¼ϲͶע

60

min

In this worksheet, the concept of ‘time poverty’ is discussed in relation to the workplace and how it affects families, and particularly women. Exercises focus on reading and listening skills as well as relevant vocabulary. Students will also have the opportunity to discuss ideas relevant to the topic.

by Joe Wilson

Time poverty_BrE.mp3

Transcript

00 : 00 00:00
Interviewer: And today we welcome into the studio Jennette Kuczinski.
Jennette: Thank you for having me!
Interviewer: So, you’ve got some tips for us on handling time poverty in the workplace. But first of all, what is ‘time poverty’?
Jennette: Well, as they say, ‘time is money’ and in the world of business this is particularly true. People tend to put a value on their time, particularly when they enter a high-income bracket. So, people take the idea that if you’re working, you’re earning and extrapolate that to mean that if you’re taking a break, you’re losing money. People see their time as either working, or shirking. The result of that is too many people working too much with not enough time to do all the tasks they need to do. Even if they have money, they have no time. They are also frequently plagued by problems with stress, personal relationships and health. You can’t spend quality time with your loved ones if you’re always working. It’s much easier to devour a chocolate bar than to prepare a salad when you’re on the go. So, time poverty can cause a domino effect. The trouble is, working long hours doesn’t automatically mean that the work you’re doing is high quality. A 16-hour day will ultimately produce ever diminishing returns as your brain and body start to tire.
Interviewer: So, what can be done?
Jennette: The way we look at work needs to change. It’s not about working harder; it’s about working smarter. We need to make better use of the time that we do have and allow time for other things too. Research shows that people who are well-rested are better at their work, more responsive and more creative. We need to start seeing downtime as an essential ingredient to our work lives, not just something to be cut into when we need to work longer hours.
Interviewer: OK, what would you suggest then?
Jennette: You need to give your employees the freedom to take time off when they need it, and not dictate when they can take it. Employees actually respond very well to being given freedom like that and studies show that they will work much better, with very few taking advantage. Netflix pioneered a ‘no vacation policy’ which gave employees the ability to take as much time off as they needed without being tracked. This means making sure the staff are responsible and have clear goals, knowing exactly what is expected of them. Managers need to openly use their paid days off and encourage positive talk around time off. One thing I do is set a competition every year where there’s a prize for the best holiday photo. Get people to discuss their holiday plans, be happy for them when they ask to take time off. You can make taking a break an important and acknowledged part of the company culture.
Interviewer: That’s a great tip. Do you think there are any downsides to a ‘no vacation policy’?
Jennette: Obviously, there needs to be trust. You can have employees taking advantage. You can counter this though with having clear goals that they need to achieve that they are aware of. If they don’t achieve those goals, there must be consequences. Equally, you can have employees not taking enough time off. You could get around this by having a minimum holiday requirement, or ensuring that all employees take a minimum of, say, one week every four months.
Interviewer: Do you have any other tips?
Jennette: Of course, it’s not just about holiday time. Employees need to have regular mental breaks from work. Encourage their hobbies and get them to talk about them at work. There’s nothing wrong with taking some time at work to get everyone together to play a sport, or to have an afternoon in the pub together for a quiz. It’s OK to let your hair down and encourage others to do the same. When they go back to work, they will be better for it. I know it’s not always easy and people have a lot going on with both work and family. But there’s a lot employers can do to foster an atmosphere where taking a break is positive and encouraged. Your employees will thank you!
Interviewer: Jennette, thank you! I’m just hoping my manager upstairs was listening to that! (laughs)
RATE THIS LESSON
Very poor Poor OK Good Excellent
Average overall rating: Excellent (5)

1 comment

Tami

4 April 2022

Fantastic lesson.

Leave a Comment

60

min

In this worksheet, the concept of "time poverty" is discussed in relation to the workplace and how it affects families and particularly women. Exercises focus on reading and listening skills as well as relevant vocabulary. Students will also have the opportunity to discuss ideas relevant to the topic.

by Joe Wilson

Time poverty_AE.mp3

Transcript

00 : 00 00:00
Interviewer: And today we welcome into the studio Jennette Kucinski.
Jennette: Thank you for having me!
Interviewer: So, you’ve got some tips for us on handling time poverty in the workplace. But first of all, what is "time poverty?"
Jennette: Well, as they say, "time is money" and in the world of business, this is particularly true. People tend to put a value on their time, particularly when they enter a high-income bracket. So, people take the idea that if you’re working, you’re earning and extrapolate that to mean that if you’re taking a break, you’re losing money. People see their time as either working or shirking. The result of that is too many people working too much with not enough time to do all the tasks they need to do. Even if they have money, they have no time. They are also frequently plagued by problems with stress, personal relationships, and health. You can’t spend quality time with your loved ones if you’re always working. It’s much easier to devour a chocolate bar than to prepare a salad when you’re on the go. So, time poverty can cause a domino effect. The trouble is, working long hours doesn’t automatically mean that the work you’re doing is high quality. A 16-hour day will ultimately produce ever-diminishing returns as your brain and body start to tire.
Interviewer: So, what can be done?
Jennette: The way we look at work needs to change. It’s not about working harder; it’s about working smarter. We need to make better use of the time that we do have and allow time for other things too. Research shows that people who are well-rested are better at their work, more responsive, and more creative. We need to start seeing downtime as an essential ingredient to our work lives, not just something to be cut into when we need to work longer hours.
Interviewer: OK, what would you suggest then?
Jennette: You need to give your employees the freedom to take time off when they need it and not dictate when they can take it. Employees actually respond very well to being given freedom like that, and studies show that they will work much better, with very few taking advantage. Netflix pioneered a "no vacation policy," which gave employees the ability to take as much time off as they needed without being tracked. This means making sure the staff are responsible and have clear goals, knowing exactly what is expected of them. Managers need to openly use their paid days off and encourage positive talk around time off. One thing I do is set a competition every year where there’s a prize for the best vacation photo. Get people to discuss their vacation plans, be happy for them when they ask to take time off. You can make taking a break an important and acknowledged part of the company culture.
Interviewer: That’s a great tip. Do you think there are any downsides to a "‘no vacation policy?"
Jennette: Obviously, there needs to be trust. You can have employees taking advantage. You can counter this though by having clear goals that they need to achieve that they are aware of. If they don’t achieve those goals, there must be consequences. Equally, you can have employees not taking enough time off. You could get around this by having a minimum vacation requirement or ensuring that all employees take a minimum of, say, one week every four months.
Interviewer: Do you have any other tips?
Jennette: Of course, it’s not just about vacation time. Employees need to have regular mental breaks from work. Encourage their hobbies and get them to talk about them at work. There’s nothing wrong with taking some time at work to get everyone together to play a sport or to have an afternoon in the pub together for a quiz. It’s OK to let your hair down and encourage others to do the same. When they go back to work, they will be better for it. I know it’s not always easy, and people have a lot going on with both work and family. But there’s a lot employers can do to foster an atmosphere where taking a break is positive and encouraged. Your employees will thank you!
Interviewer: Jennette, thank you! I’m just hoping my manager upstairs was listening to that! (laughs)
RATE THIS LESSON
Very poor Poor OK Good Excellent
Average overall rating: Excellent (5)

1 comment

Tami

4 April 2022

Fantastic lesson.

Leave a Comment

Make your lessons unforgettable

Did you know that your students can review the target language from our worksheets with our ¼ϲͶע flashcard app? To let your student know, just enter their email address below (multiple emails can be separated with a comma).

Type correct email(s)
or Learn More