Alternatives to a 4-day working week

British companies recently completed the world’s largest ever trial of a 4-day working week and the results are in. It’s been a resounding success. Despite working one day fewer each week, revenue at the participating UK companies rose by an average of a third, retention improved and absenteeism fell. One participating CEO summarised it best: “Staff are getting more work done in less time”.  

But, despite all of the column inches and pixels excitedly sharing this news over the last few days, one admission has been notably absent: this does not, and can never work, for many professions. Whilst some staff can work smarter and harder over a 4-day period, a big part of many people’s job is simply showing up. Security guards cannot be scary enough for 4 days so that intruders stay away while they have the fifth off. Carers cannot care so hard on shifts one, two and three that the elderly don’t need help the next day. And, do we really want doctors rushing procedures to shorten the working week?   

While the results of this trial are welcome news for many, there has to be an admission that, for the majority of British workers, showing up is integral to their work; and no amount of working harder or smarter changes this. Teachers, drivers, healthcare staff, the police and retail workers are just some of the many professions defined by being physically present.  

For the majority of employers, the question is what are the other ways they can engage, retain and motivate their staff? If they cannot innovate in terms of hours worked, where else can they do so to make up the gap. Here are a few suggestions: 

On-Demand Pay 

At a time when everyone is talking about what they get paid, why not focus on when you pay. By empowering workers to access their pay as they earn it, you give them more control over their money, bringing income in line with spending and eliminate their use of short-term debt. Data also shows it reduces staff turnover more than shifting to a 4-day working week.  

Reward Loyalty with Sabbaticals  

If you recognise the service of long-term employees by giving them additional leave, you will incentivise loyalty and reduce the likelihood (and cost) of having to replace them.  

For example, consider an extra month off after five years of service. 

Payroll Savings 

By allowing staff to save automatically and directly from their paycheck, you make a saving habit much easier to build. With the average user saving £100 more a month by putting aside just the price of a coffee a day, you can make a huge difference to your staff’s lives. Plus, only an employer can provide this powerful financial wellbeing tool.  

Referral Bonus 

Show your employees you trust their judgment by offering referral bonuses for those hired through internal recommendations. The fee will often be less than the cost of hiring through an agency, saving money and motivating staff by keeping the cash ‘in house’.  

While the results of this trial aren’t relevant for everyone, the news should serve as a reminder of how impactful doing things differently can be. If your current working hours are non-negotiable, it’s now more important than ever to re-examine the ways you can improve other business basics like hiring and paying staff.  

 Technology is unlocking powerful new ways to employ staff in every industry, and those who lean-in with an open mind will benefit the most; whether that’s a 4-day working week or introducing on-demand pay.