Ashish Kothari proposes the 180-100 model: a four-day, 32-hour workweek with no pay cut. The catch is you deliver 100% productivity in those hours, not by cramming 40 hours into four days.
So no amount of money in some instances would be enough to get me back to a five day week. Globally, the four day week started as a productivity experiment, and that's important. So the model is what we call the 180, 100 model. And this is also critical to understand because a lot of people confuse the four day week with perhaps compressed working hours. So we are not trying to cram 40 hours of work into four days. We are saying that the 32 hour work week is optimal and that organizations may not touch, remuneration or leave. They should look to reducing the workweek by 20%, regardless of their baseline. Even if it's 60, reduce it. But the real caveat is the employees. In return for that reward of time and time back, they must give 100% output or productivity.
Reducing Regrettable Attrition in Organizations by Fixing the System, Not the People Reducing Regret
