Why should you work for your employee scheduling software when it should be working for you? DSSM is able to identify information gaps and trends while intelligently ranking your employees for approval of shifts so you don’t have to. Why should an employee that often no-shows, or isn’t available be at the top of your list only because their last name starts with “A”? Your scheduling software should suggest to you the best fit to fill a spot based on experience, work history, and skills.
If, for instance, an employee consistently no-shows or calls off for a shift, they will be ranked at the bottom of the employed talent pool, and potentially not get scheduled anymore. But before that, the software would flag and notify HR and supervisors to intervene and counsel the employee on their attendance or performance.
DSSM also helps you identify and reward successful employee behavior by scheduling them for the shifts they want and have earned. With intelligent ranking systems, employees are no longer sorted by alphabetical order, rather they can be sorted by their performance abilities and make you look like a hero to your bosses and/or clients.
It’s a fact that your software can still be very smart and show you data, but it still runs off of a mainstream thought process of software use that requires human analysis and physical interaction to name the significance of trends, rather than more progressive measures. Why shouldn’t the software be intelligent enough to make those decisions for you, based on your trends and needs exhibited through the machine learning process?
Let’s take this back to something that we can relate to in a different aspect of businesses. If you compare to leads and sales where we start at the top of the funnel with a large pool of prospects and when you get to the bottom of the funnel with a smaller number of successfully closed deals, you track those backward and look at all of your successes. From there you want to know where those successes came from. What are the common factors of the successful deals, so you can replicate those same deals? This same method will then help you with employee training and recruiting. If you can classify your most successful employees based on certain recruiting locations or techniques and understand their unique skills and abilities, then you can replicate that process and keep growing successful operations.
You want to attract, train, retain and repeat— make a repeatable process of your successful employees because that’s how you will teach the software to do the work for you. We are looking for a full evaluation, not just measuring day-to-day signals of external components such as door alarms or security breaches, but also internal processes and training. You are developing best practices as you go and don’t even realize it, and an intelligent DSSM can mirror all of that back to you.