Nearly 3000 employees, across 61 companies, took part in the pilot program recently, to research the efficacy of a 4-day workweek. The results of this (ongoing) program have led to a lot of conversation amongst HR and leadership circles over the last few weeks.
The results have been largely positive.
- A majority of these companies have reported higher levels of employee engagement, job satisfaction, and in some cases, improved revenue.
- 56 of the 61 companies say they will continue to implement the program once the pilot ends.
- Similar programs being conducted in other countries—Australia, Belgium, Spain, and the US—have reported positive outcomes
That’s great news for anyone looking for alternate work models to implement in their organizations. As employers, we have another tool in the workplace toolkit, one that has proven benefits.
But the debate cannot end here. While the 4-day work model is a viable option for some firms, it’s not for everybody. Ultimately, we must stress test the hypothesis and come to a bulletproof conclusion before widespread adoption is possible.
The future of work needs a new approach
“The 4-day workweek is not a silver bullet, but it is a powerful tool to help companies meet the challenges of the 21st century.” – Jason Fried, founder of Basecamp
The success of this experiment has made one thing clear—the old ways of working just don’t cut it anymore. To a workforce that is exhausted from two years under lockdown and uncertain about the impact of return-to-office policies, the “19th-century factory” approach appears outdated. There is a new normal and as employers, we need to adapt to it.
Which is why the debate around the 4-day or 5-day week shouldn’t just be limited to how many days we need to be working. There is a la