How to get the most out of Workday Payroll dashboards

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The future of work is bringing new challenges for Human Capital Management (HCM) practitioners, especially as the skills shortage becomes a day-to-day reality. In the near future, the people responsible for people in your organization — from CHROs to payroll specialists, will need more time to strategize, analyze, and innovate. With truly innovative HCM technology, not only will employees have more time, employee productivity and engagement will increase.

Workday Payroll is designed to help employees increase efficiencies, eliminate errors, and anticipate changes, particularly around compliance or tax related items—a competitive advantage in a fast-changing regulatory environment. Plus, Workday Payroll not only saves employees time, but perhaps most critically, reduces questions to the payroll department and increases insight around the complex process of compensation.

Workday Payroll best practices

Our Workday experts at DXC recommend starting with the following simple steps to drive user engagement and adoption to get the most out of Workday Payroll dashboards:

Share—and share often.

For employees involved in the day-to-day work of payroll (or any HCM work), new technology requires that management does their due diligence in communicating the change. But we’re all bombarded with hundreds of messages every day; so this requires creating messaging that has meaning:

  • Empathize with the difficulties of change (even positive change is stressful!).
  • Make it personal: Share how Workday Payroll dashboards will benefit both employees and administrators in day-to-day work. For example, teach employees how to easily compare pay periods and make updates, such as tax elections, from one place.
  • Show payroll partners and administrators how the dashboard gives them instant visibility into the status of each payroll, retro differences to be paid, and employees affected by regulatory changes (such as tax rates).

Follow-up with non-users.

It’s simple: Ask employees who aren’t using Workday Payroll dashboards why they aren’t. Engage employees by providing more training, enabling one-on-ones with power users, giving employees extra time to learn about the dashboards, and/or scheduling frequent check-ins to answer questions and provide encouragement.

Invite existing users to share why they love Workday Payroll dashboards.

Ask employees who are using Workday Payroll dashboards what they love about it. And then ask them to share this with their peers. Happy users are the best advocates for new technology. Product evangelists—your employees who love payroll dashboards—can greatly influence others to get on board.

Make sure updates go smoothly.

Build a repeatable test plan for updates and always communicate any upcoming changes to Workday Payroll dashboards far in advance. If you need help, our experts can help you develop a solid testing plan that is both repeatable and not overly taxing on resources.

Plan ahead—and communicate frequently—about big events, such as audits.

One of the advantages of Workday Payroll dashboards is that they enable users to start the audit process early. Help employees understand that auditing early and often, using the tools in payroll dashboards, can make the end of the year far less stressful—and even reduce the need for overtime around the holidays.

Creating a positive, engaging user experience is the first step to getting the most out of Workday Payroll.

It’s imperative that employees doing the day-to-day payroll work need to know how Workday Payroll dashboards help them personally do their jobs better. Organizations can drive greater adoption and engagement by actively sharing the employee-centric benefits of payroll dashboards, encouraging existing users to advocate for the technology, and making it easier for non-users to become engaged users.


Jeannette Thurik is a DXC Workday Delivery Director and a seasoned Payroll Professional with 19 years of experience in global payroll, accounting, process improvement, system optimization and HRIS. 9 plus years of Workday experience with over 7 years as a Workday Partner Product Lead for Core and US Payroll.

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