Companies that maintain competitive advantages in a challenging labour market aren’t just acknowledging workforce management but investing in it strategically. As workplace expectations shift and organisations work to develop sustainable talent strategies, Rizing has established itself as the definitive global leader in SAP SuccessFactors implementations.
Lani Hoffmann-Davis, Head of Workforce Management at Rizing, offers her perspective on why technology adoption often fails without workforce stability.
“Any sort of change is going to be met with some form of friction. You need to find out how to overcome that.”
Lani Hoffmann-Davis | Head of Global Workforce Management at Rizing
The Impact of Leadership on Workforce Retention
Lani’s experience implementing workforce solutions across industries has revealed a critical truth—retaining skilled employees isn’t merely a human resources concern—it’s the foundation of a successful technology transformation. Knowledge workers who understand organisational processes carry the institutional memory to effectively translate business requirements into technological solutions. Without this continuity, implementations falter as new hires struggle to grasp complex workflows they didn’t help create.
Because of this, strong leadership serves as a key to fostering a culture of talent retention, reducing costly turnover cycles and ultimately boosting productivity levels. Lani explains, “If you aren’t a good leader, you will bleed talent. If you’re not fighting to replace talent, you can actually get much better results.” Leaders who communicate clear expectations, recognise achievements and provide transparent career development paths create psychological safety, stabilising teams during disruptive technology transitions.
Modern workforce management platforms augment these leadership efforts by democratising feedback, creating visibility into performance metrics and enabling personalised development journeys that employees consistently cite as reasons they stay with employers.
The Power of Strategic Technology Partnerships
Technology partners provide specialised expertise that internal departments often lack, implementing targeted solutions like personalised learning platforms and flexible work enablement tools that directly address the factors driving employee departures. Rather than forcing generic digital transformation initiatives, these collaborations deliver measurable improvements to daily work experiences, transforming frustrating bottlenecks into seamless processes.
As an SAP Gold Partner, Rizing tailors SuccessFactors implementation for tailored workforce management (WFM) solutions. Rizing’s global systems integrator partnership with WorkForce Software also ensures a holistic approach to workforce management, catering to diverse business needs. They offer a unique approach that focuses on helping clients achieve business goals within a set time and budget. Further, their IMPACT (Initiative, Map, Progress, Accept, Connect, Thrive) methodology helps businesses finalise implementation plans and processes, establish training protocols and transfer knowledge to new employees as needed.
This strategic partnership helps deliver smooth HR and payroll integration, enhances employee experience and maximises performance through predictive labour demand analysis. These transformations ultimately communicate to employees that their time and satisfaction matter, becoming a powerful, though often overlooked, retention driver.
AI and BI Revolution—How to Communicate Change With Employees
Technology transformation begins long before deployment. Lani explains that effective organisational change management (OCM) serves as the bridge between innovative technologies and their successful implementation. She says, “Any type of change will generate friction.” The difference between successful and failed implementations isn’t the technology itself—it identifies that friction early and develops targeted strategies to overcome it.
Businesses are at a pivotal moment where AI (Artificial Intelligence) and BI (Business Intelligence) tools offer a means of revolutionising business processes. Lani explains, “A lot of people have all this data and ask, how do I look at it? What do I do with it? How do I make it into something I can show to people?” AI and BI technologies promise to create unprecedented visibility into operations and will likely dramatically reshape workflows and job responsibilities.
The transformative potential remains untapped, however, when organisations must make efforts to establish communication frameworks that transform skepticism into enthusiasm. Employees who understand what is changing and why it matters to the organisation are significantly more likely to embrace new technologies rather than resist them.
Successful OCM strategies for digital technology implementations typically include:
- Tailored training pathways
- Champion programs that leverage peer influence
- Transparent communication about how new insights will inform decision-making without cutting human judgment
- Feedback mechanisms that allow employees to name specific pain points
By treating organisational change management as an essential investment rather than an optional add-on, businesses position themselves to rapidly capitalise on the competitive advantages that AI and business intelligence offer, turning technological potential into tangible business outcomes.
Foundations for Lasting Workforce Transformation
As organisations navigate the complexities of modern workforce management, strategic partnerships emerge as catalysts for sustainable transformation. Rizing’s approach demonstrates how specialised expertise and methodologies like IMPACT create implementation pathways that respect both technical requirements and human dynamics.
Successful technology adoption depends on how organisations cultivate leadership practices and change management strategies that preserve institutional knowledge whilst embracing innovation. Prioritising transparent communication, establishing clear feedback channels and addressing resistance proactively, companies can transform potential friction points into opportunities for engagement. Ultimately, the organisations that thrive will recognise workforce management technology as more than a productivity tool, but as a powerful statement about how they value their greatest asset: their people.
Watch the interview with Rizing’s Lani Hoffmann-Davis now.
