The WFC Group Blog

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When it comes to food service and hospitality, high turnover rates may seem like just another standard feature of the industry. But some employers are approaching the matter a little differently, and they're setting a great case for how improved employee engagement can challenge the normal perception. Here are a couple key lessons learned from employers recognized for outstanding business performance and overall engagement that can extend beyond fast food.

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No store is an island in the world of retail. Chain operators see value in delivering a consistent experience no matter which location a shopper may choose to visit, and a lot of that comes down to overseeing employees and their productivity in completing important tasks. When each storefront runs as tight a ship as the rest, the whole ship floats — but how can the captains in HQ make sure no one gets lost at sea?

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When it comes to job satisfaction, nursing maintains an impressive rate of professionals pleased with their career choice (93% according to the recent “Employee Engagement in Nursing” survey conducted by Kronos Incorporated). It's easy to understand why healthcare instills a sense of value and purpose in one's work — helping people stay healthy is rewarding. Unfortunately, the profession also comes with a quiet occupational hazard that threatens performance and well-being, and it will continue to put hospitals and our healthcare providers at risk if unaddressed.

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Not enough can be said for the incredible value created by both hiring the right people and keeping them at the top of their game. Talent can go a long way to propel a business, but haphazard acquisition processes can result in extending an offer too late or they can drive talent away altogether.

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When Benjamin Franklin so eloquently surmised life's two certainties — death and taxes — he never could have imagined today's third inevitability. The Internet of Things is our new reality, with every object imaginable becoming "connected" via WiFi and producing new data streams, and businesses everywhere are faced with the challenge to adapt — both in our external customer relations and internally how we engage our workforce. With so many new sources of connectivity, it's up to business leaders to identify which sources offer the most value to how their businesses optimizes for greater productivity and employee empowerment.

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Getting ahead in business often starts from within. You can use all the metrics and tools in the world to measure fluctuations in the industry around you, but observations you make internally can spark actions that make your business outperform the rest. Kronos was an earlier innovator in predicting and forecasting, incorporating these practices over 15 years ago, before most other major providers of HCM solutions.

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With so many workforce management solutions offered by Kronos alone, it's not always clear which features are best fit for a particular business. One example we see pop up quite a bit is deciding between basic and advanced scheduling capabilities, so we'd like to take a moment to help clear that up. Both scheduling offerings are excellent in their own rights, so it's generally a case of which is better for your individual business's unique needs. Just because something is "advanced" doesn't mean its features are necessary, and just because another is "basic" won't prevent it from getting the job done well.

Writing a Request for Proposal is no easy process, especially when it involves vetting workforce management systems. As reputable WFM implementers and a Kronos Accredited Partner, we've answered many. Throughout these experiences, we've come to understand what makes for strong RFPs — the kind that result in decisively clear workforce management solutions and strong partnerships. As consultants, we've been happy to assist with every stage of RFP development, from final assessment to drafting the document altogether, lifting disruptive burdens from businesses. Here are a couple valuable lessons we'd like to share.

Before even settling on a new solution, the single act of proposing changes to a workforce management system is a huge task. It's important to realize that there are many more stakeholders involved than just leadership. By gathering viewpoints from every level of usership, you can prime yourself with a comprehensive case for upgrading or implementing a new workforce management solution. Here are a few tips to help start building your case: