As the summer season approaches, many small business owners are considering offering their employees reduced hours to combat burnout. According to a recent report by the Society for Human Resource Management, a significant percentage of U.S. employees feel burned out and emotionally drained at the end of their workday. While offering higher pay and benefits may be difficult for small businesses with tighter margins, reduced hours can be a cost-effective way to provide employees with a perk.
Before implementing reduced summer hours, small business owners should carefully consider factors such as employee workload and deadline schedules. If it is not feasible to offer all employees the same hours off, staggering time off or offering reduced hours every other week instead of every week may be a better option. It is essential to clearly communicate the details of the summer hours policy in writing so that all employees are aware of what is expected of them.
At the end of the summer season, small business owners should evaluate the impact of the reduced hours policy by conducting a post-mortem assessment. This will allow them to identify what worked well and what needs improvement, enabling them to make any necessary adjustments for future implementations of summer hours. By taking these steps, small business owners can ensure that offering reduced summer hours is a successful and beneficial perk for their employees.