Dr. Gleb Tsipursky – The Office Whisperer
Nirit Cohen – WorkFutures
Angela Howard – Culture Expert
Drew Jones – Design & Innovation
Jonathan Price – CRE & Flex Expert
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How society views work has been upended by the pandemic, and as a result, companies are exploring how to implement the lessons learned from this time.
One of the biggest shifts to occur has been the reevaluation of the five-day work week. Popularized over one century ago, the traditional 9 to 5 has remained the most common model amongst companies large and small.
However, newfound flexibility discovered over the last few years has posed the question: “Is this the best way to work?”
For many, the answer was no. This structure became a relic of the past, and identifying unique schedules became the preferred mode of operating.
The general consensus is that flexibility in the workplace is the way to go. Not only does it provide workers with more choice, but it gives them the opportunity to achieve a work-life balance and higher likelihood of job satisfaction.
This has been supported by the numerous four-day work week trials that governments and companies have conducted all over the world. For instance, Iceland claimed its short work week trial was an “overwhelming success” and had a positive impact on employee wellbeing.
One of the main reasons this method seems to work is the message it sends to workers: we trust you. Instilling trust into workers to complete their work efficiently means they are more likely to put their all into each day.
Aside from trust, short work week experiments have also shown that productivity spikes. In fact, Microsoft Japan’s trial noted a 40% increase in productivity and employee satisfaction.
In short, the key to success in the future of work has become abundantly clear: giving workers flexibility means better productivity and retention.
