You're a manager

You face some tough challenges in your responsibility for adequate workforce management and productivity levels. Making sure staff work their contracted hours - with fewer hours or even more where needed - seems to become more complicated every year. It's a hassle. Your planners complain about a lack of staff, employees turn off their phone to avoid being called on their day off, and the temp agency that promised the world when you signed the contract cannot help you when you need them the most. How can self-rostering help?


In the case of self-rostering, employees themselves distribute shifts according to staffing requirements set by management. Employees also ensure they reach their contracted hours, as well as planning their free days and leave. All work is divided among a fixed and fully-occupied team. As individual preferences are complementary, it is easier to guarantee employees work “their hours”. Specialised software can help with every step in this process. Improved utilisation, higher productivity, and reduced absenteeism are proven benefits of self-rostering.

Team spirit

With self-rostering, employees as a team play an important role. Not every individual preference can always be honoured in the rostering process. When it comes to self-rostering, collaboration and strength among the team is mobilised to distribute all preferences fairly. And this all happens completely transparently and objectively. The name "self-rostering" emphasises the individual, but it is also about employees and teams working together on the division of labour. This results in fewer complaints about the roster. Everyone is given the opportunity to submit requests, while the final distribution of shifts is agreed upon as a team.

Sustainable flexibility

Schedules created via self-rostering will remain intact more often and are subject to fewer changes once operational compared to schedules created by planners. Contracted hours are better fulfilled, and less popular shifts and leave requests can be better accommodated. The use of external flex workers can be limited to, for example, increased absence due to illness. Self-rostering requires more flexiblity from the team itself rather than outsourcing.

Individual responsibility for rostering

Self-rostering might seem easy, but it’s a big paradigm shift for employees, planners, and managers.  As a manager, you have to dare to let go and stick to it. The new way of working applies to everyone, which means existing favours regarding working hours for individual team members are abandoned. Employees are given new responsibilities and are held accountable. One of these new responsibilities is collectively ensuring all work is completed. The road to self-rostering can be bumpy, but the trade-off is powerful and long-lasting.

Discover the benefits

  • Productivity goes up
  • Improving team spirit
  • Reducing temp hiring

Our self-rostering services


Try-out Self-rostering

A year-long guided introduction to self-rostering, with no further obligation.
  • Active client involvement
  • Feasibility study
  • 1 year software and support
Receive the information kit
Most popular

Professional Self-rostering

Self-rostering implemented throughout your organisation following a successful pilot.
  • Pilot with opt-out
  • Implementation organisation-wide
  • 3 year software and support
Receive the information kit

Data-driven Self-rostering

We take over all your workforce planning for a period of three years. All your planning costs will be transparent and scalable.
  • Feasibility study
  • KPI-based takeover of your workforce planning
  • 3 year software and support
Receive the information kit


Check out the added value for your executives, managers, and HR on this website. Read about successful examples at other satisfied organisations, and about what our solution can offer your industry. Check out our service packages and how we work to get an idea of what we can offer. Better yet: call us for an appointment!

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