What do you do if your employee scheduling software is causing more problems than solutions?

1 Assess the root cause

Identifying the source of the issue is the first step in addressing it. This issue could be attributed to the software itself, how it is being used, or feedback from your employees. Common problems with employee scheduling software include its complexity or bugginess, lack of integration with other systems or platforms, not accommodating specific needs or preferences, creating conflicts or confusion among staff, and not aligning with goals or values. Once you pinpoint the root cause, you can decide whether to fix it, adjust it, or replace it.

2 Communicate with your staff

The second step is to communicate with your staff about the problem and the possible solutions. After all, your employees are the ones who have to work with the software and follow the schedules, so their input and feedback are essential. To facilitate this communication, you should explain the purpose and benefits of using the software, ask for their opinions and suggestions on how to improve it, address their concerns and complaints respectfully, involve them in the decision-making process, and train them on how to use the software properly and efficiently. Doing so can help increase their engagement, satisfaction, and cooperation.

3 Explore other options

The third step is to explore other options if the problem persists or worsens. It may be that the software you are using is incompatible with your needs or expectations, and a switch to a different one may be necessary. When selecting a new software, be sure to consider factors such as the features and functions it offers, the ease and cost of installation and maintenance, its compatibility and integration with other systems or platforms, the support and service it provides, and the reviews and ratings it has from other users. Exploring alternative solutions will help you find a software that meets your requirements and delivers your desired results.

4 Evaluate the results

The fourth step is to evaluate the results of your actions and monitor the performance of your software. Whether you fixed, adjusted, or replaced it, you need to measure its impact on your workflow, staff allocation, and labor costs. To do this, you should look at indicators such as the accuracy and reliability of the software, the efficiency and productivity of your staff, the satisfaction and retention of your employees, the compliance and quality of your service, and the profitability and sustainability of your business. By assessing these variables, you can determine whether your software is solving your problems or creating new ones.

5 Keep learning and improving

It's essential to keep learning and improving your skills and knowledge on employee scheduling software as technology is always changing. To stay up-to-date, you should stay updated on the new features and updates of your software, seek feedback and advice from peers and experts, attend training sessions and webinars, read blogs and articles on the topic, and experiment with different settings and strategies. By doing so, you can optimize your use of employee scheduling software and enhance your supervisory skills.

6 Here’s what else to consider

This is a space to share examples, stories, or insights that don’t fit into any of the previous sections. What else would you like to add?