The nature of work has been evolving for years, with companies and employees seeking more flexible and accommodating work arrangements. Even before the COVID-19 pandemic accelerated the shift towards remote work, two notable trends - the adoption of Summer Fridays and the four-day workweek - were gaining traction.
These flexible work arrangements became popular as companies sought to improve employee satisfaction, increase productivity, and remain competitive in a rapidly changing market.
As Josh Bersin aptly puts it, "the 'five-day week' is an artificial construct we’ve been living with for 100 years. Now that remote work, flexible work, and AI-powered scheduling systems are available, we don’t have to operate in this traditional 'work week' fashion anymore."
What Do Workers Want?
A 2023 Gallup survey, as reported by CNN, found that "a full 77% of US workers said a four-day, 40-hour workweek would have a positive impact" on their well-being at work. This statistic underscores a significant shift in worker preferences and expectations.
The desire for flexibility is driven by 5 factors:
1. Better Work-Life Balance for Mental Health and Stress Reduction
Today, workers are prioritizing their personal lives and seeking ways to better integrate work with their other responsibilities and interests. A more flexible schedule allows for more time with family, pursuit of hobbies, or personal development activities.
Shorter work weeks or more flexible schedules can help reduce stress and prevent burnout, leading to improved mental health and overall well-being.
2. Reduced communiting time and costs
With the rise of remote work options, many employees have experienced the benefits of eliminating daily commutes. This not only saves time but also reduces transportation costs and environmental impact.
3. increased control over schedule
Workers appreciate the ability to structure their workday in a way that aligns with their peak productivity hours and personal commitments.
4. Focus on results rather than hours
There's a growing recognition that productivity should be measured by output and results rather than time spent at a desk. This shift in mindset supports more flexible work arrangements.
5. pursuit of personal interests
Additional time off allows workers to engage in personal interests, volunteer work, or side projects, which can lead to greater job satisfaction and personal fulfillment.
This shift in worker preferences is not just about wanting more time off. It reflects a broader desire for a work environment that respects employees' lives outside of work, trusts them to manage their time effectively, and focuses on outcomes rather than rigid schedules.
As a result, companies that offer flexible work arrangements like Summer Fridays or four-day workweeks are often seen as more attractive employers, potentially giving them an edge in recruiting and retaining top talent.
The Rise of Summer Fridays
Summer Fridays refer to the practice of allowing employees to leave early or take the day off on Fridays during the summer months. This perk is particularly popular in industries such as tech, finance, and media, where competition for top talent is fierce.
The concept originated in New York City in the 1960s when ad agencies would let their employees leave at noon on Fridays during the summer. Since then, it has evolved into a coveted perk that some companies offer year-round.
Summer Fridays are seen as a way to boost employee morale and productivity. By giving employees an extra day off or a shorter workday, companies show that they value their well-being and trust them to get their work done efficiently.
The Four-Day Workweek Movement
The four-day workweek is another alternative to the traditional five-day schedule that has been gaining traction in recent years.
In 2018, New Zealand-based company Perpetual Guardian made headlines when it announced that it would be implementing a four-day workweek for its staff of 240. The results were overwhelmingly positive, with employees reporting higher job satisfaction, improved work-life balance, and increased productivity.
Other companies have followed suit, including tech giant Microsoft Japan, which saw a 40% increase in productivity after implementing a four-day workweek.
The potential benefits of a shorter workweek are numerous, including reduced stress and burnout, increased employee engagement, and cost savings for companies in terms of office space and utilities.
Challenges and Considerations
While Summer Fridays and four-day workweeks offer many potential benefits, they also come with challenges that must be addressed.
- Maintaining productivity - Employers may worry that reducing work hours will lead to decreased productivity. However, studies have shown that happy employees are more productive, and flexible schedules can actually increase job satisfaction.
- Scheduling conflicts - With fewer days available for work, scheduling conflicts may arise among team members or with clients. Effective communication and planning are essential to ensure that deadlines are met and work is distributed evenly.
- Fairness - Employers must consider how to implement these flexible arrangements fairly among all employees. For example, not all roles may be suitable for remote work or compressed schedules, so clear guidelines and policies must be put in place.
- Burnout - In some cases, employees may feel pressure to cram five days' worth of work into four days, leading to burnout. Companies must establish boundaries and encourage employees to take time off when needed.
Practical Advice for Implementation
Whether a four-day workweek or Summer Fridays, organizations that are considering implementing a revised schedule need to plan carefully to avoid the potential pitfalls. Here are some suggestions.
Assess Business needs and Employee Interests
Companies contemplating the implementation of a four-day workweek or Summer Fridays must conduct a thorough assessment of their unique business needs and industry dynamics. Start by evaluating the nature of the work being performed and how it aligns with customer expectations.
For instance, service-oriented businesses may require more consistent coverage, necessitating flexible scheduling strategies that still accommodate client demands. This can involve staggered work hours or rotating schedules to ensure that critical roles are always filled.
Consider conducting surveys or focus groups with employees to gather insights on their preferences and concerns regarding alternative schedules. This feedback can inform the development of policies that resonate with the workforce while also addressing operational requirements.
Establish success metrics and a baseline for comparison to assess the program's success up front. Companies should also evaluate the financial implications, including the impact on payroll and operational costs to ensure that any changes are economically viable.
Legal and regulatory requirements related to employment practices in your jurisdiction must also be considered. Understanding these guidelines will help businesses navigate potential conflicts and create a compliant framework supporting flexible work arrangements.
Consider a pilot program
Implementing a revised work schedule can be a significant change for any organization. Therefore, it's recommended to consider piloting the program before fully adopting it. This approach allows companies to test the concept and make necessary adjustments based on employee feedback and other relevant insights.
Pilot programs also help build support and buy-in from employees by showcasing tangible benefits. It can alleviate concerns or skepticism about how the revised schedule will impact workload distribution, productivity, and customer service levels.
Communicate transparently and manage expectations
Clear communication is vital when introducing a revised work schedule. Companies should proactively address questions and concerns employees may have, including how the changes will affect their roles, compensation, and benefits.
To help employees adjust to new schedules, companies can offer training on time management techniques or encourage team members to share strategies for effectively managing workload distribution. Employers should also communicate clearly about the expected outcomes of these changes, such as increased productivity or improved work-life balance.
It's essential to manage expectations from both employees and customers by informing them of any potential changes in response times or availability. Open and transparent communication can help alleviate any potential disruptions during the transition period.
assess success
Whether a pilot program or a long-term permanent change, it's crucial to determine how the previously identified success metrics are impacted. Has productivity increased? Are employees more satisfied? Is turnover down?
Data and feedback from employees, customers, and other stakeholders can help provide insights into the program's success and inform any necessary adjustments, while financial metrics can help evaluate the economic viability. Regular check-ins and assessments can help companies fine-tune their revised schedules to achieve optimal results.
Non-Traditional Workweeks Can Be a Benefit for Employees and Employers
Implementing a four-day workweek or Summer Fridays can benefit both employees and businesses. Of course, every company is different, so it's essential to tailor any changes to fit your specific goals and objectives.
Ultimately, creating a positive work culture where employees feel valued and motivated to perform their best should be the ultimate goal for any organization.
When you partner with Ulliance, our Life Advisor Consultants are always just a phone call away to teach ways to enhance your work/life balance and increase your happiness. The Ulliance Life Advisor Employee Assistance Program can help employees and employers come closer to a state of total well-being.
Investing in the right EAP or Wellness Program to support your employees will help them and help you. Visit https://ulliance.com/ or call 866-648-8326.
The Ulliance Employee Assistance Program can address the
following issues:
• Stress about work or job performance
• Crisis in the workplace
• Conflict resolution at work or in one’s personal life
• Marital or relationship problems
• Child or elder care concerns
• Financial worries
• Mental health problems
• Alcohol/substance abuse
• Grief
• Interpersonal conflicts
• AND MORE!
References:
4 Day Work Week Benefits; Indeed for Employers
https://www.indeed.com/hire/c/info/4-day-work-week-benefits
Most People Would Love a 4-Day Workweek, But It Doesn't Work for Everone; CNN; Jeanne Sahadi
https://www.cnn.com/2023/11/07/success/four-day-workweek-survey/index.html
Summer Fridays Gain Traction With Employers; Business News Daily; Max Freedman
https://www.businessnewsdaily.com/15102-summer-fridays-gain-traction.html
The Four-Day Work Week: An Idea Whose Time Has Come; Josh Bersin
https://joshbersin.com/2023/11/the-four-day-work-week-an-idea-whose-time-has-come/
The Evolution Of Summer Fridays In The Workplace; Forbes; Caroline Castrillon
https://www.forbes.com/sites/carolinecastrillon/2024/06/30/summer-fridays-in-the-workplace/