Working Towards a 32hr Work Week

Case Study By:
Breanne Joyce

Fostering a corporate culture that balances work-life harmony, and operational efficiency is a core objective. In 2022, we introduced an initiative to operationalize and transition to a 32-hour work week. 


To embark on this journey, we needed a thorough evaluation of the key performance indicators (KPIs) that would allow us to realize our goal. We would need strategies that would sufficiently enhance our performance and productivity for a 32-hour week to make business sense.

Analysis and Actions:

Using KPIs from team surveys and feedback, we constructed a roadmap. We understood the barriers were concentrated around communication, time management and development of interpersonal skills such as direct feedback. Cross-functional teams of subject matter experts developed strategies to optimize processes relating to these areas, yielding a substantial benefit.

Results, Outcomes and Lessons Learned:

One pivotal realization we encountered throughout this process was the critical role of team engagement in the implementation of new practices. It became evident that while processes could be meticulously designed, their efficacy relied on the collective dedication of the team. In the face of bustling workdays, the temptation to revert to established routines emerged. We recognized this challenge and harnessed the concept of team accountability to safeguard the adoption and continual enhancement of these practices.

Through this journey we are aiming to align company goals with employee well-being. To date, we have progressed by forming teams that work across departments, setting clear performance goals, and encouraging everyone to take responsibility. We're confident that our shift to a 32-hour work week, starting January 2024, will create a better way of working that benefits both our company and our team. We've already noticed happier and more engaged team, plus our work is getting done faster and better, leading to happier clients.