As debates about remote work continue to dominate conversations in corporate America, a new form of flexibility is gaining ground — one that doesn’t rely on fully remote jobs or rigid hybrid structures. Instead, it focuses on when work gets done rather than where. Known as “microshifting,” this emerging trend is quickly becoming a popular middle ground for both employees and employers seeking to balance productivity, autonomy, and modern life demands.
While past viral phrases like “quiet quitting” and “overemployment” fizzled out as cultural moments, microshifting shows signs of being more than just a buzzword. Early research, workplace adoption, and real-world successes suggest it could become a long-term shift in how professionals structure their workdays.
What Exactly Is Microshifting?
The term “microshifting” was introduced by Owl Labs in its 2025 State of Hybrid Work report. The company describes it as working “in short, non-linear blocks based on personal energy, responsibilities, or productivity patterns.”
In practical terms, microshifting allows employees to break up their workday into flexible intervals that best suit their lifestyles. Instead of the traditional 9-to-5, workers may:
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Step out midday for personal errands
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Work a few hours early in the morning
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Resume tasks late in the evening
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Mix in-office and remote time in short bursts
The concept embraces the reality that productivity is not always linear and that meaningful work can happen across different environments and energy levels.
This approach is particularly attractive in a post-pandemic world where workers crave flexibility even as many companies pull employees back into offices.
Why Microshifting Is Gaining Momentum
Owl Labs’ survey of 2,000 full-time U.S. employees revealed that 65% are interested in microshifting, with managers and caregivers showing even stronger enthusiasm. Notably, microshifting isn’t just appealing to remote workers — 64% of employees who work full-time in an office also expressed interest.
The demand highlights a growing sentiment: flexibility is no longer about location alone. Workers increasingly want autonomy over their schedules.
Executive coach Loren Margolis says the shift is part of a larger evolution.
“Companies have tired of the work-from-home debate,” she says. “Now the question is: When should employees work?”
For many, the answer lies in personalization — letting workers manage their time based on the moments they feel most productive or available.
Trust, Accountability and Communication: The Foundations of Microshifting
Microshifting cannot exist without trust. Leaders must believe their teams can deliver results even if their hours look unconventional.
According to Owl Labs CEO Frank Weishaupt, success hinges on:
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Clear expectations
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Strong communication
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A culture of accountability
“Managers should have open conversations about deadlines, progress, response times, and availability,” he explains. Without these structures, resentment or uneven workloads can develop — especially between employees who microshift and those who prefer traditional hours.
Managers must also reset expectations. Margolis gives a realistic example:
“If you’re used to receiving a project at 5 p.m., you may now get it at 3 a.m. The work is still delivered — just on the employee’s terms.”
It’s a shift from monitoring activity to measuring outcomes.
How Companies Are Making Microshifting Work
Some organizations are already seeing measurable benefits.
Helium SEO: Microshifting Boosted Development Velocity by 15%
Paul DeMott, CTO at Helium SEO, oversees teams of hybrid and remote engineers — all of whom microshift. To maintain structure, he put two boundaries in place:
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A shared acceptable response time during business hours
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A four-hour required work window for collaboration and meetings
Outside those hours, employees design their own schedules.
DeMott reports impressive results:
“Encouraging my team to work during their most productive hours improved development velocity by 15% last quarter.”
His philosophy is simple:
“Hire great people, give them the tools, and let them deliver measurable growth.”
GitLab: A Global Blueprint for Flexible Productivity
GitLab, one of the world’s largest fully remote companies, has long embraced the principles behind microshifting. With 2,000 employees across 60+ countries, it relies on:
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A detailed internal handbook
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Structured communication standards
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Asynchronous work practices
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Well-defined expectations
Its 15-year success is proof that flexible, non-linear work — when done intentionally — can strengthen alignment and drive performance.
Microshifting May Actually Increase Productivity
Contrary to concerns that flexible schedules lead to slack, Margolis argues that microshifting often heightens focus.
“When you have only six hours of active work time, you prioritize more effectively,” she says. “You don’t procrastinate — you get things done.”
She cites a global nonprofit she coached that kept its flexible structures in place after the pandemic. Rather than seeing a drop in engagement or performance, the organization maintained strong results.
Employees were allowed to microshift, but with clear requirements:
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Attend donor meetings
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Show up for team sessions
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Be present for high-priority tasks
The combination of freedom and responsibility proved highly effective.
Better Wellbeing Means Better Work
Microshifting’s biggest appeal may be its potential to improve employee wellbeing — an increasingly important factor in workplace performance.
According to Indeed’s 2025 Work Wellbeing Report:
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Happy and purpose-driven employees meet goals 1.5x more often
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17% of workers say they don’t get the flexibility they need
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Burnout remains one of the biggest threats to productivity
Weishaupt emphasizes the long-term benefits:
“Happier employees are more productive. And that ultimately benefits the business.”
Microshifting helps employees manage caregiving, appointments, parenting, personal commitments, and energy cycles without sacrificing performance.
A Competitive Advantage for Attracting and Retaining Talent
Flexibility doesn’t just make workers happier — it makes companies more attractive.
Owl Labs reports:
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Nearly 50% of employees would start job hunting if flexibility were removed
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5% would resign immediately
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Flexible hours and four-day workweeks outrank benefits like health insurance or unlimited PTO in job seeker priorities
as workplaces evolve, a rigid 40-hour schedule increasingly feels outdated.
“The pandemic rewired our relationship with work,” Margolis notes. “People want to choose where work fits into their lives, not the other way around.”
Is Microshifting Here to Stay?
Despite employers regaining leverage in the job market, microshifting continues to gain support from both workers and HR leaders. As companies increasingly adopt AI, automation, and virtual collaboration tools, schedule flexibility is expected to expand — not contract.
Margolis believes microshifting’s longevity is likely:
“My hunch is that microshifting isn’t a trend. It’s the future.”
By allowing workers to align tasks with their personal rhythms — and enabling companies to retain top talent while boosting performance — microshifting may become a defining feature of the post-pandemic world of work.
In a time when flexibility feels scarce, microshifting offers a realistic pathway toward achieving what employees and employers both want: productivity, autonomy, wellbeing, and trust.
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