{"id":6731,"date":"2026-05-20T07:47:19","date_gmt":"2026-05-20T07:47:19","guid":{"rendered":"https:\/\/stock999.top\/?p=6731"},"modified":"2026-05-20T07:47:19","modified_gmt":"2026-05-20T07:47:19","slug":"thredups-ceo-has-a-warning-for-five-day-companies-youre-going-to-lose-the-talent-war","status":"publish","type":"post","link":"https:\/\/stock999.top\/?p=6731","title":{"rendered":"ThredUp’s CEO has a warning for five-day companies: You’re going to lose the talent war"},"content":{"rendered":"

<\/p>\n

Finding the perfect pair of jeans requires patience and a willingness to try things that don\u2019t always fit. ThredUp has built an entire business around that idea, giving people a second shot at finding what works, and a guilt-free way to let go of what doesn\u2019t.<\/p>\n

And like a good pair of jeans, the same logic applies to making sure your employees are a good fit and are handled with care. That\u2019s what James Reinhart thought when running the beloved secondhand resale company. When he saw what happened after he gave his employees a four-day work week\u2014satisfaction, retention, and creativity all skyrocketed\u2014he didn\u2019t overthink it. A good fit makes the jeans worth hanging onto.<\/p>\n

\u201cIt was a top-level decision,\u201d the ThredUp co-founder and CEO said while making the case at Fortune\u2019s Workplace Innovation Summit in Atlanta on Tuesday, speaking on a panel titled \u201cBurnout Is Breaking Work\u201d moderated by Fortune\u2019s Indrani Sen. \u201cWe\u2019re not going back.\u201d And that\u2019s why, Reinhart argues, his company will have a leading edge in attracting top talent while other companies still require a five-day workweek.<\/p>\n

Reinhart introduced the four-day workweek during the pandemic after noticing that when employees had full control over their schedules, productivity exploded and, he said, typical retention metrics went \u201cthrough the roof.\u201d So, when companies answered calls to return to the office as the pandemic eased, Reinhart decided the four-day workweek would become a permanent fixture for the company.<\/p>\n

Malissa Clark, a professor of psychology at the University of Georgia and author of \u201cNever Not Working,\u201d has data to back up Reinhart\u2019s observations. She pointed to research conducted through the four-day workweek global movement\u2014which was run in psychometrically rigorous trials across multiple companies\u2014found all of a company\u2019s fears about a four-day workweek may very well be unfounded.<\/p>\n

\u201cAll of the well-being metrics were going up, burnout was going down, turnover was going down,\u201d Clark said. \u201cBut companies always care about the bottom line, and this is the most exciting part: revenue went up in the majority of these companies, and it\u2019s sustained over time.\u201d<\/p>\n

Most surprising, Clark said, was that 96% of employees in those trials said they wanted to continue with the four-day work week, and a whopping 15% said they would not return to a five-day schedule for any amount of money. \u201cThat I thought was shocking,\u201d Clark told the crowd.<\/p>\n

AI is bringing talent wars<\/p>\n

Reinhart\u2019s argument for the policy has evolved beyond ThredUp\u2019s own numbers. In a world where AI is rapidly reshaping how work gets done, Reinhart believes the four-day week is the competitive edge in reaching exceptional talent, and companies still operating on a five-day model are at risk of falling behind.<\/p>\n

\u201cThose exceptional employees are going to want to work at ThredUp four days a week,\u201d he said. \u201cAnd you\u2019re going to be competing against companies like mine for these exceptional people. And you\u2019re going to lose.\u201d<\/p>\n

Part of that lure is how the employees themselves feel upon returning to the four-day workweek. \u201cRested employees and genuinely happy employees are way more creative,\u201d Reinhart said. \u201cWhen people come back on Monday morning, they\u2019ve gone on hikes, they\u2019ve spent time with their kids and families. They\u2019re ready to be the best version of themselves.\u201d<\/p>\n

\u201cThey\u2019re not going to spend the first four hours of Monday getting back in the groove and reminding themselves why they still want to work here.\u201d<\/p>\n

Clark agreed with Reinhart\u2019s observations, but warned that the four-day workweek wasn\u2019t so much as cramming a 40-hour week into four days as a genuine reduction to 32 hours, one that respected an employee\u2019s life outside of work. \u201cThe bottom line with the four-day work week is shaving those eight hours off,\u201d Clark said, agreeing with Reinhart\u2019s point that happy employees are the more creative ones. \u201cThe best ideas sometimes come to me when I\u2019m on my walk or in the shower,\u201d she said. \u201cNot when I\u2019m working on something for six hours in a row.\u201d<\/p>\n

With that much-needed work-life balance and rest, Clark said, and with Reinhart\u2019s predictions of AI reinventing the future of the workplace, Clark advocated for at least one net positive to come from AI\u2019s prognostications.<\/p>\n

\u201cWith every technological revolution, there are these predictions,\u201d Clark said. \u201cCan we please, for the love of God, implement those predictions, and at least shave off a day?\u201d<\/p>\n

#ThredUps #CEO #warning #fiveday #companies #Youre #lose #talent #war<\/p>\n","protected":false},"excerpt":{"rendered":"

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