As American workers struggle for work-life balance, 63% have considered changing jobs due to workplace stress, according to VoiceNation. Others have turned to jobs that offer more flexibility—in some cases, leading to under-the-radar trends like coffee badging, shadow policies and quiet quitting. Recording artists have sung about flexible work and work-life balance for decades. Cyndi Lauper belts: “When the working day is done, girls just wanna have fun.” Michael Jackson croons it in Off the Wall, “So tonight gotta leave that nine-to-five upon the shelf and just enjoy yourself.” And Dolly Parton warns us about working nine-to-five: “It’ll drive you crazy if you let it.” And Dolly’s right. It will, if you let it. But now that a new trend called “chronoworking” is gaining momentum, you might not have to worry about nine-to-five workdays anymore.
What Is ‘Chronoworking’?
Chronoworking enables employees to tailor their work schedules according to their individual circadian rhythms, rather than adhering to the traditional nine-to-five or eight-to-five workday. “This concept prioritizes recognizing and respecting your body’s natural cycles of energy highs and lows, allowing for a more flexible schedule that accommodates peak periods of performance,” according to corporate wellness consultant, Tawn Williams. “By aligning work tasks with these optimal times, individuals can foster a harmonious synthesis of mental, physical and emotional well-being, leading to enhanced productivity and overall job satisfaction.”
Traditionally, most of us have followed roughly the similar nine-to-five work schedules—even though our circadian rhythms vary from person to person. From a neuroscience and biological perspective, chronoworking might make sense. But if you work for a major corporation, your employer might have something to say about working when it fits your body clock. Williams, also founder of House of Anaya, told me by email that customizing work schedules to suit individual needs is most prevalent among the self-employed and solopreneurs.
“This flexibility arises from the less frequent requirement for coordinated team meetings, effectively giving rise to a ‘create your own schedule’ model,” Williams explains. “In larger corporations, elements of this approach have been subtly incorporated through the adoption of work-from-home and hybrid models, though these adaptations are less explicitly defined and more loosely structured under broader flexibility options. So, no spike in this trend yet, however, the growing discourse on workplace wellness is gradually shifting employer perspectives. The more these conversations unfold, the more business leaders are beginning to recognize the potential of such models as integral components of work flexibility initiatives, suggesting an evolving landscape that favors individual well-being and productivity.”
The Upside And Downside Of ‘Chronoworking’
Williams cites the primary benefits of chronoworking as enhanced productivity and a greater sense of fulfillment. She acknowledges that many of us intuitively understand our optimal performance times. She says, for example, that she’s often not fully functioning until after 10 a.m. So, she prefers to schedule meetings only after morning coffee and emails checks. Her productivity, she notes, peaks through lunchtime and begins to decline by 6 p.m. “This pattern highlights a significant advantage of chronoworking: it empowers individuals to introspect and align their work schedules with their natural rhythms, fostering a heightened sense of responsibility towards their roles and outcomes,” Williams says, adding, “This self-awareness and accountability can significantly boost job satisfaction and effectiveness.”
Williams cautions, however, that this trend presents challenges, particularly in team settings where most members may share similar working hours. “Ensuring effective communication and inclusivity within larger teams requires adjustments,” she points out. “Teams must collaborate to accommodate diverse schedules, which could involve a certain degree of flexibility and compromise. The key to overcoming these hurdles lies in maintaining transparency and meticulous planning. With these elements in place, what may initially appear as a drawback can swiftly transform into a benefit, enhancing team dynamics and overall productivity. This approach underscores the importance of adaptability and mutual understanding within the workplace, ultimately contributing to a more cohesive and efficient work environment.”
The Consensus Among Employers
Many employers are keen on adopting employee benefits that position them as a people-first organization, always ready to explore innovative business practices. But Williams informs us that the greatest resistance often emerges during the implementation phase, which can present significant challenges. Effective workplace wellness cannot be implemented overnight, necessitating a gradual and thoughtful approach, which may feel too distant for employers who want to implement it now.
“For employers who are genuinely committed and in tune with their employees’ needs, adopting flexible practices such as those seen in chronoworking might already be in place, even if informally,” she states. “Meanwhile, other organizations might encounter obstacles primarily related to the practical aspects of implementation and ensuring clear communication around individualized schedules.”
To overcome these hurdles, Williams believes that it’s essential for businesses to foster a culture of open dialogue and flexibility. “This involves not only recognizing the diversity in employees’ working patterns but also actively facilitating and supporting variations in work schedules,” she explains. “Employers should focus on creating robust frameworks that allow for personalized work arrangements while maintaining team cohesion and operational efficiency. By doing so, organizations can successfully implement innovative practices that enhance employee satisfaction and productivity, thereby reinforcing their commitment to being a people-first employer.”
How ‘Chronoworking’ Can Be Implemented Effectively
Adopting a gradual approach to flexible working hours can be highly effective, starting with minor adjustments to the work schedule and closely monitoring various performance indicators. “By identifying efficiency improvements during specific time frames, employers can incrementally introduce more flexible scheduling options,” Williams advises. “This method fosters a ‘seeing is believing’ atmosphere, circumventing the potential resistance that might arise from abrupt, large-scale changes. Such dramatic shifts could initially seem appealing yet simultaneously raise concerns among employees about the genuine absence of repercussions for altering their start and end times.”
She offers the example of when an employee, accustomed to a rigid eight-to-five schedule, might question the authenticity of a sudden policy change allowing complete freedom in choosing their working hours. “Initial enthusiasm could quickly be overshadowed by skepticism regarding potential hidden consequences for deviating from the traditional schedule. Building trust within the employer-employee relationship is paramount, and like any evolving partnership, it flourishes on a foundation of reliability and incremental progress,” she concludes. “Thus, a methodical and transparent implementation strategy not only ensures a smoother transition to flexible working arrangements but also reinforces mutual trust, ultimately enhancing overall job satisfaction and team cohesion.”