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Posts from the ‘Employee Scheduling’ Category

Employee Burnout & Fatigue – Tweet Chat Highlights

employeeburnoutWe had a very engaging tweet chat today regarding employee burnout and fatigue in the workplace. A number of thought leaders weighed in on how burnout affects employees and their employers; best practices on how to help prevent employee burnout/fatigue; how technology plays a role; and more.

You can view the entire tweet chat below (as well as here), or search via #KronosChat on Twitter. We’d love to know what you think about this topic – tweet us using #KronosChat, or comment below to share your thoughts.

New Retail Metrics to Consider

mall shopperToday’s post concerns retail metrics, and specifically whether retailers need to expand the way they think about the metrics that drive staff scheduling.  Brick and mortar retailers have long relied on traffic metrics to manage their business, provide better forecasting, and schedule their staff according to labor demand. But as the retail business and customer expectations are changing, our Workforce Institute board member Mark Wales proposed this podcast to discuss new metrics that he and his colleagues across retail management are considering, specifically around store occupancy.  In essence, it’s not only important that customers enter your store, but that they stay to browse and buy – and that’s where the workforce can make a real difference.

On December 22, I moderated a panel discussion on this topic with Mark Wales, Brian Field, and Greg Tanaka.  Brian is senior director of advisory services for ShopperTrak,  a global leader in providing consumer behavior insights and location-based analytics to help retailers, malls, and entertainment venues learn who is coming in their doors, where they are going, and how to make the most of the information. Greg is CEO & Founder of Percolata, a Silicon Valley-based organization that helps retailers measure customer occupancy in their stores using plug-and-play sensors. This data is then used to help shape the customer experience by ensuring that the best employees in the right number are staffed to server customers at the best times.  You can listen in on our discussion here:

Podcast Topics:

  • How are changes in the retail business driving the need for new metrics?
  • Historically, retailers have relied heavily on traffic metrics to inform their schedule planning.  How do traffic metrics help retailers build accurate labor schedules?
  • What’s the value of traffic information in the retail environment?
  • Are there shortcomings to relying on traffic data to plan store staffing?  Or are there particular risks or situations that aren’t addressed by traffic data??
  • How do you define the occupancy metric and how can it be leveraged in a store environment?

 

#MPOWR Our Sons & Daughters – By Bringing Their Parents to Work

#mpowr theme logo 2015Our board member, former SHRM CEO Sue Meisinger, reflects on Take Our Daughters and Sons to Work Day – with a twist.  Read her post below and take the poll at the bottom.  We’d love to hear what you think about this idea.

I’ve been around long enough to remember when the “Take Our Daughters to Work Day” started.  Initiated by the Ms. Foundation for Women in 1992, it was originally designed to address self-esteem issues unique to girls.  Most companies gradually expanded the program to include boys, largely because parents thought it would be a good experience for boys as well. In 2003 the program officially became “Take Our Daughters and Sons to Work Day.”

The goal? To “encourages girls and boys across the country to dream without gender limitations and to think imaginatively about their family, work and community lives. This national, public education program “connects what children learn at school with the actual working world”.  I like the idea and think that, when well organized, it can provide a valuable learning experience for children, allowing them to see what goes on in the world of work.

But I don’t think it goes far enough.  I think LinkedIn had it right when, a few years ago, it launched a “Bring In Your Parents” day.   Of course, I’m probably biased, since I held a “Bring Your Parent to Work Day” more than 10 years ago while I was the CEO of SHRM.  My motivation was simple.  First, I had kids who were just beginning their work lives, and I was dying to know how they were doing and what their employer was like, but I didn’t want to be a “helicopter parent.”  I knew that if I was a curious parent, parents of SHRM employees were probably just as curious.

Second, I had traveled to India, where it’s more important to engage parents in recruiting and retention efforts.  It’s just part of the culture – parents have a great influence on the choices their children make, and it extends to employment decisions.  If the parents are impressed and happy with the way their child is being treated in the workplace, they’re much more likely to encourage their progeny to take or stay with a job.   I think parents all over the world are like those in India:  They have great influence over the decisions of their children, and employers should look for ways to leverage that influence to their advantage.  For some employers – especially those that are great places to work – a visit of a few hours by some parents may be a cheap and easy engagement tool.  Parents are more experienced, and can recognize a good thing when they see it, and can help remind their child that the grass is NOT always greener on the other side.

What’s the harm in trying?

If given the opportunity, would you take your parents to your workplace?

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