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[lioralace]

Let’s talk about this fixation on the 9-to-5 model—honestly, it’s baffling that so many organizations still treat clock-punching like it’s some gold standard of professionalism. In reality, we’re long past the era when productivity could be measured by how long someone sat at their desk. I’ve witnessed people deliver stellar results in a few focused hours, while others drag their feet through an entire workday just to give off the illusion of “busyness.” It’s a bad look for any company trying to stay competitive.

Here’s the thing: rigid schedules are just out of sync with how work actually gets done in the modern world. With digital tools and global teams, your top performer might be brainstorming at midnight while someone else is sharpest at the crack of dawn. Forcing everyone into the same time box just kills creativity and, frankly, sends a message that leadership cares more about control than outcomes.

And let’s not ignore morale. When employees feel micromanaged—constantly watched for when they clock in and out—it’s demotivating. People want to be trusted to manage their own time, especially top talent. That’s how you keep innovators, not just seat-fillers. Plus, in the startup world, there’s a nasty myth that you have to “always be grinding” to succeed. It’s nonsense. Efficiency and smart prioritization will always outperform raw hours logged.

The leaders who get it are the ones already reaping the rewards: higher retention, better engagement, and stronger results. They’ve realized that flexibility isn’t just some feel-good perk; it’s a business imperative. If we’re serious about driving value, then it’s time to judge people by their output, not by the hours they’re chained to their desks. The companies stuck in the old way? They’re signing their own obsolescence papers. Let’s move on.

 

[Pookie]

In the fast-paced world of business, clinging to outdated practices can hinder growth and innovation. One such practice that desperately needs to be retired is the rigid 9-to-5 work schedule. With the rise of remote work and flexible hours, many companies have found that allowing employees to work when they are most productive leads to higher morale and better results. For instance, companies like Buffer and GitLab have embraced flexible work hours, resulting in increased employee satisfaction and retention.

Another outdated practice is the reliance on hierarchical decision-making. Traditional top-down management stifles creativity and slows down response times. Organizations like Zappos have adopted holacracy, empowering employees at all levels to make decisions, fostering a culture of innovation and agility.

Lastly, the practice of annual performance reviews is becoming obsolete. These reviews often fail to provide timely feedback and can create unnecessary stress. Companies like Adobe have shifted to continuous feedback systems, allowing for real-time performance discussions that enhance employee development.