We all want to manage our time. But by learning how to manage your energy, in addition to your time, your productivity will skyrocket. When our teams are working smarter, and not harder, they will see the impact they’re making on the organization. This motto will be key for managers looking to make the permanent switch to a four-day workweek.
A four days’ work week isn’t a compressed work schedule, but rather reduced hours. So, the employee would work around 28 hours over four days and have a three-day weekend.
A 4 days week can lead to happier and more committed employees. Employees are less likely to be stressed or take sick leave as they have plenty of time to rest and recover. As a result, they return to work feeling ready to take on new challenges.
Meanwhile, the leaders of Finland and New Zealand have suggested that moving to a four-day workweek would similarly benefit worker productivity and satisfaction while also stimulating domestic tourism and improving national morale. A rural municipality in Nova Scotia, Canada, is already experimenting with the four-day-week framework.
Here are a few findings Gallup recommends considering:
- Workers want more flexibility. Not only does job flexibility correlate with higher employee engagement, but it also allows employees to boost their overall well-being in other areas while still meeting the requirements of their job.
- About two-thirds of engaged employees are thriving in their overall lives regardless of the days worked per week.
- For people with low job satisfaction and no opportunity to do what they do best, increasing hours worked led to declines in life evaluations and positive daily experiences.
- For well-being, the quality of the work experience has two to three times the effect of the number of days or hours worked.
Advocates of a shorter work week think the new system will delight both employees and companies. What do you think?