As the search for innovative ways to support flexibility and productivity continues, a new workstyle known as microshifting is gaining attention. What is Microshifting? It is short, non-continuous blocks of work rather than a standard 9-5. It allows you to break up your day as you see fit, sprinkling pockets of work in between life and vice versa.

It might seem outrageous for employers to entertain this workstyle, but evidence says there is a strong demand for it, especially from Gen Z, parents, and caregivers. It is appealing to be able to step out for things and make up the time later. It makes the juggle of life a whole lot easier; so much so that some employees are willing to forgo pay for this flexibility. You may already be working in a microshift model if you are polyemployed and work several part-time jobs or you run your own business.

To better understand this trend and its potential impact, this article looks at the main benefits of microshifting, examines its drawbacks, and outlines best practices for implementation.

Aside from employees wanting it, why would an employer consider this workstyle? The biggest reason might be employee engagement, retention, and output. The hope is that giving more flexibility leads to more productivity because employees are in better alignment with their personal rhythms and responsibilities at home and at work. Microshifting allows employees to work during their “zen” time, when they can be in their peak flow. For some, working in short bits makes it easier to sustain and regain focus. It also helps prevent burnout, where employees are quitting or silently suffering and checking out. For those engaged specifically in creative or analytical work, microshifting can prevent emotional exhaustion. This model works best in organizations where success is defined by output and achievement rather than physical presence.

 This modernization of “when” we have to work has definitely presented some challenges. You risk boundary erosion, causing blurred lines between work and life. The goal is to improve work-life balance, but it may create the opposite, as management may expect after-hours responses, knowing employees are working periodically throughout the evening. You may also experience coordination and collaboration challenges with meeting shared deadlines and tracking targets.

Concerns about equity if microshifting cannot be offered to all employees are valid, and implementing this often comes with complexity. Overall, this trend may not be as good for employees’ well-being as they think, as many have actually reported less relaxation and a tendency to work more hours. Efficient microshifting requires a high level of self-management and discipline that not all employees have.

In this style of work, it may be far easier for employers to see the negatives; however, some professionals are taking the approach that if companies are worried about what their employees are doing all day when working from home, then the answer might be instead to alter what we consider productivity and how we measure it. For example, many leaders mistake equating an employee's visibility online with their productivity, and that is not always the case. It presents a unique opportunity to give employees room to work on their own terms. From this perspective, an employer's biggest obstacle to implementing microshifts would be trust and setting clear norms for communication and availability.

A couple of other things to keep in mind if you choose to implement microshifting: verify first that your employees' tasks can be done with flexibility and in time blocks; next, ensure that there is fairness across roles and you are transparent with what roles are eligible for microshifting and why. Utilize technology to support employees in this workstyle with asynchronous collaboration tools, especially when it comes to their mobile devices. Make sure your supporting structures are in place, including things like core collaboration hours and outcome-based performance metrics.

It is important that organizations stay on top of upcoming trends and continue to evolve the workplace and the way we work; however, it is worth examining these trends more closely before adopting them. Look at the pros and cons for your organization based on your employees, your culture, and your business needs. Microshifts may be great, but not at the expense of misalignment with your company’s vision and goals.

Sources: yahoo.com; fastcompany.com; forbes.com; thehrdigest.com