FM & TECHNOLOGY
timeframe. “We chose 10 of our largest sites, which covered 80% of our employee total within healthcare,” explained Prince. “I think from a Sodexo viewpoint we would have rather implemented in under a year. Realistically, our aspirations were wrong because that year is not just about implementing, it’s also about developing, designing and testing before you get to implementation stage.
“Then, when you’re at the implementation stage, it becomes a change management piece. It’s not just here’s your system, use it. You’re changing the culture of how you ask the supervisors to manage the employees so you’re going into a consistent and precise process. It’s changing the way we work.”
“The technology works not just for
the greater good of the business but also each individual employee’s own greater satisfaction.”
Richardson added: “I would say that any company would fail if we (Kronos) said, we’re putting this software in, use it. You’re taking people on a journey and what it means for them and what the benefits are for them.
“I know you (Sodexo) would have loved to have got it working in a year and so would I, but when you’re working with people, taking them on that journey, you’ve got to do that in a very structured, process-driven way so that everyone is on
26 | TOMORROW’S FM
board and you can see the success out the back of it. And I think that is it exactly what you and your team did to get the buy-in that led to the success you achieved.
Prince responded: “Outside of creating the system to deliver what we need, the next biggest part of it is in changing the culture for everyone to manage labour in a consistent way.”
This is something both Prince and Richardson are keen to emphasise. The technology works not just for the greater good of the business but also each individual employee’s own greater satisfaction. When asked whether there has been a high satisfaction with the system amongst on the ground staff, Prince answered: “I think they do like the system. The clocks work a lot better than our previous system; they look a lot better and they promote Sodexo.
“I’m also very keen to make sure that we don’t take away the ability for our staff to go and talk to our senior members of staff at any time but the mobile app will encourage and give a little bit extra to our employees that they can see things remotely. So, we don’t want to get rid of the personal touch but at the same time we want to offer them more.”
Because the pay queries have dropped dramatically, the organisation has seen a positive impact on both customer and employee satisfaction. Managers are given more time to manage as they’re no longer spending time finding out why an employee hasn’t been paid properly because they haven’t got the proper data to look at in the first place. “It’s a kind of snowball effect,” Prince said. “Stop the queries and the staff are happy.”
Some see workforce management technology operating under Orwellian-lite managerial tactics. When asked
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