Harrity Implements Four-Day Work Week

Harrity & Harrity, the Go-To Firm for the Patent 300 ™, has implemented a four-day work week for support staff.  This summer, each support team has selected one month to test out the shortened work week, splitting up who takes which day off in rotation.

The firm already offers schedule flexibility, remote options, and a 7.5-hour workday.  The ultimate goal of the four-day work week is to maintain this, allowing staff to work just 30 hours per week without taking any cuts in pay.

“Obviously, we have deadlines, and timeliness is an extremely important part of the services we provide our clients,” says John Harrity, Managing Partner.  “Support staff will work a longer day if they have to in order to ensure all work is completed on time, but the intention of the four-day work week is not to work four 10-hour days.  The goal is to continue with our normal 7.5-hour day, with a 30-hour work week.”

The idea came about in 2019, with the goal of attaining true life/work balance- a significant component of Harrity’s firm culture.  Although many things still need to be achieved before the firm can implement this full-time, shortened summer weeks are a step in the right direction.

“The future of the firm,” says John, “will be permanent four-day work weeks.”

And, it seems to be going well so far.

“I’ve done a four-day work week before and I love doing it; I think our team really likes it too. Who doesn’t want to cut their work week down to four days?” says Sara Stesney, Manager of the New Applications Support Team.

Another advantage, she adds, is the fact that the benefit is shared by the whole team.

“The individuals on my team are incredibly hardworking and responsible.  Despite the firm’s ample PTO policy, they are hesitant to take any paid time off, because they know their absence will increase the workload of their other team members and they just don’t want to create more work for anyone else. With the four-day work week, everyone contributes to the extra workload, and everyone enjoys the extra time off.   I’ve already seen the benefits of the shortened week reflected in the mindsets of my team members.  They come back from their day off truly refreshed and ready to tackle their work, without the feeling of guilt for putting a burden on their colleagues.”

For more information on Harrity’s life/work balance and other factors that contribute to their high employee satisfaction and great team culture, and to apply to current openings, please visit harrityllp.com/careers.

Sara Stesney Offers Management Advice in “Leadership Freak” Blog


As published in the “Leadership Freak” blog by Dan Rockwell (April 16, 2020)

Dear Dan,

I have an employee who rushes through her work. I’ve tried to get her to slow down, but she is always worried about getting in trouble for not getting work done. She has never gotten into trouble for not getting work done while working for me.

When she rushes, she makes mistakes on things that she has done correctly, in the past, for years. How do you help this sort of employee? I know she has anxiety and in reading this I am now wondering if there is a correlation. Any advice?

Seeking Advice

Dear Seeking,

Sometimes we cause our own frustrations.

Self-inflicted frustration:

Don’t blame your employee for a situation you’ve been tolerating. We cause our own frustration when we:

  1. Respond the same way to repeated mistakes.
  2. Hope patience will resolve issues without intervention.
  3. Delegate tasks to people who consistently drop the ball.

An employee’s repeated mistakes reflect on the person who manages them.


What if it’s boredom? If she’s done things correctly for years, maybe she needs new responsibilities.

  1. How might you redesign her job?
  2. Who might be able to assume some of her current responsibilities so she can focus on something new?
  3. How satisfied is she with her current job on a scale of 1:10? If she is dissatisfied, but is reluctant to speak up, how might you begin crafting a new future for/with her?

Suggestions from Sara:

I reached out to Sara Stesney for her suggestions. I’ve worked with Sara and know that she manages in an area that requires precision.

Sara shared an illustration that might help your employee grasp the importance of quality.

Sara said, “If you went to McDonalds and ordered food, would you rather have the food come out REALLY FAST and be completely wrong or would you rather the food come out in a reasonable amount of time and be perfect?”

Sara added two more suggestions.

  1. Ask your employee to compete her work, set it aside, and review it for mistakes later.
  2. Help your employee learn by finding and correcting her own mistakes. Don’t point out mistakes. Say, “This work has mistakes. I need to know you can find your own mistakes. Please find and correct them.”

You have my best,


Read more advice from Dan Rockwell on his blog, Leadership Freak.