Automation is often seen as the maker’s ticket to the future. Recently, however, it is a new labor model that is attracting envious eyes from other sectors.

Leading the way for manufacturers to work are platforms like MyWorkChoice, a one-hour workforce management platform.

MyWorkChoice uses smart matching technology to build onboard custom communities according to each client’s specifications.

By allowing workers to choose their shifts, MyWorkChoice reduces the absenteeism rate for manufacturers from about 35 percent to just 3 percent. For plant production, managers’ stress levels, and company culture, it’s the difference of night and day.

Q: Can MyWorkChoice’s model work for other industries? Maybe so – but only if they can fit two puzzle pieces that, frustratingly, never go together: flexibility and dependability.

engineered for flexibility
Over the years, many white-collar workers have enjoyed the flexibility to work when and where they want. Until recently, however, blue-collar sectors such as manufacturing employed workers in 40-hours-per-week arrangements.

Clearly, blue-collar workers want the same freedom. According to Tana Green, CEO of MyWorkChoice, the dam that broke is the coronavirus pandemic.

“The traditional staffing agency model is dead,” explains Green. “Before the pandemic, resilience was supporting both workers and companies that needed to increase their workforce at any time; Today moving our supply chain and hiring healthy people is an important piece of the puzzle.”

Instead of requiring a rigid schedule, MyWorkChoice lets the company’s regular workforce sign up for blocks of four hours on days they choose. Many choose to work a full 40 hours per week, building a dependable primary workforce.

Workers understand that MyWorkChoice isn’t just another day-labour app, nor is it a split-shift system. They stick with it because of its flexibility, enabling them to build hourly teams for the companies they serve.

Can sectors outside manufacturing make that model work? Sure, Green says: MyWorkChoice has it implemented in call centers, distribution centers, and more. But before they make the leap, they have to solve for another part of the equation: dependence.

solved with scale
MyWorkChoice is a great reason to reliably distribute workers. But there’s a second factor that, for industries that follow the lead in manufacturing, may be more difficult to replicate: scale.

Largely because of the flexibility it offers to workers, MyWorkChoice is the largest recruiter in most of the markets in which it operates. This ensures that the model has the bench strength to operate, covering gaps in the company’s regular workforce. Access to a large, scalable workforce forms a secondary line of defense while eliminating the need for overtime.

A large labor pool, combined with short shifts, lets employers accommodate all kinds of living situations. The result is MyWorkChoice’s third talent stream: the non-traditional workforce segment, such as seniors and college students, who otherwise would not seek construction work.

Many of these MyWorkChoice workers have responsibilities outside the platform, which will make it difficult to work long shifts. Its model makes hard-to-fill times less daunting. For example, the second shift is usually the most difficult to fill, but when flexible four-hour slots are made available, stay-at-home parents and other income earners come into this shift, making it more accessible to the platform. Becomes one of the most prestigious.

Across the industries MyWorkChoice operates in – construction, call centers and warehousing – this three-pronged approach proves the flexibility works. In more niche ones, it may not be.

take survey. US According to the Bureau of Labor Statistics, the entire U.S. The U.S. has fewer than 50,000 surveyors. Because this is a specialized field, no amount of flexibility can help employers build secondary and tertiary teams. In all but the labor markets, there simply aren’t enough surveyors to go around.

flexible working
Despite the economic downturn, many industries struggle to fill open positions. Many of those workers want flexibility. So what can employers in other fields do to marry both?

One option is to convert hourly workers to an employer-of-record model. Because MyWorkChoice is the employer of record, it handles employee compensation, unemployment claims, and other back-office matters that employers would otherwise have to deal with.

The second option is to bring new demographic groups into the fold. Look for ways to increase flexibility: If possible in your industry, consider making work-from-home options permanent. If not, perhaps you can give workers more options than they should be about their hours.

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