The COVID-19 pandemic sparked a variety of cultural shifts, ranging from health anxieties to viral TikTok dances. However, a lesser-known but lasting trend that emerged is "microshifting"—a work style that many continue to practice today.
Microshifting involves working in short, intermittent bursts throughout the day rather than adhering to a traditional, continuous 9-to-5 block. While the approach has its critics, it has also garnered praise for promoting autonomy and better work-life balance.
Here is a closer look at what microshifting entails, its real-world impact, and its pros and cons for both employees and employers.
What Is Microshifting?
“Instead of working in one long, continuous block, like the traditional 9-to-5 job, you work in shorter bursts or shifts,” explains Clary Tepper, a clinical psychologist and physician well-being coach.
Dylan Ross, an organizational psychologist and chief clinical and strategy officer at Psych Hub, adds that this model allows employees to configure their day into discrete time blocks. This structure enables individuals to attend to non-work responsibilities—such as caregiving, daily errands, and family needs—without having to use paid time off (PTO).
Instead of cramming appointments or school pickups into weekends and evenings, workers can integrate them into the workweek.
Real-World Impact
Both Tepper and Ross view microshifting as a positive development that has successfully helped people manage burnout.
Tepper shares the example of a physician client who initially planned to quit her job because her child was struggling in full-day daycare. By switching to a microshifting schedule—seeing patients in the morning, picking up her child at midday, and returning to work in the afternoon with a nanny present—she was able to keep her job, maintain her patient caseload, and improve her family's happiness.
Ross highlights the case of Michael, a marketing manager and single father. Previously torn between work and home, Michael utilized microshifting to accommodate his job and two elementary school children. His schedule looks like this:
* **6:30 a.m.:** Begins work for two to three hours.
* **Mid-Morning:** Takes time for school drop-offs and appointments.
* **12:30 p.m. – 4:00 p.m.:** Logs back in.
* **Evening:** Works a couple of hours after the kids are asleep, if necessary.
According to Ross, Michael no longer feels like he is trying to be in two places at once. Consequently, his productivity and creativity have improved, a change his boss has also noticed.
The Pros of Microshifting
**Increased Productivity and Focus:** Tepper notes that workers typically report being more productive and efficient. Research indicates that employees who have the autonomy to design their own schedules experience better mental health and higher job satisfaction.
**Enhanced Autonomy:** “Autonomy is a key psychological principle in boosting motivation,” Tepper explains. Feeling in control of one’s schedule leads to increased motivation.
**Reduced Cognitive Fatigue:** Neuroscience suggests that rest boosts creativity, memory consolidation, and problem-solving. Breaking up the day allows for these necessary mental breaks. A 2025 meta-analysis supports this, linking flexible models like microshifting to higher job and life satisfaction.
**Better Work-Life Balance:** It provides the flexibility to manage personal health conditions or caregiving duties without sacrificing career goals.
The Cons of Microshifting
Despite the benefits, microshifting is not a one-size-fits-all solution.
**Coordination Challenges:** If team members’ shifts do not overlap, it can lead to miscommunication and poor coordination. Tepper also notes that short, sporadic shifts may not be suitable for large projects requiring deep focus.
**Role Limitations:** Certain jobs, such as hospital nursing, inherently do not allow for this type of flexibility.
**Blurred Boundaries:** Ross warns that microshifting can exacerbate the blurring of lines between work and life. Citing Microsoft’s 2025 Work Trend Index Report, he notes that many employees already feel the pace of work is unmanageable. Working nontraditional hours can lead to work bleeding into evenings and weekends, creating an "infinite workday."
The Verdict
Despite the potential downsides, psychologists agree that microshifting is a valuable option. Tepper suggests companies should offer it to eligible roles, setting clear expectations for performance. If an employee cannot meet the standards, the style can be revisited.
Ross believes that organizations offering this flexibility will attract more talent and help workplaces thrive. As the traditional work structure evolves, adapting to fit work into life—rather than the other way around—may be the key to success for both employers and employees.
“Many people waste a lot of time when they’re at work doing a regular shift, so why not give them a chance to combine their actual hours of productivity into microshifts?” Tepper asks. “They are likely to be happier, and if the work gets done, the employer will be happy, too.”