Moving Forward, Retail Requires Efficiency

To say the least, COVID-19 has wreaked havoc on the retail industry over the past few weeks. In fact, more than 47,000 retail stores closing in just the first week because of the virus. While the closures happened quickly, the process of reopening retail will require a slow and methodical approach. With such a massive blow to the industry, retailers, and brands who sell into these retailers, can’t afford anything less than efficiency and effectiveness when it comes to managing their staff.


Beauty Industry Hiring Resource Guide

While hiring efforts may be at a stand-still for most of the beauty industry, we’ve already begun speaking to many of our clients on how to approach restart and reengage the beauty industry once they’re ready to regroup and get back to retail sales.

Professionally, the industry has certainly taken a hit and many brands may be missing key sales talent when stores reopen. In response, we wanted to share with everyone a curated list of communities and resources, both free and paid, that you and your team can use to find top beauty talent.


Succeeding at Retail: 10 Best Practices You Should Adopt Now

As COVID-19 continues to impact the retail industry, the AllWork team has been working closely with our brand partners and while most retail locations across the country remain closed, we’ve used this time to take a look back at what we have learned over the past year from working with over 50 beauty brands. We have aggregated some of the best practices that have helped these brands get ahead and succeed at retail by managing their in-store talent efficiently.

These best practices are based on working with teams of thousands of beauty advisors, event staff, and managers. By creating this checklist, we are hoping to share the most impactful strategies and the things that the best-managed programs do differently to help increase retail sales, improve customer engagement and improve the ROI on labor spend.


Dear Retail, We Miss You

While the past few years have been clouded by talk of a ‘retail-apocalypse’, the recent temporary closures of many retail locations has brought into focus just how false this narrative has been.

If anything, we can all see now just how important retail is and the human interactions that come along with it. Without these brick-and-mortar experiences, shopping is just a transaction on a screen. Quality one-on-one interactions and experiences at retail have been, and will always be, important. We are reminded of that now more than ever. Now that we don’t have them, it’s amazing how much we miss the human connections that are part of our daily routines with many of those interactions take place in retail stores.


Ideas for Leveraging Your Field Team During COVID-19

These past few weeks have brought a quick wave of uncertainty for the retail industry as we continue to battle against a growing pandemic.  Many brands across the country, and the world, have needed to put their in-store field teams on pause and re-evaluate just about everything in their business. With all of the upheaval going on maybe you are thinking about how to restructure your field team.


How the New Gig Worker Bill Impacts the Beauty Industry

By Kelly Kovack, Founder of Beauty Matter

Uber is often credited with unleashing the gig economy, but freelance workers have been the front line of the beauty industry at retail for decades. This army of beauty gig workers are the ultimate influencers—in that store, at that moment, for that consumer, they are the face of your brand and they close the sale.

While laws were already in place under the “ABC” test making it virtually impossible for beauty brands and retailers to classify their hourly workers doing sales, merchandising, events, and other retail support functions as 1099 workers, many businesses have done just that for years. However, the California bill, known as AB 5, that went into effect in January has increased awareness across the country for the need to properly categorize workers.


The Future of Flexible Work: a conversation with our CEO Glenn Laumeister

The HUGE growth of the gig economy has created challenges for companies. All of a sudden, they needed to figure out how to manage this new flexible workforce. That’s where AllWork comes in. In the latest UpTech Report, our CEO Glenn Laumeister, discusses the platform we built to help manage a 21st-century workforce. Here are some of his key takeaways from the episode:


Beyond Uber: Why AllWork is Building Enterprise Workforce Management for the Gig Economy

Back in 2009, Uber exploded on the scene and created a completely new way for people to work. They launched the Gig Economy and created an entirely new employment model.  For the first time, workers could earn income with no commitment to their employer. Uber drivers could wake up in the morning and they alone could decide to turn on the app and go to work and make money or stay at home and watch TV.  In the old model, your employer scheduled you for days, weeks, or sometimes even months in advance, and if you wanted to keep your job you stuck to that schedule no matter what. Now, with Uber and other on-demand work apps, the balance of power has shifted, and the workers decide to turn on their app and go to work, or not.


The Gig Economy: Freelancer Best Practices

The Gig Economy

It’s no secret that the modern workforce is changing. In an era where more value is being placed on workplace autonomy, flexibility and freedom, the gig economy is becoming the new normal. So much so, that 36% workers work in the gig economy (in some form or another). As a product of technology, the gig economy has helped create a buyer’s market for both job seekers and companies that utilize the services of independent workers. 


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