Why the 4-day workweek may not be the answer
How we work is constantly changing in 2022 – and will continue to evolve as we navigate the next workplace trend around the corner. Over the last…
How we work is constantly changing in 2022 – and will continue to evolve as we navigate the next workplace trend around the corner. Over the last few months, we’ve seen companies announce that their employees are to return to the office, only to walk this directive back a few weeks later. Some companies are staying fully remote, some are going with a hybrid model, and others are even planning for a full return to the office in the future.
As companies figure out the best work model for their employees, one bolder approach has been tested in some companies and countries: the four-day workweek. In just this year alone, we’ve seen companies, such as Bolt and Panasonic, introduce four-day workweeks while Belgium is the latest country to introduce the option for the entire country.
Related: Is it time to switch to 4-day workweek?
For an employee, this may sound like an incredible way to balance work and family, have more time to recharge, and have more flexibility in life. After some thinking, however, questions about a four-day workweek set in: Will my salary change? Will I need to have the same amount of meetings – and work – despite the shorter week? Will the workload change?
Flexibility is a key reason why companies have introduced the shortened workweek – a benefit now more important to some employees than paid time off (PTO) or health benefits. But does this model really offer more flexibility for workers?
As a people leader, I am always thinking of ways to help employees achieve better work-life balance and prevent burnout. While a four-day workweek can help employees with more time to recharge outside of work in some cases, it is not a one-size-fits-all solution and requires careful consideration before implementing it.
Companies need to give their employees the agency to determine what is best for their personal and professional wellbeing and goals. Instead of shortening the workweek, some companies might be better off with incorporating other policies, such as more flexibility around work hours, robust PTO allowances, a more inclusive approach to mental health, and continuously soliciting and incorporating employee feedback to create the best possible work environment.
Embrace flexibility more broadly within the organization
In the last two years, it has become clear that flexibility is crucial to creating an environment where employees feel supported, happy, and do not burn out. By shortening the workweek, companies actually remove a great deal of flexibility as they constrain employees to getting their work done within four specific, predefined days.
To implement true work flexibility, companies need to take a step back and first ask their employees what flexibility means to them. Is it defining and adhering to their own work hours and schedules, while having some days and time slots reserved for meetings? Is it going remote-first with the option to go to an office for in-person collaboration and team bonding? Do they want to embrace asynchronous work and communications to be able to work more independently? Find out and go with what matters most to your employees – it might not be a four-day workweek.
Revise PTO policies and encourage time off
A flexible or unlimited PTO plan is great in theory, but not actually beneficial if employees do not take the time off – or are not properly encouraged to do so. Companies should not only provide generous PTO and sick days, but also properly communicate and encourage employees throughout the organization to take time off – especially as we head into the third year of the pandemic.
Leadership and managers should set an example by actively taking time off to recharge while being transparent about it. This encourages employees to do the same and take vacation days without hesitation or even guilt.
Focus on mental health
The pandemic has highlighted the need for mental health awareness and the importance of taking action – and taking it seriously – within an organization. This can be in the form of partnering with virtual mental health providers, differentiating sick days and mental health days, or setting aside more time as a team to come together.
While some may need a quarterly “Mental Health Day,” others may want better support overall, tools for self-care, counseling and professional development opportunities, or more team bonding opportunities to build more meaningful relationships with coworkers. Again, employers must listen to their employees and make a decision based on their specific needs and preferences.
Seek out and act on employee feedback
As people leaders, we are introducing policies that affect people’s lives and the ways they work. Including employee feedback into these decisions is paramount to building a strong and inclusive culture, motivating employees and ensuring they feel appreciated, and ultimately ensuring a company’s success.
A prime example of this is the ongoing debate around the return to the office. Whether it is leveraging a larger survey platform or conducting quick, monthly pulse surveys, companies need to determine an ideal channel to collect, analyze, and implement feedback on an ongoing basis. This provides leadership teams with a more holistic view of what their employees are actually feeling and what the sentiment is towards important policy changes – including if considering a four-day workweek is really the best option.
Anytime employee feedback is collected, leadership teams must be ready to actually incorporate it into policy and program initiatives. If they don’t follow through with actions, it might lead to disengagement or even mistrust from employees in the long term.
The four-day workweek is quickly gaining popularity around the world – and for some companies, it will fundamentally change the way employees work and live. However, the new world of work requires companies to think out-of-the-box and understand there is no right or wrong way of doing things (pro tip: don’t just do what everyone else is doing). Employers not only have to be extremely nimble – e.g. as pandemic-related guidelines evolve, teams fluctuate, and staffing needs change – but also need to listen to their employees and figure out what workplace policies and environments are best for them. Companies that embrace true flexibility and take more holistic, employee-guided approaches will find more success in the long run.
Samantha Lawrence is senior vice president of people strategy at Hired, the hiring marketplace matching tech and sales talent with top employers.
Read more: