![]() There were some growing pains in adopting the four-day workweek. Prioritizing tasks and reducing meetings are key And more than half of new hires said the four-day workweek tipped the scale in their decision to join our company. Voluntary turnover among corporate staffers has decreased by 55% compared with 2019. In an employee survey last year of our corporate salaried employees, 93% of respondents agreed that the four-day workweek had improved their productivity. That helps reduce stress and burnout.Įveryone has more time to devote to their lives, however they choose. Monday or Friday, depending on which four days they work, is now their errands day and workout day, so they can spend Saturday and Sunday recharging. Others tell me they now have time to go to their favorite exercise class once a week and that they feel better because of it. Some have said they've chosen to take on a second job to supplement their income. We have some distribution workers who are now able to take continuing-education classes or get their GEDs because of our flexible schedules. These people have passions that they want to pursue outside work. It's also helped our employees who don't have children or anyone to care for. I really feel like I have the best of both worlds with work and home life.īut the four-day workweek isn't just about caregivers. Now I have more opportunities to show up for my 10-year-old son and 8-year-old daughter. There's a lot of mental anguish when you're a parent and can't go to your child's sports game or concert. Other parents tell me they don't have to spend as much money on childcare since they can do it themselves on their extra day off.įor me, I know I can stop by my children's classroom or their after-school activities. He said he wouldn't have had that opportunity elsewhere. ![]() One male employee with a 10-month-old recently told me how Fridays were now his day to bond with his baby. It's been beneficial from a gender-equity perspective because we're leveling the playing field for both moms and dads, which means they get to spend more time with their kids. We're creating equity for employees of all backgrounds It's helped us deepen our commitment to diversity, equity, inclusion, and belonging. Our distribution workers have more flexibility around the hours they work. Our corporate salaried employees work Monday through Thursday. When 2022 rolled around, we adopted these changes as company policy, and we haven't looked back. So in January 2021, we decided to test a four-day workweek for corporate staffers and adopted more flexible scheduling for our distribution-center workers, who are paid hourly and set the number of hours they work with their managers. He and our executive team started asking themselves: Why is it that, as humans, we believe we need two days of rest and five days of work? What would life look like if we changed that? He was intrigued by the four-day workweek and how it might help the company's 1,800 employees. At our company, we think that means creating a culture where workers have adequate downtime to care for themselves and feel like they have time to invest more in the things that matter most to them. Our CEO, James Reinhart, has always been relentless about creating an environment where people can do their best work. The following has been edited for length and clarity. Breece says moving to a four-day workweek in 2021 has boosted morale, helped caregivers, and given employees the opportunity to pursue their passion projects, or even go back to school. ![]() This as-told-to essay is based on a conversation with Natalie Breece, the chief people and diversity officer at ThredUP, an online clothing-consignment company. Account icon An icon in the shape of a person's head and shoulders. ![]()
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