With the summer season approaching and temperatures rising, many small business owners may be considering implementing summer hours for their employees to help alleviate burnout. However, before making any changes, it is essential to assess employees’ workload and deadlines to ensure that the new schedule is feasible.
A recent report by the Society for Human Resource Management highlights the importance of addressing employee well-being in the workplace. According to the report, a significant percentage of U.S. employees are feeling burned out, emotionally drained, and used up at the end of their workdays.
Offering perks like early release on Fridays can be a cost-effective way to boost morale, especially for businesses with limited resources. However, if offering the same hours off to all employees is not possible, consider staggering time off or alternate weeks off to accommodate different schedules.
Once a decision has been made, it is crucial to communicate the details of the summer hours policy clearly and in writing. This includes specifying the start and end dates of the policy to avoid any confusion among employees. At the end of the summer season, it is important to evaluate its effectiveness through a post-mortem analysis. This will help small business owners determine what worked well and what can be improved upon in future summers.
By being proactive and mindful of their employees’ well-being, small business owners can create a positive work environment that promotes productivity and job satisfaction during this busy season.
