There is little doubt that competition for good jobs (and for retaining your current job) is fierce. Moreover, there are increasing demands for workers to up their game and be more productive and loyal. On the other hand, worker stress and burnout are on the rise, and many younger workers want a job that offers better work-life balance. What might be a solution?
Around the world, there is a movement in some countries to reduce the work week from 5 days to 4. In a recent study, Dr. Juliet Schor studied thousands of workers in the U.S., the U.K., Brazil, Germany and other countries who were put on a 4-day-a-week pilot program for one year (there was no reduction in salary). One concern was that the reduced hours (32 hours instead of 40) would lead to a decline in overall productivity. For the most part, that wasn’t the case. In fact, at the end of the study, the vast majority of the companies kept the 4-day work week.
What Were the Effects?
It was very clear that employees working the 4-day-a-week schedule reported better mental (and even physical) health. There was a large reduction in employee burnout.
One concern, however, is that very high-demand jobs that require long hours might lead to increased stress as workers try to do the same amount of work in a reduced number of hours. Another concern is that some jobs, such as retail work and customer service, require coverage across the full work day/week, so employers may incur the increased costs of hiring more workers to make sure that stations are manned.
One “side effect” of the 4-day work week is that employees don’t take as many “personal days” to run necessary errands, such as doctor and dentist appointments, and the like.
Another positive is the reduced commute time (and accompanying reduction of greenhouse gases).
What Is Going on Psychologically?
There is little doubt that the majority of workers prefer the shorter work week. In fact, they seemed to habituate to it, with some workers saying they would refuse to go back to the 5-day schedule even if they were paid more money.
An important factor in reduced workday scheduling is the flexibility and sense of control that workers get over their lives. They can structure a longer weekend for getaways, and can use the “fifth day” to run errands. Employers might capitalize on that increased sense of control by allowing workers more flexibility in their schedules, even if the 40-hour work week stays in place.
While employers might lament the lack of worker hours invested, there are some strategies that can ensure that productivity does not lag, even with reduced hours. For example, in some companies, they limit the length of meetings to encourage workers to get more done in less time.
