AI Resistance? The 4-Day Workweek Solution

Authors of a new book on workplace efficiency suggest that the key to unlocking AI adoption lies in sharing its rewards. Jared Lindzon and Joe O'Connor, coauthors of Do More in Four, argue that the standard model of technological advancement—where companies gain productivity and workers gain more tasks—is outdated.

Instead, they propose a four-day workweek as a direct benefit of AI implementation. By allowing workers to maintain five days of pay for four days of work, businesses can demonstrate that AI is a tool for employee betterment, not just corporate profit.

It completely changes the conversation from a 'You have to do this' to 'We get to do this together.'

Lindzon notes that when workers see a direct personal benefit from innovation, they are far more likely to support it. This approach transforms AI from a threat into a tangible asset for the employee.

The stakes for solving this resistance are high. In 2025, the Boston Consulting Group reported that cultural resistance and emotional friction are the primary obstacles to AI adoption. This is not a minor issue; roughly one-third of companies are allocating at least $25 million to AI projects.

Some executives have reacted to this friction with force. In 2025, Coinbase CEO Brian Armstrong stated he had gone "rogue" by firing workers who refused to adopt AI after being instructed to do so. Similarly, the head of software firm IgniteTech reported that changing minds was harder than adding skills, a sentiment that preceded the company cutting nearly 80% of its staff for failing to embrace the technology quickly.

These aggressive tactics highlight a desperate need for a more collaborative strategy to integrate automation into daily workflows.

As AI takes over routine tasks, the nature of work is shifting. Joe O'Connor argues that simply moving faster or working longer hours will not yield the productivity gains leaders seek. Instead, the future of work relies on maximizing human potential in areas where machines cannot compete.

He predicts an increased demand for:

• Creativity and innovation
• Judgment and critical thinking
• Adaptability in complex situations

Cultivating these "fundamentally human" traits requires a workforce that is rested, motivated, and mentally sharp. O'Connor suggests that a shorter workweek promotes the well-being and recovery necessary for high-level cognitive performance.

It's going to be more about maximizing people's energy, maximizing people's motivation, maximizing people's well-being and recovery.

Despite the logic behind shorter weeks, widespread adoption faces hurdles. Many leaders still view AI's primary purpose as boosting the bottom line. Umesh Ramakrishnan of Kingsley Gate admits that many executives, including himself, would prefer to use AI gains to drive revenue rather than reduce hours.

Ramakrishnan notes that while it may sound "heartless," the reality of business is to generate profit from any available time. However, the counterargument remains compelling: asking employees to be 20% more effective for their own benefit is a more powerful motivator than asking them to do it solely for the company.

The conversation around shorter workweeks is gaining traction among high-profile figures. Microsoft co-founder Bill Gates has suggested AI could reduce the clock to two days, while Jamie Dimon of JPMorgan envisions 3.5-day weeks. Even Nvidia's Jensen Huang, known for grueling schedules, has admitted the tech could allow for more time away from the office.

While widespread adoption is still in its early stages, the trend is shifting. Although adoption rates dipped in 2025 compared to the post-pandemic boom of 2023, more employers are experimenting with shorter weeks than ever before. The question remains whether companies will choose to hoard AI's gains or share them with the workforce that makes the technology possible.