Executing workforce management strategies means taking steps to make your employees perform better. Scientific research proves that people who are happy in their jobs and with the company they work for, are more effective in their profession. Added to that, a fulfilled workforce is highly productive, interact better with customers, and stay in their jobs for longer.
It may sound simple to create a fulfilled team, but it can be complex when you start looking at the root causes of what makes people perform better. It starts with the leaders and their vision for the business, and how that gets rolled out throughout the rest of the company, then moves on to the recruitment process and finding the right people for the right culture fit.
As you can see, it can become daunting, but this article simplifies things so you can see the most important steps to improved workforce management.
1. Do Your Homework
You can’t be completely effective with any workforce management strategies if you don’t first do your homework.
This means talking to those in the trenches first to ascertain:
- What their pain points are, and then if many people are having the same ones, analysing the root causes to come up with possible solutions.
- What tools they need so they can do their work to the best of their ability. Oftentimes you’ll find employees complaining about a task they’re expected to do, but their superiors neglect to provide the resources for it.
- What would make them happy and more productive? When you really listen to what they’re saying, you can generally come up with ideas. For instance, if they feel disconnected to their peers, organise team building sessions or time for regular get-togethers.
No matter which routes you go in terms of workforce management, neglecting this step can result in bad consequences, like purchasing software that could have been more effective, or implementing changes that are not followed.
While management may think they understand what’s needed, those who actually work in that area will always provide the best feedback.
2. Create Guiding Standards
McDonald’s wouldn’t be the business it is today if it weren’t for basing the entire model on standards and systems. The whole reason the model works is because of the standards they’ve implemented, from the temperature of the oil before cooking, to precisely how many pickles a burger should contain.
In this way, they save costs, provide guidelines for staff to follow, and provide a consistent experience their customers rely on throughout the world.
Creating standards gives a guideline to employees as to how they are expected to do things. Implementing standards also allows a way to measure the performance of employees and the overall company. In addition, by developing and documenting processes like customer service standards, you create consistency that customers can rely on.
Your brand also depends on standards to make it identifiable and professional to potential customers and vendors.
3. Document Processes
Standards, procedures and processes need to be documented and easily accessible to all staff. These documents act as a guideline for employee behaviour and provides consistency.
With documented processes, everyone’s on the same page, and they can be used to induct new staff members to have the same understanding as employees who have been working in the company for a while already.
Ultimately, this means greater productivity, continual improvements and improved communication.
4. Use Technology and Experience for Growth
Using software in workforce management increases productivity and makes tasks easier. Here are three ways to consider using technology to streamline processes:
- Automating time management. Reduce mistakes and free up the time of your HR, finance and operations departments by enabling employees to enter their own time and attendance data.
- Self-service absence of leave. Use systems that allow staff to enter their own leave details to automate the process. This provides real time analysis, streamlining and standardising of internal processes and policies for compliancy.
- Outsourced workforce management for business that lack experience in HR tech or see the benefits a cost effective strategy to facilitate growth could provide.
5. Implement Internal Branding
HR.Com describes workforce management strategies as, “...focus(sing) on all the activities that are required to manage and sustain a productive, cost-effective and happy workforce.”
A productive workforce is an engaged workforce. An engaged workforce means employees are happy and have “bought into” the company they work for. The outcome of this is reduced costs due to decreased absenteeism and lower staff turnover, employees doing more in less time, taking responsibility for their roles, and providing consistently good customer service.
Companies should strive for highly engaged employees, and one element of this is to implement internal branding. In other words, instead of focussing solely on the exterior, you sell the brand from the inside first, to the most important people: your staff.
You will reap the rewards when your employees become brand ambassadors, and your best form of advertising.
To discover how BENCHMARQUE’s hospitality workforce management solutions can help your business grow, get in touch with us today and allow us to provide you with the freedom to focus on profitability.