7-Eleven Australia gains insight to improve employee experience. | Workday Australia & New Zealand (2024)

7-Eleven was a 43-year-old business with 43-year-old people systems and processes. Everything was manual and paper based. Its systems didn’t connect to each other. There was no single source of employee data to make more insightful business decisions. Data was often incomplete, and reporting was limited and time-consuming.

“We faced challenges to quickly ascertain how many permanent, maximum term, agency or contingent workers we had in our network. I couldn’t easily tell you where they were, their tenure, gender, capability, qualifications, diversity attributes, career aspirations or work experience. When someone in our store network changed locations or hours, people had to complete numerous paper-based forms and there was major duplication of activity.”

Challenges.

To continue leading the convenience space and reach its goal of a billion customer transactions by 2030, 7-Eleven needed a different way to manage and engage its people.

7-Eleven wanted to bring real insight into the business and empower people to take action from it. Its need was bigger than transforming HR. The goal was to transform the entire business, with HR as a key player in that process. 7-Eleven wanted to become more productive, make smarter decisions and have an incredible employee experience.

Workday aligns very strongly to our company values. They’re bold, they care about the customer and they’re innovative. We also knew Workday would push us to embrace continuous improvement.

Head of HR Performance, People and Communications

Why Workday.

7-Eleven was looking for a proven, seamless cloud-based, end-to-end solution with proven integration with its payroll system, and an ability to integrate to its Mulesoft middleware. It needed to offer an exceptional, intuitive user experience and support real-time data and mobility.

“We were looking for a partner that strives to continually improve its solution and pushes our business to improve, one that has the right data security capabilities, advanced analytics and scalability to fit our business,” says Christine.

“The main reason we chose Workday was because they approached the tender process trying to understand our business. They weren’t just trying to sell us a product. They were humble, insightful and customer centric. Workday also had a really premium end-to-end product with proven integrations to other systems that we knew would help us achieve our strategy and drive our business forward.”

Better people experience.

Only four months since they went live with the system, 7-Eleven has seen exceptional uptake from users, predominantly on mobile, thanks to an enhanced user experience. Recruitment, onboarding, performance/goal setting and ESS business processes are all being used frequently.

“We’re doing innovative things in the digital space for our customers, and now we can provide that same experience for employees as well. We don’t want our employees to fill out a paper form or a manual spreadsheet, we want them to experience digital change in the tools that they use from onboarding to training to development. We believe that if we create a good experience, people will stay with the company longer,” says Christine.

We recognised Workday as an innovative people technology solution partner. The agile and continuous improvement mindset fostered at Workday complements our people strategy with the end user front of mind.

Head of HR Performance, People and Communications

Improved performance.

Workday’s solution gives 7-Eleven’s managers and directors access to a new reporting, analytics, learning, performance and talent module. Housed in one system, the newly available data is helping 7-Eleven to uplift capability by providing team members with access to development opportunities and clarity on performance objectives. Leaders are using the performance module strongly to ensure team members are clear on the goals they need to achieve.

From a store manager perspective, Workday takes the unnecessary administration out of managing their teams. “Store managers are able to focus more of their time on their employees’ experience and specifically the management of performance and talent,” says Christine.

Value for money.

“I think a lot of HR people struggle with the cost of the license. What they don’t realise is you have to consider the full cost of life,” says Christine. “Some providers come in low and then hit you later with add-ons. It’s not just about the license fee but it’s about, once you’ve deployed, how many people are you going to have internally to support the solution? And how much of that is ongoing? How easily can processes be reconfigured and enhanced as business needs inevitably change? How much is it going to cost to do additional patches to other IT systems? How difficult will it be to complete regression testing? Will this investment stand the test of time and continue to interface with other key systems like workforce planning or finance solutions? It’s like buying a car and then finding out you’ll be charged extra for hubcaps.”

Value-added decisions.

One of the most critical benefits is 7-Eleven’s opportunity to make insightful, data-driven decisions.

“Already we’re seeing real cash flow benefits for example in the way we manage leave liability and leave leakage. During our Christmas shutdown, we were able to quickly ascertain leave booked. Whereas, in the past, our legacy systems didn’t provide this quick and reliable snapshot,” says Christine.

“Before Workday, it would have taken my team weeks to view our absenteeism figures and look at our employee spread by state. Now, I’ve got the data at my fingertips with an ability to provide accurate reports to our C-Suite team within minutes.”

“Previously, our staffing was reactive and was solely focused on putting someone into a store and filling a shift. We’ve shifted our strategy to be more proactive. We’re now constantly thinking about things like: Do we have people with the right skills that this particular store needs? Are our employees engaged? Are we looking at our employees for the long term rather than just expecting them to stay with us for a short stint and leave us to build a career elsewhere?” says Christine.

I think the future for our business is limitless with Workday—it’s a dream partnership. I truly believe it will transform our business and help us maintain our lead as a convenience business in the Australian market.

Head of HR Performance, People and Communications

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7-Eleven Australia gains insight to improve employee experience. | Workday Australia & New Zealand (2024)

FAQs

What are the values of 7-Eleven Australia? ›

We want to make it easier for our people to live a good life and for our business to flourish through our people. For us, a key part of that means ensuring our workplaces are inclusive, our people are supported to be themselves, and they feel confident they belong.

How many employees does 7-Eleven have in Australia? ›

There are more than 450 small family-owned businesses in the 7-Eleven franchise network. Approximately 9,000 Australians work under the 7-Eleven brand, employed directly by 7-Eleven or indirectly through franchised stores, and these teams serve an average of seven customers every second across Australia.

What do you understand by employee experience? ›

So, let's take a closer look. The employee experience is how an employee experiences your organization through all touchpoints—such as what they learn, see, and do. Additionally, the company's physical workspace, culture, and technology contribute to employee experience.

What is employee experience and design thinking? ›

Design Thinking is closely tied to employee experience by emphasizing empathy, ideation, and iteration. Through empathizing with employees' needs and challenges, generating innovative ideas, and continuously refining solutions based on feedback, companies can create a more engaging and supportive workplace culture.

What are the core values of Australians? ›

​​​​​​​​​​​​Australian values based on freedom, respect, fairness and equality of opportunity are central to our community remaining a secure, prosperous and peaceful place to live. Our values define and shape our country and they are a reason why so many people want to become Australian citizens.

How much do 7-Eleven owners make in Australia? ›

The 7-Eleven Store Agreement provides Franchisees with a guaranteed yearly gross income currently this is $365,300 for Fuel Stores and $399,000 for Non-Fuel Stores.

How much do you get paid at 7 11 in Australia? ›

How much does 7-Eleven in Australia pay? Average 7-Eleven hourly pay ranges from approximately $26.04 per hour for Cashier to $29.58 per hour for Console Operator. The average 7-Eleven salary ranges from approximately $61,585 per year for Store Manager to $69,920 per year for Retail Sales Assistant.

What is the market share of 7-Eleven in Australia? ›

It has been acquired by the Japanese parent group Seven-Eleven Japan, which plans to step up expansion in Australia of a business with 752 outlets selling snacks, drinks, coffee and fuel. It has a market share of about 32 per cent in convenience store merchandise.

Who has the most employees in Australia? ›

Top publicly traded Australian companies by number of employees
#NameEmployees
1Woolworths Group 1WOW.AX200,364
2Wesfarmers 2WES.AX120,000
3Coles Group 3COL.AX120,000
4Ramsay Health Care 4RHC.AX90,000
57 more rows

Is there anything else that would improve your employee experience? ›

Offering robust professional development opportunities is key to improving the employee experience. This includes access to training programs, mentorship, and career advancement paths that align with individual goals and the organization's objectives.

What makes a great employee experience? ›

Employees respond best to regular informal feedback on their work and frequent praise and recognition for excellent work. An employee also needs to feel that their performance -- reflecting their individual achievement, team collaboration and customer value -- is reviewed in a fair and comprehensive way.

What are three key facts that summarize the employee experience? ›

Morgan has concluded that every employee experience, no matter the size or scope of an organization, is influenced by three basic environmental factors: cultural, technological, and physical. “All three of these aspects,” he says, “should be focused on creating an environment where people want to show up!”

What are the three types of design thinking? ›

The Three Phases of Design Thinking: Immersion, Ideation and Prototyping. The Design Thinking approach have changed the way thousands of companies think (and do) innovation. Start your transformation from 3 basic standards: Immersion, Ideation and Prototyping.

Why is employee experience critical? ›

Increased sales and profits. Ultimately, an organization's performance is measured by its revenue and profits. An organization that focuses on positive employee experience achieves a boost in these two. As said earlier, happy employees equal low employee turnover, which reduces hiring costs and increases profits.

What is employee experience model? ›

The employee experience is the journey an employee takes with your organization. It includes every interaction that happens along the employee life cycle, plus the experiences that involve an employee's role, workspace, manager and wellbeing.

What is the mission statement of 7-Eleven? ›

7-Eleven aims to be a one-stop shop for consumers – a place people can always rely on to deliver what they want, when, where, and how they want it.

What is the slogan of 7-Eleven? ›

The Impact. The "Take it to Eleven" campaign delivered remarkable results, contributing significantly to business recovery with a projected 52M incremental trips for 2021.

What does the number 7-Eleven represent? ›

711 as a Message of Encouragement

The 711 angel number is a powerful message of encouragement from the universe. It serves as a reminder that you have the strength and resilience to overcome any challenges you may face. Trust in yourself and your abilities, for you are capable of achieving great things.

What does 7-Eleven stand for? ›

In 1946, the chain's name was changed from "Tote'm" to "7-11" to reflect the company's new, extended hours, 7:00 a.m. to 11:00 p.m., seven days per week. In July of 1999, the corporate name of the US company was changed from "The Southland Corporation" to "7-Eleven Inc."

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