The rapid advancement of AI is reshaping industries, prompting businesses to adapt their workforces for the future. Reskilling employees has become a priority as companies face a shortage of skilled workers and potential disruption from automation.Adopting reskilling and low-code technologies can help businesses create purpose-rich careers for their employees, embrace digital transformation, and prepare their workforces for the challenges and opportunities of the AI era.Here are five key trends driving the future of low-code:1. Reskilling in the AI eraThe widespread integration of AI is reshaping workforce requirements across industries. Routine and repetitive tasks are being automated by AI-driven systems, leading to concerns about job displacement in traditional roles.Organizations are experiencing these challenges firsthand. Dropbox laid off 500 employees due to the impact of AI, prompting CEO Drew Houston to emphasize the need for talent realignment toward AI and early-stage product development. IBM echoed this trend, revealing plans to replace thousands of jobs with AI within five years.While experts agree that AI will eliminate some jobs, it will also create new opportunities. The nature of some jobs will change, and individuals will need to develop new skills to stay relevant in the job market. By reskilling workers and placing them in high-value roles, organizations can close the talent gap and position themselves for success.2. Future-proofing organizations with reskillingReskilling not only equips employees with updated skills, but it can also help cultivate continuous growth. When organizations actively invest in reskilling, they signal their commitment to developing employees, increasing retention, and attracting top talent.Neglecting investment in reskilling can have significant financial implications for businesses. According to IDC, 90% of organizations will face IT skills shortages by 2025, at a cost of $6.5 trillion globally due to delayed product releases, decreased customer satisfaction, and loss of business.Beyond recruitment and training, the time it takes for employees to ramp up and be fully productive is a significant cost factor. To help with this challenge, successful organizations prioritize investing in existing employees and company familiarity for cost-effective skills development.3. New citizen development strategiesFour out of five U.S. companies have adopted low-code platforms for application development, according to market research firm Fact.MR. Low-code platforms have emerged as transformative tools, accelerating application development by up to 90% and empowering a new kind of knowledge worker: citizen developers, according to McKinsey.Citizen developers are technology enthusiasts who, despite lacking formal IT training, have developed low-code solutions to address bigger challenges, says Gregg Aldana, global senior director of creator workflows at ServiceNow.4. Increased workforce collaborationThe impact of low-code development extends beyond the platform, across an organization. It’s now possible for anyone to participate in and contribute to developing solutions. Organizations are embracing this collaborative approach through “fusion teams” that unite business executives and IT professionals.This method combines the expertise of those who understand the operational needs and demands of the business units with the technological insights and controls maintained by IT professionals.A fusion team operates as a bridge, fostering lateral collaboration over a conventional top-down structure. By combining diverse perspectives, the team encourages knowledge sharing and broad employee engagement, both of which drive adaptability and agility.5. Reskilling with low-code platformsThrough its visual and collaborative nature and wide accessibility, low-code development enables anyone across an organization to engage in building apps with minimal technical expertise.Sandbox environments offer a controlled space for citizen developers to experiment and ideate proof-of-concept apps without affecting existing systems. If business owners are satisfied with proofs of concept, IT can put a small-scale pilot into production. This unlocks creative ways to drive reskilling with a strategic low-code approach.By adopting AI-powered low-code platforms and citizen development strategies, enterprises can foster a future-ready workforce, empowering employees to take on new challenges and focus on tasks that require their cognitive skills.Find out more in our ebook: Build and automate with low-code.

HR departments around the world are facing a series of challenges. The past few years of economic turmoil and the dynamics of the pandemic have changed workplace expectations on many fronts. This has left HR personnel struggling to adapt to a new range of unfamiliar issues while trying to keep up with the demands of core HR functions. According to a 2023 Gartner survey, 80% of HR leaders say they are facing different challenges to those they encountered pre-COVID-19, with 55% fielding more employee requests on a wider variety of topics, and 45% agreeing that it’s gotten harder to juggle conflicting priorities. Many of these new issues are related to employee mental health and employee relations (ER) in general. Research carried out by Wade Macdonald found that 47% of senior HR stakeholders are dealing with far more ER issues than pre-pandemic, with the rise in grievances about mental health and wellbeing, as well as those relating to hybrid or remote working, comprising the majority of the new burden. Not surprisingly, this surge in challenges and leap in unfamiliar situations is exacting a toll on HR personnel. Gartner notes that 71% of respondents report a greater degree of burnout among their staff, and over half saw increased difficulty in retaining and recruiting HR employees. HR leaders are seeking solutions to the crisis in the making, and their main address is HR tech. Technologies for HR teams have developed significantly in recent years, delivering time-savings and boosting efficiency for a number of vital HR tasks, helping human employees to get more done, and freeing them to dedicate more time to issues that only they can resolve. Here, we explore HR technology to reveal five essential solutions crafted to provide significant time savings for HR professionals immersed in their daily tasks. 1. ATS Platforms Applicant Tracking System, or ATS, platforms, assist HR teams in navigating the complex and often frustrating process of recruiting and hiring. They automate recruitment workflows to save time on repetitive tasks like posting jobs; increase efficiency in filtering candidates; and ultimately improve compliance. ATS systems assign tasks and timeframes, monitor the recruiting funnel, and point you to the best sources for quality candidates to improve your candidate pipeline. LIKE.TG’s Recruit ATS allows HR personnel to push a single job posting to multiple job boards, create customized application portals, and send personalized emails or text messages to numerous applicants at once. The system collects and organizes applicant data, tracks interactions, and delivers easy-to-read reports, so you can see candidate information and assess suitability in a single interface. 2. Employee Onboarding Tools Employee onboarding tools smooth the tedious process of collecting employee data and onboarding new hires into your tech stack and work processes. An automated, cloud-based platform like LIKE.TG’s Onboard allows new hires to self-onboard through a personalized portal. It guides them through the process of completing forms and understanding employee management software, freeing HR for other tasks, and empowering new hires. Instead of repeating information on multiple paper forms, Onboard can pull data from the recruitment platform into the employee management system, reducing the risk of manual errors and saving time. With a digitized process, including approval workflows and checklists, there’s much less chance that something could be overlooked. 3. Payroll Apps Payroll is famously time-consuming, and it’s only becoming more so with the rise of hybrid, remote, and flex working. Cloud-based payroll automation solutions take over the grind of gathering and verifying data about hours worked, time off, overtime, and more, by pulling information from integrated HR systems. Automating payroll brings more accuracy to complex calculations about deductions, shift tallies, and bonuses. Payroll apps can automatically apply wage compliance rules, increasing trust in HR and saving HR employees from complicated, and often confusing, calculations. They also can handle payments and tax reporting, slashing the time that employees have to wait before they get their paycheck and increasing tax compliance. 4. Performance Review Platforms Performance management is notoriously sensitive and tedious, but performance review platforms like LIKE.TG’s Perform can help. Performance management software can automate tasks like gathering data and feedback, setting and measuring progress toward goals, and producing clear reports on individual, team, and organizational levels. With tools like Perform, it’s possible to customize evaluation templates to make them more relevant and informative, and invite employees to set and check off their own goals, increasing their sense of being heard. Once performance review is automated and streamlined, it can be conducted on an ongoing basis rather than intermittently, which delivers more support for employees and opens up better visibility into performance trends. 5. HR Financial Planning Tools Instead of using manual data entry and multiple spreadsheets to create and manage budgets, track expenses, forecast needs, and allocate resources, HR teams can automate it with HR financial planning tools. This enhances accuracy and significantly reduces the time spent on administrative budget management. In addition, HR financial planning software offers real-time insights into key financial metrics, making it easy to monitor labor costs, recruitment expenses, and other expenditures. This allows for informed decision-making and headcount spend optimization, enabling better alignment between HR strategies and broader organizational goals. By providing a comprehensive view of HR financial data, these tools empower teams to operate more efficiently and allocate resources more strategically. The Right HR Tools Can Rescue HR Teams For overstretched HR teams juggling increased employee expectations in a transformed workplace, HR tech can be a lifesaver. Automating routine tasks frees them from activities that can’t be delegated to software, and reducing the stress of overwork means they have more energy to dedicate to complex or sensitive situations. When it comes to HR, automation is quickly becoming a must-have. Try Workmates Interactive Demo Click trough it yourself withinteractive demo. 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In the last few years, remote work has taken precedence over in-office work in a way that was never expected. In early 2022, The Pew Research Center reported that 60% of workers want to work from home all or most of the time. We can expect this number to increase further this year as an increasing number of employers and employees embrace the “flexibility” offered by remote work. However, it also can’t be denied that remote work also comes with problems like miscommunication and disconnection with the team, leaders and managers. Employees can also feel disengaged and isolated. That is the reason, business owners and managers managing remote teams, developing and maintaining a strong company culture is critical. What is company culture? Ask 10 different people what company culture is and you’ll get 10 different replies. However, at core, the company culture can be defined as the sum total of all formal and informal processes, behaviors, and values that create an experience for your workforce and customers. Company culture can be felt by everyone who works and even visits your organization. For instance, you walk into a company as an outsider and its employees greet you with a warm smile and a firm handshake. You can instantly feel a distinct, positive energy, and you get a fair idea of how things “work” there. You’ve understood what company culture is, now we’ll have a look at its benefits. Why company culture matters? Let’s take a look at some statistics that underline the importance of company culture in today’s dynamic work environment. 86% of job seekers avoid companies with a bad reputation, and a culture that attracts high-caliber employees leads to a 33% revenue increase. It’s evident that a strong company culture paves way for the organization’s success. Here are a few substantial benefits of a good company culture for both employers and employees alike. Increased productivity Happy, engaged employees are more productive than others. A strong company culture makes employees feel valued and they work with a greater sense of fulfillment and job satisfaction. When your employees’ goals and organization’s objectives are aligned, they display more passion and commitment that shows in the form of better quality work, increased productivity, and consistency. Decreased turnover Retaining highly skilled employees has become more of a challenge for today’s organizations. If people don’t feel valued and recognized, they switch jobs. On the other hand, a good company culture recognizes and rewards top performers, which helps reduce the staff turnover as they feel a sense of belongingness, shared accomplishment, and a shared community. Turns employees into advocates When employees feel connected to an organization and team members, they are likely to be your brand’s best “word of mouth” advocates. They will invite other skilled professionals they know to come and work beside them. Highly satisfied employees not just contribute to your company culture but also advocate it both internally as well as outside the organization. Makes recruitment easier Your company culture is something that’s noticed even by job seekers, and they’ll consider it while making the final decision. They can sense your culture even during the interview. So, to keep their interest, prioritize building an organizational culture that leaves a strong first impression on your potential employees. Effective onboarding Effective onboarding is one of the best ways to ensure new employees get familiar with the core values and mission of their business. Onboarding practices such as training, orientation, and performance management programs enable new employees to access the right resources and make a smooth transition into new job roles and responsibilities. What if you have an automated online onboarding software, like LIKE.TG, where HR can actively track all the checklists, tasks, and nothing will miss, no matter from where you are working. Next up, we’ll have a look at the best ways that, when implemented, can help you create a thriving company culture in a remote environment. Five best ways for building a strong culture with remote teams Define your company’s mission Your employees need a mission to work towards. Stephen Kohler, the CEO of Audira Labs, says, “As humans, we have a fundamental need for a sense of purpose and meaning in what we do". In a remote work setting, distractions and apathy can negatively influence your team members. So, it’s important to remind them why they are doing what they do. How are their contributions helping a large number of people be more efficient in what they do? How does your company plan to help people enjoy a healthy work-life balance? Make your employees understand the value of their contributions and how everyone stands to benefit from them, including your team members. Prioritize communication 68% of people say they’ve personally wasted time as a result of communication issues in their business. Timely, smooth communication among your remote team members helps to keep your entire unit together, which further shows in improved coordination on work and better team camaraderie. It’s important for managers to conduct regular one-on-one and team meetings with direct reports to ensure projects progress as planned and any underlying remote working issues are identified and resolved in time. Providing your team with the right communication tools also go a long way to help them exchange crucial information with others, which prompts timely response by recipients. Improving employee experience doesn'tneed to be difficult - or expensive! Learn how Make your employees feel valued Your remote team employees are not just working for a paycheck at the end of the month. It’s much more than that. What separates your organization from other organizations? All companies pay salaries but employees prefer to stay longer with organizations that value and appreciate their efforts, which gives them high job satisfaction and further fuels them to contribute to the company’s mission. Remote employees can easily feel isolated as they are “out of sight, out of mind” for their reporting managers. Not giving feedback can demoralize them and lower their self-esteem. They might be discouraged from working hard when their efforts are not appreciated and valued. So, how do you appreciate and reward employees who work from home? Here, an employee recognition and reward software can really help you out. How can you have fun with your employees? Reward them in front of all, offer them gift cards, and much more. It helps to boost their morale and engagement. Incorporate team building activities Thanks to video conferencing platforms like Zoom, it’s easy and quick for widely dispersed team members to have virtual face-to-face conversations with each other, which helps to keep team members feel connected to each other. HR pros, managers, and team leaders should use video conferencing effectively to organize virtual team-building activities that will also improve their work-life balance. For instance, once a week, you can organize a video conference session revolving around casual conversations where your team members can share their personal lives and other areas of interest outside of work. There are numerous virtual team games, like Team Dinner, Tiny Campfire, Gingerbread Wards, etc, that can improve your remote team camaraderie. Ask for feedback and measure employee engagement How would you know if your remote employees are happy or not? Ask them. Quite simple, isn’t it? Monthly or quarterly anonymous surveys are one of the most widely used and effective ways to help managers and team leaders gauge how exactly your employees are feeling and how well your organization is upholding its values. Employee pulse surveys give you a clear picture of what’s working and what’s not. You can identify bottlenecks and take corrective action before the situation gets worse. However, a lot of thought has to be given on questions that are featured in employee surveys. These should primarily focus on work issues, employee well-being, team collaboration, productivity, relationships with peers and supervisors, etc. The constructive feedback will help both team leaders and remote team members be on the same page to create a thriving remote work environment. But the important challenge is how to conduct such polls with your remote team. Planning such surveys is easy when you work in an office, but with a remote team, it can be difficult because everyone is scattered and not always in touch. In this case, you can use employee engagement tools to build and share online employee polls, surveys, and pulse surveys. Employees may fill out and easily return forms using the same platform. The Final Thought These five ways centered around how to create a robust company culture in a remote environment help leadership and remote team members stay on the same page for improved work coordination as well as strengthened team bonding. When your remote team members are driven by organizational values and mission, they’ll have a clear roadmap and purpose to accomplish. When implemented, expect higher engagement, productivity, and transparency within your distributed team.

A May 2021 executive order mandated that federal government agencies invest in both technology and personnel to centralize and streamline access to cybersecurity data, accelerate migration to secure cloud architectures, and advance toward a zero-trust architecture.A zero-trust architecture doesn’t refer to a predefined, out-of-the-box network security solution. It’s a strategy based on an agency’s cybersecurity plan that contains a collection of zero-trust concepts. It requires multiple security solutions that cybersecurity teams need to orchestrate in their environment.To help avoid disruption to daily operations, federal agencies can simplify their zero-trust architecture by including an enterprise platform strategy. This will help centralize and streamline cybersecurity data using multiple technologies from different manufacturers to avoid silos.The Now Platform® is a single, cloud-based architecture platform that provides enterprise capabilities for legacy software, point security solutions, and agency workflows. It can augment a zero-trust architecture by addressing five high-level goals identified by the Joint Defense Information Systems Agency (DISA) and National Security Agency (NSA) zero trust engineering team.1. Modernize information enterpriseAccording to the DOD Zero Trust Reference Architecture, IT modernization includes eliminating agency or command silos. In the past, federal agencies divided IT responsibilities and IT budgets along organizational, operational, and doctrinal boundaries. This led to the development of many capabilities in silos, multiple security philosophies, and multiple security solutions installed in the environment.A zero-trust framework gives an agency the flexibility to choose best-of-breed technologies that best meet their zero-trust cybersecurity expectations. However, having a variety of technologies from different manufacturers on the network could introduce complexity and impede operations.The Now Platform has a single data model and contains powerful cross-functional workflows that connect people, functions, and systems in a zero-trust environment. With extensive third-party integration capabilities, the Now Platform can connect security solutions selected by an agency, helping network administrators bridge organizational gaps, technology gaps, and process gaps.2. Simplify security architectureThe Zero Trust Reference Architecture document claims, “A fragmented approach to information technology and cybersecurity has led to excessive technical complexity, which creates vulnerabilities...and high levels of latency.”When connected to the Now Platform, security solutions and monitoring tools can be coordinated to work simultaneously to respond to security events. They can activate automated cross-functional workflows to notify security officers, quarantine suspect systems, update vulnerable assets, and lock suspicious accounts.The Now Platform can correlate threat intelligence feeds collected from multiple security tools, providing agencies with an integrated, real-time view of compliance and risk across the entire agency. This could save administrators time on analysis while providing them with streamlined critical information to make informed policy decisions.Security Incident Response, a SOAR security solution on the Now Platform, is a key component of a zero-trust architecture. It can be configured to consume data from point security solutions or from a security information and event manager (SIEM) solution, such as Splunk, so that incidents can be automatically prioritized. 3. Produce consistent policyTo achieve and maintain a zero-trust architecture, administrators must be consistent when applying policies. If policies are not clearly defined, documented, or enforced by agency security applications and secure workflows, the agency could be at greater risk of a security breach.“Waivers and exceptions to written policies, based on short-term operational needs, have led to inconsistently managed, reconfigured, and/or disabled security systems, thereby making them porous and ineffective,” the DOD Zero Trust Reference Architecture reports.To maintain a healthy zero-trust architecture, cybersecurity administrators define security policies so they can control hardware and software configurations on the production network. Policies are also defined for onboarding new capabilities, new or updated software packages, new or updated services, new IT hardware, new cloud providers, and new personnel roles.The Now Platform can be leveraged to support an agency’s IT acquisition policies. Powerful onboarding workflows can provide governance to an agency’s acquisition processes, helping to ensure a security and risk evaluation is performed prior to a technology purchase or an installation.ITIL change management capabilities on the platform can help administrators prioritize configuration change requests. Subsequently, change request workflows will help ensure each request is properly analyzed and approved before it’s implemented into the production environment.4. Optimize data management operationsThe DOD Zero Trust Reference Architecture states, “While data standards and policy exist, they are disparate and inconsistently implemented.” As a result, challenges exist between applications, organizations, and external partners. Many agencies are not able to “fully leverage the benefits of cloud computing, data analytics, machine learning, and artificial intelligence.”Cybersecurity administrators can centralize and streamline access to cybersecurity data by integrating agency security tools and solutions into the Now Platform. Platform integration provides a central repository for agency security tools to exchange data or to share relevant information. It also gives analysts quick access to all the information they need to make informed policy decisions.When cybersecurity data is centralized and streamlined, machine learning frameworks available on the Now Platform will be able to analyze enormous amounts of data in seconds, providing analysts the information they need to produce relevant knowledge articles. Furthermore, text analysis processes that are powered by artificial intelligence (AI) will help security administrators identify major incidents while providing suggestions for mitigating problems.5. Provide dynamic credentialing and authorizationIdentity, credential, and access management (ICAM) is designed to create a secure and trusted environment in which users can access authorized resources. ICAM allows the agency to see who is on the network at any given time.The Now Platform can help administrators support their ICAM security solutions by providing a self-service portal with predefined “access request” workflows with approval capabilities that document each request. This creates an audit trail with detailed information about the request, such as why an employee needs to access a resource and for how long access is required.When access is approved, workflows can notify resource owners or trigger additional processes external to the platform. The Service Catalog can also provide prepackaged onboarding requests that trigger automated workflows to request a Common Access Card (CAC) and network access for a new employee.Learn more about how LIKE.TG helps government agencies improve efficiency.

Throughout history, leaders have paved the way for progress, inspired people to great deeds, and encouraged team and business growth. A good leader is an ambitious, supportive, and honest person, and one that understands the importance of facilitating successful professional relationships. Let’s take a look at five ways managers can help teams grow by leading by example. When a leader isn’t afraid to get their hands dirty, the team is more likely to follow their direction. Get Involved A leader doesn’t give orders and merely expects obedience. A good leader gets involved, oversees the task at hand, and guides the team toward progress. Being a manager doesn’t mean you’re above anyone, but that you have an extra responsibility to inspire and motivate - and have more at stake when it comes to the team’s failures and successes. People respect leaders who get down in the dirt with the team and stand beside them rather than in front of them. Empathy puts you in someone else’s shoes, so you can realize a situation or problem from their point of view. Empathy is an important leadership skill, acting as a bridge for facilitating meaningful personal relationships with others. This can help expand your worldview and make you more comfortable with the team as a whole, and vice versa. Get involved in your projects. Ask team members for feedback on both the project and on your leadership. The best way to move forward is to be aware of any shortcomings, gain insight from others, and work to improve yourself and the team. By your example, they’ll learn to improve themselves, and thus, you’ll create the ultimate powerhouse of productivity, trust, and inspiration. Honesty And Integrity There’s nothing more inspiring in a leader than honesty and integrity. These two attributes will always matter to leadership because, without them, the basic foundation of any successful relationship—trust—can’t be cultivated. Honesty is telling the truth, and integrity in maintaining trustworthy conduct, especially when no one else is looking. The two are halves of an all-important whole that all leaders should master. Trust is always a two-way street. Managers can’t expect their teams to be honest with them if they themselves are not honest with their team members. As a leader, part of leading by example means being honest with yourself as much as with others. Admit when you’re wrong. Own your mistakes. Be honest about where you’ve fallen short. Be honest with your team, but never be “brutally” honest. Some believe the best approach is to be brutally honest in order to spur change in a person. In reality, this approach is more likely to create feelings of bitterness and lower self-confidence among team members. Be supportive, confident, and don’t tear other people down. Honest feedback should be constructive. Recognize Teachable Moments And Take Advantage Of Them Teachable moments are some of the most important situations a leader can share with the team. These moments can bring the team together, and allow both the leader and each team member to lend their own perspectives and expertise to solve a problem. Look for times when the team is mismanaging a project, operating from a one-sided view, or would like an outside perspective. Sometimes when team members are stuck in a project, they can’t see past the nitty-gritty to the overarching goal. That’s where good leaders can come in, be the extra set of eyes, and offer a fresh perspective to keep the project on track. Effective managers recognize these moments, take the time to share their knowledge with their team, and reinforce those lessons with future reminders and encouragement. For these teachable moments to have an impact, managers need to have a solid understanding of their team and how each member functions. When a team respects you and your perspective, the lessons are more likely to stick. Some lessons last a lifetime, and the simplest moments can turn into the most valuable ones. Master Remote Leadership While working remotely can be a challenge for the team, it’s also an opportunity to venture into new territory, and perhaps even expose some hidden skills you or the team never knew you had. Remote leaders can be inspiring in the same way as in-person leaders. The changing landscape of our workplaces has created new expectations from employees and management alike. The first step to bridging the gap is by clearly defining those expectations. Let employees know what you expect from them. Remind them when necessary. And, in turn, listen to what they expect, too. Good leaders are also good listeners! Establishing clear goals is an effective way to organize and keep your team aligned, especially in a remote environment. Consider utilizing a framework like the classic SMART goals framework, which suggests that goals should be specific, measurable, attainable, results-oriented, and time-bound. Make sure to take advantage of the technology available to you. There are conferencing services, project management software, and so much more than ever at our disposal to bring teams together and facilitate a collaborative environment regardless of location. Stand For Social Justice Standing for social justice as a leader means readily including all available perspectives and creating diverse teams. Reach out to candidates from different backgrounds, cultures, and ages to join your team. Don’t limit yourself to one vision of the “ideal” candidate. Thanks to online hiring, you can recruit people from all over the world. Don’t pass up that opportunity—you might just find some amazing talent in the last place you’d expect. Don’t support or excuse negative behavior like racism or sexism. As a leader, what you do in response to these behaviors can set a harmful tone or helpful precedent. When you ignore or dismiss such behavior, you’re essentially saying that it’s okay in your place of work. Never alienate your workforce for the sake of one person. Inclusivity is a powerful tool in the workforce. To maximize its potential, leaders need to embrace new perspectives and encourage inclusivity and tolerance on their teams. If you lead by example, the team is more likely to follow. Putting This Into Application How successful you are in leading by example will ultimately rest on two factors: consistency and follow-through. Ensure you follow through on your words and set a consistent pattern of behavior, as both serve as signals to your employees that they can, and should, mirror your work ethic. If, for example, you establish a rule for everyone to clock out of the office at 5:00 p.m., you should follow this rule just as closely as you expect everyone else to follow it. Your team may feel apprehensive to leave at 5:00 p.m. if you stay late to get more work done, and even begin staying late themselves—which defeats the purpose of the rule. Examine your own behavior closely and regularly. If you criticize others for interrupting during a call, but you yourself constantly do it, you need to adjust your behavior accordingly. Otherwise, you risk eroding your team’s trust and respect towards you, especially if you allow this type of double standard to prolong. When appropriate, accompany your behavior change with a verbal acknowledgment of your previous behavior, as this can help reestablish the precedent that you not only are self-aware but are as good as your word. The Bottom Line Managers are important to the growth and success of their teams, but leading by example is by far the best way to reach them and help them grow. Remember that honesty, integrity, and empathy will always be important attributes of a good leader and that being inclusive and standing for social justice can set a positive precedent in your workplace. When people feel supported by their leaders, they can do extraordinary things. Don’t be an average leader—be a great leader by keeping these five considerations in mind. To learn even more about managing remote teams and keeping employees working at home highly engaged, download our ebook now. Download now About Author: Jamie Davidson is the Marketing Communications Manager for Vast Conference, a meeting solution providing HD-audio, video conferencing and web streaming bringing teams together to work done

Mayank A, senior principal inbound product manager for Customer Workflows at LIKE.TG, co-authored this blog.The way customers want to engage with organizations is radically changing. The pandemic and multiple shutdowns brought these changes to the forefront, forcing organizations to rethink their customer experience, both in person and online, and accelerate digital transformation projects to try to better align the customer journey with expectations.We all have stories about companies getting it right—they’re the ones that make it effortless for us to get what we need. But we also have nightmare stories about those that are unable to provide immediate help or relevant information.What can we take away from the organizations that create an amazing experience for their customers? All are applying a deep understanding of how their customers engage with them and use their sites to create a streamlined, frictionless journey.The goal is to meet customers where they are, and then help them find the answers they’re looking for or request what they need. This takes embedding service everywhere a customer engages on a site. It also takes augmenting what’s already working with new digitized service capabilities.Removing friction from the customer journeyEngagement Messenger in LIKE.TG® Customer Service Management can embed service on any third-party website. It brings rich service capabilities together into one solution that can be launched anywhere. Those capabilities include knowledge articles, chat, virtual agent (chatbot), case management, AI search, service catalog items, and appointment and technician scheduling.Customers can then interact online with organizations and access services without leaving their current web experience or online transaction. By adding Engagement Messenger into the way customers normally engage, organizations can leverage their existing, proven customer service workflows that orchestrate the activities and tasks necessary to fulfill a customer’s request.Organizations can also configure when and where to launch Engagement Messenger to deliver targeted service to customers when they actually need it (see Figure 1). For example, instead of displaying an annoying pop-up, even when it’s clear a customer doesn’t need assistance, Engagement Messenger will launch a virtual agent or chat at the appropriate time. Figure 1: Engagement Messenger can deliver targeted service to customers when they actually need it.Engagement Messenger can launch anywhere in the customer journey, or it can trigger specific actions to provide more targeted engagements. Let’s look at five key ways it can help organizations improve the customer experience:1. Offer rich omni-channel engagementWith Engagement Messenger, customers can chat with either a virtual agent or a live one, depending on what they need or are trying to do. This gives customers immediate service on the channel of their choice.The LIKE.TG Virtual Agent uses an AI-powered chatbot that can answer questions or direct customers to find relevant solutions on their own (via knowledge articles or the Service Catalog) 24 hours, seven days a week.Customers also have access to existing Virtual Agent conversations, such as how to purchase a new product or service, check the status of an order, return a product, or get assistance during checkout.At the conclusion of the interaction, customers can provide feedback for future improvement. And, if the customer requests to move the conversation to a live agent, the full transcript will be retained and visible to the agent, so the customer doesn’t have to start all over.2. Provide access to intelligent informationGetting access to the right information at the right time prevents customer frustration and escalation. LIKE.TG Knowledge Management offers customers the option to search or browse for answers in knowledge base articles. It’s a capability that Engagement Messenger leverages, via AI Search, to help customers get quick answers to their questions without having to go somewhere else or stop what they’re doing.Engagement Messenger can also present featured articles that help anticipate information a customer may need. Customers can provide feedback on whether an article was helpful or not to improve the relevance of future engagements.3. Deliver personalized serviceBeing able to access key services on the sites customers visit provides a level of convenience they greatly appreciate. However, to create the value organizations want and customers expect, these services should use known information about the customer to make it as easy as possible for them to do what they want.Adding Engagement Messenger to websites helps organizations offer the personalized services customers are looking for, such as opening or reviewing the status of their case, making requests through a service catalog, scheduling a walk-up appointment, or requesting a field service technician visit.These capabilities personalize the service experience, giving customers access to their own personal information from wherever they are on their customer journey. For example, customers can manage, create, and view their case details without having to navigate to the service portal. Or, they can browse a list of available catalog items and submit a request that’s automatically routed to the relevant teams that can assist them.4. Anticipate customer needsAnticipating what customers need by knowing when and where to provide services makes them feel understood by the organization. In the Now Platform Rome release, we added the ability to launch Engagement Messenger from an icon, button, custom link, or URL on a website. This allows a customer to initiate engagement and immediately get an appropriate response from the organization.Engagement Messenger is launched at the customer’s point of need and displays the relevant service features to best address their request. With chat, for example, this means launching the conversation in the customer’s selected language.This flexibility provides a better engagement experience by allowing organizations to configure what they present based on their understanding of the customer journey. For example, an organization can launch Engagement Messenger with Virtual Agent to help the customer complete an e-commerce purchase, assist with product warranties, or book an in-store appointment.5. Get up and running fastCustomer satisfaction scores improve when customers no longer need to hunt for support. Instead, they can complete their journey and get the help they need without having to leave their current experience.With Engagement Messenger, a wizard allows organizations to easily create one or more service modules and configure their behavior, appearance, and styling to suit the online channel in which they’ll be embedded (see Figure 2). This gives organizations the ability to configure the appearance and behavior of their modules to align with the company’s branding, as well as customers’ specific needs. Figure 2: A wizard in Engagement Messenger lets organizations configure service modules to suit the channel they’ll be embedded in.Once created, the low-code/no-code solution automatically generates a few lines of code that will add the Engagement Messenger to the website. This code can be emailed to a web administrator, making it easy to embed anywhere.Organizations that have already invested in self-service features—such as virtual agents and robust knowledge bases—can leverage existing capabilities using Engagement Messenger to lower their cost of ownership and deliver service anytime, anywhere.Engagement Messenger helps organizations create the kinds of experiences customers will remember for all the right reasons.Learn about more Customer Service Management innovations in the Rome release at Now at Work. Registration is free.

The majority of employers consider the onboarding process necessary, but many of them don’t seem to adequately prepare individual employees for a new position. Gallup found that only 12% of organizations do a great job of onboarding recent hires, and they often suffer as a result. Research by Brandon Hall Group showed that organizations with a strong onboarding schedule improve productivity by 70% and new hire retention by 82%. When an employee is faced with a weak onboarding process, they’re more likely to lose confidence and quit within the first year. But a generic process can be just as destructive as a poor or unstructured one. If individual employees are trained similarly to their peers, even if it’s for the same position, it could lead to inconsistencies in performance and knowledge. That’s because your employees aren’t alike. The best employee onboarding examples have a few things in common: a diversity-first workplace, a longer or fully online onboarding process, and a customized onboarding schedule. However, personalization isn’t just about putting a person's name in an email. It’s about understanding each individual’s needs to help them reach their goals. Fortunately, creating a customized onboarding process is easier and cheaper than ever before, thanks to technology. Why is an Individual Employee Onboarding Process Important? Great onboarding leads to lower turnover, an authentic work culture, and better engagement, but any good onboarding process can do that. Why is a custom process necessary? Employers Should Foster Unique Skill Sets Instead of Stifling Them Modern employees look for employers that champion diversity, but diversity goes beyond what a person looks like. It’s unlikely a born-and-raised Nigerian woman is going to have the same experiences as an American man. Listening to new perspectives and thoughts is beneficial, and not just for business reasons. With new ideas, humanity, in general, can grow and succeed. However, if an employee is taught to keep their options to themselves, directly or indirectly, it prevents their personal growth and the potential growth of the company. Your employees won’t be able to lead a project if they can’t vocalize or beat the competition in your industry. The onboarding process sets the tone for your employee's experience. It’s vital to encourage new hires to ask for help or give their opinion. Otherwise, they may feel it isn’t wanted. Now, their special skill set, whatever that may be, will stay unknown to the rest of your team. Instead, ask the right questions to find the right candidate during the interview stage and affirm that their skills are needed during onboarding. Be clear that they can express themselves. This guide was designed to help you navigate through those difficult tasks and help determine the right software for your organization, download our ebook now. Download now Employees Respect Employers Who See Them as Individuals Every single person, no matter how alike they may seem at first, is a unique individual with their own thoughts, feelings, and preferences. When individuals are treated as a collective, they often feel less important, but that doesn’t necessarily make our staff selfish, narcissistic, or hard to work with. What this does mean is we value those who treat us as individuals rather than as part of the group. This is reflected in everyday life. If we group people and judge them based on what we assume they’ll be like, it causes unnecessary arguments, undue prejudice, and potential harm. But If you listened instead of assuming, you’d be able to respond to what they actually believe and what motivated the individual to think this way. In the end, you’re showing that you respect them and their opinion, and respect is often rewarded with loyalty and kindness in return. If you want to keep someone engaged in the onboarding process, you have to offer the same respect to your individual employees. Employers should prove to their employees that they made a great choice choosing their company. Individual Employees Don’t Learn at the Same Rate HR professionals agree that most onboarding processes should take three months, but two-thirds of hiring managers spend less than a month onboarding new employees. A short onboarding process leads to lower productivity, a toxic environment, and poor relationships. While it makes sense why employers would want their new employees to learn a task as quickly as possible, it actually causes a lot of stress for you and your workplace. For example: A rushed employee is more likely to make mistakes or not read the material properly. Someone who is unprepared or unable to perform adequately may feel like they aren’t meant for the job they occupy. In the end, they may develop imposter syndrome or quit. If employees are confused and discouraged from asking for help, they may pretend they know how to complete a task. This may cause them to make more mistakes or ask their coworkers for help, which makes them appear incompetent when they aren’t. An employee who falls behind needs help, not a threat. If an employee is left to fend for themselves, they’ll feel their employer doesn’t care about their personal wellbeing. Onboarding processes should be slow and calculated. If you push too much too soon, you’re more likely to overwhelm new employees, which leads to negative results. A self-paced onboarding schedule that works with an individual's abilities and work style will enable a new hire to find their place sooner. “As soon as we saw LIKE.TG’s Onboard demo, we knew this was the perfect solution for us. We loved that it was extremely simple and powerful out of the box, but that we could customize it with advanced capabilities to make it work in our company setting.” Elisa Garn Vice President, HR and Talent Christopherson Business Travel Learn More How to Customize and Personalize Your Onboarding Process Personalization works, whether you’re a small business or a large enterprise. However, you need to apply specific onboarding techniques to keep individual employees engaged. 1. Use Data and Tags Throughout the Onboarding Experience If you use onboarding software (and if you don’t, you should), you know that you can create sign-up forms that include the user's information, such as name, email, and job title. Using tags, you can insert this information on the program’s welcome page and throughout modules. When your employees are greeted by name on the dashboard, they’ll feel like your training programs were designed especially for them. However, personalization may not be enough, as person-to-person customization won’t prepare you for future hires or new training programs. Using data, you can populate information and training preferences based on a person’s current role, where they’re located, industry, company, and team. With this data, you can tailor and simplify the onboarding experience for new and current employees transitioning into new roles. 2. Segment Individual Employees Based on Their Personality Most personality tests aren’t accurate, but the DiSC assessment seems to match employees to the correct personality type 90% of the time. You can use the DiSC test to assess how a person manages conflict or takes direction, which is very important during a training session. For example, a Dominate (“D” in DiSC) person will feel comfortable asking questions, while a Steady (“S” in DiSC) may be afraid to ask a question out of fear they’ll upset you or the recruiter. Or, you could ask how they prefer to be managed, but a direct question could intimidate new employees. With DiSC, there aren’t any wrong answers or incompatible personality types. DiSC is great at providing non-judgmental information you can use to train more effectively. 3. Further Segment Employees By Their Motivations and Goals We all have career goals, and many of them are shared with our peers. Even so, that may not mean you and your coworkers are in a similar position. In fact, your peers may be much closer to the finish line than you, but that doesn’t mean you’ll never succeed at your goal. It just means you need to take more steps to get there, and any onboarding program you’re a part of should be aware of your unique starting position. With this knowledge, your recruiters can help you succeed. If you’re the recruiter, use this knowledge to shorten or lengthen training. For example, if your software engineer doesn’t know how to use one of the three programs they need, spend more time training in that one program. Then, provide them with a brief overview of the other two programs. Not only does this prevent boredom, but it also decreases downtime. 4. Communicate Using Personalized Emails and Messages Individual employees may receive the same generic welcome email during the initial stages of the onboarding process, which can feel a little lazy. With all the data you’ve gathered, you should be able to offer personalized suggestions for their next steps or hold a conversation. Here’s a few ways you can personalize email or message communication: Show them what the next three months will look like with a schedule Introduce them to their mentor if you’re using a mentorship program Encourage them to take full advantage of their benefits and perks Schedule an end-of-week meeting with their supervisor or mentor Talk about something you have in common to show you’re listening Building rapport with your employees is just as important as getting to know your clients. You’re putting your trust in them to help run your company, and it’ll only benefit you to truly know them. 5. Meet Your New Employees Face-to-Face (or Through Video) Face-to-face communication, whether it’s done in person or through a screen, can help you build stronger connections with your team. It’s easier and quicker to problem solve when you’re speaking to someone in real-time, making Zoom or in-person training sessions more effective. As another positive, in-person conversations are easier to personalize and can help potential hires feel like they’re having a casual meeting. While you should follow a loose script for consistency, make parts of the training more casual to encourage your employees to talk. If time zone differences are preventing you from chatting live, record product demos or training modules that use the trainee's name. Use data to create the best video for their needs. Author Bio This article is written by a marketing team member at LIKE.TG. LIKE.TG is a leading provider of proven HR solutions, including recruiting, onboarding, employee communications & engagement, and rewards & recognition. Our user-friendly software increases employee productivity, delivers time and cost savings, and minimizes compliance risk. This guide was designed to help you navigate through those difficult tasks and help determine the right software for your organization, download our ebook now. Download now

Black Friday is a wonderful chance for you to draw in new clients. You worked extremely hard to get them; you don’t want them to leave your establishment feeling disappointed by their experience. Due to the high number of rival establishments, both online and offline, the Black Friday customer experience is more crucial than any other day. I have five easy suggestions to help your brand have a successful sales day. What and when is Black Friday?Black Friday is the day after thanksgiving. It starts the holiday shopping season. To attract customers, most stores offer doorbuster sales with early-bird specials on this day. People stand in line for hours before stores open to get the offers of the year.Decades ago, most Black Friday deals began on Thanksgiving Day or earlier and continued through the Black Friday weekend. In 2022, Black Friday comes on November 25, which is the fourth Friday of the month.Preparing your support team for Black FridayYour customer service team is the bridge to your customers. Your approach to customer-to-agent interactions can either leave a positive or negative impression. You can achieve a more positive impression and higher customer satisfaction only when you deliver the best customer service ahead of all other services.However, having negative impressions makes buyers never come back to your shop. Moreover, they will even share their negative experience with others, like potential customers.Therefore, you need to prepare your agents for Black Friday matters because it:Promotes excellent customer service.Helps you come up with the most effective Black Friday marketing strategies.Guides your agents on how to deliver excellent support, which can improve customer retention.Lures customers, thus growing their loyalty to your brand, and expanding your business.Certainly, peak times like Black Friday require not only enhanced customer service skills but also open-mindedness and energy to deal with different situations. Therefore, you need to prepare your agents for this.In today’s world, it is easier than ever to search for alternatives and jump between different sellers, and a small mistake can result in the loss of a sale.5 ways to be ready for Black Friday 2022During those intense days, you will experience instances that can intensify the future of your business. Here are some customer service tips to follow to minimize the possibility of chaos this Black Friday.1. Apply software to deal with clients’ queriesIt can be difficult to deal with queries and interactions from many individuals on a regular basis, not to mention high peak days like Black Friday. Without the proper tools, even the most resolute teams can underperform.In this case, you need to have help desk software where you can find solutions that can take you through bettering your workflow and saving time. Practically, no customer support team is complete without a help-desk ticketing system.Help-desk software can centralize all your communications, so you do not have to jump between different channels. It typically comes with many other internal tools, like tags, canned responses, and automation rules to organize your tasks and tickets better and to be in control. With help desk software, you can deliver faster and more thorough support.2. Offer product self-service optionsNot all customers need help always. Therefore, these customers prefer when they get already available instructions or pages just to serve themselves. Certainly, self-service gives clients a better experience.Moreover, the self-service option creates awareness to customers of what they need to correct and the root of the problem. Additionally, by offering self-service to your customers, they can use it to satisfy their needs. This saves time without having to jump through hoops, thus customers’ mindsets and well-being significantly improve.3. Prepare canned responses for quick repliesIn hot pursuit time like Black Friday time really matters. Therefore, personally writing a response to every customer from scratch is tiresome. Coincidentally, most of the emails that reach your inbox are hitting the same issues but in different tone or format.Therefore, to manage all these, you need to prepare canned responses. Take note that, during the preparation process, you need to manage and edit the already drafted canned responses in advance to avoid miscommunication.Additionally, you need to update the canned responses in a manner that the agents can easily adjust to specific situations like adding names and relevant details. This will ease your agents’ work thus taking them less time than starting from scratch.4. Keep calm and prioritize your customers’ inquiriesEvery customer has a different way of approaching support agents. Some may be cool, and some may be frustrated about their issues. Regardless of how smooth or rough a customer is, your agents should treat all the customers equally. Similarly, they must keep patience when facing furious customers. Remember, when you fix customers’ issues perfectly and send replies on time, even angry customers get calm and become loyal to your service.Note that,All issues are not urgent, but all must be solved.Managing all customers’ queries is not possible at the same time.Therefore, you need to prioritize each issue according to its urgency. As a result, prioritizing queries will aid you in solving all customers’ complaints effectively.5. Be transparent and communicate wellTrusting is a process but can be broken in no time. To keep your trust with customers, you must be transparent and honest with them in your service delivery. For example, if you have not solved a customer’s issue in time you can inform them and explain the reasons vividly. This can change their perspectives thus sustaining their trust and loyalty in your service.Similarly, through communication, you can build a business environment that will lead to eminent growth. For instance, telling your customers that you need more time to do research on the problem might also keep them patient. This can build a strong business foundation thus increasing your customer retention.How LIKE.TG improves 2022’s Black Friday customer serviceLIKE.TG has introduced unlimited agents plans, which lets your company grow and save money. Additionally, it supplies three simple unlimited agents plans for every company. The plans under this category are Standard, Pro, and Business. You can get more details from the unlimited agents pricing page.LIKE.TG provides valuable features at a low cost.You can try a free trial that enables you to fully access all the features of your LIKE.TG plan. Even after the trial period, your data will be retained for seven days while you upgrade your plan.LIKE.TG enables you to change your subscription plan without restricting time. To upgrade, the changes take place immediately and are therefore charged as a Pro plan.You can do away with your subscription at any time. However, your subscription remains valid until the end of your billing period.LIKE.TG offers free migration when you move from any other help desk software to BoldDesk.By using an unlimited agent’s plan, you can expand your support team as much as you need without added cost.ConclusionThe possibility of Black Friday burdening your customer support staff is immense. Therefore, to succeed it’s crucial to divide your attention between offering fantastic deals and giving customers a first-rate experience. It’s not too late to consider these Black Friday customer service tips and prepare the necessary materials for a big day to take advantage of every chance that will present itself.To unburden your work processes, you need a help desk service. Therefore, LIKE.TG offers you advanced help desk features that can enable you to provide the best service ever. To know more about LIKE.TG features, you can contact our help system.

One of the great promises of digital transformation is its ability to vastly enhance the customer experience. By empowering your workers with the tools and information to deliver extraordinary customer service, you create increased value for your customers and your business.However, driving customer digital transformation requires a shift in mindset and approach. In working with LIKE.TG customers throughout the Asia-Pacific region, I’ve been privileged to be part of successful transformations. I’ve also seen what doesn’t work. Here are five insights I’ve gained:1. Create a partnership between the business and ITA customer service transformation initiative isn’t an IT project. Although technology powers transformation, the emphasis is squarely on customer outcomes. That means the business and IT must work together.When IT is the sole sponsor, transformation typically focuses on IT drivers such as cost reduction and, ultimately, devolves into a technology upgrade project rather than something that enhances the customer experience.On the other hand, business owners are keenly focused on customer outcomes, but they typically don’t understand technology. The absence of an active partnership between the business and IT can lead to impractical strategies from a technical perspective.2. Rely on your front linesAs humans, we’re adept at creating hypotheses based on limited facts. That doesn’t mean these hypotheses are correct. I’ve seen organizations design transformation strategies based on a perceived customer problem and then go off track because they don’t really understand the problem.To avoid this, talk to your front-line staff. They can tell you in a heartbeat what frustrates customers. Then validate that feedback by shadowing workers as they engage with customers. Having an impartial observer see what’s happening can help you avoid biased perceptions and get a fact-based view. 3. Avoid starting with the existing processWe’re used to process automation and optimization projects that start with existing processes. It’s in our DNA—and it’s a perfectly valid approach to streamlining processes. It helps us identify bottlenecks, failure points, and steps that machines can easily perform.However, that isn’t the goal here. Customer-centric transformation isn’t about rebuilding existing processes. The starting point is the customer experience you want to deliver. You’re unlikely to achieve the customer outcomes you want if you’re constrained by what you have today.4. Adopt agile methodologiesCustomer digital transformation needs to be an iterative process. There’s absolutely no point in gathering requirements and showing up six months or a year later with a solution that may or may not generate positive outcomes for customers.Instead, break down your transformation program into manageable chunks. Implement them step by step and assess the value each delivers as you introduce it. This will allow you to make course corrections, uncover new opportunities to enhance the customer experience, and realize fast time to value.5. Measure customer and business valueIt’s important to focus on traditional operational key performance indicators (KPIs) related to functionality, security, and stability. But you also need to measure the customer experience and benefits you’re providing to your business. If you don’t, you miss the point.Keep in mind you need to look at this value through different lenses. Consider a customer following up on a package that hasn’t arrived. From the perspective of the logistics company, the most important thing may be the productivity of its field service agents—how many calls they can get through.The customer, however, doesn’t want to have to make a call. They’d prefer to simply click an option that says, “Where’s my package?” and get a response with tracking details and estimated time of arrival. That’s how transformation happens, by thinking differently and focusing on the outcome.Deliver superior outcomes, achieve what you want faster, and stay on course for continued customer success by following this five-step approach to customer-centric digital transformation.

From communication breakdowns and minor misunderstandings to differences in work styles and competing goals, workplace issues are as varied as the solutions to resolve them. But, if handled correctly, each situation offers a unique opportunity to improve your company’s workplace culture. Understanding these issues and knowing how to navigate them can lead to improved teamwork, increased productivity, and a more positive work environment. By embracing issue resolution as a pivotal skill, leaders and employees alike can transform potential obstacles into stepping stones for organizational success. Below, we’ll delve into five common types of workplace issues that arise in the workplace and provide actionable strategies for effectively addressing them. 1. Mental health Mental health issues are increasingly common in the workplace, with at least 1 in 4 people experiencing mental health problems every year. Employers may find it difficult to address mental illness, but the support you provide for mental health issues should be no less favorable than the resources you make available for physical ailments. Most importantly, employers are under an obligation to take reasonable steps to support the well-being, health, and safety of their employees. This means that work practices and company culture should support good mental health and also employees with mental health problems. If an employee’s mental health illness is categorized as a disability, then they will also be protected against disability discrimination by the Equality Act 2010. Employers do have the right to terminate an employee’s employment due to mental health illness. However, you must be able to show that you have taken all reasonable steps to resolve conflict and keep the employee in employment. Short-term mental health issues For employees suffering from short-term mental health problems, you would be advised to: Give them opportunities to explain their absences Explain to the employee how these absences could become an issue in future both for them as individual employees and for the business Set a reasonable review period for monitoring their work performance and any absences related to their mental health issue(s) Long-term mental health issues Reasonable steps that you could take to support an employee who has a long-term mental health problem include: Investigating the mental health condition, usually by asking for medical records, GP report, or occupational health report Consulting the employee about how their condition affects their role Exploring with them possible ways of overcoming any adverse impacts, such as adjusting their workload or changing their hours or the type of work Making reasonable adjustments so that the employee can stay in their role Anticipating your employee’s recovery and keeping the role open for them for as long as reasonably possible 2. Covid-19 The coronavirus has drawn attention to employees’ rights in an unprecedented way, particularly to the right to get paid according to their contract of employment, the right to health and safety at work, and much more. With businesses being forced to close down and where it is not possible to work remotely, your employees are entitled to their contractual pay. The U.S. government Furlough Scheme (also known as the Coronavirus Job Retention Scheme) can help employers during this pandemic. The financial support provided gives employers a percentage of their employees’ salaries, currently at 80% with a monthly cap of $3,000. But employees must agree to be put on the furlough scheme and, if you are not going to bridge the cap to cover 100% of their pay, accept only a percentage of their wage. So, discuss it with them first. If employees believe there is an imminent danger in attending the workplace, such as contracting the coronavirus, they can also refuse to come to work. It can be unlawful for you to insist that they attend without first resolving the danger. This also applies to employees suspected of having or showing symptoms of the coronavirus (see S2(1) of the Health and Safety at Work Act 1974). We strongly advise that you discuss any dangers with your employees and where possible try to let them work from home, especially where they are vulnerable. Where an employee is pregnant, you are obliged to conduct a risk assessment and put her on suspension with full pay if necessary. If she is within 6 weeks of her due date, you can allow her to start maternity leave. If you ask employees to work from home, they are entitled to their full contractual pay. However, if they are not attending the workplace due to coronavirus symptoms or being suspected of having the virus, they’re entitled to Statutory Sick Pay. Introduction to Conflict in the Workplace(and How it Erodes Productivity & Culture) Download the Ebook Now 3. Bullying Bullying at work is destructive behavior usually directed repeatedly at one individual or a small group. It can be vindictive, offensive, belittling, threatening, or a combination of behaviors. Some examples of bullying in the workplace are: Persistent teasing or subjecting someone to frequent practical jokes Constant criticism when it’s not justified Verbal threats and verbal abuse designed to belittle, humiliate, or offend Intentionally misleading someone about such things as deadlines or the nature of a task Constant and unjustified monitoring of an individual’s performance Turning down an individual’s requests for time off without good reason Bullying can be carried out by an individual’s colleagues or by a manager. It has a demoralizing effect on the person or people being bullied and often adversely affects their performance as well as their mental health. It’s important to nip in the bud any reports of bullying and to deal promptly and thoroughly with any related complaints. Most employers have policy guidelines for dealing with bullying, but in practice, they are not always used. If you do not adequately handle reported instances of bullying and complaints about it, a bullied employee could resign and potentially have a claim for unfair dismissal. It is also implied in the employee’s contract of employment that you owe them a duty of trust and confidence and a duty to deal with complaints and grievances without undue delay. If you fail in these respects following a report or complaint of bullying, you could also end up facing claims of breach of contract. Employees suffering from bullying could suffer mental injury and possibly physical injury. Where it can be medically proven that this was caused by the bullying and has led to financial loss due to being on sick leave, for example, they could have a claim for personal injury. Employees who have been bullied in the workplace have many potential causes of action against employers who fail to address related complaints or to address them adequately. We advise you to have a legally sound policy in place and to ensure that it is implemented. Each and every complaint needs to be investigated thoroughly and an open relationship maintained with your employees so that they feel comfortable with company culture and addressing issues like this with you. 4. Sexual Harassment Sexual harassment has a broad definition in law, and there is much debate about the use of terminology to describe sexual harassment. However, it essentially refers to any behavior of a sexual nature that makes you feel intimidated, degraded, or humiliated or being obliged to work in an environment that gives rise to such feelings. In practice, it can mean anything from unwanted jokes and comments of a sexual nature to displays of material of a sexual nature to sexual assault. If an employee has been sexually assaulted, one of their first steps should be to report the incident to the police. However, in less serious cases, they’ll most likely raise the matter with you. Your organization’s Equality and Diversity Policy should give guidance on how the complaint should be handled. Generally, you should take any complaint of sexual harassment very seriously, and investigate it promptly. Action should also be taken against the perpetrator in accordance with any disciplinary policy, with any defenses such as “it was just a joke,” being ruled unacceptable. If you can show that you took all reasonable steps to prevent such harassment from occurring, you will have a better chance of defending a case of sexual harassment in an employment tribunal. Having said that, many employees who have faced sexual harassment at work would prefer not to go through the stress and delays of an employment tribunal case. They would prefer to negotiate a decent exit package in the form of a settlement agreement, leave their employment, and put the experience behind them. Where you can show that you have adequately dealt with a complaint, the employee will have fewer grounds on which to negotiate compensation. However, if you haven’t handled it well, it will improve your employee’s negotiating position and probably end up costing your organization a great deal more by way of compensation, whether in an employment tribunal case or by way of a negotiated settlement. HR mistakes impact your entire organization. Learn how to avoid the 12 most common mistakes with our free ebook. Download now 5. Redundancy We are seeing an increasing number of redundancies during this pandemic. However, your employees’ rights remain as they were before. When making between 20 to 99 employees redundant in any 90-day period, you are obliged to consult employees for a minimum of 30 days before any dismissals occur. Making 100 or more redundancies requires you to consult employees for at least 45 days. There is no statutory consultation period for employers who make less than 20 redundancies. However, there is still a general obligation to consult. This means discussing the situation with employees, particularly those who are being selected for redundancy. Redundancy is a large and complex legal topic, so the above is just an overview of the basics. There are many legal pitfalls that an employer can easily fall into when carrying out redundancies but these are beyond the scope of a brief article such as this. We recommend that you have a look at Monaco Solicitor’s page on Redundancy for more. Next Steps At Monaco Solicitors, we would advise handling each of the workplace conflicts outlined above with great care. Organizations with little recent experience in any of these scenarios would be well-advised to carry out further research so as to avoid the prospect of hefty compensation claims being made by employees who have done their homework and/or have legal representation. Most importantly, remember your employees’ rights and start off by engaging in informal discussions. A formal route is not always the most effective in handling the personal circumstances that employees face in the workplace. You never know, it may be that your employee merely wants an apology for bullying, wants to offer themselves redundancy to start a new career, or simply needs a supportive environment and company culture to help them cope better with their mental health issues. About Author: Monaco Solicitors are a specialist employment law firm. We are based in London but handle cases for clients across the country. Because we only work in employment law, we are well placed to tackle some of the increasingly common workplace conflicts and to suggest how you might consider addressing them.

Most businesses appreciate personalized customer service, as it enhances customer satisfaction.Given that email is widely used to address customer concerns and complaints, utilizing customizable customer service email templates can be the best solution to ensure the personalization of support responses.In fact, according to Email Analytics, 98% of customers use emails for their customer service interactions on a regular basis.To ensure consistent and efficient customer service, provide a response to every email from customers to create a lasting relationship and to save time.In this blog post, we will discuss about what customer service email is, best practices for writing customer service email, how to respond to an angry customer and some customer service email templates. What are customer service emails?A customer service email is any response sent through email by a customer support agent that addresses a customer complaint, query, or feedback.Customer service email templates are prewritten emails that are used to address common or recurring customer complaints and queries.These customer service templates save time and maintain uniformity in tone and language.Best practices for writing customer service emailsHere are the guidelines on how to customize customer service response templates and enhance your email writing skills:Use your customers’ names.Familiarize yourself with customers’ conversation history from your database.Revive your knowledge about important details of your business and customers.Strive to thoroughly understand customers’ problems or issues.Use a customer service tool that comes with integrated templates.Offer specific solutions or steps to resolve the issues.Anticipate extra questions or concerns.How to respond to an angry customerResponding to an angry customer involves understanding their needs, complaints, offering a prompt response or service and ensuring their satisfaction.Here are some ways to respond to them:Apologize for the negative experience: Start by apologizing for the customer’s negative experience, showing that you recognize their frustration and take responsibility for any mistakes.Explain what went wrong: Provide an explanation for the issue and why it occurred, helping the customer understand and preventing similar problems in the future.Reassure customers that it won’t happen again: Assure the customer that measures are being taken to prevent similar issues, hence rebuilding trust and confidence.Respond promptly: Respond quickly to angry customer emails to show you value their feedback and take their concerns seriously, defusing the situation and preventing more frustration.Offer context for the incident: If there were extenuating circumstances, provide context to help the customer understand and reduce frustration.Invite further feedback: Encourage the customer to share any additional questions or concerns, showing your openness to constructive conversation.Suggest compensation: Consider offering an incentive, refund, or discount to compensate for their negative experience, showing that you value their business.Follow up: Check in with the customer later to ensure their satisfaction and address any further issues, demonstrating your commitment to exceptional service.The best customer service email templatesThe following customer service email templates encompass customer service categories you may come across when communicating with customers via email.Introduction email templatesUse these customer service email templates to welcome new clients, present new staff members, or to simply check in from time to time.1. Thank you for reaching outThis email is crucial for all businesses to convey appreciation to their customers, as it fortifies connections and cultivates enduring relationships.You can use the following template sample to thank them:Dear [Customer’s Name],We appreciate you contacting us regarding your inquiry. Your interest in our products/services is highly valued. Our team is currently processing your query and will respond within the shortest time possible.Best Regards, [Your Name]2. Checking in with a customerThis customer service email template is used to communicate with a customer after they have made a purchase or interacted with the company.Usually, the email asks for feedback about the customer’s experience and may also share information about other products or services.You can check in with clients using the following template:Dear [Customer’s Name],We trust that this email reaches you in good health. We would like to inquire about the progress of your recent acquisition of [product name]. Are you satisfied with your purchase? Kindly inform us if there is anything we can do to aid or enhance your experience.Best Regards, [Your Name]3. Welcome email templateWhen a customer signs up for your product or service, it is important for you to welcome them warmly and make them feel appreciated.The following welcome email template can help you do this by setting a positive tone for the customer journey and establishing your brand as one that is friendly and helpful.Dear [Customer’s Name],We are delighted to extend a warm welcome to you as a valued member of our company. We highly encourage you to avail yourself of any support or guidance you may require, as we are readily available to help whenever needed.Best Regards, [Your Name]4. Customer onboarding email templateThe onboarding customer service email presents new customers with essential information regarding the company and what it offers.It includes details on where to locate helpful onboarding resources, how to begin, and ways to get in touch with customer service.Here is a working example:Dear [Customer’s Name],Welcome and thank you for choosing our service! We are excited to have you on board and want to ensure that your experience with us is smooth and enjoyable. To get you started, we have put together some resources and information that may be helpful [provide details]. Please do not hesitate to contact us if you have any questions or need assistance.Best Regards, [Your Name]General customer service templatesThese customer service email templates are designed for offering 24/7 assistance or support to your clients or customers.5. Technical support emailThe technical support email offers you the chance to carefully examine customers who are experiencing a technical issue. The following is a sample template to illustrate this:Dear [Customer’s Name],Thank you for reaching out. We want to ensure you benefit the 24/7 assistance for any technical problems you may encounter. Our team is ready to offer the necessary support to ensure a smooth product experience.In case you have any difficulties or inquiries about the product or service, feel free to contact us. We are here to assist you and make sure every concern is resolved.Best Regards, [Your Name]6. Provide a solution email templateCustomers face different challenges when interacting with a product or service. Therefore, it is essential for a company to provide a solution to their concerns.The following sample template can be used:Dear [Customer’s Name],Thank you for bringing this issue to our attention. We sincerely apologize for any inconvenience caused and would like to propose a solution to rectify the issue. [Explain the solution in detail]. Kindly inform us if you find this solution satisfactory or if there is any other way we can be of assistance to you.Best Regards, [Your Name]7. Closing a support ticketThis template notifies customers that their support ticket has been resolved. It also includes details about the issue’s resolution and any follow-up steps.You can notify them using the template below:Dear [Customer’s Name],We are pleased to inform you that support ticket [Ticket Number] has been successfully resolved. Our team diligently worked toward resolving your issue. We hope you are content with the result. If you have any additional queries or concerns, please feel free to reach out to us. We are always available to assist you.Thank you for selecting [Your Company]. We value your patronage and eagerly anticipate serving you again in the future.Best Regards, [Your Name]8. Sending a password reset linkThis customer service email template is used for sending a customer a password reset link, usually after they’ve requested it through a “forgot password” feature. The email includes instructions for resetting the password and security tips.You can send them the following customer service email:Dear [Customer’s Name],We recently received a request to reset your password. To proceed with this action, kindly click on the provided link to reset your password.Best Regards, [Your Name]9. Subscription renewal reminderFor subscription-based businesses, it’s important to notify customers about their renewals when 350 days have passed and they haven’t shown any interest in renewing.The customer service email template acts as a reminder and it should be sent a week or so before the customer’s annual subscription ends.Remind them using the following template:Dear [Customer’s Name],I trust that you are doing well and have had a productive year using our brand. I would like to inform you that your yearly subscription with [Company Name] is due for renewal on [Last Date]. Please renew before the expiration date to continue using our services. If you have any questions or want to explore other options, feel free to contact us.We are eagerly waiting for your response.Best Regards, [Your Name]Occasional email templatesThese are prewritten customer service email formats that can be utilized for particular events or on specific occasions.10. Birthday wish email templatesThis customer service template is designed to convey birthday wishes to customers. It can include a custom message, as well as any available special offers or promotions.Use the template below:Dear [Customer’s Name],We extend our warmest wishes to celebrate your birthday. In recognition of your valued support, we are pleased to present you with an exclusive opportunity to avail a special discount toward your forthcoming purchase.Best Regards, [Your Name]11. Sending a holiday greetingWhen a company wants to send holiday greetings to its customers, they can send an customer service email showing warm wishes for the holiday season and information about holiday promotions or offers.Consider the following customer service template:Dear [Customer’s Name],We extend our warmest wishes to you and your esteemed family for a joyous and memorable holiday season. We would also like to express our deepest gratitude for your unwavering and steadfast support, which has been important to us.Best Regards, [Your Name]Email template for handling disgruntled customers and complaintsEmails are perfect for professionally conveying appropriate messages to prevent conflicts. Here’s how you can reassure clients that corrective actions are being implemented in every circumstance:12. Response to angry customersThis customer service email template is used to respond to a customer who has expressed dissatisfaction or annoyance with the company or its products/services.It recognizes the customer’s issues, expresses remorse for any inconvenience caused, and offers a solution or compensation.The following response template can be used:Dear [Customer’s Name],We’re sorry to learn about your unsatisfactory encounter with our service and sincerely apologize for any inconvenience or frustration it may have caused. We highly value your feedback and are committed to finding a resolution to the issue, as well as enhancing your overall experience with us.Kindly share more information about the problem so that we can promptly address it.Best Regards, [Your Name]13. Customer complaint response templateDealing with a customer who complains can often be more challenging than managing an upset one. Complaints are usually valid, unlike anger which can sometimes be baseless. No matter how frustrating the complaint may be, it’s crucial to promptly respond and acknowledge their issues. The following sample template can be used:You can use the following template sample to respond to them:Dear [Customer’s Name],We apologize for the inconvenience caused. Your feedback is valuable to us and aids us in enhancing our services. We are presently looking into the matter and will offer a solution promptly.Best Regards, [Your Name]14. Email template on damagesIf a customer receives a damaged item and reaches out to the company to report it. The company should take the initiative of responding to them via an email.The email should include details regarding the actions the company will take to resolve the issue. This may involve sending a replacement item or offering a refund.Send them the template below:Dear [Customer’s Name],We are sorry to inform you that your recent purchase of [product name] was delivered with damages. We apologize for any inconvenience caused.We take pride in providing high-quality products or services and are fully dedicated to resolving this issue promptly. You may choose between a complete refund or a replacement item. Please let us know your preference.Thank you for bringing this matter to our attention. We highly appreciate your understanding. If you have any other questions or concerns, please contact us.Best Regards, [Your Name]15. Apology email to customersIn certain cases, your customer service team may not be able to offer refunds or discounts, which can create an uncomfortable or stressful situation with the customer. It is important to send an apology to the customer, acknowledging your company’s error and stating measures taken to solve it.Here is a sample to use for an apology:Dear [Customer’s Name],We deeply apologize for any inconvenience or frustration caused by our recent service. We value your feedback and are dedicated to enhancing our service to meet your expectations.If there is anything we can do to rectify the situation, kindly inform us.Best Regards, [Your Name]Email templates announcing changes or updatesThese customer service email templates are perfect for notifying your clients or customers about updates or changes to your services, products, or business.16. Delay in deliveryThis customer service email template is prewritten to notify clients about a postponement or delay in delivery of their product or service.You can notify them using the template below:Dear [Customer’s Name],We regret to inform you that there will be a delay beyond our control in the delivery of your order. We apologize for any inconvenience caused and sincerely appreciate your patience.Best Regards, [Your Name]17. Change in business hoursIf there are emergencies that affect the working hours of a company, it is crucial to inform the customers about any alterations made to the standard operating hours.Use the template below to notify them of such changes:Dear [Customer’s Name],We would like to inform you that effective from [Date], there will be a modification in our business hours. We kindly request your attention to the revised schedule, which will be as follows:[New Business Hours].Best Regards, [Your Name]18. Expired contractCustomers ought to be reminded when their contract with the company has ended, so that they are able to renew it if they wish to.Use this template for the reminder:Dear [Customer’s Name],We wish to notify you that your contract with us has concluded. We highly appreciate your support and extend an invitation to extend your contract with us.Kindly inform us if you are keen on renewing or if you have any inquiries or apprehensions.Best Regards, [Your Name]19. Announcing a partnershipWhen two businesses form a partnership and plan to notify their customers, the customer service email sent should provide details about the partnership, its impact on the customers, and any new products or services that may result from this partnership.Use this template below to share the announcement:Dear [Customer’s Name],We are delighted to inform you about our new partnership with [partner’s name]. We strongly believe this collaboration will bring great advantages to our customers.Best Regards, [Your Name]20. Account manager transitionThis customer service template is used when there is a change in the account manager for a customer.Announce the transition using this template:Dear [Customer’s Name],I trust this email finds you in good health. I am reaching out to notify you that [Old Account Manager’s Name] will no longer be your account manager at [Company Name]. From now on, your new account manager will be [New Account Manager’s Name].We appreciate your ongoing support, and eagerly anticipate our continued collaboration.Best Regards, [Your Name]21. Account manager introductionThis template is used to introduce a new account manager to a customer.This customer service email gives you a chance to make a good impression on the customer, and it lets them know you’re willing to work with them.Use the customer service template below to introduce the new lead:Dear [Customer’s Name],I trust you’re doing well. I’d like to introduce you to [New Account Manager’s Name], your new account manager at [Company Name]. [He/She/They] will be your main contact for all your account-related needs. Don’t hesitate to get in touch if you have any queries or concerns. We’re sure that [he/she/they] will deliver the high standard of service you’ve become accustomed to from us.We appreciate your ongoing business and look forward to our continued cooperation.Best Regards, [Your Name]22. Notifying about a policy changeThere could be a change of policy in an organization. Therefore, it is wise to send an email to notify customers about the changes.Notify them with the template below:Dear [Customer’s Name],We have recently made updates to our [Policy Name]. We kindly request that you take the time to review the modifications as soon as possible.Best Regards, [Your Name]23. Scheduled maintenance or upgradesIf a company needs to perform maintenance or update a product or service, they must send a formal notification to their customers.The notification email should include the date and time of the planned maintenance or update, the estimated duration, and any potential impact on the customers’ use of the product or service.Here is a sample email template you can use:Dear [Customer’s Name],We will perform maintenance on our brand on [date], which may result in temporary disruptions to our services. We sincerely apologize for any inconvenience this may cause.Best Regards, [Your Name]24. Informing about a security breachA company may face a security breach and need to inform customers. This customer service template explains the incident, company actions to fix it, and how customers can protect their information.Alert your customers using this template:Dear [Customer’s Name],We have recently discovered possible false activities linked to your account. To guarantee the security of your account, we have temporarily limited access as a precautionary measure. We kindly ask you to promptly reset your password.Best Regards, [Your Name]25. Service disruptionWhen clients face unexpected service disruptions, it is important to notify them regarding the interruption, letting them know the reason for the disruption, the estimated period, and the ongoing efforts to resolve the issue.Use the template below to notify them:Dear [Customer’s Name],We regret to inform you that there is currently a temporary service disruption due to [reason]. Our team is diligently working to restore the service, and we apologize for any inconvenience caused.Best Regards, [Your Name]26. Changing shipping addressThe shipping customer service email template is used notify customers that their shipping address has been modified.It may include details about the new address and any other pertinent information.For example:Dear [Customer’s Name],We appreciate your notification regarding the modification in your shipping address. Our records have been updated, and we will make certain that your order is delivered to the new address you have provided.If there are any more changes, or if you require any further assistance, please do not hesitate to inform us.Best Regards, [Your Name]27. Informing about a price changeThis customer service email informs customers about a price increase for a product or service, including reasons, updated price, and the date it will take effect.Here’s an email template you can use to inform them:Dear [Customer’s Name],We would like to notify you regarding a modification in the price of [Product/Service]. This updated price will come into effect starting from [date].Best Regards, [Your Name]28. Requesting to update payment informationWhen a company requests a customer to update their payment information, it could be due to an expired credit card or issues with their current payment method.You can request them to update using the template that follows.Dear [Customer’s Name],We have observed that the payment information provided by you is currently outdated. We kindly request you to promptly update your payment details to prevent any potential interruptions in the provision of our services.Best Regards, [Your Name]29. Order is out of stockWhen customers find that products are out of stock due to either supply chain disruptions, under- ordering, seasonality, or promotions, they are likely to seek alternative places to purchase those products/services. This could lead to a business losing their customers permanently.In such circumstances the company should notify their customers that the item they have ordered is currently unavailable.The notification should include an apology and present alternative solutions, like selecting a different brand or waiting for the original item to be restocked.For example:Dear [Customer’s Name],We want to inform you that the [Product/Service] you ordered is currently unavailable. We apologize for any inconvenience.We anticipate receiving a new delivery within [time frame]. As soon as the product/service is back in stock, we will promptly notify you. We appreciate your patience and understanding.Best Regards, [Your Name]30. Order is lostThe purpose of this customer service email template is to inform the customer that their order has been lost during shipping or delivery.The email typically conveys an apology and offers a viable solution, such as providing a refund or sending a replacement order.Here is a sample to illustrate:Dear [Customer’s Name],We are sorry to hear that you have not yet received your order for [Product Name]. We understand the inconvenience this might cause you, and we apologize for the delay.We are investigating your package’s whereabouts and will update you. If we can’t locate it, we’ll refund/replace it as per your preference. Thank you for your patience. Contact us for any further questions or concerns.Best Regards, [Your Name]31. Sending an order confirmationThis customer service template is used for confirming the receipt and processing of an order, containing details like the order number, items purchased, and estimated delivery date.For example:Dear [Customer’s Name],Thank you for placing your order with us. We acknowledge the receipt of your order [order number]. Please be informed that we will promptly notify you via email as soon as your order has been dispatched.Best Regards, [Your Name]32. Product exchange email templateA product exchange email is commonly utilized when a client receives a damaged, defective, or incorrect product.In this scenario, the customer has an option to reach out and ask for either a replacement or an exchange of the product.Therefore, when sending a customer service email regarding the product exchange, you need to provide details on how to commence the exchange, any applicable fees, and instruction on how to initiate the exchange.Here is a sample you can use:Dear [Customer’s Name],We appreciate your communication regarding your recent purchase of [Product Name]. We apologize for any inconvenience caused and are pleased to help in facilitating an exchange. Kindly provide us with the necessary information regarding the issue and the desired replacement product. We will make every effort to expedite your request promptly.Best Regards, [Your Name]33. Informing about an order cancellationIn most companies, customers have the freedom to terminate their subscription to services or a request for a product at any time.Therefore, this customer service email template will provide them with assurance that their cancellation has been effectively processed.Here is a sample template to use to inform them:Dear [Customer’s Name],We deeply regret to inform you that your order with the reference number [order number] has unfortunately been cancelled due to unforeseen circumstances relating to [reason]. We sincerely apologize for any inconvenience this may have caused you.Best Regards, [Your Name]Transactional email templatesThese customer service email templates are used for transaction-related emails, such as invoices or receipts.34. Return of overpayment email templateBased on the nature of your business, clients might be required to make an initial payment for a product or service.When they have made an excessive payment, the company is required to reimburse the surplus amount. A customer service email can be sent to notify them of the excess amount being reimbursed.For example:Dear [Customer’s Name],Thank you for your recent payment. Our records show that an overpayment of [amount] has been made. We want to keep your account accurate and up to date. To process the return of your overpayment, we need your bank account details for a refund.Let us know if you have any questions or concerns.Best Regards, [Your Name]35. Sending a payment confirmationThe payment confirmation customer service email verifies receipt, payment details (amount, date, method), and provides information on overpayment, refund method, and required customer actions.Use the following email template to verify the payment:Dear [Customer’s Name],We acknowledge the receipt of your payment for invoice [invoice number]. We appreciate your timely payment.Best Regards, [Your Name]36. Post-purchase follow-upThe primary objective of customer follow-up emails is to maintain open lines of communication with your customers, even if a considerable amount of time has passed since their purchase.For example:Dear [Customer’s Name],We sincerely hope you are fully enjoying the product you have acquired from us. If you require any clarifications, have any inquiries, or need any form of support, we kindly request you to not hesitate in contacting us. We are readily available and eager to provide you with the required guidance and assistance.Best Regards, [Your Name]37. Notifying about an account suspensionA customer can experience an account suspension due to a breach of terms of service or other regulations.Therefore, the company should notify them about the cause for suspension and provide guidance on how the customer can resolve the issue.Here’s customer service email template you can use to notify them:Dear [Customer’s Name],We are deeply sorry to inform you that your account has been suspended indefinitely because of [reason]. We kindly request that you promptly reach out to our esteemed customer support team for additional details and clarification regarding this matter.Best Regards, [Your Name]38. Refund delay email templateOne of the most frustrating situations is when the funds from your company do not reach the customer’s account, causing confusion between the company, bank, and customer.It is the responsibility of the company to respond to such issues.If the customer inquiries about the refund status, it is essential to provide a comprehensive, informative, and brief response.Use the template below to inform them:Dear [Customer name],Regarding your refund request, I want to update you on its status. Your refund of [amount] has been processed and will be credited to your original payment method within [number of days]. If you do not receive the refund by then, please contact us.We apologize for any inconvenience and appreciate your patience. If you have any questions, feel free to reach out.Best Regards, [Your Name]39. Refund request email templateThis customer service email provides customers with the progress of their refund request.It also provides details, like the reason for the refund, the refunded amount, and the refund timeline.Consider the following template:Dear [Customer’s Name],Thank you for your refund request. We have received it and are currently processing it. Please know that we take customer satisfaction seriously and apologize for any inconvenience caused.We will email you once your refund is processed. If you have any concerns, feel free to reach out.Best Regards, [Your Name]40. Requesting to update payment informationWhen a company needs a customer to update their payment information, it could be due to an expired credit card or issues with their current payment method.Here’s an email template you can use to inform them:Dear [Customer’s Name],We have observed that the payment information provided by you is currently outdated. We kindly request you to promptly update your payment details to prevent any potential interruptions in the provision of our services or products.Best Regards, [Your Name]41. Refund under process email templateThere are many reasons why customers might request for refund, such as making a purchase by mistake, receiving the wrong product or service, or receiving a broken product or wrong service.Therefore, the company sends a notification informing customers that the refund is in progress.The following sample template can be used:Dear [Customer’s Name],We would like to inform you that we have successfully issued a refund in the amount of [refund amount] for [Product/Service Name].We apologize for any inconvenience caused by the need to return our product or end our service. We strive to ensure that the process of returns and refunds is as effortless as possible for all our valued customers.Best Regards, [Your Name]42. Notifying about a failed transactionThis customer service email template is used to inform a customer of a failed transaction, usually due to payment problems or technical difficulties.Use the template below to notify them:Dear [Customer’s Name],We sincerely apologize for the inconvenience, but we must regretfully inform you that the transaction you recently attempted has failed to go through. We kindly request you to consider retrying the transaction or reach out to our esteemed customer support team for further assistance and guidance.Best Regards, [Your Name]Promotional email templatesThese customer service email templates are designed for marketing strategies or sales scenarios, such as special deals.43. Free trial email templateThis customer service email serves to enlighten customers about a complimentary trial offer for a service or product, the trial’s terms and conditions, and the guidelines for the sign-up process.For example:Dear [Customer’s Name],Thank you for joining [Company Name] and trying all our premium features with your [x]-day free trial!We are certain you will appreciate our [products/services], so we are providing you with the opportunity to test them at no cost. This presents a valuable chance to witness how [Company Name] can assist you in attaining your objectives and fulfilling your requirements.If interested, email or call us for more details.Best Regards, [Your Name]44. Customer loyalty program email templateTo strengthen your relationship with your customers, you can send them a loyalty email that notifies them about a loyalty program that offers a reward for their ongoing support.In the email you can indicate the advantages of becoming a member of the program and give them guidance on the sign-up process.Use the template below to notify them:Dear [Customer’s Name],We highly appreciate your loyalty and extend an invitation for you to become a member of our exclusive loyalty program. By joining, you will receive exclusive benefits: [the benefits].Joining is a simple and cost-free process. To get started, kindly click on the provided link to register, and begin earning rewards immediately. We sincerely thank you for your ongoing support and eagerly anticipate the opportunity to reward your loyalty.Best Regards, [Your Name]45. Asking for a referralThis customer service email template asks customers for referrals, encouraging them to recommend the company or its products or services to their personal and professional networks.It includes details about the referral program, benefits for both parties, and guidelines for making a referral.For example:Dear [Customer’s Name],We are delighted to hear that you are having an awesome experience with our products or services. We would be very grateful for any recommendations you may offer to individuals who could possibly derive value from our offerings. For any referrals, there are benefits: [the benefits]. Here are some of the guidelines on how to make the referrals.Best Regards, [Your Name]46. Introducing a new product/serviceDo you have a new product or service in your company that you would like to inform your customers about?You can utilize the following customer service email template for introducing a new brand, which provides information about its features and benefits.Use the template below to notify them:Dear [Customer’s Name],We are delighted to present to you our latest offers for [Product/Service Name], which we are confident will enhance the quality of your interaction with our company.Best Regards, [Your Name]47. Offering a special dealThis customer service email template is designed to present a unique offer or promotional deal to a customer.It also contains information about the offer, like the discount value and the expiry date, along with guidance on how to utilize it.Here’s a sample email template you can use to inform them:Dear [Customer’s Name],We are pleased to extend a special offer to our esteemed and devoted clients. By utilizing this unique code [discount code], you will be entitled to a remarkable discount of [discount percentage] percent off your purchase.Best Regards, [Your Name]Feedback email templatesTo collect and respond to client feedback effortlessly, you can use these customer service email templates.48. Requesting feedback on customer experienceThe feedback customer service email is utilized to ask for feedback from clients regarding their encounter with the product or service. This may include questions or prompts to motivate customers to express their opinions.The following is a sample template that can be used:Dear [Customer’s Name],Your opinion is important to us and we’re keen to know about your experience with our product/service. Please take a few moments to provide us with your invaluable feedback. With your feedback we can improve our customer experiences.Best Regards, [Your Name]49. Customer review request email templateA company can utilize the passion of the existing customer to draw more customers to your company, by asking them to submit their reviews or feedback after a satisfactory interaction with your brand.For example:Dear [Customer’s Name],We would greatly appreciate it if you could spare a few minutes to provide feedback on your experience with our product/service. Please share your thoughts by reviewing us [Where to Review].Best Regards, [Your Name]50. Requesting to complete a surveyThis customer service template is suitable for a company to use when requesting its customers to complete a survey.The email should include details about the purpose of the survey, its estimated completion time, and any incentives provided for survey completion.Consider the following template:Dear [Customer’s Name],We kindly request your participation in a survey aimed at enhancing the quality of our services. Your valuable input would greatly contribute to our continuous improvement efforts. We sincerely appreciate your time and would be grateful if you could allocate a few minutes to complete the survey.Best Regards, [Your Name]51. Thanking a customer for a positive reviewWhen you receive a positive review from a customer, it’s a good idea to send them a “thank you” email.This demonstrates your appreciation and thoughtfulness and can help in building a stronger relationship with them.Use the following customer service template sample to thank them:Dear [Customer’s Name],I would like to express my gratitude for your recent positive feedback regarding [Company]. It holds great significance for us, and we are thrilled to learn that you are satisfied with our [Product/Service].Best Regards, [Your Name]Benefits of using customer service response templatesUsing customer service response templates can offer the following benefits to a company and its customers:Consistency: Customer service email templates guarantee uniformity in tone, language, and format of customer service responses, thereby establishing a professional image and fostering trust among customers.Efficiency: Templates enhance productivity by offering ready-made responses that can be swiftly customized to suit specific situations. This enables customer service representatives to address customer queries promptly and effectively.Accuracy: The customer service email templates aid in reducing errors and ensuring the inclusion of all necessary information in responses. This results in improved accuracy and clarity in customer service communications.Training: The customer service email templates can function as a valuable training resource for new customer service representatives, providing them with examples of how to handle common customer inquiries and concerns.Brand identity: Using the customer service email templates reinforce the company’s brand identity and messaging by ensuring that all customer service communications align with the company’s values and objectives.Make use of customer service email templates today!The use of well-designed customer service email templates your company can enhance your customer service provision by enabling prompt, effective and personalized response to inquiries and grievances. Explore LIKE.TG to see how specific feature helps in creating the customer service email template. For more information contact LIKE.TG support team to set up of a live demo or start a 15-day free trials to see how LIKE.TG works.Related articlesWhy Canned Responses are Good for Customer Service9 Tips for Creating Effective Canned Responses for Your Customer Service7 Great Ways to Use Canned Responses to Improve Customer Service

Customer service isn’t just a department, it’s the very foundation upon which successful businesses are built.The power of good customer service can never be underestimated—it has the ability to turn customers into loyal fans, transform complaints into compliments, and turn everyday transactions into memorable experiences.CGS reports that the percentage of customers who are willing to spend extra for excellent service has risen by 6% since 2019, with 30% now prepared to pay a premium for exceptional service.Customer service is a field where words often carry as much weight as actions and the right words can make all the difference.Words can calm frustration, build loyalty, and shape the nature of your brand identity. But where can we find the right words to guide our actions and inspire our teams?In this blog we will look at various customer service quotes from famous leaders and entrepreneurs. What are customer service quotes?Customer service quotes are expressions, statements, or phrases that summarize the principles, importance, and philosophy of delivering exceptional customer service.They remind us that customer service is not just a process, it’s a human experience. It’s about building trust, exceeding customer expectations, and leaving a lasting positive impression.Whether you’re an experienced customer service professional seeking a new perspective, or a leader looking to empower your team, these great customer service quotes:Offer valuable guidance.Can be a source of motivation, reminding us of the impact we have on others.Serve as a source of reflection, encouraging us to examine our own practices and identify areas for improvement.Can be inspirational and highlight the power we hold to create positive change through the simple act of excellent service.Let us explore the wisdom these customer service quotes offer, the lessons they teach, and the inspiration they provide.Let these words be your guide, and your fuel as you set out on the journey to deliver service that truly shines.Inspirational customer service quotes for the support teamHave you ever felt the temptation to give up while tirelessly pursuing a goal?Chances are, you’ve experienced those moments when almost giving up, searching for an inspiration—perhaps from someone’s encouraging words or a powerful quote—to motive you.Here are inspirational customer service quotes to keep your team going on such days.“Life is for service.” – From a plaque at Rollins College that inspired Fred Rogers, American television host, author, and producer.“I’ve learned that people will forget what you said, people will forget what you did, but people will never forget how you made them feel.” – Maya Angelou author, poet, and civil rights activist“Service, in short, is not what you do, but who you are. It’s a way of living that you need to bring to everything you do if you’re to bring it to your customer interactions.” – Betsy Sanders, author of Fabled Service: Ordinary Acts, Extraordinary Outcomes.“To earn the respect (and eventually love) of your customers, you first have to respect those customers. That is why Golden Rule behavior is embraced by most of the winning companies.” – Colleen Barrett, President Emerita of Southwest Airlines“It is not your customer’s job to remember you, it is your obligation and responsibility to make sure they don’t have the chance to forget you.” – Patricia Fripp, professional speaker“If you work just for money, you’ll never make it, but if you love what you’re doing and you always put the customer first, success will be yours.” – Ray Kroc, former CEO of McDonald’s“Don’t dwell on what went wrong. Instead, focus on what to do next. Spend your energies on moving forward toward finding the answer.” – Denis Waitley, American motivational speaker and writer“Successful people are always looking for opportunities to help others. Unsuccessful people are always asking, ‘What’s in it for me?'” – Brian Tracy, author and motivational speaker“If you just communicate, you can get by. But if you communicate skillfully, you can work miracles.” – Jim Rohn, author and motivational speaker“Be kind and merciful. Let no one ever come to you without coming away better and happier.” – Mother Teresa, Albanian-Indian Catholic nun and the founder of the Missionaries of Charity.Customer service motivational quotes for managersDiscover the wisdom of the most successful entrepreneurs from history up to date and apply their insights to provide exceptional customer experiences.“Your most unhappy customers are your greatest source of learning.” – Bill Gates founder and CEO of Microsoft.“Customers don’t expect you to be perfect. They expect you to fix things when they go wrong.” – Donald Porter, former VP of British Airways.“I think it’s very important to have a feedback loop, where you’re constantly thinking about what you’ve done and how you could be doing it better.” – Elon Musk, CEO of Tesla and founder of SpaceX.“How you think about your customer influences how you respond to them.” – Marilyn Suttle, customer service expert and CEO of Suttle Enterprises.“Good customer service is about understanding your client’s needs and then exceeding them.” – Cory Cabral, CEO and president of Proactive Access“Service is the rent we pay for being. It is the very purpose of life, and not something you do in your spare time.” – Marian Wright Edelman, Founder Children’s Defense Fund“A brand for a company is like a reputation for a person. You earn a reputation by trying to do hard things well.” – Jeff Bezos, founder of Amazon.“Your work is going to fill a large part of your life, and the only way to be truly satisfied is to do what you believe is great work.” – Steve Jobs, co-founder Apple.“We asked ourselves what we wanted this company to stand for. We didn’t want to just sell shoes. I wasn’t even into shoes—but I was passionate about customer service.” – Tony Hsieh, former CEO of Zappos.“When the customer comes first, the customer will last.” – Bob Half, founder of Robert Half InternationalFunny customer service quotes to entertain you support teamProviding customer service can be an emotional journey with many highs and lows.But within the chaos, there’s laughter to be found, and that’s where these funny customer service quotes come in.“If you don’t care, your customer never will.” – Marlene Blaszczyk, motivational specialist.“The best customer service is if the customer doesn’t need to call you, doesn’t need to talk to you. It just works.” – Jeff Bezos, founder of Amazon.“Rule 1: The customer is always right. Rule 2: If the customer is ever wrong, read Rule 1.” – Stew Leonard, founder of Stew Leonard’s.“If you’re not serving the customer, your job is to be serving someone who is.” – Jan Carlzon, Swedish businessman.“A business absolutely devoted to service will have only one worry about profits. They will be embarrassingly large.” – Henry Ford, founder Ford Motor Company.“If you are not taking care of your customer, your competitor will.” – Bob Hooey, author, coach, and speaker.“Although your customers won’t love you if you give bad service, your competitors will.” – Kate Zabriskie, President of Business Training Works, Inc.“Say and do something positive that will help the situation; it doesn’t take any brains to complain.” – Robert A. Cook, Christian author, radio broadcaster, and pastor.“Any fool can criticize, condemn and complain – and most fools do.” – Dale Carnegie, American writer and lecturer.“A smile is a curve that sets things straight.” – Phyllis Diller, American comedian and actress.“It’s not the customer’s job to know what they want.” – Steve Jobs, co-founder of Apple.“I’m not sure what’s more impressive: the size of your order or the confusion surrounding it.” – Anonymous (likely a customer service hero).Customer loyalty quotes to keep customers coming backProviding exceptional customer service is essential for any business that wants to thrive and retain a loyal customer base.A positive customer service experience can turn a one-time buyer into a lifelong client. Here are some inspirational customer loyalty quotes.“You don’t earn loyalty in a day. You earn loyalty day-by-day”– Jeffery Gitomer, author“It takes months to find a customer … seconds to lose one.”– Vince Lombardi, former American football player, coach, and NFL executive.“A satisfied customer is the best business strategy of all.”– Michael LeBoeuf, author.“Every interaction with a customer is an opportunity to make them feel valued, heard, and understood. The more you can do this, the more likely they are to come back or recommend your business to others.”– Sarah Walters, marketing manager at The Whit Group“Loyal customers, they don’t just come back, they don’t simply recommend you—they insist that their friends do business with you.”– Chip Bell, author and keynote speaker.“All lasting business is built on friendship.”– Alfred A. Montapert, author.“Sell good merchandise at a reasonable profit, treat your customers like human beings and they’ll always come back for more.”– Leon Leonwood Bean, L.L. Bean founder.“Satisfaction is a rating. Loyalty is a brand.”– Shep Hyken, Journalist.“Every contact we have with a customer influences whether or not they’ll come back. We have to be great every time or we’ll lose them.”– Kevin Stirtz, author.Additional customer service quotes to boost your teamOne way to inspire and motivate your support team is by using impactful customer service quotes. Here are some bonus quotes that can boost your customer support team.“Strive not to be a success, but rather to be of value.” – Albert Einstein, theoretical physicist.“The goal as a company is to have customer service that is not just the best but legendary.” – Sam Walton, founder of Walmart and Sam’s Club.“Your customer doesn’t care how much you know until they know how much you care.” – Damon Richards, customer care expert“It is not the employer who pays the wages. Employers only handle the money. It is the customer who pays the wages.” – Henry Ford, founder Ford Motor Company.“The best way to find yourself is to lose yourself in the service of others.” – Mahatma Gandhi, lawyer, activist, writer, and politician.“The customer’s perception is your reality.” – Kate Zabriskie, President of Business Training Works, Inc.“Customers want good service, but they also want to feel valued.” – Anonymous“Approach each customer with the idea of helping [them] to solve a problem or achieve a goal, not [just] selling a product or service.” – Brian Tracy, author and public speaker.“To give real service, you must add something which cannot be bought or measured with money, and that is sincerity and integrity.” – Don Alden Adams, President, Watch Tower Bible and Tract Society of Pennsylvania.“The more you engage with customers, the clearer things become and the easier it is to determine what you should be doing.” – John Russell, Vice President and Managing Director, Harley Davidson Europe“Customer service is about making the customer feel like they made the right choice in choosing you.” – Anonymous“Quality in a service or product is not what you put into it. It is what the customer gets out of it.” – Peter Drucker, Austrian-American consultant and educator.“Make a customer, not a sale.” – Katherine Barchetti, author and former owner of K. Barchetti Shops.“Good customer service costs less than bad customer service.” – Sally Gronow, Head of customer service at Dŵr Cymru Welsh Water.“Inside of every problem lies an opportunity.” – Robert Kiyosaki, Author of Rich Dad Poor Dad.“Get closer than ever to your customers. So close, in fact, that you tell them what they need well before they realize it themselves.” – Steve Jobs, co-founder of Apple.“It takes 20 years to build a reputation and five minutes to ruin it. If you think about that, you’ll do things differently.” – Warren Buffett, CEO of Berkshire Hathaway.“Success is the sum of small efforts, repeated day-in and day-out.” Robert Collier, author.Why use customer service quotes?Why quotes? Because they’re more than just words. They’re important rules or guiding principles.These customer service quotes are reminders that kindness, communication, and problem-solving are the instruments that build lasting customer relationships.They aren’t just for display; they’re tools we can use, sayings we can repeat, and lights to help us through tough times in customer service. They can empower you to:Motivate your team: Use these customer service quotes to build a passion for service in your team. Remind team members of the impact they make and the value they bring.Inspire yourself: When doubt arises or challenges increase, lean on these powerful words to inspire your own commitment to providing excellent customer service.Connect with customers: Share these customer service quotes with your customers. Show them that you understand their concerns and value their presence. You might be surprised at the customer connections you build through these shared words.These customer service quotes often reflect key topics such as empathy, communication, satisfaction, and the overall customer journey.They serve as reminders of the important role that customer service plays in building relationships, ensuring loyalty, and adding to the success of a business.Customer service quotes are not only used to inspire and guide customer support professionals, but they are also shared widely to strengthen the importance of customer-centric values in an organization.They express the principle that exceptional customer service is not just a department but a mindset that should cover every aspect of a business.How and where to use customer service quotes effectivelyGood customer service is the pillar of any successful business. It not only ensures customer satisfaction, but it also encourages a positive reputation and encourages repeat business.Here’s how to use customer service quotes effectively.Post them on your desk or workspace: Position them where they are easily seen and allow them to be a constant source of inspiration and guidance.Share them with your team: Start a conversation or debate and learn from each other’s interpretations.Use them to provoke thoughts: After a challenging interaction, revisit a relevant quote and see if it offers a new perspective.Use them in training: Include these customer service quotes in training materials to inspire new hires and remind knowledgeable employees of the values and attitudes that contribute to good customer service.Share them with customers: Use customer service quotes in email signatures or on your website to communicate your promise to provide quality service to your clients.Use customer service quotes to inspire and motivate your teamBy including these quotes into the customer service approach, individuals and organizations can strengthen their dedication to delivering outstanding experiences. This builds a positive reputation in the marketplace.Explore the capabilities of LIKE.TG, an advanced help-desk solution meant to address all your customer service challenges. Feel free to arrange a 30-minute live demo for an actual feel of the system.Furthermore, start your journey with a 15-day free trial, exploring the features of LIKE.TG that align with your company’s requirements. For more details and guidance on starting your LIKE.TG experience, reach out to the LIKE.TG support team.Remember, words have the power to transform interactions, build trust, and create customers who are not just satisfied, but truly happy.We hope you enjoyed browsing through our selection of good customer service quotes. Which customer service quote did you find interesting? Kindly leave your opinions and feedback in the comments section.

It doesn’t matter what kind of job you have, the employer is always going to expect his employees to be productive for their assignments. Tracking employee productivity plays a critical role in developing the productivity of your business and its growth. Both employees and the employer have to be aware of the benefits of using employer tracker software for their company. It helps them in improving their working style for enhancing productivity. Although tracking the employees of your company might seem like you do not trust them, it is a wrong belief. Let's take a look at the benefits of using this software. Better project management Employee tracking software allows you to manage company projects by planning, organizing, scheduling, and prioritizing different tasks. These tasks are then assigned to all company resources. The software helps in planning and scheduling the different tasks by analyzing the time the resource will take for completing the assigned task. This is how you may organize and prioritize various tasks according to the planned schedule. The software allows you to track the productive time spent on different tasks and it leads to more effective project management. It is also useful to the PEO services working in places such as Singapore for instance that provide employee management solutions such as Singapore Payrolls. One of the main objectives of having employee tracking software is for creating correct attendance records of the staff. You can find several factors associated with the attendance of an employee such as start time schedule, off time schedule, leaves, arrival time, break time, etc. All this apart, the hourly work attendance is significant for analyzing the performance of an employee. It is even easier to record employee attendance when all the employees are required to report to the same manager. However, you need many supervisors for various departments for recording the attendance of several members of the staff and workers scattered across the globe. In such cases, it is this work of recording the attendance that becomes a big problem. Therefore, while planning the leaves of the employees, it is necessary to monitor their attendance via a proper system. If a few minutes delay or latency is involved in finishing a job by employees, it can lead to a huge downfall. This guide was designed to help you navigate through those difficult tasks and help determine the right software for your organization, download our ebook now. Download now Establishes an effective and streamlined communication channel Everyone is aware that you are required to interact seamlessly with different members of your team for fixing the issues you face during project development or while the work is in progress. By using the advanced technology for implementing the streamlining of all communication tools into one platform, they are in reality providing the software in the form of service. The employee productivity software is also useful for sharing files, handling text messages, video conferencing, emails, etc. by using a single platform. The effective communication channels that are used together with productivity tracking apps are beneficial throughout the project. In most cases, the employees do not commit mistakes on purpose. They are also human beings and they may commit some errors without realizing that they have done so. This is a pretty common scenario when the employees have misunderstood the instructions provided to them by the managers for completing an assignment. But, many times it doesn’t matter whether the mistakes were made intentionally or unintentionally. The consequences involved in the errors can turn out to be drastic for the organization. Due to this, the team manager has to keep a close watch on the work completed by the employees so that he or she can identify the errors quickly before things get out of hand and it is too late. Some of the advantages of using the employee tracking software for this are that you can send them reminders, check the progress occasionally, and ensure that they are on the right track all the time. If you are using a properly structured employee tracking system, this whole process of rectifying the employee errors in the early stages becomes straightforward. To learn more about giving access to vital HR and work information — even when they're not in the office. Download our ebook now. Download now Simple employee evaluation If the employees are using a productivity monitoring software, things become simple for the management to spot all the mistakes they are making during project execution. This software is useful for evaluating the performance of all employees in real-time. It will not only highlight the errors but the problems can be easily rectified on the spot. This leads to better quality at work and makes things simple for accomplishing successful project deliverables. All business owners dream about having a creative and hardworking team at their disposal. However, in reality, it is extremely difficult to assemble such a competent team for any business. There are always going to be one or more members of the staff that do not follow the rules of the company and do not work according to the instructions provided. Therefore, it is the top priority for the supervisors to identify these incompetent employees and try to weed them out from their teams before they can corrupt the other members of the team with them. When you are monitoring the employees working in a place, the supervisors can get real-time notifications about the behavior of the employee and they can quickly and simply assess how engaged the employee is in his or her workplace. The process can filter out all the unethical members of your staff so that the management can take swift disciplinary action against these employees. Assess the employee performance in real-time Different managers will be able to see the real-time performance of employees by using perfect employee tracking software. The errors made by the employees are highlighted but, the good work they have put in will also be noted by the team managers. The team management can take screenshots of the work completed by the staff and motivate them to perform even better. When the manager has a clearer picture of employee real-time performance it is extremely beneficial to him for planning the appraisals and creating performance reviews. One of the more significant aspects of maintaining a satisfied workplace will be promptly handling all the time off requests from the employees. In case an employee has to face an emergency at his residence and is forced to leave the office on short notice, then no employee is going to be happy about going from one office to another department to get the grant for a leave request. It will adversely affect the morale of the employee as well. Therefore, if a company introduces employee tracking software in its operations, it will allow the employee to keep track of their leave history and if required request a leave. This is a great boost to the morale of the employee. In addition to this, it will also save the time of his or her superior because there is no need to meet the employee personally for granting the leave request. By using just a single tap of the finger these leave requests can either be granted or denied. Develop a stronger relationship If you can understand the employee performance and interact with them for improvement in their skills at work, it allows the employers to develop a stronger relationship with the staff. The software allows the managers to conduct a one-to-one chatting session for highlighting and rectifying the errors instead of discussing these errors in front of all the team members. It makes the staff more comfortable with the employer and can motivate them to keep being productive at work. The management can't judge the strengths and weaknesses of their employees in a single meeting. The employee tracking software allows the managers to provide a tangible, real, and accurate performance analysis to their employees. To systematically comprehend the decision-making, creativity, and communication skills of a staff member, the management has to closely monitor their employees in various situations. By using the employee tracking software the supervisors can take a look at the bigger picture and they can evaluate a person thinking out of the box. This will enable the management in their understanding about an employee that is capable of handling a specific situation. Full data about the strengths and weaknesses of the employee helps an organization in using his or her qualities at the time of crisis. Provides employee recognition Normally the employees feel that they are being monitored to find out their mistakes. But, the productivity tracking software also provides an opportunity for employee recognition. The real-time performance of the employees is recorded as evidence of their performance for the appraisal and it also allows the managers to appreciate their good performance on the spot. This software allows the employees to feel happy and comfortable in their work environments. Conclusion The software generates productivity reports that are real-time for all the employees. The list of more productive employees is also displayed on the software dashboard. It allows all other members of the team to compete and maintain their position on the list. The software is a perfect platform for the employer and the employee both. About Author: This article is written by a marketing team member at LIKE.TG. LIKE.TG is a leading provider of proven HR solutions, including recruiting, onboarding, employee communications & engagement, and rewards & recognition. Our user-friendly software increases employee productivity, delivers time and cost savings, and minimizes compliance risk.

Whether you’re currently looking for a job or not, some good career advice can always come in handy. Especially if it’s offered by a top career expert with many years of experience and a bunch of loyal followers, some of whom have already put that advice to practice. Some time ago, professional advice was not easy to find, but today, thanks to social media, you needn’t go far. Now, it’s the other way round: there are so many career coaches and job search experts that it’s hard to choose. So, if you’re looking for immediate help with something specific like writing a resume, it’s better to hire a writer on a professional platform – for example, here at https://skillhub.com/blog/upload-resume-linkedin . But when you need inspiration, insights, fresh data on the job market, or first-hand job search tips, social media can be of service. Also, it could be useful for you to research what HR wants to see in candidates and you can do it here https://www.LIKE.TG.com/blog/LIKE.TG-blog-guidelines. It will be the best way to write a perfect resume. But how does one choose from an abundance of social media experts and coaches? Well, we’ve done the job for you. In this article, you’ll find a list of the best job experts on Twitter and LinkedIn that we suggest you follow. Twitter Influencers Twitter is generally regarded as a platform for politicians, celebrities, and their fans. But that’s far from being everything this social network can offer. There are also a lot of experts of all kinds sharing their knowledge and insights – job experts included. So, here are our top-3 Twitter influencers writing career advice. 1. Adam Grant (@AdamMGrant) Adam Grant’s Twitter profile states he’s currently an “organizational psychologist” at Wharton School of the University of Pennsylvania. He’s also known as the New York Times #1 best-selling author due to his book Think Again: The Power of Knowing What You Don’t Know. He also has a podcast of his own on TED Talks called WorkLife. Adam currently has over 400,000 followers, including Hollywood actress, businesswoman, and producer Reese Witherspoon, actor Ashton Kutcher, and other celebrities. The reason for such popularity is probably that Grant manages to maintain the right balance between inspirational tweets, useful research data, and interesting insights. 2. Hannah Morgan (@careersherpa) A New York-based job market expert Hannah Morgan describes herself as a speaker, author, LinkedIn top voice, and an “unapologetic introvert”. Indeed, she’s better known as a LinkedIn influencer – but her Twitter account is also worth following if you need fast and accessible career advice. However, if you’re looking for inspirational fluff or deep insights for (aspiring) higher-level executives, Hannah’s profile is probably not the place to go. Her page is about more down-to-Earth topics like: acing an interview; networking online; job search strategies; resume creation, and the like. Morgan herself states that the account is aimed at job seekers looking for “help and hope for a faster job search”, so this is exactly what you’ll get there. 3. Alison Doyle (@AlisonDoyle) One more seasoned job expert sharing useful advice on Twitter is Alison Doyle. She’s the job search expert for The Balance agency and founder of her own company Career Tool Belt that provides advice and assistance to job seekers. Though she doesn’t have as many followers as “star” influencers, her page offers lots of hands-on tips that anyone still in search of their dream job can make use of instantly. On her account, you can find answers to such questions as what to name as a reason for leaving your previous job, how to choose a resume file name, and more. LinkedIn Influencers LinkedIn is still the ultimate place to go to for anything connected with jobs and career growth. Be it networking, posting an online resume, or looking for advice from top experts – this social network offers endless opportunities. And of course, there are many experts there who are worth following. Here are our top 3. Andrea Koppel Washington-based expert Andrea Coppel is particularly passionate about helping fresh college graduates make their first steps into their future careers. She’s pretty popular, too, with her profile being included in the 2021 Top Job Search Expert to Follow on LinkedIn by Jobscan and a top-100 Apple podcast of her own called Time4Coffee. Andrea is also the founder and CEO of College2Career Academy – a company whose name speaks for itself. Koppel’s target audience includes college juniors and seniors as well as their parents, and she specializes in providing concrete actionable advice. But if you’ve only got a high school diploma yet, you can follow her as well. Rosie McCarthy Badass Careers founder Rosie McCarthy positions herself as a “career fulfillment coach”. As such, she is devoted to helping millennials and Gen Zs create their personal brands and build meaningful careers. Rosie is based in New Zealand but is committed to helping young people worldwide. On her page, you can find advice ranging from how to find a career purpose or learn to love your work to practical tips on resume writing. She also offers free weekly training on her YouTube channel. Lazlo Bock Former Google employee Lazlo Bock is a big LinkedIn influencer with more than a million followers. He’s now CEO and co-founder of software company Humu, and he’s also known as the author of Work Rules! – a book where he shares his insights from work at Google. Lazlo still writes a lot about work at Google in particular, but his articles also cover a wide array of topics from company culture to decision-making to resumes and interviews. Quite a lot to linger on. Final Thoughts Following job experts on Twitter, LinkedIn, or elsewhere can be very useful indeed. It’s a great way to find out job search tips and get inspiration, especially if you hand-pick the accounts to follow. However, don’t let it become just another form of procrastination. Remember that knowing what to do is one thing, and doing it – quite another. So, if you find any piece of advice from the experts useful – don’t hesitate to actually follow it. About Author: This article is written by the Marketing Team of LIKE.TG. LIKE.TG is a leading global provider of Applicant Tracking, Onboarding, Offboarding, Communications, Engagement, Recognition, and Financial Wellness solutions. Its powerful and user-friendly software eliminates manual/paper processes, increases employee productivity and engagement, improves time and cost savings, and reduces regulatory compliance risk

At this point, chances are good that most of us are familiar with the concept of a corporate intranet. Yet a surprisingly high number of people still wonder why they might need one in their company, or why what they have now isn’t working. Many more may be surprised to learn that modern internet solutions have evolved beyond traditional webpage frameworks and offer much more functionality and a wider range of new benefits. It’s an important advantage, especially since the parallels between superior employee experiences and business performance are striking. For example, companies with highly engaged workforces are 21% more profitable than those with poor engagement levels. In this article, we’ll take a closer look at intranets, including what they are, their top features, and specific examples of how a few industry-leading companies are using the best intranet platforms in innovative new ways. We’ll also look at why yesterday’s intranets simply don’t work anymore, and how modern employee communication and engagement platforms can now extend the capabilities and benefits they can deliver. We also give you a sneak peek at Workmates, LIKE.TG’s employee experience platform and show you how it is revolutionizing the way companies go beyond traditional intranet solutions and take advantage of all that an employee communication and engagement platform has to offer. What is an intranet exactly and what are the best intranet platforms today? Intranets are internal hubs used by companies to store important information, communicate with employees, increase employee advocacy, streamline key processes, and encourage team collaboration. While there are many benefits to an intranet, here are some of the most compelling: Improve internal communications: The most effective intranet solutions encourage communication by empowering workers to efficiently access and share information. For example, individual departments can upload important documents; leadership can make announcements or provide specific updates; product teams can share launch updates and more. Serve as a content management system (CMS): Intranets also serve as comprehensive repositories of vital information for the entire company. It encourages a community approach to sharing and managing content and gives employees valuable self-service access to all of the information they need, at any time. Can be used with mobile devices: The most effective intranet solutions take information that exists on the intranet and push into employees’ hands on their mobile devices. This eliminates the need to search for hard-to-find information on a non-intuitive site. Instead, updates and information can be pushed directly to employees’ phones or tablets. Drive collaboration: By providing centralized access to the tools and information workers need to perform their jobs, employees can find what they need and work better as collaborative teams. Improve efficiency: Intranets virtually eliminates the need for cumbersome email workflows that waste time and lead to version issues and confusion. Say goodbye to emailing someone for the latest form or document; say hello to time savings that free the entire workforce to focus on higher-value initiatives. Provide better support: Many departments can either post important forms (e.g., HR forms and documents) or let intranets serve as the primary engagement point for support processes, such as IT help desks or HR open enrollment. Unite geographically dispersed teams: Companies now use intranets to connect remote employees, field-based teams, satellite offices, and any employee who may not be in corporate headquarters. This helps avoid communication issues, critical to increasing morale, engagement, and productivity. Recognize and reward employees: Modern intranets now include powerful functionality to promote and facilitate employee recognition and even reward them for a job well done. Rewards can range from a peer-to-peer shoutout or digital high five to a gift card or other giveaway. All of these add up to a better overall experience and one that employees appreciate, if not love. The love goes both ways, too: Providing a better experience helps companies be perceived as a better place to work. This is an important distinction since a recent Glassdoor study found that companies named to its “Best Places to Work” list significantly outperformed the S&P 500. Six Real Company Intranet Examples, and Why They Work Ready to see real-world examples of corporate intranets? The following six use cases, in a wide range of industries, all started with similar goals and approaches but focused on slightly different executions to provide different—yet valuable—user experiences. Example #1: Announcements in the technology industry One leading technology company uses its intranet to improve communications and strengthen its corporate culture using a powerful announcement feature. In this case, the company developed a prominent company feed that it used to manage important messages and encourage the entire workforce to do the same. This feed publishes various recognition announcements, such as appreciation posts, automated birthday and work anniversary congratulations, and more. The company also used a kudos feature to offer recognition for employees’ hard work or any examples of exemplary behavior. All of this has been extremely helpful in showing the entire workforce that the company appreciates their contributions—no matter how small—and how they support larger accomplishments. Example #2: Informal recognition with a “kudos” in healthcare This example is similar to the use case above, but here, this healthcare company used their intranet to really focus on employee recognition and rewards. The company used LIKE.TG’s Workmates solution, initially as a complete content management system (CMS) to gain a better way to store and distribute important information. But it also used the kudos feature to encourage an ongoing culture of letting employees recognize and reward their peers. In this case, any employee can publish a post at any time to officially thank any other employee. The company created a reward program where employees could receive gift cards, branded corporate items, or other thank-you mementos. Even better: Top kudos recipients are listed on a prominent leaderboard within the corporate intranet. This lets them receive even more attention, but it also fosters an ongoing culture where all employees now strive for excellence and higher levels of job performance. Example #3: Social feeds in real estate A commercial real estate company created an intranet with social feeds and created a number of different channels to let each specific team send messages and updates to other departments or the entire company. For example, an employee can post certain announcements to the social feed, including welcoming new hires, sharing employees’ personal events (a new baby!), shout-outs to other teams or employees, office culture updates, and more. It’s a new experience and one that makes communication and collaboration fun. Employees can upload pictures from a corporate event and share them with the whole company. They can also create and post surveys and polls—for example, “what type of cake should we get to celebrate Susan’s birthday?” Employees also post memes and hashtags to their social feed, all to increase camaraderie, collaboration, and teamwork. The company can even use a powerful analytics dashboard to track active users and the overall engagement level with the intranet over time. Example #4: Content management system Another company, one that provides background screening services, chose to use its intranet site as a full-featured content management system (CMS). This company used its corporate intranet as a better way to upload and store documents, which gave employees a much better way to share documents, track activity, and access important information—from any device at any time. Additionally, this company created a new internal help center for the HR department, which was accessible to all employees. This helped workers know exactly where they should start if they had questions or issues, gave them self-service access to critical forms and documents, and eliminated a lot of confusion. It also saves a significant amount of time over the company’s previous system where employees would call or email requests for help—and get frustrated when they didn’t know where they stood. Example #5: Brand advocacy in fast casual dining As the name implies, fast casual restaurants move quickly. That means there’s no time to waste when it comes to scheduling shifts. It also means that employees, like servers and cooks, may feel underappreciated. A successful company intranet can improve communication and even inspire recruiting efforts. A chain restaurant can use their intranet to share announcements with specific updates. For example, an announcement can let employees know they can pick up shifts at another local location. This saves the restaurant from being short-staffed and helps employees earn more. Announcements can even highlight achievements by individual staff, like employee of the month, to improve engagement. Restaurants can also make their employees their best advocates. Using a company intranet, restaurant chains can create pre-written, approved posts designed for employees to share on their personal social media accounts, including job openings. About half of businesses say their top-quality hires come from referrals, and a positive post on social media can get those referrals moving. Example #6: Giving employees valuable new resources in retail Retailers need to make the customer shopping experience as pleasant as possible. A company intranet site can help make sure that employees have the training and seamless technology to make that happen. A company can create an extensive training site to make sure every employee has the information they need in one easily accessible place. A comprehensive training site also makes sure that each employee is given standardized training so everyone is prepared for the job. And if they have questions long after onboarding, employees can always refer back to the training site. The retailer can also develop an interactive shift-swapping app so employees can easily trade shifts — without bothering busy supervisors. Employees with more connections are happier, and so are customers at a fully-staffed store. Christopher BaggottChief Executive Officerator of Medlinks Cost Containment, Inc. and Medlinks Staffing, LLC. “Our staff has praised the increased communications level Workmates delivers. We use it to communicate important project matters and give staff specific ‘kudos’ or even recognize their birthdays. More importantly, we use Workmates to clarify important project details that needed rapid dissemination among the entire team.” What Should You Look for to Find the Best Intranet Platform? Corporate data hub: It’s important for the intranet solution to integrate with corporate enterprise systems to enable connected workflows and easy data retrieval. For example, LIKE.TG users can connect and use HR data with the point of sale systems using Microsoft’s Power BI. Sharing and collaboration: A good company intranet should include functionality that promotes sharing and collaboration, such as features that enable employees to view, comment, and distribute helpful information. Social networking and employee advocacy: These are important when you consider that today, employees create awareness about their company and can serve as valuable brand advocates. Push notifications: Instant alerts help workers see new updates, such as new project assignments or tasks, content updates, or specific conversations. Org charts and contact databases: These are very helpful, especially as employees may look to find or contact others in the organization. Analytics: Many corporate intranets today simply can’t report on employee activity or other metrics to help determine how effective it is. This means companies are missing the boat when it comes to measuring employee engagement or other important usage trends. Modern intranet solutions now offer powerful analytics to see what’s working for employees—across different topics, locations, job roles, and more. Workmates: A Comprehensive Intranet Software solution Today, LIKE.TG’s Workmates solution delivers all of these capabilities and more. To see how Workmates is revolutionizing the way companies think about and deploy intranets—for significant business improvements—please visit our Workmates page or request a free, no-obligation Workmates demo! About Author: This article is written by a marketing team member at LIKE.TG. LIKE.TG is a leading provider of proven HR solutions, including recruiting, onboarding, employee communications & engagement, and rewards & recognition. Our user-friendly software increases employee productivity, delivers time and cost savings, and minimizes compliance risk.

It has been said and proven repeatedly that employees are the heart of a company. Before you can take care of your customers, you need to take care of your talent. The consequences of ignoring your workforce are low productivity and high employee turnover, which cost companies more than their retention efforts. According to a Retention Report by Work Institute, talent replacement costs organizations 33% of an employee's annual salary revenue. That is avoidable if more employers and HRs focus on employee retention by ensuring their employees remain motivated in the workplace. So how do you ensure your employees are motivated enough to stay in your company? A couple of strategic steps are required to ensure this. Effective talent management strategies guide a company’s decisions and processes, from recruitment to employee experience. Read on for some of the strategies you have to consider to help engage your employees and retain them. 1. Adopt a flexible attitude The workplace is rapidly changing. Practices like success hours and remote working are now almost standard across different industries. While this has resulted in improved work-life balance for employees, it has not been the same for the managers. Most managers struggling with the changes have managed their teams with specific management styles for a long time. However, the same old management styles will not work for the current workforce. As a manager, you need to create a balance by embracing the changes and adopting flexible and effective management styles. For instance, you need to adopt more effective measures and guidelines regarding factors like working hours. Instead of sticking to the 9-5 routine, you can embrace a flexible schedule model that emphasizes output over attendance. If you are managing teams in the health or education sectors that lack the option to work with flexible schedules, you can go for other strategies. A good example is the 9/80 model, which typically consists of eight 9-hour days, one 8-hour day, and a day off every two weeks. If your organization provides services 24 hours a day, like most restaurants, you can also try working with rotating work schedules. This method helps balance work schedules and ensures that your employees have the opportunity to work shifts that are convenient to them. You also need to develop general rules to guide how your employees deliver. For instance, when working with freelance writers in different time zones, you can implement similar deadlines to ensure the same level of timeliness regardless of your writers’ location. 2. Set clear objectives Every employee needs to have a clear understanding of what is expected of them to carry out their role. If a manager does not clearly explain their key roles and objectives, employees become confused and demotivated. From the moment you bring them on board, they need to understand the organization’s long-term and short-term goals, job descriptions, roles in achieving the organizational goals, and the success KPIs. Managers ought to take a SMART approach when setting their employees' objectives to do this right. The approach allows managers to set specific, measurable, achievable, realistic, and timely objectives. If your objectives are SMART, you can assign the right tasks and give the right amount of work that will help your team achieve that SMART goal in the first place. In other words, you’re not just taking shots in the dark and hoping your team will meet their goals. For instance, if you are working with content writers, a SMART objective could be to increase your company’s publication of blog posts by X in a month. You can instruct each writer to produce Y number of articles per day based on that goal. If they each meet the required number, then you can ALWAYS expect your team to meet the SMART goal you set in the first place. 3. Provide training opportunities No one wants to hold one position for ages and leave it with no growth or skills. If you are looking to retain your best employees, you need to invest in their career development. According to the 2018 Workplace Learning Report by Linkedin Learning, 94% of the employees stated they would stay in a company longer if it actively invested in their career. There are two ways to invest in your employees' career development: sponsoring them for external training programs or creating an in-house one. Most companies have taken their training programs online, making it easy for employees to learn on their own time and at their own pace. But creating an in-house employee training program isn’t all that difficult either. You can easily do this by offering resources and training sessions through mentorship programs. Professional mentors will help your employees sharpen their skills. The good thing about this second approach is that the mentors already know the processes involved and the relevant people to talk to in the company. Since they know the ins and outs of the company, they can also teach these to their mentees. That is something third-party training speakers can’t do. Google is an excellent example of a company that runs a mentorship program. Career Guru connects its employees with senior leaders who offer advice on skills required to take on available roles in the company. Google’s Googler-to-Googler program ( G2G) is another excellent example. The G2G program allows employees to teach their peers new job skills. At least 80% of Google’s tracked training sessions are run through G2G. 4. Carry out performance reviews Performance reviews allow managers to provide meaningful feedback to their employees. If an employee has been performing well, you can take the opportunity to recognize and reward them. Most companies have moved from regular annual performance reviews to better models as part of their talent management strategies. That has proven fruitful for the companies since they can regularly give and receive feedback from their employees. For example, a company like IBM reported reducing employee turnover by switching to more frequent performance reviews. A customized employee performance management system is one of the talent management strategies you can use to retain your top talent. It is hard to tell whether a specific model will boost organizational performance. Still, you can carry out surveys to help you find suitable ones. For example, in 2015, Deloitte redesigned its performance management system after running a survey that showed that its earlier strategy did not encourage employee engagement or performance. They developed a new strategy with no cascading objectives, yearly reviews, and 30-degree feedback tools. The performance management system embraced frequent reviews that helped recognize individual employees in teams without bias and improved employee performance potential. 5. Tools for Time Management To keep the level of involvement up, the employees need to work to save them a lot of time. It boosts productivity and the focus of the employee, which allows them to serve their organization better. Any app or software that allows employees to make a plan, stay organized, and keep track of how much time they are spending on each task can work as a time management app. Therefore, there are numerous time management apps for you to choose from. Different apps come at different prices and bring additional features to you. Therefore it is essential that you make a list of the best time management apps and then select one from the list. For example, if your employee needs to track the number of hours it takes him to create Google slides, he can easily measure it and then delegate it keeping the time it took for him in mind. 5. Focus on employee experience A company’s talent management strategies should provide a holistic employee experience. This varies from working hours to employee benefits and the company's work culture. You need to start from the basics by creating a healthy company culture that motivates them and creates a community feel. That also includes paying attention to the communication channels to avoid miscommunication. You can borrow Buffer’s Mastermind Program idea to ensure better employee relations. Each employee is paired with a same-level peer from a different team to prevent isolation among employees. When choosing communication channels for your remote team, you need to settle for one consistent tool to avoid confusion, such as a VoIP system. In addition, ensure it is a channel that allows participation from every team member. For example, Slack allows open conversations, making it easier for everyone to access the previously asked questions and feedback. Finally, you also need to offer employee benefits that motivate your employees to keep working. For example, companies like Amazon provide enticing benefits like fully paid college tuition, health care coverage, and paid parental leave. Creating loyal employees offers many benefits as well. Employees who love working for your company will naturally spread the word. You’ll be able to create a win-win situation if you offer incentives and track these with employee referral software. After all, loyal employees know other loyal people, and your recruitment pipeline will be rewarded for it. 6. Ask for ideas and feedback Managers need to appreciate feedback from their employees just as the employees do theirs. None of the other talent management strategies matters if you do not know how well they work or whether they even work at all. Upward feedback helps determine what the employees are looking for and helps employees discover the real issues their employees are struggling with. You need to ensure you get constant feedback to tackle any challenges quickly. You can use people analytics technology to gather more information on your team activity. Based on your data, you can see the areas you need to work on to ensure employees are happy. Remember, your employees can only complain for so long before they decide to find an employer who listens. Summary Today employees are less committed to staying in workplaces out of loyalty. Hence, companies must develop strategic talent management strategies that will help them retain their best employers for longer. You need to effect these strategies as soon as an employee is hired and integrated into their day-to-day roles. You learned those tips from this article. Managers need to practice flexible management styles, set clear objectives for employees, and provide career advancement opportunities. They should also perform frequent performance reviews, ask for ideas and feedback, and adapt each strategy for a holistic employee experience. Using these talent management strategies effectively will keep your employees happy and motivated. You’ll retain your best talent as a result. No credit card needed Less than 5 min to set up About Author: This article is written by our marketing team at LIKE.TG. LIKE.TG is dedicated to providing powerful solutions for your HR teams and creating an exceptional employee experience. Our aim is to help your company improve employee engagement, and onboarding, and to save you valuable time!

Hiring quality talent and training them to become the best version of themselves is the dream of every company, especially ones that are new to the business scene. And a lot even achieve that by hiring brilliant HR Services but retaining your talent while adding on new hires is where the skill comes in. And good employee retention is the sign of a great HR consultant. In this blog post, we will discuss different tactics used by HR companies to make sure you can retain your workforce for as long as possible! So, without further ado, let's start! 6 Employee Retention Strategies by HR Services: It's the job of an HR consulting firm to make sure employees keep engaged with the company and don't leave for any outside offer they may get. To see through to this, there are a few strategies they make use of. Let's discuss them in detail. Recognition and Rewards: Employees love to be appreciated for their hard work. It makes them feel comfortable and valued and like they are a part of something special. The HR team makes sure that employees receive recognition in the form of awards, privileges or even simple thank-yous from time to time. This can keep them happy and more likely to stick around for longer periods of time. You may start to see improved employee retention rates after implementation of this strategy. Flexible Work Arrangements: The work arrangement is one of the most important aspects that employees look for in a job. Nobody wants to be stuck at their desk from nine to five when they could be out enjoying the sun. That's why HR offers flexible working hours and even remote work policies so that employees can have a little more control over their time. This encourages employees and gives them a sense of freedom and makes them stay with you for a long period of time. If you are looking for exceptional outsourced HR consultancy then HR Options is worth taking a look at. Their expertise in the field of Human Resources can be a great asset to your company. Opportunities for Growth: No employee wants to feel like they are stuck in the same position forever, doing the same thing day in and day out. This is why it's crucial to provide opportunities for growth within the company. Knowing that there are chances to be promoted or get responsibilities of bigger projects is what keeps employees engaged. Secondly, if an employee sees himself growing with a company, they are less likely to leave. It’s great for professional development. Team Collaboration: Collaborating with other team members and making new friends in the office can not only make work more fun but also encourage them to stay longer. This has been proven by different studies which show that people who enjoy working together tend to stick around for much longer periods than they would otherwise! The HR team can plan interactive sessions to make sure the employees share healthy communication together. However, remember while you put different people together there can always be conflicts. This is totally normal, to avoid any ugly outcomes, you should always have risk management solutions in place. Company Culture: A strong company culture always helps when it comes to employee retention. If management encourages a family environment within the organization, then most employees feel like this is their own little space where they can flourish without any discrimination. And this makes them want to stay. Outstanding Onboarding Process: Lastly, a good onboarding experience is yet another way of retaining employees. As soon as an employee joins the company, it's important that they feel welcome and get familiar with their surroundings quickly to avoid any miscommunication or confusion later on. HR teams should make sure this happens properly by planning out all events in advance according to what suits the situation best. This includes proper introduction of the new hire to all employees and little welcome gifts that go a long way. It Improves work environment and employee turnover rate. As you can see, there are a lot of ways HR Services can make sure you get the best out of your employees. With all this knowledge about employee retention, we believe you are better equipped to overhead any HR service you may hire. Labor market could be hard to understand on your own. Hiring HR can be a worthy investment into the future of your company! Frequently Asked Questions: I'm not sure what my employees are looking for in a job. How can I find out? One great way to do this is by conducting a survey or simply asking them directly in an interview. This can give you a good idea of what they want and how you can accommodate their needs long term. What if my company can't afford to offer flexible hours or work from home policies? You don't have to! There are other ways to show your employees that you care about their work-life balance such as providing opportunities for growth, team collaboration, and maintaining a strong company culture. You can offer side activities like games to relax and destress in the normal working hours to make up for it. Is it really necessary to provide opportunities for growth? Employees might be content with where they are at the moment but that can only keep going like this for so long. You have to provide opportunities of growth for your employees to stay with you. Author Bio: This article is written by our marketing team at LIKE.TG. LIKE.TG is a leading provider of HR solutions, including recruiting, onboarding, employee engagement, and intranet software. Our aim is to help your company improve employee engagement, employee productivity, and to save you valuable time!

Employee engagement truly matters. In the modern age, people are starting to understand this to a much higher extent than historically within workplaces. Undeniably, companies get better results if they have a team of engaged employees working for them, who care about the company and what happens within. It stands to reason, if you are running a team full of people looking to move away or not really buying in or engaging with the process, there is every chance the business is going to fail, or at least struggle to meet its objectives when it comes to productivity. Trust in the Business Leaders Within a team or within a business there is always a message that comes from the top. In any hierarchy structure, the leaders are often the ones who are setting the tone and this means that they are a big factor in whether or not people are motivated. Trust is a big part of employee engagement. If they constantly feel like they cannot confide in their management or their leaders, or that they don’t have a good enough relationship with them to know what their plans are or where the team is going then there is every chance that the engagement levels will drop. Leadership is an absolutely huge part of a business, and in virtually every team there is at least one leader setting the tone. While some managers or small business owners are still of the opinion that they should rule with an iron fist, this rarely gets results, especially when trying to manage a team and its engagement. Good Communication and Relationships Business leaders are just one part of the jigsaw when it comes to good relationships and communication between the team. Social chemistry has a big impact, and this includes people in management or supervisory roles. To keep employees feeling engaged and like they are part of the process, it is a good idea to try to cultivate good relationships. Give people an opportunity to get to know each other and host team events and social activities. It is worth investing in the relationship and encouraging clear communication in the workplace. Some studies have shown that the majority of workers within a workplace consider themselves to be lonely. This is a big issue for a lot of people, and social wellness is not something employers should ignore if they want to improve their employee engagement. Even if it means dedicating time when employees are being paid to improve relationships and allow people to build up those relationships, it is always good to invest in your people. Support and Equipment If you have ever worked in an environment where you do not feel like you are properly supported, you will probably know how stressful and difficult this can be. Support is about knowing that those around you will have your back and that they are understanding. For example, if you needed some time off due to a family illness or wanted to adjust your working hours to allow you to manage childcare, would that support be on offer? Employees tend to have a feeling that there is a real sense of giving and take within a business and it is not just about what you can give the business and the team you’re working in, it should be about a mutual relationship. If times are hard and you need support, not getting it is a surefire way for engagement to drop among employees. Support also extends to things like equipment and the right time and resources to do a job effectively. If an employer makes unrealistic demands of their employees then there is every chance that gradually they will lose some of their faith and some of their engagement. Not getting the right support to do their job is one of the ways that they can lose passion for the role or decide not to put in the sort of effort that might be required. How Much Can Workmates Save You? Higher engagement More features Half the cost Learn More Recognition All too often this is something that is ignored in the workplace. When somebody does a good job, spends some extra time and attention on something or goes the extra mile, do they get the recognition they deserve? If not, it can lead to employees feeling isolated or even bitter towards those they work with. A lot of us have experienced this before. Imagine working incredibly hard on something, presenting it to the company, and then not being thanked or recognised for the work. Recognition comes in many forms, and of course, most employees appreciate things like pay rises based on their performance, but that isn’t always necessary. Sometimes, simply discussing the work someone is doing, thanking them for their extra work, and showing them that it has been considered and appreciated can be enough. Recognition can come from those in the same team but it also means a lot when it comes from above, with supervisors and managers really needing to think carefully about the people they manage. Are they getting the recognition they deserve? Opportunities to Advance and Train A lot of people take on a job with a view to turning it into a career and as such value progression routes. For many employees, it is not just about making some money while they are at work and then going home at night to relax. It is about building a career, learning, and advancing into other positions. For some companies it is harder to offer this, it depends on things like the management structure, of course. However, employees appreciate knowing that they can move forward if they wish, learn on the job, train to a higher standard, and move forward in their career rather than stagnate and stay in the same position. Employers can provide things like training courses, certifications, and hopefully even pay rises and the opportunity to continue to advance within the company. It is good to garner this kind of buy-in from employees, who will wish to stay in place and engage with the business and its goals far more if they feel there is a clear way for them to be a part of the future. HR mistakes impact your entire organization. Learn how to avoid the 12 most common mistakes with our free ebook. Download now Company Culture Great company culture sounds like quite an abstract thing, and it can be difficult to pinpoint and cultivate. However, if you have a lot of good people involved and they are all working towards a common goal, it tends to be easier to build the sort of relationships required. Some of the company cultures will come from things like the rules, and how strict things are around the office, as well as the impact of the leaders on the business. For instance, if the culture in a business involves poor habits and leaders not taking responsibility this will inevitably spread. Sum Up By giving people plenty of support and respect, and allowing people to have their say on how the business or an office is run you can also help to create a good company culture where people feel valued. This is bound to greatly help with employee engagement and allows people to buy into the projects and mission of a company or other organisation.

People come, and they go—even at work! Some employees experience involuntary turnover, while some resign after a few years. But it would do companies well if those they hired stayed for the long term. Why? Because it costs an organization six to nine months of an employee’s salary to replace them. To illustrate: it will cost you $30,000 to $45,000 to hire and train a replacement for a $60,000 salary employee. Simply put, businesses can't afford not to care about the happiness of their employees. That’s why job satisfaction is the name of the game nowadays! This is true now more than ever as top talents are becoming more and more difficult to find. Wondering how to improve employee happiness to keep a high retention rate? You must first understand the five factors that significantly affect it. Then, if you find any gaps in your processes, it would be better to improve them now than regret inaction later. Below we've also listed actionable strategies to address the factors influencing retention. 1. Onboarding and Training You’ve to realize early on that retaining both your non-exempt and exempt employees starts with recruiting. So, have you reviewed or upgraded your recruitment processes recently? The way you recruit, onboard, and train employees have an impact on employee turnover. Failing to address retention at this stage might result in losing the best employees immediately. Do your employees leave within the first six months? Are they taking on lateral responsibilities at other businesses? If you are having problems with onboarding new hires, then you have short-term retention problems that you need to address ASAP. What You Can Do: Most onboarding concerns come from inaccurate job depictions during the interview stage. Employees are less likely to stick around if you aren't clear! To address this, be honest. Give them the obligations that come with the role they are applying for. Make sure that all candidates are clear on expectations from the start. This will increase the likelihood that they will stay with your organization. 2. People and Culture Us humans are social creatures. Above all things, we want to create an emotional connection with the people around us. That's why there's an increasing average number of employees who want to be in workplaces where they feel like they belong. While it may seem counterintuitive, creating a favorable work environment will work wonders for you and your employees! An enhanced company culture will reduce time spent worrying about productivity, employee engagement, motivation, and retention. What You Can Do: Part of human resource’s responsibilities is to carefully examine the company's values and consider how you can convey them to your staff in a tangible way. If your organization emphasizes creativity and flexibility, engage with your team members to create flexible working arrangements that meet the demands of both the individual and the company. Here are some ways to go about this: If you value transparency, make it easy for employees to access relevant documentation and approach dispute resolution with empathy and honesty If respect is a corporate value, offer diversity and inclusion training programs to tackle unconscious biases You can also demonstrate that you care by acting on employee feedback 3. Recognition No one appreciates feeling unappreciated. Employee turnover can be influenced by a lack of recognition, which can reflect a poor management style. It will inevitably lead to employees seeking the attention they deserve elsewhere. Indeed, a lack of acknowledgment does not cost you your best employees immediately. However, failing to address it will result in low morale and decreased productivity. What You Can Do: Find ways for employees to feel heard and recognized. Everyone loves receiving feedback—whether they are positive or negative. Employee retention is influenced by leadership's active listening and recognition of successes. In practice, this will look something like: implementing a reward system to recognize small and big wins providing yearly performance evaluations training management personnel to provide positive reinforcement and leadership techniques recognizing the importance of one-on-one sessions between employees and their supervisors regularly making sure that they are paid on a salary that is equal to the role they perform 4. Work-Life Balance Nowadays, employees don’t want to be restricted from doing the things they love. They want to have time with their families, hobbies, and other activities outside of work. More and more employees want flexible work schedules that allow them to care for their professional and personal lives. So, make sure that there is no room for employee burnout in your workplace. Burnout happens when individuals feel out of control or under a lot of daily stress. Not only will this decrease their productivity, but it will also affect their mental and physical health. Every now and then, ask yourself the following questions: Do you regularly demand or expect employees to work after hours or on weekends? Is a 50-hour workweek really “normal”? Do you offer employees the tools, resources, and technologies they need to succeed? What You Can Do: Remote jobs are all the rage nowadays! Let your employees have time for themselves and their families. Rather than the traditional 9-to-5 model, consider offering remote working options. You can also start implementing flexible working arrangements. This will allow employees the flexibility to manage their working hours. Plus, they can work from home if they need to! You can also encourage employees to set limits and use vacation time. But, if late nights can’t be avoided, consider compensating them with more time off. 5. Relevant Benefits Employees feel like a company cares about them when they receive competitive benefits. In fact, 44% of professionals care about robust workplace benefits! These include healthcare coverage, parental leave, and paid time off. Offering benefits that grow in value over time or get better with tenure will help prevent employees from leaving for greener pastures. That way, they don't have to start from scratch elsewhere. What You Can Do: Now’s the best time to review and assess the current benefits you offer to your employees. If you currently don’t have benefits designed to improve over time, some examples are: Bonus structures that increase with tenure Granting more paid time off for employees with greater lengths of service Administrative support Stock options with vesting periods 401(k) matching contributions with vesting periods For newer employees, you can look into enhancing your current health benefits. Alternatively, you can even offer unique benefits such as continuing education, discounts on products or services, laundry services, and free food. To learn even more about improving the employee experience and increasing your competitive advantage while providing a fast return on investment, download our ebook now. Download now 6. Career Development Your employees may sense a lack of growth opportunities within the company. Nobody enjoys completing the same monotonous tasks every day, especially when the scope of the work isn't expanding. Employees feel insecure about their jobs when there is little room for advancement. This is when they begin seeking other opportunities. Does your company have an employee retention program yet? If not, your employees are likely to look elsewhere. They’ll search for companies that recognize their contributions more quickly and offer prospects for growth. What You Can Do: It is your responsibility to lay down a clear-cut career path for your employees. For their continuous growth, you can provide top performers with training programs, seminars and conferences, or in-company apprenticeships or mentoring. Alternatively, you can also connect them to online courses. Investing in your people shows that you care about their professional development and potential for advancement to more senior roles within the organization. This creates a good cycle of belonging, motivation, productivity, and retention. Happy Employees Stay Longer People leave when they are unhappy with their current situation. While it's ideal, you won't be able to keep your employees forever. Some of them will walk out that door sooner or later, and while this is the harsh reality, you should never avoid it. What you can do instead is to see what affects your employee retention. Regularly review, reassess, and reinvent your employee retention strategy. Ensure that you meet your employees' needs. Remember, retention will come easy if you boost employee happiness in every process you implement throughout the workplace. For more insightful information and actionable tips on employee engagement strategies, recruiting, and a host of other HR functions, read more on our LIKE.TG blog. No credit card needed Less than 5 min to set up About Author: This article is written by our marketing team at LIKE.TG. LIKE.TG is dedicated to providing powerful solutions for your HR teams and creating an exceptional employee experience. Our aim is to help your company improve employee engagement, onboarding, and to save you valuable time!