Perpetual Guardian Case Study

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An Overview on Perpetual Guardian Foundation

The perpetual foundation established in 2015 with a definite vision to help individuals across the globe contribute to the legacy fund and become a vital associate of a broader group that belongs to the donors and support for the cause you are concerned about. Perpetual guardian also works with the people to provide them with a giving program based on their passions and assets and also help them maintain their financial and self-goals.

A Case Study of Perpetual Guardian Four-Day Week

Perpetual Guardian Four-Day Week program is the founder’s and the management’s strong allegiance to efficiency, staff contentment, and a belief that making employees the best at home and work is good for the business. The Four-Day Week is a focused and reduced-hour structure that helped the employees understand their key objectives and their responsibilities to achieve the same. All the information was communicated regularly through different media. Because of the unusual nature of the model, it was pretty evident that there would be disbelief. For this reason, the perpetual guardian explained the critical aspects of the policies, which appeared misinterpreted by developing different proactive and reactive materials.

The Four-Day Week was the brainchild of Andrew Barnes, and he was meticulous in presenting his ideas and company appropriately.

The Campaign

Here we will study the four-phases of Four-Day Week. Phase One of the initiative was illustrated by intensive research right before the trial and determined that the model is unique in the world and perpetual guardian was the exclusive company to provide 100-80-100 style of work. In this, both the company and clients worked together to create all-inclusive media warranties such as interviews and content generation from media reporting and internal work.

Phase one also became able to minimize the staff stress level from 45 per cent to 38 per cent, the work-life balance escalated to 78 percent from 54 per cent, and the team management & empowerment heightened to 86 per cent from 68 per cent. The four days are really significant in maintaining the productivity level.

Phase Two employed all the work carried out beforehand to bring in global announcements of the outcomes such as fielding of media reporting, their responses and intensive engagement of the participants on a committed Four-Day Week site.

Phase three is the roll-out of the model as a permanent opt-in strategy or even more as a podcast. The Four-Day Week website is the centre of all the things related to the proper initiatives, media engagement and a white paper guide.

Phase Four is all about bringing innovation to work for the betterment of the global audience.

The Outcomes

Perpetual Guardian is a New Zealand based foundation that initiated the revolutionary campaign for global recognition. It became the talk of the New York Times, Daily Mail and CNBC from being an internal conversation. Additionally, it attracted more than 4.5 billion people from more than 60 countries and also appeared in TEDx. Soon it became a global movement, and most companies across the globe got harmonized with the model.

Perpetual guardian initiated such conversation and tried to add more depth in coming years by establishing a Global Flexible Working Foundation. Moreover, it also makes every effort to help employees, team members to make them happy and productive at the same time. The founder, Andrew Barnes, thinks the whole world can’t rely on the government to take necessary measures for positive changes; you need to come forward to be a reason for those changes.

In New Zealand, more than 18 companies have executed the Four-Day Week Model. Globally it is put into operation by more than 39 corporations in eight countries. Organizations from the sectors like banks, charities, government ministries and retailers have already asked for the white paper.

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