But this is exactly where the problem lies: more isn’t always better. Customer reviews of enterprise solutions often paint a very different picture. At absence.io, we’ve been dealing with this topic for several years, admittedly, also out of self-interest. In this article, we summarize the most common criticisms voiced by users of all-in-one solutions. You can then decide for yourself what really makes sense for you.

Many choose large software providers because of their strong brand presence. They are well-established and therefore automatically seem like the right choice.

What often gets overlooked: there are also many smaller providers that offer exactly the features you actually need.

What is marketed as a “does-it-all” solution often turns out in practice to be unnecessarily complex software with high costs and little added value. Users frequently report a central issue: while the software can theoretically do everything, its practical benefit is often lost due to its complexity. Enterprise solutions try to offer as many features as possible, which often comes at the expense of the quality of individual functions. As a result, many companies end up using specialized software like absence.io for time tracking alongside their all-in-one solution, simply because it works.

Here’s a small example from our daily work:

At the end of last year, a now customer told us during a product demo that, with fewer than 10 employees, they were paying €7,000 per year for an all-in-one solution and the functions they needed didn’t even work properly. They now use the Pro package from absence.io for less than €50 per month and are very happy.

This experience is not an isolated case but is reflected in many customer reviews. We’ve summarized the typical problems for you below.

Software that is supposed to simplify processes often ends up making them more complicated:

• lengthy, complicated onboarding or even required training
• confusing interfaces
• lack of practical usability

HR teams spend more time implementing and understanding the tool than they ultimately save with it.

Another common issue: lack of flexibility.

• long minimum contract terms
• cancellations are delayed
• automatic renewals without clear communication

The result: companies continue to pay high prices even though the software is no longer really being used.

One of the biggest problems: when something doesn’t work or questions arise due to complexity, help is often slow or insufficient:

• response times of several days or weeks
• no direct contact person
• answers without concrete solutions

You would expect large HR software providers to offer strong support that helps customers at all times. In reality, however, this is often not the case, as many reviews show. Especially in HR, this is critical. If vacation requests, absences, or time tracking don’t work, things can quickly turn chaotic.

Many enterprise solutions appear affordable at first, until you actually start using them:

• additional costs for essential features
• expensive integrations and modules
• price increases after signing the contract

What was planned as an investment can quickly turn into an unexpected cost factor with no clear added value.

A lot is often promised during the sales process:

• “all-in-one” solutions for all HR processes
• seamless integrations
• full automation

In practice, however, things often look very different: many features are missing, don’t work properly, or are only available at an extra cost.

All-in-one solutions are not automatically a bad fit. For companies with complex HR processes, such a solution can work very well, especially if the features are actually used. The problem arises when they are not.

In short: you should only pay for what you really need.

absence.io focuses on what matters: absence and vacation management, time tracking, and digital personnel file, all without unnecessary complexity.

• clear, transparent pricing structure
• no hidden costs
• no expensive add-ons

At absence.io, there are no hidden fees or extra charges for individual features. Our packages clearly show everything included.

• cancel anytime on a monthly basis

Since we are fully confident in the quality of our software, we don’t lock you into long-term contracts.

• fast response times
• real people as contact partners
• solution-oriented support

At absence.io, you get fast and personal support without having to wait hours, days, or weeks. On average, we respond within just 42 minutes.

• intuitive usability
• processes that adapt to HR, not the other way around
• secure and reliable

absence.io is designed to make your daily work easier, so that HR processes are simple, clear, and reliable.

Choosing HR software should not depend on how many features it offers, but on how well it meets your actual needs.

With absence.io, you get a solution that is truly intuitive to use, fairly priced, and reliable in everyday use, without unnecessary complexity or hidden costs.

If you’d like to simply try it out, you can test absence.io free of charge and without obligation for 14 days. Our product experts are also available to you at any time. Just book an appointment, and we’ll take a look at our software together.

• Mobile Time Tracking: Flexible, Efficient, and GDPR-Compliant – What a Business Needs to Know
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The post Why enterprise HR software is often the wrong choice appeared first on Happy Employees, Happy Employers - Our Blog!.

Personnel management is becoming increasingly complex: today, it’s not just about absences, but also about staying legally up to date and managing data in compliance with GDPR, especially for companies across the EU.

The question is no longer whether you need a HR software, but how comprehensive it should be for your needs. In this article, we’ll show you the differences between the Pro and Complete packages from absence.io, so you know which one suits you best.

The Pro package is ideal for companies that:

• want to professionalize their HR processes
• are currently still working with Excel, paper, or individual solutions

Whether you have a small team of 3 people or a company with 3,000 employees, the Pro package from absence.io fits any company size.

Many companies are still juggling:

• Excel spreadsheets for vacations
• separate tools for working hours
• paper files for HR

Pro brings everything together:

• absences
• working hours
• personnel documents

Result: a centralized, clear HR system that makes your work noticeably easier.

Working hours must be systematically recorded, whether you like it or not. This is not just a best practice, time tracking is legally mandatory for companies across the European Union.

With Pro:

• you always automatically meet current legal requirements
• you create transparency for employees and managers
• you reduce legal risks

Check out our article on the benefits of digital time tracking. You’ll quickly realize that you probably wanted this feature all along.

Pro isn’t a “nice-to-have,” it’s essential. You only pay for active users, and there’s no minimum number of users required.

The Complete package is perfect for companies where employees frequently need to claim expenses, such as field teams. With the Complete package from absence.io, everything runs directly in one system, saving you tedious manual processes.

Submitting travel or expense claims usually involves:

• manual steps
• errors in accounting
• lots of time

With Complete, everything runs automatically in the system. You save time, stress, and reduce errors.

With Complete, you can:

• easily transfer HR data to other systems
• build automations

For all companies with regular expense claims, the Complete package from absence.io for only €7.99 per month per user is unbeatable.

Pro is perfect if you want to digitalize your HR processes, get rid of Excel & paper, and have everything around absences, working hours, and personnel documents under control in one place.

Complete is the right choice if you want to manage expenses, travel costs, and integrations.

No matter which package you choose: with absence.io, your HR processes finally become simpler, clearer, and less stressful.

If you’d like to try it out, you can test absence.io for 14 days for free and without obligation. Our product experts are also always available. Book a meeting and learn more about our software.

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The post Pro or Complete Package from absence.io? appeared first on Happy Employees, Happy Employers - Our Blog!.

That’s right. In a recent European Court of Justice ruling, all companies in the European Union must track their employee’s working hours.

This may seem archaic to some of you given flextime, home office days and more generally the culture of freelance work. But don’t forget that although punching in and out may no longer be a mainstay of your daily working day, tech companies and start-ups have not forgotten about it and have in fact continued to modernize how employees can track their hours.

Yes, the thought of tracking your time may seem cumbersome and outdated. But really when we get to the bottom of it, mandatory time tracking is simply a tool of accountability and responsibility not only on the part of the employee but also for the employer.

How so?

Tracking working hours means more fair and transparent compensation.

I’m not only talking about getting paid for the 40 hours you put in every week, but also being compensated fairly when you work overtime, on statutory holidays and on those odd hours during the weekend.

By tracking your time, you’ll also know when you’re due for a break and for how long. Working an eight-hour day? Well go and take your 30-minute lunch and don’t listen to that co-worker giving you a hard time for it – you (legally) deserve it!

Managers have access to a wealth of information regarding productivity.

Now, this doesn’t mean that managers should then go ahead and start micromanaging everyone and chastising people for days when they may not be 100%. But think about it, when employees track their time, managers will be able to see a breakdown of tasks worked on, and when an employee is most productive.

This kind of data can help companies introduce practices that would make it easier for their employees to be more productive throughout the day. This may mean, encouraging employees to take more shorter breaks or perhaps introducing an outdoor office space for fresh air.

With all this data, maybe a six-hour workday would be best for employee health ????

The benefits of time tracking are many! With this new ruling, the EU is taking steps in protecting workers’ rights and well-being.

At absence.io we’re all about living a balanced life and we strongly support practices that will not only make our team happy but also those that will encourage individual health. Our time tracking feature is based on these principles, and if you’re like us then why don’t you give it a try and see for yourself?

You might also like:

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• Hustle harder? Burnout faster?

The post Hurray! The EU passes time tracking legislation! appeared first on Happy Employees, Happy Employers - Our Blog!.

Time tracking remains controversial in exactly how productive it actually is. The advantages are evident, at least on paper. Employers can better oversee and manage the time of their employees. Employees can do their assigned tasks and reflect on long it takes. It also could vary: time tracking could be more useful for remote workers or freelancers, but less so for in-house employees.  But beyond paper, what are the pros and cons of using time trackers? Do the tool’s benefits and frustrations extend to both employees and employers?

Employee Pros

Possess the proof that certain projects are wasting your time

Time trackers show the good and the bad. You had a hunch the proposed project would be incredibly time-consuming and hardly effective for the time and energy invested. With a time tracker, it could be easier to prove your case to your boss. A time tracker could be another member of team to corroborate your story. An employee could offer recommendations to an employer about how to optimize time towards a project.

Optimize future planning

Better planning means better execution. When you’re in a department, you own a certain group of tasks and projects. Some projects may be similar to others. If you’re able to track similar projects, you’ll be better to estimate at how long projects will take, what resources you’ll need (and how long it takes to procure those), and quantify the time it takes for other group members to get things done. This will be incredibly useful when debating about a potential project. Maybe your team will be unable to meet a similar project’s deadline given the time parameters. But because you know the parameters of other stakeholders, you can eliminate the unneeded departments or activities to meet the end point.

Employee Cons

Frustrate workers

Tech can be frustrating. Depending on the tech, it can be a gateway to frustrated employees and lowered morale. Time tracking is a tool. Like every tool, it takes a certain amount of understanding to utilize it. For employees that already are a bit tech-anxious, introducing a new tool may be a cause for concern. Our work lives can be fast paced; introducing another tool gives another mechanism to adapt to, which may lead to anxiety.

Frustration may not only stem from understanding how to execute the tool, but also the “why” behind the new tool. Why must I integrate this into my daily work? Is my work not good enough? Why does my employer need to feel they have to track my every move? An employee may feel a certain of distrust towards the tool and their boss. For employees of tech companies, this might be an added stressor to an already-angsty work situation.

Employer Pros

Gives a precise record

Time trackers show who, what, and how time is being spent. What’s valuable to employers is how time trackers show when employees leave and depart and precisely what they’re dedicating their work hours to. Because of the record, a company can see how an employee’s abilities and tasks have evolved. It could be a thoughtful jumping-off point to discuss an employee’s evolving (or devolving) position.

Motivates employees to finish on time

Companies want to deliver on time. If employers have given their workers a reasonable amount of time to complete a project (time tracking does not create time), this signals employees to remained focus and complete tasks accordingly. Time tracking software gives the ability for employees to reflect on how long a task is taking. This can be valuable feedback, as an employee can explain to an employer a task is taking longer than projected. Thereafter, the manager can quickly put out a potential fire before it starts by dedicating more staff to the task or rethinking resources.

Employer Cons

Shift company culture into burn-out

Creating a company full of burnt-out employees may be the greatest risk. Employees may be fired up and ready, integrating the tool into their daily work. Initially, they put in their hours and may come into work early to show dedication. After time has passed, employees may feel burnt out from the constant updating and checking. They may choose to do non-work activities with their time as they recover—making it difficult to meet deadlines. Simply, a time tracker could prove exhausting to a workforce. Productivity expert, Laura Stack, of The Productivity Pro, explains that “People are spending far more time creating these elaborate systems than it would have taken just to do the task. You’re constantly on your app refiguring, recalculating, recategorizing.” The amount of time dedicated to tracking time may exhaust employees to the point of reversing the tool’s productivity aspirations.

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The post Team Time Tracking or Team Not Time Tracking: The Modern Workforce Debate appeared first on Happy Employees, Happy Employers - Our Blog!.

How does one rate a CEO? Turns out, it’s more of an objective art.

Rating CEOs is more of an objective art as HBR fine-tuned its performance measuring metrics. In addition to incorporating the environmental, social, and governance metrics of a company (ESG) from firms like Sustainalytics, HBR drew from CSRHub, a service that aggregates ESG data and gives feedback on areas of improvement to a company. Through these methods, offering more objective insight into leader performance, one is able to understand the effectiveness of an entire career, rather than drawing conclusions from quarterly ratings.

The ranking gives insight into what shareholders could consider when selecting C-Level members. Given the hire-and-fire feel of the job (in 2015, the turnover rate of global CEOs was 17%), it’s essential to find indicators for success. Amongst the 100 ranked CEOs, the average tenure has been 17 years and churned out an annual return of 20.2%.

It’s important to note that many of these high-performing CEOs do not have “traditional” business backgrounds. The top spot, belonging to Lars Rebien Sørensen, studied forestry. 24 of the ranked CEOs were engineers by trade. For those selecting talent, it’s not about finding the leader with the “right credentials”, but rather foreseeing the longevity based on past performance—even if in other industry.

How to judge a CEO (according to the experts)?

According to Elena Botehlo, a partner at ghSMART, a consulting firm, weighs in to Harvard Business School on what traits set great CEOs apart.

1. Usually have had a major career blow up.

Botehlo cites an interesting find: CEOs that had a major career event occur, like being fired, were more likely to be recommended to be hired. In fact, 45 percent of CEOs in Botehlo’s survey of hundreds of participants. Why? Boards and companies want to someone who has been tested and seen the rough side of the road. To be back in the role, they will have usually have had to prove their worth again, making them smarter (hopefully) in the climb up.

2. Know perseverance

This ties in with creating a comeback after a major blowup. A CEO has to have a certain must-do-it-ness. They plod on despite the hardship. Think of well-known business leaders like Steve Jobs or Thomas Edison, who kept innovating despite numerous and considerable setbacks. Perseverance is not something one is a born with; it’s a honed virtue.

3. Make “tough calls”

Being the boss comes with a set of challenges. It often means making some tough decisions, like laying off employees, cutting product features, or knowing to step aside. They make the right calls by rising above the “noise” and can be lasered focus on what needs to happen. They head straight to the core of a tough issue and know how to find the answer — even if they don’t know it quite yet. Great CEOs know how to prioritize and how to commit to enacting the best decision for the company.

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The post According to Harvard Business, Here are Best-Performing CEO Traits appeared first on Happy Employees, Happy Employers - Our Blog!.

A common misconception is that freelancers are just like employees and thus, can be treated the same. But while employees can duck into the employee kitchen to avoid a bad boss, freelancers can simply stop working with clients.

A manager doesn’t want to have the reputation in being difficult to work with. Freelancers may talk and warn other colleagues to avoid a certain client. This may leave a manager with unexperienced newbies to do the work. While cheaper, freelancer newbies may not deliver  expectations or add seasoned insight onto project. This may leave a manager responsible for an under-delivering freelancer.

What should I not do when working with a freelancer?

Ask them to do something for free

No bueno. This is the most unforgivable strike in the freelancer manual. It’s understandable when manager and companies want a sample of their work. They want to see how a freelancer can contribute to a few of the issues they’re facing. Request work samples or browse their online portfolio or Github to become better acquainted with their work experience. Avoid asking them to do any work for free.

Hire without clear goals

You’ve got to know what you want done. A freelancer can execute, but they can’t execute well if they don’t know what to exactly do. If you know that you need to update your logo, but give little direction in exactly what you want to convey or the color scheme, a freelancer can only do so much.  Before you hire, clarify your company’s needs: if do need a logo, but are open to design suggestions, pull a few sample logos for inspiration. Be careful as to avoid being the boss that constantly changes their opinion on a project. Depending on the contract, a freelancer can often make only one or two revisions. So, best to know what you’re end-goal is before hiring.

Question their rates

As as manager, you’re familiar with the average salary in your industry at your seniority. Just like you’re an expert in salary, trust your freelancer is knowledgable about their own rates.  It’s unprofessional to question how a freelancer came up with their rates. It may signal that your focus is more on the wage rather than on what you want accomplished. You may have a small budget, so let them know how you have to be a bit more money-conscious this year.

Here’s what to do:

Sign a contract

Contracts are protective means for both client and freelancer. It acts as a plumb line in expectations as you begin working together. You’re a professional; they are a professional. A contract signals a respectful relationship. Also, if you don’t offer a contract, a seasoned freelancer will avoid you. They could do work and not receive payment, if a contract is not signed. Contracts also act as guidelines if freelancers do not deliver. Show you’re professionalism in providing a contract, or asking a freelancer to send over their own.

Respect boundaries

Freelancers differ from employees in a few ways. Different boundaries are another. Because freelancers typically a lot a certain number hours to a particular client—and usually have multiple clients—they can’t be expected to adhere to the same boundaries as employees. If you worry in reaching a freelancer, discuss and make specific time slots where they make themselves available for a call or an in-person appointment.

Understand that things take time

Projects take time. Even though you found a razor-sharp freelancer, be aware that even the brightest need time to re-focus, concentrate, and change a solution. You may find yourself saying, “You were so fast with this change. How hard will it be to change this?”. Revision takes time.

What’s the best relationship a manager can offer a freelancer?

The best managers offer collaboration, transparency, and autonomy. Choose to be an inclusive manager, opening up the floor for a freelancer to contribute to ideas—even alongside full-time employees. When there are difficulties, operational, or product changes, keep the freelancer in the loop. They work for the company and will feel closer as they are told what’s going on within the space. Lastly, like employees, freelancers thrive with autonomous rule. Offer them the option to work remotely and contribute free-flowing ideas.

Share success

Managers have the tough job of having to get others to adopt their own agenda. Part of that is showing them they have real value in reaching company goals. Share with freelancers how they can or how they’ve already helped your department or business reach milestones.

Get the right tools!

At absence.io, we’re doing something different when it comes to absence management. Governments, companies–like MyTheresa and Check24–trust our digital method to help them navigate planned (and unplanned) employee absence.

Try absence.io for free!

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The post Rules of Engagement: How Managers Should(n’t) Work with Freelancers appeared first on Happy Employees, Happy Employers - Our Blog!.

But the science shows otherwise.

Dr. Brené Brown, famed TED speaker and a professor specializing in the research of shame and vulnerability says that perfectionism is simply another strategy for people to avoid being hurt. Brown explain that perfectionism is how some humans cope with fear of being criticized, blamed, or ridiculed.

With a workplace that’s becoming emotionally and mentally intensive, perfectionism could be how some employees and managers cope with uncertainty or stress. According to Brown, perfectionism happens when people set unattainable standards for themselves and nitpick their own.

However, it can be useful in the work place—when only applied minimally.

Extensive research on perfectionism has been done. Experts actually divide perfectionism into two categories.

Adaptive perfectionism:

which is defined when people derive satisfaction from intensive effort, but don’t beat themselves over the head when they do fail. They view relationships as cooperative and are more prone to ask for help and to delegate tasks.

Maladaptive Perfectionist:

In contrast, this type of perfectionism means people tend to be incredibly self-critical and create unattainable standards. Their goals are derived from a sense of failure and view their relationships as competitive rather than as cooperative. Unsurprisingly, those with tendencies towards maladaptive perfectionism have higher correlation with burn out.

Dire psychological associations with this form of perfectionism include depression, anxiety, high levels of stress, eating disorders, or even physical pain. Employees with overwhelming perfectionism may be likely be absent from work as they deal with illness caused from stress or depression.

Not only does absenteeism associated with this tendency cost companies money, but the processes perfectionistic employees impose. For example, a person needing control and a flawless performance will be redoing already-complete (and often totally well-done) tasks. Deadlines will be missed, team members will be discouraged or angry, and clients will be angry. This adds up to the company suffering from this dangerous habit.

A 2010 study revealed how academic productivity and levels of perfectionism affected psychology professors and the quality of academic publications they created. The researchers observed that those with high levels of perfectionism produced more publications, but the papers were not superior. In fact, this group tended to contribute less to their research field. Perfectionism does not necessarily correlate with excellence.

What to do if you manage employees with a maladaptive perfectionistic streak?

First, arrange a convenient time with your team member. Think of diffident examples of when things went wrong because they failed to delegate or because they redid tasks. Assure them you like their commitment to excellence, but show them that there is a more productive way to gain excellent results. Write down a few processes that they could dole out and even the members of the team that could take over, allowing them to to be free on the tasks they were hired for/ enjoy. Also be sure to frame how delegating will help junior team members grow professionally. This is especially important for those with micromanagement tendencies.

At absence.io, we’re doing something different when it comes to absence management. Governments, companies–like MyTheresa and Check24–trust our digital method to help them navigate planned (and unplanned) employee absence.

Try absence.io for free!

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The post This Habit Could Ruin Your Career and Cost Your Company appeared first on Happy Employees, Happy Employers - Our Blog!.

Whether we like it or not, political and social shifts are being brought into the workplace.

More often than not, the modern workplace has never been prepared quite for an era like this: employees possess instant access to terabytes of information; they can share their opinions with a click of a button with a mass audience; they take part in online communities that have offline influence.

Little has been done to equip employees with conflict management in these situations. Employers would prefer a “Don’t Ask, Don’t Tell” policy when it comes to discussion controversial topics. Some employees may feel bullied, undervalued, or judged for their viewpoints—a perfect recipe for employee dissatisfaction, low morale, and high turnover.

Companies are missing on an opportunity to impact more than a higher dividend payout to shareholders.  Employers could be the ones demonstrating and training how people can possess starkly opposite opinions, but still learn from each other, and work together.

But how? This is all new territory.

With Millennials as the majority of the workforce, they vocalize political and social issues in the workplace, more so than previous generations. How can a manager train their employees to meet conflict head-on and come out on the other side better for their disagreement.

Brené Brown, shame researcher at the University of Houston and celebrated author of several New York Times Best Selling books, knows a thing a two about conflict in the workplace. After her TEDx talk, “The Power of Vulnerability” became viral, Brown became Fortune 500 companies’ favorite invitee, sharing her work with executives and employees alike.

In an interview with business and life coach guru, Maria Forleo, Brown discusses how people can “be brave” in expressing their authentic self—but also allowing others to express themselves, including controversial opinions they may hold. Employers and employees can benefit from Brown’s work in creating a space where conflict can be healthfully discussed.

Be in the arena

Own your viewpoint. Be willing to be criticized for your perspective. Get ready to un-learn, learn, and share your learning. Brown highlights anonymous forum contributors who bully other contributors, but don’t have the guts to own their own remarks. Own your own viewpoint does not mean you have to discuss it or be pressed to discuss it. But once you begin sharing, you’re in the arena. This is different place than a soap box. The arena is  a place with others. Yes, you may spar with others, but it’s also a place where you can deconstruct your own thoughts and motivations. The arena is the space for learning, which is far from the easiest place to be.

Ban “If you aren’t with us, then you’re against us” thinking.

Conversations cannot happen and learnings cannot be made if coworkers feel at arms. Too often, we forget every individual has a reason or motivation for believing what they believe. There is nuance. It is not a conducive to any space to have already-formed lines. Innovation will fail, as conversations have pre-set conclusions. Shaming others for not disliking the same people you do creates a space of hostility. When disagreements occur, be sure to treat them respectfully—and most importantly, kindness.

Create an invitation about your viewpoint

The best way to avoid drawing lines within a conflict is by opening up the floor to your counterpart. Healthy disagreements involves varying sides; by creating an invitation that there are other points of views shows you want to learn, takes the issue and put it on the communal discussion table, rather than associating a point of view with an entire person. A simple invitation is as easy as “What do you think?”. Then, listen.

Contribute more than criticize

Perhaps on the biggest contributions could be listening. Or it could look like voicing your opinion, even if you have the chance not to. For example, two coworkers are making racial statements. You could easily name call and be critical, but that wouldn’t get to the heart of the matter. Brown suggested, a “Jeez” or “That’s not right” for moments like this. It’s easy to fall into the spiral of name calling, rolling eyes, or looking for the one point to criticize into oblivion. Also, if you see people who are trying to create a healthy conversation around a topic, don’t tell them to stop. If they’re trying to create peace in the workplace, contribute to supporting them. One big idea Brown suggests is that choosing to opt out of a conversation or a controversial topic is the definition of privilege. Contributing may be standing up for a person or an idea at work.

Remember accountability is different from shaming

Share, discuss, debate, or disagree. This is politics—it gets messy! Discussing how the world should be run or how society should react can quickly become complex. If coworkers are disagree, there should be a rule of no name-calling, shaming, or putting others down. Accountability is holding ourselves or someone else responsible for actions and consequence. If you see someone doing something out of alignment with company values, then speak up and tell them what they’re doing is wrong. Brown highlights shame  never drives positive behavior; it drives rage, rationalization, and blame. She continues that holding people accountable is not as much fun and does not give as much emotional satisfaction as shaming. “It feels good, your anger has a place to go”, but it is not the way to peace.

At absence.io, we’re doing something different when it comes to absence management. Governments, companies–like MyTheresa and Check24–trust our digital method to help them navigate planned (and unplanned) employee absence.

Try absence.io for free!

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The post Conflict Transformation: How to Stay Authentic Whilst Disagreeing in the Workplace appeared first on Happy Employees, Happy Employers - Our Blog!.

In the early 20th century, workers would “punch in” at the beginning and end of their shift. This method carried on through the rest of the century, with little change. Only when the knowledge economy began burgeoning did the outlook on how to manage knowledge workers change. The onset of a little invention called the “Internet” finally has executives managing their workforce differently.

Famed management guru, Peter Drucker, created the term “knowledge economy” to describe how members of the workforce now relied on their cognitive function and intellectual edge to solve problems. This differs from the centuries-past worker, who often was given a rote job with specific responsibilities (think steel worker or an office secretary). These kinds of workers were given little autonomy compared to today’s workers. Often work could be performed between the daily card punches. Positions like these are still in existence; over 23,000 workers in Los Angeles still punch in daily.

However the knowledge economy does not operate in a vacuum. Social changes, like that of equal career opportunities for women, the need for maternity and paternity leave, and much-earned vacation days have created a more equitable and livable life for the average worker.

But the modern day challenge: employers have found little solution in tracking the diverse needs of every employee.

Combining how knowledge workers dole out higher amounts of energy and cognitive skill and the industrial demand for more autonomous decision makers within a company creates a special need: how to successfully manage the absences of these skilled workers.

Here’s how too many companies manage employee absences:

Excel

Ugh. Even the sight of the word makes you want to pull out your hair. Excel proves useful for business modeling, budget tracking, and other business means. As an absence management tool, well, it wasn’t built to manage people. How does one tell Excel that an employee will be absent an afternoon every month for a doctor’s appointment?

Usually, employees have to:

• Find Excel Sheet
• Check remaining days
• Enter vacation days
• Print and sign
• Send to manager

Companies need to move at a notched-up, 21st Century speed. This isn’t cutting it. Manual entry is time-consuming and fails to give a fast experience for employees and managers on-the-go.

Sickness absence tools

There are useful tools that give employees to log and monitor sick absences. They’re great to get a bird’s eye view on sickness absence, but the tool is limited. Additionally, a manager could be juggling up to 5 different tools on tracking employee performance, absence, sickness, or holidays. Productivity is lost, not to mention employee frustration may be amped.

While creating a “tick” in logging absences, these tools fail to show what’s behind the absences (a sickness, a doctor’s appointment) nor does the tool use easy-to-access information. Only a few companies take account of all the employee data at their disposal—mostly because it’s too poorly organized to make interesting amends to policies. These single-use tools were helpful, but in Web 2.0, tools should be multipurpose and accessible.

The 7-Point System

This system comes in handy when managing employees and their absences. But like the single-use management tools, this process can already be done through a software, like absence.io. For those unaware of what the 7-Point System:

1.  Reviewing existing policy and checking that everyone is aware of what the policies are.
2. Hold manager meetings to clear up any confusion about policies or to sift through a difficult situation.
3. Make contact people, so managers and employees know who to defer to.
4. Teach clear reporting on the myriad of types of employee absences, from unpaid absences to paternal leave.
5. Make the report, which includes counting team members and tallying up absences.
6. Set up an appointment to welcome employees back after a prolonged absence, if applicable.
7. Create a system of accountability.

No doubt this system is helpful in carving out the conceptual goals of managing people. But operationally…

How does a company create a system of accountability?

Digital absence management is the antidote to this modern day challenge.

Customizable absence management

Company executives and human resources take extra pains in creating company culture, curating employee-company fit, why is managing team absence often a one-size fit solution?
You can tailor your absence management to your company. If employees work in the part of the world that observes Ramadan or celebrates the World Cup, managers can customize the system to fit the social fabric employees are naturally a part of.

Accessible Request Process

Managers and employees save time when digitally requesting time off. No more trying to catch the boss between meetings to request a week off in a 3 months. No more awkward conversations of “I don’t remember us discussing your leave…” An employee sends a request to their manager, an email is sent along with the requested time slot pending in the dashboard. Employees can see whether their manager has approved it or not; if no response, then an employee can easily follow up.

No more leave inquiries lost in the Internet ether.

Quick Approval Process

As requesting time off becomes streamlined, so does approving employee requests. Old methods include using time-sucking Excel sheets, email, and shared files. With a smart dashboard, approving an employee request is as simple as one click.

Smart Calendar Integration

Dashboards are cool, but have you ever thought how convenient life could be if it were integrated into your calendar? With absence.io, you can easily check your calendar and see who’s in the office. Our tool works for the world’s favorite calendars, Google and Outlook.

Dream Team Calendar

Planning takes preparation. What’s the fastest way to prepare and plan? Having an overview of when team members are in and out of the office. For all-hands-on-deck meeting, you can easily block out times on a calendar that will restrict team members from requesting out-of-office time. Add structure to how you manage your team. With structure, people feel confident to make more autonomous decisions. Energy is focused on the project, rather than trying to tie up the loose ends of planning. No more accidental overlaps or other scheduling mishaps.

Instant reporting

Collecting and filing documents usually ranks last in terms of job enjoyment. Why do what office managers and filing cabinets did in the 1970s, when you can click a button and instantly receive a report? Absence.io records absences, like sick and vacation days. It also has a time tracker for instant feedback. Employees and managers can both check on how many vacation days they have left, or whether they’ve used all their sick days. Hiring mangers can quickly create a report as our reporting function exports all data. Say goodbye to Excel sheets and juggling different employee files or management tools.

Here’s the Best Part

We’ve nailed how to manage a team’s planned (and unplanned) absences. Companies and even governments trust us to modernize how they manage people.
Check out exactly how they use absence.io.

At absence.io, we’re doing something different when it comes to absence management. Governments, companies–like MyTheresa and Check24–trust our digital method to help them navigate planned (and unplanned) employee absence.

Try absence.io for free!

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Why are they essential to a company’s bottom line? Learn why here.

But how do hiring managers actually screen for originals? First Round Capital, the venture capital firm that has invested in Refinery29, Birchbox, and Mint, hosted Grant to tell how to search for originals. After collecting data and stories for his book, Originals: How Non-Conformists Move the World Grant noticed patterns when profiling what an original looks like—and how to best find them.

The Forgotten Catalyst

Behind each disruptive technology, innovation, or movement, there are individuals who act as catalysts to the cause, but fade into the shadow of what they created. Grant takes the example of Lucy Stone, an “outright original” in the Suffragette movement; Stone launched newspapers, led marches and conventions, and was the first female to earn a degree in Massachusetts—and who was so radical that more well-known Suffragette leaders, like Susan B. Anthony, refused association with her.

When screening, ask about their role in solving specific problems in their previous place of employment. We often mistake leaders for the main catalysts; in fact, it’s often the quieter personalities that quietly navigate a team towards a new direction. Lucy Stone took on prickly problems—and redirected the suffragette movement, yet no one really knows her impact. Look in how potential hires talk about their role. Do they talk about it in terms of rote tasks? Or do they talk about the concepts that led them to the decisions they made and role they took on? This will help you navigate the talent management dilemma in finding the forgotten catalyst.

The Troublemakers

What may seem like a “trouble maker” to authorities, might be a company’s greatest innovator. Grant cites a conversation with a military general who gave him a list of insubordinates. But Grant followed up the list by asking for which individuals were valued by higher-management. The General narrowed down the list to a valuable set of originals. Original Sarah Robb O’Hagan was fired from big brands, Virgin and Atari. She went on to be hired as President of Gatorade and Equinox. While at Gatorade, she was the one leading the way that Gatorade be marketed as a “sports performance drink”; this concept eventually saved the company.

Look for someone that is confident in their abilities and possesses a strong opinion on their work. A manager does not certainly have to agree with their vision, or this would totally negate the whole idea of creating a culture of new ideas and personalities. How has talent communicated their vision throughout their work career? If they have gotten in trouble with authority, inquire as to why rather than thinking they are simply being difficult.

People Innovators

Non-conformists inspire originality amongst their team. Focusing on team assumptions and thinking, originals aim to shift the balance by taking unusual approaches. Grant mentions Wade Eyerly, founder of airline startup SurfAir. Eyerly does the opposite in standard hiring practice: he does not hire locals. He believes when people locate to Utah to work for SurfAir they build their communities around the company, creating a more resilient ecosystem.

Inquire talent how they inspire originality amongst the team. Ask how they do it amongst their work colleagues or even friends. The potential hires that have a ways to go in the area of originality will probably have not initiated any personal or professional methods to foster creative originality. Look for those who have broug.

Hiring is essentially people curating; different personalities and points of view make work interesting—-and most importantly, truly effective. Venture capitalist and former Facebook executive Chamath Palihapitiya founded Social Capital in order to invest in businesses that improve the lives of people; he oversees a team of 20+, ranging from all walks of life. In an interview about team diversity, Palihapitiya said:

“Diversity needs to be more broadly defined. People think, “Oh, let’s just have some more people of color and everything is gonna work out.” I don’t think that’s what diversity means.

Diversity means you have a really interesting complexion of experiences. One way to solve for experiences is gender and race. Another way to solve for experience is roles and how you grew up, those types of things.

Both are really important. What you really want to do is create intellectual conflict.”

Hire Originals and watch your culture burgeon.

Manage your talents with absence.io

At absence.io, we’re doing something different when it comes to absence management. Governments, companies–like MyTheresa and Check24–trust our wild, original ways to help them navigate planned (and unplanned) employee absence.

Try absence.io for free!

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But some individuals experience SAD symptoms even during sunny summer. You may notice some employees’ mood worsening during these past few months. According to a study published in the prestigious science journal, Nature, a link has been found between increasing temperatures and suicide rates. For every one degree increase in average temperature, the suicide rate increases by 0.7 percent. Employee summer depression is serious correlation—one that employers and managers can be mindful of during the hottest time of year.

Reverse SAD may occur to only 10 percent of those suffering from SAD, but addressing employees needs during this time is vital. Anxiety and depression cost companies a significant loss in productivity. Reverse SAD sufferers frequently mention the little escape from heat, feeling pressure they should be outside enjoying the outdoors like their friends, or feeling anxious about heatstroke or dehydration.

With constant feed of friends showcasing their holidays on Instagram, everyone outside barbecuing at the park, or hanging out a music festival, reverse SAD can be  an isolating experience—which is likely to further drive employees into depression or anxiety attacks.

What can companies do to keep productivity and morale high despite the heat?

Eliminate heat at the office

No one wants to work in a stifling workspace, reverse SAD or not. Employees will have difficulty focusing, thinking, and make good decisions. If your cooling unit is unit and it’s a hot day outside, think of allowing employees to work from home. 67 percent of employees agree they feel more productive when they’re able to work remotely.

Stock chilled essentials

Even if it’s not within your company policy to give employees free drinks or food, stocking chilled bottled water and fruit goes a long way. It boosts morale for employees knowing they won’t be dehydrated at the office. Nibbling on cooled fruit keeps employees from heatstroke and their energy—and mood—levels steady (during the summer months, our bodies lose more water as the body works to cool it down. This means the body needs to replace the lost water and energy).

Offer optional fans

Give employees the option to have fans in their workplace. It can be small fans that they’re able to put on their desk or a larger one that can accommodate a few employees. In a warm office, moving air can make a big difference on employee mood.

Create a budget and/or workshop

If you’re managing people, you know planning makes all the difference is smooth sailing. For the yearly budget, put aside a small budget for purchasing bottled water, cooling snacks, and fans for employees. Even though the phenomenon is still relatively new to research, arrange a small workshop with employees in how they can keep cool during the summer. They can teach strategies like keeping a room dark (to avoid insomnia and keep it cool) or who to contact when they are experiencing symptoms.

At absence.io , we’ve optimized absence management. Companies like MyTheresa, Check24, and even governments trust our tool to easily manage their employees’ planned (and unplanned) absences. Smart delegation for the win.

Try absence.io for free!

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The post Do Your Employees Have Summer Depression? Help Them Beat the Heat appeared first on Happy Employees, Happy Employers - Our Blog!.

A personality test may seem trite, but it could save significant money. A better understanding of a candidate’s personality could go a long way. When employees are better understood, they are better utilized. But how do optimize your understanding of candidates and colleagues? In the words of Shakespeare’s Hamlet, “know thy thyself” is the essential start point—and a personality test is the tool.

For human resources managers, they may be already acquainted with the Myers-Briggs test, which focuses on cognitive functions (how a person processes information). What could be of greater support in understanding the holistic view of a person’s personality—-beyond how they think—is recognizing what their fundamental motivations, fears, and strengths might be.

The Enneagram may be the next best thing in a manager’s toolkit.

The Enneagram is a psychological classification tool that frames varying personalities into 9 different types. Developed in the late 1990s by psychology researchers, the tool offers a more concise view into what drives different types at a subconscious level and what are the typical strategies they do to satiate their needs. For example, a Type 3 personality, known as the Achiever, is motivated to impress or be admired by others. This could be a valuable tool in recognizing their efforts within the workplace, admiring their strides.

Hiring Enneagram: Take the quiz below to learn which Type you are.

Then head, over to the Art of Well-Being. We found it provided a great overview of the Enneagram system, how it works and mono information on the 9 personality types.

If you’re interested in learning more or how it can serve your hiring needs, take the official test. The test costs $12 and takes around 40 minutes to complete. When you’re done, results will be instantly emailed to you.

At absence.io, we’ve optimized absence management. Companies like MyTheresa, Check24 and even governments trust our tool to easily manage their employees’ planned (and unplanned) absences. Smart delegation for the win.

Try absence.io for free!

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If you effectively implement delegation into your daily work, you will be to dedicate more energy to more complex tasks, give junior employees the opportunity to learn, and build a workplace of trust.

When learning the art of delegation, focus on these 5 principles:

Review actual work tasks

Your job description may include a few of the things you actually do on a day-to-day basis, but take stock of all tasks you actualize during your day. Write down a list of things that you do daily. Pay attention to which tasks must be done by you and you alone. What are your other activities? Do you answer company emails when you don’t necessarily have to? Are you taking notes during a client meeting when it’s more important to converse? Some managers might believe that these tasks should done by them. The important question to ask when reviewing each task and whether it can be delegated, “Am I crucial component to the completion of this task?” If a task does not have to be understood and analyzed by you, delegate it.

Find the right person

Delegation is useless if you’re not shifting a task to the person who can complete it successfully. It would be like delegating estate brokering to a 5 year old, futile and ultimately disastrous. Write down the tasks and/or responsibilities you find you can delegate. Review the abilities of each team member. It’s important that the person you choose can effectively accomplish tasks. It may be tempting to give tasks to the team member that looks less busy or is most junior—don’t. You will be creating a terrible mess in the future—one that you’re responsible for. Know the skills you need will complement your foray into being a better delegator. After you review, you may find that no team member is an exact fit. Now is the time to think about the professional trajectories of team members. Are there team members that have expressed their interested in customer service? Learning SQL? Even if you don’t have the team member to delegate the task right away, you can begin preparing them now to take over later.

Train responsibly

Delegation is a bit like drinking alcohol—it’s only truly fun when you do it responsibly. Training others to do tasks effectively is the greatest way for you save time. Training team members may be a bit of hassle or time-consuming now. But since you’re a strategic, long-term thinker, is is not a chore, it’s an investment to reach your goals.

Make short-term deadlines with context

Tim Ferris, in his New York Times Bestseller, “The 4 Hour Work Week”, told a story of how he hired an assistant to do administrative tasks; he gave the assistant a list of tasks and told him to complete them by the end of the week. The results were sub optimal. The assistant completed the tasks, but did some incorrectly or way too close to the deadline. Ferris’ takeaway: give tasks with short-term deadlines and reveal the bigger picture. Ferris should have explained how these small tasks contribute to a bigger project. Take a note from Ferris and give team members deadlines to check in and update you on their progress. If they’re headed down the wrong path (especially early on in their training or project), this will save them and you frustration. Be sure to share the context of what they’re working. This may give them the freedom to think of better solutions or other options you didn’t think of. It also enables them to stay on track.

Explain “Thank you”

Courtesy shouldn’t be dead in the workplace. Just because someone is getting paid to do tasks is not the same as showing appreciation for the work they do. Give team members a sincere “thank you” during the process. Explain how their tasks helped you accomplish your own goal, which enabled the company to move forward. Depending on your style, do this throughout, at the deadlines, or when the milestone is reached. Think of showing appreciation through a card, a recommendation on LinkedIn, or a gift card to their favorite eatery. It shows that you saw their efforts and were an integral part to a project’s success. Also, they saved you loads of time to focus on important matters to you—which definitely calls for a big “Thank you”, paid or not.

At absence.io , we’ve optimized absence management. Companies like MyTheresa, Check24, and even governments trust our tool to easily manage their employees’ planned (and unplanned) absences. Smart delegation for the win.

Try absence.io for free!

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The post Decide to Delegate, Plan to Succeed: the Principles Behind the Art of Delegation appeared first on Happy Employees, Happy Employers - Our Blog!.

The moment man realized the sun, the moon, and the stars kept reappearing at constant intervals, tracking their movement became a species-wide obsession. Man followed the passage of time through bones, water, shadow, and candles.

Fortunately, the human race has nailed down how to precisely keep time, thanks to the first atomic clock in 1955. We even know how to use time keeping as an optimization method due to the early 20th century Efficiency Movement. But the workplace is still trying to optimally integrate digital time tracking into every day operations and tasks.

Like any work place tool, time tracking will only optimize the processes of a consciously-driven organization. A company that expects a tool to suddenly create productive meetings, but fails at rethinking their core business processes will not receive time tracking’s optimal benefits. And—let’s be real—will not remain in business for long.

Yes, we’re Team Time Tracking

We believe companies can only win by integrating time tracking into their everyday. But we also know that it only creates impact when employers are cognizant in how and where they integrate the tool.

Famed Duke University behavioral economist, Dan Ariely—who also sold a time management system to Google in 2015 confirms, “There’s really not that much good research around on these apps, especially because they’re so different from each other”. Not all time tracking tools are useful in all workplace contexts. What works for one team in one particular profession may not translate to another department in the same company.

It’s fundamental for companies and employees to consciously assess if and how time tracking tools would provide support.

Time tracking is not a blanket solution; it requires:

• informed and thoughtful implementation
• an employee-employer feedback loop
• awareness of the potential pitfalls to avoid

Do you want to be informed about the potential gains and drawbacks in considering time tracking? Or maybe you’ve already implemented, but a few concerns are arising?

Read our free white paper and decide how this tool can be integrated into your workplace.

Your ancestors would be proud.

Free download

At absence.io, we’ve optimized absence management. Companies like MyTheresa, Check24, and even governments use our tool to easily manage their employees’ planned (and unplanned) absences.

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Maybe it’s hippie-roots, but Patagonia is the anti-thesis of what corporate childcare looks likes. Classrooms are held in the great outdoors, their playground comes equipped with obstacles courses, a “secret” garden where parent and child pick vegetables, and multi-lingual teachers.

For care-giving to multiple generations, take a cue from other programs, such as Colorado-based, pharmaceutical company Astellas. Their program includes benefits that support the Sandwich Generation, like offering geriatric medical service coverage and financial counseling for college.

How can you integrate care-giving as a value?

1. Make care-giving a company priority

Caregiving is a business decision. According to the American Association of Retired Persons (AARP) “Sandwich” employees cost their company $2,000 per year in lost productivity. This is no surprise as they juggle looking after children and aging family and friends. Think of how a company’s or managers’s actions can support employees. Could it subside or cover backup or respite costs? Could administrative staff support in researching services that employees would need to do otherwise on their own? Integrate a pipeline to lift a burden off workers’ shoulders; this could be a excellent strategy to retain talent and build loyalty.

2. Define care-giving beyond child care

Care-giving is not a principle only related to caring for children. It’s essential to realize that Companies should consider how their policies support these individuals tend to both children and elders.

3. Integrate care-giving into benefits

The U.S. lags behind other developed countries in child care support and parental leave; in fact, it is the only advanced economy that does not ensure maternity leave. Employers need to consider the strategic nature of offering family-friendly benefits. Companies, like Coca-Cola, see it as another way to recruit and maintain competitive talent.

Worried over the costs of rolling out a parental leave program?

Managing Director of CBIZ HR Services, Claire Bissot suggests “Start small by providing paid leave for a portion of the total leave available and then allowing unpaid leave thereafter…this can also help build the work habits and cultural shift acceptance for such a program.”

At absence.io, we deliver the world’s best absence management program (okay, we’re a little biased) to companies like MyTheresa and to governments. Less operational work means more time spent on producing brilliant work–and focusing on loved ones.

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The post Does Your Company Support the “Sandwich Generation”: Redefining Care-Giving appeared first on Happy Employees, Happy Employers - Our Blog!.