In many ways, the demands of modern life have increased more quickly than the resources available to meet them. The latest American Job Quality Study, conducted by Gallup, indicates just how challenging this imbalance has become for workers.

The results of the study demonstrate unequivocally that the quality of employees’ work experience is just as important as simply being employment. Those who are dissatisfied in their jobs risk greater anxiety, chronic stress, and disrupted sleep, all of which can have detrimental effects on their long-term happiness and satisfaction.

Notably, such dissatisfaction often stems from unreasonable or unsustainable scheduling demands. Currently, almost two-thirds of U.S. workers report that their employers are failing to provide them with schedules that meet healthy standards. In some cases, those problematic schedules feature a constant and frustrating lack of predictability, such that employers routinely refuse to provide clear scheduling information at least two weeks in advance. In other cases, the problem stems from a lack of stability, such that workers indicated they could not expect to receive consistent assignments of roughly the same number of working hours (and thus regular wages) each week.

Intensifying these challenges, workers highlight their persistent inability to control their schedules. Almost half of the workers interviewed reported having no input into which hours or days they worked. In a related sense, they emphasized the inflexibility of their jobs, such that they found it nearly impossible to request and be granted leave when they needed it for personal reasons.

Some demographic segments are disproportionately affected by these constraints. In particular, shift and part-time workers—who are especially common in retail settings—report more irregular hours, on-call shifts, and schedule changes with little notice. These retail workers often lack collective bargaining power. Furthermore, the employees with the worst schedules tend to be the ones who depend most on their current employers, such that they perceive few opportunities for employment or advancement elsewhere. Their dependence relates to the wide range of difficult life demands facing retail workers, who often lack the resources to find reliable childcare. In some states, eligibility for public assistance, such as Medicaid or SNAP benefits, requires the applicants to demonstrate that they have reliable working hours.

The high, intense rates of worker dissatisfaction that such scenarios create can lead to decreased productivity, more absences, and lower retention. Ultimately, it is not just the workers but also the retailers, and all of society, that bears the cost. For example, if unhappy, burnt out workers leave, retailers must undertake expensive recruitment efforts to fill those jobs, if they hope to remain in business.

In addressing these existential threats, analysts argue that the findings represent an indictment of our current system, as well as a warning of its potential collapse. If retailers accept the wake-up call, change is possible. In particular, communication is vital: Active communication from leadership of the parent company should remind retail managers to respect employees’ needs. Meaningful communication from supervisors can grant workers a greater sense of respect and control over their own schedules. Creative scheduling (e.g., flextime) also offers a promising option to help employees achieve better balance between their work and personal lives. Finally, technology tools arguably could help retailers account for the many variables that define employees’ needs and thereby build out schedules that match each worker’s individual demands and concerns. Implementing these advanced tools can create stability within the schedule, at relatively minimal costs.

Such moves promise to benefit everyone. For savvy retailers, ensuring benefits to their employees can lead to benefits for their customers and then for themselves and their prospects of success.

Discussion Questions

1. Is dissatisfaction inevitable among retail employees? What features of the retail industry make it difficult to establish regular schedules, for example?
2. What other strategies might businesses use to create more predictable and stable schedules for workers?

Sources: Kameryn Griesser, “Most US Workers Struggle with Their Schedules. Here’s Why Employers Should Care,” CNN, June 10, 2025; Brianne Roesser, “Study Finds Work Schedules Fail to Support Work-Life Balance,” Spectrum News 1, June 11, 2025; “Study Links Employee Well-Being to ‘High-Quality’ Work Schedule,” Safety + Health Magazine, July 9, 2025.