Exploring the 4 Day Work Week: A Path to Improve Productivity and Employee Wellbeing

In the relentless pursuit of productivity, American workers often find themselves clocking in more hours than their global counterparts. According to the Organization for Economic Co-Operation and Development, U.S. employees average 1,791 hours worked annually—well above the OECD average of 1,716 hours and the sixth highest globally. 

This intense work schedule is prompting a growing interest in alternative work models, notably the four day workweek. This shift may be more than just a trend; it may signal a fundamental change in how HR leaders should think about workplace wellness and productivity. 

So, is a four day work week all it’s hyped up to be? Let’s explore it.

A Global Story of Success for the Four Day Work Week

Recent trials and studies from around the world are shedding light on the potential benefits of a four-day work week. These trials dispel some of the common pitfalls many expect from fewer work days, including logistical barriers and loss of productivity. 

In the UK, a notable pilot program found that nearly 49% of participants reported a smooth transition to this new model, with an additional 29% describing it as very smooth. 

The impact on productivity was equally promising: In the same program, 46% of respondents maintained current levels of productivity, 34% saw slight improvements, and 15% experienced significant gains. Encouragingly, 86% of participants were enthusiastic about continuing with the four-day workweek in the future.

In 2019, Microsoft Japan experimented with the four day work week to explore its potential benefits—what they found was exciting to say the least. After implementing a four day work week, the tech giant observed a remarkable 40% boost in productivity during the trial period. And the results were not just about increased output; employees also reported enhanced job satisfaction, with nine out of ten wanting to continue with the shorter workweek. Moreover, measures of stress, burnout, fatigue, and work-family conflict all saw notable declines.

Globally, organizations adopting the four-day workweek have reported impressive outcomes as a whole. On average, these organizations saw revenue increases of nearly 8% during the duration of their trial. At the same time, these organizations across the board saw reductions in absenteeism and employee turnover, emphasizing the model’s potential to enhance overall workplace satisfaction.

What challenges could organizations face with a four day work week?

Despite its apparent advantages, the four-day workweek comes with challenges that HR leaders need to consider before recommending the switch. 

Increased Pressure

One main concern is the risk of increased pressure on employees as they attempt to fit five days’ worth of work into a compressed schedule. This perceived crunch could potentially lead to higher stress levels and burnout if not managed effectively. 

Industry Demands

Some sectors like customer service and healthcare may find it challenging to implement a four day work week due to their need to provide continuous coverage. Still, this reality doesn’t change the need to provide support for employee wellness, making access to tools like a comprehensive EAP even more essential. 

Executive Buy-In

Americans have been operating under the traditional five day work week for nearly a century. For many executives who will need to ultimately sign off on fewer work days, this idea may feel too risky to implement. Overcoming this hurdle becomes easier when HR leaders have the data to back up the business case for a shorter work week; and overtime, as more organizations follow suit, the perceived risk may also shrink.

6 Steps to Successfully Implement a Four Day Work Week

For HR leaders contemplating a transition to a four-day workweek, a strategic approach is essential. Use these six considerations for help navigating the shift:

1. Change the Mindset 

Emphasize productivity outcomes rather than hours worked. Traditional metrics like time spent in the office and immediate responsiveness can misrepresent employee value. By focusing on productivity, you encourage a results-driven culture that prioritizes meaningful work over mere presence.

2. Define Goals and Metrics

Establish clear goals and metrics for success tailored to your organization’s specific needs. This involves setting precise productivity targets and determining how they will be measured. Metrics might include sales figures, customer satisfaction scores, or operational efficiency depending on your team’s functions.

3. Run a Pilot Program

Start with a trial period to test the new structure’s effectiveness. This allows you to assess the impact on productivity, employee satisfaction, and operational efficiency before making a full-scale transition. A pilot program provides valuable insights and helps identify potential challenges early on.

4. Embrace Uncertainty

Understand that the transition will involve a period of adjustment. The goal of a pilot program is to identify what works and what doesn’t, so be prepared for some trial and error. Use this phase to experiment with different approaches and refine your strategies based on real-world feedback.

5. Communicate Effectively

Transparency is key. Ensure employees understand that the transition will not result in pay cuts or layoffs. Emphasize that the goal is to enhance productivity and work-life balance through better time management and efficiency. Open communication will help manage expectations and foster a positive attitude towards the change.

6. Assess and Scale

After the pilot, evaluate the results against your predefined metrics. Gather feedback from employees and analyze performance data to determine the model’s effectiveness. Use these insights to refine your approach and consider scaling up the model if it proves successful.

The Four Day Work Week: The Future of Work?

Adopting a four day work week offers an opportunity to rethink how we approach work and productivity. By focusing on results rather than hours, organizations can foster a more balanced and effective work environment. As the global conversation around work-life balance continues to evolve, the four day work week represents a significant step towards creating a more sustainable, and ultimately fulfilling, workplace.

For HR leaders, exploring the four-day workweek could be a strategic move to enhance your organization’s overall performance and employee wellbeing. Still, it’s only one tactic to address existing challenges in the modern workplace. 

Improving your organization’s productivity and culture takes a comprehensive approach. Carebridge EAP successfully helps organizations rise to that challenge with a people first approach. Reach out today to learn how your organization can benefit next: Get a Quote