Support for a four-day working week was gaining momentum before the pandemic.
Various companies were trialling versions of this working pattern and noticing impressive benefits in terms of productivity and wellbeing. However, recent events have put flexible working front and centre of every major company’s thinking. Organisations are now looking at a variety of different ways to increase flexibility, both in terms of time(when employees work) and location(where employees work).
The impact of covid and associated lockdowns has led many companies to focus on employee wellbeing and productivity, which, more often than not, includes the serious consideration of switching to working four days each week instead of the usual five. But what do we mean by the term four-day week?
We’ve found that if you read between the headlines, a four-day working week often means different things to different people. There are also many challenges related to making this change, which includes:
In order to achieve this, organisations need to focus on a sequence of key steps to making the four-day week a success:
STEP 1: Define the Case for Change
Make sure that you define the business case and your drivers for making this change (as these may be different).
STEP 2: Clarify your Definitions
Define what your organisation means by a four-day week.
STEP 3: Track and Measure Impact
Consider how you are going to measure the impact of a change to a four-day week.
STEP 4: Decide on an Implementation Approach
STEP 5: Take a long term view
Ensure that your approach to introducing this new way of working is led by systematic role design.
RoleMapper’s Future of Work modules allow you to design, integrate and implement sustainable, consistent and fair hybrid and flexible working practices, at scale.
We give your organisation the tools to:
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