As the 4-Day Workweek transitions from a fringe idea into more mainstream consciousness, the primary question for leaders is shifting from “what is it?” to “can it work for us?” The adoption of the 4-Day Workweek depends less on simply knowing what it is and more on how to implement it, often with a 3-6 month pilot as the first step. This was our experience at Uncharted when we piloted the 4-Day Workweek in 2020: success depended entirely on implementation and iteration. Ensuring our company didn’t miss a beat required us to make numerous changes and optimizations to our workweek: everything from improving how we prioritized to how we led meetings to how we set expectations with our external partners to how we course-corrected along the way.
Over the last year, I’ve spoken to dozens of leaders considering the 4-Day Workweek and 99% of their questions center on tactics and implementation, so I built an online course that guides leaders through a comprehensive, step-by-step process to design, plan, pilot, and evaluate a 4-Day Workweek at their company. I’ll be releasing the course to an intimate cohort of companies in September. Do you know a company wondering if they should pilot the 4-Day Workweek? If you share this link with them, they’ll get access to resources and be notified when the course is live. Thanks!