The Clear Case for Four
Could Four Days Be the Future?
One Expert Makes the Case.
Have you ever wondered what it would take to move your organization to a four-day work week and whether it could really work? This month’s guest has answers, evidence, and a whole lot of encouragement.
Click here to listen to the full episode!
“It really meant the difference between feeling like I was just living my life on a treadmill and then actually being able to be a full person outside of work.”
Daisy Morin is a founding member of WorkFour, the national campaign for the four-day, 32-hour work week. She came to the work the way many of the best advocates do: through personal experience. After switching to a 32-hour schedule herself, Daisy felt the difference immediately. She now supports employers, particularly Minnesota nonprofits, as they explore whether this model might work for them. Her goal is to make the four-day, 32-hour work week the standard for everyone in the US, without any loss of pay or benefits.
“We call it the win-win-win.”
WorkFour uses the 100-80-100 model: 100% of the output, in 80% of the time, for 100% of the pay and benefits. The evidence is compelling. Workers in the largest US and Canada study reported a 57% increase in productivity. Not only do organizations see dramatic reductions in turnover and absenteeism, but also increases in employee motivation and engagement. The four day model cuts out a lot of the time wasting we’ve just accepted as part of work. Employees see the time they save making their work more efficient, is time they get back for themselves (rather than just room for more work). Arts Midwest, one of WorkFour’s current adopters right here in Minnesota has called it a hugely valuable benefit that doesn’t cost a dime.
“We’re in kind of challenging times and we really need everyone working for the social sector to be on top of their game right now. And you can’t do that when you’re burnt out.”
For nonprofits this kind of change can feel out of reach, or even out of touch when your community relies on you full time. Daisy has a few pieces of advice. Engage your whole team. This shift doesn’t happen in a vacuum and needs a full-team approach. Connect the shift to your mission. Arts Midwest grounded their transition in the idea that creativity requires rest. Don’t be afraid of the funder and board conversation. People may surprise you! Lastly don’t try to go it alone. WorkFour ran its first cohort for Minnesota nonprofits last year which included MACC member Merrick Community Services! They brought together organizations exploring the four-day work week with leaders who already made the jump. With support, organizations in the cohort developed a pilot to see if the model could work for them. 95% of organizations who try out a four day week, end up keeping it!
This is a hopeful, practical conversation for any human services leader wondering if there’s a way to structure our work to maximize care for the people doing it. Tune in and see if the four-day work week is worth exploring with your team!