What you need to know before changing your worker’s hours
Changing your worker’s shift hours can be challenging in terms of collaborating with the workers. To tackle the problem of non-beneficial decisions, you must consider the importance of your worker’s schedule. When employees do not meet the productivity standards of your company, they change their working hours. 40 hours per week is not always paying you off. There are some problems you just need to solve before you move on to make a proper schedule.
Make sure your employee loyalty:
You need to focus on the fact whether your employee is working wholeheartedly or not. The best way is to know the difference between exempt or nonexempt employees.
Those employees who are ready to work extra hours are the exempt employees. They don’t ask for extra pay for their extra work. They are not always your loyal employees. Some may work for the sake of experience or to increase their eligibility. But many of them will be lazy while doing the work they are not getting paid for. So, that could be a bad idea to select the employee who wants to work without any pay.
The non-exempt employees would ask you for the additional charges for every hour they spent otherwise their working schedule. They will perform their duties completely. A person will perform better in an environment of positive reinforcement. In fact, these employees will tend to give more output for the sake of reward.
What’s the purpose of understanding these terms? The answer to this question lies in the simple fact that you want to generate more revenue for your business. That’s why you want people to work more. If your employees are not loyal to you and your company, how can you achieve more productivity?
Consult your employees about the extension of time:
In most of our firms, it is still considered taboo to communicate with managers. Employees are hesitant to talk to their managers. And managers, on the other hand, don’t feel any need to consult with their employees. This attitude isn’t successful. Normalizing communication in a firm can be beneficial for both; the firm, and the employees.
The best solution to this problem is to arrange a meeting with your employees. Talk to them about the working environment. And tell them that you are feeling a sort of need to expand the timing because of getting more output. Ask for their availability and willingness to accept all the terms and conditions. Ask them what sort of changes they might want if they have to convince them of the extra hour schedule.
The Human Resource department in any of the firms can perform this duty very well. they will be able to achieve maximum success only if they can have a healthy debate with their employee. Communicating with your employees for their and your benefits can be productive. Tell them that the deal contains a comparative advantage. There lie mutual benefits between the two.
Deciding about the payrolls:
Hourly changes not only change the worker's availability, but they can also affect the business financially. We are not talking about a single employee. We need to consider hundreds of workers in a single firm. It can sometimes overload the firm’s benefits. But it requires a change in the firm financial structure, especially payroll. All you can do is to compensate for your financial resources by taking some value-driven steps. You have to think wisely while scheduling the payrolls of your workers.
If you think you can save the charges by hiring exempt employees, you might be wrong. You shouldn’t focus on saving money. You should know how you can make this investment more productive by hiring an energetic and loyal employee. You must tell your employees about all the terms and conditions. Make an agreement. Tell them that the deal is permanent. And they can’t take a step back once they have promised to be loyal to the company.
Be direct to your employees:
This statement won’t aggregate you to be rude or selfish toward your employees. It simply states that you should pay additional focus on the activities of the employees doing extra hours. Keep monitoring their activities. Ask them for their success report. It’s better to know the eligibility of a worker before you hand him over the usual and important tasks. You should be kind to your workers. Don’t be rude. Understand their personal problems as well. But don’t let them befool you. You must keep a balance between being direct and kind.
You must develop a sense of appreciation in your behavior. Appreciate them when you feel they have done a good job. It will increase their loyalty towards you. A manager shouldn’t be short-tempered toward his employee. Every employee is accountable to you for his actions or role in the company. It’s your duty to maintain an average behavior to make them feel comfortable working under you.