Are Your Schedules Employee-Friendly?Most small business owners put in more than 50 hours of work each week. They also work at least six days a week. Those kind of hours can wear on a person.
But, as an owner or manager, you likely have some choice in your employee scheduling. Your hourly employees—probably not.
When putting together a weekly work schedule, it’s easy to look at your current, visible needs and ignore the employee. While it’s important to include those visible costs in your scheduling decisions, it’s also important to consider some of the hidden costs that may arise from leaving your employee’s needs out of the equation.
Ignoring hidden costs is bad for business
Focusing solely on visible needs and not those of the employee can lead to issues like:
• Employee fatigue
• Higher turnover
• Low morale
• Unplanned absences
Ignoring issues like these is almost always bad for your bottom-line.
Employee-friendly scheduling is good for everyone
If you want to optimize all aspects of your business, it’s important to stay nimble with your scheduling. Don’t let your perceptions and visible costs make all the decisions.
Make your employee’s needs a part of your scheduling decisions and you’ll see improvement on issues like morale and turnover.
Want to actively improve your bottom line?
Bring your employees into the scheduling process. While you don’t need to let them make all the decisions, you can allow them to be more involved in the shift planning process—like giving them predictable days off.
Consistent, employee-friendly scheduling is good for your customers too. Working with the same staff member on each visit is typically something customers will appreciate.
Will it cost me?
If you’re concerned about the potential costs of giving hourly employees a more predictable work schedule—not one that focuses solely on current, visible costs—you’re not alone.
Before making any changes, you may want to look at what some of the hidden costs of employee dissatisfaction are actually costing your organization. Lower employee turnover, for example, may create enough benefit to more than offset scheduling that is less optimal in visible costs.
Most business owners or managers are aware of the costs that employee dissatisfaction represents. But if you’re not addressing those costs through factors like scheduling, you’re not doing yourself any favors. Do the right thing for you and your employees by creating schedules that work for them and your bottom line.