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4-day work week: it’s the trend every worker is rooting for. The concept is simple: one less day of work per week without any changes to pay, benefits or workload. Yes, workload. This means doing 100% of the work 80% of the time. That’s if you want to keep 100% of your pay.
Proponents of the four-day workweek argue that this should be possible thanks to transformative technologies such as artificial intelligence, better management techniques (for example, not everything needs a Zoom meeting), and greater personal productivity that comes from better work-life balance.
These advocates are also amassing a remarkable body of evidence that not only demonstrates the feasibility of the four-day workweek, but also shows that workers become more satisfied and loyal. This is a powerful benefit for companies at a time when rampant worker burnout and disengagement could cost the economy nearly $2 trillion in lost productivity.
A recent four-day work week pilot program involving 41 U.S. and Canadian companies saw increases in both worker satisfaction and company revenue. None of the participating companies wanted to return to the 5-day work week.
A larger study in the UK achieved virtually identical results, with 92% of participating companies choosing to continue with the four-day post-pilot model for the same reasons noted above: increased worker satisfaction and an average increase in revenue by 35%. A similar story applies to Spain and South Africa. Furthermore, Portugal, Brazil, Germany and other countries that are conducting trials right now are likely to further confirm these findings.
Related: Do You Want a 4-Day Workweek? This planning strategy is the first step
Too radical a change?
For some companies, however, giving up a fifth of the working week may be too tough a pill to swallow. And there’s no denying it: it’s a radical change.
The business world is paced by a 5-day work week, and whether it’s customer expectations or communicating with partners, operations can get complicated if you find yourself out of tune. Additionally, startups and other high-growth companies that already expect 120% from their employees on a normal day risk completely overwhelming their employees by shortening the week.
That’s not to mention shift workers or entire industries that simply don’t currently have the flexibility to adapt. Almost a third of UK businesses believe a four-day working week is unworkable, with the manufacturing, human resources and travel sectors being the most pessimistic.
It’s not all or nothing
Let’s be realistic: no one is under any illusion that companies will suddenly adopt a four-day work week Very in the coming years, no matter how many positive tests make headlines. Rather, the message that should be gleaned from all these studies is that there is an extremely positive response to reducing workweeks that typically results in improved business performance.
Many companies are taking an incremental approach to leverage these benefits without compromising day-to-day operations. Instead of moving from a standard 40-hour workweek to a 32-hour one, they are taking the middle road, opting for 35- or 36-hour workweeks.
These can come in various forms:
- 7 hour working days. 7 hours a day, five days a week. This is how we do it at DeskTime and the practice has been received positively by the team.
- Summer Fridays. Fridays are half days. This is a popular policy during the summer months, hence the name.
- Staggered Fridays. Nine working days every two weeks, or taking one Friday off every other week. Allows alternating shifts, for example in customer service.
Working four fewer hours a week seems less radical than eliminating an entire day. For most white-collar workers this equates to eliminating two meetings, which is not only doable but perhaps greatly welcomed.
In fact, many companies looking to adopt four- or even 4.5-day workweeks focus on reducing and optimizing meetings. Simply following meeting best practices (no time overruns, everyone arriving prepared, and clear processes) can help recoup a sizable portion of wasted hours. The promise that they are getting their free time back is a good incentive for workers to take these best practices seriously.
Every company I’ve spoken to that has attempted to reduce the workweek in one way or another immediately reports a noticeable drop in employee turnover. Hiring also becomes easier and employees are happier. And others have had similar positive experiences too.
Related: That 9-to-5 job you hate isn’t as safe as you think
One step closer to the 4-day work week
As CEO, I was skeptical when I heard that the four-day workweek was a trend. Now, after my experience with a 35-hour work week, I can definitely see it working. I continue to hear and understand the counterarguments of other business leaders, but I have learned that they are not insurmountable obstacles. It takes work, adaptation and patience.
Switching to a shortened work week cannot be a hasty decision. Even in the various national experiments, the shift is typically preceded by a transitional period led by experts who prepare the company and workers with respect to expectations and methods. Get it wrong, and your transition to a four-day work week could have the opposite effect: an overworked team struggling and unable to cram everything into four days, leading to high stress levels that accelerate burnout.
But do it right and you’ll see it in your business results.