FSET’s 4-Day Work Week Pilot
The decision to pilot the 4-day work week was the result of our team’s thorough research and a collaborative effort with 4 Day Week Global and Boston College.
We are proud to be the first managed service provider to pilot the 4-day work week. Our aim with the pilot is to explore the benefits of a shorter work week—enhancing productivity, boosting morale, and improving work-life balance.
Below, I have addressed frequently asked questions regarding FSET’s 4-day work week pilot, providing insights into our innovative initiative.
What motivated your company to test a 4-day work week?
At FSET, we are always looking for innovative ways to enhance employee well-being and productivity. The concept of a 4-day work week aligns with our commitment to work-life balance and our belief in creating a motivated and satisfied workforce. We were encouraged by compelling research and success stories from other organizations, and we saw this as an opportunity to lead by example and potentially revolutionize our work culture.
How have your employees responded to the change so far?
The response has been overwhelmingly positive. Employees appreciate the extra day off, which allows them more time for personal pursuits and family. We’ve noticed a marked improvement in morale, with many team members expressing increased job satisfaction and reduced burnout. This feedback is consistent across various departments.
What challenges have you faced during the implementation of the 4-day work week?
One challenge was ensuring that customer service standards remained high despite the reduced hours. We addressed this by implementing flexible schedules and rotating days off so that we still have full coverage throughout the week. Additionally, clear communication and setting expectations with clients have been crucial in maintaining our service levels.
How has the shift affected your clients or customers?
Clients have been supportive once they understood the benefits of the 4-day work week for our team. We communicated the change proactively and assured them that service quality would not be compromised. Some clients even expressed interest in adopting similar practices within their own organizations, showing a ripple effect of positive change.
Are you seeing any differences in how different departments or roles respond to the 4-day week?
While the overall response has been positive, certain roles, particularly those in customer-facing positions, required more careful scheduling adjustments and additional support. However, with planning, every department has adapted well. The key has been flexibility and open communication to ensure all team members feel supported.
How are you measuring success for this pilot program?
We are focusing on several KPIs, including productivity metrics, employee satisfaction scores, turnover rates, and client feedback. Regular surveys and performance reviews help us gauge the program’s effectiveness and make necessary adjustments.
Have there been any unexpected benefits or downsides that you didn’t anticipate when starting the pilot?
An unexpected benefit has been the positive impact on our company’s culture. The 4-day work week has created an even stronger sense of community and collaboration among FSET employees. On the downside, initial scheduling logistics were more complex than anticipated. We quickly adapted with some innovative solutions brainstormed by the internal 4-day work week team.
How does a shorter work week align with your company’s long-term goals and values?
A shorter work week aligns with our long-term goals of promoting sustainability, employee well-being, and innovation. It reflects our values of trust, respect, and commitment to providing a supportive and enriching work environment.
Have you observed any trends in work-life balance as a result of the 4-day week?
Yes, employees report having more time for family, hobbies, and rest, leading to better overall well-being. This balance has translated into more engaged and motivated individuals who are enthusiastic about their work.
What feedback have you received from employees about their work schedules?
Positive feedback highlights the appreciation for additional personal time and reduced stress. Constructive criticism has mainly focused on the initial adjustment period and the need for clear communication regarding expectations and workloads. We have taken this feedback seriously and made improvements accordingly.
How do you ensure that critical tasks and deadlines are met with a condensed work week?
Effective communication, planning and prioritization have been key. We emphasize clear communication, set realistic deadlines, and utilize project management tools to track progress.
What advice would you give to other CEOs considering a similar pilot for their own companies?
Start with a clear plan and set measurable goals. Communicate openly with your team and be prepared to make adjustments based on feedback throughout the pilot. Embrace flexibility and trust in your employees’ ability to manage their time effectively.
What adjustments do you foresee if you decide to make the 4-day work week permanent?
We may explore refining our schedules further to optimize team coverage and productivity. Continuous feedback will be essential to make ongoing improvements.
What role does technology play in supporting a reduced work week?
Technology plays a pivotal role in supporting a reduced work week by leveraging IT documentation platforms like ITGlue for centralized information, implementing automation to simplify tasks, and optimizing communication through reviewing meeting requirements. Additionally, the use of out-of-office messages, Microsoft 365 tasking features for organization, and encouraging concise messaging in Teams significantly enhances efficiency and productivity.
Thanks for reading, I hope the information provided has given you clear insights into our 4-day work week initiative. To learn more about our experience with the 4-day week, we invite you to explore our additional blog posts.
-Nicole Brown, CEO.
