Unlock the Secrets of Frontline Workforce Success in 2024. Download the Frontline Workforce Pulse Report 2024

But disconnection, discontent, and demotivation are driving frontline employees to leave their roles at an alarming rate. At Beekeeper, we conducted our third annual Frontline Workforce Survey in September 2023 and found several trends that indicate a decline in motivation and productivity among deskless workers.

Despite these challenges, corporate leaders can reverse this trend and cultivate a thriving workplace that attracts, retains, and develops frontline talent. Addressing the root causes of disengagement enables companies to build a resilient, motivated frontline workforce, vital for sustained business success.

The 2024 Global Frontline Trends Report by Beekeeper offers insights into the motivations and stressors across frontline industries. We want to better equip leaders with valuable knowledge to formulate strategies addressing challenges and foster engagement, productivity, and growth within their frontline operations.

Let’s look at two key insights from our frontline survey:

1. Disengaged Frontline Workers Are Changing Jobs In Record-Breaking Numbers

While fair pay is undoubtedly important, it’s not the only factor that influences whether workers choose to stay or leave. Frontline employees are seeking a friendly and safe work environment, meaningful engagement from their employers, recognition for their efforts, and opportunities for growth and advancement.

And yet, frontline workers often find themselves overworked, unhappy, and disconnected from the priorities of corporate headquarters. This demotivation and dissatisfaction have led many frontliners to leave, resulting in attrition rates as high as 35% to 50% in various industries. 

To address these concerns and retain valuable frontline talent, companies can take a holistic approach. It’s not enough to focus solely on compensation; employers must create a supportive and engaging workplace culture that meets the diverse needs of their frontline workforce. 

By providing a friendly and safe environment, acknowledging individual and team efforts, offering fulfilling jobs with growth potential, and leveraging technology to enhance their work processes, companies can cultivate a motivated and loyal frontline workforce that will contribute to their long-term success.

2. Productivity Dips When Motivators and Operational Issues Aren’t Addressed

The growing disconnect between frontline teams and managers is causing workers to feel that their concerns are being ignored, leading to decreased morale and productivity.

The top 3 roadblocks to frontline productivity are understaffed shifts (36%), lack of recognition (26%), and poor team communication (18%). 

Understaffing remains one of the top productivity killers for frontline workers. When there aren’t enough employees to handle the workload, frontline teams become overwhelmed and their efficiency suffers. A lack of recognition and poor team communication further demotivate workers, making them feel undervalued and unsupported in their roles.

There is a stark contrast between the concerns of frontline workers and the perceptions of HQ executives. While workers prioritize operational challenges such as understaffing and communication issues, executives focus on low morale, unclear goals, and a lack of training. This disconnect highlights the need for better communication and understanding between management and frontline teams.

The consequences of this disconnect are detrimental to organizational performance. When management fails to address the needs and concerns of workers, employees become disengaged and may seek employment elsewhere. This turnover can disrupt operations and lead to financial losses for the company.

To address these issues and improve productivity, employers must prioritize the needs of their frontline teams. Investing in employee engagement and productivity tools, such as Beekeeper, can help. Beekeeper provides a mobile-first platform that enables workers to communicate, collaborate, and develop their skills. It also streamlines communication and allows managers to track engagement and training completion rates.

By addressing motivators and operational issues, employers can create a work environment where employees feel valued and supported. This, in turn, leads to increased productivity and employee satisfaction.

Download the 2024 Global Frontline Workforce Pulse Report for a full list of insights and Beekeeper’s tips on solving frontline challenges.

The post 2024 Frontline Workforce Pulse Report | Bridging The Frontline Disconnect appeared first on Beekeeper.

These individuals are at the forefront of daily operations, providing essential services and directly interacting with customers, clients, or patients. They are vital contributors to the functioning of society and the global economy. 80% of the world’s workforce falls under the frontline category. But the latest frontline statistics show the workforce is evolving. A global pandemic, a shift in attitudes toward them, and better technology to support them is pushing a new future for frontline workers. 

To support and manage their frontline workers to build productivity and boost employee satisfaction, leaders need to keep their fingers on the pulse of the latest trends and statistics to learn how to better engage with their teams. Too often, frontline leaders lack the insight to really know what their workers want and don’t use the right tools. That often leads to challenges like:

• Communication issues and barriers
• Low engagement
• Lack of collaboration and cohesion of teams
• Poor relationships between managers and workers 
• Little or no proper training methods for frontline workers

But with the digital tools in today’s world, companies can leverage mobile technology to eliminate these pain points and meet the unique needs of frontline employees. The benefits will quickly follow. Recognizing and addressing the needs of frontline workers is crucial for creating a resilient and supportive work environment. And these frontline statistics can help shed light on how to take action.

Current State of Frontline Workers 

Every frontline metric tells a story. It can reveal something about what a company is, or is not, doing. It can reveal why employees are not engaged in their jobs. It can demonstrate the lack of investment by companies in their frontlines. It can reveal why retention numbers are so low.

Let’s start with 10 eye-opening frontline statistics on the current state of the workforce:

1. 90% of companies rely in some way on frontline workers.
2. Manufacturing is adding 3.4 million jobs over the coming years, but 2 million jobs will go unfilled due to a major skills gap and lack of workforce training as technology, AI, and machine learning play a bigger role. 
3. Workers who must be onsite and cannot work remotely (like frontline workers) have 29% lower engagement than those who have either hybrid or remote jobs. 
4. 70% of frontline managers want more training to do better in their jobs but are not receiving it from their companies. 
5. Revealing the true nature of frontline disconnect, 65% of frontline leaders believe they have effective communication strategies, but only 35% of frontline workers feel heard. BONUS stat related to this: 89% of frontline workers will stay with their companies if leaders listen to their feedback.
6. A mere 23% of frontline workers say they have digital tools to help them in their jobs. 
7. As technology accelerates in almost every industry, only 14% of frontline workers report receiving any training in artificial intelligence (the dominant technology in this revolution) but 86% say they need it for their jobs. 
8. 50% of frontline workers are ready to quit their jobs in search of a better experience. 
9. A disconnect between leadership and frontline workers fuels the rampant employee disengagement statistics. CEOs only spend 3% of their time engaging with frontline workers despite their enormous reliance on them. 
10. The frontline manager and employee connection is the most critical one that impacts frontline engagement. But 53% of frontline managers are burned out, which means they are not giving their frontline workers the attention they need to stay engaged and productive. 

The events of the past few years, especially the global pandemic, have not been good for frontline workers in particular. But it’s also ignited a greater awareness of their critical role in the global economy and everyday life. 

5 Emerging Trends for 2024 and Beyond

With this new awareness of who are frontline workers and the role they play, the trends for 2024 and beyond are all about addressing the inequalities that workers have struggled with. Technology will be more inclusive of all workers, meaning companies will shift to mobile-first communication tools to reach every employee anywhere they happen to work. And in this day and age, with the effects of labor shortage and skills gap issues, leaders will get hyper-focused on talent acquisition and retention.

1. Frontline Recruiting and Retention Get Top Billing

Frontline worker retention is a critical aspect of human resources management, particularly in industries where employees are directly involved in providing services, engaging with customers, or producing goods. HR professionals are taking new tactics to focus on recruiting. They’re leveraging the power of AI to automate routine tasks and paperwork so they can add value where it matters most—building a talent pipeline and improving the employee experience.

They’ll focus on things like:

• Competitive Compensation:
  • Ensure that frontline workers receive competitive wages and benefits.
  • Regularly review and adjust salaries based on market trends and industry standards.
• Recognition and Appreciation:
  • Implement employee recognition programs to acknowledge the hard work and dedication of frontline workers.
  • Provide regular feedback and praise for a job well done.
• Career Development Opportunities:
  • Offer training and development programs to help frontline workers enhance their skills.
  • Clearly communicate career paths and advancement opportunities within the organization.
• Work-Life Balance:
  • Promote a healthy work-life balance by implementing flexible scheduling and providing adequate time off.
  • Be mindful of overtime and ensure fair compensation for extra hours worked.
• Safe and Supportive Work Environment:
  • Prioritize employee safety and well-being.
  • Foster a positive work environment with open communication channels and support systems.
• Employee Engagement:
  • Implement initiatives to boost employee engagement, such as team-building activities and events.
  • Encourage feedback and involvement in decision-making processes.
• Health and Wellness Programs:
  • Offer health and wellness programs to address both physical and mental well-being.
  • Provide access to resources like counseling services and wellness activities.

By implementing these strategies, HR professionals can contribute to creating a positive work environment that supports the retention of frontline workers. It’s essential to continuously assess and adjust these strategies based on the evolving needs of the workforce.

2. Surge in Upskilling and Training 

In this era of rapid digital transformation, the workplace is changing. And in industries like manufacturing and construction, there is a massive skills gap. Training is not keeping pace with this transformation. Companies are quickly realizing that it’s time to upskill their workforce for this new era. Even in industries like retail and hospitality, new digital tools are changing the nature of work.

It’s less manual and more automated. Not only will this help strengthen your workforce and establish continuity, but your employees will recognize training as a chance for professional growth that can lead to career advancement in the company, which is a key ingredient for higher retention. There are several stages of training development a company should take:

• Develop Customized Training Programs
  • Conduct a thorough assessment of the skills gap by identifying the specific skills and knowledge areas lacking among frontline workers. Develop customized training programs tailored to the specific needs of your organization identified in the skills gap assessment.
• On-the-Job Training
  • Implement on-the-job training (OJT) programs that allow frontline workers to learn and apply new skills in their actual work environment.
• E-Learning Platforms
  • Utilize e-learning platforms to provide flexible and accessible training modules. Offer online courses and resources that can be accessed at the convenience of frontline workers.
• Mentorship Programs
  • Establish mentorship programs where experienced workers mentor those with less experience.
  • Encourage knowledge-sharing and create a supportive learning environment.
• Collaboration with Educational Institutions
  • Establish partnerships with educational institutions, like community colleges or trade associations, to provide specialized training or certification programs.

By implementing a comprehensive training strategy that addresses the identified skills gap, organizations can empower frontline workers to perform their duties effectively while fostering a culture of continuous learning and improvement. 

3. Mobile-First Tools For the Frontline

Finally, frontline leaders are realizing they have long neglected to include frontline workers in employee technology. And that means they’ve missed out on delivering exactly what frontline workers want and need. And it’s not always compensation.

8 out of 10 frontline workers quit due to not getting their emotional needs met. Now, companies are finally employing mobile-first tools to include frontline teams in company communication. And not only are the leaders sending the messages, but they are actively seeking frontline feedback to improve the employee experience.  

The ability to disseminate information across an entire organization at the same time (and in real time) improves not only engagement but it also increases workplace safety. It also empowers workers in job performance by giving them access to the information they need all on their mobile device: from equipment information to safety protocols to time sheets. Companies can make a tool like Beekeeper a central hub for all work-related information. (And it’s okay to use it to build community and camaraderie: announce a birthday or give kudos to a job well done.)

Some tips for using these mobile-first tools effectively are:

Strengthen communication channels between frontline managers and their teams.

• Establish clear communication channels between frontline workers and management. This creates a way for them to have regular check-ins since many frontline employees are in their own areas and out of sight. 

Use pulse surveys to create a culture of employee feedback. 

• Don’t just pay lip service. Thoroughly review and address concerns promptly and transparently. Take action on employee advice and create discussions around what is important to them. 

Treat mobile-first tools as your new intranet.

• A mobile-first digital tool is dynamic and two-way. It offers a zillion more possibilities than the old, static intranets that companies used to use. Encourage engagement on the app which will translate to higher engagement at work overall. 

Achieve an effective rollout by showing employees how easy it is to download and use the app, companies can lower the barriers to user adoption and ensure full engagement. 

4. Investing in Frontline Managers 

Frontline managers play a crucial role in organizations, acting as a bridge between upper management and frontline employees. They are responsible for overseeing day-to-day operations, managing teams, and ensuring that organizational goals are met. But often, they don’t receive the proper training to be good leaders themselves. And when a manager is a strong leader with good soft skills, they can boost their team’s retention chances by 300%. 

You’ve hired the managers to do a job. Delegate the responsibility they’ve earned and be transparent with information so they can analyze it and contribute ideas that can improve your operation. At bigger companies with 10,000 employees or more, sharing data with frontline managers can save $300 million and generate $200 million in new revenue. 

Here are ways companies can invest in frontline managers to unleash their potential and make them the best they can be. 

• Give them digital tools to create a direct line of communication with their employees. 
• Give managers opportunities for leadership training.
• Ensure that frontline managers receive training on fostering diversity and inclusion within their teams.
• Establish mentorship programs for your managers, just like you do for your employees, so they can learn and grow from those with more experience.
• Invest in technology, especially AI-powered tools, that can help automate those administrative tasks to free managers up to focus on their teams.
• Recognize and reward frontline managers for their achievements and contributions.
• Link performance metrics to incentive programs to motivate and retain talented managers.
• Acknowledge the importance of manager well-being by offering programs that focus on stress management, work-life balance, and mental health support.
• Implement succession planning strategies to identify and groom high-potential managers for future leadership roles.

Investing in frontline managers is a strategic move that can have significant positive impacts on organizational performance, employee satisfaction, and overall workplace effectiveness. 

5. Preparing the Frontline for the Age of AI

Artificial intelligence is here and it’s only getting more powerful in today’s workplace. Can it be misused? Absolutely. But AI-powered tools have the power to make companies run more efficiently, reduce waste and redundancy, and increase revenue. And it will change the nature of work, eliminating those manual tasks and leaving humans to flex their cerebral muscles for value add innovations. 

Extend the benefits to your frontline teams. Give them AI-powered communication tools, like a mobile productivity app that make their everyday jobs better. For example, in manufacturing companies can create a connected environment with IoT systems and take workers off assembly lines for a safer environment in which they can control equipment from their mobile devices. In retail, AI can handle inventory management so employees can focus on the customer experience.

How to Thrive in the New Frontline Future

It’s full steam ahead as companies embrace what’s to come. The trends will set companies up for long-term success. They establish a path forward, but companies need to make investments in technology and their people for this all to work. 

As companies prepare for this next chapter, they can set a culture of adaptability to prepare workers at all levels for bigger and smaller shifts. For younger workers who tend to be much more digitally savvy, working with mobile-first technology is how they function in their everyday lives. But for older generations of workers who have worked a certain way for possibly decades, these shifts will seem monumental at first. Creating a culture of ease and adaptability will help them adjust and be open to this new way. 

• Here’s your chance to practice change management strategies. Explain how new operational methods and new ways of doing things and communicating will benefit both individual workers and will make the company more competitive and profitable to get buy in at all levels.
• When rolling out a digital tool that workers use on their mobile devices, make sure you have individual or group training sessions for anyone who needs it. Onboarding a new tool is a critical period for getting higher engagement numbers.
• Choosing the right tool for your company is vital to its success. Mobile-first tools are not all fit for a frontline work environment. A productivity solution like Beekeeper is designed with the frontline workforce in mind. Not only does it have the ISO 27001 certification that protects companies, but it is also an easily customizable tool for any frontline business that encourages engagement on the platform.

Leaders need to remember that changes don’t have to happen all at once. They can be incremental. As each change brings benefits, companies will be more likely to continue on their journey until they’ve reached set KPI goals and the frontline metric levels they’ve set. 

Changing the Frontline Statistics of the Future

Frontline workers have long held the title of lowest engaged demographic in the workforce. It’s time to change that trend. 

As a company deeply invested in empowering frontline workers around the world and supporting frontline businesses by making their operation the best it can be, Beekeeper is designed with the features that will connect and engage employees no matter where they work. From direct messages to dedicated communication streams to surveys, there are numerous ways people can interact in real-time within an organization. And it’s all built for two-way communication to finally give frontline workers the voice that’s gone unheard and the power to share what they want. (Hint: more training and greater flexibility are high up on the list.) 

How do we know? Not only did Beekeeper’s founder Cristian Grossmann once work on the production floor of a manufacturing operation, but Beekeeper’s team gets their own feedback.

A journey begins with a single step. And the first step should be implementing a mobile-first productivity tool. Then, those frontline statistics will start to change as retention and engagement go up, and the future begins to look brighter.

Download the 2024 Frontline Pulse Report to learn what frontline workers want out of their jobs, their companies, and their lives

The post Frontline Statistics and Trends for 2024 and Beyond appeared first on Beekeeper.

Download our report. Top HR Trends That Will Shape the Future of Frontline Work.

Managing a diverse and fluid workforce poses its own set of challenges:

• Addressing the unique needs and expectations of different demographics, while promoting inclusivity and equality within your organization
• Integrating frontline workers into comprehensive HR strategies
• Ensuring that these employees are not left out of crucial processes and initiatives

The ongoing labor shortage adds another layer of complexity. How do you manage recruitment hurdles and retain top talent in a competitive job market? And amidst changing employment laws and regulations, how do you ensure compliance while still meeting the needs of your employees?

By embracing digital transformation in HR processes, you can streamline operations and enhance efficiency. Leveraging data for informed decision-making can help you develop effective strategies and address the unique needs of your workforce. Adapting to evolving employee expectations and needs will enable you to foster a positive employee experience and retain valuable talent.

In this guide, we’ll delve into the latest trends in HR. By the end, you’ll have the knowledge and tools to navigate the challenges of the modern HR landscape and implement effective practices that drive success for both your organization and your employees. 

Get ready to transform your HR processes and create a thriving workplace with these trends.

1. Preparing for the Return to Office (RTO)

After months of remote work and virtual collaboration, many organizations are now faced with the task of preparing for the return to office (RTO).

One of the first steps in preparing for the RTO is ensuring a safe and healthy environment for your employees. This includes implementing the necessary protocols and guidelines recommended by health authorities. Are you equipped with the right safety measures such as hand sanitizing stations, personal protective equipment (PPE), and enhanced cleaning procedures? How will you manage social distancing and reduce the risk of transmission? These are important questions to address as you plan for the RTO.

Communication is also crucial during this transition. Keeping your employees informed and engaged is essential for a successful return. Address any concerns or questions your employees may have and emphasize the steps being taken to prioritize their well-being.

In addition, it’s important to consider the mental and emotional well-being of your employees. The RTO may bring about mixed emotions and anxieties after months of remote work. Offer support through employee assistance programs, mental health resources, and open-door policies that encourage conversations about well-being.

The return to office is a significant transition for organizations and employees alike. By prioritizing safety, effective communication, and mental well-being, you can ensure a smooth and successful RTO. Prepare for the challenges ahead and embrace the opportunities for growth and collaboration that the return to office brings.

2. Promoting Work-Life-Fitness Balance

Achieving a healthy work-life balance is essential for employee well-being and productivity, but it can be challenging in today’s fast-paced work environment. To address this issue, organizations can promote a work-life-fitness balance that encompasses not only work and personal life but also physical and mental fitness.

One effective strategy is to offer flexible work arrangements. Allowing employees to have control over their work schedules, such as flexible hours or remote work options, can greatly enhance their ability to balance work and personal responsibilities. This flexibility enables them to prioritize fitness activities, like exercise or spending time with family, which can contribute to improved physical and mental well-being.

Promoting regular physical activity within the workplace is another important aspect of work-life-fitness balance. This can include initiatives like organizing office fitness challenges, providing gym memberships or fitness classes, or encouraging active breaks during the workday.

Encouraging employees to take breaks, practice mindfulness, or participate in stress management programs can help reduce workplace stress and boost employee morale. Providing resources like counseling services or mental health awareness programs can also contribute to a healthier work environment and help prevent absenteeism.

Organizational culture also plays a crucial role in promoting work-life-fitness balance. Leaders can set a positive example by practicing these principles themselves and actively encouraging their teams to prioritize their well-being.

3. Integrating AI into Workforce Management

As technology continues to advance, organizations are finding new ways to leverage artificial intelligence (AI) to improve various aspects of their operations.

AI-powered tools can streamline and automate many tasks traditionally performed by human managers, freeing up valuable time and resources. For example, AI can be used to analyze data and generate insights on employee performance, allowing managers to make more informed decisions regarding promotions, training, and development opportunities. AI can also assist in scheduling and shift planning, optimizing staff allocation based on demand and employee availability.

AI can enhance employee engagement and satisfaction by providing personalized recommendations and resources. By analyzing individual preferences, skills, and performance data, AI can suggest relevant training programs, career paths, or even job rotations that align with employees’ interests and goals. This not only promotes professional development but also fosters a sense of empowerment and fulfillment among employees.

AI can also improve communication and collaboration within the workforce. AI-powered chatbots and virtual assistants can handle routine inquiries, freeing up employees’ time and reducing the burden on HR or IT departments. AI helps facilitate knowledge sharing and collaboration by providing intelligent search capabilities and suggesting relevant resources or contacts based on employees’ needs.

Integrating AI into workforce management can bring numerous benefits to organizations, from optimizing operations and improving decision-making to enhancing employee engagement and collaboration. By harnessing the power of AI, organizations can create more efficient and effective work environments that support the growth and success of their employees.

At Beekeeper, we’re interested in how AI is powering a new era of frontline workforce management. Learn more about Beekeeper’s Frontline Intelligence Package and how we help organizations make better decisions and understand employee sentiment better.

4. Advancing Diversity, Equity, and Inclusion (DEI)

DEI encompasses a range of initiatives and practices aimed at ensuring fair representation and equal opportunities for all individuals, regardless of their race, gender, ethnicity, sexual orientation, or other characteristics.

One way to advance DEI is by implementing inclusive hiring practices. This involves actively seeking out diverse candidates, using blind screening techniques to reduce biases, and providing equal opportunities for all applicants. By diversifying the workforce, organizations can benefit from a wide range of perspectives, experiences, and ideas, leading to more innovative and creative solutions.

Creating an inclusive work environment is another key aspect of advancing DEI. This involves fostering a culture of respect, acceptance, and belonging, where everyone feels valued and supported. Organizations can achieve this by providing diversity training, implementing inclusive policies, and promoting open dialogue and collaboration among employees.

Equity is also a critical component of DEI. It involves identifying and addressing systemic barriers and biases that can prevent certain groups from accessing equal opportunities. This can be achieved by analyzing pay gaps, promoting fair promotion practices, and ensuring that all employees have access to the resources and support they need to thrive.

Organizations can advance DEI by actively engaging in community outreach and partnering with diverse organizations and suppliers. This not only demonstrates a commitment to diversity and inclusion but also helps to create a more inclusive ecosystem in the wider community.

By implementing inclusive hiring practices, fostering an inclusive work environment, promoting equity, and engaging in community outreach, organizations can drive meaningful change and create a more diverse and inclusive workforce.

5. HR Driving Climate Change Adaptation

As climate change continues to pose significant risks to businesses and communities, HR professionals have the opportunity to lead efforts in preparing their organizations to adapt.

One way HR can drive climate change adaptation is by integrating climate considerations into talent management strategies. This involves identifying the skills and competencies needed to address climate-related challenges and integrating them into job descriptions and performance evaluations. HR can also invest in training and development programs to build employees’ capacity to adapt to climate change impacts.

HR can also support the implementation of flexible work arrangements and remote working options, which can help reduce carbon emissions associated with commuting and office operations. By promoting telecommuting and flexible work schedules, HR can contribute to reducing the carbon footprint of the organization.

HR can also collaborate with other departments to develop and implement climate change adaptation plans. This may involve conducting risk assessments, identifying and implementing strategies to mitigate climate-related risks, and ensuring that employees are aware of and prepared for potential climate-related emergencies.

HR can advocate for sustainable practices within the organization, such as energy-efficient technologies, waste reduction, and recycling programs. HR can also promote sustainable procurement practices by working with suppliers who prioritize environmental sustainability.

By integrating climate considerations into talent management strategies, promoting flexible work arrangements, collaborating with other departments on adaptation plans, and advocating for sustainable practices, HR professionals can contribute to building resilient and sustainable organizations in the face of climate change.

6. Meet Gen Z and Gen Alpha: Next Generation of Workers

Being ready for the new workforce is a critical task for HR departments as they navigate the changing dynamics and expectations of employees. The next generation, Gen Alpha, born between 2010 and 2025, will soon enter the workforce, bringing with them a unique set of expectations and preferences.

Gen Alpha is the first generation to grow up entirely in the digital age, with access to technology and information from a very young age. They are often referred to as digital natives, as they are highly proficient in using technology and rely on it for communication, learning, and entertainment. HR departments need to be prepared to meet the expectations of this tech-savvy generation.

Gen Alpha values work-life balance and flexibility. They prioritize the ability to work remotely, have flexible work hours, and maintain a healthy work-life integration. HR departments should be prepared to offer flexible work arrangements to attract and retain Gen Alpha employees.

Gen Alpha is also highly socially conscious and environmentally aware. They expect companies to have a strong commitment to sustainability and ethical practices. HR departments can drive change by implementing sustainable initiatives within the organization and ensuring that the company’s values align with the expectations of Gen Alpha.

Gen Alpha is known for its entrepreneurial mindset, valuing creativity, innovation, and autonomy. HR departments can foster this entrepreneurial spirit by providing opportunities for learning and growth, encouraging innovation, and creating a culture of empowerment and autonomy.

By embracing technology, offering flexible work arrangements, prioritizing sustainability, and fostering an entrepreneurial mindset, HR can attract and retain top talent from Gen Alpha and ensure the success of their organizations in the future.

7. Personalizing Employee Review System

Personalizing the employee review system is becoming increasingly important in today’s workforce. Gone are the days of generic performance evaluations that fail to capture the individual strengths and areas for improvement of employees. Instead, organizations are recognizing the need to personalize their review systems to better align with the unique needs and goals of each employee.

One way to personalize the employee review system is by tailoring it to the specific job roles and responsibilities of each employee. Rather than using a one-size-fits-all approach, organizations can develop customized evaluation criteria that directly align with the skills, competencies, and performance expectations of each role. This ensures that employees are assessed based on relevant factors and allows for a more accurate evaluation of their performance.

Another important aspect of personalization is involving employees in the review process. This can be done by encouraging self-assessment and reflection, where employees are allowed to evaluate their performance and provide feedback on their achievements and areas for growth. Managers can hold regular check-ins and discussions with employees throughout the year and create ongoing employee feedback surveys.

Personalizing the employee review system means considering the individual career aspirations and development goals of each employee. By incorporating employee goals and aspirations into the review process, organizations can create a more meaningful and motivating experience for employees. Managers can work with employees to identify areas for growth and create individualized development plans that align with their long-term career objectives.

By tailoring evaluation criteria, involving employees in the process, and considering individual career aspirations, organizations can create a review system that fosters employee growth, engagement, and success.

8. AI-Assisted, Data-Driven HR Workflows

AI-assisted, data-driven HR workflows are revolutionizing the way organizations manage their human resources. With the help of artificial intelligence and advanced analytics, HR departments can streamline their processes, improve decision-making, and enhance overall efficiency.

One key benefit of AI-assisted, data-driven HR workflows is the ability to automate repetitive tasks. AI-powered software can take over time-consuming administrative tasks such as resume screening, candidate sourcing, and scheduling interviews. This allows HR professionals to focus on more strategic activities such as talent development and employee engagement best practices.

Data-driven HR workflows provide valuable insights into employee performance and engagement. Through the analysis of employee data, organizations can identify patterns, trends, and areas for improvement. For example, data analytics can reveal which training programs are most effective, which employees are at risk of leaving, or which teams are performing exceptionally well. This information enables HR professionals to make data-driven decisions and implement targeted interventions to enhance employee productivity and satisfaction.

AI-assisted HR workflows can also help organizations improve diversity and inclusion efforts. By leveraging machine learning algorithms, HR departments can identify biases in recruitment, promotion, and compensation processes. This allows for a fairer and more equitable workplace, where decisions are based on merit rather than unconscious bias.

AI-assisted, data-driven HR workflows have the potential to transform HR departments into strategic partners that drive organizational success. By automating repetitive tasks, providing valuable insights, and promoting diversity and inclusion, these workflows can help organizations attract, develop, and retain top talent in an increasingly competitive business landscape.

9. ESG Compliance

ESG compliance refers to an organization’s commitment to meeting environmental, social, and governance standards. It involves adhering to regulations and guidelines that promote sustainability, social responsibility, and ethical business practices. ESG compliance has gained significant importance in recent years as stakeholders, including investors, customers, and employees, have become more conscious of the impact businesses have on the planet and society.

Environmental compliance focuses on minimizing an organization’s ecological footprint, reducing greenhouse gas emissions, conserving resources, and promoting sustainable practices. This includes complying with environmental regulations, implementing energy-efficient technologies, and adopting sustainable supply chain practices.

Social compliance entails ensuring fair labor practices, promoting diversity and inclusion, respecting human rights, and engaging with local communities. Organizations must abide by labor laws, provide safe working conditions, offer fair compensation, and embrace diversity in their workforce.

Governance compliance involves maintaining transparency, accountability, and ethical business practices. This includes adhering to corporate governance standards, ensuring accurate financial reporting, preventing fraud and corruption, and establishing mechanisms for stakeholder engagement.

ESG compliance is not only crucial for meeting legal requirements but also for building trust, reputation, and long-term sustainability. Organizations that prioritize ESG compliance often attract socially responsible investors, gain a competitive advantage, and foster positive relationships with stakeholders. ESG compliance can also lead to cost savings through resource efficiency, improved employee satisfaction and retention, and enhanced brand value.

ESG compliance has become a vital aspect of responsible business management. Organizations that prioritize environmental, social, and governance standards not only contribute to a more sustainable world but also create value for their stakeholders and ensure long-term success.

10. Change Management

Change management refers to the structured approach and processes used to successfully navigate and implement changes within an organization. Change is an inevitable part of business, as organizations constantly evolve to adapt to market trends, technological advancements, and internal restructuring. However, managing change effectively is crucial to minimize resistance, ensure smooth transitions, and achieve desired outcomes.

At Beekeeper, we’ve worked with many frontline organizations to help them achieve frontline success with change management. One of the frontline disconnect facts we’ve seen is the gap between what workers need and what management thinks is important.

This gap reflects how many organizations fail to understand the experience and needs of frontline workers vs. corporate employees when it comes to adapting to new technology.

Change management involves several key components. It starts with clearly defining the need for change and establishing a compelling case for it. This includes identifying the desired outcomes, benefits, and potential risks associated with the change. It is essential to communicate these reasons to stakeholders to gain their support and involvement.

Planning and preparation are also critical in change management. This entails creating a detailed roadmap, setting objectives, allocating resources, and identifying potential obstacles. It is important to involve key stakeholders throughout the planning process to ensure their insights and concerns are taken into account.

Implementing change involves executing the planned activities, such as training employees, modifying processes, and implementing new technologies. Effective communication and transparency are crucial during this phase to address any resistance or concerns. Monitoring progress and making necessary adjustments are also important to ensure the change is on track and achieving the desired outcomes.

Another key component of change management involves evaluating the success of the change and capturing lessons learned. This feedback loop helps organizations continuously improve their change management processes and adapt to future changes more effectively.

By following a structured approach, organizations can minimize resistance, achieve desired outcomes, and build a culture that is adaptable and open to change.

11. Reskilling for Retention

Reskilling for retention refers to the process of providing employees with new skills and knowledge to enhance their current roles or prepare them for future opportunities within the organization. In today’s rapidly changing business landscape, reskilling has become crucial for organizations to retain top talent and remain competitive.

The need for reskilling arises from various factors, like advancements in technology, evolving job roles, and changing market demands. When employees feel that their skills are becoming outdated or that they are not being challenged, they may seek opportunities elsewhere. By offering reskilling programs, organizations can demonstrate their commitment to employee development and growth, which can increase employee loyalty and reduce turnover.

Reskilling for retention involves identifying the skills gaps within the organization and designing training programs to address them. This can be done through workshops, courses, mentorship programs, or even job rotation opportunities. It is important to involve employees in the process by understanding their aspirations, goals, and areas for improvement. This ensures that the reskilling efforts align with individual career paths and organizational objectives.

Organizations that invest in reskilling for retention can reap several benefits. They can build a skilled and adaptable workforce that quickly responds to changing business needs. They can foster a culture of continuous learning and development, one of the best employee engagement secrets. Reskilling can also lead to improved productivity and innovation, as employees gain new skills and perspectives.

By investing in employee development and providing opportunities for growth, organizations can create a win-win situation where employees feel valued and motivated, and the organization benefits from a skilled and loyal workforce.

12. Preparing for a Future-Proof Workforce

With advancements in technology, shifting demographics, and evolving market demands, organizations must anticipate the skills and capabilities they will need to remain competitive in the future.

HR departments can play a crucial role in identifying the skills and knowledge that will be in demand in the future and designing training programs to develop those skills among employees. This could involve providing opportunities for upskilling and reskilling, offering online courses or certifications, or creating mentorship programs.

HR can also foster a culture of innovation and adaptability. Organizations need to encourage employees to embrace change, think creatively, and be open to new ideas. This can happen through initiatives such as cross-functional teams, innovation challenges, or regular brainstorming sessions. HR can also play a role in promoting a growth mindset and creating a supportive environment where employees feel empowered to take risks and learn from failures.

A future-proof workforce needs to be diverse in terms of skills, backgrounds, and perspectives. HR can implement strategies to attract candidates from different industries or backgrounds, create inclusive hiring practices, and provide opportunities for career advancement regardless of gender, race, or other demographics.

Lastly, HR can leverage technology and data analytics to make informed decisions about workforce planning. By analyzing data on employee performance, skills gaps, and market trends, HR can identify areas of improvement and allocate resources effectively to ensure that the workforce is equipped with the right skills for the future.

Preparing for a future-proof workforce requires a proactive and strategic approach from HR. By investing in continuous learning, fostering innovation, promoting diversity and inclusion, and leveraging technology, organizations can build a workforce that is adaptable, resilient, and ready to thrive in an ever-changing business environment.

Discover human resources trends that will shape the future of work in 2024 and beyond. Download the report today.

Most Frequently Asked Questions

The post Navigating the Future of Frontline Work: 11 HR Trends for 2024 appeared first on Beekeeper.

*Not fluent in Gen Z speak? Read this to translate. And let’s not even get started on office emoji use!

What are Gen Z Workers?

Gen Z workers are defined by the year they were born. Anyone who has a birthday between 1996 and roughly 2010 falls into this demographic. They’re behind Millennials but just before the newest group, Generation A. Currently, there are five generations reflected in the workforce. That means there could be colleagues born 50 years apart working side by side

Just how many gen z in workforce environments today? Here’s a layout of the different populations currently represented at companies:

• Silent Generation: Born 1925-1945 – 2%
• Baby Boomers: Born 1946-1964 – 25%
• Generation X: Born 1965-1979 – 33%
• Millennials: Born 1980 – 1994 – 35%
• Gen Z: Born 1995 – 2010 – 5%

Gen Z has a few characteristics that really set them apart from the others. The most prominent, and relevant to the workplace is they are far more tech savvy than their predecessors. They were around 10 years old when the first iPhones came out in 2007 and have grown up with technology in their hands. 

Gen Z Entering the Workforce: 5 Generations at Once

The oldest members of Generation Z are about 27 and the youngest members of today’s workforce. The younger ones are just starting high school but will be steadily streaming into the workforce over the next decade. 

They’re motivated and tech savvy, but they have certain expectations of the workplace. This can be a challenge for some leaders who are under this false assumption: Gen Z, the workers who want it all. But what Gen Z wants will actually make companies better. This is an opportunity for companies to rise up to these expectations to match the social, tech-forward environments in the world today, are competitive business traits, and that will deliver better business outcomes. 

Gen Z workers want to work for companies that:

• Prioritize diversity and inclusion
• Make sustainable business choices that positively impact the environment
• Ensure employee mental health and wellbeing are being tended to
• Have pay equity (and some would say this is long overdue)
• Have the latest workplace technology

Now, I know what you’re thinking. Young workers coming in and making demands. But, what they’re demanding will benefit companies and business outcomes. Look at the list. A company who is diverse and inclusive, strives to reduce their carbon footprint, takes care of their employees, and adopts technology that makes workers more productive and efficient? Yes, please! 

Gen Z Workers and Their Challenges in the Workplace

So many topics look at labor shortages and the retiring Baby Boomers. But Gen Z is able and more than willing to work hard to fill the gaps industries are facing. But this generation is facing a few challenges in the workplace. 

1. Engagement at Work

54% of Gen Z are disengaged in their jobs. It’s slightly higher than the other three workplace demographics (though Gen Z are lowest among the “actively disengaged” statistic.) Let’s remember that this generation entered the workforce during a period of extreme disruption: the COVID-19 pandemic. Companies went into immediate shutdowns, furloughed workers, and also went remote. It was chaotic and didn’t start these workers off on the right foot. Just as companies are still trying to find their footing, these workers are also trying to find their place at work. 

2. Mental Health and Wellbeing

Just as Gen Z hits their stride in their first couple of years in the workforce, they’re hit with inflation and financial challenges. Buying a home is out of reach thanks to soaring prices and interest rates, even with a well-paying job. These financial stressors are creating an unprecedented level of stress greater than any other generation. 

3. Productivity in Remote Settings

The general assumption is that Gen Z is not an office type of population. They’re more on-the-go and would fare better working from home. But when the pandemic forced office workers to go remote, the opposite was true. Several studies have shown that of the four working generations, the majority of Gen Z workers prefer to be in person. 54% report being less productive working remotely.

Gen Z Workforce Trends

Gen Z might be just 5% of today’s workforce, but by 2030 they’ll make up 30%. As they grow in numbers, they’ll have greater influence on workplace culture and begin to shape the trends. Here’s what we’re starting to see. 

1. The Shift towards Flexible Work Hours

While Gen Z finds they’re not as productive working fully remotely, they do want the flexibility to make the choice of when they’re in the office or not. 63% want a hybrid work environment

Many companies are already on that track post-pandemic, but Gen Z will make sure hybrid work becomes the norm for the foreseeable future. 

2. Diversity, Equity, and Inclusion

While many companies have always been good about ensuring a diverse and inclusive workplace, they are now making it part of their official strategies and policies. Companies now have dedicated DEI teams. This is all thanks to the younger generations entering the workforce who are more open in expressing their gender identities and ensuring they and their peers are represented and have a voice in society and at work. 

3. Learning & Development

While the earlier generations were more likely to stick with the same career and company for their entire work life and be happy to move up the ladder at the company’s pace, Gen Z is not a sitting-still kind of population. They are movers, doers, and learners and are taking greater control in gaining experience that will help them do more and grow. They’re motivated to learn and want to work for companies that have career advancement opportunities. This will force companies to develop training and upskilling programs for their employees. But again – this trend will only benefit companies, ensuring long employee lifecycles and a promote-from-within culture that ensures institutional knowledge.

4. ESG Polices (Environmental, Social, & Governance)

We’re at a point where climate change and environmental impacts cannot be ignored. And while certain industries contribute more to greenhouse gasses than others, every business has a carbon footprint. There is a growing movement for companies to be net zero (have zero emissions) and the Paris Climate Agreement is trying to get everyone to reach that goal by 2050 (and reduce emissions by 45% by 2030.) Gen Z will hold companies accountable to this mission of sustainable business practices. And it’s working. Companies now have environmental, social, and governance councils and policies to create a roadmap to align with this global goal.

5. Digital Transformation

In a time where workers are more fluid in moving from one job to another, companies need to find strategies to boost retention. One surefire way? Workplace technology. And that means more than giving every worker a laptop. AI, machine learning, and the cloud are the future. Workers want tools that help them be more efficient, productive, and connected. That means companies need to adapt to digital workplace trends and adopt mobile tools, like a workplace app, that Gen Z can have anywhere (remember, they want a hybrid work life.) And 70% of them will switch jobs to a company just for better technology.

Companies are listening. 91% say they need more technology to satisfy the needs of Gen Z. 

Pro tip: Get a mobile-first communication solution with a powerful analytics dashboard so you can track productivity metrics in real time. 

Best Practices to Engage with Gen Z in the Workforce

They’re influencers. They’re ambitious. They’re tech-savvy. 

Gen Z’s diverse workforce characteristics reflect who they are and what they want in life and at work.

Here’s how companies can engage with and get ready for Gen Z workers.

1. Leverage Technology for Seamless Communication

Gen Z grew up on mobile technology and they want it at work as well as in their personal lives. Companies should provide a workplace app that employees can access on their devices, especially given their preference for hybrid work. They want to be connected in real-time, and they want transparent leadership, a frontline success system offers both. Having workplace technology like Beekeeper that connects your entire company is a great tool to leverage during recruiting, too! It will attract a great number of Gen Z candidates. 

Also, following the trend of wanting more connection with colleagues, a mobile-first employee app offers group chats, project teams, and content sharing to allow Gen Z to engage with other workers in a way they’re comfortable with!

2. Provide Continuous Learning Opportunities

Once you’ve got that productivity tool, it’s a great platform for giving Gen Z workers another thing they want: opportunities to learn and grow.

Use Beekeeper to create content streams with training videos and information that can teach workers new skills. The workplace is changing quickly thanks to rapid digital transformation (Hello, AI!) and they need to keep pace to work in these environments. And Gen Z is quick to pick up new digital tools. Offering training and upskilling opportunities is a great way to build retention channels and is one of the best practices for employee engagement. 

3. Create a Culturally Rich and Diverse Work Environment

Gen Z wants to be compensated well, like other generational workers. But they are not just worried about themselves. They are also looking to work for companies that are culturally diverse and have cultural and gender equality in their workforce, their leadership, and their boards. Make deliberate strategies to increase the diversity of your workforce. This could mean new recruiting practices and extending your reach to new communities and methods of job postings and outreach. Having a diverse workforce brings new ideas and greater innovation, too!

4. Offer Flexible Work Arrangements

Flexible work is a term that’s thrown around a lot these days. But what does it actually mean? It’s not a free-for-all that allows workers to decide when and where they work. But it’s a couple of steps back from the traditional set-in-stone schedules and a firm stance that work must be done in the office.

Flexible work encourages employers to loosen the reins to give workers more autonomy and more control over their schedules. And this once again circles back to the workplace productivity tool. It can have powerful shift scheduling features that make sure every shift is covered and allow workers to determine when they work in a way that fits into their lives but still makes sure work is covered. 

5. Encourage Social Impact

Some of the biggest and most successful companies get involved in the communities around them through employee volunteer programs. Concord Hospitality has built a thriving workplace culture with its volunteer program where associates spend time with local organizations. Not only does it do wonders for brand reputation, but it also builds community with surrounding partners and within your workforce. 

6. Acknowledge and Reward Efforts

It’s no secret that employee recognition is a MUST when it comes to employee engagement strategies. It might even be the one strategy with the best ROI. Simply acknowledging an employee to the rest of the team is a serotonin-inducing, feel-good moment for that person that makes them want to keep riding that high. They want to keep up the great work.

Employee recognition examples can include:

• Announcing a birthday
• Welcoming a new hire
• Hitting sales goals or records
• Positive customer feedback about an employee
• Going above and beyond in their job

But in today’s workplace, that message needs to be amplified to the entire team, department, or company and that’s so easy to do on a mobile workplace app. Then, everyone else has the chance to comment and offer their congratulations, too! And there’s no better feeling than that for an employee. 

Pro tip: Leverage the digital skills of your Gen Z workers to boost your employer brand. When their work life is good their friends will be sure to hear about it on social media! You can always offer incentives for the most creative workplace shout out, too!

7. Support Employee Well Being

Worker stress is at an all-time high. With issues related to both work and their personal lives, employees need relief. Employers can play a critical role in taking some of the mental burden off of employees. Yes, this can happen in several ways. 

• Make sure you find ways to create a better work-life balance
• Offer employee education lunches and bring in an expert on mental health who offers tips on reducing stress 
• Create groups at work that build connections and forge friendships  

For bigger companies, if you have the means, can you provide subsidized on-site childcare?  Taking care of loved ones is a huge issue right now. 

Unsure how to best help? Send a survey and ask for feedback directly from employees (Beekeeper can help you do this!)

8. Bring Back the Company Softball Team

No, this isn’t a joke! While Gen X has loved the move to remote work due to family obligations, Gen Z has shown that they want to stay connected and have more face-to-face time. But that doesn’t mean it always has to be in a workplace setting. Have fun and build community by creating opportunities for companies to get together out of the office. Don’t like softball? Try a bowling league, or clubs based on mutual interests!

Get Ready for Gen Z: The Workers Who Want it All 

Gone are the days of the in-demand 9-to-5 office job. Gen Z is open to all kinds of careers. In fact, 48% of them are in frontline jobs. This generation, especially Gen Z mobile workers, want certain things out of their workplace and career. At the top is technology that connects and supports them. But they’re not just making demands that will benefit themselves. Gen Z in the workforce is influencing changes that will drive better business outcomes and inspire companies to be better than they are today. 

Beekeeper Makes Work Easy

The post How to Vibe with Gen Z in the Workforce appeared first on Beekeeper.

Watch the replay “Unveiling a Vision for Empowered Frontline Employees”

Fast forward to 2023, Cris is now the CEO of Beekeeper, a company dedicated to solving the frontline disconnect.

At our annual Frontline Success Summit, Cris spoke about:

• Challenges faced by frontline workers
• Four megatrends shaping this issue
• Insights gained from a survey of 8,000 frontline workers

Let’s get a quick recap of the talk:

Four Megatrends Shaping Frontline Challenges

According to Cris, we’re facing a critical juncture in the realm of frontline operations. This turning point holds significant consequences for those who take decisive action, as it presents an abundance of untapped opportunities for business growth in 2024.

“Your frontline can be the biggest asset for 2024 for you, or the biggest risk.” 

Cris Grossmann, CEO & Co-Founder, Beekeeper

The four megatrends that are shaping this juncture are:

1. The proliferation of smartphones, which almost every frontline worker has or will soon have
2. The wake-up call provided by the pandemic and the “great resignation,” highlighting the essential role of frontline workers
3. Economic chaos, causing financial stress for both businesses and frontline workers
4. The rise of cyber attacks, with frontline workers being vulnerable entry points due to their smartphone usage

And yet, despite these trends, frontline workers are still ill-equipped with outdated tools, and the majority of digitalization budgets are allocated to office workers.

To better understand the motivations, stressors, and productivity inhibitors of the front line, Beekeeper surveyed over 8,000 frontline workers. The results revealed a misalignment between the perspectives of frontline workers, frontline managers, and headquarters. For example, frontline workers ranked the cost of living as their top stressor, while headquarters ranked it lower on their priority list. Similarly, frontline workers prioritized getting the job done, learning and development, and having a friendly and fun environment, while headquarters did not share the same ranking. This misalignment extends to the company mission and vision, which ranked low for frontline workers.

Addressing the Frontline Disconnect

Beekeeper is committed to solving the frontline disconnect by listening to the needs and perspectives of frontline workers. Through our survey, we gained valuable insights into what motivates and stresses frontline workers. These insights can help companies align their strategies and initiatives with the needs of their frontline employees. By focusing on the basics that frontline workers crave, such as getting the job done, learning and development, and creating a positive work environment, companies can bridge the disconnect.

The frontline disconnect is a pressing issue that businesses must address to unlock opportunities in 2024. By understanding the challenges faced by frontline workers and aligning strategies with their needs, companies can bridge the gap and create a more productive and engaged workforce.

Watch the complete replay below!

The post Surprising Truths for Frontline Success appeared first on Beekeeper.

Download the complete eBook, “Proven Strategies to Supercharge Frontline Success” here

Through our experience, we’ve identified four important pillars that consistently drive success among our customers:

1. World Class Communication
2. A Competitive Employee Experience
3. Digitized Processes
4. Data-Driven Insights

At our annual Frontline Success Summit, our Chief Product Officer, Kees de Vos revealed what truly drives frontline success for our customers. We also heard real frontline success stories from global brands like Caribou Coffee, and Resorts World Las Vegas, and how these companies have bravely embarked on a journey to improve customer engagement, and productivity, and build a strong workplace culture in partnership with Beekeeper.

Watch the complete recap of the session here.

In his session, Kees revealed his top four pillars of frontline success and why they’re so important:

1. Effective Communication

Effective communication is the cornerstone of any successful frontline team. It needs to be instant, multilingual, secure, and cater to various forms of communication such as text, video, and voice. But communication goes beyond just being functional; it also needs to be engaging and fun. Opening up communication across the entire company, connecting teams, departments, and even frontline workers with executives, is crucial for driving real change and unlocking frontline success.

In our experience, effective communication needs to be a two-way street. Top-down communication and information may be useful initially, but it will eventually lose its impact. To truly drive success, companies need to foster a culture of two-way conversations, where employees feel heard and valued.

2. Employee Experience

In a time where employee turnover rates are at record highs, creating a great employee experience is essential for retaining your workforce. To do this, companies must put the frontline worker at the center of their thinking. Instead of focusing solely on what the company can provide, think about what the frontline worker will gain from the experience.

Making routine tasks like finding their shift schedules and pay slips easier can be a game changer for frontline workers.

In fact, it should take less than 30 seconds for your frontline workers to do the following:

• Request time off
• Access their shift schedule
• Find their pay stubs
• Locate training and safety materials

Additionally, investing in on-the-job training and opportunities for growth and development creates a more engaged and productive workforce.

3. Digitizing Processes

Many frontline jobs still rely on pen and paper, but it’s time to bring these processes into the 21st century. By providing frontline workers with tools and technology they are familiar with, companies can improve efficiency and productivity.

It’s important to start small and consider processes that will benefit both the frontline worker and the company. For example, implementing a simple process for requesting time off or holidays can result in significant time and cost savings. As companies embrace frontline success technologies and digitize paper-based processes, they will see immediate benefits, not only in terms of efficiency but also in employee satisfaction.

4. Data-Driven Insights

By analyzing data and reporting, companies can gain a deeper understanding of which teams are thriving, engaged, and productive, and which ones are struggling. This information allows companies to improve their strategies and make informed decisions. For example, insights can help identify areas where employees are not receiving the necessary information, leading to dissatisfaction and potential strikes. On the other hand, insights can also highlight engaged teams and potential future leaders within the organization.

By putting the frontline worker at the heart of decision-making, starting small, and combining communication, employee experience, and digital processes, companies can create momentum and achieve higher levels of engagement and productivity.

Now let’s recap the discussion with Jessica Monson, Chief Legal Officer at Caribou Coffee, who will share firsthand insights on how Caribou Coffee has successfully implemented these strategies to drive frontline success. We’ll also hear from Bob Napierala, VP of Human Resources at Resorts World Las Vegas on how the company became the employer of choice on the Las Vegas Strip by being the most technologically advanced property on the strip. Leveraging all 4 pillars of driving frontline success.

How Caribou Coffee Uses Beekeeper to Foster Connection

With over 7,500 employees across 11 countries, Caribou Coffee doesn’t just serve coffee but aims to create, as Jess puts it, “Day-making experiences that spark a chain reaction of good for our team members, our guests, and our community.”

This purpose drives their commitment to authentic interactions and personalized service.

Starting with their General Manager conference, known as “BooCon,” Caribou launched the “Spark Stories” stream on Beekeeper. It began as a platform for sharing experiences from the conference but quickly evolved into a channel for sharing both work-related updates and personal moments, connecting distant team members and fostering a sense of community.

For Caribou Coffee, there was a pivotal shift from considering Beekeeper a nice-to-have tool to an essential element of their operations. The onset of the pandemic revealed the limitations of traditional communication methods, like their ‘Red Book,’ a journal for in-store notes and updates. This inefficiency prompted a reevaluation of their communication processes and the need to streamline information flow, especially to their frontline team members, predominantly comprising part-time baristas.

The evolution from paper-based communication to the streamlined and dynamic Beekeeper platform marked a turning point. The tool not only bridged communication gaps but also facilitated an open, engaging culture. Its adoption signaled a fundamental change in the way Caribou Coffee operates, transforming Beekeeper from a mere convenience to an indispensable component of their day-to-day functions.

One of the key benefits of Beekeeper for Caribou Coffee was the sense of connection and empowerment it created among its employees. Through Beekeeper, frontline workers were able to communicate and support each other, whether it was covering shifts for family events or sharing feedback about product issues. This instant connection and ability to help each other out fostered a sense of teamwork and camaraderie among the employees.

Beekeeper also played a crucial role in creating a positive and engaging employee experience for Caribou Coffee’s frontline workers. The platform made their jobs easier and communication more efficient, ultimately improving productivity and engagement. Beekeeper empowered employees to have a voice and feel like they were part of the decision-making process.

How Resorts World Las Vegas Used Beekeeper to Onboard +5,000 Employees In Record Time

In the midst of the COVID-19 pandemic, Resorts World Las Vegas faced the unique challenge of effectively communicating with their frontline workers. With 5,000 team members to hire and a need for efficient and seamless communication, they turned to Beekeeper to bridge the gap.

Bob, a member of the Resorts World Las Vegas team, shared his experience of taking on the mission of hiring and onboarding 5,000 team members during the height of the pandemic. With traditional training sessions and in-person communication not feasible, Bob and his team turned to Beekeeper to communicate with their employees.

The first hurdle Bob faced was getting buy-in from the executive team. As a luxury property, they were not accustomed to employees having their phones with them. However, they soon realized the value of having team members engaged and equipped with the necessary information to provide exceptional service. Beekeeper became the communication system that allowed for seamless communication between management and frontline workers.

One of the key goals for Resorts World Las Vegas was to provide a great onboarding experience for their new hires. With team members joining just two weeks before the property opened, it was crucial to communicate as much as possible before they arrived on-site. Beekeeper facilitated this by providing a platform where employees could access important information such as parking instructions, uniform guidelines, and more. By alleviating anxieties and providing a seamless onboarding process, Caribou Coffee created a positive employee experience from the start.

The use of Beekeeper didn’t stop at onboarding. Resorts World Las Vegas leveraged the platform to foster a sense of connection and engagement among their employees. They implemented a culture of recognition and acknowledgment, where team members could recognize and welcome each other through the app. Additionally, they organized contests and used the app to track volunteer hours, further driving engagement and camaraderie among the team.

From an operational perspective, Beekeeper proved to be a valuable tool for driving efficiency. Resorts World Las Vegas utilized the app as a one-stop shop for employees, providing access to time-off requests, training resources, and more. They also implemented attendance call-outs through Beekeeper, eliminating the need for managers to listen to voicemails and streamlining the process for both employees and management.

A Sneak Peek At Beekeeper’s Roadmap to Empowering Frontline Workers

One of the main focuses of Beekeeper’s roadmap for the future is enhancing the communication experience for frontline workers. The goal is to make conversations more engaging and interactive by allowing users to share rich content such as videos, documents, and images. Additionally, Beekeeper plans to introduce the ability for users to react to content with emojis, adding a fun and expressive element to the communication platform.

Another key aspect of Beekeeper’s vision is delivering the right information to frontline workers at the right time. To achieve this, Beekeeper is developing a new feature called the Frontline Workspace. This personalized space will provide workers with the most relevant and timely information based on their roles and current tasks. The Frontline Workspace has already shown promising results in terms of app engagement, productivity, and completion rates of surveys and forms.

In line with the need for quick and accurate information access, Beekeeper is also introducing artificial intelligence (AI) capabilities to its search functionality. The AI-powered search will interpret queries in multiple languages and provide relevant content, ensuring that frontline workers can find the information they need efficiently.

Collaboration among teams is another area of focus for Beekeeper. We are working on an enhanced version of group chats that will enable teams to actively collaborate and access relevant information within the chat context. This feature will foster a collaborative team spirit and streamline workflows by providing all necessary information in one place.

Beekeeper is also revamping its analytics and reporting capabilities with the integration of AI and machine learning. This will enable users to create custom reports and gain insights into their team’s performance. The addition of sentiment analysis earlier this year has already provided valuable insights into team engagement, and Beekeeper plans to expand these capabilities to further optimize operational processes.

Overall, Beekeeper’s roadmap showcases our dedication to empowering frontline workers and helping them succeed in their roles. We’re committed to surpassing customer expectations and delivering software that not only drives frontline success but is also enjoyable for frontline workers to use.

Download the eBook below to learn more ways to supercharge your frontline success!

The post Proven Strategies to Supercharge Frontline Success appeared first on Beekeeper.

Introducing Beekeeper’s Frontline Voices Program! Nominate your frontline hero today

We asked our customers for nominations for the Frontline Hero Awards and we were touched by the stories we read. 

The ceremony was hosted by Beekeeper’s Chief Marketing Officer Sarah Moore at the 2023 Frontline Success Summit. 

Drumroll, please! Meet the 2023 Frontline Hero Award Winners.

1) Raqi Kosta, Residences Houseperson

Mandarin Oriental Boston 

A quality we look for when selecting our frontline heroes is an optimistic outlook. And that perfectly captures Raqi Kosta. Raqi takes diligent care of the Mandarin Oriental Boston property and always makes his team smile. He takes pride in his job and says “I love seeing happy people.” 

The general manager of the hotel says Raqi “consistently shows care” in his work and always takes open shifts to help his colleagues. He’s got a positive and enthusiastic attitude and that’s something we look for in our frontline heroes. Congratulations, Raqi!

2. Chris Hunter, Director of Field Support

Red Bull

For 13 years, Chris Hunter has worked for Red Bull. He leads a team of seven account sales managers who go around the U.S. to support business expansion. Chris is passionate about motivating his team. “At the end of the day when we’re doing the best things for them and you have their best interests in mind, they’re going to give you everything they’ve got.” 

Frontline businesses rely on passionate frontline leaders like Chris to motivate their field teams. His manager describes Chris as “an inspirational leader you will follow into battle.” Sounds like the kind of manager everyone needs in their organization! Congratulations, Chris!

3. Carlos Isais, Guest Relations Specialist

Caribou Coffee

When we say we look for frontline team members who go above and beyond, we mean it! Carlos Isais got a call from a customer desperately trying to find a Caribou Coffee Mug no longer sold. It was a gift from her late sister that got lost. So Carlos hopped onto Caribou’s Beekeeper stream to track one down. It wasn’t long before Carlos located a mug and drove himself to pick it up and ship it to the customer. It’s no wonder his colleagues describe him as a “superhero customer service representative.”

“Making a difference is just knowing what you do best and encouraging others around you to do the same.” We couldn’t agree more, Carlos. Congratulations!

Beekeeper’s Frontline Heroes couldn’t be in Nashville, so Sarah and the crowd sent them a special message.

Congratulations to Raqi, Chris, and Carlos for all your hard work. And to all the frontline workers out there – thank you for all you do!

Introducing Beekeeper’s Frontline Voices Program

We believe in celebrating the heart of our mission – the frontline employees who bridge the gap. In the spirit of acknowledging outstanding contributions, we introduced the Frontline Hero Awards last year. The response was overwhelming, with incredible stories of dedication and excellence from frontline teams.

The tales of these unsung heroes moved and inspired us deeply. That’s why we’ve decided to extend the recognition beyond a yearly event. We believe these remarkable individuals deserve ongoing acknowledgment for their continuous efforts.

Is there a standout colleague on your team who consistently goes above and beyond? Someone who selflessly supports their teammates and leaves a lasting impact on both your business and the community? Take a moment to nominate them for the Beekeeper Frontline Hero Award today! Let’s shine a spotlight on those who truly make a difference.

Nominate your frontline hero today

The post Meet Beekeeper’s 2023 Frontline Hero Award Winners! appeared first on Beekeeper.

• You’re tired of dealing with last-minute call-offs and struggling to find coverage for shifts
• You find it challenging to distribute shifts evenly and avoid understaffing
• You’re concerned about the negative impact these issues could have on service quality and employee morale

Fill shifts faster with Beekeeper. Learn more

Last-minute call-offs can wreak havoc on your operations, leaving you scrambling to find someone to fill the shift. This not only disrupts your workflow but also puts additional stress on your staff. Uneven shift distribution can lead to some employees feeling overworked while others have lighter schedules, causing resentment and dissatisfaction among your team. When you don’t have enough staff scheduled, it not only affects your ability to provide quality service but also increases the risk of employee burnout and turnover.

Mastering shift coverage means improving operational efficiency and increasing employee satisfaction, ultimately leading to reduced turnover. Distributing shifts evenly helps to avoid understaffing and ensure that your team is well-equipped to provide quality service.

At Beekeeper, we’ve worked with many frontline organizations trying to improve shift coverage and understand the complexities of scheduling. That’s why we have developed practical strategies, tools, and insights to help you overcome these obstacles and optimize shift coverage.

By the end of the article, you’ll be better equipped to ensure seamless coverage, enhance business performance, and improve workforce morale.

The Challenges of Shift Coverage

Let’s look at the three main challenges that come up in shift management:

• Last-minute call-offs: Whether it’s due to illness, personal emergencies, or other unforeseen circumstances, employees sometimes need to cancel their shifts at the last minute. This can leave shift managers scrambling to find a replacement and can disrupt the entire team’s schedule. It not only causes stress and frustration for you as the manager but also puts additional pressure on your other employees who may need to fill in.

• Uneven shift distribution: It can be difficult to create a schedule that is fair and balanced for all employees. Some may end up with more shifts than others, leading to feelings of resentment and dissatisfaction among your team. This can negatively impact morale and ultimately affect the overall performance of your organization.

• Understaffing: If you don’t have enough employees scheduled for a particular shift, it can lead to increased workload and stress for those who are working that shift. This can also result in decreased service quality, as employees may not have enough time or resources to effectively handle all tasks and responsibilities.

These challenges can have a significant impact on your business, leading to employee burnout, increased turnover, and a decline in customer satisfaction. By implementing effective strategies and utilizing tools to optimize shift coverage, you can overcome them.

Before we dive into some practical tips and templates, let’s look at why shift coverage matters.

Reasons Why Shift Coverage is Important

Shift coverage is vital for any business that operates on a shift-based schedule. Shift coverage ensures that all necessary tasks and responsibilities are covered at all times, enabling the organization to provide consistent and efficient service to customers.

Shift coverage impacts:

• Continuity of operations: When there are no gaps in service, organizations can operate smoothly and know that there are always employees available to handle continuous tasks like customer inquiries, processing transactions, and addressing any issues that may arise.

• Employee well-being: Adequate shift coverage ensures that employees are not overwhelmed with excessive workloads and stress. It factors in breaks and time off, preventing burnout and promoting work-life balance. When employees are well-rested and have manageable workloads, they are more productive, motivated, and likely to provide quality service.

• Emergency readiness: Shift coverage is crucial during emergencies or unforeseen events. Whether it’s a power outage, a medical emergency, or a natural disaster, having staff on hand ensures that the business can respond effectively and minimize any disruptions. Employees can also assist in evacuations or other emergency procedures, ensuring the safety of customers and fellow employees.

• Flexibility and adaptability: Shift coverage allows businesses to be flexible and adapt to changing demands and market conditions. It enables them to adjust schedules based on peak hours, seasonal fluctuations, or unexpected events. This flexibility ensures that the business can efficiently allocate resources to meet customer needs, regardless of the time of day.

Now let’s look at some common shift coverage types and how they apply to frontline teams.

Top 5 Common Shift Coverage Types  and Templates

There are various shift coverage types, each with its own advantages and suitability for different industries. Let’s explore five common shift coverage types and how they can apply to frontline organizations:

1. DuPont Schedule

The DuPont Schedule, also known as the 12-hour rotating shift schedule, is commonly used in industries requiring continuous operations, such as manufacturing or healthcare. This schedule consists of 12-hour shifts, with a pattern of two to four days on, followed by two to four days off. This allows for longer periods of rest between shifts and reduces the number of shift changes, which can improve employee well-being and productivity.

Here’s an example template for a DuPont Schedule in a manufacturing plant:

• Week 1: Monday, Tuesday (on), Wednesday, Thursday (off), Friday, Saturday, Sunday (on)
• Week 2: Monday, Tuesday (off), Wednesday, Thursday (on), Friday, Saturday, Sunday (off)

2. 2-2-3 Schedule

The 2-2-3 schedule is commonly used in industries where operations require employees to work both weekdays and weekends, such as retail or customer service. It involves two consecutive days on, followed by two consecutive days off, and then three consecutive days on. This rotation allows employees to have regular weekends off, providing work-life balance and consistency in scheduling.

Here’s an example template for a 2-2-3 Schedule in a retail store:

• Week 1: Monday, Tuesday (on), Wednesday, Thursday (off), Friday, Saturday (on), Sunday (off)
• Week 2: Monday, Tuesday (off), Wednesday, Thursday (on), Friday, Saturday, Sunday (on)

3. 4-on-4 Schedule

The 4-on-4 schedule is commonly used in industries that require employees to work longer shifts over fewer days, such as emergency services or transportation. Employees work four consecutive days, typically 10-12 hours per shift, followed by four consecutive days off. This schedule allows for extended periods of rest and can be beneficial for preserving employee energy and work-life balance.

Here’s an example template for a 4-on-4 Schedule in a hospital:

• Week 1: Monday, Tuesday, Wednesday, Thursday (on), Friday, Saturday, Sunday, Monday (off)
• Week 2: Tuesday, Wednesday, Thursday, Friday (off), Saturday, Sunday, Monday, Tuesday (on)

4. Split Shift Schedule

The split shift schedule is commonly used in industries that require coverage during peak hours, such as restaurants. It involves dividing the workday into two separate shifts, with a break in between. This schedule allows organizations to have coverage during busy periods while offering employees flexibility in their daily routines.

Here’s an example template for a Split Shift Schedule in a restaurant:

• Morning Shift: Monday to Friday, 8:00 am to 12:00 pm
• Break: Monday to Friday, 12:00 pm to 2:00 pm
• Afternoon Shift: Monday to Friday, 2:00 pm to 6:00 pm

5. Fixed Shift Schedule

The fixed shift schedule is commonly used in industries with consistent demand throughout the day, such as hospitality. It involves assigning employees to specific shifts that remain the same over a designated period, such as a week or month. This schedule provides stability for employees, allowing them to plan their personal lives around their work hours.

Here’s an example template for a Fixed Shift Schedule in a hotel:

• Morning Shift: Monday to Friday, 7:00 am to 3:00 pm
• Afternoon Shift: Monday to Friday, 3:00 pm to 11:00 pm
• Night Shift: Monday to Friday, 11:00 pm to 7:00 am

Now that we’ve covered different types of shift schedules, let’s look at strategies for choosing the right scheduling strategy.

10 Tips to Choose the Right Shift Coverage Schedule for your employees

Choosing the right shift coverage schedule for your employees is crucial for maintaining productivity, employee satisfaction, and seamless operations. Here are ten tips to help you make an informed decision:

1. Think About Staffing Needs

Consider the specific requirements of your business and the demand for coverage during different hours. Analyze peak times, busy periods, and any special events that may require additional staff. This will help you determine the number of employees needed for each shift.

2. Consider Employee Needs and Preferences

Take into account the needs and preferences of your employees when designing the shift schedule. Some may prefer working during specific hours or on certain days, while others may have personal commitments that need to be considered. Employee input is valuable in ensuring a schedule that works well for everyone.

3. Balance Workload and Breaks

Make sure that the workload is evenly distributed throughout the shifts and that employees have adequate breaks. Avoid scheduling too many consecutive shifts or long hours without rest. Striking a balance will prevent burnout and maintain employee well-being.

4. Evaluate Employee Availability

Understand the availability of your employees and their desired hours of work. Some may have restrictions due to other commitments or responsibilities, such as childcare or education. By considering their availability, you can create a schedule that accommodates their needs as much as possible.

5. Assess The Impact on Employee Health

Different shift schedules can have varying effects on employee health and well-being. Take into account factors like sleep patterns, circadian rhythms, and the potential for fatigue. Avoid sudden shift changes or rotating schedules that may disrupt employees’ internal body clocks.

6. Consider Overtime and Shift Differentials

If your business requires employees to work beyond their regular scheduled hours or during weekends, consider offering overtime pay or shift differentials. This can incentivize employees to take on additional shifts and ensure coverage during critical times.

7. Plan For Contingencies

Create a contingency plan for unexpected absences or emergencies. Establish a system for employees to request time off or swap shifts, ensuring that there is always coverage even in unforeseen circumstances.

8. Communicate the Schedule in Advance

Provide employees with the shift schedule well in advance, allowing them to plan their personal lives around their work hours. Clear communication can help reduce confusion, improve attendance, and enhance overall employee satisfaction.

9. Test and Evaluate

Consider implementing a trial period for the chosen shift coverage schedule to assess its effectiveness. Collect feedback from employees and monitor productivity levels during the trial phase. Then make necessary adjustments based on the feedback received.

10. Choose the Right Shift Scheduling Tools

Effective shift scheduling software streamlines the scheduling process, minimizes errors, ensures optimal shift coverage, and improves communication. This leads to better resource allocation, reduced costs, and increased efficiency.

Beekeeper’s Shift Schedules tool offers a comprehensive solution to streamline this process. With instant access to work schedules on their mobile devices, frontline employees no longer have to rely on outdated printed schedules or bulletin boards. They can easily check their shift schedules, view important details, and receive push notifications for any changes or additions.

For shift managers, Beekeeper’s Shift Schedules tool simplifies the entire scheduling process. They can create and manage schedules in real time, approve shift changes, and collect employee availability efficiently. The tool also allows integration with existing scheduling tools, reducing the need for manual data entry.

The benefits extend beyond convenience. Our tool helps improve communication and reduce absenteeism by ensuring employees are well-informed and notified of any changes. It also promotes stability and flexibility in work schedules, reducing burnout and increasing employee morale. Beekeeper also facilitates effective shift handover, ensuring task completion and maximum productivity.

Best of all, Beekeeper is a frontline success system that offers a user-friendly interface, real-time updates, and a range of features designed to optimize shift coverage (and more) and enhance overall operational efficiency.

Fill shifts faster with Beekeeper. Learn more

Optimizing Your Shift Coverage for Success

Let’s recap some key strategies to consider if you want to optimize your shift coverage for success.

• First, analyze your organization’s peak hours and busy periods to determine when you need the most coverage. This will help you allocate the right number of employees to each shift. 
• Second, take into account the availability and preferences of your employees. Consider their desired hours of work and any personal commitments they may have. By accommodating their needs as much as possible, you can improve employee satisfaction and retention.
• Also, ensure that the workload is evenly distributed throughout the shifts and that employees have adequate breaks. Balancing workload and rest periods will prevent burnout and maintain productivity.

Lastly, communicate the shift schedule well in advance and be open to feedback and adjustments. This will allow employees to plan their personal lives around their work hours.

By implementing these strategies, you can optimize your shift coverage for success, leading to improved productivity, employee satisfaction, and seamless operations.

Download our Ultimate Guide to Frontline Success below

The post Mastering Shift Coverage: Strategies and Solutions for Improved Operations appeared first on Beekeeper.

And many workers are on the verge of quitting their jobs. In the meantime, companies are battling record levels of frontline disengagement and struggling to maintain operations when employees don’t show up for work.

Knowing how to get an exact absenteeism rate calculation can give companies the data they need to take action and re-engage their staff.

Empower your HR team with the tools to engage workers and reduce absenteeism.

Companies need to have data for almost every business decision and it’s no different here. Knowing how to calculate absenteeism is a critical piece of the workforce engagement puzzle that can help companies boost attendance and maximize productivity.

What is Absenteeism? 

Absenteeism is a recurring issue of employees not showing up for work. A healthy workforce will have the usual and occasional absences for illness, taking care of kids, parental leave, or vacation. However absenteeism refers to a bigger issue going on. Workers are regular no-shows and sometimes don’t call in to report the absence. 

If it’s just a single employee who is often absent, the issue might be work-related or personal. Reach out to that worker to review attendance policies but also find out if there is a way to support them. When absenteeism is more widespread, it is often a symptom of an internal problem like a disengaged, dissatisfied workforce. 

Why Should You Measure Absenteeism? 

There’s a saying that swirls around the business world…”You can’t manage what you don’t measure.”

If companies don’t know where their absenteeism and attendance stand, how can they begin to take deliberate action to fix it?

Employee analytics allow companies to know all kinds of valuable statistics about their workforce. And absenteeism is a key metric that companies should regularly track, otherwise the problem will persist, or get even worse.

Absenteeism is just the tip of the iceberg. Once it becomes a problem there’s a domino effect:

• Productivity plummets
• Dissatisfied customers
• High quit rates
• Lower profits
• Poor work quality

A survey by SHRM found that unplanned absences pushed productivity down by 36%.

It also affects overall employee morale. When workers don’t show up, their colleagues have to pick up the slack. And it’s even more disheartening for those who are showing up when the company doesn’t do anything to fix the problem. 

Finally, companies who have an engaged workforce have 81% lower absenteeism rates compared with those with low engagement. 

Absenteeism Rate Calculation: Formulas and Examples

On any given workday, 3.2% of the workforce is absent. (That number skews higher for frontline industries that have higher disengagement rates.)

If the Bureau of Labor Statistics can get an accurate number, companies should do the same. But first, they need to know how to calculate the absenteeism rate for their staff.

Absenteeism Rate Calculator: Understanding the Formula

With the proper digital tools, you don’t have to do this formula yourself. But it’s good to know how it works.

The basic absenteeism rate formula is as follows:

• Multiply total number of employees by total number of days absent over a given period. That is the total number of absences. 
• Divide that by the total number of working days during that period, which is the total number of workers multiplied by the number of possible working days in that same period
• Multiply the answer by 100

Let’s say you have a staff of 50 and you want to calculate your absenteeism rate using a single month as the time period. Say there are 20 possible working days out of that month, with 50 employees that is a total of 1,000 working days. Now, if 10 employees miss 5 days each that is 50 days with absences out of a total of 1,000. 

So…50 / 1,000 = .05

.05 x 100 = 5

The absenteeism rate is 5%. 

By collecting data long term, you can use bigger periods of time, like a quarter or a year.

But here’s a little secret: if you use a frontline success system, like Beekeeper, you won’t have to manually use an absenteeism rate calculator to run these numbers.

Tracking the Data

Now you know how to calculate absenteeism. But let’s take a step back. How do you acquire the data you need to arrive at that formula?

First, you should have a system in place to track who is working every single day. And that information should be easily accessible. A punch-in, punch-out timecard just doesn’t cut it anymore. Just like everything else in your business, employee attendance should be digitized. Employees sign in and out on a workplace app. Then, with the analytics dashboard, HR or managers can easily pull up attendance for an individual or their entire workforce. 

For desk-based workers, this can be easy to track. For frontline workers, who are often mobile, touching base can be more difficult. A frontline success system that every employee downloads on their device is a simple and secure way for employees to check in (and out) of their shifts. 

Common Mistakes and How to Avoid Them

Tracking attendance might seem like a lower-rung priority, so companies often make mistakes when managing absenteeism. Some of them include:

• Not tracking employee attendance at all
• Inaccurate tracking 
• Lack of centralized communication
• Not knowing employee engagement statistics
• Using manual processes for calculations
• Lack of real-time insights 

Too often, things are not streamlined and information is not easy to access. And what’s not in front of us often gets ignored. It really might not seem like a big deal if an employee misses a day here or there. But they all add up. 

Using Tools and Software for Automation

With the acceleration of digital transformation, there are tools for almost every workplace task. 

Having a mobile-first frontline success system like Beekeeper can help a company manage employee attendance in multiple ways: 

• The all-in-one app centralizes everything— communication, documents, payroll, schedules, training information, and so much more. It is a portal that is accessible to everyone in an organization on a mobile device. Simply connecting with workers, particularly the frontline, can give engagement a boost, make employees more present in their jobs, and miss less work. 
• Employees can easily communicate with managers to report an absence. But even just having direct access to managers can improve engagement and reduce absenteeism. In fact, managers are the reason for 70% of the variance in employee engagement levels, according to Gallup.
• With a digital tool, companies can improve shift communication with digital shift scheduling. Managers can make sure there is coverage on every shift and workers have access to their schedules and won’t accidentally miss a shift. Push notifications alert them to any shift changes.
• With an employee app, companies can automate employee onboarding which connects with employees when they start the job, guaranteeing engagement from day one!
• Nothing beats real-time insights. Keep your finger on the pulse of engagement and absenteeism anytime you want with a powerful analytics dashboard that empowers your team to make quick decisions to better manage your workforce. 

Discover how to reduce absenteeism in your workforce with digital shift management tools. 

youtube.com/watch?v=36g-Jz8UM6I

Interpreting Absenteeism Rates

1.5% is a healthy absenteeism rate. That’s the usual organizational level of days missed for regular, excused planned, and unplanned absences, like vacation time or sick days.

Absenteeism from injury and illnesses alone costs businesses $225.8 billion a year ($1,685 per worker.) That does not include unexcused absences. 

But as that rate starts to creep up, companies need to pay close attention. This is especially true for frontline businesses which have higher than average absenteeism rates (the healthcare and service industries see the greatest number of absences.)

Companies need to track this metric regularly to make sure it stays close to that normal level of 1.5%. 

5 Strategies to Reduce High Absenteeism

Struggling with how to get employees to show up, be present, and be engaged?

Here are 5 tips to approach your workforce management and build a thriving organization.

1. Go digital. Adopt a mobile workplace tool that can engage every staff equally, frontline teams, and desk-based workers alike.
2. Be transparent. Have clear attendance policies and make sure they are communicated to everyone. Have a set process for asking for PTO or calling in sick with HR. 
3. Offer every worker flex time. That will look different for different kinds of workers but make sure everyone has a chance to reach the work-life balance that will keep them present and focused while at work.
4. Support a stress-free environment. Have some dedicated organizational initiatives around workforce well-being. A million (yes, a MILLION) people miss work every single day due to stress. 
5. Make work fun. Yes, this is a workplace, but people need to enjoy being at this company and working alongside their teams. Use your mobile app as a megaphone for employee recognition. Hold team lunches, and celebrate milestones and accomplishments together to build community.

Absenteeism Rate Calculation: A More Productive Workplace

Productivity. Profits. Sales. Customer satisfaction. All the essential business outcomes that companies like to see improve rely on one common denominator: your workforce. Leaders need to ensure workers are present, focused, and engaged and that means knowing your absenteeism rate calculation. By building an organization that prioritizes communication and inclusivity, they can connect with and engage every worker, and create a company where people are happy to show up every day. 

Learn how engagement and attendance are critical for your success. Download our Ultimate Guide to Frontline Success.

The post Understanding Absenteeism Rate Calculation: A Complete Guide appeared first on Beekeeper.

It was a cool product with plenty of bells and whistles. Yet it is still considered one of the greatest flops in tech history because of one simple reason: it did not serve the needs of its users.

Download our eBook, “Why Microsoft Doesn’t Work for Your Frontline” to Learn More

Microsoft’s recent push to sell to frontline businesses is an example of history repeating itself. 365 and Teams are great solutions for office-based employees. But what about your frontline workers—the ones who aren’t sitting at a desk with a computer at their fingertips?

Learn why rolling out Microsoft for your frontline alone won’t work and wastes money.

Hidden Costs of Extending Microsoft to Deskless Workers

IT and HR teams are under pressure to maintain a single-stack approach to digital transformation. It’s easy to think Microsoft for the frontline fits into this strategy, but it doesn’t.

Once you peel the layers back, you’ll discover hidden costs that outweigh the benefits of consolidating your employee experience tech stack.

There are so many apps

The Modern Collaboration Architecture, also known as the MOCA, is a framework coined by Microsoft that outlines how each app fits into the ecosystem.

As you can see, it’s massive. The average frontline worker doesn’t need all this to do their jobs. They want to be able to access pay stubs, message coworkers, see their shift schedule, manage their tasks, and view safety policies on their phones without having to navigate different apps.

The Modern Collaboration Framework (MOCA) by Microsoft

Microsoft has force-fit this framework into the lives of frontline workers, touting Microsoft Teams as an entry point to “frontline apps” housed in their Viva Suite. The Viva Suite contains 8+ separate apps that require training and configuration, all of which were repackaged after various acquisitions.

We’re not making this up. Recent Microsoft customers told us about their not-so-wonderful experience.

One CIO said:

“Microsoft Teams is not a great experience for manufacturing employees. They do not want it on their phone and they do not know how to use it. Then, you have Viva integrated and (it) becomes even more difficult. The reality is they need an app that looks and feels like Facebook or Instagram, not like a Microsoft product.”

Expecting frontline workers to adopt a complex desktop suite is a risky proposition. They don’t spend their days in front of a computer screen; they’re at a plant, on the shop floor, in the field, or on the frontlines of customer service.

Frontline adoption rates are as low as 10%-15%

Microsoft is a desktop app for desktop employees. They do not have a streamlined, frontline-focused mobile experience, and that’s why adoption rates are so low.

As this Employee Experience Manager put it:

“The high level of information complexity with many Team rooms, as well as updates, become problematic when people are on Teams less frequently, unlike office workers that use it daily.”

If it’s too complicated, your frontline workers won’t use it. A recent report found that 99% of employees access Sharepoint via desktop. Only 0.22% access the intranet on their phone and .02% by tablet.

Beekeeper’s Sharepoint integration solves this problem by allowing workers to access updated Sharepoint files on their phone, without requiring any administrative work. Learn more about it here.

It’s easy to fall into the trap of “if Microsoft gives it to us for free, let’s just try it”.

There’s a reason why it’s free. Microsoft hasn’t cracked the code on how to get frontline workers to adopt their platform, so they want you to be their guinea pig while they figure it out.

In the 2022/23 Yammer & Viva Engage Benchmarking Report, SWOOP Analytics found that only 10% of users are active on the platform. If only 1 in every 10 workers is communicating with Microsoft, where else are they going?

53% of workers end up using WhatsApp or Facebook Messenger instead. Not only does this push them to less secure communication channels (hello shadow IT ), it reduces productivity and efficiency. Employees no longer know where to find each other, so they revert back to manual, pen-and-paper processes.

Even worse, leadership has no visibility into task completion, employee engagement, and overall sentiment. You can’t optimize the frontline experience without a complete picture of what’s happening.

Missing functionality and administrative bottlenecks

Microsoft is notorious for selling licensing models instead of solutions.

Examined closely, Microsoft’s frontline suite has some glaring gaps that hinder admins and users from working effectively.

Another enterprise CIO told us that:

“Even with a core part of Viva within E3 and E5, there are major pieces of the suite that are missing that they promoted to us, like Viva Goals, Topics and the Answers module…and even the crisis communications alerts…When you add those on, it is another $15-$17 an employee a month, which is outside of our budget with already paying $57 a month for E5.”

To summarize, the a-la-carte pricing model is tricky to navigate. If you’re set on adopting Microsoft, we recommend you at least read the fine print.

Download this guide so you can build your evaluation criteria and make an informed decision

The licensing structure is troublesome, but the real headaches come during implementation. Rolling out Microsoft to your frontline requires deep expertise in their product suite, which can only be found in Microsoft developers and reseller partners.

Let’s say you want to automate your onboarding process with a workflow. Instead of being able to customize and deploy yourself, you’ll be stuck relying on a partner. This can make implementation timelines 4-5x slower, severely increasing internal labor costs and impacting your bottom line.

Limited frontline experience or expertise

As of September 2023, Microsoft does not have dedicated customer support. They outsource to value-added resellers who profit based on the number of licenses sold.

These resellers are experts on Microsoft, but not on frontline businesses or industries. There are a lot of nitty-gritty details involved, like talking to workers on-site or hosting competitions to encourage adoption. This requires a white-glove approach from frontline success experts who have been there and done that.

Want to try out Beekeeper yourself? Sign up for a free trial

The Best Employee Experience Includes Beekeeper

Creating the best employee experience involves catering to the needs of all your workers, not just those in office settings. Beekeeper enhances Microsoft’s employee experience suite by providing a dedicated system for your frontline employees to ensure they’re engaged, informed, and connected.

The digital transformation journey isn’t complete without addressing the needs of your frontline workers. By integrating Beekeeper into your Microsoft ecosystem, you can protect your investment and provide your entire workforce with the tools they need to grow your business.

Download our ebook to dig deeper into the Top 11 Limitations of Microsoft for the Frontline

The post The Problem With Using Microsoft for Your Deskless Workers appeared first on Beekeeper.