Time-off Wasn't Always a Thing.

 

According to an article in History.com, at the turn of the 20th century, workers got very little time off. A 1898 Massachusetts labor bulletin tracking the wages and hours of domestic workers in the Commonwealth documented that the average domestic cook worked between 78 and 83 hours a week at about 9 cents an hour. They could usually count on having Sunday off, and a lucky few may have been granted a half-day on Saturday.

 

Male factory workers had mostly similar work weeks, while state law only allowed women and children to work a maximum of 58 hours a week in the many textile mills that dotted the landscape.

 

Even if you escaped the drudgery of factory work, most workers had at least a 60-hour work week which included Saturdays.

 

8/8/8

 

The nascent labor movement's rallying cry, "Eight hours labor, eight hours recreation, eight hours rest,” was first coined by Robert Owen, a Welsh textile manufacturer turned labor reformer.

 

After the end of the Civil War. which spurred on the nation's industrialization, the returning soldiers, as well as many formerly enslaved people, began joining the new labor force, and were seeking better working conditions. The movement lost most of its steam after the 1886 Haymarket Square strike and the resulting civil unrest.

 

Henry Ford: The Start of the 40-Hour Week

 

In the wake of World War I, the now heavily industrialized U.S. saw a wave of strikes (3,000 in 1919 alone). Everyone was looking for workers, and Ford's offer was irresistible: A $5, 8-hour workday, which was almost twice the going rate, for less work!

 

With the auto industry leading the way, and in the midst of the great depression, and after legal challenges, the 40-hour week became law as part of the Fair Labor Standards Act of 1938.

 

The Push For a 4-Day Work Week

 

In a recent Associated Press article, Cathy Bussewitz, explored the trend towards a 4-day work week.

 

Although more popular in Australia and Europe, the move to a 4-day work week is gaining momentum in the U.S. Eight percent of full-time employees reported working a four-day week, compared to 5% four years ago.

 

The author of the Associated Press article spoke with Dale Whelehan, CEO of 4 Day Week Global, and asked why companies might want to switch.

 

Why Switch to a 4-Day Week?

 

Mr. Whelehan believes that a 4-day work week would have a significant impact on employee burnout. Additionally, companies offering the option would have an advantage in recruitment and retention.

 

Stress is now recognized as an important problem in the workplace, leading to health issues, work-life balance, and work-family conflicts. All indications are that a reduced work week would lower employees’ stress levels.

 

Of course, from an environmental standpoint, commuting four days a week in lieu of five reduces your employees’ auto emissions by 20%. What organization wouldn't want to claim a 20% reduction of their carbon footprint?

 

As we've mentioned before in past newsletters, women, who are often primary caregivers, share a disproportionate burden of the 5-days a week work norm.

 

Brain Versus Brawn

 

The original 5-days a week, 40 hour schedule was devised around the demands of physical labor. While our muscles can easily adapt and cope with the routine, we forget that the brain is also a muscle of sorts. In the modern workplace, most work requires highly cognitive exercise. Our brains can not withstand this cognitive workload without sacrificing our quality of work.

 

What About Loss of Revenue and Productivity?

 

Again, according to 4 Day Week Global, "The reduction of working time brings about productivity gains by people having naturally more time to rest and recover, allowing them to come back into a new week more engaged and well-rested." This results in productivity gains.

 

When working with organizations transitioning to a 4-day week, Mr. Whelehan uses a 100-80-100 principle. This translates to 100% pay for 80% time for 100% output. The goal is to "move away from thinking about productivity as how much time it takes to get something done, versus focusing on what outcomes... drive(s) businesses forward."

 

Should You Consider Moving to a 4-Day Week?

 

Obviously, not every business is ripe for this type of change. Traditional manual-intensive industries are a prime example. However, many cognitive-demanding roles are well-suited to this new dynamic.

 

How Can ASN Help?

 

If you are interested in examining how this could work in your business, ASN can help. We can conduct a thorough review of your organization to determine if this is a good fit. If so, we can assist you in ensuring that the transition is smooth, without interruptions to your business. If you would like to explore whether a 4-day week would benefit your business, give us a call. We would love to talk.