4-Day Workweek
Lately, it is impossible to read any publication or see a post without someone discussing the 4-day workweek. This is one of those difficult topics where there is not an answer that will work for or please everyone. It will be interesting to see how the issue progresses and when it will be resolved—if ever.
Where did our current five-day workweek come from anyway and why is it sacred? You have to go back 100 years, during the industrial revolution. Henry Ford came up with the idea of giving his workers two days off a week. Around the same time, a New England mill instituted the five-day workweek to accommodate Jewish and Christian days of observances. These practices grew and have lasted a long time. It is obvious to all that there have been some significant changes in our workplaces and in our work lives since then.
We know workers want flexibility in their schedules and in where they do their work. Much of the discussion about whether to move to a 4-day schedule has been centered around knowledge workers—people working in offices—and what this change in our workweek will have on this group of workers.
But here's something to consider—less than 40% of US jobs can be done remotely. Therefore, the move to flexible workplaces can’t have much of an impact on more than half of the American workforce.
On the other hand, flexible schedules are a different issue. Moving to a 4-day workweek has the potential to positively impact just about everyone. Here are a few of the ways a shorter workweek can benefit our workforces:
Increased productivity: A recent study by Microsoft showed that when one of their units went to a 4-day, 32-hour workweek, productivity increased by 40%. Workers were more focused during their day and happier too.
Improved retention: Jobs that allow people to earn a living but also offer flexibility so that they can have a better work/life balance tend to keep them working longer. Iceland did a major study where employees worked 4 days with no pay cut. Employees reported a greater sense of wellbeing, less burnout, and higher retention rates.
Lower direct costs: Costs such as utilities if all employees work the same four days so that workplaces can be closed for three days a week.
Where do you stand on a 4-day workweek? Are you thinking about moving in this direction? Are your employees asking for a shorter workweek? How about your competition? Most of us probably aren’t thinking of going alone on this change but will wait until there is more research on which to base our decision.
There is a major study being conducted in the United Kingdom which may bring more clarity. In the meantime, keep a close eye on this topic and let’s see what happens. We may be part of a decision that will impact work for years to come.