Time & Flexibility in Remote Work in Bhutan

Introduction

This report presents the key findings from a survey conducted to understand how remote and office-based workers in Bhutan manage their time and use flexibility in their work. The goal is to see how these factors affect their performance and ability to get things done.

The survey asked people about their work location, whether they have flexibility in their schedule, how they manage their tasks, and if they would prefer a flexible schedule. By looking at their answers, we can gain valuable insights into the real-world impact of flexible work arrangements.

Almost Everyone Has and Wants Flexibility

Out of 49 people surveyed, 42 said they have time flexibility at work. An overwhelming 48 out of 49 said they would prefer a flexible schedule if it were offered.

Flexibility is not just a nice-to-have — it's a standard part of the work experience for most people in this survey, and it is highly desired. Organizations should seriously consider offering flexible schedules, as it aligns with what workers want.

"Planning and Scheduling" is the Most Popular Way to Manage Time

When asked how they manage their work, a large majority (23 out of 49) explicitly mentioned "planning," "scheduling," or "making a timetable." This was by far the most common method.

Even with the freedom of a flexible schedule, people are not just "going with the flow." They actively create structure for themselves. Having a plan is the key tool people use to turn flexible time into productive results.

People Use Different "Flavors" of Time Management

• Prioritization: Focusing on the most important or urgent tasks first.
• Goal and Task Focus: Concentrating on completing a specific goal or outcome.
• Block Time: Setting aside specific chunks of time for specific activities.
• Routine and Discipline: Sticking to a set schedule and company culture.
• Flexible Adjustment: Adapting their day based on the workload.
• Personal and Wellness Focus: Using flexibility for rest, family, and exercise.
• Learning and Development: Using extra time to learn new things.

There's no single "right" way to manage time. A one-size-fits-all policy is less effective than empowering people to use the method that works best for them.

Flexibility is a Tool, Not a Guarantee of Performance

When we look at the responses from the 7 people who said they do not have flexibility, their management methods are very similar to those who do have it.

Flexibility itself doesn't magically make someone productive. Whether a person has a flexible schedule or a fixed one, the underlying skill of planning and managing one's time remains essential.

When Flexibility Could Become a Problem

One respondent gave a very honest answer: "I think the work will be delayed if I have been given the flexibility." Another said they would "go with the flow," which could be a risk.

For some individuals, too much freedom without structure can lead to procrastination and missed deadlines. Flexibility works best for people who are self-motivated and have strong organizational skills.

What Support Workers Might Need

• Training on Time Management: Teach employees effective planning and prioritization techniques.
• Clear Goals and Expectations: Shift focus from "hours worked" to "results achieved."
• Protecting Against Burnout: Encourage employees to use flexibility for rest and personal time.

Where People Work

The survey collected answers from 49 people, giving a good basis to learn about work life in Bhutan. There were 27 women and 22 men. Even though the project looks at remote work, most people worked in an office 40 people worked from an office, 8 worked remotely, and 1 had a mix. This spread is helpful because it lets us compare people who work remotely with those in offices, especially around how they see and handle time flexibility. It also shows that even in office-based settings, talking about flexibility still matters.

Where Do Participants Work? (n=49)

Most Workers Already Have Time Flexibility

A clear finding is that time flexibility is already common in these workplaces. Out of 49 people, 40 (82%) said they have some kind of time flexibility at work. This high number goes against the idea that flexibility only comes with remote work. In fact, among the 40 office workers, 32 said they have flexibility. This suggests that many organizations in Bhutan are already using flexible ways, maybe through casual setups like changing start and end times or working based on tasks, making it a normal part of work instead of a special perk.

Do You Have Time Flexibility at Work?

Almost Everyone Wants Flexible Schedules

Almost all the respondents want flexible work hours. A huge 48 out of 49 people (98%) said they would prefer a flexible schedule if it was offered. This strong wish was the same across different jobs and work locations. Importantly, all nine people who do not currently have flexibility said they would want it, showing a gap between current rules and what employees hope for. This agreement points to a clear change in what workers expect, where having control over one's time is seen not as a luxury but as a basic part of a good and lasting work life.

Would You Prefer a Flexible Schedule?

How Workers Manage Time and Flexibility

When given flexibility, the survey shows that workers do not simply let time flow freely instead, they use clear and planned methods to stay productive. The most common method, used by 19 people (39%), is "Planning and Scheduling," where people make and follow a daily or weekly plan. This was followed by "Goal and Task Focus" (6 people) and "Prioritization" (5 people). Other methods, each used by 3-4 people, were "Block Time," "Personal and Wellness Focus," "Learning and Development Focus," and "Flexible Adjustment." This mix shows that good use of flexibility rests on personal discipline and various self-management skills, meaning that for flexibility to lead to high performance, workers may need support to build these organizing skills.

How Participants Manage Their Time (Top Methods)

The Story Behind the Numbers

Flexibility is welcomed, not wasted
Bhutanese workers do not see flexibility as free time. They use it well by planning tasks, putting important work first, and adjusting around deadlines. Many make daily plans or set morning blocks to stay focused.

Planning turns flexibility into better performance
The most used method is "Planning and Scheduling." Workers often said they make task lists, handle urgent or high-priority work first, and talk with their teams. This helps them get results without feeling too much pressure.

Flexibility improves work-life balance and motivation
Some use extra time for family, exercise, learning new skills, or doing deep focus work. Others said flexibility stops last-minute stress and lets them work during their best hours.

Lack of flexibility creates pressure
Workers who do not have flexibility often feel they must follow company hours exactly, even if those hours do not match the times when they work best.

Strong support for flexible policies
With 98% wanting flexibility and 82% already having some, the data clearly suggests that workplaces in Bhutan could do well to offer more control over schedules especially if they also give training on managing time and setting clear goals.