Pros and cons of the 4-day working week in the development sector | Experts’ Opinions

Overcoming burnout and achieving a good work-life balance would appear to be an impossible dream for many employees if we consider the latest data available. To address this extremely important issue which affects not only productivity in the workplace, but also various social mechanisms and even communities, the idea of reducing the standard 5-day working week by one day has emerged. Worldwide, numerous companies have already implemented the 4-day week and the results indicate a higher performance among employees. Today, more and more organizations are beginning to see the 4-day working week as a viable option to improve wellness and productivity issues in the workplace. However, there are also several drawbacks to this novel concept. If you are curious about the pros and cons of this, take time to read the opinions below.

DevelopmentAid:  What are the pros and cons of a 4-day working week in the international development sector?

“Already applicable in the medical field, where employees work three to four days a week with long shifts per day, the four-day working week is becoming increasingly popular. This new work schedule gives employees more time off for personal activities, such as rest, work-life balance, and volunteering. This change can improve physical and psychological well-being, resulting in better performance and greater results. If the work must be done on-site, the four-day week can lead to positive externalities, such as less commuting and less mobilization of resources, such as physical energy, fuel, and time. However, long work hours spread over fewer days per week can consequently affect concentration. Working effectively on time-bound projects can be challenging, and this modification could lead to increased stress and emotional fatigue. This paradigm will require organizations to restructure and employees to adapt their routines to the new realities. Thus, achieving a perfect alignment between the organization and the workforce can take time. If the working week and rest days are not standardized for the workforce, this transition could cause disruptions and communication problems. In summary, while the four-day working week has advantages in the international development sector, carefully weighing the inconvenience before implementation is crucial.”

“The concept of a 4-day working week in the international development sector is gaining traction to improve work-life balance, boost employee productivity, and reduce burnout. However, like any major change to work practices, there are both pros and cons to consider.

Pros:

1. Improved work-life balance: A 4-day working week can provide employees with an extra day off each week, allowing them to pursue personal interests, spend time with family and friends, and recharge their batteries.
2. Increased productivity: Some studies have suggested that a shorter working week can increase productivity, as employees are more focused and efficient during their working hours.
3. Reduced burnout: Burnout is a common problem in the international development sector, where employees may be working long hours in challenging environments. A 4-day working week can help to reduce burnout by providing employees with more time to rest and recover.
4. Attract and retain talent: Offering a 4-day working week can be a powerful tool for recruitment and retention, particularly for younger employees who value a better work-life balance and flexibility.

Cons:

1. Potential loss of productivity: While some studies have suggested that a shorter working week can increase productivity, there is also a risk that productivity could decline if employees are not able to complete their work within the reduced time.
2. Increased workload: To maintain productivity levels, employees may need to take on additional work or work longer hours during their 4-day working week. This could lead to an increased workload and potential burnout.
3. Difficulty in coordinating schedules: A 4-day working week could make it more difficult to coordinate schedules and ensure adequate coverage, particularly in international development projects that involve multiple time zones and stakeholders.
4. Financial implications: A 4-day working week could lead to increased costs if additional staff are required to cover the extra day off, or if productivity declines and revenue is impacted.

Overall, implementing a 4-day working week in the international development sector requires careful consideration of the potential benefits and drawbacks, as well as the specific needs and requirements of the organization and its employees.”

“The advantages of a 4-day working week in the field of international development:

1. Shorter working weeks can result in higher output because workers are more engaged, focused, and less inclined to burn out. This may ultimately lead to more effective project delivery, allowing businesses to more successfully accomplish their developmental objectives.
2. Employee well-being can be enhanced by a 4-day working week by lowering stress levels, encouraging work-life balance, and providing more time for leisure activities and family time. More motivated, engaged, and devoted workers are more likely to be happy at work, which helps a company to succeed.
3. Offering a 4-day working week can increase an organization’s appeal to prospective employees, assisting in the attraction and retention of top personnel. This is particularly advantageous in the cut-throat international development industry.
4. Benefits for the environment and finances: A shorter working week can cut down on travel time, which lowers carbon emissions and transportation expenses. Additionally, firms could save money by reducing their energy usage and office-related expenses.

The disadvantages of a 4-day working week in the field of international development:

1. Implementing a 4-day working week may present operational difficulties, such as coordinating across time zones, accommodating partner and stakeholder schedules, and maintaining sufficient staffing for project requirements.
2. Potential increase in workload: Some employees may have more work to do because they may be expected to complete the same activities in a shorter amount of time after a shorter working week. The expected advantages of higher productivity and employee well-being could be defeated by this.
3. Funding restrictions: Some funders and grant makers can be reluctant to support groups that use a 4-day working week because they worry about less accountability or wonder if they are truly committed to their projects.
4. Limited applicability: A 4-day working week may not be practical for all positions in the international development industry, especially for those with time-sensitive activities or field-based positions that call for more flexible schedules.”

“As a woman, mother, wife, care-taker and working full time, the restructuring of the working environment to cater for the impacts of COVID-19 has shown some significant insights into what we consider now the new norm “working remotely/4 day working week”. I found that being present with my family, helping the kids with school work whilst juggling work and house matters was at first quite a challenge, however, the challenges were eventually replaced with the normality of working from home. It also paved the way to a new discovery that although it was hectic, I was very productive with the resources that were provided to complete my weekly tasks. I could be flexible with the kids’ school work, my work and house matters along with the support of my working spouse. This meant that I was able to finish my weekly tasks within 3-4 days while simultaneously working on the following week’s tasks. Having ownership of my tasks was therefore empowering as I had full control of my schedule around meetings. In conclusion, it all comes down to the organization. I personally feel that flexibility in the workplace increases productivity and eliminates burnout. In saying that, it also depends heavily on the industry or sector you are working with.”

“A lot of organizations in the U.S. and the United Kingdom are trumpeting the four-day working week citing a lot of advantages, especially in the areas of mental health and well-being. As a prolific lecturer and professional in Africa, more precisely West Africa, I would be on opposite side of the coin since economic and social reasons matter a great deal in the concept of a four-day working week. Most of the countries in West Africa have vibrant capital cities with a choking population making it difficult to even have office space let alone a conducive working environment at home. Acute challenges from unemployment and housing are a starting point from which to not even consider the pros or cons of a four-day working week because there is not enough to be gained from a five-day week let alone reducing this. Mental health or well-being existed even before the pandemic so really from my perspective from living the reality is that an increase or decrease does not add or subtract anything for a typical West African employee, especially one involved in development activities in rural areas.”

“As an advocate of work-life balance and increased productivity, I am interested in the potential benefits and drawbacks of a 4-day working week in the international development sector. A shorter working week can improve employee efficiency and output by allowing them to focus on tasks without distractions or personal commitments. Additionally, it can promote a positive workplace culture by reducing stress levels and improving work-life balance. However, the implementation of a 4-day working week in the humanitarian sector may pose challenges due to the different nature of services provided i.e., emergency response, rehabilitation/post-conflict, and longer-term development programs. In my opinion, 3-days at a desk and a 1-day work-from-home strategy could be a feasible way to implement a four-day working week in the international development sector. This approach combines the benefits of a shorter working week with the flexibility and convenience of remote work. Nonetheless, it is essential to consider factors such as reduced coverage, increased workload, coordination and communication challenges, and potential reputational damage. To determine the effectiveness of a 4-day working week strategy, organizations should track key performance indicators such as productivity, employee satisfaction, and client feedback. Clear guidelines and expectations for remote work should also be established, including communication protocols and accountability measures. In conclusion, a four-day working week strategy can be a viable option for the international development sector if implemented with caution and consideration of the organization’s culture, structure, and goals.”

“I would first state that professionally I have been a proponent of flexibility for dozens of years and have often driven my bosses mad when I chose to work from home to have a quieter environment, or when I encouraged my team to modify their schedule or take time off if they were ahead of schedule. I do think there is a new generational push for a better work-life balance which needs to be addressed by companies, otherwise, people will leave those companies that are non-flexible. However, I have a harder time figuring out how to structure flexible schedules and work from home for those who are in the amphitheaters of a disaster, a famine, or a conflict zone. It is not as though you can just not come to work one day, as you are most likely living in shared housing and working on teams that are active 7 days a week. But figuring out how to rotate people in and out of that stress, and giving them time for rest and recovery is continually needed. But for me, so much of this comes down to better leadership, more compassionate and positive management. We have way too many poor people managers in roles of authority who have been promoted because they were highly productive, but they may not have had to focus on people management skills. Building supportive, positive and listening management structures that are responsive and flexible to me is the key.”

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