A four day working week could be the shot in the arm post-coronavirus tourism needs

Barnes recommends a trial as the first step to discovering whether it is an option for your organisation or not. As evidence of the benefits builds (for example, Microsoft in Japan reported a 40% increase in productivity), employees might want to lobby their managers to give it a go.
Employee engagement is vital
My research also showed employees are central to making a four-day week work. Ultimately they have to create better ways to work – for example, collectively identifying what was previously wasted time and seeking solutions. In one case, a team told me they reduced a two-hour weekly meeting to 30 minutes a fortnight.
Read more: The coronavirus survival challenge for NZ tourism: affordability and sustainability
How to reschedule the week is another factor: organisations might adopt a fixed day off – such as Melbourne firm Versa, which chose Wednesday. Or they might rotate the day off among team members.
The latter approach requires a strong creative focus on maintaining team productivity. But there is no one way to make it work. While Perpetual Guardian operates 32-hour weeks, Versa works a 37.5-hour week in four days.
What is most important is that workers are empowered to think about productivity and wastage and to make their work more efficient and effective. Even if an organisation trials the four-day week but chooses not to adopt it, it will still gain useful insights into working methods and productivity.
Beyond the benefits to employers (more focused and attentive staff, better customer relations) and employees (enhanced well-being and engagement), there are potentially wider social benefits too.
More leisure time equals greater opportunity
Reduced commuting times due to fewer days in the office mean fewer cars on the road, less congestion and lower CO₂ emissions. Offices use less power and, if an organisation is growing, potentially feel less pressure to expand if a rotating day off is in place.
If supporting tourism is the goal, business owners might be encouraged to close for one day a week, ideally a Friday or Monday, perhaps in split shifts if they need to remain operating five days a week. This would maximise people’s ability to plan a three-day weekend of travel – potentially within a “trans-Tasman bubble”.
Read more: Why a trans-Tasman travel bubble makes a lot of sense for Australia and New Zealand
Were Australian organisations to adopt a four-day week too it could significantly increase two-way traffic, enhancing both economies.
Paying workers 100% of their salary for 80% of a traditional work week while maintaining productivity would, in theory at least, increase opportunities for discretionary spending.
Combined with a patriotic call to use the extra time to support hospitality and tourism, it could align with the prime minister’s desire to find innovative ways to stimulate economic activity.
Healthier, happier and more productive workers helping other businesses stay viable? That sounds like a win-win for all.