Workweek Reduced to Four Days May Not Seem So Unconventional After All
In the ever-evolving world of work, a new trend is gaining traction: the four-day workweek. This concept, which has been successfully trialled by several companies, promises increased productivity, improved work-life balance, and reduced burnout for employees.
A recent survey of U.K. office workers revealed that the average number of truly productive hours in an eight-hour day is just two hours and 53 minutes. This finding underscores the potential benefits of a shorter workweek, as it encourages employees to work smarter, not longer.
One company that has embraced this concept is Perpetual Guardian, a New Zealand trustee services firm. In 2018, they tested a four-day workweek, resulting in increased productivity, lower stress levels, and higher job satisfaction. The model, known as 100% pay, 80% hours, and 100% productivity, has been a resounding success.
Microsoft Japan also reported a 40% increase in productivity after implementing a four-day workweek. Interestingly, during this trial, employees were still paid for five days of work.
The Results Only Work Environment (ROWE) system takes this concept a step further, giving workers full autonomy over their schedules and holding them accountable for results. In this system, managers are called "results coaches," and they manage the work, not the worker.
Jody Thompson, co-creator of the ROWE system, believes that the focus should be on results, not work hours or location. Thompson hypothesises that a shorter workweek would incentivize employees to work more efficiently.
However, business executives are still hesitant to implement a four-day workweek, despite the evidence of increased productivity and other benefits. One concern is customer satisfaction, as reduced employee availability may lead to decreased access for customers and lower satisfaction.
In Perpetual Guardian's smaller branches in New Zealand, employees have addressed this issue by buddying up digitally to cover customer service needs during their respective days off.
Another challenge lies in the industry limitations and inequality. Some roles, particularly tightly monitored contact center or blue-collar jobs, may find full productivity in four days unrealistic, causing scheduling inconsistencies and possible dissatisfaction among workers.
Despite these challenges, the four-day workweek offers compelling advantages in productivity, environmental impact, and employee wellbeing. It can significantly improve employees' mental health and reduce burnout by providing longer rest periods, such as a three-day weekend. Companies may also save on operational costs and see significant drops in carbon and ecological footprints.
Moreover, offering a four-day week can boost morale and make companies more attractive to talent, fostering job satisfaction. This is a trend that is gaining attention from political circles as well. The U.K.'s Labour Party has made the 32-hour workweek part of its platform, and U.S. presidential candidate Andrew Yang is a fan of the four-day workweek.
In conclusion, while a four-day workweek offers promising benefits, its success depends on careful scheduling, technology adoption to avoid customer service gaps, and overburdening staff. It requires giving control to the staff and allowing them to decide how to change their work schedule to maximise productivity without sacrificing quality of life. As more companies explore this innovative approach, we may see a shift towards a more balanced and productive work culture.
- The four-day workweek, with its promise of increased productivity, improved work-life balance, and reduced burnout, is gaining popularity in the realm of business, especially as technology adoption can help fill potential customer service gaps.
- Microsoft Japan experienced a 40% increase in productivity when they implemented a four-day workweek, with employees still receiving pay for five days of work.
- Companies embracing the concept of a four-day workweek may see significant operational cost savings, as well as significant drops in carbon and ecological footprints due to reduced energy consumption.
- In a Results Only Work Environment (ROWE) system, employees have full autonomy over their schedules and are held accountable for results, fostering a healthier work-life balance and increased productivity.
- The focus on results, rather than work hours or location, could incentivize employees to work more efficiently, leading to improved health and wellness both physically and mentally.
- As more companies explore the four-day workweek, there may be a shift towards a more balanced and productive work culture, attracting talent and fostering job satisfaction, making it an appealing idea for political circles as well.
