Have you ever transitioned to a longer work week? How can we smoothly shift employees in New York from a 36.5-hour work week to a 40-hour work week? Seeking suggestions for logistics like impact on PTO accruals and salary adjustments. How can we effectively communicate this change to employees? #WorkWeekTransition #EmployeeCommunicationTips #PTOAcruals #SalaryAdjustments
Lol. How many resignations have you received mate?
If the extra time EEs are spent working is made up in another way (extra PTO as an example) then it would be an easier transition. All current employees started out working 36.5 hours a week when they were onboarded – so make sure you find a way to keep them by doing this.
Oh naur
In my opinion, adjusting pay is the most fair way to approach this and the best hope of not getting overloaded with angry emails. You might get some anyway, but at least there is a recognition that this is more work and deserves commensurate pay. The sadness for PTO. If they actually those ads l additional hours, as that to the time they have. Let’s be real, it’s 3.5 hrs, or half a day. That shouldn’t breaking anyone’s bank for a half day of PTO.
I did have to do this but for a company in the UK we acquired. They were a 37.5 hr company, and we were 40. Even though most were salaried, we gave them the extra. 2.5 hrs of pay into their salary.
You can explain it as sensibly, rationally, and as clearly as possible, and everybody will still hate it.
What is the schedule or situation that leads them to be 36.5? Genuinely curious
This will be a nightmare anyway you plan it out…. prepare for the fire and brimstone.. be on the lookout for union reps trying to strike while the iron is hot to swoop in promising them if they unionize they will get them back on the old schedule.
You need a full scale change and communications plan to do this well. That includes:
– A strategic communications plan that starts with the C-suite and cascades through leadership, all levels of management, and employees
– Talking points for everyone at the manager level and above
– Comms that tell the whole story of why you’re doing this and how it benefits the company, without BSing your employees
– If you have an HR call center, setting up reps to take calls on this (even if this has nothing to do with their usual job)
– Specialized training for managers – they are going to get the brunt of this and they need to be equip to deal with anger, frustration, acting out, calling out, getting blamed, etc.
This is off the top of my head. I’m an HR Change and Communications Consultant, and my advice is to hire a change and comms professional/firm to do the comms for you. You’ll have a much better chance of success and it’s worth the cost.
You’re basically removing a benefit. No one is ever happy to lose a benefit.
That being said, doveinabottle’s approach is ideal
You want to smoothly transition an increase in working hours? Oh man, I’m so sorry.
Not actually a suggestion but have you thought about going the other way? Just really drive the screws in, make the transition awful and then when the higher ups complaint just say “I fucking warned you!”