How to Tell Employees About Monitoring

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Daily is the most common type of accounting. It is used for specialists who work the same number of hours every day. The standard for such a schedule is 40 hours per week.

Weekly accounting is used when the volume of daily work varies, and the standard can only be worked during the week. With this accounting, the standard can be 24, 36 or 40 hours per week.

Summarized accounting is used in all other cases. The accounting period can be a month, quarter, half-year or year. Within the selected interval, it is important to distribute the hours of working time accounting so that overtime is fully compensated by undertime.



How to Prepare for the Implementation of a Time and Attendance System
The stage depends on the technical requirements of the solution. There is software for which it is necessary to lay cables for hardware components, install executive modules, install a server for data processing and only then configure the software and parameters.

But there are complexes that do not require so much labor. For example, there malta whatsapp phone number is software with low system requirements. It works even on weak APM, and you can install it in one click. Therefore, when choosing a system for accounting of employees' working hours, I advise you to study the technical requirements.

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One option is to send out a mailing with a message that the company has an automated system for recording employees' working hours. And you call on everyone to comply with the internal regulations, since violations will be recorded.

But not all organizations do this, fearing a negative reaction from the staff. There is no need to be afraid, since employees who observe discipline understand that there is nothing dangerous in this, and objections pass quite quickly.

You can also talk to the team and explain what indicators will be collected and for what purpose. For example, that the manager needs to objectively assess the team's workload to evenly distribute tasks, create objective KPIs and OKRs, expand the staff, and calculate bonuses.

Employees at risk of burnout are more likely than others to work overtime, performing tasks for their colleagues, and not notice it for a long time. Having received a report on the team's work, the manager can promptly identify cases of systematic overtime and adjust the workload of subordinates.