Negotiating a Shift Pattern

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Change is inevitable, yet it’s human nature to resist it. Why? Because change introduces the unknown—it might bring improvements, or it might not. It’s this uncertainty that triggers fear, a normal response to stepping outside one’s comfort zone. To successfully implement change, you must understand the reasons behind resistance and address the fears at its core.

Take, for example, altering a shift pattern or schedule. Shift patterns are central to how employees work, when they’re expected to work, and when they can take time for themselves. These schedules directly impact their lives, influencing everything from fatigue levels to their ability to enjoy downtime. The difference can be as stark as enjoying 31 weeks off a year versus just six, or having an excellent work-life balance compared to feeling perpetually absent from home.

Addressing Employee Concerns

Introducing a new shift pattern goes beyond logistical changes. For your team, it’s a personal issue. Employees might question, “Why is this necessary?”—a question that gets to the heart of their concerns. Addressing this resistance starts with empathising with their perspective, explaining the benefits, and involving them in the process. Change is not just about reworking schedules but also about building trust and ensuring your team understands the “why” behind it.

Change is a Catalyst for Progress

Change is the foundation of progress, and we have guided hundreds of organisations through it thousands of times. Whether it's making operations better, more efficient, more profitable, providing enhanced services, reducing wait times, growing, expanding, contracting, relocating, launching new products, implementing new machinery, adjusting opening hours, or improving distribution—change is at the heart of it all.

While many individuals may only experience such a transformative shift once in their lifetime, we navigate change every day. With our expertise, we make the process smoother, faster, and more cost-effective, ensuring your operation benefits from seamless transitions and the results you’re aiming for.

A Manager’s Approach to Change

A manager will approach change very differently to staff. That is because they are in control. They already know why they have to change. Otherwise they wouldn’t even be considering it. They already know what the ideal result will be. They may even go as far as assessing the consequences of that change. However most managers do not consider their staff’s reaction.

Belligerent manager, “They will change; resistance is futile!”

Considerate manager, “Let’s address your concerns individually and talk about why you feel this way!”

Negotiator, “I want to change, what do you want? Let’s see what deal we can make!”

Co-operative manager, “Let’s work together and create a system!”

Teacher, “You don’t know what’s good for you, so I’m going to tell you, then you can all agree with me!”

Manipulative manager, “So you don’t want to change! Well neither do I, I just want what’s best for everyone. Can you help me do that?”

Managers see that if they introduce a change, they will have to expend 100% effort to get it done. However once it is in place, this change will make their lives easier.

Employees

Employees often view change through a lens of skepticism, associating it with increased effort during the transition and uncertainty about its long-term effects. They might fear their roles will become redundant, or that their workload and responsibilities will remain just as demanding, even after the shift pattern or schedule is implemented. These concerns often lead to resistance, as they struggle to see the personal benefits of such changes.

Managers’ Challenges with Change

For most managers, altering shift patterns is a rare, perhaps once-in-a-career, experience. This lack of familiarity can make it difficult for them to foresee the full consequences of the change. Without this foresight, they may struggle to address employees’ fears effectively or guide their team through the transition smoothly.

Responding to Employee Suggestions

When staff suggest a new way of working, it’s crucial to approach their ideas thoughtfully. Listening to their perspective not only builds trust but can also reveal innovative solutions that benefit the entire operation. Responding constructively involves understanding their motivations, evaluating the feasibility of their suggestion, and ensuring open communication about the potential impact on both the team and the broader organisation.

So how do you bring in a new shift pattern or schedule?

Each situation is different and without a full knowledge we can’t recommend the best approach. That being said, here is some free advice:

Ensure you know why you want to change and communicate that to your staff

Know what will be the consequences of you failing to change

When considering how you will change, also consider the effort your staff will need to put in

Consider the negative consequences of the change

Redundancies,
reduction to income,
understanding a new system

Consider the positive consequences of the change

Increase in income,
promotions,
benefits

Know the time frame you have to implement the change over

Consider staggered migration like Mars One

Look at it from your staff’s point of view and anticipate their reactions<b/lue>

If you would like advice on how to change shift patterns or schedules, contact us to find out more or come to one of our courses and learn how to implement a new shift pattern.

Change, while often unsettling, is essential for growth and progress. Clinging to outdated systems can lead to stagnation, inefficiency, and eventual irrelevance. Embracing change—such as introducing or refining shift patterns—not only drives innovation but also enhances operations and fosters a healthier work-life balance for employees.

Fear of the unknown is a natural response, but it can be overcome by highlighting the long-term benefits of change. Turning hesitation into motivation helps teams evolve, not just to survive but to thrive in an ever-changing environment.

Successfully managing change requires a clear plan, and a migration strategy. A migration plan ensures a seamless transition from one method or operation to another. To learn more about migration planning, explore this comprehensive course: The Migration Plan

shiftpatterns.com

Addressing Employee Concerns

Change is a Catalyst for Progress

Why change?

Your staff will want to know how this change will affect them:

A Manager’s Approach to Change

Employees

Managers’ Challenges with Change

Responding to Employee Suggestions

"The more things change, the more they stay the same!"

So how do you bring in a new shift pattern or schedule?

Evolve or Die!

Creating a Shift Pattern

Managing a Shift Pattern

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