In the mid 1990s I managed a consumer finance company. We piloted a flexible work program where our employees worked four 10-hour days every week instead of five eight-hour days. While it did create a few challenges, there were tremendous benefits for the employees and the company, too.
The employees really appreciated the extra 52 days off each year. The extra day off each week allowed our employees to schedule personal things like doctors appointments and car repairs.
Our employees spent less time driving each day because they avoided rush hour by coming in early and leaving late. This resulted in less time spent in the car and more time spent with their family.
By eliminating one trip commuting to and from work each week, our employees spent less on gas and vehicle maintenance expenses. The employees in dual wage earner families also saved money on child care expenses. In addition, it was good for the environment.
The company saw great benefits as well. It was easier to recruit top talent away from our competitors who did not offer the flexible work schedule. Our employees viewed the schedule as a true benefit. Due to our employees having an extra day off each week, they did not call in sick to take care of personal business. This also reduced the number of unexpected staffing issues and saved us money we normally spent on paid sick leave.
Employee morale was higher and productivity improved. Employees seemed recharged and ready to go after the extra day off. In addition, the extra hour in the morning was productive time without interruption. The extra hour in the evening proved to be a great time to reach clients at home.
Implementing a flexible work schedule is not the perfect solution for all businesses, but it worked well for us. Imagine β if 70 percent of businesses adopted a four-day work week β the positive impact it would have on rush hour and the environment.
