andy-cheng
Andy Cheng
June 9, 2020

It’s Time to Rethink the 8-Hour Work Day

When it comes to productivity at work, one might think that the eight-hours-a-day, five-days-a-week schedule is pretty standard. After all, the majority of us in the workforce today endured the prototypical modern work schedule as somewhat of a rite of passage into our professional careers. Yes, we all underwent strict, grueling work schedules in our past (some even currently). Does that mean we should continue this practice? Absolutely not.

A look into the history eight-hour work days might shed some light. Eight-hour work days started during the Industrial Revolution as a labor rights movement to curb the exploitation of manual laborers who were often working 12-14 hour days. The concept took over 70 years to catch on at an institutional level, and in 1938, Congress passed the Fair Labor Standards Act which limited the workweek to 40 hours. If companies wanted more hours out of employees, they had to pay overtime.

At the time, the eight-hour work day made a lot of sense due to the sheer number of manual laborers. Agricultural workers comprised 38% of the workforce at the turn of the century, while production workers in industries such as mining, manufacturing, and construction comprised 31%. Regulations were necessary to prevent manual laborers—who made up the majority of the workforce—from being worked to the bone.

While the eight-hour day was designed to protect workers in blue-collar jobs, it doesn’t reflect the labor landscape today. As of 2019, 71% of employees in America now work in the service industry, according to the U.S. Bureau of Labor Statistics. The number of manual labor professionals is also decreasing by 0.5% every year.

It’s clear that the labor market has transformed significantly in the past century, but sadly our schedules are still stuck in the past. For the most part, the average employee today sits at a desk plugging away at a laptop—not exactly a physically-intensive task. Yet, many organizations still cling onto eight-hour work days like it’s the gospel. Rethinking this practice will be the first step in supercharging productivity and preparing for the future of work. Here’s why.

Long work days are inefficient

In an ideal world—and probably in the minds of many bosses—employees would be productive the entire eight hours that they’re on the clock. After all, employees are being paid for their time. What exactly are they doing all day?

A survey on 1,979 office workers in the UK found that in an eight-hour work day, employees are only productive for three hours. That’s less than 40% of the time. The rest is spent on a combination of reading news, browsing social media, eating, socializing, and perhaps most alarmingly, searching for new jobs.

This statistic prompts the question, why aren’t employees working for all eight hours? It’s not laziness, as one might expect. As knowledge workers, our attention spans aren’t designed to focus for such long periods of time. A study on employees in multiple industries by the U.S. Centers for Disease Control found that employees had significantly higher fatigue and lower alertness at the end of long shifts. It’s simply not feasible to expect multiple hours of concentration without eventually reaching a tipping point.

At the same time, many employees want to juggle work with life, and eight-hour work days simply don’t allow them to. Think about your child’s afterschool soccer game. If you could leave work at 3 PM, you can attend the game and bring your child home after. You can also carve out time for doctor’s appointments and other personal errands. Eight-hour schedules prevent these from happening and have no productivity to show in return.

What does this mean for employers? Organizations with stringent attendance standards risk not only lower productivity, but also employee disengagement too. According to a Gallup study, disengaged employees have 37% higher absenteeism, 18% lower productivity, and 15% lower profitability. Based on a calculator by LinkedIn, disengaged employees can cost up to 34% of those employees’ salaries in lost productivity, turnover, and training new hires.

Adopt flexible work to attract and retain top talent

Competition for top talent will be fierce in the future of work. A recent Gartner survey on 317 CFOs revealed that 74% of companies plan to permanently shift to more remote work post-COVID-19. Nearly a quarter of those plan to move 20% of their on-site employees to permanent remote positions. 

Employers are providing employees the flexibility they want. According to LinkedIn, job postings that mention work flexibility increased by 78% between 2017 and 2019. Experts also predict that flexible work will be a key differentiator in the future, especially as organizations execute on post-COVID business continuity plans (see: 5 Reasons Why Rejecting Flexible Work Can Seriously Hurt Your Organization).

Naturally, the best candidates will flock to companies that offer the best flexibility for their lives. Organizations that readily embrace remote and flexible work will attract top talent while organizations that don’t will have severely slim pickings. Also, without remote work options, employers won’t have access to a global talent pool and lose to competitors that do. The right candidate for a position might live several states away, but they applied for other companies instead.

Flexibility is vital to long-term business success

As workers expect more flexible work and organizations meet those expectations, there’s never been a better time to rethink the eight-hour work day. Today’s employees want a better work-life balance and are more than willing to shop around for the right organization. If your organization is too reluctant to change, you risk losing your organization’s best assets: its people. Dismantling the eight-hour work day and embracing flextime, however, will spearhead employee engagement and drive innovation in the long run.

Flexible work arrangements depend on how effectively remote employees can communicate and collaborate, and it’s up to organizations to provide the right technology. Unified communications solutions like the RingCentral app combine team messaging, video conferencing, and cloud phone into a single platform where employees can collaborate from anywhere using any device. Whether they’re in the office, working from home, or live in another part of the world, employees can achieve the work-life balance they want while continuing to work together to drive positive business outcomes.