When do people choose to come to the office and why?

When people choose to come into the office has fast become the hot topic of the last 18 months. During national lockdowns, the global workforce had unintentionally been handed the gift of choice enabling them to choose HOW they worked. It not only made people far more productive, but it became a key differentiator in what employees were looking for in their work, and careers.

Now that more people are returning to their office for the value of face-to-face collaboration, community, belonging, and well-being certain days have become more popular than others. An interesting insight claiming the attention of employers looking to understand employee booking habits, and how their spaces are being used.

Is Thursday the new Friday?

Bookending the working week at home is becoming a common trend amongst workers. With a quieter Monday, as well as Friday ‘many are commuting to their workplace during the “core” midweek days – Tuesday, Wednesday, and Thursday.’ Interestingly from Kadence data, as much as Tuesdays-Thursdays are the most popular days that people decide to go into the office (see figure 1), those that do choose to come into the office are a relatively small number compared with those overall (see figure 2).

Busiest office days

Figure 1

Hybrid working

Figure 2

A recent study in the Office of National Statistics showed almost 60% of the U.K workforce claimed to have improved well-being with hybrid working. Not only this but employers saw 42.6% reduced overheads alongside a mighty 40.8% in increased productivity due to this change.


Conclusion: Working part remote, and part in the office makes things better for companies as well as their people, and to do this successfully requires a tool that makes team and individual schedules visible so you can plan to be in the right place, at the right time, and with the right people, every time!

In-person vs. Heads-down

Really, there’s no contest here. The bottom line is finding what works for you and your team. Whether coming into the office on a quieter day so you can concentrate on your work in a different environment in many ways is just as appealing as doing that from home. Finding a rhythm for in-person team collaboration, or solo work whether virtual or face-to-face, in the office or at home is the key here.



In the data above, taken from WFH Research, Nicolas Bloom, an Economics professor at Stamford University found that face-to-face collaboration was the most popular reason to head back into the office. With ‘quiet’ being the least of the drivers to go into the office, what are the benefits to working from home when you need to? 

Whilst many realize that working from home does come with its benefits, the true benefit here in adopting a flexible working policy, and allowing people to work whenever works best for them, is how it vastly improves individual productivity. (see slide 12 of Microsoft’s New Future of Work Report 2022) Although there is no right or wrong way of working, here are some quick pros and cons that might be helpful when it comes to working from home.

Pros to working from home:

  • Through having to use telecommuting tools such as Slack, Zoom, Asana, and Microsoft Teams, you’ll learn to be excellent at communication and time management in a way that wouldn’t be that necessary in an office amongst your team.  
  • Workers are typically less distracted socially, and able to concentrate on important tasks in quieter environments. The surrounding office noise, as well as the temptation to socialize (which isn’t necessarily a bad thing) with your teammates, might mean you get less focused work done. 
  • You’ll save on time and money. Allowing you to spend more time with family, and saving on the cost of commuting 

Cons to working from home:

  • Workers can sometimes find it hard to stop working and make clear distinctions between work time, and family/personal time. ‘With a shift to remote work and elimination of physical boundaries knowledge workers felt a sense of being ‘always-on’. Tools that help individuals disconnect after work can reduce stress, promote employee wellbeing, and reduce liability stemming from after-hour work’ (Williams 2018)
  • Feeling disconnected from your team, and a huge helping of FOMO
  • Creating deeper connections with management, and feeling undervalued, and unseen for your work efforts

It’s clear a balance is needed, and for workers to adopt hybrid working in the true sense of the word requires tools that make it work successfully.


Help your team make the best choices

Choice and autonomy are key differentiators that separate the companies that empower their people, and the companies that are continuing to trudge on in the old ways of working. Having said that, it’s just as important to establish frameworks that help guide your people to make the best choices without being controlling. We call this ‘coordinated scheduling’. Having too much choice sounds great in theory, yet when employees that need to focus are presented with too many endless options we step right back into a bedlam of friction that takes up too much thought time, and productivity. The secret here is to identify the moments that matter to be together and present your teams with the right choices with tools that empower them to do great work.



Teams choose to come into the office for many reasons but the evidence favors in-person collaboration – being connected to your people and a clear work-life balance. A critical mass of people flooding to go to the office does encourage others to attend for fear of missing out, typically during the middle of the week, catapulting what could quite easily be the new working model for generations to come. However for most, it’s flexible working, and working in a way that works best for you that always trumps who’s planning on going into the office, whichever day of the week that may be. A solution that makes this possible, with all the added benefits in between, is the one that will come out on top.

When do your teams go into the office and why?

The Compressed Workweek: Pros, Cons & How To Set It Up For Your Workplace

If you’re trying to attract top talent or figure out how to keep your current team members happy and productive, switching to a compressed workweek is worth considering. In short, a compressed workweek squeezes a 40-hour workload into fewer days than the traditional five.
Employees are drawn to a compressed workweek schedule because it’s more flexible than conventional models. This arrangement can help businesses manage periods where workloads are heavier than average.

In some cases, it can serve as an excellent model year-round. But before you dive into restructuring your schedules, it’s essential to learn how a compressed workweek could fit into your short- and long-term goals. Let’s take a look at the fundamentals, benefits, and drawbacks of offering a compressed workweek. And we’ll even show you how to implement it successfully in your workplace.

What Are the Most Common Compressed Work Schedules?

The 4/10 work schedule is the most common type of compressed workweek. This arrangement means that an employee works four 10 hour days during the week, usually Monday through Thursday. This gives them Friday through Sunday off.

The 4/10 work schedule does not work for some companies. But there are alternative schedules to consider, such as the 9/80 work schedule. Essentially, an employee works nine hours a day Monday through Thursday and eight hours on Friday of the first week. The employee also works nine hours a day Monday through Thursday during the second week and has that Friday off. 

As with a traditional and 4/10 work schedule, the 9/80 schedule adds up to 80 hours over two weeks. The kicker is that workers can enjoy two three-day weekends every month.

Pros and Cons of the Compressed Workweek

Any time you change how your workweeks are structured, it will significantly impact your daily management, the efficiency of your operations, and the work-life balance of your employees. As with any other major decision, switching to the compressed workweek comes with pros and cons.

Pros of the Compressed Workweek

One of the most prevalent advantages of switching to a compressed work schedule is that your kids and your team members have more personal time to rest and recharge. They can spend more time with their families, take self-care trips, and do anything else that fosters their well-being with the extra free time.

The additional free time means that your employees will be less likely to leave work to care for personal matters or errands, translating to fewer absences. And if your business relies on a customer service department, you can use a compressed work schedule to offer customers extended support hours. Moreover, the compressed workweek reduces commuting for your employees. Depending on where they live, some of your team members can’t save money and time by working in the office less frequently.

Cons of the Compressed Workweek

The compressed workweek does not work for every company. Some workers will experience increased fatigue if the schedule is incompatible with the specific industry or job. Also, if you rely on B2B relationships, some of your partners, contractors, or clients who operate on a traditional 9-to-5 schedule might find it challenging to work with your compressed schedule. It’s easy to see how this could cost a variety of issues.

Another drawback of adopting the compressed workweek is that it can infringe on occupational laws if you are not careful. Even if your workers log the same number of hours, they may qualify for a different compensation schedule. Ensure you understand your state’s overtime rules and closely monitor your compressed work schedule to ensure you remain above board.

Furthermore, know that a compressed work schedule may not be ideal for other individuals in your life (and in your employees’ lives). For example, everyone in your company may prefer the new schedule, but it might not be practical for childcare providers who operate on a traditional 9-to-5 schedule. This could make it challenging for your team members to secure childcare. 

How Can You Set Up the Compressed Workweek?

When implementing a compressed work schedule, start by determining what type of schedule will best suit your company and employees. Maybe a 4/10 work schedule will be the ideal fit. Perhaps you should try the 9/80 schedule or craft your own that includes components from each of these arrangements.

There are other alternatives to consider as well. Many healthcare professionals and firefighters work three 12-hour days a week because their profession requires 24-hour staffing. You can even allow your team members to choose a schedule that helps them excel on the job and at home. 

Understand that a compressed workweek may not be compatible with all of your departments. One team may need a different model than another team in a different location. When changing to a compressed work schedule, it’s essential that your management and staff coordinate effectively to ensure a smooth transition. Your managers must confirm that all roles are filled when other employees are off work. 

Switching to a compressed work schedule is easier than ever with our people coordination solution for hybrid working. This set of intuitive tools helps you get to know your team better, link schedules, and find the best times and places for everyone to get their work done.

In addition, your team members also need to ensure that the team meets all deadlines and maintains a seamless workflow. This might require your managers to implement, test, and approve compressed work schedules before setting them in stone in each department.

Once you have confirmed that the compressed workweek is worth implementing, draft a policy detailing which team members are eligible for the new arrangement and when they can use it.  Also, outline which managers will be responsible for establishing schedules and formally requesting them. Remain flexible when creating a policy, remembering that each department might need to execute the compressed workweek differently. For instance, your customer service team may need to work longer hours for fewer days while your marketing team thrives on working the 4/10 schedule. 

Quick Tips for Creating a Workweek Policy

  • Research relevant laws. Keep in mind there might be laws in your city or state that dictate how many hours each worker can log in a given period. If you’re unsure of your compliance, consult your state labor office before adopting the compressed workweek. 
  • Check with your employees. Switching to a new work schedule may significantly impact your employees’ performance and work-life balance. One team member might have different needs than another. Consult your team to determine what kind of arrangement could benefit them the most. 
  • Establish essential office hours. Many companies find it challenging to keep staffing consistent when executing the compressed workweek. Be mindful of how you schedule team members so that the office is adequately covered at all times. 
  • Make changes. Your new work schedule will likely need modifying as you go, especially in the early days. Your managers and employees will need time to adjust, and you may experience issues that need to be resolved along the way. Constantly seek feedback from your team to know what changes need to be made. 


The business landscape has drastically changed since the pandemic emerged. A compressed workweek is now a viable option for many companies, proving to benefit both employers and employees.

If you think adopting this new work arrangement is the next step toward growth for your company, start getting a plan together today. Consider the information and advice above to lay a firm foundation for your new work schedule. Make sure you have reliable scheduling software like Kadence to help you along the way.



I Only Work 4 Days a Week — Here’s How I Manage My Time and Schedule | Business Insider 

How To Encourage Employees To Take Time Off And Recharge | Forbes

Overtime Pay | US Department of Labor | DOL