Building a Business Case for Next- Generation Workforce Management System
While it is true that a great workforce is only as good as its weakest link, without your C level employees, your business will not remain grounded. Is it any wonder why so many companies are taking pains to develop and integrate workplace management solutions to retain top level executives?
Business giants such as IBM and Microsoft are already on that bandwagon and use it to motivate their high level employees besides ferreting out average ones.
Besides measuring performance, workforce management solutions include effective scheduling, staging and other adjustments that can allow organizations to run smoothly. The main aim of such management systems is to get the right amount of people and workers doing tasks that they excel at and can remain productive in at the right place and right time.
With appropriate solutions, business owners can manage their workforce and save on labor costs at the same time. It’s basically an art and a science form. While stringent schedules can help you keep everyone in place, it can hinder productivity for top performing executives. This is manageable through a WFM system that is scalable or can be improved upon when required. Of course, doing so requires the full cooperation of entire departments and organizations without which the system will be rendered useless.
C level employees remain in organizations that recognize this need and work to provide a corporate working environment that can pay off in the form of better business outcomes. Most top executives expect certain business outcomes that can justify investments in workplace development. In order to convince them to adopt one and use it, they need to be convinced that it can:
Increase their productivity
Maintain positive ROI
Offer greater responsiveness to growing markets
In other words, high level employees give priority to long term business stakes when it comes to investing in a new workplace management system. Low term results or short term indicators such as reduced costs fall below their radar because of their years of experience. Besides the aforementioned indications, an increase in employee engagement, low turnover rates and higher profitability can also convince them to adopt a system.
So we can say that C level employees search for hard business metrics to measure whether a workforce management system is working or not. The good news is that more and more of them are realizing the importance of systems when it comes to company wide success.
This includes attracting and retaining hard working employees and giving them the tools they need to achieve business objectives. If those metrics are linked to performance appraisals, the approval rating for WFM systems rises significantly as well.
Automated systems can reduce that load and increase efficiency at the same time thus assuring your C level employees that their concerns and time are being taken seriously. These systems also essentially pay for themselves since the money you save can be directed to more productive tasks which can increase productivity.