4 Day Work Week Pilot | How to Implement & Test

Determine how to run a 4 day work week pilot for your business, how to measure productivity and impact and determine the success of a 4-day working week.

In recent years, there has been a growing movement of companies adopting and experimenting with a shorter working week. Supporters of the 4-day week argue that it can lead to increased productivity and creativity, as well as improved work-life balance, even for remote teams. 

If you're considering implementing a 4-day week pilot at your company, it's important to do so in a way that makes sense for your business. In this article, we'll give you some tips on how to go about implementing and testing a 4-day workweek.

How to Ensure a Successful Pilot of a 4-Day Work Week

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Define the goals of the pilot.

Before you begin, it's important to have a clear understanding of what you hope to achieve with the 4-day workweek pilot. Do you want to increase productivity? Improve employee satisfaction? Decrease absenteeism? Once you've defined your goals, you can develop metrics to track progress and determine whether the pilot is successful.

Select the right team.

Not every team or business is suited for a 4-day workweek. When choosing which team will participate in the pilot, consider factors such as workload, deadlines, and whether the work can be reasonably completed in 4 days. 

You'll also want to make sure that the team is composed of self-motivated individuals who are able to take initiative and manage their time effectively. It is also worth considering that the workflow of teams can be interdependent with the rest of the company.

Communicate the details of the pilot to employees.

Once you've selected the team that will participate in the 4-day workweek pilot, it's important to communicate the details of the pilot to employees. Be sure to include information on how the pilot will be structured, what the goals are, and how employees will be evaluated. 

It's also important to set expectations for employees participating in the pilot. For example, will they be expected to work longer hours on days when they are working from home or in the office?

Test different approaches.

There is no one-size-fits-all approach to implementing a 4-day workweek. Some companies allow employees to choose their own schedules, while others implement a standard 4-day schedule for all employees. It's important to experiment with different approaches and find what works best for your team.

Evaluate the results.

At the end of the pilot, it's important to take a step back and evaluate the results. Compare the metrics you defined at the beginning of the pilot to see if you've achieved your goals. If not, don't be discouraged – it may just mean that you need to fine-tune your approach.

Implementing a 4-day workweek can be a great way to increase productivity and improve work-life balance for your employees. But it's important to do so in a way that makes sense for your business. By following the tips above, you can ensure that your 4-day workweek pilot is a success.

How To Run a 4 Day Week Pilot

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Analyze Your Productivity Metrics in Advance

If you're considering implementing a 4-day workweek, it's important to measure your company's meeting culture and productivity metrics in advance. Doing so will give you a baseline to compare against during, and after the pilot is complete.

There are a few different ways to measure meeting culture and productivity metrics. One option is to use a tool like Flowtrace, which allows you to analyze data on collaboration culture, interteam collaboration, and metrics of your meetings, such as duration, frequency, and punctuality. Another option is to simply ask employees for feedback on their meeting experiences. Finally, by analyzing essential metrics combined with feedback and surveys, you can get a complete picture of how effective your cultural changes are.

Once you've gathered data on your company's meeting culture and productivity, you can start to develop a plan for the 4-day workweek pilot. For example, if you find that employees are frequently starting, or running late for meetings, you may want to consider implementing a start time that is earlier than usual. Or, if you find that employees are often working long hours, you may want to consider giving them more flexible schedules.

Monitor Key Metrics Throughout Your Pilot

Once you have launched the shorter working week pilot, it's important to continue to monitor meetings and productivity to benchmark against the regular working week metrics. You can use the same tools and methods that you used in the initial measurement stage to track data on meetings, employee feedback, and observable behavior.

Consider cultural and environmental assessments to understand the actual impact on how your team works, their happiness, engagement levels, and productivity levels. Taking an action to alleviate new, or newly surfaced problematic aspects of the culture should be part of your pilot program.

Comparing the data before and during your pilot will give you a good idea of whether or not the 4-day workweek is having the desired effect on your company's culture and productivity. If you see a significant increase in employee productivity, it may be worth considering making the switch to a 4-day workweek permanently.

It's not only about testing if the 4-day week is successful, but also the way in which work and tasks are completed.

Address Bottlenecks You Encounter in the Pilot

While the 4-day workweek can have many benefits, there are also some potential challenges that you may encounter. For example, you may find that certain tasks or projects take longer to complete because people will not be available continuously when needed. Also, team handovers may require more coordination and information for many reasons.

One of the main bottlenecks you will likely come across is meeting conflicts. With more employees working remotely, on different schedules, and working fewer days per week, it can be difficult to find a time that works for everyone to meet. 

On a deeper level, you might discover that collaboration and inter-team relationships suffer as a result of being absent from the workplace for longer periods of time. Consider making inter-team relationships visible and some parts of the communication workflow asynchronous to avoid holdups.

If you encounter any bottlenecks during your pilot, it's important to address them as soon as possible. Otherwise, they could jeopardize the success of your 4-day workweek. Not only should you address them ASAP, you should also monitor results continuously to catch any issues that could snowball into something worse.

Analyze Results and Correlate to the Gains For Your Business

Once you've completed your 4-day workweek pilot, it's time to analyze the results. Compare the data you collected during the pilot to the data from your regular workweek to see if there was any improvement in meeting culture or productivity. 

It's also important to consider the gains for your business when making the decision to switch to a 4-day workweek permanently. For example, if you find that employees are more productive and have a better work-life balance, it may be worth considering making the switch. 

On the other hand, if you find that there are more bottlenecks and conflicts as a result of the shorter workweek, ones that cannot be resolved despite your best efforts, it may be best to stick with the regular workweek. 

The decision to switch to a 4-day workweek should be based on a careful analysis of the data and a consideration of the benefits and drawbacks for your business. Think about the overall business drivers like P&L, functional metrics like time to close support requests, and your team level OKRs etc.

Check out this article: Can team management be data-driven?

Conclude the 4 Day Work Week Pilot & Share Results 

If you decide to switch to a 4-day workweek permanently, it's important to communicate the decision to your employees and let them know what to expect. For example, you may want to send out a company-wide email or hold an ‘all-hands’ meeting to discuss the change. 

It's also important to continue monitoring meetings and productivity even after you've made the switch to a 4-day workweek. This will help you troubleshoot any issues that may arise and ensure that the shorter workweek is having the desired effect on your business. 

The key points of the conclusion are to summarize exactly why it was a success or why it wasn't; your employees will expect a thorough evaluation. Also, reiterate what the next steps are - either continuing with the 4-day work week or returning to the regular workweek. 

If you decide not to switch to a 4-day workweek, it's important to communicate this to your employees as well. Thank them for their participation in the pilot and let them know that you will be sticking with the regular workweek. 


The 4-day workweek is a growing trend in the business world, with more and more companies considering making the switch. While there are many potential benefits, such as increased productivity and a better work-life balance, there are also some challenges that you may encounter. 

If you're considering a 4-day workweek for your business, it's important to carefully evaluate the pros and cons. After conducting a pilot program and analyzing the results, you should be able to make an informed decision about whether or not a 4-day workweek is right for your business.

Flowtrace can effectively diagnose and analyze meeting culture and productivity in your company. If you are considering making the switch to a 4-day workweek, we recommend using Flowtrace to help you monitor and analyze key metrics.


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