Managers are always looking for ways to keep employees engaged, happy, and productive. To help achieve these goals, some companies have been experimenting with a shorter workweek.
Shorter workweeks come in several flavors. And while there are many benefits for both the company and staff, implementing a short workweek policy does have some challenges to consider. Here’s what you need to know about shorter workweeks.
How Do Shorter Workweeks Work?
In a shorter workweek, everyone works less each week. That can mean working less than 40 hours per week, but it doesn’t have to. Here are several typical short workweek schedules:
- The 32-hour workweek: everyone works eight-hour days, but there are only four workdays each week
- The compressed workweek: everyone works 40-hour weeks but works 10 hours every day instead of eight, resulting in a four-day workweek
- The 30-hour workweek: everyone works five days per week but only for six hours each day
How Do Shorter Workweeks Benefit Companies and Workers?
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Over the last few years, some companies have experimented with shorter workweeks and found that, in general, there were benefits for companies and employees.
Perpetual Guardian (a New Zealand estate management firm) reduced its workweek from 40 to 32 hours while still paying employees their full pay. After one month, employees felt their workweeks were more balanced, and they were less stressed and more satisfied with their jobs. At the same time, the employees performed their jobs just as well as they did working 40 hours per week.
Between 2015 and 2019, Iceland had 2,500 workers reduce their hours from 40 hours each week to 35 or 36. Once again, workers stated they felt less stressed and had better work-life balance, while employers found that overall productivity remained the same or even improved.
While the studies show that allowing staff to work less every week results in happier, more productive employees, there could be additional benefits for companies and staff.
Healthier Staff
Shorter workweeks can give people more time to exercise, sleep, and generally take care of their mental and physical health, likely resulting in healthier employees.
When your staff is healthier, they are better able to perform their jobs and are less likely to take time off for illnesses and doctor’s visits, meaning fewer days lost to unscheduled absences.
Better Balance
When people work fewer hours, they have more time to spend with their families, pursue hobbies, or whatever they want! This is the elusive work-life balance that many seek but never find.
Giving your staff the time to find the balance they need can not only help them be more productive but is also likely to result in a loyal team that enjoys working for your company for a long time.
Improved Recruitment and Retention
While some companies are adopting shorter workweeks, those that do are in the minority—for now!
Surveys have found that many people would love a four-day workweek, and some have even quit their jobs because that wasn’t an option. Companies offering shorter workweeks will have an edge in hiring and retention, likely resulting in a very talented team.
Are There Any Disadvantages to a Shorter Workweek?
While a shorter workweek sounds like nirvana, implementing and maintaining one isn’t as simple as rearranging some schedules. Here are some of the challenges of a shorter workweek.
Added Costs
Sweden experimented with a six-hour workday for two years. In a small study, 68 nurses cut their work hours from eight to six each day. While the nurses reported being more satisfied with their jobs, the nursing home incurred additional expenses by hiring more nurses to cover the gap created by the shorter workday.
Customer-facing companies might incur similar expenses. You may have to hire additional staff to ensure customers receive the same level of service you provided during a standard workweek.
Even if your business is not as client-dependent, you may still incur payroll expenses. If you continue to pay staff for a 40-hour workweek, there’s no guarantee everyone will be as productive in a shorter workweek, resulting in a net loss for the company.
Scheduling Gaps
The reality is that not every industry can have a shorter workweek. In customer-facing roles, it’s doubtful your business can only provide service four days each week or for only six hours a day. If nothing else, competitors that are available for more hours each week may steal your business.
Not Always Less Stress
While the motivation for shorter workweeks is to improve work-life balance and reduce stress for staff, that may not always happen. Some people may feel pressured to get their 40-hour-a-week job done in fewer hours or days. This could result in poorer quality output or staff that work more, defeating the purpose of a shorter week.
Likewise, some people may not enjoy working four 10-hour days every week, even if it means getting an extra day off. They may end up feeling burned out, stressed, or even resentful of their schedule and job.
Less Could Be More
Before pulling the trigger on a shorter workweek, consider the pros and cons. If it’s a good fit for your business, working less could bring significant benefits to your employees’ health and happiness—and the company’s bottom line!
As a remote and flexible company, we understand the challenges of implementing something outside the norm. Connect with FlexJobs to to see how we can help your company navigate the new normal and discover a better way to recruit remote talent!
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