WorkForce Software is making work easy for the connected workforce around the globe. The company provides enterprise and mid-sized organizations with real-time insights backed by pre-packaged domain expertise and proven flexibility. Its cloud workforce management solutions empower employees and managers to digitize time and labor processes, optimize demand-driven scheduling, simplify absence management and enable strategic business insight. With complete visibility across all employee groups and locations, WorkForce Software equips organizations to reduce labor costs, demonstrate compliance and boost employee engagement, all while maximizing operational efficiencies.
We spoke with Leslie Tarnacki, SVP, Global HR and GM for WorkForce Software, about their proudest recent accomplishment, the best practices for operation during Covid-19, and the three guiding principles the company lives by.
What are you most proud of that your company has achieved over the last year?
“We went through an acquisition with Evergreen Coast Capital Corporation in June of 2019. We were able to maintain transparency and a positive culture throughout this management restructure. It was business as usual as Evergreen was added to our board. Evergreen joined Insight Partners (the majority investor in WorkForce Software since 2014) to further invest in WorkForce Software.”
“This is exciting news for us and validates the trend we’re seeing from customers and partners – that WorkForce Software is recognized as the only proven, global cloud workforce management solution provider, and leading companies want to be a part of the momentum we’re bringing to the market,” said CEO Mike Morini at the time of the acquisition.
“Additionally,” says Tarnacki, “we had our largest product launch in WorkForce history, The WorkForce Suite in January of 2020: Delivering a breakthrough employee experience in the cloud, no matter how unique your pay rules, regulations, schedules, and employee self-service needs are.”
What are some of the best practices you and your staff do to stay connected, in general and in times of crisis?
In general:
- Company use of Microsoft Teams
- Quarterly Company Meetings led by our CEO
- Priority Meetings led by executive and management teams
- Product release announcements
- HR Newsletter
- SharePoint (our intranet network)
- Marketing updates
- Remote employee involvement and participation in company and community events
- Team meetings
- After work team activities
- Team building events.
COVID-19 specific:
- The WorkForce Software COVID-19 Resource Center on our Corporate Site (Navigating the Changing Workplace During the COVID-19 Pandemic)
- Company Updates led by our CEO
- COVID page on SharePoint
- Company emails with COVID information and office updates
- Virtual happy hours
- Zoom capabilities
- Executive storytimes.
How has this pandemic shifted the way your business operates, and how have your people responded to the crisis?
“We have been fortunate in the fact that all of our employees are fully equipped to work from home without many, if any interruptions. We have been positioned very well during this pandemic. It has been an adjustment for those that typically work in the office that are used to the daily interactions with their co-workers, but the tools we have in place have made this transition a smooth one. It has not been overly burdensome for our employees. We have seen everyone rally together, stronger than ever. It has created even tighter communication and collaboration amongst teams. The support everyone has given each other has been very positive.”
“Navigating through this together has also reinforced the generosity of our employee population. We already had a high presence in giving back to the community and partnering with many charitable organizations. The caring and concern has only accelerated through COVID-19. The WorkForce family is even stronger!”
Are there any guiding principles that you or your company live by?
- Put Customers First
- Make it Happen
- Celebrate Our Success
