Brick-And-Mortar stores aren’t going away. No matter how much you may read about the impending doom of the retail environment, the truth is that 90% of purchases are still made in a store. That’s huge! While overall, online sales as a portion of retail sales have grown year over year, it still only accounts for a small percentage of total sales. The shift to online only shopping is happening much, much slower than previously atticipated.
To leverage any flexible workforce effectively, you first need to ensure that that the right employee, with the appropriate skill sets, are doing the right jobs. this will provide an optimal balance between labor supply and labor demand, which will yield optimal ROI. If your workforce management process is not functioning effectively, flexible workforce optimization will be difficult, inefficient, and costly.
An on-demand workforce management program will allow you to harness your entire workforce, your existing employees and the flexible employees, while streamlining operations, reducing wasted time, cutting costs, increasing sales, and give you actionable data and insight in real-time to make better business decisions.
Overseeing a team of remote retail workers certainly comes with its challenges. It’s hard to know exactly where your budget is having the most impact or which of your employees are performing the best if you’re using slow, outdated management methods. Increasing sales of your brand at retail is always top-of-mind, but how exactly do you move the needle? Implementing talent management tools and one technology platform means that you can transform your talent into a more productive workforce. Here are 5 ways that technology can help you increase your retail sales – that you may not have thought of!
For management, making the transition towards adopting a contingent workforce model entails many considerations. Last week, we established some ‘Tips For Considering a Contingent Workforce’, such as knowing how to maintain control and utilizing technology to build an effective team. Here, we will learn more about how managers can keep their contingent workforce up and running through effective leadership.
As a society, we embrace instant gratification. We crave getting something the moment we realize we want it. I won’t speak for everyone, but the majority of us know this is true. Let’s discuss instant gratification as it relates to jobs and the trend of an increasing number of people jumping into the “on-demand” workforce.
162 million people – around 20 to 30 percent of the workforce are now working in the on-demand economy, according to research from the McKinsey Global Institute. As I stated above, we are a society that loves getting that something the moment, we realize we want it. What do you do when you realize there is something you want? You go online, order it, and either pick it up in-store or have it delivered as quick as the same day the order was placed. This alone is a major contributor to why there is a new way of doing business that is driving the on-demand economy.
It is a fact that the contingent workforce is changing the game when it comes to the way employee performance is measured. Today’s workforce is a hybrid of seasoned employees working alongside hourly employees that make up most of the jobs that fall into the contingent workforce realm.
As the hybrid workforce model grows, so does the need to manage it. What I have found most interesting is that only 16% of leaders believe they have an effective performance management process to supervise the contingent workforce. This is not a trend, but a mere fact that companies – especially those that have consumer-facing roles – will be increasing their contingent workforce in the coming years. The most effective way to do this is to transform an existing labor pool or create a specific team of contingent workers that remain working for YOU. In order to get the necessary results from this workforce, maintaining control is a critical component to achieve success. Here are several tips to consider when creating your contingent workforce.
Nobody knows what your talent needs are better than you. So, if you’re still using a staffing agency, you probably aren’t using the best possible talent for your business. It has become an industry norm for companies to utilize staffing agencies and for staffing agencies to charge you a hefty premium for their services.
If you’re relying on an agency to deliver you top talent, you could spend time writing a job description, sit in on several conference calls and describe the best possible candidate for the positions you are filling, and still not end up with a good candidate for your business goals. The hiring process takes time and money – lots and lots of money. It does not matter how detailed and specific you are with the agency, they will NEVER truly understand the culture and needs of your company as well as you do.
What is the size of the gig-economy? In the past year, it was almost $800 billion in annual spend with roughly 45 million people picking up gig jobs. That is a whopping 30% of the workforce taking part according to Staffing Industry Analysts. If you have not adopted the on-demand workforce model yet, you will need to. The staffing industry has not changed in that past 30 years making it even more difficult to keep up with the modern-day challenges and changes.
There’s a dramatic global shift taking place in the in the makeup of a company’s internal workforce. The shift reflects not just the dynamics of the new economy, but also the increasingly popular employment trend of hiring a pool of contingent workers.
This shift does not come without its challenges. Some of the biggest shifts are taking place in consumer-facing roles such as retail and all the brands supporting their retail partners.
Study after study is drawing a clearer picture of the future of work; specifically, the contingent workforce. Businesses and employees are seeking options for flexibility. Employees and companies have the desire to earn money apart from the traditional style of doing business. Now, more and more organizations are realizing the potential of employing those who are flexible to have plenty of staffing when the business needs it and save money when it doesn’t.
A contingent workforce, also known as a flexible workforce or an on-demand workforce, is a staff that is optimized for when it is needed. Depending on the nature of the business, this flexibility can mean many things. Some of the biggest shifts are taking place today and will continue to grow is in the retail and services sector.