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July 11, 2024

Rotating shifts: Definition, benefits, and tips

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Rotating shifts: Definition, benefits, and tips

Rotating shifts are often ideal in industries where extended operating hours are essential to meeting the needs of their communities and customers. However, deciding on and developing a strong approach to rotating shift schedules is often challenging, particularly for those who still use an unspecialized or manual system to support the process. Agencies frequently struggle with challenges like a lack of accuracy, visibility, and efficiency. In turn, they often contend with a dissatisfied workforce, trouble maintaining compliance with labor laws, and safety issues—all of which can affect their bottom line.

To get it right, your agency needs the tools and approach that cater to your specifications and facilitate an easier and more efficient process for creating and managing schedules. Below, we’ll cover everything you need to know about rotating shifts, including how they work, how to determine if they’re the best option for your organization, and how to create a process that suits both your overall workforce operations and your team’s needs.

What is a rotating shift?

A rotating shift is a pre-established shift that alternates or changes over time. For example, a firefighter may work a 24-hour day and then have two consecutive days off. The 24/48 pattern repeats for a full 28-day cycle, then starts over again. The rotating shift format agencies use may vary based on factors like community need, role, and industry.

How do rotating shifts work?

Rotating shift schedules commonly include day, evening, and night shifts. Depending on the shift format, employees sometimes cover every type of shift at some point during the length of a single rotation. They may work eight, 10, 12, or 24 hours, depending on the needs of the employer and the community or customers it serves.

A rotating shift can be an established series of rotating days an employee has on or off the job based on a specific, fixed pattern. In other agencies, rotating shifts alternate based on both the days they’re on or off and whether they work day or night shifts. Regardless, the primary goal of rotating shifts is to prevent gaps in coverage.

What industries use rotating shifts?

Rotating shifts are common in industries that have non-traditional hours—particularly those that are open 24 hours per day. Some examples include:

  • Healthcare: Many medical facilities—such as hospitals, urgent care centers, and skilled nursing facilities—operate 24/7. To ensure total coverage for patients and avoid premature burnout, nurses, providers, and other professionals in this field often work rotating shifts

     
  • Manufacturing: Employees in the manufacturing industry—such as those who work in logistics or supply chain operations—frequently work rotating shifts so that the plant, warehouse, or factory can run continuously to meet customer demands.
  • Emergency responders/public safety: Law enforcement, fire and rescue services, and emergency medical professionals use rotating shift schedules to ensure public safety at all times. Their schedules must allow them ample time to rest between shifts due to the demanding nature of their jobs.
  • Transportation: To maintain their compliance with industry-wide safety regulations and ensure drivers are alert while on the road, many transportation companies implement rotating shifts. This type of shift can also help transportation personnel achieve a healthy work-life balance and a stable schedule.
  • Hospitality: Organizations in the hospitality sector—such as hotels, restaurants, and resorts—can often be busier on weekends than weekdays. Rotating shifts ensure full coverage for all operating hours including nights, weekends, and overnight shifts. Shift rotation also varies the schedule so that the best or worst shifts are spread fairly across the team.
  • Military: The military uses a rotating shift schedule for active duty service members to optimize training and safety protocols. This method enables them to improve their performance and alertness at all hours so they can hone their skills for the different circumstances that might require them.
  • Retail: Retail staff often work rotating shifts, particularly those in brick-and-mortar locations that are open 24/7. These types of schedules offer the organization’s workforce equal distribution of weekend and holiday shifts, and they also create fair opportunities to earn overtime.

Organizations in these industries may use different types of rotating shift schedules to meet the specific needs of both their operations and their employees.

Types of rotating shifts

Rotating shifts are not one-size-fits-all, so it’s essential to understand the various types of schedules so you can determine the best option for your workforce and organization. The most common types of rotating shifts include:

DuPont

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With a DuPont schedule, employees each work 12-hour shifts in a 28-day cycle. They rotate between working an equal number of day and night shifts throughout the cycle, and typically have three consecutive days off every other week. At the end of the 28-day rotation cycle, each worker has a full week off. Employers usually split this schedule between four separate teams to ensure full coverage.

Pitman

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Organizations that use the Pitman schedule implement a 14-day cycle, where each employee works seven 12-hour shifts. Four teams rotate across two day/night shifts, followed by two days off, then work another three day or night shifts. This same rotation repeats each week with the exception of the second week, which starts with two days off, followed by two day or night shifts, and then another three days off.

2-2-3

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Another option for rotational shift schedules is the 2-2-3 approach. Also called a Panama schedule, this format involves a 28-day cycle where employees work for 12-hour shifts. Four teams alternate between working two days, followed by two days off and then another three days on. Like the Pitman schedule, the 2-2-3 rotation repeats weekly, except the second week starts with two days off, followed by two days of work and then three days of rest.

Slow rotation

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For organizations with significant seasonal swings in demand, a slow rotation is often a good fit. With this type of schedule, employees’ shifts only rotate after several months or even a full year. Slow rotations are common in industries like retail and hospitality that are busier during certain holidays or times of the year.

Fast rotation

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Fast rotations require employees to alternate between working different shifts within a single week, such as two 12-hour day shifts, followed by two days off and then three 12-hour night shifts. This type of quick rotational cycle is typical for healthcare workers, who have to abide by minimum rest period requirements but who also benefit from working different types of shifts.

Southern swing

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With a Southern Swing rotation, employees work eight-hour shifts for seven consecutive day shifts. Then, after two days of rest, employees work eight-hour swing shifts for another seven consecutive days. During the last leg of the rotation, employees have another two days off, followed by seven consecutive eight-hour night shifts and then three days of rest.

24-48

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With the 24-48 rotation, organizations divide their workforce into three teams. Each team alternates working for a full 24-hour shift, followed by 48 hours of rest. This means employees never work more than three days in a given week and always have at least one weekend day off.

48-96

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For organizations whose workforce must commute a long distance to work, the 48-96 rotation cycle might be an attractive option. With this type of schedule, three teams of employees alternate between 48-hour work shifts and 96-hour rest periods. This limits the days an employee commutes to work to around 60 per year.

4-3

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The 4-3 rotational pattern works on a 21-day cycle, during which employees work 10-hour shifts. The shifts are typically divided between six teams, each working for 4 consecutive days followed by 3 days off. The pattern repeats itself for three weeks, though the shifts in the second and third weeks start and end at different times. 4-3 models work well for organizations that want some overlap in team coverage for training, culture, or coverage purposes (such as during busy periods).

California swing

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Public safety agencies, such as fire departments, often use the California Swing approach, wherein employees work 24-hour shifts every other day for five consecutive days. After the fifth day, workers have four days off. The pattern provides adequate rest time between shifts for firefighters and other employees who work highly demanding jobs.

5 on/2 off, 5 on/3 off

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Some organizations that employ frontline workers choose to implement 5 on/2 off, 5 on/3 off shifts to foster a healthy work-life balance among their workforce. With this method, employees work for five consecutive days, have two days of rest, and then work five consecutive nights before taking a three-day break. The pattern repeats to allow workers plenty of time off between shifts.

It’s worth noting that there’s a lot of variation that can come into play with each type of rotating shift, so these options serve as general foundations for organizations looking to implement rotating schedules. Each type offers distinct benefits, so it’s crucial to choose one based on the requirements, priorities, and constraints of your individual workforce and agency.

Benefits of rotating shifts

While rotating shift schedules might seem difficult to create and manage, they offer significant benefits to organizations that use them successfully. With the right approach and proper tools, rotating shifts can provide your organization and its employees:

Flexibility to accommodate personal commitments

Since 56% of workers say they have little to no say when it comes to flexibility in their schedules, organizations that are more accommodating can gain a competitive edge when it comes to recruiting and retaining top talent. This is because rotating shifts allow employees to alternate between working during different hours and days so they can more easily tend to personal commitments without having to take time off. Providing this level of flexibility can improve their job satisfaction, especially if the scheduling process is transparent and accessible.

Fair distribution of challenging and preferred shifts

In nearly every industry that serves customers outside of traditional work hours, there are more desirable shifts and those that are less attractive. For example, retail workers who earn commission may prefer shifts during busy periods, while police officers may favor day shifts so they can spend the evenings with their families. Rotating shifts enable organizations to offer fair access to the “best” shifts for every employee, so each worker feels valued and supported.

Optimal distribution of senior-level workers for customer experience

Customers will likely have a different experience with a veteran-level employee than they will with a newbie, and scheduling both types of workers during the same shift is vital for efficient training and effective mentoring. With rotating shifts, you can always have an experienced employee on hand to manage difficult situations and offer customers a white-glove experience. The organization can more easily distribute these seasoned workers across every shift so new hires can learn on the job without burning any individual senior-level employee out.

Increased employee engagement and satisfaction

Organizations with highly engaged employees are 23% more profitable than their competitors, so investing in a scheduling approach that cultivates satisfaction and engagement is well worth the effort. Rotating shifts keep employees engaged in their work by offering variation, flexibility, and ample rest time between working hours. Instead of clocking in and out at the same time day after day, employees experience different types of shifts, customers, and even challenges that keep their jobs new and exciting over time.

Opportunity for employees to develop their skill sets

Each type of rotating shift presents a chance for employees to acquire a different type of skill while on the job. For example, a nurse may find that day shifts are more fast-paced and offer more opportunities for tasks like assisting with patient procedures, while the night shift may give them more time to evaluate patient charts and spend more one-on-one time with patients. Each helps nurses hone distinct skills that can help them succeed throughout the duration of their careers.

Reduced commute time during non-peak hours

The dreaded traffic patterns for 9-to-5 workers are notorious for negatively impacting job satisfaction and overall happiness. Rotating shifts help employees cut down on commute time to add more hours to their personal time each week. Non-peak working hours mean fewer drivers on the road and a faster trip to and from work—often leading to happier, less stressed employees who are ready to serve their communities and customers.

While rotating shifts offer many benefits, it’s important to be aware of their potential disadvantages so you can develop an effective approach to avoiding them.

Drawbacks of rotating shifts

Nothing worth having comes without its potential challenges, and rotating shifts are no exception. The key here is implementing and managing a rotating shift schedule in an effective, thoughtful manner. Doing so can help your organization avoid:

Difficulty maintaining work-life balance

Rotating shifts are, more often than not, relatively long by nature. They’re intended to ensure complete coverage, so 12-hour shifts are typical for organizations that choose rotating patterns to schedule their workforce. Manual scheduling systems make it challenging to create consistent rotating schedules based on employee preferences and availability. When improperly scheduled, these demanding hours can make it difficult to support a healthy work-life balance for employees, who sometimes face issues like exhaustion or burnout.

Potential health concerns

Because rotating shifts often don’t occur during regular working hours, those who work them can develop some concerning health issues. Circadian rhythm disruption, cardiovascular issues, and gastrointestinal issues are tied to concerns like poor sleep habits and lack of exercise—both of which can occur with poorly managed rotating shift schedules. Because of the potential risks, organizations should always prioritize employee health and wellness when implementing rotating shifts.

Is a rotating shift schedule unhealthy?

While it’s true that rotating shift schedules can pose health risks, taking wellness into consideration when building schedules can help your agency keep its employees mentally and physically safe. An essential part of supporting your workers’ health is your understanding of and commitment to their needs. Without this, your rotating shift schedules could jeopardize the wellness of both your agency and your overall organization. Perhaps the best way to prevent employees from experiencing shift-related health concerns is by developing an effective approach to scheduling so they can get both the rest and activity they need to stay healthy.

How to schedule employees for rotating shifts

While specific steps for creating a successful rotating shift schedule vary by organization, industry, and goals, these general best practices can be used as a guideline in getting started:

1. Ask employees about their needs and preferences

Guessing what it is that your employees need, value, and prefer in their work schedules probably won’t get you very far in terms of satisfaction and morale. By asking employees about their availability and preferences and incorporating that feedback into your scheduling process, you demonstrate that you truly care for their needs. Start by asking each employee to provide their availability, shift preferences, and time off requests, and then try to develop a rotating shift schedule that takes at least some of those factors into account.

2. Communicate rules and policies to employees

If your employees don’t have quick, easy access to the rules or policies you’ve established, you’re setting them—and the organization as a whole—up for failure. To ensure an effective operation and empower your workforce, you need processes and tools that enable managers and team members to easily see and share their rotating shift schedules, communicate any last-minute changes, and request or approve time off.

3. Use scheduling software to simplify the process

Inflexible or outdated tools make it difficult—if not impossible—to create and manage rotating shift schedules that ensure complete coverage without burning out your workforce. To simplify the process and ease the burden on scheduling managers without sacrificing efficacy or your bottom line, you need automated scheduling software. Modern tools can minimize scheduling mistakes and make the process more efficient for agencies and employees by automating rotating shifts based on worker preferences and availability. That way, your employees are always in the right place at the right time. Some software even offers 24/7 self-service access for workers, so last-minute changes won’t throw a wrench in your operations.

4. Prioritize employee health and wellness

Using an automated scheduling platform can also help your agency keep employee schedules consistent and give them adequate time to prioritize their health, wellness, and personal lives. Plus, robust software streamlines the process of providing feedback to managers about scheduling and other concerns, so workers always feel heard and respected by their employer. No matter which type of rotating schedule you choose, the right one for your agency is the one that fits your team’s distinct needs.

Automate your rotating shift scheduling process with TCP Software

Organizations across industries can benefit from rotating shift patterns, but developing and maintaining a strong scheduling process can be daunting. This is particularly true for companies that lack the right tools to work accurately and efficiently while maintaining compliance. Without these key pillars, the complexities of scheduling can negatively impact employee satisfaction, customer experience, and the organization’s bottom line.

The right scheduling platform for creating and managing rotating shifts can avoid improper coverage, underworked or overworked employees, and labor law compliance risks. Scheduling software can mitigate unnecessary costs, legal fees, employee attrition, and low productivity and morale—leading to a more efficient, successful operation.

With TCP’s scheduling solutions, you can easily manage complex scheduling that aligns with the specific requirements of your agency and employees. Your team can better control costs with automatic schedule creation and communication, efficient shift trades, time off requests, and real-time availability access and updates. Plus, TCP solutions offer standout flexibility, transparency, and long-range visibility into scheduling to transform the employee experience. By empowering employees to co-own their schedules with 24/7 self-service access, you can keep your employees healthy and safe and equip them to provide your community and customers with unparalleled care.

Learn more about how TCP’s employee scheduling tools can meet your organization’s needs or talk to an expert to see how TCP can help streamline your scheduling processes.