In posts of the past, we’ve taken the time to highlight what our workforce management software can do for retail businesses in need of optimizing their internal processes. Sometimes the improvements that need to be made have to do with communication regarding daily tasks, sometimes they are schedule or payroll-based, and other times a workforce and employer(s) need a “hard reset,” because things have become dysfunctional to a degree.
If any of those points describe where you find your own place of business, we’ve got some good news for you — we at Scheduling+ are former (and current) independent retailers who have designed and engineered our workforce scheduling software with the practical needs of our clients in mind. Why does our history of being retailers ourselves matter? That’s an easy one — we’ve witnessed common inefficiencies first hand, so we were able to address many of them through our employee scheduling software, which entails much more than you might infer from that name. Not only do we offer employee scheduling services at Scheduling+ but we help you manage your entire business better with regards to payroll software, task management optimization, and a time clock app that keeps employers in the loop concerning employee behavior.
Although we aren’t taking up the meat and potatoes of today’s post with an in-depth look at each of our offerings and products, below you’ll find a brief description of each facet of our workforce management scheduling software.
Scheduling Software For Retailers
With an intuitive, drag-and-drop interact, using our employee scheduling software is straightforward and easy to use. You can save time scheduling, view scheduled lunches to prevent stacking, stay within your labor budget, reduce overtime costs, email and text employee schedules so everyone is on the same page, or even schedule overnight shifts and manage time off requests. There are many other features and benefits, many of which coincide seamlessly with the other facets of our workforce management software.
Payroll Software For Small Business
For one thing, our payroll program is entirely integrated with the scheduling platform. For another, it allows employers to formulate error-free, accurate timesheets using Time Clock data (our application). You can review scheduled payroll cost versus real payroll cost, see granular information of employees scheduled shifts, require manager and employee timesheet approval before running payroll, along with being able to export reports so they can be imported into most any major payroll provider.
We mentioned our Time Clock app above. This app has numerous benefits for both employers and employees, given the ability for employers to notify employees of schedules, shift changes, and the like all from an easy-to-use app. The employee time tracking app, which is available as a web-based, iOS, or Android app, is advantageous for employers beyond what we’ve listed above. Employers can control and monitor assigned tasks directly from the Timeclock, limit the ability of an employee to clock in x minutes before their shift, along with much more.
Task management, and the communicative dynamic between employers and employees, ties in nicely with the rest of today’s blog. Before we get to our promised blog topic, however, our task management software has plenty worth noting. First of all, employers are able to view and mark tasks as completed from the TimeClock app, whether it is a recurring or a one-time task. Employees are prompted with task notifications upon their logging in, and employers can stay in the loop even if you can’t be physically at a store. Employees benefit from this improved communication as well, since they understand their daily tasks and can get them done with no excuse. For employees who struggle with organization and might need a bit of “hand-holding,” this helps them stay on-task. What’s more, employers can print, email, or export tasks as they prefer!
A Healthy Employer-Employee Dynamic
As independent retailers ourselves, we fully understand that the relationship between employers and employees within a retail environment isn’t always akin to sunshine and daisies. No, plenty of thunderstorms roll through any given store over the course of a few years. There are numerous reasons for this, many of them largely outside the control of a manager — employees’ commitment, lack of experience, general immaturity, and regular turnover all contribute to a workforce existing in a sub-optimal state.
We are preaching to the choir, aren’t we? Here’s some good news, though; there are factors employers can control, and that’s what we’ll be discussing in this post as well as the next one (it turns out we need two posts for this topic, since there is plenty to say). Being a proactive leader, learning how to effectively delegate responsibility, fostering a culture of mutual respect and open communication are all elements of a healthy working dynamic.
Not only will implementing some of these strategies help with the employer-employee dynamic, but it can overhaul your store’s culture in a tangible way. A happy staff means a positive, welcoming environment, which means customers feel welcomed to browse and spend. Not just once, but again and again, assuming your products are high-quality and useful, which, of course, they are. Let’s dive in.
Realize You Were Once In Their Shoes
Not every strategy presented in this series is going to be easy to hear, and will likely be even more difficult when you actually try to implement it. There is a reason why being a manager of a retail store isn’t considered a walk in the park, so accepting the challenge ahead of you is probably the first and most essential step we can recommend.
That being said, effective retailers must do their best to maintain the assumption of positive intent with their new staff. After a few years of seeing employee after employee set off to find greener pastures, it’s easy to become jaded. This is especially the case when you are faced with training new employees who don’t seem to have much passion, let alone competency, in the job you’ve just hired them to do.
Yes, some employees only think of their job as a paycheck and will never be willing to give what you’d like to see from an attitude and performance perspective. Still, it’s your responsibility as a manager to give them every opportunity to succeed. One bad customer interaction or sloppily performed task does not make a hopeless employee. People learn and improve at different rates, so even when it isn’t easy, we advise you to do your best to remember that you were once a young employee, without a clue as to what you should be doing, and you worked your way up. Was your professional advancement due to your perfection? No way! You had good days and bad ones, just like anybody. A wise manager knows it’s best to give their young staff every chance to succeed. Losing hope in them will only lead to one outcome — and it’s not a positive one.
Watch Out For Part Two!
In our next post, we’ll break down the essential elements of a healthy employer-employee dynamic more specifically. From mutual respect to communication to empowering employees to become leaders before they receive the title, there will be plenty worth gleaning.