Employee Scheduling: 3 Tips for Optimizing Results

Balancing availability of the right employees with the company’s various requirements is key to successful employee scheduling. However, the actual task is much easier said than done in practice. The more complex and multifaceted a work process is, the more difficult it becomes to optimize and streamline everything. The following three suggestions for optimizing the employee scheduling process are each created with these complexities in mind.

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Business Analytics and Smart Allocation

Use your business analytics and forecasting tools to assess past data and forecast the business’s future requirements within the scheduling period. Do so for each separate department, so that you can better understand and manually allocate the available time of your employees who wear multiple hats.

Note that modern employee scheduling apps will automate the process for optimized efficiency, but the scheduling manager should always be there to overview the automated schedules and make changes when necessary.

Use a Smart Employee Scheduling Application

The scheduling manager should review each schedule and make changes as necessary, but their need to do so must be minimal. Also, they should be able to make changes on the fly with ease and open lines of communication with the relevant employees through the application itself.

For example, if you are employee scheduling with Shiftbase, you can make changes to any schedules when and as needed, while the software itself will automatically send instant notifications to all relevant personnel in real time to let them know what has been changed and how that change will affect their work schedule.

At the same time, the scheduling software should have built-in features to detect and alert the manager against making any schedule changes that go against legal compliance factors. For example, a fleet manager can be warned against scheduling truck drivers with shifts that go against their mandatory gap hours.

Do Not Schedule Overtime without Communication

There are legal limitations to what a company can and cannot expect from their employees. It’s bad practice to stretch the boundaries of those limitations, even if you do not receive any immediate pushback from your employees. One of the most common practices is scheduling overtime for employees without any communication or consent.

Even if there is no pushback right away, such practices will generate discontent within the workforce and affecting their productivity. In most cases, the entire situation can be avoided by simply communicating with the concerned employees directly, before scheduling them with any overtime. If some of them are unable to take on the overtime due to unavailability, you can let employees swap shifts with each other.

If the work requires constant collaboration between the employees in each shift, then employee dynamics is another crucial factor to keep in mind. In the ideal work environment, everyone works with everyone else with seamless synchronization. Since that ideal work environment does not exist in the real world, pay close attention to employee dynamics. Make alterations to create the best combinations for boosting productivity in each shift.