Today, it came to my attention via Twitter that the 21st June, the longest day of the year, is ‘Go Home on Time’ Day, organised by Working Families. They say: We want to start a national discussion that puts work life balance and employee wellbeing at the forefront and stresses that going home on time should be the norm, not the exception.
I like anything that raises awareness of the need for life work balance and integration. That challenges thinking about the way that work is usually done. But at the same time, I find it sad that we need such a day. That we need to raise awareness, give permission, remind people, to leave their work at their normal finish time.
Here is what I know.
Time spent at a desk does not necessarily mean high productivity.
Time spent in the office does not necessarily amount to good work.
Time spent working after the end of the normal working day does not equal hero status.
Time spent working does not necessarily equal business performance, an increase in the financials, innovation or creativity or any of the other things that businesses need to survive and thrive.
A culture of long hours can be damaging. But all the same, it is hard wired into many places – and leadership styles.
If your people are regularly working excessive hours it should tell you something.
At best, you have a cultural problem.
It may also mean that there is a resource issue, unrealistic expectations set, excessive pressure or demands, or simply, a time management issue.
But something is wrong. The wrong stuff is being valued.
Here’s the thing. People value flexibility. Research suggests many will take it over a pay rise.
I love the work that I do. I also need balance. If I go home at 5pm, I am no less committed or engaged. And I am not the only one.
It’2 2017. It is long past time to judge people on the hours that they work, or the time they clock out. Judge them instead on what they bring, deliver and contribute. The value that they add – all the time.
Not just after 5pm.