My request was approved right away, and I spent the day recharging. The next day, I felt refreshed and ready to dive back into work with renewed energy. 

Not many days had passed, and a coworker sent me an insightful article from Business Insider that highlighted an interesting trend: sick leave, especially for mental health, is on the rise—particularly among Gen Z, who are prioritizing their well-being more than ever.

It got me thinking about how much the landscape of sick leave has changed over the years. With tools like AttendanceBot making it easier for employees to log time off, and with companies becoming more open to understanding the need for mental health breaks, sick days are no longer just for the flu. The idea that taking a day off to reset your mind and body is now considered just as important as recovering from a cold is refreshing, and I believe we’re seeing a cultural shift towards a healthier, more sustainable work-life balance.

Since AttendanceBot itself manages leave and time off for more than 50,000 employees worldwide, I decided to grab an engineer and do a quick analysis of sick leave trends among knowledge workers across different regions of the world. As I suspected, there’s been a noticeable increase in the number of annual sick days taken, and it’s clear that employees, especially in places like the UK and Australia, are embracing the need for rest, both physically and mentally.

Below are my takeaways from the trends and statistics showing sick leave trends in the US compared to other places in the world, using AttendanceBot data representing 50,000 knowledge workers.

Let’s break down these two graphs in a simple, friendly way. They show how much sick leave knowledge workers are taking across different regions—Australia, Canada, the UK, the US, and a worldwide average—from 2019 to early 2024.

Graph 1: Annual Sick Days Per Employee

• US employees (black line) have remained fairly stable in sick days, using slightly more over time and currently hovering just above 2.5 days per year. As commonly cited, the US and Canada use sick time the least compared to their peers, a trend that doesn’t seem to be changing anytime soon.
• Canada (red line) trails its peers. While employees are taking more leave now that 5 years ago, they’re still only averaging about 2 sick days per year.
• Australia (blue line) leads the pack when it comes to sick days, with employees typically taking around 4-5 days a year. There was a dip in 2021, but Australians have pretty consistently taken about 4.5 sick days per year.
• The UK (purple line) had a big year in 2022, averaging almost 5 sick days, and while that number hovers around 4 today, it’s still an increase from prior years.
• The worldwide average (green dotted line) is just below 3 sick days a year, though worryingly that average has been dropping slowly but steadily since 2019.

Graph 2: Sick Leave as a Percentage of Total Leave

• The US (black line) has generally been using more proportional sick days over time, but 2024 has seen a slight decrease, down to 11% today
• Canada (red line) – as expected based on low total sick time, uses the fewest sick days as a percentage of total leave. Ultimately this is great news that Canadians are still taking other types of leave, just not sick time.
• Australia (blue line) has the highest percentage of total leave taken as sick leave, which likely explains their large volume of sick days.  Australian employees have remained fairly consistent around 16% of total leave.
• The UK (purple line) has seen pretty drastic differences year to year, with 2023 and 2024 seeing a significant increase in sick leave taken to other types of leave, around 16%.
• Worldwide (green dotted line) usage has hovered around 10% since 2019 but seems to be dropping slowly over time as other types of leave become more popular.

Quick Summary:

• The US generally trails its peers in sick time, though it matches pretty closely the worldwide average.
• Canada uses the fewest sick days absolutely and as a percentage, but usage is increasing.
• Australia takes the lead in both sick days and sick leave percentage.
• The UK saw a big jump in sick time starting in 2023, possibly a new normal after COVID-19

So if you’re sick, it’s good to be an Australian! Or if you’re uncomfortable with those sick days and prefer to take other types of leave, maybe give Canada a spin.

Rising Sick Days: What’s the Data Showing?

Looking at the trends globally, there are some key takeaways. For instance, in the US and Canada, the average number of annual sick days per employee has remained relatively stable over the past few years, hovering around two days. However, in countries like Australia and the UK, we’ve seen much higher averages. Australia, in particular, consistently records over four sick days per employee, and the UK saw a spike post-2022, which could reflect the lingering effects of the pandemic.

What’s interesting is that while some regions have a steady rate, others have fluctuated, possibly due to a variety of factors like changing work-from-home policies, burnout, and, as the article from Business Insider highlights, Gen Z’s strong stance on prioritizing mental health.

Mental Health as Part of the Equation

The data also shows that when we look at sick days as a percentage of total leave hours, the numbers are even more revealing. Australia leads the way with sick leave making up around 16-18% of total leave time. The US and Canada, on the other hand, show a lower percentage, sitting closer to 8-10%.

This could reflect cultural differences in how sick leave is perceived and utilized. In some countries, there’s a stronger emphasis on pushing through illness or stress, while in others, like the UK and Australia, there’s more acceptance around taking time off to recharge mentally. 

The rise in sick days among knowledge workers worldwide might also be attributed to the fact that more people are working from home, which can blur the lines between personal and professional time. Many employees may feel the need to take sick days not just for physical ailments, but also for mental exhaustion, burnout, or simply the need to step away from work.

Gen Z and the Future of Sick Leave

The Business Insider article raised a great point about how Gen Z, the youngest working generation, is taking mental health even more seriously than previous generations. They’re not afraid to take sick leave when they feel overwhelmed, and they’re pushing companies to recognize mental health as a valid reason for taking time off.

This shift could signal a broader change in workplace culture, where employees of all ages feel more comfortable taking time off when they need it, whether it’s for their physical health or to manage stress and burnout. As more companies adopt tools like AttendanceBot, tracking these trends becomes even easier, helping businesses understand the importance of providing flexibility and support to their employees.

The Takeaway

Sick leave isn’t just about sneezing and sore throats anymore. As the trends show, more employees, particularly knowledge workers, are recognizing the importance of taking time off for mental health, and companies are becoming more receptive to it. Whether it’s an employee taking a mental health day or a working mom like me who just needs a break from it all, the conversation around sick leave is evolving. 

And who knows? Maybe these trends will continue to rise as more people prioritize their well-being over the traditional “push through” mentality. It’s clear that we’re moving toward a more balanced approach to work, and I, for one, am all for it.

The post The Rising Trend of Taking a Sick Leave appeared first on AttendanceBot Blog.

Key Findings from Slack Workforce Lab

Redefining Productivity

• 27% of executives use visibility and activity metrics rather than actual output to gauge productivity
• Desk workers feel pressured to stay active and respond quickly, even outside working hours

Advances in Technology

• Workflow automations save workers an average of 3.6 hours per week
• Employees using AI report significantly higher productivity levels

Importance of Flexibility

• 71% of desk workers find working the same hours as their colleagues enhances productivity
• Structured flexibility in office policies is crucial for effective hybrid work environments.

Employee Happiness

• Fulfilled & engaged employees are more productive
• Clear boundaries and predictable downtime improve productivity

Solutions: Leveraging Slack Integrations like AttendanceBot

Intentional Office Time

In the quest for enhanced collaboration and team cohesion, fostering intentional office time becomes a cornerstone. Tools like AttendanceBot can encourage and streamline office attendance. AttendanceBot allows employees the flexibility to create personalized work-from-home (WFH) and work-from-office (WFO) schedules that cater to their unique preferences.

Empower team members to actively choose days for in-office work, aligning with their colleagues’ presence. AttendanceBot can send timely reminders, facilitating the seamless planning of weekly WFH/WFO schedules, thereby enhancing team collaboration and productivity.

Enhancing Predictability

Predictability is a key driver of productivity. Scheduling tools, such as AttendanceBot, help in intentionally planning away time, allowing team members to navigate their workdays with greater certainty. Transparent calendars, coupled with AttendanceBot functionalities, provide a visual representation of team members’ availability, enabling effective planning and coordination.

Enhance communication and information dissemination by utilizing channel announcements on Slack. Share crucial schedule-related information, ensuring that teams stay informed and can plan their workdays effectively. By implementing these solutions, organizations can create a more collaborative, predictable, and productive work environment.

Conclusion

Redefining productivity requires a holistic approach that considers both the well-being of employees and the efficient use of technology. Slack Workforce Lab’s research highlights the importance of flexible schedules, intentional office time, and the strategic use of automation and AI. By leveraging tools like AttendanceBot, organizations can address these challenges head-on, fostering a work environment where productivity and employee satisfaction go hand in hand. By embracing these actionable solutions, businesses can pave the way for a future of work that is collaborative, predictable, and ultimately more productive.

The post Redefining Productivity: Leveraging Slack Integrations for a Modern Workplace appeared first on AttendanceBot Blog.

One fun way to encourage teamwork is through creating a team name. A team name can help build team spirit, foster a sense of identity, and make team members feel like they’re part of something special.

In this blog, we’ve compiled a list of team names for different categories, such as unique, cool, funny, one-word, and holiday-themed team names. So, let’s dive in and find the perfect team name for your team!

How to Choose a Team Name?

Choosing a team name is an important part of creating a strong team identity. The right team name can inspire unity, foster team spirit, and create a sense of belonging among team members. But how do you choose the perfect name for your team? Here are some tips and ideas to help you get started.

Reflect your team’s identity

Your team name should reflect your team’s identity and values. Think about what your team stands for, what you want to achieve, and what kind of image you want to project. Are you a competitive team that wants to dominate your opponents, or a more casual team that values fun and camaraderie? Do you want a name that reflects your location, industry, or mission? The more your team name reflects your team’s identity, the more meaningful and memorable it will be.

Keep it simple and memorable

Your team name should be simple, easy to pronounce, and easy to remember. Avoid names that are too long, complicated, or difficult to spell. A good team name should roll off the tongue and stick in people’s minds. It should be easy to say, easy to remember, and easy to search for online.

Be creative and original

Your team name should be creative and original. Avoid using generic names or names that are too similar to other teams in your league or industry. A unique and creative team name will help you stand out and make a lasting impression. Think outside the box and come up with a name that is unexpected, funny, or clever.

Incorporate humor or wordplay

A humorous or clever team name can be a great way to inject some fun and personality into your team. A pun, play on words, or inside joke can make your team name memorable and entertaining. Just make sure the humor is appropriate and not offensive to anyone.

Consider your audience

When choosing a team name, consider your audience. Will your team name be displayed on a banner or jersey for everyone to see? Will it be announced over a loudspeaker at a game or event? Make sure your team name is appropriate for all audiences and won’t offend anyone.

Use a team name generator

If you’re struggling to come up with a team name, consider using a team name generator. There are many online tools and apps that can help you generate a list of potential names based on your preferences and criteria. While these tools can be helpful, be sure to put your own creative spin on the names they generate.

Get input from your team

Finally, consider getting input from your team members when choosing a team name. You can create a survey or poll to gather ideas and preferences. Getting buy-in from your team can help create a sense of ownership and unity around your team name.

Now that you have some tips and ideas for choosing the perfect team name, here are some popular categories and examples to get your creative juices flowing.

Now let’s get started with concrete naming options.

Sports Team Names

Sports teams often choose names that reflect their competitive spirit, strength, and determination. Here are some examples of sports team names:

• The Warriors
• The Titans
• The Mavericks
• The Wildcats
• The Hurricanes
• The Thunderbolts
• The Heat
• The Sharks
• The Bulldogs
• The Panthers

Location-Based Team Names

Some teams choose names that reflect their location, whether it’s a city, state, or region. Here are some examples of location-based team names:

• The New York Yankees
• The Los Angeles Lakers
• The Dallas Cowboys
• The Chicago Cubs
• The Seattle Seahawks
• The Boston Celtics
• The Golden State Warriors
• The Miami Marlins
• The Houston Rockets
• The Colorado Rockies

Good Team Names for Work

1. The Innovators
2. The Trailblazers
3. The Mavericks
4. The Power Players
5. The Dream Team
6. The Visionaries
7. The Game Changers
8. The Achievers
9. The Brainstormers
10. The Synergy Squad
11. The Solution Seekers
12. The Collaborators
13. The Problem Solvers
14. The Results Driven
15. The Impact Makers

When choosing a team name for work, it’s important to consider what message you want to convey to your colleagues, clients, and stakeholders. Do you want to emphasize your team’s creativity, innovation, and risk-taking? Or do you want to focus on your team’s ability to solve problems, collaborate effectively, and deliver results? Whatever your priorities and values are, there’s a team name out there that can capture them and inspire your team to greater heights.

Unique Team Names

1. The Phoenixes – rising from the ashes to achieve greatness
2. The Time Travelers – taking on challenges from different eras and perspectives
3. The Misfits – celebrating the differences that make us stronger as a team
4. The Zen Masters – focused, calm, and in control
5. The Trail Mix – a diverse blend of talents and backgrounds
6. The Dream Catchers – turning dreams into reality
7. The Illuminators – shedding light on complex problems and finding solutions
8. The Nirvana Navigators – finding peace and success through teamwork
9. The Catalysts – sparking change and innovation in the workplace
10. The Titans of Tech – dominating the tech industry with skill and ingenuity
11. The Daredevils – pushing boundaries and taking calculated risks to achieve greatness
12. The Game Makers – crafting winning strategies and executing with precision
13. The Renegades – breaking the rules and challenging the status quo
14. The Innovation Nation – leading the charge in creativity and problem-solving
15. The Power Pioneers – carving out new paths and making a difference in the world

When choosing a unique team name, it’s important to consider your team’s identity, values, and goals. What makes your team stand out from the rest? What message do you want to convey to others? A unique team name can help distinguish your team from others and inspire team members to take pride in their work and achievements.

And while you’re mulling team identity, consider a unique digital identity – digital tools like Uniqode’s business card offer a unique way to create personalized, shareable digital cards for team members to connect with – and share skills and team values with – others inside and outside your organization.

Cool Team Names

1. The Avengers – a name inspired by the popular superhero team
2. The Warriors – a classic name that conveys strength and courage
3. The Mavericks – a name that suggests your team is independent and unorthodox
4. The Black Panthers – a name inspired by the revolutionary black political party
5. The Vortex – a name that suggests your team is powerful and unstoppable
6. The Dominators – a name that conveys your team’s determination to win
7. The Bandits – a name that suggests your team is daring and adventurous
8. The Terminators – a name that suggests your team is tough and unstoppable
9. The Phoenixes – a name that suggests your team can rise from the ashes of defeat
10. The Titans – a name that suggests your team is powerful and legendary
11. The Thunderbolts – a name that suggests your team is dynamic and electrifying
12. The Firebirds – a name that suggests your team is passionate and bold
13. The Gladiators – a name that suggests your team is brave and ready for battle
14. The Predators – a name that suggests your team is fierce and relentless
15. The Stormchasers – a name that suggests your team is adventurous and fearless

When choosing a cool team name, it’s important to consider what message you want to convey to your teammates and competitors. A cool team name can help boost team morale, create a sense of unity and identity, and intimidate opponents.

Funny Team Names

1. The Punderful Ones – a team that loves a good pun
2. The Quizzard of Oz – a team that’s always up for trivia and pop culture questions
3. The Mighty Morphin Flower Arrangers – a team that can make anything sound tough
4. The Winos – a team that likes to have fun and unwind after work
5. The Office Olympians – a team that takes its lunchtime games seriously
6. The Walking Deadlines – a team that knows how to get things done on time
7. The Tequila Mockingbirds – a team that likes to have a good time while they work
8. The Slackers – a team that knows how to work smart, not hard
9. The Noobs – a team that’s just starting out but ready to learn
10. The Snack Attack – a team that’s always ready for a snack break
11. The Latecomers – a team that’s always running a few minutes behind schedule
12. The Brain Farts – a team that’s not afraid to make mistakes and learn from them
13. The Desk Jockeys – a team that’s always working hard at their desks
14. The Sassy Pants – a team that’s not afraid to speak their minds
15. The Couch Potatoes – a team that knows how to relax and unwind
16. The Caffeine Addicts – a team that can’t function without their daily dose of coffee or tea

When choosing a funny team name, it’s important to keep it appropriate and in good taste. A funny team name can help lighten the mood and create a sense of camaraderie among team members. It’s important to choose a name that reflects your team’s personality and sense of humor, while also aligning with your team’s goals and values.

One Word Team Names

The post The Best List of Team Names for Work appeared first on AttendanceBot Blog.

In this blog, we’ll explore the basics of time and a half, including how it is calculated for both hourly and salaried employees, as well as the laws and regulations that govern overtime pay. We’ll also discuss some of the pros and cons of offering it. While also providing some tips for both employers and employees to make the most of overtime.

What is Time and a Half?

Time and a half is a compensation rate that is typically paid to employees for working over 40 hours in a week. It means that for each hour worked over a certain number of hours in a week, the employee is paid their regular hourly wage plus an additional 50 percent of that wage.

For example, if an employee makes $20 per hour and works time and a half at a time-and-a-half rate, they would earn $30 per hour for each hour worked over the designated threshold.

Time and a half ensures that employees are compensated for the additional time and effort. It also helps to incentivize employees to work overtime when needed. While also discouraging employers from overworking their employees excessively without adequate compensation.

Who is Eligible for Time and a Half?

Under the Fair Labor Standards Act (FLSA) in the United States, non-exempt employees who work more than 40 hours in a workweek are entitled to receive time and a half pay. This means that if an employee’s regular hourly rate is $10 per hour, they would be entitled to receive $15 per hour for every hour worked over 40 hours in a workweek.

However, it’s important to note that not all employees are entitled to time and a half pay. Exempt employees, such as executive, administrative, and professional employees, are generally not entitled to overtime under the FLSA. Additionally, some industries and professions may be exempt from time and a half pay requirements under certain circumstances.

It’s also important to note that some states may have their own time and a half laws that provide greater protections to employees than federal law. In these cases, employers must comply with the law that provides the greater benefit to the employee.

When is Time and a Half Paid?

Time and a half is typically paid to employees who work any time over the designated threshold. In the United States, the designated threshold is typically 40 hours per week.

What is the Monetary Impact of Time and a Half?

• For Employees: Time and a half allows employees to earn additional pay for working overtime, which can significantly increase their overall earnings. It also incentivizes employees to work time and a half when needed. While discouraging employers from overworking their employees excessively without adequate compensation.
• For Employers: Time and a half can increase an employer’s labor costs, as they must pay employees at a higher rate for overtime work. However, it can also help to increase productivity and avoid the costs associated with hiring additional employees.

How can Employers Ensure Compliance with Time and a Half Regulations?

Employers must comply with all laws regarding time and a half pay to avoid legal issues or penalties. This includes:

• Properly classifying employees as exempt or non-exempt
• Accurately tracking employee hours worked
• Paying employees at the appropriate rate for time and a half hours worked.

Overall, overtime pay is an important aspect of employee compensation and helps to ensure that employees are fairly compensated for the additional time.

How to Calculate Time and a Half? 

For Salaried Employees

Calculating time and a half for salaried employees can be a bit more complex than for hourly employees. Salaried employees are typically paid a fixed amount regardless of the number of hours worked. Here are the general steps to calculate time and a half for salaried employees:

• Determine the employee’s regular rate of pay: To calculate the regular rate of pay for a salaried employee, divide their annual salary by the number of workweeks in a year. For example, if an employee’s annual salary is $50,000 and they work 52 weeks a year, their regular rate of pay is $961.54 per week.
• Calculate the hourly equivalent of the regular rate of pay: To calculate the hourly equivalent of the regular rate of pay, divide the weekly salary by the number of hours the employee is expected to work in a week. For example, if the employee is expected to work 40 hours per week, their hourly equivalent would be $24.04 per hour.
• Determine the time and a half rate: To calculate the time and a half rate for salaried employees, multiply the hourly equivalent of the regular rate of pay by 1.5. For example, if the hourly equivalent is $24.04 per hour, the time and a half rate would be $36.06 per hour.
• Calculate the time and a half pay: To calculate the overtime for a salaried employee, multiply the additional hours worked by the time and a half rate. For example, if an employee works 50 hours in a week, 10 of which are time and a half hours, their time and a half pay would be 10 x $36.06 = $360.60.

It’s important to note that this is a general method for calculating overtime pay for salaried employees. It may vary depending on the specific circumstances of the employee and their industry. Additionally, as mentioned earlier, some salaried employees may be exempt from time and a half pay requirements.

For Hourly Employees

Calculating time and a half for hourly employees is fairly straightforward. Here are the general steps to calculate time and a half for hourly employees:

• Determine the employee’s regular rate of pay: This is the hourly rate at which the employee is normally paid for their work.
• Determine the time and a half rate: To calculate the time and a half rate, multiply the employee’s regular rate of pay by 1.5. For example, if the employee’s regular rate of pay is $15 per hour, their time and a half rate would be $15 x 1.5 = $22.50 per hour.
• Calculate the time and a half pay: To calculate the time and a half pay for an hourly employee, multiply the number of time and a half hours worked by the time and a half rate. For example, if an employee works 45 hours in a week, 5 of which are time and a half hours, their time and a half pay would be 5 x $22.50 = $112.50.

Conclusion

In conclusion, time and a half is an important aspect of employment law. Whether you are an employee seeking to maximize your earning potential, or an employer looking to stay compliant with overtime laws and regulations, understanding overtime is essential.

Remember, it’s important for employers to ensure that they are properly calculating and paying time and a half to their eligible employees. Failure to do so can result in costly penalties and legal action. Likewise, employees should be aware of their rights when it comes to overtime pay and should not be afraid to speak up if they believe they are being underpaid.

The post What Is Time And A Half and Why does it Matter? appeared first on AttendanceBot Blog.

In this blog, we’ll discuss what offboarding is and provide tips for developing an effective offboarding process. Whether you’re an HR professional, manager, or business owner, this blog will provide valuable insights into how to handle the offboarding process professionally and efficiently.

What is Offboarding? 

Offboarding is the process of managing an employee’s departure from a company. It encompasses taking necessary steps and procedures to ensure that the departing employee leaves the company in a professional and respectful manner. Offboarding typically involves tasks such as returning company property, completing any outstanding work, providing feedback, and revoking the employee’s access to company systems.

The goal of offboarding is to ensure a smooth transition for both the employee and the company and to protect the company’s interests. It also provides an opportunity for the organization to gather feedback from departing employees to identify areas for improvement.

To learn more about the offboarding process read our Comprehensive Guide to Employee Offboarding. 

7 Tips for an Effective Offboarding

Start Planning Early

It’s essential to communicate effectively with the departing employee and their team. Starting the offboarding process early allows ample time for communication to take place. This includes notifying the team of the employee’s departure, arranging farewell gatherings, and ensuring that any questions or concerns are addressed.

More importantly, an employee’s last day is normally reserved for farewell parties, tearful goodbyes, and gifts. This is why the offboarding process should start well before the employee’s last day. 

Starting the offboarding process early allows HR and managers to plan effectively for the employee’s departure. They can make sure that everything is in place to ensure a smooth transition and that all necessary paperwork, such as exit interviews and final pay, is completed on time. 

Overall, starting the offboarding process early allows for a more organized, efficient, and positive departure for both the employee and the organization. It ensures that all necessary steps are taken to protect the company’s interests and maintain good relationships with departing employees.

Communicate Clearly

Make sure that you communicate clearly with the exiting employee about what is expected of them during the offboarding process. This includes returning any company property, completing the necessary paperwork, and informing their team about their departure. If they have a client-facing role, they also need to create a plan of action for notifying their clients and managing handoffs. 

Human Resources needs to make sure that the exiting employee feels comfortable and confident while also protecting the interests of the company. 

Conduct an Exit Interview

Most employees eventually quit. Some may do so because of personal issues, things at work, or because they have found more growth opportunities. But finding out if there was a way to prevent attrition is one of the key aspects for HR professionals. In order to do that, an exit management process that includes an exit interview is crucial. 

An exit interview is a great way to gather feedback from departing employees. This can help you identify areas for improvement and make changes to ensure that future employees have a better experience. 

Exit interviews are an essential tool for organizations to gather feedback from departing employees, identify areas for improvement, and take steps to retain valuable employees. By conducting exit interviews effectively, the organization can maintain positive relationships with departing employees and protect its interests.

Take exit interviews with a pinch of salt. Not all employees may be entirely truthful. This may be due to bad experiences with management or just an overall assumption that nothing will ever change. But wherever possible, HR professionals should create actionable takeaways from exit interviews and implement them. 

Have a Plan in Place for Knowledge Transfer (Tribal or Otherwise) 

We live in fast-paced times. The employees do not have to stay at a place for decades to build up a knowledge base. Even an employee who has worked at the organization for a couple of years creates a unique bank of critical information that is important for the growth of the business.

It is important to get a hold of this knowledge before the employee moves on from the organization. The employee’s expertise can encompass the relationships they fostered within and outside the organization, the training provided to their replacement, and the roadmaps of the projects they leave behind.

Make sure that there is a plan in place for transferring the exiting employee’s knowledge to other team members. This will help ensure that critical information is not lost when the employee leaves.

Protect your Organization

Make sure that you have a plan in place to protect your organization’s interests. This may include revoking access to company systems, retrieving any company property, and ensuring that the exiting employee does not take any confidential information with them.

Remind the exiting employee of any confidentiality or non-disclosure agreements they signed during their employment and emphasize that they are still obligated to abide by these agreements even after they leave.

The company should update its internal documentation, such as contact lists, org charts, and workflows, to reflect the departing employee’s departure. This ensures that other employees have up-to-date information about who to contact and what to do in the employee’s absence.

Offer Support and Stress-Free Exit

Leaving a job can be a stressful time for employees. Some employees being offboarded will not leave by their own choice. For this who don’t have a choice, make sure that the business offers support. This can include assistance with job searches and resume writing. 

For those who have consciously made the decision to leave, be sure to provide an easy exit where they have a positive impression of the company. Be sure that the doors of the company are always open and they can always come back as boomerang employees. 

When a former employee rejoins the company, it is clear that they enjoyed working at this one better than the competition. In that case, current employees may be more likely to question their own reasons for looking to shift which can actually improve employee retention.

Celebrate their Contributions

Take the time to celebrate the exiting employee’s contributions to the organization. This can help ensure that they leave on a positive note and encourage them to speak positively about the organization in the future. Some ways to celebrate their contributions are: 

• Host a farewell party: The company can host a farewell party to celebrate the employee’s achievements and contributions. The party can include speeches, presentations, and gifts to show appreciation. 
• Write a letter of appreciation: The company can write a letter of appreciation for the employee, highlighting their achievements and contributions to the organization. 
• Share achievements on social media: The company can share the employee’s achievements on social media, such as LinkedIn. This can also help the employee build their personal brand while also showcasing the company culture. 
• Provide a positive reference: The company can designate a team member to act as a reference for the exiting employee. Providing a positive reference to the employee can be helpful in their future job search. 

Conclusion

It is important for companies to have an effective offboarding process in place; to ensure a smooth transition for the employee and to protect the company’s interests. 

In this blog, we have discussed seven tips for an effective offboarding process. Companies can ensure that the offboarding process is efficient, professional, and respectful to both the employee and the organization. 

What if you could use a tool to streamline offboarding?

AttendanceBot can manage the offboarding process of employees from a company. It can automate and streamline routine tasks such as checklist creation, updating the org chart, exit interviews and company-wide notifications.

The post 7 Tips for an Effective Offboarding appeared first on AttendanceBot Blog.

Let’s dive into 5 time management tips to boost productivity so that you can stop pulling those all-nighters for work. 

Time Management Tip #1: Set Clear Goals

Setting clear goals is essential for effective time management. When you have a clear idea of what you want to achieve, it becomes easier to prioritize your time and focus on the tasks that will help you reach your goals. Here are some tips to help you set clear goals:

• Be specific: Set goals that are clear and specific. Instead of setting a general goal like “finish work before 5 pm,” set specific goals like “wrap up blog writing before lunch and block 2 hours in the latter half for clearing emails.”
• Make them measurable: Set goals that are measurable, so you can track your progress and know when you’ve achieved them. For example, if your goal is to maximize time spent on coding, set aside 3 hours per day where you’re doing just that. 
• Set realistic goals: Set goals that are challenging but realistic. If your goal is too difficult, you may become discouraged, but if it’s too easy, you may not be motivated to achieve it.
• Prioritize your goals: Identify the most important goals and prioritize them based on their urgency and importance. This will help you focus on the tasks that will have the biggest impact on your life.
• Write them down: Write your goals down and keep them in a visible place, so you’re reminded of them every day. This can help you stay motivated and focused on achieving your goals.

By setting clear goals, you’ll have a roadmap for managing your time effectively. You’ll know what tasks to prioritize and focus on, which can help you use your time more efficiently and achieve your goals faster.

Time Management Strategy #2: Use a Time Tracking Tool 

Here are some tips for using a time tracking tool for better time management:

1. Choose a tool that suits your needs: There are many different time tracking tools available, so choose one that suits your needs. Look for features like project management, task tracking, and reporting.
2. Set up your tasks: Once you’ve chosen your tool, set up your tasks and projects. Break down larger tasks into smaller ones so you can track your progress more accurately.
3. Track your time accurately: Be sure to track your time accurately, using the tool to log the time you spend on each task. This will help you see where you’re spending your time and identify any areas where you’re wasting time.
4. Analyze your data: Use the reporting features of your tool to analyze your time data. Look for patterns and trends to identify areas where you could be more efficient.
5. Adjust your schedule: Use the insights you gain from your time tracking tool to adjust your schedule. Make sure you’re allocating enough time for important tasks and adjusting your priorities as needed.
6. Be disciplined: Finally, be disciplined about using your time tracking tool. Make sure you’re logging your time consistently and accurately so you can get the most out of the data it provides.

Using a time-tracking tool like AttendanceBot, allows you to keep track of your employee’s attendance, working hours, and time off requests.

Time Management Tip #3: Break Tasks into Smaller Ones

Large tasks can feel overwhelming, and this can lead to procrastination. Breaking a larger task into smaller ones makes it feel more manageable and less intimidating, making it easier to get started. By breaking a larger task into smaller ones, you can identify the most critical parts of the task and focus your time and energy on completing them first. This can help you work more efficiently and effectively, and ultimately complete the task faster.

Completing smaller tasks gives you a sense of accomplishment, which can motivate you to keep going and complete the larger task. This sense of progress can help you stay motivated and engaged, even when the task is challenging.

Time Management Idea #4: Avoid Context Switching

Context switching refers to the process of switching between tasks or activities, often rapidly and frequently. While it may seem like a way to increase productivity by getting more done in less time, context switching can actually harm productivity in several ways:

• Wasted time: Every time you switch between tasks, you lose time as your brain needs to adjust to the new task and get context. This can lead to wasted time and reduce overall productivity.
• Decreased focus: Context switching can also lead to decreased focus as your brain is constantly adjusting to new tasks and contexts. This can make it difficult to concentrate on any one task for an extended period, leading to reduced efficiency and effectiveness.
• Increased stress: Constantly switching between tasks can be stressful, leading to increased levels of stress hormones like cortisol. This can impact your mental and physical health, leading to decreased productivity in the long run.
• Lower quality work: When you switch between tasks frequently, it can be difficult to maintain the same level of quality in your work. This can lead to errors and mistakes, which can further reduce productivity as you spend more time correcting them.

To improve productivity, it’s important to minimize multitasking. Focus on one task at a time and avoid distractions as much as possible. This allows you to give your full attention to each task and complete it more efficiently and effectively.

Time Management Tip #5: Rest and Recharge

As far as the writer is concerned, this is the most important time management technique. Constantly “being on” and productive can lead to burnout. We can’t always be on top of our game to face the next problem if we aren’t resting and recuperating between those situations. 

We need to find time for ourselves to recharge so that we can return to the task at hand with renewed vigor. 

So take that vacation time that your boss has been begging you to take and spend time with your loved ones. Your work will only benefit from it. 

Time Management Tip #6: Rest and Recharge: Learn to Say “No”

Saying “yes” to too many requests, can cause stress and reduce productivity. By saying “no” you can ensure that you have enough time to focus on the things that matter most. Saying “no” can help you stay focused on your goals and avoid distractions. By being selective, you can focus on achieving the things that matter most.

For instance, you have an intern asking you to mentor them it is okay to say no. Redirect them to someone else instead. We don’t need to take every task that comes our way, we must pick and choose our battles to maintain productivity. 

Time Management Tip #7: Delegate, Delegate and Delegate Some More

Delegation can be a powerful tool for improving productivity. As it allows you to focus on the tasks that matter most while also giving others the opportunity to develop their skills and take on new responsibilities. Delegating tasks to others can free up your time to allow you to focus on important tasks. This can help you be more productive and achieve better results.

It’s important to delegate tasks effectively by identifying tasks to delegate, selecting people to delegate to, and providing clear instructions.

Remember, time management is a skill that takes practice. Don’t be afraid to experiment with different strategies and find what works best for you.

Conclusion

Effective time management is a critical skill that can help you achieve your goals and succeed in your personal and professional life. In this blog post, we’ve discussed several time management strategies that can help you improve your productivity. 

By incorporating these strategies into your daily routine, you can better manage your time, reduce stress, and achieve better results. Remember, effective time management isn’t just about working harder or longer. It’s about working smarter and prioritizing the things that matter most.

Take the time to assess current time management practices, identify areas for improvement, and implement these strategies today.

The post 7 Time Management Tips to Maximize Productivity appeared first on AttendanceBot Blog.

What are the different types of work schedules?

The work schedule for a remote working team can be different from a hybrid work schedule, i.e., a work schedule designed for companies that work on a hybrid-work model.

A standard work schedule is for employees who work 9 am to 5 pm in a typical office setup. The regular work schedule is for the offices that run on a fixed schedule every day and don’t work in shifts. This work schedule is designed for offices that run five days a week. Employees prefer such a schedule because they can plan other activities like hanging out with family or friends accordingly.

Fixed schedules for work are similar to standard work schedules. However, instead of the usual 9 am to 5 pm schedule, the company may choose different days and times for working. For instance, some companies might work from Monday to Saturday from 8 am to 4 pm. Fixed schedules allow companies to calculate the work hours of their employees easily.

Full-time work schedule

In a full-time work schedule, the employees are expected to complete a certain number of hours every week (usually 40 hours). In this case, the number of working hours doesn’t matter, but the number of working hours do.

For instance, some employees might work 8 hours for five days a week to complete the 40 hours, whereas others might work 6.65 hours a week for six days to meet this requirement.

Part-time work schedule

If the employees aren’t following a fixed work schedule, they may be employed on a part-term basis. Part-time workers may work full-time for a few days every week or might work for less than 8 hours daily for five days a week.

Shifts

Shift schedules are for employees who work different shifts.

Freelancer work schedule

Freelancers might not regularly work as other employees. They mostly stick to deadlines and may work fewer or more days per the allotted work.

Overtime schedules, hybrid work schedules and rotating schedules are other types of work schedules. Employees who follow a fixed schedule at work might work from the office or home. However, they might also be following a hybrid work schedule.

What is a hybrid work schedule?

The Hybrid work model allows employees to either work from the office or home or participate in both remote and working from the office as per convenience. During the pandemic, most employees got used to working from home. However, as the pandemic eventually subsided, employers wanted their employees to return to their regular work mode. To make this transition smoother, managers thought of the hybrid work model. A Hybrid work schedule also allows managers to address workspace limitations.

For instance, if the office has limited workstations, it can ask different teams to follow other programs at work. Some groups or individuals can be asked to work regular shifts, while some may be asked to join the early morning or night schedules as per the availability of workstations.

While designing hybrid work schedules, the managers should take the opinions and suggestions of the employees. It is because some employees might be comfortable working in the morning whereas others might be most productive at night. Due to its flexibility and ability to address several issues, a hybrid work schedule can be considered the ideal option, at least for now. Here is some hybrid schedule at work types that managers must understand while creating a hybrid scheduler:

Hybrid at-will

This work schedule allows employees to choose the days they will be working from the office. On the remaining days, they can continue working from home as before. The employees can choose any day for office or remote work as per their will. However, creating this type of schedule at work is challenging if the office has space or system limitations.

Hybrid split-week

In some companies, the employer decides the days and times the employees must work from the office. This type of schedule at work is known as a hybrid split-week and may require different teams to be present at the office on other days.

Hybrid manager-scheduled

When the manager decides a hybrid team’s working days and hours, it is known as the manager’s hybrid work schedule. The manager can suggest alternating work schedules per workspace limitations or productivity requirements.

Mixed hybrid

A mixed hybrid schedule at work mixes all of the above three hybrid work schedule types as per the requirements. It means that some teams may be allowed to schedule at work as per their will, whereas companies and managers may decide the schedule for other teams.

Managing work schedules of distributed and remote teams

Managing work schedules for distributed and remote teams can be complicated for managers. In distributed teams, most managers haven’t seen how the employees look or behave when put in a specific situation. Therefore, managers must create work schedules and arrange online discussions regularly to manage the slightest changes. Here are some tips that managers can use to create a proper work plan:

Communicating the requirements bluntly

If managers don’t communicate the requirements, the employees might take them for granted. Therefore, they need to set the expectations clearly from the onset of work. They can use communication platforms like Slack and online meeting platforms like Zoom to keep the distributed teams informed about every new update.

Also, they set clear deadlines and ensure that everyone sticks to them no matter what!

Centralise communication channels

Centralising the means of communication is necessary to avoid confusion among the managers and employees. If a team does not have a comprehensive, collaborative tool like Slack, they can fix the means of communication for every activity. For example, all the tasks need to be shared through emails, while communication about the employee schedules and other stuff can happen via Whatsapp groups.

The managers can also look for a robust attendance management system that can be used to inform employees about programs at work to employees. The attendance tracking software should also be able to track the working hours of each employee closely.

Communicate through both social and professional channels

Maintaining professional communication with the employees is not enough these days. The managers must also interact with employees on a one-to-one basis to figure out whether they are facing any issues or not. Social media platforms can be the best medium for maintaining personal communications, whereas emails and HRM software may be used to manage professional discussions.

It is also essential to organise get-togethers like group lunches and picnics for remote working and hybrid teams. Team bonding activities can help team members to understand each other better and communicate freely whenever necessary.

Managers must also encourage employees to communicate with each other and maintain healthy relationships. It would not only increase the engagement levels of teams, but the team members would be able to inform each other about an updated schedule at work during last-minute changes in the work schedules.

Recognise hard-working employees

Managers must appreciate the efforts of remotely working employees because it encourages them to work harder. However, it is hard to determine whether the employees are putting in extra effort in a remote or distributed team. One of the parameters to judge their performance would be to check their productivity or quality of work.

Managers can appreciate the hard-working employees during team meetings to encourage them further. If some employees are not finding enough inspiration or motivation to work, they can be called back to the office.

The managers can also use work back schedules of different projects to evaluate the performance of teams. A work back schedule merely maps an entire project’s lifecycle from start to finish. This mapping is usually done just before the delivery to record the project’s milestones and significant phases.

Benefits of work scheduling

Employee scheduling, i.e. schedule at work for employees, can transform a process that lags due to issues like lack of punctuality and non-adherence to working hours.

Here are some key benefits of creating work schedules:

Ensures maximum work efficiency

To complete any project, every employee must put in equal effort. By creating employee schedules at work, managers can ensure that every member works punctually. It enhances productivity and ensures that the processes are run efficiently.

Optimum use of the available resources

Creating an employee schedule at work helps managers to make maximum use of the available resources like workspace, workforce, or work desks.

Elimination of bias

When employees work extra hours, the employees might feel that the management favours certain employees. Such a mindset is not suitable for the growth of any company. By creating work schedules, managers can distribute the work equally among different teams. A fixed work schedule with equal working hours for every individual will help the management eliminate all the biases from the system.

Deadlines

Employees who work for fixed hours are trying to finish work within a deadline. It is because failing to do so might only extend their working hours. The employees can manage the workload and deadlines better when they access a well-planned schedule. It is also easier for managers to monitor whether the tasks are completed quickly when detailed work schedules are planned.

Helps employees to manage work stress

As the employees are informed about the schedule at work in advance, they can plan their other activities. Even remotely working employees can create time blocks to manage their work efficiently. It allows them to find time for other activities and personal stuff. It ultimately will enable them to manage work stress by balancing work and life perfectly.

Employees who work on a schedule are less prone to stress-related issues. A satisfied employee is less likely to quit or resign. Creating efficient and flexible work schedules could help reduce the attrition rate. Therefore, the HR team must incorporate them into the employee retention strategies.

Improves client satisfaction

When the employees work in a scheduled way, even the clients know when to contact them. The availability of workers not only allows them to find solutions to their issues but also increases their satisfaction rate. Some managers also consider clients’ suggestions while creating schedules at work for the same reason.

How to Create Best schedule for a Modern Workplace?

Here are some tips that managers can use to create the best schedules for a modern workplace:

• Create work schedules only after understanding the team

• Consider suggestions and recommendations of every team member

• Use time-tracking tools to ensure that every employee works for a fixed number of hours

• Create a dedicated communication channel for ensuring smooth communication and collaboration among team members

• Communicate any changes in the schedule at work in advance

• Ensure that the employees get proper leaves and time off for rewinding and rejuvenating themselves

• Ensure each shift has some top-performing employees

• Using rotating schedules to manage shifts requires smartly

• Don’t post updates about the schedules for work at the last minute

• Utilise proper work schedule templates to avoid any common scheduling errors

The work schedule needs to be created according to the specific requirements of an organization. Therefore, the managers must always be ready to revise and revamp the schedules at work. Creating schedules at work is possible with the help of MS Excel. To know how schedules for work can be created at work, managers can check this YouTube video: How to create a work schedule in Excel

Apart from following these tips and ideas, the managers must evaluate the work requirements of their companies. However, they must also take the required efforts to ensure that everyone is informed about the changed schedules for work in advance.

The post Work Schedules For The Modern Workplace appeared first on AttendanceBot Blog.

In this regard, there are two types of digital nomads. The first type of digital nomads stay in their native country but keep hopping to different locations to gain experience working from other places. The second type of digital nomads prefers visiting different countries while employed by the same employer. However, both of them need technological and infrastructure support to manage their work in a hassle-free manner. The basic idea is to keep switching locations while working. 

The pandemic-induced lockdown has led to a steep increase in digital nomads worldwide. A 49% increase in digital nomads was recorded from 2019 to 2020 in America. Leading a lifestyle of a digital nomad means choosing a work location that is comfortable and cheap for living. Different people may have other preferences when it comes to working sites. However, their ultimate goal is to achieve a work-life balance while avoiding the negatives associated with a 9 to 5 regular job. 

Digital platforms have made it easier to recruit professionals from around the world. However, HR might face several hurdles while managing remote teams and employees. Some employees might not be as responsive as they should be, whereas some may not meet the daily working hours. Therefore, HR managers must have a clear policy to deal with such digital nomads. Here are a few ideas that explain how HR can deal with digital nomads and taxation:

Managing various time zones 

The difference in time zones is one of the crucial things that HR managers have to deal with. Employees from diverse locations might be comfortable working at different hours of the day. Therefore, they can ask all the employees to work the same hours. Or else, they can allow employees to work in specific time zones so that the team leaders are accessible during their working hours. 

The digital nomad policy could mention extra perks to employees who agree to work from specific locations. Maintaining regularity in the time zones helps teams to manage work and productivity goals seamlessly. However, all digital nomads might not adhere to these rules completely. Such employees can be asked to overlap at least one work schedule with the regular working hours. For instance, employees working in India can agree to work at least a couple of hours as per the US time zone. 

Creating the right infrastructure

Working from anywhere means the employees will need to access company software, applications, and other resources at different times of the day. Therefore, the main job of HR managers is to create an infrastructure that is accessible 24/7. 

The HR policy for digital nomads must use tools and technology to ensure cybersecurity protocols. The employees must be able to access any files or data they need immediately. At the same time, they must also follow specific guidelines to meet the confidentiality of files and data. 

For example, digital nomads might encounter challenges while receiving emails from foreign locations. They must be provided access to virtual mail service to read an email online and forward it without issues. Also, internet connectivity might falter in many locations around the world. Having access to VPN (Virtual Private Network) that enables them to access and browse different portals easily can be of great help. 

Support digital nomads emotionally 

Working from anywhere and traveling constantly is not as fun as it seems. It usually makes people lonely as they are deprived of close connections like friends and family. Companies can create places where remote teams can work together. These teams should be trained to accommodate digital nomads whenever they wish to work with like-minded people. Or else, they must be encouraged to work in co-working spaces where they can meet like-minded individuals. 

Digital nomads should be asked to join social Facebook groups created specifically for them. HR managers can work with ex-pat communities to help and support digital nomads who travel to different countries. 

Encourage asynchronous communication 

Though digital nomads are known to work at odd hours, most of them stick to the regular working hours, i.e., 9 am to 5 pm, as per their time zones. HR professionals who need to maintain a collaborative workspace can invest in cloud-based communication channels. These channels can help them share their concerns and thoughts whenever they feel like it. Employees should not be forced to raise their concerns only during team meetings and video conferences. They should choose the right time and place to express themselves. 

Ultimately, a hybrid work model or completely remote workspace is designed for the convenience of employees. Therefore, HR managers shouldn’t restrict choosing communication channels to express their views and ideas. 

Avoiding irrelevant benefits 

HR managers should focus on providing relevant benefits to remote workers. Giving remote employees access to the gym or indoor sports isn’t a wise step. Instead, a company can offer a digital nomad visa that allows their workers to work from different locations for a reasonable time without needing to apply for citizenship. The HR managers should provide them with remote work visas and insurance policies valid for abroad locations. Traveling discounts and accommodation options can be offered to digital nomads who want to explore different tourist locations across the globe. 

Analyzing compliance costs 

Each country has specific rules and laws that may prohibit people from other countries from indulging in certain activities. Companies must adhere to specific international and regional regulations to enable their employees to work from anywhere. If they fail to meet these regulations, a compliance cost has to be paid. Therefore, employees working from multiple locations can burden the company with an exorbitant compliance cost. 

HR managers must understand various locations’ compliance costs and learn ways to train the management and employees to adjust in different places. Certain areas might not fit the policy created by HR managers to manage compliance costs as per the available budget. Therefore, the employees should be explained that they cannot take the term ‘working from anywhere.’ 

Dealing with taxation 

If the digital nomads keep working in the exact location for a long time, they might have to comply with the taxation policy of that particular region. Therefore, HR managers should ask them to keep changing their locations. While creating an employee contract, the HR managers must mention them as telecommuters. 

Managing multiple tax policies and regulations can be a complicated task. When the location of the company and the workers vary, HR managers must analyze the tax implications carefully to avoid any issues in the future. For example, employees with an explicit employee contract with a US company cannot work for more than six months in India. If they do, they must comply with the Indian tax rules. Therefore, HR managers should be prepared to deal with such complications while working with remote teams consisting of digital nomads. 

The employees might need the help of HR managers to claim tax deductions. For instance, US employees who have stayed a significant part of their work year outside the country can request a Foreign Earned Income Exclusion. Per this law, they can claim a tax deduction of up to $100,000 from their taxes if they have worked outside the country. HR managers should collaborate with CAs who have experience handling accounts of overseas employees to help such employees. 

Promoting company culture 

A company that employs a geographically diverse workforce usually finds it hard to induce the company culture in its employees. It is a critical challenge that HR managers who recruit digital nomads must deal with. For that, they can encourage online events and get-togethers. Employees must be allowed to interact with each other through social channels. Also, attendance and time-tracking applications like Slack could be used to manage asynchronous communication between teams and individuals. 

Creating and managing multiple pay scales 

The professional payscale might vary from one location to another. The difference between the pay scales of professionals from different countries is especially noticeable. While HR managers have the freedom to recruit employees from any corner of the world, they must comply with the pay scales of that particular location. 

One of the most challenging tasks for HR professionals is to create and manage multiple pay scales. Digital nomads can enjoy the freedom of working from anywhere, but the companies cannot keep modifying their pay scales frequently to accommodate their changing lifestyle expenses. The HR managers cannot strictly create pay scales per the digital nomads’ nationality. Their costs can take a considerable twist or turn with the changing locations. 

Also, some employees might expect to get paid according to a premium location and work in a relatively cheaper location. For instance, an employee might demand to be paid as per the hourly rate of Washington DC while working in a tinsel town in Mexico. Such practices must be deterred by strictly offering to pay the employees according to their location. 

Digital nomad jobs are primarily offered to technologically gifted and advanced individuals. They must be encouraged to work in areas where food, accommodation, and transport options are available at cheap rates. The companies could create establishments in different locations to accommodate digital nomads. At the same time, they can develop employee benefits and perks that are acceptable to one and all. 

Strict rules for careless travelers 

Digital nomads are generally known to travel without the consent of their reporting authority. They might also break employment rules purposefully or due to a lack of awareness. HR managers must arrange meetings with the management to develop solutions to handle these risks. Strict guidelines must be mentioned in the digital nomad policy to deter employees from traveling too frequently. 

The role of HR is pivotal in managing digital nomads consistently. The employees who are not meeting daily targets and work hours should be summoned back to the office. Also, they must be told to ensure quality work and that working from different locations shouldn’t deteriorate their physical and mental health. All these things should be specified in the policy clearly to prevent any untoward situation for both the employee and the employer. 

How do we manage digital nomads in the long run?

As remote working inspires professionals worldwide, digital nomads will continue to challenge HR teams. Companies will access a cheaper workforce, creating more opportunities for talented individuals from economically backward nations. Boundaries will no longer restrict them from using their talent to build livelihoods. 

HR managers should target individuals who are both flexible and talented. Hiring individuals based on their talent is not enough, as they also need to accommodate the shifting work patterns and conditions. This is true, especially in the case of digital nomads. HR managers keep an eye on the individuals who are fit to work in any work culture. They must promote and groom professionals who can be their business representatives in the long run. 

Companies must realize that hiring a geographically diverse workforce can also help them tap the business opportunities available in those areas. Management should convey to the HR teams to find individuals who can be their spokesperson, marketing guy, salesperson, or brand ambassador per the situation’s demands. Digital nomads could be trained to enhance their ability to adapt to difficult working conditions. HR managers should be able to collaborate with outsourcing teams and freelancers to manage productivity goals and deadlines. Finding means to execute work and tasks decentralized can help them meet the work requirements. 

For example, employees who are supposed to work with a particular application need to go through intense training sessions. HR managers must find a way to decentralize the task into multiple sub-tasks so that even those who do not know the application can contribute. It will not only help them create a process outline but will also minimize data leakage risks. 

Recruiting employees with laptops and internet access is another way of scaling up remote work without much investment. Cloud systems can be set up to address security and data breach issues. HR managers should freely discuss the issues and provide feedback to the digital nomads. They must be able to recognize hardworking and dedicated employees to provide them with lucrative opportunities and promotions in the future. Similarly, lackluster and lazy digital nomads should be terminated by conveying specific reasons. All these efforts will ultimately help them to bring people who can promote the company’s culture and values on global platforms. 

HRMS (Human Resource Management Systems) should be employed at multiple levels to ensure digital nomads have access to all the resources required to work peacefully. The HR managers will have to provide reporting tools to remote working employees. They must also integrate systems capable of capturing, modifying, and storing employee data. Such systems will allow them to monitor the remote working employees’ skills, progress, and knowledge. They must also ensure timely payment to the remote employees to maintain their trust and loyalty. 

HR managers could create a massive difference by focussing on every aspect of business rather than focusing on only hiring and retaining employees. HR managers should also focus on identifying and developing leaders in remotely working teams. They can organize L&D (Leadership and Development) programs to support and groom the leaders.

With context to the evolution of digital nomads, the critical role of HR professionals is to maintain engagement at all levels. Only an engaged workforce can provide quality work and meet productivity goals. Digital nomads don’t comprise only the millennials who are thrilled by the idea of working independently while exploring the joys of life. They also consist of professionals with physical and mental issues. Therefore, HR managers should also find means to provide medical consultation services to such people. 

Conclusion

We have listed multiple tasks and responsibilities the HR professionals in this article. However, these roles and responsibilities can be subjective and may differ for different industries. A well-groomed HR professional will understand the requirements of their company and the needs of their remotely working employees and create an HR policy accordingly.

The post How must HR deal with Digital Nomads? appeared first on AttendanceBot Blog.

The ubiquity of cameras in retail stores makes it impossible for us not to be aware when we’re being watched by someone else, but many companies also require employees to carry tracking devices or wear badges with GPS functionality on them at all times while they’re working. 

What is Employee Surveillance?

At its most basic, employee surveillance is the monitoring of employees’ activities at work. Employers may use video cameras, GPS devices, keystroke logging software, and biometric data to monitor their employees. They can also monitor internet use by installing software that blocks certain websites and tracks online behavior.

When it comes to employee surveillance, what you don’t know can hurt you—or your boss. When corporations implement a system of monitoring without informing their workers about it beforehand, they risk fostering distrust among their staff members and eventually losing them altogether.

Employee Surveillance has Increased Since Hybrid and Remote Work

According to a BBC article, employee surveillance has increased in the world of rising hybrid and remote work. The article looked at the effect of employee surveillance on trust, which is a key component of any successful organization.

In the past, company surveillance was more focused on the physical office. Nowadays, it’s much easier to monitor employees who work remotely or in hybrid positions.

For example, a remote employee may be required to keep their webcam on at all times. This makes it possible for the employer to know what timezone they’re in and if they’re logged into their work communication tools at any given time.

Additionally, some employers have installed software on remote employees’ computers that requires them to take periodic breaks from their computers and walk around for a few minutes every hour. The purpose of this is supposed to help prevent burnout caused by extended periods of sitting down without movement—but it also allows employers to track exactly how long each employee spends working each day and whether or not they are taking regular breaks.

What are the Benefits of Employee Surveillance?

There are several reasons why employers might choose to monitor their employees, which may include the following: 

Monitoring Burnout

It’s important for employers to make sure their employees are not at risk of burnout because it’s bad for both the employee and the business.

By monitoring employees’ activity levels, employers can identify areas where a particular job causes an employee stress or fatigue. For example, if an employee who normally works 9-5 suddenly starts working later than they normally do, it’s a good sign that they’re experiencing some kind of stress or fatigue.

Preventing Theft

As anyone who has worked in retail knows, employee theft is a big problem for many companies. Surveillance can help identify which employees should be investigated further and prevent major losses of money or sensitive information.

Preventing Workplace Abuse

Some companies allow their employees access to areas where they might pose a danger to others—such as warehouses full of heavy equipment and other safety hazards. They need ways to ensure that these workers aren’t at risk from their own actions or those of other employees around them, such as violence between coworkers over personal disputes outside work hours (including harassment). 

Getting More Done

It helps you get more done. When you can see what everyone is doing, it’s easier to assign work and find out when something needs to be done. That means less time wasted on unnecessary meetings and endless email threads and more time spent getting things done.

Working toward a Common Goal

Employee surveillance makes sure everyone is working hard towards a common goal by watching each other’s progress over time (or lack thereof). This means that if someone isn’t pulling their weight, it will become apparent sooner rather than later—and then steps can be taken to address the issue before any damage is done.

Monitoring Productivity

Employee surveillance is a great way to monitor productivity. It can help you keep track of how much time your employees are spending on their projects and what they’re doing while they’re working, which can give you an idea of how productive they are.

If you want to know if your employees are taking advantage of the time they have off, or if they’re spending too much of it on non-work activities, then employee surveillance will help you out. You’ll be able to see where employees are spending their time, and whether or not that’s where they should be spending it.

It helps you keep track of your employees’ work productivity, so you can make sure they’re doing what they should be.

What are the Drawbacks of Employee Surveillance?

Employee surveillance is a controversial practice that’s becoming more common. But what are the drawbacks of employee surveillance?

Employee Mistrust is Deterrent to Surveillance

It’s possible that employee mistrust could be a deterrent to surveillance. If an employer is monitoring the employee’s movements, this can create a divide between them and their employer. They may feel as though their privacy is being invaded, or that the employer doesn’t trust them enough to allow some privacy in the workplace. Monitoring should always have a purpose and goal in mind; if it’s done without one, it may be counter-productive.

Monitoring Employees Leads to Breaking More Rules

The problem with surveillance is that it creates a mindset of mistrust. According to a Harvard study, monitoring employees leads to employees breaking more rules as compared to those that aren’t. The finding reveals that such employees are more likely to cheat on tests, work at a rather slower pace and even steal.

It can be Costly

Employee surveillance is expensive. It requires hiring additional staff members or outsourcing your monitoring efforts, which costs money. And then there are other expenses like hardware upgrades and software licenses that you’ll need to budget for as well.

It’s Invasive

Employees don’t like being watched all the time, and when they know that their actions are being monitored and recorded, it can make them feel like they’re being treated like criminals. This can lead to stress and anxiety.

Breach of Privacy

Employees have a right to privacy, and as such, employers should not be monitoring their communications or video recording them without their consent. This can also lead to legal trouble.

A Hostile Work Environment

Monitoring creates a hostile work environment because it makes employees feel like they aren’t trusted by management. If you’re constantly being watched while on the job, it’s easy to start feeling like your employer doesn’t trust you—and this can lead to low morale and productivity problems as well as loss of loyalty toward the company.

Increased Turnover

The main reason people leave a company is that they don’t feel like they fit in or are appreciated. If employees know you’re watching their every move, it can make them feel like they’re not trusted and valued by their employer. This can lead to feelings of resentment and distrust, which might make them want to look for a new job. And hence, can lead to a higher turnover rate.

How can Employers Prevent Workplace Abuse from Happening in the First Place?

Have a Clear Policy

First, employers should have a clear policy on workplace surveillance. The employer should make it clear what surveillance methods are being used to protect employees and the company, but also to make sure that employees are behaving appropriately in the workplace. This is important because it’s natural for people to feel uncomfortable around cameras, especially if there isn’t a clear reason for them to be there. 

Be Transparent

Second, employers should be transparent about their use of surveillance. If you choose not to tell your employees about the fact that there are cameras in place throughout your building or office space, this could end up costing you more than just a few stolen pens—it could cost you money by way of lawsuits from disgruntled former employees who felt harassed by being monitored constantly without knowing it.

Train Your Employees

Employers need to train them to use the surveillance software properly and ensure that they are comfortable with it. It should also educate them on where they are not being surveilled and why that is the case.

When is it Okay For Employers to Conduct Workplace Surveillance?

Now that you know what workplace surveillance is and why it’s being used, let’s take a look at when it’s okay for employers to conduct workplace surveillance.

Safety

Watching your employees work can help ensure their safety and protect them from harm. If there is a dangerous situation in your workplace, like a chemical spill or fire, it may be necessary for the employer to monitor their employees’ activities on camera so they can respond quickly in an emergency.

Preventing Employee Stress

Burnout and stress are serious issues in the workplace, and they can lead to high turnover rates, decreased productivity, and even absenteeism. By monitoring your employees’ work habits and keeping tabs on their emotional health, you can help them avoid burnout. You can also use this information to intervene before they reach the point where they are so tired that they need to take time off.

Criminal activity

If you suspect criminal activity on your premises, such as theft or fraud by an employee, video monitoring can provide evidence of those crimes which may be helpful for law enforcement when they investigate them further.

How Much Surveillance is Too Much?

The answer to this question depends on your company’s goals and culture, but it is possible to gauge whether your surveillance practices are in line with the expectations of employees. If your team feels like they’re being monitored all the time, or that their privacy isn’t respected, that could be a sign you should take some steps back.

If you’re worried about how much control you have over your employees’ lives, remember that there’s a difference between monitoring what they do at work and monitoring private information like personal emails or phone calls outside of work hours. It can be helpful for employees to know what kind of activity will trigger alerts sent straight to HR—so they know where the boundaries lie. This kind of transparency will help build trust among coworkers and managers alike—and keep everyone on good terms with one another!

Are employers’ concerns justified?

If you’re an employer, it’s your responsibility to protect your business. You can’t just let employees do whatever they want on company time and expect that everything will be okay.

You need to know what your employees are doing at work and if their performance is up to par. And if it’s not, then you have the right to hold them accountable for their actions.

But there has been some backlash against this practice of monitoring employee activity in the workplace because many people feel like it’s an invasion of privacy. However, those who support monitoring employee activity say that employers have every right to protect themselves from bad behavior or insubordination.

To Sum Up Employee Surveillance

In the end, employers need to take steps to ensure that their employees feel like they’re being treated fairly and with respect. In some ways employee monitoring can breed a sense of distrust in the workplace, but only if employees feel as though their activities at work and outside of hours are being monitored for no reason.

If, however, an employee finds that clear policies have been established, and enforcement is consistent and fair, then there is much less chance that feelings of distrust will set in.

The post Is Employee Surveillance Fueling Distrust in Employees? appeared first on AttendanceBot Blog.

If you are in HR, you may want to know a little more about this as it concerns employees’ well-being. In this article, we will talk about the benefits of Summer Friday, their different schedules, and how you can implement them in your workplace. 

What Are Summer Fridays?

Summer Fridays are flexible work schedules that companies adopt during summer. Employers give employees additional time off during the summer typically between Memorial Day and Labor Day. 

An important point to remember is that Summer Fridays may not be suitable for all businesses. Some industries such as food and retail have a major chunk of their business kicking off at the weekend. Therefore, implementing Summer Fridays means losing on profit and customers. 

Companies structure Summer Fridays differently from each other depending upon the nature of work. However, the main idea remains the same, that is to not cut the employees’ paid time off. Summer Fridays are meant to give paid time off to employees in addition to their set paid leaves for sickness and vacation. 

Let’s have a look at the different schedules of Summer Fridays. 

What Are the Different Schedules of Summer Fridays?

Summer Fridays are a type of incentive to retain employees. They make a workplace fun and inviting. There are several ways to make your workplace more attractive to new hires and current employees. Have a look at the options below and see which one suits your business the best.

Every Summer Fridays Off 

This is the most generous of all the options. According to this policy, employees get an entire Friday off throughout the summer. The office is closed and everyone returns to work on Monday. As mentioned before, this is additional paid time off and has no impact on the standard paid time off leaves assigned to employees. 

This is a great way of adding some sunshine to the working week. This is already getting me excited. How about you?

Every Other Summer Fridays Off 

As the name suggests, employees get every alternate Friday off during the summer. This means that every employee gets two Fridays off. 

This kind of schedule works best for businesses that cannot shut down their operations completely such as logistics, customer services, and hospitals.  

So basically, with this work schedule, half of the employees will always be in the office on summer Fridays to respond to calls and go about their daily business activities. 

Half-Day Summer Fridays 

In this version, employees come to the office at their usual time in the morning and leave around lunchtime. With this schedule, employees get to work on important tasks and make some progress. Companies also benefit since they get some work done while also letting the employees off early. 

This kind of work schedule lets employees start their weekends a little earlier. Interesting isn’t it?

Extra Hours During the Week for Summer Fridays Off 

Under this schedule, employees have to work extra hours every day from Monday to Tuesday to get Friday off. This means that employees clock in at their usual time and clock out an hour or so later. 

Some companies follow this schedule throughout the year and not just in summers. 

Pro Tip: Make clock in and clock out simple for your employees with AttendanceBot. Keep track of their schedules with just a few clicks. 

Flexible Summer Hours  

This type offers employees some flexibility to decide when and how they want to apply their summer hours. Unlike many employees, some might prefer Monday or Wednesday off instead of Friday. 

Benefits of Offering Summer Fridays

Apart from getting to enjoy more vitamin D, there are mutual benefits of implementing a Summer Friday policy in your workplace. Employees benefit from it and what is more important than having happy and healthy employees. 

Increases Employee Morale 

Summer Fridays are like a no-strings-attached perk that leaves a substantial impact on an employee’s morale. It is no doubt impractical to give entire summers off but you can surely make your employees feel valued if you give them some version of Summer Fridays off. It also shows that you want employees to make the best of the summer with their families and friends. 

So what impact does it have? It makes employees feel valued and appreciated. They return to work rested and rejuvenated. Isn’t it what every employer wants?

Keeps Employees Happy and Healthy 

Gone are the times when employees were expected to work like machines. Employers now want their employees to work smarter. One reason for this is that employers are now more invested in employees’ physical and mental well-being. 

Bombarding employees with tons of tasks and pressing deadlines will eventually cause burnout. The pandemic has already impacted our mental well-being to a great extent. So why not give them a long weekend to top up their Vitamin D levels? 

A deficiency of Vitamin D leads to depression, exhaustion, fatigue, mood swings, and much more. These are productivity killers. A slightly longer weekend than usual reduces stress and allows employees to resume work feeling relaxed and happy. 

Promotes Team Building 

Summer Fridays emit ‘last day of school’ vibes where everyone is ready to push through the gates as soon as the bell rings. Everyone is looking forward to the long weekend and having a good time. 

It builds a feeling of camaraderie among employees who help each other get done with tasks and start the weekend right. 

Makes Employees More Productive 

When employees know that they have a day off, they make an effort to manage their time well and avoid distractions. They are motivated to use their time more efficiently and work with increased productivity. 

Retains and Attracts the Best Talent 

Thanks to the pandemic, employees now prefer flexible schedules. And Summer Fridays offer just that. 

Offering summer Fridays keeps workplace loyalty and happiness intact. Your most talented and high-performing employees are likely to stay with the company. This is because flexibility is an incredible incentive. 

Similarly, a progressive summer holiday will help you attract top talent. As mentioned before, employees prefer to work with flexibility whether from the office or home. The pandemic has changed people’s lives and routines and employees want to work with companies that take this into consideration. 

Decreases Operational Costs

All Fridays off throughout the summer mean that you can save on operational costs such as electricity and other administrative expenses. 

Reduces Time-off Requests 

Summer is that time of the month that nobody wants to lose out on. As it approaches, employees request time off so that they can go on vacations to soak up the sun with their friends and families. 

Offer Summer Fridays and see a decrease in time-off requests. When employees have a long weekend or an early start to the weekend, they are less likely to take a day off. 

Leaves Workload Unaffected 

Working for fewer hours or one day less doesn’t mean lower output. In fact, it is the opposite. Working for more than 50 hours a week causes mental stress and a dip in productivity. 

And let’s be honest. Who really is in the mood of working on a Friday as soon as it’s lunchtime?

Work dynamics have changed and now it’s all about working with efficiency. It is better to work smarter than harder because no one wants to burn out. 

Reduces Stress 

Having a four-day workweek means less financial burden for working parents. This means with Summer Fridays off, parents can save up on the money that would have gone into arranging for child care over the summer holidays. 

Also, spending quality time with family reduces stress and encourages equitable work-life integration. Nobody would want to leave an employer who recognizes the importance of family time and allows employees to do so. 

Steps to Implement Summer Friday in Your Workplace

If you have made up your mind about offering Summer Fridays in your workplace, the steps below will help you with smooth execution. 

Carry Out a Survey to Gauge Employee Interest

You must find how employees feel about Summer Fridays before creating a policy. Roll out a survey in your workplace and see if employees really want Summer Fridays. This Is because there is a possibility that employees may not be happy about the idea of working extra hours to get one day off. 

Make the Summer Fridays Document Available to All Employees

If your employees are good with the idea of having Summer Fridays, start outlining a policy. Ensure that the policy document is available to all employees should any questions arise. 

Conduct a Meeting to Discuss the Summer Fridays Policy

Once your policy is in place, hold a meeting to discuss it. Just rolling out the document and expecting employees to go through it themselves is unlikely. A meeting will give you a chance to gauge employees’ reactions and answer questions they may have. You can follow the steps below to communicate the new policy:

• Send an email notifying employees
• Add to the employee handbook 
• Explain expectations in the team meetings

Set up a System to Monitor Employees

Adapting to a change takes time. Similarly, employees might find it challenging to get used to the new policy. In that case, make sure to monitor your staff and see if they are adjusting well. 

Keep in mind that Summer Fridays are meant to help employees relax and enjoy time with families. But, if employees start stressing about how to finish off work before Thursday, then there really is no point, is it? Give the necessary support to your employees for a smooth transition. 

Play With Summer Fridays Alternate Schedules 

Finally, leave some room for change. If you feel that an entire Friday off is not working well for your business, try other alternatives. You can still avoid employee burnout with half Fridays off. 

Consider all the alternatives and make the necessary changes quickly. 

Are You Ready to Offer Summer Friday to Your Employees?

Summer Fridays are a unique employee perk and they are rapidly gaining popularity. You can continue to implement strategies to boost employee morale and retention but give this one a try as well. 

After all, we all want to work with people who show up happily at work. It is all about the positive vibes and Summer Fridays embody that. 

The post Offer Additional Time Off With Summer Fridays appeared first on AttendanceBot Blog.

Working remotely isn’t uncommon but the last few years have seen a shift in the way people perceive remote work. A study by CareersWiki revealed that remote work has grown by 44% in the last 5 years.

Companies have been recognizing the benefits of a work-from-home culture. They are even relaxing their policy to allow employees to choose where they want to work from.

But, the more important question is – does working remotely benefit the business directly?

There is a common myth that working remotely will affect productivity and employee efficiency.

But, according to a Stanford study, remote workers tend to be more productive. In this two-year experiment at a real company, employees who were working remotely did 13% more work in the same amount of time as their peers.

Moreover, encouraging remote work has a positive effect on employee loyalty. According to research by Gartner, organizations that embrace remote working, increase employee retention rates by 10%.

As a manager, you might be wondering about the impact of having remote employees on your overall ability to run an effective team. Without having a process in place, it’s difficult to have a firm grip on how your remote team is working and progressing.

Thankfully, we have an extensive guide to help you navigate every part of remote working.

So, what processes and systems can help you manage your remote workforce and increase employee efficiency?

5 smart tips for managing remote teams and keeping them motivated 

1. Autonomy and Control

When working remotely, there is little context to what’s being done. Transparency is key in ensuring your company runs smoothly, despite your team sitting in different parts of the world.

Instead of assigning projects and tasks, use your monthly and weekly meetings to discuss the work to be done and then allow your employees to pick up tasks on their own.

By giving your team members the liberty to pick up projects and tasks as they come up, you can expect your employees to be more passionate about the work and see more efficiency on their part.

But at the same time, make sure things remain transparent here by writing it all down – which brings us to the next point.

2. Document your processes clearly

One important rule of thumb to emphasize with your team would be to document crucial details of the work being done. A lot of the work happens over water cooler conversations but remote workers feel left out of such conversations.

As a best practice, documenting the minutes of the discussion and the plan of action can make it easy for someone remote to contribute. On top of this, documenting even small discussions and decisions makes it easy to add more members to the project team without needing to be briefed first.

Similarly, if two team members are working on a design, it’s always best to have a conversation about the plan on the shared channel instead of a direct message so that everyone else on the team knows why and what was discussed.

Side threads often lead to information silos, therefore always default to sharing everything with everyone and letting people decide what they want to spend their time on.

While information overload is a real concern, all of us have learned to cope with emails at work and Twitter/Facebook in the real world. The benefits of transparency far outweigh information hoarding.

3. Work on building rapport

One problem with working remotely is the lack of constant contact with peers. Lack of communication between co-workers can affect productivity, especially for projects that require collaboration.

Automattic does a great job of keeping its remote team connected. The company flies team members to meet in small groups, and once a year, it brings the entire company together in a gathering called the Grand Meetup.

While flying out teams on a regular basis isn’t always feasible, creating systems to ensure constant communication is easy. One system that remote teams should look into setting up is weekly check-ins.

Set aside an hour every week for a team check-in where everyone can discuss their progress and roadblocks, and get feedback from the team. These check-ins can keep your team in the loop and ensure everyone is well-informed about what their peers are working on.

While you do so, always keep in mind the different time zones that your team is in. More often than not, companies tend to schedule calls as per their head office time. That might actually end up being way too early or way too late for some members.

So make it a point that you schedule calls in a fair manner. Every member should feel cared for and should have a joint sense of ownership when setting goals.

source

4. Share your wins, best practices, and celebrations

Another smart way to maintain regular communication is to encourage a sharing policy.

For instance, if your company is mentioned in a prestigious publication, sharing the news with the team can be motivating for the team.

On the other hand, members can also share their breakthroughs and achievements with the team. Inculcating this habit of sharing can create a sense of belonging, helping employees bond and ensure there is little disconnect despite not having any face-to-face communication.

And it doesn’t need to be all work-related!

You can also share birthday and work anniversary pictures on company-wide channels. It’s important to celebrate with your team whenever possible. It brings colleagues closer and that helps build better rapport in the team.

Ps. Always do video calls instead of audio dial-ins. A little human touch to the call goes a long way! Like how Buffer does it…

Also read: 10 team-building events and activities to spice up work routines

5. Get organized with project management principles and tools

Remote workers are often self-managed. Due to this, it’s important that project managers utilize tools to track the work done and stay informed while giving employees the space to manage their work on their own.

Many remote teams have seen high productivity in their organization by planning their work on a bi-weekly basis. with bi-weekly sprints.

At the start of the 2 weeks, employees can break down their work into smaller tasks and add them to their to-do list for the defined period. This allows your team to work faster since you already know how much work needs to be done and your priorities are set for the next 2 weeks.

Managing the daily tasks and well as larger tasks that span weeks can be tough without a work management tool.

Remote workers swear by project management tools like Asana and Trello to help them track their projects and tasks with ease. Here are a few quick tips to maximize these work management tools:

• Ask project team members to add their tasks to the relevant projects/boards based on the niche
• Alternatively, you can create boards based on your bi-weekly goals and tasks
• Ensure each task has a deadline and create a system where your employees comment on the project about any roadblocks
• If a task has multiple owners, add sub-tasks and assign them to the owner with deadlines. Subtasks can also help you see where the work is stuck
• Create a ‘task pad’ to add miscellaneous tasks that aren’t assigned yet. During your weekly meetings, you can ask employees to pick up any tasks that they are interested in

Also read: How to create a weekly work plan with your team without stressing 

4. Use a time tracking tool

One of the reasons that many managers are skeptical of remote work is the coordination overhead. And not knowing when someone is actually working. Remote teams need a system that easily tracks what time employees are working, and their leave days, and even manages their shift schedules.

Now asking your team to manually track time is going to be a no-show. That’s why you need a system that is dead simple to use. An effective timesheet app without hassling anyone. With AttendanceBot, for instance, all they need to do is drop a simple message into the chat app they’re already using for team collaboration when they start/stop their work.

With this HR time tracking software, there is no need to manage a spreadsheet. Or send an email for every leave or schedule change.

“In a previous role, I managed a large team – that means a lot of time off, a lot of ‘working from home’, and a couple of offices across the globe. Plus I practically lived in Slack, so having it all in one place is great.”

Graham Collins, Head at Growth at QuotaPath

Don’t believe us? Try AttendanceBot today!

Even teams that aren’t fully remote use this smart time tracking bot. Be it to know who’s on leave when or to coordinate over a task with who’s available at the earliest.

But remember, don’t make time tracking sound like you’re tying the team down. Always highlight why it is a blessing and how it only helps them become more productive.

Ps. The work team time off tracker also helps to know who is available and when. Planning only gets better!

Struggling to implement time tracking? Read our complete guide on time tracking for 2022.

5. Ensure a vision-driven culture

Clearly articulating a company’s vision is what sets a good company apart from a great company. In the case of a remote team, getting buy-in on a shared vision is even more important.  Since being remote constraints the opportunities to reinforce the vision over a water cooler conversation!

Since coordination costs are higher in a remote team, increasing alignment is important. Between each employee’s personal goals, their team goals as well the company’s vision. This allows you to minimize the day-to-day oversight.

So set up monthly one-on-one meetings with each of your employees to talk about their performance, progress, and roadblocks. You can use these monthly meetings to help your employee solve their roadblocks and any problems they face. Use this time to talk about what tasks they intend to do in the upcoming months. Also, ask them about what barriers they may face.

This future planning can help employees manage expectations and gauge issues they may come across. Ultimately, these review meetings can help you build a strong rapport and trust with your employee. Something that is usually tough with remote teams.

As a manager, you can also dedicate half an hour to your monthly team meetings to allow casual interaction. Let employees share new project ideas and discuss whether it’s worth exploring.

Still trying to define a culture for your team to follow? Read our article on how to set a team culture that enables a successful workplace.

What is the one thing that you follow for managing remote teams well? Do share your secret sauce with us!

The post 5 Tips To Managing Remote Teams Better appeared first on AttendanceBot Blog.

No matter how much you vouch for it, the autonomy that a flexible work environment brings with it has its own challenges. One of the biggest is time management. In fact, the challenge is universal given the way the human brain functions. So we dug into some of the best practices to create a good weekly work plan.

What Douglas discovered still holds true – Left on their own, people escape work

We are all wired to be lazy and tend to waste our time if not supervised or guided towards completing a task that’s at hand. In fact, Douglas Mcgregor concluded this in his study on Theory X employees, way back in the sixties.

The theory highlights that if your team members dislike their work or have little motivation, managers will most likely use an authoritarian style. The approach is very ‘hands-on’ and usually involves micromanaging people’s work to ensure it is done on time and in a proper way.

Things haven’t changed much even today.

People you and I are inherently motivated, but there are a number of reasons why we can falter. Be it the lack of goals, the lack of the right tools, no sense of urgency, or simply the endless number of distractions we have around us.

One minute we are checking emails. But just in the other second, we’ve switched to Instagram to upload a story from work, and then we just get carried away by the endless videos on the social platform. All this while the task we were supposed to be working on, remains waiting in one of the tabs on our browser.

Well, as long as you are able to send it in time, it’s all okay, right? Even if you work on it at the last minute.

All along, your manager has been fretting about lost targets, diminishing productivity, and tipping profitability.

Time Management – How successful companies and employees see it

While a lot of companies struggle to keep a tab on time and let it slip away without making a difference, there are others that ensure that each second spent at work drives them towards success. These 5-10% of people know exactly what is important to them and spend 90-95% of their mornings planning or executing those priorities.

Mary Callahan Erdoes, Chief Executive Officer of Asset Management at JPMorgan Chase & Co, believes in staying organized as there is a lot on the platter to achieve throughout the day. Her time management hack- use the mighty calendar.

In her words, “You have to be maniacally focused on owning your calendar, on having the lists of what you need from other people and what other people need from you. What are the short-term issues that need to be dealt with? What are the long-term issues? Unless you can stay on top of that religiously, it will end up owning you, and that’s not a way to go about”.

Of course, time management also does not mean spending every single minute at your desk, slogging. To be productive, you have to give your brain the needed rest and boost. Katelyn Gleason, founder, and CEO of Eligible says, “If I feel creatively burned out from working long hours, I’ll go and read something inspiring about someone’s journey. In order for me to regain focus I need to be intellectually and creatively inspired.”

Observe people around you, while traveling. What are they doing during the commute to the office? Productive people who know how to manage their time make each minute count. They’ll utilize their time watching a webinar on the go. Or, listen to a podcast to learn new tricks of the trade. Successful people know how to squeeze the most out of their time.

If you are still struggling to plan out your work week ahead or implement a timesheet calculator, let’s read through some tips that will help you manage your time better.

Lessons from winners – How to create a weekly work plan (with your team) productively

Ever-increasing workload adds to panic, demotivates you to work, and wastes time on things that will take your mind off the stress. Why let the workload pile up in the first place?  You need to make choices that help you optimize your team and achieve more.

But not everyone is predisposed to excel at time management.

So here are some tips on how managers and mentors can help their team get the most from their day.

Start by identifying the loopholes

The very first thing you need to do is understand why a certain thing is not working as you expected.

Take note of the results you were expecting, the results you achieved, and the difference between the two. Then start working towards identifying what caused the gap.

Check for long-pending tasks and how they hamper those coming up in a week’s time. Identify who was working on these tasks and why they are still pending.

And while you do so, don’t forget to check for the smallest of things that could have caused friction. Right from miscommunication between the two employees working on the task to the internet connection during that period, list down every possible reason for low productivity.

Some of the most common loopholes that have a direct impact on team productivity include:

• Not being able to create comprehensive task briefs
• Lack of collaboration amongst the team members
• Lack of critical resources required to complete a task
• Using too many resources for a task but not being able to use them properly
• Not setting the base vision and mission behind a project correctly

Plan the week as a sprint

Norman Vincent Peale rightly said, “Plan your work for today and every day, then work your plan”.

For agile work teams, agile planning is the key to accomplishment. That’s why you need to create a well-defined weekly work plan with clear visualization using tools like Asana, Trello, Teamwork, or others. Here’s a simple example of a weekly sprint for an engineering and design team.

source

Your weekly goals need to be SMARTER. So, apart from being Specific, Measurable, Attainable, Realistic, and Time-oriented, they have to be Elastic to accommodate changes to the plan, and be Reviewable.

That’s why you need to plan co-dependencies better.

So, if your team member is going on an uninformed sick leave someone on the team has the bandwidth and is elastic enough to take up his work for the time being. This way, you keep clearing the backlog before it happens.

You could simply facilitate vacation planning and shift planning better with the AttendanceBot. It notifies employees of upcoming public holidays, managers about team members’ planning vacations and availability, and much more. You don’t just get to plan work better but also get to facilitate better coordination between members.

But in addition, the bot also offers a timesheet calculator. This enables you to also see how much time a team member is taking to complete a task, identify the roadblocks and optimize the work sprint for efficiency. The attendance time calculator facilitates better planning of shifts too to make sure the weekly sprint is completed.

Keep a close watch on time

In a single day, you might have four or five different tasks to complete. And, it could be that one of those tasks requires most of your attention. However, given that you have customer calls to attend to in between, emails to check side-by-side, and revisit feedback on a submitted proposal the same day, that ‘priority’ task ends up taking too long.

Now, while you may think that you are wisely working towards completing your given task, you are actually being unproductive.

You could have delivered your urgent and important work way before. Only if you could keep a track of how much time you spend on reading emails. You could simply bookmark the important ones and address them once you were done with the task at hand. Similarly, if one keeps track of the average time that it takes to attend one customer feedback call, one can optimize the process with the help of a team manager.

Keeping track of time does not mean that you need a stopwatch. It does not mean setting a start and stop time for each task. Software is far more efficient and accurate at keeping track of time spent on a  given task. For example, if you are a social media agency, you could slice time according to the hours spent on categories like Facebook marketing, Twitter marketing, writing the blog, Instagram marketing, etc.

Another important benefit of time tracking is that it’s one of the best ways to find out how much time people spend on conversations regarding work and company matters. This way you know how truly engaged and involved people really are with their work. Underspending their time on work and tasks-related conversations – clearly uninvolved. Overspending their time on these conversations – could possibly be leading to unproductive hours.

AttendanceBot is the modern team’s time-tracking machine. This Slack and MS Teams app can easily keep a tab on your day to day team activity. It uses the one thing your team is on throughout the day – the team chat. This has especially been a nifty tool for companies that have remote working team members. AttendanceBot offers an attendance time calculator for better planning of shifts as well.

Make ‘me time’ a habit

All work and no ‘me time’ can cause rapid burnout. It can cause stress levels to peak, efficiency to drop, and boredom to break in. Identify the hours during the day when you are most likely to feel the slug creeping in. Keep it at bay by taking up something that will give your serotonin an instant boost.

Meditate to cut out the chaos. If your office encourages sports and has a table tennis space, indulge. Or, simply take a nap.

Do anything that gives you the rest and the zest to take up the work at hand even more enthusiastically. This ‘me time’ will only do you and your work some good.

“Taking good care of YOU means the people in your life will receive the best of you. Rather than what’s left of you.”
– Carl Bryan

Wrapping it up

Time management can be tricky (for everyone). Managers and even CEOs often find it challenging to always be at their productive best. Sometimes the work at hand simply becomes too much to accomplish. It’s okay to feel stress and pressure. It’s not okay to crumble and procrastinate because of that pressure.

Acknowledging that you have a problem is the first step to solving the problem. And the first step to solving this problem is to have a good work plan. Use some smart productivity and time management tools to bring some sense of structure to the chaotic work pressure. You’ll soon see how much better you get at managing your work time!

Ready to see how time tracking can actually help you stress less at work?
Check out AttendanceBot today!

The post How To Create A Good Weekly Work Plan With Your Team appeared first on AttendanceBot Blog.