6 ways to make the four-day week a success in your business

The four-day week has been a hot topic in the business world and opinions are mixed. But results from a recent six-month trial period that saw 61 companies in the UK trial a four-day week for their employees offer some useful insights for others considering a similar plan.  

Initial findings are positive for the shorter working week for both businesses and employees, according to a report by the organisers of the trial. Of the 61 companies that entered the six-month trial, 56 have extended the four-day week, including 18 who have made it permanent.

Fewer hours – but more productive

Many businesses taking part found that working reduced hours makes workers more productive during the time they actually spend at work. But was it enough to cover the hours not being worked? Apparently so, according to the report; revenue at the participating organisations stayed broadly the same over the trial period, actually rising by 1.4% on average.

Increased staff wellbeing

The biggest reported change, however, was in staff wellbeing. Employees were found to be happier, less stressed and experiencing reduced levels of burnout. There was also a huge reduction in the number of staff leaving, which on average dropped by 57% over the trial period. The report also highlighted improvements in hiring and absenteeism.

A blueprint for SMEs?

It’s interesting to note that there are a larger number of SMEs in the trials; only 12% of organisations taking part had more than 100 staff and two thirds had 25 or fewer employees. The fact that so many are keen to continue is encouraging news for any small business considering this way of working.

Tips for making it work for your business

At People Puzzles we have been watching the trial with interest and how it’s been rolled out and are working with several businesses considering the move to ensure that it is managed in the best ways. Part-time HR Director Divya Kanani-Jones observes, “It can work really well but only if the planning is effective, it’s consistent across the business and the trial has tests to ascertain whether it meets the objectives.”

To help other SMEs benefit from our experience in helping businesses to maximise the benefits of the scheme, we advise the following six steps:

1.Tailor your approach

Divya advises all business owners considering a four-day week to first define specifically what you’re trying to achieve as a business and understand what the obstacles might be to achieving that with reduced working hours. There are lots of different approaches to consider and while all businesses in the trial used a 100-80-100 model (where workers get 100% of the pay for working 80% of the time but still deliver 100% of their usual output), each company designed a system that reflected its unique circumstances. Some had Fridays off; some staggered the days spent out of work; others took different approaches.

It’s so important to speak with your workforce to understand their needs, and to ensure you are selecting a system that not only suits your commercial and people needs, but that is systemically achievable. 

2. Plan how it will work in practice

Once you’ve decided what approach you’d like to take and how it could work, you’ll need a plan of how to move to that way of working. ‘Consider whether any changes need to be made to roles to ensure business continuity – especially in customer service or client-facing roles,’ advises Divya. ‘Provide clarity on how roles, teams and expectations might change.’  

3. Train your managers  

It’s worth remembering that the businesses taking part in the trial went through significant preparation and coaching with the trial organisers before embarking on it. Make sure your managers know how to manage performance in the four-day week world by ensuring you have the right training and guidance in place to support them through the transition and ongoing delivery of the initiative. 

4. Set clear benchmarks for success

A key part of this is communicating how you will measure success – for example, feedback from clients and employees and closely monitoring how it affects revenue, growth potential and net promoter scores. If you have clear KPIs with systems in place to measure them, you’ll be able to track progress and productivity, and can catch any potential issues earlier.  

5. Make sure it’s consistent across the business

Decide whether the working pattern is voluntary or mandatory and ensure it is consistent across the business. ‘Don’t do a mix of both as that becomes complex to manage day-to-day,’ advises Divya. ‘And don’t forget to consider whether you are discriminating against part-timers or those already working four-day weeks who are paid only for those four days.’ We know from extensive research that choice is a powerful factor in employee satisfaction, so it’s vital that any system brought in is done so in the best way for your people.

6. Don’t commit until you’ve seen the results

We advise trialling first before you commit and being very clear in your communications around it. Even before you trial this way of working, it’s important to manage staff expectations from the outset. ‘It may be beneficial to communicate the change as a non-contractual initiative so you can change it and revert back at any time with notice,’ says Divya. ‘Making it a permanent contractual change may lead to complexities in the future.’ Involving your people in this proposition from the start can also help drive personal accountability to help make the scheme a success.

What next?

Every business is different and there are no one-size-fits all solutions to suit everyone. Our people experts are there to help guide you through complex business situations to give you every advantage in achieving your objectives and unlocking the full potential of your people.

If you’re considering a four-day week for your business, planning is key. Find out how People Puzzles can support you in designing your approach and making it part of your people strategy. Call 020 3633 6830 for a chat with one of our Regional Directors who can match you with an expert People Director in your area. 

People Director, Divya Kanani-Jones