Category: Company

  • Employees’ Support: How to Gain it?

    Employees’ Support: How to Gain it?

    Support is one of the most powerful forces in life. Whether it comes from family, friends, or colleagues, having people who stand by you makes it easier to overcome challenges, manage stress, and stay motivated. The same principle applies to the workplace. When employees feel supported by their employers and colleagues, they perform better, remain more loyal, and contribute to a healthier work culture.

    But support is not a one-way street. Just as employees look to their employers for guidance and understanding, companies also depend on the support of their people to thrive. Building this mutual trust requires consistent effort from leaders, HR professionals, and team members. Let’s explore why employee support matters and the steps organizations can take to strengthen it.

    Why Employee Support Matters

    Employee support isn’t just about being kind or approachable, it directly shapes workplace performance and culture.

    • Boosts morale and motivation: When employees feel heard and valued, they show up with greater energy and enthusiasm.

    • Reduces workplace stress: A supportive environment lowers anxiety, which helps employees focus on tasks instead of worrying about office politics or job security.

    • Strengthens loyalty: People are less likely to leave a company that invests in their growth and respects their needs.

    • Improves teamwork: Supportive workplaces encourage collaboration, where employees are more willing to share knowledge and help one another.

    • Enhances overall health: Studies consistently link strong workplace support with lower rates of burnout, high blood pressure, and depression, leading to fewer sick days.

    In short, gaining employee support isn’t optional, it’s a strategic necessity for any company that wants to sustain long-term success.

    How to Build a Supportive Workplace

    Promote Training and Learning Opportunities

    Employees want to feel like they are moving forward in their careers. If they sense they are stuck in the same position year after year, motivation and commitment quickly decline. By offering meaningful training and development opportunities, employers signal that they value their employees’ futures, not just their output today.

    This could mean:

    • Providing workshops and courses tailored to an employee’s role.

    • Offering stipends or reimbursements for certifications.

    • Giving employees time during the week to focus on skill development.

    • Creating mentorship programs where senior staff guide newer team members.

    Example: A design agency that pays for employees to attend an annual industry conference is not only giving them new skills but also showing trust that they will bring back valuable insights. The result? Employees return more motivated and loyal to the company that invested in them.

    Encourage Work-Life Balance

    A supportive employer understands that employees are not defined by their job titles. They have families, personal goals, and responsibilities outside the office. Ignoring this reality leads to burnout, while respecting it builds trust and long-term commitment.

    Ways to encourage balance include:

    • Introducing flexible schedules or hybrid work models.

    • Allowing employees to work from home occasionally.

    • Ensuring PTO policies are clear and fairly applied.

    • Respecting boundaries, if an employee has marked time off on the PTO tracker, their personal time should be honored.

    Tip: One of the simplest yet most impactful actions is for managers to avoid sending work-related messages after hours. Employees who feel trusted to disconnect return to work more focused and engaged.

    Strengthen HR’s Role as a Support System

    HR isn’t just about hiring and compliance, it’s also about making employees feel safe, informed, and supported throughout their journey at the company. When HR is approachable and proactive, it builds a culture where employees know they can rely on leadership.

    This involves:

    • Explaining policies and benefits clearly during onboarding.

    • Providing confidential channels for feedback or grievances.

    • Acting quickly when problems are raised.

    • Using tools like leave trackers and performance dashboards to keep processes transparent.

    Example: A new hire who is welcomed with an HR session that explains PTO policies, growth opportunities, and wellness benefits is more likely to feel comfortable and committed from day one.

    Listen Actively to Employee Concerns

    Listening might sound simple, but it’s one of the most overlooked forms of support. Employees often stop voicing concerns when they feel ignored. Over time, this silence turns into disengagement.

    Employers can avoid this by:

    • Holding regular one-on-one check-ins with staff.

    • Running anonymous surveys to collect honest feedback.

    • Following up on issues with visible action, not just words.

    • Acknowledging suggestions, even if they cannot all be implemented.

    Example: If employees express frustration about a heavy workload, even a small adjustment, such as hiring a part-time assistant or redistributing tasks, can demonstrate that management is listening and willing to help.

    Recognize and Praise Contributions

    Recognition is one of the most powerful motivators, yet many employers underestimate its impact. Employees who feel invisible or underappreciated often lose interest in their work. On the other hand, even small gestures of recognition can dramatically boost morale.

    Ways to recognize contributions include:

    • Sending personal thank-you notes or emails.

    • Highlighting individual or team achievements in meetings.

    • Offering bonuses, awards, or non-monetary perks like extra time off.

    • Celebrating milestones such as work anniversaries.

    Tip: Recognition should be specific. Instead of saying, “Great job,” try: “Your presentation made the data much clearer for the client, and it helped us secure the project.” This makes the appreciation meaningful and memorable.

    Additional Strategies for Gaining Employee Support

    Prioritize Mental Health and Well-Being

    Workplace stress is one of the leading causes of absenteeism. Supporting mental health shows employees you care about them as people, not just workers.

    Ways to do this:

    • Offer access to counseling services or Employee Assistance Programs (EAPs).

    • Provide wellness initiatives like yoga classes, gym memberships, or meditation sessions.

    • Create mental health days as part of the PTO policy.

    • Train managers to spot early signs of burnout and provide support.

    Build Peer-to-Peer Support Systems

    Support doesn’t only come from managers. Employees can also be each other’s biggest allies when given the chance.

    This can be encouraged by:

    • Setting up mentorship programs.

    • Creating peer recognition platforms where employees can thank colleagues.

    • Organizing team-building activities to strengthen bonds.

    Lead with Transparency and Fairness

    Nothing destroys employee support faster than favoritism or secrecy. Employees are far more likely to support leadership when they believe decisions are fair and transparent.

    Leaders can build this trust by:

    • Sharing company goals and challenges openly.

    • Being honest about difficult changes such as restructuring.

    • Involving employees in brainstorming solutions to major problems.

    • Ensuring promotions and rewards are based on merit, not politics.

    Example: When a company faces financial challenges, openly explaining the situation and outlining the steps being taken earns far more support than leaving employees in the dark.

    Why is employee support so important?

    Because it turns good intentions into performance. Supported employees experience less stress, make better decisions, and stick around longer. That shows up in lower turnover, fewer sick days, and stronger teamwork. Practically, it means managers get more discretionary effort, people volunteer ideas, take ownership, and help each other win.

    How does PTO contribute to a supportive environment?

    Clear, visible PTO (with an easy tracker and no after-hours pings) signals trust. When people can truly unplug, they return sharper and more engaged, which improves quality and reduces errors. Treat time off management as part of performance, plan coverage, hand off work, and celebrate people using their days, not hoarding them.

    What role does HR play in employee support?

    HR sets the guardrails and keeps them fair. That means transparent policies, safe reporting channels, timely follow-through, and onboarding that actually orients people (benefits, growth paths, norms). Great HR also equips managers, coaching them on feedback, workload balance, and handling tough conversations with empathy.

    How can recognition improve employee support?

    Specific, timely recognition tells people their work matters. Call out the behavior and the impact (“your client recap cut the decision time in half”). Mix public praise with private notes, and reward both outcomes and helpful behaviors (mentoring, documenting, cross-team help). Small, frequent recognition beats rare, oversized awards.

    What are some signs that employees feel unsupported?

    Watch for rising attrition, absenteeism, and “quiet” meetings. Other tells: missed deadlines with vague reasons, minimal idea-sharing, and more complaints routed around managers. Pulse surveys dipping on “I feel valued” or “I can disconnect” are early warnings, act before it becomes a retention problem.

    Can small businesses build supportive workplaces too?

    Absolutely, and they often move faster. Start with flexible scheduling, clear PTO norms, and regular one-on-ones. Use lightweight tools (shared calendars, simple leave trackers) and make recognition personal and frequent. Consistency beats scale: do a few supportive things every week, not a big program once a year.

    How can employers support mental health?

    Make care easy and stigma-free. Offer access to counseling/EAPs, train managers to spot burnout, and normalize taking mental health days. Build recovery into the workflow, reasonable workloads, focus time, meeting caps, and give teams autonomy to adjust priorities when stress spikes.

    What’s the biggest benefit of gaining employee support?

    You create a flywheel: trust, engagement,  better results, more trust. The business sees faster execution, stronger customer outcomes, and lower people costs; employees see growth, balance, and pride in their work. That virtuous cycle is the heart of a durable, high-performing culture.

    Conclusion

    Support is not a perk, it’s a necessity. When employers make the effort to invest in training, encourage work-life balance, recognize achievements, and listen to employee concerns, they create a workplace where people feel valued and motivated. In return, employees give their best, stay longer, and help the company succeed.

    As the saying goes, what goes around comes around. A little support from leadership creates a ripple effect of trust, loyalty, and productivity that benefits everyone.

    Smarter time off tracking starts here.

    Sign up for free
  • Collaborative Culture: How to promote it within your team?

    Collaborative Culture: How to promote it within your team?

    Companies love to say that “collaboration drives innovation,” but inside the building it’s often business as usual. A quarterly brainstorm here, a shiny new chat app there, then everyone goes back to their corner.

    Day to day, teams work in silos. People sit on ideas because speaking up feels risky. The solo “hero” gets the credit while the folks who made it possible fade into the background. That kills momentum and morale.

    There’s also a quieter culprit: messy PTO. When time-off rules are fuzzy, or no one can see who’s out and when, work gets uneven, deadlines slip, and tensions rise. A simple shared calendar and a lightweight Vacation Tracking App go a long way: handoffs are cleaner, burnout drops, and collaboration feels fair instead of chaotic.

    If you want real teamwork, it won’t come from slogans. It comes from small, consistent fixes like clear norms, visible schedules, and tools that help people plan around each other. Do that, and you’ll feel the difference fast.

    What Is a Collaborative Culture?

    Almost every organization engages in some form of collaboration, but not all of them foster a collaborative culture. The difference lies in intention and consistency.

    In a collaborative culture, working together is not something employees do occasionally, it’s embedded in daily workflows, decision-making, and values. It’s a mindset that says:

    • We are stronger when we work together.

    • Collective intelligence leads to better solutions.

    • Trust and openness drive innovation.

    This kind of culture doesn’t just improve performance, it makes the workplace more enjoyable and meaningful for employees.

    Make Relationships a Main Focus

    People collaborate more effectively when they know and trust each other. Strong workplace relationships create psychological safety, encourage open communication, and make teams more resilient.

    Ways to strengthen workplace bonds include:

    • Create social spaces: Design common areas where employees can interact naturally, whether in-person lounges or virtual “coffee chats.”

    • Regular check-ins: Encourage leaders to hold informal check-ins that go beyond project updates. Ask about employee well-being, interests, and goals.

    • Team-building activities: Organize events, celebrations, or even collaborative volunteer projects to deepen connections.

    Example: At Google, regular “TGIF” gatherings encouraged employees across departments to mingle, ask leaders questions, and form cross-functional relationships that later drove innovative projects.

    Employees who feel valued and connected are more likely to go the extra mile and contribute meaningfully to their teams.

    Define Roles and Expectations Clearly

    Collaboration flourishes when everyone knows where they stand. Without clear expectations, collaboration can quickly lead to confusion, frustration, and even conflict.

    Key practices:

    • Set collaboration goals: Define how teamwork contributes to company objectives. For example, make cross-department projects part of annual targets.

    • Clarify decision rights: While everyone’s input should be valued, clarify who makes final calls. This prevents endless debates and bottlenecks.

    • Promote inclusivity across levels: True collaboration doesn’t stop at managers. Every employee, from interns to executives, should have a voice.

    Example: Pixar ensures collaboration by defining roles (animators, writers, directors) while still giving everyone the chance to contribute feedback on storyboards, creating better films through collective input.

    Leverage the Right Tools

    Technology can make or break collaboration. Even the most motivated teams struggle if they lack the tools to share information and work together efficiently.

    Tools that foster collaboration include:

    • Project management platforms like Asana, Trello, or Monday.com to coordinate work.

    • Communication apps like Slack or Microsoft Teams to enable quick, transparent updates.

    • Knowledge-sharing platforms like Notion or Confluence to store and share company-wide knowledge.

    Example: A survey by McKinsey found that effective use of digital collaboration tools can improve productivity by up to 30%.

    The right tools eliminate silos, reduce repetitive work, and ensure that collaboration becomes a daily habit, not an occasional event.

    Rethink Your Reward and Recognition System

    If your company praises solo achievements but ignores team success, you unintentionally undermine collaboration. People follow incentives.

    Here’s how to reward teamwork:

    • Recognize group achievements: Celebrate successful cross-functional projects in company meetings.

    • Link bonuses to collaboration: Tie part of performance reviews or incentives to teamwork metrics.

    • Spotlight team behaviors: Publicly acknowledge employees who share credit, help others, or bridge departmental gaps.

    Example: At Atlassian, employees are recognized not just for individual contributions, but for how they support and enable colleagues, reinforcing a culture of teamwork.

    Build a Foundation of Trust

    Trust is the cornerstone of collaboration. Without it, employees hesitate to share ideas, give feedback, or rely on one another.

    To build trust:

    • Encourage open feedback: Create safe spaces for employees to share opinions without fear of retaliation.

    • Lead by example: Leaders must demonstrate transparency, admit mistakes, and invite collaboration themselves.

    • Promote shared goals: Align teams around common objectives that require cooperation.

    Example: When Satya Nadella took over as Microsoft CEO, he shifted the company’s culture from internal competition to collaboration by emphasizing trust and a “growth mindset.” The result was a cultural transformation that fueled innovation.

    Empower Employees with Autonomy

    Collaboration doesn’t mean micromanagement. In fact, too much top-down control stifles creativity. Employees should feel ownership of their contributions while working toward shared goals.

    Practical tips:

    • Allow teams to make decisions within their projects.

    • Give employees flexibility in how they collaborate, whether remote or in-office employees, synchronous or asynchronous.

    • Encourage experimentation and learning from mistakes.

    Empowered employees feel more invested in outcomes and bring greater energy to collaborative work.

    Encourage Cross-Department Collaboration

    Innovation often happens at the intersection of disciplines. Breaking down silos between departments can unlock new ideas and efficiencies.

    How to promote it:

    • Rotate employees across teams to give them broader perspectives.

    • Set up cross-functional task forces to tackle big challenges.

    • Use shared goals that require departments to collaborate.

    Example: Apple’s culture of engineers, designers, and marketers working side by side is often credited as a driver of its groundbreaking products.

    Invest in Leadership Training

    Leaders shape culture. If managers themselves don’t know how to model or encourage collaboration, employees won’t either.

    Provide training in:

    • Emotional intelligence and active listening.

    • Conflict resolution and mediation.

    • Facilitating inclusive discussions where every voice is heard.

    Strong leaders create an environment where collaboration feels safe and rewarding.

    Frequently Asked Questions (FAQ) About Building a Collaborative Culture

    What does a collaborative culture look like in practice?

    A collaborative culture is one where teamwork is the default, not the exception. Employees share ideas openly, departments work together instead of in silos, and recognition is given not just for individual achievements but for collective success.

    Why is collaboration so important for innovation?

    Collaboration brings together diverse perspectives, skills, and experiences. This mix leads to creative problem-solving and innovation that no single individual or department could achieve alone. It also helps organizations adapt more quickly to change.

    How can leaders encourage collaboration in the workplace?

    Leaders play a critical role by modeling collaborative behavior themselves, sharing information openly, seeking feedback, and giving credit where it’s due. They can also create structures such as cross-functional projects, regular team check-ins, and open communication channels to support collaboration.

    What role does trust play in building collaboration?

    Trust is the foundation of collaboration. Without trust, employees may hold back ideas or avoid teamwork altogether. Building trust requires transparency, fair treatment, recognition of contributions, and an environment where mistakes are seen as opportunities to learn.

    How can technology support collaboration?

    Collaboration tools like project management platforms, chat apps, and knowledge-sharing systems make it easier for employees to communicate, coordinate, and share information across teams and locations. The right technology removes barriers and enables collaboration to become a natural part of daily work.

    How can companies reward collaboration without neglecting individual contributions?

    Organizations can create a balanced reward system by recognizing both team and individual efforts. For example, they might celebrate team achievements at company meetings while also spotlighting individuals who exemplify collaborative behaviors such as mentoring, knowledge-sharing, or cross-department cooperation.

    What are some common barriers to collaboration?

    Barriers often include siloed departments, a lack of trust, poor communication, unclear roles, and reward systems that favor individual performance over teamwork. Identifying and addressing these barriers is the first step to building a collaborative culture.

    Can small businesses build a collaborative culture as effectively as large organizations?

    Absolutely. In fact, smaller businesses often have an advantage because their teams are closer-knit. By fostering open communication, using simple collaboration tools, and reinforcing trust, small businesses can build strong collaborative cultures that support growth and innovation.

    Conclusion

    A collaborative culture doesn’t just happen, it’s built with intention, consistency, and trust. It requires more than slogans or new software; it’s about reshaping how people connect, share, and work together every day. By focusing on relationships, clarifying roles, rewarding teamwork, leveraging the right tools, and fostering trust, companies can create an environment where collaboration thrives.

    When employees feel safe to contribute, valued for their input, and empowered to work across boundaries, innovation follows naturally. Whether you’re a small business or a global enterprise, investing in collaboration is investing in the future, because the strongest solutions are always created together.

    Smarter time off tracking starts here.

    Sign up for free
  • Why HR Tech Should Be Your #1 Business Priority

    Why HR Tech Should Be Your #1 Business Priority

    It has been seen that most of the medium and small-sized businesses don’t prefer or they hesitate to invest in HR technologies. Some HR managers think these techs are expensive and they can manage the task manually. But the fact is, when you have the right HR tech, such as Day off, a free vacation tracker, you can witness a lot of amazing benefits. All you need to choose the right solutions that will fit your unique and specific requirements perfectly. A report has informed that the global HR technology market size would exceed around USD 10 billion. That means companies are investing a lot of money in HR tech.

    Why HR technology or software?

    The principles of modern HR management say most of the employees in a company will interact with an HR software program at some point while working in the company. The tools, such as the Leave tracker, are used by employers and employees to manage multiple crucial matters, for example, payroll, employee benefits, time off or leave, and more. The HR tech is widely leveraged by the HR professional as well as leaders to effectively streamline the different processes of acquiring data related to the employees so that they can make the right decision.

    On the other hand, managers utilize HR software or tools to assist the employees in developing new skills and for performance tracking. Besides, some HR tools can be used for employee scheduling for a certain task. The HR system is an important part of any organization. The reason behind this is different departments utilize data from the HR tools to enhance their employee’s experience. Some of the major HR software or tools that an organization can use are:

    HRIS or HRMS

    The functionality helps the HR managers to properly manage the payroll, personal information and also benefits HR and administration services.

    Talent management

    Such tools help in onboarding, recruiting, performance, career planning, development, and more. In simple words, these software programs will help the HR management teams to find the skills that a company needs.

    Workforce management or leave tracker

    The best workforce management tools, such as PTO tracking software, can handle time off, leave, clocks as well as scheduling quite effectively.

    Apart from this, a company can also use IoT applications, artificial intelligence, workforce analytics, and more. Now, let’s talk about why a company should use HR tech in 2022. 

    Some reasons to make HR tech a priority

    You can get valuable workforce analytics faster

    If you are hiring the best talents in the industry, but your organization is not growing as per your expectation, then the HR managers, using the right HR tech, can acquire data that can help you determine the reasons. For example, is any department in your company turning over frequently? What is the cost related to the turnover?

    When you deploy an HR Tech, such as an employee leave tracker app, you can keep the information in a cloud database system, and you can also track then without spending a lot of time. Remember that having comprehensive workforce analytics readily available will make your planning or decision easier.  So, don’t forget to make the HR tech a part of your company.

    It’s time to automate some repetitive tasks

    HR technology can lower the HR team’s workload by effectively automating different repetitive tasks with some useful features, for example, performance analysis, attendance, record keeping, expense management, and more. When you have the best PTO tracker, you can easily track the leaves as the tool will record them automatically without making any errors. When the technology takes care of the task, the employees and employers will get more time to focus on the real task. The HR team will get time to find out a new method to increase employee retention.

    It will promote a better corporate culture

    The HR systems that come with a social feed and chat function feature can easily promote a sense of unity as well as cohesiveness among the staff. Frequently shared personal wishes, organizational announcements, and shout-outs will help in creating and maintaining a self-sustaining and transparent corporate culture. By using an employee time off tracker, you can inform the employees about your leave policy and can send them important notice faster at the same time.

    It will increase the security factors

    It is important for every organization to not waste their time using papers and lose important data as they are not in the central place. When your company has an HRIS- Human Resource Information System, you can lower the amount of manual paperwork. Besides, an Employee leave tracker app will offer a secure way to manage employees’ leave data. So, use them and make the workplace secure. Remember that employees and data security should never be considered to be an option; it is compulsory for all.

    The HR tech will increase employee’s capabilities and performance

    When the employees know how to complete the job requirements, how they can enhance their performance, and more, they can work accordingly to optimize their work. It is crucial for the HR managers to regularly communicate with the employees, and this is where they can a professional HRIS that can send reminders automatically.

    You will enjoy a better attendance monitoring

    Timecard fraud is a common issue, but it can cost companies money and time. Fraud can include taking a long lunch break, attendance proxy, and more. The timeclock or a Free time off tracker requires the staff to clock in through their employee ID, and this can eliminate some issues. Besides, such tools will add a better layer of security as to take leave; the employees will require the manager’s approval. You can also configure the tools to send a notification to the HR managers instantly if the employee is absent.

    There are many budget-friendly HR tech options available for all, for example, the Day off app, a trusted Time off app to manage leaves. These tools are designed to help the business today and, in the future, to keep running their business without any issues. So, HR tech should be the no.1 priority for every company. Don’t think much and integrate the best HR tech now.

    Frequently Asked Questions (FAQ) About HR Technology

    Why do small and medium-sized businesses hesitate to invest in HR tech?

    Many smaller businesses assume HR software is too expensive or unnecessary, believing manual processes are sufficient. However, modern HR tech solutions, like free vacation trackers, are affordable, easy to implement, and save significant time and costs in the long run.

    What are the main types of HR technology available?

    Key categories include:

    • HRIS/HRMS: manages payroll, employee data, and benefits.

    • Talent Management Systems: supports recruiting, onboarding, and performance management.

    • Workforce Management Tools: handles time off requests, attendance, and scheduling.
      Advanced options like AI, analytics, and IoT applications further enhance decision-making and efficiency.

    How can HR technology improve decision-making for managers?

    HR tech centralizes employee data and provides workforce analytics that reveal patterns, such as turnover rates, absenteeism, or departmental performance. These insights help managers make faster, evidence-based decisions to improve productivity and reduce costs.

    What repetitive tasks can HR tech automate?

    Tools like PTO trackers can automatically handle leave requests, attendance monitoring, payroll updates, performance analysis, and expense reporting. Automating these processes reduces human error and frees HR teams to focus on strategic initiatives.

    Can HR tech improve workplace culture?

    Yes. Many HR systems include communication features like social feeds, announcements, and peer recognition tools. These functions help foster transparency, unity, and engagement, which build a healthier and more collaborative company culture.

    How does HR software enhance data security?

    Digital HR systems reduce reliance on paperwork and store sensitive employee data in secure, centralized databases. Features like role-based access and approval workflows help protect data from unauthorized use and loss.

    Will HR tech really boost employee performance?

    Absolutely. With clear performance tracking, automated reminders, and accessible feedback, employees gain clarity on expectations and areas for growth. This structured support helps them improve skills, stay engaged, and meet organizational goals.

    How does HR tech help with attendance and time fraud?

    Tools like digital time clocks or time-off trackers ensure accurate attendance by requiring employee IDs or manager approvals for leave. Automated alerts notify HR of irregularities, helping prevent timecard fraud and boosting accountability.

    Is HR technology affordable for smaller companies?

    Yes. Many HR tools, including free vacation trackers like the Day Off App, are budget-friendly and designed for small to mid-sized businesses. They scale as the business grows, offering long-term value without overwhelming costs.

    Conclusion

    HR tech isn’t a luxury, it’s the operating system for modern people management. By centralizing data, automating repetitive work, and turning signals into clear decisions, the right tools help small and medium-sized businesses punch above their weight: hiring faster, reducing churn, and strengthening culture.

    Start with high-impact essentials, a leave and attendance tracker, a lightweight HRIS, and basic analytics, and let the wins fund your next steps. With the right stack in place, your team spends less time on admin and more time on what actually grows the business: developing people, improving performance, and building a workplace employees choose to stay in.

    Smarter time off tracking starts here.

    Sign up for free
  • How to Handle Difficult Employees (Without Burning Out)

    How to Handle Difficult Employees (Without Burning Out)

    In every group or company, at least one individual lacks morale, low productivity, bad performance, bad attitude & behavior, and refusal to go by the rules. It is inevitable for leaders to deal with complicated employees at some point. Therefore, you must know how to handle difficult employees effectively. The Day off App plays a significant role in tracking the employee’s performance, which is why most HR professionals utilize it to identify undisciplined employees. Below are some proven strategies for providing solutions for dealing with bad employees.   

    Criticize the employee’s behavior, not the person itself

    While dealing with problematic employees, it’s better to not judge them as a person but focus only on specific behavior. It would prevent you from having any unproductive conflict with the said employee, which would not resolve their behavior. Since people are not often aware of how their behavior impacts their work and environment, you should bring it to their attention in a non-confrontational way. Show them examples of how their negative behavior is impacting the team and help them understand the problem. The reason might be poor communication, time management, and many more that lead to poor performance. Therefore, you should invest in a leave tracker to address these issues. Most HR personnel use a PTO tracker to monitor employees’ performance in their role, and the employer knows timely to manage them.

    Identify the causes of your problem.

    It would be best if you found the reasons behind the employee’s behavior. You can only address the problem effectively if you can diagnose the issues by identifying the causes. It might be about their work, issues with other colleagues, or any personal reasons that prevent them from showing their full potential while performing tasks adequately. As the employer, you should take responsibility for finding the root cause of their bad behavior. You can have your HR manager look into the matter and report to you. It would help if you integrated your company network with PTO tracking software to monitor the uncomplicated employees. If some troubling employees are taking leaves unasked, a vacation tracker would be very helpful for them to identify them. You can inquire about these issues with the said employee to resolve them. 

    Give appropriate behavioral feedback

    The majority of managers can spend months only complaining about the poor performance of the employees. But more than complaining, the troubled employee might benefit by getting some genuine feedback on what they should do differently to avoid causing the problem in the team because of their actions. Although giving behavioral feedback can be uncomfortable for the manager, it would not be awkward for the team if it’s reasonably done. When confronting the employee, it can trigger their defensiveness, so that this reasonable approach would prove very helpful. Use the employee time off tracker to look at their performance record and give them specific insight and instruction to improve their performance. Also, the manager should be open to receiving feedback. The reason could be about the company’s management style or any problem with the organization. Incorporating an employee leave tracker app also helps the employees to give feedback on the organizational system so that the manager can be aware of the employee’s opinions on the management system. 

    Inform them about the expectations and consequences

    As a team manager, you need to mention the instructions to be followed effectively without any misunderstandings. Once you have confronted the difficult employee, document your expectations for their behavioral changes; work with your HR management to develop a plan that establishes your objectives and a timeframe for them to work on their behavioral change. The HR team can evaluate the regular progress, document it on the Day of app, and report it to you. There should be mentions of consequences if the employee fails to abide by the instructions. 

    Discuss with your HR management

    Evaluate their progress by getting feedback from other coworkers. Evaluate the quality of their work and conducting personal meetings to get more transparency on their behavioral change. All these actions can be done over free time off the tracker. Sudden negative feedbacks coming from the team manager can cause tension in the whole team and upset them. Thus, you should stay calm and avoid judgmental critics. Give importance to facts to maintain honesty, professionalism and show a respectful attitude, or the employee might get discouraged. If the evaluation is not a success, it’s wise to discuss the matter with HR management. The HR team would implement company policy to deal with such issues—HR managers are professional at advising how to handle a difficult conversation with your employee.

    Identify the demotivating factors

    While dealing with an unmotivated employee, start by giving them the benefit of the doubt. Identify what factors are demotivating them to change their attitude. Check through the time off the app to see if your employee has too much work and less work. See if the employee is already fed off with their regular work and requires a new challenge. Estimate the employee’s skills that are required for the new potential task. Discuss with the employee to know if they require adjustment with their job description, should you relieve them of a heavy workload, or do they need specific training to perform on a task? Lack of motivation can develop disruptive behavior in fellow employees and create a toxic work environment. Employees can feel burdensome approaching the manager or the HR team when they require to leave, giving out any feedback, or redefining something about their assigned tasks. Thus, it would be best to encourage your employees to utilize a free vacation tracker, which is integrated with many other services to effectively manage employees.

    No employer wants to increase the rate of their company’s employee turnover by terminating an employee. However, a bad employee with no intention of showing development can negatively affect your office environment as well as your company’s reputation. Thus, you must learn to let them go if you are unable to handle their bad behavior. Consult with your HR manager to get advice and information on your company policy to terminate the employee. 

    Frequently Asked Questions (FAQ) About Handling Employees

    What is considered a “difficult employee”?

    A difficult employee is someone who consistently displays unproductive behavior, such as low morale, poor performance, a negative attitude, refusal to follow rules, or conflict with coworkers, that disrupts the team and affects company culture.

    How can I address an employee’s bad behavior without causing conflict?

    Focus on the behavior, not the person. Give specific examples of actions that are causing issues and explain their impact on the team. Keeping feedback professional, factual, and non-judgmental reduces defensiveness and makes the conversation more productive.

    Why is it important to identify the root cause of bad behavior?

    Employees may act out due to workload issues, conflicts with colleagues, unclear expectations, or personal struggles. Understanding the cause helps you design the right solution, whether it’s training, workload adjustments, better communication, or personal support.

    What role does HR play in managing difficult employees?

    HR provides structure and fairness in handling problematic behavior. They help track performance (using tools like PTO or leave trackers), document progress, establish improvement plans, and advise managers on disciplinary action if needed.

    How do I give feedback to a difficult employee effectively?

    Be clear, specific, and constructive. Instead of vague criticism, provide actionable steps for improvement, supported by data from performance or attendance trackers. Invite the employee to share their perspective, and make the conversation two-way.

    Should I set clear expectations and consequences for improvement?

    Yes. Employees need to know exactly what is expected of them and the timeframe for improvement. Document the plan and explain potential consequences if progress isn’t made. This creates accountability and avoids misunderstandings.

    How can managers keep the rest of the team motivated when one employee is disruptive?

    Maintain transparency without singling out the employee publicly. Reinforce team values, recognize positive behavior, and prevent negativity from spreading. If issues persist, involve HR to maintain fairness and protect team morale.

    What if the employee is simply unmotivated, not intentionally disruptive?

    Unmotivated employees often need fresh challenges, skill development, or better workload balance. Discuss their career goals, provide training opportunities, and consider reassigning tasks. Using feedback tools and leave trackers can also reveal patterns that help identify demotivating factors.

    When is termination the right decision?

    Termination should be the last option, after coaching, feedback, and improvement plans have failed. If the employee refuses to change and continues to harm team culture and productivity, letting them go protects the organization. Always consult HR and follow company PTO policies before making this decision.

    Conclusion

    Dealing with difficult employees is one of the toughest responsibilities for any manager, but it’s also one of the most important for protecting team morale and company culture. By focusing on behavior rather than personal traits, identifying root causes, giving constructive feedback, and setting clear expectations, leaders can often turn challenges into opportunities for growth. Tools like leave and performance trackers can support this process by providing objective insights, while HR plays a vital role in guiding fair and consistent action.

    Ultimately, not every situation will have a happy ending, but approaching problems with professionalism, empathy, and accountability ensures that your team, and your organization, remains stronger, healthier, and more productive in the long run.

    Smarter time off tracking starts here.

    Sign up for free
  • 8 Must-Read Books For HR Professionals

    8 Must-Read Books For HR Professionals

    Human resource management is the fulcrum of a company and its work structure. HR recruiting and management is a crucial process that creates an impact on all other processes of the company. Therefore, it is important to hire experienced and knowledgeable HR professionals for the team. If you are someone who wants to go ahead in the Human resource management sector, you not only depend on your college education but look towards expanding your knowledge base. If you want to expand the knowledge base, a good resource to start from is books. As a future or working HR manager, here are the must-read books you need to read for a secure future.

    The Best Books for HR Managers

    Work Rules!

    Written by Laszlo Bock, the book is a resource based on human behavioral patterns. The book helps HR managers in working with people based on the different behavior they show. The Work Rules! Book also discusses HR management around behavioral economics. The book has examples from different work environments and industries of the world. Therefore, you can use these real-life examples as inspiration to better your problem-solving approach. Moreover, the book provides insights into the work culture of Google to the reader. This helps in a better understanding of a balanced work environment. The book shows an approach to creating a balance between creativity and structure for employees in the workplace. Hence, there is a lot to learn from this book.

    Can I have it all?

    Written by Anuranjita Kumar, the book is a memoir of the Chief Human Resource Officer of Citi. Therefore, when you pick this book up for a read, you can be sure that you will get insights about HR management from the best HR management officer of a leading global company. As a woman leader in the HR management sector, Kumar brings a perspective that is seldom discussed in public. In fact, the book discusses how working women can handle every aspect of their lives and the go-ahead to be leaders too. If you want to bring gender equality to the workplace, definitely read this book.

    I am HR

    The book is a refreshing pick among the current bestsellers. If you are among the new-age HR managers who are trying to make their own mark in the sector, definitely read this book. The book is written by the founder of LFR Inc. Thus. You get to see HR management through the eyes of someone who belongs to the corporate world. The book addresses the different stereotypes attached to the profile of HR managers. When you read the book, you will be able to know why HR management is seen as a boring and thankless job. The book also talks about the revival of HR management to make it more fun and employee-friendly.

    Don’t Hire the Best

    The book is written by Abhijit Bhaduri, the chief learning officer of Wipro. The book talks about hiring fresh human resources and how HR managers can approach it judiciously. The nook talks about why the right fit for a job may not be the best of the lot always. Sometimes, HR managers have to choose the right person for the job unconventionally. The decision to hire someone depends on how the HR managers look at the process and the result. The book talks about small startup scenarios and global organizations from the hiring perspective. Thus, the reader gets a complete view of the corporate world and how to handle different work environments. The book helps in understanding the process of hiring from the perspective of the company culture, the people, and the role you want to hire for. As hiring is a major responsibility for HR managers, you might want to tap into this one.

    Quote me if you can

    The book is written by NS Ranjan, the Group CHRO of Tata Sons. This specific book is one that holds a compilation of quotes from the author. It emphasizes the need for a happy working place for employees. It helps HR managers in creating a balanced and productive workplace at their companies. As the author is a leader in HR management, you get to read his words and be mentored by them.

    Friend and Foe

    The bestselling book is written by Columbia and Wharton business school professors. The book presents an academic perspective with some research-backed facts. That book talks about healthy competition in the workplace and how competition and cooperation can be balanced in the workplace. The book talks discuss the mechanism of creating a friend out of a foe and how the workplace environment affects this process. You can learn a lot about trust and cooperation building from the book. Since the book is research-backed, you can be assured of what you learn from it.

    Good to Great

    The book widely talks about what makes a company successful and includes human resource management in it. Whether you are in an HR management position or a leadership role, this is a book you must read. The book is authored by James C.Collin. The book goes in-depth into hiring the right people, leadership, and work culture. Moreover, this book will help you understand the culture of freedom and culture of discipline in the workplace. The book discusses how HR managers can balance each aspect of the work culture to create a highly productive workplace.

    People Skills

    This book is an old one, originally published in 1979. This book focuses on the importance of communication and interaction skills and how to use them. As communication and people management skills are of foremost importance for HR managers, this is a very useful book to read. Therefore, this book will help an HR manager in slipping into leadership and management roles. It helps you build speaking and listening skills in the workplace. It also helps you in the peaceful resolution of conflicts at work. The book discusses verbal as well as nonverbal communication skills in the workplace. This book is like the all-in-one guide to effective communication and HR management in your workspace.

    These eight books are the bestselling, useful books that every HR manager should read at least once. Moreover, these books will help you in upskilling and upgrading your skillset in the role. 

    FAQs

    Why should HR managers read books in addition to gaining professional experience?

    Experience shows you what happened; great books explain why, and how to repeat (or avoid) it. They distill decades of experiments, failures, and wins into playbooks you can adapt. Use them to pressure-test your assumptions, borrow proven frameworks, and spot second-order effects you might miss in day-to-day work.

    Are these books suitable for beginners, or only for experienced professionals?

    Both. Beginners get structured foundations (how to design roles, interview, and onboard). Experienced pros get nuance, e.g., when to hire for potential vs. pedigree, how to tune incentives, or how to reshape culture without breaking trust. Read with a “translate to my context” lens and capture 2–3 experiments you’ll run per book.

    Do these recommendations apply to startups and small businesses, or just large corporations?

    They travel well. In startups, you’ll use scrappier versions (lightweight competency maps, one-page policies, short feedback cycles). In enterprises, you’ll scale the same ideas with governance and analytics. Think “same principles, different altitude”: clarity of purpose, selection for fit, fast feedback, and visible leadership.

    How can I apply lessons from these books in real life?

    Turn insights into small, testable changes:

    • Pilot a structured interview (2 competencies × 2 questions each) and track scorecard-to-performance correlation after 90 days.

    • Replace generic onboarding with a 30/60/90 plan tied to outcomes, not activities.

    • Run monthly stay interviews to surface “friction logs” and fix the top 3 issues.

    • Convert values into behaviors (e.g., “bias for action” → “ships v1 in 2 weeks with a rollback plan”).

    What other resources should HR managers explore beyond books?

    • Certs & courses: SHRM/HRCI, Coursera/edX micro-certs in people analytics or employment law.

    • Communities: local HR chapters, People Ops Slack groups, niche forums for comp/benefits or ER.

    • Signals: industry benchmarks (pay, time-to-fill), labor law alerts, and vendor research for tech shifts (ATS, L&D, AI tools).

    How often should I update my HR knowledge?

    Continuously, with rhythm. Adopt a quarterly learning sprint: one book, one talk/podcast series, and one experiment you’ll run. Measure lift with simple KPIs: time-to-fill, quality of hire (90-day success), eNPS, regrettable attrition, and manager effectiveness scores.

    Do these books cover trends like AI in HR or remote/hybrid work?

    Some principles, behavioral science, culture design, hiring rigor, map cleanly to AI and hybrid contexts. Pair the books with a modern toolkit: structured prompts for JD drafting, bias checks in screening, async rituals (written updates, decision logs), and remote-friendly performance frameworks (OKRs + quarterly calibration).

    How do these books help build leadership qualities?

    They sharpen three muscles:

    • Clarity: turning strategy into human systems (roles, incentives, norms).

    • Courage: making talent calls and culture trade-offs with fairness and transparency.

    • Compassion: designing for dignity, feedback that helps, policies that include, careers that grow.
      Blend them with practice: monthly skip-levels, regular “decision post-mortems,” and a visible talent thesis you revisit each half-year.

    Conclusion

    Great HR isn’t paperwork, it’s culture, performance, and growth. Start with one book, translate a single idea into a small pilot, and track what changes, time-to-fill, quality of hire, engagement, retention. Share the wins (and lessons) openly, then iterate. With each cycle, you’ll sharpen judgment, strengthen trust, and build a workplace where people thrive and the business compounds.

    Smarter time off tracking starts here.

    Sign up for free
  • Employees Performance: How to Manage it?

    Employees Performance: How to Manage it?

    Imagine this? You are the founder of this amazing start up or company. Fast forward five years, and you are still where you started first. With average profits and zero growth of your brand. What happened? Where did you go wrong? There can be endless reasons if you do a deep analysis of the entire process you had been following. One of the contributing factors to this situation can be the employees. And no, there is nothing wrong with them, but employees performance is being checked and managed. Employees are the main building blocks of any business setup. Along with them, the time duration calculator team acts as a supportive pillar to it all. An efficient and talented workforce of employees and an amazing HR team management can make your brand soar the skies and reach the top of it all. 

    Performance management is a very contributing factor to the overall growth of any company. It will help the employer set the company goals clearly, but it will also help the workers keep track of their improvements and mistakes and grow along with the company. The role of the HR managers is crucial when it comes to the performance management of the employees and the company as a whole.

    The purpose of performance management

    When it comes to performance management, what is the first thing that comes to your mind? Evaluations of your assigned work for the entire previous year or a period of 6 months by the HR management team are usually done to keep track of your improvements and highlight areas where you need to focus more, and so on. Well, you are right in a way. But, there is so much more to performance management than you can imagine. 

    In simple terms, performance management refers to the interactions of the subordinates and the HR managers with the employees individually and, at times, a department as a whole. They carefully define the goals of the company or an undertaken project and look into how you carried out your action work as an employee. The main purpose of performance management is to evaluate and improve the employee’s performance and keep the progress in check.

    The advantages and disadvantages of performance management

    Let brush up with some of the advantages and disadvantages of having a good performance management strategy.

    Advantages

    • The positive performance appraisals give the employee something to be happy about. These are like those Parents teachers meeting remarks you get from your teacher that fill you with surprise and happiness.
    • With the employee time off, you can customize it to have a reasons column to mention what they do in their time off. Doing so will allow the officials to have an in depth analysis of the personality of the employee. The managers can use this information when giving performance appraisals to fix the loopholes of the targeted staff.
    • While shortlisting the staff list, the employee performance surveys’ data can prove to be very beneficial. There is always someone better than the other. Comprehensive performance management can help sort the best ones out.
    • It helps the employee know the strengths and weaknesses and woke on improving them for the betterment of all.

    Disadvantages

    • If the employee strength is already one, conducting employee performance management drives can be tedious and time consuming. Although using an Employee leave tracker app or related such apps can help get the process done faster.
    • The performance appraisals are usually very motivating for most employees. Henceforth, the appraisals can prove to do the opposite and be discouraging to fix certain employee defects.
    • Sometimes, the managers tend to be biassed and favor certain employees who take less to no day off. Although one can look into it using a day off app, the managers dealing with this can act unprofessionally.

    Some effective employee performance management tactics for HR managers

    As the name suggests, human resource professionals are present to take care of its human assets, that is, its employees. It is the role of the HR managers to boost the deal with all staff-related matters and ensure the growth and performance maintenance of the employees. 

    Listed below are some creative ways to do so-

    • The HR professional can organize a general meeting to share the remodeled aims, goals, and company objectives to the entire staff population. It is when they know in which direction the company is seeking growth and development. That is when the employee’s performance will automatically align.
    • One can use the 360-degree review and ask certain employees to give peer reviews. It is the employees that will help in providing an honest remark on the performance of their colleagues.
    • You can go digital with your efforts and use a free time off tracker to overview when and how frequently the employees use their free time. It will help you in formulating a general free time activity or plan.
    • With everyone slowly overcoming the pandemic that had the entire world upon its feet, businesses are slowly commencing. Some skill enhancement programs and teamwork building competitions can be organized to get things back to normal. The scores can be added to the employee performance charts. Leave tracker apps can be put into the picture to show that the company cares about its employees.
    • You can frequently write feedback emails and messages based on the annual performance to give the staff options and time to improve.

    No one is perfect, and it is not important to be a perfectionist either. Knowing your faults and weaknesses and working on them is almost as close to being perfect. And sometimes, it so happens that despite doing everything right, there are times when things go wrong. A great employee is open to advice and looks forward to constructive criticism. All you need to create history with your brand is some good HR strategies to maintain employee performance. To an organization, its employees are everything. Likewise, to the employees, the workplace should be everything. Passion and dedication can never go to waste. These should be included in the personality development of the employees. Nothing can stop you from moving mountains and making fabulous brand statements if things are managed correctly. 

  • Leave Policy: How to Create it to Boost Productivity?

    Leave Policy: How to Create it to Boost Productivity?

    As all the HR managers and CEOs are striving to keep the team productive and motivated at the workplace, different types of employee engagement activities may come in their mind. Well, while some fancy organizational retreats may work, you may not find them a cost effective way to increase the morale of your employees. So, this is where a perfect leave policy comes to play. Out of all the HR policies, the experts think the leave policy always gets the maximum attention. An ideal leave or vacation policy creates a perfect work life balance for the employees. This way, you can make sure that when they come to work again, they are motivated and refreshed. 

    Even though developing a good leave policy for the employee is a crucial part of better employee engagement, HR management sometimes ignores this. As your employees go on leave frequently, the leave policy of the company is put to the test every day. So, how to create an ideal one? Can you do that using a Vacation tracker like the Day off app? Keep reading to explore more.

    What do you mean by a leave policy?

    In general, a leave policy is an important document that can lay down the regulations and various rules related to different types of leaves that the employees can take. Your company’s leave policy can set out multiple types of leaves for various situations, for example, grief, sickness, vacation, and more.

    Besides, it also states rules related to leaving encashment, availing leaves through a PTO leave tracker, granting of leave, and more. Furthermore, your organization’s leave policy will reflect the professionalism and culture of the company through the policy’s tone, friendly quotient, and language. 

    Why does every company need a good leave policy?

    Leave is a statutory obligation of the HR managers and a right of the employees. Your leave policy will help you to define the total number of leaves the employees can take, the types of leaves they are eligible for, and the process for applying for leave using a Leave tracker like Day off.  When you have a leave policy, you can assure that your company will offer them the required time off to deal with their personal issue or other things. Now, let’s discuss how to make a leave policy that can boost productivity.

    Creating a perfect leave policy

    To create a leave policy, you will have to consider the below-mentioned points:

     

      • Your weekend policy

      • Different types of leaves offered to your employees

      • Public holidays

      • Rules governing the types of leaves

    Every company offers paid leaves to the employees even though there are public holidays based on the local labor law.

    Purpose for leave

    First, you need to remind your employees that they can’t take a leave every single day. So, you need to identify different leave conditions and then move with that in the leave policy creation process. Well, some common types of leaves that you can add to your leave policy are; sick leaves, maternity leaves, casual leaves, public holidays, first response leaves, religious holidays, paternity leaves, bereavement leaves, compensatory leaves, and more. Well, to make the process a little easier for you, you can always use an employee leave tracker app.

    Understand that laws related to leaves

    There are different types of leave policies the employers or HR management should follow to remain compliant with the law. For every company, it is crucial to follow the local leave, federal, and state leave laws and then check with a professional attorney to make sure they have the right policy. Due to the COVID-19, some states have expanded the paid leave or sick leave. So, carefully monitor the changes while creating an employee leave policy. A professional Employee time off tracker can inform you about these things.

    Add eligibility rules

    Well, not all the employees can take all types of leaves. For instance, while paternity leaves are only for men, only women can take maternity leaves. There can be different conditions for the employees to be eligible for a leave type:

     

      • A specific waiting period from the date of joining.

      • Preventing your employee from taking certain leaves combined with other leaves, for instance, taking sick leave with annual leave, may not be allowed.

      • Allow a leave if the leave balance of other types of leave is zero.

    You can set the rules as per your requirements. However, make sure that the leave eligibility rules are flexible. Besides, use a Free vacation tracker to circulate the rules among employees and get their feedback to know whether they are happy with that or not.

    Consider employee insurance

    Buying certain types of insurance can help the HR managers to cover the costs of employee leaves. For instance, every employer has to pay into the employee’s compensation. On the other hand, some other insurance, such as disability insurance, can offer benefits to the employees when they are suffering from any illness or are on leave due to childbirth or injury. For help, you can hire an experienced attorney who can guide you in choosing the right type of insurance.

    Set proper rules and regulations

    Formulate proper rules related to each leave, and then you should let the employees go through those rules before they can apply for a leave. Mention the rules properly and describe the process of applying for a leave. Besides, mention the condition for the leaves. Otherwise, these things can become a loophole, and later, it can be a major problem. Using Day off, you can easily send those rules to all at the same time. There is no need to hang the notice on the notice board.

    Creating the leave policy

    A leave policy is very important, and you should take it lightly as it can affect the cost as well as productivity. Considering all these things, you can now start creating a leave policy for your company that will be perfect for the company as well as for the employees. Once developed, let your lawyer go through this and then send the policy to all with the help of the Free time off tracker. 

  • Top 5 Free Apps to Manage Your Employees

    Top 5 Free Apps to Manage Your Employees

    When it comes to increasing the productivity of the employees, it is important to have an eye on the employees’ attendance. Well, utilizing the traditional methods for this can be very time consuming, and those processes can develop errors. So, how to make the leave management process effective? For this, you can use a professionally designed and developed time off app. As per the experts, Employees apps such as leave tracker app can be very useful in monitoring the employees’ shifts, planning the workflow, and allocating resources.

    However, to witness the maximum benefits of a Leave tracker, you should choose the best one, and this can be a daunting task. So, to help you out in this, we have listed down some best free time off tracking apps for you. Have a look.

    Day off

    When it comes to managing your employees’ leave or vacation in the most comfortable and accurate way, you can always use the Day off app, the best leave tracker tool that is designed and developed for all types of businesses. Using this app, companies can save their efforts and time and can easily track the absence within a few seconds. What’s more? Using this free vacation tracker, you can also set up your unique vacation as well as leave policies. Let’s discuss the top features of this app.

    Easy way to create a company

    With Day off, you can create your company account within a few seconds. To create your company, all you need is to use your company name, mail id and set a password. Once done, you can add teams and set different configurations for each team. After that, you can send an invitation to the employees to join the account to their mobile number or email.

    Customize the settings the way you want

    To customize the settings, first, you need to choose the weekends, and working days, then you need to add the leave balances, and then you can add some new leave types; your company policy has some extra leave types. Just a few clicks and you are ready to go.

    Can easily manage all the leave requests

    This Free time tracking app app offers you a full calendar view where you can find all the leaves of your employees. Besides, this will display a list of received leave requests with details, such as leave type, start and end time, leave duration, and more. With a few clicks, you can decline or accept the leave requests.

    One-click to send the important announcements

    When there is any crucial news, it is the responsibility of the HR managers to inform that the employees. And to do it effectively, you can use the Day off app. Just write the announcement, and using the app, you can send that to all. Your team will be notified within a few seconds.

    Easy way to submit a leave request

    With this app, your employees will enjoy an easy way to apply for a leave.  Within a few seconds, they can send their leave requests, and they can view the current status of the requests.

    This Paid time off tracker has all the features that will enable you to manage the leaves or vacations of the employees without facing any issues. The best part is that it is available for both Android and iOS platforms. So, go on and give it a try now.

    Time Camp

    This free to use Vacation tracker can be used for unlimited users, and you can add unlimited projects to it. This versatile program is perfect for all businesses. The software program is available in the form of a web timer, desktop app, mobile app and is also a Chrome plugin. The users can track time to the specific project automatically and can also change the time entries manually to customize the timesheets.

    The best part is that it comes equipped with a GPS tracking feature. As a result, you can track the time and attendance of the employees based on the location. It also lets you store different records of the employees, such as email, date of joining, name, phone number, department, and more.

    Hubstaff

    Hubstaff is an Employee time off tracker and has a GPS feature. It helps the HR management to understand how the employees are spending their time. As a result, their overall productivity can be maximized.  Since its first launch, it has become very popular among different industries as an advanced leave management tool. Some of the amazing features of this app are; online timesheets, productive measurement, detailed reporting, GPS tracking, and more. Use it now and see perfect growth in the employees’ productivity.

    BambooHR

    It is not just a PTO tracking software; you can use it as a professional HR management solution. The program comes with its own Android and iOS app. Using the app, all the members of your team can take advantage of the app’s simple to use interface to apply for leave with a few simple clicks. Besides, using this, HR managers can easily track their employees’ records and can also track PTO. What’s more? This powerful app can also effectively track applicant data. Well, its free version has limited features. If you want to explore all the features, then you may find it a little costly.

    FactoTime

    This app is designed for mobile devices running on both iOS and Android platforms. The app has all the features you will to properly track your employees’ working hours, shifts as well as attendance. Speaking more about it, the program functions as a punch clock and collects all the information on employees’ location, attendance, total time spent on the project, and more. It utilizes the three factor authentication process, i.e., location, selfie, and punch, to accurately record time. The best thing is that you can calculate the salary of the employees and manage the payroll based on the attendance recorded in the app.

    All these mobile apps can help you a lot in managing your employees’ leave or shifts. However, to enjoy the easiest way to do that, you can trust Day off. Download its free version now and see how this can simplify the process.

  • Self Service Software: Top 10 for Employees

    Self Service Software: Top 10 for Employees

    Having the right employee self service software is essential to growing a business successfully. This software allows employees to update their own details and keep all information centralized and updated. All those facilities can make the HR manager’s job less hectic. From hiring to onboarding to scheduling meeting and dozen more responsibilities, the HR management team have to navigate through all that.

    In today’s business management scenario, without incorporating the right amount of technology, all people involved in a business would experience many hassles. Therefore, employee self-service software is becoming popular for all sizes of businesses.

    Software like Day Off is integrated with various programs that improve business efficiency as well as employee experience. Choosing the right employee self service software can be challenging with a wide array of tools present in the market. Therefore, below is a list of the top ten employee management software to make your business management effortless. 

    KissFlow

    Kissflow is one of the most sought after employee management software by businesses who want to empower their company’s human resources management aspects. This software comes with many innovative features such as applicant tracking, employee leave tracker, attendance management, employee onboarding, and offboarding functionalities. Additionally, Kissflow offers customizable HR solutions like hiring skilled talents at the right time, a PTO tracker, boosting employee engagement, various employee self service tools, and an easy facility for feedback and evaluations. 

    Namely

    Namely can be your all in-one solution for employee management. It is a popular HR, payroll, benefits, vacation tracker, and talent management platform among employees. Businesses find it easier to handle their HR  processes by implementing this software in their system. Moreover, the platform attributes features like employee management, recruiting, employee time off tracker, producing visually rich reports, analytics, and many more.

    Dayforce

    Another most reliable employee self service software is Dayforce, which provides cloud based software. It helps the HR managers to manage employee payroll, onboarding, offboarding, talent, benefits, and many more. It is such a comprehensive software that it would take the operates a while to utilize all its features. Although your team would find it complicated at first, this PTO tracking software would benefit your HR team and employees alike in the long run.

    Peoplebook

    Peoplebook is another comprehensive employee self-service software that features employee information absence management, payroll tasks, proactive employee leave tracker app tool, performance management, biometrics, and employee training management, etc. The software avails many designs for producing reports; however, you can’t customize the reports. In order to know about their product pricing, contact directly with them and get a quotation for the software.

    APS payroll

    APS employee self service software is an acronym that stands for “Automatic Payroll Systems.” As the name suggests, the technology offers advanced human resources and payroll services to HR teams regardless of any business size. It is a cloud-based workforce management software with integrated features like payroll, free vacation tracker, reporting, time tracking, benefits enrollment, etc.

    Workday

    Workday is another branded name as the employee management software with unique characteristics. All of its element focuses on finance. The software uses various tools to conduct enterprise management. Its service covers human resources, talent management, recruiting, payroll and free time off tracker, and benefits management. Furthermore, this cloud-based platform includes financial management such as business revenues, financials, business expenses, and procurement.

    BerniePortal

    BerniePortal might be not so familiar employee self-service platform, which enables employees to be onboard, enroll in benefits, employee attendance clock in and out software tool, read and post reviews and sign notices, request for PTO, and access to update employee data while operating work remotely. Users can also access the BerniePortal platform from their smartphone app. This software is not only for employees; it can also function as workforce management software, talent management software, human capital management software, etc. 

    Zoho People

    Zoho People is one of the most popular online human resource management systems that can manage and access all your employee and client data from a centralized location. This comprehensive employee management platform allows HR managers and business operators to streamline the functionality that is associated with managing employees.

    The platform is integrated with an extensive number of modules to help the HR team with employee onboarding, preparing timesheets, time off app, managing employee leaves, the work performance of each employee, manage their personal details, and benefits management.

    Moreover, the software provides a wide variety of templates that can be easily customized according to your business requirements. Since Zoho charges prices per user or employee, companies who hire new employees frequently would have to pay a different amount each coming month that can make the whole payment cycle confusing. Therefore, Zoho People is more suitable for small and medium sized businesses.

    HRLocker

    HRLocker, the employee management software, is more intended for startups and micro-businesses since it can support up to four employees, including core HR. It is a free-offering software with features like onboarding/offboarding, and absence management, etc.

    However, you can upgrade the software to with the starting price of $3.50 per employee every month to manage up to fifteen employees. The platform can generate standard reports, automate the process of employee onboarding and offboarding, as well as highlight personal employee data via the HR dashboard. As cloud based software, HRLocker offers mobile apps for iOS and Android devices.

    Freshteam

    Just like  HRLocker, Freshteam is also a free plan employee management software. The software can support up to fifty employees and simultaneous job postings. The software functions similarly as Day off app to track basic time and attendance of employees, support applicant tracking, core HR management, etc.

    Its service also includes email and phone supports. The upgrading plan would cost $50 per month to give access to 50 more users and 250 employees. The basic plan would allow users for more job postings, more customization, live chat support, and more advanced features for employee time tracking.

    End thought

    An ideal employee management software must be user friendly, cloud based, and easy to incorporate. They should come with an employee self service portal, which can also connect seamlessly with other third party tools. All the above software in the listed sport those dynamic features to make the HR manager’s job simpler.

  • How to Reduce Employees Absenteeism?

    How to Reduce Employees Absenteeism?


    Different studies have proved that employee absenteeism can develop a critical impact on the bottom line of the company as a company may not have sufficient manpower when it needs to complete a task. As per a report submitted by the CDC- Centers for Disease Control and Prevention, the cost of employees absenteeism in the United States is USD 1,685 per employee. 

    The HR managersshould understand that a frequent employee absenteeism situation can severely affect revenue, productivity, and morale. After all, a team will not be able to give its best if some of the team members are absent. Besides, due to the extra work, other employees may feel burdened.

    Well, a company using different leave management tools, like a PTO tracker or Employee leave tracker app, can effectively mitigate adverse effects of employee absenteeism. On the other hand, smart leave policies and tools like Day off will control and lower the risks of absenteeism. With this, you can also improve employee welfare and care.

    Understanding the effects of absenteeism

    In simple words, employee absenteeism is a lack of attendance at the workplace without a valid cause. It may not cover no-show, no-call, and situations that are uncontrollable. In general, employee absenteeism in the company can affect employees as well as employers. Let’s have a look at those points.

    For employers:

    • Lowered productivity levels under a specific time period.
    • An increased administration cost as well as manufacturing cost.
    • Increased labor costs if the HR managers hire a temporary replacement worker to complete the job.
    • Lack of workforce can lead to poor quality customer service.
    • There can be a poor level of morale among colleagues. This can be prevalent if the employees have to fill in for the absent employees and if there are no retributions for the absence.
    • Other employees will feel stressed at work.

    For employees

    • Employees will suffer from the loss of pay for their leave or time off.
    • There will be reduced productivity when they return to their work as they need to catch up with the process.
    • The employee absenteeism is unexplained and quite frequent, then the employees may face dismissal.

    So, it can be said that employee absenteeism can be quite costly for all of the workforce. For HR management, it is important to understand the cause and then develop a strategy including deployment of a free vacation tracker to lower it to enjoy the benefits.  

    Some effective ways to lower employee absenteeism in the workplace

    Make a clear and easy-to-understand attendance policy

    Your company’s attendance policy should properly explain how to report leaves, absences and the procedures to record the absences. Besides, you should include information about the consequences that one can face due to repeated absences. The repercussions should be mentioned clearly in the policy.

    Once created, you need to send the policy to staff, and don’t forget to discuss it with them to know whether they are happy with it. You can use a professional Employee time off tracker to send the policy to all. The leave policy will function as an important resource to your employees. However, always remember to follow the policy no matter what the situation is.

    You should offer paid time off and vacation days

    Well, the time has changed, and most of the employees don’t want to follow the traditional 9 to 5 routine. Besides, utilizing modern technology, they can work whenever and wherever they want. If you are hiring the best talents who can give their 100 percent to attain the results, then you need to trust them and allow them the facility to manger their timetable.

    One of the major reasons behind employee absenteeism is burnout. And to prevent that, you should offer vacation days and paid-off leaves. Well, don’t worry if you are thinking it will be challenging to manage the leaves and attendance record. You can use PTO tracking software for that.

    Use a good leave management system

    When it comes to frequent employees absenteeism, the reason can be related to different factors. For example, their personal life, some official issue, poor working environment, health issue, and more. All the HR managers should develop a positive environment for the employees. And this is where they can use a well-designed employee leave management system, such as the Day off app, a free time off tracker.

    Using such a system, you can easily track the leaves that your employees take every year.  Besides, it will allow the company to distribute the work of the employees who are taking leaves to complete the work on time. Tools like Leave tracker can help to prevent accidental leave requests. And the HR management department can have better control over the leave requests.

    Enhance the employee and workplace well-being

    Do you know who the happy employees are? Well, they are the employees who are excited to come to the office regularly. An organization offering both mental and physical support can enjoy a productive workforce. When there is perfect well-being, there will be fewer sick days. Create different employee wellness programs and make sure that the employees are participating. This will develop a better communication facility, and you will be able to meet the requirements.

    Reward the good attendance

    Make sure that you are not penalizing the employees who have taken protected leave. Instead of that, prefer to reward them, and that will encourage a good attendance mindset among the employees. Besides, it will be a good motivator. Well, you don’t have to do anything special about this. Sometimes, simple positive feedback, as well as encouragement, can work great. Sometimes, employees may need help to get back to work.  You should consider this and can include light-duty options.

    Frequently Asked Questions (FAQ): Employee Absenteeism and PTO Tracking

    What is considered employee absenteeism?

    Employee absenteeism refers to habitual or frequent absence from work without valid reasons. It goes beyond occasional sick days or approved leaves and can include no-shows, late arrivals, and unexplained absences that disrupt productivity.

    How does absenteeism affect a company’s bottom line?

    Absenteeism reduces productivity, increases labor costs (such as hiring temporary staff), and lowers team morale. According to the CDC, the average cost of employee absenteeism in the U.S. is around $1,685 per employee annually.

    Can offering PTO reduce absenteeism?

    Yes. Paid Time Off (PTO) helps employees rest, recharge, and avoid burnout, which reduces the likelihood of unplanned absences. When employees know they have flexible leave options, they’re less likely to take unplanned days off.

    What tools can HR use to manage absenteeism effectively?

    HR teams can use PTO tracking software, leave tracker apps, or employee time-off management systems to record, monitor, and approve leave requests. These tools simplify scheduling, ensure fair policy enforcement, and reduce accidental leave overlaps.

    What’s the difference between absenteeism and taking approved leave?

    Approved leave (like PTO, sick leave, or vacation) is authorized by HR and planned in advance. Absenteeism refers to unapproved, unexplained, or excessive absence that disrupts workflow and impacts the team.

    How can HR managers discourage frequent absenteeism without lowering morale?

    Create a clear attendance policy, communicate it transparently, and apply it consistently. Instead of focusing only on penalties, offer wellness programs, flexible PTO, and recognition for good attendance to improve morale and reduce absenteeism.

    How does absenteeism affect employees themselves?

    Employees may lose pay, fall behind on projects, and face additional stress when they return. In cases of repeated unexplained absences, they may even risk disciplinary action or dismissal.

    How do leave management systems help reduce absenteeism?

    A leave management system gives HR visibility into patterns of leave usage. It helps distribute workloads fairly, prevents accidental overlaps, and ensures employees use their PTO effectively rather than resorting to unplanned absences.

    Should companies reward good attendance?

    Yes. Recognizing employees with strong attendance records, through positive feedback, wellness perks, or even extra PTO days, encourages a culture of responsibility and shows that the company values reliability.

    What role does workplace well-being play in absenteeism?

    Employee wellness programs that support mental and physical health reduce stress, burnout, and sick days. A workplace that invests in employee well-being fosters loyalty, higher engagement, and fewer absences.

    Smarter time off tracking starts here.

    Sign up for free
  • Time off Management Guide for Startups

    Time off Management Guide for Startups

    Startups  are trying to create the best work environment possible for their employees. One of the biggest necessities that startup employees look for is paid time off. Startups have very fast-paced work environments that require time off management as well as other aspects of the team. Without paid time off, it is difficult for the employees to maintain a proper work-life balance.

    HR management in startup companies has now shifted towards increasing employee benefits to increase employee retention. Since work-life balance is very important in today’s era, startup companies use smart time off management systems for efficiency. Whether it’s a day off or a half-day leave, proper leave management ensures that work does not get hampered even with vacations. 

    A paid time off app or a PTO tracker has become a must for HR managers who want to excel in employee management. It is a definite struggle to ensure leaves for every employee and running work smoothly. Of course, you cannot make everyone happy. However, a smart Leave tracker or PTO tracking software streamlines the tasks for the HR management team. This way, a company easily manages paid time off for its employees and maintains the manpower at the optimal levels too.

    Why leave management or time off tracker is necessary?

    Tracking time off or leaves manually causes many gaps and confusion for the team. This also weakens the coordination between team members too due to miscommunication. A good free time off tracker helps streamline the entire system of leave-taking and management. An efficient employee leave tracker app also creates transparency within the team and increases coordination. Therefore, if you are starting a startup with a team, a Day Off App is necessary from the beginning.

    Now that you understand the need for an employee time off tracker software, here are the features HR managers should look for in a leave management system for business setups.

    Must have features for a time off tracking app

    All in one dashboard

    An all-in-one dashboard creates transparency because an employee can see his own day off balance and decide whether they want to take a day off or not. The employees can also see other employees leave and coordinate within the team for leaving. On the other hand, the senior management also has access to the leave balance and leaves taken on the all-in-one dashboard of a vacation tracker. This way, a person can see all the leaves taken and leaves left before allocating a day off.

    Categories and fields

    A good free vacation tracker also has categories and fields for filling during application. This way, the employee does not have to mail his application to anyone. Instead, he can fill in the type of leave, duration, and nature of the system. The system files it in different fields and subfields.

    Others or leave approvers can see the application and understand the nature of leave and other details before allocating it to the applicant. A good leave management system has a customizable field system that suits the company’s policy framework with a few alterations. The fields introduced can be according to the company policy in an automated way.

    Cloud-based system

    Today, every IT solution is turning into a cloud-based system for better data management. Since a company has numerous employees, it is better to shift to a cloud-based system for large-scale data storage and management. A cloud-based leave management system is a necessity for a startup that aims at expanding in the future.

    A cloud-based system not only makes it easy to access but also streamlines the system without glitches. The employees can access the leave application feature from anywhere, at any time. Cloud-based systems suit the needs of a flexible workplace and workers. On the other hand, you do not need new updates to the software, too, if it is cloud-based.

    Auto Updated leave balance

    One feature that makes a leave management system easy to use is the auto-updating system of leave balance. If the leave balance is auto-updated, the HR manager can monitor every employee’s leave from time to time. It is easy for an employee to exceed his leave balance. However, you cannot keep track of this in a manual way when there are many employees.

    Therefore, it is best to use a paid time off tracker with the number of leaves allowed per your company policy. With each leave taken by an employee, the leave balance left is seen. The manager can then refer to the system and allot accordingly in the future. This way, everything is automated, and planning of leaves is better. In fact, the employees do not get to complain about any biased behavior if the leave balance is exhausted.

    Seamless integration

    Another feature of a good leave management software is its integration into the already existing system. When you choose a leave management system, it needs to coordinate with the attendance system, the reporting system, and the monitoring system. Therefore, it is best to choose a system that integrates seamlessly with other employee management software.

    This ensures a complete digital infrastructure at the workplace and workflow automation. Seamless integration is possible today because a lot of new software supports different systems and works across many interfaces. This helps in the creation of an integrated system of workflow management.

    A good paid time off tracker and leave management system helps streamline and optimize many employee management processes at your company. You might start with a few employees and manual processes. However, your company will need smart leave management and a time off management system at some point. It is better to opt for a time off management system from the beginning.

    This gives your company a certain structure and helps in the development of team coordination. Paid time off management is crucial for employee satisfaction as well as optimal business processes. Whether you are part of a startup or an established company, it is important to integrate paid time off management system right from the start. When choosing a leave management system, choose one based on features and benefits.

    Frequently Asked Questions (FAQs)

    What is a time off tracker?

    A time off tracker is a centralized web/mobile tool that manages PTO requests, approvals, accruals, and balances in real time. It replaces spreadsheets and email chains with a single source of truth, complete with audit trails and notifications. Employees know exactly what they can take, and managers see the impact on coverage before approving.

    Why do startups need a leave management system?

    In lean teams, a single absence can derail a sprint or client deliverable. A leave system visualizes who’s out when, automates routing to the right approver, and prevents conflicts before they happen. It keeps planning predictable without turning team leads into full-time schedulers.

    Can employees see their remaining leave balance?

    Yes, modern tools display current balances, projected accruals, and already-approved days on a personal dashboard. Many also let employees “preview” dates to check policy rules or blackout periods before submitting. This reduces back-and-forth and avoids requests that will be declined.

    How does a cloud-based leave management system help?

    Cloud systems work anywhere, on any device, with role-based access and automatic feature/security updates. They scale smoothly as headcount grows and reduce IT overhead, no servers, no manual patches. Built-in backups and uptime SLAs keep critical time-off data reliable.

    What types of leaves can be tracked?

    Most platforms support fully configurable categories, vacation, sick, parental, bereavement, comp time, half-days, unpaid leave, and local statutory options. You can add custom fields (handover notes, coverage contact, project tags) to match your policy and workflows. This flexibility keeps policies consistent while accommodating edge cases.

    How does automation improve leave management?

    Automation calculates accruals, updates balances instantly after approval, and flags policy breaches or overlapping team absences. Approvers get nudges in Slack/Teams, and approved leaves sync to Google/Microsoft calendars so schedules stay accurate. Less manual admin means faster decisions and fewer mistakes.

    Is integration with other HR tools possible?

    Yes, look for native integrations with payroll (accurate PTO payout/deductions), time & attendance, identity/SSO, and project tools like Jira or Asana. Calendar integration is especially valuable for visibility and resource planning. With data flowing both ways, you avoid double entry and inconsistent records.

    Are PTO trackers useful for small teams?

    Absolutely, clarity and fairness matter even at five people. A lightweight tracker prevents “who’s covering?” surprises and sets healthy norms as you grow. Starting early saves a painful policy cleanup later when you’re scaling fast.

    Do free leave management apps provide enough features?

    Free tiers typically cover the essentials, request/approve workflows, balance views, and simple accruals. As complexity increases, paid plans add multi-policy support, advanced accrual rules (tenure-based, carryover caps), granular approvals, integrations, and reporting. Upgrading usually pays for itself in saved admin time.

    How does a PTO tracker improve employee satisfaction?

    Transparent balances and quick, consistent approvals reduce friction and build trust. People can plan vacations confidently, managers can staff proactively, and teams avoid burnout from last-minute scrambles. The result is better retention and a culture that genuinely supports work-life balance.

    Smarter time off tracking starts here.

    Sign up for free
  • How to Communicate Company Values to Employees?

    How to Communicate Company Values to Employees?

    The core values of an organization are one of the integral aspects of its operations. Basically, the company values clearly outline the principles regarding the vision, mission, and beliefs of an organization. They help in bringing everyone in the organization on the same page. You can think of them as foundations of the guiding philosophy for serving customers, employees, and the surrounding community.

    When you set out to build a Leave tracker  for employees, it is important to ensure that the system aligns with your company values. However, the effectiveness of such solutions depends largely on how leaders communicate them to employees. The following discussion dives into the significance of company values and the best practices for communicating them to your employees.

    Why Are Company Values Important?

    Before diving into the ways for communicating company values to employees, it is important to understand their significance. You could easily find the core values of an organization in prominently large or bold print on their websites or posted on signs across all organization locations. Some of the notable values include integrity, honesty, diversity and inclusion, fairness, accountability, teamwork, quality, learning, and passion. Now, any business owner would wonder about their necessity in a case where they are developing a leave tracker solution. Let us take a look at some numbers which showcase the significance of company values in the modern business environment.

    • Almost 33% of employees all over the world perceive the mission and purpose of their organization as significant factors in identifying the importance of their jobs.
    • According to the 2019 Global Human Capital Trends report by Deloitte, almost 53% of respondents find their organizations effective at generating meaningful work.
    • Most important of all, 67% of employees feel the need for frequent and improved communication from employers.

    Therefore, it is quite clear that company values play a massive role in defining how an employee perceives their significance. At the same time, alignment with them is an essential requirement for employees to adapt to changes such as introduction of new PTO tracking software. So, how do companies ensure that their employees are aware of the core values? The conventional approaches for onboarding new recruits through training sessions can play a fundamental role in introducing employees to the values of the organization. However, it is important to wonder whether the training sessions can help employees relate to your company values.

    Communicating Company Values to Employees

    As your organization grows and increases the employee count, it is important for leaders to ensure that your company values don’t get lost in translation. Even with the introduction of new tools such as vacation trackers and hr tools, company values can ensure that an organization sticks to its ethics and primary goals. However, the changing norms of communication have also created troubles in communicating core values to employees. Let us find out some of the best practices recommended by experts for conveying them to employees productively.

    Leading by Action

    One of the foremost approaches for communicating your company values to employees is through action. In most cases, business leaders have to show the company values in action to employees. For example, if service is a company value, leaders should show how to help a customer. If empathy is a company value, then leaders should show it by truly interacting with a staff member. Leaders capable of showcasing their values in action can encourage integrity, thereby opening avenues for excellence and ethical behavior.

    Simpler Statements

    The next suggestion for communicating company values to employees in change management scenarios involving the introduction of an employee leave tracker app would be the simplification of value statements. Leaders should focus on conveying their mission, vision, and values in single sentences. Employees cannot understand complex and verbose value statements and ultimately end up failing to follow them. After simplification of their value statements, leaders should discuss the company values with employees by using real-world examples and references.     

    The Culture Playbook

    The culture playbook is also another promising instrument for HR managers to ensure effective communication of core values. Developing a culture playbook around each core value of a company could help in showcasing what exactly qualifies as ‘right’ in the company environment. Focus on outlining the meaning of each value and build on experiences for defining what is ‘right’ in the case of each value. It can help employees to see the values clearly and easily, thereby making it easier for them to follow the values.

    Offer Recognition

    Leaders should work in improving the prospects for recognition of employees who showcase company values. Recognition for leaders’ efforts in upholding them could encourage them to adhere to the values. Public recognition for actions driven by company values could be an effective method for communicating them to employees. In addition, it is also important for leaders to take note of the instances where employees don’t follow company values.

    Comprehensive Involvement

    Another striking suggestion for HR management to improve communication of company values to employees is the involvement of employees. Leaders who bring every employee into the annual strategic planning routines and quarterly reviews have better chances at employee engagement.

    All the employees could easily understand the planned trajectory of the company for the year. At the same time, employees could also find out how the company’s journey will evolve over the year in real-time. Most importantly, the involvement of employees in strategic planning helps them perceive their role and impact on the company’s strategic plan.

    Interweaving Values and Success

    Businesses should recognize the importance of company values in their growth and adoption of new technologies. An organization that can adhere to its core values is more likely to withstand the pressure of change management. Therefore, introducing a new free vacation tracker would have limited influence on strategic objectives of the company.

    The company values help employees build a better connection with the organization, thereby achieving improved productivity. Start discovering more about their importance and how they affect the competitive advantage of organizations. Leaders who are able to communicate their values effectively can encourage improved employee engagement. Know more about the company values that can support your organization’s growth.        

    FAQs

    What are company values and why do they matter for a leave tracker?

    Company values are the principles that guide decisions and behavior. When a leave tracker reflects those values, fairness, transparency, empathy, it becomes more than a tool: it reinforces culture while managing PTO consistently and respectfully.

    How do we align a leave tracker with our values in practice?

    Translate each value into a product rule or workflow. For example, “fairness” standardized approval criteria; “transparency” visible balances and audit trails; “empathy” flexible categories (caregiving, mental health, bereavement) and clear escalation paths.

    What’s the best way to introduce values alongside new PTO software?

    Launch the tool with a values briefing, not just a feature demo. Tell a “why” story, show real scenarios, and connect each policy choice to a specific value. Follow with hands-on training and a simple quick-start guide.

    How can leaders model the values day-to-day?

    Leaders should request and log their own time off in the system, give thoughtful handovers, and publicly recognize value-driven behavior (e.g., covering for teammates, planning ahead). Visible habits beat slide decks.

    How do we keep value statements simple but meaningful?

    Rewrite each value as one clear sentence plus two or three “this looks like/doesn’t look like” examples. Use plain language and avoid jargon so employees can recall and apply them during leave decisions.

    What is a culture playbook and how does it help?

    A culture playbook turns values into behaviors. For leave, include examples of acceptable notice periods, handover standards, coverage expectations, and manager response times, so “the right thing” is obvious, repeatable, and fair.

    How should recognition work around time off and values?

    Recognize people who plan early, document handovers well, or support teammates during absences. Share short shout-outs in all-hands or Slack, linking the behavior to the value it represents. Make it frequent, specific, and inclusive.

    How do we involve employees in shaping PTO policies?

    Run short surveys, focus groups, and pilot tests by department. Invite feedback on categories, blackout dates, and approval SLAs. Publish what you heard, what you changed, and why, closing the loop builds trust.

    How do we measure whether our communication and tracker are working?

    Track adoption (requests made in system vs. off-platform), approval cycle time, balance accuracy, scheduling conflicts, coverage incidents, and employee sentiment (pulse surveys). Review these in quarterly business reviews with actions attached.

    What integrations reinforce our values of transparency and accountability?

    Connect the leave tracker to calendars (Google/Microsoft) for visibility, HRIS/payroll for accurate accruals and payouts, SSO for secure access, and Slack/Teams for timely notifications. Fewer manual steps = fewer inequities.

    How do we handle remote or global teams fairly?

    Localize leave categories to regional laws, publish time-zone-aware coverage plans, and standardize minimum notice and handover templates. Use consistent principles (fairness, inclusion) while adapting implementation per location.

    What are common pitfalls to avoid?

    Overly vague policies, hidden exceptions, manual side agreements, and slow approvals erode trust. Also avoid “unlimited PTO” without guardrails, define norms, minimums, and approval timelines to ensure true equity.

    How can we maintain momentum after launch?

    Schedule a 30/60/90-day policy tune-up, refresh the playbook twice a year, and keep a standing agenda item in all-hands for value-linked wins and lessons. Treat PTO management as an ongoing cultural practice, not a one-time rollout.

    Smarter time off tracking starts here.

    Sign up for free