Getting it right depends on what kind of role you are in
If you are a blue-collar worker in an industry that operates in shifts, for example, flexibility sounds less like nirvana and more like chaos. For low-wage employees in restaurants and call centres, predictability is much more important than flexibility. Various American cities have introduced laws that, among other things, require employers to give workers a set amount of notice when setting their shift rotas.
Certainty matters less for other workers. Research conducted by Donald Sull at the Massachusetts Institute of Technology and his co-authors found that predictable schedules had a marked effect on retention for blue-collar employees but did not affect white-collar ones. For desk-bound workers, the question is different: less whether flexible scheduling is appealing, more whose version of it prevails.
If workers balk at the boss’s version of flexible scheduling, managers have a different worry: that giving employees too much control over their hours can backfire. Asynchronous working, which involves individuals contributing to a project in their own time, is all very well. But if teams are to function effectively then they sometimes have to work as a group. Managers can have perfectly legitimate reasons to contact employees at odd hours and to expect an immediate response.
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