{"id":4713,"date":"2026-09-16T19:49:43","date_gmt":"2026-09-16T19:49:43","guid":{"rendered":"https:\/\/www.vaultinsider.top\/?p=4713"},"modified":"2026-09-16T19:49:43","modified_gmt":"2026-09-16T19:49:43","slug":"safeguard-globals-four-day-workweek-bred-burnout-and-secret-friday-work-so-its-ceo-ditched-it","status":"publish","type":"post","link":"https:\/\/www.vaultinsider.top\/?p=4713","title":{"rendered":"Safeguard Global&#8217;s four-day workweek bred burnout and secret Friday work\u2014so its CEO ditched it"},"content":{"rendered":"<p><img decoding=\"async\" src=\"https:\/\/fortune.com\/img-assets\/wp-content\/uploads\/2026\/09\/GettyImages-1478005987-e1789586709537.jpg?w=2048\" \/><\/p>\n<div>\n<p class=\"wp-block-paragraph\">\u2026with one notable exception: a company that listens to its employees and uses those insights to inform its workforce strategies. That works every time.<\/p>\n<p class=\"wp-block-paragraph\">Case in point: Safeguard Global. After piloting a\u00a0four-day workweek\u00a0in 2023, the Austin-based workforce management company used employee feedback from the program to inform its strategy going forward, Bjorn Reynolds, Safeguard Global\u2019s CEO and founder, told HR Brew.<\/p>\n<p class=\"wp-block-paragraph\">That pilot has since given way to a culture of \u201cfreedom and choice\u201d for Safeguard Global\u2019s roughly 1,000 remote employees based in 78 countries, Reynolds said.<\/p>\n<p class=\"wp-block-paragraph\"><strong>How the four-day workweek evolved.<\/strong>\u00a0The goal of the pilot, Bjorn\u00a0previously told HR Brew, was to help recruitment and retention. Over time, however, he found that the arrangement wasn\u2019t working for everyone.<\/p>\n<p class=\"wp-block-paragraph\">Some employees worked longer hours Monday through Thursday in order to take off on Friday, leading to burnout. Others secretly worked on Friday. And some of those who did adhere to the four-day workweek felt like they were falling behind. It was \u201cnot the culture we wanted to create,\u201d he said.<\/p>\n<p class=\"wp-block-paragraph\">Instead of mandating that employees work Monday through Thursday, Safeguard Global started giving employees the option to choose their own working hours and days, Reynolds said.<\/p>\n<p class=\"wp-block-paragraph\">\u201cChoose the hours that fit best for the work product you need, and if you can do that in four days, great, if you do it in five [days], but you\u2019re taking two half days, whatever works for you,\u201d Reynolds said.<\/p>\n<p class=\"wp-block-paragraph\">To allow for this sort of flexibility, Reynolds said he leaned into \u201coutcome-based measurements\u201d of performance.<\/p>\n<p class=\"wp-block-paragraph\">\u201cHow does everybody\u2019s daily productivity or daily outcomes ladder up to part of a broader initiative?\u201d he said. \u201cWe really make sure you understand what you do is super critical, and where you\u2019ve placed in the organization, and then what are the key metrics that show that outcome versus time.\u201d<\/p>\n<p class=\"wp-block-paragraph\"><strong>What it means to be outcomes-focused.\u00a0<\/strong>As return-to-office mandates have gotten stricter, some experts have recommended companies measure outcomes vs. working hours. \u201cJust because [leaders] work 9-to-6 doesn\u2019t mean [employees] have to work 9-to-6\u2026Let them be outcome-oriented instead of hours focused,\u201d Sam DeMase, career expert at ZipRecruiter,\u00a0previously told\u00a0Kate Noel, Morning Brew\u2019s SVP and head of people operations, on HR Brew\u2019s\u00a0<em>People Person<\/em>\u00a0podcast.<\/p>\n<p class=\"wp-block-paragraph\">At Safeguard Global, employees\u2019 performance is measured based on three role-dependent outcomes, Reynolds said. For instance, a customer service rep might be evaluated based on account growth, customer satisfaction, and points of failure.<\/p>\n<p class=\"wp-block-paragraph\">\u201cIf someone\u2019s customers are raising more than average tickets, and we\u2019re not answering them, and the time to answer is longer than the average, it gives you the ability to then say, \u2018Okay, well, hey, here\u2019s an anomaly,\u201d he said. \u201cMaybe it\u2019s your working patterns leading to that. Maybe we have to have that conversation. Maybe it\u2019s just the client or maybe it\u2019s a qualitative thing.\u201d<\/p>\n<p class=\"wp-block-paragraph\"><em>This report was originally published by <\/em>HR Brew.<\/p>\n<\/div>\n<p>#Safeguard #Globals #fourday #workweek #bred #burnout #secret #Friday #workso #CEO #ditched<\/p>\n","protected":false},"excerpt":{"rendered":"<p>\u2026with one notable exception: a&hellip; <\/p>\n","protected":false},"author":1,"featured_media":4714,"comment_status":"open","ping_status":"open","sticky":false,"template":"","format":"standard","meta":{"footnotes":""},"categories":[2],"tags":[7764,7762,283,7767,2793,4975,5229,7765,7763,7627,134,1004,7766,7151],"class_list":["post-4713","post","type-post","status-publish","format-standard","has-post-thumbnail","hentry","category-finance-news","tag-bred","tag-burnout","tag-ceo","tag-ditched","tag-employment","tag-four-day-work-week","tag-fourday","tag-friday","tag-globals","tag-morning-brew","tag-safeguard","tag-secret","tag-workso","tag-workweek"],"yoast_head":"<!-- This site is optimized with the Yoast SEO plugin v28.1 - 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