How do you feel on Fridays? Exhausted, right? Me too. And I bet the rest of the world feels the same way. Otherwise, we wouldn’t have created so many memes about Friday liberation. Yes, humanity has created tons of memes about it. We’ve even coined terms like “TGIF” to capture the excitement and relief Friday brings.
In response, companies have tried to lighten the load with initiatives like “pajama Fridays,” allowing casual dress codes and even bringing pets to work—quick fixes to make this dreaded day more bearable.
Let’s get real for a sec: there’s a reason behind all this Friday hype. The “Friday frenzy” is no joke—it’s the day we power through, fueled by the promise of two days of rest, fun, and kissing that alarm clock goodbye.
Now, here’s a wild thought: what if every week had two Fridays? That’s the lightbulb moment that led me to shake things up at our company and wave sayonara to the traditional five-day grind. Spoiler alert: it’s been nothing short of revolutionary.
What is a Four-Day Work Week?
A four-day work week refers to a schedule where employees work four days instead of the typical five. The concept has gained traction across various industries worldwide. Companies are continually looking for ways to improve productivity, attract talent, and boost well-being—leading many to rethink the five-day work week.
There are two primary models:
- Compressed Work Week: Employees work the same number of hours as they would in a traditional five-day week but spread over four days (e.g., 10 hours per day for 40 hours per week).
- Reduced Work Week: Employees work fewer hours overall, such as 32 hours over four days, without extending their daily shifts. This model focuses on reducing total working hours while maintaining the same level of productivity and output.
The idea of a shorter work week isn’t entirely new. As early as the 20th century, labor advocates pushed for reducing the number of hours people worked each week. In 1926, Henry Ford famously introduced the five-day work week at Ford Motor Company, believing that reduced work hours would increase productivity. More recently, countries like Iceland and New Zealand have experimented with four-day work week trials, showing positive results in terms of worker satisfaction and productivity. These experiments have inspired many companies globally to explore the benefits of a shorter work week.
Why Our Company Adopted a Four-Day Work Week
A few years ago, our company was born with a unique vision: to create a fully remote model that cuts out commuting and makes work-life balance a reality for the entire team. This was before the pandemic, and when lockdowns forced companies to embrace remote work, we were already ahead of the curve.
Then, about two years ago, we made the transition to a four-day work week. Once again, it wasn’t about following a trend. It came from our belief that work shouldn’t consume all of our energy and time. I wanted to build a work environment where everyone could balance the effort they put into work with time to recover, pursue personal goals, and actually enjoy life.
At our company, we chose the reduced work week model. We believe productivity doesn’t depend on the number of hours worked but on how efficiently we manage our time and tasks. By reducing work hours, we give everyone more space to recharge and focus, leading to better performance and greater well-being.
The Benefits We’ve Seen from a 4-Day Work Week
Since adopting the four-day work week, we’ve experienced several key benefits for everyone in the company:
- Higher Overall Satisfaction: Our entire team, from top to bottom, reports feeling more energized and motivated. We all appreciate having more time for personal activities, errands, and family, which leads to greater happiness overall.
- Increased Productivity: We’ve seen improved productivity, with projects being completed faster and at a higher quality. The focus and efficiency of the reduced work week have more than made up for any concerns about lost time.
- Reduced Absenteeism: With the extra time off, we’re less likely to experience burnout. This has led to fewer sick days and a more reliable workforce at all levels. When we have time to handle personal matters, like routine health checks or simply relaxing, we’re more likely to stay healthy and present at work.
- Improved Company Culture: The four-day work week has fostered a culture of trust and flexibility. We don’t need to micromanage or impose strict oversight because we’ve built a workplace based on mutual respect. Employees feel valued and empowered, and managers feel trusted and supported.
This shift has given all of us the time to focus on activities outside of work—whether it’s practicing a sport, picking up a hobby, going to the doctor for a check-up, or simply doing nothing. Believe me: happy, rested people work better and bring more energy to their roles.
Addressing Common Concerns
As with any major shift, transitioning to a four-day work week comes with its challenges. Here’s how we addressed some of the common concerns:
- Lost Productivity: Many worry that cutting a day from the work week will result in decreased productivity. But as we’ve seen, the opposite is often true. Focused, well-rested people tend to be more productive. Our team has learned to prioritize tasks, eliminate time-wasting activities, and work more efficiently. We don’t procrastinate—we aim to finish everything by the end of the week. And on Mondays, we’re full of energy, ready to tackle the hardest tasks. We’ve also scheduled regular client calls on Tuesdays and Wednesdays, allowing us to focus on client needs for two solid days, then close out tasks during our new “Thursday-Fridays.”
- Client and Customer Expectations: Initially, we were concerned about how a four-day work week might affect our customer relationships, especially since some clients still operate on a five-day schedule. To address this, we created a 911 email address that clients can use for emergencies. This email goes directly to our managers, who decide whether an issue requires the involvement of our team or can wait until Monday. In most cases, our managers can handle the issues themselves, reducing the need to disturb the rest of the team. This system ensures that emergencies are dealt with efficiently, without disrupting employees’ well-being. We believe it’s important not to bother workers unnecessarily and to have high-level managers take responsibility, as they have both the experience and compensation to handle urgent situations.
- Longer Workdays: While we chose a reduced-hour model, companies that opt for a compressed work week may face concerns about longer workdays. It’s important to ensure employees have the tools and support they need to stay productive without feeling overwhelmed by longer hours.
Ready to Rethink Your Approach to Work?
At our company, adopting a four-day work week has become a way of life. When we talk about it with others, we often hear comments like, “Oh, how lucky you are!” or “How do you make it work? Are you less productive?” The response is clear: we’re happy, not lucky, and we’re more productive than ever.
Are you ready to rethink your approach to work and embrace balance for yourself and your team?