但它取决于执行细节，而且就算是最开放的排班制度，也需要作为一个系统去运转，要有限定因素，有清楚的沟通。如果我可以临时决定提早离开而又不通知任何人，(这种情况之前有读者描述过)，似乎就难免会发生摩擦。而如果你部门里的所有员工都在周五休息，那天需要找社工的同事们想必没有人会如愿。

　　So the trick would be determining a staffing (or even task-specific) baseline and then giving everyone as much freedom as possible. Even the much discussed “bossless” notion currently embraced by the online retailer Zappos, and intended to let workers manage themselves, has a lot of rules。

　　所以关键在于为员工行为设定底线(甚至为他们设定特定任务)，在此基础上给他们最大的自由。就连被热议的“无老板”理念也有大量规则存在。在线零售商Zappos最近采取了这种管理方式，它旨在让员工进行自我管理。

　　Still, it’s certainly true that sometimes managers fail to recognize how significant it can be to give employees a sense of control over their work lives. Easing up on needlessly restrictive schedule demands can do just that。

　　话说回来，有时候管理者的确意识不到，让员工对自己的工作有掌控感是多么重要。放松一些不必要的强制性的工作时间限制，就可以实现这一点。

　　Reminder: Overcoming Age Bias

　　提醒：克服年龄歧视