How do you deal with rostering challenges or conflicts in a remote or hybrid work environment?

1 Set clear expectations

One of the first steps to avoid rostering challenges or conflicts is to set clear expectations with your employees and stakeholders. Communicate the goals, policies, and procedures of your rostering system, such as how shifts are allocated, how changes are requested, how availability is updated, and how performance is measured. Make sure everyone understands their roles and responsibilities, as well as the benefits and trade-offs of working remotely or hybridly. For example, you can offer more flexibility and autonomy to remote workers, but also expect them to be responsive and accountable.

2 Use online tools

Another way to deal with rostering challenges or conflicts is to use online tools that can help you create, share, and update rosters easily and efficiently. Online tools can automate the rostering process, reduce errors, and save time and resources. They can also enable real-time communication, feedback, and collaboration among your employees and stakeholders. For example, you can use online tools to send notifications, reminders, and confirmations of shifts, tasks, and locations; to collect and analyze data on availability, preferences, and performance; and to handle requests, changes, and issues.

3 Involve your employees

A third way to deal with rostering challenges or conflicts is to involve your employees in the rostering process as much as possible. By giving your employees a voice and a choice in their work schedules, you can increase their engagement, satisfaction, and productivity. You can also reduce absenteeism, turnover, and complaints. For example, you can involve your employees by soliciting their input and feedback on the rostering system; by allowing them to swap shifts, bid for shifts, or choose their preferred shifts; and by recognizing and rewarding their contributions and achievements.

4 Be flexible and adaptable

A fourth way to deal with rostering challenges or conflicts is to be flexible and adaptable to the changing needs and circumstances of your business and your employees. Remote and hybrid work environments can pose unexpected challenges and opportunities, such as technical issues, personal emergencies, customer demands, or project deadlines. You need to be able to adjust your rosters quickly and effectively to cope with these situations. For example, you can be flexible and adaptable by having backup plans, contingency options, and extra staff; by cross-training your employees to perform different tasks or roles; and by being open to feedback and suggestions.

5 Monitor and evaluate

A fifth way to deal with rostering challenges or conflicts is to monitor and evaluate the performance and outcomes of your rostering system on a regular basis. By collecting and analyzing data on key metrics, such as productivity, quality, customer satisfaction, employee engagement, and costs, you can identify the strengths and weaknesses of your rostering system and make improvements accordingly. You can also use the data to communicate the results and impact of your rostering system to your employees and stakeholders. For example, you can monitor and evaluate by using online tools to track and report on the data; by conducting surveys, interviews, or focus groups with your employees and customers; and by celebrating the successes and learning from the failures.

6 Resolve conflicts constructively

A sixth way to deal with rostering challenges or conflicts is to resolve them constructively when they arise. Despite your best efforts, you may encounter some conflicts or disputes over your rosters, such as scheduling errors, unfair allocations, unmet preferences, or missed deadlines. You need to address these issues promptly and professionally, without compromising your goals or relationships. For example, you can resolve conflicts constructively by listening to both sides of the story, acknowledging the feelings and interests involved, finding common ground and solutions, and following up on the actions and outcomes.

7 Here’s what else to consider

This is a space to share examples, stories, or insights that don’t fit into any of the previous sections. What else would you like to add?