Traditionally, on June 24 at St. Ivan’s night, we celebrate the shortest night of the year. However, the summer solstice, the start of the astronomical summer, will take place on the 21st of June this year. But the situation is even more complex in the world of work.
A recent analysis by Gartner shows that more and more companies are offering their employees so-called “Summer Fridays”. Employees can take advantage of this opportunity by either leaving earlier on Fridays or they take the entire day off. Some of the readers of this article may still remember the Communist Saturdays, when people had to work for free on weekends. Now we may compare this to the “capitalist Friday” which is used by companies to adapt to the needs of their employees. This option is primarily created for the freshly entering, mobile and flexible Z-generation of the labour market. Those who no longer want to be loyal to their employer, but to themselves. Those who are committed to their own development instead of corporate values. Moreover, they do not necessarily always consider work as a lifestyle constraint, but often as a hobby.
Nevertheless, it is worth noting that in most cases the concept of “Summer Fridays” increases efficiency and effectiveness. This is due to the fact that it contributes to the work-life balance – even if the work-family time and space sometimes cannot be separated – in a world where the work environment is much more diverse than five or ten years ago. Furthermore, in a world where the attitude to work and workplace is radically transforming, where permanent online presence opens interconnection and the space for work – not just in the home office or in co-working offices.
No matter whether Z or Y, let’s call them the generation C (connection, community, creation, curation). In their case, it is not worth talking about the flexibility of the workplace or working hours, but about the integrity and innovation of work and communication. They are subcontractors, mothers with small children, start-ups, project-based people whose workplace is basically a transit zone, so their physical attachment is reduced. It is likely that the main trend of individuals having intermittent relationships with tasks and people, will remain.
However, the real issue is not quite about attitudes. The employer is not desperately indulging his people, but tries not losing those choosy ones, the so-called job-hoppers, who leap from one place to another.
The real issue is, that the new patterns of 21st century employment trends are unfolding in front of our eyes. Where the individual sitting behind a hyper-fast laptop, having a smartphone in his pocket and a smart watch on his wrist can rightly claim to relate to his work and not with his workplace. Of course, this applies in cases where it is reasonable, and the person can manage his tasks and himself. New trends will reinforce individual responsibility and juggling will no longer be a success, but the measurable and comparable performance will count.
