In today’s workforce, employees aren’t just choosing between in-person, hybrid, or fully remote roles anymore. The real conversation has shifted to how and when people get their best work done. With productivity top of mind for organizations everywhere, one trend continues to surface: microshifting.
But what exactly is it?
What Is Microshifting?
Microshifting is a flexible work approach where employees break their workday into shorter, focused bursts of time—rather than logging one continuous 8-hour block. These bursts might happen early in the morning, mid-afternoon, late in the evening, or even spread throughout the day.
Of course, microshifting isn’t universally possible. Roles that rely on fixed schedules, customer-facing responsibilities, or on-site presence (think healthcare, manufacturing, education, retail, and more) simply require consistency. But for roles where work is measured by output rather than hours—especially knowledge-based and remote-friendly positions—microshifting can be a promising option.
Why Employees Are Embracing It
Microshifting taps into something employees have been asking for for years: autonomy. The freedom to choose when and where they work creates space for their lives—without compromising their performance.
I’ve always said the world caters to morning people. But what about the night owls? (Full disclosure: I am one.) Some of us don’t thrive at 8 a.m. The magic happens at 10 p.m. when the rest of the world is winding down. Microshifting makes room for all types of workers—not just the early birds—to contribute at their highest level.
Why Employers Should Pay Attention
Again, microshifting isn’t a one-size-fits-all solution. It won’t work for every team or every job, but for the roles where it does fit, the potential benefits are compelling:
- Higher productivity due to focused, intentional work windows
- Improved engagement because employees feel trusted and empowered
- Better retention as work adapts to life—not the other way around
- Broader talent access and a perk to include in job postings when recruiting, plus the ability to attract caregivers, students, and those who peak outside traditional hours
In short, microshifting isn’t about working less—it’s about working smarter and honoring how people perform best.
How Employers Can Try Microshifting
You don’t need a full policy overhaul to see the benefits. Even simple steps can make a difference:
- Establish core hours (e.g., 11 a.m. to 2 p.m.) for meetings and collaboration
- Allow employees to flex the remaining hours across their day
- Pilot microshifting with roles that rely on deliverables more than real-time availability
- Encourage managers to measure success by results, not time online
The key is to set expectations clearly while giving employees the freedom to tailor their workday to their strengths—again, where it makes sense.
Microshifting may not replace the traditional workday entirely, and it’s certainly not suited for every type of work. But it represents a growing shift in how employees and employers think about productivity. When implemented thoughtfully in roles that can support it, microshifting can create a workplace where people contribute at their best, on a schedule that works for them.
And as the workforce continues to evolve, embracing flexibility where possible might just be the competitive advantage that sets companies apart.
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