If you skim the headlines on LinkedIn, there are always a few themes that rise to the top. Lately, burnout always seems to be one of them. But right along with it, the proposed antidote that more and more companies are getting behind: the four-day workweek. Four days of work. Three days of weekend. As the world of work continues to shift and change, this concept is gaining a whole lot of traction. Here’s a few things to consider if you’re interested in trying it out at your organization.
It’s not just you—everyone’s exhausted
With COVID still going strong, the rate of burnout just keeps climbing. Employees are tired, demoralized, disillusioned. People are prioritizing spending time with family or at home or just doing things they actually enjoy rather than working 24/7. The best way to avoid burnout is to allow your employees more flexibility and more time for themselves, so they come back to work with their cups full, so to speak. A four-day workweek is an effective way to give people some time back.
Productivity will be impacted—but not in a bad way
The common assumption is that less time at work equals less time doing work. But what we’re seeing is that when employees have that time to rest and recover, they come back more energized and productivity actually tends to go up. People are more motivated to work efficiently, get their work done and keep that freetime and flexibility.
It’s great for retention—and for recruiting
If you’re trying to keep or attract top talent, a four-day week is a great way to do it. In a world of five-day workweeks and work-til-you-drop culture, offering a four-day workweek is a real differentiator. It’s also an attractive benefit when considered as part of a total compensation package, especially for companies that may not be able to offer the highest salary.
Taking your own approach is totally okay
This isn’t a one-size-fits-all kind of thing. As we’ve helped different companies shift to a four-day workweek, we’ve worked through many variations on the approach. Some companies stagger their employees throughout the week to ensure the lights stay on every day. Others have stuck to a five-day workweek but shortened days so everyone gets more time off. It’s all about assessing what the company needs and what your people need too.
At the end of the day, it’s about making sure your people have what they need to bring their best selves to work. That’s a win-win for everyone. If you’d like to learn more about how you can bring the four-day workweek to your organization, we’re always here to help.