Attendance, shift and leave process for 3D visualization studios: hybrid days, crunch weeks and rest after launches
Render deadlines do not follow office hours, and half the team may sit at home. A clear way to record presence, plan crunch weeks and give rest afterwards keeps the studio fair and the schedule honest.
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Share your requirementsWhy attendance, shift and leave process matters in 3d visualization studios
In many studios, attendance is whatever the artist says. Some come in daily, some work from home, and a few log in late at night when the render queue is free. Nobody quite knows who worked how long on which job, so crunch weeks are shared unevenly and leave is granted by whoever happens to be asked.
A workable process sets the days when the team meets in person, a simple log of time against each job, and a rule for crunch weeks that includes rest afterwards. It does not try to watch every hour. It aims to show where the studio's time goes and to treat people evenly when a client date forces extra work.
How to set it up
1. Agree the shared days
Choose the days when the full team is in the studio for reviews and teaching, and leave the rest to the artist. Write it once so it is not argued each week.
2. Log time against jobs lightly
A short daily entry by job, kept simple enough that artists will fill it. Use it to see which clients take more time than they pay for.
3. Plan crunch weeks early
Look at client dates two months ahead. Fix who works extra, when and what time off follows. Share the load across the team instead of leaning on two people.
4. Give rest after a launch
A day or two of lighter work after a heavy delivery, written into the policy. Artists notice when the studio keeps the promise.
5. Decide how leave is requested
One place to request, a lead who answers within a day, and a block on leave only for the few days around a major delivery. The attendance and leave process can carry the rules.
Check these first
Before changing anything, find out what is true today. These take an afternoon and use your own records.
- Count the weekends worked in the last quarter and see who did them.
- Compare time logged against each of your last five jobs with what was quoted.
- Ask the team whether they know what rest follows a crunch week.
- Check whether leave requests have ever been refused without a reason.
GullyHR can do this with you. Read how we approach attendance, shift and leave process in general, or share your requirements and we will tell you where to start.
Questions owners ask
Ask for the job and rough hours in the daily log, and agree how late work is recognised. The goal is to see the load, not to police the clock.
Not necessarily. Fix a few shared days and core hours for calls, and let artists plan the rest. What matters is that reviews happen and work is visible.
Rotate who takes late jobs where skills allow and look at the quote. If the same person is needed each time, that is a single point of failure to fix.