The four-day working week
Is it a thing? Is it hapenning? How can it be done?
We wrote about the four-day working week becoming a reality back in early 2023 (you can read that article here), since when, the adoption of the practice has gained some traction globally. Of course, its popularity and implementation varies wildly by region and industry, but there are some interesting trends emerging.
For example, in Iceland, a large-scale trial involving 2,500 workers found that productivity remained the same or improved, leading to a permanent adoption of the practice for many workers. In the US and Canada, the tech and startup sectors seem to be leading the way, often with positive feedback regarding not only work-life balance (not a shocker!) but also productivity. In Japan, the government has been actively encouraging employers to explore the four-day work week as part of broader labour reforms aimed at improving work-life balance.
Here in the UK, according to a Guardian article from February of this year, most of the UK companies that took part in the world’s biggest ever four-day working week trial have made the policy permanent. The trial was based on the 100:80:100 model that gives workers 100% of pay for 80% of the time but with the expectation of 100% productivity.
The statistics are persuasive:
89% of the 61 organisations that participated in the trial are still operating the policy a year later.
Over half of them have now made the policy permanent.
82% reported a positive impact on staff wellbeing.
50% reported a reduced staff turnover.
46% reported improved productivity.
The article goes on to say that the Scottish government launched a four-day work week trial for some of its public services, and that the think tank Autonomy was urging the Westminster government to adopt policies that would promote broader implementation of the policy. These include giving workers the right to request a four-day week without a pay cut, conducting a public sector trial, and providing funding to support the transition in the private sector.
Of course, some sectors are less obviously suited to the practice than others. It is arguably more difficult (but not impossible) to implement in the retail and manufacturing sectors than it is in the tech sector and creative industries, where flexible work policies and a focus on results over hours worked are more common.
How to implement the four-day working week
For companies who are considering trialling or implementing the four-day work week, there are several key strategies they can follow:
Clear Communication and Planning
Set clear goals: Define what the company aims to achieve with the four-day work week, such as increased productivity, improved employee well-being, or enhanced work-life balance.
Transparent communication: Clearly communicate the plan, expectations, and benefits to all employees. Ensure everyone understands how the change will be implemented and its impact on their roles.
Pilot Programs
Start small: Begin with a pilot program to test the feasibility and impact of the four-day work week. Gather data and feedback from employees to make necessary adjustments.
Evaluate and adjust: Use the results from the pilot to refine the approach, addressing any challenges and enhancing the benefits.
Focus on Productivity
Outcome-based performance: Shift focus from hours worked to outcomes achieved. Set clear performance metrics and objectives that prioritise results over time spent working.
Process optimisation: Streamline workflows and eliminate unnecessary meetings or tasks to ensure that the reduced working hours are used efficiently.
Employee Involvement
Engage employees: Involve employees in the planning and implementation process. Solicit their input and feedback to ensure the new schedule meets their needs and addresses any concerns.
Provide support: Offer training and resources to help employees adjust to the new schedule, manage their time effectively, and maintain productivity.
Flexible Scheduling
Staggered schedules: Consider staggered schedules to ensure continuous coverage and maintain service levels. Not all employees need to have the same day off.
Hybrid models: Explore hybrid models where some teams or roles adopt the four-day week while others maintain traditional schedules based on operational requirements.
Monitor and Review
Regular check-ins: Conduct regular check-ins with employees and managers to assess how the four-day work week is working and identify any issues or areas for improvement.
Data analysis: Continuously analyse productivity, employee satisfaction, and other relevant metrics to evaluate the success of the four-day work week.
Adapt and Scale
Iterative approach: Be prepared to make iterative changes based on feedback and performance data. Flexibility is key to addressing challenges and optimising the work week.
Scale gradually: Once the four-day work week proves successful in pilot programs, gradually expand its implementation across the organisation.
Promote Work-Life Balance
Encourage downtime: Encourage employees to use their extra day off for rest, personal development, or other non-work activities to ensure they return to work refreshed and motivated.
Mental health support: Provide mental health resources and support to help employees manage any stress or workload pressures that may arise from the transition.
One of the most fundamental keys to making a four-day work week successful is a robust internal communications strategy that ensures reduced crossover time within teams does not lead to broken communication. We know that there are many effective and engaging communication methods available for both remote and physical workplaces, so a reduction in shared time and physical space should not be a barrier. The communication strategy must also consider non-wired (or deskless) colleagues, who are at greater risk of missing vital top-down communications.
If your organisation is exploring further flexibility, it is essential to health-check your communications setup. It would be devastating to be forward-thinking enough to adopt this most modern of working practices, only to have it failbecause of something as fundamental as effective comms. And if you'd like us to help with that (or anything else comms-related), we'd love to hear from you.
Read more: How to write your comms strategy
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