Future of work: Preparing for A 4 Day Week Pilot

For almost any employee, the opportunity to work a 4 day week would be a hard offer to pass up – especially with no salary cut or increase in hours. No catch. But still, when we share the news with others, we are often met with a level of skepticism ranging from curiosity about how we will actually make it work to cynicism that a 4 day week is just not possible.

We understand this perspective. When the news of PRAXIS piloting the 4 day week was announced to the team, we immediately had questions and even our own share of healthy skepticism. However, once the objective was clarified, we found a lot of answers to the questions we had and knew that our lingering questions would be worked through as a team. And we began to understand how this flex day could be life changing. We all have moments of a chaotic work-life balance and wish we had more “time to ourselves”.

 

At PRAXIS, our people managers are encouraged to ask about how people are feelings and how well they’re handling tasks. Employee wellness is a priority here and is only magnified with an opportunity for extra flexibility – we will inevitably be happier, healthier, and more fulfilled in our lives and work. That’s the PRAXIS ‘why’.  

We wanted to directly address some of the healthy skepticism out there by talking about some of the ways the PRAXIS team have prepared for a 4 day week.

Are we ready for the 4 day week? How have we been preparing?

One thing was clear from the start: in order to maintain PRAXIS’ hard-earned positive reputation and protect our brand, we must continue to maintain our standards of excellence in client service. To prepare the team for the 4 day week pilot, PRAXIS has spent extra time investing in employee learning to improve productivity, and as a unit, we’ve grown together. Below are 3 ways we’ve been strengthening how we work while navigating changes essential to making a 4 day week sustainable.

Journaling for the purpose of reflecting on work habits 

To kick off prep, employees were encouraged to self-reflect, acknowledge, and journal pain points in their working day to bring them to a broader discussion about efficiency. Some of the more prominent pain points were the amount of time spent sifting through emails, searching for files and shifting from task to task. We’ve introduced new ways of working and new tools to make our day more efficient in these areas.

A full week of tracking and the brainstorm sessions that followed were revealing, highlighting clear areas in need of better time management overall and ways in which we could troubleshoot these not just at an individual level but agency-wide. Our team’s commitment to smoothing this out has been a long time coming and is essential to meeting our goal of delivering the same impactful results our clients love and expect.

Internal 4 Day Week Committee 

Among the full PRAXIS team, members from each level gathered and formed a 4 Day Week committee, meeting once weekly to plan and prep for the pilot’s success. With unique and varied viewpoints in the room, we’ve addressed dozens of questions and concerns to ensure a comfortable, stable, and successful launch and execution for everyone.

Playing an active role in discussions with team members at all levels has given our employees the chance to ask questions directly relevant to my life and role. “What happens if I want to book vacation time?” “How do stat holidays come into play?” “How are we tracking success to make sure this works and is sustainable?”

While some of this will be solved as we go, we are confident that we have analyzed our work week from almost every angle and perspective and have done everything in our power to prepare ourselves and mitigate potential pitfalls.

4 Day Week Global Learning Sessions 

As part of a larger global pilot, PRAXIS employees sat in on discussions and seminars with other companies around the world also piloting the 4 day week. This presented an opportunity to listen to concerns other companies had that may not have been top of mind, while also receiving useful tips from established writers, psychologists, and productivity experts.

 

One of the team’s favourite sessions was hosted by Inventium, Australia’s leading behavioural science consultancy. Through group exercises, we learned that multitasking doesn’t even exist, and each time we switch tasks, we’re forcing our brains to pick up and let go of information.

With the idea of task shifting instead of multitasking in mind, we started blocking off time in our calendars to execute specific tasks from start to finish and many employees reported a tremendous shift in the time it takes to complete a task and also an improvement in task quality when they maintain focus on one task at a time. We’ve also learned to work on more demanding tasks when we have the most energy!

As the pilot commences in a week’s time, team PRAXIS stands proud of each meticulous step it took to make this possible. We’ve been prepping for months and are ready! Stay tuned to see how we shift the corporate narrative for happier and healthier employees.

 

 

 

For almost any employee, the opportunity to work a 4 day week would be a hard offer to pass up – especially with no salary cut or increase in hours. No catch. But still, when we share the news with others, we are often met with a level of skepticism ranging from curiosity about how we will actually make it work to cynicism that a 4 day week is just not possible.


We understand this perspective. When the news of PRAXIS piloting the 4 day week was announced to the team, we immediately had questions and even our own share of healthy skepticism. However, once the objective was clarified, we found a lot of answers to the questions we had and knew that our lingering questions would be worked through as a team. And we began to understand how this flex day could be life changing. We all have moments of a chaotic work-life balance and wish we had more “time to ourselves”.

 

At PRAXIS, our people managers are encouraged to ask about how people are feelings and how well they’re handling tasks. Employee wellness is a priority here and is only magnified with an opportunity for extra flexibility – we will inevitably be happier, healthier, and more fulfilled in our lives and work. That’s the PRAXIS ‘why’.  


We wanted to directly address some of the healthy skepticism out there by talking about some of the ways the PRAXIS team have prepared for a 4 day week.


Are we ready for the 4 day week? How have we been preparing?


One thing was clear from the start: in order to maintain PRAXIS’ hard-earned positive reputation and protect our brand, we must continue to maintain our standards of excellence in client service. To prepare the team for the 4 day week pilot, PRAXIS has spent extra time investing in employee learning to improve productivity, and as a unit, we’ve grown together. Below are 3 ways we’ve been strengthening how we work while navigating changes essential to making a 4 day week sustainable.


Journaling for the purpose of reflecting on work habits 


To kick off prep, employees were encouraged to self-reflect, acknowledge, and journal pain points in their working day to bring them to a broader discussion about efficiency. Some of the more prominent pain points were the amount of time spent sifting through emails, searching for files and shifting from task to task. We’ve introduced new ways of working and new tools to make our day more efficient in these areas.


A full week of tracking and the brainstorm sessions that followed were revealing, highlighting clear areas in need of better time management overall and ways in which we could troubleshoot these not just at an individual level but agency-wide. Our team’s commitment to smoothing this out has been a long time coming and is essential to meeting our goal of delivering the same impactful results our clients love and expect.


Internal 4 Day Week Committee 

Among the full PRAXIS team, members from each level gathered and formed a 4 Day Week committee, meeting once weekly to plan and prep for the pilot’s success. With unique and varied viewpoints in the room, we’ve addressed dozens of questions and concerns to ensure a comfortable, stable, and successful launch and execution for everyone.


Playing an active role in discussions with team members at all levels has given our employees the chance to ask questions directly relevant to my life and role. “What happens if I want to book vacation time?” “How do stat holidays come into play?” “How are we tracking success to make sure this works and is sustainable?”

While some of this will be solved as we go, we are confident that we have analyzed our work week from almost every angle and perspective and have done everything in our power to prepare ourselves and mitigate potential pitfalls.


4 Day Week Global Learning Sessions 


As part of a larger global pilot, PRAXIS employees sat in on discussions and seminars with other companies around the world also piloting the 4 day week. This presented an opportunity to listen to concerns other companies had that may not have been top of mind, while also receiving useful tips from established writers, psychologists, and productivity experts.

 

One of the team’s favourite sessions was hosted by Inventium, Australia’s leading behavioural science consultancy. Through group exercises, we learned that multitasking doesn’t even exist, and each time we switch tasks, we’re forcing our brains to pick up and let go of information.

With the idea of task shifting instead of multitasking in mind, we started blocking off time in our calendars to execute specific tasks from start to finish and many employees reported a tremendous shift in the time it takes to complete a task and also an improvement in task quality when they maintain focus on one task at a time. We’ve also learned to work on more demanding tasks when we have the most energy!


As the pilot commences in a week’s time, team PRAXIS stands proud of each meticulous step it took to make this possible. We’ve been prepping for months and are ready! Stay tuned to see how we shift the corporate narrative for happier and healthier employees.

 

 

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