We want you to use our software less. Here are 5 new ways to do it.
Have you ever changed numbers on Excel, and everything else changed too? How long did that take?
What takes seconds now took an entire day for an accountant or bookkeeper in the ‘60s. They had paper spreadsheets back then. So a small adjustment meant recalculating, erasing, and filling out all boxes affected by that number. Manually.
So if businesses wanted to know how something affects the bottom line, they need to plan ahead. And pay a day’s wage for someone to work it out. This is just for one change.
Just because something is used a lot doesn’t mean it works.
We’re living in the manual spreadsheets era of workforce management
Even with current solutions, workforce management is still mostly manual. Checking timesheets, calling up staff to cover, staying on top of qualifications. What should take a couple of minutes can take hours.
In short, more time spent in the back office. Less time spent leading staff, tackling business issues, hitting business goals.
Less admin, more ambition
You buy software to do everything faster. All Tanda research and development comes down to this: we want you to use us less. Less means the job gets done faster. Less timesheet reviews, less calling around, less communication blocks. More working on the frontline, more business goals, more rest and relaxation.
Here are 5 new ways to use Tanda less.
1. Less time behind the desk with Live Feed
Wherever you are, see who’s at work — and who’s not. Combined with key alerts and live insights, you can make snap decisions to keep your store, warehouse, or centre well-staffed throughout the day and night.
Previously, you’d have to get on My Tanda to see who’s clocked-in—which takes some time. Even then, it may not be possible, especially if you’re managing a remote workforce, or travel frequently.
How it Works. Live feed lets you keep an eye on staff status on the mobile app. This works across teams and locations, depending on manager permissions.
2. Less time figuring things out with the Training Centre
Everything you need to get started with Tanda—from basics to breakthroughs—we’ve put it all in one place. Whether you’re just getting started or refreshing your knowledge, our video tutorials will guide you through in record speed.
How it Works. A series of videos that teach you everything from basic set-up to advanced rostering. Learn at your own pace. And if you ever get stuck, the chat button is always there. Access it on my.tanda.co/learn.
3. Less work approving timesheets with Associated Tags
No need to assign higher duties tags manually on timesheets — which can be time consuming, especially if you have a large team. Associated tags automatically assigns this when certain staff work in different teams.
How it Works. Assign the higher duties tag in the team profile. If an employee with that higher duties tag works in that particular team, they’ll immediately receive the higher duties allowance. For more information, visit our help page.
4. Less uncertainty with new Rosters Overview validations
Identify unsustainable patterns across time more easily, including overworked or underworked staff; how many staff are going on leave; and staffing levels across multiple weeks. Seeing these inefficient patterns early means you’re likely to avoid them on your next roster (e.g. over-rostering, concurrent leave).
How it Works. View as much as a month’s worth of rosters on Rosters Overview‘s easy-to-use interface. Now with all validations of the old weekly roster view.
5. Less clicking around with Qualification Expiry Emails
Only see which qualifications need action, when they need to be actioned. You won’t need to go to each staff profile page to review this, which means time saved. This becomes more important as your business grows.
How it works. You’ll receive email alerts when staff qualifications are 1) expiring in one month; and 2) have expired. They’ll also be alerted and asked to update their qualifications, if necessary.
Tell us what features make you use Tanda less.
The only thing we love more than helping you succeed is hearing success stories. We love your feedback. We listen to it all. Send me a direct email at firstname.lastname@example.org.
Keep up to date with our latest updates on our full changelog.
Awards & Rostering |
How much do full-time staff really cost?
Being in the business of managing staff costs, we often hear people say that casual staff just cost so much more than their full time equivalents. I mean, that extra 25% is a killer, right? Especially for staff who work a fairly consistent schedule each week, it’s almost like free money. For a while there I went along with that, not really giving it much thought. But today the thought struck me – casuals miss out on plenty of benefits afforded to full and part timers, so are they really better off? I decided to investigate further. What follows may surprise you. First – how many days in a year does a full time employee work? Weeks in a Year: 52 Working Days in a Year: 260 So far so good. We’re going to ignore the 1 or 2 days that we’re off by, for the sake of a nice round number. Next, let’s look at this full time employee’s entitlements, in days. Annual Leave: 20 (4 weeks) Personal Leave: 10 (2 weeks) Public Holidays: 10 We’ll assume a 7.6 hour work day and 17.5% leave loading. So how many hours of leave are we paying? Annual Leave – Base: 152 Annual Leave – Loading: 26.6 Personal Leave: 76 Public Holidays: 76 Total Hours of Leave Paid: 330.6 Earlier we calculated how many days of work one can work in a year, now let’s subtract leave taken to get a more accurate figure. Days of Leave Taken: 40 Actual Days Worked in a Year: 220 Actual Hours Worked in a Year: 1672 Divide 330.6 (hours of leave paid) by 1672 (hours worked) and we get 19.77%. Remember, we are comparing this to the 25% loading paid for casual staff. So from this perspective, yes, your full time and part time staff are still cheaper – but only by 5.23%. And even that number is probably on the low side. We ignored long service leave and maternity leave because they are a bit more unreliable. Both they are also costs (or accruals) that can definitely add up! When you take into account the fact that you only have to pay casuals when you need them, it’s easy to see why more and more Australian employers are turning to casual staff. According to the ABS, this has been growing steadily since the 90’s, and today over 1 in 5 jobs in Australia are casual.
Awards & Rostering |
Easter Penalty Rates 2015 — What you need to know about paying staff
Easter is coming up soon, and that means two things! A new season of Game of Thrones to feast on, and – perhaps less excitingly – public holiday rates to pay staff. As a business owner, accountant, or bookkeeper, it’s important to be aware of how public holiday rates over Easter and ANZAC Day should be paid in your state. First, let’s see when the holidays will be in 2014. You might be surprised! If your business is open on any of these public holidays, you’ll need to pay staff the appropriate public holiday rates. You should check your award, which will tell you exactly what multiplier or penalties to apply, often under a Public Holidays section. A common multiplier is 2.5x. Some businesses pay staff salaries, or pay casually “above award”. Public holiday penalties still apply! If you have a contract, it should cover this – check with Fair Work if you are unsure. Staff who don’t work on a public holiday If you have full or part time staff who should have worked on any of the weekday public holidays – Good Friday, Easter Monday, and Easter Tuesday in specific cases – they are still entitled to pay, even if they do not work. Generally you’ll pay at base rate for the hours staff would have been entitled to. Of course, if staff do work on the day, you’ll pay at a higher rate as dictated by the award (see above). But keep in mind: this only applies if they usually work on that day. For example, a part timer in Queensland who generally works Tuesday to Thursday probably wouldn’t get paid the public holidays because there’s no public holiday on those weekdays. Check your award/agreement to be sure! If your award dictates how rostered days off work, you should check to see if staff with an RDO on a public holiday are still paid. In some states, some kinds of businesses are not permitted to open on public holidays due to trading regulations. If this applies, you will probably still be required to pay staff who would otherwise work on that weekday. Again, if you’re not sure, it’s best to ask. Staff who work on a day that isn’t a public holiday Keep in mind that the rest of the award doesn’t shut off just because it’s Easter. For example, if you are in Tasmania and pay Saturday rates, you’ll still need to pay these on Easter Saturday (which is not a public holiday for you). Did you know… If an employee takes sick leave around a public holiday (eg. Thursday April 24 to Monday April 28), they still get paid the public holiday if they were otherwise supposed to work that day (ie. full/part time) If an employee takes annual leave, public holidays during the leave period don’t count towards their annual leave balance Public holidays do not need to be paid for staff on unpaid leave Staff cannot be forced to work on a public holiday if they have reasonable grounds for doing so. Common reasons include: the amount of notice given, family responsibilities (especially over Easter), and whether one could reasonably expect the business to be open on a public holiday. Tanda’s employee time clocks automatically interpret industry awards – including public holidays – so you can be sure you paid staff right, without tedious manually data entry Add the Fair Work Infoline to your speed dial, they are always happy to help. The number to call for any payroll queries is 131 394. Note: none of the above constitutes formal payroll advice. Always check with your accountant, bookkeeper, or Fair Work.
Industry Insights |
Change Might Be Coming to Hospitality and Retail Owners
This one is looking at all you Food Produce and Hospitality business owners out there in the Tandaverse. It has been announced that the Senate will launch an inquiry into the Australian Wine Industry. Tanda users in wine country, also known as South Australia, may have already heard South Australian Senator Anne Ruston moved for the inquiry to see if there’s a market failure. This means having a look at that transition from vineyard to restaurant. In true politician style, Senator Anne Ruston says things are going well for the wine industry in Australia, but there may be opportunities we have missed and certain factors going against us. This is all very vague and contradicting. Managers and business owners out there know hearsay is useless for your growth. Facts and numbers are the things most important to you. So what does all this actually mean for you? Well, what is unusual in politics is that it seems all sides of government are for the inquiry. Senate has reported that though the broad-ranging report is still in the process of conception, it would take a look at the power and influence of retailers and wholesalers of Australian wine in domestic and international markets. Not only will it uncover information beneficial to retailers, it’ll examine existing policies like the Wine Equalisation Tax. Though it’s quite apt that the policy is named WET, refrain from wetting your lips to celebrate just yet. Things could be in the process of changing for better or worse. But this is only part of a bigger picture. Free Market Trade agreements are on the table now making it an exciting time for Australian business owners. Tanda, and we’re sure you guys too, are very keen to see how this inquiry unfolds in the near future and beyond.