With the release of ​Work Time Reduction’s latest report, Rethinking the Workweek: The Push for Fewer Work Hours, More Life​, the data challenges traditional ideas of productivity. So to wrap up ​Season 4 of the Future Work Podcast: The HR Masterclass​, we couldn’t have a more fitting guest than ​Joe O’Connor​, a globally recognized leader in reduced-hour, outcomes-focused work models.

As the CEO and Co-founder of ​Work Time Reduction​, Joe has spearheaded groundbreaking initiatives in shorter workweek models, helping organizations boost productivity while reducing hours. From launching the world’s first coordinated four-day workweek pilot in Ireland to leading large-scale trials across the UK, North America, and Australia, he has been at the forefront of this movement.

In this episode, Tim and Joe dive into how companies can work less and achieve more, the research behind reduced-hour work models, and what the future holds for flexible and efficient workplaces.

Let’s get started!

Our host, Tim, and Joe unpacked:

• Work Time Reduction as a Productivity Strategy: Shorter workweeks, like the four-day model, enhance productivity and well-being by reducing inefficiencies and burnout including better rest, work-life balance, and psychological detachment from work.
• Work time reduction isn't one-size-fits-all: Options include nine-day fortnights, half-day Fridays, or shorter workdays. The key is adapting strategies to organizational needs and creating a bottom-up initiative.
• Changing Employee Priorities: Employees increasingly value time over salary, with many willing to trade pay raises for reduced hours.
• AI as a Key Enabler: AI streamlines tasks, enabling shorter workweeks while maintaining high performance.
• Leadership and Engagement: Success depends on leadership buy-in, clear goals, and employee-driven solutions, supported by a culture of continuous improvement.
• A Competitive Edge: Flexible work models help organizations attract and retain top talent in a competitive market.
• The Future of Work is About Outcomes, Not Hours: Organizations must prioritize results over time spent, with clear goals, accountability, and employee autonomy driving success.

I follow and summarize the news that future-forward and people-centric leaders care about, so you don't have to.

This week:

​Rethinking the Workweek: Fewer Hours, More Life​

A Work Time Reduction and FlexOS report highlights a growing push for shorter workweeks, as employees demand fewer but more meaningful hours.

• 58.5% believe their company will adopt a shorter workweek within five years, with 18.5% expecting the shift within 1–2 years.
• Surprisingly, 59% of knowledge workers would rather work four days in-office than five fully remote, and 58% are willing to sacrifice at least one year of pay increases for fewer hours—36.5% willing to trade 2+ years, and 15.5% even 3+ years.
• However, 38% still regularly overwork, with 16% working 10-hour days every week, mostly due to last-minute deadlines (48.5%) and unsustainable workloads (37%).
• AI-powered productivity gains could play a key role—38% believe these benefits should be shared equally between companies and employees.

⁉️ What's Your Take?

The message from employees is clear—they are demanding flexibility, well-being, and a redefined approach to productivity that prioritizes outcomes over hours. For HR, the challenge isn’t whether this shift will happen, but how to implement it in a way that balances efficiency, engagement, and business success?

✅ Quick Hits:

• ​Meta Layoffs Highlight AI-Driven Job Shifts​: Meta’s 5% workforce reduction signals AI-driven job displacement and post-Covid workforce corrections. While Mark Zuckerberg cites performance management, critics see it as cost-cutting disguised as layoffs. Despite tech job cuts, AI and gaming roles are growing, and other industries are snapping up displaced tech talent.
• ​Burnout and Engagement Rising—A Warning for HR​: In 2024, burnout hit record highs, with 82% of knowledge workers reporting exhaustion (DHR Global), yet 88% still felt highly engaged—creating a dangerous retention risk. A tight job market (67%) kept employees locked in, but as hiring rebounds, overworked talent may start leaving. HR leaders must address burnout drivers now to prevent high performers from burning out or quitting as opportunities expand in 2025.

⁉️ What's Your Take?

• ​Trump Ends DE&I and Gender Identity Protections​: Trump’s executive order ends all federal DEIA programs within 60 days and mandates a list of agencies, contractors, and grantees involved in equity initiatives since 2021. The government will now recognize only two genders, restricting bathroom access and removing support for nonbinary and transgender employees from agency documents. How will these changes impact your workplace inclusion and talent retention? 💥