Is Asia Ready for the Four-Day Workweek?
In recent years, the four-day workweek concept has garnered global attention with growing adoption among organisations worldwide. Many employers were forced to re-evaluate traditional work structures to boost productivity, support employee well-being and cultivate a healthier workforce.
Cities and nations have been trialling shorter workweeks to assess the potential benefits and challenges. Portugal is the latest country to jump on the four-day bandwagon. According to CNBC, 39 private businesses are currently trialling the ‘100-80-100 model’ whereby employees get paid 100% of their salary for working 80% of the time, with the promise of delivering 100% of their usual work output.
This trial is being led by the non-profit ‘4 Day Week Global’ which has conducted similar trials around the world. Participants reported a variety of benefits, including improved health and finances, better quality sleep, lower stress levels, and happier relationships, while company revenue stayed generally the same.
Is Asia Ready?
A report from The Economist Intelligence Corporate Network entitled ‘Gen Z and the Four-Day Work Week’ notes there is general scepticism about whether a four-day working week can succeed in Asia. The biggest contributing factors are employers’ fears of being behind on productivity and losing out to competitors who work a full week.
It is worth noting that Singapore’s work culture and socio-economic dynamics are slightly different from the rest of Asia, making it more open to change than some of its neighbouring markets. Despite the influence of the more traditional regional culture of hierarchy and control, Singapore looks to more progressive work models as it strives to stay competitive with markets like the United Arab Emirates (UAE) and the United States (US) where four-day workweeks are already being trialled.
Could Singapore be Next?
Singapore is constantly seeking to attract the world’s top talent to continue its economic growth, innovation, and competitiveness in the global arena. Given their talent goals, the four-day workweek could be a worthwhile strategy to incentivise and retain top talent.
Accela Talent’s team offer their expert opinion on four main considerations that would need to be made before organisations could sustainably introduce this new way of work:
Flexible Work Schedules: Aligning global clients’ work schedules is crucial for businesses in Singapore, especially considering its time zone positioning. Global-minded companies, therefore, need to have the right coverage in place to ensure workloads are distributed evenly, continuity is maintained, and seamless support is provided to clients across different time zones. Implementing a staggered schedule whereby employees have varying days off could help ensure this coverage.
Business objectives: Companies should have crystal-clear business objectives when implementing a four-day workweek to systematically evaluate the impact. For example, to attract talent, increase employee engagement, reduce absenteeism, or improve well-being.
Company culture: When implementing a significant change like a four-day week, the company’s values, mission, and practices must be aligned with the new working arrangements. If this is executed well, organisations create an environment that motivates and supports employees.
Performance management: Performance management must be adjusted to accommodate a reduced work schedule. For example, specific employees can be assigned to address urgent client needs on off days. Goals should also be achievable within the shorter work schedule to help with incentivisation.
When implementing a four-day workweek, organisations may need to bring in new talent or outsource certain HR activities to ensure smooth operations and maintain productivity. As a leading recruitment and HR outsourcing service provider, Accela Talent understands the unique challenges that arise during work culture transitions.
Accela is committed to supporting significant changes in your business. To find out more, contact us at [email protected].
