Janet Classon: Previously, before we were on ADP, we had an
in house payroll system. And so you would go through and it
would do reports after payroll completed. And they would
disseminate the reports to top managers, which would then
flow down to the region, district area store managers. So,
by the time it got to the store managers, we were almost in
like a whole different season and the convenience store so
they really couldn't do a whole lot about what their
overtime was. So since we went with Vantage, they actually
have the analytics right there on their dashboard that they
can see where they are for over time, like right now. So
between having the analytics there at their fingertips, and
then having the company kind of do the math communication
that you know, we need to do something about overtime, those
two together, we were able to decrease over time by
millions. Yeah, so that's our latest initiative that we're
working on. You know, as you can imagine, in retail,
turnover is high everywhere. And with the fight for talent,
you know, we're really trying to keep the employees that we
have, you know, when the most expensive things about any
employee processes, is the hiring and onboarding. So we're
using the analytics that are on the dashboard to kind of
have the turnover right there in front of the managers so
they can see where they are. And then also using it at the
upper level of management to see where trouble areas might
be. Do we need to send in more training, kind of uncover the
reasons why there might be turnover in specific areas? We've
just started with rolling out and think right now the
biggest thing that we've been doing is trying to just
educate on what the numbers mean, and where do we want to
be. You know, I think it's one of those things that you
don't even realize, is probably AI from the user
perspective. So when they pull up their dashboard, that's a
top of the screen. They'll get just a little comments about,
"hey, did you know that your absentee level was high in, you
know, August for the store?" Or, "did you know the turnover
was greatest here?" So it gets, kind of gives them those
little nudges that once they click on it, they can go to
those analytics, and then in the background, it's learning
what are they clicking on, where are they kind of bypassing,
and you'll give them more statistics on what they're
interested in.
We use ATP Vantage, and then their payroll, compensation,
succession, and then also we're going to be going live with
our performance management tool, probably the end of this
calendar year. We're using our HR analytics and exporting it
to our BI tool that we have. And the RPI team is actually
using it to help kind of uncover some of those questions
that we have. We have a lot of stores that are 24 hour. So
the BI teams kind of taking the hours worked, and how much
we're paying, and combining that with the sales for those
stores to see if it really is worth being open 24 hours. I
think the biggest challenge has probably been just educating
the field. So like I said, we've got 2200 store managers,
and just trying to get the information to them and what
they're supposed to do with all this data, and then we have
to have to realize too, that, you know, they're not sitting
behind a desk, you know, just waiting for stuff to pop up on
their computer. Their main job is to run a store. So we need
to provide clear and precise data for them to look at, when
they do have a couple of minutes to sit at the desk. I think
that's a good good thing too is like, you know, tackle the
easy stuff first. If you have a feeling, I mean, you're
going to know you've got overtime. So use the analytics to
find out where it's at. And why you know by once you figure
out who's doing it, then you can go in and figure out why. I
think my advice would be to be patient with it. You know,
it's a lot to to kind of take in from an employee
perspective or manager perspective, and to be there to help
support them. You know, the analytics are there for their
help, not to show what they're doing wrong. But just to
provide areas where we can improve.