Can the 4-day workweek work? Depends on how you do it | Report: 33% of recruiters expect higher turnover | Where leaders need to start when charting their AI strategy
The use of generative artificial intelligence has renewed discussions about four-day, 32-hour workweeks, but employers shouldn't expect the scheduling change to automatically increase employee productivity, write Yaelle Amsallem and Emmanuelle Leon from the ESCP Business School. "As a source of personal fulfillment and satisfaction, highers-up need to activate genuine 'motivational factors,' such as by valuing the work accomplished, employees' autonomy, or making work tasks more interesting," they write.
A report from Express Employment Professionals and The Harris Poll indicates 33% of hiring managers expect an increase in employee turnover this year, largely due to rising workplace demands and people finding better salaries and benefits from other employers. "High turnover in the booming jobs market of the past few years has led to a strained workforce that is stressed and burned out," says Express Employment International CEO Bill Stoller, who adds employers should focus on retention strategies.
Fifty-six percent of employers in a Care.com survey said child care is among their main benefit priorities this year, a 10% increase over 2023 survey findings. Among the latest benefits employees want are extra paid time off to care for sick children and stipends to pay for babysitters, and the trends likely are being driven by decreasing options for child care and rising fees.
Students from West Virginia recently demonstrated their career and technical training, ranging from 3D printing to culinary arts, at the State Capitol. Instructors emphasized the vital role of career and technical education programs in preparing students not just with job-specific expertise but also essential life skills, calling for sustained legislative support to ensure access to industry-standard equipment and technology.
Few things crush team spirit and the will to achieve more than an unfortunate, collaboration-killing choice of words from a leader, write leadership consultants Karin Hurt and David Dye. Rush to button your lips before "That's a terrible idea!" slips out, and similarly, simmer down and take a breath before letting "We don't have time for this!" slip out, they urge.
Which song won an Oscar for Best Original Song for Jay Livingston and Ray Evans and also topped the Billboard 100 (with Nat King Cole's version) in 1950?
The four-day workweek continues to grab headlines as countries and organizations experiment with this model. The goal, according to our top story, is to reengage employees and provide them with flexibility and improved work-life balance.
But will it? I’m on the fence with this strategy. I like the idea of three-day weekends, but I’m not convinced that American companies (or American workers) will adopt the 32-hour workweek. We have more work these days, not less. And it’s a struggle to get that work done in a 40-hour week. Many folks don’t -- hence why they work nights and weekends.
Could we work differently? According to the story, we would need to if we want the strategy to work. We would need to eliminate unproductive tasks, reduce meetings and streamline certain processes. I’ll go a step further and say we’ll need to boost employee autonomy and find better, more efficient ways to communicate and collaborate. These ideals are not ingrained in our modern workforce culture. Quite the opposite. We are used to birddogging employees (“Is she logged into Slack?”) and holding frequent meetings to discuss ideas and projects. All of this would need to change.
I think the 32-hour workweek holds promise, but it will take a massive shift in culture to make it happen. Is your company doing something like this? Are you considering it? Let me know! And if you enjoy this brief, tell others so they can benefit also.
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