What happens when a company dares to rethink traditional work models and put employee wellbeing at the center? This presentation shares the journey of piloting and adopting a 4-day workweek—shifting from 40 to 36 hours without reducing pay. The team could choose how to structure their workdays, while “Silent Fridays” created space for deep focus or recharging. Designed to boost energy, performance, and work-life balance, the program was monitored over six months with clear KPIs and structured on-call systems for client needs. Beyond productivity and engagement, the presentation also dives into the organizational and legal complexities involved: setting rules for presence in the office, accommodating part-time roles, defining vacation policy implications, and adjusting internal and external communication. Discover how this bold step toward flexible working not only improved employee satisfaction but also created long-term strategic value—despite the challenges in measuring success, adapting operations, and managing change. In this session you will learn
- How to structure and implement a flexible 4-day workweek pilot tailored to your organization’s needs.
- How to define productivity metrics, manage client expectations, and maintain service levels during condensed workweeks.
- How to address legal, contractual, and policy-related questions that arise from reducing weekly hours.
- How to manage hybrid schedules, communication routines, and team collaboration within a shortened week.
- How to use employee engagement and feedback as a compass to decide whether to adopt a flexible schedule long term.
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