20 Oct Companies in California That Are in Favor of 3-day Weekends
The ability of businesses to adapt in the wake of an ongoing pandemic is nothing short of astounding. One of the strategies that helped organizations stay afloat was the execution of a remote workforce.
Nearly two years and a half amid a pandemic, organizations worldwide have developed new norms in the workplace that prove that flexible work is not a quick response to the unexpected pandemic but a long-term, modern-day working option.
According to McKinsey’s third edition of its American Opportunity Survey, 58% of 25,000 American workers reported having the option to work from home at least once a week, while 35% had the opportunity to work from home five days a week. What makes the numbers more interesting is the fact that the respondents work in all kinds of jobs, including those “blue-collared” ones that usually demand on-site work.
Overwhelming support for remote work
Furthermore, the survey discovered that when given the opportunity to work remotely, a staggering 87% of respondents expressed that they would definitely take the job opportunity. It is getting clear that the talent market has embraced remote work as an enduring working option.
However, even with more employees having the ability to work from any location and time, many workers have claimed to be experiencing burnout. In its Employee Burnout Report, Indeed discovered that those who worked virtually were more likely to experience burnout than employees who were working onsite. Similarly, more on-site workers were more vocal about how Covid-19 hasn’t affected burnout.
So even with the increasing demand for remote work, global mobility professionals and HR staff beg to ask why it has been difficult to maintain proficient levels of employee retention when they have already executed strategies to meet the demand for flexible work arrangements.
Amy Freeland Johnson, Chief People Officer at Highspot, thought of something to offer that’s more outside the box. At Highspot, Johnson bears the responsibility of enhancing employee experience and enabling its employees to function across broader external shifts.
The executive understands that improving employee experience and engagement has evolved over the years. For example, in pre-pandemic times, tech companies such as Meta and Google offered meal perks. Other than food-related perks, the tech giants also offered free laundry services for their employees. Unfortunately for Meta employees, the company discontinued offering laundry services earlier this year.
Seeing the trend of outdated practices, Highspot started to implement a company-wide, three-day weekend for all its workers each month.
After having implemented this practice, the organization didn’t anticipate its positive impact to a larger degree. They have observed a 10% improvement in response to the company. Additionally, a 5% increase in employee engagement was achieved. To top it all off, the company’s measure of people’s connection and commitment to the company and its goals rose by 3% more than its industry benchmark in the new tech category.
It wasn’t only Highspot who had made the inference that a 4-day workweek would benefit the organization. There have been many who have taken notice of this strategy.
In the United Kingdom, a large four-day workweek pilot was launched, including 3,300 workers from 70 British organizations. Japan, branded as one of the most overworked nations, also turns to a 4-day workweek in an attempt to curb high levels of burnout and improve work-life balance.
In the State of California, a new proposed bill will allow 3.6 million people to pursue their professional careers under a 4-day workweek without having to make up for it with longer hours.
Here are some companies in the States that have launched a 4-day workweek option for their employees:
The software company situated in San Francisco launched a four-day workweek. The reason behind its decision to test this out is that considering its position as a startup, the company didn’t want to put too much on its workers’ plates. Apart from that, its decision to commit to a 4-day workweek is based on factors more on the way the company has always done things than productivity reasons.
The tech company discovered that employees’ impact will be the same in a 4-day workweek and a 5-day workweek, but the bonus is that they will be happier and less stressed in the former.
Tech unicorn Bolt is now offering a permanent perk of having to work only 4-days a week. Ryan Breslow, the founder, believes that it is not a matter of “if” companies need to execute a 4-day workweek, but a matter of “when.” He believes that this revisited innovation is a must in today’s business world. The firm has observed increased productivity, engagement, and wellbeing
Though many have followed the path to a 4-day workweek, business executives need to determine the appropriateness of the strategy within their organization. This will help reduce the risks involved in any business decision and will ultimately receive higher chances of yielding positive results in the future.