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When it comes to overall well-being, the quality of the work experience has 2.5 to three times the impact of number of days or hours worked.Positive daily experiences and life evaluation did not substantially deteriorate when hours worked per day increased from five hours to 10. But the result was very different among employees with higher job satisfaction and an opportunity to play to their strengths and passions in their job. An analysis of working populations in seven regions of the world found that for people with low job satisfaction and no opportunity to do what they do best, increasing hours worked led to declines in life evaluations and positive daily experiences.Two-thirds or more of engaged employees are thriving in their overall lives regardless of days worked per week.It also lowers stress by allowing people to create a schedule that makes sense for their life. Work flexibility allows employees to boost their overall well-being in other areas while still meeting the requirements of their job. Gallup research has consistently found that workers want more flexibility-and that job flexibility is correlated with higher employee engagement.Offering scheduling flexibility is a precious gift in any form, though you must dig deeper-and possibly get creative-to meet your employees’ primal longings for fulfilling work.
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Ultimately, if employees hate their jobs and loathe the working conditions you’ve created, a four-day workweek won’t cure what ails them. Does this all mean the four-day workweek is fool’s gold? Well, that all depends. These particular findings indicate that a four-day workweek can slightly elevate well-being and reduce burnout, but not so much with boosting the prized notion of “engagement” that companies crave. Burnout was three points lower for four-day workers-but active disengagement was five points higher.” The percentage of full-time employees considered to be thriving was six percentage points higher for those in the four-day group. “Gallup found wellbeing differences between those with four-day versus five-day work weeks. However, this data highlights the notion that “engagement” and “well-being” are not at all synonymous. As Gallup explains, “By working fewer days per week, employees who already feel disconnected from their employer, team or manager are more likely to drift even farther away - from tolerating their jobs to hating them.” That’s likely to do with issues of isolation and lack of connectivity, but there’s certainly more going on. In other words, those working four days per week reported being just as actively disengaged as their six-day workweek counterparts. The ratio of engaged to actively disengaged employees was best for those with five-day work weeks - a ratio of 3.2-to-1.” “Interestingly, while the percentage of engaged workers was similar across the three work week conditions, the percentage of actively disengaged workers was highest for those with four-day and six-day work weeks. See anything surprising here? Gallup explains:
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While getting an extra day off per week sounds like a dream come true-and an easy way to win over exhausted workers- new Gallup research offers a bit of fascinating food for thought.