The idea of implementing a four-day workweek is gaining popularity as the COVID-19 pandemic carries on into its second year, and more working Canadians are rethinking their priorities. Companies are taking notice of the shift in employee attitudes, particularly amid a looming labour shortage. Will the increased focus on work/life balance and employee mental health spell the end of the Monday to Friday nine to five?
Many organizations had already been moving away from the traditional workweek in recent years, and now it seems like the four-day workweek may just be an idea whose time has come.
Here's a look at why the concept of a condensed work week is having its moment right now, some places where such policies have already been experimented with, and the pros and cons of working fewer days.
Why now? COVID was the catalyst for disrupting the traditional workweek for several reasons. A global health threat and repeated lockdowns caused many people to reflect on their career and lifestyle choices. The increase in people working from home also proved that employees can work on their own schedules and still deliver results. Advancements in technology and communications tools have resulted in more and more businesses moving towards a results-focused strategy. This allows them to reduce work hours for staff without reducing their pay, as productivity levels remain the same.
Current labour market trends are also pushing change. Many sectors are already experiencing a shortage of workers, a situation that is expected to increase across more industries as the latest wave of COVID subsides and the economy heats up. Employers will have to compete for scarce talent, and candidates' renewed focus on their work/life balance has them second-guessing returning to full-time, on-site positions.
Hybrid working arrangements, a split between on-site and remote work, is a trend that works for many organizations. However, it is not without its drawbacks. [Link to the toxic hybrid article] Chief among these can be feelings of inequity or insecurity among staff as not all employees have the same ability to work from home.
A company-wide four-day workweek could just be the solution that provides the same advantages for all staff.
Where a four-days been tried
The idea isn't new. Even before the pandemic, staff at Microsoft Japan experimented with working four days a week. The company reported that with staff enjoying three-day weekends – while still collecting their full paycheques - productivity increased by 40 per cent.
A real estate planning firm in New Zealand reported similar results. When Perpetual Guardian implemented a four-day workweek for staff, productivity went up, and employees reported a significant improvement in their work-life balance.
Closer to home, Toronto-based recruitment firm The Leadership Agency has implemented a four-day workweek, and CEO and founder Jamie Savage says that they "are never going back." Savage told me that The Leadership Agency has experienced a 200 per cent increase in productivity and increased revenue by 150 per cent since making the change.
Several Canadian towns have also experimented with moving to a four-day workweek schedule for municipal employees.
The pros and cons of a four-day workweek
First and foremost, the shortened workweek gives employees a three-day weekend every week. That is an enviable perk that can give an employer the edge over competition when recruiting staff in a tight labour market.
Staff who are enjoying their regular long weekends and appreciating the work/life balance that comes with having an extra day to spend on personal priorities are also less likely to be looking for opportunities elsewhere.
The extra day off per week makes it easier for employees to schedule medical appointments and other errands that might otherwise disrupt the workweek. This results in fewer missed days and work interruptions.
The condensed schedule also causes employees to make much more effective use of their time. Savage noted that in order to focus on work, fewer meetings were called, reducing recurring, routine meetings in exchange for essential meetings with a specific purpose or end. Meetings also tended to be shorter, with less time wasted.
A great deal of time is wasted at the office. However, when staff members are driven to deliver their full results in fewer hours in order to maintain the desired four-day workweek lifestyle, procrastination isn't an option. The productivity boost that this motivation and focus can deliver is measurable.
So, companies can compete for talent. Staff is happier and more productive. Scheduling is more predictable with fewer interruptions. What are the downsides?
There is an adjustment period. Not everyone is on board with changes to their routine. Savage reports that some employees were uncomfortable with the new non-traditional work style, so the Leadership Agency actually encountered a period of increased turnover.
If companies need to hire extra staff to cover the gaps in scheduling brought about by the shorter workweek, that can come with extra implementation costs.
Communication is key. Clients and partners need to be aware of staff availability. Having employees expected to respond to inquiries and requests on their day off defeats the purpose.
Companies need to ensure that employees whose work depends on each other are available at overlapping hours. Workers waiting an extra workday when input is required will cause productivity gaps.
However, the cons are largely implementation issues. As employers grapple with the job seekers' market of 2022 and look for every advantage to attract and retain talent, the four-day workweek could be an increasingly attractive option. It is a low-cost solution to boost employee job satisfaction and productivity while setting the company apart as an employer of choice.