How to implement the 4-day week

We've been saying it for a while (and there are now numbers to prove it): the 4-day week is THE turn to consider for your company if you want to:

1. Prioritize your team's well-being (i.e. avoid leading them to burnout);

2. End your hiring struggles;

3. Improve your environmental impact; AND

4. Take a step toward gender equity.

All while reinforcing your team's motivation and increasing both employee productivity and your profit margin.

For us, it's a no brainer, plain and simple. 🤷‍♀️

That said, it's also the kind of project that demands an excellent level of planning and preparation.

To give you a little nudge, here's a list of small things to keep in mind if the adventure tempts you.

PS. April and May make excellent prep months if you want to launch the 4-day mode this summer! 🙋‍♀️

Boite Pac's checklist for a smooth transition

1. Define your formula | Are you more 4-day or 5-hour workday?

2. Choose your KPIs and define the timeline of your trial phase (which should last at least three months)

3. Plan the communication of the project with employees and clients | They'll have all kinds of questions — do you have the answers?

4. Send a survey to your team

5. Train your managers to be equipped for the transition | What about follow-ups? Will there be resistance to change? How can they better empower their teams?

6. Train the whole team on productivity techniques | Pomodoro, Flow, Eat that Frog… which speaks to you most?

7. Define the final procedure for Fridays off (roles, expectations, emergency handling, points of contact, etc.)

8. Launch the trial phase and plan monthly check-ins (adjust as needed!)

9. Plan the post-mortem analysis and final decision

10. Plan (and CELEBRATE!) the permanent transition to the shorter week

Looking forward to crossing paths on a Friday hike! 😉

Article written by Catherine, B Corp consultant (she/her)