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.).

Comments

The Benefits Of When Everyone Leads

It’s only January and the new book, When Everyone Leads , could likely be my pick for the best new leadership book of 2023. It’s that good. There’s still nearly a whole year ahead of us so we’ll see what other books debut. In the meantime, add this book to your must-read list. You’ll learn that: Leadership is an activity, not a position. Leadership is mobilizing others to make progress on the most important challenges. Leadership is interactive, risky and experimental. Leadership comes in moments. Leadership is always about change. When Everyone Leads , by Ed O’Malley and Julia Fabris McBride , presents a revolutionary approach to leadership; not based on position or authority, but an activity that anybody can undertake by learning to spot opportunities for improvement and taking the initiative to engage others. “It can be unfamiliar and uncomfortable, but in a culture where everyone leads, organizations start to make progress on their most difficult problems,” explain t

Effective Listening: Do's And Don'ts

Here are some great tips from Michelle Tillis Lederman's book, The 11 Laws of Likability . They are all about: what to do and what not to do to be a leader who's an effective listener : Do : Maintain eye contact Limit your talking Focus on the speaker Ask questions Manage your emotions Listen with your eyes and ears Listen for ideas and opportunities Remain open to the conversation Confirm understanding, paraphrase Give nonverbal messages that you are listening (nod, smile) Ignore distractions Don't : Interrupt Show signs of impatience Judge or argue mentally Multitask during a conversation Project your ideas Think about what to say next Have expectations or preconceived ideas Become defensive or assume you are being attacked Use condescending, aggressive, or closed body language Listen with biases or closed to new ideas Jump to conclusions or finish someone's sentences

Five Must-Read Business Books To Read This Summer

Stumped for what business books to add to your summer reading list? Here are five must-read books for leaders well worth adding to your list: Lead With A Story -- A Guide To Crafting Business Narratives That Captivate, Convince, and Inspire . Author Paul Smith explains why storytelling has emerged as a vital skill for every leader and manager. In the book, you'll find over 100 ready-made stories you can use as templates to tell your stories. Stories are so powerful because they are simple, timeless, demographic-proof, contagious, easy to remember and inspiring. Most important, they put the listener in a mental learning mode. What's The Future Of Business? (WTF?) -- Changing The Way Businesses Create Experiences . This book, by Brain Solis, details the incredible transformation happening in business today, driven by new social and mobile technologies. And, he explains how experience design helps your business and how you can harness its power for business growth. This book

How To Make The Leap To Becoming A Leader

Here’s another must-read book to add to your list as you transition from manager to leader. It’s The Leap to Leader , by Adam Bryant . As the creator of the iconic “Corner Office” column in the New York Times , Bryant has spoken with more than a thousand leaders over the years about the challenges and nuances of leadership. Many of his discussions are included in his interview series on LinkedIn. “The goal of this book is to provide an intensely practical guide to making that transition by sharing insights, stories, and approaches from hundreds of leaders to build the skills you will need to make the leap to leader,” explains Bryant. He adds that the book is useful to everyone who is interested in leadership, regardless of where they are in their career. The book covers: The central paradox of leaders: selfless vs. self-centered. How to perfect the do-to-say ratio. Ways to navigate office politics. Tactics to making better decisions. The crucial art of compartmentalizati

How To Lead With Heart

Those who lead with heart consistently have discussions with their teams about their unexpressed needs, fears, desires, gifts, and sense of purpose , explain the authors of the compelling book, Leading With Heart . CEO coaches and authors John Baird and Edward Sullivan share that anyone can learn how to make an authentic connection with their teams in order to drive better outcomes. And their book provides readers clear and practical insights to help them succeed in making those connections. Be sure to read the highlighted key principles and takeaways at the end of every chapter. Baird and Sullivan further share that workers today want to feel respected, seen and appreciated for who they are. That’s why companies with the best retention, morale, and productivity are led by leaders with heart. As Alexander Den Heijer said, “ When a flower doesn’t bloom you fix the environment in which it grows, not the flower .” “In heart-based cultures, people feel safe pushing back and

Eights Ways To Demonstrate You Value Your Employees

There are eight specific actions business leaders can take to show that they value their employees , according to Andrew Leigh , author of the book, Ethical Leadership -- Creating and Sustaining an Ethical Business Culture . Those eight behaviors are: Attention -- Pay attention to what people say to show your interest. Listen -- Make time to hear what colleagues, peers and employees have to say to show you care. Positive Language -- Find words and phrases to show employees they're needed. Examples are, "We couldn't have accomplished this without you," "That was really useful." Document -- Put praise in writing to increase its impact. Make clear where the credit belongs. Micro Sessions -- Create two-way communication sessions. Visits -- Schedule visits to teams and work areas. Stories -- Share stories that highlight unusual contributions and provide your personal response to them. Invite -- Ask people to contact you directly with their issue

How To Be A Go-To Person At Work

Bruce Tulgan ’s book, The Art of Being Indispensable at Work is all about how to win influence, beat overcommitment, and get the right things done in your workplace . Tulgan says that what truly sets “go-to people” apart is how they think and what they do, including: They understand the peculiar mathematics of real influence – doing the right thing for the long term. They lead from wherever they are – going vertically before going sideways (or diagonally). They know when to say no and how to say yes . They work smart – creating checklists, step-by-step instructions, and professionalizing everything they do. They finish what they start . They get better and better at working together . They promote “go-to-ism” – finding other indispensable people throughout the organization and building new go-to people whenever there’s a chance to do so. Other characteristics of indispensable people , are: Maintaining a positive attitude Doubling down on hard work Taking personal res

Seven Tough Questions To Ask Your Team

High-functioning teams can disagree and still produce excellent products and results. Team members can also disagree and still care about each other. And, they can challenge each other to think differently. Best-selling leadership book authors Scott J. Allen and Mitchell Kusy recommend that leaders ask seven tough questions of their teams to help maximize their results. Here are those questions to ask each team member: What are some obstacles affecting this team? What are opportunities we could take advantage of that we have been largely ignoring? Where can you take greater ownership on this team? Where have you let this team down ? Compared to other teams with which you are familiar, how are we doing ? When was the last time you complimented the team or one of its members? How open are you to giving direct feedback to team members?

How To Listen Effectively

Here are some great tips from Michelle Tillis Lederman 's book, The 11 Laws of Likability . They are all about: what to do and what not to do to be a leader who's an effective listener : Do : Maintain eye contact Limit your talking Focus on the speaker Ask questions Manage your emotions Listen with your eyes and ears Listen for ideas and opportunities Remain open to the conversation Confirm understanding, paraphrase Give nonverbal messages that you are listening (nod, smile) Ignore distractions Don't : Interrupt Show signs of impatience Judge or argue mentally Multitask during a conversation Project your ideas Think about what to say next Have expectations or preconceived ideas Become defensive or assume you are being attacked Use condescending, aggressive, or closed body language Listen with biases or closed to new ideas Jump to conclusions or finish someone's sentences

How Leaders Can Move Teams From Isolated To All In

Here is a book that provides workplace leaders an urgently needed methodology for helping companies to reduce worker loneliness, and it delivers a blueprint for building strong, high-performing workplace teams. The book is, Connectable: How Leaders Can Move Teams From Isolated To All In , by Ryan Jenkins and Steven Van Cohen . “72% of workers suffer from loneliness. And, what was once a simmering problem shifted to a crisis when COVID-19 and the sudden transition to remove work isolated workers from each other as never before,” report the authors. “Loneliness is the absence of connection,” explain the authors. “Loneliness is not defined by the lack of people, because someone can be lonely even while surrounded by others. We require more than the presence of others. We require the presence of others to dream, strategize, and work toward commons goals.” Furthermore, “workplace loneliness is defined by the distress caused by the perceived inadequacy of quality connection to team

Eric Jacobson On Management And Leadership

Search This Blog