Rethinking the Traditional Workweek: A New Approach to Work-Life Balance
Written on
The way we engage with work has reached a critical juncture. Many individuals find themselves devoting excessive hours to their jobs—often questioning whether this is truly necessary.
I don’t believe it is.
My journey has led me to investigate the shifting dynamics of wealth and labor. Historically, the amount of money one made was directly tied to hours put in. The idea was simple: work more hours to earn more, epitomizing the capitalist ethos where hard work leads to success and opportunity. The ultimate goal? Provide a better life for one’s children.
Rethinking Work Hours
As someone who has spent a decade in Corporate America, I’ve managed to uphold a 40-hour workweek most of the time. Family time was important to me, but I often struggled to disconnect completely. My ambition to climb the corporate ladder drove me to continue learning and developing my skills, albeit at a pace slower than I desired.
Then the pandemic hit, altering my perspective dramatically.
Prior to the pandemic, I occasionally worked from home, but I had never fully embraced remote work. This shift illuminated how much I had structured my life around my job.
The Risk of Burnout
During the ongoing pandemic, I began to reorganize my work life around my personal life, which was manageable until the influx of meetings began.
I soon found that my workday had expanded significantly.
I attempted to complete tasks around meetings, struggling to balance my time. While not all meetings are detrimental, many were unnecessary. My desire to advance in my career led me to extend my work hours, which was clearly unsustainable. When I was turned down for a position I believed I was qualified for, it became a pivotal moment for me.
Discovering My True Aspirations
I initially thought my goal was to become a tech lead, but in truth, I was primarily motivated by the perks associated with that role—such as annual bonuses tied to company performance. I was deeply involved in various initiatives, yet my contributions often went unrecognized.
For three months, I committed to intense work, developing innovative systems and team structures. I prepared diligently for a meeting with a VP, hoping to align my startup aspirations with my employer's goals.
During our discussion, the VP candidly stated that the company would retain ownership of any intellectual property created during my tenure. He also encouraged me to pursue my ambitions.
A Clear Decision
This conversation was both a wake-up call and a turning point. The following day, I resigned. I was determined to reclaim my time and pursue my dream of launching a startup. Although the decision was straightforward, executing it was not. I finally had clarity on what I wanted from life.
Reflecting on my recent months, I recognized the unsustainable pace I had set for myself, leading to complete burnout. Now, I'm relearning the importance of relaxation and its role in maintaining mental health, prompting me to reconsider our relationship with the traditional 40-hour workweek.
The Origins of the 40-Hour Workweek
Sophia Lee from Culture Amp provides an insightful overview of the history behind the 40-hour workweek:
1817: After the Industrial Revolution, labor activists fought for improved working conditions, with many people working 80 to 100 hours per week.
1866: The National Labor Union petitioned Congress for an eight-hour workday, increasing public support for this change.
1869: President Ulysses S. Grant proclaimed an eight-hour workday for government employees, encouraging similar demands in the private sector.
1886: The Illinois Legislature enacted an eight-hour workday law, leading to the Haymarket Riot in Chicago, commemorated as a public holiday in many countries.
1926: Henry Ford popularized the 40-hour work week after discovering minimal productivity gains from longer hours.
1938: The Fair Labor Standards Act mandated overtime pay for employees working over 44 hours a week; this was later amended to a 40-hour limit.
1940: The 40-hour workweek was officially established as U.S. law.
A New Approach to the Workweek
This led me to develop a new framework that I intend to adopt in my startup: splitting the traditional 40-hour week into two 20-hour segments. I am opposed to overtime, so each segment will be capped at 20 hours.
The structure will consist of a work week and a learning week, each limited to 20 hours. I want my employees to prioritize their passions and not be bound by work. My aim is to foster a mutually beneficial relationship where I help them achieve their goals as they help me reach mine.
If employees need time off for work or learning, that’s perfectly acceptable. They should be able to organize their work around their lives, not the other way around.
Will this model succeed? I believe it will, but it requires proof through implementation. It is my responsibility to grow my startup while demonstrating these principles.
The 40-hour workweek is an outdated concept. Let’s explore new possibilities beyond it.
Do you think the 40-hour workweek is still relevant, or is it time for a change? Share your thoughts!
Subscribe to my newsletter for updates on my startups, research, insights, and my book!
References
40-hour work week: The history and evolution - Culture Amp Blog A look into the origins of the accepted standard of the 40-hour work week. www.cultureamp.com