4 Days of Work Week | Psychology Today

If you follow the blog, you know how we feel about holiday days (hint: We like them).

Considering that you shouldn’t spend your holidays, consider the topic of recent discussion: 4 Days of Work (4DWW) Generally, 4DWW is characterized by working 4 days instead of 5 But you still get full pay and benefits. That’s pretty amazing.

4DWW is sometimes considered a compression week (CWW) where employees work the same number of hours as before (in the US, this is the “10-hour day” option). Proportional reduction in working hours Means 32 hours of working hours in the US

Like holiday days, the schedule of compression work is not particularly controversial. Many organizations, Includes the governmentproviding this benefit. In post-pandemic pushes for employees to return to the office, Hybrid Schedule Rather than a full week of five days in the office, it became a popular option on-site in 2-3 days. Openness It’s more flexible and this is the key Employee happiness.

As always, you happiness As this is our biggest concern, we look at the latest news and research on 4DWW arrangements to see how they affect your well-being. But we are business professors, so we need to consider how this will affect our organization. With that in mind, we know what makes your employer happy: Productivity!

Let’s gander 4DWW from these two perspectives.

employee

Recent findings appear to indicate that the 4DWW arrangement is suitable for employees. Of course, it is perceived that 4DWW occurs. Improve work-life balance. What means more days means time and flexibility to reach the dry cleaner, wash the car, and deal with competing commitments. No one likes to choose work, family, friends, or their own responsibility. 4DWW means you don’t have to choose (at least not often).

The less forced trade-offs, the lower the tension and the more quality time. Employees with more separation from work will get more opportunities for rest (type – physical and mental) and personal growth. Working parents benefit even more from these arrangements. Shorter office hours mean reducing childcare costs and reducing stress and extracurricular commitment around your child’s school. Plus, I think I’d prefer more time with Kiddos (results may vary).

One study conducted in the UK suggests that employees are keen on the 4DWW outlook. Increase their happiness and job satisfaction. Research into these arrangements conducted in Japan and other countries shows that they have employees stress few Increased productivity.

Employer

4DWW has an effect on employers I’ve studied for over 50 yearsand most studies have shown a net positive effect on employers as well. Naturally, these schedules increase morale and job satisfaction. It also reduces employee turnover and absenteeism! The net impact on employer costs is difficult to identify, but there are arguments to reduce costs by reducing sick days. Also, reducing sales has an ultimate impact as employment and onboarding is expensive. Additionally, many people accept lower salaries in exchange for increased schedule flexibility.

Research is complicated when it comes to worker productivity under 4DWW, but the overall finding is that workers are productive at least under these schemes. Unfortunately, it is important to note that research in this area is not particularly rigorous and many factors arise, so it jumps to conclusions. But here’s a promising indicator: in Belgium, CWW laws Stock prices have risen. Researchers believe this is because investors expected workers to be more productive.

Here is our view: ai Workers are already increasing productivity, especially for knowledge workers. And AI planes are still on a phorical runway. What we’re saying is that we think worker productivity per hour is about to explode. Companies can respond to this productivity windfall Cutting Reduce their workforce or at least their employment plans. Or, hear us, they can invest a portion of the windfall in 4DWW and create happier, more creative workers. and It’s more productive. Furthermore, it avoids the vicious cycle of rising unemployment.

Overall, I think 4DWW is a potential victory/win/win. Employers face lower turnover and have happy, productive employees. Employees feel they have more control over their lives, less stressful and more happy. These (now happy) employees have a positive social impact on society as a whole. Research Show Those happy people donate their time and money to help others.

4DWW appears to be an option that could be an important factor in creating space for more happiness in people’s lives. Happiness is important. We are trying to find and maintain ours.

*I would like to note that many organizations are back to requiring employees to be in the office five days a week. This is It’s not a popular decision And it’s Reduce employee happiness And happiness.

**Please note that we would like to pay attention to the general discussion of happiness. No one is always happy (or shouldn’t). That’s not how life works.