Mind the Gap Consulting is helping nonprofits implement a four-day workweek in a new step-by-step guide and case study.
Sean Kosofsky, the nonprofit fixer and founder of Mind the Gap Consulting, has released a guide to implementing a four-day workweek (4DWW). Alongside a roadmap and frequently asked questions, Sean included a case study – detailing his experience implementing the 4DWW model.
More details can be found at https://www.nonprofitfixer.com/nonprofit-fixer-blog/the-complete-guide-to-implementing-the-four-day-workweek
The announcement coincides with a recent article published by TIME Magazine, which suggests that 2023 could be the year more companies adopt the four-day workweek. Sean Kosofsky, who has seen the benefits of a 4DWW first-hand, believes that this novel approach can improve employee productivity and work-life balance while also increasing retention.
“Worker stress and burnout were accelerated by COVID-19, social distancing, and the shift to hybrid and work-from-home (WFH) regimens. The attention to the ‘Great Resignation’ a year after the pandemic began really shined a light on employee retention,” writes Sean. “Today, workers, advocates, HR experts, and forward-thinking leaders are increasingly exploring different models for how to work, including the four-day workweek.”
In 2022, Sean successfully led a climate change nonprofit to adopt a four-day workweek – and based on that experience, created a roadmap to help other organizations implement a 4DWW with a clear understanding of the benefits and the challenges.
Consisting of four phases – Assess, Anticipate, Announce, and Adopt, the roadmap points out key considerations company management should take into account during each stage to ensure that the transition benefits both the employees and the business. Sean suggests several possible models of a 4DWW, including shorter hours on Fridays or having teams/departments decide which four days of the week they want to work on. Occasionally changing workdays to find the right fit is also a good option during the test phase.
Conversely, Sean’s case study cautions businesses against ten-hour days, as his research has shown that many workers, especially parents, did not consider this an improvement on the five-day workweek. Instead, a more generous model – which gives everyone the same pay for reduced work hours, while keeping the workload the same – is recommended and was implemented during the 90-day pilot run.
Once approved, the new model was implemented without major difficulties. “We don’t know whether productivity went up or down due to the 4DWW. I think we were OK not having clear data,” said Sean, adding that the 4DWW became a selling point when hiring, but caused minor challenges when promoting part-time workers (30 hours) to full-time employees (32 hours).
The guide concludes by listing five essential tools to making the four-day workweek work; these include reducing the number of meetings, having employees work different hours, shifting nonessential meetings to Fridays, openly discussing the 4DWW during the pilot phase, and blocking Mondays to catch up on everything.
“The main goal of shifting to a four-day workweek is to help employees find a new way to stay productive while also increasing staff morale, work-life balance, and retention,” said Sean. “But you are also working to change your community and society by valuing rest, family, and work-life balance,” he added.
With over 30 years of experience working with and leading nonprofits, Sean Kosofsky specializes in helping these organizations improve performance and their leaders develop the mindset and skills to increase funding and impact.
Interested parties can learn more at https://www.nonprofitfixer.com/nonprofit-fixer-blog/the-complete-guide-to-implementing-the-four-day-workweek