Rimini Street, a global software and engineering services provider, shares how it tested and expanded a pilot program to its 2,000 global employees.
Despite improved workplace experiences at the typical U.S. workplace, most companies have yet to crack the code on employee well-being.
Great Place To Work® surveyed more than 4,400 U.S. employees in a market study in July of 2023. While experiences of fair pay and healthy work-life balance improved from data collected in 2021, employees’ mental health hasn’t budged.
In 2023, 55% of employees at the typical workplace said they had a psychologically and emotionally healthy work environment – a two-point increase from 53% in 2021.
That’s a stark contrast to the 63% of workers who reported a healthy work-life balance in 2023, a 13-point increase from 2021 where 55% percent of workers reported the same.
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After all the investments in mental well-being in the post-pandemic era, what can companies do to move the needle?
A , a global software engineering services provider, is one of the companies that has experimented with a four-day workweek.
In the summer of 2022, as the world began to shape the “new normal,” the firm recognized the rising level of daily stresses employees faced and decided to take action, testing a three-month pilot in July, August, and September of 2022 where employees were encouraged to take one day a week as a “Fabulous Friday.” That pilot became a yearlong program in 2023 and has been renewed as a perk through 2024.
“We are guided by a ‘follow-the-sun model,’” says is always a crucial component of any new workforce program.
“Feedback loops serve multiple purposes,” Ravin says. First, they are touchpoints with employees, “letting them know that you care about their thoughts and their considerations.” Second, they serve as measurement tools for leaders to ensure the program is having the desired impact.
At Rimini Street, listening programs include the CEO holding skip-level meetings with employees to ensure everyone’s voice is heard.
“He was doing some skip-level meetings and learned that in one of the work groups, the four-day workweek was a bit of a challenge because of the volume of time-sensitive work expected for completion each quarter,” says Ravin.
In response, the CEO revisited resources and roles for the team to ensure everyone can take their break, while still delivering for clients.
5. Consider the impact on other benefits.
A four-day workweek might impact benefits such as your PTO policy, Ravin says. “Now that you have all this extra time off, how does that affect the accrual of PTO?”
To avoid unintended consequences, she recommends working closely with your total rewards function to identify what programs might need to be adjusted, and how to communicate changes.
6. Connect to business performance.
For the four-day workweek to be successful, teams must be able to show how the investment in employees is benefiting the business. At Rimini Street, leaders see the four-day workweek as instrumental in driving a range of important outcomes, such as retention and recruitment.
“We always evaluate our attrition rate and industry benchmarks,” says Ravin. Leaders also use their Trust Index℧ Survey to understand how employees are experiencing the program. “When we participate in surveys, the Fabulous Fridays always comes up,” Ravin says. And anecdotal evidence that the offering is boosting recruitment also surfaces when interviewing new hires.
“They say, ‘Oh, we saw that. We think that's so cool,’” says Ravin. “We know that the word is definitely spreading about it.”
Even better, the company connects the program to its overall business success.
When employees are taken care of, they deliver superior service to clients, Ravin says.
“카지노 커뮤니티 랭킹 latest earnings number says it all.”
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