Articles by: Carlos Lozano

FOMO in the Workplace

Employee dedication in the workplace is constantly increasing. Some have speculated that this may be due to work incentives or promotions. However, it seems there is a new trend that is effecting the workplace. FOMO, or Fear of Missing Out, has the potential to be an advantage in the workplace, as it constantly keeps your employees engaged without having to expend extra effort. The challenge is determining how to use FOMO as a catalyst to boost productivity and engagement, without creating an inefficient or distracted culture.

Why Are We Experiencing FOMO?
According to a study completed by, most employees seem to experience FOMO due to the atmosphere they work in. Specifically, approximately 45% of respondents claimed to miss either the work aspect or their team members when they were out of the office. Although incentives are a nice way to keep your employees around, we are seeing that the culture produced within an organization produces a larger impact.

Should We Avoid FOMO?
FOMO can act as both a productive resource for an organization, as well as a negative one. FOMO could potentially lead to employees becoming too distracted on projects that their coworkers are involved in, instead of focusing on their own priorities. It could also lead some employees to wish they were part of a different department, causing them to feel disengaged in their current position. If FOMO is producing inefficient employees, it may be time to address the issue. Completing performance appraisals and executing on Talent Management strategies can help your organization find the right balance and avoid the pitfalls of FOMO.

FOMO as an Engagement Tool
FOMO helps make employees feel engaged, which also allows it to act as a tool to increase employee productivity. Deloitte suggests simple strategies such as limiting team emails and communications, instead of inundating inboxes and overwhelming employees. This could drive employees to pay more attention to the messaging. No one wants to be left out of the loop, and if there are fewer opportunities to be kept in the loop, employees will take advantage of them. This isn’t to say you should be neglecting your employees, but there will be a noticeable difference in the responses from your employees if this strategy is performed correctly.

FOMO is inevitable in almost every organization. The best thing your organization can do is to make sure that FOMO is being utilized as a resource, and not causing a problem. Employee engagement is critical to productivity. So, make sure you can keep the momentum going by using social incentives to keep your employees motivated.

This DATIS Blog was written by Carlos Lozano, DATIS, on March 9th, 2016 and may not be re-posted without permission.

How Productive is Overtime?

Remember when a productive work week was capped-off at 40 hours? It seemed that all your work could be accomplished in that time. In recent years, however, increased overtime has become a steadily rising trend in the United States. Today’s average work week for employees is 47 hours and 40% of workers report that they work more than 50 hours. This adds an additional 7-10 hours of labor cost for the employer. Along with this labor cost, these additional work hours are creating overwhelmed employees that are not being as productive as they can be. These additional hours are viewed as a necessity to accomplish the tasks at hand, but could the tasks get accomplished in 40 hours without having to endure unexpected, and unnecessary, labor costs?

Is Overtime Productive?

Unfortunately, the research indicates that overtime is not productive. CNBC recently shared research that shows a steady decrease in productivity once an employee has hit 4o hours in a week and a sharp decline when the employee hits 50 hours. From this research, they were able to establish that an employee would not be any more productive by working excessive hours that resulted in unnecessary labor costs. If we are noticing that overtime is unproductive, then why are we continuously still seeing overtime increasing?

One major leading cause, according to Forbes, is the peer-pressure from upper-management. Though upper-management may believe that it’s beneficial to encourage employees to work extra hours, consequently, it’s producing a less effective workplace. Along with the peer-pressure of upper-management, we are constantly seeing the Fear of Missing Out, or FOMO, causing employees to “work” extra hours without actually getting anything done.

As a result of this unnecessary overtime, employers are seeing their staff getting burnt out, distracted, and overall less efficient. These results bring a negative impact on the workplace and put a halt to creativity. Luckily, there is something that can be done about this.

The Happy Medium Between Overtime and Productivity

A large part of what will make for a more productive employee is the direct relation of how many hours an employee has worked. Chron found that once an employee has exceeded the average hours worked in a workweek, they will have little motivation or encouragement from upper-management, and will typically become less productive. When management focuses on motivating their employees, they see remarkable results in regards to the quality of work produced. Deloitte recommends that to diminish nonproductive employee hours, management can publicize flexible work policies, get input, and lead by example. By management putting these factors into effect will allow for a less overwhelmed, and more productive, employee. Another factor that employers normally put on the back burner is the focus on their employees’ work-life balance. CNBC recommends that by encouraging a strong work-life balance, your employees will be motivated to work productively while still being able to make it home for dinner.

Productivity in the workplace is essential. When you have an overworked employee you will evidently see less results. One of the most essential ways to ensure that your employees are motivated and productive is by consistently maintaining company morale and engagement. Proactively monitoring labor costs and productivity can enable managers to recognize good patterns, and bad ones, and develop strategies for increasing efficiency. Some Time & Attendance software tools will even send alerts to managers when an employee is in or approaching overtime, so that they can appropriately address it on a case-by-case basis. With that being the case, the question now shouldn’t be, “Is overtime necessary?”, it should be, “What will I do about my unnecessary overtime?”

This DATIS Blog was written by Carlos Lozano, DATIS, on April 13th, 2016 and may not be re-posted without permission.

Should You Be Hiring New Graduates?

Are you ready for the upcoming wave of new applicants? May is a huge month for new applicants in organizations across the country, as many college graduates are applying for their first jobs. New talent, especially young talent, is essential to the continuous growth and advancement of your organization. Most organizations are hiring new graduates due to their ability to provide a fresh perspective. In fact, a study conducted by the Harvard Business Review found that 84% of organizations see value in hiring a recent graduate.

By following these four recommendations, your organization can reap the full benefits of hiring recent graduates.

  • Recruit with the best

The Harvard Business Review study discussed recruiting with your best employees. This means that in order to pull people into your organization, you have to make sure that those recruiting potential talent, HR or otherwise, are relatable to those being recruited. Employees responsible for recruiting are often the first point of contact for applicants, acting as the face of the organization. You want to put your best foot forward when making a first impression with applicants. Enabling staff with tools that eliminate paper processes and drive overall efficiencies in onboarding creates a good impression and reduces the time to fill open positions.

  • Internships are key

A survey of the graduating class of 2015 established that 72% of those graduates held an internship, apprenticeship, or co-op during their collegiate years. Internships have proven to be beneficial for both the future graduates and the organizations involved. By building the relationships early on with future graduates, organizations will have the opportunity to build and mold individuals into the ideal employee prior to bringing them onboard as a full-time employee.

  • Get in touch with the younger generation

As the generations entering the workforce continue to get younger than the hiring managers, it’s essential for those hiring managers to stay up to date with the latest trends that the younger generations are taking on [[I provided a replacement sentence in comments]]. This includes involving social media in the application process and providing new and unique ways for applicants to engage with the organization. The younger generation values different benefits than previous generations. Take a holistic look at the benefits your organization offers and ensure that they are in tune with the new generation. If not, you may need to make some changes to remain competitive in the recruiting market.

  • Prioritize screening criteria

Applicants are becoming more and more experienced due to the increased amount of internships and online learning opportunities., It is becoming harder to differentiate between the skills and experiences that applicants list on their resumes. This skilled workforce is raising the level of requirements and credentials necessary for these applicants to get these positions and creating difficult decisions for hiring managers. In order to ensure that the right people are being hired, your organization should implement progress steps to ensure that proper pre-screenings are taking place to decrease the applicant pool and only provide qualified applicants to hiring managers for review.

At the end of the day, organizations must understand the ongoing trend in the workplace towards juniorization. Organizations will continue to see younger age groups entering their workforce. In order to stay relevant and competitive, organizations must utilize innovative recruiting strategies and implement new benefit programs that can enable them to attract and retain top talent. The new employees being hired now will be the future of the organization. The next CEO of your organization could be sitting in your applicants list right now.

This DATIS Blog was written by Carlos Lozano, DATIS, on May 18th, 2016 and may not be re-posted without permission.

How Long Term Care Facilities Can Keep Their Employees Long-Term

Have you ever wondered what the typical turnover rate is for a long term care, or LTC, employee? A study conducted by the American Health Care Association, or AHCA, showed that there is an approximate 40% turnover rate when it comes to LTC employees.

Your employees are essential to your organization’s success, but they may not always be treated that way. The retention issue within the LTC industry isn’t just a lack of commitment from the employees; it may also be affected by the negative perspective many have of the LTC workplace. Organizations in LTC need to start using strategies from other organizations to keep your employees on.

Most industries have some aspects that may be viewed negatively by prospective employees. Unfortunately, these negative perceptions, whether correct or incorrect, can have a significant impact on recruiting and retention. McKnight’s Long Term Care News stated that due to a lack of training and respect for LTC employees in order to save money, the LTC industry may be creating a negative perception of employment and causing the retention rate to drop to record lows. Along with these money saving tactics, there have also been numerous other poor practices, such as high workloads, lack of appreciation, and lack of experience that may discourage individuals to work in the LTC industry. Without action, these practices can continue to have a negative affect on retention levels in the industry. The retention issue is amplified by the fact that the baby boomer generation will soon retire. This begs the question, who will be ready, and have the experience, to take over when they leave?

Although it may seem difficult to become employed within the LTC industry, it can be a rewarding career if employers can emphasize their appreciation to their employees. Provider Magazine stresses that the three primary themes to drive commitment and retention are:

Leadership behavior
In order to help decrease the turnover rate in this industry, initiative must be taken at the top. Although the turnover rate is higher amongst the service-level employees, there is also a high number of administrators and managers that rotate in and out of organizations as well. It’s important to lead by example, but if management cannot stay in their positions for an extended period of time, their employees aren’t likely to either.

A sense of connectedness
As an employer, if you can ensure that your employees feel that they are a valuable asset to the team, you will be able to see the difference. Additionally, Monster explains how encouraging a stronger relationship between your employees and patients is a long-term benefit for both parties (pun intended?). Making your employees feel connected to the organization will make a difference.

Opportunities for growth and recognition
In any field that you may enter, one of the most common goals that anyone may have is the opportunity for growth. By having a steady goal and performance management system, you can show your employees recognition for jobs well done and promote them when the time comes.

Increasing your retention rate doesn’t need to be a massive undertaking. However, when employees don’t feel appreciated, it is unlikely that they will stay. It was predicted that in 2016 we would experience approximately 21% of employees leaving their jobs in all fields this year. Since the retention rate is higher in the LTC industry compared to others, it is important to utilize best practices that will encourage the brightest and most talented individuals within the LTC industry to stay with your organization.

This DATIS Blog was written by Carlos Lozano, DATIS, on June 1st, 2016 and may not be re-posted without permission.

Cutting Time: Three Ways to Shorten the Hiring Process

Most of us can agree that the hiring process for our organizations isn’t where we want it to be. The numerous obstacles we face on a daily basis regarding the hiring process, make it no surprise that the time-to-fill rate has increased in recent years. According to SHRM, the current time-to-fill across all U.S. industries is approximately 26 days. Within the Health and Human Services industry, that number increases to an average of 46 days. The challenges that we face in the hiring process span from the initial recruitment process to the official offer. Follow these simple tips to decrease the time spent on your hiring process:

Keep Up with Technology
As millennials continue to take over the workforce, organizations need to continue catering to this tech-savvy generation. One study showed that 76% of job seekers found their jobs through social sites such as Facebook. This trend demonstrates that organizations, regardless of size, must concentrate on building their brand image through social media. Also, organizations need to consider the mobile experience of their recruiting process. Whether it’s searching for reviews or applying online, job seekers are using their mobile devices throughout the hiring process.

Set Goals Throughout the Hiring Process
With the mentality of ‘the faster the better’, we find ourselves setting goals for our hiring process that can be unrealistic. Re-evaluating your hiring expectations regarding time-to-fill and qualifications will allow you to regain a more realistic perspective on your hiring process. By using a streamlined track to see how progression is being made throughout the hiring process, your organization will never fall behind and will be ready to bring on the new hires faster. Based on how the progress lays out, you’ll be able to set further goals to help the process continue to run smoothly. This simple, yet crucial, step is what sets successful hiring processes apart from those at par. Ask yourself some of these questions to help you when it comes to setting your hiring goals:

  • Do you want an A-level individual in 60 days or a B-level one in 30 days?
  • Can we manage to hold multiple interviews in one day without becoming inattentive?
  • Are we using all of our resources properly throughout the hiring process?

Organizational Unity
While the hiring manager may be the one in charge of filling the positions, it’s an organization-wide responsibility to be recruiting. Building workflow processes and streamlining communication between hiring managers and recruiters will help cut the amount of time applicants spend in the hiring process. It’s also encouraging for the job seekers to see what the company culture may be like from a first-hand perspective. Organizations should encourage employees to provide feedback on online review sites. 69% of job seekers agreed that their perspective on an organization can improve if they see employee responses on review sites. These strong relationships will help build company morale and bring in top-notch recruits.

It’s important to keep in mind that the hiring process should be streamlined and shortened, but not rushed. Every organization has a different method for recruiting, and just because a similar organization has a method that works, doesn’t mean it will work for you. However, trimming the edges of this tedious process is essential for organization-wide success. It’s time to bring on the new applicants with a quicker and more effective hiring process.

This DATIS Blog was written by Carlos Lozano, DATIS, on June 30th, 2016 and may not be re-posted without permission.

The Dawn of the CLO

As the business environment continues to evolve, multiple industries, including the Health and Human Services industry, need to constantly develop new and exciting positions. Over the last 25 years, we have seen the introduction and advancement of one of the most innovative and rewarding positions, the Chief Learning Officer (CLO). This position was first introduced by General Electric to assist the organization with corporate learning strategies that would streamline the organization’s business objectives. As the years have progressed, we have seen this position develop into a comprehensive and essential position within organizations.

Driving Organizational Change
When this position was originally created, the main purpose was to ensure the company’s employees were equipped with all of the knowledge needed for their specific position’s duties. Since then, this position has become much more. An article by the Huffington Post identifies the CLO as wearing multiple hats, including Metrics Officer, Talent Manager, and Leadership Consultant. When these multiple functions come together to form the CLO position, it gives this individual the opportunity to fully analyze the organization and the employees to develop strategies to improve overall performance.

Overtime, the CLO’s job is becoming increasingly more comprehensive. This position requires a familiarity with subjects such as talent acquisition and leadership development. This allows the CLO to ensure that employees are equipped with the necessary materials to continue to grow within the organization in a way that benefits the company. We are currently entering a period where a younger generation is being introduced into our organizations. To guarantee these individuals are learning the skills they need and evolving with the organization, they will need constant access to the proper training materials and growth opportunities.

Although a large piece of the CLO’s position is education-based, exposure and experience also two key components that fall under their responsibility. A statistic released by Deloitte states that 70% of learning typically happens outside of a formal program. By looking at what the organization may need and focusing on informal techniques for skill development, the CLO will be able to make sure employees are constantly developing and enjoying the process.

The CLO in the Future
Although this position is continuing to grow in popularity with many organizations, it has yet to be implemented in the vast majority. Many organizations are, however, beginning to acknowledge that having a CLO can enable the organization to modernize. As our organizations continue to adopt current trends and practices, such as mobile learning and cloud-based technologies, the CLO will have to champion these new implementations and innovations. Many organizations incorporate different talent and learning management software as a tool to help develop their workforce, In fact, studies are showing that corporate training investment has increased to over $70 billion, establishing education as a key differentiator to succeeding in today's market. Is your organization investing in employee education this year?

This DATIS Blog was written by Carlos Lozano, DATIS, on August 2nd, 2016 and may not be re-posted without permission.

HR as a Strategic Advisor for CEOs

It’s great to envision our leaders as strong on their own, but in reality, every great leader needs a worthy advisor. Fortunately for most CEOs, one of the best, untapped, strategic advisors within your organization could very well be your CHRO. According to upStartHR, 76% of CEOs currently do value their relationship with their HR. This is mainly to do with the fact that since the C-suite has continued to develop, the CHRO is the one that has become more strategic and is closest in characteristic to the CEO. However, does that mean that CEO’s are taking advantage of HR’s full potential? CEOs are powerful figures within their organizations, but the position has become so demanding that it is almost impossible for one person to handle it all on their own. As the CEO’s position does become more demanding, it has become a blessing to have HR by their side to assist in running the organization, its people, and the overall growth of the organization.

The Strategic Approach
There are many individuals within an organization that are equally as qualified to advise a CEO. From a strategic standpoint, CHROs have the information necessary to create a strategic plan to assist leaders in the growth and development of their organization. The HR department is most familiar with, and responsible for, the overall organizational structure. This knowledge allows for HR professionals to provide a more informed and insightful perspective to the CEO. While HR was once a transactional position, staffing challenges and workforce evolution have transformed this department into a critically strategic function for business development. Despite this transformation and the increased responsibility, the perception of the HR department is struggling to keep up with reality. In order for CHROs to act as a strategic advisor to the CEO, they will first need to break through the misconceptions and gain a seat at the C-Suite table.

Talent Management
As Talent Management continues to be one of the biggest issues that organizations face, it has been necessary to devote more time and resources towards developing and implementing talent strategies. In most organizations, the CHRO has been the champion of these initiatives. HR departments are constantly helping with the growth and performance of the organization, applying numerous tools to manage performance and learning management. HR has also become well-versed in technology, harnessing the power of new software solutions like Human Capital Management and Payroll software. These skills and access to information can assist the CEO in implementing and analyzing new, evidence-based, strategies and intiatives. HR has been referred to as being in the people business, and as they continue to help with the growth and management of the organization, their significance will also continue to grow.

Regardless of the position, department, or organization, there is always room for overall growth and development, but if it isn’t handled as well as HR has handled it, the room for development becomes minimal. HR is familiar with the organizational structure and with the on-going technological development that seems to be an ever-evolving requirement. This has made it essential for HR departments to be technologically savvy as well. It’s essential for everyone to be able to rely on someone else, and as the CHRO and HR department continues to develop and grow, they will evidently become one of the strongest assets the CEO may have.

This DATIS Blog was written by Carlos Lozano, DATIS, on September 7th, 2016 and may not be re-posted without permission.

Ease the Pains of Open Enrollment

As we quickly approach Open Enrollment, we begin to recall how time-consuming and tedious it can be to go through the process at your organization. Since most organizations have a rhythm for enrollment, they tend to neglect the changes and innovations around that can help ease the pains of Open Enrollment. Instead of following an outdated procedure that is not efficient, focus on these key factors that will help develop your Open Enrollment process from here on out.

Communicating effectively with your employees regarding Open Enrollment can save yourself and your employees a significant amount of time. It’s important to be in constant contact with your employees to ensure that they understand the full procedure of enrolling in their benefits. Most employees are different and have a preferred method of communication, so make sure you try to accommodate as many as possible. This includes mixing digital communications (e.g. videos and message boards) with some of the more traditional methods (e.g. brochures and seminars). Regardless of which methods you decide to communicate through, make sure you use the proper verbiage and do it in a timely manner.

As we continue through the digital era, it’s important to make sure you don’t fall behind the curve. Employees are seeing that it is becoming easier to do their Open Enrollment when it’s online and in one, easy-to-use location. With all the resources necessary in one location, your employees will be able to view all of their benefits packages before selecting them and even see details such as which doctors may be covered under which plans prior to enrolling. The developments in the digital era is making it easier to get tasks, such as Open Enrollment, completed while also allowing the user to better comprehend effects it has on them.

Once all is said and done, it’s important to remember that your employees’ feedback can play a large part in planning for the following year. Benefitfocus points out that by conducting a survey regarding how the Open Enrollment process went, you can take these results and adjust, so that in the future you will constantly improve upon the previous years. This feedback can be gathered through group discussions, individual discussions, or surveys, either traditional or digital. The results from these surveys will make a large impact on your organization.

Open Enrollment could be considered one of the most daunting tasks that both employees and employers will complete this year. Due to the complex nature of the process, it’s important to approach it in the most appropriate way. By staying in communication, being adaptive, and remaining knowledgeable on the subject, your organization will be able to take on your next Open Enrollment period without breaking a sweat.

This DATIS Blog was written by Carlos Lozano, DATIS, on October 6th, 2016 and may not be re-posted without permission.

Bulking Up Benefits

Employee retention has proven to be a common challenge across the majority of industries. For the most part, this isn’t an intentional act but something that is a result of the lack of attentiveness we may sometimes have for our organizations and employees. If employers are not making a conscious effort to elevate the employee experience and create a best-in-class workplace, they will likely lose their top talent. Part of that effort is creating and maintaining an impressive suite of employee benefits that makes them feel valued and increases their engagement.

How exactly can an employer begin bulking up benefits? Instating new benefit programs is no easy feat. However, by making small adjustments and opening up new opportunities, your organization will be able to produce positive results in no time.

Wellness Programs

Wellness programs have the potential of making one of the largest impacts for your organization. With wellness plans in place, not only does it make for a happier employee, it can also give them health benefits. Employee health improvements could also potentially lower the cost of your healthcare plans across your entire organization. With a progression into a digital era, it’s not unheard of for organizations to provide their employees with healthy lifestyle products such as pedometers, Fitbits, or Apple Watches. These products help employees set and reach health goals. These technological tools can also be taken a step further through gamification. For example, try challenging departments to a competition to see who walks the most steps. Or, if costly tech tools are not in the budget, get creative and implement a wellness program that costs nothing at all, like starting a Run Club after work.

Learning & Development

Millennials entering the workplace are continuously seeking opportunities to learn and develop. By offering your employees the opportunity to grow through a variety of initiatives, you’ll be able to foster well-rounded employees. Although it’s good to offer internal learning programs, many organizations don’t expand externally. By having employees attend conferences that correlate directly with their area of expertise, they can bring more knowledge of best practices into your organization.

Internal Promotions

There’s no better place to find the most qualified employees for a position than within your own organization. With the investment that your organization is or will be doing into your employee’s professional development, the end goal should be to utilize those newly acquired skill sets within your organization. With the knowledge that they have gained thanks to your organization, the transition into their new position with be as seamless as possible and will make for an overall greater experience.

These internal promotion initiatives also show your employees how valued they are to your organization. discussed a few of these key points, as well as how to tell when your employee may be ready for that promotion. These small steps in the right direction can help your organization develop and save financially, which could ultimately allow you to invest more in other areas of your organizational culture.

Time Off

Regardless of whether your organization allows your employees a certain amount of days off a year or has an open PTO system, encouraging employees to take time off is an essential piece to keeping them onboard. Employees need to take time for themselves, as well as their families, and having a management system that is fully supportive makes a difference. Most organizations biggest concern with this is properly managing time and attendance. However, with a strong system in place, requesting and taking time off can become much easier to oversee.

These four ideas for bulking up benefits can make a difference within your organization as you start to implement them now and down the road. Pay may be essential to an employee, but if the benefits provided aren’t as equally impactful, your employees can become disengaged and lose passion for their work. Sitting down with your employees to listen to what benefits they value will allow you to see where improvements can be made. Instead of taking the risk of a high turnover rate, start bulking up your benefits today.

This DATIS Blog was written by Carlos Lozano, DATIS, on November 3rd, 2016 and may not be re-posted without permission.

Managing PTO: The Necessary Difference for Organizations

For the most part, employees have proven to be very dedicated to their organizations. They invest numerous hours per week to ensure that their job is done, and done right. While productivity and dedication is invaluable, it can be found that some employees are not taking enough time for themselves. On average, employees in the United States are leaving three unused vacation days a year, which can cause them to feel overworked and unhappy. Although this largely falls on the employees, management may also need to take some responsibility.

More employers are now skewing away from the traditional methods of administering Paid Time Off (PTO) to allow their employees to be more aware of how they are using their days off and what their leave balances are.

Should We Be Encouraging Time Off?
Definitely. There are benefits for both the employee and the employer for using up PTO. For employees, it’s important for them to get away from the office, recharge, and take personal time for themselves. This personal time typically allows for more work-life balance, produces a happier employee at work, which, in turn, will have a positive impact on their performance

On the other hand, employers also see many benefits from their employees taking PTO. As previously stated, a fresh employee, particularly after taking some time off, will perform better than they would had they not taken time off. A happier employee in the workplace will most likely make them want to remain with their current employer. PTO can also be beneficial for employers because a competitive PTO plan can help to attract top talent.

With the right system in place, your organization can diminish barriers to taking PTO by providing employees constant access to their PTO balances and the ability to submit requests online. Managers will be able to review individual requests on a calendar with other team requests or approved leave in order to maintain accurate staffing levels while still enabling team members to take time off when appropriate.

You would think that management wouldn’t have to be encouraging employees to take time off, but due to some employees feeling guilty, or too overwhelmed to leave the office, we are failing to see the benefits of a properly utilized PTO plan.

Steps to Take
The most important thing that management can do is to address your employee’s hesitations to take PTO. Employees may have notions if they take time off they may be at risk of losing their job, missing out on promotions, or falling behind on work. Management has to make it clear that none of this is true and that in most cases, the most effective employees are those who do take time off. One way that you can ensure that your employees are picking up on this is to lead by example. At the end of the day, executives are also employees of the organization and it is important for leadership to take time off to recharge as well.

As we prepare to enter the New Year, it is important to make sure that we are managing PTO accurately and effectively so that this can be the most productive year yet.

This DATIS Blog was written by Carlos Lozano, DATIS, on December 1st, 2016 and may not be re-posted without permission.