Welcome to our blog, where we explore the ever-changing world of work culture and innovative approaches to achieving a better work-life balance. In this edition, we’ll focus on the concept of the four-day workweek and its potential benefits for both employees and employers. We’ll discuss how important it is to achieve the same productivity in less time, with full pay and less stress for employees. So, let’s dive in!
What is the Four-Day Workweek, exactly?
The four-day workweek is a work schedule that shortens the typical five-day workweek to four days. This means employees work longer hours each day but have an additional day off, usually Friday or Monday. The idea behind this concept is to achieve a better work-life balance, reduce stress, and increase overall job satisfaction.
It becomes interesting when, with the introduction of the four-day workweek, the focus shifts away from time and towards productivity. Many companies struggle with employees getting stuck in repetitive tasks day after day. If the introduction of the shorter workweek is accompanied by a reduction in bureaucracy, unnecessary meetings, and a shift in working methods, the argument for full pay becomes easier to justify. After all, we want to evaluate the outcome, not the time spent at a workplace.
How does the Four-Day Workweek work?
The four-day workweek, as the name suggests, is a work schedule that reduces the traditional five working days to four, meaning employees work a shorter week. Typically, this involves working longer hours per day, but in exchange, employees get an additional day off each week. The idea behind this concept is to provide employees with a healthy work-life balance, leading to greater job satisfaction, productivity, and overall well-being. However, it doesn’t necessarily mean more working hours, as we’ll explain in this blog. Unfortunately, public discussions often focus on this aspect and dismiss the idea with a “we can’t afford it” mindset.
Maintaining the same level of productivity is crucial for the success of the four-day workweek. Studies have shown that shorter workweeks can lead to higher productivity because they enhance focus and motivation while reducing burnout. Employers should set clear goals and expectations to ensure that employees maintain their performance levels within the compressed schedule.
It has also been found that absenteeism decreases. This doesn’t always have to be explained by employees experiencing less burnout. Sometimes, the reasons, to be honest, are that employees no longer take sick leave for things like official appointments, moving, travel, etc. These tasks are simply taken care of on the fifth day.
Where is the Four-Day Workweek already in place?
Several companies around the world have already implemented the four-day workweek—with positive results. The New Zealand trust company Perpetual Guardian trialed the four-day workweek and reported a 20% improvement in work-life balance and a 27% increase in employee productivity. This shows that when applied correctly, at least the same level of productivity can be achieved, if not more, as changes in productivity can lead to further positive effects.
Another example is Microsoft Japan, which conducted an experiment with a four-day workweek in 2019. During this trial, the company saw a 40% increase in productivity compared to the previous year. This success story demonstrates that the four-day workweek can lead to greater efficiency and better results for both employees and companies.
Will there be a Four-Day Workweek with full pay in Germany?
The big question now is whether there will be a four-day workweek in Germany. The idea has gained momentum in recent years, as various studies demonstrate its potential benefits. While the concept of a four-day workweek has gained traction worldwide, its implementation in Germany is still being discussed. However, there is a growing demand from various unions and employee representatives to explore the possibility of introducing a four-day workweek in Germany. The underlying desire is to improve work-life balance, reduce stress, and enhance the overall well-being of employees.
A study by the University of Göttingen found that reducing working hours can lead to higher job satisfaction and better work-life balance. Additionally, a survey by the German Trade Union Confederation (DGB) revealed that two-thirds of German employees are interested in a shorter workweek with full pay.
Are there specific prerequisites?
For the successful introduction of the four-day workweek, several key prerequisites should be met. First, full pay compensation is crucial to ensure that employees do not experience any financial burden. This means that employees should receive the same salary in less time as they would in a traditional five-day workweek.
Secondly, it is important to maintain the same level of productivity to justify the reduced working hours. This is essential, as a core counterargument against the model is that with reduced weekly working hours, full pay compensation cannot be provided. The goal is not to implement short-time work, but rather to achieve an increase in efficiency, with a shift in focus away from time as a factor, as it was tied to output per hour in assembly line work.
Thirdly, at the beginning of the implementation, a current assessment should be made, or existing data should be reviewed. What do the value streams look like? Where are there currently inefficiencies? Can we reduce stress for employees, or is this not an issue at the moment? This way, the introduction becomes a broader task of rethinking the company and its product delivery. However, there should be no fear of large obstacles, but rather a bold and step-by-step transformation should be carried out.
How can the Four-Day Workweek be implemented?
Implementing a four-day workweek requires careful planning and consideration. There are certain prerequisites that must be met for a successful transition. Employers should assess their specific business needs and determine whether a reduced workweek is feasible.
It is important to communicate openly and transparently with employees to set expectations and address concerns. Additionally, companies can leverage technology and automation to streamline processes and optimize productivity during the reduced work hours.
The introduction should also mean that employees do not have to accept any reduction in their income with fewer working hours. A fair compensation is important to maintain motivation and financial stability. With the shift in focus from time to work outcomes, this is quite achievable. At the same time, the company enters a mode of continuously questioning how further optimization can be achieved and unnecessary tasks can be eliminated. This is an incredibly powerful capability.
Studies on this topic
Several studies have demonstrated the benefits of a four-day workweek. A large-scale survey by the University of Auckland found that employees reported less stress and a better work-life balance after transitioning to a four-day workweek. Another study, published in the Journal of Happiness Studies, reported higher job satisfaction and greater happiness among employees working a shorter week.
Conclusion
The four-day workweek is a promising solution to the challenges of modern work culture, offering significant benefits for both employees and employers. With full pay compensation, the maintenance of productivity levels, reduced stress, and improved work-life balance, the four-day workweek has the potential to revolutionize the way we work.
Although the introduction of the four-day workweek is still in its early stages in Germany, the growing global interest in this concept suggests that the four-day workweek could become a reality for many companies in the near future.
Don’t forget that the well-being of employees is crucial for long-term success, and the introduction of innovative work methods like the four-day workweek can contribute to a happier and more productive workforce. Additional effects can also be seen in the company’s external image, as the company is perceived as a significantly more attractive employer, which can positively influence application numbers.
Let’s strive for a future where work-life balance is the norm, not the exception.
Sources
- Barnes, L., & P. de Bruin. (2018). Vier-Tage-Arbeitswoche im Test: Perpetual Guardian meldet Erfolg. New Zealand Herald.
- Barnes, L. (2019). Microsoft Japans 4-Tage-Arbeitswoche steigerte die Produktivität um 40%. CNBC.
- New Zealand Herald. (2018). Versuch zeigt, dass Mitarbeiter mit einer Vier-Tage-Woche besser dran sind. New Zealand Herald.
- University of Auckland. (2018). Vier-Tage-Arbeitswoche bei Perpetual Guardian ein überwältigender Erfolg.
- Wren-Lewis, L., & Taylor, M. (2012). Der Wert der Arbeit: Die Herausforderung von Produktivität und Gesamtvergütung angehen. The Journal of Happiness Studies, 13(5), 861-882.
- Studie der Universität Göttingen: https://www.uni-goettingen.de/en/3240.html
- Umfrage des Deutschen Gewerkschaftsbundes (DGB): https://www.dgb.de/presse/++co++0e6a6f3e-d6b9-11e9-8d52-52540088cada