The latest trends in the time scheduling of employees are changing the way businesses operate. Companies embrace these trends to stay competitive, from remote work flexibility to the compressed workweek, cloud-based tools, smartphone apps, and employee scheduling software. Read on to learn how to implement these trends.
What is the best employee scheduling?
Remote work flexibility
According to a recent survey by PwC, 72% of financial services executives would like to work from home at least once a week. Additionally, a global study by Global Workplace Analytics found that 37% of employees would take a pay cut to continue working at home. As a result, remote work is likely to continue growing in the next decade.
After the pandemics, some businesses have reopened their offices, but they still rely on remote work. 23% of employees are willing to have their salaries lowered by 10% in exchange for remote work. These benefits will help businesses deal with lower office space needs. Moreover, companies will have more freedom to reduce office space and technical requirements. As economies recover, remote work will become a permanent fixture in the business landscape.
Compressed workweek
Incorporating a compressed workweek can improve employees’ job satisfaction, allowing them more time for leisure activities and family time. This model can help employees maintain a healthy work-life balance, crucial to feeling motivated and engaged at work. However, not all types of jobs are suited for a compressed workweek. Knowledge workers, for example, have a finite number of productive hours. Increasing the workday to ten hours may not increase productivity, and a long workday can be physically taxing, leading to lower employee satisfaction and a greater likelihood of burnout.
Some employees may find it challenging to maintain the compressed workweek and seek alternative childcare. Employers should communicate with their employees about the new schedule and monitor their effectiveness. Providing regular communication and support will help employees feel essential to the company. Ultimately, this schedule should work for the entire team.
Cloud-based tools
Most employee scheduling systems are offered as SaaS, which means they’re accessed via the cloud and can be purchased on a subscription basis. These programs reduce admin costs and simplify labor law compliance while increasing manager control over scheduling and engagement. Many vendors offer free software trials lasting between 14 and 30 days. The free trials give prospective buyers the chance to test the software before purchasing it. Monthly and yearly subscription plans are standard billing options, and they give buyers more flexibility.
It allows employees to manage their schedules, enabling managers to track project costs and employee performance and create invoices with a few clicks. Employees can also log on and view their time-offs online. In addition, employees can use this tool to track their PTO balance, identify vacation time, and see when they’re free to work. Employees can also notify team members of the mobile version of late arrivals and early departures.
Smartphone apps
Through apps, companies recognize the growing need for centralized employee time management and schedules. For example, a company that provides a schedule-based employee communication app was one of the top-selling apps in the Apple App Store at the beginning of September. Its popularity jumped above a pandemic simulation game and a photo-touchup app. Using apps to manage employee time has many benefits, but it also comes with certain security risks. Employers need to ensure that their employees’ devices do not compromise their security. Apps that integrate with company data and security policies are crucial to ensuring a positive employee experience. The latest trends in mobile apps are centered on safety, which is a big concern for organizations. Employees must be aware of the security implications of using third-party apps on company-owned devices.
Just-in-time scheduling
In theory, just-in-time scheduling aims to match the labor supply with consumer demand by offering flexible schedules that can be adjusted at any time. However, because workers don’t know what their shifts will be until the last minute, their schedules are often uncertain. As a result, employers may put them on a call with no work guarantee or send them home without pay if demand slows. They may also lose predictability and worker morale.
Despite its advantages, just-in-time scheduling may not be the best solution for all workplaces. It can lead to economic insecurity, a lack of quality time with children, and high parental stress. Yet, this trend is also likely to increase employee satisfaction and retention. As a result, COVID-19 may have given rise to new trends in time scheduling, and they may well stay for the next decade.
