Why Your Company Should Consider Part-Time Work: Lessons from Jessica Drain’s TEDx Talk
Is your organization still structured around the traditional 40-hour workweek? If so, it may be time to rethink your employment model.
In her thought-provoking TEDxBillings talk, entrepreneur and single mother Jessica Drain challenges the outdated concept of full-time employment. She presents a compelling case for more flexible, part-time work structures—drawing from personal experience, research-backed data, and proven business outcomes.
This article explores the key insights from Drain’s talk, detailing the practical benefits of rethinking employment models and offering actionable steps for organizations looking to attract top talent, increase retention, and support employee well-being.
In short
The speaker challenges the traditional 40-hour full-time workweek, advocating for more flexible, part-time roles that align with modern lifestyles and employee needs. Drawing from personal experience as a single mom and business owner, she emphasizes the benefits of offering smaller, flexible jobs that retain talent, improve employee satisfaction, and maintain productivity. She highlights the societal shifts post-pandemic, the importance of autonomy, and the positive impact on business outcomes when adopting flexible work structures.
Key Points
- Traditional 40-hour workweeks are outdated; flexible part-time roles (8-32 hours/week) better meet modern employee needs.
- Personal story of burnout led to creating successful businesses with part-time employees earning full-time wages.
- Flexible jobs attract diverse workers, including caregivers, parents, and those seeking work-life balance.
- Studies show reduced hours increase employee satisfaction, reduce quitting rates, and maintain or improve productivity.
- Employers should trust employees with autonomy and adapt work models to retain talent and improve business outcomes.
Rethinking the 40-Hour Workweek
At the core of Jessica Drain’s talk is a call to reconsider the traditional full-time work model. She argues that the 40-hour workweek, a product of the industrial era, no longer aligns with the diverse needs of today’s workforce. Instead, companies should adopt flexible, lower-hour roles—typically between 8 to 32 hours per week—that promote both productivity and quality of life.
Drain refers to this necessary change as an “Employment Revolution,” where organizations move away from rigid structures and toward adaptive, humane models that reflect modern life.
The Problem with Traditional Work Structures
Drain begins by highlighting the mismatch between conventional employment frameworks and the realities of today’s labor market:
- Businesses face increasing difficulty in recruiting and retaining skilled employees.
- Workers are more intentional about choosing jobs that align with their personal values and lifestyle.
- The standard 9-to-5 model often excludes caregivers, single parents, retirees, and individuals with health limitations.
- Despite economic prosperity, countries like the United States experience poor health outcomes—many linked to chronic stress and inflexible work routines.
She argues that this outdated model leads to diminished well-being and contributes to a disengaged workforce.
A Personal Perspective: From Burnout to Business Innovation
Drain’s personal journey underscores the consequences of rigid employment. As a single mother during the pandemic, she accepted a 40-hour job seeking financial security. However, the long hours and inflexible schedule took a toll on her health and emotional well-being, ultimately forcing her to resign.
Instead, she pivoted to creating businesses that embraced part-time, flexible roles. This shift proved financially viable while allowing for greater balance and sustainability.
Her lived experience illustrates a powerful truth: fewer hours can still lead to professional success and economic stability when roles are designed intentionally.
The Business Case for Part-Time Roles with Full-Time Value
One of the most transformative insights from Drain’s talk is the idea that part-time roles, when paid fairly and structured thoughtfully, can yield full-time value for both employees and employers.
Benefits of this approach include:
- Access to a broader, more diverse talent pool
- Improved retention rates and employee engagement
- Better alignment with personal responsibilities and life stages
- Increased loyalty and satisfaction among team members
Drain’s own businesses, built around small part-time teams, have achieved significant financial success while offering flexible, human-centric work environments.
Market Demand and Supporting Data
Drain presents compelling statistics that support the demand for more flexible work models:
- Approximately one in five U.S. adults serves as a caregiver and may need reduced working hours.
- Between 25 to 30 percent of U.S. households are single-parent families.
- Over 44 million Americans live with disabilities.
- A growing number of retirees and mid-career professionals prefer part-time work for health, flexibility, or personal reasons.
These figures demonstrate that flexible employment is not a niche preference but a widespread need.
Case Study: High Demand for a 10-Hour Job
To further demonstrate the real-world appeal of reduced-hour jobs, Drain shares a case study from her own hiring experience. When she posted a marketing coordinator position for just 10 hours per week, she received hundreds of applications.
Notably, many applicants were highly qualified professionals, including former marketing executives. The candidate she hired was able to contribute significantly while balancing work with family responsibilities—proving that small jobs can still attract top-tier talent.
Introducing the “Smallest Viable Job”
Drain proposes a practical approach to job design: the “Smallest Viable Job.” Rather than building roles around a full-time schedule, companies should focus on identifying the core tasks and responsibilities essential to success.
By creating leaner, more focused positions, organizations can:
- Increase efficiency in hiring and training
- Reduce costs while maintaining performance
- Build agile teams capable of adapting to change
- Free up leadership time by delegating specific tasks to skilled part-time professionals
This model allows employers to better utilize available talent without demanding full-time commitments.
Autonomy and Flexibility Drive Better Outcomes
A recurring theme in Drain’s message is the importance of employee autonomy. Allowing team members to set their own schedules—rather than enforcing a rigid 9-to-5 structure—leads to higher engagement and well-being.
Research backs this claim:
- Hybrid and flexible work models have been shown to reduce employee turnover by up to 33 percent.
- Autonomy correlates strongly with job satisfaction, creative output, and mental health.
- Flexible schedules are particularly effective in supporting women, caregivers, and other underrepresented groups.
When employees are trusted to manage their time, they are more likely to deliver consistent, high-quality results.
Research-Backed Benefits of Reduced Working Hours
Drain references several studies supporting the transition to reduced-hour work models:
- A landmark study published in Nature found that flexible work policies improved employee satisfaction and reduced turnover, without harming performance or promotion rates.
- European countries that have adopted shorter workweeks consistently report higher productivity, better health outcomes, and stronger employee engagement.
- A 2022 review of seven global studies concluded that working 30–32 hours per week led to better sleep, lower stress, and improved overall well-being.
- Gallup surveys identify pay and work-life balance as the two most important factors in employee satisfaction—both of which are enhanced through flexible work arrangements.
Action Steps for Employers
Jessica Drain’s talk offers practical guidance for companies ready to reimagine their workforce strategies.
Consider the following actions:
- Reassess Full-Time Roles
Evaluate which positions can be split into smaller, focused jobs without sacrificing performance. - Offer Competitive Pay for Part-Time Work
Value output over hours worked, and price roles based on results. - Create a Culture of Autonomy and Flexibility
Trust employees to manage their own schedules and focus on goals rather than time spent at a desk. - Embrace Modular Job Design
Build roles around essential tasks rather than filling arbitrary time quotas. - Promote Work-Life Integration
Recognize that supporting employee well-being leads to better business outcomes.
Conclusion: A Smarter, Healthier Way to Work
Jessica Drain’s TEDx talk is a compelling invitation to transform how we think about work. By moving away from traditional employment models and embracing part-time, flexible, and human-centered roles, organizations can build stronger, more resilient teams.
This shift not only improves employee satisfaction and retention—it also makes good business sense.
The 40-hour workweek was designed for a different era. The future belongs to companies that evolve with the needs of their workforce.
Watch the full TEDx talk: Why Your Company Should Consider Part-Time Work by Jessica Drain – Available on TED.com or the TEDx Talks YouTube Channel.