Working 4 days a week? Understand how it works!

The new model contributes to worker well-being without affecting productivity. Tests will begin in Brazil in November

“In the 21st century we are stuck in a 19th century model of work,” said Andrew Barnes. Permanent guardian – A New Zealand company that administers admissions, wills and estates – its Dead Dog In the title Four day week. But what does this mean?

The five-day work model emerged in the mid-1920s. Ford This weekly load was established with the aim of increasing productivity and reducing absenteeism – the failure to perform duties. With the development of the industry and the popularity of this type of production, this trend was established and continues to this day. However, that may change.

A new proposal

Imagine being able to extend the weekend, including Friday or Monday. Or, who knows, even take a Wednesday off in the middle of the week. Possible options for the initiative are these three so-called cases 4 day week worldwideCreated in 2019. And it is getting stronger after the Covid-19 pandemic.

The aim is to propose a reduction in workload to 32 hours per week without affecting the pay or performance of employees. This principle is 100 – 80 – 100, which means 100% salary, 80% time and 100% productivity.

4 day week in Brazil

20 Brazilian companies will participate in the six-month pilot tests starting in November. After this period, each company can decide whether to maintain the working method or not. But let's get to the facts about what we can really expect from this change that will affect many workers.

First, we must consider that Brazil is not a pioneer in carrying out these experiments. Countries like New Zealand, Iceland, Spain, Denmark, France and the United Kingdom followed suit and eventually adopted the 4-day work week. For example, in the United Kingdom, 92% of companies that tested it decided to continue with the model. It provided a 71% reduction in burnout symptoms and a 2% increase in revenue.

In practice, does a 4-day week work?

Everything indicates yes! But what impact will this change have on workers' lives? According to psychologist, clinical therapist and speaker Luana Couto, the only risk associated with shortening the work week is linked to a lack of organization. “The level of stress increases if demands and activities are not adjusted”, explains the expert. He also highlights appropriate guidance and leadership as the solution to these cases.

“It is important to always have alignment between challenges and goals in terms of time to dedicate to the activity. To begin with, companies can use management practices that guarantee compliance with proper working hours and limit the amount of demands. ”

The psychoanalyst insists that there is no point in adhering to the new model. “Unbelievable as it may seem, we live in a time when certain practices are not being talked about. There are still people who say they are uncomfortable leaving on time. What changes culture is consistency in standards”, he points out. outside.

Need attention to welfare

Luana draws attention to one factor supported by the 4-day work week currently used by some companies: assessing the quality of life of employees both inside and outside the company. There are many studies that prove that the “do more at any cost” strategy and pressuring people to demand more is pointless. “People are the pillars of their personal lives, with time for pleasurable activities, schedules and other agreements are respected, they are more productive, they dedicate themselves to their lives, they value work they value more, and they tend to act as coaches,” he explains.

However, the psychologist points out that each worker has a unique skill set throughout their career, and therefore, they may deal with changes differently compared to other colleagues. “For some, at first, the reduction of the workday can affect the schedule of activities and trigger some of the symptoms noted in cases of burnout. Isolated symptoms, if treated in a timely manner with professional healthcare support, do not need to be serious. It is important for people like psychologists to reorient themselves in conjunction with the organization's own activities to redouble the focus on the transition phase.

It is up to the organization to ensure the success of the transition

For the professional, it is the company's role to conduct this transition in a smooth and transparent manner, always paying attention to the impact on the employees' needs. “The organization needs to talk about the change in detail, align expectations, and establish support so that managers and employees can freely discuss rescheduling operations. It can be aimed at measuring metrics, for example, keeping regular working hours, research aimed at getting feedback. From employees, to assess how they feel and perceive the new routine during the transition and other things.”

Finally, Luana concludes by saying that caring for workers is key to making it work. “Having a listening ear allows the organization to act proactively and maintain an open space where employees feel heard and welcomed.”