![]() Obviously, this type of scheduling is bound to create tension between employer and employee, that will lead to some of the problems we’ve mentioned above. Similarly, one in five companies operate on a system whereby staff cannot refuse a last-minute shift. How much notice should you give workers for shift changes?Īccording to Citizens Advice, one in five employers are in the habit of giving their contracted staff less than 48 hours’ notice of shift changes. Plus, next time they have a last-minute change of plans, they’ll be more likely to let you down and leave you scrambling to find a replacement. While they are at work, they’ll be less likely to give 100%, if they are annoyed at the company. If you take away employees’ shifts at the last minute, they won’t be able to rely on you as an employer, and they will likely seek out work in a more stable environment. Grumpy staff can lead to high turnover rates, poor work quality, and an increased number of future shift problems. You probably know that last minute shift changes are difficult for your staff-but you may not realise just how much they directly impact your business, too.Īnnoying your staff is never good for business. Why last-minute shift changes are bad for your business Nevertheless, it’s important to create a scheduling system that minimises these occurrences-and one that includes a clear, agreed upon plan for what happens when last minute shift changes have to happen. This can mean shifts are cancelled at the last minute, or shifts are left open at a moment’s notice. Last-minute shift changes are, unfortunately, inevitable in most cases-no matter how well you plan, unexpected things can come up for both the business and the employees. You may often find yourself creating schedules, editing schedules, and scrambling for last-minute replacements for empty shifts. If you run a team of shift workers, you probably already know how tough scheduling can be. How much notice should you give your employees of changes to their shifts?
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