This week I visited with managers from one of our multi-site customers. Spread across North America, this organization provides services from over twenty locations in three countries. Staffed to cover many non-standard hours, turnover had been a growing problem. Engagement surveys and exit interviews continue to point to employee schedules as one of the central themes causing dissatisfaction. Another issue has been upper management neglecting to listen to employees.
Earlier this year this client engaged Coleman Consulting Group to review schedules, survey employees, and implement solutions at two of their sites. Their recent engagement survey results were dramatic. Employees were grateful that management finally listened to them and started the process of revising schedules.
What I found so interesting is that the feelings of gratitude extended beyond the two engaged sites. There are another twenty sites where employees are suffering from “bad schedules” but they too can now see the light at the end of the tunnel. They know they will have a chance to provide input and get better schedules that better fit their lifestyles.
We are still early in the process, but these changes are expected to help with employee retention. This is not just a big win for employees, but also a big win for the company financially as they save on the cost of recruiting and training. Work/life balance is just one of the tools Coleman Consulting Group uses to improve employee retention. And the term work/life really means giving people better and more predictable time off through better schedules.