ER leaders can now depend on the centralized data they have access to, empowering them to make key decisions and predictions.
Saying goodbye to tracking in spreadsheets also helped automate processes and save the ER team countless hours.
Implementing a rigorous and thorough documentation system helped mitigate legal costs.
When Jonathan Weisbrod joined Lyft in 2020 as the head of Employee Relations and Talent Operations, there was an existing ER program in place, but it wasn’t following Lyft’s philosophy. It was more consultative in that the team advised business partners, but they weren’t very hands-on with case management. This resulted in a lack of proper and complete documentation, posing risk to the organization.
Jonathan recognized that they needed a single-source repository, a platform where they could easily pull up historical cases. He saw how HR Acuity could provide that, and that it would also remind investigators what steps they should be following throughout an investigation process. HR Acuity walks them through the platform, while a lot of other tools don’t. “That’s a significant benefit for us – ease of use with step-by-step guidance included in the software.” Jonathan went on to express frustration with other solutions by saying: “I’ve worked with other tools that supposedly can ‘do this work,’ in theory, but they tend to be a part of a single-source solution, like a ServiceNow, and not designed for ER. So, when a peer of mine says, ‘Leadership wants us to use ServiceNow,’ I tell them to tell leadership, ‘You get what you pay for.’ It just doesn’t have enough of the functionality that ER professionals need to be effective or to make their lives easier.” After advocating for HR Acuity, Jonathan and his team were able to establish a more streamlined process that no longer leaves the organization vulnerable to risk.
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After implementing HR Acuity, Lyft’s model is much more hands-on. It supports four main areas – accountability, which is their performance management program, accommodation, which handles all accommodation needs, and investigations. Investigations are broken down into support for their company’s code of conduct and the typical types of investigations into employee issues for which ER is responsible.
Leadership can now count on the ER team’s subject matter expertise. They know that the ER data the ER team provides them is accurate and detailed. Gone are the days of scattering info and documentation across spreadsheets. Investigations are no longer “he said, she said” and are more thorough and have all the required records to prove resolutions. The result of implementing this rigorous documentation and investigations tool is increased cost savings for the organization. In his own words, Jonathan says, “It doesn’t mean you’re not going to incur any costs, but it helps mitigate them to a large extent. It can impact what that settlement might look like at the end of the day.”
Jonathan went on to expand on the team’s experience using HR Acuity and said that “if my team has an issue pulling data or we’re trying to get filters set up, we reach out to HR Acuity’s support team and we always have a response within two hours. The turnaround time is obscenely fast and good. You don’t get that white-glove treatment from ServiceNow or WorkDay.”