Time for a Change: Why We Should Get Rid of the 40-Hour Work Week

"If you were asked to give a TED Talk, what would it be about?" Last week, during our Crucial Conversations for Mastering Dialogue trainer certification course, I shared my answer to that question: "Why we should get rid of the 40-hour work week." To my surprise, the room erupted in cheers and agreement, and it got me thinking: perhaps it's time we reimagine how we measure work and productivity. Here’s why the 40-hour work week is outdated, and what we might replace it with.

The Roots of the 40-Hour Work Week

The concept of the 40-hour work week dates back to the Industrial Revolution. In 1926, Henry Ford famously implemented a five-day, 40-hour work week at Ford Motor Company, a move that eventually set the standard for American labor. Ford’s reasoning was based on maximizing the output of factory workers, and it made sense at the time when repetitive, assembly-line work was the norm.

But fast-forward nearly a century, and work has changed radically. We now operate in a knowledge-based economy where creativity, strategic thinking, and problem-solving are the primary skills employees use. Yet, many organizations still adhere to the 40-hour standard as a measure of commitment and performance. This shift requires a fresh look at the way we approach productivity and performance.

The Problem with "Hours Worked" as a Measure of Productivity

The idea that longer hours equate to more productivity is increasingly being debunked. Studies show that while people may log more hours, productivity often decreases as those hours increase. Research from Stanford University, for example, found that productivity per hour sharply declines when employees work more than 50 hours per week. And after 55 hours, productivity drops so significantly that additional hours offer no benefit at all.

Long Hours ≠ Quality Work

Measuring productivity by hours worked fails to capture the value and impact of knowledge work. A report from Gallup found that burnout, low morale, and increased turnover often follow workplaces where employees are expected to work long hours. In contrast, organizations that promote a healthier work-life balance and judge performance based on outcomes see higher employee engagement and lower turnover rates. When we base productivity on hours worked, we ignore the fact that rest, creativity, and focus are integral to doing high-quality work.

The Case for Measuring Performance by Outcomes

What if we shifted our focus from hours to impact? Many successful companies, including those experimenting with four-day work weeks, have reported higher productivity, lower stress, and more engaged employees. By focusing on outcomes rather than time, these companies empower their teams to work efficiently, prioritize effectively, and avoid burnout.

Studies on companies that have implemented four-day work weeks or flexible hours reveal that employees often get just as much—if not more—done. The key is a clear understanding of what success looks like, whether it's reaching goals, driving outcomes, or delivering impact. Rather than using hours as a yardstick, companies can measure progress by outcomes that matter.

How Do We Make the Shift?

Transitioning away from the 40-hour work week involves three main steps:

1. Define clear outcomes – Clearly outline what success looks like for each role, emphasizing outcomes rather than hours.
2. Empower employees to self-manage – Give people the flexibility to manage their own time and schedules in a way that allows them to produce their best work.
3. Focus on impact and results – Recognize and reward employees based on the value they create, not the time they spend in the office.

In Closing

The 40-hour work week might have made sense during the Industrial Revolution, but we’re in a new era. Our approach to work needs to evolve if we want to retain talent, enhance productivity, and promote well-being. Let’s move beyond measuring hours and instead focus on the real drivers of success: creativity, results, and impact.

By shifting our focus, we can foster an environment where both employees and organizations thrive. So, what if we got rid of the 40-hour work week? It might be the best thing we ever did.

Dave Herpy is a contract facilitator for the FISH! Philosophy, certified Life Purpose Coach, triathlete, and dedicated Wellness Champion. With a deep commitment to helping others find purpose and fulfillment, Dave facilitates impactful workshops and trainings that inspire individuals and teams to create positive, engaged work cultures. An advocate for holistic well-being, he brings his background in professional development and wellness to every interaction, empowering people to reach their fullest potential in work and life.