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Switching to a 4-day workweek may require a ‘conscious redesign of work’

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Summary

This article looks into the idea of switching to a 4-day workweek, and how it requires more than just condensing work into four days. It suggests measuring work through outcomes rather than time-based metrics, introducing practices that boost employee focus on productivity, and fostering a new approach to flexibility and employee autonomy. The article also discusses various studies that have shown the benefits of a 4-day workweek, such as increased productivity, better work-life balance, and improved mental health. However, it also mentions that the transition may not work for everyone and that it requires a culture shift.

Q&As

What are the three innovative actions needed to successfully transition to a 4-day workweek?
The three innovative actions needed to successfully transition to a 4-day workweek are measuring work through outcomes instead of time-based metrics, introducing practices that boost employee focus on productivity, and fostering a new approach to flexibility and employee autonomy.

What were the results of the 4 Day Week Global pilot program?
The results of the 4 Day Week Global pilot program included an increase in revenue by 35%, an increase in hiring, and a decrease in absenteeism.

What did an employee recognition company learn from its unsuccessful attempt to offer its factory workers a 4-day workweek?
The employee recognition company learned more about its business and showed workers it listened and cared about them from its unsuccessful attempt to offer its factory workers a 4-day workweek.

How did a marketing agency benefit from switching to a 4-day workweek?
The marketing agency saw an increase in employee mental health by 26%, an increase in work-life balance by 42%, and a 15% decrease in time spent on internal or admin tasks from switching to a 4-day workweek.

What did an analysis by The Josh Bersin Co. and the Work Time Reduction Center of Excellence conclude about successful 4-day workweek models?
The analysis by The Josh Bersin Co. and the Work Time Reduction Center of Excellence concluded that successful 4-day workweek models should be built on innovative actions such as measuring work through outcomes instead of time-based metrics, introducing practices that boost employee focus on productivity, and fostering a new approach to flexibility and employee autonomy.

AI Comments

👍 This article provides an interesting perspective on how organizations can successfully transition to a 4-day workweek. It provides helpful tips and insights on how to measure work through outcomes, increase employee focus, and foster flexibility and autonomy.

👎 Although some organizations have seen success with a 4-day workweek, this article fails to address the potential drawbacks or difficulties that may arise from this transition. It also does not provide enough practical advice on how to actually implement a 4-day workweek in an organization.

AI Discussion

Me: It's about switching to a 4-day workweek and how it requires a ‘conscious redesign of work’. It goes into detail about how CHROs and other organizational leaders must take conscious steps to redesign work and help employees embrace tech-based productivity and time-saving tools. It also mentions that switching to a 4-day workweek can lead to big benefits, such as an increase in employee mental health, work-life balance, and productivity.

Friend: That's really interesting. It sounds like it could be beneficial for companies who are willing to make the shift. What implications does the article have?

Me: Well, it implies that companies should focus on measuring work through outcomes, rather than time-based metrics. This means that they need to assess which work contributes to their outcomes and assign accountability for each task or project. It also suggests introducing practices to boost employee focus and productivity, such as allowing them to operate ‘top of license’ and not get distracted by meetings or admin. Finally, it suggests that companies should embrace flexibility and autonomy, including by embracing asynchronous communication and empowering employees to adopt their own productivity practices. All of these steps can help companies make the transition to a 4-day workweek more successful.

Action items

Measure work through outcomes instead of time-based metrics.
Introduce practices that boost employee focus on productivity, such as allowing them to operate “top of license” and not get distracted by meetings or admin.
Foster a new approach to flexibility and employee autonomy, including embracing asynchronous communication and empowering employees to adopt their own productivity practices.

Technical terms

Switch: To change from one thing to another.
CHROs: Chief Human Resources Officers.
Redesign: To change the structure, design, or appearance of something.
Metrics: A measure of performance or progress.
Top of license: Refers to a professional working to the highest level of their license or certification.
Asynchronous communication: Communication that does not occur in real time.
Autonomy: The ability to make decisions independently.
Productivity: The rate at which goods or services are produced.
Post-pandemic: Refers to the period of time after the COVID-19 pandemic.
Hiring Lab: A research center that studies labor market trends.
Veterinary services: Services related to the care of animals.
Industrial engineering: The application of engineering principles to the optimization of complex processes, systems, or organizations.
Architecture: The art and science of designing and constructing buildings.
Overtime: Working more than the standard number of hours in a day or week.