The success of a 32-hour workweek at LWF
In July 2024, LWF and the Lake Winnipeg Indigenous Collective (LWIC) officially transitioned to a permanent 32-hour workweek following a six-month trial. The four-day (or reduced-hour) workweek is increasingly recognized globally and has been adopted by many non-profits across Canada – check out EcoTrust Canada, Impact Organizations of Nova Scotia, and Imagine Canada, to name a few. Yet this may be the first time a standard 32-hour workweek has been implemented by a Manitoba charity. (If we’re wrong, we hope other Manitoba non-profits & charities with reduced workweeks get in touch with us to share ideas and best practices!)
This initiative aims to boost employee engagement and retention, enhance work-life balance, and sharpen our focus on LWF’s strategic goals.
As we trialed this program, we also expected that, contrary to common assumptions, the shorter workweek would increase employees’ productivity. After all, the now-normalized 40-hour workweek was actually a reduced workweek when it was popularized by Ford Motor Company in 1926. The shift from a six-day to a five-day workweek was implemented after the company recognized that providing employees with more time for rest and recreation would enable them to show up at work with increased commitment.
employee well-being
The trial period revealed improvements in staff morale, mental health, and overall satisfaction. Employees reported feeling less stressed and more fulfilled with the 32-hour work week.
“The 32-hour work week has enabled me to achieve a work/life balance that feels much more sustainable and positive. Now I have time on my weekends to do the life admin that I need to as well as get the rest that I need. I've been feeling much more refreshed and focused at work as a result,” reports one LWF staffer.
“I have more energy and time to give to my family and friends. It has been great to take up some new activities, especially with family, that I likely would not have had time to do otherwise.” says another.
These comments underscore the significant impact of improving work-life balance, which enables employees to pursue personal interests which are vital for reducing stress and preventing burnout.
productivity and performance
Through the trial period, all LWF employees reported that they were still able to meet their professional objectives with a reduced workweek..
Employees have not only maintained but also enhanced productivity, thanks to effective time management and prioritization. They have expressed that the shortened workweek motivates them to focus more intensively during work hours, minimizing distractions and maximizing efficiency.
"I return to work on Monday with renewed energy and eagerness to tackle the day," says one employee.
Our increased focus on progress towards LWF’s strategic goals – what we’ve been calling “ruthless prioritization” – also helps maintain productivity. Staff report being more organized, with a clearer sense of how to prioritize tasks and manage their time. The ability to plan ahead and anticipate challenges is all the more important in a reduced workweek. When big projects or deadlines loom, staff have benefitted from intentionally scheduling blocks of time for focused work, free from distraction.
“To bring consistency to my workday, I divide my day into specific time slots dedicated to different tasks. This structure helps me stay focused and ensures that I am able to complete all my tasks within the shortened workweek,” reports an LWF staff member.
overcoming challenges
Adapting to a 32-hour workweek is not without challenges, particularly during peak periods and when unexpected tasks arise. To ensure staff have the flexibility they need during these busy times, we established averaging agreements that enable staff to proactively adjust their daily schedules while maintaining the 32-hour weekly average.
Our employees played a pivotal role in adapting to the shorter workweek, and they led the charge by:
• Taking control of their schedules to ensure priorities are met efficiently.
• Enhancing communication, focusing on core hours for collaborative tasks while keeping focus time free from disruptions.
• Employing strategic tools like Trello and Obsidian to keep tasks on track without overextending their work hours.
• Prioritizing key tasks and using their autonomy to manage workloads effectively.
These comprehensive measures helped us navigate the complexities of a shorter workweek, ensuring that productivity remained high and our team stayed balanced and motivated.
looking forward
The permanent adoption of the 32-hour workweek marks a fundamental shift in our work approach, emphasizing well-being, creativity, and engagement. We are committed to continually refining this model based on ongoing evaluations and feedback. As we embrace this innovative work movement, we invite other organizations to consider the advantages of a reduced workweek. At LWF, we are proud to lead a change that redefines effective working in the non-profit sector and encourages a healthier, more productive work environment.