With world events disrupting our way of work, managing multiple duties such as creating and managing schedules and rosters, reporting, managing budgets and of course the dreaded compliance requirements can be super challenging without the support of a robust digital workforce management solution is an uphill battle. This misalignment between your duties and tools creates a high-pressure environment, leaves too much room for error, and breeds staff dissatisfaction.

Digital workforce management solutions are essential for success to cope with the turbulent markets we operate in. Yet, like many businesses, you find yourself lacking these tools to navigate your new reality and building a business case to justify it can feel daunting.

You’re not alone.

Research by Prophet, a business transformation consulting company, found that company backing for digital transformation can be difficult to gain.

Also, 28% of people surveyed said transformation is viewed as, and 29% of respondents said it was difficult to gather data that proved its ROI.

At first glance, these figures can be disheartening if you’re keen to bring your organisation’s workforce management into the future.

But not all is not lost. Securing executive buy-in for transformation in your workforce management isn’t impossible with proper planning, research, and timing.

What it takes to get executive support for your digital workforce management proposal

Despite digital transformation becoming one of the top initiatives for businesses in 2020 and 83% of businesses aiming to improve their digital transformation efforts, according to Boston Consulting Group’s research, the numbers don’t always add up, leaving many out of pocket. Mckinsey, a management consulting firm, revealed that just 30% of digital transformations succeed.

Issues like this explain why you may encounter pushback when you suggest taking your workforce management online.

To win the support of leaders, you’ll need to show them the ROI of making the switch to digital workforce management solutions, both financial and non-financial.

For example, reduced instances of wage fraud and a boost in employee engagement using industry-specific examples.

Proving that you have a solid, road-tested strategy and execution plan will help you get the results you want.

This takes time and effort and may even require collaboration with other businesses in your industry to acquire the data you need.

That’s why we’ve included in our guide useful information such as a cost probability formula to assess risk and a breakdown of the WFM optimisation stages you can include in your presentation.

How to successfully manage objections when upgrading your WFM infrastructure

Before you jump into research, it’s important you assess the mindsets and beliefs management hold that are preventing them from giving you their much-desired ‘yes.’

The most typical reasons for rejection include:

Fear of the unknown and complacency – Your company has been experiencing growth, and things have remained relatively stable. This could lead to reluctance to change what they feel is working for fear of regressing the business’ progress.

Internal feedback – Resistance may also spring from the opinions gathered from internal teams not interested in going on a workforce management transformation journey.

Budget concerns – If your company has been hit with financial problems with COVID-19 you will have to work hard at proving the incremental value that a WFM system will deliver.

Lack of understanding – Simply put, some executives won’t ‘get it’. If they’ve managed the business with spreadsheets, emails, and good, old fashioned phone calls successfully until now, they may struggle to see the benefit in forking out for new tools that could transform the employee and ultimately the customer experience.

But whatever the reason for their resistance, there’s one sure-fire way to combat all of these issues…

Education.

Use the forewarning of your executives’ reservations to your advantage by strategically positioning your knowledge to counteract them.

Have pre-determined responses to their questions and concerns, backed up by data. This approach will help combat any resistance you encounter confidently.

Since net profit margins and ROI are key drivers in decision-making, including data points to show the positive effects of digital WFM tools will serve you well.

Also, gain the support of middle-level management before you request sign off from C level suite.  They can connect you with the right decision-maker at a time they’ll be most open to reviewing your proposition.

In our guide, we dive into the types of data to include to pique your executive team’s interest. Plus, we’ve compiled a handy list of quotable data points to help you get started,

Agility in your workforce management is key to thriving in the era of disruption we face.   Your Business Case will be approved with the proper planning, the right strategy, and solid data.