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Is Richard Branson’s three-day work week really working?

June 5, 2020

The opinions of the employees of s You are personal.


The Employees modern demand Flexibility at work. They want variable hours, options for working from home, and shorter work weeks, but not all employers are willing to turn things around.

Is Richard Branson’s three-day work week really working?Is Richard Branson’s three-day work week really working?

As intuitive as it may seem, longer weekends and flexible working hours make employees more productive. Richard Branson He recently argued for a three-day work week, arguing that technology made it unnecessary (and unproductive) to let people work 40 hours a week.

Alternative schedules can scare traditional workaholics, but the facts are clear: flexibility is better. If the barriers to entry in the industry decrease and competition for customers (and talent) increases, those companies that adapt to the new standard of working life will be successful.

Even the most committed employers and employees cannot work 24 hours a day, 7 days a week. As with physical activity, people have to take breaks between hours to recharge. People who try to get to power hurt their businesses rather than gain a competitive advantage by drinking thousands of energy drinks to keep going for hours.

Both employees and employers benefit from alternative working hours. Flexible working hours allow employees to respond to the needs of their families (such as doctor’s appointments and school parties) without having to worry about their work. In large cities, employees can avoid rush hour by commuting to traditional offices that are open from 9 a.m. to 5 p.m. This saves time and money on petrol and reduces stress.

That little bit of extra power increases the team’s morale significantly. When employees are free to resign when they want, they don’t burn out easily. This is great news for employers and just the tip of the iceberg.

s who implement flexible working hours and shorter working weeks benefit from the advantages of happier employees, such as: B. fewer absences and less fluctuation. Companies with modern work schedules also attract better talented applicants who want to work for managers who respect work-life balance. Companies with flexible hours can also stay open longer to meet customer needs if some of their employees prefer to work a little later or earlier in the day.

Today’s executives have thousands of reasons to offer their employees flexible working hours. However, most don’t know where to start. You can’t just shorten the Friday of your company’s work week and expect everything to work by itself. Follow these steps to create a transition plan that will increase the morale and productivity of your employees and make their companies a more attractive target for new talent.

1. Ask people what they want

The term “flexible work” means different things for different people. New parents may want to be able to come and go on their children’s affairs, while older employees may prefer more vacation time to visit the family.

Instead of trying to solve the problem on your own, ask your employees what is most valuable to them. Would you like more options for working from home? A shorter work week? Keep things exactly the same? Remember, flexibility means that you have to adapt to multiple work styles and don’t have to move your employees into a strange new schedule against their will.

2. Give guarantees that you mean what you say

According to a recent survey by Deloitte and Timewise, 30 percent of workers who opted for flexible options found that their employers thought they were less important than their colleagues. In addition, 25 percent said increases other than increases were not considered because they did not adhere to traditional schedules.

Flexible work is great, so don’t punish people who take advantage of it. Do not judge employees by the time they spend in the office, but by the quality of their work. In some departments, e.g. For example, in internal sales, employees may need to be available during standard hours. However, if you hold back promotions for programmers because they work from home when you said that this is possible, don’t be surprised if you lose your best employees to other companies.

The easiest way to standardize flexible work is to use it yourself. Be visible in the office when you are there, but do not come on Friday when you tell others that it is not necessary. People will believe your actions more than your words.

3. Take special circumstances into account

Do you have a weekly meeting with your key customer every Wednesday morning? Does your office traditionally offer lunch on Fridays? Note that flexible working hours do not have to be tailored to every employee. You can still ask people to be present at certain times. Just don’t be crazy about it.

Schedule meetings smarter so your employees don’t feel left out. However, most companies have TOO MUCH together – remember to reduce wasted time and only meet when needed. If possible, try to hold weekly meetings so that employees can work continuously for the rest of the time.

The future of work is flexible. Companies that learn to act in this new environment will succeed, while those who stick to the past will find it difficult to retain their best employees and achieve the productivity of their competitors. Contact your team to design a plan that will result in a better work week for everyone.