Why Managers Should be Careful of the 9 to 5 Workday

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As companies shift toward health and wellness in the workplace, many companies such as Wegmans and Colgate-Palmolive are adopting a more flexible approach to employee work hours. But in a company whose structural basis is the 9 to 5 workday, managers are getting the short end of the stick.

The concept of a 9 to 5 workday stands on the ideal that maximum hours yields maximum productivity. But with this mentality setting the basis for a workday, many employees feel pressured into working through lunch to rise above their colleagues. It feeds a competitive environment where the event of an employee leaving early for a doctor’s appointment or their son’s little league basketball game fuels workplace gossip centering around hours worked. And yes, the gossip fills up productivity hours!

Fatigue and here-say rise to the top, often coming to head in the form of an uncomfortable conversation; whether it be with a manager or fellow colleague. This confrontation creates a barrier between the employee and their manager or fellow coworkers. After all, a conversation over attendance without definitive proof is a direct punch to an employee’s integrity. 

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Should a manager choose not to enforce, or to strictly enforce the 9 to 5 workday?

Let’s just say– Productivity should not be gauged around hours worked, but rather, on each individual employee’s contribution. Corporate wellness certification programs dive deeper into programs that can increase employee productivity without managers having to bring the hammer down on their employees. Creating a less rigid and more wellness-focused work environment leads to a more successful company throughout.

The 9 to 5 workday is not on its way out the door anytime soon, but luckily, there are a collection of programs that educate on a better way to making the most out of the eight-hour workday.

For more information on corporate wellness certification visit: www.corporatewellnesscertification.com

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