Post by account_disabled on Mar 5, 2024 13:53:20 GMT 8
Many companies now expect their employees to regularly work more than 40 hours a week. But there is a radical suggestion: Stop! Jason Fried, founder and CEO of project management software maker Basecamp, believes that overworking is not only unnecessary if everyone is managing their time and energy well, but it also won't benefit the company. Fried practices what he preaches: He rarely works more than 8 hours a day, and he asks his executives and other employees to do the same. His company, with about 50 employees, just celebrated its 17th anniversary. Now Fried is encouraging other employers to join the “Work Can Wait” pact. Those who do so must “respect their employees' nights, weekends and vacations. Be attentive at work and limit work hours to 40 per week.” What does the employer get in return? “You can create permanently, it is a beneficial change for your company: there will be productivity, creativity and loyalty, and talented people will want to work with you.” One of the companies that has signed pledge is .
The digital marketing firm decided a year ago to stop counting employees' hours per week and let them decide America Mobile Number List how to work 160 hours a month. This gives them the flexibility to work more or less 40 hours a week depending on what they need to work on their projects and what they need in their personal sphere. But in any case they are not expected to work more than 160 hours. More than six months after this policy was implemented in the company, operations manager noticed that employees were coming in with more innovative ideas than they did before and wanted to take on projects. believes this is directly correlated to the company's work hours policy. “People feel more balanced. You don't worry that you missed dinner the night before [with your family] or that you haven't seen your friends in a month. People resent it better overall,” she said.
Customer concerns are always addressed, whether in weekly calls or via email. If those emails arrive during non-business hours, “[customers] will know that we will be available the next morning to fix the problem and get it right. So there is no need for you to be nervous.” In the rare case where a request cannot wait until the next morning, the employee can change their hours to work evenings or weekends to accommodate it. Both and Fried say this change in work culture may take time. While there needs to be buy-in from leaders, employees need to be aware that they are also impacting their colleagues' personal time. And none of this works unless everyone knows how to work. That means minimizing interruptions and altering expectations that everyone must respond immediately to your questions and requests. “Just because someone asks you something doesn't mean you stop everything,” Fried said. When he sends a request to employees, he expects them to respond when they are available. Unless, of course, something is truly urgent. But, Fried says, few things are. “Forty hours a week is enough if you don't waste your time. You need to project people’s time and attention.
The digital marketing firm decided a year ago to stop counting employees' hours per week and let them decide America Mobile Number List how to work 160 hours a month. This gives them the flexibility to work more or less 40 hours a week depending on what they need to work on their projects and what they need in their personal sphere. But in any case they are not expected to work more than 160 hours. More than six months after this policy was implemented in the company, operations manager noticed that employees were coming in with more innovative ideas than they did before and wanted to take on projects. believes this is directly correlated to the company's work hours policy. “People feel more balanced. You don't worry that you missed dinner the night before [with your family] or that you haven't seen your friends in a month. People resent it better overall,” she said.
Customer concerns are always addressed, whether in weekly calls or via email. If those emails arrive during non-business hours, “[customers] will know that we will be available the next morning to fix the problem and get it right. So there is no need for you to be nervous.” In the rare case where a request cannot wait until the next morning, the employee can change their hours to work evenings or weekends to accommodate it. Both and Fried say this change in work culture may take time. While there needs to be buy-in from leaders, employees need to be aware that they are also impacting their colleagues' personal time. And none of this works unless everyone knows how to work. That means minimizing interruptions and altering expectations that everyone must respond immediately to your questions and requests. “Just because someone asks you something doesn't mean you stop everything,” Fried said. When he sends a request to employees, he expects them to respond when they are available. Unless, of course, something is truly urgent. But, Fried says, few things are. “Forty hours a week is enough if you don't waste your time. You need to project people’s time and attention.