As many workers strive for the freedom to determine when and how they work to meet their personal and professional needs, it is becoming more apparent that ‘work/life balance’ is almost impossible to achieve. Therefore, should we then abandon this old term and instead aim for something completely different, such as ‘work/life fluidity’? Work/life fluidity challenges the conventional concept of work/life balance. Instead of seeking an equal split of time and energy between professional tasks and personal life, it highlights the necessity of flexibility and adaptability to manage both parts of people’s lives effectively. This concept truly embraces the fact that each person has unique motivations, obligations and priorities outside their job. It concedes that work does not have to be restricted to specific hours or a particular location. Instead, it advocates for a more adaptable approach to work, allowing individuals the autonomy to decide when and how they work to fulfil both their personal needs and professional obligations.

Too often, employees feel pressured to either put in the same amount of hours they do at work to their families – or vice versa – or are left feeling guilty for picking up work tasks during the evening or weekend. The constant battle between delivering ‘results’ at home and work is almost impossible to manage and will ultimately leave people physically and emotionally drained. In practice, work/ life fluidity might involve leaving work early to spend time with family or address personal tasks, then resuming work later in the evening or early in the morning. It might mean taking a break during the day for doctor’s appointments or care for a loved one, adjusting work schedules or working remotely to compensate. The objective is to cultivate a balance that allows individuals to meet personal responsibilities while delivering work related tasks. However, it’s also essential to remember that there is no specific number of hours employees need to hit to feel at balance. If work is hectic one week and requires more hours put in, then it’s always great knowing that the week after, employees can take it slower and focus on their personal activities. Enhanced job satisfaction comes from the autonomy to manage their own schedules and smoothly transition between professional and personal responsibilities throughout the day and night.

This new approach to achieving flexibility becomes even more pivotal for freelancers or independent professionals. This type of workforce already enjoys advantages such as increased autonomy over their schedule, fees and client base. Balancing multiple clients and projects demands the capacity to handle time, tasks and responsibilities flexibly. This could mean working in smaller focused increments throughout the day, slotting work around other commitments. Tools and strategies aiding in managing this fluidity, like time- tracking software and task management systems, can be particularly useful in preserving efficiency and meeting deadlines. Additionally, freelancers can regulate their workload by either scaling down or taking on more projects for an extra income boost. They can select projects that interest them and avoid those that might make them feel undervalued or disinterested. Having greater control over their time, surroundings and priorities, independent talent can adapt to suit their mental wellbeing and lifestyle requirements. This flexibility also offers opportunities to broaden their skills, experiment with different project types and determine the kind of work that truly engages and benefits them. It seems that whilst the rest of the world is still catching up post pandemic, freelancers and independent consultants are truly embracing choices around the term ‘flexibility’. The work/life fluidity concept isn’t solely for freelancers, organisations can also benefit from the approach by creating a work environment that supports their employees to manage their time and responsibilities. Flexibility is one of the most common solutions to battling work stress, can translate to improved job satisfaction, increased productivity and better retention rates. Here is some guidance to help employees transition to work/life fluidity.

Match company values with those of the employees: Enacting work/life fluidity involves appreciating individual motivations, values and priorities. It necessitates open communication between employers and employees to find mutually beneficial compromises between personal and professional needs. Establishing clear boundaries, prioritising tasks and having a well-structured schedule are critical to maintaining a successful work/life fluidity approach. It’s vital to balance flexibility with the essentials of teamwork, collaboration and meeting organisational objectives. Start from the top: The path to flexibility and wellbeing starts at the very top and it seems that most C-suites are not doing enough. Implement job-sharing, especially in C-suite: Job-sharing allows individuals to continue advancing in their careers and increases diversity. Although not all positions can be carried out on this basis, a job share team can effectively fulfil the responsibilities of such roles. Unfortunately, in 2022, job-sharing has dropped by almost 19 percent since 2021. Promote improved overall wellbeing: Give employees autonomy to choose when and how to spend their personal time around meeting their work commitments. The advantages of promoting work/life fluidity are tremendous. With happier and more productive workers, businesses will gain a reputation for taking care of their employees. In turn, this can attract highcalibre job seekers and aid in hiring and retaining the best talent.

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