Many prominent leaders in the past thought that with the rise of automation and innovation people would be able to work less and have more fun. We are still burned out, depressed and overworked despite working more than 40 hours a week. In this context, many organisations have implemented four-day weeks and are seeing positive results.
With any change, there are obstacles. Here we will explore some of the successes and lessons learned from four-day trial workweeks, as well as common pitfalls.
Success Stories: Companies that thrive on a four-day week
Heinz Waelchli is the founder of Plentiful and he said that the future of work will be flexibility. This could take the form of a four-day week or remote work. The organisations that invest in employee happiness will reap long-term benefits in productivity and retention.”
Every company has its own success story in regards to the four-day week. Here are three examples of why betting on employee happiness is a smart business strategy.
1. Bolt (FinTech)
The company conducted a three-month trial programme in which employees were given Fridays off. By the end, 94% employees and 91% managers supported the permanent change.
Bolt changed its policy in 2022 to include Fridays as part of the weekend. Ryan Breslow is pleased with the results. Most employees are happier and more productive at work.
2. Buffer (Tech)
Buffer’s CEO considered a four-day week in May 2020 as a way to improve wellbeing, mental health and relationships during the COVID-19 epidemic. The experiment was successful – 90% of employees felt happier, and 99% reported less stress.
In addition, despite a reduced workweek, the productivity levels were not affected or even improved.
3. Atom Bank (Finance).
Atom Bank, which is a bank that has been firmly rooted in the traditional rules of the workplace for many years, broke this mould in November 2021 by introducing a four-day week. The aim was to improve employee well-being, work-life harmony, and operational efficiency.
The test was a great success. The bank’s Trustpilot rating rose from 4.54 (the previous score) to 4.82. Productivity metrics have improved in most departments. Employee engagement has also increased. Plus, this new policy has led to an increase of 49% in job applications.
Atom Bank’s experience has shown that a four day workweek can improve workplace flexibility, by giving employees more flexibility and better work-life harmony.
Lessons learned by early adopters
” The most important lesson from adopting a 4-day model for companies is that the output should be measured, and not the hours.“. — Michael DiPasquale. Founding partner at DM Injury law.
Early adopters have taught us that a strategy based on efficiency and productivity is the most important thing we can learn. It is important to make sure your team takes care of the most important tasks, without feeling overwhelmed.
Other lessons you should keep in mind include:
- Limit the length of meetings or reduce their frequency. Encourage everyone to summarize most meetings in an email.
- Use automation and smart tools. Many time-consuming tasks are either automated or can be accelerated with AI. AI-powered tools in HR, for example, can automate many redundant tasks and free up your team’s valuable time.
- Rethink how you measure productivity. Focus on the goals achieved, not the hours worked (project completions or sales closed).
- Encourage deep-work practices:Create a work environment that focuses on individual effort instead of multitasking and interruptions from emails or instant messages. Set up an intranet for employees where they can access information and check updates at their own pace.
- Be specific in your communication and expectations. Inform everyone about your new schedule, including customers, stakeholders, and partners. Expect some pushback.
Avoiding the pitfalls when implementing a 4-day work week
Things can get ugly, from employee burnout and management resistance to the pushback of employees. Implementing a four-day week incorrectly can have serious financial and legal consequences. Here are some common pitfalls you should avoid:
Compressed Hours
The risk of compressed work hours is the most common pitfall, and the reason that some employees do not think a shorter week is a good thing.
Some companies change to four 10-hour work days in order to compensate for a missed day. This leaves the employees feeling stressed and overwhelmed.
Jillena Cosiver of Vaughan & Vaughan says that employers need to be aware of overtime laws in order to avoid legal problems. Compliance is the key.”
Uneven workload distribution
Some employees can become overwhelmed by their workloads if they are not adjusted correctly. It usually happens to those in demanding jobs who take on extra tasks to compensate the so-called “free time.”
Stress and reduced quality will be experienced by team members who are time-strapped. This can lead to a toxic workplace with many negative effects.
Ian Silverthorne is the founder of Silverthorn Attorney and he’s very clear about this: “Companies need to clearly define expectations for work in employment contracts as they shift to a four day model.” Ambiguity may lead to future legal disputes.
Managers’ pushback and resistance
New ideas will always be questioned and opposed, however, in this situation, you could face the most resistance from upper-level managers and stakeholders. This is more likely to happen if the company has an old-school approach and uses visible effort as a measure of productivity.
If you’re having a hard time with your stakeholders, E. Ryan Bradley of The Bradley Law Firm suggests that you explain to them how a four-day week reduces the risk of burnout and stress-related complaints under workplace health standards. By improving working conditions, the company can avoid liability for overwork complaints.
Wrap-up
The four-day week offers a glimpse of a future where productivity and well-being are prioritized. Be prepared for some challenges, and be on the lookout for potential pitfalls if you are ready to make this change.
The four-day week can be an effective and rewarding transition for any company with careful planning and commitment to employee satisfaction.
