SOLUTION
Reece Group’s people analytics goal was to combine HR data together efficiently and make it accessible to their people, empowering people leaders and branch managers (the heart of the business) to make decisions more effectively and easily.
Knowing exactly where to focus employee retention efforts
With Visier now available to the organization, the People Experience (PEx) team took a closer look at the main drivers of turnover and employee retention. For example, pandemic restrictions in Australia and New Zealand had placed significant and varying degrees of stress on the workforce. Rapid and timely insights generated by Visier helped the business adjust and reprioritize their retention efforts to the areas of the business that really needed it and encouraged people leaders to take action.
Having the data readily available to our leaders has elevated the level of the conversation. Leaders had been working anecdotally, using their gut to make decisions, but once they had the data in Visier, they were willing to change their perspective even if the data contravened long-held ideas.
Sally Young, Chief People Experience Officer at the Reece Group
Predicting—and acting—on future absences before they happen
A leader reached out to the PEx team wanting to understand how employee absences were impacting a trial for a new same-day delivery program. The team took historical absence data for the locations where the trial was running and built a machine learning model to predict how many absences would occur over the next 14 days.
This gave the leader the opportunity to get in front of the issue, Adam explained. Instead of waiting for someone to call in absent, the leader could "ring a contracting company weeks in advance and have contractors ready to go.”
Using Visier to debunk training myths and improve DEI
“Using Visier, we’ve been able to leverage insights to demonstrate that at Reece the tenure of part-timers is actually longer than full-timers for certain demographic groups. So, in certain circumstances, if you train two part-timers, rather than one full-timer, you're helping set the team up for better success in the long-run.”
In addition, in certain Reece geographies that provide part-time employment, women are five times more likely to apply for those roles. Factoring part-time positions into the workforce planning could positively impact the gender balance of Reece’s male-dominated workforce. In turn, more investment in a part-time workforce could more accurately represent the customer base that Reece Group serves.
