October 19, 2020 7 minutes read Viewpoints revealed by Entrepreneur factors are their own.

Whether you like it or not, things have altered. The conventional “guidelines” of work just don’t use to a bulk of tasks anymore, and that can be a difficult fact to hear. A lot of us are currently overwhelmed with the sheer volume of hard choices, modifications, and new responsibilities we need to juggle, however– in order to do what’s finest for our businesses– it’s critical to take a hard take a look at how things utilized to be, what’s changed since then, and, essential, how we must react to those modifications.

Old Guideline: Standard workplace hours
New Guideline: Active hours

For many industries, the intro of remote work created a significant shake-up that, if we’re sincere, not everybody was completely prepared for. As working from home continues to change how we do , it is very important for us companies to understand that we can’t alter the entire work format and implement the same guidelines. “This is how we’ve always done it” is irrelevant. Circumstances have altered, and it’s time for business owners to adapt.

Sorry folks, but the standard Monday-through-Friday, 9 a.m. to 5 p.m. schedule is formally dead, and it’s time for entrepreneur to make the leap. Instead of keeping with an out-of-date format that, let’s be honest, was never ever actually terrific for , don’t be afraid to reconsider things.

Replace your standard work hours with predefined “active hours” that work for you, your workers, and your service. That might be 2 p.m. to 5 p.m. every day (or some other portion of time that makes good sense), and encourage your employees to be offered and/or on call during these hours.

Don’t forget to ask your employees for input on what works best for them– and it doesn’t necessarily require to be the very same active hours for each employee each day of the week. Whether they’re working from 5 a.m. to 7 a.m., 1 p.m. to 3 p.m., or 8 p.m. to 11 p.m., when they’re working matters substantially less than whether the work is getting done.Related: Do You Trust Your Employees? YourWorkplace Might Be Letting Them Know Otherwise Old Guideline: Standard 40-hour work week New Rule: Versatile scheduling I enjoy reminding people that the eight-hour workday is over 200 years of ages. Robert

Owens, a Welsh labor rights activist, is credited with creating the expression “Eight hours labor, 8 hours entertainment , eight hours rest”back in 1817, and it’s a concept that rapidly made its way to America. By the early 1920s, the idea of the eight-hour workday hit the mainstream, and we have actually counted on that structure ever since. Clearly, a great deal of things have changed over the last two hundred years– so why are we still clinging to an idea that is literally centuries old? Research proves that shorter workdays (and shorter work weeks )are both wonderful methods to improve both quality of life and quality of work for your employees. We know that workers who are better (and more productive) assistance enhance the bottom line, so why aren’t we making the switch? As an entrepreneur, you need to take a vital look at whether or not the eight-hour workday in fact works for your business. Resist the desire to make decisions based on what you’re comfy with. You may enjoy the eight-hour workday due to the fact that it makes it much easier for you to keep tabs on your employees– but that doesn’t always mean it’s finest for your organization. Instead, possibly you need to focus on working with workers you trust so you do not require to keep tabs on them every day.Studies show that employees work better in concentrated periods– and when they remain in control of their own schedules– and boosting your employees ‘wellness settles . Organizations that present more flexibility into their work week can see increases in productivity, worker health and health, and profitability . Clinging to a stiff work schedule may be hurting your bottom line more than it’s assisting your peace of mind. Related: Why Entrpreneurs Need to Show Personnel It’s Okay Not to Be Okay Old Rule: Excessive(or too little) oversight New Guideline: Accountability Among the reasons why many company owner resist presenting versatile schedules or work-from-home alternatives is since they’re worried

it’s going to be tough to manage workers if they aren’t in the workplace or logged in at the same time. While these new methods of doing work can require a fair amount of trust in your employees to actually get things done rather of watching Netflix on the company dime, it’s everything about creating a structure where you get what you need while enabling your employees to thrive. Responsibility is vital, and it allows your staff members to have a clear understanding of obligations and expectations, giving them the flexibility to flourish in a nontraditional workplace while developing

sufficient structure for you to ensure work is being accomplished. If you don’t understand what your workers are up to on a day-to-day basis, that’s not constantly a”them”problem. If your staff members do not have clear expectations of what they should be doing(and how they should be doing it), it’s more difficult for them to give you the reassurance you need that things are getting done. Rather of being detached from your group– or, on the opposite end, becoming a feared micromanager– attempt to be a touch point, not a bottleneck. Wish to keep your group on track? Establish a couple of key metrics, and then introduce weekly check-ins where workers can inform you the top three items they’re dealing with that week. You can do a fast check-in throughout the week by means of Slack or email, but, for the most part, it has to do with discovering to trust individuals you

‘ve employed to do terrific work. Related: Leading By Responsibility Is Contagious Old Rule: Be a good manager New Guideline: Be a great leader When it comes to being a company owner, among the most important things you can learn is the distinction in between a manager and a leader. Anybody can handle a group (with varying degrees of success), but it involves a lot of time, energy, and effort that you most likely do not have at your disposal today. Rather of viewing your function as if you’re handling a team of employees, focus on discovering how to be a great leader. Be creative and flexible. Rather of implicating your staff members(or the pandemic), learn how to be proactive instead of reactive. What can you do much better as a leader? Where can your team improve? Discover how to empower your group to work autonomously and at a high

level. Remember, this isn’t almost doing what’s finest or most comfortable for you. It takes practice, but eventually you’ll discover a solution

that’s finest for your clients, your workers and your bottom line. Article curated by RJ Shara from Source. RJ Shara is a Bay Area Radio Host (Radio Jockey) who talks about the startup ecosystem – entrepreneurs, investments, policies and more on her show The Silicon Dreams. The show streams on Radio Zindagi 1170AM on Mondays from 3.30 PM to 4 PM.