4-day workweek conundrum, there is a middle ground

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With work arrangements shifting and talent shortages, the implementation of a 4-day work week comes into the conversation. But how is it going to work? IT expert Gary Beach says divide your employees into groups.

The implementation of a four-day on-site workweek with three-day weekends for all employees is an enticing way for companies to keep their employees, relieve mental stress on workers, improve productivity, and achieve financial success. It is a win-win scenario that also keeps CEOs pleased because office space is being utilized.

Divide into groups

Beach suggests that organizations could divide their employees into two groups: A company with 100 employees, for example, would assign 50 workers into Group A and 50 into Group B.

Employees in Group A would be required to work on-site on Mondays, Tuesdays, Wednesdays, and Thursdays, for a 32-hour workweek. This would appease executives who want employees to report back in the office. These employees would then enjoy three-day weekends on Fridays, Saturdays, and Sundays.

Group B employees would work on-site on Tuesdays, Wednesdays, Thursdays, and Fridays. Their three-day weekend would span Saturdays, Sundays, and Mondays.

In this arrangement, 100 percent of the company’s workforce would be on-site on Tuesdays, Wednesdays, and Thursdays, and 50 percent would be in the office on Mondays and Fridays.

This arrangement might actually work. According to World Economic Forum (WEF) co-founder Dr. Klaus Schwab “talentism is the new capitalism.” Meanwhile, chairman of London-based NatWest Group Howard Davies noted that “the days of staff putting in five long days in the office are gone.”

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