#1 Well-Being Is The Goal
While we've seen companies focus on higher productivity, attracting new talent or shifting to an outcome-based work culture, the main goal of reducing work days or hours, however, should be about improving employee well-being. This is all about companies committing to employees' happiness, helping them prioritize the life part of the work-life balance equation. And yes, that might mean that your company runs slower. But it might also mean that your employees are more switched on and creative when at work which can ultimately result in better ideas and productivity growth for your business. So, focus on improving employee well-being and set clear goals and different ways to measure them (see #8) before implementing the 4-day workweek.
#2 For & By
Do not plan the 4-day workweek within your leadership team. Integrate everyone in the organization from the get-go through workshops, discussions, brainstorming and planning sessions. Discuss fears, challenges and opportunities and let each team and employee come up with solutions on how to make it happen. A democratic, bottom-up process will also unveil gaps and inequities in the business as well as important non-work responsibilities of employees.
#3 No One Size Fits All
Fridays off for all? Or flexible schedules? 4-days or 32 hours spread out? Rotating schedules? It all depends on a company's specifics! One business might want to keep customer or client services running Monday to Friday, another might find it easier for employees to really log off when they know that everyone else is also off. Focus on reducing hours and work, and have your team find a solution that is uniquely tailored to your business and the needs of your employees.
#4 Trial First
To iron out specific processes, especially if your company is very outward-facing (e.g. lots of customer interactions) it's best to start with a 1- to 3-month trial first. Choose a season that is relatively 'normal', meaning a time that reflects the typical day-to-day of your business. Also, have a few dedicated people oversee the trial, including feedback gathering (see #8).
#5 Identify Unproductive Work
Spot the 'this could have been an e-mail' meetings and explore different and innovative communication formats (e.g. asynchronous communication via video recordings, chat, or e-mail). Release employees from the expectation that every message, e-mail, and call must be treated with the utmost urgency.
#6 Clear Communication & Documentation
Set clear but simple priorities, guidelines and expectations for internal communications that prevent useless back and forths. Especially for companies that are remote or distributed across time zones, it's essential to have strong and clear communication and documentation practices. Tools like Notion can help.
#7 Hell Yes Work Only
Our days are filled with work, but can we confidently say that all of that work is truly driving forward the company's purpose? Encourage employees to speak with their managers about potential time wasted or spent on things that didn't help them achieve their goals, and clarify priorities. If it's not a 'hell yes, let's do this' kind of project, should it really be pursued?
#8 Feedback & Data
Set up quick and easy feedback loops and data gathering via surveys and business analytics to quickly assess the impact of your 4-day workweek (especially during the trial). Review the data frequently, share it openly with the team and evaluate and discuss changes.
#9 Leadership & Culture: All In
Ensure that leadership is modeling the new design as well as employees. It's difficult to show employees that it's ok to take this new time off if their bosses aren't doing the same. Moreover, set up time-off celebrations to clarify expectations and to set clear limits. A 4-day workweek is also about transforming company culture and that requires new rituals.
#10 The Obvious
Keep salaries the same! Do not fit 40 hours into 4 days! Let holidays be holidays!
If you are interested to learn more about the 4-day workweek, here are a few resources we highly recommend:
Why?
The Benefits Of A Four-Day Workweek
Endless Summer Fridays
Why You Should Try a 4-Day Workweek (+ How to Pitch It)
Four-Day Workweek Benefits
Examples
How Bolt Switched To A 4-Day Workweek
Restaurant Adopts A Four Day Workweek For Hourly Employees
List of 4 Day Workweek Companies
The Countries That Have Embraced a 4 Day Workweek
More Tools
Four-Day Workweek by Conscious Culture
4 Day Week Global
G2i - The 4 Day Work Week Whitepaper
