When it comes to workforce management, keep it simple

Define what you want

When researching vendors, look for warning signs such as financial insecurity, negative client reviews, low engagement or poor adoption rates. Similarly, any conflicts with established brand standards or your existing suppliers should not be overlooked. Complicated pricing structures, vague or unsupported return on investment claims, as well as promises of an AI utopia, should also be treated with caution.

“Beware of systems that feel over-complicated,” says Pendlebury. “If it’s not easy to onboard new team members or adjust schedules quickly, it could end up being more trouble than it’s worth. Poor customer support is another warning sign: if it’s difficult to get a straight answer during the sales process, that won’t improve.”

In the first instance, map out your software needs and understand the integrations required. A credible vendor should work with you to identify your operational needs. Does your business regularly rely on temps or agency staff? Are there any annual hour requirements? Can employees choose their working hours?

A request for proposal process will ensure that a relevant and comparable field of suppliers can be ranked using the same criteria.

And, as always, read the small print. Pendlebury says: “Be wary of long-term commitments or penalties for early exit, and look closely at licensing models as per-user pricing can get expensive quickly. And always ensure that you retain access to your own data. That information is valuable, and you should never be in a position where you can’t export it or move it elsewhere if needed.”

Lastly, Merriman advises that it’s not all about the tech: “Don’t underestimate the requirement for business change management alongside your chosen solution. It is often the critical factor in achieving return on investment.”

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