The 4 (+1) -Day Work Week - How I See It

There's still a lot of buzz about the 4-day workweek. It's because it is complicated. There are some companies that still use a punch card (I talked about this with a client recently). Others just want to get things done.

As someone who has been working for years on implementing Lean principles in our business, I understand the reasons behind the initiative. But it cannot be applied to every industry. And certainly not every employer and employee.

At LMNts, we have been operating a 4 (+1) day workweek for everyone. And it worked. But it's because we have the systems. Here are my insights on what the 4+1 day model allowed us to do and could help other employers achieve.

The 4+1 day Model Explained

At LMNts, we work hard for 4 days. Our employees work 4 days or less. So they can book a dentist's appointment, go for a walk in the park, visit the gym when it is not busy, or just take time for themselves.

They often spend the day on self-development and skills development, too. So, in exchange we don't pay them 5-days' worth of salary, but give them the training and support. They are enrolled in different courses and training and we don't expect them to do overtime to complete these assignments.

It's also fair to say that some of our employees have other interests. In fact, some have part-time or full time jobs, even businesses we helped them set up. So, 5 days would not work.

All we expect them to do is give it their best for the time they spend working on our projects. They are not slaves, after all!

For the management, the 4+1 model works a bit differently. Clients know that we don't usually work on their stuff on Thursdays, as it is our "creative day" when we work "on" the business, not "in" the business. As a result, we hardly ever get distracted by emails or phone calls, and we can focus on what "makes the boat go faster": strategy.

Thursdays are great for brainstorming, brand ideas, growth plans, creative posts and writing, and dealing with accounts to see where we are going and how we get there faster.

So, there are loads of benefits of the 4+1 model, but not for everyone. Our current employees embraced the culture and love the freedom and flexibility. But others in the past abused the system. Fair to say; they are no longer with us.

The Benefits of the 4+1 Day Model for Directors

If you are an entrepreneur, you should really consider the 4+1 model. It will give you the one day when you can read up on things that might take your business further, catch up with your accountant and business coach, or attend a training webinar. It will also help you "step away" from the operations and have a birds' eye view of the business. And that's when winning strategies are created.

The Benefits of the 4+1 Day Model for Employees

Employees (our current ones at least) appreciate the freedom and flexibility of the 4+1 work week. They are generally happier knowing that they have a day for themselves. We know that everything is busy in the weekend; attractions, etc., so one weekday a week can make a huge difference.

The 4+1 week is also great for their mental health. They are not really employees, but intrapreneurs. They can come up with their own ideas on improving their productivity when they take a break mid-week. And often they do, too.

4-Day Workweek vs. 4+1-Day Workweek

The main difference between the 4-day workweek and the 4+1 model is that you are not giving away free money. You are giving away time and support to help individuals in your organisation improve their skills or personal lives. And - while this is not monetary - they appreciate he gesture.

If people think they are getting paid to "sit on their backside" that's exactly what they will do! If you give them a purpose, they will make the best use of the time.

If you give people the impression that they are getting paid for nothing, they will assume that they have to do less for the same money. It's your responsibility to communicate the expectations of the business and align your mission and vision with that of your staff. Without that, productivity will plummet and you might as well stop trading.

As Charlie Mullins put it in a recent blog post:

"Pay someone the same for 32-hours as they’re getting now for a proper 40-hour week and by anyone’s maths the price for whatever they are doing or making per unit goes up."

Unless... you write off the extra day and give it to them to improve themselves. Then, you might see a better productivity and employee engagement. But there's work to be done!

The Shortfalls of the 4-Day Workweek

A 4-day workweek could work for people in production; those who have a daily target. They can possibly squeeze the 5 day's target into 4, and have some time off.

It would also work for people working on support desk. If they can complete the same number of tickets in four days as they would in 5, why not?

The 4-hour work week will not work for people who get paid per hour, unless it is classed as a straight pay rise. People who are unengaged at work will abuse the system. I have seen it many times.

According to the peopleHum blog, the main argument for the 4-day workweek, namely better morale could also be short-lived.

Finally, if you are an average employee and are expected to do the same amount of work in four days as you would in five, you will be under a lot of pressure, and you might even burn out.

The Answer:

I strongly believe that the 4+1 model we use that focuses on employees' wellbeing and education is much more suitable for adopting than the 4-day workweek.

Do you have experience with the 4-day workweek? Share it below. Jeff Weigh Krystyna Petersen, FCIPD would love your input!