Hey, Wanna Buy Some Time?
Francesca Arcuri • April 8, 2018
Your boss walks into your office and asks “are you busy?” If you answer no, they may wonder why not and if you answer yes, it may appear you don’t have time for them. And it doesn’t have to be your boss who interrupts your very well planned, structured, time efficient day. This is a very common dilemma for many Managers and Leaders today – open plan offices invite people to stop at your desk and ask trivial questions, or just chat. Email pop-up notices on your desk-tops, lap-top and your mobile phone beeping at you any time anything at all happens in the world! Yes, this article is amount Time Management, or better still – YOU management! Because let’s face it, if YOU ultimately decide not to organise yourself, then your time is wasted.
I envy the very few people I know that get it right and I learned some good tips from my first Manager in my line of work in HR & Recruitment:
- Have a plan! Yes, the faithful To Do list. It doesn’t matter if it’s a paper list or electronic, but have one. Every day. Assign what tools or information you need and place expiration dates or the level of priority to keep you focused on the important tasks and review each day.
- Evaluate Tasks. How important is it? Will it provide the best ROI of your time? There has to be a payback for completing this task and if not, why is it important? Some people just do things by rote without thinking why and what the positive outcomes it will have on the business, or the development of your staff. Stop and think about the why and score it appropriately on your To do list.
- Use Tools. There is plenty of technology to help you schedule, remind you, colour codes for calendars and ring tones for meetings etc. Use these wisely and befitting to your needs. Personally, I never commit anything to memory, (which is not dependable at the best of times these days,) therefore I put notes in my diary because I know I will get reminders and not miss out.
- Get Started- do the hardest thing first! (I wanted to use the Nike slogan here, but I think it’s been over-used). Procrastination is the hardest thing to overcome when you have a difficult task ahead. The more you adjourn this task, the more stress you’ll feel and inevitably, the higher the risk of failure. A tip I’ve learned is to break it up into ‘chunks’ . Start and complete one piece and you’ll find it easier to do the next one and next one and so on.
- Delegate! Don’t be a hoarder and ‘let go’ of duties which can be completed by other members of your team or other teams. Fearing that someone else won’t do it the same or better than you is counter-productive. For example, anything other than basic spreadsheet skills, it takes me longer to set up formulae and make a spreadsheet look ‘professional’. One of my team members is a guru and enjoys the involvement of doing something differently, even for a short period of time, but it saves me hours!
I’ve purposefully left ‘delegate’ until last, because it’s a perfect segue way into what I do! Delegating projects like high volume recruitment (RPO), Contractor Management (CMO), Outsourced Payroll, Assessment Centre management and other HR outsourcing services can definitely help you manage your time better and allow you to get on with your own unique talent.
There are so many other tried and tested tips and suggestions out there to keep you focused and successful. What are yours?
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Pressure to Return to the Office Is Driving Resentment Among UK Workers As flexible working continues to define the future of employment, new findings suggest the UK may be facing a growing disconnect between employer expectations and employee preferences. According to people2people UK’s 2025 Market Report, more than half of workers feel increasing pressure to spend additional time in the office, a shift that is impacting engagement and retention across multiple sectors. Liz Jones, Recruitment Director at people2people UK, says that rigid workplace policies are now a leading contributor to candidate reluctance and employee churn. "Our data shows that 54 percent of UK employees feel pushed to return to the office more than they want to," she explains. "This pressure is not just inconvenient. It is reshaping how people view their current roles and future opportunities." Where the Pressure Comes From The 2025 Market Report found that much of the drive to return to the office stems from top leadership, with executive teams leading the call for more on-site presence. This push is not always aligned with performance metrics or employee feedback. "This is not about output or productivity," says Jones. "It is about outdated assumptions. Leadership often equates visibility with value, but that mindset is increasingly out of step with how modern teams work best." The mismatch between executive expectations and employee needs is contributing to declining morale, particularly in office-based roles that could easily operate on a hybrid basis. Flexibility Still Matters Despite the push to increase office attendance, flexibility remains a top priority for candidates and employees. The Market Report confirms that roles offering flexible working continue to receive more applications, fill faster, and maintain lower turnover rates. "Flexibility is not a temporary trend," Jones adds. "It is now a standard part of what professionals expect. Candidates are telling us clearly that how they work matters just as much as where or for whom." The data reveals that teams which embrace flexible models tend to report stronger engagement, better collaboration, and improved retention outcomes, especially in sectors such as tech, finance, and professional services. What Employers Should Do To stay competitive, Jones advises that employers need to reevaluate their return-to-office strategies with both data and empathy in mind. people2people UK recommends: Involving employees in setting attendance expectations Tailoring policies by role, function, and team needs Communicating the reasons for on-site requirements clearly and consistently Measuring the impact of attendance policies on productivity and engagement "One-size-fits-all approaches no longer work," Jones notes. "Companies that listen to their teams and create flexibility within structure will outperform those that rely on top-down mandates." Looking Ahead As the labour market continues to evolve, the ability to offer meaningful flexibility will be a deciding factor in who attracts and retains top talent. The 2025 UK Market Report shows a strong correlation between adaptive working policies and long-term business resilience. "Employers have a choice," Jones concludes. "They can lead with trust and flexibility, or risk losing great people to those who do."
