Shift work pressures show significant distinctions among different generations, according to a fresh study.
In the dynamic landscape of the UK hospitality industry, managers are facing increasing pressure from rising costs and staff shortages, according to Dave Lee, CEO of Planday, a shift scheduling software platform by Xero. To navigate these challenges, it's crucial to recognise and address distinct generational differences in scheduling preferences, work-life balance priorities, and development needs.
Gen Z, the youngest workers, experience the most stress from unpredictable scheduling and last-minute overtime. 73% of Gen Z employees report that their shift times change with little to no notice, compared to 51% of Gen X. Moreover, 37% of Gen Zs often work overtime, with 76% stating that this happens without much prior notice. To alleviate this stress, managers should strive to provide more advance notice of shifts and overtime. Additionally, Gen Z values skill development and learning opportunities, with 67% upskilling outside work hours. Providing microlearning and leadership training can engage and retain this group.
Millennials, on the other hand, place a high importance on having a predictable, consistent schedule. Half (49%) of millennials consider a predictable schedule very important, compared to 41% of Gen Z and 44% of Gen X. They report comparatively lower satisfaction with their work-life balance, with less than half (48%) agreeing they have a good balance. Managers should focus on consistent shift patterns and consider flexible or compressed workweeks to support balance, such as the emerging evidence for four-day workweeks improving retention and lowering burnout.
Gen X tends to have the best work-life balance perception and experiences less frequent last-minute changes and overtime. Managers might maintain more traditional, stable scheduling for Gen X while encouraging mentoring roles to leverage their stability and experience.
By adopting flexible scheduling models like the four-day workweek or allowing choice in shift days, emphasising communication and inclusion, and investing in training and development with options for self-paced, bite-sized learning, managers can improve employee satisfaction, reduce turnover, and build a more engaged hospitality workforce in the UK.
Dave Lee suggests that being attuned to employees' needs and using the right tools can provide more recognition and predictability, which can help meet people where they are. In today's climate, this understanding can help employers make informed decisions about their workforce management strategies, ultimately fostering a more resilient team.
Sources: [1] Planday, 2021 [2] LinkedIn Learning, 2020 [3] New Economics Foundation, 2019 [4] Deloitte, 2020
- Technology can play a significant role in alleviating stress for Gen Z workers by allowing for more advanced notice of shifts and overtime through the use of software platforms like Planday.
- To foster a more resilient team in the UK hospitality industry, it's essential for managers to embrace flexible scheduling models, efficient communication tools, and continuous learning platforms, all of which can be facilitated by advanced technology solutions.
