The traditional five-day working week is being scrutinised more than ever, especially by Generation Z, who are making us question our workplace priorities. With flexibility, mental well-being and work-life balance at the top of their list, a four-day working week is quickly becoming a game-changer in attracting this new wave of talent.
Recent studies highlight a strong preference among Gen Z for a shorter working week. A survey by Development Beyond Learning (DBL) found that 93% of Gen Z respondents view a four-day working week as enhancing a job's appeal. DBL's survey highlighted the importance of work-life balance to this generation too. 90% believe it would improve their mental health, with many planning to use the extra day for rest, hobbies or spending time with loved ones.
Additionally, other research indicates that 80% of Gen Z workers believe the traditional five-day working week should be reduced, highlighting their desire for flexibility in their work approach.
So is this the key to attracting and retaining Gen Z? We explore how other organisations have fared with the four day work week as well as what to consider before rushing into it!
As of writing this blog, the Guardian reports that two hundred UK companies have adopted the four-day working week, with many stating it as a helpful way to attract and retain employees. These 200 companies have permanently shifted to a four-day working week without reducing pay and operate in sectors like marketing, technology and charities.
For many organisations, the four-day week isn’t just a theoretical idea, they've proven its success across a diverse range of industries. Let’s explore some real-world examples of 4 day weeks to understand how businesses make this work.
Hatch, a UK digital marketing agency, adopted a four-day working week to reduce burnout, enhance work-life balance and attract talent. The change led to higher job and client satisfaction due to improved creativity and focus. By cutting unnecessary meetings and streamlining workflows, they maintained high-quality service in less time.
CMG Technologies, a UK precision engineering firm, shows how the four-day work week can work in the manufacturing sector. By cutting workdays but keeping salaries, they boosted morale and productivity, reduced absenteeism and attracted skilled workers. It's a story that highlights how operational efficiency and employee well-being can exist across industries.
A four-day working week has many advantages, including:
Enhanced productivity: Employees often become more efficient, focusing on essential tasks and reducing time wastage (77% of workers reported that they were more productive working a 4 day week)
Improved mental health: A shorter working week has shown to lead to reduced stress and burnout for better overall well-being for your employees.
Attraction and retention of talent: Offering a four-day working week makes positions more appealing to prospective employees, particularly among Gen Z, and helps retain current staff.
Environmental Benefits: Reduced commuting can lower carbon emissions, contributing to environmental sustainability.
While the four-day working week has many benefits, it's essential to consider potential challenges:
Operational Adjustments: Companies may need to restructure workflows to maintain coverage and meet client needs.
Industry Applicability: Not all sectors may find a four-day working week feasible, especially those requiring continuous operations.
Employee Adaptation: Some employees might struggle with increased daily workloads or feel pressured to complete tasks in a shorter timeframe.
As Gen Z continues to enter the workforce, their preferences are reshaping traditional work models. Embracing a four-day working week aligns with their values of flexibility, mental health, and work-life balance. Companies adopting this model not only stand to attract top Gen Z talent but also foster a more productive and satisfied workforce.
For organisations considering this transition, it's crucial to assess operational needs, gather employee feedback, and implement changes that support both business objectives and employee well-being.