Trials to Trends: Is the four-day workweek here to stay?
Four-day workweek trials are making waves globally, with early results exceeding expectations. Positive data on productivity and employee well-being is fueling momentum. The UK's recent large-scale experiment, encompassing over 3,000 employees, showcased the potential. A whopping 92% of participating companies retained the shorter workweek, reporting no dip in output alongside a boost in staff motivation. Similar promising metrics emerged from trials in Iceland and New Zealand. For many firms, the positive signals seem to outweigh the potential challenges of implementing a four-day workweek.
Germany's recent foray into the four-day workweek adds another data point. Launched in February 2024, their six-month trial involves 45 companies and nearly 600 employees working one less day with full pay.
However, amidst rising optimism, some uncertainties remain. Can productivity gains be maintained as these trials expand? Can large multinationals mirror the success witnessed in smaller companies? Most importantly, does the shorter workweek align with the science of human productivity, or is there a potential mismatch? Addressing these questions will determine whether the four-day workweek becomes a revolutionary force or a disruptive experiment.
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Why is everyone excited?
The concept of a four-day workweek with maintained pay and benefits is not entirely a novel concept. Juliet Schor, a professor at Boston College and four-day week researcher, posits that the adoption of this model has been turbocharged by the COVID pandemic. In an insightful TED talk, Schor highlights that if companies can rethink “where” people work, they can also rethink “how many days” they're on the job.
"If companies can rethink “where” people work, they can also rethink “how many days” they're on the job." The future of work hinges on willingness to challenge assumptions" –Juliet Schor, Professor, Boston College & 4-day week researcher
Beyond reported metrics like lower absenteeism and carbon footprint, three factors drive swelling four-day week excitement:
1. Early successes: With growing examples of companies sustaining output, revenue and talent retention while enhancing work-life balance, the four-day case is strengthening beyond scepticism. The positive signals far outweigh implementation risks for many.
2. Economic pressures: With inflation at 40-year highs, mass layoffs intensifying, employees seek relief via fewer work hours alongside sustained pay to manage rising costs. Employers also flirt with condensed weeks to optimise strained budgets amid talk of impending recessions.
3. Cultural tailwinds: Younger staff and leaders prioritise purpose and principles relatively higher over pay alone. Rising distributed work models also compel rethinking dated assumptions on productivity, office presence, etc. The prevailing zeitgeist demands change.
But will results cross contexts?
Charlotte Lockhart, who has led global four-day week trials covering over 200 companies as Director of 4 Day Week Global, observes, “It’s gaining traction far quicker than expected as resounding proof cases emerge from major economy trials.”
"Evidence shows four-day models enhance focus, motivation and health while sustaining output. But, success depends on establishing trust between leadership and staff first, not just slashing days” –Charlotte Lockhart, Founder, 4 Day Week Global
However, Charlotte --who is currently collaborating with several governments to create an equitable method for transitioning to reduced work hours, offers a cautionary note. “While evidence mounts in favour of shorter weeks, merely reducing days without deeper coordination between staff and leadership risks suboptimal, fleeting gains.” This aligns with Gallup’s research showing engaged employees maintain performance through deriving deeper work purpose, irrespective of fewer hours.
Responsible transitions require empowering employees to solve challenges creatively instead of reactive diktats from the top down. It means embracing small experiments first before wide actions. Because proof exists on four-day success - UK-based Tyler Grange Consulting increased productivity and boosted talent retention after adopting permanent four-day weeks post-pilots.
"Blanket four-day mandates can backfire if overloaded employees face increased stress. Customised applications by leaders are essential" –Anthony Smith, COO, Atlas
Anthony Smith, COO at Atlas, echoes a similar sentiment. He advocates for a conscious approach, suggesting that “feasibility varies across locations and job types”. Alternative models like “9-work-days interspersed with 1 complete break” day can deliver flexibility while ensuring continuity.” But he cautions against context ignorance. “I’ve seen four-day efforts backfire when employees already suffer high stress and workloads. For success, determine if less time worsens pressures.”
Macro challenges demand nuance
Opponents of the four-day workweek argue that it is costly to recruit and maintain employees, as full-time workers come with added expenses such as benefits. Many workers prioritise higher pay over shorter workweeks. Scepticism also arises due to concerns about reduced productivity as seen in Sweden's trial where the reduced hours experiment was deemed unsustainable due to high costs.
However, beyond isolated gains, widespread sustainable success requires nuance in implementation. If managed responsibly, four-day schedules can enhance experience for various roles. CEO Meghan M. Biro emphasises thoughtful planning and leader support to positively influence organisational culture during schedule changes. Here are three things to keep in mind.
Leadership preparedness: From updating legacy management habits to reskilling execs in leading hybrid teams, organisations must upgrade their capability to transition work norms smoothly.
Rigour in execution: Progress tracking mechanisms, output coordination processes, collaborative tooling – all demand examination to maintain speed at lower work hours.
Regional customisation: Multinationals must consider feasibility country-by-country based on local labour laws, job types, economic conditions and demographics.
The path ahead
The four-day efficacy scaling sustains only if anchored in culture and trust. Beyond promising applied benefits like talent retention amid uncertainties, its larger significance lies in unlocking human potential ahead rather than strangling it against dated linear notions of commercial success.
For progressive leaders, the path forward involves small, strategic starts –bespoke experiments aligned to specific contexts. Embracing setbacks through fail-fast ideation is crucial. The window for smooth change is shrinking. Far bigger disruptions loom certain otherwise to forcibly dismantle broken status quos sooner or later. The choice ahead thus goes beyond days. At stake lies what we choose to value most at work – and how willing we stay to walk the talk.
