Despite the fact that work-life balance continues to be one of the most significant factors in employee satisfaction and retention, many companies – perhaps yours included – continue to perpetuate a culture marked by long hours. As much as 75 percent of Americans work more than 40 hours a week, and one-third clock in more than 50 hours weekly.
Because the corollary between employee attrition and long hours and/or burnout is so strong (according to one study, the percentage of workers planning to leave their jobs in the near future is 10 percent higher in firms that don’t support work-life balance), one would think companies would be actively implementing initiatives to minimize overwork.
The question is, then, how to achieve the balance that helps you hang on to your star performers – and attract more of them. Recruiter.com offers several suggestions, including:
Capping the workweek at 40 hours
A number of studies point to the toll extended hours take on our bodies, psyches and productivity. Employees who work long days are more than twice as likely to be depressed. Productivity takes a hard hit after 40 hours of work, dropping by 50 percent. Up to 75 percent of Americans feel stressed at work, accounting for more than 1 million call-outs nationwide per day. According to this infographic, three of the most competitive economies – and happiest countries – work far few hours each week than we do.
Four days on, three days off
Another possible solution is implementing a four-day workweek. The state of Utah introduced this option in 2008 and realized increased productivity and employee satisfaction, as did Chicago-based web application company 37signals.
Now, are you sitting down? How about:
25-hour workweek
While we recognize this as a radical alternative given that clocking twice as many hours is not in the least unheard of, perhaps it should be seriously considered. The article references head of the Danish Max Planck research center, who posits that the 40-hour workweek is outdated. Taking into account longer lifespans and the ever-increasing average age of expected retirement, it makes sense to work shorter weeks for more years. Mathematically this makes sense: 40 hours a week over the course of 40 years nets the same number of hours as roughly 25 hours a week times 60 years. And one could certainly make the jump that a shortened workweek would result in less work-related stress, more opportunity for physical activity, (here it is again…) better work-life balance, and the potential for healthier workers.
Published by Conselium Executive Search, the global leader in compliance search.
