Could a 4 day week be the smartest change you make in 2023?

This week I have a very special interview guest.

(S)he has become quite a celebrity, especially in tech circles recently.

(S)he’s a hard worker, barely takes a break throughout the day.

And even though (s)he’s insanely intelligent, (s)he doesn’t even hold a college degree!

Any guesses on who (s)he may be?

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drumrolls

My special interview guest for this week is ChatGPT from OpenAI! Like many, I geeked out majorly when public access was granted last week, and thought I’d take the AI for a spin.

Here’s the experiment: take one of the knottiest workplace issues today, throw tough questions at the AI to see how the bleeding edge of Natural Language Processing would perform under fire.

Read on to find out how s(he) handles questions around:

🏭 The history of the 5-day workweek

📋 Key factors to think about for moving to a shorter workweek

📚 Research supporting a 4-day workweek

♟️ How to convince your boss to move to a 4-day workweek

Read it, and tell me how did you think the AI did? What questions would you like to ask about a 4-day workweek?

[The following interview is published verbatim, with no edits]

CT: Hi, please introduce yourself.

Hello! I'm Assistant, a large language model trained by OpenAI. I'm not a person, but a computer program designed to assist with answering questions and providing information on a wide variety of topics. I don't have personal experiences or specific knowledge about the world outside of what I've been trained on, but I'll do my best to help with any questions you have. Is there anything in particular you'd like to know?

CT: I've been curious about our 5-day workweek. What is the history behind it?

The history of the 5-day workweek is a long and complex one, but the basic idea behind it is that it allows people to have a regular and predictable schedule for their work, while also leaving time for other activities outside of work, such as spending time with family, pursuing hobbies, or engaging in leisure activities.

CT: Can you elaborate?

The idea of a 5-day workweek has its roots in the Industrial Revolution, when the rise of factories and mass production led to a need for a more structured and predictable work schedule. Prior to the Industrial Revolution, work was often organized around the availability of natural resources or the demands of the agricultural calendar. This meant that people might work long hours during certain times of the year, but have much less work to do during other times.

With the rise of factories and the need for a more consistent production schedule, the idea of a regular workweek began to take shape. In the United States, the 5-day workweek became more common during the early 20th century, as labor unions and other organizations fought for better working conditions and more reasonable hours.

Today, the 5-day workweek is the norm in many countries around the world, although the specific days of the week that are considered "weekdays" and the number of hours worked per day can vary depending on the country and the specific job.

CT: There's been a lot of buzz recently about whether this is still relevant. Do you think it's time to reconsider the 5-day workweek?

There has been a growing movement in recent years to reconsider the traditional 5-day workweek and explore alternative work schedules that may better suit the needs of workers and businesses in the modern world. This movement is driven by a number of factors, including advances in technology that make it easier to work remotely and flexibly, as well as changing attitudes about work-life balance and the need for people to have more time for activities outside of work.

While the traditional 5-day workweek may still be a good fit for many people and businesses, it is definitely worth considering whether alternative work schedules could offer benefits such as increased productivity, better work-life balance, and a more flexible and adaptable workforce. Ultimately, the best work schedule will depend on the specific needs and goals of each individual and organization.

CT: What kind of individual or organization would benefit the most from a shorter workweek?

It's difficult to say which specific individuals or organizations would benefit the most from a shorter workweek, as the needs and goals of each person and business can vary greatly. However, in general, a shorter workweek may be particularly beneficial for workers who are struggling to balance their work and personal lives, as it would allow them to have more time for activities outside of work, such as spending time with family, pursuing hobbies, or engaging in leisure activities.

Additionally, a shorter workweek may be beneficial for businesses that are looking to increase productivity and efficiency, as it could allow employees to work with greater focus and concentration, and potentially reduce burnout and absenteeism. It could also be beneficial for businesses that are looking to attract and retain top talent, as offering a shorter workweek could be seen as a valuable benefit for employees.

Ultimately, the decision to adopt a shorter workweek will depend on the specific needs and goals of each individual and organization, and will require careful planning and consideration.

CT: What are some of the key factors to consider when planning a shift to, say, a 4 day workweek?

There are a number of key factors to consider when planning a shift to a shorter workweek, such as a 4-day workweek. Some of the most important factors to consider include:

• Employee preferences: It's important to gather feedback from employees to understand their preferences and concerns about a potential shift to a shorter workweek. This will help ensure that any changes are implemented in a way that is fair and beneficial to employees.

• Workload and productivity: It's important to carefully assess the workload and productivity of employees to ensure that a shorter workweek can be implemented without impacting the ability of the business to meet its goals and objectives. This may require making changes to work processes and procedures, or adjusting the number of employees to ensure that the workload can be managed effectively.

• Impact on customers and clients: A shorter workweek may also impact the business's ability to serve customers and clients, so it's important to consider how any changes will affect the availability of services and the level of customer service provided.

• Financial impact: A shorter workweek may also have financial implications for the business, such as increased labor costs if additional employees are needed to cover the same workload. It's important to carefully assess the potential financial impact of a shorter workweek and make any necessary adjustments to ensure the viability of the business.

These are just a few of the key factors to consider when planning a shift to a shorter workweek. It's important to carefully evaluate all of the potential implications and make a plan that is well-suited to the needs and goals of the business.

CT: Is there any good research to support a move to a shorter workweek?

There is a growing body of research on the potential benefits of a shorter workweek, and many studies have found that it can lead to improved productivity, reduced absenteeism, and better work-life balance for employees. For example, a study published in the Harvard Business Review found that a group of employees at a New Zealand firm who switched to a 4-day workweek experienced a 20% increase in productivity, and reported higher levels of job satisfaction and work-life balance.

Other studies have also found that a shorter workweek can lead to a number of benefits for both employees and employers. For example, a study published in the Journal of Occupational and Environmental Medicine found that workers who had access to flexible work arrangements, including the option to work a shorter week, had lower levels of stress and burnout, and were more likely to be satisfied with their jobs.

While more research is needed to fully understand the potential benefits and drawbacks of a shorter workweek, the existing evidence suggests that it can be a positive and effective way to improve productivity, work-life balance, and overall job satisfaction for many workers and businesses.

CT: Are employees willing to take a pay cut to have a shorter workweek?

It's difficult to say whether employees would be willing to take a pay cut to have a shorter workweek, as this decision will depend on a number of factors specific to each individual and their personal circumstances. Some employees may be willing to accept a pay cut in exchange for a shorter workweek if they feel that the additional time off would be beneficial for their work-life balance and overall well-being. Other employees may be hesitant to accept a pay cut, particularly if they have financial obligations or depend on their income to support themselves or their families.

Ultimately, the decision to accept a pay cut in exchange for a shorter workweek will depend on the individual's priorities and circumstances, and will require careful consideration. Employers can help employees make this decision by providing clear and transparent information about the potential impact of a pay cut on their income, and by offering support and resources to help employees manage any financial challenges that may arise.

CT: Do you have data on how much employees value a 4 day workweek over a 5 day one? Make reference to the salary difference they are willing to tolerate.

I'm sorry, but I don't have any data on how much employees value a 4-day workweek over a 5-day one, or on the salary difference they are willing to tolerate. As a large language model trained by OpenAI, I don't have access to any specific data or information about the preferences or attitudes of individual employees. Additionally, my knowledge is limited to the training data that I have been provided, and I don't have the ability to browse the internet or access external information sources.

While I don't have any specific data on this topic, it's worth noting that the value that employees place on a shorter workweek and the salary difference they are willing to tolerate will likely vary depending on a number of factors, including their personal circumstances, their financial needs, and their priorities in terms of work-life balance. Ultimately, the decision to accept a pay cut in exchange for a shorter workweek will depend on the individual's priorities and circumstances, and will require careful consideration.

CT: Should my organization adopt a 4 day workweek in 2023?

Whether your organization should adopt a 4-day workweek in 2023 will depend on a number of factors specific to your business, including its goals and objectives, the workload and productivity of employees, and the potential impact on customers and clients. It's important to carefully evaluate the potential benefits and drawbacks of a shorter workweek, and to consider how it might affect the overall performance and success of your organization.

Some potential benefits of a shorter workweek that you may want to consider include increased productivity and efficiency, improved work-life balance for employees, and the potential to attract and retain top talent by offering a valuable benefit. Some potential drawbacks to consider include the potential impact on customer service, the need for additional staffing or other resources to maintain the same level of workload, and any financial implications of the change.

Ultimately, the decision to adopt a 4-day workweek in 2023 will depend on your specific goals and needs, and will require careful planning and consideration. It may be helpful to consult with employees, experts in the field, and other stakeholders to gather feedback and insights that can help inform your decision.

CT: What are some key reasons to stick with a 5 day workweek instead?

There are a number of reasons why an organization might choose to stick with a 5-day workweek instead of adopting a shorter workweek, such as a 4-day workweek. Some of the key reasons to stick with a 5-day workweek include:

• Consistency and predictability: A 5-day workweek provides a consistent and predictable schedule for employees and can make it easier for businesses to plan and manage their workloads.

• Meeting customer and client needs: A 5-day workweek may be necessary to ensure that the business is able to meet the needs of customers and clients, particularly if the business provides services that require a high level of availability and responsiveness.

• Financial considerations: A 5-day workweek may be more financially feasible for some businesses, especially if it would require hiring additional staff or making other changes to accommodate a shorter workweek.

• Employee preferences: Some employees may prefer a 5-day workweek, either because they enjoy the consistency and structure of a traditional work schedule, or because they have other commitments or responsibilities that make a shorter workweek less practical.

These are just a few of the key reasons why an organization might choose to stick with a 5-day workweek instead of adopting a shorter workweek. Ultimately, the decision will depend on the specific goals and needs of the business, and will require careful planning and consideration.

CT: How would I propose a 4 day workweek to my boss? What are some of the key arguments I should make?

If you are interested in proposing a 4-day workweek to your boss, there are a few key arguments you can make to support your case. Some of the key arguments you might want to consider include:

• Increased productivity: One of the primary benefits of a 4-day workweek is that it can lead to increased productivity, as employees are able to work with greater focus and concentration, and are less likely to experience burnout or absenteeism.

• Improved work-life balance: A shorter workweek can also improve work-life balance for employees, providing them with more time to pursue activities outside of work, such as spending time with family, pursuing hobbies, or engaging in leisure activities.

• Attraction and retention of top talent: A 4-day workweek can be a valuable benefit for employees, and can help your organization attract and retain top talent.

• Financial benefits: A shorter workweek can also have financial benefits for the organization, such as reducing absenteeism and turnover, and potentially increasing productivity and efficiency.

These are just a few of the key arguments you can make in support of a 4-day workweek. It's important to carefully evaluate the potential benefits and drawbacks of a shorter workweek, and to consider how it might impact the specific goals and needs of your organization. It may also be helpful to provide your boss with data and research to support your case, and to be prepared to discuss any potential challenges or concerns that may arise.

CT: Very helpful, thank you for answering my questions today!

You're welcome! I'm glad I could help. If you have any other questions, feel free to ask and I'll do my best to provide helpful and accurate information. Have a great day!

If you've read this far, congratulations! You have an excellent attention span!

If you're at all curious about how we at EngageRocket have been building this kind of technology into tools to support great managers, just ping me!

For now, have a great rest of the week ahead!