Flexibility Over Formulas: Why I’m Not Sold on the 4-Day Workweek

By Lindsay Johnson, Founder of FitPros

Let me start with a confession: I’m not a huge fan of the 4-day workweek. 😬

Before you throw your FitPros swag collection at me or question my support for work-life wellbeing—hang on. I’m all in for rethinking traditional work structures. But the conversation around “the perfect schedule” is missing something big:

Real productivity isn’t about which days we work. It’s about how we work best.

Sure, the 4-day week sounds great on paper. (And I used to live for long weekends before having toddlers who don’t care what day it is 😵‍💫). But here’s what I’ve learned leading a wellbeing company and working with hundreds of employers across industries:

• Some people love spreading work out over six light days.

• Others thrive with two intense “push” days and three lower-key ones.

• And let’s be honest—everyone has days that fall apart because… life.

  
  

I’ve seen incredible work come from team members logging in during unconventional hours, and I’ve seen burnout happen even with Fridays off. Why? Because productivity is personal. And so is life.

At FitPros, we don’t focus on the schedule. We focus on the outcome.

We trust our team to know when they work best, and we measure success by client satisfaction, quality of work, and goal achievement—not by timecards.

If our clients are happy, our goals are hit, and our culture is thriving, I don’t care whether someone was offline at 3 p.m. for a doctor’s appointment (been there). That’s not laziness—that’s life.

We’ve all worked for the micromanager who made you feel guilty for stepping away from your desk. And we know how that impacts morale, retention, and even creativity. So instead of policing time, what if we built trust-based flexibility into how we define success?

Flexibility = Productivity

When people are trusted to manage their time in ways that support both their work and their personal wellbeing, they’re more engaged. More loyal. And yes, more productive.

This is especially relevant now, as companies navigate hybrid models, return-to-office debates, and the ever-evolving demands of modern life. Employees aren’t asking for less responsibility—they’re asking for autonomy.

And you know what? The best talent will walk away if they don’t get it.

For HR Leaders + People Managers: How to Advocate for Flexibility Upstream

Let’s be real—many People teams get it, but still feel stuck trying to “sell” flexibility to traditional executive teams. If that’s you, here’s how to start the conversation in a way that meets leadership where they are:

Lead with Data, Not Emotion

Senior leaders respond to outcomes. Bring evidence:

• Stats that show flexibility reduces burnout and turnover

• Internal engagement survey trends

• Case studies from similar-sized companies or competitors

Tie It to Business Metrics

Frame flexibility as a retention strategy, not a perk.

• “We’ve seen a 22% increase in productivity on teams with async workflows.”

• “Our recruiting pipeline is stronger when we promote flex schedules in job posts.”

Pilot First, Expand Later

Suggest a small-scale pilot with clear metrics.

• Start with one department or allow teams to choose their flex model

• Track engagement, output, and time-to-complete projects

Address Fears Head-On

If execs fear losing control or accountability, show how clarity around outcomes can actually increase both.

Speak Their Language

Instead of saying:

“Our people want flexibility”

Try:

“We’re at risk of losing top performers if we don’t evolve how we define productivity.”

You’re not just advocating for your people—you’re future-proofing your business.

So… Do I hate the 4-day workweek? Not at all.

If it works for your team, amazing. But let’s not treat it like a one-size-fits-all solution. What really moves the needle is a culture that values trust, respects real life, and empowers people to do great work on their own terms.

That’s the future of work I want to be part of. You?

Let’s talk about it. What kind of schedule makes you feel most productive?

Looking for more? Contact a Wellbeing Manager to discuss your organizational wellbeing needs.

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We provide workplace teams with mindful practices, personal and professional wellbeing growth, fitness instruction, and opportunities for social connection. We aim to inspire the highest potential in people at work, in life, every day, so they can show up healthy and at their best.