The Rise of “Microshifting”: How Aussies are Reclaiming Their Workday
The traditional 9-to-5 grind is increasingly being challenged by a more fluid approach to work, dubbed “microshifting.” This flexible scheduling method sees employees tackling their job duties in short, productive bursts, seamlessly weaving paid labour around personal priorities and non-work responsibilities. The focus shifts from the hours clocked to the actual output achieved, a concept resonating with many Australian workers seeking a better work-life balance.
Jen Meegan, a co-founder of a creative services agency, exemplifies this modern work rhythm. Her day often begins with emails and reviewing ideas drafted the night before, before the household buzzes to life with her teenagers’ breakfast demands and school runs. She dedicates an hour or so to work, then takes a break for grocery shopping or errands before diving back into her role as head writer. This pattern of targeted work sessions, interspersed with breaks for family and personal needs, continues until late at night.
“Sometimes the break’s when most of the work will get done in your head, because you’re not sitting in front of a laptop just staring at a screen going, ‘I can’t come up with anything,’” Meegan shared. This sentiment highlights a key benefit of microshifting: it can foster creativity by allowing the mind to wander and process information away from the immediate demands of a screen.
This flexible approach isn’t just a niche trend; it’s gaining traction among workers and finding acceptance in various organisations. The widespread adoption of remote and hybrid work arrangements, accelerated by the COVID-19 pandemic, has amplified the desire for greater control over one’s schedule. As return-to-office mandates began to roll out, many individuals found themselves yearning for more time to dedicate to family care or personal well-being, making microshifting an attractive alternative.
Kevin Rockmann, a management professor at George Mason University’s Costello College of Business, observes that as managers and organisations become more adept at granting autonomy, microshifting is not only growing in popularity but also empowering employees to request such arrangements.
The Perks: Boosting Creativity and Productivity
While freelance professionals have long embraced flexible scheduling, the term “microshifting” is now resonating with those in traditionally fixed-hour roles. Some companies actively offer this flexibility, while others tacitly acknowledge employees working this way, even if it’s not formally condoned.
The core argument for microshifting lies in its potential to enhance productivity. Proponents suggest that working in focused increments, punctuated by rejuvenating breaks, allows the brain to recharge. Stepping away from a desk for a walk or attending a child’s school event can be incredibly invigorating for those who experience fatigue from prolonged screen time.
“From a creativity standpoint, it’s good to take breaks,” Rockmann explained. “When you stop thinking about a task is when your best ideas come to you.”
Shellie Garrett, who previously led an eight-person team, found that allowing her staff to set their own schedules, with the exception of weekly meetings, yielded positive results. “Everybody needed to maintain availability for emergency questions or issues. But I let people determine what worked best for them productivity-wise,” Garrett stated. She observed that as long as productivity remained consistent, granting this autonomy led to both better output and happier employees.
During work hours, her team members would handle tasks like updating spreadsheets, cross-referencing documents, or conducting investigative work. Outside of these hours, employees managed personal commitments, such as nursing an infant and homeschooling a preschooler, or even working a second job as a real estate agent.
The Pitfalls: Impact on Professional Relationships
While microshifting can significantly benefit personal relationships, it can also pose challenges to professional ones. Rockmann points out that effective teams thrive on collaboration, and the inherent focus of microshifting is on individual needs. “It’s not that taking care of yourself is bad. It places the emphasis on the individual, not the relationships,” he noted.
Pranav Dalal, CEO of a remote staffing firm that employs individuals across multiple countries, acknowledges that microshifting is occurring organically within his organisation, particularly among those in managerial roles. He doesn’t actively police it, understanding that work is being completed effectively. As a single father himself, Dalal empathises with the need to balance personal and professional demands.
However, he cautions against the potential for abuse. Dalal recounts letting go of an employee who consistently arrived late to in-person events due to personal business, which created disruptions. “If someone really abuses that, it becomes destructive to the team because then resentment builds,” Dalal warned. For employers, he stresses the importance of assessing whether quality service can be reliably delivered when microshifting is prevalent.
Health and Well-being: A Lifeline for Many
For individuals managing chronic health conditions or neurodivergent needs, microshifting can be a crucial tool for maintaining well-being and productivity. Isabelle “Izzy” Young, a political organiser in Texas, benefits from the ability to largely choose her own hours, provided her work is completed.
This flexibility allows Young to manage her autism and postural orthostatic tachycardia syndrome (POTS), a condition that can cause rapid heart rate and dizziness. If she requires more rest, she can schedule meetings for later in the day. If she needs to recalibrate, she can take an hour or two midday to connect with a friend or read a book before resuming work in the evening.
“I am very lucky to have a principal that is a compassionate person,” Young expressed. “He’s acutely aware that life happens, and you can be incredibly productive and chronically ill.”
A potential downside, however, is the feeling of being perpetually on call. “The job never ends, so you’re never really off the clock,” she admitted.
Garrett, the former team leader, also found that working in two-hour blocks was instrumental in managing her chronic autoimmune disease and premenstrual dysphoric disorder. This structure allowed her to capitalise on periods of high creativity and then take time for rest or exercise. “Microshifting was honestly a godsend,” Garrett stated. “I don’t know if I could have done this job without being able to do that.”
Navigating the Ask: How to Advocate for Flexibility
When approaching an employer about adopting a microshifting schedule, Garrett advises focusing on the benefits for the company. “You have to go into the interview and sell it,” she recommended. “You have go in and say, ‘I’m willing to do whatever schedule and put my best foot forward, but if you want me to be most productive or most creative, this is how I work best, if this is something you’re willing to work with.’” This proactive approach, framing flexibility as a pathway to enhanced performance, can be key to securing the autonomy needed to thrive in a microshifted work environment.
