The Summer Friday Isn’t Dead. You Just Have to Be a Bit Creative

(Bloomberg Businessweek) -- Summer Fridays aren’t what they used to be. “In a non-Covid world, I would incorporate a mix of company-sponsored outings, team events, and personal time,” says Dawn Evans, human resources manager at ad agency Blue Sky. Now it’s harder for bosses to be creative, but they can still find different ways to give the ultimate gift: time off. “For the most part, employees need to be encouraged to exit the workplace and go do something they want to do, either with their family or on their own,” Evans says.

So what should you do for staffers who can’t exactly meet up to have a happy hour on the company tab? “Managers should ask employees how they would like to end their weeks,” says Todd Horton, chief executive officer of HR technology company KangoGift. Parents may want personal time; extroverted teams might want Zoom drinks or a fun group activity; the ambitious might want to take classes to improve their skills; and some might be happy just canceling a videoconference or two. Here’s how five companies are handling it.

Log off after lunch.

Who does it: LegalAdvice.com. It’s the classic approach. “To not implement a summer Friday policy would lead to employee burnout,” says CEO David Reischer.

Good for: Overworked employees who might otherwise not take time off.

You choose: Four or eight hours free.

Who does it: Gadget Review. Staffers can opt for four or eight hours off on Friday, “so long as a major milestone isn’t looming, and they are current on their tasks,” says CEO Rex Freiberger. Employees are required to give a minimum of 48 hours notice.

Good for: Staffs with varying workloads.

Try a four-day workweek.

Who does it: Brain training startup Solitaired. “Instead of summer Fridays, we adopted a four-day workweek for the summer,” says co-founder Neal Taparia. Each team sets weekly goals on Monday. “It’s based on trust and mutual accountability,” he says. “Most people will work well over eight hours a day to make sure everything is completed. I would recommend everyone get the day off—our team is laser focused.”

Good for: Productive, self-motivated teams.

Alternate.

Who does it: Commercial real estate firm Squarefoot. “As of late April, we instituted a company policy that every other Friday would be a rest and recovery day,” says Eugenie Fanning, vice president for people. “We have unlimited paid-time off, but when everyone was working from home and felt additional pressure to perform, we wanted to send the message that the goal here is not to burn out trying.”

Good for: Companies whose managers worry that employees might not take time off, or companies that can work on a staggered schedule.

Enjoy the great outdoors.

Who does it: Digital marketing agency Online Optimism. CEO Flynn Zaiger says to encourage outdoor activity anyway you can: midday outdoor Zoom drinks, say, or 90 minutes off for outdoor exercise.

Good for: Work-from-home employees facing deadlines, who aren’t getting out much.

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