Why Demanding a 40-Hour Workweek is Not the Flex We Need.
Coworkers don’t need your side-eye either.
Unsplash image by Erik McClean
I’ve been into the idea of #WFH since 1982. My mom went home first. My dad left his suit & tie to write songs a few years later. Except for Shabbat, both worked a lot–around life.
They were remote-work renegades with more constraints: faxes, no email. They made it work without dial-up or family nearby.
I am desperately trying to make it work, and to view labor differently. Every day I fight against the capitalist patriarchy. I own my time (or try to).
Creating our own schedule is a necessity of 21st-century living, not a luxury.
“If what it takes to create are long stretches of uninterrupted, concentrated time, time you can choose to do with as you will, time that you can control, that’s something women have never had the luxury to expect, at least not without getting slammed for unseemly selfishness.”- A woman’s greatest enemy? A lack of time to herself, Brigid Schult
It’s not selfish to reclaim your time, which is why this LinkedIn Poll made me enraged.
Fired up, I jumped in. I won’t get into how ableist, sexist, controlling, and patriarchal the idea of “Where are you?!” is, but paraphrasing:
Studies show a 32-hour workweek is the most “productive” way to operate. People work best at different hours. Not everyone is physically able to “be around” all day. The Pandemic. Kids. Don’t be daft. Get a grip. Damn Felicia, 32 hours sounds amazing.
Someone quickly corrected me; guess who? Evidently the “32 hours” is only for “deep work” according to [insert white man]. Sorry, my mistake! Back to 40+ hours, I guess.
Who has 32 hours of weekly “flow time”?! Even 4 hours of uninterrupted time requires escaping to a hotel or campsite. I did so last fall for 5 days — magical, very privileged, sorely missed. After, my therapist said she’d write me a scrip for getaways; if only mental health benefits were holistic.
The mansplainer continued, “If you look at the 10 000 [random] most influential people in the last 100 years, I’d be astonished if 5% of them worked 32hrs a week or less on average during their prime.”
I’d be “astonished” if even 2% of the 10,000 were highly involved parents. Who has time to be influential? Instagram influencers, maybe?
“Normal working hours” conflicts with public education by about 3 hours. Anyone deemed influential has “Help” (a partner, a grandparent, or hired help — typically low-paid womxn). As a result, womxn do 3x more invisible labor, most care work, and emotional labor in the office, too.
Flex-time is frankly a low bar.
You need to get over it. Here’s why.
If we’re dedicated to our work and can work literally anywhere, why is flex time still in question? Presence in a cubicle doesn’t mean anything. It doesn’t make you more dependable. Stop policing our every move during “working hours” — that is a remnant of factory work.
It is not inclusive or equitable to expect all coworkers to be present for the convenience of some. Want vs. need. You may want them there; they need to be elsewhere.
A shorter workweek is not cutting corners, lazy or manipulative.
Why doubt the commitment of others? Sure, there are those gaming the system, but this is the exception, not the rule. Idealizing overworking should be our bigger concern.
Tweet thread about serendipity at the office that isn’t.
Sadly, we push through even when beyond cooked. The proof is in the data, and also in our bodies. “Burnout” is in the running for 2021 word of year…but I already have my word. “Grace”
With diverse motivations and obligations, let’s stop equating hours with dedication. Create rough schedules (of their choosing) and treat everyone like adults. Reimagining workplaces starts with trusting each other.
Who defines “enough”?
2021 is are hard enough; pushing through work isn’t easy.
Pushy coworkers. Pay inequity. Billionaires in space. Tents line city sidewalks. Black coworkers spent from microaggressions. (No wonder only 3% want to go back to an office at all).
Plus wildfires, flooding, a hurricane, Afghanistan, and Texas. And “back to school” with unvaccinated little ones, anti-maskers, and unemployment benefits ending.
White men designed labor and still run the show: the government, companies, boards, nonprofits. They fire employees while retaining 8-figure bonuses.
Shout-outs to the ones still showing up every damn day! That is enough! If you somehow managed 32 hours of deep work, props! Equally, if you blew off your inbox on Friday, kudos! No doubt you will get back to it.
Clear with your boundaries? Rad! I wholeheartedly support you! In fact, I am envious. Like daily runners, I admire the discipline! But, it’s not for everyone; it doesn’t fit my life or my brain. Just like exercise or sleep, I reject that there is one “right way” to do anything. Undoubtedly, I’d always be wrong.
Under capitalism, “enough” doesn’t exist. With full effort, we still feel inadequate, always left wanting. The constant drive for more (time, income, profit, PR) is not intrinsic but a result of a scarcity mindset. It’s a trauma response from instability, distrust, and unsafe environments. What’s the first thing we do with a raise? Calculate the taxes removed instead of celebrating our hard work.
Truth: it’s a wonder we got anything done last week. We don’t need more pressure; we need a release, permission to be satisfied. Release the nagging sensation things are not done. Whatever you did, dayenu.
Teamwork makes the dream work.
If we always need to do more, we will not feel empowered. We fear a wrong move and won’t take risks so work gets blocked. Waiting for answers does not create growth. Nimble teams provide more opportunities for everyone to take the lead.
View a coworker’s OOO, not as a hold-up, but as a chance for ownership. What if you had to dig to discover alternative solutions, presenting your options instead? Gold stars for finding your own way. Even if you’re wrong, you spur collaboration. “Is this right? Can we make it better?”
In addition to strengthening the team, being alone “in the office” (even virtually) rocks. As a Jew, I always get so much done around “The Holidays” (when people are in and out, the office is dead). Be a hero to the client or boss that needs a human right now!
Unpopular opinion: the blurring of “work” and “life” is not all bad. I value integration, making it all work. Respect availability as defined by individuals, not corporations. There’s no one-size-fits-all to “The Great Reshuffle” (or whatever it’s called this week).
If someone is OOO and no one is bothering you, clean up your desktop (virtual or IRL). Or better yet pay some bills, call the dentist, get organized. Surely you already did your time.
Unsplash image by Quino Al
Be busy on purpose.
Still worried about “losing Friday” or what to do when your coworker is OOO or MIA? Don’t fret, worker bees. You have options to stay busy in the hive.
1. TALK IT OUT.
Communicate often and openly; Problem-solve together. Praise someone in a group meeting for their time. Reassure them they have more than earned that break. You’ll be less annoyed when it’s your turn and build resiliency.
2. YOU DO YOU.
Stop constantly apologizing, justifying every minute of our day. Peers shouldn’t need or want details a la I had to pee, take a bite of salad, run to the mailbox). Some days, just go and don’t explain your exit.
3. COVER YOUR ASSETS.
Do your part, own your pieces, and make sure you leave files accessible and organized. Use Google docs or a git repository for shared documentation. Amplify what works. Capitalize on everyone’s strengths for mutual confidence. Another reason Collectives are so great: lots of coverage!
4. STOP THE EXCUSES.
Don’t try to control others. You’re not “entitled” someone’s time, even if you paid them. Find your flow state, put on music, and find the zone. Or work closely with others, maybe someone new? Find your Collective Flow.
Last-minute cancelation? Don’t take it personally. Zoom no-show? Give them grace and give thanks! Being freed up unexpectedly is a win.
5. DON’T GUM UP THE WORKS.
Guilt over being a bottleneck sucks. How are you preventing progress or holding someone up? Write it down. Interrogate your list with your team to move forward, or step aside.
6. MAKE ROOM.
Flexible, remote work requires some give and take. Be ok pushing non-urgent deadlines. Starting meetings late can be tough, particularly for Autistic people. For others with ADHD, military-like punctuality can be as hard. Accommodate different working styles and articulate your must-haves.
Unspalsh photo by Quino Al
7. DO NOT DISTURB.
Instead of ignoring OOO boundaries, reward them. Your manager’s taking a trip? Lend them a book. Send lunch to a parent stuck at home with sick kids.
Model being unavailable; be comfortable when others do the same.
Take off during a “very busy” time — it’s never not busy.
Use your damn PTO.
Take breaks.
Take a nap, every day.
Time is not a given; use yours however the f&@k you want.
We’ll be here trying to do the same.
