4 Day Week phenomenon told in new book
In The 4 Day Week, Andrew Barnes presents a radical, convincing case for a sustainable, profitable future in which we work less, but are more productive, engaged and satisfied.
He argues that the five-day working week is outdated and no longer fit for purpose in a hyper-connected era.
With the four-day week, Barnes says we can have the best of all worlds: optimal productivity, work-life balance, and benefits for both employees and employers.
Watch Andrew’s TEDx
The 4 day week is the future of work. When Andrew Barnes trialled this groundbreaking flexibility model at the company he founded in New Zealand, he discovered productivity, engagement, job satisfaction, work-life balance and employee wellbeing had never been better - so the business adopted it full-time. Watch here as he shares his story about how his story went global.
Who are we?
4 Day Week Global is a community where all those interested in this way of working can connect, share ideas and help create the movement. This idea was born out of the waves of attention we received from around the world in reaction to our successful program launched at Perpetual Guardian in 2018.
Andrew and I are in the fortunate position that our business operates without us so we are able to dedicate our time to creating this community on a global scale. In support of this we have set up the 4 Day Week Global Foundation to fund research into 4 Day Week practices and the future of work and workplace wellbeing.
So, you want a 4 day week?
Introduction to the Four-Day Week
Andrew Barnes, 4 Day Week Architect
At Perpetual Guardian we set out to test our assumptions about productivity through a company-wide trial, the results of which have made headlines around the world. The rise of the gig economy represents a new industrial era, and we have not had a conversation about its implications for our economy and society.
Give employees plenty of time to think about how they can work differently and encourage them to come up with their own measure of productivity.
Encourage staff to consider how they can organise time off within teams while still meeting customer and business imperatives.
Begin with a trial and engage outside consultants/academics to evaluate qualitative and quantitative measures of success.
Consider introducing an opt-in policy for employees/departments on an annualised basis. An opt-in form can keep track of an employee’s productivity measures and roster information, as well as linking it to company values.
Establish clear personal and team business goals and objectives.
Consider seasonal workflow differences and ensure the policy can flex appropriately.
Be clear that the aim of the initiative is to improve things not just in the context of the company but also as regards the wider social obligations.