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Can tracking time help you combat The Great Resignation?

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The Great Reset or Great Resignation is a topic that doesn’t seem to be going away…

The pandemic and lockdowns really forced employees into thinking about what matters and how important our time and freedom really is. With an average of 40 hours a week is spent at work, this idea of “what do I actually want to do in my life” has created a switch in people longing for more meaning and value in what they do.

So how can you create meaning and value in the work your staff do? 

92% of workers said that when they’re recognised for specific tasks, they’re more likely to do them again This kind of feedback is invaluable to employees, particularly within the younger Millennial and Gen Z generations where, research states, they really want purpose, conversations, mentorships more than large salaries or bonus schemes. Understanding this motivating factor is one of the first steps to retaining staff. However, the next step has to be seeing what work your employees are spending time on.

By tracking time spent on certain projects or customers, managers and HR can easily see who isn’t getting time for things that might be important to their careers, so essentially if you have staff that are billable 40 hours per week, maybe even on the same kinds of projects that might be a little less exciting, you know they’re not being able to spend time on training and development or on different kinds of projects that might help make their job more interesting and enhance their careers. Linked into this is ensuring that employees are having check-ins regularly, on top of their performance reviews, to ensure they’re also getting enough feedback on their work.

This is because feedback really is the one thing many employees say they want the more of so feedback on how they are performing; what they could do better; how they can feel more ‘part’ of the organisation and its goals. 

What’s really clear though, is that just by being able to facilitate this, time tracking gives managers and HR insight into what staff are doing and how long it’s taking. It helps facilitate conversations around how and where they fit into organisations and also where they want to be. By having more conversations around where employee time is being spent, whether or not they’d be keen to move on to different projects or customers and how long their working hours are and if they’re taking enough breaks it helps give staff a sense that their company cares about them in return for the commitment they make. 

Now linking this back into the great resignation is this idea of being valued and knowing where they fit in an organisation is often coming up as a driver to staff to stay in their jobs. By looking at your HR data alongside your time tracking data, you identify the following points: 

  • Whose skills are not being used properly for project-based work
  • Where staff aren’t taking enough time off or enough breaks
  • Who is billable 40 hours a week and doesn’t have time for learning and development
  • Who might be on the same projects for so long that they’re becoming less productive
  • Who may be due a performance review where conversations around productivity and motivation can take place
  • Who is taking a lot of time off sick
  • Who’s working during their annual leave

All of this is alongside all of the reasons you’d normally look at project time tracking so your budgeting, forecasting and billable or non-billable utilisation are all critical for your business.

Appogee Time adds on to Appogee HR Success, Appogee HR Essentials and Appogee Leave to help you combat ‘The Great Resignation’. You can try any of our solutions free for 14 days or book a demo with a member of our team who can show you our packages in more detail.

Source: Data from the "2020 Engagement and Retention” report from Achievers Solutions Inc.