
During the roughly 300,000 years that Homo sapiens wandered the earth, nature dictated the rhythms of their daily activities as they hunted and gathered. And the relationship between work and the seasons became even more distinct after the development of agriculture – planting and harvesting in the spring and fall with the objective of an excess that was essential for winter survival.
That relationship and dependency ended some 300 years ago with the Industrial Revolution and its increasingly urbanized population. Not only were workers in the mills and factories, as well as in the offices, protected from the worst of the weather, but with the capital incentive there was a clear relationship between time, effort and reward. The more hours the factory was in operation, the more productive it was – the intensity of the work was regardless of the season. Initially that fervency was from 8 am to 6 pm six days a week, until labor unions compelled regulatory innovations like a 40 hour week over 5 days with a standard of minimal pay. Ironically, today, with the techno-computer revolution, and because we can work from anywhere, many of us are working longer hours than did our grandparents but in better surroundings.
But what is meant by productivity? We tend to measure it in terms of numbers and profits, which is a bar that keeps rising ever higher and requires increasing busyness – faster responses to e-mails and chats, more meetings, more tasks, more hours. What is missing from the equation is quality.
An example is Boeing. A report into the company’s safety culture by an expert panel after two recent accidents found a “disconnect” between senior management and regular staff, with the latter being hesitant to report problems for fear of retaliation. Multiple employees interviewed by the panel stated that the pressure from management came in the form of increased production at the expense of quality.
One only has to read Charles Dickens to realize just how miserable life was in the mills and factories. Cal Newport , an associate professor of computer science at Georgetown University and the author of Slow Productivity: The Lost Art of Accomplishment Without Burnout, argues this form of work is also ineffective. “The process of producing value with the human brain … cannot be forced into a regular, unvarying schedule. Intense periods of cognition must be followed by quieter periods of mental rejuvenation. Energized creative breakthroughs must be supported by the slower incubation of new ideas.”
He cites the work habits of many successful creative people outside the traditional work place (eg. Georgia O’Keefe, Lin Manuel Miranda, Marie Curie and John McPhee) for whom taking time off or varying the pace of their efforts was not just about relaxation or escape but also about improving the quality of their output over time.
The disruptions of the coronavirus pandemic allowed some workers, no longer committed to an office regime, to discover for themselves more radical ways of organizing their work life, such as fully remote positions and four-day workweeks. First, we need to recognize this is more difficult for those involved in essentially manual occupations, and secondly, some jobs can’t support long breaks from intensity – the host of a weekly podcast cannot easily take breaks from releasing new episodes, for example. Thirdly, there have long been examples of this concept on a grand scale. In academia, for example, professors are typically offered a semester free from teaching responsibilities roughly once every seven years, an idea borrowed from Jewish Scripture, which commanded that one leaves one’s farm fields fallow one year out of every seven. The idea is that the sabbatical will be used to refresh oneself and explore new ideas in one’s field. In a corporate setting, this might translate as rewarding work on particularly hard projects with mini-sabbaticals, perhaps two to four weeks long, during which one is freed from attending meetings or working on difficult tasks.
I was fortunate to experience two sabbaticals, each of which radically changed not only my professional life but my personal relationships as well.
Smaller-scale variations in effort can equally make a difference. If an episode of a podcast is published on Friday, maybe the following Monday is kept clear of appointments, allowing a slower start each week to better balance out a more harried end. At first this might feel as though one is ‘wasting time’ on Mondays, but what is being gained is a more sustainable pace that sidesteps burnout and keeps quality high.
For those steeped in the virtual-factory mind-set, Cal Newport argues, these seasonality strategies might be unsettling. “In the industrial context that shapes so much of how we currently think about work, the game played between employer and employee is zero-sum: time not spent busy is revenue lost. But in the knowledge sector … extracting value from the human brain is not something that can be regularized like installing a steering wheel on a Model T. Introducing more variation into the pacing of our work is not a concession made to labor but a smart recognition of how to produce the best results over time … It’s the grinding regularity of manufacturing that’s the outlier, not our instinctual attraction to a more natural pace of work.”
Again, as is so often the case, honey bees offer us a model of an ‘instinctual attraction to a more natural pace of work.’ They are superbly adapted to the seasons, namely colony build-up in the late winter, colony reproduction in the spring, food collection and storage in the summer, and preparation for winter survival in the fall.
In the first bee class that I took, more than 25 years ago, it was stated categorically that it was the length of daylight time that determined a colony’s behavior. Thus, for example, outside of the tropics, it was the increasing length of daylight in late January which prompted a queen to start laying after the winter recess. Unfortunately environmental degradation is making this less simple, not least the correlation between warming temperatures and blooming plants, which has significant implications for the bees, A study released last month by Washington State University showed that, with warmer autumns, forager bees are working longer than had been the case – something we have all witnessed. The consequence is that with the disintegration of their wings these winter bees are dying earlier, to the point that models suggest that by early February there will not be sufficient numbers to maintain the new brood, and colonies will collapse.(1)
Wayne Esias using NASA satellite photos of foliage cover, showed that, in Maryland, over the space of 40 years, the onset of leaf emergence in early spring had advanced by 28 days. Consequently many colonies have not reached their ideal numbers of bees and brood at the onset of the pollen, and later the nectar, flows. (2)
The three principles of ‘slow productivity,’ as defined by Cal Newport, are

- do fewer things;
- work at a natural pace;
- obsess over quality.
That is what honey bees, and pollinators in general, do instinctively, and is another lesson as we struggle to find an equilibrium in a world that changes more rapidly than we can understand.
(2) https://www.researchgate.net/publication/241431221_Honey_Bees_Satellites_and_Climate_Change
















