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4 min read

The Game Lounge 4-Day Work Week Experiment: Part 2  

This past summer, we launched a 4-Day Work Week experiment aimed at finding the right balance between operational efficiency and employee well-being. For the months of July and August 2024, all Game Lounge employees were given Fridays off with no effect on the rest of their working week or salaries - just 8 working hours less per week.

We wanted to see if a shorter workweek could help employees recharge while still maintaining—or even boosting—productivity over the course of two months. The goal was to test whether we could get more done by working smarter, not just longer.

The Results of the Summer 2024 Experiment

Throughout the two-month experiment, we conducted surveys to measure its impact, and the feedback was overwhelmingly positive. The team reported feeling more energised, more engaged, and experienced an overall improvement in well-being. But it wasn’t just about how they felt. Our productivity metrics showed a positive trend as well. The data confirmed that focusing on the quality of time at work rather than the number of hours worked could deliver great results.

97% of our team was happy with the adjusted schedule. Over 98% said they felt equally or more productive with 8 hours less. In short, the experiment was a success.

While the results were promising, it’s important to acknowledge that the experiment was conducted over a relatively short period, primarily in the months of July and August. As a result, we haven’t yet collected enough data to compare across the entire year. 

Only with long-term data can we truly understand the impact of the 4-day workweek on productivity and well-being across different seasons and workloads. 

Extending the Experiment: Adding a Third Month

We’re excited to announce the 4-Day Work Week experiment will be making a comeback in 2025, but this time over the course of 3 months instead of 2. Our entire team will have Fridays off in April, in addition to July and August next year, as we attempt to gather more productivity data across seasons, while also being able to compare results to the previous experiment.

Cultural Shift: Fostering Trust, Autonomy, and Well-being

The 4-day workweek didn’t just have an effect on productivity; it also brought a shift in workplace culture. The initiative strengthened trust and autonomy across the teams. Employees appreciated that their mental health was prioritised, which had a significant impact on morale and job satisfaction. For us, the trial wasn’t only about operational efficiency; it was about fostering a culture where well-being and high performance go hand in hand. When employees feel valued and trusted, they’re more motivated to bring their best selves to work.

Finish Line Fridays: Building on the Momentum

Given the success of the 4-day workweek trial, we decided not to go back to the traditional five-day model for the rest of the year. Instead, we introduced ‘Finish Line Fridays’. This initiative encourages employees to wrap up their week in a focused way, setting aside time for completing tasks without taking on new projects, coordinating with their teams, and reflecting on progress.

Finish Line Fridays are about finalising reports, closing projects, and clearing to-do lists so that everyone starts the following week with a fresh slate. It’s also an opportunity to organise files, update records, and address any outstanding communications. By setting aside this dedicated time, we aim to create a steady work rhythm that supports productivity while giving employees the chance to recharge over the weekend.

Looking Ahead: The Need for Flexibility

As we reflect on the results of the 4-day workweek, one thing is clear: flexibility isn’t just a trend—it’s a strategic advantage. Just as we’ve embraced hybrid and remote work, this initiative has reaffirmed that when we empower people with the right balance of autonomy and structure, they can excel under the right conditions. The positive feedback, excitement around next year’s experiment, and cultural shifts we’re observing show that our people thrive when they are trusted to manage their time in a way that suits them.

The world of work has changed, and we’re embracing this shift by putting our people first. We’ve learned that by focusing on outcomes instead of rigid schedules, we create a culture where well-being and high performance go hand in hand. The success of our 4-day workweek trial, coupled with our commitment to flexible work practices, sends a strong message: we can’t go back to the old ways of working. 

Instead, we’re moving forward, adapting to the evolving needs of our employees and setting a new standard for what a modern workplace can be. 

Follow our COO, Rosi Bremec, on LinkedIn for more on life at Game Lounge.