours that are most efficient and effective for each individual,” said Jen Fisher, an author and the former chief well-being officer and human sustainability leader at Deloitte. “By aligning work schedules with employees’ work-life rhythms, organizational leaders may be able to increase efficiency and effectiveness across their workforce.”
Consider Chronowork’s Pros and Cons
Nearly one-third of U.S. professionals believe chronoworking could improve their productivity, according to the Robert Walters research. Chronowork may also facilitate better work-life balance, leading to increased workforce satisfaction, improved mental health, and reduced stress or burnout.
Fisher stated it’s another tool to help total rewards professionals attract top talent who value flexibility.
Accommodating individuals’ natural rhythms can build a culture of respect and trust, added Tawn Christen, the chief experience officer at wellness consultancy House of Anaya.
“This emphasis on trust elevates the importance of communication and community within the organization, leading to stronger teams and a deeper understanding of each individual’s role within the collective vision,” Christen said.
But trialing chronowork is not without its risks. A top concern is the impact on collaboration if employees are working at different hours.
According to Puddle, there is the potential for loneliness, burnout and missed deadlines, particularly for workers with vastly different schedules from their peers or managers, while those on the “same clock” as their managers could receive preferential treatment.
“You could forever feel like you are playing catch-up or are behind if you are the one logging on seven hours after everyone else,” he said.
Application Is Likely Impacted by Industry
Obviously, chronowork isn’t applicable to every role in every industry.
“Chronowork tends to be most applicable to knowledge-work roles that don’t require being present at set times, such as software development, writing, analysis and consulting,” Fisher said. “It can work well for any profession where meeting times can be coordinated asynchronously and the work itself doesn’t have to happen during rigid business hours.”
Industries like healthcare and hospitality are probably out, but segments of high-tech (including tech startups) and finance may be ripe for such innovation, Puddle said.
Additionally, creative-driven industries like marketing, interior design or architecture could benefit from this concept, Christen added.
“Small to midsize companies stand to gain from the synchronicity fostered by this approach, leading to enhanced community engagement through increased communication and respect for individual rhythms,” she said.
Fisher shared that a number of companies are already trialing chronowork, including:
- Atlassian: The software company shifted to a “work-life choice” policy that includes chronowork flexibility.
- Bandwidth: This communications company found increased efficiency and effectiveness after implementing chronowork schedules.
- Limeade: This employee experience software provider has long allowed chronowork among its workforce.
- Smarsh: This data management firm has chronicled its success with chronowork, especially for its remote employees.
Next Steps for Pilot Programs
Total rewards professionals looking to trial chronowork should consider variables such as organization size, time zones and logistical challenges that could impact effective implementation, Christen said.
Cherry-pick the elements that best fit your organization, Puddle added. Allow your early risers or night owls to come in and leave an hour or two earlier, or allot chronowork days, such as designating Mondays and Fridays as “set your own start time” days.
“Merely shifting professionals’ working day by a few hours either side could have the desired impact for individuals without impacting company operations too much,” Puddle said.
Fisher recommended first surveying staffers about their chronotypes and schedule preferences, then identifying roles or teams that could reasonably work asynchronously, before running a voluntary pilot program. In addition, she said to invest in proper tools for asynchronous communication and to identify efficiency and effectiveness metrics to track before and after the pilot.
“The key is starting small with a well-defined test case,” Fisher said. “Measure results and take an agile approach to refine the chronowork model over time based on learnings.”
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