Companies across the globe have been in constant discourse about digital transformation for almost a decade. And a few years ago, the pandemic’s transpiration accelerated the digital change of umpteen businesses and industries. As a matter of fact, it only took months for such a shift to occur. 


At present, more companies consider the most effective way to move forward in coming years, and digital timesheets transformation is in the limelight. It appears that every business, regardless of niche, is adapting to the successful change to meet humankind's needs online. 


One of the most significant elements of this transformation is the employees’ acceptance. That said, we’ve rounded up important ways to help your employees embrace digital time and attendance transformation. 


1. Share Your Vision's Context 


There’s a huge likelihood of employees being excited and working with you on the said transformation if they themselves understand your goal. Let them know why. This should go the same for your IT and executive teams, as well as employees who are adapting their procedures. To help employees understand your objective with digital time and attendance software transformation, these key questions are your indicators. 


  • How will it make your employees’ jobs simpler?

  • How will the transformation positively impact the company?

  • What are the benefits of this change to the company?

  • How will it transcend the employee experience in terms of digitally clocking in and out? 


2. Build a Deployment Scheme 


Create a rollout scheme that is open for transition and support while your employees adjust to the new transformation. Remember, not all processes have direct components, but this is critical to those that have behind-the-scenes methods that may impact your indispensable operations. Additionally, your deployment plan should incorporate hands-on feedback and direction sessions during the times of using new technologies. 


You can consider some options, such as: 


  • Initiate more evaluations like focus groups, interviews, surveys, or group discussions to help them understand how your digital time clock change is affecting the workforce.

  • Provide payoffs to success stories. For example, if your employee adapts and succeeds with the new transformation, it’s best to share it. The more you highlight the success of your digital change in the workplace, the more victorious your business becomes.

  • Be in touch across the rollout. Sending email check-ins and updates can help you manage things and foresee issues before they become bigger problems. Doing so allows you to identify employees that might need extra training or support. 

 

3. Display Strong and Reliable Leadership 


Since digital employee time clock transformation is not often sought-after from the top-down, leaders together with executives establish a tone for how it is accepted. Think of how your language, attitudes, and acceptance of new technologies set your business standards. Look for potential options to get the type of reaction you want. You may refer to these ideas: 


  • Be positive about digital time clock transformation and the new technology’s value. Look for optimistic ways to secure investments, from enhancing workforce experience to providing something new to look forward to. For example, no need to manually access timesheets as attendance monitoring is already digitally done. 

  • Obtain more knowledge about digital transformation by joining a series of training or doing research. You can then share important aspects of new technologies such as time and attendance management. 

  • Never underestimate the power of engagement by attending training sessions, meeting speakers, and sharing key points about the process’ importance. 


When it comes to the digital time and attendance transformation, it requires more than just choosing and investing in the right software products. Bear in mind that employee engagement and acceptance are key factors in any new technology rollout. 


Boost the success of your team and initiate a positive impact on the overall digital time clock application change that highlights employee interaction. Successful implementation of clocking in and out digitally is one achievement that should be recognised. 


4. Invest in Employee Training 


Lack of knowledge is one of the optimum hindrances to the adoption of new technologies. Your employees might be concerned about not being able to fully understand how to use the new time and attendance system. Others are likely taken up about how the new transformation might create superfluous work or hinder other existing processes.


To overcome these obstacles, you need targeted training built to help your workforce make the most of digital time and attendance transformation. 


One common mistake that most companies make is providing how-to demos and then assuming it’s enough training afterward. Demos are essential in terms of familiarisation, but it’s vital to invest in proper training for your employees to fully understand. This way, they’ll have a full grasp of the new resources being implemented, and how to effectively use them. 


So, when you invest in training, here are some best practices: 


  • Have an advocate readily available to answer questions, conduct training refresher, and facilitate the transition smoothly during the first days of utilising the new time and attendance system. Having a support person do all these can mitigate employee frustration and polish the new system transition. 

  • Address different user needs since different types of individuals are using the system with different frequencies. This also requires viewing things from different perspectives. 

  • Gain access to a plethora of opportunities to help employees learn. It will be beneficial to some if there is in-person or real-time interaction, while advantageous to others if there are self-paced audio, video, or article references. 


5. Never Attempt to Fix All at Once 


Prioritise the areas of full digital perspective deliberately. While it can be overwhelming to change the entire organisation process, it can be confusing and overpowering to employees too. Thus, you’ll likely see resistance from your team if this happens. 


Make sure to clarify your vision first because this enables you to determine what parts of your business need digital transformation first. The journey is indeed long, yet you have to commence somewhere. Start by implementing a digital time and attendance system first before going all out with the transformation. 



6. Avoid Depending on Technology Too Much 


Even digitally transforming your workforce’s time and attendance can be a long process. So, as much as possible, don’t overwhelm employees with technology changes that are needless. You should be able to determine what digital transformation is beneficial to your business and teams like the digital time and attendance update. 


Learn to hold back when implementing just because it is something that is trendy these days. Not having proper investments can lead to impeding digital transformation in the future. Choose wisely. 


Takeaway


Every workplace needs development and yours is no exception. Along with this change is a shift in company culture, too. Always find ways to adapt to the digital change in your organisation’s culture. Regardless of digital change–attendance tracking, payroll, or whatnot–it pays to have a better understanding of such aspect. 


Moreover, the transition to a digital time and attendance system in your company will not occur overnight. It requires complete management and monitoring considering it is an ongoing process. Doing so ensures there is always an improvement. That said, may you learn something when it comes to transforming the overall time and attendance monitoring of your team into a digital platform. 


So, if high-quality digital timekeeping and rostering software are what you're looking for, RosterElf is the name you can trust. We've got you covered when it comes to your time and attendance, rostering, and payroll automation needs.