Nearly 61 British businesses made the historic switch to a four-day workweek in 2022, setting in motion a cascade of beneficial effects that are still felt today. What started as a six-month experiment has resulted in 54 organizations adopting the strategy permanently, demonstrating long-term benefits.
Employee well-being at the core
Follow-up surveys and research done by think tank Autonomy, in partnership with the 4-Day Week Campaign and 4-Day Week Global, show long-term benefits in physical and mental health, work-life balance, and overall life satisfaction. Sociologist Juliet Schor of Boston College underlines the consistency of these findings, saying, “It’s not a novelty effect. People are feeling really on top of their work with this new model.”
Insights from successful implementation
Participating organizations recently held a webinar to share their success stories and initiatives. Nicci Russell, CEO of the non-profit water conservation organization Waterwise, emphasized the significance of active adaptation, saying, “It absolutely doesn’t happen by magic.” Shorter meetings, defined focus periods, and thoughtful email handling all resulted in increased efficiency.
No one-size-fits-all approach
One important conclusion from the current trials is the lack of a one-size-fits-all formula for the four-day workweek. Merthyr Valleys Homes in South Wales, which employs 240 people in a variety of professions, chose flexible scheduling to meet the needs of individuals and teams. Ruth Llewellyn, who led the pilot at the housing cooperative, explains, “For us, the thought of dropping repair service for our tenants one day a week meant that we wouldn’t be providing the same service.”
Beyond work-life balance: motivated employees and consistent performance
Despite different tactics, employers are seeing higher motivation and consistent employee performance. Employees at Merthyr Valleys Homes saved time by planning ahead of time and responding quickly to phone calls. According to Ruth Llewellyn, “Employees are more motivated, employee performance has held consistent, and absences for illnesses have fallen.”
Extending the pilot for better decision-making
While some businesses have fully committed to the four-day workweek, others, such as Merthyr Valleys Homes, are expanding their pilot projects to collect more data before making permanent decisions. Llewellyn expresses optimism, stating, “We’re really hopeful at that point that we can make it permanent.”
Challenges and lessons learned
Despite the overall prosperity, a few businesses faced obstacles. One consultant reported challenges meeting client and stakeholder expectations, prompting the cessation of the four-day workweek. Researchers believe that improved external messaging and greater flexibility in adapting policies to difficult circumstances could have made a difference.
The evolution of work
The resounding success of the four-day workweek is altering the working dynamic. As businesses accept this paradigm change, ongoing trials offer significant insights into adapting approaches to specific organizational needs. The journey to a more efficient and employee-centric work environment continues, with lessons gained and positive outcomes influencing the future of work.
