Analyzing Time-Use Patterns

🧠 How To Reduce Cognitive Load In UX. How people make choice, how to make products less demanding — and dismantling some UX myths ↓ 🤔 People go through a huge number of choices every day. ✅ We’re very efficient in scanning, skimming and skipping. ✅ Users often rely on small “islands” of sections to use daily. ✅ Experts often prefer to see all options or features at once. ✅ People are happier by choosing from a small set of choices. 🤔 The biggest challenge isn’t managing too many options. ✅ The problem is how poorly organized these options are. ✅ It’s also having too many *similar* options to choose from. 🤔 Similar options → users get confused, frustrated, paralyzed. 🚫 Number of clicks/taps are poor indicators of good/bad UX. 🚫 Don’t enforce users to keep information in working memory. ✅ Avoid sliding panels/overlays: show content in split screens. ✅ Run card sorting on features, filters, attributes, menu items. ✅ Break down complex decisions in a set of smaller decisions. ✅ Flows with more pages might work better than 1 single page. UX is filled with confusing misconceptions and myths. Beware of the “3-clicks-rule” as users typically don’t mind an extra click if it’s clear and predictable — and as long as it’s not repetitive or slows down their daily workflow. Also, don’t rely on “7±2 rule” for navigation: it’s not about the number of navigation items, but how many of those we have to keep in our working memory. People don’t always use your product the way you imagined they would. In fact, it's common to see people using only small portions of a complex product frequently — almost identifying small islands of clarity that help them in their daily work, while avoiding obscure or daunting parts of the product because they haven’t managed to learn how to use them yet. But once they do learn how to use them, their efficiency grows, and so do their expectations of how customizable, flexible and sophisticated the feature should be. There, it's not about the number of features or clicks or taps or how many items they can keep in their working memory. It's about a highly accurate mapping of how people think and how the interface works. And: expert software must be complex as it must match the complexity of the real world. It requires a vast number of attributes, settings, views, panels, data points. However, complex products don’t have to be complicated in use if they make sense to end users, and they can be proficient with them. There, the worst thing we can do as designers is to oversimplify. We shouldn’t assume that people always struggle with complexity. They struggle with products they don’t understand. They also learn products and navigational paths over time, making tremendous progress in just a few days. Help users avoid confusion and make fewer mistakes, and they will use even complex products effortlessly over time. [Sources and resources in the comments below ↓]

According to data from the Bureau of Labor Statistics, more than half of all American workers are paid by the hour. These individuals face an increasingly uncertain income because a employers have implemented software and policies that instantiate an "on-demand" workforce--which means that work hours, and therefore pay, flexes according to job demands. The problem is that people's financial obligations such as rent and other expenses do not "flex." While layoffs are one cause of stress, so are fluctuating incomes. Moreover, except for states and cities that have mandated certain notice periods, people may be recalled to work, or told to stay home, with little notice to, for instance, permit them to adjust childcare and other responsibilities. Job insecurity is, as much evidence shows, a health hazard. And that job insecurity comes, in part, from fluctuating work hours. This piece speaks to this issue, and notes that although states and cities have addressed the issue of minimum wages (but not the Federal government), and a few have addressed the issue of providing adequate notice about hours, almost none have mandated certain minimum hours for employed workers. And hours worked are a large determinant of income for hourly-paid people. Regardless of the policy implications, it is important to recognize the profound health effects of economic precarity. These health consequences need to be considered by employers and policy makers as decisions about employment conditions get made. #workhours #health #income #precarity #employment #labor

🫢 Three compelling new reports — the Greenhouse Candidate Experience Report, the US Federal Reserve's Survey of Household Economics and Decisionmaking (SHED), and Unispace’s "Returning for Good" report — collectively illustrate the damaging consequences of today’s return to office mandates. 📈 Unispace finds that nearly half (42%) of companies that mandated office returns witnessed a higher level of employee attrition than they had anticipated. And almost a third (29%) of companies enforcing office returns are struggling with recruitment. According to the Greenhouse report, a staggering 76% of employees stand ready to jump ship if their companies decide to pull the plug on flexible work schedules. 💰 According to the SHED survey, the displeasure of shifting from a flexible work model to a traditional one to that of experiencing a 2 to 3% pay cut. 🙅♀️ Greenhouse finds that 42% of candidates would outright reject roles that lack flexibility. In turn, the SHED survey affirms that employees who work from home a few days a week greatly treasure the arrangement. Interestingly, Unispace throws another factor into the mix — choice. According to their report, overall, the top feelings employees revealed they felt towards the office were happy (31%), motivated (30%) and excited (27%). However, all three of these feelings decrease for those with mandated office returns (27%, 26% and 22% respectively). This highlights that staff are more open to returning to the office if it is out of choice, rather than forced. 💡 If there's one overarching theme resonating from the Greenhouse, SHED, and Unispace reports, it's this: Companies need to embrace the wave of flexible work policies or risk being left adrift. As we set sail into the future of work, flexibility isn't just a passing trend; it's a necessity, the new standard. WorkFLEX-Australia #workfromhome #returntooffice Author: Dr. Gleb Tsipursky https://lnkd.in/gg8GKRQj

Are you losing 40 hours a week on the wrong tasks? Reclaim your time with these practical steps: The 80/20 Mindset Shift: Identify the 20% of tasks driving 80% of your success. Track your time for two weeks, then focus on the vital 20%. Reclaim up to 20 hours weekly. Escape Energy Vampires: Ditch time-draining meetings, especially in the morning. Prioritize clear agendas and action points for important ones. Gain back 10 hours weekly. Calculate Your True Hourly Rate: Evaluate your time’s real value. Calculate your actual hourly rate for non-critical tasks. Save 5 hours a week by eliminating/delegating lower-value work. Cultivate Systems Thinking: Goals are static; systems build momentum. Implement systems for repetitive tasks like lead gen and content creation. Save over 5 hours per week as systems evolve. The Grand Total: Reclaim 40+ hours weekly for crucial priorities. It’s like unlocking a whole workweek. Invest in systems, audits, and asynchronicity, and your greatest ROI emerges: time. 🚀 #TimeManagement #ProductivityHacks #UnlockYourWeek

Work is evolving. The data show us where to focus: => Remote workers aren't thriving. => FIXED ONSITE employees are struggling. New Gallup Global Workplace: 2025 Report shares data to guide where to improve employee experiences and achieve better results. Remote workers need more support--better management and sense of belonging through culture and connection. Hybrid employees are clearly also experiencing high stress which needs addressing. However, notice the data for fixed onsite workers: - Only 19% are engaged - the lowest by far - Only 30% are thriving - the lowest by far FLEXIBILITY is essential for EVERY worker. More autonomy is necessary and possible for ALL onsite workers with different options depending on the role. Flexibility for onsite workers means more: - Shift patterns and options; - Staggered start and end times; - Rotating shifts and compressed workweeks; - Shift swapping; - Floaters and part-time schedules; - Job-sharing to fulfill a full-time role; - Phased retirement and on-demand labor; - Choice of vacation timing. Manufacturing, retail, and hospitality examples: - Land O'Lakes, Inc.: Introduced “flex work” program in 60 of 140 facilities, allowing factory workers to set their schedules vs rigid 12-hour shifts. - RICK STEIN RESTAURANTS: Flexible careers scheme allows staff (all ages and experience levels)to work as little as one shift per week. -Pets at Home (UK): Offers job-sharing and part-time options for store managers supported by manager training and explicit policies. Humans thrive with more autonomy, wherever they work. What greater workplace flexibility can your company offer every worker so that your workforce and business can thrive more?

Let's start Disability Pride Month 💜 with, "Why the Disability/Neurodivergent Community Advocates for Work From Home or Flexible Work" 1. Addressing Inaccessibility: Traditional office environments often lack the necessary accommodations for individuals with disabilities. Remote work removes these barriers, providing an accessible and comfortable workspace tailored to individual needs. 2. Managing Energy Levels: Many people with disabilities experience limited energy levels due to chronic conditions. Flexible work allows them to manage their energy more effectively, reducing the risk of burnout and enhancing overall productivity. 3. Economic Benefits: Remote work eliminates the costs associated with commuting and the need for expensive adaptive equipment in the workplace. This financial relief can be significant, allowing individuals to invest in health, education, and personal growth. 4. Time for Self-Care and Family: Flexible work schedules provide individuals with disabilities more time for essential self-care routines and to spend quality time with their families. This balance is crucial for mental and physical well-being. 5. Environmental Sustainability: Reduced commuting contributes to lower carbon emissions, making remote work an environmentally sustainable option. This aligns with broader societal goals of reducing our carbon footprint. 6. Enhanced Productivity: Working from home allows for a personalized environment that can minimize distractions and increase focus, leading to higher productivity levels. 7. Improved Mental Health: The flexibility to create a comfortable and supportive work environment can significantly reduce stress and anxiety, contributing to better mental health. 8. Greater Inclusion and Equity: By adopting flexible work models, employers can ensure that their workplaces are inclusive and equitable, providing equal opportunities for individuals with disabilities. What’s the point behind this? The insistence on traditional office setups often overlooks the unique needs of the disability community. Flexible work is not merely a convenience; it’s a necessity for creating an inclusive, equitable, and productive workforce. Why should location matter if employees can deliver high-quality work remotely? It’s time to rethink outdated workplace norms and embrace flexibility as a standard practice. In an ideal world, inclusivity and accessibility are at the core of corporate values. ID: Screenshot of a Twitter post by Puneet Singhal (@puneetsiinghal22) with the tweet reading, "Why the Disability/Neurodivergent Community Advocates for Work From Home or Flexible Work." #DisabilityPrideMonth #WorkFromHome #WeAreBillionStrong #SDGs #AXSChat #Accessibility #DisabilityInclusion #WFH

🚨Flex work isn't fading. But the gap between policy and reality is widening. Leaders of distributed teams - take note. The latest Flex Index report gives data-driven insights to reveal what’s really going on. Here’s what you need to know: 📊 𝗙𝗹𝗲𝘅𝗶𝗯𝗶𝗹𝗶𝘁𝘆 𝗿𝗲𝗺𝗮𝗶𝗻𝘀 𝘁𝗵𝗲 𝗻𝗼𝗿𝗺. 67% of U.S. companies still offer work location flexibility.  “Structured Hybrid” leads at 43%, while only 33% are mandating full-time in-office work. 🏢 𝗟𝗮𝗿𝗴𝗲𝗿 𝗲𝗻𝘁𝗲𝗿𝗽𝗿𝗶𝘀𝗲𝘀 𝗮𝗿𝗲 𝗮𝘀𝗸𝗶𝗻𝗴 𝗳𝗼𝗿 𝗺𝗼𝗿𝗲 𝗶𝗻-𝗼𝗳𝗳𝗶𝗰𝗲 𝘁𝗶𝗺𝗲. 35% of firms with 500-5,000 employees require full-time in-office. Yet 70% of companies with <500 employees remain Fully Flexible. 📅 𝗜𝗻-𝗼𝗳𝗳𝗶𝗰𝗲 𝗿𝗲𝗾𝘂𝗶𝗿𝗲𝗺𝗲𝗻𝘁𝘀 𝗮𝗿𝗲 𝗰𝗿𝗲𝗲𝗽𝗶𝗻𝗴 𝘂𝗽. On average, required office days went from 2.49 to 2.82 over the past year. 📈 𝗕𝘂𝘁 𝗽𝗼𝗹𝗶𝗰𝘆 𝗶𝘀𝗻’𝘁 𝗮𝗹𝘄𝗮𝘆𝘀 𝗿𝗲𝗮𝗹𝗶𝘁𝘆. Companies say they want people in office more (+10% vs Q1 2024), but actual attendance? It’s barely moved (< +2%). 𝗪𝗵𝗮𝘁 𝗱𝗼𝗲𝘀 𝘁𝗵𝗶𝘀 𝗺𝗲𝗮𝗻 𝗳𝗼𝗿 𝗲𝗻𝘁𝗲𝗿𝗽𝗿𝗶𝘀𝗲 𝗹𝗲𝗮𝗱𝗲𝗿𝘀? 👉 Being in the office doesn’t mean being connected - you are likely still working with people in other locations. 👉 Structured hybrid requires structured leadership development - not just policy. 👉 Culture and collaboration don’t follow mandates. They follow skills. 𝙒𝙝𝙖𝙩 𝙞𝙛? Instead of focusing energy on “getting people back to the office”… What if we invested in upskilling people to work better from wherever they are on any given day?   📉 Global Workplace Analytics research shows that only 23% of companies have provided training on the skills and best practices to work effectively in hybrid, distributed, and remote environments.   It’s time to build a new leadership muscle... 𝗢𝗺𝗻𝗶𝗺𝗼𝗱𝗮𝗹 𝗟𝗲𝗮𝗱𝗲𝗿𝘀𝗵𝗶𝗽 - the ability to be equally effective at communicating, connecting, collaborating, and influencing when: ✅ Fully in-person ✅ In a hybrid setting (either in the location majority or location minority) ✅ Fully remote And being able to transition between modes, even within a single day! (check out the comments for more on this concept)   𝘞𝘩𝘢𝘵'𝘴 𝘰𝘯𝘦 𝘴𝘬𝘪𝘭𝘭 𝘺𝘰𝘶 𝘸𝘪𝘴𝘩 𝘮𝘰𝘳𝘦 𝘭𝘦𝘢𝘥𝘦𝘳𝘴 𝘩𝘢𝘥 𝘵𝘰 𝘣𝘦 𝘦𝘧𝘧𝘦𝘤𝘵𝘪𝘷𝘦 𝘢𝘵 𝘭𝘦𝘢𝘥𝘪𝘯𝘨 𝘢𝘤𝘳𝘰𝘴𝘴 𝘭𝘰𝘤𝘢𝘵𝘪𝘰𝘯𝘴, 𝘵𝘪𝘮𝘦 𝘻𝘰𝘯𝘦𝘴, 𝘢𝘯𝘥 𝘩𝘺𝘣𝘳𝘪𝘥 𝘴𝘤𝘩𝘦𝘥𝘶𝘭𝘦𝘴? 🔗 𝗥𝗲𝗮𝗱 𝘁𝗵𝗲 𝗳𝘂𝗹𝗹 𝗿𝗲𝗽𝗼𝗿𝘁 𝗤𝟮 𝟮𝟬𝟮𝟱 𝗙𝗹𝗲𝘅 𝗜𝗻𝗱𝗲𝘅 𝗥𝗲𝗽𝗼𝗿𝘁: https://lnkd.in/ehr3H-YD Note: Flex Index is now under the trusted stewardship of my colleague and future of work expert, Brian Elliott! 

𝗛𝗼𝘄 𝘁𝗼 𝗢𝗽𝘁𝗶𝗺𝗶𝘇𝗲 𝗪𝗼𝗿𝗸𝗳𝗹𝗼𝘄 𝗪𝗶𝘁𝗵𝗼𝘂𝘁 𝗪𝗮𝘀𝘁𝗶𝗻𝗴 𝗥𝗲𝘀𝗼𝘂𝗿𝗰𝗲𝘀 I often hear leaders say, "We need to optimize our workflow with digital tools." But here's what usually happens: They buy a fancy new tool. Spend weeks setting it up. Train the team. And then... Nothing changes. Why? Because they didn't solve the real problem. Here's how to actually optimize your workflow: 1. Map out your current process What steps do you take? Where are the bottlenecks? What takes the most time? 2. Identify the root causes Is it a people problem? A process problem? Or a technology problem? 3. Set clear goals What does "optimized" look like? How will you measure success? 4. Choose the right tool Look for one that solves your specific problems Not just the one with the coolest features 5. Implement in phases Start small Get quick wins Build momentum 6. Measure and adjust Track your progress Be ready to change course if needed I've seen teams cut their workflow time in half using this approach. Without spending a fortune on new tech. The key? Focus on the problem, not the solution. What's holding your team back from peak efficiency?

Juggling too many software tools that don’t “talk” to each other? (Automation Tip Tuesday 👇) A financial planning company reached out to us for help after a large period of growth. Their team juggled 14+ (!) tools in their daily operations, many of which weren’t properly integrated with each other. That meant hours of unnecessary manual work every day. We took a good look at their processes and implemented a number of changes. Let’s take a look at one impactful integration: Before: They maintained their lists of clients and leads in Salesforce, and they were manually importing and exporting them to Intuit Mailchimp. After: When Salesforce is updated — ➡️ contacts are shared with Mailchimp ➡️ tags are automatically applied ➡️ campaigns are started and stopped This is just one small integration that made a world of a difference… …and we did this for multiple tools in their workflow 🤯 With their systems streamlined and manual tasks minimized, this financial planning business is no longer bogged down by inefficiencies.  They’re now equipped with the tools and workflows to scale effectively and focus on what truly matters — delivering exceptional value to their clients. Juggling too many tools and processes?  Let’s talk about how we can help you reclaim your time and scale smarter. 👇 -- Hi, I’m Nathan Weill, a business process automation expert. ⚡️ These tips I share every Tuesday are drawn from real-world projects we've worked on with our clients at Flow Digital. We help businesses unlock the power of automation with customized solutions so they can run better, faster and smarter — and we can help you too! #automationtiptuesday  #automation #workflow