The term “optimized” tends to get thrown around a lot, especially when talking about employee scheduling. But what does it really mean?
The basic dictionary definition–“to make as perfect, effective, or functional as possible”–is good, but a bit vague when it comes to workforce management. Perfection is an unrealistic goal since even the best planned schedules typically require some fine-tuning.
How do you make complex schedules even close to perfect when there are so many variables to consider? From taking skills and certifications into account to avoiding excess overtime and meeting fluctuating demand, planning best-fit schedules is no easy task.
Here are three important ways to optimize employee schedules:
1. Align labor to meet fluctuating business demand.
Overstaffed? Employees are standing around on your dime. Understaffed? You’re losing sales, customers, and production volume.
By aligning labor to business demand, employees are much less likely to feel overworked. Assign more employees in busy times; less employees in slower times. Sounds easy, right? But it’s not when you take company policies, legislation, overtime, skills, etc. into account. Some leading organizations balance workload even further by categorizing the level of difficulty of the task at hand–then balancing difficult tasks amongst the team.
2. Balance skills and experience to form highly effective teams.
Scheduling teams with a mix of skills and proficiency levels decreases stress, increases productivity, and minimizes labor cost waste. Who wants to be the only experienced employee working with a team of people who joined the company yesterday, at the busiest time of day? Not many. Conversely, it doesn’t normally make sense for all of your most experienced employees to work together, often at higher pay rates. Balancing experience levels can also balance labor expenses.
It’s not just about tracking skills to see who’s qualified to work a particular job. It’s about having a mix of employees with varying skills and experience that can collaborate by working together to achieve common goals.
3. Require the visibility to re-balance schedules when the unexpected arises.
Even the best planned schedules often require adjustments. Perhaps the flu has hit one department. Perhaps a customer order was canceled in another. Wouldn’t it be nice to have the visibility across the organization to move available and qualified employees between departments or job roles to manage over- and under-staffing? Providing staffing managers the tools to make this an easier process helps minimize the need to change employees’ hours and maintain business as usual.
Do you see a pattern here? Scheduling is a balancing act. Take the guesswork out of scheduling by automating the process of aligning labor to demand and gaining better visibility to employee attributes. More often than not, there is room to further optimize a schedule for better bottom-line results and better employee satisfaction.
Jennifer Ardery is a product marketing manager at Kronos, the leader in global workforce management solutions. Her role at Kronos is to lead the product marketing strategy for all products related to scheduling and social collaboration. She can be reach via Twitter @jennardery.
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