![]() ![]() Since the program was rolled out, we've found the average person takes just 2.65 more days per year than s/he was taking before. In fact, the average employee used fewer days than s/he was entitled to each year. ![]() How do you get any work done? It seems like people might take advantage of a program like this.īefore myTime, most Kronos employees in the US and Canada were not using all of their allotted PTO each year. If you are considering a program like this, we are happy to share some of the insights we've gained during the last two years based on the questions we are asked most frequently about myTime: Our story has been shared in the Harvard Business Review and other leading publications. In fact, this program has drawn a lot of attention from HR leaders who are considering whether and how to roll out a program like this for their organizations. Almost 2 years later, the myTime program has been well adopted at Kronos. Both managers and employees needed to be able to have direct conversations about how the employee's request for time off could be managed within the needs of the business. Both managers and employees needed to be educated about how to negotiate time off in a world where there were no longer one-size-fits-all PTO entitlements. The rollout of this program was a significant undertaking. Post myTime, days off for vacation, sick time, personal time, floating holidays, volunteer hours, and bereavement are consolidated into one myTime category. Before myTime, there were specified categories and numbers of paid time off (PTO) days that employees could use each year. The objectives of the myTime program are to support Kronos' commitment to being a great place to work promote an inspired culture that attracts and retains great employees and thereby delivers great results to our customers. At the beginning of 2016, Kronos rolled out an unlimited vacation program for employees in the US and Canada we call myTime.
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