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The reality of modern working life is complex. For many, the traditional 9-5 work model is as outdated as the office time clock. WorkForce Software’s recent webinar, hosted by Sandra Moran and Dr Steven Hunt, offered a deep dive into how modern self-scheduling technology redefines work-life balance.
Work schedules might seem like a minute detail in the grand scheme of business operations, but they profoundly influence employee experience (EX). When an organization controls a person’s time, it essentially wields control over their lives. Modern scheduling technology puts the power back in the hands of the employees, leading to a more empowered and engaged workforce.
The Changing Workforce Landscape
Workforce demographics are shifting. People live longer and have fewer children, and the economic size is growing, adding more jobs. This shift has led to significant labor shortages, not due to a lack of willing people but because traditional work models no longer fit into people’s lives.
A massive influencer in this shift is the current imbalance between work and personal life. Overwhelmed by family commitments, multiple job responsibilities, commuting issues and more, employees find it increasingly challenging to stick to rigid work schedules. As a result, organizations that offer flexibility and control over work schedules are more likely to retain their talent.
While this flexibility was widely adopted via remote and flexible work options offered to corporate and desked employees, the same options for flexible schedules are not provided for frontline and deskless workers – yet. In the war for talent, this will become a necessity and for those who are able to accommodate it, an advantage for companies who are unable to support it.
Bridging the Experience Gap
The ‘Workforce Experience Gap’ is the disconnect between employers’ and employees’ perceptions of work needs. According to the 2021 report, there was a significant difference between the views of managers and deskless shift workers on scheduling and flexibility.
Organizations have started to recognize this discrepancy. In 2022, the gap narrowed as employers became more aware of their scheduling inefficiencies. However, recognizing the problem and implementing changes are two different things. The correct technology is needed to bridge this gap effectively.
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