Home Gamification Why a shorter work week wants an engagement reframing

Why a shorter work week wants an engagement reframing

Why a shorter work week wants an engagement reframing


With any dialogue that centres round altering a method of working, there’ll at all times be pushback. With any dialogue about change, there’ll at all times be pushback. Individuals primarily don’t like change. And that’s largely as a result of a worry of the unknown. What we all know now’s safer than what we’re but to search out out later.

There are three factors of pushback that I’ve come throughout when studying about altering a working week from 5 days to 4 days.

The three factors are: economics, occupation kind and logistics


The pushback argument is: When the financial system is doing properly then we are able to afford fewer working days, and when it’s in decline then individuals will need and must work extra days.

It’s a strong argument, and it really works with the present working assemble. Sadly, if an financial system is in decline and there may be unfavorable progress then there are different components that come into play. And the outcome could very properly be that regardless of working extra, you’re not getting way more cash, or the shopping for energy stays the identical regardless of the elevated earnings. The counter-argument is after all that in the event you permit for extra free time, then the person could spend extra which implies extra money being injected into the financial system and progress finally (re-)begins.


This we’ve coated a bit already, with the variations that happen between the blue-collar and white-collar professions. The assertion alone of claiming {that a} occupation wouldn’t permit for a discount in working time, no matter whether or not it’s the 4-day workweek argument or a versatile working association, is basically shortsighted and archaic. What that assertion says to me is that these in energy and management are unwilling to alter or innovate and that the occupation as it’s, is essentially unattractive. For instance, a grocery store clerk may work 6-7 days every week for minimal wage (nation dependent), and their employer wants them to do these hours. A dialogue of decreasing the workweek is unattractive to that employer as a result of meaning they should discover extra individuals to do the unattractive job, to cowl all of the weekdays. In the event that they maintain the established order, then they don’t want to fret about spending extra to search out extra individuals for what’s considered as an unattractive job.


That is the elemental situation of the workload not magically decreasing regardless of fewer days being labored. There are sufficient dialogue factors a few 4-day workweek however many appear to maintain a 40-hour workweek. Or no matter quantity of hours per week the organisation deems should be put in, be that 40, 50 or 60.

What this implies is that if we maintain to the present assemble, we for instance go from working 8 hours a day to 10 hours a day. On prime of that, the dialogue continues with what occurs with holidays and paid break day? Will HR must work extra to kind all of this out? Does it improve the working prices of corporations? And if individuals work fewer days, shouldn’t they be incomes much less?

And if the corporate has solely 4-days of a working week and the competitor works a unique 4 days, or what in the event that they cheat and do 5 days anyway? Effectively, then they’ll have the benefit. Such doom & gloom statements do beg the query of what these corporations do now once they cope with worldwide companies within the Center East and Asia, who generally work Sunday to Thursday or solely have Sundays off?

All of those factors merely stem from remaining in that 9-5, 5-day work week assemble {that a} honest quantity of the world has adopted. And but it doesn’t resolve the underlying situation, which is engagement, effectivity and productiveness. It merely deflects.



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