Distributed Team Common Challenges and Solutions

Managing the workforce is challenging, but things are more complicated when your workers are distributed at several locations. In industries like construction, retail, and facility management, workers are distributed over sites in different locations, resulting in inefficiencies in business management processes unless the distributed team challenges are met with strategy and planning.

This article will list the most commonly occurring challenges for distributed teams and explore solutions to manage and run distributed workforce effectively.

Six distributed team challenges and their solutions

1. Poor communication with staff

A distributed team will have workers at different geolocations, and most communication will likely happen through messaging or over call. The absence of face-to-face communication creates an opportunity for miscommunication if no body language is at play.

It is common for managers and supervisors to accidentally convey a tone other than what they mean. This creates resentment or distress among workers and can result in unnecessary conflicts or confrontations. The solution is to implement measures to avoid miscommunication by ensuring the right message is conveyed to the workers at the site.

You can plan training sessions for managers and supervisors to let them know how to communicate better with workers and what kind of tone to avoid. Also, supervisors must be encouraged to communicate with workers and laborers on video calls so the workers can better interpret their facial expressions.

2. Time management

Your teams will work in different time zones if you have globally distributed manufacturing units or work sites. As a manager, getting a quick response from workers will be difficult. Similarly, it can be challenging to simultaneously initiate and deliver training programs to all members in every time zone.

Time management is a significant distributed team challenge when dealing with workers working in different time zones but are part of the same team. You must implement a different shift schedule across multiple time zones. Also, the overtime rules will vary in these zones. The solution to time management distributed team challenges is to choose a time during everyone's typical daytime work hours.

It can be morning for some workers, afternoon, or early evening for others. You might have to record training sessions for teams in vastly different time zones so workers can access them later. In addition, you can maximize productivity by creating shifts such that workers in the same teams are working the same hours.

3. Keeping up with compliance regulations

If your workforce is distributed over different locations within the same country or internationally, keeping up with the compliance regulations is challenging. Every state has its own set of labor and federal laws. Employers must comply with every labor-management law to avoid lawsuits.

2019 Global Teams study by the Society for Human Resources (SHRM) and Globalization Partners found that over 40% of companies find dealing with international labor and business laws overwhelming. One of the best ways to deal with compliance regulations if you manage an international workforce is to hire an employer of record (EOR) service.

These services provide an easy solution to handle payroll, contracts, and other administrative tasks while complying with local and international labor laws.

4. Lack of skilled workforce

It is plausible that not at all locations skilled workforce will be available easily. This causes a challenge for managers to balance the skilled and unskilled workers for the projects.

The easiest way to deal with this distributed team challenge is to create training programs. Developing the workers' skills at the site is the most efficient way to manage the skill distribution gap. You can also create diverse training programs to better utilize a unique set of skills or cultural diversity the workers might bring to the team.

5. Productivity issues

When managers or supervisors are not located on-site, it can be challenging to maintain a productive work environment. Laborers and workers at remote sites can only be sincere with their work if there are measures to track their location and activities. It is one of the significant distributed team challenges to maintain a productive environment for remote workers.

Workers at remote locations need help maintaining the task at hand because they feel a supervisor's or manager's impending authority. To make workers accountable for their work, companies can deploy employee monitoring solutions such as Truein. It is a complete employee time and attendance management solution that provides geofencing and GPS-tracking features.

Its real-time location and attendance tracking feature helps the manager to maintain productivity at the site. Truein is a cloud-based software solution that can be deployed at any remote worksite without any hardware. Workers can download the Truein app on their smartphones and use its AI-based facial recognition system to clock in.

6. Scheduling the worker's

Shift scheduling is challenging when you have a distributed team. When workers are at different locations but are working on the same project, it can be challenging to schedule with the workers. For instance, in an automobile manufacturing company, only some parts are manufactured within the same unit.

In the engine assembly line, molding of the parts and the assembly of the engine often occur at different locations. However, these two teams must work in sync to ensure that all the measurements and adjustments are accurate. This present distributed team challenges for scheduling the workers.

The solution to engage geographically distributed team members is to focus on scheduling appropriately, so their shifts coincide. Truein can help you with shift scheduling as well. It can create a schedule and share it with the workers instantly. You can also create shift schedules for contractual workers from the same dashboard, even if they are not part of the full-time workforce.

Assign Shift to Employees

Schedule a free demo to see how Truein can track the attendance and overtime of your employees and also help with shift scheduling.

Conclusion

Distribute teams present opportunities and associated challenges as well. The distributed team challenges we have listed here are the most common. We hope the solutions we have shared will help you to deal with these challenges and maintain a productive and progressive workforce.

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A Comprehensive Guide to Attendance Management System

Workforce management is an essential aspect of running a successful business. Companies use tools to track employee working hours, such as punch cards, access cards, timesheets, biometric systems, and attendance software.

An attendance management system is critical in human resource management and payroll. If you run a company, your business operations must comply with state and local labor laws, payroll requirements, and overtime rules. All these compliances must be met while ensuring no inaccuracies, tampering, or time theft in staff attendance.

These requirements highlight the importance of an attendance management system, as manual timekeeping practices can be detrimental to worker morale and productivity. In this attendance management system guide, we will explore how organizations can reduce the administrative workload of managers, improve the accuracy of attendance records, and save time by choosing the right attendance management software.

What is an attendance management system?

Attendance management is the procedure within the organization to record, adjust, verify, and calculate the working hours of the workers and the time they spend away from work. With attendance management, employers can access the information on the total work hours of the staff for compliance and payroll.

An attendance management system is an application that tracks employee time and attendance, including breaks, leaves, active hours, and overtime. These systems ease the workforce management process by automating most of the tasks.

Modern attendance management systems technological evolution to ensure workers cannot tamper with attendance through buddy punching or time theft. For instance, cloud-based software solutions use face recognition to identify workers.

Importance of attendance management system

Every industry is benefited from an attendance management system. To truly determine whether you need such a system, you must be familiar with the importance of an attendance management system. Here are some reasons you need an attendance management system in your company.

1. Productivity

If your managers are busy completing tedious administrative tasks, they need more time to focus on matters that contribute to increased productivity and better revenues. An attendance management system can automate most attendance keeping, freeing the management from tedious administrative tasks.

It directly contributes to productivity as managers don't have to handle repetitive administrative tasks. Also, automated time records are highly accurate and have minimal risks of human errors. This makes payroll calculation much more accessible and precise.

2. Workforce discipline

Labor management becomes unpredictable if there is no discipline in the work culture. If workers attend work late, often take leaves, or indulge in time theft, it is mandatory to address these issues. If some workers are not disciplined, it can turn infectious, influencing other employees to adopt such bad habits. This can wreak havoc on the company.

Hardworking and punctual employees must be protected against unproductive and poor work ethics. An attendance management system can help supervisors and managers keep track of workers' attendance and identify any pattern of indiscipline.

3. Overtime management

Poorly managed over time can eat into your profits and ultimately impact the company's bottom line. This is why you must be accurate with recording and calculating overtime hours. An attendance management system can help you track workers across multiple shifts and record overtime hours much more accurately.

When companies need to increase production or meet increased demand, they can utilize overtime to meet the requirements without hiring more staff. A proper worker time tracking system can help increase employee satisfaction by offering overtime to earn more.

4. Prevent time theft

The primary reason why attendance management systems came into existence is to prevent time theft by employees. With accurate timekeeping mechanisms, many workers can use the system and indulge in time theft and buddy punching. Biometric-based attendance management systems offer a foolproof way to track and enforce attendance and overtime policies consistently and diligently.

5. Accurate payroll

Nothing demoralizes workers more than receiving inaccurate pay. They expect to be paid when they put in proper hours at work. Inaccuracy can be easily minimized by deploying attendance management systems helping companies accurately measure and calculate shifts, attendance, and overtime.

6. Compliance

Running a business requires complying with various compliance requirements. With an attendance management system in place, it becomes easy to create and implement different policies about employee management, such as attendance, overtime, leave, etc. Also, the policies can be made available to all employees, and any changes can be conveyed directly.

Types of attendance management systems

You will find several attendance management system solutions, but you must pick the most suitable for your business type. Here is a quick view of the attendance management systems available for employee time tracking.

1. Manual Attendance Management

Paper timesheets and Excel sheets are the standard methods to record employee time and attendance at many companies. It can work for you if you have a small number of workers.

However, it remains an outdated technique that is prone to time theft and requires too much time to calculate payroll.

2. Web-based Attendance Timesheets Management

Automated timesheets are web-based attendance management systems that allow employees to access timesheets online to record their clock in and out. There is also an option to mention leaves, vacations, and overtime.

3. Punch Clocks

Most manufacturing and retail companies still use punch cards to track and record employee time and attendance. It offers automation over manual attendance management systems, but still, there are better ways to track work hours. Punch clocks have high scope for buddy punching, in which an employee can punch in for a colleague with his time card when he's not present at work.

4. Biometric-based Attendance Systems

The most popular genre of attendance management systems currently in use is biometric systems. These attendance management systems have sensors to read the biometric attributes of workers. As the biometric qualities are unique and extremely difficult to copy, biometric attendance systems virtually eliminate buddy punching with fingerprint and face recognition solutions.

Features to look for in an attendance management system

Now that we understand the different types of attendance management systems, we must know what features to look for when selecting a solution for your company.

1. Clocking in and out

This is an obvious requirement from any attendance management system. While the level of information a system captures when clocking in and out can vary, at minimum, an attendance management system must log an employee's ID and a timestamp.

If your company has an extensive infrastructure with multiple entry and exit points, you can choose a system that also logs door info and movement type (in/out). Modern applications like Truein allow mobile-based attendance recording. It is a fast, secure, efficient, and time-saving solution.

2. Biometric-based

As we mentioned, the manual and semi-automated attendance systems must be foolproof. Such systems can be compromised easily. This is why the attendance system you choose must be biometric-based. A biometric attendance system uses physical attributes like retinas, fingerprints, and face recognition to identify workers.

It is impossible to game the system with false information or commit buddy punching. This increases the efficiency and integrity of workforce management. You must deploy biometric attendance systems in your company for security, accuracy, and better employee management.

3. Reporting and analytics

The attendance management system must offer reporting and analytics for efficient workforce management. Managers can make insightful decisions when they have access to various attendance-related reports. Absenteeism is one of the essential data points to help identify a pattern.

It helps to determine whether there is a need for an intervention, and the employee's behavior must be investigated and addressed. If employee absenteeism, too frequent time off, and shift switching are not addressed, it can read to productivity issues. An attendance management system must offer advanced reporting and analytics options.

4. Leave management

Another important feature that an attendance management system must have is leave management. It is required by law that workers are provided with a certain number of leaves. It includes paid leaves, maternity leaves, sick days, etc. To remain compliant with several labor laws, an attendance management system must offer options for leave management. It will help HR track leaves for individual employees and make payroll easier.

5. Mobile and cloud support

Modern technological advancements have improved the IT infrastructure, and companies can better use it for workforce management.

An attendance management system with mobile and cloud support will deploy easily. Most traditional employee time and attendance tracking systems are not portable. Therefore, before choosing any attendance management system, you must ensure that it has high portability.

Furthermore, its operation must be straightforward enough for workers to understand and use. Systems that support mobile and cloud infrastructure are best as they can be deployed without additional hardware and are often easy to use.

6. Payroll integration

There is no point in installing an attendance management system if HR still has to process payroll manually. A genuinely effective attendance management system must augment payroll by providing data for easy integration into the payroll system. You must choose an attendance management system that offers easy payroll integration. It will facilitate accurate compensation calculations by providing correct overtime and work hours.

Truein: A comprehensive attendance management software for every industry

Truein is an industry-standard product utilizing the power of AI and face recognition technology to deliver software-based attendance management solutions.

It features all the necessary functions that we listed above. Using facial recognition, it even identifies workers if they are wearing masks or glasses. Truein is a cloud-based employee time and attendance management solution that employers can deploy anywhere instantly.

It works on mobiles and tablets, so there is no need to invest in any peripherals, making it suitable to deploy at remote sites. You can have a real-time view of multiple sites, ensuring managers have transparent and centralized control over workers' work and overtime hours, leaves, and shifts.

Additionally, Truein easily integrates with all major payroll systems and offers 70+ customizable policies that you can use as per the location and staff category.

Overtime Calculation Policy in Truein

Schedule a free demo today and see how you can automate the attendance management in your organization.

Conclusion

We hope you now understand the importance of an attendance management system for workforce management. Several types of attendance management systems are available, so you must choose a solution that supports biometric-based identification, overtime and leave policy management, payroll integration, and more.

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Time Management Tips To Increase Productivity

Time management is an invaluable skill that your workers might lack. An essential part of workforce management is strategizing workplace time management policies to ensure productivity.

As a manager, it becomes your responsibility to ensure workers respect the time management policies of the company and give their best at work. But how will the workforce commit to time management when unaware of the principles?

This is why you must know time management techniques at the workplace to facilitate a work-life balance for the employees.

In this article, we will explore some tips to manage time at the workplace better.

What is time management?

For most workers, there seems to be insufficient time to complete the tasks within a shift. However, unless you are overly planning the workload, employees should be able to accomplish their tasks without struggling with the deadlines.

Most probably, your employees are not aware of what time management is. You must explain it to them like we are defining it here.

Time management is simply organizing and planning the amount of time within a shift to be divided among specific activities based on priority. Workers must allot the right time to the suitable activity effectively to be most productive.

Productivity is a direct byproduct of efficient time management. Workers' failure to manage their time can affect their productivity and the company's bottom line.

So how do you help workers with time management?

Here are a few solutions.

Five tips for managing time at the workplace

1. See where you are spending your time

It is relatively easy for workers to lose track of time if they are not mindful of how they spend it at work. One of the most effective time management strategies for the workplace is to train your employees to be aware of how they spend their time.

Supervisors can help workers prioritize their tasks based on the day's requirements. When workers know how they will spend their time on each job, they are more likely to be on track to use their time efficiently. It will also help if you put workers with similar tasks on the same shift as they will be spending time on similar jobs and can keep track.

2. Create work schedules

One of the most crucial time management techniques at the workplace is creating work schedules that ensure workers are most productive throughout the day. Simply put, work schedules must help employees finish the most pressing tasks in the early hours of their shifts.

You can also encourage workers to maintain a shift schedule to-do list to manage their shifts better. You can also create a general work schedule that you can put on the floor for workers to refer to. When you put everything on paper, there is no confusion or anxiety among workers, and they know what tasks they need to perform during the day and in what order.

For instance, if you manage a car assembly line, you can create a to-do list for the assembly line workers to follow. This will ensure they follow the plan instead of jumping between tasks.

3. Set time limits for tasks

Unsurprisingly, if you leave workers to decide how much time they take for a specific task, things are never completed on time. Setting time limits for tasks is another efficient time management strategy for the workplace. You have created a to-do list for everyday tasks and prioritized them in order of urgency.

The next step is to set time limits to keep operations smooth and flowing. You can decide how much time should be committed to a task before workers can take a break. For instance, machine operators in the manufacturing unit can be offered a 15 minutes break after every two hours of machine operation.

This will provide enough buffer to dissipate stress from two continuous working hours and keep workers productive. This technique is known to help keep focus with the help of frequent breaks by reducing mental strain and maintaining motivation.

4. Avoid doing multiple tasks at one time

It would help if you proactively informed workers that doing multiple tasks simultaneously will not make them more productive. We humans inherently expect that multitasking is one of the best management techniques in the workplace. Unfortunately, numerous clinical studies suggest that multitasking never works.

Studies have shown that when workers switch between several tasks, they become less efficient and are more likely to commit errors. Managers and supervisors must encourage workers to focus on the job and not think about other distractions.

You can discourage multitasking behavior by creating work schedules so that a limited number of tasks are given to workers, so they are relaxed about doing several things at once. Similarly, avoid sharing long to-do lists with workers as it can easily overwhelm them.

5. Use a time-tracking tool

What can be measured can be improved. Hence, you can only expect to ensure time management at the workplace by tracking employee work hours. Managers and supervisors must know the work schedules, events, tasks, milestones, etc.

A time tracking tool can help you know how workers spend their time at work. You can remain in control of shift schedules and quickly identify time management issues such as absenteeism and time theft.

Truein is an excellent time and attendance software that can boast time management at the workplace. It is a cloud-based, hardware-less time-tracking solution that can be deployed on workers' phones. Truein features geofencing and GPS-tracking to track employees in real time.

https://www.youtube.com/watch?v=s58lVluWMLM

It is essential for managers to ensure that workers are at their designated places during work hours. Apart from time management, this attendance management system also features leave management, overtime management, policy management, reporting, and advanced analytics.

Schedule a free demo today and try Truein time and attendance software in your organization.

Conclusion

Time management is beneficial for employers and employees equally. It ensures workers are productive throughout their shifts without undue stress on workload. At the same time, employers can ensure that business operations and production meet the goals and deadlines every time. Implement these time management techniques at the workplace to facilitate your workers in accomplishing high productivity.

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Dealing with Late Employees: Strategies and Solutions

As a business owner or manager at a large organization, you might often have to deal with employees who are late to work. To ensure proper time management and discourage unproductive behavior in the workforce, you must know how to handle late employees.

This responsibility requires you to be ready to handle difficult situations where you must take necessary steps to stop their tardiness quickly. It becomes mandatory, primarily if the tardiness of a few employees is disrupting daily workplace activities resulting in conflicts among workers.

But you must be careful and wisely decide how to handle employees late for work. It is only sometimes on purpose, and there may be unknown circumstances for continuous tardiness. Your worker might have childcare or medical responsibilities, which is why they are always late.

Even hostile work environments or workplace bullies can also be the cause. Ultimately, as a manager, it is your responsibility to deal with latecomers at work, irrespective of the reason. For some businesses, a late workforce can wreak havoc, as a survey by the Heathrow Express found.

According to the study, employee lateness costs the UK economy around £9 billion annually. It was noticed that traffic-related issues were responsible for 41% of tardiness cases, closely followed by transportation delays (29%) and unforeseen circumstances (25%).

Seven tips for dealing with late employees

Now that we understand that tardiness, if not appropriately addressed, can result in severe consequences for your business, it's essential to provide tips on handling an employee who is always late.

Let's get started.

1. Talk to them as soon as possible

As soon as you notice a pattern of tardiness, speak to the worker without delay. It is essential to be proactive in addressing the situation to set a clear tone that this kind of behavior will not be accepted in the workplace. Often, managers ignore a worker's excessive tardiness long enough that they eventually react in anger.

When you are responsible for your team, it is plausible that you will lose your cool and respond in a manner that can be termed as threatening to the employee. We don't want that. Workers must be encouraged to discontinue arriving late continuously at work. However, it must be done strategically.

You must schedule a time to talk with them at work face to face. Ensure that you have documentation of the worker's tardiness when confronting them about the issue. It would help if you started a dialogue by asking them why they report late to work.

2. Set your expectations clearly

Employee lateness is an inevitable part of owning a business or running a company. To minimize the chances of uncomfortable confrontations with workers who are always late, you can set the expectations clear from the beginning. You must inform the staff members of what is expected of them and that they know the shift timings and potential disciplinary actions that can be taken if they are chronically late.

The easiest way to convey this information is to mention it in your company's attendance policy. When employees are aware of the company's stance on punctuality and have been chronically late to work can affect their employment, there are more likely to abide by work timing requirements.

The habitually late employees should be informed that they must change their behavior or face disciplinary actions per the company policies. Again, it would help if you made facts available using dates and times when the worker was late. This will ensure there is understanding in communication.

3. Create a late-coming policy

While you can include information about tardiness and the resulting consequences of your company's attendance policy, maintaining a separate late-coming policy is much more effective.

It would help if you used the late-coming policy to outline rules for being on time, including expectations for where the workers should clock in. This policy should be comprehensive and highlight the number of times an employee can be laid before it becomes an actionable offense resulting in disciplinary action from the management.

Furthermore, detailed information about the corrective actions that will be taken to handle employees late for work must be included. While discussing with a worker who is constantly tardy at work, share this information in an email and other documents highlighting the consequences.

4. Be open to listening to the reason and providing assistance if needed

There may be valid reasons why a worker is late regularly. Before concluding, ask the right questions to determine the root cause of the issue. Companies that lack employee engagement or recognition of fun deal with tardiness. Ensure that you are not committing the same mistake.

Allowing workers to pitch in their voices and, if the reasons are genuinely concerning, then work on solutions to troubleshoot the issue. It is not only about how to handle late employees but how to tackle the reason behind such behavior.

5. Praise them when their behavior is improved

If you notice an improvement in their behavior, offer praise. You must do it privately to avoid drawing attention to the issue or the progress. Acknowledgment is a great motivator, and when you compliment the employee for dropping their tardiness, you reinforce their positive behavior.

As a proactive step, you can offer monthly or yearly rewards to your employees. Punctual and taking their jobs seriously. There is a psychological impact on chronically late employees when they see their coworkers receiving rewards for their punctuality. This approach encourages late employees to be on time.

6. Allow flexible work schedule

Flexibility in the work schedule can be an option to handle employees who were offered late for work. For instance, you can decide when a worker can clock in. Suppose you allow workers to come in late by 30 minutes, then make it a policy that they have to work 30 minutes more to complete their shift.

This flexibility in the work schedule will allow the scope to accommodate reasons such as traffic and public transportation issues. It will also build mutual respect and understanding between the employer and employees. The level of flexibility you can offer will depend on your business model, but every company should offer this option.

7. Use attendance system

Ultimately, you can use good employee time-tracking software to recognize any patterns of tardiness in the workforce quickly. An efficient employee time and attendance tracking software can help you keep track of your employees' work time and find out how frequently they are late to work.

Truein is one such efficient employee time and attendance management system. It is a cloud-based, hardware-independent solution for tracking employee time. You can use Truein to track the time and attendance of full-time employees and contractual and distributed workers.

Overtime Calculation Policy in Truein

It supports policy creation and has 70+ policy templates you can customize per your company's requirements. Schedule a free demo today and automate the leave and attendance management in your organization.

Conclusion

It is always challenging to handle chronically late employees. However, to ensure positive work culture and prevent a negative impact on the bottom line, it is essential to know how to handle late employees. You must follow through with the tips shared in this guide. You must execute the disciplinary actions consistently if the worker fails to correct their behavior.

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How To Improve Employee Attendance and Boost Their Productivity?

For your company, an employee missing work for a day must not be an issue of concern. However, if it becomes a regular thing, then you are at risk of impacting bottom lines. Most managers deal with frequent leaves in a stringent manner which could be more conducive to a positive work environment.

We understand that staff attendance is necessary to keep productivity and profits in control. There can be different reasons for absence, and as a project manager, it is essential to show compassion toward the individual circumstances of workers and laborers.

An organization has limited influence on the employees outside of work hours. An employer can't deal with personal issues; however, if there is a significant employee attendance shortage, you must know how to improve employee attendance.

This article highlights ways to tackle the poor employee attendance issue.

Six ways to improve employee attendance

1. Tell employees about your expectation

The workplace environment determines the acceptance level of frequent employee absences. In companies, if absence from work is not getting enough attention from the managers, it can set a wrong precedence for workers and laborers.

Workers must know the employee attendance policy and the company's expectations. For instance, in the construction industry, you must inform workers about the high-pressure environment when they join your workforce. Inform them that they can be expected to work long days when necessary.

Taking absences for anything other than family emergencies or illness is not acceptable. This is the right approach, as employees will understand what kind of workplace culture they are part of. This will set them on the right path to take a few absences.

2. Create a clear attendance policy

Most human resource managers wonder how to improve attendance in the workplace when too many workers are taking time off. The first administrative step towards improving staff attendance is to create and implement a clear attendance policy. Your company's attendance policy must comprehensively describe the scope and expectations of the workers.

It must also include the procedure to ask for a leave and the consequences of poor attendance. Your company's attendance policy can vary depending on the industry and workforce strength. We already have a detailed guide on how to create a worker-friendly attendance policy.

3. Look for causes of poor attendance

Poor attendance is not always an attitude problem but often a result of a more significant problem. If a worker needs to maintain good attendance, the managers and supervisors must determine the cause of poor attendance.

Apart from injury or illness, there can be other factors, such as conflict with co-workers or supervisors, or issues with the working environment, such as heavy workload, skill mismatch, absence of proper tools and resources, etc.

Before jumping to any disciplinary action, it is essential to explore improving employee attendance by fixing the underlying cause. Take your time to determine the root cause of poor attendance so you can take proper action under labor law.

4. Reward employees with good attendance

Appreciation and acknowledgment go a long way in encouraging workers to give their best at work. You create a positive work culture when you balance the consequences of poor attendance with good attendance rewards.

A simple reward program can take out the most significant roadblock, letting employees know that their punctuality and sincerity are being noticed. A reward program is enough for workers to keep doing what is expected – coming to work.

5. Offer flexibility in work schedule

Not feasible for all companies, but you can offer flexibility in their work schedule. For instance, you can create multiple shifts at your manufacturing company to allow workers to switch shift schedules if they have any personal requirements to attend to. 

When workers have the flexibility to switch their shifts with co-workers and organically eliminate call-offs due to unexpected personal issues. Such flexibility should be properly documented and approved by the management so that workers can use it while managers can track and monitor such schedules.

6. Track time and attendance at work

How to improve attendance in the workplace if you need to be made aware of the accuracy of the attendance data? If you want to improve staff attendance, then you need to be systematic about it.

An efficient time and attendance tracking software will provide the necessary tool to monitor attendance and treat workers fairly. It is also helpful in ensuring that there is no favoritism at play and all workers are given an equal chance to take a leave if there is an emergency.

It is not unusual for managers to play favorites, creating conflicts and resentment among co-workers. Truein is a robust cloud-based and hardware-less time and attendance management application that companies across industries can use to maintain fairness and improve employee absences.

It uses an AI-based face recognition system to identify workers to record attendance, ensuring no malpractice such as Buddy punching or time theft. Managers can access all attendance data of the workers from the central dashboard and create flexible shift schedules.

Shift Planning in Truein
Creating Shift Schedules in Truein

Even you can implement an attendance policy for the company within the Truein dashboard. Workers can request a shift switch with a co-worker, and managers are notified to approve such a request.

Automate attendance policies in Truein
Adding Different Attendance Policies In Truein

Truein provides a good starting point to improve staff attendance by tracking absences and allowing managers to monitor staff attendance in real time. Schedule a free demo today and try Truein Attendance System in your organization!

Conclusion

Before tackling the employee attendance problem within your company, it is essential to learn the root cause. Data is an invaluable asset here to improve staff attendance. We recommend using time and attendance software like Truein to track workers' hours and leaves.

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What Is On-Demand Pay and How Does It Work?

Salary is the primary motivator for employees to stay at a job in the first place. For employers, however, it can be challenging to decide how and when to pay employees in a way that will attract them and keep the business sustainable. The topic is on-demand pay, but to understand what it is and whether your organization must offer it, it is necessary to know why this pay type exists.

Understanding employee expenses

For some employees, more than the amount of the paycheck the frequency is important to meet their needs to pay their bills simultaneously. Such a situation is strenuous for them because costs like late fees can put them in a vicious cycle of payday loans that is hard to break. This is one of the reasons why workers always look for pay and other financial benefits when looking for a job. Routine and steady pay benefits the employees as well as the employer. It draws in more talent and is incredibly enticing for young adults who recently got independent and started paying bills themselves. Furthermore, it also shows your existing employees that you value them and understand their hard work. The easiest way to help your employees attain financial stability and avoid strain is to offer them a routine and reliable paycheck. Even if you already provide them with this facility, you can introduce extra flexibility by allowing them to access their payments other than the designated payday. What we suggested above might sound easy to implement, but it is not, and things can get out of hand fast if you need to be more strategic about it. This is why we created this guide about on-demand to help you understand it better.

What is on-demand pay?

On-demand pay is a wage payment method that allows employees to receive their wages as they earn them. Usually, companies allow employees only to access a certain percentage of their salary per pay period, while the rest is paid as usual on the standard payday. However, on-demand pay allows workers to have access to their wages when they require it. It is essential to consider that as this mode of payment can have multiple transactions for the same salary, the fee per transaction can result in overhead that must be planned. Typically, the price for the use of on-demand pay options is included in the cost of the payroll provider charges. But standard practice is to charge the employees for the service and not the employer, unlike payroll processing. As a manager, you must decide what policies should dictate the processing of on-demand pay as it is not a standard transaction like payroll. Also, the limits need to be discussed for implementation because an unregulated number of pay demands can stress the company's financial stability.

How does on-demand pay work?

The on-demand pay provides employees access to a limited amount of money between paychecks to meet unpredictable or urgent expenses. It gives them a sense of financial stability and security, allowing them to focus on work. There are several solutions to handle on-demand pay depending on when and how employees withdraw funds. Both parties, the employer and the employees, will undoubtedly have different opinions on how this mode of payment should work. It would be best if you balanced the needs of both parties as fairly as possible. Firstly, you must weigh the organization's budgeting and cash flow options to ensure that the on-demand pay implementation will only affect the business's ability to operate daily. Next, you can ask the employees for feedback to know their concerns and demands. Once you have all the data you need, you can move forward by determining the protocols that will dictate how on-demand pay will work within your organization. If you want, you can implement more than one type of solution for this to work. Here are some examples that can help.

Examples of on-demand pay services

Major US corporations like KFC, McDonald's, and Taco Bell employ the services of Instant Financial. It is a payroll service providing more control in the hands of the worker. Instant financial allows employees to receive a smartphone notification about a shift, and they can decide if they want to collect a paycheck at the end of the day. If they select same-day payment, the money is transferred to the prepaid debit card or directly credited into their bank accounts. Another solution is to allow employees to use their pay schedules. It can work for both full-time and hourly employees. For example, Gusto's Cashout program will enable employees to avail up to 40% of their paychecks as on-demand pay, with a maximum $ 500 limit. According to the Bureau of Labor Statistics reports, nearly 37% of employers offer two-week pay to workers. This is an excellent way to allow financial freedom to the workers while keeping the cash flow at the company at a sustainable level. However, according to Nelson Lichtenstein, a history professor at the University of California Santa Barbara and director of the Center for the Study of Work, Labor, and Democracy, there are challenges associated with offering on-demand pay. He explains, "I think this creates more chaos and insecurities. If you get paid every day, you are scrambling every day." He argues that offering pay every single day eradicates the built-in buffer that exists. However, a two-week on-demand pay solution is like forced savings that give individuals more freedom to plan how to spend money. It also is beneficial for budgeting. This is why a two-week model might be most beneficial compared to other solutions if you plan to offer on-demand pay to your employees. It provides the much-needed buffer to save while still enjoying the freedom to meet urgent expenses without taking out a loan.

The pros and cons of on-demand pay

On-demand pay has its advantages and disadvantages for both parties involved. The outcome depends on how and why you adopt on-demand pay for your organization.

Advantages for employees

1. Creates financial equity for employees

On-demand pay help workers better manage their finances whether they want to invest earned wages or need to pay for urgent auto repair. Expenses can occur at any time; with this mode of payment, employees can get their money sooner. This flexibility allows them to receive and save money on their own time. It is better for financial security as on-demand pay can help them meet unexpected bills or urgent expenditures to cover the expenses rapidly. As per Federal Reserve research, over 35% of adults would be unable to cover a $400 emergency bill. This is why many workers turn to payday loans when an emergency arises, but the high interest on search options further aggravates their financial instability. On-demand pay is a much more sustainable option.

2. Financial well-being leads to physical well-being

Stress associated with financial instability can cause serious health consequences. Options like on-demand pay allow workers to maintain a good work/life balance and be more productive at work by reducing financial worries and stress. Providing employees more say over their remuneration improves their general quality of life.

The drawbacks for employees

1. Fees

On-demand pay has an additional fee, the same as paying ATM fees. It can be frustrating for employees to pay a fee for receiving their wages.

2. Taxes

While most on-demand pay services don't tax employee withdrawals, these transactions are still liable to taxation. Employers are required to detect these taxes from the upcoming paychecks making the final payout less than the employee anticipated.

Benefits for employers

1. Better employee retention rates

Employers who offer on-demand pay are seen as more caring by the workforce, improving their employer value. It helps with employee retention and attracts others to work for the organization.

2. More productive employees

Personal finance issues are highly distracting for employees. When you offer on-demand pay, you provide employees with financial security and a sense of stability. This encourages and motivates them to be more productive at work.

The cons of on-demand pay for employers

1. Pay errors

On-demand pay dramatically increases the number of transactions for the payroll. There are chances that employees will receive paychecks that include paid on-demand hours. Such errors mean employers pay the wages twice.

2. Taxes

As mentioned above, employers must deduct taxes on on-demand wages when they issue standard paychecks; failing to do so makes them liable to action from the IRS.

How Truein can help employers?

Truein is a cloud-based, hardwareless employee time and attendance software that features scheduling and overtime management. Managers and supervisors can use it to accurately calculate the work hours to ensure that employees are paid only once. As it easily integrates with most payroll systems, it can minimize the chances of pay errors.

Conclusion

We hope you now understand how on-demand pay work. It is a tool that, if implemented correctly, can help both employers and employees. It can significantly boost productivity by relieving employees of financial stress resulting in a more productive and better-engaged workforce.
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Why Should Employers Offer Health Insurance To Employees?

A company operates with its workforce at the core of its operations. As part of a progressive work culture, companies offer employees several benefits, including insurance coverage. When you offer employee health insurance as part of the pay benefit working for a company, workers are encouraged and feel more comfortable working in jobs that require physical labor. Industries such as manufacturing, mining, construction, and shipment that employ a large number of blue-collar workers can benefit from offering group health insurance to the workers. In this article, we will take a closer look at employee health insurance and how it benefits companies and workers.

What is employee health insurance?

Employee health insurance is a benefit extended to workers within the company. The coverage is not only for the workers employed by the employer but also provides insurance coverage to the rest of their family members as part of the policy. Companies that offer medical insurance for employees pay full or partial premiums for their insurance policies. Previously, it was an optional decision for employers to offer employee health insurance as part of work benefits; however, post-pandemic, the Indian government has made it mandatory for employers to provide employee medical insurance. The decision was implemented in April 2020, and all industries must provide employee health insurance irrespective of skills or type of employment. Besides offering a safety net for workers to deal with medical expenses or costly treatments, medical insurance for employees is an employee prosperity and value plan. It adds to your employer's brand and communicates to the workers that you care about their well-being. Employee health insurance can be a powerful tool to engage workers and earn loyalty.

Why should you offer health insurance to employees?

As an employer, you must know why some of the most successful companies offer health insurance to employees. Employee health insurance helps your company operate more strategically, efficiently, and effectively. Here are some critical reasons why offer health insurance to employees.

1. Employee benefit

With an employee health insurance policy, workers and laborers can afford individual health insurance that might otherwise be out of reach. The workers do not have to pay the premium for the policy as the company pays on their behalf. This is how workers receive health insurance coverage free of cost or at lower prices.

2. Benefit from tax incentives

For employers, there is a financial advantage to providing health insurance to the workers as tax benefits are associated with it. Generally, the employee health insurance premiums are 100% tax deductible which offers companies a way to save on federal business taxes. Additionally, offering health insurance coverage as part of the compensation package to the workers potentially means you can reduce the payroll taxes. Whether you provide individual/group employee health insurance, you can be eligible for a business health care tax credit.

3. Hiring and retention

Since the pandemic, employees have become more discerning about opportunities that offer better health benefits. People-oriented companies provide employee health insurance that also engages employees to stay with the company for longer. This is why employers should provide health insurance because it helps with the retention of workers. Also, it attracts workers to your company as well.

Should employers choose individual or group health insurance?

A solid employee health insurance plan can contribute to your employees' well-being and benefit your company simultaneously. However, you must choose between individual and group health insurance policies wisely. A group health insurance policy covers a group of workers. It is only available for employers, and employees pay little or no premium towards a group health insurance policy. Usually, it only covers the workers, but some policies also cover their dependents. An individual health insurance policy is the commonly available option that requires a health check-up of the individual before the policy is issued. Typically, individual employee health policy requires much more due diligence and has a long waiting period. As an employer, you must choose a group employee health insurance policy because it acts as a master plan offering uniform coverage to all workers who are part of a group. It allows you to provide workers with the same type of insurance coverage depending on their position within the company.

How to choose the best health insurance for your employees?

There are considerations to keep in mind when you pick a group health insurance for your employees.
  • Choose an employee health insurance plan with convenient options like telemedicine and urgent care visits.
  • Opt for plans that provide cost savings to the workers so they can afford expensive treatment easily.
  • Finally, look for insurers to provide a personalized experience to the employees when they have any questions regarding their health insurance.

Conclusion

Employee health insurance is a significant benefit that must be included as part of the pay package. It not only helps workers afford treatment and medical coverage for themselves and their families but also offers cost-saving benefits for employers. Truein is an employee time and attendance management software that can assist you in better managing the workforce. It assists managers with overtime and schedule management, it ensures that workers are not overly burdened or burnout. Truein also features leave management, attendance policy management, and real-time monitoring among other features. Schedule a free demo today and see how Truein can automate the attendance management at your organization.
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Difference Between Workforce Management and Workforce Optimization

In any industry, managing the workforce is a challenge. Suppose your organization is experiencing an above-average attrition rate. In that case, if you are dealing with a disturbed productivity rate or it is challenging to take control of the working conditions, you need to act fast.

To orchestrate resource utilization so that your company reaches its productivity targets without overburdening the workers, you have two use workforce management (WFM) and workforce optimization (WFO).

WFO and WFM are the concepts that use statistical analysis to recommend the most effective mix of resources, including workers, to ensure high productivity and job satisfaction among the workforce. Both terms are often used interchangeably, but there lie subtle differences between the two concepts.

Understanding workforce management vs. workforce optimization differences can help you make the most of the available resources in the long term.

What is workforce management?

Workforce management, or WFM, is a set of strategies, processes, and tools that the management uses to increase worker productivity. It primarily targets manpower forecasting, scheduling, and shift management through tools to automate the process.

 The main objective of workforce management is to ensure that the organization is adequately staffed. Furthermore, it also provides a contingent workforce available to address the productivity requirements at peak periods.

Workforce management addresses the requirements of shift scheduling and refining the work environment to allow employees to work in a conducive environment. WFM uses tools to help managers create schedules, assign shifts to the workers, create reports, and monitor day-to-day activities within the company.

Truein is a cloud-based hardware-less employee time and attendance management application that offers WFM features like shift schedule creation, attendance tracking, monitoring the location of employees at work, auto-generating reports, overtime management, and more.

What is workforce optimization?

Workforce optimization or WFO refers to the set of processes, strategies, and tools that help individual worker increase their productivity, quality, efficiency, and sustainability in the long term. Simply put, WFO emphasizes talent development and quality assurance at the employee level within the workforce.

As opposed to WFM, which deals with the day-to-day productivity of the entire company, WFO offers high-level insights into overtime, disengagement among workers, stress levels, or too many idle hours within the workforce.

WFO utilizes scheduling tools the same as workforce management, but it also requires monitoring the workers' quality and performance to provide further training for upskilling.

Workforce Management vs. Workforce Optimization: 4 Key Differences

WFO also includes learning and development as part of the strategy, while WFM does not emphasize learning or development. This can also be highlighted as the key difference of workforce optimization and workforce management.

Only workforce optimization provides real-time skill development tips, recording-based guidance, and other talent development aids for improving the workers at the individual level. WFM works on the scheduling and availability of the workers, while WFO focuses on efficiency gains within the individual workers.

Workforce Management allows companies to standardize service levels and other important KPIs to ensure that all business processes run smoothly and face no workforce shortage. On the other hand, workforce optimization unlocks new efficiencies and opportunities through performance analytics and long-term training of the workers.

Workforce optimization strategies include workforce management features, but not the other way around. WFM is a necessary part of WFO, so at some companies, workforce optimization alone is enough to improve productivity.

However, standalone WFM lacks vital features of WFO, such as performance monitoring, employee engagement, and skill development management. For a small company, workforce management alone would suffice if their requirements were not complex.

However, such essential forecasting and scheduling capabilities must be improved for medium-scale and large organizations. Organizations with large teams must utilize both WFM and WFO to have different strategies for managing quality assurance, performance, and productivity.

3 Benefits of implementing WFM and WFO

At your organization, depending on the size of the workforce, you can choose to implement either workforce management or workforce optimization. WFO implementation probably works best because it also includes WFM features by default.

1. Build a happier and more efficient workforce

With WFO, you can engage employees and help them improve their talent, which results in increased output and higher satisfaction at work. Managed and streamlined workforce is happier and more efficient.

2. Increases your company's agility

With WFM and WFO, you can scale up work depending on the market's demands. This makes your company more agile, and you can easily meet budget constraints or quickly react to project needs.

3. Cost savings

Proper workforce management and optimization present many cost-saving opportunities. The key benefits include lower payroll costs, flexibility in talent acquisition, and reduced compliance risks.

Conclusion

We hope our workforce management vs. workforce optimization explanation has provided you with enough information to use the terms interchangeably next time. Ultimately, workforce optimization takes how you manage your workforce and optimizes it for maximum performance and skill development while ensuring smooth interaction between the organization and the workforce.

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Employee Termination Policy – How To Prepare One

Every organization has its employee termination policies. These policies are different from employment policies because they apply when the services of a worker are terminated rather than when the employee starts working for the company.

The managers and employees must adequately understand the termination policies, and you must know how they can affect your business and the relationship with the workforce.

What is employee termination?

Employee termination is simply the dismissal of an employee's employment contract by the employer. Employee termination policy and procedures vary from company to company, but typically it's done when the employer determines that the services of an employee are no longer needed.

However, it can also happen if the employee breaches their employment contract. If the employer retires an old worker by dismissing them without cause or offering them an early retirement, it is also referred to as employee termination. In this scenario, employees are often laid off, termed job loss, or fired for dismissal without cause.

Legally, an employer must provide notice before terminating the employment of a worker, exception for involuntary terminations due to downsizing or economic hardship.

Employee termination is necessary to keep workers straight and narrow. It also provides some ground rules for the employees to follow and for the employers to avoid legal entanglements by the former employees.

4 Types of Employee Termination

A well thought and comprehensive employee termination policy will list different types of terminations. The most common types of employee termination are:

1. Voluntary Termination

As the title suggests, this is the type of termination that workers take on their own and leave the company voluntarily. There can be several professional and personal reasons why an employee might choose voluntary termination.

It can include a lack of growth opportunities, personal problems, a toxic work environment, and no employee development. If your organization has high voluntary termination, you may be at fault, and you must proactively take steps to correct the situation for the remaining workers.

2. Involuntary Termination

Involuntary termination is when an employer removes an employee from employment for some reason. Low performance, violation of company rules, and acceptable employee behavior can be why a company can choose involuntary termination of the employee. This type of termination can also result as the outcome of employee disciplinary action.

3. Employment at Will

This type of employee termination gives the employer the right to fire a worker anywhere at any place without any reason. Employment at will allows an employer to terminate the employment contract without giving any reason. However, workers can still fight or prohibit such termination if they feel there is some discrimination.

4. Mutual Termination

Here, both parties agreed to employee termination without any objections. Often, mutual termination is the best option as it's a lot less messy, and there are minimal legal hassles.

Apart from these types of employee termination, there can be other types depending on the nature of your business and the company's size. It is essential to mention the kind in the employee termination policy of the company to inform workers better.

Labor law or termination rules for employees in India

In India, employee termination has some important rules that employees must follow. Firstly, the organization must offer a notice period of 30 to 90 days. Also, according to the Industrial Disputes Act of 1947, when terminating more than a hundred employees in a manufacturing plant, mine, or plantation unit, government approval must be sought. In other sectors, only notifying the government is enough.

Under Indian labor laws, employees can be terminated for one of the following reasons:

  1. Disobedience or will full insubordination
  2. Fraud, Dishonesty, or Theft
  3. Wilfully damaging employer's property
  4. Taking bribes/illegal gratifications
  5. Absence without applying for leave for more than 10 days
  6. Late Attendance
  7. Indiscipline at the workplace
  8. Negligence of work
 You cannot fire an employee who is pregnant or seeking maternity leave under the Maternity Benefit Act of 2017 in the Indian constitution.

In the employee termination policy, non-solicitation clauses can be used in a limited fashion, but non-compete agreements cannot be enforced according to Indian law unless the employer contractually agrees.

Labor law or termination rules for employees in US

In the United States, most employment is treated as 'at will.' It means that both the employer and employees have the legal right to terminate employment without advance notice or procedures. However, under federal, state, or local law, an employer cannot terminate an employee, even at will for any unlawful reason.

The Worker Adjustment and Retraining Notification Act (the WARN Act) governs the mass layoff at any company within the United States. According to the act, an employer laying off 100 or more employees must provide the termination notice 60 days in advance.

Labor law or termination rules for employees in UAE

Employee termination policy template

In UAE, your employee termination policy must be by Article 43 (1) of the Employment Law: "Either party to an Employment Contract may terminate the contract for a good cause, by giving the other a notice in writing.

The employee shall perform his duties during the notice period agreed upon in the contract, provided that the notice period is not less than 30 days and not over 90 days."

Employee termination policy template

If you need to be made aware of how to create a comprehensive employee termination policy, you can use the shared employee termination policy template.

It is essential to include the purpose, procedures, and final pay rules in detail within the employee termination policy.

Check out a sample employee termination policy template here.

Things to consider for proper employee termination

Evaluating the terms and conditions governing the employment termination policy and procedures is crucial. Here's what you need to consider to avoid unnecessary lawsuits or further retaliation from former employees.

1. Provide a notice period: It is illegal to fire an employee without warning. A 30 to 90 days notice period must be served before terminating an employee. Also, you must provide a notice mentioning the reason for employee termination. If you fail to provide timely notice to an employee before their termination, they can file a lawsuit against the company.

2. Severance pay: It is the pay that an employee receives as compensation from the employer if the termination is reached with mutual consensus, retirement, layoffs, or employees leaving the company for reasons other than dismissal by misconduct. Severance pay is a highly effective tool to encourage mutual employee termination.

3. Know industry-specific employee termination requirements: There can be additional requirements for valid employee termination policies and procedures. You must know the legal requirements for employee termination within your industry. For instance, in mass terminations in factories, mines, or plantations employing more than 100 employees, the employer must give at least three months of wages as severance to the workers who are proposed to be terminated.

4. Avoid constructive dismissal: A constructive dismissal is a situation created by employers who wilfully force employees to quit even when they don't want to. The resignation can result from bad working conditions or a change in employment, leaving workers with no choice but to quit. Some common factors that can amount to constructive dismissal are:

  • Reduction in salary
  • A demotion
  • Transfer to a less desirable position
  • Harassment or humiliation by the management
  • Early retirement offers
  • Indirect threats of termination

5. Conduct an exit interview: Exit interviews with an employee who leaves the organization for any reason can benefit the company. Planned exit interviews provide management with important information about the working environment, culture, workforce Management, and the development of the employees.

Can employers terminate employees without giving a reason at any time?

Not, really. Sharing the termination policy with the employment contract during the hiring process is essential. And if you're an employee, you must always ask for the termination policy before accepting the employment to avoid any unpleasant surprises later.

Conclusion

Employee termination is a complicated procedure code for employers and employees. It is the most feared element of employment, so it is expected to stir emotions in employees. As a manager, you must ease up the process. This is why a comprehensive employee termination policy must be created and shared with all employees.

The next step after proper employee definition is to revoke the terminated employees' access to the company resources. Manually, it can take a lot of work to achieve this, which is why Truein is an ideal option. A cloud-based, hardware-less employee time and attendance management software, Truein also features auto deactivation or scheduled deactivation of employees. It can be integrated with your company's employee termination policy implementation to auto-revoke employees' access or blacklist them.

We hope his guide provided you with a better understanding of employee termination policy and how to handle the procedures swiftly.

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7 Best Attendance Apps for Employees

Trust in your employees is essential, even necessary, to ensure smooth operations. But if your workers start taking advantage of your trust, or they routinely defy the company attendance and work policies, you need to take stringent action. However, you need evidence to confront your employees for time theft or playing fast and loose with the company policies. 

Fortunately, attendance apps can easily help you track your workers' time and attendance. Time theft causes US employers a staggering $373 million per year, which is why it is required to nip the evil in the bud. 

An employee attendance app is a simple yet highly efficient solution to ensure that the workers work for the hours they are paid and are present exactly where they are supposed to be. These apps come with additional HR features for workforce management. 

In this article, we will share the best attendance app for employees, but before that, let's look at what features you should focus on.

What to look for in an employee attendance tracker?

Some of the essential features to look for when choosing an attendance tracker app for employees are:

Easy to deploy: An employee time and attendance app should be easy to deploy with negligible dependence on additional hardware.

Ease of use: As the attendance app will be used by workers and management alike, it should be easy to use even for workers will lesser technical acumen. 

Features: Employees must easily clock in and out using the app. It should let employees log in quickly without struggle.

Automated alerts and reminders: It should send workers, supervisors, and managers automated alerts for important updates such as leaves, absents, and shift changes.

Management options: The best attendance app will have leave, absence, and overtime management options to easily track work hours.

Payroll management: The app must be easy to integrate with existing payroll software at the company.

Price: The app must be a cost-effect time and attendance management solution that suits your budget.

Support: Finally, the team behind the app must be able to offer good customer support.

Based on these factors, we picked the best employee attendance trackers on the market.

Let's take a look.

1. Truein

Truein Website

Truein is the best attendance app that has over 300 customers from 25+ countries. Its customers include prominent brands such as Compass Group, Godrej, Tata Projects, Schindler, UniSpice, and Dominion Global. Companies use it for tracking attendance of regular, contractual, and distributed workforce.

It is a hardware-less, cloud-based employee attendance tracker app with a mobile-first solution for companies across industries. It features several HR options to manage attendance, overtime, shift schedule, leaves, and alerts.

https://www.youtube.com/watch?v=s58lVluWMLM

Key features:

  • Geofencing and GPS-tracking run on mobile/tablet devices. 
  • It can be deployed for multiple sites and gives centralized control to managers 
  • Automated notifications and alerts 
  • Auto attendance audit to ensure no time theft is committed 
  • 70+ customizable attendance policies to automate shifts, overtime, late marks and more 
  • Time off and holidays
  • Contractual and distributed staff use case 
  • Insightful reports and analytics 
  • Integration with payroll/HRMS 

Pros:

  • Hardware-less mode makes it more suitable for organizations with roaming staff and distributed store
  • It can be deployed immediately on Android or iOS phones of employees with minimal setup 
  • Fast customer support 
  • Easy to integrate with any payroll software 
  • Highly affordable attendance app

Cons:

  • There is no free plan

2. Timely

Timely website screenshot

Another competitive attendance app is Timely, which allows managers to track employee time and attendance in a single dashboard. It has a fundamental KPI tracking feature to monitor team performance in the context of key metrics like capacity, overtime, etc. Not as versatile as Truein, it features a customizable tagging system to know how workers spend their time. However, the limitations of this attendance tracker app for employees make it suitable for specific industries like salon and spa businesses.

Another competitive attendance app is Timely, which allows managers to track employee time and attendance in a single dashboard. It has a fundamental KPI tracking feature to monitor team performance in the context of key metrics like capacity, overtime, etc. Not as versatile as Truein, it features a customizable tagging system to know how workers spend their time. However, the limitations of this attendance tracker app for employees make it suitable for specific industries like salon and spa businesses.

Features:

  • Overtime documentation for managers 
  • Timesheet sharing option 
  • Payroll system included in the app 
  • Option for performance reviews
  • Invoicing feature 

Pros:

  • Quite straightforward to use 
  • Mobile and desktop apps available 
  • Decent customer service 

Cons:

  • The features are basic 
  • No advanced reporting to scheduling
  • No option to include text or SMS alerts 
  • Only available in English

3. Connecteam

Connecteam website screenshot

Connecteam is an online time and attendance system that can be deployed on workers' phones. It is also a complete attendance tracker app for employees like Truein but comparatively is very expensive and not suitable for smaller businesses that are looking for an attendance app for better tracking efficiency.

It features the Breadcrumbs technology, similar to Truein's geofencing capability, allowing managers to see employees' locations to prevent potential time theft. To allow more coverage, the features such as GPS-empowered timestamp and map view make it suitable for frontline workers and remote employees. 

Features:

  • Desktop and mobile access
  • Geofencing, GPS tracking 
  • Timesheet and payroll management with Quickbooks 
  • In-app chat

Pros:

  • Efficiently manage time and attendance
  • Responsive customer support
  • Easy to implement 

Cons:

  • Limited functionality given the high price 
  • Not suitable for smaller businesses 
  • Free plan only allows 30 users 

4. Harvest

Harvest Website

Harvest is a simple time clock app that you can use to monitor the employees' attendance, absences, and work hours. It is a lightweight app with limited features allowing managers to track employee time and attendance. It is suitable for retail and delivery businesses and focuses on the requirement of these domains.

Its features include accessible expense records by snapping photos of the receipts. It helps you track the invoices and their status and can record payments directly from your phone. A delivery agent can use the app to track mileage for reimbursement later on.

Harvest can record employees' online and offline time as an employee attendance tracker app. It can set task timers and allows timely reminders to submit time (timesheet approval). You have to enter the attendance data into your Harvest account manually.

Features:

  • Track expenses and billable hours 
  • Timesheet approval 
  • Automatic reminders 

Pros:

  • Suitable as an invoicing app 
  • Easy to use

Cons:

  • Not a fully capable employee attendance app 
  • Poor customer support 
  • Interface is not intuitive and looks outdated

5. TSheets

TSheets website screenshot

TSheets is also popularly known as the solutionTSheets, now branded QuickBooks. It is a widely used tracking software at enterprises allowing companies to track work hours, projects, and labor estimates. Even after its mass adoption, it is not the best attendance app because it has limited features.

While you can easily integrate QuickBooks with Xero, Square, Dropbox, and Salesforce, it is more like a project management app offering payroll reports, workforce visibility, and detailed timesheets. It is suitable for both smaller and larger businesses. 

Features:

  • It can be used as a desktop or mobile app or as a kiosk 
  • GPS time stamps
  • Real-time tracking and reports 
  • Alerts and approvals
  • Easy team management 

Pros:

  • Detailed reporting 
  • Easy to use 

Cons:

  • Customer service is poor 
  • Advanced features are not simple to use 
  • No free plan; you have to pay $8/user per month 

6. Hubstaff

Hubstaff website screenshot

Another attendance app that features some advanced features is Hubstaff. The unique features included in this app are automated payments and time tracking with screenshots. It allows management to track work hours in real-time with GPS location. Among other features, it offers payroll, invoicing, and report generation. If a worker loses internet, this employee attendance tracker app tracks hours offline and syncs back up once the connection is restored. 

Features:

  • Hubstaff is the best employee attendance tracker for field workers 
  • It offers detailed reports 
  • Online timesheets 
  • Expense tracking
  • Works as a central Kiosk app if needed

Pros:

  • Easy productivity management 
  • Better user interface 
  • Advanced reporting features 

Cons:

  • Inbuilt payroll options are minimal 
  • There are limited customization options
  • Some users reported bugs in the productivity tracker 

7. Bonsai

Bonsai website screenshot

Bonsai is marketed as a suite of tools for freelancers and can be used as a personal time tracker. But you can still use it as an employee attendance app. However, you will notice a significant difference in its features as it is not a comprehensive and dedicated time and attendance app like Truein. It is more suitable to automate and streamline business workflows to monitor project progress and employee productivity. 

While Bonsai offers features to keep track of work days, managers need a 360-degree view of employees' time and attendance as with other apps. You can use it to track time on projects, include time in project timesheets, and invoice hours accordingly.

Features:

  • More suitable as a personal time tracker 
  • Includes templates for proposals, and contracts 
  • Can manage clients, projects, files, documents, and payments 
  • Customizable forms and questionnaires 
  • Allows easy collaboration with clients

Pros:

  • With some customizations can be used as an employee attendance tracker 
  • Auto invoice generation 
  • Time and attendance tracking capabilities

Cons:

  • Not a versatile employee attendance tracker
  • No central dashboard for managers 
  • Limited options for workforce management 
  • No free plan is available

Conclusion

A time and attendance app is a requirement for businesses today. As we embrace digital transformation, you cannot rely on traditional paper timesheets or Excel to track employee attendance. It is essential to embrace software solutions to boost productivity and simplify workforce management. We hope the list of attendance apps we have shared above will help you choose the best solution. Ensure that you choose a product keeping your business requirements, features, and budget in mind.

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