How to Reduce Employee Turnover with Better Onboarding

Posted on

September 14th, 2021

The employee onboarding process has far-reaching effects within an organization. Effective onboarding improves productivity, boosts employee retention, and reduces absenteeism. If a company is struggling to retain its workforce, an ineffective onboarding experience may explain the churn of new hires.

Onboarding and Productivity

An unsatisfactory onboarding experience can hinder productivity and diminish a new hire’s performance. On average, it takes eight months for a new employee to reach their full productivity potential. Unclear objectives are part of the reason for such a long timeline to proficiency, as 60% of organizations don’t set goals for new employees. Meanwhile, 35% of companies lack an onboarding process altogether, while 63% don’t extend the onboarding process beyond the new employee’s first month with the company. Most organizations stop the onboarding process after just one week.

The focus of the onboarding process often compounds the productivity problem as well. Fifty-eight percent of companies report that their onboarding process concentrates on paperwork and administrative tasks rather than helping new employees learn their job. In addition, one-third of employees experience inconsistent or reactive onboarding. The result of these issues is a discouraged employee without a clear understanding of their role.

Onboarding and Employee Retention

Replacing an employee is a costly process. Businesses must spend money on recruitment, training, benefits, and more. It can take up to half a year or more to see a return on investment with a new hire, so companies can’t afford to have a retention problem.

Studies have shown onboarding has a direct correlation with how long an employee will stay with their company. One-fifth of employee turnover occurs within their first 45 days on the job, and nearly a quarter of new hires leave within the first year of their employment. In contrast, 69% of employees are more likely to remain at their organization for three years if they have a satisfactory onboarding experience. In addition, 58% of employees are more likely to stay at their job beyond three years if their company has an efficient onboarding program.

Onboarding and Absenteeism

An employee’s onboarding experience sets the tone for their tenure with an organization. A great experience improves retention by 82%, while a poor one makes new hires twice as likely to seek alternate employment. However, turnover isn’t the only problem associated with poor onboarding. A negative onboarding experience can leave new hires disengaged and unmotivated to perform. Unhappy employees are more likely to have attendance problems, such as arriving late, leaving early, or failing to show up to work at all.

If productivity is lagging or turnover is surging among a company’s new hires, their onboarding process may be to blame. Problems with attendance are often an early warning sign that an employee is dissatisfied and considering looking for a new job. Tracking the frequency and type of absences can help companies identify struggling new hires. Businesses can use this information to offer new hires support and reduce the likelihood of turnover. Contact the experts at Actec to learn more about our absence reporting solutions.

What Are Reasonable Accommodations for Disability Related Work Absences?

Posted on

August 30th, 2021

Andrew

When an employee is absent on a frequent basis, many employers take steps to remediate the issue. If the problem continues, the employee may face disciplinary action. However, when the absences are due to a disability, employers need to take a different approach. For example, the Americans with Disabilities Act (ADA) considers clinical depression a disability. If an employee’s depression affects their ability to come into work, employers need to develop a plan to accommodate the employee without hurting office morale. This can prove even more nuanced when some or all of your workforce are remote.

Balancing Disability Accommodations at Work and Attendance

A common issue employers face: when an employee requests more time off after exhausting their family medical leave and/or short-term disability leave. Numerous court cases show it is reasonable for employers to expect their employees to attend work on a regular basis. However, it is less clear what qualifies as reasonable accommodations for the employee to return to work.
A recent court case shed some light on this issue. An employee with depression and anxiety requested flexible start times as well as a 10-minute break for every two hours of work. The employee suffered from panic attacks and requested the accommodations to help calm down after anxiety attacks. The Court of Appeals found these accommodations were not reasonable for numerous reasons:

The employee worked in a customer service position requiring them to answer phone calls; the court determined regular attendance was necessary to complete the main function of this job
The court determined flexible start times with planned breaks was not reasonable because the employee’s panic attacks were unpredictable
The court found it was not reasonable for the employee to request more time off beyond their exhausted FMLA and disability leave because the employee’s physician could not give a specific time the employee could return to work

Employers need to evaluate each employee’s request with care before making a decision about accommodations. In the example above, the court provided some guidelines for where to draw the line, but each case is different. To learn more about absence management, contact the experts at Actec.

4 Ways to Help Employees Struggling with Burnout

Posted on

July 6th, 2021

Andrew

The ongoing pandemic has drastically altered how many businesses operate. Some are 100% remote, while others are taking a hybrid approach as the outlook on COVID-19 improves. These changes have forced many employees to adapt quickly. Employees who work from home have to juggle their family’s needs with their work responsibilities. Others have had to take on more duties or learn new technology to meet deadlines in a remote work environment.

Unsurprisingly, these factors have resulted in skyrocketing rates of stress, depression, and anxiety among employees. Businesses can use the following strategies to help employees struggling with burnout:

Provide value-based rewards. Performance-based rewards have their place, but their primary goal is to encourage employees to work harder. By nature, they’re more likely to worsen burnout than to alleviate it. Employees need to know they have value as a person beyond their work productivity. To put it another way, they need to feel like they are more than a cog in the business machine. Some value-based rewards include gift cards, bonus paid leave, or closing the office early without requiring a performance benchmark.
Avoid knee-jerk penalties. Many companies have systems in place that trigger punitive action automatically, such as an attendance policy. For example, the first tardy arrival may result in a verbal warning, the second a written warning, and so on. However, this practice doesn’t consider the why when it comes to employee attendance. Instead, companies should take a holistic view of the employee’s past attendance record. If that individual is usually punctual, the company should investigate to gain context for the situation. Burned-out employees may not feel comfortable bringing up the issue, and automatic penalties will only worsen the issue.
Take mental health seriously. It’s much harder to remain abreast of employees’ mental health in a remote environment. Managers have less face time with their teams, and tone doesn’t convey over text. Companies can take several steps to show they care about their employees’ mental health while respecting their privacy. For example, managers can send anonymous surveys to gauge employee wellbeing. Using a simple rating system of 1-10 can provide easy-to-track data to identify trends. Companies can also hold meetings to teach employees how to cope with stress, handle problems at home, and manage work challenges.
Reevaluate company culture. If an organization consistently emphasizes output over the individual, it’s creating an environment ripe for burnout. Some elements of company culture are carved in stone, but many are easy to change. Some examples include setting longer deadlines, improving or changing communication styles, or reducing workloads by hiring more staff.

Employee burnout goes beyond their workload. Emotional and mental fatigue take their toll as well. Failing to address stress within the workplace will lead to increased turnover, reduced productivity, and rampant absenteeism. To learn more about reducing absenteeism in the workplace, contact the experts at Actec.

4 Reasons Why Your Employees Are Sick Despite Safety Precautions

Posted on

June 8th, 2021

Andrew

Most companies implemented health and safety measures as COVID restrictions began to ease, and work could resume in person. However, many organizations are struggling to keep their employees healthy despite these precautions. The reasons driving these illnesses are surprising but simple to fix. The following are some common areas where contagion easily spreads amongst employees:

Clocking in and out for the day. Physical or in-person time clocks require employees to use a communal system. With so many hands punching, swiping, or scanning, germs can easily spread. Such systems also result in queues while employees wait their turn.
Paper schedules. Companies with shift workers or part-time employees may try to save time by posting the weekly schedule in a common area, such as a breakroom. However, this forces employees to congregate or come to work when off the clock to find out their schedule for the week. Scheduling apps eliminate this contact point while keeping employees up to date on their shifts.
In-person meetings. Whether it’s a walking meeting or a planned conference, gathering in person increases the risk of sharing germs across entire teams or departments. While some meetings do require face-to-face interactions, companies should hold virtual meetings whenever possible.
In-person scheduling requests. Organizations that don’t have an electronic system in place for leave requests have an increased risk of spreading contagion between staff members. In-person and paper-based systems pose a threat, as staff members must congregate in close quarters as well as handle leave request documents. Digital leave requests eliminate the person-to-person interaction and are much easier to track.

The pandemic has put a spotlight on how companies conduct business and what steps they take to keep their employees and customers healthy. Switching to a digital system can help eliminate many of the above problems, which helps to reduce absences and improve productivity. Contact the experts at Actec to learn more about reducing absenteeism and managing leave requests with our absence tracking mobile app.

Successful Strategies to Reduce Employee Absenteeism in the Workplace

Posted on

May 25th, 2021

Andrew

Absenteeism is an issue that affects every industry. While providing clear attendance and leave policies can help, they’re not always enough to prevent absenteeism. Burnout, disengagement, and other stressors can lead to frequent absences. Companies can implement the following strategies to reduce employee absenteeism:

Focus on wellness. Wellness programs can help companies tackle stress in the workplace. Some ideas include lunchtime yoga, lifestyle coaching for stress management, designated break rooms/frequent mini-breaks, and providing healthy lunch or snacks.
Improve morale. It’s not enough to identify negative factors that cause disengagement. Companies must focus their efforts on getting employees to engage with one and other to rebuild morale. They can achieve this through inter-department competitions with fun prizes, team-building exercises, and other social activities.
Be flexible. Employees’ home lives don’t always allow for traditional nine to five work schedules. They may need to take their children to school in the morning, attend night classes for professional development, or facilitate care for an infirm relative. Having the option to shift their schedules to the left or the right can eliminate conflicts between their personal lives and work. Offering a certain number of remote days per week can also help reduce employees’ stress.
Reevaluate existing leave policies. Companies can claim they’re committed to employee wellness, but their existing leave policies may prove otherwise. While the financial feasibility will vary from company to company, employers should offer enough paid leave to avoid employee disengagement and burnout. Ideally, employees should have separate sick days and vacation days or a large enough pool of paid time off to account for both.

Companies can’t afford to overlook absenteeism, as it’s a chronic problem with far-reaching effects. Identifying absence trends is infinitely easier when all attendance data funnels to a centralized location. Contact the experts at Actec to learn more about reducing absenteeism with our absence tracking mobile app.

How to Identify Employee Burnout Before It Does Damage

Posted on

May 4th, 2021

Andrew

If employees are suffering from burnout, they’re more likely to make mistakes, experience drops in productivity, or start to have attendance problems (i.e. arriving late, leaving early, or calling out of work). Even if only one or two employees are struggling with burnout, managers are likely to notice the effects are office-wide. Once one employee stops pulling his or her weight, other employees have to pick up the slack. This puts added stress on the rest of the staff and can cause a chain reaction of burned out employees. Even if burned out employees don’t affect their coworkers, they are prone to making costly errors that can cause delays.

Thankfully, employee burnout is easy to spot. If managers and employers pay attention to their employees, they can recognize key indicators of burnout and take steps to rectify it before it begins hurting productivity and company morale through employee absenteeism and presenteeism.

Heightened cynicism. Once productive employees may begin to balk at requests. A sudden shift to pessimism indicates the employee is disillusioned with or frustrated by his or her work. On that note, if an employee who is known for being a go-getter becomes negative and doubtful of certain objectives or goals, he or she may be experiencing burnout.
Mistakes increase in frequency and severity. Seeing more typos when employees are under tight deadlines isn’t surprising. However, when an employee who often performs perfect work begins to make preposterous mistakes, something is wrong. The employee may feel underappreciated or overworked. Employers need to take the time to determine if the mistakes are the result of the employee growing careless or if he or she is suffering from burnout.
Sudden disinterest with work. If a certain employee who always has ideas or contributes to the conversation goes silent at every meeting, he or she may be suffering from burnout. If the employee is overburdened with work, he or she isn’t going to engage any further until the problem is rectified.
Attendance problems emerge. Some employees struggle with attendance, but when a previously punctual employee starts coming in late, leaving early, or not showing up at all, something is not right. Absent employees can derail projects, hurt productivity, and torpedo workplace morale. Managers must leverage absence reporting tools to determine if the sudden attendance problems are the result of family issues, an illness, or excessive work. If the problem is the latter, burnout is the culprit behind the absences.

Preventing burnout before it can take hold among the staff is of vital importance to businesses. If your company is trying to contend with absenteeism, Actec can help. Our absence reporting program can improve productivity, reduce absenteeism, and simplify your attendance keeping processes. Contact us to learn more.

4 Surprising Ways COVID-19 Contributes to Employee Absenteeism

Posted on

April 13th, 2021

Andrew

COVID-19 has put employees under more stress than ever, and it’s manifesting in several unpleasant ways in the workplace. While businesses can expect employees to call out for the occasional illness, skyrocketing absenteeism isn’t something companies prepare for or want. If employers notice a sudden surge in absenteeism, COVID-19 may be a contributing factor in unexpected ways.

Beyond the obvious of contracting the virus, the following details how COVID-19 contributes to absenteeism:

Anxiety and depression. Prior to the pandemic, a national health survey asked adults about their anxiety and/or depression symptoms. From January to June of 2019, around 10% of respondents reported that they suffered from anxiety, depression, or both. This number shot up by January of 2021 to just over 40%. Unchecked mental health problems have a strong correlation with absenteeism.
Not enough sleep. Over one-third (36%) of adults reported difficulties sleeping during the pandemic. Poor quality of sleep or insufficient sleep hinders productivity and can contribute to employee burnout. Chronically tired employees may begin to arrive late or call out altogether.
Poor nutrition. Employees are shouldering significant burdens because of COVID-19. Some may be struggling with income insecurity, fears for at-risk family members, or difficulties obtaining childcare. The pressure of these situations can lead to poor nutrition, as evidenced by 32% of adults that reported difficulties eating. While diet may not have an immediate effect on employee attendance, it can influence their health. Insufficient nutrition can contribute to fatigue, stress, and loss of productivity. It also lowers the immune system, which makes employees more susceptible to illnesses.
Worsening chronic health conditions. Individuals with chronic conditions likely had their health under control or were taking steps to do so before the pandemic. Unfortunately, many of those conditions are noted as high-risk for developing severe cases of COVID-19. Isolation also wreaks havoc on certain long-term health conditions, such as anxiety or depression. With 12% of adults reporting worsening chronic health conditions, employers may begin to see a corresponding rise in absenteeism.

Employees’ mental health and wellbeing are critical components to sustaining a productive workforce. If your business is struggling with absenteeism, Actec can help. Contact our team of experts to learn about our absence management solutions.

The Cost of Employee Absenteeism in the Workplace

Posted on

February 2nd, 2021

Andrew

Employee absences are an unavoidable aspect of running a company. While employees rate vacation time, sick leave, and paid time off (PTO), these absences have direct and indirect costs. Businesses need to account for these costs when planning their budget, but absence-related expenses can be difficult to calculate. The following breaks down the most common costs associated with employee absences:

Payroll. When employees take time off for vacation, illness, bereavement, and so on, they still pull a paycheck. While employers calculate their employees’ salaries into their budget, they may not account for the loss of work while employees use their paid leave.
Overtime. When employees take time off, particularly if there is little notice, other employees may have to work overtime to bridge the labor gap. For non-exempt employees, businesses pay time and a half the employee’s hourly rate for every hour worked over 40 hours.
Temporary workers. When businesses want to avoid overworking existing employees and the associated cost of overtime, they may use temporary workers to cover absent employee’s duties. These part-time temp workers may cost less than paying overtime, but it’s an expense that affects a business’s bottom line.
Loss of productivity. Whether a business opts to pay existing employees overtime or rely on temporary workers, productivity often decreases. Coworkers aren’t as familiar with the absent employee’s job, which typically means it takes longer to complete. It also stresses employees who have to take on the additional work on top of their existing job, which can lead to burnout. While temporary workers don’t have the burden of juggling two jobs, they’re unlikely to know the minutiae of the work. Their unfamiliarity slows productivity.
Unplanned absences. While some leave is easy to plan for, such as vacation time, emergencies and life situations can force employees to take leave with little notice. The hidden costs of repetitive unplanned absences are numerous. They can hurt morale, stress the remaining staff, lower work quality, disrupt projects, and more.

While some employee absences are unavoidable, businesses need to know the associated costs. Without a robust absence management system, it’s easy to miss attendance problems and absenteeism. Contact the experts at Actec to learn how our absence tracking mobile app can improve absence reporting and management for your business.

4 Benefits of Allowing Call Center Employees to Socialize

Posted on

December 28th, 2020

Andrew

Considering that call center employees spend their working hours on the phones with customers, opportunities for socializing may seem scant. However, agents aren’t tethered to their seats from the moment they arrive to the instant they clock out of work for the day. Employees visit the breakroom for coffee, take breaks for lunch, or pass each other in the halls.

While productivity-driven employers may frown upon idle chatter, socializing amongst agents can reap several benefits:

Happier employees. Call center agents spend a significant portion of their day at work. If employees don’t engage with each other, the office can quickly become a dreary place. Call center employees who don’t enjoy their work environment are less likely to grow their skills or deliver superior service to customers.
Faster onboarding. The first few days on the job are often daunting for new employees. Even if their employer provides extensive training and guidelines, employees often learn better from their peers. They can discover helpful tips that help them perform better at their job and find their fit within the company’s culture.
Less employee turnover. Call centers often struggle to retain employees for several reasons, some of which are outside of their control. However, allowing employees to socialize is an effective means to reduce the turnover rate. The environment is friendlier, which helps employees perform better. These successes often lead to praise and recognition, which fuels future efforts in the workplace. When employees thrive in the workplace, they’re more likely to stay.
Better collaboration and coaching. All teams are stronger when they work together. Call center employees that socialize are more likely to help each other out or offer advice. Without this camaraderie, employees are less likely to improve, engage, or enjoy their work.

Managing a call center is a challenging task but well worth the effort. If your company is considering investing in a call center, Actec can help. Contact us to learn more about our nearshore contact center solutions.

4 Measurable Benefits of an Absence Management Platform

Posted on

December 14th, 2020

Andrew

HR needs modern solutions to improve the accuracy of attendance tracking. Upgrading outmoded systems such as manual record-keeping or physical timecards saves money and improves productivity. Antiquated legacy systems for attendance will always fail to meet expectations. Businesses that invest in modern attendance software can reap the following absence management benefits:

Improve accuracy and compliance. The risk of clerical errors is high for manual or low-tech attendance systems. Even a small margin of error can result in significant fiscal mistakes. Overpaying or underpaying employees hurts the organization’s bottom line and can lead to compliance issues. Investing in absence management software can eliminate clerical errors for accurate timekeeping, payroll, and complying with Department of Labor regulations.
Curtail time theft. Time theft is one of the biggest knocks against manual timekeeping systems. Employees can alter their hours worked to conceal if they arrive to work late or leave early. These outdated systems also allow for buddy punching, which occurs when one employee clocks another in or out to hide attendance infractions. While 10 minutes here or there may not seem like much, the American Payroll Association reported that buddy punching costs organizations $373 million every year. Efficient time tracking software can help curtail these issues.
Improve productivity. Robust attendance tracking systems do more than simple attendance keeping. Many include features like submitting PTO requests so employees can request time off without a convoluted chain of emails. This reduces the amount of time managers spend on HR tasks, which allows them to focus on more relevant projects.
Actionable insights. Absence management platforms provides businesses with attendance data and trends. This information can pinpoint departments with chronic tardiness or isolate individual employees trending toward absenteeism. Knowing where to focus improvement efforts yields better results than issuing a company-wide generic message about attendance.

Antiquated absence tracking methods can hurt profits, cause compliance headaches, and lack data to identify attendance problems. Actec’s absence tracking mobile app is a self-service tool that captures all your employees’ absence data, ensures compliance with labor laws, and more. Contact us to learn more about modernizing your absence management platform.