The Four Day Week Conundrum
It is well known that many companies around the world and even entire countries are committed to providing a better working environment for their employees. More and more employers commit to the four-day working week or experiment with compressed schedules and reduced working hours to see how productivity compares. Long working weeks can be responsible for burnout and associated illnesses resulting in lost productivity. But the jury is still out for the vast majority of organisations as whether it really will work in the long run. In comes another experiment......
Pilot Programme
The United Kingdom coordinated a four-day week pilot programme with
4 Day Week Global, UK think tank
Autonomy and the
4 Day Week UK Campaign. The six-month trial runs in parallel with similar pilot schemes in Australia, New Zealand, Canada, the United States and Ireland. The project will work closely with researchers from Cambridge University, Boston College and Oxford University.
Interested companies had until the end of last month to register and attend the various rollout sessions. April will see onboarding sessions, training and further preparation with the support team. In May, the partners will establish baseline metrics for research in time for the launch of the six-month trial period that runs from June until November 2022. Interested organisations have unparalleled access to resources, tools and expertise to ensure a successful trial.
Adopting a four-day workweek is a business improvement strategy centred on working smarter rather than longer and investing in the well-being of the most critical asset to any business – people. The pilot programme advocates for the 100-80-100 model – 100% of the pay, 80% of the time, but critically in exchange for 100% of the productivity.
Happiness and Balance
Whilst countries are still figuring out the long-term benefits of a shorter working week; there is ample evidence that fewer hours doesn't mean less work output. Employees who worked shorter weeks reported a better work-life balance and improved productivity. Companies benefited from higher productivity and lower operational costs.
Various studies clearly show that employees reported higher levels of happiness because of a better life balance. They could spend time with friends, family and pets, enjoy their hobbies and exercise more, all boosting personal satisfaction, well-being and productivity.
Delivering Productivity
Andrew Barnes is a New Zealand-based entrepreneur and philanthropist. He founded New Zealand's most prominent corporate trustee company, Perpetual Guardian. He successfully spearheaded the trust company's efforts to create four-day working weeks explained, "It's not just having a day off a week - it's about delivering productivity, meeting customer service standards, meeting personal and team business goals and objectives".
Most employees would prefer an additional day off, whereas employers may worry about the reduced hours, supervision of employees and the same overheads. The results are precise. Employees who work a four-day week are more productive; they are happy to work for a company that values their contributions and leaves them feeling encouraged, engaged and empowered.
Family Time
A four-day workweek can mean you spend more time with your family. Interestingly, the new way of working can also be cost-saving, particularly when childcare costs are involved. In a recent article, the BBC explained, "Since the pandemic brought unprecedented change to the world of work, there's been considerable discussion around the four-day workweek. Touted as a panacea for burnout and work stress, businesses and even governments have been experimenting with the idea; preliminary results suggest potential benefits include better work-life balance and improved well-being – at no cost to employee productivity".
Working week debates have been around for decades. In 1926, the Ford Motor Company standardised the Monday-to-Friday pattern; beforehand, it was common to work a six-day week, with only Sundays off. Henry Ford's theory was that the reduced work week with the same pay would increase worker productivity. He was right, and in the century since, a five-day week has been commonplace. In the 1950s, labour unions were already calling for a four-day week.
Changing Protocols
Throughout the pandemic, it's clear how dramatically work protocols can change. The Great Resignation has forced companies to look at new retention tools and recruitment techniques. So far, there are various four-day workweek models, including:
- Cutting one workday, reducing working hours and paying the same wage
- Intense working hours where five days of work is crammed into four days
Companies are introducing new tools and operating practices that boost efficiency and promote worker satisfaction and well-being, fuelling productivity. As global leaders have introduced various pilot schemes, permanent employees are familiar with the pros and cons of the four-day workweek. Whilst employee well-being is rising, burnout is reducing, and productivity is on the up, some workers feel disconnected from their companies because they are working fewer days and feel that they are drifting away or not visible enough to be selected for new projects or promotions.
Watch This Space
Careers for Purpose will follow closely the four-day workweek pilot scheme in the United Kingdom. Watch this space for updates, thoughts and insights on the reduced working hour movement.
