Should We Be Adopting a More Flexible Approach to Our Outdated ‘Working Week’?

The Rise of the Reduced Working Week

A shorter working week has been a hot topic since the COVID-19 pandemic. Employees saw the benefits of flexible working, and to the surprise of many employers, there was little negative impact on outcomes and productivity. In fact, some organisations found that productivity actually increased while costs reduced.

This momentum led to the world’s largest research project into the impact of a reduced working week, led by The University of Cambridge. It involved 61 companies of varying sizes and sectors, all of whom committed to paying their employees 100% of their salary for fewer hours.

A whopping 92% of the participating companies have since made the decision to continue with the ‘4-day working week’ now that the research has concluded.

The Evidence: A Win-Win for All

The research findings make a compelling case for a 4-day working week, demonstrating benefits for both employees and employers.

For Employees:

• Significant reductions in reported levels of stress and burnout.

• Improved mental and physical health, with employees reporting sleeping better.

• Reductions in anxiety levels and fatigue.

• An enhanced ‘work-life balance’, making it easier to manage caring responsibilities alongside work.

  
  

For Employers:

• Stable levels of revenue during the pilot, with a reported comparative increase of around one-third when measured against previous years' revenue.

• Employee attrition greatly reduced 

  (Autonomy Research, 2023).

  
  

This study wasn't the first leap, of course. Sweden reduced their full-time week to 30 hours in 2015, and Finland are currently reigniting the debate for a 4-day week and 6-hour working day.

Why the Industrial Revolution Mindset Must End

Despite this overwhelming data, many organisations still fixate on the hours an employee works per week, dictating start and end times, and micro-managing breaks. This mindset, as Adrianna Huffington argued in conversation with Oprah Winfrey in 2014, is akin to the Industrial Revolution. And I agree.

Working practices, pressures, and technology have all changed significantly since the introduction of the modern working week. Yet, we are still focused on the number of hours someone is present rather than the quality, productivity, and impact of their work—the true measures of success in the modern economy.

The Essential First Step: A Mindset Shift

To begin moving towards a truly flexible way of working, the first step requires a change of mindset from both sides. Employees are often as reluctant to step away from the routine of a 37-hour week as employers are to give up control!

To achieve this:

• Employers need to focus on role expectation, outcomes, quality, and productivity rather than the time someone is at their desk.

• Employees need to give themselves permission to work flexibly, leaving their desk when they have achieved what they need to achieve.

  
  

Once this mindset shift has been realised, employers can establish the structures that will support flexible working by asking critical questions:

• What is our driving purpose for offering more flexible working?

• How can all references to working hours be removed from job adverts, role descriptions, and internal systems?

• What does an effective working week look like in terms of quality, productivity, impact, and outcome?

• How can we ensure this flexible approach works both ways, ensuring fairness and accountability?

• What key performance indicators (KPIs) will we measure, and what data do we need to collect?

Ready to Transition to Flexible Success?

Change, especially this kind of cultural change, can bring about fear for all involved. This is not a reason to avoid change; it is a reason to plan for it effectively.

If you are an employer considering a reduced working week or instigating any significant cultural shift, you will benefit from Executive Coaching. This provides a dedicated, structured space to explore the change, mitigate potential issues, and build a successful framework before launching it. Take a look at the Beyond The Box coaching packages.

To support your staff in more effectively managing workload—a crucial element for a successful reduced working week—consider enrolling your team on our Time and Workload Management Course, coming soon.

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