Fewer work hours, bigger wins!

“If we were ever—yes, ever—to reduce working hours, I’d cut salaries accordingly.
Less work, less pay. Period!” declared the CEO, brimming with conviction. But let’s hit pause for a second: are we paying people for the hours they warm their seats, or for the actual results they deliver? This time we dive deep into shifting from the archaic practice of counting hours to measuring actual impact—for a business model that is both meaningful and (still) wildly profitable.

The science of doing more with less

A growing body of research dismantles the myth that long hours equal high productivity. A Stanford University study found that productivity plummets after 50 hours per week, and any effort beyond 55 hours results in nothing but burnout. In other words, the hustle culture is officially prehistoric.

Other studies reinforce this: employees working fewer hours make fewer mistakes, engage in more creative problem-solving, and enjoy greater job satisfaction. The key insight? Productivity isn’t about hours spent at a desk—it’s about meaningful output. So, what does a shorter workweek actually mean, and what are the success metrics derived from it? Let’s explore some real-world success stories proving that less can, indeed, be more.

Real-life success stories: proof is in the shorter workweek

1. Iceland’s Four-Day Workweek Experiment: Over several years (2015-2019), large-scale trials moved workers to a 35-hour week without a pay cut. The result? Productivity stayed the same or even improved, while stress and burnout declined significantly. While a universal four-day workweek is not legally mandated, around 86% of Iceland’s workforce now enjoys shorter work hours or has the right to negotiate them. The change has led to increased job satisfaction, improved work-life balance, and maintained productivity levels.

2. Microsoft Japan’s Revolutionary Trial (2019): The company introduced a four- day workweek and saw an eye-popping 40% increase in productivity. Employees slashed pointless meetings, worked smarter, and delivered better results in less time. This trial sparked discussions about flexible work arrangements, and Microsoft continues to explore hybrid and remote work options to improve work-life balance. While the shorter workweek approach has not become the norm across the country yet, it has inspired some other Japanese companies to experiment with shorter workweeks.

3. Perpetual Guardian (New Zealand): This financial services firm successfully transitioned to a four-day workweek without pay cuts in 2018. Employee engagement and job satisfaction soared, while productivity remained steady. The trial resulted in the company still applying it, however, with certain flexibility. Meaning, employees are not automatically given a four-day
schedule but can opt into it based on performance and productivity.

Clearly, reducing work hours isn’t some new-age fantasy—it’s a strategy backed by data and real-world wins. The question is, how could you make it work in your business?

5 strategic hacks to make reduced hours work

1. Rethink Meetings: Shorter, Smarter, and Scarcer
The Problem: Meetings devour hours while producing little value. 
The Fix: Introduce “stand-up” meetings, cap discussions at 15–30 minutes, and only involve essential participants. Leverage asynchronous communication (Slack, Loom
videos) to reduce unnecessary calls.

2. Automate, Delegate, Eliminate
The Problem: Employees spend excessive time on repetitive, low-value tasks. 
The Fix: Automate scheduling, reporting, and data entry. Delegate non-core tasks and eliminate redundancy. Free up mental bandwidth for meaningful and impactful work.

3. Set Output-Based Goals, Not Hour-Based Targets
The Problem: Traditional models measure hours instead of real contributions. 
The Fix: Shift to success metrics that emphasise deliverables, creativity, and efficiency. Reward employees for results, not hours logged.

4. Create Focus Blocks and Deep Work Rituals
The Problem: Constant interruptions lead to inefficiency and longer workdays. 
The Fix: Implement “focus blocks” where employees work undisturbed for 90–120 minutes on priority tasks. Encourage “do not disturb” time and disable notifications to maximise deep work.

5. Pilot, Measure, Iterate
The Problem: Fear of lost productivity prevents companies from testing reduced
hours. 
The Fix: Start small—trial reduced hours with a team or department. Track productivity metrics (e.g., revenue per employee, project completion rates, customer satisfaction). If the impact is positive, refine and scale the model.

The work of now: counting results, not hours

The evidence is clearly there: fewer hours can lead to greater productivity, happier employees, and even stronger financial performance. But making it work requires a mental shift—from obsessing over hours to focusing on impact.
Breaking free from the “but we’ve always done it this way” mentality isn’t easy. The key? Start small, track the impact, and build a results-driven culture where success isn’t measured by time spent at a desk, but by what actually gets done.
And who knows? Your company might just be the next breakthrough success story in the movement toward more impactful, not longer, work hours—reaping increased financial gains alongside a more engaged, happier workforce.