In a post-pandemic world, American workers are experiencing more flexible work models than ever before. Some of us work from home, have hybrid schedules, or even plan out our hours. Despite these changes, reports of unprecedented levels of burnout persist. Surveys have shown that more than 50% of Americans are feeling the effects of burnout, leaving us to question why.
Workload is the usual suspect, but it’s not a new problem. It could be a combination of inflexibility, lack of connection, disengagement, or simply the fact that the world of work has evolved rapidly over the past few years.
Enter the four-day workweek. Although not a new concept, the movement advocating for its implementation is gaining momentum. As dissatisfaction and burnout continue to rise, this shiny new solution is capturing attention. Reported benefits from pilot programs tout a reduction in burnout, along with a 32% reduction in resignations, among other benefits.
While these findings are attractive, the benefits of a four-day workweek can vary depending on the industry, company culture, and how schedules are implemented. Business owners must carefully weigh the advantages and disadvantages before deciding what’s best for their company and employees. If you’re considering this option for your business, keep reading for a breakdown of some pros and cons to help navigate the elements that best apply to your organization.
Disadvantages:
- Imbalance: The concept of a 4-day work week can create an imbalance within a company’s culture as it may make sense for some positions but not for others, thus creating segments or “levels” within the company. For example, if the corporate office can manage without an extra day, but the manufacturing part or warehouse cannot, it could create a sense of inequality.
- Time Conflicts: Businesses may face challenges coordinating schedules, meetings, and deadlines with clients and partners who operate on a traditional five-day workweek. The Harvard Business Review found that if different employees have different days off, this can also impact team management internally. An internal and external struggle to collaborate can result in misalignment, pushed deadlines, and poor deliverables.
- Effect on hourly workers: A critique from New York Magazine pointed out that this schedule is only favorable to white-collar workers. 4 Day Week acknowledged that participating companies are disproportionately small and white-collar. Hourly workers may face challenges with reduced income if their hours are cut as part of the transition to a four-day workweek, potentially leading to financial strain. Careful attention must be paid to how hours and compensation are restructured.
- Longer days: Many companies solve the issue of missing hours by making the days longer. The typical approach is switching from five eight-hour days to four ten-hour days. While this option is feasible, switching to ten-hour workdays doesn’t bode well with everyone. Gallup found that for about 43% of employees, the tradeoff of longer days for an extra day off is worth it, while others weren’t so thrilled.
- Unrealistic for some industries and companies: Any business that is client-facing, service-based, or on a tight manufacturing schedule could struggle to follow the four-day model. While many companies that participated in pilot programs chose to stay on a four-day schedule after their trial was up, companies that didn’t report that rather than feeling rested and recharged from an extra day off, their employees experienced more stress from “extreme workdays”.
Advantages:
- Increased employee satisfaction and retention: Employees who have participated in four-day workweeks reported improved mental and physical health, less fatigue, and were generally more satisfied.
- Higher productivity: This perk has been a common theme across the results of many different studies. The reason for this comes down to the simple fact that there isn’t time to waste. Meetings become shorter and less frequent but of higher quality. Emails and communication became more focused along with general workflow.
- Cost savings: Saving on utility and maintenance costs just one day a week may not seem like a lot, but 51% of businesses implementing a four-day workweek saw siginificant savings and reported up to 20% cuts on utility costs.
- Improved recruitment and retention: Big perks attract top talent, and plenty of it. Companies with four-day workweeks have experienced a significant increase in high-quality applicants. Overall, 63% of pilot program participants found attracting talent easier. This perk also encourages employees to stay. A BBC poll found that 40% of global workers said workplace flexibility was among the biggest reasons they stayed in their roles.
- Reduced absenteeism: An extra day off allows employees to tend to personal matters, appointments, and other responsibilities they may normally have to take time off for. In a UK trial, 54% of employees found balancing their jobs with their personal lives easier.
Every workplace is unique, and there is no one-size-fits-all solution to the demand for flexibility. If you implement a four-day workweek, do so intentionally and be prepared for adjustments before your employees hit their stride with the new schedule. If you decide this isn’t a viable option, consider other ways to implement flexibility for your employees, such as extra sick time intended for appointments, a hybrid schedule, or additional PTO. If you can meet the need for a better work-life balance, your company will see benefits, regardless of the number of days you work.
Jeremiah Mostrom is the Chief Revenue Officer at Axios HR, where he’s been for four years. Based on his experience and what he’s seen through his role, he believes in culture, meaning, and empathy as the three pillars to employee retention and a strong workplace.
