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Because most are built for salaried, full-time, one-location staff. Retail is none of those: part-time patterns, several stores, seasonal peaks and turnover that makes onboarding a weekly event rather than an occasional one.
So the system holds the head office correctly and the shop floor approximately, in a spreadsheet per store.
Rosters run per store with the patterns you actually use, and check-in produces attendance without a manager transcribing anything. Leave balances are pro-rated to the contracted pattern rather than assumed.
Onboarding is a template: contract, right-to-work documents with expiry dates, and access, in one sequence rather than six.
It does not forecast demand or optimise a roster against footfall. It holds the roster and enforces it; the shape of it is yours.
And it will not fix understaffing. It shows exactly where cover was short, with dates, which is at least the beginning of the argument.
One reporting structure covers every store, so approvals route correctly when a manager covers three sites. Attendance reports compare stores on the same basis rather than on differently-kept spreadsheets.
Offboarding is as fast as onboarding, which at real turnover rates is the half that usually gets skipped.
Yes, to the contracted pattern rather than to a standard week.
Yes — approvals follow the reporting line, across sites.
It is a template with documents and access in one sequence, which matters most at high turnover.
Half an hour on your own numbers is usually enough to say whether Nest is the right place to start.