A. The Pitfalls of After-Hour Work

The research indicates a clear correlation between logging off at the end of the workday and heightened productivity. Employees who disconnect at the designated time register 20% higher productivity scores compared to those who feel compelled to continue working after hours. The boundary between work and personal life is crucial for maintaining peak performance and avoiding burnout.

B. The Power of Breaks

Surprisingly, the study highlights that taking breaks during the workday significantly contributes to both productivity and well-being. Astonishingly, half of all desk workers confess to rarely or never taking breaks. 

C. Meeting the Meeting Challenge

Another noteworthy finding is that desk workers believe the ideal amount of focus time is around four hours a day. Beyond this threshold, productivity tends to decline. More than two hours a day spent in meetings becomes the tipping point, overwhelming the majority of workers. 

Actionable Solutions: Using Slack Integrations to Enhance Productivity

1. AttendanceBot for Break Reminders

• Automate Break Reminders to Foster a Healthier Work Routine:
  

In the quest for a balanced workday, implementing time tools like AttendanceBot proves to be a strategic move. With the capability to automate break reminders, the tool gently guides employees in incorporating regular breaks into their schedules. By proactively reminding individuals to step away from their workstations, a culture that values downtime is cultivated, reinforcing the understanding that taking breaks is an integral aspect of maintaining a healthy and productive work environment.

• Automate Break Visibility to Build a Culture of Break Time:
  

Beyond the mere act of reminding, tools like AttendanceBot go a step further by automating break visibility. This means that not only are employees prompted to take breaks, but the entire team gains insight into when their colleagues are on break. This automation contributes to building a culture that recognizes and respects break times as essential components of a balanced workday. It fosters a sense of collective well-being, where individuals can step back and recharge without the fear of being perceived as disengaged. This visibility not only normalizes breaks but also encourages a supportive and understanding atmosphere among team members.

 2. Slack Strategies to Avoid Meeting Overload

• Leveraging Slack Channels for Asynchronous Communication:

Encourage your team to utilize Slack channels for asynchronous communication. This approach minimizes the need for impromptu meetings by providing a space where discussions can unfold over time. Team members can contribute when it suits their schedules, reducing the pressure of real-time interactions and allowing for thoughtful responses.

• Using Threads for Organized Discussions:

In the bustling world of communication, threads are a valuable tool within Slack. Encourage the use of threads to keep discussions organized and focused. Threads allow for in-depth conversations without cluttering the main channel, making it easier for team members to follow and contribute to specific topics at their convenience.

• Integrating Project Management Tools:

To streamline collaborative efforts without the need for constant face-to-face interactions, integrate project management tools directly into your Slack workspace. By doing so, you provide a centralized hub for project-related discussions, task assignments, and progress updates. This integration minimizes the necessity for lengthy meetings while ensuring everyone stays informed and on the same page.

Conclusion

Achieving optimal productivity involves striking a balance between work and personal life. The Slack Workforce Lab’s insights serve as a compass, guiding us towards a more efficient and sustainable work environment. By incorporating tools like AttendanceBot and maximizing Slack’s capabilities, organizations can foster a culture that prioritizes productivity without compromising employee well-being. Remember, it’s not just about working harder; it’s about working smarter.

The post Finding the Balance: After-Hour Work vs. Productivity appeared first on AttendanceBot Blog.

You must have a contingency plan in place since your clients and consumers depend on you to deliver as promised. There is no way to stop all accidents from happening, but with some careful planning, you can lessen their effects.

Companies and individuals may create a contingency plan rather than waiting for the worst-case scenario to occur. This makes it possible to carry on regular corporate activities as smoothly as possible.

In this article, you will discover what a company contingency plan is, why it is important, and a step-wise guide on planning for contingencies.

What is a Company Contingency Plan?

A company uses a contingency plan as an operational strategy to deal with potential future occurrences that may or may not impact the firm. Usually, companies develop a contingency plan to address a negative incident that could potentially damage the company’s reputation or hinder its ability to carry out business operations. There are, however, proactive backup plans, such as what to do if the company receives an unanticipated infusion of cash or other resources.

Contrary to risk response plans, which are more of a response to a risk incident, contingency plans are proactive strategies. To prepare for these disruptive events, a company draws up a contingency plan. This way, you’ll be ready if and when they occur.

Any company makes plans to ensure that its product or service will be successful in the market, but a market is far from steady. Every organization should have a business contingency plan in place so that it can prepare for both positive and negative contingency management.

From fires to bankruptcy or ransomware attacks, there are thousands of issues that can go wrong. One of the latest examples of contingency plans is a ransomware attack on Ireland’s Healthcare System in 2021. The estimated cost of recovery operations for the attack alone was more than $100 million. Ireland, fortunately, did have some effective business contingency plans in place. Despite the incident’s negative effects, several mitigating strategies kept the attack from getting worse.

Importance Of Contingency Plans For Businesses

Having a wide perspective is the greatest way to comprehend contingency planning. People can sleep peacefully when businesses have crisis contingency management plans in place – knowing that you’re prepared for any eventuality is comforting.

You may overcome your apprehension about the future if you adopt a future-focused mindset. Planning for emergencies is a proactive approach as opposed to being defensive. It’s a practice of finding methods to succeed rather than just getting by.

A contingency plan is essential because, without one, your company is exposed to a wide range of preventable dangers. A contingency plan is necessary for any firm for the following reasons:

Minimize Damage

You are more equipped to respond to situations and reduce harm when you have a plan B in place. For instance, if you already have a disaster management strategy in place, you can immediately implement it if your area experiences an earthquake. This, therefore, enables you to leave the facility promptly without risking your safety or the safety of your colleagues.

Better Response

The increased responsiveness that planning offers is its main benefit. A contingency plan spells out the precise actions that must be taken to solve the challenge, allowing you to respond to the situation swiftly and without overthinking it or panicking.

Increases Confidence

Things are much simpler to handle if you have a strategy in place for handling whatever issue life throws your way. The confidence you and your team have when you have a contingency plan in place comes from knowing what to do in the event of an emergency. Having a plan in place lessens uncertainty and the fear of the unknown.

Bounce Back Fast

Being prepared for a calamity allows you to handle any obstacle quickly and return to normal operations, preventing any unnecessary delays in your development. Therefore, contingency plans ensure that your progress is not impeded for any longer than necessary.

A Project Management Contingency Plan

Contingency planning is frequently a component of risk management in project management. An outline is all that a project plan is, as any contingency manager is aware. Projects occasionally go above certain boundaries due to unforeseen developments and dangers. The better a project manager can plan for those risks, the more successful the project will be.

However, risk management and emergency preparation are not the same. A risk management plan is made by project managers using a variety of tools and strategies that fall under the category of risk management which comes under project management.

When planning for contingencies, you must first determine the risks that might affect your company. With the assistance of your team, this may be accomplished at the finest. Organize a brainstorming session where you may discuss current events, prospective projects, and potential obstacles.

Mitigation Vs Contingency Plan

A mitigation strategy makes an effort to prevent the likelihood of the risk occurring or the effect of the risk in case it transpires. It is put into action in advance. A contingency plan outlines the actions to be taken to lessen the effect of the identified risk should it materialize. A contingency plan should be considered the final line of defence.

Although both contingency planning and mitigation tactics fall under the category of risk management, there is a significant distinction between the two. By developing a plan to lessen a possible danger, you decrease the likelihood that the risk will ever materialize. For instance, by creating a stakeholder management strategy, you reduce the likelihood that your stakeholders may be unhappy with certain aspects of your project.

Planning For Contingencies – A Step-by-Step Plan

Recognize the Risks

Use your knowledge of the surrounding environment and your expertise to identify the risk variables that are present before beginning the project contingency planning process. Though you shouldn’t think you can reproduce an existing contingency plan precisely, you might be able to take inspiration from prior, comparable projects that your company has accomplished. You need to think about whether there is anything unique about this project that adds new risks or increases the likelihood of existing dangers.

However, it is also hard to pinpoint every single potential risk factor. Making a strategy that is appropriate for the situation is the ultimate objective of your contingency planning. Even if you were to discover hazards with an extremely low possibility of happening, making plans for them wouldn’t be a good use of your time. Then go on to further analyze in-depth the dangers that are realistic and reassuringly probable.

Analyze Risk Severity

You can choose which hazards are the most troublesome for your project once you’ve identified the dangers you need to plan for. Making a backup plan for every conceivable scenario simply wouldn’t be a good use of time or money. Use your discretion to decide what is most important. You should discuss your new strategy with your superiors if it differs dramatically from what you’ve done in the past.

Include your team in this phase of the process. You have time to come up with solutions when you plan ahead, which is one of its advantages. Ask them what they did to fix the issue and what they would have done differently if it had occurred previously.

Build Contingency Plan

Now that you are aware of what needs to be planned, it is time to utilize your imagination, resourcefulness, and expertise. Usually, several solutions are available for the challenges you may encounter. Although some answers might not be immediately apparent, each strategy will have its own benefits and drawbacks. Including a small group of other individuals in this process is a terrific idea since you may learn from any ideas and experiences they may have that are applicable.

These individuals don’t always need to be project stakeholders. The ideal person to use as a sounding board or to sense-check your strategy before attempting to have it authorized may actually be someone who has no financial interest in the business. Their separation from the undertaking can enable them to draw your attention to problems you hadn’t thought about or even to suggest solutions you might incorporate into your design.

Get Plan Approved

Once you are satisfied that you have a sound contingency plan, it is likely that you will need to go through a review and approval procedure, whether it is an internal process or involves other stakeholders. It is ideal to have your contingency plan in place when the overall project plan is approved. In fact, you might need to submit both the project plan and your contingency plan at the same time.

The ideal course of action is to have a contingency plan in place when your project plan is authorized. If the project plan proceeds without a contingency plan, the business is at risk. Best practices are recommended for a reason, and starting a project without a contingency plan in place is not one of them.

Share the Plan with the Team

There is no use in having a plan that just exists on paper. The effectiveness of your plan will depend on how precisely you communicate it. To put a contingency plan into effect, your team has to understand exactly what is expected of them. Your team should review and approve your contingency plan. By letting others in your company know about your strategy, you not only assist them to be ready but can also get insights from their comments.

Make sure to assign these tasks, give them the appropriate priority, and ensure that your team carries them out if the plan requires certain preparations. If you discover that certain measures were not implemented during a calamity, it would be pointless to issue a plan that calls for those activities to be taken. In the case of a cybersecurity breach like a ransomware attack, a security analyst could, for example, recommend improved methods for safeguarding your information systems.

Recheck Your Plan

You already know that you have a solid contingency plan in place, so if the worst should occur, you’ll be prepared to handle it. But it’s pointless to think that you’ve done everything well. If your project evolves, even the best-laid plans may quickly become irrelevant. A constant aspect of this procedure should be updating your contingency plans.

As new information becomes available, you might also need to revise your backup plan. In a perfect world, you would know all you needed to know right away. No matter what stage your project is at, always remember that your backup plan must be appropriate for the situation.

Incorporate periodic contingency plan reviews into your project plan to ensure that you do not skip these crucial check-ins.

Track Your Contingency Plan

Constantly preparing is crucial when it comes to keeping track of your contingency plan because it requires maximum effort. Consider new dangers or changes, such as new personnel or an evolving company environment. Make sure to bring up the contingency plan for evaluation by any new executive team members.

Changes in personnel, operations, and technology might render the strategy ineffective, necessitating some adjustments. Before a crisis arises, you should make the plan known to everyone who could be impacted by it and specify everyone’s roles and duties.

Concluding Thoughts

It might take a lot of work to develop a contingency plan, but you’ll be thankful you did if you ever need to employ it. It is important to make a solid contingency plan, but you also need to ensure that you continuously update it.

Are you ready to begin? Business contingency plans assist you in preparing your firm to deal with unforeseen circumstances. Provide your staff with a practical strategy on how to manage any problem that may emerge.

The post How Can Businesses Plan For Contingencies? appeared first on AttendanceBot Blog.

In this blog, we will discuss the importance of a staffing plan, its benefits, and how to create one. Such as assessing the current workforce, identifying skill gaps, determining future workforce needs, and developing job descriptions. We will also share some best practices for implementing and monitoring a staffing plan. To ensure that it remains aligned with the organization’s goals and objectives.

Whether you’re a small business owner or a human resource professional, this blog aims to equip you with valuable insights and actionable tips for creating a successful staffing plan. Let’s get started and discover how staffing plans can help your organization achieve success and why they are so important.

What is a Staffing Plan? 

A staffing plan is a strategic document that outlines an organization’s workforce needs. Including the number of employees required, the skills and experience necessary, and the timeline for hiring and training. The staffing plan aims to ensure that the organization has the right people with the right skills at the right time to achieve its goals. 

A staffing plan typically includes information about the organization’s current workforce. Such as the number of employees, their roles and responsibilities, and their skills and experience. Additionally, it outlines how to address any gaps in the current workforce through recruitment, training, or other strategies. 

Why is a Staffing Plan Required? 

To Ensure Adequate Staffing Levels

A staffing plan helps businesses to determine the optimal number of employees required to meet their targets. By having the right number of employees, businesses can avoid understaffing, which can lead to increased overtime costs, poor customer service, reduced productivity, and employee burnout. On the other hand, overstaffing can result in unnecessary costs and inefficiencies.

To Identify Skill Gaps

A staffing plan helps businesses to identify the skills and experience required for each role in the organization. By doing so, they can identify any skill gaps that may exist and develop strategies to address them through training, recruitment, or other means.

To Plan for Turnover

Businesses need to plan for employee turnover and other staffing changes, such as retirements, resignations, or transfers. A staffing plan helps businesses to anticipate these changes and prepare for them by identifying potential successors, cross-training employees, or developing contingency plans. 

To Manage Labor Costs

Labor costs are a significant expense for most businesses. A staffing plan can help businesses to manage these costs by identifying opportunities to improve productivity, reduce overtime, and optimize staffing levels.

To Align Staffing with Business Goals

A staffing plan ensures that the workforce is aligned with the business’s strategic goals and objectives. By doing so, businesses can ensure that they have the necessary resources to achieve their goals, while also minimizing costs and maximizing productivity.

How to Develop a Staffing Plan? 

At the core of a staffing plan, we only need to do four main activities: 

• Define staffing needs to achieve organizational goals
• Determine your current workforce
• Estimate future staff requirements 
• Fill the gap between your current workforce and future requirements 

Define your Organization’s Goals

The first step in creating a staffing plan is to clearly define the organization’s goals and objectives. This will help you determine the number and type of employees you need to achieve those goals.

For instance, if the business is planning to expand into the South-East Asian market you may need to hire an entire team to handle that division. While also moving around current staff to head it. 

Assess your Current Workforce

You can evaluate your current workforce to determine their strengths and weaknesses, as well as identify any gaps in skills or experience that need to be filled. How can you do this?

Use your current org chart software to measure: 

• Current staffing figures
• Staff distribution across geographies, departments, and teams
• Skills and competencies within the workforce
• High performers for succession planning  
• Low performers or “flight risks” who could increase attrition
• Average staff tenure and age to anticipate retirees 

Determine your Future Workforce Needs

Based on your organization’s goals and your current workforce assessment, determine the number and types of employees you will need in the future.

• Review your organization’s business plan: Your organization’s business plan should provide insight into its future growth plans, which can help you forecast future staffing needs.
• Analyze historical data: Reviewing past staffing trends, turnover rates, and patterns can help you identify areas of the business that may require additional staffing in the future.
• Evaluate market conditions: Evaluate external factors such as the economy, industry trends, and labor market conditions to help you forecast the demand for talent in your industry.
• Conduct a skills inventory: Analyze the skills and competencies of your current workforce to identify any skills gaps and areas where additional staff may be needed.
• Develop scenario planning: Use scenario planning to consider a range of possible future scenarios that could impact your organization’s staffing needs, such as expansion, downsizing, or changes in technology.
• Consult with managers: Consult with managers and department heads to gather insights into their anticipated staffing needs for the coming year or period.
• Use forecasting tools: There are a variety of software tools and models available that can help you forecast future staffing needs. Consider using these tools to help you analyze and predict future staffing trends.

Do a Gap Analysis 

To identify any gaps or deficiencies that need to be addressed, compare the current state of your staffing to the desired future state. These gaps may include shortages of employees with specific skills, or a lack of staff to support specific functions or business areas. It could even include key leaders approaching retirement age where the staffing plan should deal with succession planning. 

Prioritize the identified gaps based on their potential impact on the organization’s performance, the urgency of the need, and the feasibility of filling the gap.

Implementing a Staffing Plan

Create a Timeline for the Staffing Plan

A staffing plan without a deadline and constraints is too open-ended. Create a timeline for each step of the hiring process. This can include posting job openings, reviewing resumes, conducting interviews, and making job offers.

Depending on the requirements that need to be filled, you could also incorporate plans for upskilling and succession planning.

Develop Job Descriptions

Once you have determined the positions you need to fill, develop job descriptions that clearly define the roles and responsibilities for each position.

Determine Compensation and Benefits

Determine the compensation and benefits package for each position to attract and retain top talent.

Identify Key Recruitment Sources

Identify recruitment sources, such as job boards, social media, and professional organizations, to reach potential candidates.

Implement the Plan

Finally, implement the staffing plan by posting job openings, conducting interviews, and hiring the best candidates for each position.

Monitor and Adjust

Regularly monitor the effectiveness of your staffing plan. Adjust as necessary to ensure your workforce remains aligned with your organization’s goals.

Conclusion

To build a talented, motivated, and productive workforce that is equipped to meet the challenges of a rapidly changing business environment, organizations can benefit from a well-designed staffing plan.

By following the steps outlined in this blog, organizations can develop a comprehensive staffing plan. That aligns with their strategic objectives and enables them to achieve their business goals. 

The post How to Develop a Staffing Plan? appeared first on AttendanceBot Blog.

In this blog, we talk about the history of agile, how agile methodology works in project management, and why it has risen in popularity. 

What is the History of Agile? 

The Agile Manifesto is a set of guiding values and principles for software development that emphasizes flexibility, collaboration, and continuous improvement. A group of software developers developed it in 2001 to address the shortcomings of traditional software development methods.

The Agile Manifesto consists of four core values:

• Individuals and interactions over processes and tools
• Working software over comprehensive documentation
• Customer collaboration over contract negotiation
• Responding to change over following a plan

These values prioritize people and relationships over rigid processes and tools, emphasize the importance of delivering working software, promote customer involvement throughout the development process, and emphasize the need for flexibility and adaptation to change.

What does the Agile Methodology in Project Management Mean?

Agile methodology is based on the Agile Manifesto. Which values individuals and interactions, working software, customer collaboration, and response to change. The methodology is often used in software development, but it can be applied to any project that requires flexibility and rapid development.

In Agile methodology, the project is broken down into smaller chunks called sprints or iterations, typically lasting 1-4 weeks. Each iteration involves a planning meeting, daily stand-up meetings, work execution, and review and retrospective meetings.

During the planning meeting, the team collaborates to identify the work to be done in the upcoming iteration and creates a prioritized backlog of tasks. The daily stand-up meetings are brief check-ins that allow team members to share progress and identify any obstacles. Work execution involves the team members working together to complete the tasks in the backlog.

At the end of each iteration, the team conducts a review to demonstrate the working software or product to stakeholders and receive feedback. They also hold a retrospective meeting to reflect on what went well, what could be improved, and what changes should be made to the process for the next iteration.

The Agile methodology emphasizes collaboration, communication, and continuous improvement throughout the project, with a focus on delivering high-quality products or services that meet customer needs and expectations.

What are the Benefits of the Agile Methodology in Project Management? 

Adaptability

Agile teams can respond quickly to changes in requirements, market conditions, or customer needs. They can adjust their plans and priorities as needed, without disrupting the entire project.

Faster Delivery

Agile projects are completed in smaller increments, called sprints, which allows for faster delivery of working software or products. This enables teams to get feedback early in the process and make changes before it’s too late.

Increased Customer Satisfaction

By involving customers in the development process and delivering working software or products frequently, Agile teams can ensure that they are meeting customer needs and expectations.

Transparency

Agile emphasizes collaboration and communication, which helps to increase transparency and ensure that everyone is on the same page. This reduces the risk of misunderstandings, delays, and rework.

Better Quality

Agile teams focus on delivering working software or products frequently, which helps to identify defects early in the process. This allows for faster resolution of issues and higher quality deliverables.

Empowered Teams

Agile methodology empowers team members to make decisions and take ownership of their work by organizing teams that are self-organizing and cross-functional. This leads to higher motivation, creativity, and productivity.

What are the Disadvantages of the Agile Methodology in Project Management? 

Requires Experienced and Skilled Team Members

Agile methodology places a lot of responsibility on individual team members to work independently and collaborate effectively. This requires a high level of skill, experience, and motivation, which can be difficult to find in some cases.

Can be Challenging to Manage

Agile projects can be more challenging to manage because they require constant communication, collaboration, and iteration. Project managers need to be able to adapt quickly to changing requirements. While maintaining a high level of transparency throughout the project.

Can Lead to Scope Creep

Because Agile projects are flexible and adaptable, there is a risk of scope creep, where the project expands beyond its original scope or goals. This can lead to delays, increased costs, and reduced quality.

May Require More Time and Resources

Agile projects require frequent meetings and communication, which can be time-consuming and resource-intensive. This can make Agile methodology more expensive and difficult to implement in some cases.

Not be Suitable for All Projects

Projects where requirements are constantly evolving and customer feedback is essential are best suited for Agile methodology. However, it may not be the best approach for projects with well-defined requirements, fixed budgets, or tight timelines.

While the Agile methodology can offer many benefits, it is important to consider the unique needs and constraints of your project; before deciding whether Agile is the right approach for your team.

Common Problems While Adopting and Scaling Agile Project Management Techniques

• Resistance to change: One of the most significant challenges when adopting Agile is resistance to change. The changes required to adopt Agile may be resisted by employees who are accustomed to traditional project management methods.
• Lack of understanding: Agile methodology requires a different mindset and approach to project management. If employees and stakeholders do not fully understand the Agile principles and practices, they may struggle to implement them effectively.
• Insufficient training: To be successful with Agile, teams need to be trained on the methodology, tools, and practices. Without adequate training, teams may struggle to implement Agile effectively.
• Incomplete adoption: Agile methodology requires a complete shift in the way projects are managed. A lack of effectiveness can occur if the organization only adopts certain elements of Agile. Such as daily stand-up meetings, without fully embracing the methodology.
• Organizational structure: Traditional organizational structures may not be conducive to Agile methodology, which requires cross-functional teams that are empowered to make decisions. Re-structuring the organization can be a significant challenge.
• Lack of leadership support: Adopting Agile requires a significant change in how the organization operates. Without strong leadership support, it can be difficult to drive the changes required to successfully implement Agile.
• Scaling challenges: Scaling Agile from small teams to large, complex projects can be difficult. Managing multiple teams, aligning priorities, and coordinating work can require significant effort and coordination.

Companies that use Agile Methodology 

• Amazon: Amazon is known for its agile approach to project management, using the methodology to develop and launch new products and services quickly.
• IBM: IBM has adopted Agile methodology across many of its teams and projects, including software development and marketing.
• Spotify: Spotify is a well-known adopter of Agile methodology, using it to manage software development and other projects.
• AirBnB: AirBnB uses Agile methodology to manage product development and software engineering projects, allowing the company to launch new features and updates quickly.
• Salesforce: Salesforce has been using Agile methodology for over a decade, allowing the company to rapidly develop and deploy new products and services.
• Tesla: Tesla uses Agile methodology in its software development and engineering teams, enabling the company to iterate quickly and respond to changing customer needs.
• GE: General Electric has adopted Agile methodology across many of its businesses, including aviation, healthcare, and energy, to improve project management and delivery.

How to Create an Agile Environment in Teams? 

• Educate your Team: Start by educating your team on the principles and values of Agile methodology. Explain the benefits of Agile, such as increased collaboration, faster delivery, and improved quality.
• Select an Agile Framework: Choose an Agile framework that fits your team’s needs and project requirements. The most popular Agile frameworks are Scrum, Kanban, and Lean.
• Define Team Roles: Establish clear roles and responsibilities for each team member, including the Product Owner, Scrum Master, and Development Team. Ensure that everyone understands their role and how they contribute to the project’s success.
• Establish a Backlog: Create a backlog of work items, prioritized by the Product Owner, that the team will work on. Use user stories or other Agile techniques to capture requirements and break down work into manageable chunks.
• Conduct Sprint Planning: Hold sprint planning meetings to plan and commit to a set of work items for the upcoming sprint. During the meeting, the team should estimate the effort required to complete each item and identify any dependencies or risks.
• Hold Daily Stand-up Meetings: Conduct daily stand-up meetings to keep the team aligned and informed about progress, challenges, and next steps. The meetings should be brief, focused, and attended by all team members.
• Review and Reflect: At the end of each sprint, hold a sprint review meeting to demonstrate the work completed and gather feedback from stakeholders. Also, hold a retrospective meeting to reflect on the sprint and identify opportunities for improvement.
• Foster a Collaborative Culture: Create a culture of collaboration, trust, and continuous improvement. Encourage open communication, celebrate successes, and use feedback to drive improvement.

How to Choose the Best Agile Project Management Tool? 

• Features: Look for a tool that offers essential Agile features, such as sprint planning, backlog management, sprint tracking, and team collaboration. The tool should also support the specific Agile framework your team is using, such as Scrum or Kanban.
• Ease of Use: The tool should be easy to use and navigate, with an intuitive interface that allows team members to quickly access the information they need.
• Customization: Look for a tool that allows you to customize the workflows, fields, and views to match your team’s specific needs and processes.
• Integration: The tool should integrate with the other tools and systems your team uses, such as source code repositories, bug trackers, and test automation tools.
• Reporting and Analytics: The tool should provide reporting and analytics capabilities that allow you to track team performance, identify bottlenecks, and make data-driven decisions.

Conclusion

In conclusion, the Agile approach to project management has become increasingly popular in recent years. The Agile methodology emphasizes collaboration, flexibility, and customer feedback, allowing teams to deliver high-quality products and services quickly and efficiently.

Agile methodology is based on several core principles, including iterative development, continuous feedback and improvement, and self-organizing teams. These principles, when implemented effectively, can lead to higher team morale, better customer satisfaction, and improved project outcomes.

By embracing Agile methodology and principles, companies can build a more adaptive, responsive, and customer-focused culture. One that drives continuous improvement and business success.

The post What Is Agile Methodology in Project Management? appeared first on AttendanceBot Blog.

In this article, we will explore the best practices for creating and managing 24/7 shift schedules that work for both employees and the business.

Process to Create 24 Hour Schedules

Understanding the Needs of Your Workforce

The first step in creating effective 24/7 shift schedules is to understand the needs and preferences of your workforce. Each employee has unique circumstances, such as family obligations, transportation constraints, and personal preferences, that can affect their availability and willingness to work at certain times. As a manager, it is your responsibility to take these factors into consideration when creating shift schedules.

One way to gather this information is to conduct a survey or hold individual meetings with your employees. Ask them about their preferred shift times, commute times, and any other factors that may impact their availability. This will allow you to create schedules that are more accommodating to your employees’ needs, which can improve their job satisfaction and reduce employee turnover.

Using Scheduling Software

Once you have gathered the necessary information from your employees, it’s time to start creating the schedules. In today’s digital age, there are many software solutions available that can streamline the scheduling process and reduce errors. These solutions can help you create schedules more efficiently, and allow employees to view their schedules online, swap shifts, and receive notifications about any changes.

Some of the features that you may want to look for in scheduling software include:

• Shift templates: This allows you to create recurring shift patterns for specific roles, which can save time and reduce errors.
• Automated scheduling: This feature uses algorithms to generate schedules based on the availability and preferences of your employees, which can further reduce errors and save time.
• Availability tracking: This allows employees to indicate their availability for each shift, which can help you create more accurate schedules.
• Mobile app: A mobile app can allow employees to access their schedules and make changes from their smartphones, which can be especially convenient for employees who work irregular schedules.

By using scheduling software, you can create schedules that are more accurate, efficient, and convenient for your employees.

Accounting for Break Times

When creating 24/7 shift schedules, it’s important to ensure that your employees receive adequate break times throughout their shifts. Depending on the laws and regulations in your area, employees may be entitled to rest periods and meal breaks, which can vary depending on their shift length.

As a manager, it’s your responsibility to ensure that your employees receive these breaks, and that they are scheduled in a way that allows for smooth operations. This may require some creative scheduling, especially if you have a large workforce and limited resources.

One solution is to stagger break times throughout the day, so that only a portion of the workforce is on break at any given time. This can help prevent bottlenecks and ensure that there are enough employees available to keep operations running smoothly.

Maintaining Open Communication

Open communication is crucial when managing shift schedules, especially when it comes to notifying employees of any changes or updates. As a manager, you should encourage your employees to communicate with you about any concerns they may have regarding their schedules.

In addition to regular communication with your employees, you may want to provide clear instructions on how to report absences, request time off, and swap shifts. This can help prevent scheduling conflicts and ensure that you have enough staff available to cover all shifts.

You may also want to consider implementing a system for employees to provide feedback on the schedules. This can help you identify areas for improvement and make adjustments to the schedules as needed.

Monitoring Effectiveness

Once you have created your 24/7 shift schedules and communicated them to your employees, it’s important to monitor their effectiveness over time. This can help you identify any issues or areas for improvement, and make adjustments as needed.

Some of the metrics that you may want to track include:

• Attendance: This can help you identify any patterns of absenteeism or tardiness, which can impact your operations.
• Productivity: Tracking productivity can help you identify any bottlenecks or inefficiencies in your operations.
• Employee satisfaction: Employee satisfaction is an important metric to track, as it can impact turnover rates and overall morale.

By monitoring these metrics, you can identify any issues with the schedules and make adjustments to improve their effectiveness.

Adjusting Schedules as Needed

Even with careful planning and monitoring, there may be times when you need to adjust your 24/7 shift schedules. This can occur due to a variety of reasons, such as employee absences, changes in demand, or unforeseen events.

When making schedule adjustments, it’s important to communicate these changes to your employees as soon as possible. This can help prevent confusion and ensure that all employees are aware of any changes to their schedules.

One way to make schedule adjustments is to offer overtime to employees who are available and willing to work. This can help ensure that you have enough staff available to cover any unexpected shifts or demand increases.

Another option is to allow employees to swap shifts with their colleagues. This can help prevent scheduling conflicts and ensure that all shifts are covered without the need for overtime.

What are 24 Hour Schedule Pattern Examples?

There are several different schedule patterns that businesses can use when implementing 24-hour schedules. Here are a few examples:

2-2-3 Schedule

This schedule pattern is often used in industries that require round-the-clock operations, such as healthcare and manufacturing. The alternating day and night shifts can help employees adjust to working at different times of day and can help ensure that there is always coverage on the job. The three-day weekend can also be beneficial for employee work-life balance and can help reduce fatigue and burnout.

4-on, 4-off Schedule

This schedule pattern is popular in industries that require 24/7 operations, such as emergency services, transportation, and utilities. The long work shifts can be challenging, but the extended time off can provide employees with a chance to rest and recharge. Additionally, the fixed schedule can help employees plan their personal lives around their work schedule.

DuPont Schedule

The DuPont schedule involves alternating between day and night shifts every few days, which can be challenging for some employees. However, the extended days off every two weeks can be a major benefit for employee work-life balance. This schedule can also be beneficial for businesses that require coverage around the clock, but do not need employees to work 12-hour shifts.

Pitman Schedule

The Pitman schedule is often used in industries that require continuous operations, such as call centers and customer service. The three consecutive work days followed by three consecutive days off can provide employees with a predictable routine and can help reduce fatigue and burnout. However, some employees may find it challenging to switch back and forth between work and off days every few days.

Continental Schedule

This schedule pattern involves working three 12-hour shifts in a row, followed by three days off. This schedule is often used in industries such as healthcare and manufacturing, where continuous coverage is needed. The extended days off can be beneficial for employee work-life balance and help reduce the risk of burnout. However, some employees may find it challenging to work such long shifts. Businesses may need to provide additional support, such as breaks and ergonomic workstations, to help employees manage the physical demands of the job.

Conclusion

Creating effective 24/7 shift schedules requires careful planning, communication, and monitoring. By understanding the needs and preferences of your workforce, using scheduling software, accounting for break times, maintaining open communication, monitoring schedule effectiveness, and adjusting schedules as needed, you can create schedules that work for both employees and the business.

Implementing these best practices can help improve productivity, reduce employee turnover, and ensure that your business is able to operate smoothly around the clock. Creating and managing 24/7 shift schedules is challenging but these guidelines can create effective and efficient schedules for your business.

The post How To Create 24 Hour Schedules? appeared first on AttendanceBot Blog.

The rise of remote work has led to an explosion of software tools and platforms designed to help teams collaborate, communicate, and stay productive from anywhere in the world. But with so many options available, it can be tough to know where to start.

In this blog, we’ll explore some of the best remote work software tools on the market today. From project management and team communication to video conferencing and file sharing, we’ll cover the must-have tools for any remote team looking to thrive.

Whether you’re a manager trying to keep your team on track or a remote worker looking to streamline your workflow, these remote work software tools can help you stay organized, focused, and connected, no matter where you’re working from. So let’s dive in and take a look at the best remote work software tools for your team.

Slack – The Communication Hub 

Slack is a cloud-based communication and collaboration platform that has become increasingly popular in recent years, particularly among remote teams. Its user-friendly interface, robust set of features, and wide range of app integrations have made it an essential tool for businesses looking to streamline communication and increase productivity.

Key Features of Slack

• Channels: Slack allows you to create channels for different projects, teams, or topics, making it easy to keep conversations organized and searchable.
• Direct Messaging: Slack’s direct messaging feature allows team members to communicate with each other one-on-one, even if they’re in different time zones.
• Video and Voice Calls: Slack’s built-in video and voice call feature allows remote teams to communicate face-to-face, no matter where they are in the world.
• File Sharing: Slack makes it easy to share files and collaborate on documents with team members, whether you’re working on a project or simply need to share a file for review.
• App Integrations: Slack has a wide range of app integrations, allowing teams to bring their favorite tools and apps directly into Slack, from project management and time tracking to team polls and surveys. 

• Customization: Slack allows teams to customize their workspace with different themes and emojis, making it feel more personalized and fun.
• Mobile App: Slack’s mobile app allows team members to stay connected on the go, making it easy to stay up-to-date and in touch with colleagues no matter where they are.

Slack Pricing Tiers 

Free

Slack’s free plan offers a range of basic features, including access to 10,000 searchable messages, one-to-one video calls, and 5 GB of file storage. It’s a good option for small teams or organizations just getting started with Slack.

Standard

Slack’s standard plan is designed for small to medium-sized businesses and offers more advanced features, including unlimited message archives, group video calls, and 10 GB of file storage per team member. The standard plan starts at $6.67 per user per month, billed annually.

Plus

Slack’s plus plan is geared towards larger organizations and includes additional features like SSO (Single Sign-On) integration, compliance exports, and 20 GB of file storage per team member. The plus plan starts at $12.50 per user per month, billed annually.

Enterprise Grid

Slack’s enterprise plan is designed for large organizations with complex needs, offering additional security and compliance features, dedicated customer support, and unlimited file storage. Pricing for the enterprise plan is customized based on the specific needs of each organization.

Slack’s pricing is flexible and affordable, with options to suit the needs of businesses of all sizes. Teams can start with the free plan and upgrade as their needs grow. Making it a great option for businesses looking to scale.

AttendanceBot – Time Tracking and Absence Management 

AttendanceBot is a comprehensive attendance management tool that is designed to help remote teams streamline their time tracking and attendance management processes.

Key Features of AttendanceBot for Remote Teams:

1. Easy time tracking: AttendanceBot allows remote employees to track their time easily by logging their working hours, breaks, and overtime hours. The tool also provides a real-time overview of team members’ availability and schedules.
2. Customizable work hours: AttendanceBot allows remote teams to set custom work hours and schedules, so team members can adjust their work hours based on their availability and preferences.
3. Automated attendance management: AttendanceBot automates attendance management by allowing team members to clock in and out using different channels such as Slack, Microsoft Teams, or Google Chat. The tool also automatically calculates overtime, time off, and vacation days.
4. Accurate time calculations: AttendanceBot automatically calculates team members’ working hours, overtime hours, and time off, ensuring accurate and error-free calculations.
5. PTO management: AttendanceBot allows remote teams to manage PTO (paid time off) requests, approvals, and balances. Team members can request time off through the tool, and managers can approve or reject requests in real-time.
6. Real-time reporting and analytics: AttendanceBot provides real-time reporting and analytics, enabling team leaders to track attendance, productivity, and other key metrics. The tool also generates detailed reports and insights that help managers make data-driven decisions.
7. Integration with other tools: AttendanceBot integrates with other popular tools such as Google Calendar, Office 365, and Zoom, allowing remote teams to manage their attendance and schedules seamlessly across different platforms.

Pricing

AttendanceBot offers a 14-day free trial for all plans, allowing users to test the tool before committing to a paid plan. It is free for teams with 5 users, and starts at $4/month/user.

Trello – Project Management 

Trello is a powerful project management tool that helps teams of all sizes organize and manage their work in a collaborative and visual way. It is a popular platform that uses boards, lists, and cards to help teams track progress, assign tasks, and communicate in real-time.

Trello allows teams to create custom workflows and processes that fit their unique needs. Whether they are managing software development, marketing campaigns, or personal projects. With its intuitive drag-and-drop interface, users can easily move cards from one list to another, assign due dates and labels, and add comments and attachments.

Key Features of Trello 

• Boards, lists, and cards: Trello’s core organizing system is based on boards, which represent projects or initiatives, and are comprised of lists and cards. Lists represent the stages of a project, while cards represent tasks or items within those stages. This structure makes it easy to visualize progress and track work.
• Customizable workflows: Trello allows teams to create their own custom workflows and processes, tailored to their specific needs. This means you can use Trello for anything from managing a software development project to planning a family vacation.
• Collaborative features: Trello is designed to facilitate collaboration and communication among team members. Users can assign tasks to team members, add comments and attachments to cards, and use @mentions to notify team members of updates or changes.
• Time management: Trello has several features that help teams manage their time more effectively, including due dates, checklists, and the ability to set reminders and alerts. This helps teams stay on track and meet deadlines.
• Integrations: Trello integrates with a wide range of other tools and services, including Slack, Google Drive, and Jira. This allows teams to easily connect Trello with their existing workflows and tools.

Trello Pricing Tiers

Free

Trello’s free plan offers basic features for individuals and small teams. This plan includes unlimited boards, cards, and lists, as well as basic integrations with other tools.

Business Class

Trello’s Business Class plan is designed for larger teams and organizations. It includes all the features of the free plan, plus advanced collaboration and administrative features such as team overviews, custom fields, and advanced checklists. The Business Class plan also includes priority support and advanced integrations.

Enterprise

Trello’s Enterprise plan is designed for large organizations with complex needs. It includes all the features of the Business Class plan, plus enterprise-level security, compliance, and administrative features such as SSO, domain verification, and enhanced permissions.

Google Drive – Cloud-Based Storage Solution

Google Drive is a cloud-based storage and collaboration platform offered by Google. It allows users to store and access files, documents, photos, and other digital content from anywhere. With Google Drive, users can easily create, share, and collaborate on files in real time.

Key Features of Google Drive

• Integration with other G-Suite software: Google Drive is seamlessly integrated with other Google tools such as Google Docs, Sheets, and Slides, which allows users to easily create and collaborate on documents, spreadsheets, and presentations in real time.
• Access control: Google Drive allows users to set access control permissions, so they can choose who has access to their files and what level of access they have (view, comment, or edit).
• Offline access: Google Drive allows users to access and edit their files even when they are not connected to the internet, which is useful for those who frequently travel or work in areas with poor internet connectivity.
• Version history: Google Drive automatically saves all versions of a document, so users can easily track changes and revert to previous versions if needed.
• Mobile app: Google Drive has a mobile app that allows users to access, edit, and share their files on-the-go, from any mobile device.

Google Drive Pricing Tiers

Basic

15 GB of free storage for individuals

Google One

Starting at $1.99/month for 100 GB of storage, with options for up to 30 TB of storage.

G Suite

Starting at $6/month per user. This includes Gmail, Google Drive, Google Calendar, and other productivity apps. As well as increased storage capacity and advanced administrative controls for businesses.

If you need more storage, Google also offers a storage upgrade program to purchase extra storage on a monthly basis. Additionally, Google periodically offers promotions or discounts on its storage plans. So it’s worth checking their website or Google One app for any current deals.

Asana – Task Oriented Project Management 

Asana is a project management and collaboration tool that helps teams track and manage their work, stay organized, and communicate more efficiently. It allows users to create and assign tasks, set deadlines, and track progress, all in one central location. Asana’s intuitive design and customizable features make it a popular tool for businesses and individual users.

Features of Asana

• Task management: Asana allows users to create tasks, assign them to team members, and set due dates. Users can also add details and comments to tasks, attach files, and organize tasks into projects.
• Project management: Asana offers a range of tools to help teams manage projects, including project timelines, calendar views, and task dependencies. Users can also set project goals and milestones to track progress.
• Collaboration: Asana enables real-time collaboration, allowing team members to communicate, share files, and comment on tasks and projects. Users can also set up team conversations and notifications to stay up-to-date on project progress.
• Customizable workflows: Asana’s flexible design allows teams to customize workflows to fit their specific needs. Users can create custom fields, templates, and automation rules to streamline their work processes.
• Integration with other tools: Asana integrates with a variety of other tools and platforms, such as Slack, Google Drive, and Trello, to streamline workflows and improve productivity.

Asana Pricing Tiers 

Basic

Asana’s Basic plan is free for teams of up to 15 members. It includes basic task management features, project boards, and team conversations.

Premium

Asana’s Premium plan costs $10.99 per user per month when billed annually. It includes advanced features such as custom fields, task dependencies, and timeline views.

Business

Asana’s Business plan costs $24.99 per user per month when billed annually, or $30.49 per user per month when billed monthly. It includes additional features such as portfolio management, workload management, and custom rules.

Enterprise

Asana’s Enterprise plan is customizable and offers additional security and administrative features. Pricing is available upon request.

Asana also offers a free trial for its Premium and Business plans. Allowing users to try out the advanced features before committing to a paid plan. Additionally, Asana offers discounts for nonprofit organizations and educational institutions.

ExpenseTron- Robust Expense Management 

ExpenseTron is a powerful expense management tool designed to streamline the expense reporting process for remote teams.

Features of ExpenseTron

1. Automated expense tracking: ExpenseTron automates the expense tracking process by allowing remote team members to upload receipts. The tool can also automatically categorize expenses and calculate exchange rates.
2. Real-time expense reporting: ExpenseTron provides real-time expense reporting. Allowing remote team members to monitor their expenses and check their spending limits in real-time.
3. Approval workflows: ExpenseTron allows remote team members to submit expenses for approval to managers or accounting teams. The tool also provides customizable workflows that can be tailored to specific business needs.
4. Integration with other tools: ExpenseTron integrates with popular accounting and finance tools. Such as QuickBooks, Xero, and FreshBooks, allowing remote teams to manage their expenses seamlessly across different platforms.
5. Mobile app: ExpenseTron offers a mobile app for both Android and iOS. Enabling remote team members to upload receipts and manage their expenses on the go.
6. Multi-currency support: ExpenseTron supports multiple currencies. Making it easy for remote team members to track expenses in different currencies and convert them to their local currency.
7. Customizable expense policies: ExpenseTron allows remote teams to set customizable expense policies and rules. Ensuring compliance with company policies and regulations.

Salesforce – Comprehensive CRM 

Salesforce is a customer relationship management (CRM) platform that helps businesses manage customer interactions and streamline their sales, marketing, and customer service processes. It is one of the most popular and widely used CRM software on the market.

Features of Salesforce

• Sales automation: Salesforce offers tools for lead management, opportunity tracking, sales forecasting, and collaboration, helping sales teams streamline their processes and close deals faster.
• Marketing automation: Salesforce helps businesses manage their marketing campaigns across multiple channels, including email, social media, and digital advertising. The platform also includes tools for creating personalized marketing content, managing leads, and tracking campaign performance.
• Customer service: Salesforce offers tools for managing customer inquiries, complaints, and support cases, helping businesses provide better customer service and improve customer satisfaction.
• Analytics: Salesforce provides businesses with insights and analytics to help them make data-driven decisions, track performance, and identify opportunities for growth. The platform includes customizable dashboards, reports, and forecasting tools.
• Mobile app: Salesforce offers a mobile app that allows users to access their CRM data and manage their sales and customer service processes from anywhere.
• Customization: Salesforce is highly customizable and can be tailored to fit the specific needs of a business. Users can create custom fields, workflows, and reports, and integrate the platform with other third-party tools.
• Integration: Salesforce integrates with a variety of other business tools, such as email clients, marketing automation tools, and project management software, making it easy for businesses to manage all of their operations in one platform.

Salesforce Pricing Tiers

Essentials

The Essentials plan is the most basic and affordable plan, designed for small businesses with up to 10 users. It includes basic sales and customer service features. The price starts at $25 per user per month.

Professional

The Professional plan is designed for growing businesses with more advanced sales and customer service needs. It includes features such as forecasting, advanced reporting, and lead scoring, as well as integrations with other business tools. The price starts at $75 per user per month.

Enterprise

The Enterprise plan is designed for larger businesses with more complex sales and customer service needs. It includes features such as workflow automation, advanced analytics, and multi-currency support, as well as custom development and support. The price starts at $150 per user per month.

Unlimited

The Unlimited Plan includes all the features of the Enterprise plan, as well as unlimited custom objects, API calls, and storage. The price is custom and based on the specific needs of the business.

Conclusion

As more businesses shift towards remote work, it’s important to have the right tools and software to enable efficient collaboration. We’ve explored seven of the best remote work software tools available in 2023. 

Each of these tools offers unique features and benefits that can help teams work together effectively. By utilizing these tools, remote teams can stay connected, organized, and productive, no matter where they are located.

The post 7 Best Remote Work Software Tools in 2023 appeared first on AttendanceBot Blog.

But enough of these riddles, let’s get to the 10 most powerful time management tools and techniques to get the most out of your day. 

#1 Time Management Tool and Technique: Pomodoro Technique 

This technique involves breaking down your work into intervals of 25 minutes each, separated by short breaks. It helps you to stay focused and avoid burnout while completing tasks efficiently.

The 25-minute timer technique or Pomodoro Technique works best for those who get distracted easily and are not able to achieve their objectives despite giving requisite hours. 

Refer to this article if you’d like to learn more about the Pomodoro Technique.

#2 Time Management Tool and Technique: Eisenhower Matrix 

This tool helps you prioritize tasks based on their urgency and importance, enabling you to manage your time and tackle tasks effectively. 

The Eisenhower Matrix is a simple four-quadrant grid that helps you categorize tasks based on their level of importance and urgency. Here is how it works: 

• Identify your tasks: Make a list of all the tasks you need to complete.
• Divide tasks into quadrants: Draw a square and divide it into four quadrants. Label the quadrants as follows:
  • Quadrant 1 (Important and Urgent): Tasks that are both important and urgent, such as deadlines or emergencies. These tasks should be completed immediately.
  • Quadrant 2 (Important and Not Urgent): Tasks that are important but not urgent, such as planning or personal development. These tasks should be scheduled for later.
  • Quadrant 3 (Not Important and Urgent): Tasks that are urgent but not important, such as interruptions or distractions. These tasks should be delegated to others or minimized as much as possible.
  • Quadrant 4 (Not Important and Not Urgent): Tasks that are neither important nor urgent, such as time-wasting activities. These tasks should be eliminated or minimized as much as possible.
• Prioritize Tasks: Once you have divided your tasks into quadrants, prioritize them based on their level of importance and urgency. Start with Quadrant 1 tasks, then move on to Quadrant 2 tasks. Delegate or minimize Quadrant 3 tasks, and eliminate or minimize Quadrant 4 tasks.
• Schedule Tasks: Once you have prioritized your tasks, schedule them according to their level of importance and urgency. Use a calendar or to-do list to schedule Quadrant 1 and 2 tasks, and delegate or minimize Quadrant 3 tasks.

By using the Eisenhower Matrix, you can prioritize your tasks more effectively and increase your productivity by focusing on the most important and urgent tasks first.

#3 Time Management Tool and Technique: Time Blocking 

Time blocking is a productivity technique that involves scheduling specific blocks of time on your calendar to focus on certain tasks or activities. The idea is to allocate a fixed amount of time for each task, which helps you stay focused and avoid distractions. Here’s how it works:

• Identify your Tasks: Make a list of all the tasks you need to complete.
• Estimate the Time Needed: Estimate the amount of time you need to complete each task. Be realistic, and give yourself enough time to complete the task without rushing.
• Schedule Blocks of Time: Create blocks of time on your calendar for each task. For example, if you need to write a report, schedule a two-hour block of time to work on it. Be sure to schedule breaks in between blocks of time to give your mind and body a rest. You can use apps like Google Calendar to make this step alarm oriented. 
• Stick to your Schedule: Once you have scheduled your tasks, stick to your schedule as much as possible. Avoid distractions and interruptions, and stay focused on the task at hand. If you find that you need more time for a task, adjust your schedule accordingly.
• Evaluate and Adjust: At the end of each day or week, evaluate your progress and adjust your schedule as needed. Identify any tasks that you did not complete, and reschedule them for a later time.

#4 Time Management Tool and Technique: To-Do Lists 

This classic tool is an excellent way to keep track of tasks and ensure that you don’t forget anything. It can also help you prioritize tasks and manage your time more efficiently.

The process of to-do lists is simple and straightforward. Create a list of action items and simply tick them off as you speed through them. The mere act of checking a mark against a checklist can give your brain an endorphin rush to motivate you through power through the to-do list. 

This is a strange one but a classic. 

#5 Time Management Tool and Technique: Kanban Boards  

Kanban boards are visual  task and time management tools that can help you to stay organized, prioritize tasks, and manage your time more effectively. 

How to get started with a Kanban board? 

• Set up your Board: Start by creating a physical or digital board with columns representing the different stages of your workflow. For example, you could have columns for “To Do,” “In Progress,” and “Completed.”
• Add Tasks: Create cards for each task that needs to be completed and add them to the appropriate column. You could also use different colored cards to indicate the priority level of each task.
• Move tasks through the Workflow: As you work on tasks, move them through the different columns on your board. You can see at as single glance the status of tasks. 
• Limit Work in Progress: To avoid getting overwhelmed, limit the number of tasks that you have in progress at any given time. This helps you to stay focused and complete tasks more efficiently.
• Review and Optimize: Regularly review your Kanban board to see which tasks are taking longer than expected and identify areas where you can optimize your workflow. This helps you to continually improve your time management skills and increase your productivity.

Source

Kanban boards can be used in a variety of settings, from personal task management to team project management. 

#6 Time Management Tool and Technique: Mind Mapping 

Mind mapping is a technique for organizing and visualizing ideas, concepts, and information in a way that helps you to make connections and identify patterns. 

• Start with a Central Idea: Begin by writing your main idea or topic in the center of a blank page or digital canvas.
• Branch Out with Related Ideas: From the central idea, branch out with related ideas or subtopics, drawing lines to connect them to the central idea. Short words or phrases should represent ideas. 
• Continue to Branch Out: As you add more ideas, continue to branch out from each subtopic, creating a hierarchy of ideas. Use different colors, images, and symbols to make your mind map more visually appealing and memorable.
• Make Connections: Look for connections between different ideas and concepts, and use lines to connect them. This will help you to see patterns and relationships that might not be immediately apparent.
• Refine your Mind Map: Once you’ve created your mind map, take a step back and review it. Look for areas where you can refine or expand on your ideas, and add new branches or subtopics as needed.
• Use your Mind Map: Once you’ve created your mind map, you can use it as a tool for organizing your thoughts, planning a project, or studying for an exam. It can help you to see the big picture and make connections between different ideas and concepts.

#7 Time Management Tool and Technique: Task Batching

Task batching is the practice of grouping similar tasks together to increase efficiency and productivity. Instead of switching between different types of tasks throughout the day, task batching allows you to focus on one type of task at a time, reducing context switching and increasing your ability to get things done.

• Identify Similar Tasks: Start by identifying the types of tasks that you can group together. For example, you might batch all your email responses, social media updates, or phone calls.
• Create a Schedule: Once you have identified the types of tasks you can batch together, create a schedule that outlines when you will work on each type of task. You can choose to work on one type of task for an entire day or break your day into smaller blocks of time, dedicating each block to a specific task.
• Minimize Distractions: When you are working on a batch of tasks, it’s important to minimize distractions. This might mean turning off your phone, closing your email, or finding a quiet place to work.
• Prioritize Tasks: Within each batch of tasks, prioritize the most important ones. This will help you make progress on the most critical items first and ensure that you are making the most of your time.
• Take Breaks: It’s important to take breaks throughout the day to avoid burnout. Plan to take short breaks between batches of tasks to recharge and refocus.
• Evaluate your Progress: At the end of the day, evaluate your progress and make adjustments as needed. If you find that certain types of tasks are taking longer than expected, you may need to adjust your schedule or find ways to streamline those tasks.

By following these steps, you can improve your productivity and get more done in less time. Remember, task batching is a flexible approach, and you can adjust it to suit your individual needs and preferences.

#8 Time Management Tool and Technique: Focus@Will

Focus@Will is a unique tool that provides specially designed music to help you stay focused and increase your productivity. 

All you need to do is sign up for an account. Take a quiz which will then create a personalized playlist based on your music preferences and other parameters. It even provides different focus modes, such as “Flow,” “Energy,” and “Relax,” depending on the type of task you’re working on. Select the mode that best suits your needs and preferences. 

Once you have your focus mode and task, make a rough estimate of how much time the task will take to set a timer for the same. Once you start the timer, begin working while listening to the music. Focus@Will’s music is designed to help you stay focused and block out distractions, enabling you to work more efficiently.

For data enthusiasts, Focus@Will also offers a progress tracker that shows you how much time you’ve spent working while listening to music. This can help you to see how much progress you’re making and motivate you to keep working. 

#9 Time Management Tools and Techniques: Time Tracking Tools 

Time tracking tools help you to monitor how much time you spend on different tasks and activities, enabling you to identify areas where you can improve your time management skills.

By tracking your time, you can see how much you’ve accomplished in a given period and set goals to improve productivity. By using the data you gather from time tracking, you can identify where you are spending the most time and focus on improving your efficiency in those areas.

With time tracking tools like AttendanceBot you can identify how much time you spend on each task, project and client.

The post 9 Powerful Time Management Tools and Techniques 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.

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.

In this article, you’ll see in detail Tuckman’s stages of group development and how this model can help your team develop and become effective. Let’s start by unpacking some definitions. 

What is the Forming Storming Norming and Performing Model?

Bruce Tuckman an American psychologist, in his 1965 paper, described a four staged team development model that all teams follow for reaching a state of maximum productivity and potential. According to the model, teams go through each phase working their way through overcoming obstacles, learning to work together, and eventually hitting their goals. This model is known as the forming, storming, norming, and performing model (FSNP).

Let’s now see what typically happens in each phase of the model.

Forming Stage of Group Development

The first of Tuckman’s stages of team development is the forming stage. The purpose of this phase is to create a team with clear structure, goals, direction, and roles. At this stage, teams are unsure of their purpose as they begin to form. They are excited, curious, and eager about their new journey. 

At this point, a team constitutes of mere strangers who have many questions. At the same time, they may be anxious wondering things like how well do they fit in or if they will live up to the expectations of their supervisor. 

Forming is the stage where teams begin to address the problems and then propose suitable solutions. Members of the team decide on a task they want to work on and are usually highly positive about it. This stage also takes time since everyone on the team still has to get to know each other. 

Storming Stage of Group Development

Coming up to number two on the Tuckman ladder, we see the storming stage. Often the most dangerous phase of the model, the storming stage is directed by two main things: conflict and friction. In this stage, team members begin to question each other’s way of working. They may also challenge the opted management and leadership style or they may question the entire mission of the team. 

In this phase, the negative aspects of each member on the team are likely to show up. It is at this stage, members begin to feel they may not live up to the expectations of the team and the end result is frustration and anger from not being able to make progress. 

Disagreements and confusions result in slowing down progress. At this stage, most teams are likely to break up with some members refusing to join a team at all. 

Norming Stage of Group Development

Number three on Tuckman’s model of group development is the norming stage. It is at this stage that all the team members gradually start to work together effectively. At this stage, members begin to trust each other, establish harmony and accept each other’s opinions despite their differences. 

They also begin to appreciate one another’s strengths, fill in the discrepancies they left, and feel comfortable sharing their ideas and thoughts. In addition, the team begins to accept criticism and use it constructively. With increased group cohesion, members enjoy being part of the team and working together. An increased willingness to share ideas or ask teammates for help is common at this stage.

Performing Stage of Group Development

In the 4th stage of team development, members perform to their full potential and work hard. With such determination and productivity, the team is highly likely to hit its target. Members feel satisfied with their progress and are confident in their abilities. 

Additionally, they begin to prevent and solve problems efficiently and they start to fulfill their roles responsibly.

Adjourning Stage of Group Development

The last stage of Tuckman’s model of group development is adjourning which is also known as mourning. At this stage, the teamwork is done, tasks are completed and goals are met. This stage arrives naturally when a project is completed and the need for a team is no longer felt. At this stage, the team members disband and are deployed. Some members also feel anxious thinking of their future roles. Ar the same time members feel content having accomplished goals. 

The adjourning phase is especially difficult for those people who are habitual of working in teams. Overall, the phase consists of mixed emotions from the members because of the team ending. During this stage, members must keep some things in mind. For instance, they should evaluate their team process, progress and see if any of their deliverables are pending. 

Using the Forming Storming Norming and Performing Stage for Team Development

In order to make sure your team is moving forward from stage 1 to the last stage of this team development model, keep in mind a few things:

Look at the Current Status of Your Team

Begin by figuring out at which stage your team might currently be. Only then you’ll know what are some steps you can take to help them grow to their full potential.

Take Steps to Help them Move Forward

Your team may not do everything on its own. They may need at least some external help as they go from the forming stage to the performing stage. After identifying the current status of your team, take steps to push them to the next step.

For instance, if a team in its storming stage is having trouble or arguing in deciding the right thing, help them decide. For a team that is still in its forming stage, help them get comfortable with each other. 

Follow Up

No team can move forward if it’s left unchecked, An important part of helping your team develop is to keep an eye on them from time to them. You should be seeing their current progress and their current status. 

You can also schedule regular review sessions with them. After seeing where your team stands, you can take the essential measures to help them move to the next stage. In addition, you also need to keep an eye on your team even in the performing stage. Their progress can decline if there’s no one to keep a check on it. 

Moving between the Stages 

Forming to Storming

The forming stage is all about getting to know everyone on the team. You may want to make that process easy for your team. In case your team is a remote one, you can try virtual onboarding and online video calls. When going from the forming stage to storming, you can ask your team to have personal goals so they can see where they want to start. 

Storming to Norming

Storming is a difficult stage and therefore requires the most check and balance. At this stage, you should be seeing where the team members currently stand, what are the shortcomings, and where they seem to be disagreeing with each other. 

Building trust between the team members is important and therefore you should take steps to increase it between the members. Additionally, keep an eye on all the conflicts within the team. They may help you see where the team needs fixing, where they are wrong and how they can improve in order to perform at their full potential.

Following up through meetings face to face or online both are important at this stage. 

Norming to Performing

Although at this stage your team has adjusted itself to the team environment and is finally making progress you still may want to keep an eye on their progress in case it slips back.  To make sure they’re performing well, keep up the regular review sessions. During the session make sure you hear the quiet team members and see what they have to say. 

In the follow-up sessions make sure you motivate your team to go ahead and take responsibility for their actions. You can also take the help of virtual team-building exercises to help your team grow. 

Performing to Adjourning 

When your team is finally in its full progress potential, you can look into other ways that can benefit your organization. At this stage, you can free some time and focus on yourself. You must also ask your team for any personal development goals they have and then discuss with them the available opportunities. 

Adjourning 

When all is done and dusted, it’s time to celebrate. At this stage, you should make time to celebrate your team’s achievements and make them see how far they’ve come. When all your team members will share positive experiences, it’ll boost their confidence and lift their mood. 

Not all members may have positive experiences to share. For those that don’t, make sure you listen to them and what suggestions they have to offer. You should appreciate them for going this far. Additionally, you can discuss with them other available career opportunities that they may feel confident about.

Ready to Develop Your Team?

Tuckman’s forming storming norming and performing model is an excellent way to help your team grow. Using a few tips mentioned in this article you can use this model to help your team grow and develop as they go through each of these stages. 

To help your team form storm norm perform, you need to see where your team currently stands, what shortcomings they’re facing, what are their strengths, and where they need to improve. 

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A performance evaluation is not just an evaluation and assessment by the employer and HR. It also includes self-evaluation or self-assessment by the employees themselves.

A good self-evaluation has multiple benefits. In this blog, we are going to talk all about it and how you can guide your employees to evaluating themselves efficiently.

What is Self Evaluation?

Self-evaluation, also known as a self-assessment or self-appraisal, is a process where the employees evaluate their own performances. It requires them to analyze their strengths and weaknesses so that they can perform better.

Here are three important questions that the employee needs to ask themself while writing a self-assessment.

• What should I keep doing?
• What should I stop doing?
• What should I start doing?

Correctly answering these three questions can clear a lot of things, both for the employee at the time of self-assessment and the subsequent assessors. 

In today’s scenario when organizational structures are multifaceted and multigenerational, competition is high. Self-evaluation plays an even more important role as assessing one’s performance gains relevance.

But, is that the only reason self-evaluation is important? No. Let’s find out why self-appraisal or self-evaluation is important.

Why is Self Evaluation Important?

If you know the answer to this question, you’d know why HR conducts self-evaluation practices for employees. You ought to know the importance of it. Here are a few reasons:

Ownership

Employee self-evaluation gives them a sort of ownership at work. This indirectly means they are more accountable for the work they do. Indeed, managers are not absolved of their responsibilities and they are still the ones overseeing the work of the employees, but self-evaluation makes the latter more responsible.

Motivation

Self-assessment also gives a sense of motivation to the employees. Employees feel empowered as they feel they matter and they are no longer seeing the company grow from the background. Self-evaluation gives the employees the chance to play at a level field, identify their issues and talk in a more confident tone about them. This also leads to more confident one on one discussions and fruitful review meetings.

Better Relationships

Employees who are more self-aware when it comes to their professional shortcomings and know how to deal with them are also the ones who manage to foster better relationships with their teammates, including their supervisors and subordinates. Self-evaluation plays a huge role in boosting their morale, thereby improving their communication skills.

Growing Career

Self-assessment also helps the employees in improving their career trajectory as they are aware of their strengths and weaknesses and also how they can harness the former to minimize the latter. This can help them look for better opportunities in the future, whether within the organization or outside it. This also helps the employees assess what exactly they are looking for, which directly affects the way they discuss their roles at the time of appraisal meetings.

No discrepancies

Last but not the least, self-evaluation is a great way to minimize any sort of discrepancies that may arise due to miscommunication or distorted employer-employee relationships. Separate evaluation forms submitted by both the manager and the subordinate help the evaluation process where the manager may better understand where it is that they are differing from their subordinate when it comes to assessing and evaluating the performance. This helps remove any communication barrier, which, of course, leads to better relationships and performances.

What are the Steps to Writing a Good Self Evaluation?

Writing a good self-assessment may seem easy, but requires a lot of skill and finesse. That’s why you need to guide your employees on how they can write one in the best way possible. Here are the steps.

Goal Identification

There are usually two types of goals per employee; the ones that are assigned to them and the ones attached to them personally by their managers. The employees need to identify both with the manager for a good self-evaluation and then set SMART goals for themselves.

Few good examples of personal goals are being better at time management, improving communication skills, etc. The employee should be able to discuss anything that they wish to improve to refine one’s professional skills, whether or not it is related to the organization.

Assigned goals, on the other hand, refer to their assigned tasks or KPIs and are related to the job at hand. A part of self-evaluation also requires the employees to know where they are falling short when it comes to achieving these goals as well.

The overall goal is to identify the goals. This is the first and foremost thing to do while drafting a self-evaluation.

Review Comparison

It is always good to measure growth with respect to a certain parameter. In terms of self-evaluation, the best possible parameter is the last evaluation process. The employee should compare and measure growth since the last appraisal and evaluation process and figure out what has been achieved and what remains.

Managers cannot remember the pitfalls and strengths of each team member. It thus falls on the team members to evaluate themselves correctly. And the best way to do it is by comparing their last self-evaluation report with the current one. This helps them know what they have worked on during the year and what they need to do when it comes to achieving personal or assigned goals (as discussed above).

This is also a great exercise for the employees to know if or not a certain solution worked for them. If not, they can put that forth in the current review so that a new solution can be found.

Growth Plan

Companies nowadays have an array of Employee Development Plans that aim to help employees do their work better and be in a cycle of continuous improvement. But, what about the employees themselves? Encourage the employees to come up with their growth plan based on their growth trajectory. Ask them to share their strengths, weaknesses, and a way to come around the same.

This will help the management in coming up with customized courses and plans that can help each employee rather than a one-size-fits-all approach which is more of a formality than a fruitful solution.

Company and Personal Core Values

Another important part of employee self-evaluation is combining personal core values with that of the company. As we have already mentioned, it is important for the employees to not only work on assigned goals but personal goals as well. Similarly, they also need to list down what are their core values and how they sync in with the company’s core values. The reason being, the two need to match to some extent for a good employee-organization relationship. If the core values are drastically different, the next exercise is to find a spot of synergy to mitigate the differences. 

Peer Review

Performance appraisal and review is no longer just about the employee and manager. It is also about the team. Hence, it is important what the peers or colleagues think. How difficult or easy is it to work with the said employee? Now, this is the answer that they need to find out and put in their self-evaluation. Yes, in most cases a third party, mostly the HR or the manager is the one asking this question in team review sessions (one on one). But, passing the baton to the employee can prove to be a good reality check, one that goes unfiltered. Agreed, there are chances of them not getting accurate feedback in one go, but over time, this will help employees get better and more honest with each other concerning individual performance, leading to better peer reviews.

Source

Good Self Evaluation Examples or Questions

Here are a few examples of self-evaluation phrases that you can pass on to your employees while training them on how to craft a good one.

Self Evaluation Examples – Communication

1. I need to communicate my expectations clearly to my team.
2. I should be tactful enough to pass on difficult feedback.
3. With my skill set, I need to look beyond just doing a great job and create processes that can be followed by new hires.
4. I need to strategize well enough to approach sensitive situations.
5. I will appreciate and acknowledge my team and colleagues’ efforts more.

Self Evaluation Examples – Job Performance

5. I should like my work and job enough to value it.
6. I need to voluntarily participate in company activities and events.
7. If I have not been able to measure up in certain tasks and areas, I should figure out the specific percentage.
8. I should map out the specific percentage by which I have improved in achieving my personal and assigned goals.
9. I should challenge myself and my team to perform better.

Self Evaluation Examples – Reliability

10. I should follow up on my own and the team’s commitments to the clients.
11. I have to up my efficiency in meeting the deadlines.
12. Sometimes I get caught up in minor issues and should prioritize the quality of work and deadlines equally.
13. If I am not able to juggle communication and work at the same time, I should figure out specific hours during the day when I answer emails and messages.
14. I should introspect my timeliness when it comes to showing up on time and completing work on time.
15. I should be prompt when it comes to seeking help and guidance.

Self Evaluation Examples – Innovation

16. I should constantly look for ways to improve my work and work process.
17. I should list down any ideas or innovations by me that led to a specific increase in my and the team’s performance.
18. The solutions I look for should work for everyone and not just myself.
19. I have to figure out innovative solutions to overcome the challenges and seek help where I cannot.
20. I should approach each challenge with enthusiasm and look for solutions.

Self Evaluation Examples – Growth and Development

21. I should start setting personal goals for myself.
22. I should update myself and read up on industry trends.
23. With my skills, I should look for learning opportunities to create my own curve.
24. I should commit myself to my team’s and my own growth and development.
25. I should have a long-term plan for my personal and professional growth.

All of these and many other self-evaluation questions are what the employee needs to answer at the time of writing a self-evaluation.

It’s a self-assessment, a 360-degree evaluation of self. That’s what needs to be conveyed to the employee when they are being trained on the assessment technique.

Some Tips for a Good Self Evaluation

It is not that difficult to write a self-evaluation. However, the employee should know certain core tips and principles before submitting the same.

Be Honest

It is important to be transparent and honest about the performance. An exaggerated self-evaluation is of no use. The purpose of self-evaluation is to know one’s shortcomings, rather than write a far-fetched essay on one’s achievements. The employees need to know this.

Be Critical

It is better to criticize yourself rather than be criticized. Encourage employees to look at themselves critically =. This would help them be more accepting of their pitfalls and how to work on those.

Be Proud

Being honest and critical is good, but so is being proud of one’s achievements. Encourage your employees to list down theirs and know exactly what they did right to achieve those numbers. This helps boost their confidence. Self-evaluation is a mix of strengths and weaknesses. Push the employees to not lean heavily towards either and rather create a balance of both while writing their self-evaluation.

Strive for Continuous Growth

The purpose of self-evaluation is to strive towards continuous growth. That’s why companies are continuously coming up with improvement plans and courses for the benefit of the employees. Employees too, via their self-evaluation, show interest in such growth plans and suggest if they need something more to help them grow professionally.

Back Insights with Hard Facts

Statements are far-fetched unless backed by hard claims. Encourage your employees to measure their performances, whether by single tasks or overall percentage attribution to other goals.

Is Self Evaluation a Better Way to Assess Performance?

Not a better one, but certainly a crucial one. A good performance appraisal is a combination of self-evaluation, peer review, manager’s review, and HR’s review. Self-evaluation, however, plays a huge role in boosting the self-confidence of the employees and also helps them realize their professional problems on their own. This self-realization helps them work better. The same can be achieved via manager reviews as well, but self-evaluation has better results.

Does your organization conduct self-evaluation sessions? Do connect with us at @HarmonizeHQ and let us know all about it.

The post The Comprehensive Guide to Employee Self Evaluation appeared first on AttendanceBot Blog.

No wonder employee engagement and retention are the top priority for HR leaders and managers. Employee dissatisfaction can happen due to many reasons, including low pay, fewer growth opportunities, and no company-wide recognition. Skilled employees feel motivated when they get recognized for their efforts. This is why one way to boost employee morale is creating an employee of the month program for employees beyond blue-collar workers.

The employee of the month program in SMEs for domain experts is a necessary recognition process for modern workplaces. Employees are not just looking for a paycheck. They want to be a part of organizational success and growth. While developing an award and recognition structure can seem complex, it’s worth spending money, time, and resources if you want a healthy workplace.

You may consider taking professional inputs from HR experts to develop a sustainable program. They can assist you in all aspects, including deciding award categories, finding creative employee of the month templates, and award ceremonies. 

Why Does Your Need the Employee of the Month Program?

Every project starts with the identification of the problem and a clearly defined objective. Before setting up the employee of the month program, you must specify the goals. It may be increasing productivity, sales target, employee engagement, or reducing absenteeism.

The importance of answering this “why” is enormous. If you don’t have a goal, you will never know if the recognition program is effective or not. Once you have your goals, you can develop a plan and create an overall employee of the month template.

The next step is to determine the budget for the employee of the month program.

Define the Budget for Employee of the Month Program

Defining and keeping aside a budget for a rewards and recognition program is a crucial step. You must figure out how much you can afford to spend sparkling up the workplace with enthusiastic and engaged employees. It is also vital to maintain a balance sheet and evaluate program success.

As per the US workplace engagement survey, disengaged employees cost more than USD 500 million every year. Investing in employee satisfaction can reduce this loss and turn the wheels to make your organization more profitable. The budget must cater to overall costs, including the following:

• Creation of award program
• Number of awards and frequency
• Designing employee of the month certificate and trophy
• Awards and prizes to be offered
• Awards promotions and ceremonies
• Committee for periodic evaluation 

Identify the Awards: Employee of the Month Ideas

The size and type of organization play a significant role in identifying the award and recognition programs. If your organization has limited departments and fewer employees, you can go with a higher frequency. For example, set bi-monthly instead of monthly awards. The aim should be to cover a maximum number of employees and yet keep the awards meaningful. Remember not to give away too many prizes at the award ceremony as it will devalue the awards. 

In most cases, monthly employee recognition awards are the most suitable. The recency effect means employees know that their efforts are being noticed and rewarded instantly. Categorizing the award is an excellent way to mix them up for the best results. For example, you can have a team member of the month versus an innovator of the year. Moreover, monthly awards winners can become the nominees for annual awards. 

Here are a few award categories examples that should help you:

• Best Manager of the Month
• Team Member of the Month
• Excellent Customer Service Person
• Best Innovation of the Year
• Annual Service Recognition Awards

Define the Parameters for All Awards

A straightforward process requires clearly defined parameters. They could be the nominations, selection, or the changes in the employee of the month program. The aim should be to develop a transparent and non-biased reward and recognition program for your workplace.

The Eligibility Criteria

A well-defined criterion for employee of the month awards provides a solid foundation for employee engagement. Employees should know what they need to do to win the prize, and crucially, it removes bias creeping in. Here are the primary aspects that can help you define awards eligibility.

Minimum Service

Employees must have completed minimum service in the business. You do not want someone on probation to be competing with a tenured employee. One-year service is the most common criterion that most organizations prefer.

Performance and Quality of Work

A good way of evaluating performance is looking at numbers, such as sales, conversions, and customer feedback. However, the quantity of work needs to support the quality of work. For example, imagine the award is for your customer service employees. In this case, it should include the number of resolutions and the Customer Satisfaction (CSAT) score.

Team Spirit

The success depends on the entire team, not a single employee. The employee of the month awards should consider instances where employees performed as team players.

Leadership and Ownership

The employee rewards and recognition programs give an excellent opportunity to identify and nurture future leaders. The selection criterion must include ownership and accountability as crucial aspects.

Once you have defined the values you want to reward, the next step is drafting the selection process roadmap.

The Selection Process

After you have finalized the selection criteria, the selection process becomes relatively easy. There should be an award committee for final evaluation and 360-degree representation. It can comprise a leader or manager from a different department, HR leads, and senior managers. Remember that the selection process must be in sync with the values you want to reward. For instance, an unbiased way to find out if someone is a team player or not is through peer recognition.

Here are the steps of the employee awards selection process: 

Communication

Every employee must receive timely communication with awards categories, eligibility parameters, nomination deadline selection process, and awards details.

Accepting the Nomination 

The committee should collate and evaluate all duly filled nominations forms by respective managers and votes by peers.

Announce the Awards 

Make the employee of the month announcement special! It should follow the communication shared with the employees. A rewarding way is to send an organization-wide email with the names of winners and citations.

Further, you can follow it up with personal emails to winners by their head of department or the CEO.

Award Presentation 

Ensure that winners get awards as per the schedule. The employee forums and the company website must display winner details, citations, and achievements. 

Awards Should Be Meaningful

The employee of the month awards should have a core ideal that HR is trying to achieve.

For example, to promote a work culture that values top performers, domain experts, and team players who exceed expectations. Hence, it becomes incredibly critical that awards have a specific value. While cash incentives are fantastic, try to include non-monetary awards as well. A special trophy can create a lot of excitement and pride among winners.

You can design an employee of the month certificate with creative templates. There are a lot of online resources that offer customizable employee of the month templates. Therefore, you can choose the one that suits your need.

The awards must be exciting and fun. Here are a few unique employee of the month examples and ideas: 

• The choice between a cash voucher or paid time off for a day
• Option of picking a designated office parking spot for the entire month
• Lunch or dinner with leadership
• Happy Fridays, where the winners can leave early every Friday for one month
• Tickets of local sporting events or concerts
• Donation to charity on behalf of employees
• A paid family vacation 
• A thank you card, followed by the CEO greeting the winners at their desk

People love appreciation and cherish it forever. Hence, the experience of receiving the award should be memorable. Getting a coffee mug with the company name may not be expensive or challenging. Yet, it has a far greater perceived value than a cash prize. 

Publicize Employee of the Month Award Winners

Make the winners feel special. Advertise them as much as possible, whether on the company website, local newspaper, or office newsletters. By publicly showcasing the winner’s qualities and achievements, you also promote your organizational values in the market. Another notable benefit is that you create role models for the rest of the workforce.

When you have carefully defined awards parameters, budget, selection method, and choice of awards, it’s time for the last step. Now, go all out and launch the awards with fanfare.

A Grand Launch

How to announce employee of the month programs is a tricky question. You have done all the hard work. However, it is critical to present the overall idea and objective to your employees. Communication plays a crucial role in the success of any project. Further, employee rewards and recognition are all about connecting with employees and promoting transparency at the workplace.

Build the Interest

Do not send a long email that goes into the trash automatically.

Before the launch of the employee of the month programs, you must catch your employees’ attention. The best way is to start sending intriguing and creative teasers. The teasers can go out even when the program is in its initial stages. Further, they may also contain tentative launch dates and schedules.

Conduct Surveys and Polls 

Employee polls are a great way to generate interest and get input. Questions can include:

• How would you like to be rewarded?
• Do you prefer a cash incentive or a family vacation?
• How about getting a free paid company parking spot?
• Do you have any employee of the month voting ideas?
• What do you prefer- an employee of the month certificate or trophy?

They can work as both surveys and teasers that create a buzz around the upcoming launch.

Make the Event Huge

Do not make your employees wait too much. When you have everything in place, it’s time to get the ball rolling!

A ceremonial town hall or conference call that includes the leaders is ideal to launch the programs. The event should cover all essential aspects, including eligibility criteria and what is at stake. A well-planned and executed launch event means your employee understands that the award program isn’t a gimmick. On the contrary, you mean business and are eager to make it an ongoing process.

Don’t Forget the FAQs

The launch event isn’t complete with the ceremony. The rules and regulations must be easily accessible to the employees. Employees must get frequently asked questions (FAQs) in their emails when the event concludes. Some key questions include:

• Am I eligible for the award?
• How is the winner selected?
• Can there be more than one winner?
• What are the different selection criteria?
• Can an employee be nominated for more than one category?
• How is transparency maintained?
• What happens if there is a dispute?
• How to nominate someone for employee of the month?
• Can I exchange my award?

Make the FAQ document comprehensive by adding as many details as possible.

A special launch event of an employee of the month program is just the beginning. The real deal begins from here. You must stick to the plan and adhere to the rules and regulations. Most critically, be open to making changes as and when needed.

Evaluate the Awards Periodically

The biggest mistake is to get too busy in the ongoing awards and recognition process. Giving an employee of the month certificate or trophy to your employee is not enough. Remember, the program needs rigorous and continuous evaluations, followed by improvements. It is impossible to be 100% correct in the first phase. Rest assured, after a couple of awards cycles, you will start seeing gaps and potential areas of improvement.

The awards committee must convene, analyze the program’s impact, and seek inputs from the winners and other employees. Minute details like changing the employee of the month template by including the winner’s photograph are vital. The employees’ opinion is the key to the program’s success. A quarterly or six-month review period is preferable.

When is Your Next Employee of the Month Ceremony? 

The employee of the month programs help you develop healthy competition, enhance employee retention, and optimize productivity. While the program may not provide a 100% guarantee to solve all employee engagement problems, it has been proven to boost employee morale. When your employees feel valued, they play a vital role in organizational success.

Remember, the follow-up and evaluation of the program are as crucial as setting up and launching it.

The post The Guide to Creating Employee of the Month Programs appeared first on AttendanceBot Blog.

In the article, we talk about how to create an OJT program for employees, and what its benefits are.

What is On-the-Job Training?

An OJT, also known as on-the-job training, is a method of learning new skills and competencies while working. It aims to provide insights to employees to do their job in a supportive working environment.

On-the-job training allows new hires to take a first-hand look at all the work tasks they will encounter. They learn about workplace norms, equipment, and any other skills needed to do their job well. 

It is vital to know what on-the-job training is as it lets individuals learn while working in their current setting. The main goal of the OJT program is to persuade employers to hire a candidate. Other than that, the goal is to upgrade the skill-set of an existing worker.

Learning about the company policies and using inventory systems effectively is part of the OJT training program. Filling out the business expenses for reimbursement is another purpose of OJT.

On-the-Job Training vs. Off-the-Job Training

On-the-job training is a type of training conducted at the workplace while the employee is doing their job.

On the other hand, off-the-job training occurs when employees are provided instruction outside their typical working environment.

There is no work disturbance during on-the-job training because training and production go hand-in-hand. However, work is hampered in off-the-job training since instruction is delivered first, followed by the actual performance of work tasks. Off-the-job training takes place away from the workplace, removing the stress of day-to-day work.

Both methods are fit for different roles and it is up to management to figure out which processes require which type of training.

On-the-Job Training Methods

Mentoring

Mentoring is the development of a long-term relationship between a manager and an employee.  It allows the new hires to grasp how the business plans to achieve its objectives. The strategy lets mentors figure out what the new employees need to enhance their performance. Further, it identifies the issues and weaknesses to address. After that, the mentor can recommend appropriate training to the new employees. They may also offer the opportunity to work on unique procedures or projects that demand the new hire’s unique skill-set.

Coaching

Coaching is one of the training methods for employees that help identify their strengths and weaknesses. In coaching, senior management plays this leadership role and provides the trainees their job-related knowledge and skills. The coach expects the players to perform to the best of their abilities. They teach them how to fix issues proactively so that they may perform well through training on the job.

Coaching provides an opportunity for high-level involvement and quick performance feedback. Further, coaching can help in identifying the weaknesses of the individual and in reviewing the performance thoroughly. However, not all managers turn out to be good trainers and it is important to keep track of their performance as coaches. 

Job Instructions Procedure

Four steps can be taken for formulating job instructions procedure, as follows.

• Planning: The stage involves a written summary of the work to be done. Both the trainer and the trainees must focus on creating this document to improve job familiarity.
• Good Environment: The next step is to create an environment for the trainees. A good environment allows them to get familiar with the training program and available resources.
• Trial: In this step, the managers or trainers provide the trainees with constant and on-the-spot feedback.
• Follow-up:  The trainer monitors the trainee regularly after the training program finishes. It ensures the employees do not develop poor work habits.

Job Rotation

The trainees must perform various tasks in a department on a rotational basis. It allows them to gain a broad range of skills. In turn, this helps them when they get to senior-level job positions. Job rotation allows the trainers to get rid of monotonous work routines and enhance cooperation across departments. 

Vertical or horizontal rotation of jobs can help companies. Hence, the promotion of a worker into a new position is known as vertical rotation. As per needs, horizontal job transfers can take place. On similar lines, it can help in testing the competence and talent of managers. In this way, the company can make effective use of its managers in challenging situations.

What Is The Right Time to Start an OJT?

The right time to start OJT is during policy changes and new policy implementation. A company should plan on-the-job training to improve the learning curve if company policies are in flux.

Benefits of On-the-Job Training

A large number of companies recognize the importance of on-the-job training. Here are some of the notable benefits of OJT programs.

Easy and Cost-Effective

One of the most appealing benefits of training on the job is its simplicity and effectiveness. Other training methods may need a large number of learning resources and the presence of a qualified instructor. On-the-job training requires a more experienced employee who may instruct a new hire on discharging their responsibilities effectively.

Therefore, on-the-job training methods can help teach the new employees the necessary skills without affecting the regular work at the office.

Practical Training

An employee with significant real-world experience can supervise new employees. Allot the company’s best employees to provide training on the job to newly hired individuals in the organizational environment.

Retention of Employees

In any industry, employee retention is a critical aspect. But employees are less productive if they are unaware of what their job entails. Lack of clarity regarding the job role and responsibilities can lead to a tense work environment and high employee turnover. Studies about on-the-job training state that OJT creates awareness. On-the-job training plays a vital role in making the employees aware of the tasks they have to perform. Subsequently, it manages the stress of a new job learning curve and helps in keeping the employees engaged longer.

Employees practice the tasks allotted to them during their training phase, which prepares them for the future. On-the-job training helps the employees in tackling uncertainty and stress. In this way, employees can perform their jobs in the best possible manner.

Attracting the Best Talent Pool

Companies can attract suitable employees for desired positions by conducting OJ training. OJT also makes the companies appear appealing to potential candidates. Moreover, employees can analyze the capabilities of the individuals through training on the job better.

Creating a Team Atmosphere

OJT can allow the company to establish direct contact among new employees and superiors. Working directly with the team will let the new hires get to know their co-workers in a relaxed environment. It would create a deeper understanding of the company culture. The employees get to upgrade their skill set according to market and business changes. 

Difference Between Structured OJT and Unstructured OJT

A business can plan how a new hire moves through several training steps using an organized OJT program. It usually includes a task list, information about who will monitor each task, and the training’s desired outcomes. Some on-the-job training programs involve a training supervisor or a contract that the employees must sign to complete their training.

Unstructured OJT usually entails spending days or weeks on the job shadowing an experienced employee. You might observe a single employee or several different co-workers learn the skills you need for the job. On the other hand, structured on-the-job training programs take more time and effort to set up.

However, the OJT program properly equips employees for new functions. A defined OJT strategy also provides more accountability for both you and your trainers.

How To Create a Successful On-the-Job Training Program

On-the-job training programs help in building flexibility and extending the ability of the employees. The ADDIE (Analysis, Design, Development, Implementation, and Evaluation) method can help create a successful on-the-job training program. It is not difficult to formulate a training program if you break it down into reasonable steps.

When you are starting a new training program, the ADDIE method comes in handy.

Source

Assessment of Employees and Required Skills for Job Role

Assessment and analysis are vital aspects of any training program. They help in identifying the skills and knowledge that employees must learn. Also, they can be handy to learn if the company has qualified people to train the new employees or not. It is vital to know the long-term goals and align the assessment and skill upgrade program with them.

Determining the individual demands of specific employees and tasks is part of the assessment process. Managers and trainees can start by making a list of hard and soft skills required for a specified position. They can identify the ideal employees effectively through regular assessment. Further, they can formulate a list that contains information about skills new employees possess when they first arrive.

It is vital to analyze the necessary tools and systems before creating a training program. In addition, simplify systems to get rid of any vague communication. Additionally, discard outdated technologies and replace them with the latest technological advancements at every step.

Training Program Design

Determine which resources are most appropriate for your goals and workplace. There are possibilities for classroom training, coaching, and organized programs. Structured on-the-job training programs are the most basic and task-oriented.

They are beneficial to employees who do repetitive duties, such as those in an industrial setting. The trainer and the employees can work using a checklist that includes all the necessary tasks. After the new hire has proved the required expertise, they are permitted to begin working.

Choosing the Appropriate Material for Training

Companies should use verified resources and materials to train the employee. Some verified material can include industry resources, online courses, company handbooks, and other outreach programs.

Further, it is helpful to provide material with some on-the-job training examples for clarity.

Frequency of Training On the Job

The frequency of OJT should be high as employees must stay aware of the market and business changes. Further, the organization should create a new employee training plan template for on-the-job training programs.

Key components representing the managers and trainers can monitor the employee training. Managers can come up with a method to measure employee progress after each session. Before the employee moves on to the next phase, each aim should have a defined success line to reach.

Choosing the Right Trainers for Job Training

It is not easy to put together a training program for the new employees. Moreover, it is vital to ensure that the right people are put in place to conduct the training. Companies can appoint a manager, a co-worker, a mentor, or a training expert to conduct OJT.

They can also outsource their training and learning on the job.  Some organizations might lack the desired resources or skills to impart the training effectively. In this case, outsourcing the training can be beneficial for training the new employees.

Feedback of On-The-Job Training at Work

Employee feedback can help to determine the efficacy and success of an on-the-job training program. A survey can check the efficiency and validity of the new training program. Thus, surveying the training program or a few months after the training program majorly benefits the organization. 

After analyzing the employee’s work,  identify the areas where they can improve. Such measures have a positive impact on their performance and the overall growth of the company.

Lastly, consider hiring employee retention and observation managers. Through them, the company can gain awareness about matters across departments.

Is On-The-Job Training the Best Road to Take for Your Business? 

OJT focuses on enhancing the productivity and efficiency of employees, which can benefit the company in both the long and short run. Further, OJT programs provide hands-on experience and instructions to individuals in an actual work environment.

The ADDIE method can also effectively analyze, design, develop, implement, and evaluate on-the-job training. It can be employed to create a successful on-the-job training program.

But the base of any successful program is the humans involved in it. Be sure to have a system in place to monitor the performance of trainers and management, not just the trainee.

The post The Guide to On-the-Job Training for Businesses appeared first on AttendanceBot Blog.

The work strengths required for an employee differ from one position to another. For instance, employee strengths required for a manager may be different from the ones needed for a salesperson. The work-related strengths showcased by employees shape their performance and also motivate others.

Dedication, punctuality, cooperation, helpful nature are some common employee strength examples. However, the strengths required for C-Suite executives can be quite different. Team leaders, project managers, product managers, and other highly qualified professionals play strategic roles in an organization. Therefore, they need to demonstrate higher levels of skills and employee strengths than the other staff members and employees.

The top 15 employee strengths that you must possess to handle managerial job roles are listed below.

Identifying Employee Strengths

A key strength will be to identify the employee strengths and weaknesses of the employees. These weaknesses or strengths at work impact the work culture, performance, productivity, and other key aspects of the organization.

If some employees lack certain skills, the role of a manager would be to groom them and help them acquire those skills. The main priority should be to get the best performance of every team member.

These employee strengths can be unique to each position such as confidence, sunny disposition, organizational skills, communication skills, and so on. Also, the key strengths at work can vary as per the job roles.

Converting Weaknesses to Strengths

After identifying the weaknesses of the employees, managers must also be able to minimize them. They may also convert them into strengths for the benefit of the organization.

For instance, an incredible salesperson might find it hard to manage Microsoft Excel sheets. The manager can enroll them in a training program that will help them hone their record-keeping skills. Instead, they can also be given access to simple tools that are easy to handle but offer the same efficiency as Microsoft Excel like Google Sheets. 

Converting weaknesses into employee strengths is not an easy job. But managers should encourage employees to learn new skills while also providing them positive feedback about this current skill set. You must also provide them with resources that will help them to polish their strengths at work.

Creating a checklist for areas of improvement could help to identify areas in which they lag. It will also help managers evaluate their weaknesses, and make better decisions based on workforce management.

Finding employee strengths and areas of weaknesses is a continuous process. A smart manager should constantly be evaluating employee skill sets and helping them upskill.

Finding Strategies to Improve Productivity

Group meetings, talking over lunch, and conferences can be some ways to maintain a healthy relationship with the employees. If some of your employees are working remotely, connect them via a video conference. Try to understand the things that may be hampering productivity in the team. Try to resolve their issues and ask them to work more on their employee strengths.

For instance, a salesperson might need an enclosed cubicle to pitch deals to potential customers. Programming, marketing, and other job roles involve a lot of stress. Therefore, the individuals recruited for these roles might want to unwind after work. Having a cafeteria, gym, or recreational hub in the organization will boost their motivation levels.

Some employees may need to work a couple of days from home to increase their productivity. Invest ample time and effort to find out the things that influence their productivity. If bringing in new technology and infrastructure or renovating the premises can help them perform better, you should do it. Managers will need to negotiate these changes with upper management.

Sometimes, employee strengths can become their weaknesses. The highly productive employees may be prone to burning out with their large workloads. They might suffer from stress, fatigue, and other mental issues due to excessive work. Responsible and empathetic leaders should be able to recognize the signs of burnout early and prevent high performers from burning too bright.

Emotional Intelligence 

“Reading minds” can be one of the key strengths at the workplace. However, managers must develop emotional intelligence to do that. They must understand the emotions of the employees and try to grasp their issues while talking to them.

Employers want to hire intelligent leaders due to the same reason. They want their managers and leaders to find solutions to their employees’ problems. It is not possible without effective communication skills and emotional intelligence. Follow these tips to enhance emotional intelligence:

• Learn from the struggles, lives, and stories of others.
• Learn from your experiences and commit them to memory.
• Getting along with others is a key to developing emotional intelligence. Interact with people from different cultures, societies, and statuses. By interacting and collaborating with them, you will understand their pain point, strengths, and shortcomings.
• Don’t encourage employees to play with each other’s feelings and bully others. Guide them to help and coexist with each other.
• Examples of strengths like compassion, empathy, kindness, and a friendly attitude need to be cultivated in employees. It will not only improve the workplace culture but will also help to incorporate other strengths in the workplace. These employee strengths can be teamwork, resilience, patience, and honesty.

Top-notch Communication Skills

We have talked about the importance of communication skills while discussing all the employee strengths. However, to cultivate top-notch communication skills, managers will need to put these things into practice:

Most of you might think that communication skills only include verbal communication. However, it is not true. It includes written communication, body language, and other forms of non-verbal communication as well. If you have established a good relationship with your team, they will understand your gestures and signals well. 

Acquaint yourself with all sorts of written communication like letters, emails, notices, text messages, and social media content. After that, you must expand your vocabulary and try to learn new words each day. 

Maintain eye contact during face-to-face interactions. If you are responsible for conducting interviews, try to be cordial with your tone and way of talking. While giving one, be confident and pretend like you are just attending another interview.

To grow communication skills and other strengths at work, try to solve the problems of your employees. Be transparent while talking with your team members and try to win their confidence. Express yourself clearly but don’t dive into unnecessary arguments to prove that you’re smarter. 

Be a Problem Solver

Being a problem solver at work is one of the key employee strengths. It not only establishes managers as helpful but also confirms that they are skilled at what they do. By solving the problems of team members, you gain their trust and create a positive work environment.

Managers don’t have to solve all the problems themselves. Most times, finding the right person to resolve an issue is also good enough. 

Situations can change drastically in the corporate world. Managers will have to be alert and predict issues well in advance to pre-emptively manage them. Forecasting and proactive thinking are essential employee strengths when you play a strategic role in an organization.

For instance, during the COVID-19 lockdown, many companies were forced to wind down or suffered a heavy loss to stay up and running. Those who managed to survive had to cut down on expenses to manage the finances and keep the company afloat. Emergencies like these need confident and wise leaders who thrive in ambiguous and uncertain situations. 

Play-Well with the Team

The managers need to remember that though they are higher on the organization ladder, they aren’t better than their subordinates. Forcing their opinions on team members or chasing credit can alienate them from the team.

Always mention things like “our project”, visions and goals to inspire employee strengths like team spirit and teamwork. Don’t hesitate to share successful projects with upper management and shine the spotlight on team members who helped move the needle. But never single out members for failures. Accept every success and failure gracefully as a team to maintain a healthy environment in the organization.

Collaboration

Collaboration is one of the essential employee strengths as it evaluates the ability to work with others. Even a simple task or project may need the combined efforts of many team members. Also, managers may need to collaborate with different processes, departments, and workers successfully to enhance leadership skills.

As one of the most important strengths, the art of splitting a task into multiple members comes under collaborative skills. By enhancing collaborative skills, managers will also improve your reputation as a problem solver. It will also establish their ability to delegate tasks efficiently, effectively, and with minimal friction.

Taking Initiative

Before expecting something from your subordinates, you should do it yourself. It will help you understand the work better. Also, it will show that you can apply yourself in difficult times and during tight deadlines.

By being an initiator at the workplace, you can set a high standard in your company. You can also motivate your employees by taking the initiative or by completing a task on your own. You will also need to imbibe these work-related strengths in your employees.

Decision Making

Being decisive is an important quality that will help you while managing a team. Your ability to make correct decisions will be tested on several occasions. Therefore, analyzing what is right or wrong for a particular project or in general can be one of the best employee strengths for your company.

To improve your decision-making skills, you must learn to gauge different situations. Also, sometimes, you might need to take the opinions of your colleagues as well. Don’t hurry things as you will have to take ownership of the outcome of your decisions afterward.

Thinking critically before making any move is one of the best employee strength examples. Awareness of the situation might also serve to be one of the essential employee strengths during emergencies. As a leader, you must know the proceedings or events that are happening in the workplace.

Negotiating Wisely

Negotiating wisely is a part of communication skills. However, having excellent communication skills is not enough to negotiate wisely. You must also be able to assess a situation and negotiate a deal accordingly. For instance, while negotiating a deal with a prospective client, you must understand what their negotiating style is. To do that study their background and needs. Don’t try to win an argument but impress the person or party with whom you are delegating. It will help build long-lasting relationships with your clients that might serve a greater purpose for your firm.

You also will require negotiating skills while dealing with your team members and upper management. Sometimes, you will have to use these skills to stop an employee from resigning. 

Negotiation skills are one of the most important skills for all management levels.

Focus

Leaders with all the above employee strengths can lose track if they aren’t focused on the organization’s goals. Leaders can achieve business goals with a crystal clear focus:

• Your creative ability increases by many folds if you are focused at work.
• Analyzing the needs of your clients can be done if your mind is clear and focused.
• With employee strengths like dedication and focus, you will be able to achieve both personal and professional growth.
• You can help your company steer ahead of its competition.
• You can manage multiple teams.
• With work-related strengths like communication and focus, you can build strong tie-ups with clients/customers.
• With a sharp focus on the goals of the organization, you can set work priorities with precision.

Honesty

Honesty is perhaps one of the most sought-after employee strengths at work. However, don’t think of it from only one angle. You must not only be honest towards your company but also towards your own goals.

With honesty comes loyalty which is among the commonly expected employee strengths at every workplace. If your work and intention reflect honesty and integrity, you will easily win the trust of your seniors. They will bank on you at difficult times. Also, you will get to manage higher responsibilities. With higher responsibilities, you will also get promotions. All these employee strengths will ultimately help you attain your professional goals.

Also, as a responsible manager, you need to hire only honest and loyal employees. As a manager, you will need to take responsibility for the failures. You will be responsible for the success of your team members as well. Therefore, getting the best work out of every single employee will be one of your top strengths at work.

Self-Awareness

Image-URL: https://pixabay.com/illustrations/friends-trust-friendship-together-1027867/ 

Self-awareness is among the lesser-known employee strengths. However, as a person managing strategic roles, managers must be aware of their strengths at work. Along with employee strengths, they must also focus on the areas where they are lagging.

Self-awareness will inspire them to keep learning and improving on areas that they’re weak in. Also, they will understand their skills and limitations to perfection. As a result, they will be fully aware of whether they can handle a particular situation alone or not.

While being self-aware, they must also keep the organizational goals at top priority. Sometimes, they may need guidance and help from their peers. They must not refrain from taking their advice as it will only help them to grow faster.

Being self-aware also means understanding which leadership quality you need to imbibe in yourself. It will also help them opt for a particular leadership style that may suit their team.

It is also true that a self-aware leader can assess a situation. If you are not aware of your shortcomings, you can lose focus while handling multiple responsibilities. 

Resolving Conflicts

As strategic planners or executors, they need to resolve the conflicts within the organization. They will also need to address the conflicts with various stakeholders like vendors, suppliers, distributors, etc. While resolving conflict, they must give the highest priority to the profit and growth of your company. 

Conflict resolution is one of the toughest employee strengths to learn. However, it is essential for climbing the corporate ladder. They will learn how to resolve issues and conflicts with experience. Also, they must be keen on resolving issues. Keep observation skills among the top employee strengths in their priority list to achieve that.

Many organizations have started adopting agile practices in their processes. However, only implementing agile methodology is not enough. They must also view operational agility as one of the essential employee strengths. It includes the use of the latest Microsoft Team Apps and software applications that make operations simple. By being agile, they will be able to greet new changes in the organization with an open mind. It will also help them to preempt, assess, and resolve conflicts in a quick time.

Parting Thoughts

Upon mastering these employee strengths, you can thrive and grow smoothly in any organization. However, while focussing on your top strengths at work, be open to learning new strengths in the workplace too. We have provided you with some employee strengths examples in this article.

By banking on your employee strengths during opportunities and work crises, businesses will be able to become true market leaders.

The post The Top 15 Employee Strengths Managers Need 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.

That’s where a disciplinary policy comes into play.

Disciplinary actions are the result of non-compliance with acceptable behavior in the workplace. The purpose of any disciplinary action is always to amend rather than punish. The onus falls upon managers or supervisors to handle workplace misconduct through disciplinary actions and keep HR in the loop.

In today’s workplace, flexibility and freedom are celebrated, but with freedom comes responsibility. Every organization needs a structure to address behavior that doesn’t align with its values or policies. When employees fail to meet those expectations, disciplinary action becomes crucial—not as a form of punishment, but as a tool for improvement. 

As any form of misconduct or rule violation can have long-term implications for the company, continue reading to understand the disciplinary action policy in greater detail. In this guide, we’ll dive into the ins and outs of a well-crafted disciplinary policy and explore how it can protect your company while helping employees get back on track.

What is Disciplinary Action?

Any action taken by the employer to correct an employee’s behavior is a disciplinary action. 

In every workplace, there are rules and regulations to maintain discipline and decorum. If the employee’s behavior violates a policy that directly or indirectly impacts the organization, it can be grounds for disciplinary action.

But how can the punishment match the crime? That’s where HR comes in. HR must create a disciplinary action policy to standardize the disciplinary action procedure and handle concerns in a clear and defined way.

Before moving to the implementation of the disciplinary policy, let us understand what all one should include.

Disciplinary Action Policy

Every disciplinary policy action sample must consist of the following six components:

1. Policy Overview: An explanation of the steps that must follow of employee misconduct or performance issues.
2. At-will Employment: The section must reiterate that employees at the company work at-will and can face termination at any time, for any reason.
3. Steps in the Employee Disciplinary Action: Here, the policy will outline the steps to address the employee actions. Managers must document each step and keep the employee informed about the progress of the disciplinary action. Managers must consult with HR before making any final decision.
4. Explanation of the Steps: The section will have a detailed description of how to take disciplinary action against an employee. There will be an intimation that disciplinary action may begin from any step depending upon the severity of the issue. For instance, employee tardiness may require the managers to give a verbal warning first and then a written one. However, serious offenses may require strict actions of suspension or termination.
5. Right to Appeal: The section will have a statement and the steps regarding the decision to appeal if any employee feels they are subject to unfair treatment. Employees can raise their concerns to HR or upper management.
6. Legal Protections: The disciplinary action policy should conclude with a statement that offers companies legal protection. A fair and just disciplinary action policy is essential to honor the legal aspects of the disciplinary process. Above all, ensure that every perspective is covered with absolute clarity to come up with a comprehensive disciplinary action policy.

In conclusion, the six components are essential to standardize procedures in the wake of incidents violating the company rulebook.

You may also want to read: 10 Must-Have Policies in Your Employee Company Handbook

Importance Of a Disciplinary Action Policy

A disciplinary action policy informs the employees about the guidelines to maintain workplace discipline. It also mentions the consequences that an employee may face if they fail to adhere to the listed guidelines. 

Here’s a broader look at its importance:

• Ensure employee’s work and behavior are consistent with the employer’s expectations
• Pre-empt any legal repercussions associated with the termination of any employee
• Highlight commitment towards fair employment practices
• Standardize the disciplinary procedure for common rule violations
• Provide a strong and fair grievance redressal mechanism for employees to report incidents
• Let employees appeal any disciplinary actions and complaints 
• Help employees improve their performance

Types of Disciplinary Actions

Employer disciplinary systems act as a watchdog when there is a violation of rules or regulations. Subsequently, these systems ensure that the company takes proper remedial measures to handle employee misconduct, rule violation, or poor performance. There are three main types of discipline at the employer’s disposal: progressive discipline, performance improvement plan, reassignment, or suspension.

Progressive Discipline

It is the series of corrective measures that progresses in a defined manner to let employees improve their job performance or comply with company policies. Taking this approach ensures that the company does face legal repercussions for employee handling.

Let us delve deep into the different steps under progressive discipline:

Meeting

The first instance of rule violation results in a formal meeting between the employee and the manager. Here, the manager will understand the charges against the employee and suggest corrective measures.

Verbal Warning

If there is no improvement in the employee’s conduct or performance, the manager will issue a firm verbal warning and notify HR. The manager must explain the need for their action to the employee and also provide a framework that the employee can work upon.

Written Warning

A formal written warning is the next step of the disciplinary action policy. In the letter or email to the employee, the manager should describe the issue, outline the expectations from the employee to fix the problem, and further consequences if the employee does not follow the action plan.

After receiving the written warning, the employee must acknowledge it. In addition, the manager can issue multiple written warnings before taking the next step.

Final Warning

In this step, the manager will state all the instances they warned the employee and the suggested corrective actions that the employee didn’t follow. The manager must also convey that a termination follows if there is no improvement.

Suspension/Probation

Before termination, HR can force a disciplinary suspension or probation on the employee. HR should always make sure to notify the employee in writing about such steps.

This instance basically acts as a last chance for the employee to improve their behavior. In addition, employers can choose to cut the employee’s salary due to loss of work.

Termination

This is the final step after giving the employee every chance to correct their mistakes. The manager will arrange a face-to-face meeting with the employee and review all the documented actions, warnings, and notes.

Along with the review, the manager will explain that the issue persisted, and therefore, it’s resulting in termination.

You may also want to read: The Comprehensive Guide to Employee Relations

Performance Improvement Plan (PIP)

A more rehabilitative approach to deal with indiscipline is PIP and training. Companies can correct performance issues by putting employees in the PIP. Subsequently, the manager can set qualitative and quantitative milestones in the PIP action plan to monitor the progress. They will also have a backup plan in case the employee misses the targets. 

Even an employee in PIP can face termination if there is no improvement. In the words of Adil Ashraf, the HR head at MotionCue, “The best disciplinary action could be to hold a one-on-one meeting with the employee to address each problem on a more personal level.”

Reassignment or Suspension

When there is a conflict or grave behavioral issues, companies can either reassign or temporarily suspend the employee. In most cases, reassigning is a rehabilitative approach that is meant to retrain. However, the suspension is a punitive approach to ensure that the employee meets a specified goal to be eligible for reinstatement.

The goal of any disciplinary action is to underline the importance of discipline in the workplace. 

Employee Disciplinary Action Form

HR must ensure there is a proper format to document disciplinary actions over time. 

The documentation of every interaction with employees is critical to support the employer’s actions. Both manager and employee must duly sign the form. There is a perception among employees that if they do not sign, they disagree with the disciplinary actions. In those instances, write “employee refused to sign” in the employee’s signature space. 

HR must share one copy of the form with the employee and maintain another in the employee’s official file in the HR department.

Here is an example of an employee disciplinary action form:

Source

After discussing the best ways to discipline employees, let us now check some disciplinary action examples.

Disciplinary Action Examples

Opening a disciplinary proceeding against an employee must be a defined sequence of actions. The documentation of each step is essential from a legal perspective. 

Here are some disciplinary action examples to give you an idea about what warrants disciplinary actions.

Source

Source

What Types Of Employee Behavior Qualifies For Disciplinary Actions?

Companies censure a wide range of behavioral issues to maintain discipline in the workplace. Irrespective of how obvious it may seem, it is advisable to outline every unacceptable behavior in the company’s rulebook to keep employees informed. 

Below are behavior concerns that may warrant disciplinary actions:

• Poor job performance
• Misconduct
• Sexual harassment or assault
• Threats or acts of violence
• Fraudulent activities such as misappropriation of funds
• Discrimination
• Attendance Issues such as Chronic Absenteeism
• Theft
• Alcohol consumption while on duty
• Any action that may endanger the safety of colleagues
• Reporting for work under the influence of drugs
• Dress code violations

HR must ensure management adheres to the guidelines at all times, and managers must act upon any rule violation to maintain a safe workplace environment. Depending on management style, companies can have a zero-tolerance policy, or opt for something like a 3-strike rule. 

Now, we will explore how to communicate the employee disciplinary action plan to the whole organization.

How To Communicate an Employee Disciplinary Action Plan?

Employers must lay out their expectations from their employees clearly to maintain transparency and effectiveness. 

Here are a few methods to outline the expectations from the employees:

• Job Description: One of the most effective ways to highlight a company’s intolerance against indiscipline is through the job description during hiring. Thus, candidates will know the expectations beforehand and decide if they can match them.
• Company’s Brand: If a company has established itself as a brand, employees can understand the work culture and overall environment through word-of-mouth, company policy, and even the company blog.
• Employee Handbook: Companies must have a handbook to help new hires learn more about the organization. It should contain the mission, vision, core values, HR policies, and employee rights and obligations. A day-to-day code of conduct must also be a part of it to keep employees in the loop about exactly what is expected from them.
• Training: Employees should undergo anti-harassment, anti-discrimination, and workplace conflict resolution training to cope with complex situations. Legal cases may be filed in the case of harassment and discrimination. Therefore, it is highly advisable to give employees the right training to prevent these situations.
• Performance Review Cycle: The annual review cycle is can be a task for both managers and employees. Since it is difficult to remember everything good and bad over such a long period, a shorter performance review cycle can be adopted. In addition, managers must increase the frequency of one-on-ones with the employees to monitor their behavior, track performance, and provide feedback.

You may also want to read: The Comprehensive Guide to Conflict Resolution

The Role Of HR in Discipline

The responsibility of HR and upper management is to maintain a workplace environment where employees feel appreciated and remain productive. 

To begin with, HR can talk about the company’s guidelines and how it operates in the new-hire onboarding process. They must refer to the company handbook that includes guidelines for the workplace.

Also, the communication channel between employees, HR, and leadership must always remain open. Generally, HR formulates the disciplinary action policy of the company and assist in their documentation and appeals. 

Key Takeaways For HR

• HR must help develop the disciplinary action policy of the company
• Everyone from management to HR must understand that the goal of any disciplinary action is to improve rather than punish
• HR must work closely with the leadership team to ensure the work culture is positive and productive
• When there is any rule violation, HR must ensure that the manager is taking proper corrective measures and informing the employee. 
• HR has to document the disciplinary actions at every step. 
• Disciplinary actions become inevitable when a company’s reputation is at stake
• Every corrective step must be exhausted before deciding to terminate the employee

Needless to say, a disciplinary action policy needs to be robust to function properly. HR must go out of it’s way to amend the policy from time to time to make sure that all types of situations are covered.

Are you facing issues while creating or implementing a disciplinary action policy? Reach out to us at @HarmonizeHQ and we’ll do our best to help.

The post The Ultimate Guide to Disciplinary Actions for Management and HR appeared first on AttendanceBot Blog.

Remote working is proving to improve employee retention, reduce costs for companies, increase team diversity, and lower stress levels. But, when compared to in-office processes, remote teams still need to figure out the smaller team management system.

We want to help you with your biggest challenge when managing a remote working team— employee time tracking. When working remotely, your traditional ways of tracking employee active hours and leaves just don’t fit. You need an automated tool that does the time tracking for you.

Using AttendanceBot, you can automate daily time tracking, leave management, and shift planning, ensuring management happens despite the remote culture.

In this guide, we want to help you set up AttendanceBot as a well-rounded management system for your employee attendance.

Further Reading: Grab every kind of help you need with our complete guide to remote working.

Top 5 Steps for Using AttendanceBot as a Time Tracking Software for Remote Teams

1. Set up check-in and check-out routines among employees

The most simple but powerful way to use AttendanceBot is its daily time-tracking feature. Set up a routine for employees to check in when they come into work and check out when they leave. By just sending “in” and “out” to the AttendanceBot chat, the time spent at work is instantly recorded.

Employees can even send a quick message to the bot when they step out for a break or for lunch. The bot records these active hours within its robust dashboard, allowing managers and HRs to quickly look at work hours for any employee.

Managers can filter the time tracking dashboard by month, department, city, and more, and even set up auto-generate reports on a monthly basis.

This easy system for time tracking makes any other system for recording employee work hours obsolete. You’ll be spending less time tallying and figuring out whether an employee is short of work hours. Track employee time passively and only step in when it’s required.

If your team has the option of working remotely, the bot also allows you to check in as “Working from home”. Encourage employees to use these common phrases to allow you to understand remote working trends in your hybrid team.

2. Create a Slack channel for transparency about work hours

While an automated time tracking tool does capture employee work hours efficiently, you also need a system to give transparency about active hours within the team. Since you will have two employees in different time zones working together, you want to make it easier for them to plan their meetings.

As a rule of thumb, ask employees to announce their official work hours from the start. While some changes in their hours might be inevitable, a fixed schedule can help everyone plan meetings quickly. Having official work hours will also be helpful to set a routine and help employees stay more accountable.

If your team is semi-remote or has the option of working remotely, ensure employees message the shared schedule channel when they are working from home.

Also read: 10 ways to make your Slack channels more effective

3. Make leave management seamless

With AttendanceBot, keep your leave requests out of your inbox! You might find your traditional leave management a hassle with multiple emails going between three or four different parties. With AttendanceBot, here’s what leave management looks like:

1. Employee requests leave for specific dates within Slack
2. The smart bot sends a chat message to the assigned manager
3. The manager approves the leave by clicking on the automated button replies
4. The employee receives a message within the Slack chat with approval
5. The HR receives an info message about the leave days
6. The leave days are recorded in the AttendanceBot dashboard for easy access

With much of your leave management automated, you don’t have to keep track of your emails and update a spreadsheet. Set up leave management on this smart bot, assign managers accordingly, and let the bot handle it for you.

To ensure employees don’t overuse their leave days, you can set up types of leaves that your company allows and set the maximum limit for leaves within the bot. This way, employees can view their remaining leave days without having to reach out to you.

The bot also syncs the leave information with the employee’s calendar so that anyone trying to schedule meetings with them is informed of their days out of office. What’s more, you can set vacation autoresponders directly from your Slack.

Want to view the absence history for all your employees? The AttendanceBot dashboard logs accurate information about absences taken, types of absences and even lets you filter the data by department, city, etc for nuanced reports.

Also read: Your guide to creating and managing a leave policy for the millennial workforce

4. Simplify shift management

Shift planning or employee scheduling has always been a time-consuming job. But, with more shift workers dominating the workforce, it’s important that companies have a smooth system for shift planning and management.

Use the visual shift planner within AttendanceBot to plan shifts on a weekly or monthly basis, setting up recurrent shifts as you see fit. The shift planner smartly reminds shift workers of their upcoming shifts, keeps track of no-shows, and records this data for easy access.

Once your shift calendar is set, you don’t have to worry about the hassle of reassigning shifts. The smart bot shows you who can be reassigned to an open shift, making it easy to manage the multiple shift workers.

You can use the dashboard to understand how many hours each shift employee was working and generate accurate payroll reports without needing to tally the hours yourself.

What do you like best about AttendanceBot?

We use Attendance bot for both our in-house and remote teams so the shifts and tasks can be easily shared and scheduled. We also monitor the attendance and holidays scheduling and tracking with this tool. Our team managers really enjoyed how simple and user-friendly the system is when starting to work with it.

What problems is the product solving and how is that benefiting you?

Scheduling and schedule sharing among teams, holidays scheduling and tracking. Analysing and tracking when and how much are our employees working from home or remotely.

– Sam S working in Computer & Network Security 

How can AttendanceBot help your remote team?
Find out by scheduling a demo today.

5. Put all your office FAQs in a help library

Smart time tracking for your remote working team is not just about monitoring time. It also involves ensuring no one has to spend time sweating on the small stuff. As a remote team, waiting for responses from co-workers or HR can be endless. It could be about where a document is stored or how many leave days are available annually. It just isn’t efficient!

What’s more, if employees stay in different parts of the world, time zone differences can keep you waiting for a response for hours.

This is where OfficeAmp can help. Set up an FAQ library that everyone in the team can access answers to common questions.

From leave days to reimbursement processes to file storage. Make sure employees don’t have to search for too long to find what they are looking for. If an answer isn’t in the library, employees can easily raise a ticket to solve the issue. These tickets can be created, managed, and cleared right within Slack, no other app required!

With such a help library, there’s less back and forth on the smaller things and more time spent discussing work.

We hope these 5 steps help you set up AttendanceBot for your remote working team. What time tracking tips do you use to manage your team online?

The post Guide to Using AttendanceBot for Remote Working Teams 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.

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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!

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