The trend towards a 4-day workweek is gaining momentum globally, with countries like the UAE adopting a 4.5-day working model and Sharjah adopting a four-day model.

This shift is driven by the potential benefits of improved employee well-being, productivity, and work-life balance, as well as the need for businesses to attract and retain employees in a competitive labor market.

However, implementing a 4-day workweek can be challenging, particularly in industries that require a longer work timeframe, such as customer-facing roles, healthcare, and manufacturing.

To address these challenges, companies can adopt flexible scheduling, compressed hours, and technology-enabled solutions to maintain productivity and customer satisfaction.

The benefits of a 4-day workweek include improved employee mental and physical health, reduced staff turnover, and improved recruitment, with 78% of employees feeling happier and less stressed when working a 4-day week.

Additionally, companies that have implemented a 4-day workweek have reported cost savings, with 66% of businesses reporting cost savings, and improved productivity, with 64% of businesses reporting improved productivity.

However, meeting customer demands is a major challenge for implementing a 4-day workweek, with 75% of employers citing this as a concern.

To overcome this challenge, companies can implement flexible scheduling, such as compressed hours or staggered start times, to ensure that customer needs are met while also providing employees with a better work-life balance.

Overall, the success of a 4-day workweek will depend on the ability of businesses to address the challenges associated with its implementation, including equity concerns, business continuity, and customer satisfaction.

By adopting flexible scheduling, technology-enabled solutions, and a focus on employee well-being, companies can create a win-win situation for both employees and employers, leading to improved productivity, job satisfaction, and business success.

The implementation of a 4-day workweek requires careful planning, including the establishment of clear rules, communication, and measurements, as well as a focus on employee expectations and boundaries.

Companies must also consider the potential impact on customer service, productivity, and employee motivation, and be prepared to make adjustments as needed.

The use of technology, such as scheduling tools, communication platforms, and automation software, can support the implementation of a 4-day workweek and help companies maintain productivity and efficiency.

Ultimately, the key to a successful 4-day workweek is finding a balance between employee well-being, business needs, and customer satisfaction, and being willing to adapt and evolve as needed.

The 4-day workweek has been shown to have a positive impact on employee health, with 77% of US employees believing it has a positive health impact, and companies like Panasonic adopting this concept.

The 32-hour Workweek Act, reintroduced by California Representative Mark Takano, would change the definition of a workweek from 40 hours, and companies like Augury and Bolt Financial are adopting a 4-day workweek.

Clear rules and communication are crucial for a smooth transition to a new work schedule, and expectations must converge among employees and employers.

The 100:80:100 framework, which allows for 100% salary and productivity with 80% time, has been used by some companies to guide implementation, and companies can stay 100% productive with 20% less hours.

The four-day workweek aims to increase productivity and work-life balance, with a focus on achieving 100% productivity with 20% less hours, and companies like Microsoft Japan have seen higher productivity with a 4-day workweek.

The trend towards a 4-day workweek is driven by technology, with many companies adopting this model to improve employee well-being and productivity.

Technology can support the implementation of a 4-day workweek through scheduling tools, communication platforms, and automation software, enabling companies to maintain productivity and efficiency.

The use of AI and other technologies can also help alleviate labor shortages and improve productivity in industries that require longer work hours.

Overall, the 4-day workweek is a global trend that is being driven by technology, and companies that adopt this model can expect to see improvements in employee well-being, productivity, and business success.

Companies can measure the success of a 4-day workweek implementation using metrics such as productivity, employee satisfaction, and business continuity.

The key performance indicators (KPIs) for evaluating the effectiveness of a 4-day workweek model include productivity, employee satisfaction, and business continuity.

A 4-day workweek can lead to improved employee well-being, with 61% of employees supporting a 4-day workweek for mental health.

Implementing a 4-day workweek has been shown to reduce staff turnover, with 89% of companies maintaining a 4-day workweek as of 2023.

Companies that have implemented a 4-day workweek have reported cost savings, with 66% of businesses reporting cost savings, and improved productivity, with 64% of businesses reporting improved productivity.

The four-day workweek model is being adopted by companies globally, with countries like the UAE adopting a 4.5-day working model and Sharjah adopting a four-day model.

Technology is driving this trend, with Google searches for "4 day week jobs" increasing by 1011% in early 2022.

In the UK, 61 companies piloted a 4-day workweek in 2022 across various industries, and 89% of companies continued the measure by the end of 2023.

The pilot showed improved mental and physical health reported by employees, as well as better work-life balance, reduced staff turnover, and improved recruitment.

Meetings and communication adjustments are necessary to maintain a 4-day workweek, and work priorities must be adjusted to ensure business continuity.

The implementation of a 4-day workweek has been proposed through legislation to reduce the standard workweek from 40 to 32 hours, with 83% of employees favoring a shortened workweek.

AI and automation can play a significant role in supporting the implementation of a 4-day workweek by replacing manual tasks and freeing up time.

Bill Gates believes that AI can reduce work hours to 3 days a week, and machines can make food and goods, reducing work needs.

JP Morgan CEO predicts a 3.5-day workweek due to AI, and companies are experimenting with AI to improve work-life balance.

Four-day workweeks are being tested globally, showing promise, and technology can eliminate certain tasks, freeing up time.

The four-day workweek model can be adapted to different industries and company sizes, with smaller companies, such as Merthyr Valleys Homes and Marketing Signals, adopting a 30-hour week or 32-hours with no loss of pay.

Global banks are developing working models based on employee roles, and companies like Accu and City to Sea have introduced a permanent four-day week to all staff with no reduction in pay.

The four-day workweek has been shown to increase productivity, with a 6% increase in productivity potentially reducing the loss to the UK economy by £17bn.

Companies are also reporting increased employee happiness and efficiency, with data gathering crucial to measure success in a four-day workweek.

There is no single right way to implement a four-day workweek, and companies can benefit from unexpected benefits beyond recruitment, such as improved employee wellbeing and reduced absenteeism.

Companies can use various technical tools and software to support a 4-day workweek, including scheduling tools like Google Calendar and Calendly, which help with time management and meeting scheduling.

Week is a task management app that uses the time blocking technique and has a rating of 4.1/5 by 9 users, making it a suitable option for planning and task management.

Bolt uses scheduling tools to support its four-day workweek, while Shopify uses communication platforms for remote work, and Microsoft Japan uses performance management software.

Zoom supports hybrid work environments and can be used for virtual meetings and onboarding, making it a useful tool for companies adopting a 4-day workweek.

The implementation of a 4-day workweek requires careful planning, including the establishment of clear rules, communication, and measurements, as well as a focus on employee expectations and boundaries.

Companies must also consider the potential impact on customer service, productivity, and employee motivation, and be prepared to make adjustments as needed.

The use of technology, such as scheduling tools, communication platforms, and automation software, can support the implementation of a 4-day workweek and help companies maintain productivity and efficiency.

Ultimately, the key to a successful 4-day workweek is finding a balance between employee well-being, business needs, and customer satisfaction, and being willing to adapt and evolve as needed.

The 4-day workweek has been shown to have numerous benefits, including improved employee well-being, productivity, and work-life balance, as well as cost savings and improved business continuity.

However, implementing a 4-day workweek can also pose challenges, such as meeting customer demands and ensuring business continuity.

To address these challenges, companies can adopt flexible scheduling, compressed hours, and technology-enabled solutions to maintain productivity and customer satisfaction.

The four-day workweek model can be adapted to different industries and company sizes, with smaller companies, such as Merthyr Valleys Homes and Marketing Signals, adopting a 30-hour week or 32-hours with no loss of pay.

Global banks are developing working models based on employee roles, and companies like Accu and City to Sea have introduced a permanent four-day week to all staff with no reduction in pay.

Overall, the 4-day workweek is a global

The trend towards a 4-day workweek is gaining momentum globally, with countries like the UAE adopting a 4.5-day working model and Sharjah adopting a four-day model.

Title:

Content: The four-day work week is welcome, but some challenges remain

This shift has thrown up interesting questions on macro and micro levels that over time will need answering

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The sin of presenteeism is shaping up as a pre-pandemic anachronism, and the principal reason for this is not just remote working but an emerging historic global shift towards a shorter working week.

The global headaches from supply constraints following Covid-19 disruption have overshadowed equally profound changes in the labour market. For some bosses, there is rationing not just of the number of workers but the time they are willing to work. As people reassess their work-life balance, responsible employers and some countries are looking at the advantages of compressed hours on the job.

The UAE is a trailblazer in this regard, with most emirates having formally adopted a 4.5-day working model. Sharjah has gone further by opting for a four-day model. Reporting last week in this newspaper found that its residents said they are healthier and happier, enjoying more weekend flexibility and having more time with their families.

Many forecasts over recent years have been very wide of the mark about the economic trajectory of the big developed economies. The Resolution Foundation, a UK-based think tank that looks at work, points out that in analysing the pandemic, “many feared a house price bust, expected the inflation spike to be small/short-lived, said unemployment/insolvencies for workers/firms respectively would surge and claimed this would be a ‘she-cession’. None happened”.

Technology is the driver of all this, and the trend may over time become irresistible

Analysis of Google searches in the UK from an employment agency recently reported the four-day work week had gained popularity among people on the hunt for their next job opportunity. “Google searches for "4 day week jobs" exploded a spectacular 1,011 per cent in early 2022, when compared to 2021,” according to the firm’s research.

One of Britain’s biggest and best-known corporate brands, the department store M&S, has hired a well-known female executive who is a prominent four-day week champion, Katie Bickerstaffe. She said her role was compatible with shorter hours, even though it is a round-the-clock operation.

“We’re a seven-days-a-week, 24-hour operation and that’s what you do, but I’ve always done that [four days] because it gives me the freedom to spend some downtime with my kids and not feel that I don’t have the opportunity to do that during the week,” she explained.

The news coincided with the announcement that 70 UK companies had voluntarily joined a scheme to alter the working week basis of their business. Signing on to a pledge to pay 100 per cent of wages for 80 per cent of the hours worked means much more than just creating new rotas. It means altering the internal working patterns of the business and finding new ways to accommodate latency in the workforce.

Not everyone is convinced this can deliver a kind of workplace nirvana.

The Centre for Policy Studies carried out some research last year that estimated that a four-day week would have a big cost to the economy if productivity levels remained constant. The annual shortfall to the economy would be £45 billion ($55.42bn). On more generous calculations, if a 6 per cent increase in productivity could be achieved in the first decade of the reform, the loss overall could be pared back to £17bn. The analyst behind the figures believes the evidence for productivity gains from compressing hours and having shorter working weeks is extremely limited.

That is not much of an argument for not experimenting with shorter weeks. Employees already job-share and expect work-from-home arrangements throughout the work force. In office-based roles or project work, the flexibility to complete the workload that comes with the job most obviously lends itself to working with a defined, shorter time frame.

There are hurdles for other jobs. Customer-facing roles or service functions will still need to be provided across a far longer time-frame than four days or 32 hours. Unlike in Sharjah, there is no clear directive in the UK for a common day that extends the weekend. Indeed, many people working four days chose a non-consecutive day, such as Wednesday, for the non-working option.

Without the government plumping for Friday as part of a three-day weekend, it is likely that businesses will experience co-ordination both internally and with clients and supplies if substantial numbers in the workforce are missing in action for part of the working week.

There are also concerns around the equality of the development. Can it be true that more flexibility would allow women, in particular, to better balance childcare obligations and thus erode the disadvantage with men?

And as the work-from-home phenomenon has shown, the higher-paid employees have snapped up the main benefits from structural changes in how people work. There is little to suppose that this trend would not emerge from the four-day week.

Technology is, of course, the driver of all this, and the trend may over time become irresistible.

Certainly, the difficulties of drawing an absolute boundary between the working day and your time revolve around the fact that your email is always in your pocket on the phone. That is double-edged. It would be difficult for employers to play another card: offering people four days’ pay, not the salaried five.

Published: June 13, 2022, 4:00 AM

This shift is driven by the potential benefits of improved employee well-being, productivity, and work-life balance, as well as the need for businesses to attract and retain employees in a competitive labor market.

What did a survey on 4-day workweek conducted in Hong Kong show?

61% of respondents said employers could implement a four-day workweek to improve employees' mental health.

What did surveys conducted in London before and after the experiment of 4-day workweek  find?

54% of employees had better balance of work and home responsibilities

What has the implementation 4-day wrokweek in Dubai, UAE indicated?

However, implementing a 4-day workweek can be challenging, particularly in industries that require a longer work timeframe, such as customer-facing roles, healthcare, and manufacturing.

What did Labor economist Jonathan Boys say about 4-day workweek?

Healthcare industry may face more problems.

To address these challenges, companies can adopt flexible scheduling, compressed hours, and technology-enabled solutions to maintain productivity and customer satisfaction.

Title:

Content: Four-day workweek’s popularity grew during the pandemic — survey

As companies scrambled during the COVID-19 outbreak to reorient their workplace procedures and processes, one idea that gained ground was a shorter workweek.

More businesses adopted a four-day week during the COVID-19 pandemic as the shift to remote working spurred a major rethinking of work practices, according to a poll of senior leaders at 500 UK businesses by the University of Reading’s Henley Business School.

The survey, an update to research from 2019, showed that 21% of respondents adopted a four-day workweek for all staff in 2021, up from 18% in 2019. The majority of respondents (65%) said a four-day workweek is in place for at least some of their workers, up from 50% who said that in 2019. A four-day workweek is defined in the report as involving a reduction from five to four workdays for the same pay or a compressed workweek with the same hours across four days instead of five.

Though a four-day workweek has gained popularity, the UK numbers are perhaps higher than expected; job posting site Indeed told Computerworld that less than 1% of job postings on March 11 included the term “four-day week,” for example. A Gallup survey of full-time U.S. employees in March 2020 — prior to the pandemic — indicated that only 5% put in four days a week, with the vast majority (84%) working five days (and 11% working six days each week).

That said, numerous organizations have adopted or trialled a shorter workweek for staff since the start of the pandemic, including firms such as Atom Bank, Bolt, Buffer, and Kickstarter. And pilot projects are under way in several countries, including the US, UK, and Spain.

Such projects are not new, of course; Microsoft launched a trial at its Japan offices in 2019 that resulted in higher productivity, for example, while the UK’s Wellcome Trust ran into issues around complexity with its own project the same year.

A shorter workweek has been talked about for decades, but a shift from the five-day, 40-hour week that has been the standard for over a century has so far failed to gain momentum.

What’s behind the recent interest in the idea? One reason is that the widespread, and largely successful, shift to remote work during the pandemic showed the benefits of a more flexible approach to work, said Rita Fontinha, associate professor in Strategic Human Resource Management at the University of Reading’s Henley Business School.

“The pandemic led to a situation where most firms were forced to implement remote work and this has accelerated previous discussions that we have been having over the last two decades on flexible working,” said Fontinha. “Working from home led to increased trust [between employers and employees] and awareness of other ways of measuring performance that go beyond presenteeism. The pandemic showed that flexibility works.”

Report highlights four-day week advantages

The Henley Business School survey pointed to several advantages for businesses that implemented a four-day workweek, including costs savings (66%), improved productivity (64%), better quality output from staff (64%), and  less-stressed workers (78%).

Improved employee wellbeing is connected to business outcomes too, said Jack E. Gold, founder and principal analyst at research firm J. Gold Associates.

“Keeping employees happy and motivated makes for far more productive employees, no matter what hours they work,” said Gold. “Maximizing employee productivity is a much more important way to gain business value than hours worked.”

Another benefit, noted by 68% of survey respondents that had adopted a four day week, involved hiring and retention. “People were less likely to take sick leave, people were more productive, and it was easier to attract new staff, and to retain them,” said Fontinha.

The so-called Great Resignation is also likely contributing to interest in a shorter workweek.

“What’s different now than prior to the pandemic is that we’re seeing a temporary spike in the difficulty that firms are having in hiring and retaining workers, and the four-day work week is a relatively easy benefit to extend to help ease the challenge in the short term,” said David Brodeur-Johnson, principal analyst at research firm Forrester.

A shorter workweek can mean challenges

The survey also highlighted several challenges around implementing a shorter workweek, though employer concerns have softened during the pandemic.

Among companies that did not offer a four-day week, 65% said they were worried staffing costs would outweigh any productivity benefits (though that number was down from 80%). The biggest challenge cited by employers was meeting customer demands (75%), while 70% thought a shorter week would be too complicated to manage.

Some companies may find a switch to a four-day week easier than others, said Fontinha. IT-focused firms are more likely to switch, she said, largely due to the relative ease with which tech worker output can be tracked in comparison with other roles. “Areas where we were less likely to see the four-day week were sectors that involve contact with customers, or healthcare, for example,” she said.

A shorter workweek is also more suited to companies with a relatively homogenous workforce in terms of job roles, she said, meaning large businesses with a diverse workforce may find a short workweek complicated to roll out. At the same time, the smallest companies might not have the resources to support the shift, said Fontinha, adding that there are steps all businesses can take to implement a four-day week, even if they are more gradual.

“Having this overnight shift to a four-day working week will be hard for smaller firms,” she said. “What we suggest is a progressive reduction in working hours, moving towards a four-day working week by assessing how things are going and how needs are being met, how productive people are.”

Even if the benefits outweigh the costs for many, businesses should consider their reasons for moving to a four-day week. While a shorter week provides clear benefits to work/life balance and employee wellbeing, Brodeur-Johnson warns against adopting a four-day week as a shortcut to improving employee experience. “[T]he science is clear that what really engages people is being able to make progress in meaningful work every day; to know that they can and are succeeding,” he said.

“Employee experience peaks when we can leave work knowing that we made a difference, and had a really good day," he said. "It also comes from having a supportive manager, a supportive team environment, and feeling recognized and seen uniquely for the work that we do.

“All of these things are much harder for businesses to do for their people, because it involves behavior changes, manager development, culture changes, deeper resourcing and more that a four-day work week won’t solve on its own.”

Copyright © 2022 IDG Communications, Inc.

7 inconvenient truths about the hybrid work trend
Shop Tech Products at Amazon

The benefits of a 4-day workweek include improved employee mental and physical health, reduced staff turnover, and improved recruitment, with 78% of employees feeling happier and less stressed when working a 4-day week.

Title:

Content: Since June 1 this year, more than 3,000 employees from more than 60 companies in the United Kingdom have conducted a social experiment with a six-month “four-day work ”.
Since 2018, the non-profit organization of "4 Day Week Global" wants to test whether the public interest of "80% working time - 100% wages - 100% productivity" and "three days off a week, labor and management win" really exists.
Due to the COVID-19 outbreak so far in 2020, many enterprises have adopted the method of “working from home, diverting work ”, and in the long process of the epidemic, working from home and working from home has become an emerging work style.
Since the end of the epidemic this year, many countries have returned to their original or new jobs, whether they are blue-collar and white-collar workers who have left or changed jobs.
However, in more than two years, the transformation of various workplaces in the enterprise to survive, and the labor compromise of "unpaid leave + retained work" have made more and more pioneer projects of "four days a week", and the industry category has become more and more diversified, becoming a new opportunity to promote.
Among them, the most representative is Iceland.
According to media reports in the middle of last year: “The three-day weekend experiment in Iceland has been a success, and workers ’ happiness and productivity have improved ”; the reason for this is:“ Employees face less workplace stress, anxiety, depression and exhaustion, and therefore work harder and take fewer sick days; workers feel more leisure time, and therefore are more committed to their work. ”
This conclusion, in addition to the ethical questions of the willingness of enterprises and workers to participate, and whether or not to remain anonymous, also requires the testing of more rigorous research methods, such as the length of the experiment, whether the industry type and size of the experiment is consistent, and the working tolerance of the workers involved in the experiment, are worthy of further investigation.
On the other hand, the three-day experiment, the success stories of Iceland, New Zealand, and British Columbia, Canada, did not clearly describe the type of industry, the development of the industry in each country, and whether the size of the enterprises in the industry varies greatly.
In addition, across all continents of the world, countries have different levels of economic development, industrial structures have their own characteristics, and the government originally conferred statutory labor rights and interests, are also different.
In addition to industries that are not suitable for at-home work, the sense of alienation of human relationships, the synergy of face-to-face communication, and whether innovation requires teamwork have become the focus of discussion.
On the front page of the “Four Days a Week Worldwide ” website, the home page shows where the current pioneer projects are located on every continent around the world. Surprisingly, Central and South America, Africa, and Southeast Asia each launched at least five projects, but in Canada and the United States, there is only one pilot project.
Moreover, the website reveals that “working four days a week makes 78% of employees feel happier and less stressed. ”
It can also be seen that not only developed countries are promoting, in fact, more developing countries are also conducting experiments.
While there is a lack of a more convincing description of the experimental design, it is clear that this is indeed a possible new type of workplace.
Because of this, in addition to the pilot of national enterprises to cooperate with international non-profit organizations, there are also governments taking the lead in responding.
Spain ’ s leftist political party, once launched a “three days off ” policy in 2021, and the Spanish government agreed to test the new work system of“ 32 hours per week (8 hours per day) ” on a limited scale. 200 companies are willing to participate, and 3,000 to 6,000 workers benefit.
The result of such a trial gives more room for imagination to "take three days off every week, and employees will win both."
The social experiment of "80% of working hours - 100% of wages - 100% of productivity" has important policy significance for the harmony of labor relations and the long-term development of the economy.
"High working hours" does not mean "high productivity", which is the general consensus of the current society.
"Shorten working hours, wages unchanged", helps companies retain employees, perhaps without controversy; but whether it can also maintain 100% of the work output is questioned by the business community.
After the epidemic, "three days off a week, labor and management win" is applicable to some specific industry categories, and the nature of the work of individual employees may also be more widely distributed in various industries.
And the flexibility of working hours, the heterogeneity of the workplace, the universalization of work dispatch, and even the high expectations of the young generation for "enterprise decentralization" are all the help of "working four days a week", which may be a major challenge for enterprises in the future.
# Work # Employee # Business # Home # 4 Days

What did  the trial of 4-day workwee in New Zealand show?

What has the implementation 4-day wrokweek in Dubai, UAE indicated?

Increase in employee and customer satisfaction.

Additionally, companies that have implemented a 4-day workweek have reported cost savings, with 66% of businesses reporting cost savings, and improved productivity, with 64% of businesses reporting improved productivity.

What did  the trial of 4-day workwee in New Zealand show?

What has the implementation 4-day wrokweek in Dubai, UAE indicated?

However, meeting customer demands is a major challenge for implementing a 4-day workweek, with 75% of employers citing this as a concern.

To overcome this challenge, companies can implement flexible scheduling, such as compressed hours or staggered start times, to ensure that customer needs are met while also providing employees with a better work-life balance.

What did surveys conducted in London before and after the experiment of 4-day workweek  find?

54% of employees had better balance of work and home responsibilities

Overall, the success of a 4-day workweek will depend on the ability of businesses to address the challenges associated with its implementation, including equity concerns, business continuity, and customer satisfaction.

Title:

Content: Interest in the four-day week has been on the rise in recent years with the Covid-19 pandemic accelerating the shift in how businesses organise their teams while employees are looking a6t how to achieve a better work life balance.

Currently, more than 3300 workers at 70 companies are working a four-day week with no loss of pay in the biggest ever four-day week pilot to take place anywhere in the world.

They are more than half way through the six-month trial, which started on June 6. It is based on the principle of the 100:80:100 model - 100% of the pay for 80% of the time, in exchange for a commitment to maintain at least 100% productivity.

Joe Ryle, director of the 4 Day Week Campaign, one of the organisations behind the campaign, said: “Companies should embrace the four-day week as a way of boosting productivity, improving wellbeing and to help with job retention. The 9-5, 5 day working week is outdated and no longer fit for purpose.”

At BusinessLive, we've been covering the trend for a number of years and for this article, we check in with firms from right across the UK to see how it's going.

From early adopters to businesses that have made the change in recent months, we find out how things are working out from both a business and employee perspective.

The responses are honest and explain the pros and cons.

We firmly believe the four-day week is the future of working life

Atom Bank

Durham

Challenger bank Atom last November became the largest UK business to move all employees to a four-day working week, with no change of salary.
The Durham business, which now has 480 staff, made the shift in recognition of people having longer working lives, the positive impact of technology, flexible working and the need to live and work more sustainably.
More than six months on, Atom has seen a noticeable positive impact that the shift has had on employees, customer service, and operations.

Anne-Marie Lister, chief people officer at Atom, said: “Over six months on from introducing our new four-day working week, it’s clear that it has been a huge success for our business and our people.
“People are rightly looking for a healthier work/life balance, and despite warnings from some sceptics, our metrics and people surveys show that this has not had a negative impact on employees or customer service. In fact, it has been the opposite, with happier, more efficient, and more productive people who are even more driven to help us change banking for the better.
“We firmly believe the four-day week is the future of working life and it is encouraging to now see the range of businesses across the UK embracing the four-day week trials."

One objective was to attract and retain talent more effectively and data reveals this has been a success, having seen a 500% surge in job applications following its launch.
Headcount has grown from 461 in November 2021 to 480 in June 2022, thanks also to a reduction in the number of departures. Atom said this has been vital, with the fight for talent becoming fiercely competitive following the widespread adoption of hybrid working following the pandemic.
Productivity levels have also been measured by each department, with metrics specific to each of the 10 departments. Data collated for the six months to April reveals that across all of the 165 departmental metrics tracked, the success rate has improved.
Employees are also more motivated working a four-day week too. Almost all (92%) report that they look forward to work, and there has been a 13% increase in people engagement between February 2022 and 12 months earlier. Days lost to sickness have also declined since the introduction of the new working structure, dropping from 100 in the month of November 2021, to 72 in June 2022.
Meanwhile, in terms of Atom’s impact on customer service, its Trust Pilot score has risen from 4.54 at the start of the new working structure to 4.82 in June.

What do Atom employees say?

As to how staff members use their time off, Paul, contact centre team leader, said: “I’ve been using my extra day off to do an advanced motorcyclist course so I can volunteer for Northumbria Blood Bikes as a rider, transporting blood from surgeries to hospitals.”
Jonathon, telephone business development manager, said: “The four-day working week has allowed me to spend some quality time with my three year old son Jack. Spending our time in the best soft plays & swimming pools Sunderland has to offer, before dropping him off & picking him up from nursery. Without this day off, I would rarely be able to have this quality time together during the week.”

In short, I’ve been a dad

Merthyr Valleys Homes

Merthyr Tydfil

Merthyr Valley Homes adopted a 30-hour week in the four day working week pilot scheme without loss of pay.

Some staff member are working a four day week and some are working shorter hours over five days to ensure service provision over five days.

The biggest challenge for the firm has been finding ways to work differently while ensuring services aren’t impacted, however it has tried out new approaches during the pilot and says it has found “some very quick wins”.

A spokesperson said: “We have been working on how best to measure success and we are developing a number of new performance measures as a direct result of participating in the trial.”

A positive outcome has been the cooperation between teams and directorates.

“The conversations around how to work more efficiently have been really interesting and it has given everyone a reason to take the time to look at this collectively.”

The company has also seen support for the scheme from its stakeholders and the housing sector in Wales, and has attracted a wide range of candidates to apply for its job vacancies.

Of the advice it would give to other businesses thinking of moving to a four day week, the firm says: “Don’t be too prescriptive and set too many rules - our colleagues have been our greatest asset in designing their own solutions.”

The employee perspective

Ross Williams is the tenant engagement lead for Merthyr Valleys Homes.

The 42-year-old, who is married with 2 children, says the four day working week has hugely improved his work-life balance.

“I feel working 80% of the hours has increased my output. And I realise that a huge reason for this is because of what I choose to do with the other 20%,” he said.

During his non-working day on a Thursday, Mr Williams says he will fit in some early morning exercise or catch up with friends before picking up his 3-year-old son from nursery at 11am. He will also collect his daughter from school.

“In short, I’ve been a dad,” he said. “I’ve been guilty in the past of prioritising work over family and I’m determined to ensure this time remains a space where I get to enjoy some of the simple pleasures.”

During work hours, Mr Williams says the four day working week pilot has also provided some real work benefits and encouraged practical changes within the business.

In meetings, he says discussions are pertinent and decisions are reached “as quickly as possible saving time for myself and colleagues”.

He said: “I feel so much more productive knowing that my work is planned, my non-working day is factored in and my diary ensures my team can access me to ensure they are able to retain the same level of productivity,” he said.

“I think I am more productive, more focused and more content in my role. I have become much more well prepared for the time off that the four day week gives me.”

You couldn’t pay me enough to go back to five days

Marketing Signals

Altrincham

Marketing Signals, moved to a four-day working week in May with staff working 32-hours with no loss of pay.

When Managing Director Gareth Hoyle explained the reasons behind his decision on Linkedin, his post went viral and he was inundated with questions from other business bosses keen to do the same.

Mr Hoyle said he is excited to be part of a new model of work.

"It focuses on quality not quantity and will revolutionise the future of work. A good work/life balance is the key to a happy and healthy workforce which leads to loyalty, ultimately helping our business grow.

“My motto has always been ‘don’t live to work and don’t work to live’, and if COVID-19 has taught us anything, it’s that it’s important we look after ourselves first. It’s important that my staff feel valued and understand life outside of work is just as important."

What do staff say?

Web developer and dad to a newborn Jack Darracott says that a shift to a four-day working week has transformed his life and made him more productive at work.

He works smarter, not harder, and the extra day off allows him to spend more time with his newborn son.

He said: “Since moving to the four-day working week, I’ve been able to spend more quality time with my son, and experience all of the first milestones that I would have missed out on had I been working a full week.”

The catalyst for the move to a four-day week came from the rise in cost of living, which led to Jack asking for a change in working hours due to rising childcare costs.

Jack explains: “The new model has also helped save money as I now don’t have to spend more of my wages on additional childcare fees. This is especially important with the rise in the cost of living. The extra day off also offers breathing room for any curve balls that life may throw at me.”

The four-day trial was met with some scepticism as many people questioned whether it would actually work. However, Jack says it has improved his productivity and efficiency, and that he even feels more energised when he’s back in.

Jack said: adds: “Not only has it helped with my home life, but my work has also improved. My day off serves as a ‘reset day’, so when I’m back in I can look at work with a fresh pair of eyes and I feel more refreshed.”

“You couldn’t pay me enough to go back to five days.”

There have been a number of lessons along the way

Tyler Grange

London, Birmingham, Manchester, Bristol, Exeter and Cirencester

The landscape planning, ecology and arboriculture consultancy became the first in its industry to sign up to the UK pilot in June. Its 80-strong nationwide team does not work Fridays with no loss of income.

The firm is reporting promising results producing the same amount of work so far during the pilot - from June to August – as it did in the same period last year. This is a measurement ratio of productive time versus direct costs, which means the company is, as planned, 100% productive in 80% of the time.

At the pilot’s halfway point, Simon Ursell, Managing Director at Tyler Grange, shares his seven key pieces of advice on how to make the transition from five to four as seamless – and successful - as possible.

Preparation is vital

I can’t stress enough how important it is to prepare for the switch from five working days to four. To enjoy a better work-life balance and to have more time to spend doing what we love. This just can’t be switched on overnight.

Talk to your clients and customers

The most common concern, of course, was ‘what if we need you on a Friday?’ but the vast majority congratulated us for showing such innovation, yet again, and are keen to be kept up to date on how it’s going.

Talk to your team and be ready to realise that a four-day working week isn’t for everyone

It’s essential to engage with your team but it’s also important to realise that working a four-day week isn’t for everyone.

Once the pilot began, and we became more accustomed to our new systems and way of working – which removed lots of lengthy admin and unnecessary meetings and reporting from our day - they soon got their heads around it.

Take different job roles and departments into consideration

Some of our work is very seasonal so, for those teams that are very busy during summertime, we’ve delayed the implementation of some new processes until the autumn.

You need to give people time to learn how to work differently – and it may not be the same for everyone.

If you’re looking to sell your business, a four-day week might not be for you

We used to receive a number of approaches by companies looking to buy us. But interesting, since trialling the four-day week, they’ve stopped.

So, for any potential owners who are sceptical that cutting hours could increase productivity, working a four-day week probably feels like too great a gamble to get locked into.

Bite the bullet and only have one company-wide day off

In some companies, the potential impact of the four-day week is being mitigated by covering all days but with reduced colleagues. We wouldn’t recommend this, despite it perhaps seeming to be an easier option at first.

It can sometimes be more intense and tiring

Most jobs are intense from time to time, and we know that working four days rather than five can exacerbate this on occasions. The adoption of our Alertness App – means we can get a real handle on any tiredness early and can react straight away.

Mr Ursell said: “I’d be surprised if we don’t adopt a permanent four-day working week post-pilot, but we still have three months to go.

“The UK has an unhealthy culture where it is seen as a badge of honour to be work all the time, the brilliant talent that we want to attract at all levels of the organisation - don’t want to be defined by a burnout life."

The worker's point of view

Helen Brittain, 54, is an administrator at Tyler Grange.

She lives with her husband, her son and daughter-in-law, and her two grandchildren - Henrietta, 5, and Florence, 7, - as well as their two dogs.

Helen said her productivity has improved enormously and the new working processes and systems encourage me help her to plan better.

She said: “In the past, work -life balance was always a bit of an issue for me. I felt like a two-day weekend didn’t enable me to enjoy enough of a homelife or to do necessary chores.

Now she is able to get on with chores and care for her grandchildren and find some time for herself.

She said: “I’ve also recently embarked on my own self-learning journey around mental health, as well as looking after my psychical health by working with a personal trainer and nutritionist.

“All of this is having enormous benefits on my personal health and wellbeing, which then has a real impact on my workplace performance and productivity.”

We're more productive and creative than ever before

Accu

Huddersfield

A Huddersfield-based tech-based firm that introduced a permanent four-day week to all 100 staff four months ago say the move has paid massive dividends.

Accu, which designs, manufactures and distributes engineering components worldwide, says it has seen a major boost in productivity, job applications, turnover, and orders from customers.

The firm's policy with no reduction in pay or obligation for staff to make the hours up.

From April-July, Accu has created 20 new jobs – a 25% increase in headcount. The number of applications per role has skyrocketed. One role, which previously got 40 applications, subsequently got 200 – a 400% increase. Similar numbers are being experienced across all vacancies.

Simultaneously, productivity is up, as the time it takes to respond to customer enquiries has improved by 46%. Order numbers and average values have increased by 15%, boosting turnover by 10% (quarter-on-quarter), meaning Accu is on track to hit £12m-plus turnover this year.

Company co-founder, Martin Ackroyd told YorkshireLive: "Giving people more personal time to enjoy the things they love has increased motivation, decreased the risk of burnout and has driven a renewed sense of purpose in our mission to help our customers build a better tomorrow. As a result, we're more productive and creative than ever before."

What do staff say?

Some staff have used their new spare time to pursue personal interests, such as home renovation and the arts, whilst others have used it to spend more time with their family or save on childcare costs.

Matt Ogden, community manager, said: "The longer weekends are very well received. With a longer break, it personally provides me with freedom to travel to London to enjoy and take part in the performing arts. In general, everyone feels more chilled, upbeat, happy, and refreshed.

"In terms of the business, we have seen a benefit across all areas – it was definitely a sound business decision."

Every Friday I enjoy not setting an alarm

Chilwell Products

Ilkeston, Derbyshire

Staff at the manufacturer of end bands for scaffold boards previously worked 39 hours over five days but this was reduced earlier this year by five hours, with all staff on duty Monday to Thursday.

Laura Clarke, managing director, said investment in new machinery improved overall capacity while giving back time to the team."

She said: "Initially, there were concerns around how our move would be received by customers but, when we ran our trial period, we managed to maintain lead times despite operating for five hours fewer.

"Many customers and suppliers have praised our move, even going as far to ask if they can have a job here.

She said the atmosphere at work had improved and there was something 'incredibly smug' about knowing you were halfway through the week on a Tuesday while team members had more autonomy over their lives and how they spent their free time, with some taking extra work elsewhere.

The hard numbers for the firm's manufacturing volumes and the first two financial quarters are positive despite the drop in hours.

She said: "I would advise others thinking of doing this to brainstorm, speak to various people within teams, gather information and look at the business from as many different angles as possible.

"It might not be something you can do in the next few months or even this year but you could start to make changes.

"Businesses need to think outside the box, we need to be innovative as we shape the working landscape moving forward."

How's work been?

Nicholas Wall is a 28-year-old toolroom assistant and press operator at Chilwell Products.

"It's nice to finish the working week on Thursday knowing you'll come in on Monday to a fresh slate.

"This also makes me feel like I'm giving something back to the company as I appreciate they've given us more time to spend however I want."

Nicholas said that, in previous roles with other employers, he felt he was rushing his evenings and weekends but had grown accustomed to it and had not noticed the effect this was having on him.

He added: "Only now that I'm more relaxed do I realise how frantic and pressured my personal life was.

"Every Friday I enjoy not setting an alarm, naturally waking up then heading to the gym to get a workout in and get it out the way."

It's not an easy process, but one we're proud we took the time to implement

City to Sea

Bristol

Bristol-based environmental organisation City to Sea has moved to a four-day working week without any reduction in pay for staff.

The community interest company employs 19 people, who are all now working a 32-hour week, but are being paid the same salary as when they worked for five days. The organisation, which campaigns to reduce plastic pollution, confirmed the move after running a four-day week trial over six months, and receiving positive feedback from staff. Now, every employee has Friday off.

Natalie Fee, chief executive and founder, said the top three challenges of implementing the four-day week were staff members feeling overstretched, managing work patterns and difficulties adjusting to reduced hours.

“We also found calculations around bank holidays and implications of those weeks being three days difficult to navigate,” she said.

However, she said the positives were staff motivation and increased wellbeing.

“It creates a much more balanced, healthier working environment and has resulted in increased staff engagement and staff retention. It's not an easy process, but one we're proud we took the time to test and implement.”

On the frontline

Steve Hynd, policy manager at City to Sea, who is 36 and is married with two children under five, says the move has been “completely transformative”.

“It’s not just the four days a week but also offering flexible working, having a really supportive line manager, and a host of other positive HR policies. This all combined is allowing me to spend more time with my two young kids, giving back to my community as a local district councillor and crucially (and very rarely) even having a bit of time for myself. It has removed the sense of being constantly over-stretched and has improved my mental and physical health significantly.”

Read more of our coverage on the four-day week:

By adopting flexible scheduling, technology-enabled solutions, and a focus on employee well-being, companies can create a win-win situation for both employees and employers, leading to improved productivity, job satisfaction, and business success.

Title:

Content: Ina Opperman
Business Journalist
3 minute read
26 Feb 2023
10:00 am

Largest 4-day week trial results good news for future of work

Ina Opperman

Will a 4-day workweek work? It seems that employees and employers are happy.

The results of the world’s largest 4-day week trial is good news for the future of work, with new research showing that these results are largely in line with existing global evidence, further demonstrating the benefits of reduced-hour, output-focused working.

The pilot programme conducted in the UK by non-profit 4 Day Week Global, the UK’s 4-Day Week Campaign and think tank Autonomy, guided over 60 companies and almost 3 000 workers through a six-month trial of a 4-day week, with no loss of pay for workers.

This brings the global campaign’s total number of completed pilot participants to 91 companies and approximately 3 500 employees. Lead researcher, professor Juliet Schor of Boston College, says overall results show that almost every organisation will stick to a 4-day week after the trial, with 91% definitely continuing or planning to continue and another 4% leaning towards continuing. Only 4% of participants are definitely not continuing.

Participating companies rated their overall experience of the trials at an average of 8.5/10, with business productivity and business performance each scoring 7.5/10. Revenue increased by 35% over the trial periods when compared to similar periods from the previous year, while hiring increased and absenteeism decreased.

ALSO READ: 28 SA companies to implement 4-day work week on 1 March

Improved employee wellbeing and health

During the trial it was also found that the health and wellbeing of employees also improved, with significant increases observed in physical and mental health, time spent exercising and overall life and job satisfaction. Rates of stress, burnout and fatigue all decreased along with problems with sleep.

Even the environmental outcomes were encouraging, with commuting time falling across the full sample by a half hour per week.

Schor says she observed an encouraging consistency in the data, with results largely steady across workplaces of varying sizes, demonstrating this is an innovation which works for many types of organisations.

“There are also some interesting differences. We found that employees in non-profits and professional services had a larger average increase in time spent exercising, while those in construction and manufacturing enjoyed the largest reductions in burnout and sleep problems.”

Behavioural scientist and new CEO of 4-Day Week Global, Dr Dale Whelehan, explained the sample produced interesting differences in gender outcomes. “While men and women benefit from a 4-day week, women’s experience is generally better for burnout, life and job satisfaction, mental health and reduced commuting time.”

ALSO READ: 4-day work week pilot so successful, all participating companies sticking to it

4-day workweek also balances home tasks

Encouragingly, the research also showed that the burden of non-work duties appears to be balancing out, with more men taking on a greater share of housework and childcare.

Co-founder and MD of 4-Day Week Global, Charlotte Lockhart, says her team is delighted to be expanding the arguments in favour of a 4-day week with this new world-class academic research. “We look forward to adding our Australasian pilot results to this data set in the coming weeks and our European, South African, Brazilian and North American results in the coming months.”

4-Day Week Global was founded in New Zealand by entrepreneurs and philanthropists, Andrew Barnes and Charlotte Lockhart, following the world-renowned success of their pioneering trial of the 4-day week in Perpetual Guardian.

Their approach is based on the 100-80-100™ model designed by Lockhart alongside the Perpetual Guardian trial in 2018. That means 100% of the pay, for 80% of the time, in exchange for a commitment to deliver 100% of the output.

4-Day Week Global’s ambition is to make a 4-day week the new default and reduced working time the new standard.

The implementation of a 4-day workweek requires careful planning, including the establishment of clear rules, communication, and measurements, as well as a focus on employee expectations and boundaries.

Title:

Content: Manager of an Estonian company about a four-day work week: experience shows that it is doable
Over time, more innovative ways of working begin to penetrate the Estonian work culture.
Today, the most attention is paid to the shortened working week: for example, a four-day working week or a six-hour working day.
These approaches seem exciting to many, but the fear that they will negatively affect the organization of work, often becomes an obstacle in their implementation in practice.
Elisa manager Joosep Põllumäe noted that while the fear of innovative working methods is understandable, with the right organizational culture, proper pre-planning and strong support systems, confusion resulting from overtraining can be avoided in most cases.
For example, a four-week workweek has been successfully tested twice in Elisa ’ s technology department, which has more than 200 employees.
From now on, it will become a permanent summer mode for IT teams.
“If in recent decades everyone has known that there are forty hours a week to do work, and you can ask for help from colleagues every day from nine to five, then one day off can be a real shock, ” he said.
You just need to know which problem areas to focus on. ”
According to Põllumäe, in order for the introduction of new ways of working to go as smoothly as possible, it is first of all important to focus on establishing clear rules of the game, clear communication and the most accurate measurements.
Expectations should converge
Working four days a week, one weekday is free for the employee.
However, the details associated with this basic thesis may vary from company to company.
Therefore, according to Põllumäe, it is important that all parties involved in the organization of work understand these details equally.
For example, you should establish whether the day off is completely free, or it will be a day of study, a day of concentration or something else.
It is also important to determine who can be disturbed on the fifth day and on what issues, what changes will be made to the organization of work in the remaining four days, so that the work continues to be carried out.
“Employees need to clearly understand what is expected of them and what means are at their disposal to achieve their goals – whether they can cancel meetings, refuse additional tasks, work more from home.
Similarly, employers need to understand what employees expect.
For example, if a four-day work week includes one completely free day, you need to understand that employees do not want to be covered with working letters on this day, ” Põllumäe said.
Work must be measurable
Since expectations of attainable results do not decrease when working hours are shortened, one of the secrets to the success of the new organization of work is clear measurements and a concrete understanding of when the work is done.
According to Põllumäe, the more abstract someone ’ s role or the wider the range of tasks, the more likely it is that some important topics will go unnoticed, or people will always feel that they have to do more, and therefore will not dare to take a day off.
“Employees usually want to exceed expectations.
Try to do as much as possible in five working days.
However, if the employer suddenly allows an employee to take a day off in the case of work performed, then without clear measurements, it is difficult for some employees to understand whether they have completed their tasks or not, - he explained. - That is why very clear measurements are important - thing X should be developed within a month, analysis Y should be completed within a quarter, no "ticket" should "hang" longer than Z days. "
The better people understand their expectations, the better they can plan their work and deliver results in less time.
Communication is important
Since no team or branch of a company operates in a vacuum, clear communication and listening to feedback are also critical to implementing innovative work practices.
For example, departments ordering work from the development department should understand that one day a week from the development department should not wait for answers.
The sales team should know that marketing will not launch new ads on a certain day, and management should understand that one day a week should not expect quick reports from employees.
“If everyone knows how others work, they adjust their work accordingly.
Knowing that the data sphere teams are not working on Friday, the necessary data will be requested on Thursday, he explained. – It is also important to ask for constant feedback – if it begins to seem that the absence of someone from the team is causing real damage to the business, or customers begin to feel their absence, something needs to be adjusted, for example, to change the day when they are absent, or alternate absent employees to always provide some cover. ”
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Companies must also consider the potential impact on customer service, productivity, and employee motivation, and be prepared to make adjustments as needed.

Title:

Content: VERNON HILLS, Ill.--(BUSINESS WIRE)--Jul 7, 2022--

This week, Wonderlic, a leading pre-employment assessment company that moved to a 32-hour, four-day work week in 2021, released a first-of-its-kind guide called The Four-Day Work Week Playbook: Advice from Six Early Adopters on Planning, Piloting, and Perfecting a New Way to Work.

In the 37-page guide, leaders from Wonderlic, Uncharted, Elephant Ventures, PDQ, Awin, and Swash Labs—companies with as few as 50 and as many as 1200 employees—share:

  • How they decided whether a shorter work week was viable for them
  • The most critical questions to ask early—and what data to gather to measure success
  • Best practices for planning, managing, and learning from your pilot
  • The unexpected benefits they’re seeing beyond a recruiting and retention advantage
  • And proven strategies for increasing employee happiness and efficiency that any company can benefit from

“Moving to a four-day work week is a huge decision that requires asking a lot of tough questions, evaluating every aspect of how you do business, and being laser-focused on improving life for your employees, all while still hitting all your business goals,” says Wonderlic CEO Becca Callahan.

“As we’ve learned from our own experience—and by talking to other progressive leaders like Banks, Art, Victoria, Adam, and Josh—there’s no single ‘right’ way to go about it. In creating this guide, we wanted to provide companies curious about the possibilities with some strategic guidance to help them confidently decide if it’s the right move for them.”

Curious to learn more? Check out the full playbook here. And to contact Becca, please email mediainquiries@wonderlic.com.

About Wonderlic

Wonderlic’s mission is to help HR professionals and hiring managers identify top applicants and predict on-the-job performance by providing them the most trusted, scientifically validated assessments on the market.

Since the company was founded in 1937, more than 200 million Wonderlic assessments have been administered to job candidates. Our formula for success is simple: cutting-edge I-O psychology research, machine learning, artificial intelligence, and a company culture grounded in a thirst for innovative thinking and a sincere respect for diverse perspectives.

View source version on businesswire.com:https://www.businesswire.com/news/home/20220707005308/en/

mediainquiries@wonderlic.com

KEYWORD: UNITED STATES NORTH AMERICA ILLINOIS

INDUSTRY KEYWORD: CONSULTING PROFESSIONAL SERVICES HUMAN RESOURCES

SOURCE: Wonderlic

Copyright Business Wire 2022.

PUB: 07/07/2022 09:00 AM/DISC: 07/07/2022 09:02 AM

http://www.businesswire.com/news/home/20220707005308/en

Copyright Business Wire 2022.

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The use of technology, such as scheduling tools, communication platforms, and automation software, can support the implementation of a 4-day workweek and help companies maintain productivity and efficiency.

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Image / Sichuan forest fire more than 400 kilometers away in Chengdu "the sky is yellow"
The development of AI technology may accelerate the dream of a three-day weekend
After many companies in the Covid-19 era tried and achieved positive results, it began to be implemented in countries such as the United Kingdom, Iceland and Portugal; some experts point out that as artificial intelligence (AI) becomes more popular, it will help companies speed up the implementation of the three-day weekend.
Tech.co surveyed more than 1,000 U.S. business leaders at the end of last year to ask how technology will impact the workplace in 2024, the BBC reported.
The researchers found that 29% of companies that took a three-day break used AI extensively in their operations, relying on programs such as ChatGPT to streamline operations, compared with only 8% of companies that took a two-day break.
From another perspective, 93% of companies that apply AI are willing to let their employees work for only four days; less than half of companies that use AI less are willing.
Shayne Simpson, general manager of TechNET IT Recruitment, a British technology agency, said that AI is the foundation of the company ’ s success on a three-day weekend, and AI tools can save 21 hours per week per HR consultant by automating repetitive manual tasks such as data entry, email confirmation, resume screening, and candidate expansion.
Not only does this increase productivity and morale, Simpson says, but it also keeps talent: senior professionals are attracted to streamlined processes, while novices are eager to try new tools.
Digital design firm Driftime co-founder Abb-d Taiyo (Abb-d Taiyo) said that before the process was slow and wasted a lot of valuable time, now can give simple tasks to AI tools such as Modyfi, the production of graphics are real-time and modifiable, designers can create concepts and ideas more easily and faster, the workload of four days has not decreased, and the quality of work and employee satisfaction is high.
But advanced technology alone may not bring about institutional change.
Na Fu, professor of human resources management at Trinity Business School in Ireland, said that the key to the success of the three-day weekend is corporate culture and values, such as whether the company has a high degree of trust in its employees and is willing to try innovative work structures. Is the director supportive?
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What has the implementation 4-day wrokweek in Dubai, UAE indicated?

Ultimately, the key to a successful 4-day workweek is finding a balance between employee well-being, business needs, and customer satisfaction, and being willing to adapt and evolve as needed.

What did surveys conducted in London before and after the experiment of 4-day workweek  find?

54% of employees had better balance of work and home responsibilities

What has the implementation 4-day wrokweek in Dubai, UAE indicated?

Increase in employee and customer satisfaction.

The 4-day workweek has been shown to have a positive impact on employee health, with 77% of US employees believing it has a positive health impact, and companies like Panasonic adopting this concept.

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4 days a week? 30% of U.S. companies are looking to retain talent
Four days a week seems to be the trend. The non-profit organization 4 Day Week Global has participated in pilot projects in a number of countries, including the United States, Ireland, the United States, Australia and New Zealand, and the results have proved to be good and have unexpected benefits.
Not only are office workers welcome, the boss is also considering the four-day work system.
A new survey of corporate CEOs by KPMG, the world ’ s top accounting and professional consulting firm, shows that nearly a third (30%) of large U.S. companies are exploring new work arrangements, working four or four and a half days a week.
Executives consider that in a hot workplace, many employees feel overworked and underpaid, and must find ways to attract and retain talent.
According to Gallup Poll, 77 percent of U.S. employees believe that working four days a week will have a positive impact on their health, with 46 percent saying it will have an "extremely positive" impact.
Last year, more than 40 companies in the United States and Canada participated in the "global four-day work" organization of four days a week pilot project, the results of the trial also satisfied the participating bosses that the four-day work system did not affect the company's income, employees' leave and sick days were reduced by 25%, and the company's internal time spent on administrative procedures was reduced by 15%.
But Paul Knopp, chairman and CEO of KPMG USA, said in an interview with CNN that it is too early to implement a four-day week, and that executives are working hard to find the best solution and will continue to experiment and adjust.
In addition, the shorter work week system is not applicable everywhere.
Knapp noted that while the four-day week might make sense for finance, marketing and some other office jobs, it doesn ’ t work for industries like health care.
He believes that a universal four-day workweek could take years, but that using artificial intelligence (AI) will make employees more efficient.
At present, AI can only automate daily tasks such as making presentations, emails, and writing reports, but in the future, generative AI may make four-day work a reality.
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77% of American employees believe that it will have a positive impact on their health

The 32-hour Workweek Act, reintroduced by California Representative Mark Takano, would change the definition of a workweek from 40 hours, and companies like Augury and Bolt Financial are adopting a 4-day workweek.

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Content: news

11 Companies Adopting a 4-Day Workweek That Are Hiring Right Now

The four-day workweek is having a moment.

Several recent studies, including one that followed nearly 3,000 workers in the U.K., found when companies switched to a four-day workweek workers' productivity, health, relationships and even finances improved. California Representative Mark Takano recently reintroduced the 32-hour Workweek Act in Congress as well, which would change the definition of a workweek from its now 40 hours if passed.

"While the concept of a four-day workweek is not brand new, there is no denying that there is great momentum and interest in this model," says Doug Ebertowski, career expert at FlexJobs. The idea is gaining traction, he says, and "that coupled with the fact that employers have become much more creative in their approach to attracting great workers could mean that we may see the four-day work week here to stay."

Whatever the future holds for the trend becoming a norm, some companies are implementing it as their go-to schedule right now. FlexJobs, which focuses on remote and flexible roles, identified a number of companies that have or are planning to adopt a shorter workweek. And they're hiring. Here are 11 of those companies, including some of their open roles.

Augury

Augury is a software company that helps detect machine malfunctions through ultrasonic sensors.
Headquarters: Haifa, Israel
Open roles: enterprise customer success manager, regional controller, service engagement manager

Bolt Financial

Bolt Financial offers clients such as e-commerce merchants a payment platform for their online stores.
Headquarters: San Francisco, California
Open roles: principal software engineer, senior machine learning engineer

DNSFilter

DNSFilter helps IT professionals filter unsafe web content and protect against digital threats.
Headquarters: Washington, D.C.
Open roles: general counsel, senior manager of digital marketing

Do Big Things

Do Big Things is a creative digital agency that offers services such as website design and spokesperson training.
Headquarters: Mill Valley, California
Open roles: finance director, senior account executive

Kickstarter

Kickstarter is a crowdfunding platform whose projects span films to board games.
Headquarters: Fully remote
Open roles: senior social media manager, director of comics outreach, senior product designer

Merit America

Merit America is a nonprofit that creates pathways to careers in tech through technical training.
Headquarters: Washington, D.C.
Open roles: director of individual giving, revenue operations specialist

New Leaders

New Leaders provides equity-focused training to teachers, principals and other education figures.
Headquarters: New York, New York
Open roles: deputy chief officer of development

Panasonic

Panasonic is a global tech company with products that serve the energy, manufacturing and retail industries, among others.
Headquarters: Newark, New Jersey
Open roles: account manager of public safety, client relations specialist, field service technician

Poll Everywhere

Poll Everywhere creates online polling, surveys, quizzes and more on behalf of its clients.
Headquarters: San Francisco, California
Open roles: engineering manager, site reliability engineer

SambaSafety

SambaSafety sells software that keeps its clients and their communities' tech safe.
Headquarters: Denver, Colorado
Open roles: onboarding specialist, senior data governance analyst, Salesforce administrator

thredUP

thredUP is an online thrift store.
Headquarters: Oakland, California
Open roles: finance data analyst, chief of staff, clothing warehouse associate

As far as trends in the list go, "they're mainly nonprofit and tech companies," says Yolanda Owens, career expert at The Muse. With the exception of Panasonic, they're also smaller companies, "mainly under 1,000 employees," she says.

"With the smaller organizations, adopting a four-day workweek makes sense because it's easier to kind of put parameters around that," she says. "I think it would be a bit more difficult for larger organizations to do that just because of the scope and scale." The logistics of arranging that kind of flexibility for people in an array of roles could be tough, she says.

"I don't think you're going to see an Amazon adopting this anytime soon."

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The biggest ever four-day workweek trial has reached its halfway point. But what are the shorter weeks really like?

Workers who tested 4-day workweek say they'll never return to 5 days—or only with a huge pay bump

10 companies that will let you work from anywhere and are hiring now

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Which company in San Francisco has announced a permanent 4-day workweek?

Clear rules and communication are crucial for a smooth transition to a new work schedule, and expectations must converge among employees and employers.

The 100:80:100 framework, which allows for 100% salary and productivity with 80% time, has been used by some companies to guide implementation, and companies can stay 100% productive with 20% less hours.

Title:

Content: [Workplace Culture] Non-Profit Organization 4 Day Week Global Advocates for Corporate Transition to “4-Day Workday ”
Commercial 15: 09 2022 / 06 / 01
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“4 Day Week Global ” explores and studies with businesses to see if they can stay 100% productive if their employees work 20% less hours, four days a week.
(Data Image)
During the COVID-19 pandemic, many companies have changed their work patterns, such as hybrid work and flexible working arrangements such as the four-day workweek, to reduce the chance of infection due to social contact.
However, in 2018, before the outbreak of the epidemic, New Zealand entrepreneur Andrew Barnes had already piloted the four-day work system for his company, and later established the non-profit group “4 Day Week Global ” to promote and guide the implementation of the four-day work system to global enterprises.
Andrew Barnes experimented with a four-day workweek for 240 employees at his company, Perpetual Guardian, which turned out to be a great success, with employees becoming happier and more productive, making it a permanent system.
Report: 92% of HR executives plan to use AI to enhance talent recruitment and management processes
Andrew Barnes then founded “4 Day Week Global ” and spoke in 99 countries on the topic of the four-day workweek, working with businessmen, academics and researchers around the world to bring productivity-focused flexible working to life.
“4 Day Week Global ” explores and studies with companies to see if they can stay 100% productive if their employees work 20% less hours, four days a week. Andrew Barnes says it ’ s not just about work-life balance, it ’ s about how to increase productivity to make the business better.
Focus more on production and return time to employees
“The idea of working four days a week is what I can give my employees as an incentive to focus on production, ” says Andrew Barnes.
If they can use their time more wisely, it makes sense to give it back to them. ” So he created the “100: 80: 100 framework ”, which allows employees to trade 100% of their salary, 80% of their time, for 100% productivity.
Report: 60% of employees have misused email to leak company data
In June this year, 20 companies from Oceania participated in the 4-day workweek pilot project of “4 Day Week Global ” and collaborated with Boston College, the University of Sydney, the University of Melbourne, and the Auckland University of Technology in New Zealand to guide companies through each step of the implementation trial.
Since January, similar pilot projects have been running in Ireland, North America and the UK, with 125 companies enrolled.
Andrew Barnes warns entrepreneurs: “Your biggest risk right now is not whether or not to try the four-day workday, but whether or not your biggest competitor has implemented it before you. ”
He emphasized that if entrepreneurs can ’ t re-imagine how the business works, employees will leave you and choose leaders with a broader vision.
For each episode of "Entrepreneurship ideas", please come to Hong Kong corporate brands to share tips for doing business under the epidemic.
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What has the implementation 4-day wrokweek in Dubai, UAE indicated?

The four-day workweek aims to increase productivity and work-life balance, with a focus on achieving 100% productivity with 20% less hours, and companies like Microsoft Japan have seen higher productivity with a 4-day workweek.

What has the implementation 4-day wrokweek in Dubai, UAE indicated?

The trend towards a 4-day workweek is driven by technology, with many companies adopting this model to improve employee well-being and productivity.

What did a survey on 4-day workweek conducted in Hong Kong show?

61% of respondents said employers could implement a four-day workweek to improve employees' mental health.

What has the implementation 4-day wrokweek in Dubai, UAE indicated?

Technology can support the implementation of a 4-day workweek through scheduling tools, communication platforms, and automation software, enabling companies to maintain productivity and efficiency.

What has the implementation 4-day wrokweek in Dubai, UAE indicated?

The use of AI and other technologies can also help alleviate labor shortages and improve productivity in industries that require longer work hours.

Title:

Content: Forrester: Generative, conversational AI dominates the top 10 emerging technologies in 2023
2023 / 7 / 24 11: 42: 11 Source: IT Home Author: Young (Internship) Editor: Wang Miao
IT home July 24 news, analysis company Forrester has released the top 10 emerging technologies in 2023 report, generative, conversational AI in the list dominated, Forrester also believes that generative, conversational AI can bring considerable returns to enterprises in the short term.
The main contents of the top 10 emerging technologies in 2023 are as follows:
Generative AI
Generative AI will deliver a significant return on investment for most businesses in the next two to four years.
Enterprises that apply AI also need to bear certain risks, including the credibility of content generated with AI, social regulations, and potential copyright issues.
But AI is still a top emerging technology worth investing in because of its broad reach and its ability to accelerate many other top emerging technologies.
Autonomous Workplace Assistant (AWA)
AWA is an AI-based solution. Forrester defines AWA as software that can make decisions, act without approval, and perform services based on context, context, user input, and learning. AWA can bring short-term benefits to most companies, and the software is now ready to take over increasingly complex but repetitive human tasks.
Conversational AI (AI-Based Chat Tool)
The report notes that while AI-based chat tools are already common today, the technology can still provide a return on investment in the short term due to reduced training costs, and e-commerce, B2B sales and customer service functions will benefit from conversational AI.
Decentralized Digital Identity
Decentralized digital identity (DDID), or “digital credentials, ” which Forrester believes“ will eventually replace physical identification documents, ” may benefit the most from related financial services, government and education, and blockchain will play an important role in this slow transition.
Edge Intelligence
Forrester describes “edge intelligence ” as“ transforming massive data sets generated by computer vision and sensors into real-time action, ” a technology that focuses primarily on the automotive industry and benefits from drones, autonomous trains, and others.
Explainable Artificial Intelligence (XAI)
For new AI software to work, it must be trustworthy, which means it must be explainable and be fully and properly regulated.
Although XAI is not yet mature, the technology is expected to be used to the greatest extent in high-risk scenarios such as finance and healthcare in the future.
Turing Robot (TuringBot)
Turing robots are software robots powered by artificial intelligence, or “AI to write code, ” a technology that helps developers build applications more easily.
Within two to four years, a large proportion of enterprise applications could be generated by this technology.
Expanded reality
The invention relates to a technology for overlaying a computer image on a user's field of view, employing augmented reality (AR), mixed reality (MR) and virtual reality (VR) technologies.
Companies can use these technologies to communicate more easily with employees and customers.
Web3
Forrester believes that despite Web3 ’ s promise to create a new web experience, it still has a long way to go.
For enterprises, around Web3, there are still key technology challenges such as scaling, security, identity and key management, and privacy.
Zero Trust Edge (ZTE)
The solution uses zero-trust access principles to securely connect and transmit digital information inside and outside remote sites, primarily using cloud-based security and network services.
The report divides the ten technologies into three parts: short-term benefit period (less than two years), medium-term benefit period (two to five years), and long-term benefit period (more than five years).
Among them, short-term technologies include generative AI, autonomous workplace assistants and conversational AI, and Forrester believes that these AI technologies are more dominant in the industry today and can quickly benefit enterprises.
Medium-term technologies include decentralized digital identity, edge intelligence, explainable artificial intelligence, and Turing robots.
Long-term technologies include augmented reality, Web3, and the zero-trust edge, and Forrester believes that while these technologies are not “cash cows ” at the moment, actively deploying them can still give enterprises more room to grow in the future.
Brian Hopkins, vice president of product portfolio for emerging technologies at Forrester, said: “While many emerging technologies present great promise today, technology leaders must assess whether these technologies deliver value and whether their businesses can address the associated risks.
This means shying away from misinformation, reducing the number of wrong decisions made for fear of missing out, and narrowing the focus from compelling technologies to a handful with real potential.
Companies must also ensure that the time frame for implementing these technologies is proportionate to their overall risk tolerance, "he said.
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Overall, the 4-day workweek is a global trend that is being driven by technology, and companies that adopt this model can expect to see improvements in employee well-being, productivity, and business success.

What did  the trial of 4-day workwee in New Zealand show?

What did a survey on 4-day workweek conducted in Hong Kong show?

61% of respondents said employers could implement a four-day workweek to improve employees' mental health.

What has the implementation 4-day wrokweek in Dubai, UAE indicated?

Increase in employee and customer satisfaction.

Companies can measure the success of a 4-day workweek implementation using metrics such as productivity, employee satisfaction, and business continuity.

Title:

Content: Alert
Taoyuan now + 11 cases of public market, supermarket 6 footprints exposed
Hashabu-shabu-shabu-shabu-shabu-shabu-shabu-shabu-shabu-shabu-shabu-shabu
Start the weekend with the top 10 announcements.
Do you get depressed every Sunday night?
Maybe your weekend is the same as the author of the book “Weekend Transformation Project: Turn Your Body and Mind Off for 2 Days, Create a Happy 365 Days ”, she used to live a similar life, always repeating many daily chores: playing hockey with her children, doing housework, checking emails, and so on.
After the children fall asleep, she can get a few hours of quiet time and watch a little TV, which is her weekend entertainment.
This feeling of “losing the weekend ” made her determined to find various ways to revive the weekend.
From the perspective of life, culture, history, and psychology, she delves into the development and value of the weekend, and collates the following key elements that she believes the best weekend should include!
by Katrina Onstad
Stop fooling around and let time find you.
I know that a good weekend isn ’ t necessarily a weekly one, because there are a variety of social and economic forces that contribute to a culture of overtime, such as: fear of layoffs; inadequate childcare; lack of family support; and a free market designed to pursue profit and take up employee time.
And while we struggle to solve these anti-leisure structures, we may as well try to make ourselves spend a pleasant weekend, with practical actions to encourage people to work overtime system to say "fuck you."
It ’ s a great way to avoid the “work first ” trap that prevents us from experiencing real freedom in our free time.
When there is a small gap on the weekend, we must activate the anti-work mode and refuse to let it take up the time. Always remind yourself with a favorite phrase of the New Century Movement believers: “Busy is a choice. ” Or, alternatively, busy is self-seeking.
Why not make this a bumper sticker and stick it to your heart?
To have a good weekend, you have to have some key elements.
It ’ s hard to be 100% perfect on every weekend, but even with just a few of these elements of relaxation, you can completely change how you feel from the inside out.
You might also be inspired to take a different kind of casual approach next weekend, or better yet, experience it directly during the week.
In fact, not only the weekend, our every minute and every second is equally important; every day, seven days a week, is worth our heart and happiness to operate.
If we can keep it that way, we will no longer struggle to balance work and life, but live well all the time: full and satisfied.
Seneca is well aware of the importance of time: “No one can recover the lost time; no one can bring you back to yourself. ” In short, the weekend is a shelter and a laboratory where we can experiment with what we want to live.
This is your time, how are you going to use it?
Top 10 Declarations for a Great Weekend
• Build a connection with people.
Connect face to face: meet an old friend; meet a new friend; connect with a neighbor; connect with a long-lost relative; expand your personal relationships.
Second, pay attention.
Give your time: volunteer; become a social activist to advocate for an issue you believe in; write a letter expressing anger and discontent to government officials; meet with a group of people who care more about an issue than you and work together to solve it.
Third, have fun.
Every time you do a passive entertainment, do two active entertainment.
Fourth, go into nature.
Choose what you call a natural environment; get close to it.
Go back there every few weekends until it becomes your temple.
V. Looking for beautiful things.
Get yourself in the midst of beautiful works of art that hold your breath; create something with your hands; go outside the church on Sunday morning and listen to a chant; join a choir.
6) Do less of everything.
Less shopping; less cleaning; less tidying up (which doesn ’ t mean becoming more messy!); less attention to children.
Do not make a plan, leave more blank.
8: Walk around.
9) Be curious.
10, live in the moment.
Then, keep repeating the above over the next weekend.
The price of “rest ” can ’ t be quantified, but you know it ’ s worth it
However, the benefits of working less are not just in terms of money saving.
A shorter work week is more human: it boosts the intangible things like mood and loyalty.
Felicitas Betzl is Managing Director of Serps Invaders, an online boutique marketing company based in Edinburgh, Scotland, with clients around the world.
In order to compete with other larger companies and attract top talent in the industry, she decided to give her employees (five full-time employees, plus about 20 consultants and freelancers) what she called a “gift ”: a four-day work week.
Online marketing requires a set of professional skills, so these kinds of jobs are often scarce, and many companies are clamoring for such talent. Serps employees work hard for four working days, nine and a half hours a day, and can choose when to go to work; they work a total of 37 and a half hours a week, nearly 40 hours, which sounds like tiring, but they don ’ t have to go to work on Fridays, leaving only one person on standby. All very cooperative.
She said: “They also asked me about my practice and wanted to implement it in their own company.
In the three years since Friday closed, Bezos employees have been called back to the company to deal with problems only three times on Friday.
To ensure that every employee does their job well, Bezos uses “productivity artifacts ” like project management tools to schedule and track progress on a regular basis.
Making efficient use of your time at work is key to your weekend getaway; too much office time is wasted, not including time spent checking Facebook or chatting in the bathroom.
Many office management systems are designed to stifle the effectiveness of our work.
Most people are able to focus on their work efficiently for the full 90 minutes without having to take a break; however, when there are temporary meetings large and small each day, they can ’ t stay focused. Jason Fried told me that meetings are strictly forbidden at Basecamp because their company finds that meetings take up too much of the day, forcing employees to do real work in the evenings and weekends.
However, if employees can have a calm, uninterrupted environment (turn off your notifications!) to focus on their work, they may have a chance to take back some weekend time.
According to Bezos, overtime work has decreased since Serps Invaders implemented a four-day week.
Employees become more engaged when they go to work because they can use Friday to see a doctor or go to the bank to do business, instead of having to use working days to sneak in like they used to.
Some say the downside is getting off work too late (the office closes at 7: 30 p.m.) and having to delay dinner.
But even so, no employee turned down the non-mandatory option of a four-day week and returned to work for five days.
“On Monday morning, when I saw people holding their coffee ready to start a short workweek, I realized they didn ’ t look the same: they looked refreshed and ready for work, ” Bezos added.
She would ask people what they had done over the three-day weekend, and many employees said they were traveling and spending time with their children; one female employee said she had started running marathons.
The housework that used to be crammed with weekends can be done on Friday, and you can rest for the next two days.
Perhaps leisure is a social contagion: if we see people taking time off for a good weekend, we want to follow suit.
Of course, after seeing employees make the most of their vacation, Bezos found herself inspired as well.
Her own working hours were seventy to eighty hours a week, a sharp drop of at least a third.
"If I don't take time off, my staff will be angry with me, they are really caring."
I know I can rest because I have complete confidence in them and their abilities. ”
At Basecamp, I asked Fred if there were any metrics that could be used to demonstrate to other companies the viability of long weekends and the value of their profits.
Fred says that value is hard to measure in money, and he doesn ’ t even know how much his company is worth (but at least big enough for Amazon ’ s Jeff Bezos to invest in 2006).
Rather than using money as a criterion for assessing the value of a short work week, he said, “Do we lose part of our productive time?
In business, everyone wants to measure this, measure that, but I don ’ t know if I can measure this.
I think the return we get from it is more valuable.
At the end of the day, you no longer waste your time at work, leading to a calmer, more relaxed environment.
People can use their weekend time to do more interesting things and thus create more interesting people.
It ’ s hard to quantify its value, but you feel it ’ s the right thing to do.
For example, how do you measure the value of giving thanks to humanity? How do you measure the value of a smile? You can ’ t measure these things, you just know it ’ s the right thing to do.
Failure to complete or delay does not affect our company, and since it does not affect us, why not do it?
Don ’ t you want everyone to have a better work-life balance, spend more time with their families, or do what they want? A four-day week feels like the right thing to do. ”
● This abstract is from the publication of the newspaper "Weekend Transformation Plan: Turn off the body and mind for 2 days to create a happy 365 days (Weekend Happy Upgrade Edition)".
Times Publishing Social Movement Reading Windward Ball
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Start the weekend with the top 10 announcements.
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Chiang Ching-kuo's most important literary hero, Chang Yu-tzu, reveals his unknowable nature.
Chang Chu-yueh, a century-old writer who has lived in Chiang Ching-kuo through history, reveals the unknowable true feelings and loveliness of powerful people. In June 1972, Chiang Ching-kuo took over as Premier of the Executive Yuan, which was the beginning of the miracle of Mr. Chang Chu-yueh and Mr. Chiang Ching-kuo.
Until the death of President Chiang Ching-kuo in January 1988, Mr. Zhang Zuyue was always an important scholar of President Chiang Ching-kuo and witnessed firsthand the ups and downs of Taiwan's political scene.
One hundred and four-year-old Mr. Zhang Zhu-yueh, feeling the responsibility of history, spent two years in memory of his work and friendship with President Chiang Ching-kuo, and personally wrote "The President and I", reproducing the concept of governance and governance of that era, and recording the true character and behavior of Mr. Chiang Ching-kuo.
"The President and I" vividly describes some of the interactions between the President and the author that are not known to the outside world, so that we have a profound understanding of Mr. Ching's spirit of "taking the world as our own responsibility" and the selfless heart of loving the people and the people, and also a deeper understanding of the role of national leaders.
How do humans use their power to reverse natural catastrophes?
Elizabeth Kolbert ’ s The National Sea Simulator has declared it “the world ’ s most advanced research aquarium. ”
Aquarium in the East Sea of Australia
Russian-American Journalist Martha Leaves a Divided Nation ’ s Story (Part I): Into Ukraine ’ s Independence Square
This is totalitarianism again!
Martha Gerson, author of “Putin: The Return of the Tsar, ” writes about the rapidly changing political, economic and social environment of Russia in the past 30 years through four protagonists and more than 20 characters.
This is the life history of the Russian people, and it also reflects how Russia is open, unrestrained and tightened, and how it is subservient to the tyranny of the powerful and lost in nationalism.
The scientific puzzle in the kitchen: why shake the bottle before drinking milk?
The milk that is bottled to the door has a layer of cream floating on the surface.
Why? Because cream is just milk with a higher fat content, because the fat is lighter than water (lower density), so it floats on the upper layer.
The Story of a Divided Nation Under Russian Totalitarianism: The Historical Context of Crimea
Putin ’ s speech clearly spelled out Russia ’ s arguments for Crimea.
His first argument speaks to history, echoing the historical claims made by any country to other territories since ancient times.
Putin said Crimea was the cradle of Russian civilization (as Serbia has always claimed Kosovo as its cradle).
He somewhat acknowledged that ethnic cleansing had taken place in Crimea: indeed, there was a time when the Crimean Tatars, like the rest of the Soviet Union, were treated unjustly.
But I would like to point out that millions of people were oppressed during those times, of course Russians were the majority.
This is not true, but this statement is in fact accurate throughout the Soviet Union, even if the reason is simply that the number of ethnic Russians is far greater than that of other ethnic groups.
With this rhetorical trick, Putin removed the suffering and fear of the Crimean minority and repositioned the Russians as victims.
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What did  the trial of 4-day workwee in New Zealand show?

The employees were happier
The productivity  increased

What has the implementation 4-day wrokweek in Dubai, UAE indicated?

Increase in employee and customer satisfaction.

The key performance indicators (KPIs) for evaluating the effectiveness of a 4-day workweek model include productivity, employee satisfaction, and business continuity.

What has the implementation 4-day wrokweek in Dubai, UAE indicated?

Increase in employee and customer satisfaction.

A 4-day workweek can lead to improved employee well-being, with 61% of employees supporting a 4-day workweek for mental health.

Title:

Content: Survey _ More than 60% of employees interviewed pointed out that the implementation of a four-day work week can improve mental health
Author: Zhang Wei-lun
Published: Updated:
Since the outbreak of COVID-19 in 2020, many corporate employees have sought to achieve a better work-life balance, expect a better quality of life, and reduce the stress caused by work.
A study of 1,083 full-time and part-time employees in Hong Kong last month found that 71% of office workers pointed to work as the main source of stress affecting mental health, 22% of respondents pointed to the negative impact of remote work on mental health, and only 19% pointed to the positive impact of remote work.
How to improve the mental health of employees. 61% of the respondents said that employers can implement a four-day work week, 40% pointed to the flexibility of working hours. 34% and 32% respectively pointed to the participation of companies in mental health days or weeks. Another 21% pointed to the availability of mental health resources such as counselling services.
The study outlines the views of Hong Kong office workers on flexible working environments.
Nearly half of respondents (48%) believe that flexibility means being able to choose the hours they want to work.
The remaining respondents defined it as the ability to choose the day of work (17%) or the freedom to work anywhere (17%). 1 in 10 respondents said flexibility should be measured by performance, not hours worked (11%).
The majority of respondents indicated that they can choose the number of hours or days they work (58%) as the top priority.
In addition, it is important to take flexible leave as needed (54%), to be able to allocate the number of hours needed to do the work (42%), to work anywhere (41%), and to be able to go out and deal with emergencies while working (27%).
85% of employees support performance measurement based on work results
More flexible arrangements, a four-day working week and more paid holidays are also key factors in attracting and retaining talent.
As companies move towards hybrid and even more flexible work models, this has sparked a discussion of measuring employee performance in the new workplace: more employers tend to focus on employee outcomes rather than hours worked.
A majority of respondents (85%) support measuring performance based on work outcomes rather than hours, and believe that this improves efficiency, focus, and recognition.
Nearly half (49%) of respondents said they expect their office hours to gradually decrease in this mode.
You may be interested

What did  the trial of 4-day workwee in New Zealand show?

What did a survey on 4-day workweek conducted in Hong Kong show?

61% of respondents said employers could implement a four-day workweek to improve employees' mental health.

Implementing a 4-day workweek has been shown to reduce staff turnover, with 89% of companies maintaining a 4-day workweek as of 2023.

Title:

Content: UK companies test "4-day working week" workers generally agree that the benefits outweigh the disadvantages 51% permanent implementation
Author: Zhang Zijie
Published: Updated:
A number of UK companies are participating in a four-day workweek pilot scheme in the second half of 2022, with media reporting that most of the participating companies continue to allow employees to work fewer hours per week, and more than half of the companies have made the arrangement a regular measure.
The United Kingdom has 61 companies from marketing, professional services, non-profit organizations, construction, manufacturing, retail, health care, art and other industries, employees from June to December 2022, participate in the four-day work week, pay and performance of the same trial.
British citizens walk through the Canary Wharf Financial District on August 3, 2023. (Reuters)
As of the end of 2023, at least 89% of participating companies continued to maintain the measure, and at least 51% permanently implemented the measure, according to a report published by Autonomy, a think-tank that conducted the research.
The study found that shortening work hours generally benefits employees and businesses, who feel that their mental and physical health has improved, as well as a better balance between work and life, a better life, and less fatigue from work.
In addition, the managers and CEOs of the 28 participating companies unanimously agreed that the four-day work week has had a positive impact on the company, reducing staff wastage, significantly improving recruitment, and benefiting employees physically and mentally.
Sixty-one companies from different industries in the UK piloted a four-day work week in 2022, and the results were generally positive.
People enjoy a view of the City of London on 23 September 2023.
(Reuters)
The study, which listed a number of ways to maintain a four-day work week, including safety changes such as meetings, workplace communication, and work priorities, found that the improvements felt by employees continued for a year after the trial ended.
Researchers at Boston College, Cambridge, and Oxford University believe that the key to the strength of the data is not the rare or short-term impact, but the real and long-term impact.
Therefore, the four-day work week is not a flash in the sky, and British companies have succeeded in turning it into a permanent and effective measure.
Is the overall efficiency of returning less than one day of work declining instead of rising?
Click to learn more ▼ ▼ ▼
+ 16

Companies that have implemented a 4-day workweek have reported cost savings, with 66% of businesses reporting cost savings, and improved productivity, with 64% of businesses reporting improved productivity.

What did  the trial of 4-day workwee in New Zealand show?

What has the implementation 4-day wrokweek in Dubai, UAE indicated?

The four-day workweek model is being adopted by companies globally, with countries like the UAE adopting a 4.5-day working model and Sharjah adopting a four-day model.

Technology is driving this trend, with Google searches for "4 day week jobs" increasing by 1011% in early 2022.

In the UK, 61 companies piloted a 4-day workweek in 2022 across various industries, and 89% of companies continued the measure by the end of 2023.

The pilot showed improved mental and physical health reported by employees, as well as better work-life balance, reduced staff turnover, and improved recruitment.

What did  the trial of 4-day workwee in New Zealand show?

What did a survey on 4-day workweek conducted in Hong Kong show?

61% of respondents said employers could implement a four-day workweek to improve employees' mental health.

What did surveys conducted in London before and after the experiment of 4-day workweek  find?

54% of employees had better balance of work and home responsibilities

What has the implementation 4-day wrokweek in Dubai, UAE indicated?

Meetings and communication adjustments are necessary to maintain a 4-day workweek, and work priorities must be adjusted to ensure business continuity.

The implementation of a 4-day workweek has been proposed through legislation to reduce the standard workweek from 40 to 32 hours, with 83% of employees favoring a shortened workweek.

Title:

Content: Subscribe to Entrepreneur for $5
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What Are the Real Consequences of a 4-Hour Workweek?

Work has become a four-letter word, but what will the net effect be on a workforce that clocks fewer hours, takes longer to master skills and 'opts out' of culture-shaping efforts?

By
Opinions expressed by Entrepreneur contributors are their own.

No one wants to work. Or at least that’s what appears to be the case. On the heels of The Great Resignation, we have an uptick in interest in concepts introduced in the 2009 Jim Ferris book The 4-Hour Workweek. A workplace survey conducted by Eagle Hill Consulting found that 83% of employees favor a shortened workweek. In July 2021, a state representative from California proposed legislation that would reduce the standard workweek from 40 to 32 hours. The assumption is that people can work fewer hours and get the same amount done, but is that really true?

How long does it really take to innovate?

Malcolm Gladwell proposed a widely adopted standard for subject mastery, which sits at 10,000 hours. Most people believe it takes about 10,000 hours to become an expert at something. For the average professional working 40 hours a week for 48 weeks a year, this means that mastery is achieved after about five years. It stands to reason that the more complex a field is, the longer it could take to get to an “expert” level.

Based on these estimates, if people work in a field 30 hours a week, it takes closer to seven years to become a master. Shrink that further, and the timeline expands.

Myth: Technology means I can work less

The big addendum most people are using to justify doing less with the same results is technology. But any artificial intelligence (AI) or automation expert will be clear: Tech is meant to replace manual tasks, so that people can do complex tasks, not so that they can do nothing at all.

How long does it take to ideate and implement?

Humanity has progressed rapidly in the last 100 years, largely due to innovations in infrastructure (buildings, highways), technology (the internet, computers, now machine learning and AI), and manufacturing (machines, automations and new inventions). Novel medicines like vaccines have eradicated illnesses that reduced lifespans, making it possible to live longer and work harder. The cost of developing these catalyzing factors for humanity is greater than 30 hours a week, and there is proof to back that claim.

What are the work habits of high performers?

We’re all familiar with the work ethic of modern high performers: Elon Musk works 80-100 hours a week; Tim Cook wakes up at 3:45 a.m.; Bill Gates worked 14-16 hours a day; the best athletes in the world train for several hours a day; and the most esteemed artists and creatives work for weeks on end to complete projects. Lest this list only address current trends, Albert Einstein worked 10 hours a day, six days a week; Winston Churchill’s dictum was “action this day,” and he was famous for working morning until night; and Robert Moses, the “master builder” of the 20th century, was an idealist with an indefatigable work ethic.

The culture conundrum

We, as a culture, want to think that we are too busy and don’t rest enough. The general impression persists that “balanced” cultures take more time off than U.S.-based professionals. But what’s at stake with this steady decline in work hours?

Great achievements simply take time. Time is the untradeable commodity of innovation. An argument could be made that the one thing that could take a culture of our size and development into a dark age is if people simply … stop working.

If, as was posited earlier, mastery takes 10,000 hours, and people are willing to work less and less, the length of time it takes to reach mastery in an individual career is lengthened. If the average duration of a career is around 35 years, and it takes someone 10 (rather than five) years to reach a state of mastery, what can be accomplished in the course of that career (especially during peak performance years) is decreased. The net loss of progress among millions of individuals would be substantial, even devastating, to the state of humanity.

The biggest problem

The pendulum swing of culture has taken people from reveling in personal accomplishments to reveling in personhood, full stop. In other words, “I am more than what I achieve.” This is a fundamentally sound principle, but it is not the full picture, especially operating in a world of cause and effect. Our collective contributions are what push forward great ideas and revolutionary inventions. If a large number of individuals “opt out” of performing to their highest capacity, humanity will pay the price. We should care that this is the case because, unpopular though the idea may be, the world doesn't revolve around any single person. It takes all of us, laboring toward excellence, to build a brighter future.

Work is not a four-letter word

As humans regularly take stock of what makes us happy, “work” has been villainized. Work is the reason we have no balance in life; work is the reason we don’t get to do what we enjoy; work is the reason we are tired and stressed. There is an inaccuracy here. It is not, in fact, work itself that we detest: It is the workplace. The workplace demands too much and gives too little.

Work itself is actually deeply fulfilling, and something that humans do every day, voluntarily, and with great joy. Rather than working less, people need to consider what work they are doing, and whether it is fulfilling. Competition drives innovation. Dedication and a strong work ethic are valuable traits that shouldn’t be underestimated, especially when it comes to achievements that  ensure the long-term wellbeing of every other individual on the planet. Some people will “opt out.” Some people will live for the weekend and early retirement. But others, the ones with a real vision for creating something meaningful and leaving a legacy, will work hard … and not resent the labor that leads to greatness.

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Entrepreneur Leadership Network Contributor

Joy Youell is an experienced copywriter, content strategist and on-page SEO specialist. She's addicted to novelty and innovation, which has led her to considerably expand her field of study to include marketing, branding, voice development and numerous entrepreneurial endeavors.

AI and automation can play a significant role in supporting the implementation of a 4-day workweek by replacing manual tasks and freeing up time.

Title:

Content: Bill Gates: Four days off a week is not a dream
Author: Zhang Zijie
Published: Updated:
Bill Gates, the founder of Microsoft, said that artificial intelligence (AI) will not replace humans, but it may reduce the number of working hours from five days to three days a week.
Business Insider reported on November 23 that Gates was asked about the threat of AI to human work, and he believes that people can one day do not need to work too hard, saying that if society accepts an environment that works three days a week, there will be no problem.
Gates predicts that in the future, machines will be able to make food and goods, and people will not have to work more than five days a week to live.
He used to think of sleep as lazy and focused his life on Microsoft between the ages of 18 and 40, but he now feels that life should not be focused solely on work.
In addition to the cover, JP Morgan CEO Jamie Dimon also believes that thanks to AI, future employees may only work three and a half days a week.
In an October interview with Bloomberg, he speculated that technology would eliminate cancer and that the next generation of humans could live to be 100 years old.
Companies around the world are experimenting with four-day workweeks, and some believe that the work-life balance of employees has improved.

Bill Gates believes that AI can reduce work hours to 3 days a week, and machines can make food and goods, reducing work needs.

JP Morgan CEO predicts a 3.5-day workweek due to AI, and companies are experimenting with AI to improve work-life balance.

Four-day workweeks are being tested globally, showing promise, and technology can eliminate certain tasks, freeing up time.

The four-day workweek model can be adapted to different industries and company sizes, with smaller companies, such as Merthyr Valleys Homes and Marketing Signals, adopting a 30-hour week or 32-hours with no loss of pay.

What companies are adopting 4-day workweek?

Mainly nonprofit and small tech companies under 1,000 employees

Global banks are developing working models based on employee roles, and companies like Accu and City to Sea have introduced a permanent four-day week to all staff with no reduction in pay.

The four-day workweek has been shown to increase productivity, with a 6% increase in productivity potentially reducing the loss to the UK economy by £17bn.

What did  the trial of 4-day workwee in New Zealand show?

What has the implementation 4-day wrokweek in Dubai, UAE indicated?

Companies are also reporting increased employee happiness and efficiency, with data gathering crucial to measure success in a four-day workweek.

What did  the trial of 4-day workwee in New Zealand show?

The employees were happier
The productivity  increased

What has the implementation 4-day wrokweek in Dubai, UAE indicated?

Increase in employee and customer satisfaction.

What were the results of UAE's trial of 4-day workday?

A 90% increase in job performance, happiness, and mental health.

There is no single right way to implement a four-day workweek, and companies can benefit from unexpected benefits beyond recruitment, such as improved employee wellbeing and reduced absenteeism.

What did  the trial of 4-day workwee in New Zealand show?

What did a survey on 4-day workweek conducted in Hong Kong show?

61% of respondents said employers could implement a four-day workweek to improve employees' mental health.

What did surveys conducted in London before and after the experiment of 4-day workweek  find?

54% of employees had better balance of work and home responsibilities

What has a Gallup Poll found out about the prospect of 4-day workweek?

77% of American employees believe that it will have a positive impact on their health

What has the implementation 4-day wrokweek in Dubai, UAE indicated?

Increase in employee and customer satisfaction.

Companies can use various technical tools and software to support a 4-day workweek, including scheduling tools like Google Calendar and Calendly, which help with time management and meeting scheduling.

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Eight Ways Entrepreneurs Can Leverage Technology To Get Control Of Their Time

When you’re a small-business owner, you’re likely doing all you can to manage your schedule, stay on top of your to-do list and handle other vital tasks. Especially if you have a small team or a limited budget, you may be trying to tackle all these different tasks at once, wearing as many hats as you can to ensure your business has what it needs to be successful.

But one person simply doesn’t have the time to do everything a thriving business requires, which is why leveraging technology in the right ways can greatly improve the day-to-day operations of your business as well as your own peace of mind. Below, the members of Young Entrepreneur Council discuss eight ways small-business owners can better leverage tech to manage their busy lives and schedules and get better control of their time.

1. To Take Back Your Personal Time

Planning is everything if you want to be productive with work and have a harmonious home life. When you plan the week ahead on a Sunday, and plan the following day every night before, your time goes by much more smoothly and, most importantly, it’s spent on what matters. I use Google Calendar to block time for my work and personal life and even color-code the hours to clearly see what they are assigned to. I also block off certain hours in the evening when I spend quality time with my family, whereas I used to agree to meetings at any hour. This would result in my being overworked and less present for my family. Now to save myself from myself, when scheduling a meeting, I simply ask others to choose a time from my Calendly link, which has my personal time blocked off as not even an option. - David Henzel, TaskDrive

2. To Organize Priorities

Leaders and upper management can use cloud-shared calendars as well as task lists to organize priorities. Especially when working remote, it can become easy for individuals to focus on different projects and fail to align. A cloud server with task lists that people can update every week can ensure that the team stays on track and you can meet important deadlines. My team uses these servers and has weekly meetings via Zoom, which also helps with onboarding new managers. - Duran Inci, Optimum7

3. To Focus On One Task Without Distraction

Every successful business leader can use tech to automate and streamline their workloads. But what makes the best leaders stand out? It's their ability to think and communicate clearly, and that can only happen when they aren't distracted by everything around them. That's why I'm such a big fan of the Freewrite Traveler. It's a simple, distraction-free writing tool that I personally use to draft everything from emails to newsletters to social media posts and other content for my business. Why? Because it allows me to focus on just one thing at a time: writing. For me, writing is one of the ways that I do my best thinking because it helps me clarify what's in my head and makes it concrete so I can share it with my team or potential customers. This tech gadget is worthwhile in our digital age. - Nathalie Lussier, AccessAlly

4. To Set Goals And Give Yourself Direction

An important application of technology for business owners is using goal-setting software to give direction to their personal and business lives. These software provide a convenient platform for defining, organizing and prioritizing goals. This helps set, track and achieve business goals (like sales and growth) and personal goals (like health and wellness). Some key features of a good goals management software include goal-setting templates, progress tracking, data analysis and collaboration tools. It should also integrate with project management systems to help create plans, monitor progress and measure the results of the teams. Above all, an effective goals management software will support planning for specific, measurable, achievable, relevant and time-bound (SMART) goals. - Vikas Agrawal, Infobrandz

5. To Remind You Of Deadlines

Set alarms. Give yourself deadlines for completing specific tasks or ending meetings throughout the day. This will ensure that you don't end up overthinking simple problems or turning quick conversations into multi-hour discussions. An alarm gives you a firm reminder that you need to wrap up soon and move onto the next thing so that you aren't overwhelmed when the day ends and your task list is only halfway done. Sticking to a schedule allows you to predetermine the amount of time and energy you'll invest in a particular project so that you can better manage your time and prioritize the highest-impact activities. - Firas Kittaneh, Amerisleep Mattress

6. To Automate As Much As Possible

Using tech to automate as much of your day as possible is key for small-business owners trying to juggle all their responsibilities. If there’s a task you do regularly, like creating and sending out employee schedules, posting on social media or emailing appointment reminders to customers, look for software that allows you to automate or batch these tasks—it’s out there. Business automation software could save you hours a week. For small teams or solopreneurs, it opens up incredible opportunities to focus on growing the business, improving customer service or simply reclaiming your free time! - Diana Goodwin, MarketBox

7. To Better Manage Customer Interactions

Customer relationship management is integral to every business, and tech tools can help small-business owners manage productively. In most cases, small-business owners can be overwhelmed by the number of applications and platforms they have to handle regarding customer interactions (e.g., email, phone, live chats, social media interactions, apps, website contact forms and more). With customer management platforms like Genesys, all these varied interactions can happen from a single point of contact, saving time and resources. Additionally, companies can save on operation costs, improve customer service, maintain data flow and streamline processes that help companies improve their profitability. - Brian David Crane, Spread Great Ideas

8. To Optimize Your Meetings

When you’re a small-business owner, it's important to make the most of your time, and one way to do that is to leverage technology to organize and streamline your tasks. One of the best tools out there is Otter.ai. It's a voice recognition and transcription service that helps you capture, organize and search your meetings, interviews and conversations. It can save you time by transcribing and organizing your audio into text so you can quickly search for important topics and quotes for later use. With Otter, you can also access powerful analytics to see how conversations and meetings move forward, giving you valuable insights into how to optimize business strategies. So, if you want to be a more organized and productive business owner, look into tools like this one. - Abhijeet Kaldate, Astra WordPress Theme

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Week is a task management app that uses the time blocking technique and has a rating of 4.1/5 by 9 users, making it a suitable option for planning and task management.

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Bolt uses scheduling tools to support its four-day workweek, while Shopify uses communication platforms for remote work, and Microsoft Japan uses performance management software.

Title:

Content: Jump directly to the content
HAPPY WEEKEND

List of US companies with four-day work weeks – and some are recruiting now

GETTING blessed with a three-day weekend doesn’t happen often for many– but that might start to become more of a reality soon.

And one company just made a four-day workweek permanent after a three-month experiment.

That’s tech and e-commerce startup Bolt, which has been said to be seeking a $14billion valuation.

Chief executive officer Ryan Breslow disclosed in a tweet that the San Francisco-based firm found that 94% of its employees wanted to continue with the four-day workweek.

In addition, the survey found that 84% have improved productivity and work-life balance.

Major companies including Shopify and Microsoft Japan have implemented this work strategy outside of the US.

Also, the UK has a big list of companies that offer four-day workweeks.

But along with Bolt, there are other firms based in the US, or have operations in the country, that have imposed those work schedules.

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Americans can claim $1,800 in child tax credit money on 2021 tax returns

Abstract

The design workflow platform offers “alternating four-day weekends.”

Currently, there are no openings at Abstract.

Bit.io

The early-stage data firm offers four-day eight-hour shifts with “unlimited” paid time off.

The San Francisco-based company has three job openings currently.

GooseChase

The online platform allows you to control real-life scavenger hunts.

GooseChase offers a 32-hour four-day workweek to its fully remote team in the US, Canada, and Hungary.

Currently, it has two job openings.

Kickstarter

The crowd-funding platform announced that it would implement its four-day workweek in 2022.

Brooklyn, NY-based Kickstarter has four job openings currently.

Monograph

The software firm has been offering a four-day workweek since its founding in 2016.

It has one job opening currently.

Nectafy

The content marketing company offers a fully remote job with its four-day workweek.

Nectafy is hiring for just one position right now.

PDQ

The software company offers a four-day 36-hour workweek to its employees.

However, the company is not hiring at this time.

Starship

Starship, which specializes in health savings accounts and finance, said that it would move to a four-day workweek starting in 2022.

The New York-based company is hiring for four positions currently.

The Financial Diet

In 2021, money website The Financial Diet switched to a four-day workweek.

CEO Chelsea Fagan noted in a tweet that employees are happier and that it would never revert back to its past hours.

There are no job openings at the company right now.

The Wanderlust Group

The outdoor tech firm relates to the rest of the world that despises Mondays.

In fact, they ask their employees to take off most Mondays unless there is a major customer or company event.

No jobs are available at Wanderlust currently.

Uplift

The software development firm is flexible when it comes to its hours and includes four-day workweeks.

There are five job openings currently at Uplift.

Volt Athletics

Volt Athletics is a workout app that provides workout programs to users globally.

In 2020, it switched to a four-day workweek – offering Friday as the flex day, according to Dan Giuliani, the CEO, and co-founder of the company.

Employees at the company are able to use Fridays to complete any outside work activities they would like as long as they keep up with productivity when on the clock.

There are currently no positions open at Volt Athletics.

Wonderlic

The software company, which helps employers pick out the best applicants, has implemented a four-day 32-hour workweek after a three-month experiment over the summer.

Wonderlic has 7 jobs currently available.

For a wider search range, you can use 4/day week’s search tool to find the best job for you.

This allows you to search by location and job title.

These 21 states are increasing the minimum wage this month.

We explain how much Target, Home Depot, Amazon, and other major employers pay their workers.

Plus, these retailers will pay your college tuition.

Molly-Mae Hague horrified as she’s told to work a 12 hour shift in video before she boasted about hard work

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Which company in San Francisco has announced a permanent 4-day workweek?

Zoom supports hybrid work environments and can be used for virtual meetings and onboarding, making it a useful tool for companies adopting a 4-day workweek.

Title:

Content: 58% of Hong Kong residents expect three challenges of hybrid working environments at WFH companies three days a week
Blog 20: 30 11 / 07 / 2023
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58% of Hong Kong residents expect three challenges of hybrid working environments at WFH companies three days a week
In the hybrid office model, employees ’ perceptions of the office are changing.
Work is no longer confined to traditional indoor offices and meeting rooms, and employees can adopt flexible working arrangements, such as choosing to work in a coffee shop or at home.
How to build a hybrid work environment that allows employees to collaborate and connect in different places is a problem for enterprises.
58% of Hong Kong residents want WFH three days a week
As society recovers, employees have returned to work in the office, and they expect flexibility in choosing to work remotely.
A local survey found that 58% of respondents prefer hybrid work and would like to work from home, on average, close to three days a week.
This flexible working model can meet the needs of employees, but how to adjust office facilities and arrangements to meet the needs of mixed work can also pose challenges for enterprises.
Businesses need to think about how to provide the best work experience so that employees can have the same experience at home or remotely.
Three challenges of building a hybrid workplace
Here are three of the most common challenges companies face when building a good hybrid workplace, and their strategies.
1.
Deploy the right technology solution to support decentralized teams
For employees, a fair and inclusive office is the most critical factor in a hybrid work environment. For example, employees who work remotely want to be able to talk to others about everything like physical attendees, rather than feel isolated.
On the other hand, employees who work in the office also want to be able to participate in meetings with “one click ” as easily as they work from home.
This shows that they crave an easy-to-use solution that meets these needs without worrying about scheduling issues such as video tools.
To this end, enterprises should deploy communication and communication solutions so that employees can enjoy an easy-to-use hybrid meeting experience while working in different locations.
When evaluating a suitable program, enterprises should also consider the adaptability of the program, from one-on-one video, small meetings of people, to large staff meetings of more than 100 people, excellent programs should be able to take into account.
Today ’ s solutions incorporate innovative technologies such as AI to enhance the video communication experience.
Take an enterprise management meeting as an example. Through the collaboration of AI functions, advanced communication solutions can build a more immersive meeting experience, so that all participants can participate in a clear view of others, and management members around the world can participate in the same meeting in the same place.
2.
Meet the collaborative and social expectations of employees returning to the office
Unlike in the past, employees returning to the office may have a more specific purpose in the hybrid work model.
Examples such as meeting customers, meeting to think about an innovation plan, working on a project with a team, or networking with other colleagues can be more beneficial in face-to-face situations than in remote implementations.
A Zoom global internal survey found that the main reason employees return to the office is to stay social with other employees.
When employees plan to return to the office, they certainly don ’ t want any obstacles, such as not being able to find a job in an open office.
Enterprises can deploy desks and meeting room reservation plans so that employees who suddenly need to return to the office can understand the use of the desk and make reservations, and even regularly book desks or meeting rooms as needed.
These appointment plans also allow businesses to create more personalized customizations and arrangements, such as viewing other members of the team ’ s location or dividing virtual areas by department, making it easier for employees to arrange their favorite work locations.
Some advanced booking solutions even integrate AI technology to provide intelligent collaboration to provide the most suitable desk booking suggestions based on employee preferences or team members ’ arrangements.
Companies can set up a digital map at the entrance to the office workspace to let employees see the status of their desks and other information, such as important announcements and meetings of the day.
3.
Reduce expenses while delivering the best experience
As mentioned above, employees want to have a more productive work process while working in the office, and businesses need to think about how to strengthen the office equipment so that employees can be satisfied with the excellent hybrid work experience it brings.
One common expectation is that the office should have more advanced information technology equipment, so that employees can enhance collaboration with team members, so that they can work in a comfortable hybrid work environment.
However, in the context of economic instability, many companies are planning to reduce their expenditure burden in various aspects.
The 26th Annual Global CEO survey, published by PricewaterhouseCoopers, found that 48% of respondents in APAC have already begun to reduce operating costs.
In addition, APAC CEOs identified automated processes and systems (71%) and technology assistance (67%) as their second and third key investments for next year.
To control costs more effectively, businesses need to deploy flexible solutions that integrate with hardware.
Enterprises can use data to understand the needs and usage of employees, so as to adjust the space allocation in the office, thereby improving the operational efficiency of enterprises.
For example, businesses can view the usage of digital solutions and communication hardware, including devices such as audio, screens, and more.
This allows businesses to understand if there are additional expenses caused by unnecessary equipment in the office, and then reduce these burdens based on analysis, and may even find less frequent and redundant meeting rooms, freeing up more space in the office.
In the long run, because conference participants are more dispersed and smaller, enterprises do not even need to divide up multiple large conference rooms, but can divide into more small and medium-sized working areas.
Ricky Kapur has more than 25 years of experience.
As Head of Zoom Asia Pacific, he is responsible for developing and leading the marketing strategy for Zoom Asia Pacific ’ s key markets, including Australia, New Zealand, ASEAN countries, China, Hong Kong SAR, India, Korea and Taiwan.
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The implementation of a 4-day workweek requires careful planning, including the establishment of clear rules, communication, and measurements, as well as a focus on employee expectations and boundaries.

Companies must also consider the potential impact on customer service, productivity, and employee motivation, and be prepared to make adjustments as needed.

The use of technology, such as scheduling tools, communication platforms, and automation software, can support the implementation of a 4-day workweek and help companies maintain productivity and efficiency.

What has the implementation 4-day wrokweek in Dubai, UAE indicated?

Ultimately, the key to a successful 4-day workweek is finding a balance between employee well-being, business needs, and customer satisfaction, and being willing to adapt and evolve as needed.

What did surveys conducted in London before and after the experiment of 4-day workweek  find?

54% of employees had better balance of work and home responsibilities

What has the implementation 4-day wrokweek in Dubai, UAE indicated?

Increase in employee and customer satisfaction.

The 4-day workweek has been shown to have numerous benefits, including improved employee well-being, productivity, and work-life balance, as well as cost savings and improved business continuity.

What did  the trial of 4-day workwee in New Zealand show?

The employees were happier
The productivity  increased

What did a survey on 4-day workweek conducted in Hong Kong show?

61% of respondents said employers could implement a four-day workweek to improve employees' mental health.

What did surveys conducted in London before and after the experiment of 4-day workweek  find?

54% of employees had better balance of work and home responsibilities

What has the implementation 4-day wrokweek in Dubai, UAE indicated?

Increase in employee and customer satisfaction.

However, implementing a 4-day workweek can also pose challenges, such as meeting customer demands and ensuring business continuity.

What did Labor economist Jonathan Boys say about 4-day workweek?

Food and beverage industry may face more problems.

What has the implementation 4-day wrokweek in Dubai, UAE indicated?

To address these challenges, companies can adopt flexible scheduling, compressed hours, and technology-enabled solutions to maintain productivity and customer satisfaction.

What companies are adopting 4-day workweek?

Mainly nonprofit and small tech companies under 1,000 employees

Global banks are developing working models based on employee roles, and companies like Accu and City to Sea have introduced a permanent four-day week to all staff with no reduction in pay.

Overall, the 4-day workweek is a global

Overall, the 4-day workweek is a global

Overall, the 4-day workweek is a global