Scheduling is a difficult endeavour, especially for managers who must assign staff to fill a variety of shifts. Companies are faced with a task that is getting harder and harder to complete when the present talent environment is added to its complexity. Making a timetable that works for everyone is a skill that is more crucial than ever. More incentives could result in more effective recruitment and retention efforts as businesses compete for workers in the market. The Society for Human Resource Management (SHRM) estimates that replacing an employee will cost a company 6 to 9 months of their income.
Flexibility in the workplace is becoming a top need for employees, even if effective scheduling may appear more like an operational consideration than a benefit to workers. In fact, 71% of workers said they would want more flexibility in their work schedules, according to the "People at Work 2022: A Global Workforce View" survey by ADP Research Institute. They can choose the hours that are most convenient for them or have flexibility regarding when they work. Furthermore, the same study discovered that the youngest (19–24 year olds) and the oldest (55+) workers place the greatest value on flexibility regarding hours.
One of the perks that will make your company stand out to potential hires is your ability to provide your personnel flexible scheduling. So, as leaders consider how to make themselves more desirable to current and potential employees, here are some suggestions on flexible scheduling.
A Greater Need for Flexibility
The influence employees have on company culture is one way in which workers are shaping the nature of work in 2022. Being adaptable is a highly effective technique to involve employees in the process and incorporate their values into the workplace in firms with changing scheduling needs.
Employees now more than ever need to work shifts that meet their personal schedules. According to the "People at Work 2022" research by the ADP Research Institute, this flexibility is highly desired by all employees. Approximately 74% of parents and 68% of non-parents say they would like to be able to organise their working hours with more flexibility.
This may be a reflection of the fact that, for a variety of reasons, home lives are less predictable now than they were at the beginning of the pandemic. Giving workers a voice in the creation of their own schedules benefits both the employees and the businesses. It can reduce call-outs and resignations brought on by insufficiently accommodating scheduling. Employers should aim to develop and make use of flexible scheduling as a tool for employee engagement and retention.
The Effect of Technology on Workplace Flexibility
Utilizing technology to implement flexible scheduling and including employees in the scheduling process saves time, which is something many companies are discovering. While doing this activity may have been challenging in the past, leveraging current online and mobile capabilities can provide this flexibility. Choosing the correct individual for the work is considerably simpler with today's scheduling solutions, which might lessen scheduling disputes in the future. Online and mobile tools can also speed up and simplify the collaboration between employees and management that is required. It is possible to fulfil the changing demands of employees by offering options like shift swaps or modifications if timely and open communication is maintained. These tools can be incredibly helpful for firms wanting to navigate the competitive employment market and keep their present personnel.
Revision of schedules will take less time administratively if it is known in advance when personnel will be available and unavailable. Employees' long-term preferences can also be requested by managers. Some people might favour later shifts on particular days because of repeated circumstances at home, for example. Employees might be able to specify which days they would prefer to work remotely versus in the office if hybrid work is an option. For current employees looking for flexibility, tracking those preferences and matching them to the timetable requirements is a huge benefit. It may also provide you an advantage when hiring new employees.
Providing the option for workers to switch shifts and request coverage with one another is another aspect of flexible scheduling. There may be unforeseen circumstances that no schedule could anticipate. When the inevitable occurs, setting up a clear, automatic process for switching coverage will be beneficial. It benefits both parties equally. Managers can save time by searching for personnel who are available on short notice while employees can collaborate with one another using tools available via mobile.
This procedure can be extended to the development of systems that enable workers to cancel shifts, claim open shifts, and take overtime shifts. Inform employees about the resources they can use to cancel shifts, and encourage them to express their needs as soon as possible so that others can step in to fill them. You'll discover a varied range of demands and wants among a diverse workforce. Being adaptable to both short-term and long-term changes in each employee's preferred schedule is therefore essential at this time, when many are looking for companies who place a high value on flexibility.
It simply makes sense to offer a simple means to fill those shifts when people can cancel their shifts. Offering a means for employees to claim open shifts as well as a route for internal announcement of open shifts could be crucial. Teams frequently have workers who are wanting to pick up shifts to increase their pay. Additionally, managers can keep track of which employees are more likely to take on extra shifts and modify schedules accordingly. Employee behaviour patterns might even develop over time and be taken into account when making scheduling decisions, creating an almost seamless process.
Nobody claimed that scheduling is simple. But implementing top-tier technology is a terrific way to create flexible, automated procedures. Increased employee engagement and retention, along with a benefit package that can give recruiters an advantage, will have a good impact on the entire firm.