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Ruby Tuesday's Digital Transformation of Retail Management

Join us for a webcast with Lois Collins, VP of HR for Ruby Tuesday, on Wednesday, February 10, 2016, 1 p.m. to 2 p.m. EST. Register here.

I just got off the phone with Lois Collins, VP of human resources for Ruby Tuesday, a well-recognized retail brand in hospitality. It’s amazing what Lois and her team have been able to achieve in less than two years.

When Ruby Tuesday started its journey of digital transformation in talent management, employee turnover was a few percentage points above the industry average—and it’s now significantly below. The restaurant chain is operating at a lower cost and with greater HR efficiency. And the experience of both restaurant guests and employees has vastly improved.

When I asked Lois how Ruby Tuesday got there, she offered multiple reasons. But I surmise that one big reason is that she truly listens—both to employees and her executive team. Employee and customer engagement are way up, and attrition is way down.

Ruby Tuesday’s challenges reflect those of the retail industry. Voluntary employee resignations keep climbing year over year. What employees really want are long-term career development opportunities and to have fun. This works well for Ruby Tuesday, because the brand is all about having fun! And it has a renewed commitment to giving employees what they want.

Ruby Tuesday is on the tail end of implementing Oracle Human Capital Management Cloud. What attracted the restaurant chain was the simplicity and efficiency. Employees use one portal to access everything, from mobile job applications to onboarding. It’s very easy.

Employee onboarding, training, and development programs are supported with robust, fully branded video content. And the whole portal experience is personalized and branded by employee group. Lois regularly sends out surveys to ensure that the content is what employees want and need.

Lois is a good listener, but she also backs everything up with data analytics. The business intelligence and insight she gets helped her identify a number of bottlenecks in recruiting and retention, which she quickly addressed. It turned out that a few competitors were siphoning off some of her best people.

The next step for Lois and her team is to build out goals, performance, compensation, and succession planning.

It’s nice to see when an Oracle client really gets it and uses our capabilities to their full capability. Thanks, Lois, for being a good listener who makes work engaging and fun!

Webcast will be February 10th. More information. 


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