A 6-day work week in a job supply is a deal-breaker, says Ronesh Puri, MD of main world search agency Government Entry (India). “When we give the feedback to our clients, some are sensitive and explore the need to change their policies to enhance their ability to attract better talent. But there are still several companies that follow a 6-day work week norm,” says Puri.
In keeping with James Agrawal, MD of BTI Government Search, at a time when organisations have moved to a hybrid manner of working, candidates discover it obscure why any firm ought to function a 6-day work week. “When we approach any CXO candidate with a 6-day work week job offer, they are shocked. Many of them are not interested in a 6-day week job. However, there are still companies — particularly in sectors like manufacturing, infrastructure and energy — where there’s a culture of a 5.5 to 6-day work week. These companies stand to lose out on a larger talent pool if they do not change their work culture,” says Agrawal.
Joseph Devasia, MD of the main recruitment agency Antal Worldwide, says when a candidate is approached with a chance, it’s typically assumed that the corporate in query has a 5-day work week. “At least 95% of the candidates want to join companies where there is a 5-day work week. As a result, what companies with a 6-day work week would get is the leftover talent,” says Devasia.
Just lately, Antal managed to position a candidate in a CHRO place in an organization that has a 6-day work week. “The candidate was placed from an MNC where it would have taken him at least two more years to become a CHRO. He thus compromised on the number of days he would have to work in a week. But I won’t be surprised if he moves within 12-15 months on getting a better offer,” says Devasia.
Radhika Tomar, HR director at Kimberly-Clark India, which operates a 5-day work week for office-based workers, says, “The key for us has been to be able to put control in the hands of our people, based on their specific roles, where they can design their work week and workdays in the way they think is most productive and efficient, while retaining our unique culture and human connections.”
Earlier, the company and R&D features at pharma biggie Solar Pharma required six days working with second and fourth Saturdays off. Since December 2021, issues have modified and each company and R&D are actually five-days working. Sure firms throughout sectors whom TOI reached out to didn’t want to remark. Many together with JSW Group and Zydus Lifesciences (erstwhile Zydus Cadila) comply with an alternate six-day week. At a time when range, inclusion and fairness is a subject broadly gaining traction throughout firms, the a part of fairness wants nearer scrutiny.
A number of manufacturing and pharma firms function for the complete six days, or have an alternate six-day week, for causes apparently of fairness and honest play. “If plants are running for the full six days, and those handling the manufacturing functions have a six-day week, then why should others (in corporate functions) have a five-day arrangement?” an trade government defined.
An Intas spokesperson mentioned, “Aligned with industry and regional practice, the company has two weeks of five working days, and rest six working days, in non-manufacturing functions.”
The rising desire for a 5-day work week has rather a lot to do with the post-pandemic realisation of the significance of non-public time and psychological well being. A number of firms globally have embraced the hybrid manner of working following the pandemic. “Working from home several days a week is welcome, where employees are able to balance job and family priorities. In India specifically, we have feedback where employees are enjoying re-connecting with colleagues and internal/external partners during their in-person workdays,” provides Tomar.
Life’s priorities too have undergone a change. Pre-Covid, Puri says 10-15% of candidates used to lift the query about variety of working hours and days in every week. Immediately, a minimum of 40% are asking such questions when approached for jobs. “It’s a complete change in mindset about life’s purpose and priorities, and today people value their personal time much more. They don’t want to be working on weekends and are rejecting such job offers,” says Puri.
Even the lure of constructing more cash just isn’t a adequate cause for them to take up presents which don’t give weekends off, or are tight-fisted about leaves. “CXO candidates come and ask me, ‘What do I do with more money and better job prospects if I do not get time to spend with the family?’,” provides Puri.
