The concept of having a shorter workweek isn’t a new one by any means. Industries have long since recognised the benefits it can provide for employees and their business, with the (then-revolutionary) idea of a 5 day work week first being

Until recently that is.

On Trial – The 4-day Week

The idea of a 4-day, or 32-hour work week had begun to garner mainstream attention in the last few years, with six countries (Canada, Australia, Ireland, the UK, New Zealand and the US), already experimenting with it over the past year. In June 2022 we saw the introduction of the first UK 4-day workweek trial, (piloted by organisations 4-Day Week Global and Autonomy) in which 61 companies and 2,900 workers participated, which sought to achieve the same results as the current working week structure and find a better common ground between employers and employees..

And with the results of the trial having been published in February 2023, we now have a glimpse into how it could work across a variety of sectors in what has been heralded by and large as a resounding success.

One of the biggest selling points of the 4-day week notion to employers is the increase in productivity that workers experience. Contrary to how counter intuitive it can appear at first, research from a study conducted by the University of Auckland has shown that a shorter workweek can give rise to greater levels of productivity from employees compared to a standard 5-day workweek. The study involved a New Zealand company, Perpetual Guardian, which trialled a four-day workweek for two months and during the trial, employees reported feeling less stressed and more focused, which led to an increase in their productivity levels.

Similarly, in the pilot, many employees reported improved work-life balance, reduced stress levels, and better overall well-being, with 60% of workers finding it easier to combine their work with caring responsibilities and 62% better able to juggle work with their social life. And it’s showing very encouraging signs business-wise as well, as key metrics show that companies’ revenue, by and large, hadn’t changed over the trial period, but instead showed a healthy increase (35% on average) compared to data from similar reports in previous years. The number of resignations in participating companies also saw a significant decline (57%), highlighting the true value of the benefits that the 4-day workweek structure provided to employees.

The most persuasive statistic of all when considering the longevity and permanency of such a working arrangement is that 92% of companies (56) that participated decided to continue with the model, (with 18 of them making it permanent). It certainly seems to offer a new perspective for employers and employees to find common ground when attempting to strike that delicate balance between increasing productivity & sales whilst also creating a more supportive work environment.

Research Associate at University of Cambridge, Dr. David Frayne, attested to its effectiveness:

“We feel really encouraged by the results, which showed the many ways companies were turning the four-day week from a dream into a realistic policy, with multiple benefits. We think there is a lot here that ought to motivate other companies and industries to give it a try”.

What Still Remains Unanswered?

But which questions do the results still not answer? And what are the implications for the working world at large should this become a new reality?

Perhaps the first thing that springs to mind when looking at all the positive discourse regarding the results of the trial is, ‘’can it deliver on the promise it’s showing?’’ While it’s certainly no pipedream to believe it can, considering the trial’s outstanding results, it does highlight a need for a touch of pragmatism when assessing the 4-day workweek’s feasibility and in particular for sectors where it has proven difficult to implement or has just not been successful when doing so.

Take customer-facing businesses for example.

Unlike other professional services that often involve project-type work (which gives employees a greater degree of flexibility when it comes to deadlines), companies in this line of work must have a certain number of staff on-site to take care of the more hands-on aspects of the role and ensure a smooth running of the business.

Naturally, there are bound to be scheduling challenges that arise because of this when implementing the model as customer needs must still be managed effectively, and the business must ensure that communication between teams and with customers is maintained at all times, meaning the idea of a three-day weekend every week for some companies is just not feasible. Certain sectors such as education, healthcare or public transport may argue that this is just not feasible at all.

And even if staffing and logistics issues could be overcome within these sectors, not all can guarantee a productivity increase (and money on the bottom line) to make up for the reduced hours of a 32-hour workweek particularly as such businesses or public services will have to take on extra staff to cover any shortfalls, meaning extra costs overall.

One such company that ran into several of these practical issues when implementing it across their business is Engineering and Industrial supplies company Allcap. Despite reducing the frequency of their staff’s three-day weekend to once every fortnight (due to the nature of their business), they found adapting to the 4-day workweek model difficult, particularly with the increase in daily workload. Employees found it difficult to benefit from the extra day of rest that they had available, as their new week structure now meant that they had gone from ‘’10 normal working days to 9 intense ones’’, making them exhausted by the end of their week. Added to this was the difficulty in finding enough staff to cover for the absences of employees on their free day when holidays, sickness and caring responsibilities were all factored in. Ultimately, and with two months of the trial still planned in, Allcap was forced to abandon across its main trade sites.

Mass Rollout Or Mass Walkout?

As seen from numerous other examples in the trial results, it is certainly not a one-size-fits-all approach and not all businesses can afford the wiggle room needed to adapt to it, which raises valid concerns about its applicability on a larger scale.

Its scalability isn’t the only question mark about it either, as there is the concern of how sustainable it can be over longer periods of time than just the 6 months, considering the unknown long-term impact of a 4-day workweek’s intense work pattern on the physical and mental well-being of employees.

Could the exact reasons for pushing ahead with the pilot around staff wellbeing lead to a worsened state in the long run? It does very much depend on the sector, the type of work being conducted, and the expectations of the customer base – and on that basis it is harder to see how this could be rolled out en masse irrespective of these nuances.

So what next for the trial? And where does all this leave us with regards to the current state of affairs?

Post pandemic, it is clear that there is a growing focus on greater flexibility from employees who are more mindful of when, where, and how they work. In turn, there has been much narrative from businesses around hybrid, flexi, remote-working and analysis of these changes on the impact of business performance and productivity.

Undoubtedly, there has already been a seismic shift in working patterns as numerous companies move to more flexible means of working   but is a further shift to a shorter week on top of this a step too far – at the moment at least?

“Even as the value of the pound goes up and down, the value of people’s time doesn’t.”

Summed up nicely by the above quote from Programme Manager Alex Soojung-Kim Pang at 4 Day Week Global, perhaps the biggest litmus test for the 4-day model, and currently its biggest barrier to a much-anticipated systematic change, is how well it can fare in not just the current economic climate, but an ever-changing one.

With vacancies harder to fill, and potentially more staff on the books (for some sectors) to accommodate a 4-day workweek, it simply isn’t an option at the moment for some, and whether it can still be as viable and as practical in unfavourable conditions remains to be seen.

One thing is for sure though, change won’t happen overnight.

About Clayton Recruitment

Clayton Recruitment has been partnering with organisations across the country since 1989 and during that time has built up an excellent reputation for trust and reliability.

With specialist divisions covering Commercial, Financial, and Engineering appointments, on a permanent basis.

If you are building your existing team or looking for your next career move, we can help. And, if you are currently employed, you can be assured of complete confidentiality, professionalism, and honesty throughout the process – as standard.

Click here to speak to one of our experienced specialists or call 01772 259121 for more information on how our exceptional recruitment experience can help your career aspirations.

It’s no secret that modern-day life has us spending a large chunk of our waking hours seated at a desk. In fact, a staggering 90,000 hours of our lifetime is spent at work – using a computer or working with other office equipment. But, did you know that our work environment can greatly impact our physical and mental well-being?

With most office jobs requiring prolonged periods of computer and equipment use, it’s no wonder that work-related injuries, especially repetitive strain injuries, are a leading cause of medical leave. That is why the need for an ergonomically correct office is important. Ergonomics is a modern word coined from two Greek words – Ergon, meaning work, and nomoi, meaning natural laws. The goal of office ergonomics is to design your office workstation in such a way that it fits you and allows for a comfortable working environment for maximum productivity and efficiency. In fact, according to the Thesaurus dictionary, office ergonomics is synonymous with workplace efficiency and user-friendly systems. A workspace designed with ergonomics in mind can significantly reduce the risk of physical pain and discomfort, such as back strains and repetitive strain injuries. Not to mention, it can also alleviate common issues like eye strain and headaches caused by improper lighting and screen placement.

But, it’s not just about physical comfort. An ergonomic work environment can greatly improve an employee’s mental well-being. By reducing stress and promoting concentration, employees can flourish in a workspace that supports their work. This leads to greater job satisfaction, a reduction in anxiety, and a more positive state of mind. When employees feel their physical needs are met, they are more likely to feel valued by their employer, leading to a stronger emotional connection to the company and a greater sense of commitment.

Employers can also demonstrate their commitment to their employee’s health and well-being by providing ergonomic equipment and promoting healthy work practices. Some employers even go ahead to conduct their own DSE Risk Assessments. A DSE Risk Assessment includes a checklist of all aspects of the office station. This can create a positive and supportive workplace culture, resulting in a more motivated and engaged workforce, and reduced turnover, and absenteeism.

So, how do you create a more ergonomic work environment in your business?

You may want to start by doing the following:

Proper chair selection: Ensure that chairs have adjustable features such as height, tilt, and armrests to allow employees to find a comfortable position. An ergonomic chair provides support for your lower back, hips, and legs. It should be adjustable to fit your body and provide proper posture when sitting.

Desk height: There is also the option of a treadmill/walking desk as a 2023 article from Irish Examiner has stated that sitting for eight or more hours per day can be linked to a 20% higher risk of getting heart disease or dying from any cause, compared to those who sat for half that time.

Keyboard and mouse: Ensure that keyboards and mouse are positioned at a comfortable distance and height, and that wrist pads are provided to reduce pressure on the wrist. Your keyboard and mouse should be positioned directly in front of you and close to your body, to minimize awkward reaching and twisting. Additionally, a wrist rest can help reduce the strain on your wrists and forearms.

Monitor placement: Make sure that monitors are placed at eye level to reduce neck strain and are positioned at a comfortable distance from the user. Your monitor should be positioned directly in front of you, at a comfortable distance and height. The top of the screen should be at or slightly below eye level, and the screen should be large enough to allow you to read the text without straining your eyes.

Lighting: Adequate lighting is important for reducing eye strain and creating a comfortable work environment. Place your desk near a window or invest in a task light if needed.

Exercise and screen breaks:

If you have employees or you yourself work from home – even on a hybrid basis, you can also benefit from an ergonomically compliant space and there are a wealth of resources online that provide further tips and guidelines for the home office. This could mean creating a designated workspace, taking regular breaks, and establishing a fixed work schedule.

Ultimately, incorporating ergonomic principles in the workspace can bring immense benefits to both employees and your business. By creating a workspace that prioritizes comfort and safety, employees are more likely to experience reduced stress levels, improved posture, and a decrease in workplace injuries.

As discussed in our recent blog, this investment in their well-being will speak volumes about the company’s commitment to their employees and contribute to a stronger employer value proposition (EVP), which encompasses all elements of the employment experience, including the physical work environment.

About Clayton Recruitment

Clayton Recruitment has been partnering with organisations across the country since 1989 and during that time has built up an excellent reputation for trust and reliability.

With specialist divisions covering Commercial, Financial, and Engineering appointments, on a permanent basis.

Click here to speak to one of our experienced specialists or call 01772 259121 for more information on how our exceptional recruitment experience can help your career aspirations.

Starting any new job and settling in can often be somewhat of a rollercoaster. On the one hand, you will no doubt be delighted that you have landed an exciting new role that is a great fit for you, and are looking forward to your future and career progression. However, on the other hand it is often a period in which you may feel a little out of place – at least initially.

Fortunately, there are several things you can do to ensure you settle in quickly to both your new surroundings and team as well as tackle any potential stresses or concerns head on, and really start to establish yourself as a trusted colleague among your peers.

Utilise Tools To Help Keep You Organised

Getting and staying organised is not only essential for keeping on top of your general workload; it’s also a key to your career success and longevity, especially if you are aspiring to carve out an exceptional career for yourself as a high-performing member of the team.

Set up a system for categorising your emails as well as scheduling any ongoing tasks and projects. Most companies nowadays use a form of task-management software such as Monday, ClickUp or their own in-house platform. Ensure that you get adequate training on how to use this as it will undoubtedly enhance your productivity and help to keep on top of the many spinning plates.

If your employer doesn’t use a dedicated task-management software, or doesn’t invest in any 3rd party software, you can always implement your own system. This might mean using your own planner app, or if you’re not the most tech-savvy, you could always do things the traditional way with a daily planner. Regardless of which system you choose, get yourself in the habit of coming up with a rough schedule for how you will go about tackling your tasks.

Set Goals That Push You – But Are Also Realistic

It’s natural to want to impress when you’re starting a new role, and many feel it is par-for-the-course to go over and above in those reputation-building first few months. Yet, whilst it can be tempting to take on more than you can handle, there is a fine line to tread between throwing everything (and more) at the role, and also being realistic with yourself about your own limitations.

If the goals you’ve set for yourself are beyond your current capabilities, you’ll start to get frustrated and discouraged when you keep failing to get things done – this is a sure recipe for a career burnout. Even the most experienced employee is bound to fall short of a goal now and then; as a new hire, it’s going to take you time to learn the ropes of your new employer. So, allow yourself the chance to learn during this transitional period and try to view your setbacks as a way to become a more efficient and knowledgeable employee.

Rather than cluttering your to-do-list with an excessive number of tasks every day, try to take things slow and celebrate every accomplishment. If you take on too much too soon, you’re likely to get buried and behind on the tasks that really matter. By focusing on your top few priorities each day, you will feel a sense of accomplishment when you’re able to clear your to-do list on a daily basis.

Find The Right Balance

When starting a new job that you really like, it can be tempting to throw yourself in headfirst. However, as with setting realistic professional goals, it’s just as important to establish realistic life goals. Don’t lose sight of your work/life balance. In other words, if you don’t make time for the things and people you love outside of work, you won’t be loving your new role for very long.

Finding the right balance between work and family is one of the most important ways to reduce job-related anxiety and completely getting off on the wrong foot. Making time for yourself and your loved ones, as well as disconnecting mentally from your job, will allow you to return to work refreshed. Try to schedule out your week in advance to ensure that you have time blocked out to unwind with family and friends. Setting this time aside will help ensure that you don’t get overly stressed or exhausted in your new role.

Make Time To Look After Yourself

Just as crucial as finding the right balance between work and play is maintaining your physical, mental and emotional health. You should never underestimate the power of a good night’s sleep and a healthy diet. Eating poorly and not getting enough sleep will only cause you to be tired and less productive, which may lead to stress in the workplace.

In addition to maintaining a proper diet and sleeping routine, one of the best ways to impact your physical and mental health is by staying active. This doesn’t mean that you have to join an expensive gym or punish yourself with an extreme workout. A simple routine of either a short yoga session or a quick run before you go to the office in the morning can simultaneously boost your confidence and improve your performance at work.

Many businesses in the UK offer specific elements relating to health and wellbeing as part of their benefits packages including gym memberships and cycle-to-work schemes. Even if neither of these are available to you with your new employer, it is likely there are various initiatives and services available to support you – make sure you take any logins, information, and the opportunity to engage where you can.

Invest In Relationship-Building From The Get-Go

While most firms have some sort of formal induction programme, you should never be afraid to ask questions if you don’t understand how to do something – even after this initial period. For new starters, particularly those in larger businesses, it’s possible that you will be placed with a mentor or someone you can go to with questions – don’t hesitate to seek out their help when you need it. While asking your co-workers or boss questions may feel like it shows weakness, actually lets your colleagues know you’re serious about understanding how things work, rather than trying to do something you aren’t sure of on your own.

Relationship-building is crucial in your first few months at a new place of work, and should be across the whole business if possible – with peers, managers, direct reports and any clients or service providers that you communicate with directly. By investing time in this, you will quickly build up trust and ‘social capital professionally’ that according to Danielle Allen from Building Impact, ‘will allow you to advance and contribute meaningfully to the organisation’s growth’.

And Finally,

Your first couple of months in a new role are likely to be a whirlwind of learning new processes, building relationships with colleagues, getting used to a new working environment, as well as getting on with the tasks at hand. No easy task – but hopefully with the support of your new employer, you’ll soon become a (valued and respected) part of the furniture.

About Clayton Recruitment

Clayton Recruitment has been partnering with organisations across the country since 1989, and during that time has built up an excellent reputation for trust and reliability.

With specialist divisions covering Commercial, Financial, and Engineering appointments, on a permanent basis.

If you are looking for your next career move, we can help. Call us on 01772 259 121.

If you would like to access our free guides, view them all here.

It’s generally accepted that over the last two years since the pandemic, there have been many sectors and regions that have felt the strain of workload increases and it’s just been accepted as the norm.

Yet the past few years have seen an explosion in the hours worked by many employees as numerous sectors navigated the ups and downs of the pandemic and its concerned client and customer bases.

And it is taking its toll.

The Current Mental Health Challenges Employees Are Experiencing

In a recent C.I.P.D. survey, the evidence suggests that the coronavirus pandemic heavily influences employee health and wellbeing.

The virus has and continues to disrupt due to staff absence, and in some cases, employees are suffering the after-effects of contracting the virus from long COVID. Although organisations are still committed to supporting their people, evidence suggests that activity in this area is starting to slip. A more holistic approach – based on the health risks and needs of the workforce – is much needed.

According to the Mental Health Foundation, “1 in 6.8 people are experiencing mental health problems in the workplace”, that’s an astounding 14.7% with women being nearly twice as likely to experience problems vs. men. Studies show that better mental health care and support in the workplace will save UK businesses up to £8 billion per year and promoting wellbeing within your business can reduce sickness absence days of which 12.7% are currently used for mental health conditions.

Assess The Situation in Your Business

Some of the larger businesses we work with conduct a regular employee survey, though historically, asking your team about their wellbeing hasn’t been included.

Consider the nature of the questions you ask employees, and take proactive measures to ensure that respondents are safe from identification. Attempting to measure mental health and stigma in highly challenging environments like an overworked business may also skew results so that they are not representative of true employee sentiments.

This is stage one, as it is critical to know what you are dealing with first before you can implement a process to make a difference across your business.

Have Mental Health on Your Agenda

As in all areas of business, if you want an area to change, you must give it focus. I am sure your business has a growth plan and ideas on succession planning, and you may be working with someone like ourselves on building your talent pipeline.

Your leadership team will have a strategic plan on how to take the business forward, and in today’s landscape, part of that needs to include looking after the wellbeing of your team.

As a first start, you can find some excellent resources on the Mental Health Foundation website here. In addition, assign a partner to the role of mental health lead in your business. Consider engaging the help of external suppliers to help you implement an Employee Assistance Programme (E.A.P.) which is one part of a well-being solution.

E.A.P.s are intended to help employees deal with personal problems that might adversely impact their work performance, health and wellbeing. E.A.P.s generally include assessment, short-term counselling and referral services for employees and their immediate family – wherever they are in the world.

Support Managers To Coach and Lead Their Team

An easy start to improving well-being is to instil a coaching culture in your business aligned with external training on mental health and well-being. As a manager trained in well-being, you can make a huge difference to your team.

Honest and open communication during regular catch-ups with your team members can help identify struggling people.

We know one business uses a traffic light system during conversations with green when everything is ok, amber when a few cracks appear that require help, and naturally, red for an extreme case and that individual needs support. The well-being plan has created multiple resources we can all now access to improve our mental health, so finally, I want to share a few examples.

Provide Support Resources For Your Team

The way we think and listen to our thoughts can cause us to spiral out of control. It is no wonder that working with a coach proves to be a valuable support mechanism for many.

One business we know utilises the help of an external coach, with team members having the ability to book sessions to help them navigate any stress they are experiencing.

Many of us accept that we lead busy lives, and the ability to handle overwhelm and calm can be facilitated in many ways.

Though it sounds counter-intuitive, there are several online apps that many individuals use with great success. The aptly named Headspace and Calm apps have over a hundred million users and provide access to multiple resources.

Develop Your Action Plan

Finally, improving the well-being of your team is about taking action. We have shared several ideas and resources here.

In addition, the way many people worked remotely during the pandemic helped their work-life balance and well-being. We have written posts about the value of hybrid working here and, most recently, the move to a four-day working week here.

All of these ideas can be used to help your team improve their well-being – although obviously need to be carefully considered alongside business strategy and key objectives.