While the four-day work week is not yet universal, most citizens enjoy the pleasures of added three-day weekends during the year.
– Michael From
The idea of a 4-day work week has gained popularity in recent years, with some small businesses opting to implement this schedule in order to increase productivity and improve employee satisfaction. However, before making the switch to a 4-day work week, it’s important to consider both the pros and cons.
Pros of Implementing a 4-Day Work Week:
Increased productivity: By condensing the workweek, employees have more time to rest and recharge, which can lead to a more productive and engaged workforce.
Reduced burnout: The added day off each week can help to reduce stress and burnout among employees, leading to a more positive work environment.
Attracting and retaining employees: A 4-day work week can be an attractive benefit for potential employees, making it easier for small businesses to attract and retain top talent.
Cost savings: A 4-day workweek can lead to cost savings for small businesses, as they may need to pay less for utilities, office space, and other expenses associated with keeping the office open an extra day.
Cons of Implementing a 4-Day Work Week:
Reduced hours for employees: A 4-day work week can mean that employees work longer hours on the days they are in the office, which can be tiring and lead to decreased productivity.
Reduced availability: With a shorter workweek, small businesses may be closed an extra day, which can make it harder for customers to reach them.
Difficulty with scheduling: A 4-day workweek can make it harder for small businesses to schedule meetings and appointments, as everyone may not be available on the same days.
Difficulty accommodating with unexpected events: A 4-day workweek can make it harder for small businesses to handle unexpected events, such as a rush of customers or an emergency repair, as they may not have enough staff on hand.
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If you are considering implementing a 4-day workweek, here are some practical tips for making it work:
Communicate with employees: Make sure to talk to your employees about the potential change and get their input.
Test it out: Consider starting with a trial period to see how a 4-day workweek works for your business and your employees.
Be flexible: Be willing to adjust the schedule as needed to accommodate the needs of your employees and your business.
Plan ahead: Make sure to plan ahead for meetings and appointments, so that everyone is available on the same days.
Be prepared for unexpected events: Have a plan in place for handling unexpected events, such as having a designated employee who can come in on their day off in case of an emergency.
Overall, a 4-day workweek can be a great option for small businesses looking to increase productivity and improve employee satisfaction. However, it’s important to carefully consider the pros and cons and be prepared to make adjustments as needed to make it work for your business.
Inc. Business Media today announced the inaugural Power Partner Awards, honoring B2B organizations across the globe that have proven track records supporting entrepreneurs and helping startups grow. The list recognizes 252 firms in marketing and advertising, health and human resources, financial planning, engineering, logistics, and security, as well as other areas of business.
All 252 companies received top marks from clients for being instrumental in helping leadership navigate the dynamic world of startups. These B2B partners support entrepreneurs across various facets of the business, including hiring, compliance, infrastructure development, cloud migration, fundraising, etc., allowing founders to focus on their core missions.
“Trusted B2B partners provide guidance and expertise that founders rely on at various steps of their organization’s journey. Partners that possess a demonstrated ability to deliver quality support are at the core of entrepreneurship and help bring big ideas to life,” says Scott Omelianuk, editor-in-chief of Inc. Business media.
Jumpstart:HR President/CEO Joey Price says the following about this award: “The recognition that Inc. provides winners of the Inaugural ‘Power Partners’ list will be a great benefit for Jumpstart. We’ve spent a decade developing custom solutions for winning startups and small businesses and this feels like a congratulatory ‘job well done!’ We plan to maximize the awareness and recognition this award provides by reminding our current clients of the caliber of our team, encouraging new team members to join a thriving remote-first organization, and encouraging current team members that our mission is one worth chasing together. At Jumpstart, we believe that employees desire and deserve to work for an organization where they enjoy Monday morning just as much as most enjoy Friday evening. We look forward to building upon this honor by bringing our drive and outcomes to more organizations across the United States.”
Since 2011, Jumpstart:HR has been providing innovative approaches to shaping culture at some of the top performing organizations across the US. Our approach to workplace culture, compliance, recruitment, and employee relations has supported organizations from restaurants to non-profits. More specifically, Jumpstart’s success has been working with firms in the following industries:
Government Contracting Agencies
Hospitality, Restaurant, and Retail
While a hallmark of Jumpstart’s service offering is confidentiality, clients go on to support causes and organizations that are highly visible. Our client organizations provide direct services and support to brands like:
Meta (Formerly Facebook)
The NFL (National Football League)
Numerous Several Federal and State Government Agencies (Ex.: The Small Business Administration, Centers for Medicare & Medicaid Services)
And the following causes on a national and international scale:
Gun Violence Prevention
Remedying Food Insecurity
Health and Fitness
About the Power Partners Evaluation Process Inc. partnered with leading global social and media intelligence platform Meltwater to develop a proprietary methodology that uses a sentiment from online conversations about organizations and translates it into numerical scores. Companies were evaluated on commitment, reliability, trust, creativity, supportiveness, and other virtues that offer value to clients. Inc. also conducted surveys to gather client testimonials as part of the process.
The November 2022 Issue of Inc. magazine is available online now at https://www.inc.com/magazine and will be on newsstands beginning November 8, 2022.
About Inc. Business Media The world’s most trusted business-media brand, Inc. offers entrepreneurs the knowledge, tools, connections, and community they need to build great companies. Its award-winning multiplatform content reaches more than 50 million people each month across a variety of channels including websites, newsletters, social media, podcasts, and print. Its prestigious Inc. 5000 list, produced every year since 1982, analyzes company data to recognize the fastest-growing privately held businesses in the United States. The global recognition that comes with inclusion in the 5000 gives the founders of the best businesses an opportunity to engage with an exclusive community of their peers, and the credibility that helps them drive sales and recruit talent. The associated Inc. 5000 Conference is part of a highly acclaimed portfolio of bespoke events produced by Inc. For more information, visit http://www.inc.com.
ABOUT JUMPSTART:HR Jumpstart:HR is an outsourcing human resources firm providing innovative and fresh ways to drive human performance and interconnectivity in the workplace that meet the needs of emerging small businesses and teams. They are professionals with the experience and passion for transforming and inspiring workplace culture. Jumpstart:HR is committed to building better businesses and lending their expertise to solve organizations’ most complex people problems.
The SAPPHIRE NOW keynote address promised to be eye-opening and it exceeded my expectations. This year I had the privilege to be part of SAP’s influencer class and being part of the inside circle granted my colleagues and me exclusive insights into the future of technology in business. As valuable as they are, there was also a highlight – the open to all keynote that grabbed attention and brought forth business operation intelligence that benefits small, medium, and large entities alike.
This year’s keynote address was given by Christian Klein, CEO, COO, and member of the Executive Board of SAP SE, during the ”The Enterprise in an Age of Networks” session at the SAPPHIRE NOW summit yesterday.
Klein’s well-done keynote address focused on the changing ecosystem of learning and business prompted by the COVID-19 pandemic. Digital is the focus with emphasis on transparency across all areas of business operations. Technologies are evolving to bring not only businesses together but families too. The way we learn and the way we work will never be the same again. It is time to evolve to be more connected and innovative for a successful tomorrow.
Klein stressed three key insights which will shape the business world as we know it – all of which we found equally intriguing.
Key Insight Number 1
The most resilient companies are those who embraced technology to sustain their business. The COVID-19 Pandemic was a time for change and the opportunity to use technological intelligence. Companies that embraced the trend faster ensured lesser disruption in their processes and productivity.
The feat of being technologically intelligent is based not only on knowledge but courage as well. Courage to keep traditional business models behind and look towards forward-thinking models
Klein used the case study on Brakes Ecosystem – a SYSCO company is as a great example of what pioneering adaptation of technology can do the ensure minimal downtime even during a pandemic
Key Insight Number 2
We win together as a community – no business does business alone. This is one of the most important trends to move forward. We live in a connected economy and it only makes sense to be part of a connected community to help our businesses work smoother. Industries will be revolutionized when businesses become communities and vice versa.
The new businesses models must emphasize the following:
The need to reinvent how companies work
Complex logistics of old models need to be overhauled
COVID-19 showed us the importance of real-time transparency. In traditional methods, the one-to-one communications in the supply chain do not provide real-time data to businesses. Digitization gives the whole scenario much-needed transparency.
Key Insight Number 3
One of the most hard-hitting insights Klein put forward is preservation. Preservation that zeroes in on three vital aspects.
Klein focused his energy on emphasizing how important these three-pointers will be in the businesses of the future. SAP is already working full steam to create a very low carbon footprint model that will ensure steady work towards zero emissions. Businesses across the globe are focusing on minimizing their carbon footprint and technology is there to help.
Zero waste is the need of the hour during pandemics. With the delivery of almost everything hit with logistical glitches, waste curbing is of much importance. Businesses will do well to ensure that minimal wastage of resources occurs in the whole supply chain model.
The third and most arguably the strongest point of the session was zero inequality. This is the time to come together and form a better cause. Thereby inequality has no place in the new age businesses. Community is vital for businesses and that is where the focus must be given
We at Jumpstart enjoyed the session immensely, to say the least. What were your take and views on the keynote? Let’s exchange ideas for a connected future.
There are sixty percent more errors made by disengaged employees than not. Also, sixty-seven percent of employees are not active in the workplace. While these statistics are astounding, they are not surprising. As the United States is slowly reeling from the COVID-19 pandemic, many employees have found the benefits of working remotely and living digitally. As an HR executive, you are probably eager to get back to the way things once were. We suggest, slow your roll. Employees are frustrated that companies are not willing to budge and adopt new technological practices. They also are frustrated that their benefits packages do not mirror what they need. Data shows that younger millennials and Generation Z value workplace flexibility and benefits such as student loan assistance. Jumpstart:HR CEO, Joey Price sat down with Unum and Lars Schmidt to discuss how the small business benefits landscape is changing.
Employees are looking for more progressive places to work at.
Companies should strive to be “digital by default” and adopt technology as it is easier for employees to do their job to the highest level.
When thinking about creating benefits packages for your employees, make sure to talk to your team and see what they value.
Enjoyed the podcast episode? Download Unem’s Digital Benefits Blueprint PDF and let us know what your key takeaway was!
Jumpstart:HR is a Human Resources outsourcing and consulting company for small businesses and start-ups. We lead in people management and project leadership. We believe that the best companies strive to improve work culture and invest in team members. Schedule your consultation today at https://jumpstart-hr.com/contact
Can we all agree that 2020 was one for the books? Not only did organizations have to pivot systems at a moment’s notice, but we had to address issues from the COVID-19 pandemic to racial reckoning. As companies were being called out left and right for their lack of inauthenticity in their responses, we realized that companies are now being held to a standard of practicing what they preach publicly and privately. It is a known fact that customers, employees, and shareholders crave AUTHENTICITY. At Jumpstart:HR, we understand how difficult addressing uncomfortable topics can be. We have experts that are known to help facilitate uncomfortable conversations in the workplace. We want to see your workplace culture thrive and be an open space. Hear more about how HR and organizational leaders can have uncomfortable conversations in a healthily from our CEO, Joey Price on the Employee Cycle Podcast.
Here are there keys to difficult conversations at work:
Do not just relegate difficult conversations to a social media post, make sure that your systems and company culture reflect what you say you stand for.
Make sure you evaluate, understand, and empathize the issue. If you are unable to do any of those, bring in a consulting or advising expert to lead the discussions.
Build trust in your organization to ensure that conversations happen and employees are comfortable participating in the uncomfortable conversations.
What else would you add to this critical conversation? Drop a note in the comment section below.
Jumpstart:HR is a Human Resources outsourcing and consulting company for small businesses and start-ups. We lead in people management and project leadership. We believe that the best companies strive to improve work culture and invest in team members. Schedule your consultation today at https://jumpstart-hr.com/contact/.