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Note to HR: 'Nightsiders' need love, tooBy Amanda Kramer
A. Nontraditional schedules composed of late evening hours can pose challenges for human resources professionals. However, such obstacles, say Capital Region experts, can definitely be overcome so that managers aren't missing the chance to give these employees the same attention that daytime workers enjoy. Gladis Benavides, owner of Benavides Consulting in Madison, said it's important to make sure human resources departments devise multiple "access points" for night-time workers who don't have regular access to managers. Benavides suggested that managers set up a confidential voice mail system where employees with concerns can leave messages or ask questions. She said it's important that a manager review the information daily and respond to the inquiry in a timely manner. Benavides said it's also important to make sure human resources staff members are given the flexibility to work other shifts, "so that people can become familiar and possibly more trusting of HR folks." Having a human resources manager work non-traditional hours, she said, can show their employees they care. "First of all, it shows respect for the employees - often the people on second and third shift complain that no one listens to them, that they're considered second-class citizens," she said. "You want them to know that you value them." "There's a training I'm doing right now for one of my largest companies in Milwaukee and I do it in all of the shifts," she continued. "I explain to my clients that there's a larger message in doing the training, and it's saying that 'I respect your hours.' " Chris Tindall, owner of Tindall Consulting, which specializes in increasing business productivity, said he's seen his share of shift-related problems. Tindall, who worked for a handful of years in hospitality human resources, said it can be important to get a good feel for the types of people who usually work "off-shifts." "There can often be a lot of turnover (in nightshifts) but usually when you get someone in there they're independent, responsible, they feel a lot of empowerment and they normally have a high amount of energy," Tindall said. "That's great - but they're also very independent - so if they're not well managed they can get out of control." Tindall agreed with Benavides that managers must remain flexible. He said it's important to produce more printed communications for these employees like newsletters, memos and bulletins. Tindall also added that human resources professionals may find it beneficial to create a "Web portal" for their employees. Much like a company's own virtual kiosk, a Web portal allows employees to gain access to a company Web site with a password, then peruse important human resources information. "They can look at their benefits, maybe their paychecks, their time sheets, information about accounting - you name it. And they can go to this kind of 'everything' area," Tindall said. Like Benavides, Tindall stressed that human resources managers need to see and talk with nightshift workers on a regular basis. "You need to have more meetings and smaller meetings," Tindall said. "Maybe a 7 a.m. meeting to catch the graveyard shift, maybe meetings on weekends or possibly late evenings. That's the only way to make sure you make them feel included." kramer.news@gmail.com madison.com ©2009 Capital Newspapers. All rights reserved. |
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