Embracing the Four-Day Workweek: Insights, Success Stories, and Advice for Companies Considering the Transition

In September 2023 Pressbooks hit a milestone, marking one year since making our four-day workweek a permanent part of our company culture and practices. In my previous article on “Doing More with Less,” I shared some of the incredible benefits of adopting a four-day workweek—increased productivity and happier employees. Today, armed with valuable insights from a recent employee survey conducted at Pressbooks about our four-day workweek, I’m excited to delve deeper into this topic. The survey results confirm the success of the four-day workweek at Pressbooks in terms of employee well-being. Reflecting on our team’s experience, there is also worthwhile advice for other companies considering this transition.

Before/After: Employee Impact of Pressbooks’ Four-Day Workweek

At Pressbooks, the four-day workweek has been a game-changer! Our employees have experienced numerous benefits, such as heightened productivity, improved work-life balance, and boosted well-being. Here is a closer look at the key findings from our recent employee survey, along with quotes from our employees:

Productivity Benefits

An astonishing 92% of employees reported feeling more productive during their four-day workweek. One employee happily shared, “Having a shorter workweek has helped me focus better and accomplish more in less time.” Another employee mentioned, “I’ve noticed that I’m able to complete tasks with more efficiency and creativity.”

Improved Work-Life Balance

A significant 87% of employees expressed satisfaction with their work-life balance since transitioning to the shorter workweek. According to one colleague, “Having an extra day off has allowed me to recharge and spend quality time with my loved ones. It has made a world of difference to my overall happiness.” Another one emphasized, “I feel more balanced and present in both my personal and professional life.”

Enhanced Employee Well-being

The survey revealed fantastic news for employee well-being. A remarkable 78% of respondents reported reduced stress levels and increased mental well-being due to the additional day off. As one colleague put it, “Having a three-day weekend gives me the chance to engage in self-care and pursue my hobbies. I return to work feeling energized and motivated.” Another shared, “I have more time for exercise and activities that nourish my mind and body, leading to a happier and healthier lifestyle.”

Retention and Recruitment

The survey also highlighted the positive impact of the four-day workweek on employee retention and recruitment efforts. Nearly 70% of respondents cited the shorter workweek as a significant factor in their decision to join or stay with Pressbooks. As one colleague emphasized, “The four-day workweek demonstrates that Pressbooks values work-life balance and employee well-being. It’s a clear sign of their progressive approach, and I couldn’t be happier to be part of this organization.” Another one stated, “I feel valued and appreciated, which motivates me to give my best at work every day.”

It’s Not All Roses: Our Ongoing Struggles

The journey towards a four-day workweek at Pressbooks has been filled with learning curves and challenges that continue to test our resolve and adaptability. While we’ve celebrated the many benefits, we’ve also encountered our fair share of struggles that come with this significant operational and cultural shift.

Operational and Mental Hurdles

Transitioning to a four-day workweek at Pressbooks has been more than just a change in schedule; it’s been a shift in our entire work culture and mindset. This adaptation period has been challenging, as it’s pushed us to rethink and restructure our approach to work. Moving away from the traditional five-day week has forced us to confront and reevaluate our deep-rooted notions of work. We sometimes face practical challenges, like when a client is only available for a crucial meeting on a Friday or when an important deadline falls on our day off. While there are instances where team members work a few hours on Fridays, we’re striving to make this the exception rather than the rule.

To effectively navigate these challenges, we’ve implemented several specific strategies:

Practicing Scrum Across the Organization

We’ve adopted scrum methodologies to enhance our efficiency and focus, breaking down work into manageable tasks and prioritizing effectively.

Reducing Meetings and Optimizing Collaboration

We’re actively cutting down on the number and duration of meetings. This helps us make the most of our 32-hour workweek, ensuring meetings are productive and not just time-consuming.

Optimizing Asynchronous Communication

We’re leveraging asynchronous communication for better coordination and collaboration on projects. This approach allows team members to contribute at their own pace, reducing the need for real-time interactions.

Deep Work Tuesdays

We’ve designated Tuesdays for deep, focused work, minimizing distractions and enabling team members to concentrate on complex tasks.

Flexible Work Hours

We offer flexible working hours to allow our team members to work when they are most productive. While we do have core hours for necessary team meetings and collaborations, we generally maintain flexibility to accommodate different working styles.

Measuring Output, Not Hours

Our focus is on the output and work delivered rather than the number of hours spent. This approach aligns with our goal of a more efficient, productive workweek and supports our team’s well-being.

The  Strain of a Small Team

At Pressbooks, our strength lies in our collaboration and our ability to work as a tightly-knit unit across various departments. However, our size can also be a stressor—delivering ambitious goals with a lean team is a daunting task. Team meetings are essential for our operations, but they eat into our 32-hour workweek. Balancing in-depth collaborative work with individual productivity requires a finesse we are still mastering, and it does introduce an element of stress as we navigate our truncated timelines.

Varied Productivity Levels

Our team is diverse, not just in skills and personalities but also in productivity rhythms. Some team members thrive in this compressed workweek, while others find the pressure to perform in less time challenging. We recognize that not everyone can—or should—work at the same pace; we’re human, not machines. The pressure to “be more productive” can sometimes overshadow the truth that productivity ebbs and flows. Not every week will be a roaring success, and that’s a natural part of the work cycle.

The Monday Pile-Up

Then there’s the reality of Mondays. The rest of the business world continues on Fridays, leaving us to return to a backlog after the weekend. This can make Mondays particularly intense, as we play catch-up on communications and tasks that have accumulated. The “Monday Mountain” is a real phenomenon at Pressbooks, reminding us that while we enjoy a day off more than most, our compressed week means hitting the ground running at the start of each week.

Refining Our Four-Day Workweek: Insights and Adjustments for Continuous Improvement

The move to a 4DWW is not merely a shift in scheduling but a broader cultural change that impacts every aspect of how we operate. After a year into our transition, feedback from our employee survey has been instrumental in highlighting areas for enhancement, underscoring our commitment to not just a shorter workweek, but also a more fulfilling work environment. Here are the focal points that have emerged, shaping our ongoing journey and perhaps offering guidance for others considering this transformation:

Enhancing Time Management

Our survey showed that the shorter workweek made some of us feel more rushed at first. To deal with this, we’re learning to better identify and focus on our most important tasks. This way, we’re trying to get more done in less time, without overworking ourselves.

Optimizing Collaboration

We’ve found that too many meetings can encroach upon the precious hours of a four-day schedule. We are now proactively cutting down meeting times, inviting only those directly involved, and promoting well-structured agendas and strict time limits to ensure meetings are a catalyst for progress rather than an impediment.

Clarifying Workload Expectations

Transparent workload management has emerged as a key concern. We are addressing this by implementing regular check-ins and establishing open channels of communication so every team member feels supported and aligned with our collective objectives.

Committing to the 4DWW Culture

The survey revealed that while most employees feel supported by management, there are areas to improve the 4DWW’s integration into our culture. Leadership by example is paramount; we’re reinforcing the importance of respecting non-work days and encouraging a true disconnection to recharge.

Embracing Evolution

Recognizing that the path to a successful 4DWW is iterative, we are dedicated to ongoing dialogue and feedback. This commitment to evolution allows us to refine our approach continually, ensuring the well-being of our team while upholding our standards of excellence.

As your organization contemplates the adoption of the 4DWW, we encourage you to consider these insights. They serve as a testament to the space that can be created for employee well-being when a company is willing to adapt and grow.

Reshape The Future of Your Work

The four-day workweek is a powerful paradigm shift that promises a happier, more productive workforce. We invite other organizations to embrace this transformative model, reaping the rewards of increased productivity, improved employee satisfaction, and fostering a healthier work environment. Together, let’s shape a future where work-life integration becomes the new norm. Embrace the transformative power of the four-day workweek, prioritize the well-being of your employees, and unlock the full potential of your organization