It astounds me that in 2016 we still have organisations that measure your commitment by the time you clock in and out. This article talks of a fascinating experiment where half the IT team where given time off based on manager's discretion and the other half where told to work from wherever they wanted, whenever they wanted.... as long as they delivered on projects.
The experiment group delivered the same work as the regular group. And here's the rub - they were happier, more motivated staff experiencing less stress.
Many companies talk flexible culture but don't make it easy to ask for that flexibility. It appears in London to be a case by case basis. And it takes courage to stick your neck out as the employee to ask for it.
A culture of flexible working is more transparent and goes along way to helping staff work out their own work-life equation.
By asking managers to acknowledge openly the demands outside work, Moen and Kelly were subverting certain conventions of office culture. For years, an image of professionalism was closely tied, perhaps especially for women, to a strict respect for boundaries — to the presentation of the self, at the office, as someone wholly unencumbered by the messiness of home life. Those boundaries, Moen and Kelly’s work suggested, were possibly counterproductive.