How to Develop Better Supervisors

If you are looking to advance your company to the next level, you will need supervisors and managers who are in line with the goals of your company and are passionate about getting there. But in the real world, you will most likely have supervisors in your organization who are in-efficient,  cold, and detached. Such supervisors will impede the growth of your organization. So the question is, is it possible to develop better supervisors, and if so, how?

Talk to your supervisors, personally

It is easy to make the mistake of assuming that the supervisors are in line with your goals and vision for the organization and that you don’t need to personally remind them of that. It is absolutely necessary that your supervisors feel that they have an important role to play in the growth and expansion of your company. Instead of it just being your vision, make it theirs. Ensure that they have all the support and training needed to get them aligned with your thought process. When your supervisors are invested into the organization, they will begin to deliver.

Make sure that your supervisors are actually supervising

In most organizations, supervisors and top level managers spend most of their time doing other activities like administrative tasks, other projects, employee training, and sometimes even get involved in production, rather than “actively supervising” the team. Your supervisors must supervise. Its as simple as that. When your supervisors are spending at least 70% of their time in active supervision, your organization will grow on the fast track.

What is active supervision anyways? It is the supervisor walking on the floor, being available to make minute by minute decisions on the work allotted to the employees, any quality issues in production and so forth.

Sublet work. Appoint Team Leaders

A Supervisor cannot handle everything himself/herself. They need to have time on hand to take care of higher value activities. The lower level managerial activities can be assigned to an employee as a team leader. This approach is great because it helps the supervisors dedicate time to solving organizational problems, rather than being merely focused on the day to day operational activities.

Make sure that their performance is properly captured

As part of the development process, make sure that you measure the performance of your supervisors, so that you can have developmental discussions with them and improve on problem areas. The way to go about this is to create a dashboard, and monitor select KPIs (key performance indicators). This will allow you to make quick and easy decisions regarding the development of the supervisors.

Get your supervisors to conduct team meetings. Regularly.

If your supervisors are interacting with the employees on a daily basis, it builds a bond between them, and goes a long way in developing a better supervisors. Make sure that your supervisors hold daily team meetings, where the objectives and goals for the day as well as for the long-term are discussed with them. Remember that business is a collaborative process and that means team work.

Good to Grow was a success!

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Good to Grow is a Health and Wellness Expo put on by Easy Time Clock and the Northwest Oklahoma City Chamber.

Posted by Easy Time Clock on Sunday, August 26, 2018

ETC Vault Update

Did you notice our update to the ETC Browser?

It used to look like this:

Now it looks like this! 

Not only will you now have our Logo (from 2016), the browser has a new name:

ETC Vault

Even better, ETC Vault has been updated to work with a variety of .Net computers and created improved compatibility for newer Windows Operating Systems.

Unfortunately, as with any updates, there could be glitches. Below, you will find some info that might be helpful to you and your staff. Feel free to forward on to each employee whose computer might have updated. We apologize for any inconvenience this may cause. 

If you are not able to access ETC Vault and are getting a pop up to contact Support, please try these steps:

1. Dump the old Browser/Vault
2. Go to http://www.easytimeclock.com/EtcVault
3. Scroll down and click “Manual Download”
4. Click “Click to Download”

This will download Vault into the Downloads folder of your computer. You will need to manually move it from Downloads to the desktop.

If you are still receiving an error or need additional help, please contact Support@EasyTimeClock.com.

 

ETC Team OKCYP Horizon Awards

The 2018 Horizon Awards was a hit! Rob and Beth Allen were nominated as a team for the Aspire Award, CTO Chuck Gardner was nominated as the Young Professional Business Owner of the Year, and CEO Alisha Allen Gardner, was nominated in 3 categories and walked away with the Chairmans Award. See a quick peak at our evening below.

OKCYP Horizon Awards accomplished! The whole ETC clan was there for masquerade fun! #thisishowweroll #easytimeclock#blacktie#horizonawards2018 #ilovemyjob

Posted by Easy Time Clock on Thursday, August 23, 2018

Should HR have its Own Department?

Many companies are unsure as to whether or not they should have a whole department entirely devoted to the realm of human resources; it can be an especially difficult decision to make if you are a small company or a company that is still growing, since it may seem like you don’t truly need an entire HR department.

But there are numerous benefits to have a true HR department, even if your business is a small one. With that in mind, we’ve outlined below some reasons for why HR should have its own department at your company. We hope you find this list helpful and informative.

  • Manage employee needs better. When your small business starts to grow, it can become harder and harder to manage every single aspect of your company yourself, particularly when it comes to hiring and firing employees (as well as handling their day to day needs, such as insurance plans and retirement benefits). As a result, having a whole department set aside to handle these various human resources issues can be of tremendous help when it comes to managing the needs of your employees. And with all of those employee-related duties being handled by someone else, you will have more time to focus on other aspects of your business, such as brainstorming new product ideas or increasing your revenue.
  • Ensure compliance with state and federal safety laws. There are a great number of rules and regulations when it comes to running a business. Depending on what sort of operation or business you run, these can be equipment and workplace safety laws (such as OSHA regulations), food safety laws (for restaurants and grocery stores), hazardous chemical laws (if you work in an industry that handles strong chemicals), and so on. There are both federal laws and state laws for all of these things, and it is the responsibility of an HR department to make sure that your company complies with all of these regulations.
  • Handle payroll and benefits. An effective human resources department can also be a tremendous resource when it comes to handling employee payroll and employee benefits (both health insurance and life insurance, a well as retirement and 401K benefits if your company offers them).
  • Help with conflict management. HR departments are also a tremendous asset when it comes to resolving disputes and workplace conflicts, especially when it comes to being an advocate for an employee. Having a functioning human resources department can give your employees a reliable avenue to pursue if they are having problems in the company (whether it is an issue of harassment or discrimination, or simply a matter of being dissatisfied with their current position in the company). Whatever the problem, the HR department is there to look after the best interests of both the company and its employees, and as such is the best resource when it comes to resolving conflicts in a way that satisfies everyone.

Who Should Handle Employee Complaints?

A necessary part of running a business, whether it’s a large company or a small company, is handling complaints from your employees. These complaints can be relatively minor, such as someone wanting a different schedule or higher pay, or they can involve more severe issues such as harassment (sexual or otherwise) or discrimination (based on gender, sexual orientation, age, race, religion, or some other factor).

Part of deciding who should handle an employee complaint involves determining how severe the complaint is. If, for example, you are a department manager and your employee’s complaint is a minor issue that can be resolved within your department, it may be something you can handle yourself without directly involving your human resources department or your general manager.

That being said, if the complaint is a serious one (or if at any point you feel out of your depth when confronted with the possibility of handling the issue on your own) you should absolutely transfer the matter to your human resources (HR) department. They are trained to handle all forms of employee complaints and problems and will be able to decide the best course of action moving forward.

An effective human resources department will be able to objectively review the facts of the complaint without bias or prejudice and come to the best resolution for both the employee and the company. In more serious cases, an additional mediator may be called upon or higher management involved in the complaint review process in order to get the matter resolved as thoroughly as possible and with the best results possible.

Some serious complaints or issues that should be handled by an HR department include (but are not limited to):

  • Payroll disputes. If you or another employee believes that there might be something wrong with their paycheck, that is a matter that should be handed over to human resources immediately, since they are (in most companies, at least) responsible for all payroll matters. Additionally, if there are any issues regarding employee benefits, those are also an HR matter.
  • Harassment complaints. While a harassment complaint can sometimes be filed with whoever your supervisor or acting manager is (assuming, of course, that they are not the offending party), it’s often best to simply go directly to HR (especially if the harassment is sexual in nature or if you feel threatened by the perpetrator’s behavior). By going straight to HR, you won’t have to deal with any potential conflicts of interest on the part of the manager and you can rest assured that your complaint made it to the human resources department and will be investigated.
  • Workplace Discrimination. If discrimination of any sort is taking place, HR should be contacted immediately because such behavior is illegal and you should file a formal complaint. They will be able to investigate the validity of your claim and then respond accordingly.

Workplace injury or medical leave. Worker’s comp and paid medical leave are also matters handled by the human resources department, so if there is an employee who needs to discuss those matters it’s often best to forward them directly to HR.

Our new APP is here!

The Apple app was launched several months ago, but now we’ve got the Android app up and ready for download in the Play Store! If your employees use the mobile app, there is some important information you need to know:

  1. The Apple app was an automatic update, but Android is a new app that will need to be downloaded. It can be found by searching “Easy Time Clock” in the Play Store.
  2. The new app will not be compatible with most phones older than 2012. To help with the transition for anyone who might be using an older phone, the original app will remain active for several months. The original app is in the Play Store as “Easy Time Clock Legacy.”
  3. The new app should have improved GPS function, an option for auto logout, and is finally not that silly, old time clock!
  4. An email will be sent out to all employees with access to the mobile app instructing them to look for the new app in the Play Store.

If you have any questions, please reach out to our friendly staff at support@easytimeclock.com.