By Kelsey Sheehy | NerdWallet
The four-day workweek has emerged as a popular trend in the workplace, with studies and surveys showcasing its benefits on employee morale, retention, and productivity.
A report by 4 Day Week Global, a nonprofit organization advocating for shorter workweeks, revealed that 40% of employees in 41 businesses across the US and Canada reported reduced stress levels after trying out a shorter workweek. Additionally, 60% of employees reported an improved work-life balance, and 32% expressed a decreased likelihood of quitting their jobs.
ThredUp, an online clothing reseller, experienced these positive effects firsthand when it implemented a four-day workweek for its corporate employees in 2021. The company saw a 55% decrease in voluntary turnover among this group compared to 2019, and their hiring efforts received a significant boost. Most new hires cited the shorter workweek as a primary reason for choosing to work at ThredUp.
While the four-day workweek can certainly benefit businesses, its success hinges on a supporting and trusting organizational culture. According to Janet Lenaghan, dean of the Frank G. Zarb School of Business at Hofstra University, a culture that empowers employees and values results over face time is essential for a shorter workweek to thrive.
Transitioning to a shorter workweek requires careful planning, training, and execution. Business leaders must evaluate workload, objectives, and success metrics, and invest in tools to streamline tasks and improve efficiency. Employees need to be trained on how to operate more efficiently, and ongoing support should be provided throughout the transition.
Prioritizing tasks that drive bottom-line results is crucial, according to Lenaghan. Managers and owners must lead by example and refrain from emailing or expecting employees to work on their days off.
Before fully implementing a shorter workweek, organizations can conduct pilot programs to test the viability of the concept and address any issues that arise. Poll Everywhere, a technology company, implemented a trial run called “Summer Fridays” in 2022. Based on employee feedback and data analysis, they made necessary adjustments and relaunched the program in 2023 with improved logistics and additional training for managers.
Each company should tailor its shorter workweek policy to suit its specific needs. While some companies can operate Monday through Thursday without impacting their business, others may require staffing for additional days. Flexibility in scheduling is key, as seen in Poll Everywhere’s staggered schedule and ThredUp’s different shift options.
It’s important to anticipate challenges and proactively find solutions. Busy periods and the adjustment after a long weekend can pose difficulties, but these are not unique to a four-day workweek. Recognizing and addressing these challenges is part of adapting to the new work structure.
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Kelsey Sheehy writes for NerdWallet. Email: [email protected]. Twitter: @KelseyLSheehy.
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