How do you approach the work week with your team?
Is it flexible? Structured? Tied to hours? Driven by outcomes?
I recently came across a business offering a 32-hour work week with full pay and I did a little celebration dance in my chair reading their story.
What a bold nod to a culture built on trust, autonomy and rethinking old systems that no longer serve us.
It got me pondering, why don’t more businesses do this?
Why are we still clinging to outdated measures of productivity, trying to fit everyone into the same box, assuming the same quantity of hours equals the same quantity or quality of work?
Of course there are jobs that require round-the-clock coverage, however for many jobs the reasons to stick to the old paradigm often come down to:
- Control, “If I can see you, I know you’re working.”
- Fairness myths, “Everyone must work X hours to deserve their pay.”
- Fear, “If we reduce hours, the work won’t get things done.”
The traditional 9–5, 37.5 – 40-hour model was designed in a different era for different types of work and different expectations of life...
It's time for something new!
Imagine redesigning roles around outcomes rather than task lists.
Imagine giving people the autonomy to work when they’re naturally at their best (instead of forcing productivity between 9 and 5).
Imagine the ripple effect on wellbeing, creativity, loyalty and life outside of work.
How powerful!
So, business owners and leaders, if you weren’t bound by ‘how it’s always been done’... what would your ideal work week actually look like?
And how would your team respond if they had more space to live life and do great work?