Adapting to Flexible Work Hours

I've tried 100s of time management techniques.  This is by far my favourite: I used to work 80 hrs/week and call it "productive." When really I was: - Attending pointless meetings - Fighting countless small fires - Being involved in every decision Now I work less than 70% the time and get 4x as much done. The Eisenhower Matrix helped me get there.  It teaches you to categorise tasks by importance and urgency. Here's how it works: 1. Do It Now (Urgent + Important) Examples: - Finalise pitch deck before investor meeting tomorrow. - Fix website crash during peak customer traffic. - Respond to press interview request before deadline. Best Practices: - Attack these tasks first each morning with full focus. - Set a strict deadline so urgency fuels execution. 2. Schedule It (Important + Not Urgent) Examples: - Plan quarterly strategy session with leadership team. - Map long-term hiring plan for next 18 months. - Build a personal brand content system for LinkedIn. Best Practices: - Protect time blocks in advance. Never leave them floating. - Tie them to measurable outcomes, not vague intentions. 3. Delegate It (Urgent + Not Important) Examples: - Handle inbound customer service queries this week. - Organise travel logistics for upcoming conference. - Update CRM with latest sales call notes. Best Practices: - Build playbooks so your team executes without confusion. - Delegate with deadlines to avoid wasting time. 4. Eliminate It (Not Urgent + Not Important) Examples: - Tweak logo colour palette again for fun. - Attend generic networking events with no ICP fit. - Review endless “best productivity tools” articles. Best Practices: - Audit weekly. Cut anything that doesn’t compound long-term. - Replace low-value busywork with rest, thinking, or selling. If you are always reacting to what feels urgent,   You'll never focus on what matters. Attend to the tasks in quadrant 1 efficiently,  Then spend 60-70% of your time in quadrant 2.    That's work that actually builds your business. Which quadrant are you spending too much time in right now?  Drop your thoughts in the comments. My newsletter, Step By Step, breaks down more frameworks like this. It's designed to help you build smarter without burning out. 200k+ builders use it to develop better systems. Join them here:  https://lnkd.in/eUTCQTWb ♻️ Repost this to help other founders manage their time.  And follow Chris Donnelly for more on building and running businesses. 

Fascinating results were released recently. In 2019, Iceland launched a bold experiment: the 4-day workweek: 📉 36 hours instead of 40 💰 No reduction in pay 👥 2,500 workers across diverse industries 🧪 Real-life trials over 4 years Fast-forward to today: Nearly 90% of Iceland's workforce now benefits from reduced hours. And the recent results are stricking: - Productivity remained the same—or improved. - Workers felt less stressed, more energized. - Job satisfaction and engagement soared. - Gender balance improved: men took on more family duties, women pursued full-time roles. - No negative impact on service quality or deadlines. What made it work? It was method: ✅ Tight collaboration between workers and employers ✅ Focused redesign of workflows—fewer meetings, less micromanagement ✅ Clear priorities, empowered teams ✅ Measurement, feedback, iteration This wasn’t just a workplace shift. It was a mindset shift. 💥 So, what can we learn? - Time ≠ productivity. Focus, energy, and clarity matter more than clocking hours. - Shorter weeks force better design: You eliminate waste by necessity. - People-first cultures outperform: When humans thrive, business thrives. - It’s not about working less—it’s about working better. 🔍 My take? We’re entering the age of Agentic AI. AI can now take on tasks, decisions, even manage workflows. We keep talking about AI, automation, and working smarter. But isn’t this exactly what working smarter looks like? That’s not a threat to human work. That’s an opportunity to redesign it. If machines are taking over the repetitive stuff, shouldn’t we reclaim time to think, rest, create? I believe the future of work isn’t just about AI tools. It’s about human rhythms. Energy. Attention. Balance. The Iceland model is a mirror. It shows what happens when we stop obsessing over presence… and start optimizing for purpose. So here’s my question: Is the 4-day workweek the logical next step in the age of AI? Or is it a luxury that only a few countries can afford? 👇 Let’s discuss. #FutureOfWork #4DayWeek #AIandHumans #AgenticAI #Leadership #HumanCentered #ReinventWork #Irreplaceable

𝐌𝐚𝐱𝐢𝐦𝐢𝐳𝐞 𝐒𝐮𝐜𝐜𝐞𝐬𝐬 𝐰𝐢𝐭𝐡 𝐄𝐦𝐩𝐥𝐨𝐲𝐞𝐞 𝐂𝐞𝐧𝐭𝐫𝐚𝐥 𝐒𝐞𝐭𝐭𝐢𝐧𝐠𝐬 𝐢𝐧 𝐒𝐀𝐏 𝐒𝐮𝐜𝐜𝐞𝐬𝐬𝐅𝐚𝐜𝐭𝐨𝐫𝐬 Did you know that the secret to optimizing SAP SuccessFactors Employee Central lies in understanding and managing its key settings? Here’s a detailed breakdown of the critical Time and Attendance Management settings, enriched with insights, to help you elevate your implementation game. 1. 𝐓𝐢𝐦𝐞 𝐎𝐟𝐟 Facilitates employee leave requests through customizable workflows, enabling seamless planning and approval of absences such as vacations, sick leave, etc. 2. 𝐓𝐢𝐦𝐞 𝐎𝐟𝐟 𝐟𝐨𝐫 𝐋𝐞𝐚𝐯𝐞 𝐨𝐟 𝐀𝐛𝐬𝐞𝐧𝐜𝐞 𝐎𝐧𝐥𝐲 Specializes in managing extended absences, ensuring compliance with policies and maintaining accurate records for leaves like parental or medical leave. 3. 𝐓𝐢𝐦𝐞 𝐒𝐡𝐞𝐞𝐭 Empowers employees to record their working hours accurately, supporting various time recording methods and ensuring precise tracking of attendance and overtime. 4. 𝐒𝐀𝐏 𝐒𝐮𝐜𝐜𝐞𝐬𝐬𝐅𝐚𝐜𝐭𝐨𝐫𝐬 𝐓𝐢𝐦𝐞 𝐓𝐫𝐚𝐜𝐤𝐢𝐧𝐠 Provides advanced time tracking capabilities with real-time insights, integrating seamlessly with payroll and other HR processes to enhance workforce productivity. 5. 𝐂𝐥𝐨𝐜𝐤 𝐈𝐧 𝐂𝐥𝐨𝐜𝐤 𝐎𝐮𝐭 Enables precise attendance recording through digital punch-in/punch-out functionality, supporting both web and mobile interfaces, and capturing data such as location for compliance and operational efficiency. 6. 𝐂𝐨𝐧𝐬𝐨𝐥𝐢𝐝𝐚𝐭𝐞𝐝 𝐓𝐢𝐦𝐞 𝐑𝐞𝐜𝐨𝐫𝐝𝐢𝐧𝐠 𝐎𝐮𝐭 Simplifies the aggregation of time entries across various processes, ensuring a unified and accurate representation of employee working hours for streamlined payroll and reporting. Implementing these features within SAP SuccessFactors enhances time management efficiency, ensures compliance with labor regulations, and improves overall workforce productivity. #SAPSuccessFactors #EmployeeCentral #HRTransformation #TimeManagement #DigitalHR #Innovation

In the face of an overwhelming volume of to-dos, turning to time management as a solution is a dead end. What do people who are really good at time management get? More work! Time management is important, but it's a productivity tool - not a solution to pressure. Instead, take aim at the three things that create volume pressure in the first place: tasks, decisions, and distractions. When you're faced with what feels like an overwhelming pile, consider the following: 1) What tasks have I taken on that are not linked to my major goals? Can they be deferred or deprioritized? 2) What decisions regularly create cognitive load for me? Are there any that can be replaced with policies or principles so I don't need to carefully weigh them each time? 3) How can I use structure to stop relying on will-power to reduce distractions? This can be as simple as a pomodoro timer, going on airplane mode for 30 mins, or physically isolating yourself in a conference room. If you pair time management with task, decision and distraction management you'll have a more sustainable approach over the long haul.

For all of us, time is the most valuable asset. In an organisation, where the leaders spend time signals the priorities, shapes culture and determines whether the organisation executes on what truly matters. Great time management, I have found, isn’t about squeezing more tasks into a day; it’s about aligning your time with critical outcomes and creating leverage through people, processes and decisions. Those who are good at this make the hour last longer. Why is time management key? It converts strategy to action. Your calendar is the operating system of strategy. If this calendar doesn’t reflect the company’s priorities, the organisation isn’t likely to achieve its goals. It frees time for what matters. Leaders create impact less by doing and more by enabling. Ensuring time availability for the right activities multiplies output. It improves decisions. Unrushed thinking and focused reviews improve judgement, reduce rework and prevent “urgent” fires. It is the signal for direction and culture. Teams copy leaders’ calendar management style. When the leader models deep work, prioritisation, preparation and learning, others in the team follow. What are the common obstacles? Tyranny of the urgent: Unplanned demands, whatsapp pings and what gets classified as “urgent” crowds out important work. Meeting creep: Meetings accumulate without a clear purpose or decision rights Ambiguous priorities: Undefined, unprioritized goals produce reactive calendars where everything feels equally important. Delegation gaps: Work gravitates upward when role clarity or trust is low; leaders become doers, choking bandwidth Context switching: Too much activity especially in different contexts leads to poor focus; 60 minutes of activity is then only 10 minutes of progress. Saying “yes”: Without guardrails, leaders accept more than their calendar can bear. What’s the fix? Define the focus. Translate strategy into key quarterly outcomes. If an activity doesn’t advance these, it’s a candidate to decline, delegate or delay. Design your ideal week. Time-block for people, performance, thinking and certainly for buffers Run meetings like decisions, not rituals. Ask for a pre-read with the question to be decided, options, data and recommended next steps. Start with the decision, then discussion. End with the owner, deadline and success metric. Schedule Important/Non-Urgent work first each week. Deal with urgent/important issues and define what “urgent” means with your team. Delegate for outcomes, not tasks. Reduce context switching. Batch similar work so you don’t have fragmented focus. Silence notifications during deep work. Install guardrails for what you say “yes” to Audit and iterate. Review your calendar monthly: What created impact? What can be eliminated? Your calendar tells a very important story. Read it. As someone said, "When you invest your time in what truly matters, balance follows and happiness becomes the dividend"

Over the last two years, I’ve had the privilege of leading global studies with 4 Day Week - Global. What have I learned from 200 companies and 6,300 employees across 5 continents? 🌍⬇ Working less is a regenerative model for a healthier, more sustainable future of work because: 📈 Across all regions, companies reported sustained or improved performance. In South Africa, 13 out of 21 organisations saw a 10.5% revenue boost. 😊 From Brazil to Ireland, employees consistently reported reduced burnout, lower stress, and greater job satisfaction. In the UK, surveys showed significant improvements in mental and physical health. 🏡 Companies in Australasia found that 88% of employees enjoyed an extra day off each week, leading to less stress and higher life satisfaction 🌱 🌍 Key Findings by Region Europe 🇮🇪 🇬🇧 🇵🇹 1️⃣ 93% of Portuguese participants wanted to continue the four-day week, with companies noting increased employee commitment and improved recruitment and retention. 2️⃣ In Ireland, surveys showed significant increases in satisfaction and well-being, with the majority of participants advocating to keep the four-day model long-term. 3️⃣ The UK pilot, involving 2,900 employees, demonstrated a major drop in absenteeism, with employees noting improved physical and mental health. 💪🧠 🌏 Australasia 🇦🇺 🇳🇿 1️⃣ 26 organisations participated, with 88% of employees receiving an additional day off each week. 2️⃣ Organisations also reported environmental benefits due to less commuting. 🚴♀️ 🌍 Africa 🇿🇦 1️⃣ 13 out of 21 organisations recorded a 10.5% revenue increase, weighted by size. 💸 2️⃣ Despite some challenges around increased workloads, 90% of employees expressed a desire to continue with the four-day week. 🌎 South America 🇧🇷 1️⃣ Enhanced creativity and reduced stress were key takeaways. 🎨💡 2️⃣ Some challenges related to deadlines were identified in developing economies, but the model works. ⚖️✨ The data speaks for itself: the four-day workweek is not just about working less; it’s about working smarter. ⏳ It’s a regenerative model - and one we desperately need in today's world of work. Time to put the traditional five-day workweek on notice. ⏰🚫 📣 Stay tuned—our German pilot results in conjunction with Intraprenör will be released later this week, marking a key gateway to Central Europe. 🇩🇪

💡 A report from nonprofit advocacy group 4 Day Week Global, which followed workers across the US, Canada, Britain, and Ireland over 18 months, found that employees can accomplish exactly as much in a 33-hour week as in a 38-hour week. Those five missing hours are not being spent on productive work. It is being spent on procrastination, unnecessary meetings, and the kind of low-grade busyness that fills a calendar without moving anything forward. The 18-month trial operated on a principle called the 100:80:100 model: employees received 100 percent of their pay, worked 80 percent of their previous hours, and were expected to maintain 100 percent of their productivity. The core question the trial was designed to answer was whether they could get the same amount done in less time. They could. The four-day week, it turns out, is not really about working four days. It is about forcing organisations and individuals to be honest about what is actually worth doing, and what is simply filling time. Perhaps the most counterintuitive finding in the report is what happened to company revenue. Revenue increased by 15% over the course of the trial, weighted in accordance with company size. In the UK’s separate six-month trial involving 61 companies and roughly 2,900 employees, the numbers were even more dramatic. When compared to a similar period from previous years, organisations reported revenue increases of 35% on average. The number of staff leaving participating companies decreased significantly, dropping by 57% over the trial period. 15% of employees said that no amount of money would induce them to accept a five-day schedule over the four-day week to which they were now accustomed. ❓Do you agree, are we only really productive for 33 hours in any 38-hour week? As always, keen to hear your thoughts, opinions and experiences. 🙏🏻 Link to full article by Benjamin Larweh available in the comments section below 👇 WorkFLEX-Australia #fourdayweek #fourdayworkweek #4dayweek #4dayworkweek #futureofwork

Managing business and family together is not easy. As a business coach, I've learned that success isn't just about work, it's also about making time for family and what I like to call "AND life". When I started my entrepreneurial journey, I was driven by ambition and the desire to build something great. However, as my business grew, I noticed a crucial aspect slipping away - time with my loved ones. Yes! It was then that I understood the significance of work-life balance. Here’s how I make it work: 1: Prioritising Family Moments: Whether it's breakfast with my kids or evening walks with my spouse, I take out specific times dedicated solely to family. 2: Setting Boundaries: Saying no to work things that interfere with family time is crucial. It's about respecting both professional and personal commitments. 3: Delegate and Trust: I trust my team to handle tasks, so I can step back when needed and be fully present with my family mentally and emotionally. 4: Embracing Flexibility: Being adaptable in my schedule allows me to attend important family events without compromising business commitments. 5: Setting Clear Communication: Communicating openly with my family about my work commitments and involving them in my schedule helps manage expectations and reduces stress. 6: Learning from Mistakes: Looking back on what didn't work in the past helps me adjust how I balance work and family, getting better as time goes on. Balancing work and family isn't just about scheduling, it's about blending them together. I've found that time with my loved ones inspires my work and gives me a sense of purpose. Remember this, success isn't only about business achievements. It's also about the happiness we find in our relationships. That’s it from my side today. I would love to know - how do you make time for your family while managing your business? Let me know in the comments below! Also, follow me @rajivtalreja if you want to learn more about business growth and strategies.

The American Psychological Association just published some comprehensive research on the 4-day work week, and the findings challenge everything we thought we knew about productivity. Across trials at more than 200 companies worldwide, the results are striking. Workers reported better mental and physical health, increased life satisfaction, and significantly less stress and burnout. Perhaps most telling: between 10-15% of participants said NO (?!) amount of money could persuade them to return to a 5-day workweek. But here's what surprised researchers most: business leaders were equally satisfied. Companies saw improvements in retention and recruitment, savings on sick time, and even revenue gains. At the end of 6-month pilots, companies rated the experience an average of 9 out of 10. The data shows something profound: we've been confusing activity with productivity for decades. The most successful companies didn't just remove Fridays. They fundamentally redesigned how work gets done. They eliminated unnecessary meetings, streamlined decision-making processes, and focused ruthlessly on outcomes rather than hours logged. As one researcher noted, the benefits aren't just about having more time. It's about employees feeling that their company genuinely cares about their wellbeing. This isn't necessarily about working four days instead of five. It's about recognizing that most organizations have massive productivity potential sitting untapped because they're optimizing for the wrong metrics. When you focus on results instead of time spent, something powerful happens. People work smarter, not longer. They prioritize ruthlessly. They eliminate the busy work that masquerades as productivity. The question isn't whether your team can afford to work less. It's whether they can afford not to work better 😉. 📚 Read: https://hubs.la/Q03FgqkK0

Want a glimpse into what a four-day week could really look like? Quietly, the Netherlands is showing us. What has transpired is a decades-long cultural shift that’s made shorter working weeks the norm, not the exception. Here are a few key takeaways from the excellent FT article on this: 🔹 Dutch workers average just 32.1 hours a week - the shortest in the EU. 🔹 Many full-time staff now compress their hours into 4 days, a trend so common that working five days can raise eyebrows. 🔹 What started with women entering the workforce part-time in the ’80s and ’90s has now spread with men - especially parents of young children - increasingly joining this pattern. 🔹 Productivity remains high, employment rates are strong, and GDP per capita outpaces many longer-working peers. It’s not perfect. Gender imbalance in leadership persists and labour shortages in sectors like education put pressure on the system. But it’s a clear counterpoint to the idea that fewer hours equals economic decline. Instead, it shows what's possible when work is spread more evenly across the population - and across life stages. It's not a utopia, but a different set of trade-offs. And maybe, a different kind of ambition. #FutureOfWork #FourDayWeek #FlexibleWorking #BreakingBarriers