|Introducing a digital time tracking solution can be a game-changer for your business, bringing loads of benefits like better accuracy, smoother processes, and supercharged efficiency. But here's the thing: you can't just snap your fingers and make it happen. You need to get your whole crew on board. So, here are a few steps to help you win their hearts and minds when it comes to embracing that shiny new time tracking solution!
Perception is reality and communication is key
Changing to digital time tracking is not a choice for your employees, it’s a requirement. They can accept it and embrace it or find another job, right?
Well, yes, technically that sentiment is true, but your employees are the heart and soul of your company; you need them as much as they need you and the job you provide them with. You can implement change, even switching to digital time cards from paper, without being a tyrant.
No one likes to be talked down to and even when we know we don’t have a choice, we still want to be heard.
Give your employees plenty of notice that a change in your timekeeping and payroll process is coming. Awareness can help to ease the transition. Most importantly, listen to your employees!
Let them moan, complain, gripe, and even whine if they need to. But really listen to what they’re complaining about. Why are they so opposed to digital time tracking? Is it privacy concerns? Lack of tech savvy? Digitizing manual processes only complicates things and if it ain’t broke, why fix it?
This is your opportunity to reshape that perception and help them understand that the old way IS broken!
Emphasize the value and what’s in it for them by explaining how an app such as busybusy will make their work so much easier! They no longer need to worry about omissions or errors in their pay due to your payroll practitioner not being able to read their handwriting or miscalculating their hours. If changes are made to their timecards after being submitted, they will be notified and asked to review and approve those changes before payroll can be processed.
Listen to their concerns and objections; even if they have no bearing on the changes being made, at least you’ve acknowledged them. Most importantly, have honest and uncomplicated responses to those concerns prepared ahead of time.
Keep calm and expert on
Appoint at least one person in your company as the in-house expert when it comes to digital time tracking. Preferably this will be the person that processes payroll. But no matter who volunteers, or is volun-told, that person must be someone who is tech savvy and especially, someone with a LOT of patience!
Your employees need to know that they have at least one person they can go to for assistance who is more knowledgeable about the app than they are and that is always willing to help. They will never buy into the change if there’s no support to go along with it or if the support is condescending and irritable.
|Remind your time tracking expert that they probably (ok, definitely) will be asked the same question (ok, questions) 100 different times. But they need to remember, it may only be the first or second time that employee has asked that particular question. But even if it’s the fifth or sixth time the employee has asked the question, your expert needs to be able to answer as if it were the first.
Celebrate and continue to communicate
Once your employees are up and running with the digital time tracking, it’s time to celebrate and communicate the positive results!
Share the positive metrics of errors reduced, and time and money saved, in a way that relates directly back to your employees. Show your appreciation for their adaptability and their work overall.
Implementing new software often comes with a learning curve. However, it is crucial to communicate to your employees that this change is beneficial for both them and the company. It is equally important to genuinely listen to their concerns and feedback, as this will really help to ease the transition.
Remember, the busybusy team is always available to provide assistance and answer any questions you may have.
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