Resources
We know the transition to a four-day workweek may seem insurmountable. That’s why we’re sharing below numerous resources that our partners and we have developed. Contact us if you have any questions or if you’d like to connect with the authors of these resources.
Work Time Reduction - Center for Excellence:
This organization consists of four-day workweek transition experts with deep experience who can guide employers through a pilot and transition to a four-day workweek. Click here to view all their resources.
The Work Time Reduction Center of Excellence, in partnership with the renowned Josh Bersin Company, recently published a guide to the four-day workweek: The Four-Day Work Week Learnings from Companies at the Forefront of Work-Time Reduction.
SmartWorkweek:
Their website contains self-guided step-by-step tools and resources for managing your own transition to a four-day workweek from a CEO who pioneered it at his own company.
4 Day Week Global
Extensive Research Reports from Their Studies, including country-specific results
4 Day Week Campaign - UK
While these resources were written by our partner in the UK, these resources are still relevant for U.S. employers, employees, and unions.
Additional Resources
An Introduction to the Four Day Workweek - Jon Leland
How to Actually Execute a 4-Day Workweek - Josh Bersin
Practical Application of a Four Day Workweek - Laura Early, CEBS
Considerations for the implementation of a 4-day work week- Robert Walters Group
Can You Implement the Four Day Week in a Billable Hours Context? - Jackson Kerchis
For Employers: Our Recommended Steps for Transitioning to a 4 Day Workweek
A successful 4 day workweek involves every level of an organization. Leadership needs to provide clear impact oriented goals, metrics for velocity, efficiency, and quality, and a culture of high trust and high expectations. At the team level, managers should shorten or eliminate meetings, identify and address inefficient processes, and eliminate low impact work. At the individual level, employees are expected to use their extra time to balance work, rest, family, and life, so they can come to work with more focus, higher engagement, and higher loyalty.
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Before implementing any changes, it's crucial to evaluate your organization's readiness for such a transition. This may involve:Employee surveys: Understand your employees' interest and concern about a shorter workweek.Assess operational feasibility: Analyze if the nature of work allows for a shorter workweek without impacting productivity.
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Most employers move to a uniform Monday-to-Thursday 4-day/32-hour workweek, but this may not work for your workplace. Define how you would make it work for you.
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Clearly outline your objectives, timelines, the model you intend to use, and how you'll address potential challenges. This plan should also include communication strategies to keep employees informed throughout the process.
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Start with a pilot program in a department or with a small group of employees. This allows you to assess the impact before rolling it out company-wide. Ensure you have metrics in place to measure the success of the pilot.
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After the pilot, gather feedback, assess productivity, and evaluate overall success. Adjust your approach as necessary before a full rollout.
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If the pilot is successful and you decide to proceed, plan a gradual rollout throughout the company. Provide support and resources to managers and employees to aid the transition.
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Even after full implementation, it's important to continually review the system, address any issues, and make improvements as needed.For detailed information and resources, let's search the web for case studies, research papers, and guides related to transitioning to a four-day workweek.
For Employees: How to get a 4 day workweek at your workplace.
A successful pilot of a 4 day workweek is a pact between an employer and their people. It takes commitment and trust from both sides. Build up support for a trial among fellow employees and learn how to approach your employer in a constructive and cooperative way to find a path that can work for everyone.
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If you're in a position to have a conversation at work about the topic, get in touch for advice on how best to advance the conversation with your employer in a constructive and positive way about piloting a 4 day workweek.
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Our advice is to introduce the topic as neutrally as possible to start a conversation with leadership about a 4 day workweek. Note the recent research and pilots and that this is an emerging issue in the future of work. It may be a competitive risk or just something that's worth understanding. Position yourself as a skeptic and maybe propose developing a brief on the topic for leadership summarizing what the most recent research is and how companies are making it work.
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Once the issue is on the table, getting employee interest in a 4 day workweek at your organization is important for building momentum and interest in a trial. Share our petition with coworkers and we’ll share with you the number of employees who have signed on. Identify executives or other leaders who are your allies in bringing this issue forward.
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The 4 day workweek can stir up a lot of emotions–excitement in employees and fear in managers and leaders. It's important to remind everyone that piloting a 4 day workweek needs to be a data driven process to ensure that it is working for everyone, including the organization.