This article is written by a Flow Coach Graduate
As we have settled into the post-pandemic workplace, one thing has become clear: increased independent work is here to stay. In the USA, for example, 36% of the workforce now identify as independent workers, up from 27% in 2016. By 2027, this percentage is projected to reach over 50% of US workers[1]. Globally, the World Bank estimates the total number of independent workers at 1.57 billion out of a global workforce of 3.38 billion. Simultaneously, the global share of employees working remotely, and so spending more time on self-directed work, has increased significantly in recent years, rising from 20% in 2020 to 28% by 2023[2]. Meanwhile, the number of global digital jobs that can be performed remotely is predicted to increase by 25% by 2030[3]. The rise of AI also seems set to have massive implications for the amount of self-directed time people will have both at work and in their personal lives, with Bill Gates predicting a “society where you only have to work three days a week”[4].
This increase in independent work has left a glaring gap: the lack of education for people around maximising their effectiveness and engagement when working independently. For the most part, people have been left to complete their work as if nothing has changed, rather than being supported in adapting to this new mode of working. My thesis is that educating independent workers on flow presents an effective solution to this situation, both for independent workers and for those contracting them. Flow in this context is defined as “the intrinsically motivating state of optimal experience in which an individual fully concentrates on the current task”[5]. This essay will explain why flow is such an effective solution for increasingly independent work, addressing both the benefits of and barriers to flow for independent workers.
One of the biggest debates around independent work has centred on productivity, with a recent study concluding that “fully remote employees are 10% to 20% less productive than those working on company premises”[6]. Harnessing flow in independent work could have a particularly pronounced impact on this, with a 10-year longitudinal study by Cranston and Keller showing that people in flow are 500% more productive[7]. This may make a clear case for flow, but the question remains as to whether people working independently can find flow as effectively. The answer from the research is a resounding yes. One study directly supports the efficacy of independent rather than environmental flow, finding that “employees can use more proactive strategies to foster flow rather than only respond to their environment”[8]. Even more encouragingly, a 2023 study showed that fostering flow through individual employees’ flow competency rather than through their environment may actually prove more successful regardless of where they worked[9].
Furthermore, there is an argument to be made for remote work helping workers find more flow in and of itself. A recent study found that “remote e-working is positively associated with flow at work”[10], with another supporting this conclusion and claiming it was “due to the wide range of work control and decision ranges of the employees”[11]. So, it is clear that those working independently have the potential to find flow, possibly even more flow than if they were working in a more traditional role.
Another widely discussed aspect of independent work is its impact on mental health, particularly for younger workers. A survey of 2,000 US and UK office workers aged 18-34 found that 81% feared the impact of the isolation of longer term remote work, compared to 64% of those aged over 35[12]. Since Csikszentmihalyi first introduced flow, it's been recognised as a powerful buffer against adversity. Research even shows that flow is more effective at reducing loneliness than higher levels of social support[13].
However, proactively harnessing the benefits of flow to prevent loneliness from setting in in the first place is crucial, as it can become a barrier to achieving flow once present[14]. Burnout is another growing mental health concern, especially with 69% of remote workers reporting increased burnout due to digital communication tools[15]. Fortunately, flow has been shown to combat this issue as well, with a systematic review finding it reduces burnout symptoms over time[16]. Thus, flow addresses two major mental health challenges tied to independent work. Additionally, Csikszentmihalyi’s research, along with that of others, has demonstrated that regular flow experiences can build psychological resilience and lead to a healthier work-life balance, offering further mental health benefits for independent workers[17].
Given these benefits, how can independent workers go about practically implementing flow? The imperative first step is flow education. Research shows that the more workers understand how flow can improve their job performance, the more they will direct their mental energy toward achieving it, even in the face of setbacks[1]. This makes education on flow an essential starting point for implementation. In particular, flow education should focus on teaching workers the key elements research has shown to increase flow, including setting clear task goals[2], managing task complexity[3], implementing immediate
feedback loops[1], harnessing intrinsic motivation[2], and employing time management skills[3]. Additionally, integrating mindfulness into flow education has been shown to be highly beneficial in improving the essential element of task focus[4].
Even with increased flow education of this nature in place, one potentially major barrier to flow in independent work is the possible reduction in both the clarity and immediacy of feedback, essential preconditions for flow. Indeed, a study into The Power of Proximity found that when engineers worked in different locations it impacted even online feedback, with engineers working in the same building receiving 22% more online feedback than those with distant teammates[5]. Further research underlines the importance of timely and specific feedback in enhancing performance and helping individuals remain focused on their tasks. For instance, a study published in the Journal of Organisational Behaviour demonstrated that individuals who received immediate feedback were more likely to enter flow states and maintain productivity[6]. Therefore, it is essential for independent workers, and their employers where applicable, to proactively integrate structured feedback mechanisms into their workflows. By improving feedback mechanisms, independent workers can increase their chances of entering flow states, boosting both productivity and job satisfaction.
The distraction experienced by some independent workers is another potential barrier to flow. A Harvard Business Review study found that remote workers experienced a 20% increase in distractions compared to their in-office counterparts[7]. That being said, this is not an issue for all workers, with another study finding that 1 in 3 people are actually able to focus better on work at home[8]. Further research suggests that remote workers tend to spend 22% more time in deep focus than their office staff colleagues and have fewer interruptions during these periods of focused work (2.78 interruptions during focused work per day, compared to 3.40 for office staff)[9]. Where distraction does arise, building mindfulness into flow education as suggested is helpful, since mindfulness has been shown to help people keep their attention from being hijacked by distractions[10]. Taking practical steps to minimise distractions, such as managing digital device use and carefully selecting workspaces, can also be highly effective.
While much research remains to be done on effectively transitioning to increasingly independent work, this essay has demonstrated that flow education can play a crucial role in addressing the challenges that independent workers face. By fostering flow, workers can significantly boost their productivity and reduce mental health issues such as loneliness and burnout. The essential importance of flow education has been emphasised, particularly when combined with mindfulness practices, which help workers maintain focus and resilience. We also explored the major barriers to achieving flow for independent workers, specifically the challenges of reduced feedback clarity and speed, as well as possible distractions in remote work environments. Overcoming these barriers is essential to maximising flow’s benefits, allowing independent workers to thrive in increasingly autonomous roles. As the future of work continues to evolve, prioritising flow education could be key to fostering a more engaged, effective and resilient workforce.
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