1. Define Your Goals

Before diving in, ask: Why are we doing this?

  • Employee well-being? Measure satisfaction via surveys.
  • Productivity gains? Track output, deadlines, and efficiency.
  • Talent attraction/retention? Monitor hiring metrics and turnover rates.

Clear objectives = clear success metrics.

2. Secure Leadership Buy-In

A 4-day workweek won’t work without top-down support. Make the case:

  • Highlight benefits (e.g., +20% productivity in pilot companies).
  • Align with company values (innovation, work-life balance).
  • Propose a time-bound trial (e.g., 3–6 months) to reduce risk.

💡 Tip: Share case studies (e.g., Microsoft Japan’s 40% productivity boost).

3. Choose Your Structure

Not all 4-day weeks are the same. Pick the best fit:

  • 4×10 model: Four 10-hour days (keeps pay/hours unchanged).
  • Flexible Fridays/Mondays: Rotate days off for coverage.
  • 32-hour week: Reduced hours with output-focused expectations.

Example: A tech startup might opt for “Flex Fridays,” while a healthcare company may stagger days off.

4. Communicate Transparently with Employees

Change can be unsettling. Ease concerns by:

  • Hosting a Q&A session to explain the “why” and “how.”
  • Addressing workload fears (e.g., task redistribution, automation tools).
  • Encouraging feedback—make it a collaborative experiment.

🚀 Key message: “This is a test. Your input will shape the future.”

5. Optimize Workflows

Fewer days ≠ less work. Prepare your team:

  • Prioritize ruthlessly: Drop low-impact tasks.
  • Cross-train teams to cover critical roles on off-days.
  • Use tech (e.g., project management tools) to streamline collaboration.

⚠️ Watch for: Burnout from cramming work—adjust as needed.

6. Measure & Iterate

After 1–2 months, review the data:

  • Employee surveys (stress levels, job satisfaction).
  • Performance metrics (output quality, deadlines met).
  • Client/customer feedback (any service disruptions?).

✅ Success? Scale it.
❌ Challenges? Tweak the model (e.g., adjust hours, days).

Why This Works

Companies that adopted a 4-day week report:

  • 63% lower absenteeism (Henley Business School).
  • 85% of employees say they’d never return to 5 days (4 Day Week Global).

Your turn. Start small, learn fast, and redefine productivity.

Final Tip:

Frame the experiment as a win-win—for employees (more time to recharge) and the business (higher efficiency).

Need a free slide deck or survey template to pitch this internally? Let me know!

About the author

I’m Gaetan Portaels (though you probably figured that part out already)… and I’ve spent my life questioning the way things are and, even more so, imagining how they could be. ​

You might call me an “obsessive improver.” I’ve never been one to follow the rules just because “that’s the way it is” or “the way it’s always been.” If something doesn’t make sense, I’ll challenge it. If something’s broken, I’ll fix it—or build something better. And if all else fails, I’ll at least give it my best shot.​

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