Flexibility, Microshifting, and Finding Balance: What It Really Means to Work Well

At FLEX, we talk a lot about flexibility—how it fuels creativity, trust, and better work-life integration. But lately, a new concept has been making the rounds: microshifting.

Instead of working in predictable, consistent blocks, microshifting blends work and life throughout the day—answering emails between errands, taking a call on the school run, writing a strategy deck after dinner. On paper, it sounds like the next evolution of flexibility. But according to Inc., the line between freedom and fatigue is getting thinner. Research suggests that people who constantly blend work and life may actually work longer hours and feel less rested.

It raises a fair question: when everything is flexible, is anything really protected?

So, we decided to ask our own team. How do they define flexibility? Where do they draw their boundaries? Are they microshifting—and if so, how does it affect their work, their wellbeing, and our clients?

Their answers reflect what makes FLEX, well, FLEX: curiosity, honesty, and a deep respect for the fact that there’s no one “right” way to do great work.

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What does flexibility really mean to you?‍

Amanda: Flexibility means being able to shape my days—some days I love leading, other days I just want to get things done and learn something new. I like working hard Monday through Thursday, easing into Friday, and having the freedom to mix work, family, and personal passions like real estate or volunteer work. If I can make it all happen without letting clients suffer, that’s the sweet spot.‍

Katie: Flexibility is what lets me be the best mom I can be. I can go to my kids’ appointments, school events, and eventually their games, while still doing great work. It’s exactly why I wanted this kind of career.‍

Kelsey: For me, it’s about being trusted to deliver results without being micromanaged. Flexibility means I can walk my kids to school, start work on my own timeline, and still perform at the highest level—without rushing to an office for an arbitrary start time.‍

Kathryn: True flexibility, in my mind, would mean working fully in tune with my natural energy cycles—deep creative work late at night, a long mid-day break when I hit a lull—but that’s hard in client services. Since full flexibility isn’t always realistic, I rely on structure to keep me balanced and reduce stress.

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How do we keep flexibility from becoming “always on”?‍

Amanda: I haven’t quite found that balance yet—if anyone figures it out, I’m all ears!

Katie: I protect my downtime by setting boundaries in tools: quiet hours on Teams, Outlook notifications off by default. I have to physically open the app to check messages so I don’t get sucked in.

Kelsey: It’s a constant process. I’ve learned that being “always on” wrecks my sleep and mental health, so I make small changes each month—time blocking, turning off notifications before 8 a.m., replying only to emergencies between 5–7:30 p.m., and asking myself at night, “Does this really have to be done now?”

Kathryn: For me, it’s strict boundaries. I don’t respond on weekends or vacations and usually don’t even bring my laptop. I know myself—if I allow even small exceptions, I’ll stay “on” mentally all the time.

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Are you microshifting? If so, how—and what do you think?‍

Amanda: I definitely am. I thrive on variety. My calendar is a mix of work, personal, and family priorities—everything blurred but intentional. It keeps life interesting and less routine.

Katie: Yes, 1000%. I love it. It lets me do things that recharge me—like cooking or working out mid-day—which makes me more productive and less anxious overall.

Kelsey: I’m actually trying to move away from microshifting. I focus deeply during school hours and save household things for later. I still flex when needed (sick kids, appointments), but I try to make that the exception, not the rule.

Kathryn: I actively avoid microshifting. Mixing tasks makes me more stressed. I prefer to focus during work hours and not blur them with personal chores—though I’ll take a walk mid-day to reset while still thinking through work.

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How might microshifting impact our clients and teamwork?‍

Amanda: It can make things harder if you let it, but I try to keep perspective—nothing we do is brain surgery. Missing a noon deadline won’t make the world collapse. Balance matters more than perfection.

Katie: It depends on the people. Amanda and I are in similar life stages, so it works for us. Even when I’m microshifting, my clients always get a response when they need it. I keep communication lines open.

Kelsey: Microshifting can work when everyone’s aligned and accountable. FLEX was built on that philosophy—we hire adults and trust them. The key is still showing up 100% for clients when they expect you, even if you’re structuring your day differently.

Kathryn: It’s person-dependent. For some, it fuels creativity; for others, it’s distracting. The goal of flexibility is to let each person work how they perform best, as long as it doesn’t interfere with client expectations or collaboration.

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Is this really a problem—or are critics of remote work just finding new terms like “microshifting” to cast doubt on flexibility?‍

Amanda: I’m not sure it’s a problem, but I do wonder if certain jobs—like doctors or engineers—could function this way. For some fields, focus might matter more than flexibility.

Katie: No, I don’t think it’s a problem. The research misses how microshifting supports mental health and reduces anxiety. It helps me structure my day for my family and my brain.

Kelsey: It’s not inherently a problem—it’s about leadership. If an organization sets clear expectations, communicates well, and supports accountability, flexibility isn’t a risk. Lack of structure is.

Kathryn: Remote and flexible work succeed or fail based on the individual and the organization. For me, it’s a huge net positive—I’m more focused and balanced remotely. Some people aren’t suited for it, but that’s about fit, not failure.

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What these conversations make clear is that flexibility isn’t just about when or where we work—it’s about how we work best. For some, microshifting offers freedom and flow; for others, structure is what protects their focus and peace of mind.

Across the board, though, the throughline is trust. The trust that we’ll deliver exceptional work.

The trust that our colleagues will respect each other’s time. And the trust that we can each define what balance looks like—without guilt, judgment, or one “right” way to do it.

That’s what real flexibility means at FLEX. It’s not about blending everything—it’s about aligning our work with our values, our energy, and our lives in a way that makes us better partners, better teammates, and better humans.

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