Strategies for building a stronger culture for your hourly workers
As we mentioned earlier, hourly workers are very specific
, meaning that retaining and engaging them is not the same as with full-time employees. They have a different employees profile, and they approach your organization with a completely different mindset that you need to take into account.
When trying to engage your hourly employees, consider what's important to them and their backgrounds. A lot of them are probably parents or students, and they have a lot of obligations apart from work. Some also have a full-time job and work on an hourly basis to earn more money.
Try to look at things from their perspective and give them something that will make their work at your company more fulfilling and less stressful. Here are some of the strategies you should use: Allow them to schedule their shifts on their own
One of the best ways to do this is by giving them power over organizing their scheduling process. This shows that you have trust in them and their abilities. It shows them that you don't consider them to be only hourly workers that must do as they are told.
This will allow them to organize properly amongst themselves and work when it suits them. This works both ways, as you will have happier employees coming to work who are more efficient and content with their jobs. Additionally, you will have one less obligation on your plate. Communicate frequently
We mentioned earlier that hourly employees are often going to be away when you are making important announcements or discussing important issues.
This is why you need to make sure that you re communicating with them whenever there is something important to be said. Try and keep them in the loop as best as you can.
Bear in mind that the chance of having hourly workers who feel disconnected with the workplace is far greater than with salary employees. Try and get them when they are all together to make an announcement and share important information.
If not, choose a couple of individuals to pass important information to their coworkers. Provide predictability
One of the biggest downsides of being an hourly worker is unpredictability, it just goes with the job. Apart from their shifts changing constantly, their wages also change quite often
Sometimes they will work the same hours and get paid differently, just because some days were slower. These issues are especially difficult for hourly workers at bars and restaurants, where tips are important.
The nature of their role is simply unpredictable, and no employer can promise to change this. However, you can make an effort to provide at least some level of predictability whenever possible. Try to organize the schedule so that everyone gets an equal amount of busy and slow days. Provide career development opportunities
Just because hourly workers aren't full-time members of your organization doesn't mean that they should be left out from career development.
This is something that employees love and they want to take jobs or stay at current positions just because they have the option to learn something new
and improve their skills.
Talk to your hourly employees and learn what their career goals are, what they would like to learn, and what their ambitions are. Invest in their training and give them the opportunity to prove themselves and maybe even become full-time employees in different positions.
This is how you will promote a culture of trust, and a rightful rewarding system where hard work and investment pays off. Both your hourly workers and your salary employees benefit from this. Ask for feedback from hourly workers
The backbone of your company culture are your employees. With all the ways of trying to put them all together and get them on the same page, many leaders forget about the simplest strategy – asking for feedback. There is nothing wrong with simply asking your employees about how you can improve your approach.
By showing them that you genuinely care and are interested in their opinions, you will be able to increase transparency. It will also emphasize the importance of honesty and openness in your company culture. Meet with your employees on a semi-regular basis and talk about their ongoing issues and how you can help them.