The Covid-19 pandemic has permanently transformed the workplace format. Organizations are reshuffling their setup to maintain distance between people. In this article at Harvard Business Review, Mark C. Bolino and his co-authors suggest innovative ways to develop improved strategies for remote locations.
Fight the Fog
The global outbreak calls for swift adaptation. Organizations must adjust their strategic goals to overcome the crisis. Rethinking employee schedules, enabling work-life balance, reducing social interaction, and addressing uncertainties are the new KRA for leaders. The conventional 9-to-5 work schedule would no longer suffice.
Enterprises redefining their workspaces must be mindful of the pros and cons of the new approach. Here are what the employers must reconsider as they redesign a new work schedule:
Impact of New Schedule
Adoption of odd shifts leads to a rise in employee absence that consequently affects their annual turnover and performance. It also affects employee attitude and well-being.
Nonetheless, in a flexible work schedule where staff invest more hours in a day, but fewer days in the week, produce better results. An irregular work schedule leads to various health issues. It affects an employee’s ability to perform. So, plan to maintain staff engagement while observing the social norms of the pandemic.
Align with the Revised Schedule
As you consider the post-pandemic strategy, your research must involve analysis of the modified schedules. Working professionals prefer defined work hours to graveyard shifts. Odd working hours disrupt their health and personal life. Thus, shortlist employees who are happy to work in the non-conventional schedules. Make it a significant point of discussion while recruiting new staff and assess the existing ones with a survey.
Implications of the New Schedule
It is possible to develop a distinctive schedule that addresses each staff’s requirements. According to the Theories of Organizational Justice, an impartial plan is critical, but not equal. A large portion of the workforce have been working from distributed locations at their own convenient time, though.
Some enterprises are planning to give more control to their employees to decide their routine and work hours. It would help employees determine what, when, why, and how of their work schedule. The idea might be challenging for the managers. It is an opportunity to upskill staff and encourage them to innovate.
To overcome the economic crisis, organizations need around-the-clock working staff to address consumer demand. Erratic schedules, volatile working hours, unexpected time limits, and inadequate inputs are the new normal.
Unstable agendas may become stressful, especially for the employees who are earning less money and getting limited benefits. The managers must be mindful and balance between the short-term requirements and the long-term benefits. Click on the following link to read the original article: https://hbr.org/2020/07/rethinking-work-schedules-consider-these-4-questions