Four Day Workweek-‘Yay’ Or Nay?
Would you say yay or nay to a four day workweek? I often say I look for work/life balance. And, that means many things. Obviously, it refers to making time for family and friends while navigating work responsibilities. However, I always say there’s an imbalance of days on to days off. And, who came up with this 5 to 2 ratio anyway? Furthermore, in some cases, folks work 6 or 7 days. Perhaps you heard Bernie Sanders is pushing for a bill to establish a four day workweek. And, here’s how it would work.
First, there’s no loss of pay in the bill. But, the “Thirty-Two Hour WorkWeek Act” reduces the standard week from 40 to 32 hours. Thus, it lowers the maximum hours before overtime pay kicks in for nonexempt employees. And, another aspect of the bill provides for overtime pay at time and a half if the workday exceeds 8 hours. Plus, it even doubles regular pay for days requiring longer than 12 hours.
Of course, as with anything of this nature there are pros and cons. It’s been a minute since I was an hourly paid employee. But, I do remember the grind. And, I work with plenty of folks on the time clock. So, I see the frustrations and complaints of quality of life concerning a balance. I know employers probably face frustrations of low productivity when it comes to some in the workforce. And, some employees take advantage of passing hours to clock in for pay without performing all the tasks required.
However, good, conscientious employees tend to be productive no matter the circumstances. And, there’s always bad apples that find ways to get more for less. But, that’s the case with employers, too. Plus, with unlimited ways to get in touch with workers in the age of technology it’s almost expected that workers respond to late night and weekend emails even when they’re not clocked in. So, it’s worth considering this idea of a four day workweek. After all, that same technology that annoys us with weekend emails, texts and virtual meetings also allows more productivity in a shorter amount of hours doesn’t it?
According to an article from PBS, a group of 61 companies in Britain participated in a trial of a shorter workweek last year. And, they discovered a majority of workers reported less stress and better balance with better productivity and engagement. For more on the four day workweek bill, see the full story from NBC News.
North Carolina Employers Here Is What Your Employees Actually Want
Listen To Your Employees
This is such a big one. Everyone wants to feel heard, and when employers are making decisions with no regards to the people who have to execute those decisions? Well, it’s not going to be as successful as it could potentially be. You don’t have to take every suggestion. But letting people know they have a right to an opinion, and that they are heard- it can do wonders for morale. The last thing employees want is to feel like a worker bee whom no one in ownership or management respects. Who better to help figure out how to make things run smoother and more productive than those doing the actual work? And you can’t solve a problem that you don’t know exists.
Regular Reviews
Check-in with your employees. Performance reviews done correctly can have an immense benefit to both employers and employees. It can increase morale by giving you an easy platform to praise what an employee is contributing. And also identify areas that need improvement and how to best implement strategies to help the employee with that. Plus when employees see that they are valued it can go a long way in increasing productivity and long-term success. Frequent reviews can also allow employers to identify any issues within a team and take action to correct those issues.
Encourage Development
Most employees don’t want to feel stagnant in a role. If there is no room for growth and development tasks become mundane and in turn, good employees can and will look elsewhere. Training can benefit the employer as well. Think of it as an investment. You have to spend money to make money. It’s also another way to show your employees that you value them and care about them and their careers.
Ensure Work-Life Balance
This is such a big one. I know for me personally I will go go go, but I will also burn out fast. I need that time to recharge. And especially after covid workers are demanding a work-life balance. Like it or not in order to maintain a valuable workforce, employers are going to have to comply. Whether it’s a flexible work schedule, days off, or encouraging physical fitness or mental health. A good work-life balance ensures productive and motivated employees. What employer does not want their employees to be less stressed?
Change Your Office Space
I’ve worked hard to make my office an oasis. Mood lighting, a stand-up desk, a walking pad treadmill, and decor that is “me”. Many people will still be more in favor of working from home (not a topic I want to get into at this point) or at least a hybrid work situation. A welcoming environment can make employees feel at home positively impacting and company culture.
Fair And Living Wages
And in this economy the one thing your employees want? It’s money. It’s not pizza or a pullover with your logo on it. It’s to be paid a living wage. It’s yearly raises that outpace inflation. It’s the best way to show your employees their value. The people who pull the most weight in any given company are almost always the lowest compensated. Mangers have an important job no question. But when you neglect to fairly compensate the others? You cannot and will not be successful long term. So invest in your people. You want them to work hard for you? Pay your employees their worth.
To See You Working Hard As Well
If you aren’t willing to work hard, why would your employees? Be visible and don’t let any job be beneath you. Spend time working directly with your employees, or perhaps offer to help with something. Being willing to help speaks volumes. And noticing when that help may be needed. It makes your employees feel seen. If all you are doing is delegating, there is a good chance that will be noticed. And it’s hard to respect a manager who has no problem throwing work at people but refuses to do the work themselves.
