“More than a chance to work from home or anywhere. People want flexible hours, which I think is what we’re here to discuss.” –Adam Grant
Where did the 5-day work week come from, anyway? Who invented it? It is right for 2023 or is there better alternatives? Could 4 days be the flexible future of our work week? Or is 35 hours a week the right number, with business leaders allowing employees the option of spreading those 35 hours over however many days a week they prefer?
Why Businesses and Employees are Rethinking the 5-Day Work Week
First, let’s view why the traditional 5-day work week has come under such scrutiny. Whether it is something you agree with as leaders or not, the labor market is forcing companies to explore these new flexible work schedule alternatives. An increasing number of us don’t want to be defined only by our careers. We want to plan work around our lives, not the other way around. Building stronger families, addressing the need for better childcare, and placing greater focus on our physical and mental well-being are all silver linings of COVID-19, which has forced us to rethink our priorities. The biggest challenge to our society currently is our careers and family peaking during the same timeframe in our lives. It is also the biggest driver of today’s evolving, post-pandemic business model.
“It was about a century ago that Henry Ford reduced the work week from six days to five because he found that people were more productive, morale went up, there was more loyalty, there was lower turnover, and he said it was good for business,” said behavior psychologist Adam Grant in his recent podcast The four-day work week: luxury or necessity?
Another example of this is when, back in the 1930s, Kellogg’s offered their workers six-hour shifts reduced from eight hours for exactly the same pay. It dramatically increased the amount of people who wanted to work for Kellogg’s. Speaking at the recent World Economic Forum, author and social entrepreneur Hillary Cottam shared Kellogg’s results, “What’s really interesting is that at Kellogg’s, productivity went up dramatically. Accidents went down. The economics of the company really changed and people’s lives improved. People said that they had, quote, “more life,” and that they could fit in taking care of people. They had time to make things. They ran their own sports teams.” In a nutshell, with a compressed work schedule Kellogg’s employees of decades ago enjoyed greater work-life balance with more room in their lives for the things that were important to them, such as family time.
The 2022 Global 4-Day Work Week Experiment
However, times have changed in the last century. All these factors have a lot of organizations around the world rethinking the work week. A 4-day work week trial has been running since January 2022 across several countries, where more than 70 firms are taking part in the scheme where employees get 100% pay for 80% of their normal hours worked.
After six months, data shows that productivity has been maintained or improved at most firms. More than half the organizations responded to a survey midway through the trial; 86% of those surveyed said they would keep the four-day week policy going after the trial ends. The majority of firms reported that it is working well for their business, while 95% said productivity had stayed the same or improved during the shorter week. According to Nicci Russell, managing director of Waterwise, one of the companies in the trial, “We certainly all love the extra day out of the office and do come back refreshed. It’s been great for our well-being and we’re definitely more productive already.”
Post-pandemic, our employee satisfaction, or lack thereof is speaking volumes and office workers in particular are benefiting from the flexible model.
*Related – A Company that Offers Lifetime Employment
Ohood Al Rumi, Minister of State for Government Development and Future of Emirati shared why they embarked on the 4-day work week trial. “This decision was triggered by four reasons. First, enhancing well-being. Second, strengthening the family bonds and community relations because people will have more time to take care of their families, whether men or women. And they will have more time for recreational activities. The third one is economic, because when people have a longer weekend, they can spend more, and this will benefit the local domestic sectors and also to better align with the global markets.”
Success Equals Measuring Productivity Over Hours Worked
The most successful case studies are by organizations that evaluate not by the time employees put in, but by the contributions they make. “We focus on results. Not clock in, clock out. Productivity at the heart of what we do, we have systems to measure the performance of entities and individuals,” Rumi continued. He shared that among employees, 70% felt they were experiencing greater efficiency with a heightened ability to manage time and prioritize work, and 71% enjoyed more time for family responsibilities. Elevated employee happiness resulted in 55% less absenteeism, benefiting all concerned.
Political scientist and author Anne Marie Slaughter echoed a similar sentiment, “The United States really thinks that how hard you work is the measure of your moral worth. I would argue that caring for your family, that the time you spend on emotional caregiving is, if anything, it’s more a measure of moral worth, but at the very least, it’s equal.”
The 4-Day Work Week: Problems and Solutions
The flexible work week is being analyzed even further. “And what we know now is that in fact, that wasn’t the kind of experiment that stuck. Because four days is a male solution to this problem because basically, it doesn’t think about care. Because care of our children or our parents or just being with friends doesn’t happen in four days. It happens around the day,” says Hilary Cottam. She encourages taking a fresh look at time boundaries around working and caring, playing and simply being, i.e., “rethinking the linear life”.
Cottam figured out an alternative to the 4-day work week. She focused more on flexibility of when employees work versus a set of days they work. “What I’ve done is I’ve used an organization called Timewise for my hiring. Timewise has women who basically want to work predictable flexibility. I hire from them. Immediately, I have a fantastic workforce that shares that norm.” Cottam claims that it leads to a much more equitable work situation, one that sends any potential woe is me attitude packing. The childcare needs of some employees don’t automatically become more important than those of others enjoying social interactions with friends, i.e., the parents and the child-free aren’t pitted against each due to greater or lesser obligations outside the workplace that can affect the entire group. It is a solid example of brilliance in the basics.
The New Reality Whether You are Ready for It or Not
Jonas Prising, CEO of ManpowerGroup and fellow panelist at the World Economic Forum shared that rethinking the work week is a necessity today. “In labor markets that are constrained in terms of workers, workers are making the choice for us. They’re joining organizations that will provide flexibility and choice. And (that) is really the way to attract and retain talent.”
It isn’t a case of, what if it happens? It is happening, heavily influenced by the demands of workers themselves. And experiments across the global workplace are proving that many times it can be done successfully, leading to a boost in morale, greater productivity, and higher employee retention. And, in turn, what we all want . . . a better customer service experience.
The FIFA World Cup 2022
As most of the world’s eyes are on the FIFA World Cup currently happening in Qatar, The DiJulius Group is proud to have been the consulting company that trained the government and businesses in Qatar to raise their customer experience for all the tourism attending the World Cup.
Episode 099 of the CSRev Podcast – Meet as Strangers, Leave as Friends
QUOTE OF THE WEEK
“An experience epiphany fills a gap customers didn’t know they had
and now cannot live without.”
CX VIDEO CLIP OF THE WEEK
Don’t ask the customer what they want, give them something they can’t live without:
Are you in charge of your brand’s customer experience? Are you currently or on track to be your company’s Chief Experience Officer (CXO)? It’s time to start learning the methodology applied by world-class companies to create consistently memorable moments that lead to happy customers and happy employees. The Customer Experience Executive Academy (CXEA) is the Harvard of Customer Experience, featuring:
- The DiJulius Group’s trademarked X-Commandment methodology
- How to improve the 6 components of your customer’s experience
- How to develop a strong Customer Experience Action Statement that brings purpose and meaning to your employees and organization
- How to recruit and develop a team with high customer service aptitude that aligns with your core values
- How to build a culture that always goes above and beyond what is expected during interactions
- How to develop tailored experiential standards for each customer, in each interaction they have with your company
- How to create systems that ensure consistency among departments and locations
- How to implement zero-risk systems that avoid service challenges and strengthen customer relationships
- How to measure your customers’ experience and execute with the data you receive
- And, become a world-class Customer Service Experience leader