Category: Company

HR and Leave Management Tips for Startups and SMEs
Leave management becomes troublesome when you are at the first stage of your business.

Whether you run a startup or an SME, employee management is tough. This initiates urgency for the right HR management tips to maintain the workforce.

This article will help you step-by-step on setting up leave policies. You can use some outstanding tools to manage better. Keep reading to find out what they can be!

Tips for HR Management in Startups and SMEs

Managing people is a hectic task. Even in the smallest company, you will need to maintain your workforce effectively. Otherwise, you might end up losing precious time from your work life.

So, whether you are a business owner or an HR manager, you should follow some management tips. Here, we have a few HR management tips you can check. These guidelines will make your HR job easier than before!

Receive Updates on Regular Reviews

Reviewing the performance of your employees is a must for any HR personnel. We encourage checking up every three to six months. This will allow you to evaluate if the business goals are being met.

So, you must track the performance and engagement of the team. For this, you can use software to ease the process. Software helps to automatically boost appraisals and update both parties. This will help to increase employee morale and work for the growth of your business.

A time off app can be very handy in this case. Employees can track their request status in the company workflow. The company can set up the correct amount of workflow for the employees as well.

Using a paid time off tracker is much efficient. Day Off has a well-designed time off tracker, which can benefit both employees and HR.

You might want to use a free time off tracker if you have a very low investment. Still, you won’t regret using one as it balances the workflow much smoothly.

Secure all the Documents in a Cloud Software

With the pandemic hitting, almost everyone now works remotely. As such, recording and retrieving all of the working documents became necessary. In this crucial time, you certainly have nothing but to provide extra flexibility to your employees. This means you have fewer options to control the wide range of work.

In order to synthesize workflow, you must secure all the documents in a cloud software. By accessing the software, the employees will be able to work from home. At the same time, you can supervise how they are working.

There is a benefit to this idea. Both employees and the authority can access those files whenever they want. This will tremendously boost productivity. Also, it’s easier to measure who is really serious about his/her work.

Not to mention the benefits, reminders, and alerts promote. You will get your task done at the right time. Time management is safely secured!

Use Software for Everything

We all used spreadsheets at some point in our work lives. It’s not really an inconvenience, but you should adopt better measures to make things faster.

As an HR or business owner, try switching to different management software instead of spreadsheets. This will provide you a huge advantage in the long run. Recording employee information, keeping up with the training schedules, and assigning tasks all of them becomes easier.

You will be able to save time and focus on other revenue focused work. Also, some software enables users to automate the regular tasks. Tasks will get reduced and you will find the perfect work life balance.

Maintain Leave Requests Appropriately

We’ll now introduce the most crucial tip, leave management. Your employees will take leaves. They can either request leaves according to their convenience or the company may arrange some paid leave policies.

For startups and SMEs, it might be hectic at times to manually manage this. It usually becomes a problem when the workforce is huge and diversified.

So, the best way to tackle this problem is to use leave management software. For example, the Day Off app allows organizing employee leaves and requests in one place.

To maintain employee leaves, you can follow the basic steps below:

Keep a calendar to update employee leaves.

Assign leave allowances for each employee.

Use software to track leave requests.

Share the leave planning updates with the workforce. It will help to mitigate the upcoming clashes of tasks assigned.

This is just a glimpse of how to manage leaves in a startup or in an SME.

Don’t worry, we’ll provide more in depth leave management procedures in the next section.

Leave Management Tactics in Startups and SMEs

There is a reason for us to emphasize leave management too much. It’s because employee sentiments and salaries are related to leaves. Whether your employees take a paid leave or an unpaid leave, both will tremendously affect your business.

And if you are unorganized regarding this matter, it will cost you both time and money. You don’t want that! Do you?

This leads to the fact that you must devise a full-proof leave management policy. These policies must be in favor of the company as well as the employees.

While devising these policies, you must keep in mind the following.

Employee Salary

Performance

Appraisals

Step-by-step Employee Leave Policy

Set Eligibility Criteria for Taking Leaves

Before you sanction any leave to an employee, you must ensure if the employee is eligible to take a leave. Not all employees will receive the same facilities. You have to clearly state rules for each position an employee belongs.

Let’s jump on to the factors that influence Leave Management Policies.

Leave during probation period

Taking leaving while serving a notice

Simultaneous leaves

Entitled annual leaves

Quantum of approved leaves at a time

Another most crucial indicator is the type of leaves. Every leave has a different pattern and timeline. A maternity leave and sabbatical can’t get the same weightage. So, you must ensure that you are devising the correct policies for each type of leave.

Some crucial leaves are:

Statutory leave

This type of leave is built by the government to provide facilities to the working class. Government and private firms have different rules and regulations to measure statutory leaves. An employee has the right to get these leaves and get paid in due time.

Maternity leave

Maternity leaves are for expected mothers. Even after the baby born, mothers get maternity leaves. The Family and Medical Leave Act of 1993 (FMLA) states that US companies are bound to allow unpaid maternity leave for 12 weeks. In this case, the company must have 50 or more employees.

Paternity leave

Along with maternity leaves, firms now also allow paternity leaves. It is to encourage fathers to take care of the newly mother in this crucial time. Thanks to Facebook that helped in raising such good initiative. The leave type varies from company to company. In the US, some companies even allow up to 17 weeks of paid paternity leave.

Bereavement leave

Companies should focus in valuing the employees’ emotions too. Bereavement leave allows employees to take a week (minimum) leave for the death of a close family member. By being emphatic, companies can increase employee morale and receive better output from them.

Roll-over leaves

Sometimes employees work more than their usual leaves. Where every employee has some fixed leaves, some just do their work without hesitation. As they are providing value to the company, they deserve to get a little sensitivity. In other words, companies can issue roll-over leaves for these employees.

Sabbaticals

It’s hard to continue job at a stretch. To retain work life refreshments, companies offer sabbaticals to employees. This type of leave allows an employee to take a long-term vacation.

Structure all these leaves on a week or monthly basis. It will help you to build up a strong engaging management style.

Now, let’s move on to the real deals!

Build a Requisition Form

First of all, let’s be clear what a requisition form is. A requisition form is a document that describes the type of leave an employee wants to take.

Here, you must include the purpose of the leave clearly. Ask your employee to provide details on his vacation and rejoining date.

This form will work as a record for the employee’s performance. Also, it can help you to dictate work availability for other employees.

To sum up, maintain a requisition form to be updates on when and why your employee is taking a leave.

Grant Leave Approvals to the Eligible Candidates

Let’s be honest. It’s not possible to provide leaves whenever an employee wants. As the authority you must check if an employee is meeting all the criteria to take a leave.

Here’s when you evaluate the requisition form, we discussed about earlier. Smaller organizations can authorize about this matter with the help of only 1-2 HR professionals. On the contrary, larger organizations should set up an approval authority for expediting the process.

You can also keep records using an employee leave tracker app. It will cut your budget and time in case of leave approvals.

You might have noticed the tech talk a couple of times by now. It’s because we think, incorporating technology to your business can smoothen all your work. Keeping this in mind, we will show you some tracking systems to speed up your leave management techniques.

Incorporate Tracking Technologies for Leave Management

A leave tracker is efficient in maintaining leave policies. There are a lot of tracking software which will allow you to document every information regarding leaves.
Use a vacation tracker when your employees seek long-term vacations. In this case, we recommend for the free vacation tracker to cut the budget. It is mostly useful for small businesses.

Try keeping a PTO tracking software to ease Paid Time Offs. Day Off has a wonderful PTO tracker tool that helps both the employees and HR professionals.

Want to know how? Let us walk you through the path in short.

As an HR, you first have to download the app

Invite all of your employees

Provide proper guidelines on how employees can request Time Off and vacations

Evaluate the requests. Make sure direct managers are also involved

View all the reports and balance workflow accordingly

Remember, Paid Time Off is only for those countries that support the Fair Labor Standards Act (FLSA). Example: The USA.

Similarly, an employee time off tracker measures the requested leaves. It analyzes employee salaries and appraisals to properly evaluate time off.

Set the Right Guidelines for Your Employees

The effectiveness of your leave management techniques depends on the application. You might have several brilliant technologies to support you. What if your employees are not quite clear how to use them?

Suppose, even if they know how to use them, they are using for personal benefits. They pull out the loop holes which directly affects your revenue. This will be huge threat to your business.

That’s why, it’s important to set industry level guidelines. You must research the industry norms and then devise a policy.

The policy must be flexible for employees to increase employee retention. But it can’t be something that jeopardizes your business.

So, in order to devise a guideline, you must keep in mind the following rules.

Guidelines must be bold and straightforward

Cut off any ambiguous word from the guide

Prepared well-organized documents and circulate among all employees

Define the culture, location, location, ethnicity, and diversity of the company in detail

Input all the eligibility criteria to take a leave

Ensure transparency among the employer and employees

Final Words

In summary, using different types of leave management tools can help you to be ahead of the game. You manage your employees well and also save yourself precious time. We encourage applying the techniques above for better results. Only your strategic gestures can bring success to the business.
Smarter time off tracking starts here.

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June 21, 2021
Leave Policies Around the World: An HR Handbook
It will be amazing to know how the world is managing its Leave Policies by using the PTO tracking software and Employee time off tracker. With the Day Off App and free vacation tracker, not only is smart leave record and attendance management possible, but the organization can have quick access to all leave and attendance data. Worldwide leave policies almost circulate around eight to eleven heads: annual leave, parental leave, paid time off, sick leave, public holiday, sabbatical, long service leave, vacation, religious holidays, bereavement leave, unpaid leave, compensatory leave, medical leave. Under the above cited heads, worldwide leave policies and their management can be observed.

Annual Leave:

Annual leave includes paid time off that an employee can spend freely. Monotonous routine and heavy work load put everyone under stress. That is why everybody needs some vacation annually as a reenergizer .So that he can provide his best input to his organization after refreshing his energies.

Paid time off boosted the performance of employees. Peru, Algeria and Brazil allow 30 Paid Vacation days to their workers. Russia offers 28 days Paid annual leave to their working force.

European countries have also set their own standard of leave policies but these vary country wise. As Spain allows 25 annual paid days off to its employee’s .In Portugal 22 calendar days paid leave is guaranteed to the workers. According to the labor law of Egypt,

there are 21 paid annual vacations. But it is 30 days for the personnel above 50.According to Employment contract Act of Argentina, this leave is allowed for 14 days. Canada guaranteed 2 weeks annual paid off to his employees. But for the worker with 5 year of consecutive working experience, it is 3 weeks. Federal labor law of Mexico grants 9 annual paid days off. In China, a worker can enjoy only 5 annual paid days off during 10 years of service but he can enjoy 1o paid annual leaves during 10 to 20 years of service and it extends to 15 days for more than 20 years of service. USA is the only country in the world that does not gives any annual time paid off to its employees.

Vacation tracker and PTO tracker software make it possible for the organizations almost in every country to manage annual vacations fairly and easily.

Parental Leave:

Parental leave includes paternity and maternity leaves as well as child care leaves. It has its different names in different countries and different standards country wise. In some countries it is non -transferable right of both the parents. Both the partners have individual entitlement of equal leave. But in some countries it is transferable right or the collective family right. Both the parents can use this right equally or according to their suitability. This type of leave is generally considered a leave for child care. It provides equal opportunity to both the parents to care their children. Some countries deal maternity leave and parental leaves as separate heads. In such countries it is mostly availed right after the maternity leave.

In Australia, according to Fair Work Act 2009, it is unpaid 12 months leave that can be extended to 24 months. But, according to Paid Parental Leave ACT 2010,

it is eight weeks paid leave but do not extendable. The European Union has set the minimum standard of 14 weeks paid maternity leave in which two weeks are mandatory. But these standards vary among different European countries. As in France, it is 16 weeks with 3 weeks mandatory, in Germany ,

it is 14 weeks with no mandatory weeks, in Ireland ,it is 20 weeks it is 42 weeks with 2 weeks mandatory, in Italy , it is20 weeks with 4 weeks mandatory and in United Kingdom, it is 52 weeks with no weeks mandatory.

The data presents that UK has better maternity leave provisions as compared to its neighbors. According to ILO findings, the United States provides no paid maternity leave under its federal law. But its states have and followed maternity leave policy individually. Contrarily, many Asian countries follow more easy maternity leave policies.

Time off tracking software make it easily possible to manage the maternity leave both for the employee and the employer. It ensures the direct submission of leave to the right person without bearing any middleman mess. It has removed the issues of all extra submissions. Free time off tracker is also playing its role well and has made it easy to manage the days off for the organization.

Sick Leave:

Days off allowed to an employee during their illness for recovery and health care procedure by an organization, company or an institution are called sick leave.

Such leaves are necessary for all employees and an integral part of every country‘s leave policy. This kind of days off eases the employees during their bad time.

They feel relax that they are being paid for this time off. They can easily manage their treatments. In case of sick leave employees are urgently required to inform to their employer when they get ill. For prove all medical certificates are required as a proof.

Wages are paid to employees during sickness according to law or applicable collective agreements. When the sick leave right is over the employer is not granted with more wages. The employee is also granted the social security benefits by the Social Security Department. According to European Commission, an employee can apply for sick leave maximum for four times in a year. Free Vacation Tracker and employee leave tracker app allow the managers to manage such leave records smartly and sharply.

Public Days off:

Public holidays are those leaves that are allowed by every country to its nationals. But the number of these holidays varies country wise. A report of the Center for Economic and Policy Research presents the following data regarding public days off of the different nations. Peru allows 12, Brazil allows 8 and Algeria allows 11 public holidays to their nationals. There is only one public holiday is guaranteed in France. In Russia,

there are 8 public paid days off. In the European Union Spain grants 14 public days off,

Austria grants 13 public holidays,

Sweden allows 11 public holidays and Denmark allows 9 public holidays to their nationals. In Portugal and South Africa,

workers enjoy 13 and 12 paid public days off respectively. In Egypt, there are 13 paid public holidays. In Switzerland there are 4 paid public days off for the workers.

Casual Leaves:

Leaves are that are availed for travelling, taking rest, attending emergency events and managing family events. These are times off taken to manage any life issues. Use of PTO tracker or employee time off tracker can be the best source in managing this kind of leaves. Such app and tracker make the managers to manage the best leave system.

According to European Commission, it is essential for employees by law to allow every employee a minimum 12 hours leave with pay annually for urgent indoor and outdoor issues. The total hours availed as leave by employee as casual leave for critical family reasons is subtracted from their annual leave right. Contrary wise, U.S federal law do not provide any such paid leave to the employees.

Medical Leave:

In Europe, Family and Medical Leave Act grant 12 weeks leave to the eligible workers for his own care, spouse care, parents care or child care. Australia grants full 10 days paid time off with all the benefits. Austria grants 6 weeks medical leave with full salary. Employees can extend their leave by 4 weeks with half pay by providing their medical documentation. Belgium allows one month paid time off in case of any medical emergency to white-collars and 7 days paid time off to blue, collar workers that can be extended up to 2 weeks with 60 pc salary. Canada grants 12 weeks leave but salary depends on the employee. Denmark allowed 2 full paid weeks leave. Finland allows first 9 days with full salary, after that it pay some part of his salary to the employee.

France purposes a fractional salary, 50%, of 12 months during a 3-year period.

Germany awards 6 weeks full salary. If the sickness prolongs, its workers can avail 78 weeks leave in 3-years with 70 percent salary. New Zealand gives a five days salary over the 12 months while the policies vary company wise. Workers in Norway can avail 16 days leave.

If they are still sick, they can extend their leave up to 52 weeks with medical proofs. Time off app allows the organization to manage such leaves more bitterly. Spain also gives16 days off, but deduct the 40% of the original salary. Most organizations offer up to 20 days at 40% deduction. Though,

after 20^th day, 75% deducted and it can be extended up to 12 months. Sweden lets the first 14 days off. For more days 20 % of salary is deducted and it can be extended up to 364 days. It can be further extended up to 550 days with 75% tax.

Switzerland allows 3 full paid week medical leave. United Kingdom offers employees 28 weeks off .In case of persistent sickness 13 weeks assessment phase is observed and further decision is taken. Such leave managements have now become very easy with the help of employee leave tracker app and free vacation tracker.

Bereavement day off:

Losing closed ones is natural and unavoidable phenomenon of man s life. In such situations employee has to take leave in emergency. There are not much defined policies in most of the countries. Apparently .no clear central policies but on organizational and institutional levels such policies are determined and followed worldwide. Such policies are determined and implemented to console the employee in its grief. These can be paid or unpaid according to the company’s policies. Employee time off tracker is proving best in managing accurate times off of the employees.

Religious times off:

Religious paid times off are observed in every country according to their religion and custom. Holidays according to the main religion off the country are the public holidays of that country. But the minorities’ religious days off are not observed as public holidays, those are just granted to minorities according to their religious festivals. And it is obligatory to all the countries to grant the religious holidays to all the majorities as well as minorities.

Overview of European Commission Leaves Rules:

Following leave rules are the part of the European Commission leave policy.

30 days annual leave is allowed but cannot be exchanged by financial compensation.

15 days leave is allowed for marriage.

In case of any death or accident 2 days leave is allowed, but in case of travel it is 4 days.

1 day leave is allowed for house shifting.

For antenatal examination .required working hour leave is granted.

In case of hospitalization of newborn, one hour leave per working day is allowed.

Total one hour absence in one working day is allowed for breastfeeding mothers.

For appearing in the court or to jury, required necessary leave is granted.

To perform trade union services according to law required leave is granted.

In all above cites cases, worker is bound to inform to the employer prior to time.

14 public holidays under European Commission rules as Christmas Day, New year‘s day, national day etc.

Unpaid leaves are also granted as per will of the worker but these are not followed by law. But these times off are recorded properly by the worker‘s organization. For which employees leave tracker apps are being followed by many organizations.

Sick leave rules vary country wise in European Union but many countries are generous in case of sick leaves.

Parental leave is 16 weeks.

Leave for care of family members is also the part of European Commission leave rule policy and it is granted maximum for one year for spouse care, child care or parents care.

Overview of U.S Leaves Policies:

U.S is the only developed country that avoids in providing paid family and medical leave because it is generally considered that national level business interests do not let the government to make such policies .As U.S considers that such policies will cause profit loss and it may lower the competence ability. Following holidays are also not considered by the U.S

Any paid sick leave

Not any clear rules for annual holidays

No premium pay for holiday work

No meal or rest time

No immediate pay for urgently discharged worker

Overview of Asian Leave Policies:

No overall leave rules are defined in Asia. All leave rules and policies differs country wise in Asia but generous leave policies are applied in Asia.

In Australia 4 weeks annual paid leave, 10 days paid personal leave and 52 weeks unpaid parental leave is granted.

In Indonesia 12 days paid working leave is granted after 12 working months.

In China 5 paid days off are granted during 10 year of working period.

By having a view of worldwide leave policies we revealed a new surprising knowledge that how leave policies varied worldwide. But for their quick and smart implications Day off app is always there in every continent, in every country and in every organization.

Sign up now for free and get the best leave management experience!
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June 13, 2021
Leave Management Tips for Managers

In any professional company or organization, members or employees who work in that specific institution have serious concerns regarding their acceptance or rejection of leave. In an employee’s life, leave Management or vacation is an authorized time that an employee spends away from the company, depending on any special circumstances or reasons. Some leaves are paid and some are unpaid. It all depends upon the rules and regulations, and some policies of that company.

Representatives and employees of a company who go on vacation come to work with a positive outlook and are charged with taking on difficulties. Giving your representatives an incidental leave from the everyday routine will help advance wellbeing, usefulness, and bliss over the long haul. You can’t anticipate the best from individuals without permitting time to rest and re-energize.

Depending upon your request, you might keep on accepting a check and worker benefits during your downtime.

Purpose of Leave Management

Leave management is a system that handles the duration of an employee, worker, or even an HR manager to run the business and organization smoothly.

Leave management is one of the primary responsibilities and an important component of the HR department. Employees also get benefits from the policies and rules of the company.

Types of leaves in any professional decorum

The sorts of leaves and their accuracy depend upon the rules of a company, and the rules of one could be different from the rules of another.

Many companies offer their employees some extra relief in vacations or leaves when the matter is serious, but it overall depends upon the performance of that employee.

All nations have work laws that qualify representatives for some sort of leave for various reasons. For managers to agree with the law, it’s important to comprehend the different principles of administering paid leave.

But in a general way, the type of leaves that we often see in a company’s main ordinance is given below.

Privilege leave

In this type of earned leave, employees are given a long time of work. This is also called vacation leave.

According to work laws, giving pay to your employees on their leaves is obligatory.

However, the policies may differ as the rule of work is different from state to state.

This type of leave is determined by the specific number of days but it does not include the off days, holidays, or other days of special occasion.

Casual leave

Some organizations additionally give a leave type called casual Leave. Such leaves oblige any earnest/unanticipated individual necessities as against privilege leave being arranged leaves.

We see some examples of this type of leaves as; if you got dire pipes issue at the house and require half or an entire day of casual leave and set everything straight. If you need to go to the child’s school for some confirmation-related work, then this type of leave acts as the hero.

Giving this kind of leave is obligatory in numerous states, yet not so in some different states. There is a consolidated qualification for casual leave in cities like Lahore.

Sick leave

This type of leave is additionally called Medical Leaves (ML), these are given on the grounds of infection or if there should be an occurrence of mishaps.

Sick leave is another regular leave type ordered by the law. As these leaves are inclined to abuse, bosses as a rule look for a clinical declaration if the quantity of long stretches of leave surpasses a few days all at once.

In certain cities like Lahore, there is a consolidated privilege for both casual and sick leave.

Maternity leave

Maternity Benefit Act of 1961 necessitates that, businesses need to give 26 weeks of paid leave to any lady who has worked for at any rate 80 days in a year going before the normal delivery date.

While state laws administer the former three kinds of leaves including privilege leave, sick leave, and casual leave, the Maternity Benefit Act is a focal government act.

Marriage Leave

A few organizations give a unique leave to representatives or employees that are working in their company getting hitched called “Marriage Leave”. The marriage leave award is for anyplace between 1 to 15 days. Be that as it may, most organizations will in general give three days of marriage leave as a standard.

The HR office may require either a greeting card or a marriage authentication as narrative confirmation for endorsing the leave.

Further, the qualification is for just a single time during the worker’s whole business time frame in the association. Along these lines, in remarriage or different relationships, representatives should use their yearly leave adjusts or even go on leave without pay.

Paternity leave

Paternity leave is a type of leave conceded to new dads or maybe spouses or accomplices of a pregnant lady, proxy parent, or somebody who embraced a kid to deal with their newborn with no concerns at all.

Dissimilar to maternity leaves, new dads for the most part get fourteen days of leave to deal with their kid post-conveyance. A few nations command 1 to about fourteen days of paternity leave for new dads.

Organizations seldom give paternity leave to the introduction of their kid since such leaves are not required by law. Nonetheless, it is significant that HRs perceive the burdens of acclimating to the infant and dealing with the youngster in their initial not many days.

Bereavement leave

Losing a friend or family member is an unavoidable circumstance and on such occasions, workers take abrupt leave. As HR, you need to have a loss leave strategy that furnishes the representative or an employee working in your company with an opportunity to bear their misfortune, deal with any obligations they may have because of the passing, and permit them to request a loss left with no issue.

Most HRs give their workers 3 to 7 days as deprivation leave, contingent upon the closeness of the family member.

Day Off Leave Tracker

This vacation tracker app saves your time and exertion and tracks your group’s absence in one spot or place. All the works that HR managers do, this leave tracker done 80% of that and in seconds you will arrange your leave and excursions approaches. This allows you to taste a unique experience of doing things on your own in a more effective manner and avoid any human error too.

A distinct setup for a leave management system for your company

In a variety of hundreds and thousands of other systems and management that have their own rules and regulations and policies when it comes to sending and managing leave requests and to keep a balance between vacations by keeping all the data original, safe, and secure, this Vacation tracker has its place in the market.

Following each representative’s or employee’s leaves is a hectic task. With the DAY OFF app, representatives can demand leaves directly inside and directors are sent directives for endorsement. When approved, each leave is naturally recorded inside the dashboard with the goal that you can screen the leaves taken and track whether a representative or employee is taking a larger number of leaves than they are qualified for.

Policy of leave management

The main thing you need to do is find out about laws and guidelines, from the government and nearby authorities, about workers’ privileges, and when representatives ought to be given leave. It also depends upon the rules and policies of the company in which you are working.

After you’ve got to know the laws around there, it’s an ideal opportunity to add cutoff times and consider different crises. Crises are something that can occur, and you ought to have an emergency course of action for some normal ones. Some unexpected situations are the most noticeably awful, so you need to arrange your HR’s activities in those circumstances. The last thing you need is to leave your organization ill-equipped.

And afterward, cutoff times. Cutoff times are vital and you should set various cutoff times for various situations. The first should be how long ahead of time does the representative needs to demand a get-away. Is it seven days, a month? See what works best, and make certain to tell your representatives about these cutoff times during your onboarding interaction. You can be done this by using the free time off tracker!

Likewise, consider the period of the expedition. Could your representatives require three weeks on the double? If not, compose that in your leave the executive’s strategy. That is how there will be a bad situation for shocks as it were.

Be aware of the requirement for an all-inclusive getaway. In the case of something occurs, and your worker should remain longer than arranged, be chivalrous. Furthermore, having that alternate course of action can help in these circumstances.

Tips for leave management for the employees and managers

Leave management is one of the vital duties of HR chiefs and staff. Even though it is a regular undertaking, it is surely not a simple accomplishment. Indeed, numerous HR faculty regularly end up in hot waters with regards to nonattendance/leave the board.

The tips that are useful in most companies and professional institutes include the following common tricks.

Using leave management systems to recognize the trends

If there should arise an occurrence of continuous unplanned leaves of workers, it gets basic for chiefs to follow the nonattendance patterns. Here, having a robotized leave the board framework would be of incredible help. An online leave global positioning framework will help HR supervisors to distinguish patterns at the snap of a catch.

Likewise, the PTO tracker online leaves the executives’ framework can be consistently incorporated with a biometric time participation framework or gadget empowering the HR directors to monitor representatives or employees leave in a hurry!

Be conscious when you are dealing with some extra leave

In a few cases, state or public laws too as your organization approaches could command the privilege to expanded leaves. In this manner, preparing the line administrators in how would they react to such asks for and display sympathy gets vital.

Continuously recollect that the approval for a leave in the event of any authentic reasons, for example, clinical or family earnestness lays to a great extent on the director.

A negative reaction from the director can enrage the representatives in this manner, bringing about disengagement among workers, the executives, and the managers.

Set a realistic schedule that you will get back to your work!

By using the employee leave tracker app, you can set your leave schedule very efficiently and nicely!

Perhaps the greatest concern is that the more you realize what’s in store, the better it would be for the group. This is the reason it is very significant for HR directors to set practical review of work leave plans for their representatives.

For example, if a representative applies for seven days in length for some clinical reason (medical procedure or treatment), at that point setting up a severe re-visitation of the plan for getting work done is essentially a mood killer.

Have a plan of in action’ for employee vacation

The more your HR administrators know front and center about who is going out, when and for how long, the better it is.

This is the reason HR directors should be proactive and smart when managing get-away demands from representatives by using any employee time off the tracker. It would assist them with planning just as a guarantee that usefulness doesn’t go for a throw during top excursion times.

Know when to respond to leave requests

HR administrators ought to consistently react to free day demands briefly. This PTO tracking software permits administrators to get and accept leave demands in a hurry. Consequently, workers don’t need to trust that ages will get endorsement for their leaves. Indeed, this leave tracker help representative commitment and fulfillment levels incredibly, and furnishing the HR supervisors with the correct apparatus to do this is a genuine mutually beneficial arrangement for everybody.

Conclusion

The above-mentioned tips would be the best strategies that could assist you to approve your leave request in a very nice and quick way.

Moreover, by using these tips, there is a good way to smooth the path of the employee to employee or manager to manager bond and relationship that further supports optimism and even could support long term productivity and approval of short term or long term leaves.

Sign up now for free and get the best leave management experience!

Smarter time off tracking starts here.

Sign up for free

June 9, 2021
Leave Tracking Tool: Benefits of Using One in your Team

Before starting, let us know what the leave tracking system is all about. The time off tracking software is a template that ensures the tracking of leave or vacation in an organized way. It automatically calculates the attendance of the employee, gives a calendar view of leaves, and also prints leave reports annually.

Significance of a leave tracker

The leave management systems are in the hand of HR management. The employees and the workers that work in the company might not realize that HR is providing us a balancing act that all of their processes are compliant with the HR policies. So, the leave management task is very time-consuming and burdensome because just approving and managing leaves can be an extra load on the HR team.

With a leave tracking tool workers can get information, such as the different types of leave they can ask for, a background marked by past leaves and that’s only the tip of the iceberg. This can be very timesaving for an HR group too. They will presently don’t have to go diving into file organizers or through Excel bookkeeping pages to get this data.

That is why companies have their automatic leave tracking systems. They know very well about its potential benefits along with the time-saving advantage.

Avoid Payroll Errors

In the modern world of science and technology, where everyone wants to find a way to live a better and advanced life, get yourself easy and let the application work on its own!

In checking the leaves, we people sometimes do mistakes that could not be ignorable in terms of professionalism. The eliminating effect of human error prevents many consequences. As you have to pay your employees after every one month, so by using leave management tools, we can easily track the leaves in a month of some specific member.

Vacation Tracker

By using a vacation tracker, it has become so easy for the employees to help other team members track their off days with just one click.

It also assists you to create reports regarding employees’ leaves. It then further be helpful for the HR department to work easily.

Get Rid of Manual Intervention

In the HR team, one or more than one person is working in the team and processing paperwork for the leave requests. Besides the time issue, there are many chances of causing some errors even in the final list too.

Having a proper leave management system can do all that in just one click! And we all know the benefit of an online system that is eco-friendly and a perfect alternative to traditional employee leave tracking management.

Create A Healthy Environment

Clear and transparent communication between the head and the workers boosts professional decorum and online leave trackers provide benefits to your company.

For remote team members, tracking the attendance and the schedule has been easier and more fruitful because the lack of face-to-face communication could not settle down things in a more appropriate way.

Real-time Visible Data

Employee leave tracker apps provide all the benefits to the employees that they demand and expect from them. As leave is a very sensitive employee benefit so it should be checked and tracked accordingly.

Sometimes employees request leave and do not have any confirmation that their leave will be accepted or not but with these online leave tracking systems, this type of communication happens seamlessly.

Access to a Comprehensive Dashboard

By having access to the vacation tacker dashboard, the approvers or the administrators settled all the information or data in a single place of any upcoming leave information.

They have access to this dashboard and they can get into it at any time especially when they have to approve or reject some leave.

An Assurance of Legal Compliances

Representatives, and the millennial labor force specifically, esteem straightforwardness in business measures. Being paid effectively and on time is an excellent worry for anybody. That should be obvious.

One of the top advantages of leaving the board frameworks is that they can forestall human mistakes. A legitimate leave the board framework guarantees that nobody avoids seven days of pay when they are taking very much procured took care of time.

Have Healthy Organizational Values

Advancing open interchanges about leave is likewise a best practice. On the off chance that straightforwardness and empowering leave are not yet part of your association’s qualities, they certainly ought to be.

When planning leave is not, at this point a feared 10-day measure, yet should be possible in only 10 seconds, everyone wins. To carry out effective cycles shows to representatives that their time is esteemed. Notwithstanding, it likewise proposes that time off is significant and should be taken.

The Benefit of a Specific Leave on and off

Whatever your work, yearly leave is regularly a critical piece of it! Our psyches and our bodies need appropriate breaks from the working environment and consistently!

Indeed, research proposes that taking yearly leave for occasion purposes can support work environment usefulness, improve your emotional well-being and expand your life.

The Importance of Employees’ Calendar

Having a proper system that can manage leaves, count the free days of the employees and keep updated about the coming vacations too is very beneficial in the working decorum nowadays.

Subsequently, this framework helps in dealing with the additional schedule advantageously and effectively through clear meaningful reports.

Day Off Leave Tracker App

This app is a vacation tracker app that tracks the absence of your team in a single place and saves your time and effort, you can set up your leaves and vacation policies in seconds, and allows you to have a unique experience of doing things making done by their own effortlessly.

Why Day Off Leave Tracker is more beneficial than other leave tracking systems?

When we talk about thousands of other systems that have their processes and mechanisms to have a safety check and balance between leaves requests, vacations, and managing requests, DAY OFF proudly says that it balances the leaves and vacation requests by keeping all the data original and safe.

Layout the policies of HR

To have a better setup and organizing data, this vacation tracker balances the holidays, working days, approvals, and year or the start of the month.

Vacation tracker

This is one of the best vacation tracking software that keeps an eye on the vacations of your team members in a very precise way and gives you an official notification when you get a vacation request.

PTO Tracker software

When we talk about PTO, it means the “paid time off” tracking process that tracks the working hours of the employees and other vacation requests.

Working with sub-team members

You can also create a setup of a sub-team that works under the real person to create working policies, working days, and balances in requests.

Time off app

This time off application creates a weekly, monthly, and yearly calendar to be viewed by both the members and the company.

To have a better observance of workflow and have a detailed report of any moment and send announcements in case of some emergency, this time off app would be very effective and beneficial.

Convenient through Mobile App

Now you can send your vacation and leaves holidays at any time anywhere with the benefit of this mobile application app!

Usually, 80% of the customers use this application on their mobile to track requests and vacations with just one click.

A process of creating your own company!

By creating your account by entering a name, email and password, and the company location, you can add your members, team member, and employees to them. You can also set up a team manager that has a hold of managing a team in a better way with good implications of policies.

Customize the settings of your company

From choosing the working days and weekends and adding the leave requests and balances, you can create the setting in your own comfy and easily grasped way!

Official holidays

By using this leave tracker, you can identify the national and official holidays that come in a week or a month, but you can add up other holidays too if you want to.

Management of leaves requests

Whenever you’ve added your group and they began to submit demands. You can track down a full calendar see with every one of the leaves of your group. You can likewise discover a rundown of the got demands which are the worker’s information, mentioned leave type, leave length, start and end dates and leave reason. At that point, you can undoubtedly acknowledge or decline the requests.

Sending sudden announcements

Now you don’t have to write a unique message and send it to all of your employees. There is no need to write an entire email and then send it to your team members or have an announcement board on the top!

By typing one single message, you can send this message to all of your employees, team members, or managers so that your whole team is notified in a short time.

Sending leave requests

Presenting a leave demand isn’t a boring thing any longer, you don’t have to fill a whole paper leave structure and hang tight at the top for it to get acknowledged by your administrator!

With the Day Off app, you can present a leave demand very quickly, simply pick your leave type, the beginning and end dates of your leave and the leave reason, at that point present your request and you will be informed when it gets acknowledged.

Balancing holidays

With Day Off, you can without much of a stretch and worry view your leaves balance, how long have you utilized, and the number of are left. You can likewise see the official occasions of your nation also.

What other features make the Day Off Leave Tracker stand out on its own?

We have listed a few things that would be very beneficial for you when it comes to the technology of tracking vacations and managing online requests of different employees in a company.

Sending of invitations by Email & Phone numbers

Now the time has gone when only the handwritten work and manual page works were acceptable. With the innovation in time and science, with many apps that have changed their style of organizing the data and brought more professional effectiveness in their use of the content, the apps like DAY OFF do half of your tasks automatically.

Types of leaves configuration

The arrangements and design of all leave types are done by the managers in customized way. They can also have an opportunity of adding new types of leaves and defining their request balances and the option of half-day too.

Web dashboard managers

Having full knowledge of team leaves and their statistics, there is a release of admin or manager web dashboard that manages all the implemented policies.

Official notifications

You can receive notifications from your company that tells you whether your leave is accepted or not or any other message just pops up on your screen so that you have a better idea of what is going on and a better way of response too.

The approval process in the team

This leave tracker has a better and more effective layout of your approval process that is further based on the work that you have done in the past.

Conclusion

Despite the fact, that a company relies on the HR department for tracking the leaves and vacations of the employees, any human error or mistake cannot be acceptable in this regard.

Ideally, the above mentioned advancements in the leave tracking system made the work so easy and time-saving that you got all your work done in one click within no time. It is an approach to continuous information or to take any action to a paperless arrangement, and track down the ideal answer for your group.

Apps like PTO tracker or Day Off would be very helpful and have the greatest advantages of managing and sending requests. This employee time off tracker easily and effectively tracks the absence of any team member so that there would be no reason to say “I was present that day, boss”!

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June 6, 2021
8 Tips to Build a Healthy and Positive Workplace Environment
When it comes to employees’ productivity and eliminating a stressful atmosphere, a healthy workplace is the ideal foundation for positive outcomes. The biggest driver of motivation and happiness is the positive environment people work in, one that supports balance, clear communication, and fair time-off practices powered by tools like a Vacation Tracker.

For a company, a healthy workplace boosts sales and elevates productivity while reducing absenteeism-related costs, medical claims, workers’ compensation, and turnover. Using a Vacation Tracker to streamline requests and visibility around time off helps prevent burnout, keeps workloads balanced, and reinforces trust.

Here are some key tips to guarantee a healthy environment for employees:

Promote clear, respectful communication and regular feedback.

Encourage reasonable workloads and recovery time; use a Vacation Tracker to plan coverage.

Offer flexible work options and wellness resources.

Recognize achievements and celebrate milestones.

Keep policies transparent, especially around PTO, so employees can plan with confidence.

Create a Comfortable Working Space

Although team members may work closely on projects, negative effects could sometimes happen. You need to find a way to create a positive and effective working space that is just the right size: small enough for everyone to work closely, but with enough room for everyone to work comfortably. Everyone needs their own space with the tools they need to reach the desired results, but still be able to work with other team members.

Use a Convenient Desk

A lot of health issues happen because of sitting for long periods of time, so a convenient and comfortable desk is a must. Many companies bring standing desks for their employees. These desks allow you to be able to sit or stand, where you can move around and keep your body active throughout the working day, and it’s not healthy to be on your feet all day as well. And if you have a traditional desk, remember to have a healthy balance of sitting and standing and to move around every once in a while.

Provide Clean Air

Having bad air in the workplace can make you lose concentration. Getting air purifiers is important to keep at various parts of the office which should have a HEPA filter to catch and filtrate dust particles in the air. This is an important way to create a better working environment.

Have Some Plants

Plants are good work colleagues. There are many ways that plants can help to create a healthier and more comfortable workplace environment. They help to improve the air quality. Also, plants make any area more comfortable, and they help to put you in a good mood. Too many plants can become overwhelming. Try to keep it to a couple of plants; one on your desk can have a very calming effect on you.

Keep the Team Bond

A connected team is a powerful team, even if there are remote workers on your team. It is not enough to just work on projects. You have to know one another to be able to establish a true, productive working relationship. Find ways that your team can be better connected. If there are remote workers, use video conferencing where everyone can take part in meetings and sessions. Begin these meetings with ice-breaker activities. At each meeting, conference call, etc., you will learn more and more about each other and have a better connection, which will help to improve the team’s productivity.

Urge Conflict

It’s good to have some healthy conflict within the team. This is how ideas are born. Offer up a completely new idea, and see where the discussion goes from this point. What might start as sounding weird could end up being the best idea you’ve ever worked on.

Offer Rewards

To keep the spirit up and high, recognizing your team and offering rewards for project milestones is a one good way. Any project is interesting at first, however, it can become more difficult and boring with time. Set milestones, and offer rewards at each milestone when it is achieved. For example, you might send an email to tell the members how great they are performing, and that they have reached a milestone. Or maybe you can treat the team to lunch to celebrate the newly achieved milestone.

Assure Supportive Environment

Everybody has their personal problems, and it is only human that personal emotions can get brought into the workplace. Try not to ignore them, but instead, try to find the reason of the problem and be a supportive manager by showing concern. Your employee may come in to work depressed due to some personal issues, so try to show that you not only care about the company’s progress, but you also care about the well-being of your employee.

FAQs: Building a Healthy Workplace (with Smart PTO Practices)

What does a “healthy workplace” actually mean?

A place where people can do great work safely, sustainably, and fairly, covering physical comfort (ergonomics, air), psychological safety (respect, clear goals), and social health (belonging, recognition, fair norms).

How do we know if our environment is working?

Track a small dashboard: engagement scores (belonging, workload, recognition), voluntary turnover, absenteeism, PTO utilization, incident reports, and hiring/referral rates. Review quarterly and publish actions.

What quick wins can we implement in 30 days?

Declutter and improve lighting, add quiet/focus zones, set meeting-free blocks, create a kudos channel, run manager 1:1s weekly, and add micro-break reminders. Small, consistent changes compound.

Do we need standing desks for everyone?

Not necessarily. What matters is movement variety. Offer a mix (some sit-stand stations, risers, footrests), teach good chair/monitor setup, encourage walking 1:1s and stretch breaks.

How can we improve air quality without a full HVAC overhaul?

Use HEPA purifiers sized to rooms, replace filters on schedule, keep vents clear, and open windows when feasible. Plants lift mood but don’t replace filtration.

Do office plants actually help?

Yes—for mood, noise, and aesthetics. Choose low-maintenance types, assign care, and avoid clutter. One desk plant or a few shared planters is plenty.

How do we keep teams connected, especially with remote members?

Build rituals: weekly standups, rotating demos, virtual coffees. Record key meetings and document decisions in a shared hub so remote folks aren’t disadvantaged.

Is conflict good or bad?

Good for ideas, bad when personal. Set norms: debate work, not people; use data and customer impact; time-box decisions; run blameless retros to learn.

What recognition actually motivates people?

Specific, timely, authentic praise tied to values and impact, plus occasional tangible rewards (time off, learning budget, team lunch). Spotlight both team and individual wins.

How does PTO fit into a healthy culture?

PTO is a pressure valve. Consistent time off reduces burnout, boosts creativity, and lowers absenteeism long-term. Treat PTO as planned recovery, not a privilege.

How can we encourage employees to actually take PTO?

Leaders model unplugged vacations, set a cultural minimum (e.g., “aim for at least X days”), send gentle usage nudges, and protect time off (coverage plan, no non-urgent pings).

How do we plan coverage while honoring PTO?

Use a shared PTO calendar, define minimum staffing per role, cross-train backups, and set approval SLAs (e.g., respond within 3 business days). During peak periods, limit concurrent absences transparently.

What makes PTO feel fair and bias-resistant?

Publish clear rules (notice windows, peak-period limits, tie-breakers), rotate high-demand dates (holidays), allow peer swaps, and provide an appeal path. Audit approvals quarterly for patterns.

How should we handle unscheduled absences vs. planned PTO?

Create a same-day call-in protocol (who/when/how), maintain an on-call backup list, and review patterns for supportive coaching. Keep unscheduled leave distinct from planned PTO in your tracker.

What should be in our PTO policy?

Eligibility and accrual method (or frontload), request/notice rules, blackout/peak guidance, approval criteria, carryover/caps, and how balances are shown to employees. Keep it simple and example-driven.

What tools help us track PTO and reduce headaches?

A central system with self-service balances, calendar sync (Google/Outlook), Slack/Teams notifications, manager dashboards for upcoming gaps, and exports for payroll/finance.

How can managers support personal issues without overstepping?

Listen, respect confidentiality, offer options (flex time, PTO, workload shuffle), point to benefits/EAP, and follow up. You’re a facilitator, not a therapist.

Budget-friendly ideas we can start this month

Meeting-free mornings, walking meetings, ergonomic “quick-fix” kits, peer kudos wall, focus playlists/quiet zones, plant-share program, and a rotating “wins of the week” spotlight.

Common pitfalls to avoid

One-size-fits-all perks, performative recognition, meeting overload, ignoring maintenance (filters, lighting), launching programs without manager training, and treating PTO as negotiable.

At the end, creating a healthy workplace environment doesn’t have to be costly or difficult, but it will have a great impact on team members’ productivity and loyalty to the company.

Conclusion

A healthy workplace isn’t a single perk; it’s the sum of clear policies, thoughtful spaces, supportive managers, and fair time-off practices. When teams can breathe clean air, move comfortably, work in focus, and feel connected (even across locations), performance and morale rise while burnout, absenteeism, and turnover fall. Honest feedback, respectful debate, timely recognition, and real support for personal challenges turn “culture” into daily behavior, not a poster on the wall.

Make it practical: document simple PTO rules, model unplugged time off, and plan coverage transparently. Use a Vacation Tracker to give everyone visibility into balances and schedules, reduce approval friction, and keep workloads balanced. Pair that with small, consistent improvements, better ergonomics, a few plants, meeting-light blocks, and regular check-ins, and you’ll create momentum that compounds.
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January 3, 2019
How to Keep the Motivated Spirit of Your Team
Employee motivation isn’t just about meeting deadlines or completing tasks, it’s about creating a workplace where people feel valued, respected, and inspired to give their best effort. Employees who feel disrespected or unappreciated will eventually disengage, even if they love the actual work. On the other hand, when employees feel respected, supported, and trusted, they go above and beyond, producing results that far exceed expectations.

One of the most underrated but highly effective ways to keep employees motivated is Paid Time Off (PTO). While recognition, fair pay, and a positive culture remain critical, PTO has become one of the most important motivators in today’s workforce. Employees don’t just want to work; they want to live full lives, balance responsibilities, and recharge. When managers incorporate PTO as a strategic tool, not just a benefit, they foster loyalty, creativity, and long-term engagement.

Below are proven strategies for keeping employees motivated, with a strong focus on how PTO can play a role in each.

Set Clear Goals and Provide Flexibility

Employees thrive when they know what’s expected of them and have a finish line to work toward. Goals should be challenging but achievable, with milestones to track progress. But here’s the key: employees should also know that meeting or exceeding goals allows them to enjoy their PTO guilt-free.

Instead of moving the finish line or constantly shifting priorities, reward accomplishments with time to rest and recharge. This signals to employees that their work is valued and that their well-being is equally important.

Share Your Thoughts, Vision, and PTO Philosophy

People are more motivated when they feel connected to your larger mission and vision. Share how your company views rest, recovery, and balance as essential to high performance. For example, letting employees know that the company encourages them to take their PTO, and explaining that it’s part of your strategy for long-term success, helps eliminate the guilt many feel about requesting time off.

By aligning PTO with company values, you make it clear that rest is not a privilege; it’s a business priority.

Provide the Right Tools (Including Time Off)

No one wants to feel like they’re working harder than they should because of outdated systems or inefficient processes. Modern tools and resources make work more efficient, but the ultimate tool for motivation is time.

Encourage employees to disconnect during their PTO by ensuring they won’t be contacted unnecessarily while away. Provide coverage systems or cross-training so they can take time off without stress. That way, PTO becomes a genuine benefit, not just “time spent worrying about work piling up.”

Don’t Clip Their Wings, Encourage Creativity and Rest

Employees need freedom to innovate, experiment, and bring forward new ideas. But creativity doesn’t thrive in exhaustion. PTO gives people the space to rest, travel, pursue hobbies, and come back refreshed with fresh perspectives.

Some of the most innovative ideas often come after time away from the desk. Encouraging PTO is a way of investing in your team’s creative potential.

Give Feedback and Link It to Time Off

Feedback is one of the most powerful motivators, but it works best when it’s balanced and consistent. Recognize employees not just for the work they complete, but also for how they manage balance and contribute to a healthy workplace culture.

Instead of only giving bonuses or raises for achievements, consider offering extra PTO days as a form of recognition. A long weekend or additional vacation day can mean more to some employees than monetary incentives.

Be Available and Supportive

An approachable manager motivates employees by showing that no concern is too small. Employees should feel comfortable asking for clarification, tools, or guidance. The same openness should apply to PTO; employees should never feel like requesting time off is an inconvenience.

When managers encourage PTO use and make themselves available to help with planning coverage, employees feel respected and supported. This reduces burnout and fosters trust.

Praise and Recognize Efforts, With PTO Rewards

Recognition doesn’t always have to cost money. Public praise, certificates, and verbal acknowledgment are powerful motivators. But pairing recognition with time off can amplify the impact.

Examples include:

An “Employee of the Month” award with an extra PTO day.

Surprise “mental health days” for outstanding performance.

Allowing early leave before long weekends as a reward for hitting team goals.

These small PTO-related rewards communicate that you value both their results and their well-being.

Frequently Asked Questions (FAQ): PTO and Employee Motivation

Why is PTO important for motivation?

PTO gives employees the chance to rest, recharge, and focus on personal priorities. Well-rested employees return more focused, creative, and committed. Encouraging PTO also signals that the company values employee well-being, which builds loyalty and engagement.

How can I motivate employees who don’t take PTO?

Some employees hesitate to use PTO out of guilt or fear of falling behind. Leaders should actively encourage time off, normalize its use by taking PTO themselves, and implement systems that prevent workloads from becoming overwhelming when someone is away.

What’s the most effective way to balance PTO with business needs?

Plan by staggering vacations, cross-training employees, and setting clear deadlines. A culture of teamwork ensures business operations continue smoothly while employees enjoy their PTO.

How can PTO be used as a reward?

Extra PTO days can be offered as incentives for exceptional performance, long tenure, or company milestones. Time off is often more meaningful than monetary perks because it directly improves employees’ quality of life.

How do I create a workplace where PTO feels valued, not stigmatized?

Leaders must lead by example. Take PTO yourself and avoid sending work communications during time off. Celebrate when employees return refreshed and share their positive experiences; this reinforces that rest is part of success, not a weakness.

Final Thoughts

Motivation is not just about driving people to work harder; it’s about inspiring them to work smarter, feel respected, and stay committed long-term. PTO plays a central role in this equation. By treating PTO as a strategic tool for performance and well-being, companies create a culture where employees feel motivated, appreciated, and loyal.

A motivated employee doesn’t just work for a paycheck; they work because they feel respected, valued, and supported in both their careers and their personal lives. PTO is one of the most powerful ways to show that respect, and when you invest in your people’s balance, they’ll invest their best back into your business.
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January 3, 2019