The four-day work week continues to spark global conversation, with the UK’s upcoming pilot programme this August generating excitement among proponents.
This initiative reflects a growing demand for flexible work arrangements and improved work-life balance, but it’s not without its challenges.
While trials show promising results and as companies worldwide embrace this idea, two recent developments paint a contrasting picture of the future of work:
The UK’s steady march towards flexibility
The UK’s upcoming “4ugust” pilot programme will provide an opportunity for employers to examine not just the four-day, 32-hour week, but a range of flexible working arrangements.
With so many people taking vacations during the summer months, it’s a great time to trial increased flexibility. But People Professionals can expect some objections from their colleagues in the boardroom who follow the news.
If your leadership team is hesitant, consider a pilot programme
Greece: A step in the wrong direction?
In a move that seems counterintuitive to the global trend, Greece has introduced a 48-hour workweek for certain industries.
While the government claims it’s a necessary response to labour shortages, critics decry it as a “barbaric” measure that erodes workers’ rights.
This stark contrast to the four-day movement highlights the ongoing debate about the best approach to boosting productivity and economic growth: longer hours or a greater focus on employee wellbeing and work-life balance?
Asda’s four-day fizzle: A lesson learned
Closer to home, supermarket giant Asda has pulled the plug on its four-day week trial after staff complaints about reduced pay and scheduling issues. While this might seem like a setback for the movement, it’s a reminder that implementing shorter workweeks requires careful planning and consideration for both employers and employees.
It’s a reminder that shorter workweeks aren’t simply about working less hours, but also about working smarter and ensuring employee wellbeing – which includes not reducing salaries.
Making the four-day week work: A multifaceted approach
The four-day workweek can take various forms, each with unique benefits:
- 100-80-100 Model: Employees receive full pay for working 80% of their usual hours while maintaining 100% productivity. This model is often the most appealing to both employers and employees.
- Four 8-hour days: The most common model, involves maintaining the traditional Saturday-Sunday weekend while giving employees a rotating weekday off. This ensures consistent staffing and service levels throughout the week while still allowing individuals the benefit of a four-day work week and even a three-day weekend every once in a while.
- Compressed workweeks: Employees work their usual full-time hours, but over fewer days, thus gaining an additional day off from work, every week.
- Reduced hours: Employees work fewer hours each day, totalling 32 hours or less per week, with full pay.
- Staggered or hybrid models: Different schedules or a mix of approaches can be tailored to specific needs.
Regardless of the model, success hinges on prioritizing outcomes over hours, streamlining processes, automating repetitive tasks, embracing flexibility, fostering trust, and communicating transparently.
The four-day workweek movement offers a promising path towards a more productive and fulfilling work life.
Convincing leadership: Start small, prove the benefits
If your leadership team is hesitant, consider a pilot programme in one or two departments, perhaps even starting with the 100-80-100 model. Track key metrics like employee engagement, productivity, absenteeism and employee turnover.
Experiment with initiatives like “no meeting Mondays” or rewarding teams who meet their objectives, with a paid afternoon off work once a week. By showcasing positive results, you can build a compelling case for a wider rollout.
The future of work: a balancing act between productivity and wellbeing
The future of work isn’t about choosing between four or six days, but rather about finding a balance that works for both employers and employees.
The four-day workweek movement, with its focus on flexibility and wellbeing, offers a promising path towards a more productive and fulfilling work life.
By learning from both successes and setbacks and exploring various models like the 100-80-100, we can create a future of work that prioritizes both results and the human experience.
