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You Should Be Mindful Of Your Company’s Tech Workplace Etiquette

October 15th, 2019 | Posted by ATS in Employee Productivity | HR | Office | Payroll | Productivity | Time and Attendance Blog, Workforce Management Software - (Comments Off on You Should Be Mindful Of Your Company’s Tech Workplace Etiquette)

Work etiquette is part common sense and part culture and can depend on the company you work for. For example, the corporate culture at the company you work for, might have a list of unwritten rules about work etiquette. It is up to you to know them, and if you don’t make, an attempt by asking someone who has been at the company longer than you have been. All workplaces are different, but basic work etiquette is pretty universal within a country.

Here is an excerpt list of technology workplace etiquettes from a recent article by Deborah Lynn Blumberg titled 8 tech etiquette rules for the modern workplace.

“Shut off your cell phone
It can be tempting to zone out by checking personal email on your smartphone or scrolling through Facebook during a team meeting. Resist, says Diane Gottsman, a national etiquette expert and founder of The Protocol School of Texas. When you’re on your personal device, you send a message that the meeting and work aren’t your priority.

Be mindful during conference callsYou wouldn’t crunch a bag of potato chips during a department meeting or send out a flurry of personal tweets. So, don’t do it during a conference call, says Gottsman. A general rule for video calls is to imagine you’re in an in-person meeting. Be especially careful if you’re calling in from home.

Know your email etiquette
Email subjects should clearly communicate the point of your message, Gottsman says. She also advises to be cautious when using the Bcc or blind copy features. You run the risk of the person who’s blind copied responding to everyone, she says. “There’s secrecy in blind copying. A cc feels more upfront.”

Think before adding an emojiEmojis can soften the tone of requests you make of your employees or colleagues. But, they also create the potential for misunderstandings. One recent study found that using smiley faces in work emails makes readers perceive the sender as less competent. It’s safest to use emojis with colleagues you know well, says Senning.

Keep notifications in checkIf you’re using your personal laptop for a work presentation, build in time to disable notifications that might pop up. For Belanger, who received that mid-presentation question about her date, it was an instant message, but it could also be Facebook alerts or even calendar reminders.

Don’t friend-request your boss
We spend most of our days at work, and that’s where we build our relationships. So, friending a co-worker on Facebook might feel natural. But it’s also a risk. You might see a picture from their personal life that makes you uncomfortable. If that’s the case, “there’s nothing wrong with unfollowing someone,” Gottsman says.

When F2F is better than screen-to-screen
Senning says part of good tech etiquette is knowing when not to use it. Relying heavily on email presents a genuine challenge to our ability to empathize, he says.  For issues that are sensitive or could impact the relationship between colleagues or between a supervisor and her direct report, it’s better to meet face-to-face. It doesn’t have to be formal, a quick coffee or a “walking meeting” often works wonders to facilitate clear communication.

Say you’re sorry
Inevitably, despite our best intentions, embarrassing tech mistakes will happen. “Technological tools are extremely helpful,” says Gottsman. “They make our job and life easier. But at the same time, they can complicate matters because we don’t use them right, or we get too comfortable. We need to use technology responsibly and politely.”

Bottomline-Many of these work etiquettes mentioned here are not hard to adopt, and as previously mentioned, most of them comes down to common sense.

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A toxic work environment cannot be created, unless, it’s tolerated by the company’s leaders and is allowed to continue.

In addition to recruiting, retaining talent, managing business management software, and mirage of other duties, HR also has to be vigilant and look for instances of hostile leadership styles, retaliation and bullying in the workplace. When a toxic environment is left unchecked, it can lead to employee stress (physical and mental), and high turnover. And, the era of social media, word will spread fast, about the working conditions of a particular company who allow toxic people to remain, while wreaking havoc on the rest of the team.

Not sure if you are working in a toxic environment? In his article, 7 Sure Signs Your Workplace Is Toxic, Marcel Schwantes lays out the signals one should look for. They are as follows:

“1. All sticks and no carrots-Management focuses solely on what employees are doing wrong or correcting problems, and rarely give positive feedback for what is going right. Or mostly carrots for the best performers, sticks for the rest.

2. The creeping bureaucracy-There are too many levels of approval and management to get things done and a singular focus on micromanaging employees.

3. The gigantic bottom line-Profits, beating the competition, and cost cutting are solely focused on without consideration of other bottom lines.

4. Bullies rule the roost-Management bullies employees, or tolerates bullying when it occurs among employees.

5. Loss of the human touch-People are considered to be objects or expenses rather than assets, and there is little concern for their happiness or well-being. There’s also little evidence of leaders’ compassion and empathy for employees. As a result, you’ll encounter high levels of stress, turnover, absenteeism, and burnout.

6. Internal Competition-Employees must compete internally, which is enforced by a performance assessment system that focuses on individual performance rather than team performance.

7. Little or no concern for work-life balance-People’s personal or family lives must be sacrificed for the job; overwork or workaholism is commonly evidenced by 50-hour-plus workweeks, little or no vacation time, and 24/7 availability for work communication. There is little or no commitment to making contributions to the community, worthy causes, or making the world a better place”.

Bottomline: If those 7 signs are not a wake-up call to the leaders of an organization, that’s likely the problem.  In addition, to these signs are many other telltale signs of a toxic work environment, including ones that see new recruits leave after a very short time with an organization.

About ATS

ATS offers a broad portfolio of time and attendance solutions that streamlines the collection, calculation, and reporting of employee hours for workforce management and eliminates the manual tasks of payroll preparation, increasing efficiency and reducing errors in corporate payroll departments.

Thousands of organizations across North, Central and South America and Europe- including more than half of the Fortune 500 – use ATS TimeWork OnDemand, Workforce Planning, Employee Scheduling HR and payroll solutions to manage their workforce.

In addition, ATS provides modular analytic solutions that includes; workforce planning, benefits management, employee self-service, business intelligence, human resources, payroll, and advanced analytics based on a robust cloud computing platform for information and data needs. It also offers design, rapid deployment, support services, software updates, and enhancements; and consulting and training services.

To download a demonstration of ATS TimeWorkOnDemand, or to register for a bi-monthly webinar, go to our website. And, to reach a sales rep, call; 866.294.2467.

Every executive knows that talent is a company’s most important asset. And, managing that talent effectively can help improve company performance. Giving employees more autonomy around benefits, time-off requests, and other essential employment information can help accomplish this goal. When you offer a broad range of HR self-service options, your employees are more likely to develop a sense of ownership, and your HR department can stay focus on more strategic issues, rather than manual administrative details.

Want to eliminate your company’s use of paper for requesting time-off?  Here are 5 benefits of employee self-service with ATS TimeWorkOnDemand:

  1. Reduce administrative time and ease compliance: Rapidly request, review, and approve time off, shifting your time from administrative tasks to more productive ones. Time-Off requests are checked against company policies in real time to enforce rules like minimum balances or black-out periods.
  2. Empower people: Employees can manage their absence requests any time, anywhere, using a computer, tablet, or mobile device.
  3. Accurate, consistent leave management: Accurate and consistent leave of absence management minimizes the risk of employee grievances. Automated electronic administration of leave eligibility and requirements ensures cases are managed accurately, consistently, and thoroughly — every time.
  4. Time and attendance: Employees can update their own availability, request time off, view schedules, clock in and out, and trade shifts – letting them better manage their work-life balance.
  5. Automatic updates: Any update made to an employee’s HR record seamlessly flows across the application in real-time. There is no need for any duplicate data entry.

ATS TimeWorkOnDemand employee self-service automates the administration and tracking of paid and unpaid federal, provincial, and employer-specific leave policies and can be configured to match the needs of your organization to maintain balances, reduce manual process errors, and control absence costs. And, by removing manual tasks from the traditional leave management process, ATS employee self-service ensures accurate data and full visibility, is enabled when tracking and managing employee leave.

To download a demonstration, or to register for one of our bi-monthly webinars go to our website. And, to reach an account executive by phone, call; 866.294.2467.


Tracking employee time with biometrics is nothing new. In fact, it has becoming ubiquitous with many companies adopting the technology as a way to streamline payroll costs and increase workforce productive. And since biometric technology, can be used for different purposes, Amazon will soon add it to their Whole Foods grocery chain as a way for customers to pay.

In a recent article by Courtney Linder for Popular Mechanics titled Why Amazon Wants to Scan Your Hands’. Here is an excerpt from the article:

“Amazon is testing out a new payment method at its New York offices: hand scanning.

Here’s how it works: Users hold their hands over a special scanner that uses computer vision and depth geometry to identify each hand’s unique shape and size, per the report. Amazon Prime customers must go into stores for their hands to be captured and linked to their account before they can begin using the payment method.

The new payment method will also help to process transactions more quickly. While a typical card transaction takes three or four seconds, Amazon’s new tech can process the charge in less than 300 milliseconds, says the report.

It’s not a new concept by any means. Hand geometry, as the biometric is called, was used to protect access to the residential Olympic Village at the 1996 Summer Olympics.

The concept of hand geometry was developed and patented in 1985, according to the U.S. Federal Bureau of Investigation. The first commercial product using the tech came out the following year, but it wasn’t widely adopted. However, many companies do use hand geometry for time and attendance purposes. Walt Disney World has used “finger geometry” for years to expedite entrance to parks, for example.

Systems that measure hand geometry use a digital camera and light to take a scan. When you use one, you simply place your hand on a flat surface and line your fingers up for an accurate reading. A camera takes several photos of your hand and the shadows that it casts. That data is used to determine the length, width, thickness, and curvature of your fingers and hand. Then, it’s translated into a numerical template through an algorithm.”

ATS biometric clocks are used in a variety of companies and industries from healthcare to food manufacturing, grocery retail, shipping & logistics, government entities and construction.  With ATS biometric time clocks, employees can clock in with a quick scan of their hand, and are instantly verified for accuracy. And, with biometric identification capabilities, “buddy punching” can be prevented to help control labour costs associated with inflated payroll.

To view a demonstration of ATS biometric time clocks or cloud computing time and attendance application, go to our website.

Many healthcare organizations are growing rapidly, against a backdrop of exceptional regulatory changes. As your organization tries to achieve scale, it’s challenging to monitor performance and control costs and, at the same time keep processes running smoothly—especially across multiple locations. ATS Workforce Management for Healthcare enables you to automate with greater efficiency, and provides the visibility you need to make operational improvements, now and for the foreseeable future.

ATS Workforce Management for Healthcare will help you build integrate and manage all your healthcare data cloud applications more efficiently with a comprehensive, standards-based combination of ATS open source technologies.

In this webinar, you will learn how to:

  • Improve workforce planning, forecasting and budgeting.
  • Improve Payroll and HR processes.
  • Save time, improve accuracy, and achieve operation excellence.

You can register here for this webinar. To download a demonstration of ATS TimeWorkOnDemand, go to our website. And, to reach an account executive by phone, call 866.294.2467.

Whether you are the CEO, CFO, Chief Information or Chief People Officer running a busy company comes with many challenges including your health.  Afterall, if you don’t take care of your health, how can you lead a productive workforce? In fact, more often than not, a company’s employees tend to model the behaviours of their leader. So, for instance, if the boss habitually works 50-60 hours a week, employees will feel compelled to follow this pattern or risk being seen as not working hard enough.

Sue Pridham’s article written for the Globe and Mail titled Seven tips for busy executives to stay healthy is the perfect antidote for busy executives who overwork themselves and, as a result, struggle to find time for selfcare.

Those seven tips are as follows:

1. Get 7 to 8 hours sleep. If you are low on energy, gaining weight and grumpy, chances are you aren’t getting enough sleep. One night without sleep, or several nights with too few hours of sleep, leaves you driving as if you are legally drunk at a blood alcohol content of 0.08.

2. Eat breakfast daily. The purpose of eating breakfast is to give your body some much needed energy after a long night of sleep.

3. Manage stress. Take wellness breaks throughout the day to recharge and encourage your team to do the same. Leave work at a reasonable hour and let others know you have a life beyond work. They will take note and do the same. Take your well-deserved vacation and try to stay unplugged as much as possible.

4. Exercise daily. If your team sees you making fitness a priority, they will follow suit. That could mean taking the stairs instead of the elevator, going for a walk or run midday, encouraging your department to take a stretch break. Another way is to walk and talk. Get out of the boardroom and host a walking meeting. This will stimulate blood flow and get the creative juices flowing. Keep a pair of running shoes under your desk and walk after lunch or at break times. Go for a walk with the family after dinner to reduce screen time.

5. Eat 7 to 8 fruits and vegetables each day. People who eat a diet rich in fruits and vegetables have a significantly lower risk for cancer, heart disease, obesity, hypertension and diabetes.

6. Practise gratitude. We can get so caught up in the thrill of the next deal and achieving targets that we forget to recognize the efforts of our team along the way. Take time to show thanks. No one has ever faulted their employer for giving too much praise.

7. Stay connected. Social connections can strengthen our immune systems, lower rates of anxiety and depression and improve our self-esteem. Connecting with people makes us happy, which in turn keeps us healthy. Get out from behind your desk and give your employees some face time.

Bottomline: In today’s ‘always on’ digital era, as an executive, you have information coming at you from every angle. And, after a long day of mind consuming tasks, it can be easy to get overwhelmed and exhausted. But you won’t be doing a good job at anything if you are not giving your brain a break, and at the same time, risking your health in the process.

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You want to make your HR department more meaningful, with automation but lack the necessary tools. So, how do you replace outdated methods like spreadsheets and paper time cards? You can start by exploring ATS TimeWorkOnDemand cloud-computing HCM software that encompasses, AI and time and attendance dashboards all designed, to help you reduce costs, boosts HR productivity and propel business growth.

Here are 5 ways to rock your HR department with ATS TimeWorkOnDemand:

1.Replace Spreadsheets and Paper-Based Time Cards: ATS TimeWorkOnDemand combines all your HR essentials together into one modern system. Through intuitive dashboards, you can find and edit employee records, review and authorize employee time-off requests, track attendance, store and visualize all your employee information in one system. A standard, user friendly layout means it’s easy to find information at a glance.

2.Real-Time Analytics: Accurate HR data is vital to an organization’s success.  With ATS TimeWorkOnDemand You can use these impressive reports to highlight areas of focus for business growth, or even for demonstrating the year-on-year improvements you’re making for your company.

3.Bring more meaning to HR: ATS TimeWorkOnDemand will help transform HR business practices with a comprehensive set of processes that covers the end-to-end time and attendance, talent management and payroll journey. ATS TimeWorkOnDemand offers a rapid deployment through simple data configuration, is easy-to-use and – delivers quick adoption and quick ROI.

4.Make Life Easier, by Automating Mundane Tasks: Do you really want to perform repetitive manual processes? We think not. You can energize your team and other managers with intuitive dashboards and give them access to their own set of workflows.

5.Build a Great Workforce Experience and Improve Performance: With a single click you can increase team efficiency and productivity through automation, and get visibility of your workforce with ATS TimeWorkOnDemand robust performance metrics system designed around techniques proven to boost employee performance.

ATS TimeWorkOnDemand modern cloud HCM solution helps accelerate innovation, improve the user experience, and lower IT costs —while also getting you ready for tomorrow’s business challenges.

If you are ready to explore all that ATS TimeWorkOnDemand has to offer, you can register for one of our bi-monthly webinars, download a demonstration or contact us at 866.294.2467 to discuss your business requirements.

Do you work for a company that expects you to respond to emails at all hours of the night? or worse, while you are on vacation with your family? Several studies, including one from Modern Family Index have uncovered that these long and unnecessary hours, that you are being asked to work is damaging to family life, with several employees feeling obliged to work longer hours to meet expectations. In other words, constantly sacrificing family time, all in the name of work.

6 ways to support working parents is an insightful article written by Sharon Florentine for CIO.com and reads, in part:

“Be flexible

One of the simplest strategies Levin recommends is flexibility. Whether through remote or flexible work arrangements, job-sharing, staggered hours or otherwise, working parents need flexibility. “Parents need to be able to go to doctor’s appointments, their kids’ baseball games, school conferences or to work from home if their child is sick. We say around here, ‘if it’s working at home, it’s working at work,’ so you have to make sure you’re doing what you can to make it work for parents at home,” Levin says.

Dependent care assistance

You don’t have to offer an on-site daycare, though many progressive businesses do, but you should consider offering some type of subsidy for child care assistance, Levin says. If you have child-free workers, consider offering elder care or another comparable benefit. Not only do these kinds of benefits, inspire loyalty, but they’re a great perk to mention when you’re trying to attract and hire talent.

Paid parental leave

Modern dads are more engaged than ever in all aspects of caregiving. As of 2010, fathers are the primary caregivers for about 25 percent of preschool-aged kids, according to the U.S. Census Bureau. While the federal government mandates parental leave under the Family Medical Leave Act, that time is unpaid, leaving many two-parent working families trying to make ends meet without one income. It’s even more difficult for single parents.

Create affinity groups

Another simple way to support working parents that is gaining traction is through the creation of support and/or affinity groups. “We are seeing informal, casual affinity groups working really well in the business world. For instance, a group for new moms to help them integrate back into the workplace, or a group for working dads to connect with each other,” Levin says. It can be a great way for employees to share information about perks and benefits, and to connect more closely with others at their company who are facing the same challenges.

Offer on-site perks

One of the major challenges faced by working parents is time, says Levin. Between work, household responsibilities and the demands of everyday life, it can seem impossible to get it all done.

Set an example for all parents

Companies are motivated by financial incentives, and you can’t afford for people to jump ship. Family benefits enhance productivity, keep people much more focused and they’re appreciative. Your turnover is reduced. It helps with recruiting talent, too, because while candidates might not ask out loud about these benefits, they go to Glassdoor and read about them, and that helps them want to work for you,” Levin says.

Some of today’s progressive-thinking companies offers several incentives to entice talent that include; games night, free snacks, coffee and tea. But, if your company wants to attract really good talent, and your list of perks does not include support for working parents, it’s time to redo that list. In the end, it is not only the right thing to do, it will also increase workforce productivity.

It wasn’t too long ago that asking your boss to work from home would likely stunt your career aspirations. And, while some companies still frown on the idea of employees working from home, there is no stopping this shift towards working remotely, a shift that has been taking place for the last several years.

Want further proof that remote work is on the rise, despite reluctance from some companies? Here are excerpts from an article, written by Valerie Bolden-Barrette for HRDive titled, Working remotely is now the norm for developers, new study shows

  • Eighty-six percent of IT developers work remotely, with almost one-third working from home full time, according to a study by DigitalOcean, a cloud-based platform. Of the more than 4,500 respondents to the study, Currents: A Seasonal Report on Developer Trends in the Cloud: Remote Work Edition, 43% said that the ability to work remotely is “a must-have” when considering a job offer.
  • Contrary to the belief that remote workers are isolated and disengaged from the workforce, 71% of respondents who work remotely said they feel connected to their organization’s community. However, the 29% of remote workers who feel isolated said they’re disengaged from their company’s culture and excluded from offline conversations with team members when working offsite. Seventy-six percent of respondents expected remote work to offer more work-life balance, but many reported working longer hours and that their work-life balance was only slightly better than their onsite colleagues.
  • Although remote work is considered the norm for developers, a plurality (47%) started working offsite between one and four years ago. The study also found that on a scale of 1-5, a flexible work schedule was “very important” to many of the respondents (44%).

Despite the above-mentioned stats that shows an upward trajectory, that more companies are adopting a remote workforce mentality-you will have to build a compelling case on the benefits of remote work if your employer does not believe it in.

Here’s some additional stats from the article; “Remote work has swiftly become a norm, especially in a tight labor market with more specialized jobs. Since 2005, the number of U.S. employees who work from home at least half the time has more than doubled, according to the U.S. Bureau of Labor Statistics. But employers have been comparably slow in outlining how such arrangements work for their companies; a majority of employers surveyed in a 2018 Upwork study lacked any official remote work policy”.

Bottomline: There are certain jobs like payroll and HR and in some industries  that require employees to be in the office or on a job site. On the other hand, other jobs like software programing or sales can be done remotely.  In the end, if you have presented a strong business case on the reasons why you should work remotely, and it does not match with your employers’ corporate culture, it might be best, in the end, to start looking elsewhere.

To learn more about ATS and our Cloud-Based HCM Workforce Management application for mid-enterprise size organizations, go to our website.

You can also request a demonstration or register for one of our bi-monthly webinars. To reach an account executive by phone call: 866.294.2467.

Accurate reporting is vital to a company’s success. ATS HCM Workforce Analytics delivers a complete solution for analyzing and visually exploring your data to understand the correlation between people performance and business performance.

ATS HCM Workforce Analytics application can help you make on-the-spot decisions by providing a wealth of invaluable information and insights, using up-to-the-minute HR analytics tools and customizable dashboards.

Intuitive Dashboards

  • HR and other departmental managers have access to multiple pre-built global reports and dashboards with relevant Key Performance Indicators (KPIs) Indicators
  • You can connect and blend data from HCM, Time and Attendance, Payroll and other third-party applications for deeper insight into your workforce-thus, helping you, to make informed decisions.
  • ATS intuitive cloud platform gives you flexibility. You can create stunning visualizations and share the data with colleagues—online and/or on mobile devices.
  • Anticipate workforce needs with predictive analytics, while working with others, within your organization,to determine the right skills that support your strategic plan.
  • Anticipate workforce needs with predictive analytics, while working with others, within your organization, to determine the right skills that support your strategic plan.

Payroll and HR Compliance

Whether your business is operating in one or several cities, provinces or states, your data should be standardized but, should also comply to the local laws in the jurisdictions where you operate.   

With ATS Workforce Analytics, you can:

  • Equip C-level executives with real-time contextual information and ad hoc analysis. This powerful dashboard leverages business data and other applications to provide a single source of truth for the company.
  • Seamlessly update profiles and permissions features to enable executives, managers, supervisors and employees to support both themselves and their teams, while ensuring that sensitive HR data is visible only to those who need to see it
  • Enhance business decisions with best-of-breed intelligence – using our cloud-based analytics software. Download employee data through a variety of employee time clocks and enhance, and performance challenges

Transform your Business with Real-Time Insights

  • ATS Workforce Analytics connects business and IT to help you close the gap between your digital transformation strategy and execution. From designing and value discovery to accelerated innovation to productive usage for tangible business results
  • Enable managers to subscribe to reports notifying them of exceptions or conditional circumstances such as high absence levels
  • Spot potential business problems before they occur with early warning systems reporting
  • This robust cloud-based application supports strategic workforce planning, budgeting and forecasting and helps you analyze trends in workforce gaps and accurately model labour composition and costs.
  • Enable rapid identification of trends using charts, tables, and other graphics with easy-to-use data visualization tools

You now have more than enough information to make the most skeptic C-suite executive excited. And, if you are asked for more information, you can start the journey by downloading a demonstration or registering for one of our bi-monthly webinars.

To arrange an onsite visit or an ATS Workforce Analytics demonstration specific to your organizational requirements, call; 866.294.2467.