More and more people advocate the slogan of "Four days at work, more efficiency", the New Zealand Trust Company Perpetual Guardian actually implemented the four days of work policy, the result of 54% of employees believe that they have a balance between work and life, the CEO also said that the efficiency has not declined as a result. And you know what? Four days at work can also promote gender equality in the workplace!
6 o'clock, no staff in the office willing to leave, clearly things have been done, but still sitting in the position to knock on the keyboard, as if to stay longer, on behalf of their own attention to work, because the boss happy to see the staff will spend time on the work, but ignore the consequences of this mentality: in order to please the boss, 30 minutes can complete the It takes one hours to deal with it, because the longer I do it, the more serious the boss thinks I am, the more I bet, but is it true?
Now that more and more people have put forward the slogan of "Four days at work, improve work efficiency", Perpetual Guardian, a New Zealand trust Company, has actually implemented a four-day work policy, reducing working hours from 40 hours a week to 32 hours, 240 employees conducting one months of experiments, And hired researchers to record the performance of employees from the side, and the final results show that 54% of employees feel that they balance work and life, each employee reduced the pressure of 7%, overall job satisfaction 5%,ceo also said that the overall staff work efficiency has not been reduced by the number of days to work.
In addition to improving staff satisfaction with their work, a four-day working day is more Wellcome to promote gender equality, according to research by the Conway Trust Fund in the UK! (Recommended reading: How to achieve gender equality in the workplace?) Five d&i policies that an enterprise can execute immediately )
Four working days, driven not only by efficiency, but also by gender equality in the workplace
The Wellcome Trust has found that the pay gap between men and women will gradually expand as a result of childbirth. Studies have shown that there is currently a 10 per cent gender pay gap and that once a child is born, it will have a direct impact on women's income, especially when the child is 12 years old, and the pay gap between men and women will widen to 33%. While the pay of both men and women is likely to be affected after the birth of a child, men are able to return to their previous pay levels, while women switch to part-time or resign because they have to take care of their children.
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Although there is now parental leave, society is more inclined to allow women to use parental leave, which makes it difficult for men to take parental leave. And when couples face the problem of having to resign to care for their children, and because men tend to have higher salaries, they have to choose a way that hurts the economy the least: getting women to resign and take care of their children, or switch to part-time jobs.
So how can four days of working days promote gender equality?
Working for four days means that women can be more flexible in arranging their time to take care of their children, without being able to keep up with the pace of work of other colleagues because of the lack of a working day, and more than one day of vacation, so that men can share the responsibility of caring for their children, build a father's way home, through the CO Full-time, find each other suitable for caring for children.
Giving more flexibility and freedom can help employees bet on their family life without worrying about reducing efficiency, and as parents, when everyone has a reason and time to go home, it can also help the body and mind of employees. As a father, he no longer has to spend less time working with his children in order to work overtime, and as a mother, she does not have to be able to accompany her children as she gives up full-time work, four days of office time, and three days of rest days.
For this era, a more flexible working time is needed, and working hours really don't represent whether an employee values work or not.
If you also expect to have a group of staff full of centripetal force, dynamic, perhaps can try a four-day work policy, I believe this for the company's interests, employee welfare has its help!