John Hopkins is an Associate Professor in Management and a leading expert in flexible working research. In this exclusive interview, he provides advice for businesses implementing a flexible working policy. Also, John reveals his findings from interviewing businesses who’ve adopted a four-day working week.
What’s the first thing employers should change/ implement to increase flexibility?
Before changing anything, it’s important that employers understand the needs of their workers. What kinds of flexibility they would value, and how they will benefit from having it? This is a great starting point for implementing any new workplace flexibility measures. It is essential that workers are consulted in the first instance like this, before discussing what might be possible and what the benefits would be.
In your opinion, what’s the main benefit of flexible working for both businesses and employees?
Access to flexible work arrangements can help employees gain, and maintain, a better work-life balance. It enables them to still get their work done whilst opening up more time in the day/week for completing non-work tasks too. This results in more time to enjoy hobbies and to spend with family etc… In addition, it can support a multitude of health benefits, such as burnout prevention.
From a business perspective, there are many benefits. Including having happier and more engaged staff, increased productivity, reduced sick days, and lower staff turnover.
From speaking to professionals, what would you say are the main things professionals are wanting from their employers for flexibility at present?
For most office-based jobs, the hybrid work model seems to be a popular compromise solution right now, that suits both workers and employers. The vast majority (around 85%) of knowledge workers are still keen to spend some time in the office each week; to connect and collaborate with their colleagues in person. However, they don’t wish to do this five days per week like they did in the past.
I think 2024 will be a big year for the hybrid work model. Most firms have now accepted it is here to stay and are committed to working out how best to leverage this way of working. Rather than focussing on how to get everyone back into the office full time.
From your knowledge and research, what should a flexible working environment look like?
No two workplaces are the same. So, there is no one-size-fits-all solution when it comes to flexibility either. There are a wide range of different flexible work arrangements available today – some might work well in some environments, but others won’t. This is why it is so important to understand what your staff actually want. Don’t be afraid to experiment with a few different approaches.
What are your thoughts on a four-day working week?
The 4-day work week is a versatile flexible work arrangement that can be offered to almost any employee. Unlike arrangements such as hybrid work or WFH, which are typically restricted to knowledge workers. Whilst the concept was first proposed in the 1970s, it is starting to gain serious attention again 50 years later. A growing number of firms have moved to this way of working in the past couple of years.
The two most popular variations of the 4-day week are the ‘compressed week’ and the ‘100:80:100’ model. A compressed week, as it suggests, compresses five work days into four days – e.g., 4 x 10 hour days, rather than 5 x 8 hours days – with employees working the same number of hours but spread over less days. However, with the 100:80:100 model, employees receive 100% pay for working 80% of their previous hours, in exchange for a commitment to maintain 100% productivity. This model not only reduces the number of days worked, but also the number of hours worked each week. With workers moving to 4 x 8-hour standard days per week (rather than 4 x 10 hour days like the compressed week).
Impacts of a four day working week on employers
Last year, I interviewed 10 firms who have already adopted the 100:80:100 model. The benefits it has brought them were pretty mind-blowing.
From an employer perspective, it led to significant improvements in staff recruitment. A 600% increase in applications in one case. Also, it has improved staff retention, increased productivity levels, and reduced absenteeism (reduced to zero in some cases). Furthermore, seven of the firms said their productivity had increased since moving to a 4-day work week. Three said it had remained about the same, and none of the firms said it had reduced.
For employees, the 4-day week now gives them more time to complete ‘life admin’ tasks, enables them to participate in more health and wellness activities. It not only gives them more time to engage in their favourite hobbies, but also enables them to discover brand new pastimes they didn’t have time to enjoy previously. Employees also felt that the extra day off each week meant they were more relaxed and re-energised. Fundamentally, meaning they are better at their job as they had more time to reflect. Furthermore, it helped them avoid the “Sunday scaries” – the anxiety and dread felt on Sunday night at the prospect of another five-day week.
Do you regularly see reluctance from some organisations and company functions to embrace flexible working? If so, what are their perceived concerns? How can these concerns be overcome?
I think it’s only natural that we see more reluctance to embrace flexible work arrangements from some firms, and industries, compared to others. However, prior to the pandemic, access to flexible work arrangements was extremely limited across the board. So, we’ve come a long way in a very short space of time. Many more people now have access to flexibility than they did four years ago. There are clear benefits for both workers and employers.
Workers value this flexibility very highly, and now expect it from their employers, and may be prepared to move elsewhere if they can’t have it.
About John Hopkins
Originally from Liverpool, John Hopkins (PhD) is an Associate Professor of Management, and the Founder of WorkFLEX. An Australian-based firm offering a range of online courses, coaching and training, to help workers and organisations successfully transition to new ways of working.
John has been one of the world’s leading experts in flexible and remote work research for the past decade. He is regularly invited to provide expert opinion on this topic in the national and international media.
As a special gift, all Eventus members now receive a 30% discount on John’s online courses – Mastering the Hybrid Work Model and Mastering the 4-day Work Week. Please use the code ‘EVENTUS30.’
Further reading
For strategies and tips for increasing flexible working in the workplace, click here to read our guide.