Remote work is not an option – how can we compete?

There are many industries and organizations that must have people onsite to get their work done. To compete for talent when remote work isn’t an option, these organizations should look at what they can do to give people more flexibility in their work.

Here are a few suggestions:

  1. Overall Flexibility: Give managers and front-line leaders the ability to change shifts to retain employees and make it work. Rigid “the way we have always done it” scheduling is a cause of resignations.  Employees want people to understand their demands and to help them work when they can. Allow leaders the freedom to make schedules that work for the individuals on that staff, in that location, at that time.

  2. Different Shift Options:  Are there ways to change the hours or split the shifts differently to give employees (and candidates) more options? Perhaps, splitting shifts from 12 hours to 8 or 6 or custom shifts that bridge busy times like lunch or evenings. 

  3. Easy shift sign up/ decline/ trade: Allowing the flexibility to easily trade shifts or look for others that better fit their lives is another way to show employees that you understand the demands on their time.– You might be surprised at how they want to be there when the business needs them too.

While there are some robust tools out there to allow for shift changes (WorkJam is one), keep in mind a tool only works when the leaders are given the ability to make decisions on scheduling that work best for those on their staff.

Previous
Previous

Benefits can foster inclusion and belonging

Next
Next

Not so fast! It’s not time to declare the candidate market over