 A New Zealand company tried a four-day work week. It was a 'resounding success' 新西兰一公司尝试每周只工作四天，结果“相当成功”。 Perpetual Guardian, which helps customers manage their wills and estates, released the results of its two-month trial this week. The company said its employees all reported greater productivity, better work-life balance and lower stress levels from working one less day a week. Perpetual Guardian是一家管理遗嘱和遗产的公司，它于本周宣布了为期两个月的试验结果。这家公司所有的雇员都汇报说每周少工作一天能使他们更有工作效率，工作和生活都得到了更好的平衡，而且每周的工作压力变小了。 The employees — more than 240 of them — were still paid for five days a week during the experiment, which ran from the beginning of March to the end of April. The trial was conducted by outside researchers. "It was just a theory, something I thought I wanted to try because I wanted to create a better environment for my team," Perpetual Guardian CEO Andrew Barnes told CNN. "I'm humbled that my team has responded, and they went beyond my wildest dreams.” 这家公司有超过240名的雇员，在这次试验中仍然是获得每周工作五天的薪酬。试验是从三月初开始，至四月底。这项试验是由一家调研公司进行的。Perpetual Guardian的首席执行官Andrew Barnes告诉CNN说：“当时这只不过是个理论，但我想尝试一下，因为我想为我的员工创造一个更好的环境。员工们这么棒反应让我觉得有些过意不去，这些结果远远超过了我的想象。 In a survey taken late last year, only 54% of respondents said they felt able to manage their work-life balance. After the trial, that number jumped to 78%. 在去年进行的一次调查中，只有54%的受调查人员说他们能平衡他们的工作和生活。而试验结束后，这一数字跳到了78%。 Staff stress levels also decreased by around 7%, while metrics used to measure team engagement rose around 20% on average. 员工们感到压力的程度也下降了约7%，同时衡量员工团队参与度的指标则平均上升了20%。 The key to the experiment's success was the staff input, said Jarrod Haar of the Auckland University of Technology, one of the researchers who conducted the experiment. 奥克兰理工大学的参与研究的人员之一Jarrod Haar说这项试验成功的关键是员工们的投入。 "They were given the freedom to redesign things," Haar said. The experiment could be a model for other workplaces and become "a revolutionary way to work," he added. 他说：”他们有重新设计的自由。“他还说这个试验可以成为其他公司的样本，并成为”一种革命性的工作方式。“ Barnes said employees became more productive, spending less time on social media or non-work activity. One employee even told the CEO that he stopped looking at emails from his wife about an ongoing apartment search during work hours. Barnes说，员工们更有创造力了，对社交媒体或其它与工作无关的事的关注也减少了。一位员工甚至告诉他的CEO说他都没有浏览他妻子发来的搜索新房子的电子邮件。 "Why am I not paying based on output?" Barnes said. "Why am I paying for days in the office?” Barnes说：“为什么我不能按照产出付薪水呢？为什么我要按待在办公室的天数付薪水呢？” Employees offered other ideas on measuring productivity, like having small flags to place on their desks when they didn't want to be disturbed. 员工们还提出了其他一些测量工作效率的方法。比如当他们不想被打扰时就在桌子上放一面小旗子。 The experiment is particularly significant in New Zealand, which has low labor productivity compared to other countries, according to the Organization for Economic Co-operation and Development. 这一试验尤其在新西兰具有很大的意义，根据经济合作与发展组织说，与其他国家相比，新西兰的人员工作效率很低。 Barnes has recommended to his company's board that a four-day work week be made permanent, and says it could serve as an example for other firms around the world. Barnes已经向公司的董事会提出了要把四天工作制变成长期的，并说他们可以在全球为其他公司做示范。 "What happens is you get a motivated, energized, stimulated, loyal work force," he said. "I have ended up with statistics that indicate my staff are fiercely proud of the company they work for because it gives a damn.” 他说：“结果是你的雇员是一个有动力的、活跃的、备受激发的的、忠诚的团队。我的统计结果表明，我的员工对他们效力的公司非常满意，因为他们的公司关心他们。“ 👇 |
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