Nearly 60pc of Irish workers want employers to adopt ‘microshifting’

Microshifting: The Next Frontier in Flexible Work Redefining Productivity and Engagement

The modern workplace is undergoing yet another seismic shift, and this time, it’s not about where we work—it’s about when we work. Enter microshifting, a revolutionary approach to flexible working that’s poised to redefine the boundaries of productivity, engagement, and work-life balance. According to groundbreaking research from recruitment platform Robert Walters, microshifting could be the next evolution of flexible working, offering professionals unprecedented control over their schedules while addressing the inefficiencies of traditional models.

The Rise of Microshifting: A New Era of Work Flexibility

The global pandemic and the rapid adoption of AI have already transformed how we approach work, with remote and hybrid models becoming the norm. But as professionals have grown accustomed to greater autonomy, their expectations have evolved. They’re no longer satisfied with simply working from home or splitting their time between the office and remote locations. Instead, they’re demanding a more granular level of flexibility—one that aligns with their personal lives, energy levels, and peak productivity hours.

Microshifting, as defined by Robert Walters, is a working model that breaks the traditional 9-to-5 day into shorter, more manageable blocks of time. These blocks are tailored to individual needs, allowing professionals to work when they’re most energized and productive, whether that’s early in the morning, late at night, or during unconventional hours. This approach not only accommodates personal obligations but also empowers employees to take ownership of their schedules, fostering a sense of autonomy and trust.

The Data Speaks: Irish Professionals Embrace Microshifting

To understand the potential of microshifting, Robert Walters surveyed 850 white-collar, full-time professionals in Ireland between December 2025 and January 2026. The results were eye-opening: 59% of respondents expressed a desire for their employers to adopt a microshifting schedule. This overwhelming support underscores a growing dissatisfaction with current flexible working models, which many professionals feel are not as effective as they could be.

Only 36% of Irish workers surveyed believed their company’s current flexible working policy was fit for purpose. This gap between employee expectations and organizational offerings highlights a critical opportunity for businesses to rethink their approach to flexibility. As Suzanne Feeney, Country Manager at Robert Walters Ireland, aptly put it: “Despite years of debate around flexible working, many organizations still measure commitment by visibility rather than results. Trends like microshifting will continue to emerge as professionals seek flexibility that actually works, instead of policies that look progressive on paper but fail in practice.”

Microshifting and Office Attendance: A Surprising Connection

One of the most intriguing findings from the Robert Walters report is the potential impact of microshifting on office attendance. Contrary to the belief that flexible working leads to lower engagement, the data suggests that microshifting could actually encourage professionals to spend more time in the office. 42% of respondents indicated that adopting a microshifting approach would motivate them to increase their weekly office attendance.

This counterintuitive result can be attributed to the way microshifting addresses common pain points associated with traditional office work. By allowing employees to avoid rush hour commutes and work in shorter, more focused bursts, microshifting reduces the stress and fatigue often associated with rigid schedules. As Feeney explained: “Offering flexible hours may feel counterproductive for employers looking to increase office attendance. Yet, a more adaptable schedule, without the pressure of rush hour commutes or staying at their desk all day, could motivate professionals to attend the office more frequently.”

Leadership Perspectives: Trust, Transparency, and Outcomes

The adoption of microshifting is not without its challenges, particularly from a leadership perspective. While 37% of line managers surveyed by Robert Walters believe microshifting could improve team engagement, an additional 44% are open to testing it out. This cautious optimism reflects a broader shift in how managers are approaching flexible work arrangements.

Feeney noted that microshifting represents a more transparent version of the unofficial flexible working arrangements that already exist in many organizations. For managers and senior leaders, the key question is whether to govern microshifting through trust and outcomes or to allow it to be quietly negotiated between colleagues. This dilemma highlights the need for clear expectations and performance metrics to ensure that microshifting is implemented effectively.

Addressing Concerns: Quiet Quitting and Productivity

Despite its potential benefits, microshifting is not without its critics. Nearly 50% of surveyed managers expressed concerns that microshifting could lead to higher instances of “quiet quitting” and “slacking.” These fears are understandable, as the flexibility inherent in microshifting could, in theory, be misused by employees who are less committed to their roles.

However, Feeney argues that these concerns are often misplaced. “While fears of microshifting fueling disengagement are justified, the reality is that rigid working patterns are already pushing professionals to seek workarounds,” she said. The key to mitigating these risks lies in establishing clear expectations and measuring performance by results rather than visibility. When implemented correctly, microshifting has the potential to increase engagement, accountability, and even time spent in the office.

The Broader Context: Flexibility as a Critical Employee Benefit

The Robert Walters report is not the only study to highlight the growing importance of flexible working. Research published today by CPL also explored how organizations must do more to encourage talent loyalty. CPL’s Salary Guide for Ireland 2026 found that while compensation and benefits remain the top priority for 35% of employees, 24% cited leadership and culture as the most important factors when choosing an employer.

Flexible working has evolved from a perk to a critical component of employee packages, ranking as the second most important benefit overall among survey participants. This shift reflects a broader trend in which employees are prioritizing work-life balance and autonomy over traditional incentives like salary alone. For organizations looking to attract and retain top talent, offering flexible working arrangements—including microshifting—is no longer optional; it’s essential.

The Future of Work: Microshifting as a Catalyst for Change

As the workplace continues to evolve, microshifting represents a bold step forward in the quest for greater flexibility and productivity. By breaking down the traditional workday into smaller, more manageable blocks, microshifting empowers employees to work when and how they’re most effective. This approach not only enhances individual performance but also fosters a culture of trust and accountability within organizations.

For employers, the challenge lies in embracing this new model while addressing the concerns of managers and leaders. By establishing clear expectations, measuring outcomes, and fostering a culture of transparency, organizations can unlock the full potential of microshifting. As Suzanne Feeney aptly summarized: “Our findings suggest that when expectations are clear and performance is measured by results rather than visibility, microshifting has the potential to increase engagement, accountability, and even time spent in the office.”

Conclusion: A New Dawn for Flexible Working

The rise of microshifting marks a pivotal moment in the evolution of work. As professionals increasingly demand flexibility that aligns with their lives, organizations must adapt or risk falling behind. By embracing microshifting, businesses can create a more dynamic, productive, and engaged workforce—one that thrives on autonomy, trust, and results.

The future of work is here, and it’s more flexible than ever. Are you ready to embrace the microshifting revolution?

Tags:
Microshifting, flexible working, remote work, hybrid work, work-life balance, productivity, employee engagement, office attendance, quiet quitting, leadership, culture, talent retention, outcomes-based performance, trust in the workplace, work autonomy, modern workplace trends, future of work, Robert Walters, CPL research, salary guide, employee benefits, workplace innovation, flexible schedules, energy peaks, personal obligations, professional development, organizational culture, performance metrics, workplace flexibility, employee satisfaction, work trends, 2026 workplace, AI in the workplace, pandemic work changes, white-collar professionals, Irish workforce, line managers, team engagement, flexible hours, rush hour avoidance, desk-free work, transparent work policies, unofficial flexible arrangements, quiet quitting, slacking, compensation priorities, leadership culture, talent loyalty, critical employee benefits, dynamic workforce, autonomy in work, trust and accountability, results-driven work, workplace evolution, microshifting benefits, microshifting challenges, microshifting adoption, microshifting productivity, microshifting engagement, microshifting office attendance, microshifting trust, microshifting outcomes, microshifting transparency, microshifting culture, microshifting leadership, microshifting talent retention, microshifting innovation, microshifting trends, microshifting future, microshifting revolution, microshifting workplace, microshifting flexibility, microshifting autonomy, microshifting performance, microshifting satisfaction, microshifting balance, microshifting efficiency, microshifting effectiveness, microshifting expectations, microshifting metrics, microshifting accountability, microshifting visibility, microshifting results, microshifting engagement, microshifting attendance, microshifting trust, microshifting outcomes, microshifting transparency, microshifting culture, microshifting leadership, microshifting talent retention, microshifting innovation, microshifting trends, microshifting future, microshifting revolution, microshifting workplace, microshifting flexibility, microshifting autonomy, microshifting performance, microshifting satisfaction, microshifting balance, microshifting efficiency, microshifting effectiveness, microshifting expectations, microshifting metrics, microshifting accountability, microshifting visibility, microshifting results.

Viral Sentences:
“59% of Irish professionals want microshifting—are you ready to adapt?”
“Microshifting: The secret to boosting office attendance without the 9-to-5 grind.”
“Fear quiet quitting? Microshifting might be the solution you’ve been looking for.”
“42% of workers say microshifting would get them back in the office—here’s why.”
“Leadership and culture trump salary—flexible working is the new gold standard.”
“Microshifting: Trust, transparency, and results over rigid schedules.”
“The future of work is here, and it’s more flexible than ever.”
“Are you measuring commitment by visibility or results? Microshifting demands a rethink.”
“Microshifting isn’t just a trend—it’s a revolution in how we work.”
“Quiet quitting fears? Microshifting could be the antidote to disengagement.”
“43% of managers are open to microshifting—are you leading the charge?”
“Microshifting: Breaking the 9-to-5 mold for a more dynamic workforce.”
“Results over visibility: The microshifting mindset every leader needs.”
“Flexible working isn’t a perk anymore—it’s a necessity for top talent.”
“Microshifting could be the key to unlocking your team’s full potential.”
“The pandemic changed work forever—microshifting is the next big shift.”
“Trust and outcomes: The foundation of successful microshifting policies.”
“Microshifting isn’t about slacking—it’s about working smarter, not harder.”
“42% of workers want microshifting—are you listening to your team?”
“Microshifting: The future of work is flexible, dynamic, and results-driven.”

,