Employee Participation Improve Employee Motivation in an efficient and modern Way
Working time deployment affects the social life and satisfaction of employees. Modern forms of employee participation increase staff motivation - without negative consequences for costs and service level.
The influence of staff scheduling on employee motivation is receiving a lot of attention, in particular from those companies whose employees contribute a great deal of commitment and flexibility.
Workforce management studies confirm that more and more companies intend to take their employees' wishes into account when creating their schedule. Where this has already happened, everyone benefits: employees whose personal needs are met are more motivated and more productive.
Shift work, especially night work, is a burden, not only to health, but also on social life. Time for family, friends and private activities is determined by fluctuating working times. The extent of the strain depends on notification times and the stability of the schedule - but also on personal preferences of the employee.
The responsibility of workforce management, to reduce the negative health effects of variable working times, is recognized and anchored in law. In contrast, social needs are generally not yet considered in schedule design. Many organizations still cling to the idea that schedules are fair if they are the same for everyone.
But, social factors have changed and require a greater differentiation of individual factors:
- The value of family and leisure time has increased.
- Fathers are more involved in childcare.
- The number of employees who provide care for family members has increased.
- More employees have a second job.
The planning of working time deployment has also changed:
- More flexibility is demanded of employees, who in turn demand more flexibility in scheduling.
- Specialized staff scheduling software allows employee needs to be explicitly taken into account.
There are many ways to involve employees in schedule creation. Which one suits a company best depends on individual factors.
Often, employees can provide information before creating and publishing the schedule (tactical planning phase), such as:
- Preferred time slots on certain (week)days
- Undesired or unavailable time slots on certain (week)days
- Preferred days off
- Preferred or undesired shifts, e.g. shifts of a certain length
- Preferred or undesired days on block lengths
- Preferred or undesired days off block lengths
Also, after publishing the schedule (operational planning phase), employees can contribute to schedule modifications, for example in the form of:
- Shift swaps between employees
- Requests for schedule changes
- Voluntarily filling unstaffed shifts
With WorkforcePlus, preferences and limited availability of one or several employees can be stored in a precise and detailed way - adapted to the operational requirements. Thus, conditions can be set for single days, certain days of the week or other periods of time. Wishes that have not been taken into account are clearly displayed and transparent at all times.
Thus, the pressure on the planner is relieved and ensures that the information is represented in a complete, correct and transparent way. WorkforcePlus can also consider employee preferences and limited availability during the schedule optimization. The parameterization of target criteria ensures that the planner always finds the optimal operational relationship between employees’ needs and other planning objectives.
Thus, fair personalization leads to increased employee motivation - without negative impacts on costs or service level.
Because individual employee preferences are known and incorporated into the optimization, there are less employee change requests when the schedule is published. The schedule is thereby more stable and more reliable.
This benefits everyone: for the planner, it reduces the time spent making subsequent schedule adjustments based on employee wishes. For the employees, it increases their ability to make leisure time commitments and consequently, their satisfaction. Thus, the impact of shift work on social life is reduced in an efficient and modern way.
REPRESENT INDIVIDUAL EMPLOYEE PREFERENCES
INCLUDE SOCIAL NEEDS IN THE OPTIMIZATION
STABILIZE STAFF SCHEDULING
INCREASE PLANNING RELIABILITY
REDUCE PLANNING EFFORTS
INCREASE EMPLOYEE MOTIVATION AND PRODUCTIVITY
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