Working 24/7: What Employees Want from Their Shift Schedules
Working 24/7: What Employees Want from Their Shift Schedules
• “Monday through Friday with 8-hour day shifts.”
• “Monday through Thursday with 10-hour day shifts.”
• “Thursdays only -- to pick up my check.”
• “I’ll stay home and you can mail me the check!”
These statements illustrate how much value shiftworkers place on their time-off. In fact, if compensation is unaffected, time-off is the shift worker’s primary consideration when comparing alternative shift schedules. Having adequate time-off allows them to have a life outside of work, i.e. the ability to balance their lives at work with their lives away from work.
There are four types of time-off that employees consider when evaluating a shift schedule: (1) weekends off, (2) total days off, (3) daily time off, and (4) consecutive days off. We will examine the schedule attributes that drive these four different types of time-off, supplementing this discussion with statistics from our database of over 20,000 shiftworker surveys.
Weekends Off
Of the four types of time off, the number of weekends off is the usually the most important. The desire to increase the number of weekends off is a common reason for adopting longer shifts. The graph in Figure 1 shows the maximum number of full weekends off (Saturday and Sunday together) per year with 8-hour and 12-hour shifts (13 versus 26 weekends off).
Of course, the actual number of full weekends off depends on more than just shift length. Other factors include the number of days worked in a row, the pattern of on-off work days, the amount of overtime, and the day the pay week begins. But, as a general rule, longer shifts will enable workers to get more full weekends off.
A key consideration with weekends off is predictability. Most shift workers (82% in the survey database) are willing to work their fair share of weekends. They simply want sufficient advance notice and no last-minute changes. This allows them to make plans for the weekend and not have to worry about getting an unexpected weekend assignment.
Total Days Off
Many shift workers also favor schedules that offer more total days off overall. As shown in Figure 2, 12-hour shifts provide twice as many days off each year (compared to 8-hour shifts) for the same number of hours worked each week (182 days off versus 91 days off).
The substantial increase in days off is one of the reasons three-quarters of all shift workers prefer to work longer shifts (see Figure 3).
Daily Time-Off
The third type of time-off is the number of hours off on the days of work. As seen in Figure 3, a quarter of the shift workers prefer shorter work days even though they would have to work more days a week. Shiftworkers who are older, have childcare concerns, are going to school, have second jobs, or participate in other non-work activities on workdays often prefer 8-hour or 8&12-hour shift schedules so they can have more “free” time each day.
Consecutive Days Off
The fourth type of time-off is the number of consecutive days off in the schedule. In Figure 4, you can see that most shift workers prefer to work several days and then take a long break, i.e. get more consecutive days off.
In general, there are two ways to get more consecutive days off. One way is to work 12-hour shifts. The other is to work longer stretches of days in a row. With 8-hour shifts, a schedule that is based on working 7 shifts in-a-row can offer up to one 4-day break every month. With 12-hour shifts, a schedule that is based on working 3 and 4 shifts in-a-row can offer up to a 7 or 8-day break every month.
Discussion
It is clear that shift workers place a high value on their time-off. This is what enables them to reach a balance between work and their personal lives. What is not clear, however, is which type of time-off the schedule should emphasize. Should the schedule have 12-hour shifts to provide more weekends off and more total days off? Should the schedule mix 8-hour and 12-hour shifts to satisfy both those who want more weekends off and those who want more time off each day of work? Should it have longer stretches of days worked in a row to provide more consecutive days off?
While recognizing that each work site will have its own unique set of preferences, our database of shiftworker surveys offers some additional insight into this dilemma. With each of our clients, we show the workers several different schedule options that satisfy the client’s business coverage requirements. By educating employees about the various possibilities, we enable them to make more informed choices from the schedule alternatives.
The options we show employees typically include one or more 8-hour, 10-hour (infrequently because they are not a good match with most 24/7 operations), 8&12-hour, and 12-hour schedules. Although the schedules for each shift length may differ from site to site, the results indicate a much stronger preference for schedules that incorporate 12-hour shifts (see Figure 5).
Summary
When managers face the possibility of changing shift schedules, it is beneficial to be familiar with the schedule features that offer employees the best opportunities for work/life balance. This doesn’t replace the need to survey the workforce to determine their unique schedule preferences, but it does provide insights that will be valuable during the change process.
Although 75% of the shift workers would rather work longer shifts in order to get more days off, this does not always mean that 12-hour shifts are best. Some workers place a greater value on the hours off each day instead of the number of days off each week. Other schedule features such as the number of consecutive days of work are equally important in helping some individuals realize the type of time-off they prefer. Despite these qualifications, 12-hour shifts are clearly a favorite, gaining the highest ratings at nearly every organization we’ve worked with.
Working 247 What Employees Want from Their Shift Schedules - To learn more about this author, visit Bruce Oliver's Website.
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If you ask a group of shiftworkers to describe their ideal shift schedule, you may hear statements like these:
• “Monday through Friday with 8-hour day shifts.”
• “Monday through Thursday with 10-hour day shifts.”
• “Thursdays only -- to pick up my check.”
• “I’ll stay home and you can mail me the check!”
These statements illustrate how much value shiftworkers place on their time-off. In fact, if compensation is unaffected, time-off is the shift worker’s primary consideration when comparing alternative shift schedules. Having adequate time-off allows them to have a life outside of work, i.e. the ability to balance their lives at work with their lives away from work.
There are four types of time-off that employees consider when evaluating a shift schedule: (1) weekends off, (2) total days off, (3) daily time off, and (4) consecutive days off. We will examine the schedule attributes that drive these four different types of time-off, supplementing this discussion with statistics from our database of over 20,000 shiftworker surveys.
Weekends Off
Of the four types of time off, the number of weekends off is the usually the most important. The desire to increase the number of weekends off is a common reason for adopting longer shifts. The graph in Figure 1 shows the maximum number of full weekends off (Saturday and Sunday together) per year with 8-hour and 12-hour shifts (13 versus 26 weekends off).
Of course, the actual number of full weekends off depends on more than just shift length. Other factors include the number of days worked in a row, the pattern of on-off work days, the amount of overtime, and the day the pay week begins. But, as a general rule, longer shifts will enable workers to get more full weekends off.
A key consideration with weekends off is predictability. Most shift workers (82% in the survey database) are willing to work their fair share of weekends. They simply want sufficient advance notice and no last-minute changes. This allows them to make plans for the weekend and not have to worry about getting an unexpected weekend assignment.
Total Days Off
Many shift workers also favor schedules that offer more total days off overall. As shown in Figure 2, 12-hour shifts provide twice as many days off each year (compared to 8-hour shifts) for the same number of hours worked each week (182 days off versus 91 days off).
The substantial increase in days off is one of the reasons three-quarters of all shift workers prefer to work longer shifts (see Figure 3).
Daily Time-Off
The third type of time-off is the number of hours off on the days of work. As seen in Figure 3, a quarter of the shift workers prefer shorter work days even though they would have to work more days a week. Shiftworkers who are older, have childcare concerns, are going to school, have second jobs, or participate in other non-work activities on workdays often prefer 8-hour or 8&12-hour shift schedules so they can have more “free” time each day.
Consecutive Days Off
The fourth type of time-off is the number of consecutive days off in the schedule. In Figure 4, you can see that most shift workers prefer to work several days and then take a long break, i.e. get more consecutive days off.
In general, there are two ways to get more consecutive days off. One way is to work 12-hour shifts. The other is to work longer stretches of days in a row. With 8-hour shifts, a schedule that is based on working 7 shifts in-a-row can offer up to one 4-day break every month. With 12-hour shifts, a schedule that is based on working 3 and 4 shifts in-a-row can offer up to a 7 or 8-day break every month.
Discussion
It is clear that shift workers place a high value on their time-off. This is what enables them to reach a balance between work and their personal lives. What is not clear, however, is which type of time-off the schedule should emphasize. Should the schedule have 12-hour shifts to provide more weekends off and more total days off? Should the schedule mix 8-hour and 12-hour shifts to satisfy both those who want more weekends off and those who want more time off each day of work? Should it have longer stretches of days worked in a row to provide more consecutive days off?
While recognizing that each work site will have its own unique set of preferences, our database of shiftworker surveys offers some additional insight into this dilemma. With each of our clients, we show the workers several different schedule options that satisfy the client’s business coverage requirements. By educating employees about the various possibilities, we enable them to make more informed choices from the schedule alternatives.
The options we show employees typically include one or more 8-hour, 10-hour (infrequently because they are not a good match with most 24/7 operations), 8&12-hour, and 12-hour schedules. Although the schedules for each shift length may differ from site to site, the results indicate a much stronger preference for schedules that incorporate 12-hour shifts (see Figure 5).
Summary
When managers face the possibility of changing shift schedules, it is beneficial to be familiar with the schedule features that offer employees the best opportunities for work/life balance. This doesn’t replace the need to survey the workforce to determine their unique schedule preferences, but it does provide insights that will be valuable during the change process.
Although 75% of the shift workers would rather work longer shifts in order to get more days off, this does not always mean that 12-hour shifts are best. Some workers place a greater value on the hours off each day instead of the number of days off each week. Other schedule features such as the number of consecutive days of work are equally important in helping some individuals realize the type of time-off they prefer. Despite these qualifications, 12-hour shifts are clearly a favorite, gaining the highest ratings at nearly every organization we’ve worked with.
Working 247 What Employees Want from Their Shift Schedules - To learn more about this author, visit Bruce Oliver's Website.
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Dianne CramptonDianne Crampton is an executive leadership coach, team consultant, author and president of TIGERS Success Series, Inc. Dianne has been helping CEO's and Executives connect their employees to their core values and goals for over 20 years using the trademarked TIGERS team culture process, which stands for trust, interdependence, genuineness, empathy, risk and success. To download a free white paper on behaviors that build strong teams and behaviors that will predictably tear them down go here. - Visit Dianne Crampton's Website |
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Leanne Hoagland-SmithAre your sales where you want them to be? Will you be one of the few who achieves sales or business success or one of the many who have failed to change? Are you tired of being told you are like everyone else? Then you may find my first book on sales of interest. Be the Red Jacket in the Sea of Gray Suits, The Keys to Unlocking Sales available at Amazon or at http://www.processspecialist.com/red-jacket.htm. This book is a reflection of my no-nonsense approach to improving sales to overall business results. If you are truly committed to making sustainable changes, then I can help you secure a positive return on your investment because I focus on executable solutions not telling you the problems you already know you have. From training to corporate (group) coaching to executive one on one coaching, my approach is to assess, create awareness, build a goal driven action plan and then execute. The bottom line question is "Not do you or your employees know it, but do you or they want to do it?" Please call for a free strategy session at 219.759.5601. - Visit Leanne Hoagland-Smith's Website |
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Jay Kubassek(Jay's Full Bio: EvanCarmichael.com/jaykubassek) Jay Kubassek is a Canadian born entrepreneur, internet marketing genius, professional speaker, international real estate developer/investor, executive film producer, extreme sport enthusiast and a passionate supporter of several charities worldwide. In 2007, Jay's vision and dedication to help other entrepreneurs and business owners duplicate his marketing success led to the creation of his fourth company CarbonCopyPRO, an internet marketing firm already worth over 15 million dollars that has over 20 employees and contract workers with clients is 12 different countries. Jay resides in NYC with his girlfriend Jamie, three year old son Milo and dog Cooper. As executive producer he recently premiered his first film in the 2008 Cannes Film Festival. As an adventurist he is racing the 2008 Baja 1000 off-road race and is a member of the 2008 U.S. National Elephant Polo Team, The New York Blue who will be representing the US in the 2008 World Championships in Nepal. Visit Jay's Blog: www.JayKubassek.com - Visit Jay Kubassek's Website |
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John PowerJohn Power, founder of Biltmore Franchise Consulting, has extensive experience developing and marketing franchises and business opportunities. He has been in and around franchising for over twenty years. From 1980 through 1990 he conceptualized, organized, and developed the American Video Association. He grew AVA to 2,000 national members, before selling the company it 1990. It was later merged into another home video marketing company. From 2000 to 2005 he worked as a contract marketing and human resources consultant to several local and national companies. In 2005 Mr. Power began working as a franchise development consultant on a full-time basis. Since that time he has helped more than three dozen companies initiate and develop their franchising program. He notes that there are many companies interested in developing a franchise program, and who need his specialized assistance. Mr. Power is a “hands-on” franchise consultant. He said, “I am the ‘nuts and bolts’ person who tends to the details for my clients.” Mr. Power holds a B.S. degree with a major in Marketing. See: www.biltmorefranchise.com You may contact Mr. Power at: jpower@biltmorefranchise.co - Visit John Power's Website |
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 Bruce Oliver (Visit Bruce's Website) Shiftwork Solutions is the international leader in solving shift work and shift schedule problems faced by organizations with multiple shift coverage requirements. With offices in the United States and Australia, we have helped shiftworkers and shift work managers in service and manufacturing industries worldwide.
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