The 35 hour week – myth or panacea?
First things first. The title of this post could have said 38 or 40 hours – whatever someone’s contracted hours are. The point of the post though, is whether the idea of working your ‘core’ or contracted hours only is something to be aspire achieving or not.
We’ve all heard of people working crazy hours. I recently saw a post on LinkedIn joking that ‘oh, so you work a 39 hour week? I also remember my first part time job’. This was (hopefully) meant as a joke, but the thought process behind it isn’t. Some organisations and managers expect a lot from their staff and this often translated to working a lot more hours than contracted to do.
Take the current organisation I work for. As a not-for-profit Housing Association, we have pretty good working arrangements. Full time staff are contracted to work 35 hours a week and over a four week period we can take a further 7 hours flexi time (equivalent to one extra day) off a month. We can also carry over an extra 7 hours per month to the following timesheet. This is a pretty generous arrangement. But, it could be argued that encouraging staff to work to build up sufficient time to build up their flexitime means we are encouraging staff to work over their contracted hours.
Then there is the long standing issue of how many extra hours is acceptable. I have always thought that the more senior the post you are in, the more you are expected to work longer hours (as you get paid to do this). I have also thought that for any staff who are really career focussed, then they want to show that they work really hard, which often translates to working longer hours. But I do find myself questioning this train of thought sometimes. The more we rationalise the number of hours extra we can work (i.e under 5 hours a week is acceptable, over 5 hours isn’t), the more we are not making it as flexible an arrangement as we are aiming for it to be.
So what’s the answer? I do think there is a conversation to be had in every organisation about what constitutes an acceptable number of hours worked. The organisational culture to some extent dictates this.
Many months ago I made the conscious decision not to send out any Emails in the evenings and weekends, if at all possible. The rationale is that if I send an Email to one of my team ‘out of hours’ I am effectively encouraging and enforcing this behaviour in them. I know this isn’t always possible, but I really do try to keep to this rule. The other reason this rule helps is to ensure that staff keep to their work life balance as far as possible. Working all hours might well work for some people (some people even thrive on it) but I’ve been managing staff long enough to know that this doesn’t work for everyone and it is very easy to get burned out due to work and never feel like you are stepping away from it.
So what about your organisation? Have you cracked this issue? Please share your thoughts below!