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What Employees Are Pushing for in 2024!

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Discover 2024’s workplace trends from our LinkedIn poll: Find out what employees really want, from 4-day weeks to unlimited PTO. Join the future work conversation!

As 2023 comes to an end, I find myself thinking about how our work environments have changed. I am regularly on Linkedin and see many posts about how the workplace has changed and so too the demands of the modern employee.

Last week, I posted a poll on LinkedIn that took off, drawing in a lot of interest and discussion. The question was straightforward but thought-provoking: “Envisioning the 2024 Workplace: What do you want to see?” The options were a 4-Day Week with the Same Pay, a Weekly Learning & Growth Day, the Flexibility to Work From Home or Anywhere, and Unlimited Paid Time Off.

This blog, my final blog for the year, aims to dive into these results and what they could mean for our future workplaces. Thanks to everyone who joined in — your input has been invaluable and greatly appreciated throughout the year.

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Discover 2024’s workplace trends from our LinkedIn poll.

Expectations 2024: Poll Results and Discussion

4-Day Week, Same Pay (36%)

Positives: The 4-Day Week with the Same Pay, chosen by 36% of poll participants, mirrors a shift towards valuing work-life balance. I have read articles about companies in countries like New Zealand and Sweden experimenting with this model and have reported several benefits. Anecdotal evidence suggests that a reduced workweek can lead to less stress among employees, as they have more time to recharge and attend to personal matters. Productivity often increases when given a shorter time frame to work, employees tend to focus more intensely and manage their time more effectively. This approach can also enhance overall job satisfaction, as employees feel their personal time is respected, leading to a more positive workplace atmosphere.

Challenges: However, implementing a 4-day workweek isn’t without its challenges. For one, not all industries or roles can easily adapt to this model. Jobs with strict deadlines or customer-facing roles might find it difficult to compress their work hours without impacting service quality. There’s also the concern about workload distribution — ensuring that the work of the fifth day doesn’t just get squeezed into the other four, which could lead to increased stress and longer work hours on those days. Additionally, companies would need to rethink their operational strategies and possibly invest in more efficient technologies or processes to maintain productivity levels. The key lies in finding a balance between where a shortened workweek that can be realized without compromising business outcomes.

Weekly Learning & Growth Day (10%)

Positives: The concept of dedicating one day each week to personal and professional development, as favored by 10% of respondents, holds great promise. In a world where technologies are rapidly evolving, continuous learning becomes not just a benefit but a necessity. By allocating a specific day for growth, employees can focus on upskilling, exploring new areas of interest, or deepening their expertise without the pressure of day-to-day work tasks. This can lead to a more innovative workforce, as employees bring fresh ideas and skills back into their roles. It also supports employee fulfillment and career satisfaction, as individuals feel valued and invested in by their organization. This approach not only benefits employees but can also give companies a competitive edge through a more skilled and adaptable workforce.

Challenges: However, implementing a weekly learning and growth day presents its own set of challenges. A significant concern for many organizations could be the perceived loss of productivity. Allocating one workday per week to learning means a 20% reduction in the traditional workweek, which could impact project timelines and deliverables. There’s also the challenge of structurally integrating this concept into various types of jobs, especially in roles with rigid schedules or daily operational demands. Another factor is ensuring that learning activities are relevant and valuable to both employees and the organization, which requires careful planning and resources. Organizations would need to be strategic in balancing the immediate needs of the business with the long-term benefits of a more educated and versatile workforce.

Work From Home/Anywhere (49%)

Positives: Earning the majority vote, the Work From Home/Anywhere policy reflects a strong desire for more flexible and autonomous work environments. The benefits of this approach are multifaceted. Firstly, it can significantly improve work-life balance, as employees save time and reduce stress by cutting out commutes. This flexibility also allows individuals to work in settings that optimize their personal productivity, whether it’s the quiet of their home, the buzz of a café, or a scenic remote location. Furthermore, this policy can be a powerful tool for attracting a diverse range of talent, unhindered by geographical constraints. By offering the freedom to work from anywhere, organizations can tap into a broader pool of skills and perspectives, enriching their workforce.

Challenges: However, the transition to a work-from-anywhere model is not without its challenges. One key concern is maintaining team cohesion and a strong company culture when employees are dispersed. Without the natural interactions that occur in a physical office, building relationships and fostering a sense of belonging can be more difficult. There’s also the issue of ensuring consistent productivity and accountability since remote work requires a high level of trust and robust systems to track progress and outcomes. Additionally, not all roles or industries are suited to remote work, and there can be significant disparities in the feasibility of this policy across different sectors. Companies would need to consider these factors and possibly invest in technology and training to support effective remote collaboration and management.

Unlimited Paid Time Off (5%)

Positives: Unlimited Paid Time Off, although selected by only 5% of the poll participants, presents a forward-thinking approach to work-life balance. This policy is grounded in mutual trust and responsibility, showcasing a progressive organizational culture. One of the key benefits is the potential improvement in mental health and well-being. By removing limitations on time off, employees can take breaks as needed, leading to reduced burnout and stress. This flexibility allows staff to recharge fully, which can translate into increased motivation and productivity when they return to work. Additionally, it can be a strong selling point in attracting and retaining talent, as it signals a company’s commitment to prioritizing the personal needs and well-being of its employees.

Challenges: However, the implementation of unlimited PTO is not without its hurdles. One major challenge is ensuring that this freedom isn’t abused, which requires a high level of trust and a strong understanding of mutual responsibility. There’s also the risk of potential understaffing during peak times if multiple employees take time off simultaneously. Another concern is the creation of unintended pressure where employees might feel hesitant to take time off, fearing it could be perceived as a lack of commitment or dedication. Furthermore, tracking and managing employee time off could become more complex, requiring more robust HR systems. Organizations considering this policy would need to foster a culture where employees feel genuinely free to take time off as needed, while also maintaining the necessary workflow and productivity levels.

Realism of Expectations

Are employees expecting too much from these desires for the 2024 workplace? The truth lies in the balance between aspiration and practicality. While these policies offer significant benefits, their implementation depends on various factors like the nature of the business, industry norms, and economic viability. For instance, a 4-day workweek might be more feasible in certain sectors than in others. Similarly, unlimited PTO, while attractive in theory, requires a strong organizational culture and a high level of mutual trust and accountability.

The shift towards remote work and flexible hours seems the most immediately achievable, as recent global events have already accelerated this trend. However, companies would need to consider the impact on collaboration, corporate tax, corporate culture, and employee engagement.

Ultimately, the feasibility of these policies will vary from organization to organization. They represent a move towards a more employee-centric workplace, reflecting changing values and priorities in our society.


The poll results offer a glimpse into the potential future of our workplaces, highlighting a shift towards greater flexibility, personal development, and work-life balance. As we move into 2024, it will be fascinating to see how these desires manifest in the real world.

I encourage you to keep this conversation going. Share your thoughts, connect on platforms like Medium or LinkedIn, and let’s continue exploring the future of work together.

Thank you for being a part of my blogging journey this year. Here’s to embracing innovation and growth in our workplaces in 2024 and beyond!

This post was first published on Medium.

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