Scheduling Flexibility

Have you seen the TV show Superstore? The sit-com focuses on the professional and personal lives of employees at the fictitious Cloud 9 superstore chain based in the Midwest. Interspersed with funny elements and wacky hijinks, the show also has an undercurrent of realism. For example, in one episode, Glenn (played by Mark McKinney), the store manager, is looking to replace his assistant store manager, but none of the staffers he pitches the position to are interested.

When she is offered it, Amy (played by America Ferrara), sums up the opportunity nicely, “Longer hours, more work and basically the same pay. No thanks.” She eventually accepts the position, but only after learning the company contributes toward continuing education costs for its managers.

I write about this scene, because a few weeks ago The Washington Post ran a piece on the challenges of keeping big-box workers content in a world where minimum wage has been proven not to be enough for families to live on. The article cited the fact that retailers such as Walmart are looking at offering associates choices in creating their work schedule. The hope is that by doing so they can create a more appealing work environment and boost retention.

Like many retailers who rely on part time workers, Walmart currently uses open shift scheduling based on times employees have said they can be available. However, by December company officials are hoping to offer two more choices—fixed shifts, which as the name implies guarantees set weekly hours, and flex shifts, which would enable associates to create their own schedules from the hours available. Employees with the most seniority would be given the first choice, and to bring this into the digital age, an app is being developed that would allow schedules to be selected and updated via smartphone.

In case you are thinking “interesting idea, but what impact will this have on Walmart’s bottom line?” Initial results show that giving workers more scheduling choices can reduce absenteeism and turnover by more than 10 percent.