I’ve had a few jobs that required me to clock in and out at the beginning and end of each work day. I’ve also had several (more) jobs that did not require clocking in and out. At these organizations there was a general understanding that I (and everyone else in the organization) would get work done and would work a full schedule. There was also a general culture of flexibility with scheduling in these companies. If someone worked better—meaning they were most productive from 7am-3pm instead of the culturally accepted 9am-5pm, that was accommodated. Those companies prized the quality of the work of their employees and trusted them to know their own quality work hours. Further, if someone needed to work from 8am-4pm because of childcare or other life demands, that was also accommodated. Those companies also prized treating their employees as whole people with families and lives outside of their work. 

Now the companies that required clocking in operated from a negative mindset. They built systems intending to prevent employees from shortchanging the hours they put into the company. But their processes had the opposite effect! These companies experienced more time and effort problems than the companies that made room for employees’ lives and needs. Single parent employees struggled to manage school drop offs and pick ups that were within their work day. Employees who struggled to function early in the morning were often late and cranky, and then had to leave work just as their intellectual juices were flowing. 

If your company requires clocking in, consider the intent for such a process and the outcome. Everyone wants employees to show up when they are expected and to perform their best. I’m offering a different way to make this happen while prioritizing respect for our companies’ most valued assets: our people.