Benefits of SkedFlex

• Increased employee retention   MoreLess

  By providing shift trading and SkedFlex, you will accommodate your employees' scheduling needs without compromise on quality, efficiencies, and productivity. Furthermore shift trading will equip your organization with workplace flexibility and open the path of becoming an employer of choice keeping your top talent on your team. Eliminating direct and indirect costs of turnover.
• Reduced absenteeism   MoreLess

  Through proper setup with rules and criteria with SkedFlex shift trading, employees can forecast their leave time and plan accordingly with the peer shift trades, leaving their position fully functional & equipped to meet business demands.
• Reduced paper and printing costs   MoreLess

  SkedFlex is an automated system and its extensive reporting capability allows managers to monitor employees' trading activity and overall schedule on line. SkedFlex also has the capability to export all of the necessary information into iCalendar and csv formats.
• Improved performance management   MoreLess

  SkedFlex enables nationally recognized white and blue collar culture need & change; workplace flexibility. Having workplace flexibility empowers employees to balance their work with personal life demands. This empowerment extends and translates into loyalty, trust and more productivity demonstrating "you care about me, I care about you" attitude changes.
• Increased profits and productivity   MoreLess

  SkedFlex shift trading enables employees to schedule their absences that are visible on a color coded calendar enabling managers and planners to assess their labor needs as well as job coverage ahead of production. This advanced planning will substantially reduce amount of unplanned leave as well as alleviate reduction in their product quality and/or customer service. Research shows that companies with highly committed employees had a 112% return to shareholders in three years vs. 76 % for companies with low commitment.
• Reduction of unnecessary overtime expenses   MoreLess

  Why overstaff? Through SkedFlex your organization can proactively include labor in Operations and Planning, even in your Supply Chain meetings to strategically assess coverage of each of your key positions. You will never contribute your downtime to labor and you will never have to justify your overtime expense.
• Increase employee morale, trust, and loyalty   MoreLess

  It was said long time ago "Happy employees are good employees". And we can all relate to that one.

Benefits of Workplace Flexibility

• Stop employees from leaving due to lack of flexibility   MoreLess
  As Corporate Voices for Working Families states 43% of exempt employees are likely to leave an organization due to lack of workplace flexibility. While their intention is leave eventually, how much value and contribution are you able to receive from disengaged employees? You also are aware that most non-exempt and hourly employees are in manufacturing. Have you thought about what kind of an impact these employees might have on the quality of your products? What about customer service? Carefully assess all areas of your organization and determine the potential costs that could be translated into savings and a much happier as well as more productive team. Now extrapolate that to the global economy...where is your organization and where is your competition?
• Baby Boomers won't retire   MoreLess
  Has your Human Resource department recently evaluated the generational population of your employees? Perhaps it is something of value to consider. Not only there are differences in communication between generation X, generation Y and the Baby Boomers but it is a much diverse mix of skills, thinking, etiquette, attitudes,and experiences. With just a few of these opportunities to address seems like a lot of resources to devote. Imagine all that noise interfering with productivity on daily basis. And individuals who have once hoped to retire, no longer are. Of those who were expected to retire within the next 5-10 years, a study by Corporate Voices found that nearly 53% are not. Do you have a plan? Does your organization have a plan to retain that knowledge and experience? Does your organization have a plan on how to meld such three different generations and continue to be the leader in the market?
• Flexibility helps companies recruit   MoreLess
  Most (83 percent) of the respondents who have joined their companies in the last two years report that flexibility was either "very important" (43 percent) or "somewhat important" (40 percent) in their decision to take a job with the company -- which suggests that the presence of flexibility options assists companies in recruiting talent (see Figure 13). Managers concur -- four-fifths (79 percent) report that their ability to recruit talented employees is enhanced by opportunities to work flexibly, including about two-fifths (45 percent) who report it is enhanced "a great deal" or "very much" (see Figure 14). Only one-tenth (11 percent) report flexibility did not have any impact recruitment. The importance of flexibility to joining their companies does vary by the level of flexibility being used by the employee once they join. Those who recently joined and are using formal flexibility are more likely to report flexibility was "very important" (57 percent vs. 27 percent occasional and 28 percent not using flexibility) in their decision-making process. ^*
• Lower Employees high healthcare costs   MoreLess
  Healthcare costs amount to be one of the largest elements when it comes to employee related expense. These can certainly be added to the controllable objectives on your organizations drawing board after implementing workplace flexibility program. When employees have sufficient channels and resources to fulfill commitments outside of their work along with meeting the expectations of their work environment they experience a better sense of control. Northwestern National Life Insurance Company conducted a study that showed 70% increase of healthcare bill applicable to employees that are depressed. Employees experiencing high stress have 46% higher healthcare costs than those who have some flexible workplace arrangement. Organizations pay an additional 5-15% in wage costs for the lost productivity from stress. Go ahead, do the math.
• Reducing stress can reduce workers compensation claims   MoreLess
  Chrysalis Performance Strategies finds that stress is responsible for 19% of absenteeism, 40% of turnover, 55% of EAP costs, 30% of short-term and long-term disability costs, 10% of coverage for psychotherapeutic drugs, 60% of total cost of workplace accidents and 100% of workers' compensation claims and lawsuits due to stress. Stress is the leading cause of unscheduled absence and is linked to higher turnover. Stress is also a major factor in productivity loss due to "presenteeism" when employees come to work too stressed to be effective. ^*

Families and Work Institute Study

Families and Work Institute reminds us of the following: "We are transitioning from a manufacturing-based economy to a knowledge-based and service economy with a greater gap between more skilled and less skilled jobs; and from the workforce and workplace of the 20th century to the workforce and workplace of the 21st century."

Workplace Flexibility and its effects   MoreLess

Corporate Voices for Working Families' study found that employees in more effective and flexible workplaces are more likely than other workers to have:

• Greater engagement in their jobs
• Higher Levels of job satisfaction
• Stronger intentions to remain with their employers
• Less negative and stressfull spillover from job to home
• Less negative spilover from home to job
• Better mental health

As employee effectiveness rises there will be more job autonomy, higher morale, more trust in management resulting in a stronger team evolution. Not only will a stronger team be born but research shows that companies with highly committed employees had a 112% return to shareholders in three years vs. 76% for companies with low commitment.

Figure 1

Source: Corporate Voices' Business Impacts of Flexibility Study

Keeping your star performers   MoreLess

The Families and Work Institute reported that one half (49%) of all U.S. employees would prefer to have a different shift than the one they currently have. The study continues to show that 43% of those working regular daytime shifts would prefer a different schedule.

It is always an objective to keep your star performers within the company and not have them leave to your competitor. Below are figures as results of Kepner-Tregoe analysis on direct and indirect costs of turnover. Direct costs (finding, hiring and training new employees) costs between 50-75% of the departing hourly employee's annual salary and 150% of a salaried worker's salary. Indirect cost of turnover (loss of productivity and inefficiencies) amounts to 80-85% of the total cost. Don't underestimate the relationships employee had within & outside of the organization. Lost ground in customer satisfaction, lack of progress on improvements while the new person is learning the new ropes may not be quantifiable instantly but it will certainly show up on some mid and long term results.

Figure 2

Source: Corporate Voices' Business Impacts of Flexibility Study

Corporate Voices For Working Families