As summer approaches and the temperature rises, small business owners may be considering implementing summer hours as a way to combat employee burnout. Offering perks such as early releases on Fridays can help boost morale and provide employees with a much-needed break.
A recent report by the Society for Human Resource Management found that a large percentage of U.S. employees feel burned out at work, emotionally drained, and used up by the end of the workday. Small businesses, with their limited resources, may find it challenging to offer competitive pay and benefits to improve employee satisfaction.
Summer hours can be a cost-effective way for small businesses to show appreciation to their employees. However, before implementing reduced summer hours, business owners should carefully consider factors such as employee workload and deadlines. It may be necessary to stagger time off or offer reduced hours every other week to accommodate business needs.
Once a decision has been made to offer reduced summer hours, it’s important to communicate the policy clearly to employees. Put the details in writing, including start and end dates, and inform employees well in advance so they can plan accordingly.
At the end of the summer season, conduct a post-mortem evaluation of the summer hours policy. Assess what worked well and what didn’t, and make any necessary adjustments for the following summer. This ongoing evaluation process will help ensure that summer hours continue to benefit both employees and the business as a whole.