Employee Scheduling for Small Businesses: 7 Best Practices For Hourly Workers
In today’s post we focus on best practices for employee scheduling for hourly workers.
Employee scheduling can be the bane of your existence. Or it can be a strategic business management tool. If scheduling is causing problems, maybe you need to try some new techniques. You can improve your employee scheduling skills.
How do you become a better scheduler?
Follow these 7 best practices for hourly employee scheduling.
1. Post Schedule Earlier
Make schedules available two weeks or more in advance. This helps everyone. Your employees can arrange childcare, transportation, and schedule personal activities. You will have less absenteeism and tardiness.
It shows your team that you care about their lives outside of work. You might need to do some adjusting after it’s created. But you can have most shifts in place. If you have some employees with a set schedule, it makes it easier.
Predictive scheduling and fair workweek regulations are popping up everywhere. Your city or state may pass one soon. (If they haven’t already.) If you have compliant employee scheduling policies in place before they are mandated, you’ll save a lot of trouble. Besides, it makes good business sense to create a supportive work environment. It builds loyalty and good will.
2. Cross-Train for Schedule Flexibility
Cross-training is an important labor management tool. It increases productivity. It allows you to operate with a smaller, more nimble staff. It also affects employee scheduling. Make it part of the job description. Build cross-training into your onboarding. New hires will understand that they will learn more than one job role.
It’s common in restaurants where servers can bus tables and seat guests. In retail, train employees for each department. Hotels have a diverse staff. There are multiple opportunities for job role overlap.
Entry-level workers will be eager to expand their skills so they can cover more shifts. Your team will be better able to adapt to fluctuating customer levels. You can do more with a smaller workforce. If some job roles are less-pleasant, switching things up can improve morale.
3. Empower Your Team With Self-Service Shift Trading
Many employers have loosened shift trade policies. It’s a valuable employee perk. If you hire capable workers, they can trade shifts responsibly. It takes a load off managers. If an employee has an unexpected obligation, make them responsible for finding a replacement. Employees value schedule flexibility as much as competitive pay. Workers are more punctual and less likely to miss a shift if they have some control over when they work.
4. Confirm Availability When Hiring
When interviewing candidates, find out what shifts they can work. Plus how many weekly hours they want. This sounds like a no-brainer. But many employers overlook this. Then they are frustrated when everyone wants the same schedule. When evaluating competing candidates with similar qualifications, schedule preferences can tip the scale.
5. Clarify Rules for Schedulers
If you are not the only one who makes schedules, clarify rules for managers who perform this task. Don’t assume the others have the same institutional knowledge. Document schedule rules and other processes you’ve refined over time. There are universal best practices and business-specific best practices. Use both.
6. Reward Punctuality and Attendance
If you employ teenagers, you might have a problem with tardiness and missed shifts. Scratch that. If you employ teenagers, I guarantee you will have a problem with tardiness and missed shifts. It’s more cost-effective to correct problems than fire and hire. Creating an award system can help. It doesn’t have to be expensive. You can reward punctuality with first dibs on shifts. Or inexpensive swag.
7. Track Scheduling Data
Busy owners don’t always notice incremental changes in scheduling needs. But gradual change eventually makes an impact. Review historical data to detect trends. Maybe you need to lengthen some shifts and shorten others. If you operate with a small staff, overlapping shifts for an hour or two can ensure high levels of service—without adding another employee or shift.
Analytics also give you insight into your business hours. Pay attention to customer levels right when you open and just before closing. You may benefit by extending your hours.
Scheduling analytics can help you plan for seasonal changes as well. They can help you know when you need to hire. Even small businesses can use big data.
Use TimeWorksExpress for Employee Scheduling Best Practices
Good employee scheduling increases productivity. It creates a pleasant work environment. It’s necessary for quality customer service. And it improves employee retention.
Employee scheduling doesn’t need to be time consuming. TimeWorksExpress makes it quick and easy. You can try our new turnkey employee scheduler for free. In addition to employee scheduling, TimeWorksExpress has timekeeping, meals/breaks tracking, time off requests, and PTO tracking.
HRMS Aren’t One-Size-Fits-All Looking for the best HRMS for small business? A small business isn’t a mini-me of an enterprise company. Indeed, operating a small business is vastly different. Employees fill multiple roles. Margins are generally a lot smaller. Keeping consistent cash flow is an ever-present challenge. In fact, millions of small business owners are…Read More
How is Employee Engagement at Your Company? If you suspect you have an employee engagement problem at your company, you probably do. According to Gallup, 85% of employees aren’t engaged at work and 18% of these are actively disengaged. This leads to at least three important questions: 1. How many disengaged employees are on your…Read More