Considering a Shorter Work Week? Here’s What Leaders Need to Know
If you’ve ever found yourself wondering whether your organisation could thrive on a shorter work week, you’re not alone. It’s a question that’s gaining traction, and for good reason. A four-day work week isn’t just about giving people Fridays off. It’s about rethinking how we work, why we work, and what we value. It’s bold, it’s challenging, and it could be transformative for your team.
This article draws on insights from Nell Fitzjohn, who successfully led the implementation of a shorter work week in New Zealand. Her experience offers practical lessons for leaders who are ready to explore this idea.
The “Why” Behind the Change
Every big shift starts with purpose. For Nell, the shorter work week wasn’t just about flexibility; it was about aligning with her organisation’s values. The goal was to attract great talent and acknowledge that people bring diverse worldviews to work. Yet, workplaces often expect everyone to operate in one rigid way.
What’s your “why”?
Whether it’s improving employee wellbeing, boosting productivity, or staying true to your values, knowing your purpose will help you navigate the complexities of change.
It Won’t Be Easy and That’s OK
Let’s be honest: implementing a shorter work week isn’t a walk in the park. Nell faced resistance from employees and leaders alike. Concerns ranged from fears about declining performance to doubts about how customer service would be maintained. Some worried about how teams would adapt after years of working in traditional ways.
These objections are normal and they’re solvable. The key is to approach them with curiosity rather than defensiveness. For example:
Performance concerns? Show how smarter working practices can improve outcomes.
Negative customer impact? Develop strategies to maintain service levels while reducing hours.
Team (mis)alignment? Invest time in coordinating schedules and supporting collaboration.
Resilience Is Your Superpower
One of Nell’s biggest takeaways was how much resilience she needed as a leader. She presented proposal after proposal inside the organisation, many of which were met with skepticism, but she kept going. What made the difference was the enduring support of key leaders within her organisation. They challenged her ideas but never stopped believing in the vision.
Resilience doesn’t mean pushing through blindly; it means staying committed while adapting along the way.
Pilot First and Learn As You Go
Starting small can make all the difference. Nell launched a pilot before committing to full implementation, giving her team space to test ideas, gather feedback, and refine processes.
Pilots are powerful because they let you experiment without overcommitting. Use this phase to:
Track performance metrics
Gather employee and customer feedback
Identify challenges and adjust accordingly
Flexibility Is a Journey
Nell’s organisation went from working five days a week in-office to piloting a four-day week. It was a huge leap on the flexibility maturity scale. If your team isn’t used to flexible arrangements, this shift might feel overwhelming at first.
The solution?
Support your people through the transition. Offer training on productivity techniques or time management tools. Create spaces for open dialogue where employees can share their concerns and ideas. Flexibility isn’t just a policy. It’s a practice and a culture shift.
The Payoff: More Than Just Time Saved
So why bother? Why push through resistance and uncertainty? Because the payoff is worth it:
Employees feel valued and energised
Teams become more innovative when they’re given space to work smarter
Organisations attract top talent by showing they’re willing to think differently
Perhaps most importantly, leaders demonstrate their commitment to creating workplaces that serve people, as well as great business outcomes
Progress Over Perfection
If there’s one thing Nell’s story teaches us, it’s this: progress matters more than perfection. You don’t need all the answers before you start; you just need the courage to try.
So ask yourself: “What if we could design work differently? What if we could create space for people to thrive while still achieving great results?”
If this resonates with you, I’d love to hear your thoughts or help you think through your next steps!
Let’s keep reimagining what work can be and let’s do it together.
Nell Fitzjohn is the Founder of Cheerleader. You can read more about her shorter work week experience here.