WorkStep

?? What if the secret to reducing turnover was already in your hands? Frontline operations are fast-paced, high-pressure, and critical to business success. Yet, too often, the real drivers of turnover and disengagement remain buried beneath annual surveys and outdated feedback loops. ?? The truth? Employees are telling us what they need—we just have to listen. At WorkStep, we believe in continuous listening—real-time feedback that empowers HR and Operations leaders to: ? Identify workplace stressors before they lead to attrition ? Address safety and productivity concerns as they happen ? Take targeted action, not just hope for change The result? Lower turnover, higher engagement, and a workforce that stays. ?? Your employees have insights that can drive real business outcomes. Are you listening? #FrontlineSuccess #EmployeeRetention #ContinuousListening #WorkforceEngagement #HRTech #OperationsLeadership

Risk is an unavoidable reality in supply chain management. From global disruptions to workforce shortages, the past few years have tested even the most seasoned leaders. But one thing is clear: frontline leaders are the linchpin of supply chain resilience. We recently sat down with Jeff Schellinger, a senior supply chain leader, to discuss how frontline leaders play a pivotal role in risk management, crisis response, and long-term operational success. Here’s what we learned: ? Traditional risk management strategies fell short during the pandemic ? Frontline leaders & employees were the real-time problem solvers in the trenches ? A strong feedback loop between corporate and the frontline is crucial for resilience ? Scenario planning & playbooks empower teams to respond swiftly to disruptions ? Companies that prioritize frontline leadership development are better prepared for future crises Jeff’s biggest takeaway? Supply chain risk management isn’t just about planning for the next crisis—it’s about building a workforce that can adapt, innovate, and lead through uncertainty. ?? Watch the full interview to hear Jeff’s insights firsthand! ?? https://lnkd.in/gGDQ3piA #SupplyChain #RiskManagement #FrontlineLeadership #OperationsExcellence #EmployeeEngagement

At NFI, frontline employees made one thing loud and clear: career growth matters. But traditional “climbing the ladder” wasn’t cutting it—there simply weren’t enough vertical opportunities to go around. So, NFI took action. Using WorkStep’s real-time employee feedback, NFI uncovered a consistent theme across all locations and divisions: employees wanted more opportunities, and managers struggled to provide answers. The solution? Horizontal mobility. Instead of only looking up for the next step, NFI created structured pathways across departments and locations—giving employees more opportunities to gain new skills and advance their careers. Watch the full video here: https://lnkd.in/gRjPCECn #CareerGrowth #TransportationAndLogistics #SupplyChain

Forbes recently reported a wave of layoffs hitting the retail sector as companies adjust to mounting economic pressures. But here’s the real question: Are layoffs solving the problem—or creating new ones? Retail has long struggled with high turnover, workforce disengagement, and labor shortages. Cutting headcount might ease short-term financial strain, but without addressing why employees leave in the first place, retailers risk a cycle of instability that damages productivity, customer experience, and long-term profitability. ?? The solution? Better workforce visibility. Retailers who invest in continuous listening and real-time feedback can: ? Identify hidden attrition risks before they become costly turnover ? Pinpoint productivity challenges and optimize operations ? Take targeted action to improve employee experience—and retention At WorkStep, we help retail leaders get ahead of workforce challenges instead of just reacting to them. Because a stable, engaged frontline workforce isn’t a cost. It’s a competitive advantage. Read the full Forbes article here: https://lnkd.in/g-k7R3sC

Benchmarking feels safe. It’s familiar, it’s standardized, and it gives HR leaders an easy way to measure performance. But just because something is widely accepted doesn’t mean it’s the best approach. Too many organizations fall into the trap of using benchmarking as a crutch, assuming that if they meet industry averages, they’re doing fine. The problem? Those averages don’t reflect the unique realities of your workforce. And worse, they often leave organizations stuck in reactive mode—fixing problems after they’ve already impacted retention and productivity. Instead of benchmarking against others, what if HR and Ops leaders focused on real-time data from their own workforce? By continuously listening to employees and identifying trends as they emerge, leaders can get ahead of issues before they become costly problems. WorkStep’s platform is designed for exactly this—helping leaders capture insights that drive immediate action. Because at the end of the day, improving #retention and #workforce #productivity isn't about meeting an industry average. It’s about doing better than yesterday.

When we think about career advancement for frontline workers, the image of climbing a ladder often comes to mind. But what if career growth isn’t just about moving up—but also moving across? Jon Cox, VP of Talent at NFI, recently sat down with WorkStep to discuss how NFI is transforming career mobility by embracing horizontal movement—allowing employees to explore new roles, gain diverse experience, and open more doors for long-term advancement. ?? Key takeaways from our conversation: ? Traditional ladders don’t always work – Limited promotion slots leave employees stuck, leading to frustration and turnover. ? Data-driven decision-making – NFI used WorkStep’s employee feedback tools to understand what workers really wanted. ? “Move over to move up” – Employees can explore different departments, locations, or roles to build new skills. ? Leadership buy-in is crucial – NFI’s CEO actively champions internal mobility, ensuring managers see it as a win, not a loss. Watch the full interview & read the blog to learn how NFI is empowering employees, retaining top talent, and future-proofing their workforce. ?? https://lnkd.in/gRjPCECn

Supply chain leaders, are you ready for the next disruption? ?? The latest wave of tariffs on imports from Mexico, Canada, and China is another reminder that supply chain resilience isn’t optional—it’s essential. Companies like Sysco are scrambling to adjust, realizing that supplier diversification isn’t just a pandemic-era strategy—it’s a long-term necessity. But some things, like avocados in the winter, just can’t be easily replaced. ?? For operations leaders, uncertainty is the new normal. From tariffs to climate change to labor shortages, the ability to pivot quickly is what separates thriving businesses from struggling ones. Need more visibility into frontline operations and risk mitigation? Let's connect! https://lnkd.in/gvqeXiu8 #SupplyChain #Tariffs #RiskMitigation

Annual engagement surveys are like using last year’s weather report to decide what to wear today. Workforce needs change fast—and when leaders are waiting months for insights, they’re already behind. Real workforce engagement happens when HR and Operations move beyond static surveys and start leveraging real-time employee feedback. That means: ? Continuous listening—so you know what’s working (or isn’t) right now ? AI-powered insights—to highlight trends and uncover root causes ? Dynamic surveys—that adapt based on real-time workforce sentiment The companies winning today aren’t just collecting data. They’re using it immediately to drive impact—reducing turnover, improving safety, and boosting productivity. If your engagement strategy is still running on an annual cycle, it’s time to rethink the approach. Because the frontline isn’t waiting—and neither should you. #WorkforceEngagement #HRTech #FrontlineSuccess #EmployeeListening

February Newsletter ?? ??

I/O psychology gave us the blueprint for employee surveys—but is it holding us back? For decades, Industrial-Organizational (I/O) psychology has shaped how we design employee surveys. It’s given us tools to ensure questions are valid, reliable, and free from bias. It’s helped standardize things like engagement scores and job satisfaction metrics, all backed by research and academic rigor. But your company isn’t a lab. It’s dynamic. Messy. Human. And static surveys—no matter how scientifically crafted—struggle to keep up. When you send the same “perfect” set of questions year after year, you get data that’s clean but flat. - It won’t catch an employee quietly struggling with an issue that requires a few follow ups? - It won’t surface how a winter storm or new competitor across the street is impacting a local team. - And it won’t necessarily dig into the issues that actually drive turnover, absenteeism, or lost productivity. Here’s what needs to change: Start with a strong foundation—but ditch the rigidity. Build listening strategies that are: - Dynamic: Adapting to real-world events and local challenges - Personalized: Asking the questions that matter most to each employee - Tied to Outcomes: Designed to surface the root causes of costly workforce issues Static surveys can be perfectly designed, but they also often leave leaders blind to what matters most to their workforce.