In Work’s Intimacy, Melissa Gregg pays much attention to the challenge faced by part-time workers in knowledge industries. Many of her participants within this category reported regularly finding themselves checking e-mail outside of their paid hours, something they saw as necessary to ensure they were ‘prepared’. In this way, ‘catch up days’ become an unpaid accompaniment to the hours part-time workers are actually paid for. These activities were often explained in terms of personal autonomy and choice, sacrificing free time in the name of professional performance on work days. But as Gregg writes on loc 1273:

Even though their language speaks of personal preference and exceptionalism, their consistent stories point to a clear problem in the way part-time work is recognized in information and communication jobs. No formal policies existed for them to manage online obligations; nor were there guidelines for appropriate response times. Employees operated on the basis of vague and self-imposed ideas about what management would or wouldn’t expect. In each case, there was simply no framework for discussing how part-time work was repositioned in light of the widespread reliance on online technologies in team-based office cultures (see chapter 4). Technology served to confirm, when it did not also accelerate the temporality of the workplace. Improvised and makeshift arrangements left many part-timers feeling apologetic for their so-called “flexible” positions.

I agree this is a failure of management. But it’s also a failure of colleagues, in terms of what we might call chronoimagination (recognising that someone else’s temporal experience might be different to yours) and chronosolidarity (identifying a common interest in sustainable temporalities of work in spite of these differences). Chronosolidarity is easy when people are obviously in a similar position to yourself, though small communicative acts of reassurance and understanding are no less valuable for the fact they come easily. But the challenge comes when temporal positions work rather differently, too easily giving rise to the assumption someone else’s working life is easier or perhaps not giving rise to thought at all.

Under working conditions which are informal, flexible/precarious and desynchronised, chronoimagination and chronosolidarity should be regarded as important factors in shaping the experience of work. Doing so should not blind us to the structural origins of these problems, such that they are reproduced to interpersonal challenges susceptible to a technical fix. But we need to recognise the imagination relating to converging/diverging experiences of time which we bring to bear, or fail to, in our dealings with others who are differently placed in relation to organisational hierarchies.

Another really provocative idea from Rethinking Social Exclusion by Simon Winlow and Steve Hall. From pg 126:

This supposedly ethical process of distancing oneself from vulgar commercialism is a variant of self-exclusion from the social; like it or not, these non-places come closest to representing the actuality of contemporary British life. There is no more ‘reality’ or ‘authenticity’ to be found in the charity shop or the ethnic café than in a branch of Tesco or Starbucks. Capitalism is not threatened by our desire to buy fair trade coffee or locally sourced fruit and vegetables. In fact these new niche markets are exactly what contemporary capitalism needs to present itself as heterogeneous and democratic, the principal ideological strategy that ensures its acceptability, continuity and growth by maintaining the practical allegiance of those who still credit themselves as having values over and above it.

I’d add a further question to this: what are the temporal preconditions for this activity? How much time, energy and knowledge are required in order to identify these opportunities for self-exclusion and to act on them?

A really interesting suggestion from pg 169 of Arlie Hochschild’s Outsourced:

Could it be, I wondered, that we are dividing the world into emotional types—order-barking, fast-paced entrepreneurs at the top, and emotionally attuned, human-paced mediators at the bottom? Talking one’s way past the protective layers of a top executive, teaching a child to tie her shoelaces, feeding an aging parent, walking a recovering patient down a hospital ward, waiting with a child in a doctor’s office, meeting a teen arriving on a long-delayed air flight—all such acts call for patience, tact, sensitivity, qualities far removed from the bottom line.

From David Frayne’s Refusal of Work, pg 173-174:

When today’s affluent workers come home after a hard day’s work, they find themselves in their homes, surrounded by objects that all represent invitations for action. In my own home I find a Netflix account bursting with viewing choices, a set of shelves crammed with CDs, a pile of impulse-bought books calling out to be read, and a fridge full of ingredients that need to be cooked before they go bad. In my less busy periods these are sources of much pleasure, but when I am too busy to enjoy them, they are nothing but sources of frustration. The possessions of the harried leisure class can all too easily become anxiety-inducing reminders of how scarce free-time can be. Crippled by choices and troubled by the scarcity of our free-time, we often do the only thing that seems feasible –we do nothing.

Does the refusal of work offer a potential release from this anxiety? From pg 179:

The appeal of takeaways was especially dubious now that Ben was more cognisant of the ‘big cycle’: the fact that working produces a need to consume convenience goods, but that the consumption of convenience goods itself reinforces dependency on the income generated through work. Given the extent to which many modern commodities –from pre-prepared meals to high-caffeine drinks, car washes, repair services, care services, personal trainers, dating agencies and so on –are capitalising on our lack of free-time, it is not surprising that many of the people I met found that working less was allowing them to save money. They were able to do more for themselves.

From Refusal of Work by David Frayne, pg 70:

Consider the extent to which the standard eight-hour working day fractures free-time into shards. The full-time worker experiences time as a rapid series of discrete pockets: a constantly rotating cycle of work periods and free periods, in which free-time is restricted to evenings, weekends and holidays. When free-time is fragmented in this way, the cursory hobbies that Adorno denounces may be all that we have time for. Slivers of free-time offer limited scope for engagement in more substantial self-defined activities –activities which would demand steady investments of time and energy in the form of concentration, dedication, the building of communities, or the learning of new skills (Lodziak, 2002: 100). The extreme casualty of this situation is today’s archetypal rushed worker, who commutes home in the dark hours with emails still to answer, feels too drained to engage emotionally with the family, and is disinclined to do very much other than drink wine and watch TV before bed. The point here is not that drinking wine or watching TV are ‘low’ activities, but that the worker has been deprived of the time and energy to choose otherwise.

From Wasted Lives pg 104. Power is expressed chronopolitically through the capacity to electively withdraw from temporal regimes (or evade them all together) while influencing the way others are subject to them:

The drama of power hierarchy is daily restaged (with the secretaries and personal assistants, but ever more often the security guards, cast in the role of stage managers) in innumerable entrance lobbies and waiting rooms, where some (inferior) people are asked ‘to take a seat’ and kept waiting until some other (superior) people are ‘free to see them now’. The badge of privilege (arguably, one of the most potent stratifying factors) is the access to shortcuts, to the means of making the gratification instantaneous. Position in the hierarchy is measured by skill (or ineptitude) in reducing or cutting out completely the timespan separating a want from its fulfilment. Climbing the social hierarchy is measured by rises in the ability to have what one wants (whatever it may be) now –without delay.

One of the crucial ideas for my new book are the temporal implications of the escalation dynamics which characterise social media platforms. In his Social Media in Academia, George Veletsianos identifies precisely the dynamic that interests me. From loc 834:

[R]emaining visible on a social networking and fast-moving platform such as Twitter means that one has to share often and frequently, or else one’s voice and presence are diluted in the sea of information that is already present.

The problem is that efforts to resist dilution of voice and presence, the eternal struggle to be ‘heard above the din’ as Dave Beer puts it, leads to an escalation of the activity necessary for others to achieve the same objective. My suggestion is that seeking to be visible, if not necessarily a function of using the platform itself, will always tend to lead to an increase in the activity required to ensure visibility.

The temporal commitment involved in this activity might be individually trivial but it can prove to be aggregatively consequential, particularly if the same dynamic obtains across participation in multiple platforms. The result might be a straight-forward time squeeze, it might be rushing to finish other activities, it might be multi-tasking and it might be a diffuse state of perpetual distraction. But it has consequences for our experience of time.