How will you compete with Amazon?

Amazon is building more in house operations to retain fulfillment center employees. Can you match them?

You might be familiar with the following predicament:

If I can make $17 per hour at an Amazon warehouse but only $14 per hour as a line cook, a notoriously hot, stressful, intense job, why would I do that?

The idea behind this was that Amazon was helping establish a new minimum wage of $15 in America. Amazon might be able to pay more, but did it really focus on providing a better working environment? Non-compensation related factors were ways other companies could compete, if not directly on wages and benefits.

That may soon be changing. In May, Amazon announced Amazon’s WorkingWell, which will attempt to fix employee health issues and provide healthy snacks in the break rooms. Amazon plans to offer WorkingWell in all of its US operations network by the end of 2021.

If Amazon is building more in house operations to compete on talent for its fulfillment center employees, how will you compete? Not every company can specialize in building an in house operation for this type of solution — Amazon is a nearly $2 trillion company.

Qlicket can help. We enable you and your employees to directly communicate with each other through our kiosks, so issues can be identified and resolved before they become larger problems.

For less than the cost of one employee per month, you will be able to hear from more of your employees on a higher frequency than ever before. If you’d like to schedule a demo and learn more, please get in touch with us at

Predicting Likelihood of Accidents

Higher Engagement = Higher Safety Module Scores

Qlicket’s data science team recently explored whether there’s a correlation between high employee engagement and high safety scores. To conduct this study, similar types of facilities were asked eighteen questions over the series of a few weeks. Here’s a look at some of the questions:

  1. Forklift Trivia! Where can you find important safety information, such as a forklift's rated capacity, weight, fuel type, and attachments?

  2. OSHA Workplace Trivia! Barriers need to be in place in areas where workers could fall more than how many feet?

  3. Keep COVID away! How long should you wash your hands to prevent the spread of illnesses such as COVID-19?

Qlicket took its engagement ratio (the average number of responses at each facility divided by the number of people in that facility) and the safety module scores (the percentage of correctly answered questions at each facility) and ran regression analyses to see whether correlations existed. A positive correlation was found, along with an 89% chance engagement rates may explain differences in safety module scores across these facilities.

Please realize statistical analyses cannot prove other factors are not at play. That said, we’ve found other instances where higher engagement has lead to similarly positive findings, and other studies from Gallup and SHRM validate the importance of employee engagement.

So how can you increase employee engagement and safety scores? Increase communication. Two-way communication. With dynamic content that allows for real-time feedback and responses at scale. Qlicket can help with just that and much more.

Turnover 'Tsunami' is Expected Once the Pandemic Ends

- Society of Human Resource Management

The Society of Human Resource Management (“SHRM”) earlier this month published an article on its blog, “Turnover ‘Tsunami’ Expected Once Pandemic Ends.” The author, Roy Maurer, writes:

More than half of employees surveyed in North America plan to look for a new job in 2021, according to a new report, while separate research shows that a quarter of workers plan to quit their jobs outright once the COVID-19 pandemic subsides and recruiting efforts ramp up.

There are various reasons for this expected turnover, but only 35% is due to better compensation and benefits, according to research commissioned by the Achievers Workforce Institute. This is consistent with our findings.

Do you know what factors are likely to contribute to voluntary turnover of your frontline workforce? How do you plan to retain your workforce as the economy reopens? Are you actively listening to your employees?

At Qlicket, we make it easy for you to hear from 10-30% of your workforce on a daily basis, for something entirely voluntarily and anonymous, through our kiosks. We also launched a new mobile dashboard, so if you want to connect real-time on the go with your deskless workforce, you’re able to do so!

Blue-Collar Jobs Boom

Employment ... now exceeds pre-pandemic levels

We hope you’re looking forward to putting this pandemic in the rear view mirror and getting back to normal. The Wall Street Journal reported on Sunday about the blue-collar jobs boom, stating:

Nationally, employment in residential construction, package delivery and warehousing now exceeds pre-pandemic levels. Manufacturers have steadily added back jobs … Job openings in many blue-collar occupations broke above pre-virus levels last summer and remain significantly elevated.”

If blue-collar talent acquisition is the oft-discussed conversation, then wouldn’t it be wise to begin thinking about talent management and retention of the frontline workforce? “The demand for the workers is not going to go down.”

It costs more than $3,000 to replace the average hourly worker. And yet, companies still keep thinking that dealing with high turnover and lower engagement is simply the cost of doing business with the frontline workforce.

At Qlicket, we keep pushing the envelope on frontline talent engagement, from touchless QR codes to anytime feedback buttons. We this month implemented Net Promoter Score® and a rewards / celebration platform for further driving engagement. Even before these implementations, we’ve been seeing 10-30% daily engagement rates, for something entirely voluntary and anonymous.

We’d love to continue a conversation on how Qlicket might be able to save your company millions by reducing avoidable turnover and increasing productivity with your frontline workforce. After all, “The demand for the workers is not going to go down.”

Why Employee Retention Matters the Most in January, Especially this January

In the aftermath of COVID-19 and the subsequent recession, the costs implicit with high turnover rates are all the more harmful to businesses. Employee retention must be a top concern for employers, especially at the beginning of the year.

This January in particular, tensions might be running higher than normal due to mainstream politics. We’re seeing sentiment like the below through our kiosks - that it might be best not to have any particular news channel on in the workplace environment.

Temptation to Leave

With the cost of replacing an hourly worker averaging $3,328, but sometimes reaching as high as $7,000, it is evident that employee turnover costs are a serious burden on frontline businesses. Managers must also prepare for the reality that January is the most popular month for employees to start searching for another job.

Jeffery Marino, a writer for ZipRecruiter, states that job applications increase by 20 to 30 percent every year in the month of January due to those looking for changes in the new year. In other cases, employees simply wait until they receive holiday bonuses to jump ship. 

Employers must recognize that because of this new influx of job seekers, openings do not always match up perfectly, creating frictional unemployment in the first weeks of the new year.

Accordingly, an article published by Glassdoor explains that “the New Year is a time when lots of people resolve to find a new job.” By the time February rolls around, “workers are shuffling to new jobs, creating openings that organizations need to fill.”

In fact, according to a study completed in the United Kingdom, the most popular day of the year for an employee to quit is the end of the month—January 31. After returning from work after the holidays, some employees continue to endure for the month, but once they again become disillusioned with their job, managers have more difficulty in convincing employees to stay. 

January is therefore the most important time of year for managers to start concerning themselves with employee retention. If morale is not as high as it should be, if disputes keep erupting, and if a positive and enjoyable work culture is not present, January is the ideal time to start making those changes.

Qlicket is the perfect solution for managers to introduce welcome changes after the holidays. Qlicket offers methods of increasing retention and boosting morale by allowing employees to be heard in real time. This allows managers to know and address problems that may push employees away. An excellent New Year’s resolution for any business is improving employee retention with Qlicket.

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