Insights from the Four-Day Work Week Experiment
Amidst nearly a year of navigating the challenges posed by the pandemic, I found myself at a crossroads—teetering between feelings of stagnation and the looming threat of burnout. The tasks I'd deferred, from scheduling a routine check-up to addressing a broken clothes dryer, had amassed and I felt diminished energy to address them after a demanding workweek. With the support of my manager, I made the decision to experiment with a 4-day work week.
My hope was that by working fewer hours, I would create more space for self-care, household maintenance and the pursuit of passions outside of work. I dreamed of luxurious long walks with friends and afternoon naps.
Reality unfolded differently. While my work hours got reduced, the volume of work did not. Akin to countless working parents, I condensed my tasks into a more compressed timeframe. I was more productive than I had ever been. By the time my “free” day rolled around, I was so busy catching my breath, I didn’t always feel like investing time and effort into my passion projects, like learning how to play the piano or going stand up paddle boarding. I was producing 100% of my output at only 80% of my paycheck, and resentment began to creep in. Plenty of recent studies support this notion, which explains why companies are using perks like the 4-day work week as a carrot in a competitive labor market.
After 4 months, I conceded defeat, and resumed my full-time schedule. A few months later, after a particularly demanding project wrapped up, I took a 3 week vacation. Inspired by my peers and leaders who championed this restorative pause, I found the extended time away from work, while my kids were enrolled in school, created the space I needed to begin to recharge. Surprisingly, the act of deliberately saying “no” to everything across an extended period provided more of a reset than attempts at trimming a mere 20% of my workload.
About a year later, after a successful first half, our company experimented with a few “bonus” vacation days tacked on to the independence day holiday. The novelty lay in the unanticipated freedom—unscripted time intertwined with a shared commitment among colleagues to embrace this break.
Learnings:
In the aftermath of my experiment’s perceived failure, I gleaned invaluable insights that will shape my approach to scheduling in the years ahead:
Redesigning Work Hours: A truncated work week, absent the commensurate adjustment to work volume, will not mitigate burnout. Crafting a flexible schedule necessitates deliberate choices about what to forego, particularly if compensation will be reduced.
The Power of Collective Culture: The culture of your organization shapes behavior. It is much easier to enjoy restorative time off when your peers are as well. This parallels studies highlighting greater job satisfaction in Europe where it is customary for employees to take extended summer holidays.
Efficiency of Extended Breaks/Sabbaticals: Longer breaks away from work are more restorative than shorter, more frequent ones. Their potential for renewal is amplified when coupled with meticulous pre-planning, and a genuine commitment to disconnect.
Navigating Burnout: There is no ‘easy button’ to resolve burnout. Integrating healthy work practices that enhance connection and collaboration and build in time for physical activity in nature can help.
Now it’s your turn. Ask yourself: “What can I try today that might improve my well-being?” and then set up a timed experiment to see what you learn.
