4-day work weeks — it's the trend that every worker is silently rooting for. The concept is simple: one less day of work per week with no change in pay, benefits or workload. Yes, the workload. This means doing 100% of the work 80% of the time. That is if you want to keep 100% of the salary.

Proponents of four-day work weeks say this should be possible thanks to transformative technologies such as artificial intelligencebetter management techniques (eg, not everything needs a Zoom meeting) and the increased personal productivity that comes from a better work-life balance.

These proponents are also amassing a considerable body of evidence that not only proves the feasibility of the four-day work week, but also shows that workers become more satisfied and loyal. This is a powerful benefit for companies at a time when extreme worker burnout and disengagement can cost the economy nearly 2 trillion dollars in lost productivity.

One last one four-day workweek pilot program with 41 US and Canadian companies increasing employee satisfaction and business revenue. None of the participating companies wanted to return to a 5-day work week.

or largest trial in the UK saw virtually identical results, with 92% of participating companies choosing to continue with the four-day post-pilot model for the same reasons as above – greater employee satisfaction and an average increase of 35% in revenue. A similar story applies to Spain AND South Africa. Plus, Portugal, Brazil, Germany and other countries that are now conducting trials are likely to further validate these findings.

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A very radical change?

For some businesses, however, giving up a fifth of their work week can be too much to swallow. And it cannot be denied – it is one radical displacement.

The business world is in step with a 5-day work week, and if it is customer expectations or communicating with partners, operations can become messy if you find yourself out of your mind. Additionally, startups and other high-growth companies that already expect 120% of their employees on a regular day run the risk of completely overwhelming their people by shortening the week.

That means nothing for shift workers or entire industries that simply don't have the flexibility to adapt. About a third of UK businesses see a four-day working week as unlikely, with the manufacturing, HR and travel sectors most pessimistic.

It's not all or nothing

Let's be real – no one has any illusions about businesses suddenly adopting one four working days a week LOT in the coming years, no matter how many positive tests make headlines. Rather, the message to be drawn from all these studies is that there is an overwhelmingly positive response to shortened work weeks that usually translates into improved business performance.

Many businesses are taking an incremental approach to take advantage of these benefits without disrupting day-to-day operations. Instead of moving from a standard 40-hour week to a 32-hour week, they are taking the middle road, opting for 35- or 36-hour work weeks.

These can come in various forms:

1. 7 hour work day. 7 hours a day, five days a week. This is how we do it at DeskTime and the practice has been positively received by the team.
2. Summer Fridays. Fridays are half days. This is a popular policy during the summer months, hence the name.
3. Shocked Fridays. Nine working days in two weeks, or taking every second Friday off. Allows alternating shifts, e.g. in customer support.

Working four hours less a week sounds less radical than eliminating an entire day. For most white-collar workers, this is the equivalent of missing two meetings, which is not only doable, but probably very welcome.

Indeed, many companies seeking to adopt four-day or even 4.5-day work weeks set their goals at reducing and meeting optimization. Simply following best practices—no timeouts, everyone coming prepared, and clear processes—can help recover a significant amount of lost hours. The promise that it's their free time they're getting back is a good incentive for workers to take these best practices seriously.

Every company I've talked to that has tried shortening work weeks in one form or another immediately points to a noticeable drop in employee turnover. eMPLOYMENT it also becomes easier, and employees are happier. AND others have also had similar positive experiences.

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One step closer to the 4-day work week

As a CEO, I was skeptical when I heard that four-day work weeks were trending. Now, after my experience with a 35-hour work week, I can definitely see it working. I still hear and understand the counterarguments of other business leaders, but I have learned that they are not insurmountable obstacles. It takes work, adaptation and patience.

Switching to a shortened work week cannot be a snap decision. Even in the various national trials, the change is usually preceded by a transitional period led by experts who prepare the company and the workers about the expectations and practices. Get it wrong and your move to a four-day work week can have the opposite effect – one overworked team struggling and failing to cram everything into four days, leading to high stress levels that accelerate burnout.

But get it right – and you'll see it in your business results.