With the increase in automation and innovation, many prominent leaders of the past believed that people would work less and enjoy life more. Yet, here we are – burnt out, overworked, and depressed, still working 40+ hour weeks and scared AI will steal our jobs. Against this backdrop, more organisations are implementing four-day workweeks and seeing positive results.
But with any change comes obstacles. So here we’ll explore the success stories of four-day workweek trials, alongside lessons learned and common pitfalls.
Success stories: Companies thriving on four-day workweeks
As the Founder of Plentiful, Heinz Waelchli, said, “The future of work is flexibility, whether in the form of remote work or a four-day workweek. Organisations that invest in employee satisfaction will see long-term gains in both productivity and retention.“
Each company has a different success story when it comes to the four-day workweek. Here are three real-world examples of how betting on employee satisfaction is a good business strategy:
1. Bolt (FinTech)
The company ran a three-month pilot programme during which employees had Fridays off. By the end of this trial, 94% of employees and 91% of managers were in favor of making the change permanent.
As a result, in 2022 Bolt adjusted its official policy, stating that Fridays are part of the weekend. The CEO, Ryan Breslow, is happy with the results, and most employees find that they are more efficient with their time and happier working for the company.
2. Buffer (Tech)
Buffer’s CEO first considered the four-day workweek in May 2020 to address wellbeing, mental health, and personal relationships during the COVID-19 pandemic. The experiment was a success – 91% of employees reported feeling happier and 99% of people experienced less stress.
Additionally, despite the reduced workweek, productivity levels were maintained or even improved.
3. Atom Bank (Finance)
Banks may come off as stiff and deeply rooted in traditional workplace rules, but Atom Bank broke the mould by introducing the four-day workweek in November 2021. Its purpose was to improve employee wellbeing, work-life balance, and operational efficiency.
The trial was a success. Productivity metrics improved across most departments, employee engagement increased, and the bank’s Trustpilot score rose from 4.54 to 4.82. Plus, the new policy led to a 49% increase in job applications.
Atom Bank’s experience shows that a four-day workweek can enhance workplace mobility by providing employees with more flexibility and a better work-life balance.
Lessons learned from early adopters
“One of the biggest lessons from companies adopting a four-day model is that output, not hours, should be the measure of success.” — Michael DiPasquale, Founding Partner at DM Injury Law.
The most important lesson we can all learn from early adopters is that you need a solid strategy focused on productivity and efficiency. It’s essential to ensure your team members take care of high-priority tasks without anyone feeling overwhelmed.
Here are a few other lessons to keep in mind:
- Keep meetings under control: Reduce frequency or limit the duration to a maximum of 20 minutes. Most meetings can be summarised in an email, so encourage everyone to do so.
- Adopt automation and smart tools: Many time-consuming tasks can be either automated or sped up with the help of AI. AI-powered HR tools, for instance, can take over many redundant tasks, freeing your team’s time.
- Change how you measure productivity: Focus on goals achieved (project completions, sales closed, client satisfaction levels), not hours worked.
- Encourage deep work practices: Create an environment focused on individual effort (deep work) instead of constant multitasking or interruptions caused by emails or instant messaging notifications. It may help to set up an employee intranet where everyone can check updates and access resources at their own pace.
- Be clear in your communications and expectations: Inform everyone – including stakeholders, customers, and partners – about your new schedule. Expect some pushback.
Pitfalls to avoid when implementing a four-day workweek
From the risk of employee burnout to management pushback and resistance, things can get ugly. A botched four-day workweek implementation can have deep financial and legal implications. Here are some common pitfalls to avoid:
Compressed hours
The most common pitfall and the main reason why some employees don’t think a shorter workweek is a good idea is the risk of compressed hours.
To compensate for the missing day, some companies switch to four 10-hour days, which leaves employees feeling overwhelmed and stressed.
To avoid problematic legal consequences, Jillena Cosiver, Attorney at Vaughan & Vaughan, states: “Employers need to be mindful of overtime laws and ensure employees are not unintentionally overworked in a compressed schedule. Compliance is key.“
Uneven workload distribution
When workloads aren’t adjusted properly, some employees may find themselves overwhelmed during shorter weeks. This usually happens to people in demanding roles who pick up extra tasks to compensate for the so-called ‘free time.’
Time-strapped team members with too much on their plate will struggle with stress and a reduction in quality outputs. This can create a toxic work environment, with various negative consequences.
Ian Silverthorne, Founder of Silverthorn Attorney, is very clear on this: “Companies should clearly define work expectations in employment contracts when shifting to a four-day model. Ambiguity can lead to legal disputes down the road.“
Management pushback and resistance
New ideas are always challenged and resisted, but in this case, you may face the most pushback from stakeholders and upper-level management. The probability of this happening doubles if they are old-school and consider visible effort (hours worked) a measure of productivity.
If your stakeholders are giving you a tough time, take the advice of E. Ryan Bradley, Attorney at The Bradley Law Firm: “Explain that a four-day workweek reduces risks of burnout or stress-related claims under workplace health standards. By improving conditions, the company may avoid potential liability tied to overwork complaints.”
Wrap up
The four-day workweek offers a glimpse into a future that prioritises productivity and wellbeing. If you’re ready to take this step, be prepared to face some challenges and keep an eye out for pitfalls.
With careful planning and a commitment to employee satisfaction, the four-day workweek can be a successful and rewarding transition for your company.
