How COLAB’s CEO Morgan Witham Champions Change with a Four-Day Work Week
Our CEO, Morgan Witham, was on HeyTaco’s Awesome Team Podcast, where listeners got an inside look at her leadership approach, COLAB’s cultural evolution, and the transformation their company underwent by implementing a four-day work week.
Morgan shared her unique path from investment banking to leading a creative agency in the podcast. Her past informed her approach to tackling burnout, redefining company values, and creating a more sustainable work environment.
Read on to discover highlights from her conversation with podcast hosts Doug and Oona, including how COLAB piloted a 32-hour work week and its lasting changes for their team.
A Look into Morgan Witham’s Background
Morgan didn’t take the traditional route to becoming a digital agency CEO. Starting her career in investment banking, she specialized in mergers and acquisitions. At first glance, this career path might seem like an unusual fit for leading COLAB, an agency focused on website strategy, design, and development for high-growth organizations.
But Morgan’s outsider perspective brought something remarkable to COLAB. Our agency’s founder, Eddie O’Leary, hired her to focus on scaling the business and retaining top talent. Morgan’s early days required learning the nuances of the tech and digital agency world, including brushing up on coding with a beginner’s manual.
Her transition into tech leadership wasn’t without its challenges. From learning entirely new communication styles to adapting her fast-paced investment banking work ethic to a creative industry, she embraced the growing pains.
These lessons, paired with Morgan’s data-informed problem-solving and commitment to building a team-first culture, allowed COLAB to take bold steps forward.
Addressing Cultural Evolution and Burnout
When Morgan joined COLAB, the company was facing challenges many agencies are all-too-familiar with: high-pressure deadlines, burnout among employees, and fierce competition for talented professionals.
Coming from an industry where 90- to 100-hour work weeks were the norm, Morgan initially struggled to understand burnout from the agency team’s perspective. But she quickly realized burnout wasn’t just about hours worked. It stemmed from a lack of connection, high-pressure client service expectations, and the absence of a supportive work structure.
Morgan approached these challenges with a long-term focus, prioritizing trust-building within the team. She also emphasized inclusivity, fostering belonging, and redefining leadership expectations to better support all employees.
The Game Plan for the Four-Day Work Week
One of COLAB’s boldest steps came with piloting a four-day work week. The concept was unconventional within the client services industry, where meeting deadlines and client needs often feel like they demand 24/7 availability.
Morgan first encountered the idea while listening to a report on NPR, which highlighted an international study of four-day week models. The findings were surprising to her. Productivity rose despite a 20% reduction in time worked.
Initially skeptical, Morgan brought the idea to her leadership team and encouraged them to poke holes in it. The biggest challenges they anticipated included managing client expectations, meeting financial goals, and rethinking internal processes. But Morgan reframed those challenges, realizing that if this model didn’t work, there would still be room to create a more tailored version for their team.
How the Four-Day Week Functions at COLAB
The model COLAB adopted is laser-focused on workflow and results, implementing a 32-hour work week over four days. Fridays were designated the non-working day to preserve consistency across scheduling. Instead of cramming five days into four, the team streamlined processes to maintain efficiency:
- Cutting Meeting Bloat: Every meeting was evaluated for necessity. This allowed the team to free up time for deep work and eliminate redundant conversations.
- Rethinking Deadlines: Internal deadlines, resourcing strategies, and project workflows were restructured to align with the shorter work week.
- Client Communication: Clients were informed about the pilot, reassured of continued service quality, and given direct channels for urgent needs. To Morgan’s surprise, clients were overwhelmingly supportive.
Early Results and Iteration
After its initial three-month pilot, COLAB extended the program based on the findings. Employee satisfaction improved noticeably, but there were mixed financial outcomes. However, with refinement, the program’s value became clear. Not only did the team meet client expectations, but the initiative also delivered profound quality-of-life improvements for employees.
The Recruitment and Retention Advantage
COLAB’s four-day work week quickly became an appealing recruitment tool. Nearly all new hires cited it as a major factor in joining the company. While it turned heads during hiring, it wasn’t a standalone solution for retention. Morgan emphasizes that a four-day week isn’t a substitute for addressing underlying cultural issues. However, paired with a strong, inclusive culture, it became a powerful component of COLAB’s talent strategy.
Advice for Organizations Exploring a Four-Day Model
During the podcast, Morgan shared advice for agencies and organizations considering shorter weeks. Here are her key takeaways.
- Time Management Matters: Success requires strict prioritization and intentional task scheduling. Outline all existing workflows, cut unnecessary activities, and redistribute time strategically.
- Communication is Key: Ensure open, clear dialogue with internal and external stakeholders. Set expectations early and maintain transparency.
- Expect Iteration: Don’t expect perfection overnight. Treat the process as iterative, learning from challenges and experimenting with solutions.
Gratitude at the Heart of It All
Morgan also highlighted one of COLAB’s most cherished traditions during the podcast’s “Taco Time” segment. Using HeyTaco, the team celebrates wins, kindness, and collaboration with digital taco tokens daily. These small acts of gratitude, Morgan explains, are instrumental in fostering a positive, supportive workplace culture.
Why Building Great Teams Requires Bold Change
Morgan Witham’s leadership approach is a testament to the value of taking bold, thoughtful steps to tackle workplace challenges. Whether piloting a four-day work week, fostering inclusivity, or creating opportunities for gratitude, the work isn’t just about operational efficiency. It’s about building a healthier, happier, and more connected team.
If you’re an HR leader or agency executive looking for inspiration, Morgan’s story offers proof that daring approaches to workplace culture can deliver big results. Start considering changes your team would value most. Who knows? A simple shift might just transform your workplace.
If you want to learn more, send a message to Morgan on LinkedIn or contact us!