Customize HR Programs for Hourly Workers

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Hourly workers are often excluded from HR programs due to operational challenges such as complex labor laws, lack of access to organizational technology, and logistical difficulties in managing large groups.
There is a prevailing mindset in organizations that hourly workers have similar needs to salaried employees, leading to programs that do not meet the unique needs of the hourly workforce.
High turnover rates among hourly workers make organizations hesitant to invest in their development and engagement.

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Our Advice

Critical Insight

Organizations often prioritize attracting hourly workers due to high turnover rates, but investing in their engagement throughout the lifecycle is key to retaining this workforce segment. Customizing HR programs for hourly workers eliminates the need to constantly reset the clock on attraction and recruitment.

Impact and Result

Customizing HR programs informed by an internal and external analysis allows organizations to prioritize programs with the greatest impact, ultimately enhancing the hourly worker experience.
Addressing the unique needs of hourly workers through the customization of HR programs is associated with higher engagement, retention, customer satisfaction, and productivity. This approach fosters an inclusive work environment that drives overall success.

Customize HR Programs for Hourly Workers Research & Tools

1. Determine the need for customization

Analyze internal and external data to determine customization objectives.

2. Prioritize programs for customization

Shortlist and prioritize HR programs to be customized based on impact and effort.

3. Customize HR programs

Explore opportunities and prepare to customize HR programs across the employee lifecycle

4. Implement customized HR programs

Create a change and communication plan to roll out customized HR programs.

About McLean & Company

McLean & Company is an HR research and advisory firm providing practical solutions to human resources challenges via executable research, tools, diagnostics, and advisory services that have a clear and measurable impact on your business.

What Is a Blueprint?

A blueprint is designed to be a roadmap, containing a methodology and the tools and templates you need to solve your HR problems.

Each blueprint can be accompanied by a Guided Implementation that provides you access to our world-class analysts to help you get through the project.

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Get the help you need in this 4-phase advisory process. You'll receive 9 touchpoints with our researchers, all included in your membership.

Guided Implementation 1: Determine the need for customization

Call 1: Discuss the catalyst for customization and identify key players to participate in program customization decisions.
Call 2: Discuss insights from the internal and external needs analysis to inform customization objectives.

Guided Implementation 2: Prioritize programs for customization

Call 1: Review the HR programs in scope for customization.
Call 2: Review HR programs shortlisted for customization.
Call 3: Discuss the selection of HR programs that will move forward for customization.

Guided Implementation 3: Customize HR programs

Call 1: Explore opportunities to customize HR programs across the employee lifecycle and discuss common factors impacting customization.
Call 2: Prepare to customize selected HR programs, including appointing a project team and selecting metrics to track program success.

Guided Implementation 4: Implement customized HR programs

Call 1: Review hourly workers' nuances of change management.
Call 2: Discuss the appropriate rollout approach that aligns with hourly workers' needs and prepare to evaluate and iterate customized HR programs.

Contributors

Scott Greenberg, Business Keynote Speaker, Author & Business Advisor
Rachel Schaeve, Director, Talent Acquisition & Development, Grande Cheese Company
Amy O’Neil, Advisory Board Member, Arden Technologies, Inc.
Cara Silletto, MBA, CSP, President & Chief Retention Officer, Magnet Culture
TJ Schier, Chief Executive Officer, President & Founder, SMART Restaurant Group
Steve Ransone, VP of Organizational Capability, White Lodging
Carrie Conlon, Human Resources Director, Dexterra Group
John Frehse, Senior Managing Director, Ankura Consulting
2 of anonymous company contributors