Getting started guide
Moving to a 4 day week
A hundred years ago, we moved from working six day weeks to five. A lot has changed in that time and we’re overdue for an update. The 4 day week is a reduction in the work week while largely maintaining the same productivity, for example, shifting from a standard 40 hours to 32 hours for the same pay and benefits. This reduction has been proven to work well for employees and employers.
Here are some key points to consider when making the move:
To prepare the ground for the 4 day week, consider running a trial.
Read and share the research available here.
Build employee trust in a proposed 4 day week through good, clear communication.
Ensure the business objectives are widely understood from employee to board level.
Embrace time as the scarce resource in your business, exercising care in how it’s used.
Do your homework, learn from others, know what works in your industry.
Ensure you obtain appropriate legal advice.
Develop a trial or productivity policy.
Concentrate on the value of output in the given timeframe.
Experiment with models of working which incorporate regular breaks.
Let the trial and policy be led by those who will implement them – the workers – and understand that not all managers or employees will embrace or find it easy to adapt to a productivity policy. It may not suit all staff, making an opt-in model necessary.
As productivity time becomes more critical in your business, find ways to reduce disruption and distractions. For example, provide objects workers can display to signal that they would prefer not to be interrupted.
Workers must understand from the outset that failure to maintain productivity at the mutually agreed levels will result in the loss of the 4 day week.
The 4 day week is just as viable in non-office-based businesses; simply start by consulting your staff as to the work week structure which works best for their life outside work.
Need help setting up your own 4 day week pilot?
Managing a 4 day week trial
Running a trial is recommended. The job of the C-suite is to decide to run a trial and set objectives, for example, do you want increased productivity, do you want better employee engagement and wellbeing?
Decide if you want to engage with academics to follow your trial. Measuring results can be highly beneficial in establishing productivity measurements, benchmarks, goals and policies. Engaging with an academic researcher should be done as first step so pre-trial assessments can be done.
Announce to your employees your plan to run a trial, providing them with clear, concise information about your goals. Give them an appropriate amount of time to prepare and work with you to scope the trial and plan the way they will be best managed under this program. This should be collaborative, and not be done from the C-suite alone.
Once a trial and productivity measurements are established, find ways to reduce disruption and distractions in the work environment. Provide a forum for your employees to share these learnings with others in your workplace.
Ensure you are supporting all levels of managers so they have the best chance of success. For some managers, this may challenge their skill level. Develop resources and tools to assist them through this change.
As you run your trial, be prepared to adapt and change based on what you learn about your organisation. Provide regular engagement opportunities for management and employees to learn from each other.
Once your trial has been completed, working with with your academics, compile and finalise your results. Review the results and your legal advice. Ensure you are aware of what were the key levers for productivity improvements and what areas need further work.
Launch a permanent new workplace using the lessons you have learnt from your trial.
Whether you choose a 4 day week, reduced hours, or flexible hours, be prepared to adjust according to the needs of your business as its grows or changes.
Communicate with management and employees on its ongoing performance and other outcomes, creating a feedback loop to continually improve on your workplace goals and outcomes.
Learn from our experience
We developed ‘Guidelines for an outcome-based trial – raising productivity and engagement’. This free white paper was produced in association with Coulthard Barnes, Perpetual Guardian, The University of Auckland, Auckland University of Technology (AUT) and MinterEllisonRuddWatts.
Need help setting up your own 4 day week pilot?
Get in touch with 4 Day Week Global for assistance.