Doctor Doctor, Give Me Some (Good) News!

1. If employees and employers work together and communicate their needs, solutions can be found that benefit everyone.

2. Employers have to be willing to perhaps hire more people to accommodate changing schedules.

3. Employees should be profiled (controversial?) to determine their adaptability to certain shifts. Why not hire those who will benefit from odd hours?

4. Trial periods. Don't go into a shift change thinking you have all the answers. Do it for a summer, for the holdays. Put a time limit on it and reassess how it's going together in staff meetings. Be willing to adjust the system if necessary.

5. Communicate to all employees what is going on. This is especially true in large organizations. Plant the seeds for employees to communicate new ideas and help implement them.

6. Let the customer know what you're doing. Find ways to accommodate their needs. The doctor put messages in all her statements. Be sure everyone is aware of the new hours.

It is important to remember that many people don't like change, even if it's a good one. Keep them involved even if they don't like it. Time shifting, in small increments, or as part of large fundamental pattern change can tip the balance of shiftworkers from tolerance to enthusiastic acceptance.

Source:

Medical Economics, Feb 6, 2004 v81 i3 p85(2)

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