Photo Credit (Freepik)
Productivity, engagement, and loyalty among workers can all benefit from a four-day workweek. But many appear intent on going backwards instead, just when companies require these benefits the most.
Many businesses are seeing this as a cue to begin implementing more regulations over their employees in anticipation of the impending economic slump.
Employees have become acclimated to flexible-working alternatives over the previous two years, but there has been a general tightening of these policies and more clear messages about returning to the office.
‘Command and control’ is the default setting for many people when times are uncertain since it is familiar and the old ways of doing things seem safe.
From a managerial vantage point, this could make sense: when circumstances are tough, you must work harder, and the only way to make sure your people are giving it their all is to keep an eye on them.
Whether you’re working from home, a hybrid space, or the traditional office, these are the ways in which your employment is evolving.
This reasoning, however, is incorrect, in my opinion. Actually, I’d go so far as to say that a recession would be the perfect opportunity to test out something completely novel, like a four-day work week.
“Insanity!” Listen, I can hear you sob. Give me a chance to persuade you that I’m wrong.
Companies worried about their bottom lines as they navigate uncertain economic waters must increase, or at least sustain, productivity. Companies’ budget cuts, hiring freezes, and, worst-case scenario, layoffs will make this much more challenging, forcing many organizations to accomplish more with less.
Workers should anticipate a rise in their workload. Worrying rates of burnout and absenteeism are emerging from teams that are already overworked due to widening skills gaps inside organizations and the continuous flight of talent. It doesn’t take a business whiz to figure out that employers’ attempts to ramp up the pressure could backfire if they combine longer hours with more demanding targets and a mandatory return to the office.
The many advantages to organizations, including increased productivity, of cutting down on working hours are becoming more apparent. More than a hundred enterprises currently conducting trials of four-day work weeks lend credence to this assertion, as do the accounts of an increasing number of businesses that have independently experimented with or adopted such a schedule.
Its scientific basis is really straightforward. People are more productive when given shorter bursts of intense labor, and when given more time off to relax and rejuvenate, they bring a positive attitude and greater drive to their jobs. As a result, you have more leverage when hiring and less turnover and absenteeism. No matter how bad the economy is doing, this is something every leader should be aiming for.
A four-day week should be seriously considered by companies for more than one reason. Wages are falling behind cost of living increases due to rising inflation and firms’ efforts to save costs. Highly qualified individuals are in great demand from recruiting managers who are eager to bridge talent gaps and provide growth, as the demand for talented personnel remains high.
Any company would prefer not to lose its top talent, recession or no recession. Nothing can keep great talent from leaving if companies can’t entice them to remain.
Giving workers the option to work four days a week without a decrease in compensation would be a great alternative to salary increases if those are not an option. With so many people going to extreme lengths, including leaving their professions, to ensure they have a healthy work-life balance and adequate financial resources, it’s likely that many workers would choose a three-day weekend over a few extra dollars in their bank accounts each month.
Additionally: four strategies to stand out in today’s competitive job market
It is understandable that during a recession, businesses would rather not take chances. However, it does not imply that going back to the previous method is the best course of action. In fact, with so many external and internal factors weighing down workers, this is the perfect moment for businesses to look for ways to significantly boost employee output, enthusiasm, and contentment on the job.
The fear of change that many firms feel during economic downturns is a major threat. The possible benefits of a four-day workweek, including higher productivity, fewer absenteeism, better staff retention, and happier, more dedicated employees, seem to much exceed the costs, especially considering that enterprises can implement it for almost no cost at all.
‘Do they want to move forwards or backwards?’ is a question that leaders should ask themselves as they contemplate the upcoming 12 months.
Workers are reluctant to give up the autonomy that has improved their work-life balance. Businesses will not be able to weather these storms if their employees are required to shoulder the extra financial and practical burden of daily commutes to and from the office.
Keeping investing significantly in the organization’s most precious asset—its people—is the only way to keep going ahead.
ZDNet’s editorial staff writes the weekly Monday Opener to provide their view on the IT news of the week.
