At the end of August, the UK government made global headlines when it announced plans to bolster the rights of full-time employees, granting them greater flexibility to request a four-day ‘compressed’ work week. This initiative is part of a larger effort to reshape the traditional workplace and promote flexible working models after the COVID-19 pandemic. For many of us, lockdown was a time to reflect, not only on personal priorities but also on how the established Monday-to-Friday working week impacts our well-being and personal goals. 

For decades, the assumption that productivity was directly linked to time spent in the office was a widely accepted norm. However, as the pandemic forced businesses to adapt, a new understanding of productivity emerged. It became clear that employees were capable of delivering quality work even when detached from the traditional office environment. But, as the government moves towards embracing flexible working strategies, businesses must carefully weigh the pros and cons of adopting a four-day work week. This involves carefully considering how this new working structure impacts company culture, employee satisfaction and business performance.  

Civo’s experience 

Following a trial period, Civo adopted a four-day work week in August 2022 – a decision made after carefully considering the impact on our business and employees. We realised that focusing on outcomes rather than hours logged provided a clearer picture of our company’s performance.  

Looking back, I was initially sceptical. Could this model really succeed in the fast-paced tech industry? Surprisingly, the answer quickly became clear: yes, it could. With careful planning and a focus on efficiency, the four-day week didn’t just sustain our performance – it improved it. 

The benefits we’ve seen

The positive effects of a shortened week were almost immediate. With an improved work-life balance, employee satisfaction increased,  and – perhaps most unexpectedly – our productivity saw a noticeable boost. Our team reported feeling more energised and focused during their working hours, and overall engagement rose. Rather than being bogged down by an extended week, our employees found themselves being more productive and engaged within a shorter span of time.  

Another unexpected benefit has been our improved ability to attract and retain top talent in a competitive tech landscape. As Gen Z enters the workforce with fresh expectations around well-being, professional fulfilment, and work-life balance, a four-day workweek can be a great way to build a more supportive and inclusive working culture.  

However, the transition certainly came with its challenges.  

What should you consider before taking the leap?

Shifting to a four-day workweek isn’t a simple switch. It requires careful consideration and planning. Here are some critical factors businesses should bear in mind before making the transition: 

• Conduct a thorough assessment of current productivity and workflow: Understanding how your team operates and what is already working well is essential. A detailed review of productivity and workflow patterns will highlight processes that could be streamlined and areas where additional support is needed. 

• Set clear goals and expectations for the new work structure: Define what success looks like under your new model. It’s important that employees understand what is expected of them and how their performance will be assessed.  

• Start with a trial period to test and refine the approach: Begin with a pilot programme. A trial phase allows you to make adjustments and ensures the new structure works before committing to a permanent shift. It also gives employees the opportunity to provide feedback on how the proposed work structure fits their needs. 

• Develop strategies to maintain client service levels and availability: One of the biggest concerns with a four-day week is the potential impact on customer service. In client-facing industries, there is an expectation that you need to be available around the clock. However, with the right strategies and processes in place, you can maintain high service standards while still meeting client expectations. 

• Regularly gather feedback and be prepared to make adjustments: A feedback loop is crucial. Listening to employees and clients during the trial phase will help refine your strategy and address any issues that arise. It’s important to remember that this new approach was designed to benefit workers; they need to be at the heart of decision-making for this transition to be worthwhile.  

• Consider the impact on part-time staff or those with alternative working arrangements: Not every employee may be able to adapt to a four-day schedule, particularly part-time or contract workers. Ensure that their needs are accounted for in your new model. 

My key takeaways

While a four-day work week may not suit every business or employee, our experience shows that with the right approach, it can lead to a more engaged, productive and satisfied workforce. Certainly, the rise of flexible working has served as an important lesson. During the pandemic, we were forced to reflect on how we measure productivity and business performance. Alongside this, employees took the opportunity to reassess their work-life balance. These shifting priorities brought about a new way of working and a fresh understanding of what business success and personal fulfilment look like. As we continue to refine our model at Civo, I’m excited to see how flexible working will continue to shape the future of work in the tech industry and beyond.