1. Be clear on your why
Employees need to understand time and attendance data is not being collected to keep tabs on them. Rather to protect and improve their wellbeing and optimise performance during peak busy times while avoiding burnout.
2. Flexible fairness
Use the introduction of new flex legislation as an opportunity to communicate to employees how technology supports managers to ensure any flexible working policies are being applied fairly and that staff are being fairly compensated for the hours they work.
3. Data empowers employees to manage their workload
Time and attendance tools provide employees with data-led evidence that makes it easier to have a constructive conversation with their manager about workload. Whether that’s anticipating pressure points or ensuring holiday and time off in lieu is taken, data enables employees to feel more in control of their workload and to take joint responsibility with their manager for finding mutually agreeable solutions.
4. Adopt a preventative approach to employee wellness
Managers don’t want to lose good people due to poor work-life balance. Any investment in health and wellbeing support will fall flat if an employer doesn’t first remove the causes of stress and burnout. Workforce MI enables employers to spot opportunities to better manage workload before a problem arises or escalates causing the employee unnecessary stress and the organisation illness-related absence.
5. Action plan
Conversations remain good intentions until action is taken. Managers that show staff they have acted on the data reinforce staff engagement with capturing MI.