As we make our way towards a new normal amidst COVID-19, businesses must consider how best to support hourly workers. In April, the unemployment rate spiked to 14.7% compared to the 3.6% rate at the start of the year, according to the Bureau of Labor Statistics. The rate is expected to go down as the economy reopens and people are able to return to work. However, we must still take into consideration the reality of health concerns and at-home commitments. MyWorkChoice places priority on flexibility for both employers and their hourly workers, making them uniquely adept to help businesses succeed in this environment.
Worker Concerns According to Survey
Workers are craving the flexibility and customization that encompasses the MyWorkChoice business model. Increased at-home commitments make these two features a necessity as workers navigate their responsibilities. Many people are faced with caring for family members and homeschooling their children, so are unable to meet the demands of working 10-12 hour shifts or a full-time work week. Based on a survey conducted by Greene-Group, further concerns of workers are listed below:
- 68% want the ability to choose the number of hours they work per week
- 56% want 4-6 hour shifts offered
- 66% would benefit from managing their schedule through an app with direct communication to their employer
Continued Need for Flexibility Post-COVID
MyWorkChoice was built to help businesses address the above concerns which will continue to be important to workers even after the implications of COVID-19. We cannot assume that workers will immediately return to prior work patterns as businesses reopen because they must still manage their other commitments. Currently, health is the number one concern of workers during COVID-19, but increased family and home responsibilities led 30% of workers to require unemployment benefits. Even as workers are able to return to their jobs these home responsibilities will remain present, calling for the more flexible work schedules.
We must recognize the needs of workers and aim to fill them. Luckily, those needs of flexibility and customization align in ways that employers will benefit. Companies will find that using this business model will ensure higher fill and retention rates, making productivity in an uncertain time more attainable.
