A mid$-$sized nonprofit health$-$care organization is experiencing difficulty hiring and retaining staff as a result of the expansion and hiring efforts of a competing hospital in the same city. The competitor has greater name recognition and community presence than the nonprofit. The pay and benefits offered by the two organizations are comparable, but the competitor offers daytime$-$hour$-$only shifts. The nonprofit health$-$care organization cannot match the daytime$-$only work schedule because it operates $24$ hours each weekday. Instead, the nonprofit offers a small amount of premium pay and shift differentials, which are less appealing to some candidates. After two months of losing several qualified candidates to the competition, which results in increased workloads for current staff, the nonprofit$$s senior leadership decides that changes need to be made if they are going to compete for talent with the other hospital. They request an immediate review of their organization$$s hiring process and compensation policies.

The organization decides to increase staff salaries and eliminate premium pay and shift differentials. In exchange, staff must agree to work any shift assigned during the $24-$hour business day. How should the HR manager handle concerns expressed by staff regarding changes to the compensation policy?

Answers

Acknowledge their concerns, but indicate that this is the best policy available to meet the organization$$s hiring needs.

Tell employees that if the changes are not appealing to them, then the organization may consider reinstating the former compensation policy.

Hold departmental meetings to hear concerns and discuss how shifts will be assigned equitably.

Allow employees to manage their schedules within their individual units.