The demand for flexible work arrangements has been rising over the past several years. The compressed workweek has become one popular option, as it essentially offers an extra weekend day.
Successfully adopting a compressed workweek hinges on designing a clear structure and policy to guide this change. If you’re considering restructuring your workweek, we’ll help you weigh the advantages and disadvantages of doing so. We’ll also discuss how to measure performance changes as you implement an alternative work schedule.
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1. What Is a Compressed Workweek?
2. Common Compressed Workweek Formats
3. Pros of a Compressed Workweek
4. Cons and Challenges of a Compressed Workweek
5. How to Make a 4-Day Workweek Successful
6. The Role of Performance Management in Supporting a Compressed Workweek
What Is a Compressed Workweek?
A compressed schedule allows employees to work full-time hours in fewer days. Essentially, it places a full-time work schedule into less than five days.
The compressed workweek differs from part-time or reduced schedules in that it doesn’t reduce total work hours. The goal is to maintain a high level of productivity while giving people a larger block of time off work.
A full 80% of American workers believe they would be just as effective—and happier—with a four-day workweek, the American Psychological Association (APA) reports. Moreover, companies that have tried the 4-day workweek tend to keep this schedule, researchers have found.
Common Compressed Workweek Formats
Let’s review several common condensed workweek structures. These options each provide larger blocks of time off without reducing total hours worked.
4/10 Schedule
The most common compressed schedule involves 4 workdays of 10 hours apiece. Employees then gain an extra free day for family time, hobbies, leisure activities, or downtime.
9/80 Schedule
This schedule entails working eight 9-hour days and one 8-hour day in each two-week pay period. Employees then receive an extra day off every other week. For instance, they might get every other Friday off.
3/12 Schedule
This schedule involves working three 12-hour days and having two extra days off. It proves more feasible in certain industries than in others. For example, industries like healthcare, manufacturing, and air travel often follow this schedule because they frequently require 24/7 coverage. In other roles, employees may need to be present for more days throughout the week in order to fulfill the demands of their role.
Hybrid Approaches and Custom Arrangements
Some companies design other approaches tailored to their needs. For instance, some follow agile work schedules that vary by week. In other organizations, everyone adheres to the same compressed workweek schedule. A third option is where certain employees may opt to work this schedule while others maintain a standard 5-day workweek or have flexible work hours.
Pros of a Compressed Workweek
Let’s examine some of the key benefits of a compressed work schedule now.
Improved Work-Life Balance and Job Satisfaction
Research trials of a 4-day workweek have found it improves work-life balance and job satisfaction, the APA reports. Leaders are largely satisfied by the results as well. With a longer block of downtime, workers tend to return more refreshed.
Reduced Commute Time
A condensed workweek cuts down on the time required to commute to work. This can also reduce transportation costs. And for those working remotely, it still cuts down on preparation time.
Productivity Gains
Gains in productivity can result from larger focused time blocks. The incentive of having an extra day off can also boost motivation and productivity, as SHRM notes.
Enhanced Recruitment and Retention
A compressed workweek can support recruitment and retention efforts, since many employees prefer such schedules. A four-day workweek can position your company as an employer of choice. Likewise, offering a flexible work schedule can boost engagement.
Cons and Challenges of a Compressed Workweek
Let’s examine some logistical considerations in implementing a compressed work schedule. HR should discuss how to handle these challenges with company leaders when considering a shortened workweek.
Fatigue or Burnout
Longer workdays could lead to fatigue or burnout. Focusing intensively for 10 hours per day may prove difficult for some employees, or in some professions. The amount of time in which people can work efficiently could be reduced, increasing the sense of time pressure, Arabella Mühl and Christian Korunka assert in the European Journal of Work and Organizational Psychology. This could create safety concerns in certain industries or lead to lowered engagement and productivity.
At the same time, longer work hours could also help employees work more efficiently. Working on tasks for longer hours, and reducing the time required to prepare for tasks, can improve efficiency, the researchers note. Hence, they actually observed a decrease in time pressure with a compressed schedule.
Reduced Daily Availability for Clients
A compressed schedule can decrease daily availability for clients. This can especially affect customer service or client-facing roles. Customers who reach out on Friday might not get a reply until Monday, which could be frustrating. This may also run the risk of making a poor first impression on prospective clients or failing to convert new leads.
Impacts on Team Coordination
A shortened workweek may negatively affect collaboration. This can especially hold true for cross-functional teams, where people rely on one another’s skills to complete projects in a timely manner. Spontaneous collaboration may prove more challenging if some team members work a compressed schedule while others do not.
In light of these challenges, the compressed workweek is not ideal for all roles. Customer-facing, hourly, or shift-based positions may not lend themselves to such schedules.
Measuring team productivity changes poses one of the greatest challenges for organizations adopting a 4-day workweek, the APA reports. The same holds true for companies offering flexible work schedules in general. Implementing performance-tracking tools is essential for providing this oversight.
Adhering to Compliance Requirements
Consider how to maintain compliance with labor laws within any scheduling changes. For example, will the proposed changes adhere to overtime regulations? In several states, like California, going over a certain threshold of working hours per day results in overtime pay. Look at collective bargaining agreements that affect your organization, too.
How to Make a 4-Day Workweek Successful
Effectively navigating the above challenges can prove beneficial, leaving team members more satisfied with their new schedule. The following strategies will also improve client relations and foster smooth workflow processes.
Clear Communication
Set expectations around availability and response times, and stick to them. Make it clear that employees should not handle work communications during their days off (except, perhaps, when an emergency arises). Establish communication norms for in-office days that will help work to flow seamlessly, too.
If you allow for flexible work hours, talk with individuals about when they’ll be available. Establish clear time windows when team members can reach out to them for collaboration or discussion.
Strategic Scheduling
Consider staggering customer-facing employees’ days off, so customers or clients will always be able to reach someone. For instance, some employees could take Friday off while others could take Monday off. This would allow each person to have a three-day weekend block while still serving customers’ needs.
Set standard team meeting times during days when everyone is present, too. Try to avoid unnecessary meetings, though, to free up more staff time for productive uses.
Defined Goals and Priorities
Focus on outcomes, not hours worked. As a team, set goals and priorities for the week. Check in with individuals to help them establish their own priorities. With a focus on goals and objectives, teams will use their hours at work more productively, minimizing time wastes.
Use of Technology and Tools
Support asynchronous collaboration with the use of the right platforms and tools. Performance-tracking software will help managers stay current on teams’ progress, even with flexible work schedules.
Leadership Buy-In and Modeling
Successfully implementing an alternative work schedule requires top-down support. Ask leaders and managers to speak to employees on the merits and best practices of a compressed workload. Enlist their help in troubleshooting areas of concern.
Regular Feedback and Adjustment
How employees feel about a compressed schedule can shape how it affects them. So, talk with them about their preferences before making adjustments. Consider giving individuals the ability to opt in or opt out of the compressed schedule. Stay responsive to their concerns, making changes as needed.
Also, consider implementing the change on a trial basis. Take note of what works—and what doesn’t—during this period. An agile approach to scheduling will help you find the best solutions for your business.
Finally, keep clients apprised of schedule changes, specifying how and when they can reach you. If all team members work the same compressed schedule, collaboration will flow more smoothly. Alternatively, employees could agree upon specific times for group activities.
The Role of Performance Management in Supporting a Compressed Workweek
Performance management software solutions like the following will boost team success throughout a shortened workweek.
Goal-Setting Tools
Keep employees focused on completing the right tasks in less time. Help them set strong OKRs or SMART goals, then move toward them each day. Goal-tracking tools will let them measure their own progress, boosting engagement and productivity. Plus, they’ll allow managers to better observe employee efforts.
Continuous Feedback
Replace lost touchpoints with structured check-ins. Continuous feedback will help employees grow more productive during work hours. Refer to their professional development goals to connect this feedback to their big-picture ambitions.
Engagement Tracking
Monitor morale and burnout risk when adopting a compressed schedule or flexible work hours. Look at metrics that can signal changes in employee engagement, like these:
- Productivity rates
- Progress toward goals and KPIs
- Use of creative thinking
- Absenteeism rates
- Completion of trainings
Also assess how frequently employees collaborate with teams, along with their level of communication with coworkers. You can also use employee satisfaction surveys to assess how they feel about the new schedule.
Data-Driven Performance Reviews
Deliver insightful performance reviews on a quarterly basis—or even more frequently—to continue focusing on productivity and outcomes. Using data on performance metrics will support managers in sharing valuable observations and guidance.
Consider how an alternative work schedule will affect team meetings, staff availability, and collaboration. If it seems feasible for your workplace—and if employees are in favour—pilot a compressed work schedule on a trial basis. Seek employee input every step of the way, to learn whether a compressed schedule will enhance job satisfaction and organizational success!
Learn how Primalogik’s software will help you track engagement and outcomes in a compressed workweek—or in any work schedule. Demo our performance management product!
