More and more companies faced with staffing shortages are looking for new ways to manage and schedule their workforce. Some companies are focusing on bolstering their benefits packages to offer maximum support for their teams. Others are administering stay interviews to identify employee pain points and address them efficiently. And while many companies have been resistant, innovative trailblazers are experimenting with shorter workweeks as a way to boost productivity and employee satisfaction. All of these strategies, and many more, work together to create a culture of care that fosters employee mental health and the overall well-being of your organization.
This has led to the rise of the 4-day workweek. But deciding to switch certain roles or an entire organization to a 4-day workweek model is not a decision to be made lightly. Here’s what you need to know about the 4-day workweek, from the benefits to the challenges.
Benefits Of A 4-Day Workweek
The 4-day workweek has already proven successful for various industries. In fact, a 4-day workweek can bring benefits not only for employees but also for employers, including improved productivity and employee retention.
Shorter workweeks can create a better work-life balance for employees and lead to increased productivity. A study by Stanford University found that when employees work fewer hours, they are more productive per hour. This will, of course, depend on the industry and coverage needs, but alternating schedules or “compressed workweeks” have resulted in positive outcomes in many cases.
Employees are also happier and more likely to stay with a company that offers a 4-day workweek. Plus, from a recruitment standpoint, companies that offer a 4-day workweek option are seeing more than a 500% increase in interest in their job postings. In a competitive recruitment market, this offers a significant advantage.
Challenges To Implementing A 4-Day Workweek
However, potential challenges need to be considered when implementing a 4-day workweek. For example, how will coverage needs be met? And what effect will this have on company culture? These are questions that needed to be answered before making the switch.
Here are some potential challenges to implementing a 4-day workweek and how to overcome them:
1. How will coverage needs be met?
This is probably the biggest challenge when considering a 4-day workweek. And it will vary depending on the industry. For example, customer service or retail may need to be available during traditional business hours. But in many cases, coverage needs can be met by staggering employees’ schedules or using part-time or remote workers.
2. What effect will this have on company culture?
If not managed correctly, a 4-day workweek could lead to a feeling of isolation for some employees. Managers need to be aware of this and take steps to ensure that everyone feels included, such as holding regular team meetings or social events.
3. How will this affect employees’ workloads?
One of the main concerns with a 4-day workweek is that employees will feel like they have to cram five days’ worth of work into four days. To avoid this, it’s important to manage expectations and be clear about what is expected of employees.
4. What are the implications for pay and benefits?
Changes in work schedules do not necessarily affect pay if hours are kept the same or if employees are salaried. If hourly employees work fewer hours, they will be paid for fewer hours. But this doesn’t mean that their benefits should be impacted. In fact, some companies are choosing to keep employees’ pay and benefits the same, despite the reduction in hours. If you are seeing the same levels of productivity from your employees, it makes sense to continue compensating individuals at the same rate.
5. How will this affect employee morale?
There is no easy answer to this question. Depending on how a 4-day workweek is implemented, some employees may feel anxious or worried about the transition and how it may impact their work-life balance and schedule. Others may appreciate the flexibility of a shorter workweek. Ultimately, it is the employer’s responsibility to check in with employees before, during, and after the transition to a 4-day workweek to address challenges and feedback in real-time. Employers can help aid a smooth transition to a 4-day workweek by communicating openly and frequently about the reasons for the change and how it will benefit both the company and the employees, and by offering employees choices when possible.
The 4-day workweek is becoming more popular as companies look for ways to improve productivity and employee satisfaction. While there are challenges to implementing a 4-day workweek, there are also many potential benefits. With the right planning and execution, a 4-day workweek can be a success for both employees and employers alike.
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