Rethinking Productivity: My journey with the 4-Day Workweek and Energy Management

As a leader, I’ve always been passionate about finding ways to create a work environment where people can truly thrive. Lately, I’ve been hearing a lot about the four-day workweek. It’s an idea that promises increased productivity, better employee satisfaction, and a healthier work-life balance. And while that sounds amazing, I’ve realized that making this shift isn’t as simple as it seems.

The truth is, a change like this can bring its own set of challenges, especially if we don’t take the time to understand how each of us works best. It’s not just about working fewer days—it’s about making the most of the days we do work by managing our energy and focus more effectively.

Understanding Your Teams Real Needs

Before diving into the idea of a four-day workweek, I had to ask myself: What do people really need? Are we really listening to what they’re asking for, or are we just trying to apply a blanket solution that might not fit everyone?

I’ve learned that when people talk about wanting a four-day workweek, they’re often looking for more than just a shorter week. They’re craving more autonomy, flexibility, and a better way to manage their energy throughout the week. I realized that as a leader, it’s our job to create an environment where everyone feels they can do their best work—whether that means working from home, adjusting their hours, or simply having the space to recharge during the day.

Shifting from Time Management to Energy Management

For years, I believed that the more hours we put in, the more productive we were. However, over the last 7 years or more, I’ve been rethinking this. What if we shifted our focus from managing our time to managing our energy? Instead of counting hours, I started by paying attention to when my energy levels are at their highest and when they dip.

I’ve noticed that we all have unique rhythms—some of us are morning people, others are more productive in the evening, and many are somewhere in between. By encouraging our teams to be mindful of their energy patterns, I’ve seen how powerful it can be to align our most challenging tasks with our peak energy times. It’s not just about getting more done; it’s about feeling fulfilled because we’re performing at our best.

Embracing Flexibility to Unlock Potential

I’ve come to believe that the key to helping teams thrive is flexibility. Working from home, flexible hours, or even a hybrid model might not be the answer for everyone, and that’s okay. What matters is that we’re in tune with the factors that improve our performance and that we tailor our workdays around those factors as much as possible.

For some, this might mean starting the day a bit earlier or later than the traditional 9-to-5. For others, it could mean breaking up the day to allow for creative bursts and rest periods. I’ve found that it’s all about tweaking our usual work hours in favour of a routine that aligns better with our personal energy levels and preferences.

Navigating the Complications of a 4-Day Workweek

I’ll be honest: While I love the idea of a four-day workweek, I also see the challenges it brings. How do we make sure that fewer work hours don’t lead to increased stress or a compressed workload? How do we keep communication and collaboration flowing when we’re not all working the same hours or days? And how do we ensure that our clients and customers still receive the service they expect?

These aren’t easy questions, and they require thoughtful consideration. But I’ve realized that the key lies in flexibility and open communication. We need to foster a culture where it’s okay to experiment, find what works, and be willing to adjust when things don’t go as planned.

Building a Culture of Trust and Autonomy

At the end of the day, I’ve learned that making any shift towards a more flexible work model, whether it’s a four-day workweek or something else, is all about trust. Trusting people to manage their time and energy effectively and trusting yourself as a leader to create an environment that supports autonomy.

By focusing on energy management and allowing flexibility in how and when work is done, you will be empowering your team to bring their best selves to work every day. It’s not just about working less; it’s about working smarter and building a sustainable model for success.

As we continue to explore these changes, I’m committed to keeping the conversation open and encouraging feedback. After all, the best solutions often come from those who are most affected by them—my team.

Let’s redefine what productivity means together.