If your team worked one fewer day per week, would they get less done, or would you just find out how much time was being wasted?
How do you actually measure productivity in a knowledge-based job, and does the number of hours worked tell you anything useful at all?
Is the resistance to shorter working weeks really about output, or is it about managers needing to see people at their desks?
What would have to break inside your company’s culture before a four-day week could even be a serious conversation?
For our Watch & Talk sessions, this video sparks discussion around productivity, workplace culture, talent retention, and leadership mindset.
Watch the video here (but it’s always more interesting to talk about it 😉):
