The world’s largest four-day work week trial has wrapped, with the results showing a resounding success for both businesses and the people they employ. The study has captured the attention of organisations around the world, with workplaces reconsidering their flexible arrangements to stay relevant, competitive, and attractive to the very best talent.
The groundbreaking UK study saw 61 organisations adopting a four-day work schedule without cutting pay, with 92% of businesses set to continue the model after the trial has wrapped. Businesses saw revenues increase 35% on average compared to similar periods and significant drops in employee turnover, along with major reductions in burnout and stress.
The four-day work week signals a shift away from a nine to five in the office model to unconstrained and mixed solutions that are focussed on ‘work anywhere’ and ‘work when you thrive’ models. Our clients navigating this transition are trialling trends like no email Friday afternoons, the nine-day fortnight, and meeting-free Wednesdays which are all great examples of flexible arrangements in practice.
What they are also realising is that this is just one piece of the puzzle in a larger conversation around ways of working which encompasses both the geographical location of the office and home as well as the amount of time spent doing the work
It goes without saying that Covid has massively changed the way we work for good, and there’s no going back. While a handful of companies have mandated a full return to the office, the vast majority are sticking to more flexible hybrid arrangements.
For business owners wondering how best to tackle this new world of flexible work, it’s time to get curious, consider your options, and earn the commute.
The flexible revolution has resulted in a wide range of options for businesses to consider. Now is the time to get reflective and listen to your entire workforce.
Often, figuring out the best course of action simply comes down to asking the right questions:
What culture do you want to nurture to deliver on your strategic aspirations? How can you optimise your use of space and place for connection? What makes your people thrive (as individuals and as a team)? What support is needed for best practice remote?
There is no one-size-fits-all solution. However, we know that at a base level, humans have a psychological need for autonomy. So, throw mandates out the door and be courageous enough to give your people permission to thrive.
When planning your business’s flexible work policies, it’s important to fully understand the options on offer, from ‘all back’ to ‘work anywhere’. If you choose the latter, you’ll be in good company, with the likes of Atlassian and Canva opting for this model.
In between, there’s the option to split your hybrid model by days of the week or hours of the day — depending on the role. Days of the week can be split 50/50, or days of week policies can involve choosing a certain day or days for everyone to come in.
Want to get even more flexible? There’s also the option to offer hybrid by discretion, meaning flexible arrangements are decided by the employee at the employer’s discretion — a model adopted by businesses including CBA, Microsoft, and ING. This option is great for teams with a wide range of needs and desires, meaning you don’t have to mandate a single rule for everybody.
The average Australian worker spends approximately 66 minutes and around $17 per day commuting to work, which equates to nearly 330 hours per year. A worker who spends one hour and six minutes a day commuting to and from work, five days a week, will have spent over 330 hours and nearly $4,080 on their commute. Even with a four-day week, the numbers don’t look pretty.
At the same time, 38% of hybrid employees say their biggest challenge is knowing when and why to come into the office. The key is to ‘earn the commute’: give your team a clear reason for why and when to go into the office.
Finally, remember: the past is gone. Instead of trying to return to it, consider your objectives and design your employee experience to bring out the best in your people, space, and products. It’s time to look to the future and embrace the new opportunities that a more flexible and adaptable work environment can provide.
About Nick Tucker, Head of Scale Up Ventures, We Are Unity:
Nick Tucker is an experienced management consultant, psychologist, and leader, driven by a desire to make the world a better place to work. With over 12 years of industry experience and a master’s degree in organisational psychology, he is known for his pragmatic, data-driven advice.
Unafraid of confronting conversations, Nick works directly with senior leaders to shift their focus from aspirational to tangible, commercial success. His primary goal is to help his clients and partners better support their employees, in order for them to reach their full potential.
About We Are Unity:
We Are Unity is a consulting agency that specialises in sustainable business performance with a focus on leveraging purpose, defining vision, embedding strategy, building brands, and unlocking performance culture. Its core value proposition is to help clients secure their continued relevance with customers, shareholders, employees, and regulators. The organisation provides a unique blend of disciplines in data science, behavioural economics, strategic creative, transformation design, and change management.
With offices in Sydney and Melbourne, We Are Unity’s client portfolio spans across the ASX, government, private and public, and SMEs in the Asia-Pacific region.
