Effective Shift Management in 24/7 Food and Beverage Operations
Shift work in beer is business critical to operations sales team success, as seen here.
Managing shifts in a 24/7 food and beverage operation isn't just about filling slots on a schedule—it's about ensuring seamless operations, maintaining employee morale, and meeting customer deliverables. Let's dive into some strategies that can help optimize shift management, making life easier for both you and your team.
Implementing Fair and Flexible Scheduling
Different shift patterns can be used to meet the needs of a 24/7 operation, each with its own advantages and considerations:
5x8 Shifts: This is the classic schedule where employees work five 8-hour shifts per week. It’s straightforward and predictable. It’s “common” and popular in states like CA due to labor conditions.
4x10 Shifts: Employees work four 10-hour shifts per week, giving them three days off. This can be great for work-life balance and reducing commuting time. However, longer shifts mean you'll need to be extra diligent about managing breaks and meal periods to stay compliant with labor laws.
12-Hour Shifts: Often used in continuous operations, employees work three or four 12-hour shifts per week. This setup results in more days off but can be exhausting if not managed carefully. Rotating schedules help distribute the workload evenly and prevent burnout.
A Note: Overtime can differ per state, like I mentioned with CA in 5x8 schedules. It’s common because after 8 hours in a day employees get OT (generally – unless they are in an alternative work week situation or a collective bargaining agreement for example). Work with your HR, give it a Google, or chat with your employment lawyer if you need to change shifts and are curious about the cost implications. It’s worth the conversation, my tip as always - remain curious.
Accounting for Breaks and Meal Periods
Ensuring compliance with state labor laws regarding breaks and meal periods is essential. In California, for example, employees are entitled to a 30-minute meal break if they work more than 5 hours, and a second 30-minute meal break if they work more than 10 hours. They’re also entitled to a 10-minute rest break for every 4 hours worked.
Break Management: Sure, you could use scheduling software to automate break and meal period assignments. You can also count it out on your fingers/toes. It doesn’t have to be complicated to be compliant.
Meal Premiums: Be aware of meal premiums that apply when employees miss their meal periods. It’s not just a California thing; states like Washington, Colorado, Illinois, New York, and Massachusetts have rules about this too. If an employee misses a meal break in many cases the employer must pay an additional hour of pay at the employee’s regular rate. This can significantly increase labor costs if not properly managed, and we all know the budget is tight right now (Workforce.com) (Connecteam) (Workforce.com).
Ensuring Adequate Staffing Levels
Maintaining adequate staffing levels is crucial to handle peak times and avoid employee burnout. Understaffing can lead to overworked employees and a decline in service quality.
Monitor Staffing Needs: Regularly analyze customer demand patterns to anticipate busy periods and adjust staffing levels accordingly. Historical data and sales forecasts can guide these adjustments. If your overtime, meal premiums paid, or use of sick/vacation time is at its peak – that’s a good sign you are understaffed for the situation.
Cross-Training Employees: Cross-train employees to handle multiple roles within the operation. This flexibility ensures that staff can cover for each other during absences or high-demand periods, enhancing operational resilience. If you partner with your HR or accountant that runs payroll – sign people up for multiple wage rates so you can compensate fairly and consistently for the pivot (Qualee) (HR Soft Improve).
Promoting Work-Life Balance
Work-life separation is essential for employees working in 24/7 operations to maintain their well-being and productivity. Companies that prioritize this tend to have higher employee retention rates and better overall performance.
Offer Shift Swapping: This is where I recommend technology 100%. Allow employees to swap shifts with each other, provided it doesn’t disrupt operations. This flexibility can help employees manage their personal commitments better and not call in when something random and fun comes up that they would rather attend.
Provide Rest Periods: Ensure that employees have sufficient rest periods between shifts. Avoid scheduling back-to-back shifts that can lead to fatigue and decreased performance. Also, no one wants to work 6 days straight. If these roles are guest-facing, remember they are an extension of your brand and experience. Schedule days off. You employ humans, not robots (HR Soft Improve) (Qualee).
Conclusion
Effective shift management in 24/7 food and beverage operations requires a balanced approach that considers the needs of both the business and its employees. By implementing fair scheduling practices, maintaining adequate staffing levels, promoting work-life balance, enhancing communication, and fostering a positive work environment, businesses can ensure smooth operations and high employee satisfaction. Embracing these strategies will not only improve productivity but also create a more engaged and resilient workforce.
By focusing on these areas, food and beverage businesses can navigate the complexities of 24/7 operations and achieve long-term success.