Retail News CRM

Tag: humanforce

  • Australian Workers Prioritise Work-Life Balance Over Wages Despite Cost-of-Living Surge

    Australian Workers Prioritise Work-Life Balance Over Wages Despite Cost-of-Living Surge

    New research from Humanforce reveals that close to half of the 500 Australian workers it surveyed, including those employed in the retail sector, have switched jobs in the past year. Despite a sharp increase in living costs, the driving force for 54% of these workers finding a new employer was not higher pay, but the pursuit of better work-life balance and wellbeing.

    Holly Barnes, Chief People Officer at Humanforce said, “This trend challenges the traditional belief that higher wages are the foremost concern for Australian workers, particularly during economic downturns. Our research findings suggest that workers are instead placing greater value on whether their workplace is a good fit for their overall lifestyle and if it affords them the flexibility they require.”

    With 98% of respondents citing the importance of the overall employee value proposition (EVP) in their decision to move, it’s clear that today’s employees are looking for more than financial benefits. Today, their focus is much wider, with the most appealing aspects of an EVP being work-life balance initiatives, and career growth & development opportunities.

    Barnes adds, “For today’s workers, a compelling EVP extends well beyond one’s salary. It’s integral to creating a workplace where employees’ personal lives and professional goals are recognised and supported—a strategy that is proving essential for attracting and retaining talent, even in tough economic times.”

    Contrary to expectations that financial pressures would make higher wages the primary focus into the future, many workers are now refocusing on longevity in roles that align with their lifestyle needs. This sentiment was reinforced by 60% of survey participants expressing little to no interest in changing jobs in the next six months.

    Forty percent of those who had changed roles in the past year reported lower job satisfaction than anticipated, showing there is still a lot of scope for businesses to take greater initiative in supporting employee wellbeing.”Our data indicates that after a few turbulent years where high numbers of employees jumped ship to new employers, there is now a shift towards long-term satisfaction in the workplace, where wellbeing and stability are paramount over quick financial gains,” Barnes explains. “Businesses that recognise and act on this by offering a high-quality EVP will set themselves apart as employers of choice.”

    There are four critical areas that an EVP should encompass, including emotional wellness (mental health), social wellness (workplace culture and life outside of work), physical wellness and financial wellness.

    Many companies are already making concerted efforts to retain their talent, with almost 70% of employees confirming they had received support from their current employers, in a bid to retain them in their roles.

    The Humanforce research also underscores the vital role HR technologies play in supporting a business’ EVP. An overwhelming majority of the Australian workers—96%—said these technology innovations are crucial in creating positive workplace experiences.

    “Businesses are urged to complement their needs of driving organisational growth, profitability, compliance confidence and productivity, with a genuine focus on its people. Give employees control and flexibility over their working life with easy access to their rosters and payslips. Ensure that they feel heard and really feel part of your company.

    “Humanforce’s HCM suite directly supports the shift towards employee wellbeing and flexible roster-driven work by giving employees the tools to manage their work-life balance. It’s about practical autonomy — the ability to align work schedules with personal needs. This approach not only meets employees’ expectations but also enhances overall job satisfaction, leading to better retention and productivity for businesses,” Barnes concluded.

    About Humanforce

    Humanforce provides the market leading, employee-centred, intelligent and compliant HCM suite for frontline and flexible workforces, offering highly configurable, best-in-one WFM, HR, Payroll and Wellbeing – without compromise. Our vision is to make work easier and life better by focusing on the employee experience (EX), and the efficiency and optimisation of businesses.

    Founded in 2002, Humanforce has a 2300-strong customer base and over 600,000 users worldwide. Today, we have offices across Australia, New Zealand, and the UK.

    Customers include Story House Early Learning, Flight Centre, Southern Cross Care QLD, Howard Smith Wharves, and more. https://humanforce.com

  • Workplace Technology Critical to Positive Customer Service Outcomes, Research Shows

    Workplace Technology Critical to Positive Customer Service Outcomes, Research Shows

    Only four percent of workers believe that technology did not play a role in their ability to serve customers today 

    Research by Humanforce, a provider of intelligent workforce management solutions, has shown seventy-four percent of frontline workers in Australia, including retail staff, believe that technology plays a critical role in customer service today.

    Alarmingly, while technology is being recognised as increasingly important to meeting customer needs, only twenty-eight percent of Australian retail workers feel that the technology they use in their workplace is advanced, with thirteen percent identifying that the technology in their workplace was either poor or limited.

    “Part-time and casual workers are at the frontline of customer service in Australia, making them commonly the first point of contact for customer queries and taking the lead for any issue resolution. Importantly, these workers rely on technology to connect with their employers and colleagues, assist in their roles and meet customer needs,” said Clayton Pyne, CEO, Humanforce.

    Workers themselves identify that they need advanced technologies to do their jobs, with only four percent of people surveyed saying that technology did not play a role in their ability to serve customers.

    Today, frontline retail workers not only prefer employers that offered workplace technologies that support their work but sought out companies that used technologies that empowered workers to manage their own shifts. Eighty-three percent of those surveyed would be more likely to join a company if they used automated technology to help better manage their work – including tasks, shift availability and pay. Conversely, twenty-three percent of frontline workers would consider leaving an employer if they did not offer technologies in the workplace that helped employees plan and manage their work.

    After mobile phones, tablets, and computers. the workplace technologies reportedly most used by frontline workers in Australia were:

    • Scanners – thirty-six percent
    • Point of sale (POS) systems – twenty-three percent
    • Wearable technologies – eleven percent

    “One bad experience or poor customer service interaction today can lead to customers abandoning a purchase and forming a negative perception of a brand, that may never subside. To meet Australian consumers’ expectations, businesses need to step up their customer service game and support workers with the right technologies,” said Pyne. “Solutions that can speed purchase processes, instantly surface a customer’s purchase history, or provide background on a product issue or complaint, equip frontline workers with invaluable tools and information to better meet customer needs, while in the flow of work.”

    Training was identified as a priority by retail workers to help them adapt to new workplace technologies, with hands-on training provided by a manager or colleague and online training accounting for 49% of respondents’ preferred training metholodogies.

    “In a competitive hiring environment, businesses need to focus on the employee experience by offering workers technologies that support positive customer service outcomes and enables them to better manage their work; while allowing businesses to optimise costs, improve productivity and realise compliance. Workforce management solutions can help simplify workplace processes and empower employees to manage their working lives through automating shift management, onboarding, training and more, while ensuring business objectives are met,” said Pyne. 

    Methodology

    • Humanforce contracted Zoho Survey to survey 500 Australian frontline workers (part-time and casual worker respondents) on technologies used in their workplaces in Q4 2021.

    About Humanforce

    The intelligent platform for your shift-based workforce.

    Almost every shift has its no-shows, late arrivals, and special requests, but you’ve also got to stay up to date with the big shifts in how people work – everything from new employee expectations to new technologies, new regulations and more. Humanforce brings a whole new approach to managing your teams by simplifying the process, giving you complete visibility and allowing you to stay ahead of the curve. That’s why thousands of businesses of all sizes – from hotels to hospitals, resources to recreation, stadiums to shops and more – use Humanforce to get ready for the next shift. www.humanforce.com

    Media Contact:

    Sarah Park

    Mulberry Marketing Communications

    +613 9023 9110

    [email protected]

  • Older workers in Australia have significantly been impacted by COVID-19

    Older workers in Australia have significantly been impacted by COVID-19

    As Australia’s unemployment rate rose to 6.9% in September amidst the ongoing impacts of COVID-19, 42% of older workers said they had recently lost their job or had their hours reduced, a Humanforce survey has revealed.

    As a result of the challenges faced during COVID-19, older workers are now more open minded to different types of employment and are looking to explore opportunities within the retail sector, with 41% open to casual employment and 39% open to any type of work.

    “We know that COVID-19 is changing the face of work across the world, as unemployment rates continue to rise. Our research shows that one of the flow-on effects could be that older Australians who lose their job because of the pandemic will be transitioning into different types of work, including casual work in the leisure field. This means employers need to look closer at how to support older Australians as casual employees.”

    Older Australian workers said the key factors they would look for in casual retail employment would be a stable income (70%), a reliable number of days and hours (65%) and flexibility with days and hours (62%).

    “A common misconception about older workers is that they aren’t open to learning new technologies or skills as part of their job,” added Bruce Mackenzie. “Yet the overwhelming majority of older workers we surveyed were supportive of casual jobs where automated technologies were used or where they could retrain or learn new skills.”

    Almost three-quarters (73%) of older workers said they are open to using automated technologies and 85% are open to retraining or learning new skills in a new role. Most of them (65%) also said that the best way to support older workers in using technology at work would be through training provided by a manager or colleague.

    “Australian retail businesses are going to need casual workers to assist in their recovery from COVID-19. As older Australians become more open to casual work due to the pandemic, this is an opportunity for employers to also become more open minded about employing and supporting them in casual roles.”

    Methodology

    Humanforce contracted Zoho Survey to survey 500 older worker respondents (workers of ages 45 and over) as part of this research project.

    About Humanforce

    The intelligent platform for your shift-based workforce.

    Almost every shift has its no-shows, late arrivals, and special requests, but, you’ve also got to deal with the big shifts in how people work – everything from new employee expectations to new technologies, new regulations, and other major changes. Humanforce brings a whole new approach to managing your teams where you can simplify the process, see everything at once, and stay ahead of the curve. That’s why thousands of businesses of all sizes – hotels to hospitals, resources to recreation, stadiums to shops and more – use Humanforce to get ready for the next shift. www.humanforce.com

     

    Media Contact:

    Corinne Nolte

    Mulberry Marketing Communications

    +613 9023 9110

    [email protected]

     

    Lees ook:

    Lees ook:

    Lees ook:

  • 1 in 3 Australian casual workers lonely

    1 in 3 Australian casual workers lonely

    Research from Humanforce, a Sydney based global provider of workforce management solutions, has found that nearly one-third of Australia’s casual workers – including retail workers – have reported feeling lonely in the workplace, leading to lower employee engagement, and lasting customer experience consequences.

    More than 60% of casual workers surveyed said loneliness at work stemmed from the fact that they worked solo or with few colleagues, while 43% also said non-traditional work hours leads to less social interactions with others outside of work hours and 36% said there were limited interactions with management and the company.

    “With many of us having been asked to work from home full-time due to COVID-19, worker loneliness has become a big challenge for almost all types of workers,” said Bruce Mackenzie, Managing Director and Founder, Humanforce. “However, this is not a new issue for the 25% of casual workers that make up Australia’s casual workforce. Casual workers have always been more likely to work alone or with a small number of colleagues who frequently change, and on an unfixed and non-traditional schedule, which means they are at higher risk of loneliness.”

    Survey respondents said the flow on effect of loneliness was that 57% of casual workers had reduced motivation at work, 53% experienced lower job satisfaction and 41% faced mental health issues.

    “Our research shows that lonely retail casual workers face a range of challenges that undermine their ability to be fully engaged in their roles at work,” added Bruce. “Worker engagement is crucial to delivering the best customer experiences. And with those in the retail and hospitality industries currently facing an incredibly challenging business environment, customer experience is of the utmost importance in achieving ongoing sales and consumer loyalty.”

    More than half of casual workers surveyed said loneliness could be reduced through regular communication with casual workers from managers and the company, while an additional 40% said a casual worker reward program that recognises and values the work of casual employees and 39% said giving casual workers more control of the days/hours/shifts they work, would help.

    “To avoid loneliness and a lack of engagement, casual retail workers clearly need a higher level of communication, to receive more recognition and to be able to take control of their work days and shifts,” said Bruce. “Unlike fulltime employees, the issue of worker loneliness won’t disappear for casual workers when COVID-19 restrictions are eased. Therefore, casual worker employers must develop long-term approaches to helping keep employees connected, valued and motivated at work, in order to achieve the best results for the businesses now and into the future.”

    Advanced digital workplace engagement solutions are available that help employers leverage apps and digital tools that streamline two-way communication with casual workers and allow employees to take charge of selecting and changing their shifts, as well as rate their shifts so managers can monitor worker wellbeing.

    Find out more about Humanforce. 

    Methodology

    Humanforce surveyed 500 Australian part-time and casual workers in April 2020.

    About Humanforce

    Humanforce is a global provider of workforce management solutions for companies who need flexibility to manage complex workforces. Companies use Humanforce to manage everything from time and attendance, employee rostering, onboarding and availability. Humanforce has strong partnerships with industry leading payroll providers, with over 100 integrations and enable customer employees in over 9000 locations globally.

    Humanforce was founded in Sydney in 2002, and today has offices across Australia, New Zealand, Singapore and the UK. For more information: www.humanforce.com

    Media Contact:

    Corinne Nolte

    Mulberry Marketing Communications

    +613 9023 9110

    [email protected]

    Lees ook:

  • 80% of Casual Workers Say Negative Media Coverage Influences Their Job Choices

    80% of Casual Workers Say Negative Media Coverage Influences Their Job Choices

    Humanforce, a Sydney based global provider of workforce management solutions, has revealed that negative media coverage can impact Australian retailers’ ability to attract casual workers.

    Eighty percent of respondents in Humanforce’s casual worker survey stated that media coverage of a company underpaying staff would influence if they would work with that employer.

    Humanforce Founder and MD, Bruce Mackenzie, said the survey highlighted how negative media coverage can have long-lasting and costly effects on retail businesses.

    “There have been a number of cases recently involving local businesses underpaying their casual workers,” Bruce said. “Negative media attention makes it harder for any business to attract the best casual workers. This comes at a substantial cost considering a reliable and talented casual worker pool is what supports the success of many Australian retailers.”

    The survey also showed that there’s no hiding negative media coverage from potential casual workers, with 66 percent of respondents stating they would conduct an online search to research a new casual employer. And a further 64 percent said they would ask for word of mouth recommendations from current or previous employees before taking a casual job.

    From March 1st, new clauses aimed at reducing wage-theft come into effect for casual employees covered by a Modern Award with an annualised salary clause, that will require more stringent record-keeping and overtime control measures.

    “By international standards, Australia’s workforce awards and regulations are incredibly complex, which leads to errors,” Bruce said. “And, with the introduction of new practices for payroll aimed at minimising underpayments and non-compliance with awards, retailers operating without workforce management solutions will face increasing challenges in this area.”

    Workforce management solutions can help retailers navigate the complexities of managing casual workers. They help to automate and remove errors when it comes to time and attendance, rostering and scheduling, payroll, as well as managing awards and compliance.

    “While workforce management solutions can support retailers to meet award requirements, it is critical the systems are configured and customised to specifically meet Australia’s workforce awards and regulations. Off-the-shelf solutions from global software vendors are not positioned to interpret Australian awards.  Humanforce, as an Australian-based workforce management solutions provider with local expertise, knowledge and a development and support team on the ground here, is uniquely placed to assist local business with fully customisable solutions for the Australian market.”

    Beyond an employer’s media reputation, the casual worker survey highlighted some incentives that retailers can offer to attract causal staff. When assessing casual jobs and employers, respondents prioritised businesses that offered guaranteed shifts (60%), a positive and fun work culture (54%), wage incentives (52%), flexibility (47%), employee rewards (45%) and premium wages (41%).

    Find out more about Humanforce.

    Methodology

    Humanforce surveyed 500 Australians on their perspectives on casual work in the Q4 period of 2019 via the Zoho Research Platform.

  • New App Makes Retail Workplaces More Accessible for People with a Disability

    New App Makes Retail Workplaces More Accessible for People with a Disability

    The first workforce management solution app to be fully accessibility compliant has been launched, making retail workplaces in Singapore and across the Asia-Pacific region more inclusive for people with disabilities and an ageing population.

    The new release of Humanforce’s mobile app complies with the Web Content Accessibility Guidelines (WCAG) 2.0 AA rating. This means it meets 100 percent of the recommendations for making content accessible to people with disabilities including colour-blindness and low vision.

    “There is an unresolved tension between the business and technology vendor desire for integrating the most advanced technology solutions that often best meet the needs of millennial workers, and also making the workplace more inclusive of diversity,” explained Mike McGee, Chief Product Officer, Humanforce. “Too often we see the former being the priority at the expense of workers with a disability and those that make up our ageing workforce.”

    Recent research from McKinsey found that businesses, such as large chain retailers, with higher diversity are more likely to achieve higher financial performance. However, people with a disability are often overlooked when it comes to workplace diversity. The Ministry of Manpower found in June 2018 that 28.6 percent of people with a disability in Singapore were employed, while 4.2 percent were unemployed but looking for work, which translate to an unemployment rate of 12.9 percent. Additionally, it found that 67.2 percent of people with a disability were outside of the labour force due to poor health or disability. This compares to a 2.3 percent unemployment rate for the entire Singapore population.

    “Retail employers can be doing much more to make the workplace more inclusive for the people with a disability currently working and also to increase employment of the many people with a disability looking for work. And as we see the retirement age raised to 35 by 2030 and the re-employment age also go up to 70 by 2030, we’re also going to see the number of people with a disability in the workplace increase.

    “A key piece of the puzzle is ensuring all the workplace technologies retailers invest in to increase their success don’t work to preference younger workers, while discriminating against workers with a disability and the ageing population,” added Mike.

    Find out more about Humanforce.

    About Humanforce

    Humanforce is a global provider of workforce management solutions for companies who need a flexible solution to manage complex workforces. Companies use Humanforce to manage everything from time and attendance, employee rostering, onboarding and availability. Humanforce also has strong partnerships with industry leading payroll providers.

    Humanforce was founded in Sydney in 2002, and today has offices across Australia, New Zealand, Singapore and the UK. For more information: www.humanforce.com

    Media Contact:

    Corinne Nolte

    Mulberry Marketing Communications

    +613 9023 9110

    [email protected]

  • New App Makes Retail Workplaces More Accessible for People with a Disability

    New App Makes Retail Workplaces More Accessible for People with a Disability

    Helping to increase the employment of a more diverse workforce

    The first workforce management solution app to be fully accessibility compliant has been launched, making retail workplaces in Singapore and across the Asia-Pacific region more inclusive for people with disabilities and an ageing population.

    The new release of Humanforce’s mobile app complies with the Web Content Accessibility Guidelines (WCAG) 2.0 AA rating. This means it meets 100 percent of the recommendations for making content accessible to people with disabilities including colour-blindness and low vision.

    “There is an unresolved tension between the business and technology vendor desire for integrating the most advanced technology solutions that often best meet the needs of millennial workers, and also making the workplace more inclusive of diversity,” explained Mike McGee, Chief Product Officer, Humanforce. “Too often we see the former being the priority at the expense of workers with a disability and those that make up our ageing workforce.”

    Recent research from McKinsey found that businesses, such as large chain retailers, with higher diversity are more likely to achieve higher financial performance. However, people with a disability are often overlooked when it comes to workplace diversity. The Ministry of Manpower found in June 2018 that 28.6 percent of people with a disability in Singapore were employed, while 4.2 percent were unemployed but looking for work, which translate to an unemployment rate of 12.9 percent. Additionally, it found that 67.2 percent of people with a disability were outside of the labour force due to poor health or disability. This compares to a 2.3 percent unemployment rate for the entire Singapore population.

    “Retail employers can be doing much more to make the workplace more inclusive for the people with a disability currently working and also to increase employment of the many people with a disability looking for work. And as we see the retirement age raised to 35 by 2030 and the re-employment age also go up to 70 by 2030, we’re also going to see the number of people with a disability in the workplace increase.

    “A key piece of the puzzle is ensuring all the workplace technologies retailers invest in to increase their success don’t work to preference younger workers, while discriminating against workers with a disability and the ageing population,” added Mike.

    Find out more about Humanforce.

    Lees ook: