Unlock the Secrets of Frontline Workforce Success in 2024. Download the Frontline Workforce Pulse Report 2024

But disconnection, discontent, and demotivation are driving frontline employees to leave their roles at an alarming rate. At Beekeeper, we conducted our third annual Frontline Workforce Survey in September 2023 and found several trends that indicate a decline in motivation and productivity among deskless workers.

Despite these challenges, corporate leaders can reverse this trend and cultivate a thriving workplace that attracts, retains, and develops frontline talent. Addressing the root causes of disengagement enables companies to build a resilient, motivated frontline workforce, vital for sustained business success.

The 2024 Global Frontline Trends Report by Beekeeper offers insights into the motivations and stressors across frontline industries. We want to better equip leaders with valuable knowledge to formulate strategies addressing challenges and foster engagement, productivity, and growth within their frontline operations.

Let’s look at two key insights from our frontline survey:

1. Disengaged Frontline Workers Are Changing Jobs In Record-Breaking Numbers

While fair pay is undoubtedly important, it’s not the only factor that influences whether workers choose to stay or leave. Frontline employees are seeking a friendly and safe work environment, meaningful engagement from their employers, recognition for their efforts, and opportunities for growth and advancement.

And yet, frontline workers often find themselves overworked, unhappy, and disconnected from the priorities of corporate headquarters. This demotivation and dissatisfaction have led many frontliners to leave, resulting in attrition rates as high as 35% to 50% in various industries. 

To address these concerns and retain valuable frontline talent, companies can take a holistic approach. It’s not enough to focus solely on compensation; employers must create a supportive and engaging workplace culture that meets the diverse needs of their frontline workforce. 

By providing a friendly and safe environment, acknowledging individual and team efforts, offering fulfilling jobs with growth potential, and leveraging technology to enhance their work processes, companies can cultivate a motivated and loyal frontline workforce that will contribute to their long-term success.

2. Productivity Dips When Motivators and Operational Issues Aren’t Addressed

The growing disconnect between frontline teams and managers is causing workers to feel that their concerns are being ignored, leading to decreased morale and productivity.

The top 3 roadblocks to frontline productivity are understaffed shifts (36%), lack of recognition (26%), and poor team communication (18%). 

Understaffing remains one of the top productivity killers for frontline workers. When there aren’t enough employees to handle the workload, frontline teams become overwhelmed and their efficiency suffers. A lack of recognition and poor team communication further demotivate workers, making them feel undervalued and unsupported in their roles.

There is a stark contrast between the concerns of frontline workers and the perceptions of HQ executives. While workers prioritize operational challenges such as understaffing and communication issues, executives focus on low morale, unclear goals, and a lack of training. This disconnect highlights the need for better communication and understanding between management and frontline teams.

The consequences of this disconnect are detrimental to organizational performance. When management fails to address the needs and concerns of workers, employees become disengaged and may seek employment elsewhere. This turnover can disrupt operations and lead to financial losses for the company.

To address these issues and improve productivity, employers must prioritize the needs of their frontline teams. Investing in employee engagement and productivity tools, such as Beekeeper, can help. Beekeeper provides a mobile-first platform that enables workers to communicate, collaborate, and develop their skills. It also streamlines communication and allows managers to track engagement and training completion rates.

By addressing motivators and operational issues, employers can create a work environment where employees feel valued and supported. This, in turn, leads to increased productivity and employee satisfaction.

Download the 2024 Global Frontline Workforce Pulse Report for a full list of insights and Beekeeper’s tips on solving frontline challenges.

The post 2024 Frontline Workforce Pulse Report | Bridging The Frontline Disconnect appeared first on Beekeeper.

These individuals are at the forefront of daily operations, providing essential services and directly interacting with customers, clients, or patients. They are vital contributors to the functioning of society and the global economy. 80% of the world’s workforce falls under the frontline category. But the latest frontline statistics show the workforce is evolving. A global pandemic, a shift in attitudes toward them, and better technology to support them is pushing a new future for frontline workers. 

To support and manage their frontline workers to build productivity and boost employee satisfaction, leaders need to keep their fingers on the pulse of the latest trends and statistics to learn how to better engage with their teams. Too often, frontline leaders lack the insight to really know what their workers want and don’t use the right tools. That often leads to challenges like:

• Communication issues and barriers
• Low engagement
• Lack of collaboration and cohesion of teams
• Poor relationships between managers and workers 
• Little or no proper training methods for frontline workers

But with the digital tools in today’s world, companies can leverage mobile technology to eliminate these pain points and meet the unique needs of frontline employees. The benefits will quickly follow. Recognizing and addressing the needs of frontline workers is crucial for creating a resilient and supportive work environment. And these frontline statistics can help shed light on how to take action.

Current State of Frontline Workers 

Every frontline metric tells a story. It can reveal something about what a company is, or is not, doing. It can reveal why employees are not engaged in their jobs. It can demonstrate the lack of investment by companies in their frontlines. It can reveal why retention numbers are so low.

Let’s start with 10 eye-opening frontline statistics on the current state of the workforce:

1. 90% of companies rely in some way on frontline workers.
2. Manufacturing is adding 3.4 million jobs over the coming years, but 2 million jobs will go unfilled due to a major skills gap and lack of workforce training as technology, AI, and machine learning play a bigger role. 
3. Workers who must be onsite and cannot work remotely (like frontline workers) have 29% lower engagement than those who have either hybrid or remote jobs. 
4. 70% of frontline managers want more training to do better in their jobs but are not receiving it from their companies. 
5. Revealing the true nature of frontline disconnect, 65% of frontline leaders believe they have effective communication strategies, but only 35% of frontline workers feel heard. BONUS stat related to this: 89% of frontline workers will stay with their companies if leaders listen to their feedback.
6. A mere 23% of frontline workers say they have digital tools to help them in their jobs. 
7. As technology accelerates in almost every industry, only 14% of frontline workers report receiving any training in artificial intelligence (the dominant technology in this revolution) but 86% say they need it for their jobs. 
8. 50% of frontline workers are ready to quit their jobs in search of a better experience. 
9. A disconnect between leadership and frontline workers fuels the rampant employee disengagement statistics. CEOs only spend 3% of their time engaging with frontline workers despite their enormous reliance on them. 
10. The frontline manager and employee connection is the most critical one that impacts frontline engagement. But 53% of frontline managers are burned out, which means they are not giving their frontline workers the attention they need to stay engaged and productive. 

The events of the past few years, especially the global pandemic, have not been good for frontline workers in particular. But it’s also ignited a greater awareness of their critical role in the global economy and everyday life. 

5 Emerging Trends for 2024 and Beyond

With this new awareness of who are frontline workers and the role they play, the trends for 2024 and beyond are all about addressing the inequalities that workers have struggled with. Technology will be more inclusive of all workers, meaning companies will shift to mobile-first communication tools to reach every employee anywhere they happen to work. And in this day and age, with the effects of labor shortage and skills gap issues, leaders will get hyper-focused on talent acquisition and retention.

1. Frontline Recruiting and Retention Get Top Billing

Frontline worker retention is a critical aspect of human resources management, particularly in industries where employees are directly involved in providing services, engaging with customers, or producing goods. HR professionals are taking new tactics to focus on recruiting. They’re leveraging the power of AI to automate routine tasks and paperwork so they can add value where it matters most—building a talent pipeline and improving the employee experience.

They’ll focus on things like:

• Competitive Compensation:
  • Ensure that frontline workers receive competitive wages and benefits.
  • Regularly review and adjust salaries based on market trends and industry standards.
• Recognition and Appreciation:
  • Implement employee recognition programs to acknowledge the hard work and dedication of frontline workers.
  • Provide regular feedback and praise for a job well done.
• Career Development Opportunities:
  • Offer training and development programs to help frontline workers enhance their skills.
  • Clearly communicate career paths and advancement opportunities within the organization.
• Work-Life Balance:
  • Promote a healthy work-life balance by implementing flexible scheduling and providing adequate time off.
  • Be mindful of overtime and ensure fair compensation for extra hours worked.
• Safe and Supportive Work Environment:
  • Prioritize employee safety and well-being.
  • Foster a positive work environment with open communication channels and support systems.
• Employee Engagement:
  • Implement initiatives to boost employee engagement, such as team-building activities and events.
  • Encourage feedback and involvement in decision-making processes.
• Health and Wellness Programs:
  • Offer health and wellness programs to address both physical and mental well-being.
  • Provide access to resources like counseling services and wellness activities.

By implementing these strategies, HR professionals can contribute to creating a positive work environment that supports the retention of frontline workers. It’s essential to continuously assess and adjust these strategies based on the evolving needs of the workforce.

2. Surge in Upskilling and Training 

In this era of rapid digital transformation, the workplace is changing. And in industries like manufacturing and construction, there is a massive skills gap. Training is not keeping pace with this transformation. Companies are quickly realizing that it’s time to upskill their workforce for this new era. Even in industries like retail and hospitality, new digital tools are changing the nature of work.

It’s less manual and more automated. Not only will this help strengthen your workforce and establish continuity, but your employees will recognize training as a chance for professional growth that can lead to career advancement in the company, which is a key ingredient for higher retention. There are several stages of training development a company should take:

• Develop Customized Training Programs
  • Conduct a thorough assessment of the skills gap by identifying the specific skills and knowledge areas lacking among frontline workers. Develop customized training programs tailored to the specific needs of your organization identified in the skills gap assessment.
• On-the-Job Training
  • Implement on-the-job training (OJT) programs that allow frontline workers to learn and apply new skills in their actual work environment.
• E-Learning Platforms
  • Utilize e-learning platforms to provide flexible and accessible training modules. Offer online courses and resources that can be accessed at the convenience of frontline workers.
• Mentorship Programs
  • Establish mentorship programs where experienced workers mentor those with less experience.
  • Encourage knowledge-sharing and create a supportive learning environment.
• Collaboration with Educational Institutions
  • Establish partnerships with educational institutions, like community colleges or trade associations, to provide specialized training or certification programs.

By implementing a comprehensive training strategy that addresses the identified skills gap, organizations can empower frontline workers to perform their duties effectively while fostering a culture of continuous learning and improvement. 

3. Mobile-First Tools For the Frontline

Finally, frontline leaders are realizing they have long neglected to include frontline workers in employee technology. And that means they’ve missed out on delivering exactly what frontline workers want and need. And it’s not always compensation.

8 out of 10 frontline workers quit due to not getting their emotional needs met. Now, companies are finally employing mobile-first tools to include frontline teams in company communication. And not only are the leaders sending the messages, but they are actively seeking frontline feedback to improve the employee experience.  

The ability to disseminate information across an entire organization at the same time (and in real time) improves not only engagement but it also increases workplace safety. It also empowers workers in job performance by giving them access to the information they need all on their mobile device: from equipment information to safety protocols to time sheets. Companies can make a tool like Beekeeper a central hub for all work-related information. (And it’s okay to use it to build community and camaraderie: announce a birthday or give kudos to a job well done.)

Some tips for using these mobile-first tools effectively are:

Strengthen communication channels between frontline managers and their teams.

• Establish clear communication channels between frontline workers and management. This creates a way for them to have regular check-ins since many frontline employees are in their own areas and out of sight. 

Use pulse surveys to create a culture of employee feedback. 

• Don’t just pay lip service. Thoroughly review and address concerns promptly and transparently. Take action on employee advice and create discussions around what is important to them. 

Treat mobile-first tools as your new intranet.

• A mobile-first digital tool is dynamic and two-way. It offers a zillion more possibilities than the old, static intranets that companies used to use. Encourage engagement on the app which will translate to higher engagement at work overall. 

Achieve an effective rollout by showing employees how easy it is to download and use the app, companies can lower the barriers to user adoption and ensure full engagement. 

4. Investing in Frontline Managers 

Frontline managers play a crucial role in organizations, acting as a bridge between upper management and frontline employees. They are responsible for overseeing day-to-day operations, managing teams, and ensuring that organizational goals are met. But often, they don’t receive the proper training to be good leaders themselves. And when a manager is a strong leader with good soft skills, they can boost their team’s retention chances by 300%. 

You’ve hired the managers to do a job. Delegate the responsibility they’ve earned and be transparent with information so they can analyze it and contribute ideas that can improve your operation. At bigger companies with 10,000 employees or more, sharing data with frontline managers can save $300 million and generate $200 million in new revenue. 

Here are ways companies can invest in frontline managers to unleash their potential and make them the best they can be. 

• Give them digital tools to create a direct line of communication with their employees. 
• Give managers opportunities for leadership training.
• Ensure that frontline managers receive training on fostering diversity and inclusion within their teams.
• Establish mentorship programs for your managers, just like you do for your employees, so they can learn and grow from those with more experience.
• Invest in technology, especially AI-powered tools, that can help automate those administrative tasks to free managers up to focus on their teams.
• Recognize and reward frontline managers for their achievements and contributions.
• Link performance metrics to incentive programs to motivate and retain talented managers.
• Acknowledge the importance of manager well-being by offering programs that focus on stress management, work-life balance, and mental health support.
• Implement succession planning strategies to identify and groom high-potential managers for future leadership roles.

Investing in frontline managers is a strategic move that can have significant positive impacts on organizational performance, employee satisfaction, and overall workplace effectiveness. 

5. Preparing the Frontline for the Age of AI

Artificial intelligence is here and it’s only getting more powerful in today’s workplace. Can it be misused? Absolutely. But AI-powered tools have the power to make companies run more efficiently, reduce waste and redundancy, and increase revenue. And it will change the nature of work, eliminating those manual tasks and leaving humans to flex their cerebral muscles for value add innovations. 

Extend the benefits to your frontline teams. Give them AI-powered communication tools, like a mobile productivity app that make their everyday jobs better. For example, in manufacturing companies can create a connected environment with IoT systems and take workers off assembly lines for a safer environment in which they can control equipment from their mobile devices. In retail, AI can handle inventory management so employees can focus on the customer experience.

How to Thrive in the New Frontline Future

It’s full steam ahead as companies embrace what’s to come. The trends will set companies up for long-term success. They establish a path forward, but companies need to make investments in technology and their people for this all to work. 

As companies prepare for this next chapter, they can set a culture of adaptability to prepare workers at all levels for bigger and smaller shifts. For younger workers who tend to be much more digitally savvy, working with mobile-first technology is how they function in their everyday lives. But for older generations of workers who have worked a certain way for possibly decades, these shifts will seem monumental at first. Creating a culture of ease and adaptability will help them adjust and be open to this new way. 

• Here’s your chance to practice change management strategies. Explain how new operational methods and new ways of doing things and communicating will benefit both individual workers and will make the company more competitive and profitable to get buy in at all levels.
• When rolling out a digital tool that workers use on their mobile devices, make sure you have individual or group training sessions for anyone who needs it. Onboarding a new tool is a critical period for getting higher engagement numbers.
• Choosing the right tool for your company is vital to its success. Mobile-first tools are not all fit for a frontline work environment. A productivity solution like Beekeeper is designed with the frontline workforce in mind. Not only does it have the ISO 27001 certification that protects companies, but it is also an easily customizable tool for any frontline business that encourages engagement on the platform.

Leaders need to remember that changes don’t have to happen all at once. They can be incremental. As each change brings benefits, companies will be more likely to continue on their journey until they’ve reached set KPI goals and the frontline metric levels they’ve set. 

Changing the Frontline Statistics of the Future

Frontline workers have long held the title of lowest engaged demographic in the workforce. It’s time to change that trend. 

As a company deeply invested in empowering frontline workers around the world and supporting frontline businesses by making their operation the best it can be, Beekeeper is designed with the features that will connect and engage employees no matter where they work. From direct messages to dedicated communication streams to surveys, there are numerous ways people can interact in real-time within an organization. And it’s all built for two-way communication to finally give frontline workers the voice that’s gone unheard and the power to share what they want. (Hint: more training and greater flexibility are high up on the list.) 

How do we know? Not only did Beekeeper’s founder Cristian Grossmann once work on the production floor of a manufacturing operation, but Beekeeper’s team gets their own feedback.

A journey begins with a single step. And the first step should be implementing a mobile-first productivity tool. Then, those frontline statistics will start to change as retention and engagement go up, and the future begins to look brighter.

Download the 2024 Frontline Pulse Report to learn what frontline workers want out of their jobs, their companies, and their lives

The post Frontline Statistics and Trends for 2024 and Beyond appeared first on Beekeeper.

Download our report. Top HR Trends That Will Shape the Future of Frontline Work.

Managing a diverse and fluid workforce poses its own set of challenges:

• Addressing the unique needs and expectations of different demographics, while promoting inclusivity and equality within your organization
• Integrating frontline workers into comprehensive HR strategies
• Ensuring that these employees are not left out of crucial processes and initiatives

The ongoing labor shortage adds another layer of complexity. How do you manage recruitment hurdles and retain top talent in a competitive job market? And amidst changing employment laws and regulations, how do you ensure compliance while still meeting the needs of your employees?

By embracing digital transformation in HR processes, you can streamline operations and enhance efficiency. Leveraging data for informed decision-making can help you develop effective strategies and address the unique needs of your workforce. Adapting to evolving employee expectations and needs will enable you to foster a positive employee experience and retain valuable talent.

In this guide, we’ll delve into the latest trends in HR. By the end, you’ll have the knowledge and tools to navigate the challenges of the modern HR landscape and implement effective practices that drive success for both your organization and your employees. 

Get ready to transform your HR processes and create a thriving workplace with these trends.

1. Preparing for the Return to Office (RTO)

After months of remote work and virtual collaboration, many organizations are now faced with the task of preparing for the return to office (RTO).

One of the first steps in preparing for the RTO is ensuring a safe and healthy environment for your employees. This includes implementing the necessary protocols and guidelines recommended by health authorities. Are you equipped with the right safety measures such as hand sanitizing stations, personal protective equipment (PPE), and enhanced cleaning procedures? How will you manage social distancing and reduce the risk of transmission? These are important questions to address as you plan for the RTO.

Communication is also crucial during this transition. Keeping your employees informed and engaged is essential for a successful return. Address any concerns or questions your employees may have and emphasize the steps being taken to prioritize their well-being.

In addition, it’s important to consider the mental and emotional well-being of your employees. The RTO may bring about mixed emotions and anxieties after months of remote work. Offer support through employee assistance programs, mental health resources, and open-door policies that encourage conversations about well-being.

The return to office is a significant transition for organizations and employees alike. By prioritizing safety, effective communication, and mental well-being, you can ensure a smooth and successful RTO. Prepare for the challenges ahead and embrace the opportunities for growth and collaboration that the return to office brings.

2. Promoting Work-Life-Fitness Balance

Achieving a healthy work-life balance is essential for employee well-being and productivity, but it can be challenging in today’s fast-paced work environment. To address this issue, organizations can promote a work-life-fitness balance that encompasses not only work and personal life but also physical and mental fitness.

One effective strategy is to offer flexible work arrangements. Allowing employees to have control over their work schedules, such as flexible hours or remote work options, can greatly enhance their ability to balance work and personal responsibilities. This flexibility enables them to prioritize fitness activities, like exercise or spending time with family, which can contribute to improved physical and mental well-being.

Promoting regular physical activity within the workplace is another important aspect of work-life-fitness balance. This can include initiatives like organizing office fitness challenges, providing gym memberships or fitness classes, or encouraging active breaks during the workday.

Encouraging employees to take breaks, practice mindfulness, or participate in stress management programs can help reduce workplace stress and boost employee morale. Providing resources like counseling services or mental health awareness programs can also contribute to a healthier work environment and help prevent absenteeism.

Organizational culture also plays a crucial role in promoting work-life-fitness balance. Leaders can set a positive example by practicing these principles themselves and actively encouraging their teams to prioritize their well-being.

3. Integrating AI into Workforce Management

As technology continues to advance, organizations are finding new ways to leverage artificial intelligence (AI) to improve various aspects of their operations.

AI-powered tools can streamline and automate many tasks traditionally performed by human managers, freeing up valuable time and resources. For example, AI can be used to analyze data and generate insights on employee performance, allowing managers to make more informed decisions regarding promotions, training, and development opportunities. AI can also assist in scheduling and shift planning, optimizing staff allocation based on demand and employee availability.

AI can enhance employee engagement and satisfaction by providing personalized recommendations and resources. By analyzing individual preferences, skills, and performance data, AI can suggest relevant training programs, career paths, or even job rotations that align with employees’ interests and goals. This not only promotes professional development but also fosters a sense of empowerment and fulfillment among employees.

AI can also improve communication and collaboration within the workforce. AI-powered chatbots and virtual assistants can handle routine inquiries, freeing up employees’ time and reducing the burden on HR or IT departments. AI helps facilitate knowledge sharing and collaboration by providing intelligent search capabilities and suggesting relevant resources or contacts based on employees’ needs.

Integrating AI into workforce management can bring numerous benefits to organizations, from optimizing operations and improving decision-making to enhancing employee engagement and collaboration. By harnessing the power of AI, organizations can create more efficient and effective work environments that support the growth and success of their employees.

At Beekeeper, we’re interested in how AI is powering a new era of frontline workforce management. Learn more about Beekeeper’s Frontline Intelligence Package and how we help organizations make better decisions and understand employee sentiment better.

4. Advancing Diversity, Equity, and Inclusion (DEI)

DEI encompasses a range of initiatives and practices aimed at ensuring fair representation and equal opportunities for all individuals, regardless of their race, gender, ethnicity, sexual orientation, or other characteristics.

One way to advance DEI is by implementing inclusive hiring practices. This involves actively seeking out diverse candidates, using blind screening techniques to reduce biases, and providing equal opportunities for all applicants. By diversifying the workforce, organizations can benefit from a wide range of perspectives, experiences, and ideas, leading to more innovative and creative solutions.

Creating an inclusive work environment is another key aspect of advancing DEI. This involves fostering a culture of respect, acceptance, and belonging, where everyone feels valued and supported. Organizations can achieve this by providing diversity training, implementing inclusive policies, and promoting open dialogue and collaboration among employees.

Equity is also a critical component of DEI. It involves identifying and addressing systemic barriers and biases that can prevent certain groups from accessing equal opportunities. This can be achieved by analyzing pay gaps, promoting fair promotion practices, and ensuring that all employees have access to the resources and support they need to thrive.

Organizations can advance DEI by actively engaging in community outreach and partnering with diverse organizations and suppliers. This not only demonstrates a commitment to diversity and inclusion but also helps to create a more inclusive ecosystem in the wider community.

By implementing inclusive hiring practices, fostering an inclusive work environment, promoting equity, and engaging in community outreach, organizations can drive meaningful change and create a more diverse and inclusive workforce.

5. HR Driving Climate Change Adaptation

As climate change continues to pose significant risks to businesses and communities, HR professionals have the opportunity to lead efforts in preparing their organizations to adapt.

One way HR can drive climate change adaptation is by integrating climate considerations into talent management strategies. This involves identifying the skills and competencies needed to address climate-related challenges and integrating them into job descriptions and performance evaluations. HR can also invest in training and development programs to build employees’ capacity to adapt to climate change impacts.

HR can also support the implementation of flexible work arrangements and remote working options, which can help reduce carbon emissions associated with commuting and office operations. By promoting telecommuting and flexible work schedules, HR can contribute to reducing the carbon footprint of the organization.

HR can also collaborate with other departments to develop and implement climate change adaptation plans. This may involve conducting risk assessments, identifying and implementing strategies to mitigate climate-related risks, and ensuring that employees are aware of and prepared for potential climate-related emergencies.

HR can advocate for sustainable practices within the organization, such as energy-efficient technologies, waste reduction, and recycling programs. HR can also promote sustainable procurement practices by working with suppliers who prioritize environmental sustainability.

By integrating climate considerations into talent management strategies, promoting flexible work arrangements, collaborating with other departments on adaptation plans, and advocating for sustainable practices, HR professionals can contribute to building resilient and sustainable organizations in the face of climate change.

6. Meet Gen Z and Gen Alpha: Next Generation of Workers

Being ready for the new workforce is a critical task for HR departments as they navigate the changing dynamics and expectations of employees. The next generation, Gen Alpha, born between 2010 and 2025, will soon enter the workforce, bringing with them a unique set of expectations and preferences.

Gen Alpha is the first generation to grow up entirely in the digital age, with access to technology and information from a very young age. They are often referred to as digital natives, as they are highly proficient in using technology and rely on it for communication, learning, and entertainment. HR departments need to be prepared to meet the expectations of this tech-savvy generation.

Gen Alpha values work-life balance and flexibility. They prioritize the ability to work remotely, have flexible work hours, and maintain a healthy work-life integration. HR departments should be prepared to offer flexible work arrangements to attract and retain Gen Alpha employees.

Gen Alpha is also highly socially conscious and environmentally aware. They expect companies to have a strong commitment to sustainability and ethical practices. HR departments can drive change by implementing sustainable initiatives within the organization and ensuring that the company’s values align with the expectations of Gen Alpha.

Gen Alpha is known for its entrepreneurial mindset, valuing creativity, innovation, and autonomy. HR departments can foster this entrepreneurial spirit by providing opportunities for learning and growth, encouraging innovation, and creating a culture of empowerment and autonomy.

By embracing technology, offering flexible work arrangements, prioritizing sustainability, and fostering an entrepreneurial mindset, HR can attract and retain top talent from Gen Alpha and ensure the success of their organizations in the future.

7. Personalizing Employee Review System

Personalizing the employee review system is becoming increasingly important in today’s workforce. Gone are the days of generic performance evaluations that fail to capture the individual strengths and areas for improvement of employees. Instead, organizations are recognizing the need to personalize their review systems to better align with the unique needs and goals of each employee.

One way to personalize the employee review system is by tailoring it to the specific job roles and responsibilities of each employee. Rather than using a one-size-fits-all approach, organizations can develop customized evaluation criteria that directly align with the skills, competencies, and performance expectations of each role. This ensures that employees are assessed based on relevant factors and allows for a more accurate evaluation of their performance.

Another important aspect of personalization is involving employees in the review process. This can be done by encouraging self-assessment and reflection, where employees are allowed to evaluate their performance and provide feedback on their achievements and areas for growth. Managers can hold regular check-ins and discussions with employees throughout the year and create ongoing employee feedback surveys.

Personalizing the employee review system means considering the individual career aspirations and development goals of each employee. By incorporating employee goals and aspirations into the review process, organizations can create a more meaningful and motivating experience for employees. Managers can work with employees to identify areas for growth and create individualized development plans that align with their long-term career objectives.

By tailoring evaluation criteria, involving employees in the process, and considering individual career aspirations, organizations can create a review system that fosters employee growth, engagement, and success.

8. AI-Assisted, Data-Driven HR Workflows

AI-assisted, data-driven HR workflows are revolutionizing the way organizations manage their human resources. With the help of artificial intelligence and advanced analytics, HR departments can streamline their processes, improve decision-making, and enhance overall efficiency.

One key benefit of AI-assisted, data-driven HR workflows is the ability to automate repetitive tasks. AI-powered software can take over time-consuming administrative tasks such as resume screening, candidate sourcing, and scheduling interviews. This allows HR professionals to focus on more strategic activities such as talent development and employee engagement best practices.

Data-driven HR workflows provide valuable insights into employee performance and engagement. Through the analysis of employee data, organizations can identify patterns, trends, and areas for improvement. For example, data analytics can reveal which training programs are most effective, which employees are at risk of leaving, or which teams are performing exceptionally well. This information enables HR professionals to make data-driven decisions and implement targeted interventions to enhance employee productivity and satisfaction.

AI-assisted HR workflows can also help organizations improve diversity and inclusion efforts. By leveraging machine learning algorithms, HR departments can identify biases in recruitment, promotion, and compensation processes. This allows for a fairer and more equitable workplace, where decisions are based on merit rather than unconscious bias.

AI-assisted, data-driven HR workflows have the potential to transform HR departments into strategic partners that drive organizational success. By automating repetitive tasks, providing valuable insights, and promoting diversity and inclusion, these workflows can help organizations attract, develop, and retain top talent in an increasingly competitive business landscape.

9. ESG Compliance

ESG compliance refers to an organization’s commitment to meeting environmental, social, and governance standards. It involves adhering to regulations and guidelines that promote sustainability, social responsibility, and ethical business practices. ESG compliance has gained significant importance in recent years as stakeholders, including investors, customers, and employees, have become more conscious of the impact businesses have on the planet and society.

Environmental compliance focuses on minimizing an organization’s ecological footprint, reducing greenhouse gas emissions, conserving resources, and promoting sustainable practices. This includes complying with environmental regulations, implementing energy-efficient technologies, and adopting sustainable supply chain practices.

Social compliance entails ensuring fair labor practices, promoting diversity and inclusion, respecting human rights, and engaging with local communities. Organizations must abide by labor laws, provide safe working conditions, offer fair compensation, and embrace diversity in their workforce.

Governance compliance involves maintaining transparency, accountability, and ethical business practices. This includes adhering to corporate governance standards, ensuring accurate financial reporting, preventing fraud and corruption, and establishing mechanisms for stakeholder engagement.

ESG compliance is not only crucial for meeting legal requirements but also for building trust, reputation, and long-term sustainability. Organizations that prioritize ESG compliance often attract socially responsible investors, gain a competitive advantage, and foster positive relationships with stakeholders. ESG compliance can also lead to cost savings through resource efficiency, improved employee satisfaction and retention, and enhanced brand value.

ESG compliance has become a vital aspect of responsible business management. Organizations that prioritize environmental, social, and governance standards not only contribute to a more sustainable world but also create value for their stakeholders and ensure long-term success.

10. Change Management

Change management refers to the structured approach and processes used to successfully navigate and implement changes within an organization. Change is an inevitable part of business, as organizations constantly evolve to adapt to market trends, technological advancements, and internal restructuring. However, managing change effectively is crucial to minimize resistance, ensure smooth transitions, and achieve desired outcomes.

At Beekeeper, we’ve worked with many frontline organizations to help them achieve frontline success with change management. One of the frontline disconnect facts we’ve seen is the gap between what workers need and what management thinks is important.

This gap reflects how many organizations fail to understand the experience and needs of frontline workers vs. corporate employees when it comes to adapting to new technology.

Change management involves several key components. It starts with clearly defining the need for change and establishing a compelling case for it. This includes identifying the desired outcomes, benefits, and potential risks associated with the change. It is essential to communicate these reasons to stakeholders to gain their support and involvement.

Planning and preparation are also critical in change management. This entails creating a detailed roadmap, setting objectives, allocating resources, and identifying potential obstacles. It is important to involve key stakeholders throughout the planning process to ensure their insights and concerns are taken into account.

Implementing change involves executing the planned activities, such as training employees, modifying processes, and implementing new technologies. Effective communication and transparency are crucial during this phase to address any resistance or concerns. Monitoring progress and making necessary adjustments are also important to ensure the change is on track and achieving the desired outcomes.

Another key component of change management involves evaluating the success of the change and capturing lessons learned. This feedback loop helps organizations continuously improve their change management processes and adapt to future changes more effectively.

By following a structured approach, organizations can minimize resistance, achieve desired outcomes, and build a culture that is adaptable and open to change.

11. Reskilling for Retention

Reskilling for retention refers to the process of providing employees with new skills and knowledge to enhance their current roles or prepare them for future opportunities within the organization. In today’s rapidly changing business landscape, reskilling has become crucial for organizations to retain top talent and remain competitive.

The need for reskilling arises from various factors, like advancements in technology, evolving job roles, and changing market demands. When employees feel that their skills are becoming outdated or that they are not being challenged, they may seek opportunities elsewhere. By offering reskilling programs, organizations can demonstrate their commitment to employee development and growth, which can increase employee loyalty and reduce turnover.

Reskilling for retention involves identifying the skills gaps within the organization and designing training programs to address them. This can be done through workshops, courses, mentorship programs, or even job rotation opportunities. It is important to involve employees in the process by understanding their aspirations, goals, and areas for improvement. This ensures that the reskilling efforts align with individual career paths and organizational objectives.

Organizations that invest in reskilling for retention can reap several benefits. They can build a skilled and adaptable workforce that quickly responds to changing business needs. They can foster a culture of continuous learning and development, one of the best employee engagement secrets. Reskilling can also lead to improved productivity and innovation, as employees gain new skills and perspectives.

By investing in employee development and providing opportunities for growth, organizations can create a win-win situation where employees feel valued and motivated, and the organization benefits from a skilled and loyal workforce.

12. Preparing for a Future-Proof Workforce

With advancements in technology, shifting demographics, and evolving market demands, organizations must anticipate the skills and capabilities they will need to remain competitive in the future.

HR departments can play a crucial role in identifying the skills and knowledge that will be in demand in the future and designing training programs to develop those skills among employees. This could involve providing opportunities for upskilling and reskilling, offering online courses or certifications, or creating mentorship programs.

HR can also foster a culture of innovation and adaptability. Organizations need to encourage employees to embrace change, think creatively, and be open to new ideas. This can happen through initiatives such as cross-functional teams, innovation challenges, or regular brainstorming sessions. HR can also play a role in promoting a growth mindset and creating a supportive environment where employees feel empowered to take risks and learn from failures.

A future-proof workforce needs to be diverse in terms of skills, backgrounds, and perspectives. HR can implement strategies to attract candidates from different industries or backgrounds, create inclusive hiring practices, and provide opportunities for career advancement regardless of gender, race, or other demographics.

Lastly, HR can leverage technology and data analytics to make informed decisions about workforce planning. By analyzing data on employee performance, skills gaps, and market trends, HR can identify areas of improvement and allocate resources effectively to ensure that the workforce is equipped with the right skills for the future.

Preparing for a future-proof workforce requires a proactive and strategic approach from HR. By investing in continuous learning, fostering innovation, promoting diversity and inclusion, and leveraging technology, organizations can build a workforce that is adaptable, resilient, and ready to thrive in an ever-changing business environment.

Discover human resources trends that will shape the future of work in 2024 and beyond. Download the report today.

Most Frequently Asked Questions

The post Navigating the Future of Frontline Work: 11 HR Trends for 2024 appeared first on Beekeeper.

Hospitality Forecast: Emerging Trends Redefine A Legacy. Download the complete report.

The hospitality industry took a $500 billion hit during the first year of the pandemic. Recovery has been a slow and steady climb. Now, people are getting out and enjoying themselves at pre-pandemic levels, and even higher. In 2023, hotels are on course to book 1.3 billion rooms. And after lagging behind leisure seekers, business travel is back to 98% of what it was in 2019. 

A Travelzoo survey revealed that 78% of respondents plan to spend their disposable income on vacations,

Like other industries, hospitality accelerated its digital transformation during the pandemic to continue operating. Companies will build on the technology they acquired to streamline operations and create new growth strategies for a more agile, resilient hospitality industry.

Despite these advancements and the welcome return of customers, the problem continues to be the labor shortage. 34% of all pandemic-related job losses happened in the hospitality industry and it has yet to rebound.

In fact:

• The hospitality sector employs over 16.5 million people—more than 10% of the country’s workforce. 
• Hospitality accounted for 34% of all pandemic-related job losses and the industry still hasn’t fully recovered its workforce.
• In 2022, 94% of hotels were understaffed.

So many customers, not enough workers. It’s the current state of hospitality. Even during an era of inflation, surging hotel room prices, and higher-than-ever airfares, people are getting out again and spending money on travel and leisure activities. In order to survive, hospitality businesses need to quickly strategize to accommodate the influx of guests in this new normal. These are the current hospitality trends that will shape the future of the industry.

Download the report for all of the data and details.

The Top Five Latest Hospitality Trends 

1. A Personalized Experience

Gone are the days of having the same cookie-cutter experience as everyone else. Customers want one-of-a-kind encounters, and it’s up to companies to provide them. 

Attribute-Based Selling (ABS) is becoming much more popular, especially in hotels. It is a model which allows guests to have an à la carte experience by picking and choosing the amenities they want to create a completely customized stay. For example, they can “build” their own hotel room by selecting the features and criteria they want rather than picking between the standard room options.

But to really create unique itineraries and curate guest experiences, the hospitality industry is leveraging data. At every digital touchpoint, from a customer’s previous stay and anytime they interact with the brand digitally, companies are collecting valuable information to shape a guest’s journey. It creates consumer profiles to determine what a person wants from their experience and the ability to deliver on that.

And it’s worth it.

• Companies that personalize customer experiences see 40% higher revenue than competitors. 
• 83% of consumers are okay with sharing data in order to get a more personalized experience
• More than 50% of travel brands will supplement their personalization capabilities and acquire the tools to create deeper customer profiles to curate customer-specific engagement strategies.

But shaping actionable insights from data is where that value comes from. And it hinges on giving frontline workers, who have the most customer face time in hospitality, the information to create those experiences. In fact, 88% of travelers want to explore the local culture and environments when they visit new places. A mobile tool can give workers the information they need to guide guests to the “must-see” places during their stay. 

Companies are turning to mobile communication tools to empower frontline workers with the information they need to create that personal touch. They can see their checklist and know exactly how to prepare a guest’s hotel room or the services they like during their stay. And building that relationship between the frontline teams and guests is so important for business.

88% of hotel guests say the staff is one of the top reasons they will make a repeat visit to a property

Over these next few years, companies will move away from offering standard guest selections and move towards creating a unique journey for every customer.

2. Hospitality Makes ESG a Priority

There is a growing demand, from consumers, employees, and governments, for hospitality to operate with a lighter footprint. Companies are developing strategies around ESG (environmental, social, and governance) to develop greener business practices and make socially responsible decisions and investments. 

• Cornell University’s Center for Hospitality Research, found that hospitality companies with sustainability strategies boost engagement that can deliver up to 21% higher profits.
• The Sustainable Hospitality Alliance has a growing membership with 50,000 member hotels that represent over seven million rooms around the world. 
• Hospitality leaders are setting the trend in sustainability. In 2021, Hilton reduced carbon emissions across all properties by 43%. MGM Resorts eliminated 263,000 tons of food waste by using it for biofuels and animal feed.

Sustainability as a core value is good for the world, and it gives businesses a competitive edge in attracting customers and talent. But ESG is much more than going green.

Companies are finally trying to make right on years of global inequality. There is an effort for greater transparency in operations and financials, ensuring there is greater diversity and representation in the workforce and on corporate boards. They are doing more work in their surrounding communities. And they are requiring the same attention to ESG from their suppliers.

ESG also includes the workforce. Companies are looking inward at how to strengthen their teams, particularly their frontline workers. Hospitality is one of the most diverse industries. Companies are prioritizing inclusivity by using mobile communications tools that have features like inline translation so every single employee has the ability to contribute, communicate, and connect.

The Four Seasons, a global hospitality company, has made ESG a core value in recent years. They have a strong focus on giving employees learning pathways to move up in the company, heavily fund initiatives that support diversity in their company and the industry, and create opportunities for empowerment and growth.

3. The Continued Rise of Digital Transformation

Hospitality companies were well underway on their digital journeys when the pandemic began. Then, it moved into overdrive. But to prioritize the safety of guests and staff, that digital stroll accelerated to a full sprint with tools that enabled everything from contactless check-ins to keyless entries to mobile payments.

And that transformation will continue.

• By 2028, the global smart hospitality revenue will surge by 28% to $58 billion.
• Hotels are thinking virtually to attract customers. When Radisson started giving virtual tours of 86 of its properties, it boosted its click rate by 279%.
• Airports are getting digital upgrades with the use of biometrics. Currently, there are 16 airports are testing facial recognition to speed up security lines without sacrificing safety. 
• Chatbots serve as virtual booking agents, take maintenance requests, and act as 24/7 concierges. It’s fast, easy, and it can all happen through the guest’s mobile device.

Companies adopted tools to better serve their customers but also looked to mobile communication tools to connect with the 16.5 million people who work in the U.S. hospitality industry. But between furloughs and layoffs during the pandemic, the industry lost a good percentage of workers and has yet to recover them.

Hospitality isn’t the only industry that has to contend with what’s become known as the Great Resignation. But it has one of the highest rates of employee loss and 45% of job openings remain unfilled according to the World Economic Forum’s Future of Jobs Report from May 2023. 

And the problem isn’t going to get better. The Bureau of Labor Statistics just revealed that in the next decade, 23.1% of all jobs available will be in the hospitality industry. 

To fill these jobs, companies are building strategies around mobile solutions that empower and engage their frontline teams to secure retention and build better employer brands. And with a higher percentage of workers coming from the digitally native Millennial demographic, this is exactly what they want.

• Mobile frontline success solutions to empower and retain frontline teams. 91% of Gen Zers say technology is a major factor in choosing where to work.
• Opportunities for professional growth. Gallup found that 59% of HR teams are prioritizing upskilling to create pathways for frontline teams to learn and train to grow within their companies. 
• A focus on frontline managers. A Boston Consulting Group study found that more than 11% of frontline workers cited a poor relationship with their direct boss as a primary reason for quitting their jobs. A mobile communication tool can facilitate direct contact and strengthen the connection between frontline managers and their teams.

4. Automation of Hospitality Workflows

Piggybacking on digital transformation, companies will continue to up their reliance on automated processes and workflows for greater operational efficiency.

With mobile-first platforms, tasks like payroll, schedules, and open enrollment will be digitized. Workers can use chatbots over their devices to ask questions and will have direct access to essential information. 

Hospitality HR teams have a big job in front of them—filling the massive gap in the hospitality workforce. Digital platforms will automate HR tasks so personnel can focus on talent acquisition and onboarding, retention, and the employee experience. Simplifying and streamlining the complex, time-consuming onboarding process speeds up time to productivity for new hires and secures their engagement sooner.

30% of organizations are expected to adopt AI-based solutions for HR, a jump from 17% in 2020.

Automation in hospitality will focus on three main areas: 

• Operations: Mobile-first solutions will connect HR to the frontline for real-time communication on issues that matter to workers.
• Talent acquisition: HR will automate talent screening, hiring, and onboarding to find the right candidates for the right roles.
• Employee engagement monitoring: Analytics will help HR deliver targeted strategies to improve the employee experience.

One company that is leading the way in this hospitality trend is SH Hotels & Resorts. The company has automated the hiring and onboarding process to personalize the employee journey and create a more targeted, efficient process for HR personnel. 

5. Building a Resilient Workforce

Hospitality’s #1 problem right now is a shortage of staff. And it’s not going to go away without authentic strategies that support the industry’s frontline workers.

Across industries, hospitality took the biggest hit to their labor force during the pandemic. Burnout reached an all-time high and workers had the downtime to really explore what they wanted out of life and a career. 

Beekeeper’s Frontline Trends Report surveyed 6,000 frontline team members to learn exactly how they were feeling. 

• There is a disconnect between frontline workers and managers
• Frontline workers are stressed about the rising costs of living
• They are worried about their well-being and the well-being of their family
• They want more predictable shifts
• They don’t want to work in an understaffed environment

These eye-opening answers can help hospitality leaders initiate a frontline success strategy. And there is one solution that can address all of the frontline restlessness: a mobile-first solution.

What does this look like? It means finding a frontline success system that every employee downloads onto their mobile device that creates a bottom-up approach to company communication, and culture.

That platform is a centralized place for everything work-related.

• Daily schedules and checklists
• Direct messaging with peers and managers 
• Access to payroll information
• Benefits enrollment
• Onboarding paperwork
• Learning platform with training materials
• Access to safety information and guides

It is a way to connect the frontline in a way they’ve never been connected before: in real-time and with everyone. And it’s a tool to empower them with new skills. 

Workers want more than a job these days. They want a long-term commitment. They want to grow and move up in a company. It’s good for engagement, and it’s good for companies to hire from within to create that operational continuity and institutional knowledge.

There is a reskilling revolution happening across industries, but it’s desperately needed in hospitality. A frontline success solution can host a learning management system for workers to gain new skills that prepare them for management positions and beyond. And companies can source hires from within to increase retention and extend the employee life cycle. 

Hospitality Trends Signal a Strong, Digital Future

The hospitality trends that have emerged are based on a future powered by technology that will deliver the data to help the industry move into this next era with resilience. They have insights into their workforce like never before and a pathway illuminated to building strong customer relationships. Experience will be the name of the hospitality game, for customers and employees. And the industry is ready to deliver.

Download Our 2023 Hospitality Trends Report To Learn More!

The post Top Hospitality Trends Impacting the Industry appeared first on Beekeeper.

Manufacturers are still recovering from the impact of the coronavirus pandemic and face challenges like:

• The labor shortage  
• The skills gap
• Workers’ roles with the rise of automation
• Retaining and attracting new employees

We’ll be looking at the must-know manufacturing trends that will shape manufacturing industries in 2023 and how companies can better prepare for the future.

Download Our 2023 Frontline Trends Report: Effects of the Labor Shortage 

Trend #1: Increased Output Amidst a Decline in Labor Force

Over the past decade, we’ve seen an overall decline in the number of manufacturing jobs.

Moving into 2023, manufacturing companies will have to keep up with increasing demand while retaining their skilled workers. 

For frontline industries like manufacturing, employee retention is critical for keeping up with the demand in output.

Trend #2: Continued Efforts to Solve and Manage Supply Chain Issues

Given the global shortage of materials and high energy costs, bottlenecks and delays are expected to last into 2023.

At the same time, consumer expectations remain as high as ever so manufacturers have to develop workarounds to satisfy consumer demand. 

Having effective communication strategies in place can help mitigate the effects of disruptions. Effective workplace communication ensures that everyone is on the same page and is working towards the same goal. 

For manufacturing companies with a distributed frontline workforce, mobile platforms like Beekeeper allow employees to communicate in real time across different locations.

Trend #3: Building a Resilient Workforce

The U.S. is expected to have 2.1 million unfilled manufacturing jobs by 2030, according to Deloitte. This worker shortage is partly responsible for slowing down the growth and speed of operations.

Diversifying the manufacturing workforce is a global trend. In India, Daimler India Commercial Vehicles launched an initiative to hire more women until they make up 20% of their motor vehicle workforce.

Here’s what Beekeeper’s Senior Account Executive RJ Bisaha had to say about what he’s noticed about hiring in manufacturing:

“Many manufacturers are going outside the box to source new talent. Companies are reaching out to and partnering with employment programs designed to help veterans, women, refugees, and other underserved populations.”

In 2023, we’ll be seeing more companies look for ways to diversify their workforce in order to make their operations more resilient.

Trend #4: Automation and Robotics are Redefining Manufacturing Worker Roles 

Automation in the manufacturing industry isn’t a new phenomenon. But manufacturing companies are investing more money than ever into automated solutions for their operations. This is particularly true for the agricultural and food manufacturing industry. In fact, the global agricultural robotics market will be worth $6.7 billion by 2032.

This focus on automation and robotics is shifting the structure and distribution of labor in manufacturing. Companies have to re-evaluate how to make the best use of their workforce.

Trend #5: More Focus on Carbon Neutrality 

Climate change has become an urgent priority for the manufacturing industry. Manufacturing accounts for about one-third of global greenhouse emissions, which is driving companies to rethink their operations model and move towards low-carbon or carbon-neutral manufacturing systems.

Governments are taking big strides towards sustainability, investing trillions of dollars into combating climate change. These policies will require manufacturing to transform end-to-end operations, from designing and delivering products to factory models.

This overhaul of manufacturing operations will also prompt a shift in how companies approach internal communication.

Trend #6: Increased Importance of HR in Attracting and Retaining Manufacturing Workers

Part of dealing with the labor shortage and skills gap in manufacturing involves attracting and retaining younger workers and those re-entering the workforce post-pandemic.

Older workers who have built expertise and hands-on experience are retiring. At the same time, automation and robotics are creating demand for new roles and skills in manufacturing.

Manufacturing companies need to attract new workers and boost employee retention to solve the skills gap and keep up with demand. Moving into 2023, we’ll see HR departments rethink their approach to the employee life cycle.

Trend #7: Employees Participating in Continuous Learning and Improving Skills

Learning and skills development doesn’t stop on the last day of onboarding. Continuous learning is one of the key factors in employee retention, especially for younger workers. 

One way to make continuous learning sustainable for existing employees is to offer mobile training programs on a platform like Beekeeper. 

With Beekeeper, managers can develop an effective manufacturing training program that employees can complete on their mobile devices. Beekeeper’s inline translation tool ensures that every manufacturing worker has equal access to participate.

Trend #8: Industry 4.0 and Smart Factories

This trend involves the integration of advanced technologies such as the Internet of Things (IoT), artificial intelligence (AI), and robotics to create highly efficient and flexible production systems.

Smart factories use sensors to gather data on every aspect of the production process, from raw materials to finished products. This data is then analyzed by AI algorithms to identify patterns and optimize production in real-time, allowing for more efficient use of resources, reduced waste, and improved quality control.

By automating dangerous or repetitive tasks, workers can be freed up to focus on more complex and value-added activities. This reduces the risk of accidents and injuries, while also improving job satisfaction and retention.

Trend #9: Reshoring

Reshoring is a manufacturing trend that involves bringing production back to the domestic market from offshore locations. Rising costs of raw materials and offshore production, increased wages overseas, and the desire to improve supply chain resilience are all driving this trend.

By restoring production, companies can reduce their dependence on foreign suppliers, improve their ability to respond to unexpected events, and meet environmental standards more easily.

Trend #10: Two-Way Mobile Communication

One of the communication trends we’re seeing at Beekeeper is more manufacturing companies switching to two-way mobile communication as their main internal communication strategy. Two-way mobile communication allows manufacturing companies to stay in touch with their workforce in real-time, meaning that employees can receive updates, alerts, and other important information on their mobile devices, and can respond to these messages instantly. 

This type of communication is particularly useful in manufacturing environments where employees may be working in different locations or on different shifts. At Beekeeper, we’ve seen how two-way mobile communication has improved employee engagement, boosted productivity, and helped create a positive and safe workplace culture for manufacturing organizations.

In fact, we’d argue that two-way mobile communication is essential for Frontline Success and it’s a trend we expect to continue to grow throughout 2023 and beyond.

Manufacturing Trends Frequently Asked Questions

Now it’s time for the lightning round, aka answering the most frequently asked questions about what’s coming up for the manufacturing industry.

What are the main drivers behind the adoption of these manufacturing trends?

• Technological advancements: The development of new technologies such as automation, artificial intelligence, and the Internet of Things (IoT) has revolutionized the manufacturing process
• Consumer demand: Consumers are increasingly demanding personalized and high-quality products that can be delivered quickly, leading manufacturers to adopt new technologies and processes to meet these demands
• Global competition: With the rise of globalization, manufacturers are facing increased competition from around the world
• Environmental concerns: There is growing concern about the impact of manufacturing on the environment, so more manufacturers are adopting sustainable practices to reduce their environmental impact

How can small and medium-sized enterprises (SMEs) implement these trends?

Yes! Here’s how:

• Start with a plan that outlines goals, objectives, and resources available
• Invest in technology such as automation, IoT, cloud computing, and mobile communication platforms
• Implement lean manufacturing  to reduce waste, improve efficiency, and optimize production processes
• Collaborate with suppliers to implement new industrial manufacturing trends
• Train employees to use new technologies and processes properly
• Monitor and adapt processes and strategies as needed

Are there any potential risks or challenges associated with these trends?

Some of these risks and challenges could include:

• Cost: Implementing new technologies or processes can be expensive
• Complexity: Some manufacturing industry trends can be complex and may require specialized expertise to implement
• Resistance to Change: Leadership teams and employees may resist changes to their work processes
• Supply Chain Disruptions: Changes in manufacturing processes can affect the supply chain, and manufacturers may need to work closely with suppliers to mitigate risks
• Legal and Regulatory Issues: Implementing new technologies or processes may require compliance with legal and regulatory requirements, which can be complex and time-consuming

How can manufacturers prepare their workforce for the adoption of new technologies?

• A change management plan that includes clear communication, stakeholder engagement, and a phased implementation plan
• Communication with employees about the benefits of new technologies and how the new technologies will impact their work
• Enabling collaboration between employees and departments to share knowledge and best practices
• Training and upskilling using training programs, workshops, and online courses

What role does government support play in promoting these trends in manufacturing?

Government support can play an important role in promoting manufacturing trends in several ways:

• Funding and investment to manufacturing industries to help them develop new technologies, processes, and products
• Investing in infrastructure development, such as roads, railways, and ports to reduce transportation costs and increase access to global markets
• Create a regulatory framework, which includes policies and regulations that promote sustainability, safety, and quality standards, as well as incentives for companies that adopt sustainable practices
• Develop trade policies that promote manufacturing trends, such as free trade agreements and export incentives
• Support workforce development initiatives, such as vocational training programs and apprenticeships

Get More In-Depth Insight Into Manufacturing Trends With Our 2023 Frontline Trends Report

The post Top 10 Manufacturing Trends for 2023 appeared first on Beekeeper.

This shortage of employees has shifted the balance. We are living through a time of virtually unprecedented labor power, especially in frontline-majority industries. In this climate, businesses need tech-driven labor shortage solutions. With the right technology, business leaders can retain and recruit like never before. 

Retain and Recruit: Reduce Your Shortage of Employees

Let’s take a look at the shortage of employees with recent labor statistics. According to the US Chamber of Commerce:

• In March 2023, there were 1.8 million more vacant jobs than in February 2020
• The current workforce participation rate is only 62.6%
• For every 100 open jobs, there are only 68 workers

Staffing problems compound each other. Our Frontline Trends 2023 report showed that 90% of frontline workers rate proper staffing as crucial for their happiness. More than 1 in 3 say that inadequate staffing is their #1 stressor at work. 

Understaffed teams contribute to an unhappy workforce. Unhappy workers are more stressed and more likely to quit.

Download our 2023 Frontline Trends Report to see how the labor shortage is permanently changing the employee experience.

Business leaders need to do two things: retain the workers they have and recruit workers to fill gaps in shift coverage. 

The best ways to make this happen include:

• Ensuring proper staffing
• Communicating the broad vision and all the important details
• Providing context around policy changes and big decisions
• Having more reliable and predictable shift schedules
• Boosting engagement, communication, and connection
• Creating a safer, more rewarding work culture

While none of this comes from flipping a switch, leaders don’t have to overhaul everything. There are tech-driven solutions to help you implement smart changes that make a real difference. 

7 Labor Shortage Solutions 

The best labor shortage solutions not only help businesses reach the right workers in this tumultuous labor market and find the ideal candidates to solve the shortage of employees while ensuring employees feel like valued members of the team at all stages of their careers. 

1. Recruiting: More Referrals = Better Employees

There are a lot of ways to find qualified candidates, but none are more effective than a referral program. Referrals help businesses tap into employee networks and connect with candidates who would otherwise not have been on their radar. That includes those who aren’t actively looking for a new job but are open to the right opportunity. Referrals also tend to be faster to hire and stay with companies longer.

One way to boost referral programs is to make it easy for employees to understand the rules, offer meaningful rewards, and streamline the referral process. An operating system for frontline-majority businesses that centralizes communication with frontline teams makes that possible. 

2. Optimize the Onboarding Experience

The onboarding experience is where you make your first real impression on new hires. They want an easy and quick entry into their job without a lot of tedious paperwork. 

Research has shown that employees with a negative onboarding experience were twice as likely to look for a new job in the near future. At a time when labor is already scarce, that can have serious consequences. 

A well-orchestrated onboarding process is built on the following principles:

• Automate. Make it easier for HR professionals to manage paperwork so they can spend more personal time with new hires.
• Centralize. A central, digital place where employees can easily find orientation and training material simplifies onboarding, improves efficiency, and ensures new team members have what they need to succeed.
• Go mobile. Digitize paperwork and create on-the-go learning programs that employees can access anywhere, anytime.

3. Make Training an Ongoing Process

It’s not just new hires who need training. Processes and policies are constantly being updated. Technology is advancing. New products are rolled out, and new goals are always in sight. All employees need a way to access the information they need to stay ahead of changes. 

Ongoing training and access to training materials help employees stay engaged, informed, and confident in their roles, even as those roles change. It also shows that businesses are investing in employees and supporting their professional development. That can be a powerful way to keep employees on board. 

4. Provide Context Around Why Policies and Processes Change

In business, change is good. Improving processes, expanding product offerings, and adjusting goals are all vital to staying at the top of the game. The problem is that these decisions are made by executives, and the logic behind changes often doesn’t trickle down to frontline employees. That can create problems and fuel the disconnect with their frontline teams. 

When organizational changes are on the horizon, managers should clearly communicate:

• What changes are being made
• Why they are being made
• Where changes fit into the big picture
• How employees will be affected

When employees understand why they are doing the work they are doing, they feel more engaged and motivated. They feel part of something. That can go a long way toward delivering higher retention. 

5. Better Scheduling for Better Lives

A few years ago, many frontline workplaces wouldn’t even have considered flexible scheduling. Today, that’s changed. Workers want flexibility, and being able to offer it is invaluable for businesses looking for labor shortage solutions.

Flexible scheduling gives employees more control over their lives and more opportunities to establish a happy balance. Of course, that doesn’t mean there should be a free-for-all. Advanced shift scheduling software allows businesses to maintain adequate staffing while offering greater flexibility. 

6. Build Better Teams Through Better Communication

80% of workers are frontline employees. Yet, many frontline employees are isolated from the larger organizations they work for. That can make it hard to stay connected to company goals, or even know what those goals are. Without feeling like part of a team or understanding their role in the bigger picture, it’s easy to become demotivated. That makes it easy to leave.

Technology can change that. 

A mobile-first operating system that lets frontline employees communicate and collaborate with each other across the organization opens up new opportunities for engagement. Whether it’s sharing tips, brainstorming new ideas, or just getting to know each other, offering ways to connect is one of the best labor shortage solutions. 

It’s about more than immediate problem-solving. It’s about building strong teams, making sure everyone feels included, and encouraging them to make their voices heard. 

7. Recognize and Reward

Recognition has a direct impact on employee engagement. Lack of recognition is one of the top reasons people leave their jobs. It makes sense: everyone wants to be seen, and everyone wants to know that their work is valued. That’s why a robust recognition program is key to employee retention. 

The best recognition programs have two components:

• Tangible rewards, monetary and otherwise
• Peer and management recognition

Don’t underestimate the second part. While a nice bonus is always appreciated, it is just as valuable for an employee to have a work environment where they know that their peers and higher-ups see and appreciate their efforts. An operating system for frontline businesses is a great place to recognize employees and ensures that recognition is seen by everyone in the organization. 

Beekeeper: The Best Way to Recruit and Retain

Higher quality referrals. More connection and better engagement. Empowering employees to do their jobs in a more productive, rewarding, and fulfilling way. Those are real labor shortage solutions. That’s what Beekeeper can do. 

Beekeeper’s innovative operating system for frontline businesses is a powerful platform for recruiting new employees, and creating workplaces where employees want to stay, and is a key strategy for labor shortage solutions. Our end-to-end, multilingual software helps business leaders implement the strategies they need to strengthen their workforces and support employees throughout their careers. Ultimately, we help you become the business you want to be.

With Beekeeper, you can implement meaningful labor shortage solutions that help your business thrive.  Talk to one of our experts to learn more about what we can do for you.

Most Frequently Asked Questions

The post 7 Labor Shortage Solutions That Give You Real Results appeared first on Beekeeper.

Download the full report here to uncover top trends and predictions that will impact the frontline workforce.

At Beekeeper, we recently surveyed over 6,000 frontline workers and managers to find out what motivates frontline employees. Our findings, coupled with our experience working with frontline companies, and additional third-party research have led us to identify what we call the great frontline disconnect. 

This disconnect often happens because what frontline workers really need and what management thinks is important aren’t fully aligned. 

In 2023, we predict that frontline organizations will be making radical changes to help solve the frontline disconnect.

Let’s look at two ways we think frontline leaders will make this happen:

Companies Will Take Immediate Action to Support Frontline Teams

In our Frontline Worker Survey, we found that the main sources of stress for frontline workers center around understaffing, inflation, safety, and frequent policy changes. For workers in customer-facing roles, abuse from the public is another significant source of stress. 

We’re seeing an increasing number of frontline organizations step up in providing support for their employees:

• Lowe’s announced $55 million in bonuses for hourly workers to ease the effects of inflation
• Tyson distributed $50 in year-end bonuses (and used Beekeeper to engage their workforce)
• Walmart rolled out its Mental Health First Aid training program

Our survey findings revealed a key finding about the disconnect between frontline workers and upper-level leadership.
Frontline workers are less motivated by abstract company values and more by concrete factors that affect their daily life. Workers are still worrying about having their basic needs met: being able to pay for gas to commute, affording childcare, and providing healthcare benefits to their families.

In 2023, we predict that frontline organizations will take steps to meet the basic needs of their workers and address foundational problems that affect the quality of life of their workforce.

Organizations Will Digitize Workflows for Frontline Success

To help organizations overcome the frontline disconnect, we’ve developed our frontline success system to better help workers communicate, find information, and track tasks. We’re predicting that more frontline organizations will adopt systems that digitize their operations and give teams the technology and tools they need to stay connected.

The goal of a frontline success system is to create: 

• A frontline workspace that provides easy access to employee services, facilitates collaboration, and boosts productivity
• A mobile-friendly referral solution that allows companies to fill positions more quickly and reward employees in the process
• Streamlined onboarding with digitized paperwork and processes to help engage new hires more efficiently at less cost
• Improved safety management and reporting to optimize safety culture

Download the full Frontline Trends Report for more in-depth insight into the trends that will shape frontline work in 2023.

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• Backlog from COVID years
• Intensified supply chain disruptions
• Labor shortage

At Beekeeper’s Frontline Success Summit 2022, we talked with two manufacturing experts about these challenges and how they’re affecting both frontline workers and managers:

• Alex Barber, Frontline Leadership Expert, Frontline Sidekicks
• Heinrich Supthut, Manufacturing Manager – Local Division System Drives, ABB

Let’s recap the discussion. (You can also watch the complete recap here)

Current Challenges in the Manufacturing Industry

For manufacturing companies, these challenges have caused disturbances in logistics and have made it difficult to predict what’s going to happen next. Reduced reliability means that a manufacturer might request materials for the following day and build up a shift to deal with them only to have those materials not show up.

These disturbances also cause many manufacturing companies to always be in crisis mode. Managers have to communicate constantly to put out logistical fires just so operations continue to function.

“It’s really a complete communication chaos. If everything changes on a daily basis, you expect tomorrow to look a certain way and then it looks completely different. There’s nothing else you’re doing but communication. You can’t work on any improvement projects. Anything you’re doing is communication and crisis management”

– Alex Barber, Frontline Leadership Expert, Frontline Sidekicks

Constantly being in crisis mode not only wastes time and resources but delays production and output.

“If you shift projects all the time, that has an impact on material delivery. Some material is arriving, but some material is missing that will block up the whole factory. It takes a lot of prioritization.”

As frontline leadership expert Alex Barber says, frontline workers bear the brunt of the impact of these problems:

“Frontline workers are the ones who feel the problems immediately at all times, especially in crisis, but probably even before that on a daily basis. They have to deal with these processes on a daily basis. And they’re also the ones who know best how to fix them.”

– Alex Barber, Frontline Leadership Expert, Frontline Sidekicks

Solutions in Times of Uncertainty

There are some active steps manufacturers can take to alleviate the negative effects of these challenges. Here’s what our panelists suggested:

1. Digitization

Heinrich Supthut, manufacturing manager at ABB and industry veteran, says that one of the ways his company has been successful at managing communications challenges is by digitizing their paper-based processes with Beekeeper.

“The good thing is that the more a process has been optimized, the more resilient it is, and that shows us a lot about the need of process automatization.”

– Heinrich Supthut, Manufacturing Manager, ABB

By digitizing and automating their paper-based safety audit process with Beekeeper, ABB employees can now enter the information in the app and immediately get an alert if something is unsafe. The group leader can focus on the situation at hand and not on how to store the information.

2. Tapping into Frontline Expertise 

Another way manufacturing companies can address challenges more efficiently is by using the practical knowledge and skills of their frontline workforce. Empowering workers to problem-solve themselves can also free up the administrative load of managers who often have a backlog of problems they have to deal with.

“It’s important that the workforce is empowered to make small decisions and do these quick wins.”

– Alex Barber, Frontline Leadership Expert, Frontline Sidekicks

3. Finding the Right Tools to Receive Feedback

Before adopting Beekeeper, the management team at ABB wondered why they were not receiving much feedback from their workers. However, after realizing that a paper-based feedback system wasn’t ideal for frontline workers, they implemented a digital solution and were overwhelmed with the amount of feedback they were receiving.

“Paper is the wrong medium for frontline workers.”

– Heinrich Supthut, Manufacturing Manager, ABB

They found that while workers had brilliant ideas, they simply weren’t comfortable writing on paper. But the ability to type on their mobile devices and the assistance of spell check was far more user-friendly.

Other solutions our panelists mentioned included:

• Providing training programs, especially during “dead” times when there are production delays and roadblocks
• Giving support to frontline managers in coping with stress and mental load 
• Making it easy to communicate and access tasks on one centralized platform
• Leadership training designed for frontline workers

Expectations & Outlook to the Future

“Future in production is people focused. I believe we have to find ways to balance white collar and blue collar and bring them together.”

– Heinrich Supthut, Manufacturing Manager, ABB

The three main takeaways from the conversation were:

1. Resilient frontline leaders are the backbone of a manufacturing organization. Frontline workers will be the first to feel a crisis and managers will be under the highest pressure to solve it.
2. Process automation and digitization will free up time and resources for workers to focus on know-how instead of constant crisis management. 
3. Getting innovation and ideas directly from frontline workers. Unlocking the knowledge potential of the frontline workforce and enabling workers to accomplish small wins will create more efficiency.

Listen to the full session for more insight into how manufacturers can face communication challenges and thrive in an uncertain environment.

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If you missed the session, here’s a recap of what we covered.

Our Chief Marketing Officer Sarah Moore sat down with two industry experts to talk about where things are and where they’re headed.

• Monne Williams, Partner at McKinsey & Company
• Ben Eubanks, Chief Research Officer at Lighthouse Research & Advisory

There are several challenges frontline organizations face right now. The labor and skills shortage is disrupting frontline industries, the Great Resignation continues, and the rising cost of living is creating economic challenges for frontline workers.  

These conditions have tipped the scales in favor of frontline workers who are expressing what they need and expect from their employers more than ever. 

They want:

• Greater flexibility
• More predictable scheduling
• To feel a sense of belonging

Watch a replay of the Frontline Trends and Predictions session for all of the key takeaways on what to expect in 2023. 

These expectations are setting the trends and shaping the priorities for frontline organizations.

Strengthening DEI Initiatives for the Frontline Workforce

Frontline workers are already struggling with belonging in the workplace. So it’s no surprise that diversity, equity, and inclusion is emerging as a critical element in shaping the frontline experience. Monne Williams shared some insights from McKinsey & Co.’s “Race in the workplace: The frontline experience” report.

“We realized there just wasn’t enough research on frontline workers and so we decided to take a deeper dive there this year,” Monne said.

“You really can’t disentangle talking about frontline workers from talking about diversity and inclusion because about 70% of all Black and Latino workers happen to work in frontline jobs.” 

– Monne Williams, Analyst at McKinsey & Co

Frontline workers lack confidence in the policies and programs their employers are providing. They want companies to walk the walk and demonstrate their commitment to extending DEI initiatives and benefits to the frontline workforce. 

Ensuring Advancement Opportunities for the Frontline

A recent Lighthouse Research & Advisory study revealed that frontline workers want assurance of advancement opportunities. 

“Two out of every three workers have quit a job at some point because they did not see a path ahead for them,“ Ben stated. “They’re looking for that company that’s not just going to hire them to do the job today, but invest in them for something longer term.”

McKinsey found that sponsorship supports the likelihood for frontline workers to advance in their organization, but 72% of them say there’s a lack of sponsorship in their organization. Sponsorship is “people really taking a chance on you and investing in your professional growth” according to Monne, like “giving you an opportunity to lead a team when somebody else is out on PTO.” 

People want opportunities to shine—to demonstrate the leadership skills that will put them in the running for higher positions.

Digitization of the Frontline

Creating equity in the workplace can be done through policies and initiatives. But digital transformation is a key strategy for leveling the playing field. 

According to Ben, data shows that “The things we put in their hands to help them manage their work life” with things like shift scheduling can sway how workers feel about their employer. “That gives them more control, more authority in their work and it makes them feel like they’re getting treated more fairly.”

Sarah offered Beekeeper’s perspective. “I think companies are going to accelerate the adoption of digital solutions that will help improve the productivity of the talent that they have.” This will allow companies to deepen their connection and strengthen frontline engagement. 

Ultimately, it’s up to companies to listen to the frontline workers and take action.

“Think about how you can support and serve your frontline workers in a deeper way,” Ben said, “because they will appreciate it and they will return that with the kind of results, the kind of commitment that you’re looking for as well.”

Fill Out the Form Below to Watch the Complete Session Recap

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When employees leave an organization, workforces are understaffed and employees are stretched too thin. As a result, the quality of the customer experience plummets. All of this contributes to employee burnout and fuels higher turnover rates. 

To protect workers and businesses, employers need fast, innovative, and sustainable ways to build a healthy candidate pipeline and fill open positions. Relying on online job postings and word of mouth isn’t enough anymore. Increasingly, business leaders need the kind of direct connections that come with employee referrals.

An employee referral program is a powerful way to tap into employee networks and attract new talent while energizing workers. Here are some simple and effective employee referral program ideas that create a better workplace and a stronger workforce.

Why Referrals Matter

Employee referrals are widely considered the best way to hire. 

One of the greatest advantages of referrals is access. 70% of the workforce is what’s known as passive talent. These are people who have jobs and are not actively searching for a new one, but if a connection tells them about an opportunity, they may be interested. When employees source from their own networks, business leaders can reach great referred candidates who would otherwise not have been on the radar. 

Employee referral can also have tremendous employee benefits for existing employees. Referral programs help employees feel valued, foster camaraderie, and help build a strong company culture. 

4 Top Employee Referral Program Ideas

These tips can help you get started on creating a sustainable program that encourages and rewards quality referrals.

1. Offer Meaningful Rewards

The heart of any program is offering meaningful incentives to your team in exchange for high-quality referrals. 

While it’s common to assume that money is the best incentive for employee referrals, a LinkedIn survey actually found that financial rewards only drove 6% of referrals. 

The top reasons for referrals were:

But just because money isn’t the primary motivation for submitting a referral doesn’t mean that your referral program can run on good intentions alone. 

The best way to find out what employees want from a program is to ask them. Sending out a company-wide survey is a perfect way to open up a dialogue, gather ideas, and ensure employees have a voice. 

Here are a few options to get the conversation started:

Involving frontline employees in the process not only sets the referral program up for success, it also boosts employee engagement and generates excitement. 

2. Communicate Clearly

If employees don’t understand the specifics of the program, they’re less likely to participate. The best way to make sure everyone is on the same page is clear communication. 

This includes providing information about:

A digital workplace for frontline businesses makes communication easy. By centralizing communication across the organization, these platforms ensure frontline workers have easy access to program information and encourage participation. 

3. Keep Referrers in the Loop

Employees want and deserve to know what happens after they refer candidates. One of the best employee referral program ideas is establishing a way for employees to see where their referrals are in the hiring process. 

This is especially important if a referral program uses staggered rewards for different stages of the hiring process. Being able to see what rewards they have accrued, and could accrue in the future, is exciting. You can also give people points for successful referrals, encouraging them to continue to find quality referred candidates in their networks. People love games and friendly competitions, and having a centralized hub to track results adds an element of fun.

4. Recognize Employees for Their Referral Efforts 

Everyone loves being rewarded for their efforts, and rewards are key for an employee referral program. But people also need to be recognized after they refer candidates. 

Recognition is vital to retention. In fact, lack of recognition is the main reason why employees leave their job. Turning an employee referral program into an opportunity to recognize frontline workers increases the value of the program.

A digital workplace for frontline businesses is a perfect platform for employee recognition. It’s a centralized place to thank employees for bringing in great new workers and where they know everyone can see their referring efforts, from peers to the C-Suite. And the excitement can be contagious, encouraging others to get involved and make referrals of their own.  

Make Your Program a Success

The employee referral program ideas above engage and empower employees at every stage. That’s what Beekeeper is all about. 

Beekeeper’s innovative operating system for frontline businesses is a powerful platform to drive and support employee referral programs. We give frontline-majority businesses the tools to turn the best employee referral program ideas into reality and hype people up about becoming part of the referral process. And that matters. Better morale boosts retention and builds stronger company culture. 

With Beekeeper, frontline businesses are able to implement highly successful employee referral programs that make a real difference. As an employee referral example, Wanzek Construction generated over 525 employee referrals in just 3 months.

Today’s labor shortage means businesses need better strategies to connect to existing employees and referred candidates. Beekeeper makes it easy to do it all. 

Want to bring buzz to your employee referral program? Need help creating an employee referral program template? Talk to one of our experts to learn more about what Beekeeper can do for you.

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