Delivering Happiness CEO Jenn Lim Shares Insights About Four-Day Workweeks

You’ve likely heard more about the four-day workweek concept lately, and discussions about the pros and cons of a shortened workweek undoubtedly will increase in the coming years.

 

Recently, more than 70 British companies started testing a four-day workweek. Halfway through the six-month trial, most respondents said there has been no loss in productivity – and some actually reported significant improvement.

 

Other research has shown that having a four-day workweek can include cost savings, increased productivity, and employee retention. Some disadvantages, however, can include scheduling challenges, reduced productivity, and added stress.

 

Jenn Lim, CEO of Delivering Happiness and Wall Street Journal-bestselling author of Beyond Happiness, will tell you that four-day workweeks can provide a sense of flexibility and autonomy that is crucial to happiness and career satisfaction.

 

In 2017, Lim was selected to be on the Global Happiness Council of Work and Wellbeing and in 2020, Delivering Happiness (DH) was placed on the Inc. 5000 list, becoming one of the fastest-growing private companies in the US. Prior to DH, Lim helped create the world’s first series of Culture Books at Zappos.com, where she consulted for eight years. 

 

Jenn Lim

Today, Lim shares these additional insights, thoughts and advice about four-day workweeks:

 

Question: In addition to the research supporting a four-day workweek, why do you believe more companies should adopt this practice?

 

Lim:

• It allows for more control/autonomy (freedom to create people’s best life).
• It provides a sense of control/autonomy that helps people’s wellbeing/happiness so they can be more productive and perform better.
• It allows time for people to nurture their (work/life) greenhouse as they grow others.
• And, it allows time for play/flow/creativity to surface (our brains need time to unplug)!

Question: What is it going to take to convince more companies to try a four-day workweek?

 

Lim:

• To understand first that productivity is NOT lost but actually gained. (data: Microsoft Japan increased sales by 40%).
• On the flipside — it’s not the answer for all culture issues or work/life balance questions! So, it may not work for every organization.
• The real answer lies in listening to your employees and creating a strong cultural foundation that allows for flexibility for them to create work/life harmony.
• The approach should always be about testing what works and measuring what matters. 

Question: How best should a company start or trial a four-day workweek?

 

Lim:

• If it’s possible for your industry/organization (for some it is not), then I’d suggest starting with a survey to see if this is something your employees even want (and how they would want it).
• It may actually be stressful for them to work four days instead of five days. 
• Or maybe this is something they are searching for in their next job and is easily doable at your organization. 

Question: What are the downsides to a four-day workweek? And, how best should a leader meet those challenges?

 

Lim:

• Understanding that some things will have to wait. 
• Not every email is urgent! We have to reframe our thinking while living in an instant world (setting boundaries and sticking to them).
• It takes some reprioritization, organization and focus to get the most important things done, which may be a struggle for some team members as they adjust. Just like working from home during the pandemic, it was an adjustment, but productivity increased. 

Question: How does a company blend a four-day workweek with flexibility of working from home and requiring employees be in the office certain days of the week?

 

Lim:

• This conversation is really about designing a life that allows you to show up fully in work and life, grounded in purpose and values — then being transparent and inclusive across the organization. 
• At the foundation is what we’ve used as levers from the science of happiness for a decade! People crave control and the freedom to create their best life.
• When the foundation is in place, the work will get done no matter the location or days!
• And workplaces designed on old-school factory-style model/thinking are becoming obsolete. (the modern workplace needs to consider: remote/hybrid work, four-day workweek, purposeful organizations, belonging, diversity and inclusivity, accountability, alignment, etc.).