Tag: workforce management

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The Hospitality Show 2026: Making Room for Smarter Operations

Running a hotel involves far more than what guests see. There’s a lot happening behind the scenes to keep operations running smoothly, from guest services and property maintenance to workforce management.

At the Hospitality Show 2026 in Miami, the Workforce.com team connected with hotel operators, hospitality professionals, and industry peers to learn more about the challenges they’re navigating and the improvements they’re prioritizing.

Here are some observations that stood out. 

Simplifying operations remains a priority

It’s all about making day-to-day operations more efficient. 

Many hospitality groups we spoke with are still using separate systems for employee scheduling, time tracking, payroll, and HR. While each system serves a purpose, managing multiple platforms can create additional administrative work for managers and their teams. 

For hotel operators, the challenge isn’t simply finding ways to complete tasks faster. It’s also about reducing the extra work that comes with switching between systems, entering the same information multiple times, and managing processes that could otherwise be handled in one place.

Technology is playing a bigger role across hospitality

The variety of exhibitors at The Hospitality Show highlighted just how many different services and technologies go into running a hotel.

From food service, cleaning, and security to property amenities, technology, and software solutions, the show brought together businesses supporting nearly every aspect of hotel operations.

New technology can streamline processes, but it’s just as important to consider how these tools fit into existing workflows and whether they actually reduce staff workload.

Keeping the focus on the guest experience

Hospitality operations are complex, but managing them doesn’t have to be. From scheduling to payroll, simpler processes mean less administrative work and more time to focus on guests.

Thanks to everyone who stopped by our booth and spent time with the Workforce.com team in Miami. 

Looking to simplify workforce management at your hotel? Explore how Workforce.com supports hospitality teams.

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Diving Into Waterpark Operations: Insights from WWA 2026

For waterpark operators, a few months can make or break the year. With a relatively short operating season, there’s a lot to accomplish in a limited amount of time. 

That was one of the biggest takeaways from our conversations at the World Waterpark Association (WWA) Symposium & Trade Show 2026. 

Our team spent time connecting with waterpark operators, catching up with existing clients, and seeing industry partners. Beyond building relationships, the conference gave us a closer look at how seasonal businesses manage their teams and what matters most to the people running them.

And one theme kept coming up: operators want more time to focus on their teams and guests, not administrative work.

Less time behind a computer, more time with the team

Unlike businesses that operate year-round, many waterparks have just a few months to make the most of their peak season. During that window, a lot is happening at once, from managing staff schedules and tracking hours to running payroll and keeping daily operations moving.​

At WWA 2026, many operators emphasized how important it is to get that time back. They don’t want to spend days behind a computer managing schedules and payroll when they could be out supporting employees, helping guests, and keeping things running smoothly. 

And it’s easy to see why. When the operating season is short, the time spent on administrative tasks can quickly add up.

That’s where the right system can make a difference.

With scheduling, time and attendance, and payroll in one system, managers can reduce the need to move between different tools or manually transfer information. That means less time spent on repetitive processes and more time available to focus on their teams and the guest experience.

Helping waterpark operators make the most of their season

Events like WWA let us hear directly from waterpark operators about how they run their businesses, how their teams work together, and where they could use more support.

These conversations help us better understand the challenges operators face and how Workforce.com can help address them.

Here are a few ways the platform supports waterpark operations:

  • Build schedules around changing demand. Use labor forecasts and scheduling tools to plan staffing based on expected demand, so the right people work at the right times.
  • Make managing seasonal staff easier. Streamline hiring and onboarding, keep employee information in one place, and help new team members get ready for their first shift.
  • Give employees more control over their schedules. Let employees view schedules, submit availability, and request shift changes from their phones, reducing the back-and-forth for managers.
  • Keep time tracking and payroll in one workflow. Capture employee hours, review and approve timesheets, and process payroll without manually moving information between separate systems.

For waterpark operators, these capabilities can help reduce the administrative work that takes managers away from their teams, especially during the busiest months.

Making the most of every season

WWA 2026 reminded us why we value being part of the waterpark industry. From catching up with existing clients to meeting more waterpark operators, these conversations help us better understand the businesses we work with and how we can support them.

Thanks to everyone who stopped by our booth and shared their experiences with us!

Want to learn more? Explore how Workforce.com helps manage seasonal teams.

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Full Throttle Operations: What Kart Expo 2026 Revealed About Scaling a Karting Business

Last May, Workforce.com headed to Michigan for Kart Expo 2026, where we showcased our software, connected with operators, and joined conversations shaping the future of karting and family entertainment.

One of our own, Joseph Cuellar, took the stage to discuss “The Hidden Drag Slowing FeGrowing Business”, a topic that felt especially relevant given many of the conversations happening throughout the event. More locations, larger fleets, and busier event calendars all have a way of exposing the cracks in manual processes and disconnected systems. At scale, what were once small inefficiencies become a real drag on the business. 

Kart Expo was an opportunity to better understand how operators run their businesses, where the industry is going next, and how Workforce.com provides value across these areas. 

Growth Brings New Challenges

Growth creates opportunity, but it also introduces new challenges. For karting operators, that means:

  • Staffing for demand that’s concentrated and unpredictable: Weekends, school breaks, and team racing events require coverage that’s hard to plan without the right tools. 
  • Scaling seasonal operations: Many karting venues run on a seasonal calendar, which means a recurring cycle of hiring, onboarding, and winding down that repeats every year.
  • Keeping up with fleets and facility demands: A growing fleet needs more hands. More locations means more karts to maintain, inspect, and rotate, adding more operational load on top of an already stretched team.

That’s why operational efficiency has remained a focal point across the industry. Operators are looking closely at the processes and systems that help them run operations, and whether these tools are reducing friction and enabling them to stay productive as they grow.

Also read: Global FEC Market Projected to Top $80B by 2033—What it Means for Operators

Growing Revenue Without Growing Overhead

Labor remains to be a top concern for karting operators, with it being one of the largest expenses in running the business. It’s easy to see why. Running a track means having the right people in the right spots at all times, such as marshals managing safety on a live track, grid staff getting drivers briefed, front desk keeping sessions turning over smoothly. There’s no trimming that coverage when safety is part of the equation. 

On top of that, much of the karting workforce is part-time, seasonal, and made up of younger workers. That means turnover is frequent, retraining is constant, and compliance with youth labor requirements adds another layer to manage. It all adds up, and the labor bill reflects it.  

As businesses grow, labor costs can quickly increase and put pressure on margins. During Kart Expo, we spoke with several operators who were managing time tracking, scheduling, HR, and payroll across separate systems. This can create gaps in information and require managers to constantly switch between platforms. Consolidating these functions into a single system can help reduce administrative work and keep labor costs from being the thing that slows down growth.

Operators are Investing in Better Systems

Operators are becoming more selective about the technology they invest in. They’re not necessarily looking for software with the longest feature list. They’re looking for systems that solve real problems, understand the way they operate, and scale alongside their business. 

For karting and FEC operators, that often means finding technology that simplifies day-to-day operations, supports the unique demands of their business, and remains easy to use as teams and locations grow.

Operators are increasingly interested in technology that supports both the guest journey and the day-to-day operation of the business. On one side, that means tools for bookings, waivers, memberships, and events. Likewise, they also prioritize systems that help managers handle staffing, time and attendance, payroll, and the administrative work that comes with running a team. It’s about finding tools that make the business easier to run, and not just adding another software.

Also read: Behind the Fun: How Workforce.com Powers Altitude Trampoline Park

Great Experiences Start with Great Operations

While the attractions and technology on display are always exciting, the long-term success of any venue ultimately comes down to execution.

Behind every great guest experience is a team responsible for keeping operations running smoothly day after day. Whether it’s staffing a busy Saturday, preparing for a large group event, or managing seasonal peaks, strong operations depend on having the right people in the right place at the right time.

Operators that will lead the pack are those that recognize the importance of investing in the people, processes, and systems that support growth. As they continue to invest in new attractions and technology, they’ll also need to ensure their teams have the tools to keep up.

That’s exactly why leading entertainment operators use Workforce.com to simplify workforce management, reduce administrative work, and help managers spend more time focused on guests. If you’re exploring ways to run a more efficient operation, we’d be happy to show you how it works. Get in touch with us today.

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Global FEC Market Projected to Top $80B by 2033—What it Means for Operators

Summary:

  • The global FEC market could exceed $80B by 2033, with demand growing for both classic attractions and newer immersive experiences.
  • Operators are expanding attractions and exploring new ways to increase revenue and margins.
  • Behind the scenes, workforce and operational efficiency are more critical than ever to staying competitive.

The family entertainment industry (FEC) is poised for significant growth, with market projections estimating the sector could exceed $80 billion by 2033. In fact, in 2025 alone, the global market is worth $38.13B, highlighting the scale of the opportunity ahead.

Analysts attribute this projected growth to the expansion of venues that combine arcades, dining, immersive games, and live entertainment. At the same time, demand for social, in-person experiences continues to rise, drawing families and younger consumers away from screens and toward shared activities.

Gearing up for new revenue opportunities

Family entertainment centers have long been known for classic attractions such as arcade games, bowling alleys, and active play areas. But as the industry evolves and younger audiences become increasingly tech-savvy, some venues are introducing newer technologies such as VR escape rooms, interactive art installations, augmented reality arenas, and esports experiences.

That said, capitalizing on this growth doesn’t always mean making large investments or introducing new attractions immediately. In many cases, it starts with taking a closer look at existing operations and identifying opportunities to unlock additional revenue streams or better protect margins.

At its core, it always comes back to the guest experience. Sometimes, small operational adjustments can improve margins without compromising quality. For example, operators may review their food and beverage offerings to see whether menu changes could improve profitability while maintaining, or even enhancing, guest satisfaction.

Some venues are also finding ways to generate additional revenue from the space they already have. Adding small arcade sections, for instance, can help improve guest retention and attract new visitors. Even simple additions, such as claw machines or new video games, can make productive use of underutilized areas within a venue. 

But beyond identifying these opportunities for growth, there is one critical area operators must focus on to fully capitalize on the industry’s next phase.

As FECs grow, operations become the real test

Rapid growth often brings operational growing pains. Even under normal circumstances, running a family entertainment center already involves navigating complex challenges around labor, scheduling, compliance, and payroll.

As operators invest in new attractions and guest experiences, it’s just as important to re-evaluate the systems that support day-to-day operations, particularly those used for staff scheduling, labor forecasting, and payroll.

Let’s take a look at several key areas operators should consider when assessing their current systems. These factors can help determine whether adjustments are needed—or whether it’s time to adopt a new platform.

Ease of use

It may sound obvious, but the usability of a system is often overlooked. Many FEC managers and operators wear multiple hats, handling everything from scheduling to daily operations. Because of this, ease of use should be a top priority. At the same time, today’s workforce is highly comfortable with technology and expects tools that are simple and intuitive.

“I handle scheduling, hiring, and letting people go. I make sure everyone’s timesheets are correct and manage the day-to-day operations, from the games and restocking to talking with parents. I do it all,” shares Bria Stuckey, General Manager at Altitude Trampoline Park.

Also read: Behind the Fun: How Workforce.com Powers Altitude Trampoline Park

Without the right system, frontline managers can find themselves pulled away from the floor and from their primary responsibility: ensuring guests have the best possible experience and that operations run smoothly.

When evaluating your current systems, consider how quickly employees can learn to use them. For example, how long would it take a new hire to clock in and out, submit leave requests, or access their timesheets and pay stubs? The same applies to managers responsible for scheduling shifts, approving timesheets, or managing payroll.

If your system requires extensive training, constant handholding, or frequent manual workarounds, it may be time to reconsider how your technology supports your team.

Support for minor labor law compliance

FECs and attractions often employ younger staff, which adds another layer of labor compliance that operators must carefully manage.

“First off, youth labor laws are easy to miss. You need to know applicable labor laws and automate compliance,” shares Travis Kohlmeyer, General Manager at Workforce.com. “For example, in Chicago, minors under 18 can only work three hours on a school day and eight hours on a non-school day. During the school year, they can only work until 7 or 8 PM. So if school ends at 5 PM, you can’t even schedule them for more than two hours. If you don’t track this, it’s going to be a massive hit.”

Beyond work-hour limits, youth labor compliance can also include rules around break periods, rest times, and scheduling restrictions, which vary by state and industry. Having systems with built-in safeguards can help operators avoid costly violations.

Workforce.com for example, flags potential labor law violations as early as the shift scheduling stage. If a manager accidentally assigns a minor employee to a shift that exceeds legal limits, the system automatically alerts them.

“One of the more difficult parts of having a young staff is that they’re limited to how many hours they can work. Workforce.com helps me stay compliant with minor labor laws whenever they can’t work. I really do like that it tells me if I can’t schedule somebody, and it won’t even allow me to schedule them,” Bria shares. 

Tracking certifications and training

In FECs, keeping track of staff certifications and training is critical, especially as venues add new rides, equipment, and attractions.

Operators should have a clear way to record certifications within each employee’s profile and ensure those qualifications are reflected when assigning shifts or responsibilities.

Workforce.com enables managers to track certifications directly within employee profiles. Palace Playland has found this feature particularly helpful.

Workforce.com lets you do this, and Palace Playland has benefited greatly from it. “Anytime somebody is trained or authorized to operate a ride, we add it to their profile,” shares Maegan Achenbach, Palace Playland’s Vice President. “When you’re looking at your staff list, it’s really easy to just hover over it and see who is qualified to operate what.”

Also read: 5 Common FEC Challenges + How Workforce.com Solves Them

Labor forecasting and demand-based scheduling

Labor forecasting is another area that can significantly impact an FEC’s bottom line. Labor is often one of the largest variable costs involved in operating a family entertainment center.

To manage labor effectively as the business grows, operators need systems that accurately forecast staffing needs and help them avoid both overstaffing and understaffing.

Workforce.com provides forecasting tools designed for businesses with unpredictable demand, such as FECs. The system analyzes multiple data points to estimate the number of employees needed per shift and per day.

These data points can include historical sales data, scheduled events, private bookings such as birthday parties, local events or festivals, expected foot traffic, weather forecasts, and other factors that influence demand. 

[insert product image of demand-based scheduling here.]

Time tracking and managing last-minute call-outs 

Family entertainment centers operate in fast-paced environments, so managers need full visibility into their teams throughout the day.

Workforce.com provides a centralized platform where managers can see who is clocked in, who is running late, and who is about to end their shift. The system also helps manage last-minute call-outs by enabling managers to quickly identify qualified replacements.

Importantly, these replacements are still validated against factors such as certifications and labor-hour restrictions.

With this level of visibility and automation, managers can stay focused on running the venue instead of scrambling to resolve time and attendance issues or unexpected scheduling changes. 

Paying staff accurately

Because FEC teams often include employees with different wage structures and compliance requirements, payroll can quickly become complicated.

Workforce.com’s payroll software is designed specifically for hourly teams. Because it operates within the same platform as onboarding, scheduling, time tracking, and HR, payroll calculations automatically use accurate, up-to-date data.

One common payroll challenge is that data often lives across multiple systems. Timesheets may exist in one platform, schedules in another, and employee records somewhere else entirely. This fragmentation increases the risk of errors and forces managers to spend significant time reconciling information.

Using a centralized system helps reduce payroll processing time, improve accuracy, and minimize the risk of compliance issues.

The all-in-one platform for FECs

The outlook for the FEC industry is promising, but sustained growth requires strong operational foundations. To keep pace, operators need reliable systems to manage scheduling, labor compliance, and payroll across their teams.

Workforce.com helps FEC and amusement businesses optimize labor, ensure accurate employee pay, and improve overall operational efficiency. Built specifically for hourly workforces, the platform is designed to address the realities of running venues staffed by a mix of part-time employees, minors, and team members with different certifications and roles.
Discover how Workforce.com can help your business stay ahead. Book a call today.

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A Year of Listening, Learning, and Building at Workforce.com

As 2025 comes to a close, we’re taking a moment to look back on some of the highlights from the year at Workforce.com.

Over the past year, we continued to invest in product improvements across the platform, earned industry recognition, and shared new customer stories. This lookback highlights moments that reflect Workforce.com’s evolution, setting the direction for how teams manage complex, hourly workforces.

Continuing to build the platform that hourly teams rely on

In 2025, Workforce.com shipped 150+ product updates focused on improving payroll accuracy, labor visibility, and how managers get work done day to day.

Rather than chasing isolated features, many of this year’s updates strengthened the systems customers rely on most: 

Stronger payroll guardrails

Throughout 2025, Workforce.com continued to strengthen pay checks and validation rules. This included clearer warnings, more consistent blocking behavior when data is invalid, and improved reconciliation when worked hours don’t match scheduled hours. 

Faster hiring and employee management

Hiring workflows were streamlined with bulk actions, resume summaries, and improved candidate review screens. We also strengthened HR tools to manage surveys, training, warnings, and employee records in a single place. 

Smarter reporting and workforce insights

Workforce.com continues to refine reporting capabilities in 2025, with dozens of new reports, added filters and columns, and improvements to how reports can be saved and accessed. Updates like saved reports on dashboards and more flexible grouping and filtering made it easier to monitor labor costs, sport trends, and answer key questions. 

Better control over labor costs

Updates throughout the year improved how labor costs are tracked across schedules, timesheets, and budgets. These improvements provide more precise comparisons between scheduled and worked hours and prevent unpleasant surprises at the end of the pay period. 

Hundreds of day-to-day usability improvements

Workforce.com rolled out a wide range of usability improvements to reduce friction for managers and admins. These included redesigned pages across HR, hiring, and time & attendance; expanded bulk actions and imports across payroll and reporting; and a steady stream of workflow refinements that make everyday tasks quicker and easier as teams scale.

Hearing directly from the teams we serve

This year, Workforce.com featured in-person customer stories, where we spent time with them on the ground and heard directly from the people using the platform every day. 

We visited Shipley-Donuts, Third Space Brewing, and Altitude Trampoline Park and spoke with operators and managers about how they run their teams day to day. Managers consistently emphasized the same results: significant time savings by streamlining everything in a single platform. 

Shipley Do-Nuts, for instance, relied on separate platforms for new hire paperwork, clocking in and out, scheduling, and payroll processing. Managing and integrating all these systems was time-consuming and inefficient.

“Integrating all of those together (in Workforce.com) has saved so much time. It takes me about 95% less time than before,” remarks Shelly Archer, Human Resources Manager at Shipley Do-Nuts.

Meanwhile, the team over at Third Space Brewing reported 100% time saved on verifying payroll data. “We definitely saved time from not having to reconcile numbers between two different platforms all the time,” shares Scott Passolt, Controller at Third Space Brewing. “Everything flows really easily. If we know the timesheets are correct, we know payroll is correct. I certainly have more confidence in the accuracy of the numbers. It has given us a lot of peace of mind that we didn’t miss something in moving numbers between systems.”

Bria Stuckey, General Manager at Altitude Trampoline Park, also shared the same sentiments, “What I like most about Workforce.com being all-in-one is that I can do everything right there. With other apps, we had to schedule in one system and then go into another application to fix timesheets. It was just a whole thing.”

Read more stories from the teams using Workforce.com.

Beyond the customer stories we featured this year, Workforce.com continued to receive positive feedback on independent review platforms like G2. Across reviews, customers frequently pointed to time savings from admin work and scheduling, clearer visibility into labor costs, fewer payroll headaches, and an overall experience that’s easy for both managers and frontline teams. Taken together, that feedback reinforces what we saw throughout 2025: when teams have better systems and simpler workflows, they spend less time fixing issues and more time running their business. 

Workforce.com’s progress in 2025 was also recognized across the industry, with accolades from Capterra, Software Advice, and GetApp. These recognitions are driven by user reviews and ratings, making them a strong reflection of how customers experience the platform day to day.

Staying ahead in 2026 and beyond

As Workforce.com looks ahead to 2026, the focus is simple: keep building software that helps teams run better day to day. The challenges facing hourly workforces aren’t getting smaller, and neither is the need for systems that catch issues early, reduce manual work, and support teams as complexity grows.

In our HR and Payroll Trends for 2026 report, we break down what’s changing next across payroll, compliance, and automation.

Ready to see how Workforce.com can help you stay ahead? Book a demo today.

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Workforce Planning: Overview, Steps, and Checklist

31 core competencies

Workforce planning is a systematic process that involves proactively analyzing current workforce gaps and forecasting future staffing needs to avoid potential shortages and surpluses of human capital.

It is based on the premise that a company can be staffed more efficiently if it takes initiative to regularly analyze and forecast its talent needs as well as the actual supply of talent that is or will be available.

Here are some of the benefits of workforce planning:

  • Rapid talent replacement: Having the capability to rapidly figure out positions that are vacant due to sudden (or unavoidable) employee turnover so that production or services don’t miss a beat.
  • A smooth business cycle: You can smooth out the cycles by developing processes that ramp up and down your talent inventory and work effectively during both good times and lean times.
  • Lower turnover rates: Employees are continually groomed for new opportunities that fit their career interests and capabilities. They transition easily and rapidly to them.
  • Lower labor costs: Labor costs are rapidly reduced as the right people are hired, at the right time, in the right place, and are managed correctly, all without the need for large-scale layoffs.
  • Fewer future layoffs: Managing headcount ensures that the company won’t have a surplus of talent.
  • Increased internal opportunities: Efficient workforce planning will free up HR professionals so that they can take advantage of talent-sourcing opportunities from a competitor as a way to find exceptional talent during tough economic times.

The primary reason for doing strategic workforce planning is economics. If done well, workforce planning will increase productivity, cut labor costs, and dramatically cut time-to-market because you’ll have the right number of people, with the right skills, in the right places, at the right time.

Workforce planning works because it forces everyone to begin looking toward the future, and prevents surprises. It requires managers to plan ahead and consider all eventualities.

While it is one of the most important issues that HR leaders and operations directors are talking about today, many have not gone beyond the talking stage as the task of actually implementing workforce planning is often seen as a daunting one. Don’t worry, we are here to break it down for you here so it’s not so intimidating.

 

Infographic of Workforce.com's four core components of workforce planning

Core components of workforce planning

While there is no standard “one size fits all” structure for the workforce planning process, below are some key elements of most plans, including some supplementary components that can and will work better for some companies than others.

The most common parts of a workforce planning model are:

  • Workforce Analysis: Analysis of the company’s current supply of labor and its needs, as well as a forecast of future workforce needs and requirements
  • Staffing Gap Analysis: Identification of gaps between the current workforce supply and demand, as well as gaps in the company’s present ability to anticipate future changes in workforce needs.
  • Solution Deployment: Implementing and executing a plan to address staffing gaps
  • Performance Assessment: Monitoring success metrics to ensure the workforce plan is meeting business needs

Being prepared is better than being surprised

If a company is more efficient, it can avoid the need for layoffs or panic hiring. By planning ahead, HR can provide managers with the right number of people, with the right skills, in the right place, and at the right time. Workforce planning might be more accurately called talent planning because it integrates the forecasting elements of each of the HR functions that relate to talent management–recruiting, retention, redeployment, and leadership and employee development.

Businesspeople who just wait and then attempt to react to current events will not thrive for very long. The new standard is to provide managers with warnings and action plans to combat full-blown problems before they become more than a blip on their radar.

The human resource management world is no different.

The rate of change in the talent market is dramatic. We now know how important talent is to the success of a business. It’s time to make the talent pipeline more efficient.

Many of the other overhead functions–like procurement, manufacturing, and even the mailroom–have developed effective “pipelines.” If human resources cannot develop effective pipelines, then the alternative option is to have its entire function outsourced to an external vendor.

HR should be aware of the business cycle

HR professionals often face the painful boom-and-bust cycle of budget cuts, rapid growth, and more budget cuts. What they want is stability. Unfortunately, the way that some HR people act or fail to act compounds the pain of the boom or bust phases.

Everyone knows that the business cycle has ups and downs. There are phases of growth and phases of recession; each seems to happen every few years. The surprising thing is that HR, rather than preparing customized approaches for the different phases of the business cycle, tends to do things the same way no matter what the economic climate, operating independently of the business cycle.

The main reason that HR suffers through these phases is that it has no business strategy or plan to participate in its company’s business cycle. Rather than seeing the big picture and setting a strategic direction, HR departments sometimes tend to coddiwomple with temporary programs that only address crises in the moment.

HR should have two distinct reasons for planning ahead. The first reason is to lessen the impact of the boom-and-bust cycle on the management and operation of the HR department itself. The second–and perhaps more important–reason for planning ahead is that HR manages the new hire pipeline for the organization. It’s crucial to maintain both that pipeline and the talent inventory at the right levels.

This is where workforce planning strategy comes in.

A closer look at workforce planning

To better prepare a company to handle current and future staffing needs, human resources should generally follow the four-step workforce planning process listed earlier in this article. Here is a closer look at what each of those steps entails:

1. Workforce Analysis

This first step in workforce planning involves assessing both the current state of your company’s workforce as well as its ability to address future changes in staffing needs. Additionally, it is also important here to analyze the current external labor market, company revenues, expenses, and growth opportunities.

There are three primary areas of the Workforce Analysis:

  • Current labor supply & demand: checking the supply of labor the company currently has available, as well as the level of labor it currently demands.
  • Forecast of future workforce needs: taking initiative on discovering what external and internal variables could impact workforce needs, and understanding where the company will need to be agile in the future to ensure staffing levels are always correct
  • Skills and interest inventory: Identifying current and required job and competency needs as well employee skill sets.

From the workforce analysis, you should uncover a deeper understanding of your company’s current staffing situation, including its strengths, shortcomings, opportunities, and threats.

2. Staffing Gap Analysis

In this step, you take the information gathered from the workforce analysis and use it to pinpoint the talent gap between the company’s overall staffing needs and the identifiable supply of labor.

There are three parts to the staffing gap analysis:

  • Surplus/shortage determination: Reviewing the current supply and demand of labor, as well as current and future workforce needs, and determining the presence of either a surplus or shortage of labor.
  • Potential retirements: Figuring out the demographic of who is eligible, when they are eligible, who will replace them, and what alternative work arrangements are available that could prevent vacancy issues stemming from retirements.
  • Talent action plan: Outline what specific actions all (HR or otherwise) managers will have to take in terms of talent management. The action plan designates responsibility and outlines the specific steps that should be taken in order to fill the talent pipeline, address skill gaps, and maintain the talent inventory at the levels required for the firm’s projected growth rate.Each action plan has a set of goals, an individual who is responsible for making sure the plan objectives are met, a budget, a timetable, and a measurable result.

3. Solution Deployment

This is where everything comes together. Once the workforce analysis is complete, gaps are determined, and a talent action plan is made, a solution is determined and then executed.

Deploying a workforce plan is not a once-and-done situation. It is an ongoing process built on agility and continuous improvement. Once current staffing gaps are filled and the overall workforce is strengthened, the deployment continues in the form of adjusting and adapting to changes in future needs.

Here are some of the main areas of solution deployment:

  • Succession planning: Designating the progression plan for key positions.
  • Leadership development: Designating high-potential employees; coaching; mentoring; rotating people into different projects.
  • Talent recruiting: Estimating headcount, positions, location, timing, and more for new employees.
  • Talent retention: Forecasting turnover rates; identifying current employees who are at risk and how to keep them.
  • Redeployment: Deciding who is eligible for redeployment, and from where to where.
  • Contingent workforce: Designating the percentage of employees who will be contingent, and in what positions
  • Career path: Career counseling for employees to help them move up.
  • Backfills: Designating key-position backups.
  • Internal placement: Developing job-posting systems for internal employees to get a leg up on new openings.
  • Outsourcing: Determining business functions that would be better accomplished by labor outside of the organization
  • Contractors and consultants: Determining what new business requirements would be best met by specialized workers or consultants

4. Performance Assessment

Finally, the last step of a workforce plan is performance assessment. Again, this is an ongoing process, alongside solution deployment, in which select members of your organization monitor predetermined workforce success metrics to make sure strategic objectives are being met. These metrics should speak to if the workforce plan is actually benefiting the organization at all, and should indicate if the plan was flawed to begin with or if it is not being executed properly.

The future of workforce planning

Putting together an abstract workforce plan is one thing. Executing it across your entire workforce is another. Managers need the right tools and systems in place to monitor staffing levels, productivity, labor costs, and more.

While workforce planning has been around for a long time and has gone through many changes and multiple iterations, one thing is for certain: it is getting much easier.

Thanks to modern advances in workforce management software technology, workforce planning is becoming easier to visualize, deploy, and actively monitor.

Benefits of workforce management software

In order to execute effective workforce planning and achieve your business goals, HR leaders need a whole host of software solutions at their disposal. Chief among these is obviously HR software for talent and performance management. But other solutions are also required, including workforce management and labor forecasting software, both of which are extremely important to workforce planning.

Here are some of the ways workforce management and labor forecasting can streamline your workforce planning:

Everything on a single system

Nearly all the workforce planning data you need is housed in workforce management software. From time clock and scheduling data to employee records like pay rate and ob titles, everything is held in a single, cloud-based system optimized for easy access.

More visibility into labor costs

By combining scheduling and time tracking into a single system, workforce management software allows managers to leverage real-time data on labor costs. They can view costs per team, individual, week, or location to better understand where and how they are spending money on talent. Moreover, managers can view potential wage costs on schedules, and compare scheduled costs with actual costs on timesheets to pinpoint overspending.

Increased user self-service

Onboarding and retaining employees is critical to workforce planning. With workforce management software, employee self-service is maximized – users have access to a simple system to view schedules, request leave, pick up and swap shifts, clock in and out, and approve timesheets.

Easy insight into labor needs

The right labor forecasting software optimizes your workforce planning with AI and machine learning. It predicts demand and automatically matches labor ratios to that demand, making it easy to determine shortcomings in your supply of human capital. Clearly seeing where you lack the staff necessary to fulfill labor forecasts helps you hire more purposefully moving forward.

Comprehensive BI reporting

Managers can generate reports on historical wage costs, employee engagement, absenteeism, overtime, and more. These reports can be filtered by team, location, or job title, providing more clarity for managers when they are analyzing workforce trends.

Ensure labor compliance

Upon deploying a workforce plan, it is important to make sure your organization is complying with all necessary labor laws. It is particularly easy to misclassify contract workers, owe back pay, or violate various provisions of the Fair Labor Standards Act. Avoid all these issues when deploying your workforce plan with labor compliance software that schedules and pays employees accurately with the help of an extensive Wage & Hour Compliance library.

Optimize your workforce planning with Workforce.com

As a best-in-class workforce management platform, workforce planning is what we do. To learn more about how to streamline your business objectives with market-leading scheduling, compliance, and time tracking software, contact us today or sign up for a free trial.

 

FAQs

  • What is workforce planning?
    • It is a proactive and systematic process that involves analyzing the current supply of talent in your workforce, identifying gaps in your labor supply, forecasting future staffing needs, and developing shift plans to close gaps and meet budgets to avoid potential shortages and surpluses of human capital.
  • Who does workforce planning?
    • It is a collaborative effort between managers in multiple departments with a range of specialties since organizational alignment is important. Typically, HR and operations are most heavily involved.
  • Why is workforce planning important?
    • It is important for preventing over and understaffing as well as for building agility into a company’s talent management, retirement, and succession planning processes.
  • What tool do I use for workforce planning?
  • How does workforce management software help with workforce planning?
    • Workforce management software helps managers execute and monitor the success of workforce planning. It allows businesses to schedule and track time accurately and compliantly. It also lets them view reports on labor costs, attendance, and engagement, which are all vital for keeping a business agile in its ability to forecast and react to changes in workforce needs.
  • Is workforce planning difficult?
    • No! Workforce planning generally involves four core steps and is continuously improved as businesses move forward. With the help of various software solutions, workforce planning is simple yet very rewarding.
  • How is workforce planning different from talent acquisition?
    • Talent acquisition is simply a small function of HR involving the identification and acquisition of workers for your company. Workforce planning is much broader, involving assessments of current talent supply, future talent supply needs, gaps in labor, and much more.

 

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How short-staffed resorts can optimize scheduling

We live in the time of “The Great American Labor Shortage.” The leisure and hospitality industry faced a high unemployment rate of 39.3% in 2020, which, combined with the high number of job openings, reveals just how understaffed the sector is.

The World Travel & Tourism Council estimated a labor shortfall of 690,000 workers in the tourism and travel industries in 2021. Vail Resorts is one of many resort companies facing this problem. A shortage of chairlift operators, lift engineers, and snowcat drivers has delayed the resort’s ability to open doors to its skiing visitors.

Why has COVID led to a shortage of talent?

According to the Colorado Sun, lots of resorts in the country are in the same predicament as Vail Resorts. This widespread lack of active workers in the industry can be attributed to several reasons — all tied to the COVID-19 pandemic:

  • COVID fears: Staff doesn’t want to return to work because they’re scared of catching the virus.
  • Poor management: Resort management let go of many people last year, and one of the possible reasons they may not be hiring anyone back is to help recover from the profit lost during shutdowns.
  • Parental caregiving during the pandemic: The COVID-19 pandemic led a number of schools across the country to shut down. Parents without access to childcare are forced to remain home and are unable to rejoin the workforce.

In order to prevent the loss of customers whose needs are unmet, resort managers must optimize their scheduling while short-staffed.

To optimize scheduling while being short-staffed, you need to:

1. Use labor forecasting

Estimate sales demand by using labor forecasting software to look at historical sales data and then schedule shifts accordingly. You’ll be able to schedule your scarce labor smartly to meet sales demand. For instance, you might be able to schedule more experienced employees when the sales demand is high.

Sales demand is likely to fluctuate post-pandemic, and managers need to ensure that worker scheduling can adapt easily to meet sudden demand shifts.

You can also forecast labor demand by individual departments and monitor whether, say, more employees need to be scheduled in mountain operations versus lodging at a ski resort. For instance, a lot of people may be coming to ski for the day but not booking rooms for the weekend, meaning the level of scheduled labor needed will vary between the two departments.

2. Make schedules agile and adaptable

Prepare schedules in advance, two weeks at a minimum, to give employees the ability to communicate their need for coverage in the event of unforeseen scheduling conflicts.

Use hospitality employee scheduling software to centralize scheduling and increase your staff’s commitment to shift adherence. By using mobile technology like shift swaps and replacements, you minimize any last-minute scheduling changes, increasing both administrative adaptability and staff agility.

You must also manage leave requests in a timely manner to avoid being short-staffed. You don’t want too many employees taking leave at the same time. Discuss leave requests with each staff member to avoid any scheduling surprises down the road. Staff members should be encouraged to put in leave requests by giving at least a few days’ notice, so you can plan schedules in a timely manner.

3. Increase employee engagement

Focus on improving your overall staff experience. If your employees feel engaged, they are more likely to show up and do their best work and provide the best service.

With a centralized communication tool, it’s possible to quickly notify staff of timely updates or important company announcements. Getting your message out there efficiently on a unified system properly engages staff, makes them feel valued, and solves issues in disconnected communication with management.

Another way to increase employee engagement is to open up more avenues for staff to provide shift feedback. Employees may feel inclined to report on how various aspects of their shifts, from coworker cooperation to issues in staffing levels. Having the ability to give management feedback like this empowers employees, making them feel more valued. This leads to engaged and productive resort staff, even in the face of a shortage in labor.

You should also offer incentives to engage employees and boost their morale. Workers are happier when they’re well compensated. A lot of restaurant and hotel owners are offering higher wages to attract and retain employees. For instance, an ice cream parlor raised wages to $15 an hour and filled all of their 15 open positions immediately. As per Hotel Tech Report, higher pay rates can decrease absenteeism and control employee turnover, which is good news for short-staffed hotels and resorts.

Replicate these successes and improve employee motivation by offering a higher pay rate during busier shifts and during peak season.

4. Automate breaks

Employees need breaks so they don’t feel stressed or overworked, factors that often lead to staff attrition.

Between multiple departments with varying needs, resort management already spends too much time preparing employee schedules manually — up to 12 hours a week. Short staffing levels only add to this time, causing even more headaches for management. In the midst of all these hurdles, scheduling and enforcing breaks might slip between the cracks.

Solve this by implementing employee scheduling software that automatically applies legally compliant breaks to every employee’s schedule. These breaks should be easily monitorable by both employees and managers alike, ensuring short-staffed teams stay well-rested and productive. Leadership should receive notifications when employees miss breaks, and they should be able to track a live timeclock feed to know when and where workers are taking their breaks.

5. Cross-train employees

Train employees to handle a broad range of tasks so they’re more well-rounded and well-equipped to deal with short-staffing challenges. The best way to do this is to encourage your staff members to mentor and train each other.

Start by making a list of everyone on your team and include their job descriptions. Think about the expertise each role requires and then pair positions that share similar skill sets. For instance, you can pair up wait staff with those working in the front office team, both client-facing roles. The wait staff team members would learn how to perform check-ins, check-outs, and make reservations, and the front office team members would learn how to serve customers at the restaurant.

If all of your staff are cross-trained and multi-functional, they’ll be able to fill in for each other. It will become possible for you to rotate your staff across different departments to meet varying customer needs.

Proper WFM practices mitigate short-staffing pains

Workforce management can be quite complex for individual departments to handle, especially while short-staffed. By uniting staff on one platform and deploying the tips above, it’s possible to have executive oversight on staffing needs. If you’d like to overcome the challenges of the short-staffing problem at your resort, get in touch with us today!

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How to prevent workforce management system outages: mitigation through redundancy

Summary

  • Workforce management data breaches and outages are a very real threat

  • Businesses should build redundancy and backup plans into their systems

  • It comes down to choosing vendors with reliable data and network security

In light of the ransomware attack on Kronos (UKG) that caused disrupted operations for thousands of businesses across the nation, it is worth reflecting on how to properly build redundancy into a workforce management system so as to mitigate the pitfalls that come with mass system outages.  

As many unfortunate companies and employees experienced with the Kronos (UKG) data breach, having vital attendance, scheduling, and payroll systems shut down and remain inoperable for weeks can be disastrous. Without proper contingency plans and security measures in place, workforce management system failures can result in payroll running late, chaotic scheduling, extremely inaccurate timekeeping, and the potential for sensitive employee information to be leaked. 

Okay, now take a deep breath.

Outages and data breaches do not need to be so stressful or debilitating. Here are several measures you can take to build redundancy into your workforce management system to keep your business running smoothly in the event of a technological emergency. 

Have a business continuity plan

Essentially, this is a document that outlines in detail how a company will remain in operation during a sudden system disruption or outage. A continuity plan like this needs to be mapped out and understood by all parties well in advance to any sort of outage in order for it to work. Drafting up a plan in the moment of failure will do very little good and most likely add to the confusion and stress of the situation, so be sure to put one in place ahead of time. 

To create a business continuity plan, take the three following steps:

  • Identify key business functions. In the case of workforce management systems, these would usually be timekeeping, scheduling, and compliance.
  • Determine the minimum downtime for each function. This will help you gauge the urgency at which measures need to be taken to address outages. It will also clearly define a timeline for when replacement systems may need to be brought in. 
  • Create a plan to maintain operations. Here is where you actually decide on the temporary processes your company will take to continue scheduling and timekeeping. These are usually manual processes taking the form of paper-based tools and simple spreadsheets. In other cases, you might have backup software or hardware. 

Use best-of-breed software

This is undoubtedly the best way to ensure your workforce management system is failure-proof.

When using a traditional all-in-one software system that handles everything ranging from scheduling to payroll processing, you are susceptible to a single point of failure. As soon as an all-encompassing platform like this has a data breach and crashes, your company can be left without the ability to run a single critical business function for up to several weeks.

Instead, companies should use a suite of best-of-breed softwares from a variety of different vendors. Enlisting multiple platforms to perform different functions eliminates the risk of a single point of failure. For instance, if your specialized time and attendance system goes down, you are still left with the ability to use your payroll system which operates on a completely different server. In this case, all you would need to do is document time manually which then you can still plug in for payroll. 

Regularly export timesheets, schedules, and other relevant data

There are many precautionary measures that can be taken during normal business operations that can help mitigate damages from an outage. Exporting timesheets and schedules to store separately from your workforce management cloud is simple, efficient, and often, very useful. 

By routinely exporting and keeping former timesheets and schedules on hand, you effectively create a paper trail which you can use in case of ill-timed audits during an outage. These offline records can also be used as references for when you need to manually create previously automated schedules and timesheets. It’s always a good idea to have business-as-usual models available while in the midst of enacting a business continuity plan. 

Ensure systems have strong IT security infrastructure

Finally, at its core, a workforce management system simply needs to have reliable data and network security. Your business won’t need to suffer the damaging effects of software outages if the software doesn’t become compromised in the first place. 

While data breaches and system outages can happen to anyone, the likelihood of them happening is far lower in systems with proven track records of safety and reliability. You should look for past instances where a provider has fallen short in its IT security and use those red flags to help you choose a secure workforce management platform.

Proper workforce management IT systems should be SOC-2 certified so as to ensure maximum client data security. The system’s online infrastructure should also be hosted in a virtual private cloud, helping to safely isolate it from potential network breaches. 

You should also be sure that your workforce management system runs daily data backups as well as Point in Time Restore points. All backup data should be stored on a separate cloud server too, so that a single outage will not compromise the entire system and all its data.

Don’t let your business remain unprepared for workforce management and payroll system outages. These nightmares can happen to anyone, and the fallout can be severe without proper protocols and backup plans in place. If you’d like to find out more about what to do in the event of a system data breach or failure, contact us today. We’d love to chat.

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Simple shift replacement: A home run for the Lake Elsinore Storm

Summary

  • Last-minute schedule changes are difficult to manage without the right technology

  • Modern workforce management solutions make shift replacements easy

  • Minor league baseball team the Lake Elsinore Storm use Workforce.com’s shift replacement tool constantly

Uh oh, looks like Last Minute Linus can’t make it to his prep cook shift tonight. To make matters worse, it is a Friday – the busiest night of the week. Someone needs to cover his shift. So begins the feverish process of cold calling and texting dozens of employees to find a shift replacement. Sounds familiar, right?

If so, that’s a problem. There is simply no reason to overcomplicate replacing employee shifts. However, many in the hospitality industry are doing just this.

Businesses struggling with schedule changes

According to a study from earlier this year, 69% of schedules are made on paper or word processors. Because of this, navigating scheduling logistics is taking far too long. About 29% of employers say approving schedule changes and shift swaps takes the most time in the scheduling process. When dealing with shift replacements, 75% of managers claim to only call, text, or email employees to communicate. 

Combing through your phone and email contact lists like this takes valuable time, as does manually updating schedules with every last-minute change. 

Fortunately, there is an easier way to orchestrate all of this. 

Easy shift swapping

Workforce.com facilitates easy shift replacements all in one place for every employee and manager to see. No more texting seven different people to figure out who can cover who. Right from their phone, an employee can signal a need for a shift swap; this sends a notification to all their team members. These team members can then view information about the available shift and decide for themselves if they will claim it or not. Once a swap happens, all a manager needs to do is review and approve it with one click. Boom. It’s that easy.

Also Read: Shift swap software empowers managers and employees to take charge of scheduling

Utilizing efficient shift replacement technology benefits both employers and employees. According to a whitepaper published by Workforce.com, shift replacement tools empower managers to reduce overtime and lower under/overstaffing. For employees, the technology provides a better work/life balance as well as the ability to build camaraderie through more effective communication.

Time savings in Minor League Baseball

Many businesses know firsthand the positive impact shift replacement software has on their scheduling efficiency. Recently, we reached out to the Lake Elsinore Storm, a minor league baseball affiliate of the San Diego Padres, to hear about their experience using Workforce.com. 


“One of my favorite features is the shift replacement feature where I can see who’s not available for a shift and who is available to pick it up and don’t have to worry about reaching out to people,” says Katie, an HR generalist for the team. The Storm has a heavy emphasis on hospitality, employing a staff of over for a variety of roles encompassing restaurant service, ticketing, concessions, and groundskeeping. 

Before implementing the software, Katie found that personally overseeing shift replacements was eating up a lot of her time. This has since changed with the switch to Workforce.com: “I don’t have to worry about reaching out to people last minute, getting on the phone, sending emails. I know that it just shows up on someone’s phone and they can pick it up.”

Right there lies the real beauty of Workforce.com’s shift replacement feature; it empowers employees with the ability to take part in the scheduling process. Through this empowerment, unnecessary work is offloaded from the manager directly to the employee, saving time and money while maximizing convenience.

For Lake Elsinore Storm, the time savings brought about by key features such as shift replacement were well recognized across upper management. “It’s almost like we have another assistant or another employee working with us that is really intelligent and smart and knows what it’s doing … it’s really a time-saver,” states Christine Kavic, the Storm’s CFO.

The Storm have many different employee teams set up on Workforce.com, each serving different areas of hospitality. From the taproom staff to stadium maintenance crew, all teams work in unison to make game days go smoothly. Because of this variety, Lake Elsinore Storm management understands more than most what it takes to efficiently schedule a workforce in the hospitality industry. A result of this is high customer satisfaction through exceptional service to the public – something the team prioritizes. 

“Without Workforce.com, we could not do what we do best, and that is entertain the community,” says Kavic. 

Experience it for yourself

Replacing shifts shouldn’t be a hassle; in fact, it should be the easiest part of scheduling. Since Workforce.com’s shift replacement tool has been a big hit (sorry, I had to do it) in baseball stadium management, maybe it’s time you try it for free to see how it works. You won’t believe how simple it is.

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How to reduce labor costs and attract quality staff in a post-Covid market

The challenge of attracting quality staff while trying to reduce labor costs is one that has taken on fresh urgency in the post-Covid labor market. This is particularly true where hourly shift work is concerned, as staff question their priorities after a year in lockdown.

Thankfully, there are several ways to find – and retain – good workers while still controlling your labor costs. It just requires a little recalibration of how you think about incentives and staff management.

Use flexible working rather than salary incentives

One myth that we can dispel quickly is that the only way to attract quality staff is by offering larger salaries. That’s been the assumed wisdom for decades but is now an outdated view of what people want from a job.

Increasingly workers are saying that flexible working hours are now their priority, with multiple studies showing that the ability to fit work around other areas of their life is a key consideration when job hunting. One pre-pandemic study found that if given the option of a job with flexible hours and one without, 80% of workers would choose the job with flexible hours. The same study found that 30% considered flexible working more attractive than extra vacation days or a prestigious job title.

Offering flexible hours not makes your company more attractive to workers, but it makes staff more likely to stay with you for the long term. A survey for FlexJobs found that 80% of workers would be more loyal to their current job if it gave them more flexibility.

The reason for this is that the way we perceive value in work has changed. “If you’re a parent and you have three kids to pick up from school every day at 3:30, then flexible working actually adds a lot of value to you”, explains Josh Cameron, Workforce’s Chief Strategy Officer. “If you can pick or swap out of the shifts, that’s more important to you than getting an extra $2 an hour, because you have to pay someone to pick up and look after your kids. The extra dollars are not adding value.”

Systems such as shift bidding are an excellent way to incorporate flexibility into a business, help reduce labor costs by not adding additional expense on your payroll, and are easily managed using staff management software such as Workforce.com.

You don’t need to cut wages to reduce labor costs

It’s a mistake to think that the only way to reduce labor costs is to cut staff or lower wages. One of the best ways to save money is by getting more value for what you already spend, and one of the most common ways that businesses fail to do this is by losing track of productivity against wages.

You can save money in real terms by ensuring that hours worked and hours scheduled match up, cross-referencing with hourly income using workforce analytics to check you are getting the productivity you’re paying for. It may sound basic, but you’d be surprised how many companies still have their data spread across multiple files or systems and simply assume the numbers match at the end of each day.

“Most people never check the schedule matches what people actually work,” says Josh Cameron. “They might have a really good shift plan, and that’s in one system, but then the attendance data is in another system, and people are clocking in and clocking out of that. And the manager is basically just blindly ticking things because that’s what was clocked. If they even wanted to cross-check that, it would be a big exercise. People don’t do it. What’s much better is to have the schedule and the attendance in one system, so you can tick these things off throughout the day or at the end of the shift and if there are differences, you can go see why that happens.”

Listen to feedback to stop staff churn

Once you’ve attracted good workers with flexible hours and made sure you’re getting full value for those hours worked, it’s important to remember that you can help to reduce labor costs by keeping those staff in your business. Replacing employees costs money in advertising the vacant roles, onboarding and training, and lost productivity as working routines are disrupted. Gallup found in 2019 that US businesses lose a trillion dollars every year simply from the cost of replacing staff.

How do you stop staff from leaving? Listen to what’s bugging them about their job, and fix problems wherever possible. The idea of employers giving performance feedback to employees is widely accepted, but it’s also important for employees to be able to give feedback on the company.

“If you’re asking why people quit, by allowing people a way of giving feedback on their shifts, they feel ‘Hey, I have a way of being heard in this job, I actually am important,’” says Josh Cameron. “Managers can look at that feedback and analyze it and be like, ‘This is what’s causing problems. We’ve got these structural things that make it hard to work in this shift and that’s making it hard for people.’”

This is why Workforce.com allows staff to give feedback not just in general, but on the specific shifts they work. This allows managers to identify the pain points that cause staff to leave, and make changes. It may be something as common as a particular manager being hard to work with. It may be that a certain location gets uncomfortably hot on summer afternoons. Whether the answer means shuffling the staff roster, or something as easy as investing in an aircon unit, you’re empowered to spot the leaks in your staffing and plug them before they cost you any more revenue.

Think beyond the hiring process

There will always be sledgehammer approaches to reducing labor costs, but the current labor market conditions where potential employees are empowered to say “no” to jobs that don’t work for them, require a more nuanced approach. Companies save money when they hire the right people and get the best out of those people, and that means making sure they want to stay with you for the long term. From offering more flexible working arrangements to identifying the problems that drive staff away, Workforce.com can help at every stage.