Tag: Kronos


(Editor’s Note: Today’s article is brought to you by our friends at Kronos, a leading
provider of workforce management and human capital management cloud solutions.
Kronos recently announced that, in less than a month’s span, it was named to four
separate best workplaces lists by Great Place to Work in Canada,
India, Mexico, and the United Kingdom. Many congratulations to them! Enjoy the
article.)

As summer is coming to an end, I’m reminded that one of the
best workplace trends to happen in business today is unlimited time off
programs. Not because we can take a lot of time off, although that can be nice.
It’s because we don’t need to lie about where we are.

Today’s Time
Well Spent from our friends at Kronos
took me back to a time when, if we wanted to enjoy a beach day, we would
suddenly come down with some sort of illness (cough. cough.). Of course, that
illness is the 24-hour type and it’s not one where we usually need to visit a
doctor and get some sort of note. You know what I’m talking about.

With unlimited time off programs, when we want to get in our
last beach day before pumpkin spice season, we simply work it into our
schedule. We coordinate our plans with colleagues and the boss. And we take the
day off guilt-free.

Unlimited time off programs allow employees to be honest about their time-off request. A founding principle in positive workplace cultures is trust. For employee engagement to happen, it requires trust. If we want to create and maintain trust in the workplace, then we can’t design employee programs that require a lie for employees to use them.

When employees can plan, their productivity increases. One of the biggest challenges when employees call off at the last minute is getting the work done. Everyone has to juggle schedules, and something always gets pushed to the side. Unlimited time off programs allow employees to have more control over their schedule, which means they can plan their work in advance. 

Managers don’t want to confront employees about this type of stuff. Don’t get me wrong, managers know that part of their job is to address behavioral issues. And they will do that when they need to. But managers also want to be cool. They don’t like being placed in a position where they have to nag employees about every little thing.

If you’re thinking to yourself that unlimited time off programs are a recipe for workplace anarchy, check out the article I wrote last year about how Kronos implemented an unlimited time off program and its results. Employees are using the program responsibly and the company is able to redirect the savings toward other benefit programs that employees have been asking for. That’s what is called a win-win.

Organizations are always focused on performance. We want to
create programs that allow employees to perform at a high level. This doesn’t
mean they can’t take a day (or two) off. It means letting them decide when to
take those days off and holding them accountable for results.
The post Unlimited Time Off Programs: Don’t Force Employees to Lie About Their Whereabouts appeared first on hr bartender.
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Author: hrbartender
Date/time: 27th September 2019, 18:03

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(Editor’s Note: Today’s article is brought to you by our friends at Kronos, a leading provider of workforce management and human capital management cloud solutions. Want to create an inspired workforce where employees swipe right? Check out Kronos CEO Aron Ain’s new book “Work Inspired: How to Build an Organization Where Everyone Loves to Work”. Enjoy the article!) 

Swipe left is a pop culture term that means to reject someone. It’s used in the dating app Tinder to say “no thanks” to a potential date. (For the record, I do not have a Tinder account or app. I’m getting this information from the internet. Honest.) Anyway, over the course of time, swipe left has become the term for rejecting someone or something.
Today’s Time Well Spent from our friends at Kronos reminds us that employees have choices when it comes to their work environment. And if they’re not engaged then they might decide to swipe left and leave. Or even worse, swipe left and stay.
Companies need to connect the candidate and employee experience. Because recruiting is so tough, organizations are very focused on the candidate experience. Keep in mind that once you hire that candidate, the job is to keep them. Creating a smooth transition from candidate to employee is key. Activities like preboarding, orientation, and onboarding can facilitate the transition.
Employee check-ins keep little issues from becoming big issues. In my experience, organizations know the big things that bother employees. The hard part is finding out about the little annoyances. Employees don’t want to bring them up personally because they might seem petty, but they can quickly become big challenges. Use pulse surveys and one-on-one meetings to find out (and fix!) the little stuff.
Technology can enhance the employee experience. Since we are talking about a technology term, it’s only fitting to remember all of the wonderful things that technology can do for us – both personally and professionally. Today’s technology allows employees to have experiences that are similar to what they have access to in their personal lives.
When it comes to their careers, employees don’t want to swipe left. It’s up to organizations to create a work environment that makes employees want to swipe right.
The post Organizations: Are You Creating a Swipe Left Employee Experience appeared first on hr bartender.
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Author: hrbartender
Date/time: 21st June 2019, 18:03

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(Editor’s Note: Today’s post is brought to you by our friends at Kronos, a leading provider of workforce management and human capital management cloud solutions. Want to create an inspired workforce with more heart? Check out Kronos CEO Aron Ain’s new book “Work Inspired: How to Build an Organization Where Everyone Loves to Work”. Enjoy the article!) 

I’ve noticed some articles recently that talk about the idea of following your passion when it comes to your career as being passé advice. I get it. Not everyone has a passion. Not everyone wants the pressure of creating a passion.
But that doesn’t mean employees can’t have or shouldn’t have heart. While this Time Well Spent from our friends at Kronos was a play off from Valentine’s Day, it has a message that applies year-around. To me, having heart is about strength and perseverance. We want employees to enjoy their work, focus on customers, and be proud of the company. Even if they’re not following their passion, work doesn’t need to be drudgery.
This places some pressure on career development programs to back off the notion that everyone has a passion and they need to follow it. Here are a few things to consider:
Instead of saying passion, call it rewarding. I think it’s fair to say that people want rewarding work and to be productive. Regardless of their passion, employees don’t want to have their time wasted or unappreciated. Ask employees to spend some time thinking about what is rewarding about work. Maybe a follow-up question is to find out what makes them feel productive and/or unproductive.
Use one-on-one meetings to receive employee feedback. This ties into the first bullet point. Managers should ask employees to share the answers to the workplace questions during one-on-one meetings. Companies want to create work environments that allow employees to feel rewarded and be productive. This will lead to employee engagement and, ultimately, retention.
Support employee self-management training. If employees are struggling to find their most productive selves, consider giving employees the tools to discover the answers. Self-management training can provide employees with insights about themselves and the way they like to solve problems, resolve conflict, and make decisions. These answers can help employees identify their most productive selves as well as what makes them feel rewarded.
Employees want to have heart about their work. I believe they want to care about their responsibilities and the results. Organizations want the same. So, if individuals or organizations think that a little heart is missing, are they asking themselves why. And putting some activities in place to rekindle work that is rewarding and productive.
The post Do Your Employees Have Heart – Friday Distraction appeared first on hr bartender.
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Author: hrbartender
Date/time: 31st May 2019, 18:03

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