Email with Artificial Intelligence: Communicate in any language
In the digital age, the use of email with artificial intelligence (AI) has revolutionized the way we communicate, especially when working remotely or for international companies that operate in multiple languages.This innovative technology not only allows us to communicate effortlessly in multiple languages, but also improves the accuracy and effectiveness of our communications.Do you face the challenge of sending an email in a language you are not fluent in? You are not alone. Today, many business professionals are looking for effective solutions to language barriers in the workplace.Artificial intelligence, through advanced translation and writing tools like LIKE.TG’s apps, has become an indispensable ally in achieving professional communication without language barriers.Mastering AI-based email writing means knowing how to create effective prompts that guide the technology to generate responses that meet our expectations and specific needs.In this article, we will provide you with key strategies and practical tips to help you get the most out of artificial intelligence (AI) in your everyday communications.Crafting emails with Artificial Intelligence: A comprehensive erameworkArtificial intelligence (AI) has revolutionized email composition, enabling effective communication in any language. To fully benefit from this technology, it is crucial to understand its usage patterns.Here is a practical guide:1.Specify the desired action: Clearly define whether the goal is to create a new email or edit an existing one in the desired language. Accuracy in this first step is essential for properly targeting the AI.2.Provide the right context: The AI needs to understand the purpose of your email. Provide details about the content, especially if you are responding to a previous message. Including the email you are responding to and detailing your goals with the response will increase the AI’s accuracy.3.Define tone and audience: The choice of tone (serious, informal, persuasive, concise) is critical because it determines how the AI will phrase your message. This decision should be based on your audience, whether it is a colleague, a close friend, or a potential customer. Tailoring your message to the recipient ensures effective and personalized communication.The use of artificial intelligence in email communication simplifies overcoming language barriers and enhances message accuracy and personalization.This tool streamlines communication and ensures clear, effective messages tailored to each recipient’s needs.Generate multilingual emails effortlessly with AI PromptsAutomating Your Emails: Artificial Intelligence Writing ExamplesHere is a prompt for the artificial intelligence to write an automated email explaining that you are going to be out of the office and will not be able to access email.Prompt: “I will be out of the office from [date] to [date] because [explain where you will be or what you will be doing]. I will not have access to my email during this time. Please create an auto-reply email in [language] that has the [style and tone you want]. Tell recipients to [alternative action you want someone to take]”. YouI will be out of the office for personal reasons from 02/01/2024 to 08/01/2024. During this time I will not have access to my email. Please create an auto-reply email in English that is friendly and approachable, but not too informal. Tell the recipients that they should contact the administration department during the specified days. LIKE.TG AISubject: Out of Office: [Your Name]Dear [Recipient’s Name],I trust this message finds you well. I wanted to inform you that I will be out of the office for personal reasons from January 2nd to January 8th, 2024. Unfortunately, during this time, I won’t have access to my email.Thank you in advance for your understanding and patience in this matter. If you require assistance during my absence, please feel free to reach out to the administration department. They will be more than happy to assist you with any inquiries.Upon my return, I will promptly review all emails and get back to you as soon as possible. I appreciate your patience and attention during this period.Thank you and best regards.Example of a prompt to reply to an e-mail messagePrompt: Reply to the following email in [language], stating that [insert what you want your reply to say]: [paste the entire email you want to reply to so the AI can understand you]. YouReply to the following e-mail in English, stating that I am interested in the proposal for next summer’s trip, but I don’t know yet if I will be available on those dates:Hello Jose,We have a fantastic proposal for spending the holidays next summer. How about the Maldives? I’ve found an opening for the last week of July, for 7 days, at a very good price. Let me know if you’re interested, and I can provide you with more information.Best regards. LIKE.TG AIDear [Sender’s Name],Thank you for reaching out and sharing the exciting proposal for a holiday in the Maldives next summer. The idea sounds amazing, and I am genuinely interested in the opportunity. However, I must mention that my availability for the last week of July is not confirmed at the moment.I am in the process of finalizing my schedule, and I’ll have a clearer picture in the coming weeks. I appreciate your understanding and would like to stay in the loop regarding the details of this fantastic offer.Thank you again for considering me for this wonderful opportunity. I look forward to receiving more information when available.Best regards, [Your Name]Grammar and spelling prompt examplePrompt: “Can you help me check the grammar and spelling of this email written in [language]? I want to make sure it is error-free and professionally written: [paste the full email you want to reply to so the AI can understand you]”. YouCan you help me check the grammar and spelling of this email, which is written in German? I want to make sure it is error-free and professionally written:Hallo Davidder Einstieg in die KI für Ihr Unternehmen kann sih anfühlen, als ob Sie sich durch ein Labyrinth aus technischem Fachjargon bewegen.Fühlen Sie sich ein wenig verlorn? Keine Angst!Wir habn einen dreistufigen Leitfaden für die KI-Transformation in Ihrem Unternehmen erstellt. Lassen Sie uns die Verwirrung in Klarheit verwandeln und Ihr KI-Abenteuer zu einem Spaziergang durch den digitaen Park machen. LIKE.TG AISure, here’s the corrected version of your email:Hallo David,der Einstieg in die KI für Ihr Unternehmen kann sich anfühlen, als ob Sie sich durch ein Labyrinth aus technischem Fachjargon bewegen.Fühlen Sie sich ein wenig verloren? Keine Angst!Wir haben einen dreistufigen Leitfaden für die KI-Transformation in Ihrem Unternehmen erstellt. Lassen Sie uns die Verwirrung in Klarheit verwandeln und Ihr KI-Abenteuer zu einem Spaziergang durch den digitalen Park machen.Mit freundlichen Grüßen,[Dein Name] [Deine Kontaktinformationen]Email title prompt exampleWhen sending direct customer emails, sales-related emails, or important newsletters, it is crucial to capture their attention and entice them to open and read the content. Artificial intelligence can assist in creating stronger and more compelling messages, resulting in increased open rates that may have been missed with human prompting.Prompt: I would like you to suggest an attention-grabbing title in [language] for this email and reword the message to make it more compelling and attention-grabbing. It should have a stronger tone, especially in the introduction, and keep the recipient engaged throughout. [Insert email here] YouI would like you to suggest an attention-grabbing English title for this email, and reword the message to make it more compelling and attention-grabbing. It should have a stronger tone, especially in the introduction, and keep the recipient engaged throughout.“If you want to bring vector projects to life like a pro, you’ll learn how to do it with Adobe Illustrator for print and digital media in this 6-pack. You’ll discover how the software works, learn from the ground up how to use the most important tools, and apply what you learn in a variety of hands-on exercises.“ LIKE.TG AIMail Title: “Master Vector Design: Unlock Your Creative Power with Adobe Illustrator!”Dear [Sender’s Name],Unlock the gateway to professional vector projects! In our exclusive bundle of 6 courses, you’ll not only learn the ins and outs of Adobe Illustrator but also master the art of vector design for both print and digital platforms. Seize the opportunity to turn your creative visions into reality!Why this Course Bundle?Comprehensive Learning: Dive deep into Adobe Illustrator’s functionalities.From Novice to Pro: Start from scratch and harness the power of essential tools.Hands-On Practice: Apply your skills with a range of practical exercises.This is your chance to elevate your design game, and we don’t want you to miss out. Join us on this transformative journey where creativity knows no bounds.Ready to revolutionize your vector design skills? Enroll now and embark on a design adventure like never before!Best regards,[Your Name] [Your Contact Information]ConclusionIn conclusion, the use of email with artificial intelligence to enhance communication is both innovative and essential in our modern digital landscape.This article demonstrates that AI’s role in email composition goes beyond mere automation, enabling personalized, efficient, and linguistically diverse communication. AI has the potential to understand and replicate human nuances in multiple languages.This passage offers a glimpse into a future where intelligent systems thoughtfully craft our emails. Embracing email with artificial intelligence is not a leap into an impersonal future, but a step toward a more connected, creative, and culturally inclusive world of communication.As we progress, the collaboration between AI and email will inevitably develop and pioneer new ways of connecting, comprehending, and interacting with each other globally.REMEMBER!!!If you liked this content, let us know in the comments and we will create more of this kind of content to help you take advantage of artificial intelligence, as well as any other topic.You can download our available apps to translate and learn languages correctly, available for free in googleplay and applestore.Do not hesitate to visit our LIKE.TG website and contact us for any questions or problems you may have; and of course, take a look at any of our blog articles.
Embracing equity and gender equality
Every year on March 8, we take a global pause to focus our attention on International Women’s Day, an observance that began in 1910 as a way to promote gender equality. At LIKE.TG, one day is not enough to devote to this. We make a habit of promoting and accelerating equity and gender equality year-round.The official International Women’s Day 2023 theme is “Embrace Equity.” The United Nations has expanded on that theme with its own: “DigitALL: Innovation and technology for gender equality.” We couldn't be more excited to champion both of these, as they speak to our continued dedication to equity within and beyond our company.LIKE.TG employees explore these themes by sharing their stories about meaningful artifacts, as they did with our celebration of Black History Month. Watch the video to see how three women at LIKE.TG embrace equity in tech and their everyday lives:
Empathy in Customer Service: Essential Tips & Key Importance
Customer service plays a crucial role in the success of modern businesses. However, not every day in the office is smooth sailing. We often encounter diverse customers with varying levels of understanding. To excel in this field, one must integrate empathy in customer service.According to McKinsey, excellent customer experience can boost sales revenue by 2-7% and enhance profitability by 1-2%. Thus, implementing empathy in your help desk can solve customer issues.Let’s know more about empathy in customer service by looking through the essential tips and its importance. What is empathy in customer service?Empathy is being in someone’s shoes and understanding their feelings and emotions. Empathy in customer service, is the act of directly reaching out to customers who have complaints or issues. It’s an act of encouraging them, promising to fix their problems, or having a final solution to their issue.Why is empathy important in customer service?Empathy plays a crucial role in developing and improving a company’s customer service. With an empathetic customer service, a company can get over customer churn and improve customer retention.Builds trust and loyaltyEmpathetic steps like using emotional validation strengthens and builds trust in customer service. When customers believe that their needs and feelings are understood, they are more likely to trust the company. Once a customer gains your trust, it is easy to have their loyalty. With this loyalty and trust, customers are more likely to make repeat purchases and recommend the company to others.Enhances customer satisfactionEmpathy in customer service is essential for customer satisfaction, as it helps customers feel valued. For instance, when a customer service representative demonstrates empathy through reassurance, it can turn a negative experience into a positive one. Consequently, it can diffuse tension and create a positive perception that leaves the customer feeling satisfied.Strengthens customer relationshipsEmpathetic steps like using positive language plays an integral role in nurturing and strengthening customer relationships. For instance, an agent who uses positive language while communicating to a frustrated customer can provide more personalized and effective solutions. As a result, their bond with clients will improve.Helps agents to better understand customer needsAn empathetic act like actively listening and showing genuine concern for what clients prefer or need gives agents a second thought on being deeply rooted in customers’ needs. This makes it easy to identify the root cause of a customer’s problem and provide the most appropriate solution.Assists in providing clear and engaging communicationEmpathetic steps, like patience and being in customers’ shoes, enhance communication in customer service interactions. These empathetic steps help bridge the communication gap, allowing representatives to provide clear and relevant information, leading to more successful customer interactions and fewer misunderstandings.Enhances effective conflict resolutionEmpathy in customer service is essential for effective conflict resolution. For instance, when an agent puts himself in customers’ shoes, it helps them understand the customer’s frustrations and concerns. Consequently, understanding a customer’s feelings can provide valuable insights that can lead to innovative solutions that reduce customer pain points.Increases customer retentionEmpathy through personalized customer service is a key factor in building an emotional connection and retention between the customer and the company. Therefore, by prioritizing empathy in customer service, companies can reduce customer churn and maintain a loyal customer base.Promotes positive brand perceptionEmpathy in customer service is closely associated with customer satisfaction score, which reflects brand perception and brand reputation. Empathetic steps like humane customer service shapes a company’s overall reputation and influences how customers view its products or services.Gives companies a competitive advantageEmpathetic steps like personalized customer service can provide a marketing gain in today’s competitive business landscape, as it sets the stage for exceptional customer experiences. Companies that prioritize empathy gain a reputation for superior customer service, leading to a sustainable market.How do you empathize with your customers?By incorporating empathetic steps into your customer service approach, you can foster strong customer relationships built on empathy, trust, and satisfaction.Let’s get into the details of empathetic actions to take:Active listeningActive listening is a fundamental empathetic step in customer service. It involves giving undivided attention to the customer, focusing on their words, tone, and emotions. Representatives should avoid interrupting and try to understand the customer’s perspective fully.By practicing active listening, customer service professionals demonstrate empathy and create a safe space for customers to express themselves.Validate your customers’ emotionsValidating a customer’s emotions is an essential step in empathetic customer service. It involves acknowledging and empathizing with the customer’s feelings, even if their concerns seem small or inconsistent.Validating emotions can be as simple as saying, “I understand that this situation is frustrating for you.” This step helps customers feel heard and understood, building trust and rapport.Put yourself in their shoesEmpathetic customer service representatives strive to understand a customer’s experience by putting themselves in the customer’s shoes. This step requires imagining the customer’s circumstances, challenges, and emotions.By adopting a customer’s perspective, representatives can tailor their responses and solutions to address the specific needs and concerns of the customer, showcasing empathy.According to Salesforce Research, 76% of customers expect companies to understand their needs and expectations. Sometimes this can only be done through empathy.Use positive and empathetic languageThe choice of language can significantly impact customer service interactions. Empathetic customer service professionals use a language and tone that conveys understanding, compassion, and support. They avoid using defensive or dismissive language and instead use phrases like, “I can understand why you’re feeling that way,” or “I’m here to help you find a solution.”Empathetic language helps create a positive and compassionate atmosphere.Offer personalized solutionsProviding personalized solutions is a critical step in empathetic customer service. It involves going beyond generic responses and tailoring solutions to meet the individual needs and circumstances of the customer.Compassionate representatives take the time to understand the customer’s situation and find the most suitable resolution. This step demonstrates a genuine commitment to addressing the customer’s unique needs, strengthening the bond of empathy.Follow-up and follow-throughEmpathetic representatives should take the initiative to follow up on customers interactions and ensure a solution is practical and satisfactory. This proactive approach reassures customers that their concerns matter and builds a lasting relationship based on trust and empathy.According to Brevet, about 80% of deals are sealed only after making at least five follow-up calls post-meeting.Empathy statements in customer serviceEmpathy phrases in customer service are sentences that agents use to demonstrate understanding, compassion, and concern for customers’ problems or situations. Here are some empathetic statements in customer service:Apologizing sincerelyThese empathy statements relays how agents genuinely express their regret for a mistake or inconvenience caused.Examples are:I’m genuinely sorry that you’re dealing with this issue. Let’s figure out a solution together.I’m truly sorry for the discomfort you’re experiencing. We’ll do our best to fix this.I feel terrible about the inconvenience you’ve faced. Let’s work together to solve this.I’m really sorry you’re dealing with this. Let’s figure out a solution.Assuring customersThese statements unveils how agents re-builds customers confidence by making them understand that their issue is being addressed and a solution is being sought.Examples are:I understand your concerns and assure you we’re working relentlessly to fix this.Your patience is greatly appreciated. I assure you we’re doing everything we can to solve this.I value your understanding. We’re doing our best to sort this out swiftly.Thank you for your patience and understanding. I assure you we’re diligently working on this.Validating customers’ feelingsThese statements show an empathetic view of how agents recognize and acknowledge customers emotions and reactions to a scenario.Examples are:I see why this situation is disheartening for you. We’re here to back you up.I understand why you’d be upset by this. We’re determined to make it right.I see why this could be frustrating for you. We’re here to help you through it.I understand why this could be worrying for you. Don’t worry, we’ve got your back.Commitment to customers issuesThese statements show how agents are heartedly committed to customers issues is showing dedication in resolving their problem in a satisfactory way.Examples are:I realize how serious this is for you. We’re committed to finding a solution that suits you.I understand why this is important to you. We’re dedicated to solving this in a way that works for you.I understand how crucial this is for you. We’re committed to making things right.I see how vital this is for you. We’re devoted to finding a solution that fits your needs.Understanding customers’ feelingUnderstanding customers feelings are statements that define how agents empathize with the emotions customers are experiencing due to their current situation.Examples are:I understand how distressing this must be. We’re here to help you.I see how this could upset you. We’re working hard to address your concern.I realize the stress this situation must be causing. We’re determined to resolve your concern swiftly.I understand how challenging this must be for you. Don’t worry, we’re here to support you.Recognizing customers’ disappointmentThese types of empathy statements show how agents acknowledge customer’s negative feelings due to unsatisfactory service or unmet expectations.Examples are:I acknowledge your disappointment. We’re committed to improving our service.I understand your dissatisfaction with our service. We promise to do better in the future.I see how let down you must feel. We assure you that we’ll strive to improve.I acknowledge your displeasure with our service. We’re committed to making necessary improvements.Valuing customers’ feedbackThese types of empathy statements show appreciating their input and using it to make necessary improvements.Examples are:I understand that this experience may not have been what you expected. We value your feedback and will use it constructively.I see how this situation might have been unsatisfactory for you. Your feedback is invaluable to us for making improvements.I realize this experience may have fallen short of your expectations. Your feedback is extremely important to us for improving our service.I understand your disappointment. Your feedback is precious to us and will help us improve our service quality.The bottom line of empathy in customer serviceIn conclusion, gauging empathy in customer service is vital to ensuring that your customer lifetime value increases and beats the competitive market.Try using LIKE.TG, powerful help desk software that solves all your troubles in customer service. You can also schedule a 30-minute live demo to have a live experience. Additionally, you can begin a 15-day free trial to discover how LIKE.TG’s features can be customized to meet your firm’s needs.To know more and learn how to get started with LIKE.TG, contact LIKE.TG by Syncfusion.Related articles5 Best Practices to Handle Customer ComplaintsWhat is Customer Service? The Detailed Guide10 Most Popular Essential Customer Service Skills
Employee Engagement Strategies for Remote Teams
Engaging employees is hard for employers. But in a remote working environment, it is even rigid. Keeping them engaged during remote work is the key focus of the employers as they have to do it the ‘virtual way’. The question for the HR team remains: is it demanding to connect with employees during the new normal? The answer is no. We’d be covering employee engagement strategies to make your remote teams happy and stay productive during the WFH scenario. First of all, what is employee engagement? Employee engagement makes employees feel happy, productive, and loyal towards the company. Employees nowadays don’t just want a salary, but they need appreciation for value, growth in their career. If you fail to give value and a happy workplace. They are most probably going to quit. The positive side of keeping remote employees engaged provides greater levels of productivity, performance, and satisfaction among the employees. Before employee engagement strategies for remote teams. We recommend you implement tools to help them stay connected and have seamless interactions between teams. Consider these tools: Slack Zoom Asana Jira Employee engagement strategies you should implement for remote teams #1. Virtual recognition and rewards This particular remote engagement strategy makes a difference by improving the satisfaction levels of remote employees. Even working remotely, employees need to know they matter to the company. Without any recognition, your remote workforce is more likely to get disengaged. Therefore, ensure that you plan rewards and recognition initiatives that don’t stop. Virtually recognizing employees is simple; a thank you on video calls will work. You can ask your team members to acknowledge when someone exceeds their expectations. You can also opt for remote-friendly options such as gift cards, reward points, etc. #2. Conduct regular employee engagement surveys As an employer, you need to know what your remote workforce wants. Employee engagement surveys are the way to go. To get results from your survey, you need to address specific questions that address workplace issues and be open about the survey. Here are some questions you can include in your employee engagement survey: Satisfaction questions How do you feel about work today? Are you proud of working for [organization]? Do you enjoy working with your team? Future orientation questions Do you see yourself working here in a year? Do you have the tools needed to maximize your potential here? Have you recently thought about leaving [organization]? Open-ended questions Are there any problems with our culture? How can we help improve your engagement at work? What practices do we need to change? Once you have analyzed the results of your employee engagement survey, you’ll be able to identify the areas where you need to work the most. #3. Stop micromanaging Team leads and managers believe in a need to micromanage the work. They recognize that without micromanaging, no task will get done. This misconception can make your remote employees disengaged. Employees want to work with autonomy and feel trusted. Micromanaging them will make them feel alienated and lose productivity. Combating this problem is necessary for employers to focus. The solution is managers need to set expectations with the aid of KPI strategy. Setting specific goals for remote employees will provide them with an opportunity to grow, promotes transparency, and eliminate the need for micromanaging. #4. Improve engagement with better work-life balance The employer needs to know that employees are not machines. And when they are doing remote work doesn’t mean they are available 24x7. According to a study, working long hours backfired to company success. That’s why maintaining a healthy work-life balance helps remote employees to reduce stress and prevent burnout. Here are some strategies you can implement to help the employees to maintain work-life balance: Promote flexibility at work. Encourage time off. Take mental health days. Create realistic deliverables. Scheduling weekly check-ins. Eliminate challenges and roadblocks. #5. Remove unnecessary team meetings As the companies are shifting to remote work culture team meetings are constant. It is because the companies are trying to compensate for the lack of face-to-face interactions that used to be a part of regular work culture. However, unnecessary virtual meetings can prove harmful to already stressed-out remote workers. These virtual meetings can get replaced by a team-wide email. For the necessary virtual conferences, mark a calendar and ensure only vital people are in the interview. #6. Keep remote employees engaged with collaborative tools A study has found that 63% of the employees wanted to quit because inappropriate communication interfered with their ability to do seamless tasks. Many professionals are working as distributed teams making the interaction difficult. Thankfully, we have the technology to fix this issue. Remote working tools like Slack, Zoom, and Skype helps to stay connected with the virtual team members. Employers must incorporate online tools to help the remote workforce. It allows the communication flow without a break in the task. #7. Virtual knowledge sharing sessions According to research, knowledge sharing positively affects employee engagement. This happens simultaneously when the workplace is open. But during remote work, it is a little bit difficult. Put some effort into structuring it. Here are some practices to follow that’ll help you to kickstart online knowledge sharing sessions: Mentoring program Problem-solving workshops Discussion group Monthly presentation or talk #8. Plan fun activities for employee engagement Giving your remote employees a chance to ditch their desks and interact with their team members will keep them engaged. Here are some of the employee engagement ideas when looking to plan fun activities: Celebrate birthday week and work anniversaries: Let your employees know that you care for them beyond their role by recognizing special events such as birthdays and work anniversaries. It fits well during the remote work culture. Monthly parties: A team that bonds well works together. Hosting a monthly-team party provides you with an opportunity to bond with the employees. Skill-based games: For example, organize virtual puzzle competitions among teams. Solving puzzles promotes communication, better bonding. Attach incentives for adding more competitive spirit among remote work teams. #9. Make your remote onboarding process fun Organizations work hard to provide a seamless onboarding experience, and remote onboarding shouldn’t be demanding. Making new employees feel at home and connected in a virtual environment is key to retaining them over time. Consider hosting get-to-know virtual video calls where new employees interact with existing team members. Make a list of icebreaker questions to make the conversation easier for the new employees. An interactive onboarding experience will encourage new hires to participate in company events in the future. #10. Create remote work policies The freedom to work from anywhere can be exciting. To keep remote workers in sync, you need to craft remote work policies that set up expectations. These policies will give remote workers a tangible connection to the organization and let them know they have the same responsibilities. The policies must address things like remote communication guidelines covering when everyone should be available for meetings. You can also use this opportunity to reinforce data protection policies when sharing information with clients. Finally Employee engagement strategies are crucial for engaging remote workers and improving overall productivity, happiness, and satisfaction. It is all about understanding what your employees want during the remote working scenario and working towards it. Author Bio: Ginni Agarwal is a Talent Acquisition Expert at Upright Human Capital with extensive experience in Tech and Non-tech hiring. The company aims to provide a healthy workplace for the right set of talent to the company without any fear of losing our human capital. She loves blogging, writing articles about Talent Acquisition, and the recruitment industry. She has been associated with the Talent Industry for a while. She enjoys sharing her experience with others.
Employee Engagement: Learning from Other Company’s Successes and Failures
Employee engagement is an important part of your business’s bottom line. Without it, you will experience high employee turnover and low morale. The following sections cover common engagement failures, organizations that faced them, and how to do better than them. So if you and your leadership team are ready for changes within your engagement system, here we go. Failing to communicate The business may be booming, but that does not mean you can stop proactively listening to your employees. This means scheduling time for Q&As or circulating surveys. They need to know that you are keeping them informed and taking their advice and complaints seriously. Your business may be your baby but healthy employee engagement comes from the common endeavor, which means they have to be proud of it too. Nike is a prime example of what happens when employees' concerns are ignored, and individuals are discouraged from voicing their concerns. In 2018, the company made headlines after numerous women came forward to news outlets discussing a toxic workplace environment. Although Nike did implement changes to address these problems, not before their brand took a lot of damage. How can your company ensure lines of communication remain open? Regularly scheduled one-on-one sessions are a big way to make sure everyone’s voice is heard. Email communication is another way to involve multiple individuals in a conversation. But even if you speak with all your employees on a regular basis, do not lull yourself into a false sense of security. Be open with your teams and tell them you want to address their concerns, which will go a long way in overcoming engagement issues. HR mistakes impact your entire organization. Learn how to avoid the 12 most common mistakes with our free ebook. Download now Not recognizing employee’s work Everyone enjoys recognition for a job well done. Your employees work hard to hit deadlines and present the best-finished product. A failure to give praise or an acknowledgment of this dedication will lead to poor performance and morale. Implementing a recognition program for top performers in your organization isn’t that hard. From weekly chat messages to company-wide eblasts, all of these are ways to shine a spotlight on your employees of the week. The global hotel chain, Hilton, implemented a recognition calendar program for employees. This calendar included tips for managers on how to highlight individuals during each month of the year. The program was a great success for the company, especially with keeping individuals engaged in their job. But it’s not just current employees that benefit from a culture of recognition. Prospective employees can look up your company’s recognition program or hear about it by word of mouth. If you have a great system in place then you can hook some great new individuals for your business. Preventing individual skill development Your industry is always changing and evolving, the same goes for your employees. They want to expand their skill set to improve their personal performance and your organization’s results too. But when you hamper any opportunities for education, then your workers end up in a rut. Supporting attendance at virtual events or signing up for educational websites will go a long way in preventing boredom and complacency. AT&T created its own university program for continuing education amongst its employees. The leadership-led program helps employees learn not only about their current position but sets them up for success with future roles within the business. But the company does not just rely on its special university program, it’s also developed other initiatives to help with continued learning opportunities. Although you may not have the resources to create your own learning program, there are still lots of free resources for your business to utilize. Whether it’s masterclasses on YouTube or your own manager’s presentations, offering skill development is a big plus for employee engagement. Overlooking support staff Do not forget your behind-the-scenes people, they’re the ones that are a big part of making your company run smoothly. Whether it’s cleaning staff or part-time employees, they need their moments of recognition too. Although their work isn’t as directly vital to your immediate success your business will still grind to a halt without your cafeteria staff. Food delivery company DoorDash soured its relationship with its drivers when they failed to properly reimburse them for their services. Although DoorDash’s business model relies on delivery drivers, the drivers didn’t feel they were properly paid for their service and created their own campaign to improve pay. Instead of listening to their employees, DoorDash ignored them. To avoid a problem like this in your organization, don’t forget all the people that make it a success. Proper pay, recognition, and little acts of kindness go a long way in making your support staff feel appreciated. Thinking engagement is a one-and-done session All right, now that you’ve scheduled your monthly meeting with your staff, that’s enough of an investment in employee engagement, right? Wrong! Your relationship with your team is an ongoing process and it involves constant work on your end. 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.
Employee Engagement: The Dos and Don'ts
Employee engagement is a priority for most companies, but they often don’t know the dos and don’ts that can make their initiatives a success. This post will help you understand how to engage and retain your employees the right way. Did you know that 51% of US employees are disengaged from their work and 13% are actively disengaged? That’s a cause for concern for employers and the reason why so many companies are actively investing in employee engagement programs. But you must learn the dos and don’ts of employee engagement before you invest in such a program, to get the desired results. What are the dos and don’ts of employee engagement? Well, that’s what this post is about. In this post, I’ve listed some of the most important dos and don’ts of employee engagement that you should learn.So, let’s get started. Do These to Improve Employee Engagement Here are some of the dos of employee engagement that you should implement to get the most out of your employee engagement strategies. 1. Build a Culture of Open Communication The basic pillar of employee engagement is open communication. Build a company culture where employees are encouraged to directly walk in and talk to their managers or colleagues without hesitation. Many big companies like Deloitte encourage employees to follow an open-door policy and foster a culture of open communication. This also works the other way around. You should maintain transparency in all your communications with employees and convey important information frequently and accurately. 2. Run a Rewards and Recognition Program One of the biggest dos of employee engagement is having a rewards and recognition program in your company. Appreciate the excellent work done by your employees and reward them for their good performance. Why? Because employee appreciation rewards help build healthy competition among employees and motivates them to perform better. You can also start an employee referral program where employees get rewarded for bringing in new talent. You can research the different types of referral programs that other companies offer and design one that keeps employees highly engaged and motivated. 3. Offer Training for Skill Development One of the most important dos of employee engagement is to provide training and upskilling opportunities to your employees. After all, upskilling is an integral part of career development. According to a Gallup poll, 65% of US workers consider training opportunities when selecting a company to work with. It also found that 45% of employees will switch jobs if they get better upskilling opportunities. If you want to engage and retain your employees or attract the best talent, you need to strengthen your employee training program. You can use online course platforms to offer a wide range of courses to your employees. These should include both technical and soft skills courses. Also, incorporate employee training in performance goals for the year and ask them to spend a certain number of hours on training every year. And if you don’t have the budget to offer free courses to your employees, you could always opt for internal training programs. In these programs, you could make videos related to a particular topic and share them with your employees. They can thus see them whenever they deem it fit. Alternatively, you could have special training sessions with them where you could showcase these videos and follow them up with training. 4. Provide Opportunities for Participation in Social Work A good workplace is one where employees can participate in corporate social responsibility (CSR) activities. This gives them the opportunity to do more than their daily work and make a difference. This is a great thing for your organization as well as society, making it a win-win situation for everyone involved. 5. Arrange Team-Building Activities and Outings One of the dos of employee engagement involves hosting team-building activities and going for company outings. Set aside a budget for such activities and arrange such events every quarter, if not every month, for engaging employees. Why is it important for employee engagement? It helps employees connect with each other and makes employees feel like a part of a community. This also helps them form a connection with your company and improves the overall employee experience. These things go a long way in building loyalty and improving employee engagement and retention. To learn even more about improving the employee experience and increasing your competitve advantage while providing a fast return on investment, download our ebook now. Download now Don’t Do These for Employee Engagement Avoid these don’ts of employee engagement at all costs, to get the most out of your employee engagement program. 1. Ignore Employee Well-Being and Focus Only on the Output Don’t treat employees as mere means to an end. Treat them as the complex human beings that they are and care about their well-being. Focussing solely on the output and pushing employees to their limits will only cause burnout and dissatisfaction. Why is that bad? Other than the humane aspects of it, it’s bad for business because exhausted and demotivated employees don’t perform well. The best work is done when employees are excited about their work and motivated to do well. Another reason why you don’t want your employees to be overworked is that it will lead to stress, frustration, and eventual resignation. 2. Expect Employees to Work After Office Hours Adding to the previous point, one of the don’ts of employee engagement is expecting employees to work after hours. Employees that take their work home are often stressed and this affects their personal lives. And when someone is unhappy in their personal life, they are not likely to do their best work or have a great work life. It’s a vicious cycle. As an employer, you can end this cycle by building a company culture where employees are not expected to work after office hours. Better yet, actively discourage this behavior by educating and instructing your managers and team leaders. 3. Stop Employees from Socializing with Each Other If you’ve ever read a book or article on time management or good workplace practices, you’d know that taking breaks is actually good for employee productivity. And when employees take breaks with their colleagues, it helps them connect better and work more efficiently as a team. So, don’t discourage employees from taking group coffee breaks and socializing with each other. Pro Tip: To avoid people from misusing this flexibility you can use a time-tracking and activity logging tool that will record the time each employee spends on various activities. 4. Ignore the Insights from Employee Engagement Surveys One of the biggest don’ts of employee engagement is ignoring the results of your employee feedback surveys. Such surveys provide great insights into your employee engagement levels and the main causes of dissatisfaction among employees. They help you understand your employees’ pain points and work towards improving your work environment. So, don’t ignore the results of employee surveys and take action to make changes and improvements based on the insights gathered from such surveys. 5. Set Unrealistic Expectations and Goals Another one of the don’ts of employee engagement is setting unrealistic goals for employees that they’re most likely not going to achieve. Why is that bad? It’s bad for two reasons. First, you’re putting unnecessary stress on your employees, which can very easily lead to burnout. Second, you’re setting them up for failure, which reduces motivation and confidence. Ideally, you’d want the exact opposite of this scenario. Confident, stress-free, and motivated employees perform well and give their best to their work. So, when setting performance goals for your employees, use the SMART goals framework. It involves setting specific, measurable, achievable, relevant, and time-bound goals. Such goals are achievable and when employees achieve their goals, they feel more confident and motivated. You get the gist, right? Improving employee experience doesn'tneed to be difficult - or expensive! Learn how Ready to Implement the Dos and Don’ts of Employee Engagement? Follow these dos and don’ts of employee engagement and you’ll have highly-motivated and high-performing employees. The key is to boost employee morale through team building and CSR activities, reward and recognition programs, and a positive work environment. If your employees are excited to come to work, they’re bound to perform better than they would under stress. While you can’t accurately measure employee engagement, these tips will definitely help you make a visible impact. So, start implementing the dos and avoid the don’ts of employee engagement and boos your employees’ performance and engagement. Good luck! About Author: Gaurav Sharma is the founder and CEO of Attrock, a results-driven digital marketing company. Grew an agency from 5-figure to 7-figure revenue in just two years | 10X leads | 2.8X conversions | 300K organic monthly traffic. He also contributes to top publications like HuffPost, Adweek, Business 2 Community, TechCrunch, and more. Other HR Teams Made the Switch From Workplace to Workmates & Saved a Bundle They are now saving upwards of 60% and loving it. How much will you save? Save Now hbspt.cta.load(549864, '6caf5014-c177-4c8a-97aa-ec7be4376eec', {"useNewLoader":"true","region":"na1"}); checkPopupCookie("popupcookie-workplace","close-workplace-popup") $('#close-workplace-popup').click(function () { $('.workplace-alternative-popup').fadeOut(); setCookie('popupcookie-workplace', 'close-workplace-popup', "10"); }); $('.homepage-mobile-overlay').click(function (e) { $('.homepage-mobile-overlay').fadeOut(); $('.workplace-alternative-popup').fadeOut(); }); $('.btn.btn--orange-action').click(function (e) { setCookie('popupcookie-workplace', 'close-workplace-popup', "10"); $('.workplace-alternative-popup').fadeOut(); $('.homepage-mobile-overlay').fadeOut(); }); The LIKE.TG Award for Excellence in Employee Experience Participation is free and winners receive: A $25 Amazon Gift Card Feature on the LIKE.TG website and social media Digital badge + certificate to share on your website recruitment materials Apply Now
Employee Experience in the New Normal
The COVID-19 pandemic drastically upended everyday life, causing prolonged physical isolation from loved ones, extra-vigilant cleaning routines, and mask-wearing practices as people did their best to follow health and safety procedures and stay protected from a deadly virus. Even with vaccines now available, it could be a while before things return to relative normalcy. That reality led many people to say modern society must adjust to a new normal. What might that mean for the employee experience moving forward? Different Desk Configurations and Safeguards As kids gradually returned to school after transitioning to remote learning, many found the classrooms looked different than they remembered. School administrators often placed desks at least six feet apart to support social distancing. Some also installed plastic shields so teachers and students could remove their masks. Workplaces will introduce some of the same measures. They might even use entirely new desks. For example, Nissan recently debuted the NV350 Caravan Office Pod. It’s a van with a cargo area that converts into a workspace. The automobile’s interior features a desk, office chair, and electrical outlets. That vehicle could work well if a company hires a short-term consultant or other service provider but does not have the interior space to safely accommodate them while they work. Moreover, MojoDome announced its MojoDesk. That product features a retractable privacy shield surrounding the top and sides of a person at a standing desk. The company initially provided the product as a solution for having professional-sounding phone calls in noisy offices. However, besides helping block sounds, the product’s design could reduce germ spread. If an office had an open plan before COVID-19, a business leader might decide this is the most cost-effective way to redesign without substantial remodeling. The employee experience in the new normal may also avoid hot-desking, which lets any worker use designated unoccupied workspaces. Government guidance from the United Kingdom advises against the practice. Additionally, hygiene experts warn that hot-desking makes it more challenging to track and stop infection spread. A Permanent Departure From a Shared Workplace During the early days of the pandemic, HR teams quickly realized that the safest solution was to have people work from home whenever possible. Activities that ordinarily occurred in offices, such as onboarding, team huddles, and educational talks scheduled at offices during lunch breaks happened remotely. People who got new jobs during the pandemic didn’t always head into offices for interviews, either. Human resources managers began more frequently using video-based meeting tools to screen candidates. Those who received offers often stayed at home to work rather than getting acquainted with new office spaces. These emerging realities have also forced decision-makers to evaluate the need for massive physical offices. Were they still necessary, especially in high-rent areas? This shift has significant implications for advertising in the USA, as firms reassess their physical presence. David Corns is the managing director of the San Francisco branch of global marketing and advertising agency R/GA. After discussing the matter with fellow directors at the firm’s other locations, he pulled out of the property’s lease agreement and transitioned to an entirely virtual San Francisco office. Six months after the pandemic disrupted most of the world, the company’s employee experience team polled the collective 1,600-member worldwide workforce to learn how people felt about remote working. Many workers liked it and found they could easily stay on task. Only 7% of people said they got less done while at home, while 30% of supervisors reported increased productivity from teams. Next, a set of surveys conducted in June and July of 2020 asked R/GA employees to envision the post-COVID-19 office. Most people preferred returning to a physical space for 1-3 days per week rather than following the previous five-day schedule. Also, major companies including Microsoft, Twitter, and Spotify recently started letting employees work from home permanently if desired. That’s more evidence people view office space differently and perhaps as non-essential. New Specifics Written Into Contracts The COVID-19 pandemic wreaked havoc in industries where companies often hire workers on contract to fulfill short-term obligations. For example, Boston’s mayor halted most construction during the pandemic, affecting billions of dollars’ worth of projects and leaving thousands of workers without jobs to do. The novel coronavirus also introduced new situations where one or many parties may wish to terminate their contracts due to challenges caused by the global health threat. These incidents made company leaders think differently about the legal ramifications of future pandemics or other circumstances that could affect how work gets done. For example, a business leader may decide it’s more sensible to hire people on a short-term contract first, using the associated time to see if circumstances improve in hard-hit industries. Contracts will spell out employer-employee obligations during long-term work-from-home scenarios, too. For example, must a worker start their day at the same time throughout the week, or does flexibility exist? If an employee spills coffee on their laptop that doubled as a work machine, who pays for a replacement? Must an employee meet minimum internet speed requirements to receive permission for remote work? Will an employer use a performance management tool to monitor a worker’s output? Clarifying those stipulations in contracts improves the employee experience by minimizing doubt. It could also show the way forward if things don’t turn out as planned with the work environment. Perhaps a worker signed a six-month contract for a remote position. They may realize three months later that their abode doesn’t let them stay productive due to noisy kids, cramped spaces, or another reason. Could they come into an office or use a coworking space for the remaining three months? Employers Taking Holistic Approaches to Promote Worker Well-Being Employers will likely start to examine health and well-being more broadly, too. A March-May 2020 survey asked for employees’ feelings about how their workplaces handled the pandemic and how the health threat affected their lives. The responses from more than 24,000 workers indicated that more than 60% of those feeling highly satisfied with their workplace’s response believed that the respective companies put people first. Happy, healthy workers typically have better output. However, leaders will need to look at new ways to support workforces. For example, remote work can negatively impact employees by making them feel less connected to their colleagues. Human resources teams might boost morale with interactive virtual games, book clubs, or other off-the-clock events that go beyond Zoom happy hours. Additionally, keeping people performing at their best may mean offering them access to mental health services. The pandemic left many people grieving lost friends and family members. Others suffered so-called “long-COVID” effects that made them feel demoralized and unable to do activities they once loved. If the novel coronavirus created circumstances where a person can never go back to the “normal” they knew, mental health support could help them cope. Maybe a company offered gym memberships for a business that permanently closed due to COVID-19. Alternatively, some people may not feel safe returning to fitness facilities for a while, if ever. In such cases, employee incentive packages might include an option to have the business pay for a workout app subscription. Then, a person could stay active from home. COVID-19 Changes Will Persist for the Long Term Employees and customers alike will probably notice that many companies keep taking precautions first implemented during the COVID-19 crisis long after it passes. For example, retailers that once cleaned the premises daily may shift to sanitizing some highly trafficked areas more often. Employers may avoid keeping open containers of food in break rooms for anyone to grab. Keeping consumables out like that makes it easier for people to spread germs — coronavirus-related or not. Additionally, employees who helped provide a business’s new services during the pandemic may continue doing so for the foreseeable future. For example, Nielsen recently reviewed Americans’ shopping habits to see what’s different. The data indicated a 100% increase in click-and-collect orders. Moreover, home deliveries increased by 57%. These trends may mean human resources teams hire more workers to accommodate these trends or assign workers to new roles. The customer experience could feature more ongoing efforts from businesses to keep people loyal, too. A global survey of consumer sentiment in more than a dozen countries examined how people changed how and where they spend since the pandemic. In the United States, 73% of consumers tried new brands during these challenging times. Moreover, 75%-83% of those intended to keep purchasing from them. In India, only 4% of consumers did not try new brands during the pandemic. COVID-19 lessons may guide future workplace learning topics, too. Besides providing tips on customer service practices that help people stay loyal, employees may learn relevant cybersecurity practices for working at home. United Nations representatives warned that the world must start preparing for the next pandemic now. Succeeding in that aim means understanding what worked and failed this time while getting people well-equipped for the future. An Evolving Situation This overview shows some of the most likely aspects of the employee experience in the new normal. However, the pandemic is still changing workplace responses and will continue to for the long term. Employers must stay abreast of how things develop, plus continually listen to employee feedback. Doing these things will help company representatives take the most appropriate actions. 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.
Employee experience: How we can tackle the Australian skills shortage
The Australian IT sector is at a crossroads. The industry is rapidly growing, with the demand for new technology services and projects at an all-time high, according to Deloitte and the Australian Computer Society (ACS). But the ongoing shortage of workers is impacting the employee experience and the sector’s ability to deliver.COVID-19, border closures, and limited immigration have combined into a perfect storm for employers seeking the right skills. The IT industry is no exception. But, unlike many industries whose workforces have been upended as a result of the pandemic, the tech sector has long been plagued by labor supply issues.Broader talent opportunitiesDomestically, a small population and long-term underinvestment in the right education, skills development programs, and training opportunities have left the Aussie technology industry struggling to sustain itself. As a result, many firms look further afield for the right talent. Yet, national immigration policies continue to materially impact the ability of many organizations to quickly acquire skills from the global job market.Australian businesses are now battling many countries facing similar challenges. Reopening the nation’s borders will provide some welcome relief, reducing pressure on local workers and delayed projects. Opening new skilled labor pathways, broadening fast-track schemes, and reducing immigration requirements can further ease pressure—especially as the global talent war heats up.The industry also needs to change its expectations around minimum skills requirements and be open to upskilling non-traditional candidates to fill in-demand roles. Structured, career hire programs should focus on attracting people from diverse groups, including a range of socio-economic backgrounds, educational experiences, and mature workers looking for new opportunities. The power of partnershipAn overall rethink on how Australia’s governments and industry come together to build skills—and reskill—is also needed to solve the sector’s skills shortage. A focused, strategic approach is required, with governments, industry, and education providers coming together to evolve and implement coordinated policies that ramp up the nation’s skill base.Good progress has been made, as evidenced by the Skill Finder Platform and the Victorian Government’s Digital Jobs program. But there’s still plenty of room for growth and increased investment in more state and national programs.At LIKE.TG, we’ve been proactive in developing initiatives to increase our own local workforce. We combined with our partner ecosystem, training provider MEGT, and TAFE NSW for the NextGen Program. This offers candidates at any career stage a pathway into the tech industry, without requiring a degree.Through our partner network, we provide candidates with on-the-job training alongside structured learning at TAFE. This year, we plan to significantly scale the initiative to make a real dent in our supply shortage.The employee experience equationRetaining IT staff in a post-pandemic world will be top of mind for many businesses in 2022. COVID-19 has created a new breed of worker who’s more interested in flexibility and a family-friendly workplace, with streamlined processes for working anywhere, anytime.Shaping a winning employee experience can help ensure greater loyalty, reduce turnover, and pay long-term dividends. Even better, a great employee experience has been shown to improve customer experience too.Employers with a culture that supports hybrid and remote work and an ethos that focuses on outcomes versus time in the office will have the most success in attracting talent. Hybrid work is here to stay, and businesses need to look at how they integrate this model into their long-term plans. At LIKE.TG, we’ve invested heavily in reinventing our office space, creating more collaboration areas and including key amenities, such as a game room, barista-café, and gym. This helps our teams work more creatively while improving employee well-being.Key areas for organizations to improve include work-life balance, training and development, and benefits. The Australian IT sector can only continue to grow if the industry and government step up to focus on employee development and skilling initiatives.The approach must be multifaceted and include: More partnerships between government, industry, and training providers Faster, simpler immigration requirements Broader pathways to enter the industry Employee experiences that attract and retain workers for the long-term The future of the industry—and its workforce—depend on it.Find out how LIKE.TG helps organizations improve the employee experience.
Employee Feedback To Manager: An Effective Guide On Taking Honest Feedback From Your Teammate
In any workplace, feedback is critical. Although we typically think of managers providing feedback to their team members, team member feedback to managers is just as valuable. Employee feedback—both from senior and rank-and-file employees—helps identify areas for improvement. It helps everyone achieve their best possible performance. In this article, we’ll focus on the importance of getting rank-and-file employees’ feedback for managers in the workplace. Importance of Employee Feedback In general, all employees want companies to listen to their concerns. When employees feel that the business is listening to them, their level of engagement increases. High levels of employee engagement offer all sorts of benefits to the company. Here are some obvious benefits: Higher employee satisfaction: When employees are highly engaged in the workplace, they know their opinions are valued and satisfied. Job satisfaction leads to greater productivity. Higher retention and lower turnover: Employees who feel appreciated are less likely to leave a company. Lower rates of employee absenteeism: A Gallup poll found that highly engaged workplaces experienced a 41% reduction in absenteeism. Increased profits: Companies with a highly-engaged workforce are 21% more profitable on average. Employee feedback can also improve other elements of a business. For example, employee feedback can improve business processes, reduce costs, improve productivity, and more. Just like everyone else, managers make mistakes. Rank-and-file employees should be able to assess their leaders’ performance objectively so these senior employees can make adjustments. What Is the Role of a Manager in the Feedback Process? The role of a manager in a feedback cycle is typically that of a mediator or go-between. They mediate between company leaders and rank-and-file employees. Sometimes, they provide the feedback to rank-and-file employees themselves. As a result, managers typically have to deal with all types of feedback, from personal issues between staff, requests for time off, and more. These issues are managed in a continuous feedback loop. A major part of the manager’s traditional role then is to give feedback to team members informally or as part of formal performance evaluations. Either way, managers should always be encouraging and supportive. They should set apart some time to talk to their team. This can be done during monthly, quarterly, or even weekly meetings. Or they can send regular emails with the feedback about a specific team member’s performance. Email verification here, however, is key. But, on occasion, a team member might need to give feedback that directly relates to their manager’s performance. That feedback might be provided through another channel, for example, the Human Resource Department, or directly. In these instances, that manager in question is no longer a mediator or the one who directly gives feedback. They are now the recipients of this feedback. That said, team members expect their managers to act the same way when receiving constructive criticism. Managers should, just like their team members, be receptive and welcome the opportunity to improve. They should resist the temptation to “pull rank” or become defensive. Ultimately, managers should not hold it against their team members when they speak up about a problem. After all, if team members feel comfortable enough to raise an issue, it’s a sign of a positive team culture. What Is the Role of a Team Member in the Feedback Process? Team members typically receive constructive criticism from their manager. Of course, they should be receptive when receiving feedback. It can be tempting to come up with excuses whenever a manager points out an area for improvement. But owning up to mistakes and taking steps to improve will reflect well on team members. Performance evaluation provides all employees with an opportunity to do better. In cases where it’s the team members who provide the feedback to or about their manager, however, the typical roles in the workplace are reversed. The team members assess their manager’s performance, and the manager listens and implements this feedback (or should do so, at least). Though it can be challenging, team members should strive to be direct when providing feedback to their manager. However, they must remember to be constructive. The idea is not to complain, let off steam, or pick a fight. The point is to provide constructive feedback. These employees giving feedback must do so as respectfully as possible and at the right time. For example, they probably shouldn’t start giving feedback when their manager is engrossed in a task or on a deadline. Here’s a tip I often use: if team members want to give feedback, but it’s not quite the right time, they should write everything down. I usually make some notes, organize my thoughts, and then arrange a meeting. In general, people should give feedback in private. This means either a personal email, phone call, or one-to-one meeting. They should also choose their words carefully and be solution-oriented. In other words, they shouldn’t just talk about what’s wrong but offer solutions. Why Team Members Avoid Giving Honest Feedback to Managers Providing critical feedback to a manager can be difficult. As most people will say, the problem is, it’s difficult to give honest feedback to your boss. There is a simple reason for this: they fear reprisal. It’s natural to fear a superior will retaliate if given critical feedback. That’s the case in any situation; it’s made worse at work because of the power dynamics. Plus, unfortunately, some managers do respond negatively to any critical feedback. Rank-and-file employees also feel that any feedback they give will be ignored. After all, if a manager gives negative feedback to them, they must act on it or face disciplinary action. The reverse is typically not true. What Can Managers Do to Get Feedback From Team Members? For an effective feedback management cycle for managers to work, managers–whether this be the HR department or the team manager themselves—must help rank-and-file employees overcome their fear to provide honest feedback. Of course, this cannot be achieved in one day. Managers must work continually to build a culture of giving and receiving feedback. That means they should encourage input from the rank-and-file from their first day of work in the office. Managers can also implement programs to demonstrate that everyone’s opinions matter in the workplace. For instance, managers can create online communities that encourage feedback from the get-go. There are platforms like Mighty Networks that have messaging features everyone in the team can use. Managers can create a chat section for conversations and even a feed for group discussions. Managers can also schedule regular one-to-one feedback sessions where team members are encouraged to share any issues. Managers should then use the feedback to make positive changes in the workplace. Once managers start to do this, team members will see that it is safe, and even encouraged, to give candid feedback. Managers shouldn’t be surprised if this takes time. If a company doesn’t already have a strong feedback culture, it needs one or two brave team members to speak up first. Once they do so and receive a positive reaction, others will feel empowered to do the same. Managers should try to establish this culture from the very start by encouraging team members to be open and transparent. Ask the Right Questions Even if a manager has created a positive feedback culture, some team members might still have difficulty sharing their opinions. When this occurs, managers can gently guide the employee towards opening up. They can do this by providing answers to common questions or rephrasing issues through role-playing. Here are some questions they might wish to ask: How could I be providing you with more opportunities to develop your professional skills? If you were a manager, how might you ensure the professional development of your team members? Is there anything in our current workflow or processes that could be improved? How is your relationship with your co-workers? Are you generally satisfied with your work here? How do you see yourself in your professional life in five years? What company policies do you think could be improved? When asking for feedback, managers should avoid questions that solicit a “yes/no” answer wherever possible. Managers should also take into account how team members employees prefer to communicate. Some people are less comfortable with face to face meetings. In these cases, managers can send them questions and allow them to send a response. Having time to think through answers can make them feel less “put on the spot.” Managers should also reassure staff that feedback will be kept confidential, that there is no right or wrong answer, and that they will not be penalized for speaking candidly. Bottom Line Good managers encourage feedback in the workplace. They also understand that communication should be a two-way street. In other words, managers should not be the only ones giving feedback. They must also be able to receive it graciously and implement it to improve their performance. For good managers, all opinions matter in the workplace. However, managers should also recognize that not all people feel comfortable with the idea of sharing their opinions with their superiors. This is why managers and leaders must build a culture of feedback from day one. By allowing team members to voice their honest opinions without fear of reprisal, managers can improve their role. With a positive process that allows rank-and-file employees to also provide feedback for managers, everyone will benefit. Try Workmates Interactive Demo Click trough it yourself withinteractive demo. Try It Now Baidhurya is the founder of SellCoursesOnline.com. He regularly shares tips, tools, and strategies to help creators and entrepreneurs build a successful online course business.
Employee onboarding for better engagement and retention from Day 1
If you ask any LIKE.TG employee about their role, they'll likely tell you their job and team are the best they’ve ever had. One small but mighty team proclaims this proudly: the red team, a group of professional hackers.As vigilant guardians of the company, the six-person team is tasked with testing the security of our systems and identifying cyber risks, data vulnerabilities, and security threats. Their tireless efforts help ensure the safety of LIKE.TG, our technology, and our customers.“Our role at the company is pretty unique,” says Kevin L., director of the red team. “Our team has two vital goals. First, we identify and address risks and vulnerabilities before they can be exploited by anyone else. Second, we simulate real-world threats and attacks, allowing us to fine-tune our response procedures."Taking notesThe red team uses two apps it created in its quest for cybersecurity excellence: Pulsar and Attack Narrative, both developed on the Now Platform. Pulsar is the mechanism for reporting findings, and Attack Narrative is the documentation repository for red team intelligence. Both are examples of how we use our own products to solve daily business challenges."Pulsar was born out of the necessity to comprehensively document our security findings,” explains Mark B., principal security engineer.“We needed a system that could capture all the essential evidence: screenshots, code snippets, reproduction instructions, and full risk assessments. Pulsar was not only necessary; it was also incredibly adaptable. We customized it to meet our evolving needs as we used it—a truly unique approach."Daily, the red team explores ways to compromise LIKE.TG systems using any possible avenue, from gaining access through third-party websites like LinkedIn to sending phishing emails to trying to decipher passwords. Attack Narrative serves as a storehouse for these activity logs, compiling documentation of any vulnerabilities identified. “Our findings often include step-by-step instructions on how an intrusion could occur,” notes Royce D., principal red team engineer.The applications use custom role-based authentications to enable the red team to tailor campaigns to specific security objectives at ServiceNow.Something special"The red team and these apps are special because they not only solve problems, but they also ensure that we have a rich repository of data and information to share with the right stakeholders when needed," says Cheng L., staff red team development engineer.Cheng joined LIKE.TG three years ago and took on the responsibility of maintaining and enhancing Pulsar. "One of the most interesting contributions I made was adding a CKEditor, capable of managing a wide range of use cases,” she says. “It was initially introduced to the platform, but I improved it after joining the team.""This business model around Pulsar is one of the most unique things I've encountered in my 20 years in the industry,” adds Erin P., senior staff red team development engineer. “It has the potential to address problems and serve as a valuable use case for our customers, explaining the importance of their findings."A not-so-secret celebrationThe red team is indispensable at ServiceNow. "Our executives hope we never break in, but they’re never surprised when we do,” Royce says.“We are one of the best teams in the industry. As we strive to become the defining enterprise software company of the 21st century, it should come as no surprise that LIKE.TG employs professional hackers dedicated to continuously and rigorously safeguarding our company. The red team is not a hidden secret. It's something we proudly celebrate."LIKE.TG is a fortress of innovation and security. Our red team makes sure of it—and represents the pinnacle of cybersecurity expertise.Join a company that prioritizes security so you can do your best work. Explore LIKE.TG careers.
Employee Onboarding vs. Employee Orientation
Employee onboarding and orientation are two of the most critical steps in starting a new job. They are essential to helping employees prepare for their new roles and avoid excess stress and overwhelm. What differentiates these processes in recruitment? This article will analyze the key differences between employee onboarding and employee orientation. What Is Employee Orientation? Orientation is a one-time event on an employee's first work day that aims to provide new employees with general information about the company, benefits, and job duties. It is also an opportunity for employees to meet their co-workers and learn about the company culture. Although orientation gives employees a broad overview of the company, it does not provide specific information about their job or department. Orientation is typically a shorter process than onboarding and is not as focused on helping employees adjust to their new roles. It helps new employees understand the atmosphere and decide if the organization is a good fit for them. Orientation also allows managers to get to know their new employees and start to build a relationship. It is needed to prevent new employees from feeling overwhelmed or lost on their first day. Starting a new career is exciting, but there is much to learn. Not to mention, there is the fear of the unknown. Employee orientation can help reduce some fears by providing employees with information about the company, their benefits, and their expectations in their new role. Benefits of Employee Orientation Employee orientation offers many benefits to both employers and employees. For employers, orientation is a chance to make an excellent first impression on new hires. It is also an opportunity to provide new employees with the basic information they need to hit the ground running with the company. Orientation can also help reduce turnover by ensuring new employees understand the company culture and the type of experiences to expect from the start. For employees, orientation is a chance to learn about the company and their co-workers and to address any questions they may have about their job. Additionally, employee orientation brings new hires up to speed on what is not acceptable in the workplace, as well as educates them on company policies regarding safety. What Is Employee Onboarding? Employee onboarding is a process that begins when an offer of employment is accepted and continues until an employee gets fully integrated into their new role. Onboarding aims to help new hires adjust to their new environment, learn their job responsibilities, start using the necessary business tools, and become productive team members. Oftentimes onboarding includes orientation because it provides new employees with general information about the company. However, onboarding is a much more comprehensive process consisting of various activities and can last for several weeks or months. Onboarding activities are tailored to the needs of the individual and the specific job they will be doing. For example, a new manager may receive training on the company's project management tools, while a new customer service representative may receive training on the company's policies and procedures. Benefits of Employee Onboarding Employee onboarding offers many benefits to both employers and employees. For employers, onboarding is also a chance to make a good first impression on new hires and give them all the resources they need to succeed in their new positions. A new candidate may have done tons of research to land their dream job with a specific company. However, it doesn't prepare them for what's to come. Onboarding can also help reduce turnover by ensuring new employees are on the right track from the start. It's an essential line of communication for overall success. Onboarding also helps new hires complete all their necessary tests and paperwork so they can start working as soon as possible. By completing these tasks before the first day, new employees can be productive from day one. Employee Onboarding vs. Employee Orientation Employee onboarding and employee orientation are two different processes. Employee orientation is the first essential step in the onboarding process. It is a one-time event that introduces new employees to the company, their job duties, and their co-workers. Employee onboarding is a continuous process that helps new employees adjust to the daily atmosphere of their company and their specific job duties. Employee orientation aims to help new employees feel comfortable in their new environment and give them the information they need to perform their job duties. Employee onboarding seeks to help new employees adjust to their jobs, learn the company culture, and become productive team members. Employee orientation usually lasts one day, while employee onboarding can last several weeks or even months. Employee orientation is typically led by HR staff, while the new employees' managers often lead employee onboarding. Employee orientation usually includes: A tour of the office. An introduction to the company's history and culture. A review of the job duties. Employee onboarding may include training on the company's systems and procedures, shadowing experienced employees, and attending company events. Goals and Focus Regarding focus, employee orientation is more about the individual and their understanding of the job they were chosen to do. Onboarding, on the other hand, is more about how the employee will gel with company culture and if they are a good fit for the team they’ll be working with day in and day out. The ultimate goal is for the human resources team to create a process that streamlines the process and addresses possible setbacks along the way. The goal is to make the matriculation period for new hires straightforward while giving leaders all the information they need to make crucial decisions. “Our hiring managers now have a reliable system that is easy to navigate. Our HR team can actively monitor the process, and assist if needed, but Onboard has helped them save so much valuable time and effort while increasing data accuracy. All of this has helped us improve compliance and gives us a powerful tool to achieve even more results in the future.” Kaylee Collins HR Analyst of Osmose Utilities Services, Inc Learn More Duration We've mentioned the duration of each process a few times. Still, it's worth reiterating that employee orientation usually lasts one day, while employee onboarding can last several weeks or even months. It can take months for a new employee to get up to speed and be productive in their position. The onboarding process ensures they have the support they need to transition smoothly into their new job. Both approaches are essential, but they serve different purposes. But together, they both set the new candidate up for success. Metrics New hire metrics help employers track the success of their employee onboarding and orientation programs. By collecting data on employee satisfaction, turnover rates, and productivity levels, employers can change their programs to improve the experience for new hires. Some common metrics used to measure the success of employee onboarding and orientation programs include: How many employees complete the orientation program? How long does it take for employees to complete the orientation program? How engaged are employees during the orientation program? How well do employees remember what they learned during the orientation program? These questions give the HR team fantastic feedback on what they can do to make their orientation program even more successful. The metrics for employee onboarding might include: How long does it take for employees to become productive in their roles? How well do employees understand the company's systems and procedures? How engaged are employees during the onboarding process? How likely are employees to recommend the onboarding experience to others? New hire surveys work as an awesome resource to measure both employee orientation and employee onboarding. For example, if multiple new hires complain about the ease of use of the company's software, that's something the onboarding team can work on improving. Wrapping Up Both employee orientation and onboarding are important for ensuring that new hires have a positive experience at your company. By understanding how these two processes differ, you can make sure that you're using your resources effectively to support new employees. The process of enhancing the procedures will change with time but it is the answer to streamlining the matriculation period for new hires. 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! The LIKE.TG Award for Excellence in Employee Experience Participation is free and winners receive: A $25 Amazon Gift Card Feature on the LIKE.TG website and social media Digital badge + certificate to share on your website recruitment materials Apply Now
Employee Recognition Explained: What Is Employee Recognition
Your employees are your greatest asset. They play a pivotal role in the success of your company. As with any other valuable asset, you should nurture and protect them. Bob Nelson, PhD, a motivational speaker and best-selling author once said, "Take time to appreciate employees and they will reciprocate in a thousand ways." This reciprocation includes higher productivity and greater loyalty. According to a survey from Great Place to Work, 63% of employees who were regularly recognized indicated they would be unlikely to leave their job. Recognition also increased productivity, employee engagement, and performance by 14%. Wondering where to start? Or what an effective employee recognition program would entail? Read on to find out more. Overview of Employee Recognition When employees do great work, they deserve to be appreciated for their efforts. Employee recognition is a way to acknowledge the exceptional work of members of your staff: Quality of work Initiative Attitude Personal growth Leadership skills Problem-solving Adaptability One way to do this is through an employee recognition program, a structured company initiative that rewards employees on their: Individual achievements Work anniversaries Milestones Contributions Performance achievements Your recognition program should align with your company's mission, vision, and values. This helps reinforce the company culture you've created. Based on your values, this may be a culture of excellence, success, honesty, and teamwork (see more about company culture software here). Your employees should have a clear idea of their individual goals and how this affects company goals, ideally starting at the time of onboarding. Periodic positive reinforcement and constructive feedback helps them strive toward attaining them, promoting a culture of success and continuous self-improvement. Benefits of Employee Recognition Employee recognition is a win-win situation for both employers and employees. For employees, it fosters pride in their work and gives them a reason to keep on putting forth their best. This increases their level of productivity and sense of loyalty. An employee who trusts their organization is more inclined to contribute to company goals. They look at it as a team effort. They know they have an employer that cares about their welfare as much as the bottom line. In fact, about 90% of employees who received recognition trusted their bosses more as a result, according to the Society for Human Resource Management (SHRM), while only 48% of employees who didn't receive recognition trusted their leaders. The result? Companies with highly engaged workforces are 21% more profitable. Conversely, an employee that resigns because they're unhappy can cost you a lot. It costs just over $4,000 to hire a new employee and an additional $1,000 to onboard them. That's roughly $5,000 for every new employee you hire, according to the SHRM. Fortunately, recognition usually has a rippling effect: It encourages other employees to work together to achieve individual and company goals. Plus, rewarding employees is an effective way to increase productivity, especially if you’re working toward sales goals. Other benefits include: Increasing employee engagement Enhancing company culture Strengthening work relationships Boosting customer service Increasing profitability Increasing employee retention, particularly of top-talent Improving job satisfaction Reducing staff sick days Lowering stress levels at work Inspiring other companies Workmates Self-Guided Tour We’ll show you how Workmates can engage everyone in your organization, recognize their milestones, and drive productivity to new heights. Start Now How to Recognize Your Employees Traditionally, employee recognition is top-down. A manager or supervisor acknowledges the great performance of an employee. It can also involve staff recognition where a team lead recognizes the stellar performance of his/her team or workgroup. You can also expand this to include peer-to-peer recognition as well. This allows co-workers or teammates to recognize each other. Ideally, recognition should involve all the above. However, regardless of the type of recognition in the workplace and whether it’s private, public, or anonymous, it should have the following criteria: Ample resources committed Straightforward and easily understood by all involved Aligned with your company's mission, vision, and values Rewards commensurate with the achievements Take place soon after the employee attains the achievement Well-executed Continuously evaluated for relevance Clear communication of the program is also important. You should introduce new hires to your recognition program during employee onboarding. Managers can then reinforce the program's elements and clarify any uncertainty. Most importantly, an employee recognition program should never be static. It should evolve as both internal and external changes take place. Don't be afraid to get input. Employee surveys are a great way to do that. You can alter your program based on their feedback. For example, whether an employee prefers to be recognized privately or publicly. It’s also important to find out what type of work employees wish to be rewarded for. Do they want to be celebrated for doing a great job on a project or for achieving years of service to the company? If you’ve already implemented a rewards system into your company, see how your employees react when they are recognized. If there is a lukewarm reaction, then you’ll need to tailor your employee recognition program to achieve optimal benefits. Even simple acts of recognition can improve employee morale. This can include expressing heartfelt thanks or apologizing for any miscommunication. Non-work-related gestures also go a long way. Ask a new mother how she is coping with being away from her newborn. Find out how your new employee is adjusting after moving to a new city. Let them suggest ways that you can help with the transition. The key to successful employee recognition is to be authentic. Genuine appreciation efforts are more likely to be welcomed by your staff. All these gestures foster a caring work environment. It's one that any employee will enjoy being a part of. It will make them less likely to leave. “Our staff has praised the increased communication 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.” Christopher Baggott Chief Executive Officerator of Medlinks Cost Containment, Inc. and Medlinks Staffing, LLC. Learn More Examples of Employee Recognition Understanding what type of recognition employees want can be a challenge. After all, there’s no one right answer to this question. In general, there are several ways to show your appreciation. We’ve outlined a few of them below. Remember, the better you know your staff, the better chance you have of rewarding them. Bonuses: Monetary rewards can be a great incentive. However, you should tie them to specific performance measurements. Care Package: This can include gift certificates, snacks, games, and a handwritten note from you. It’s even better if the items reflect their personality and interests. Appreciation Days or Events: More formal programs can highlight an employee for a month or quarter. Public Acknowledgement: This can be as simple as a company- or department-wide email, or something more involved like a trophy, plaque, or digital photo display. However, be careful: Some members of staff shy away from public recognition, while others bask in it. Performance Feedback: Giving regular feedback on your employees’ performance helps to boost their confidence. You can deliver individual feedback on a one-to-one level or hold team meetings to offer performance feedback on team projects. Social Media Shout-Outs: Providing shout-outs on your social media platforms is a great way to recognize employees in a public manner. Rewards Platform: You could also create a rewards marketplace where top-performing employees can gain gift cards or subscriptions to magazines or media. Workmates has an integrated newsfeed where the kudo badges are shown and employees can exchange the points for rewards. Coworker Recognition Program: Implement a program that allows peer-to-peer recognition. The recognition doesn't even have to be work-related. It could be something a fellow employee did to get them through a difficult day. Extra Time Off: This could involve giving an employee the day off on their birthday or giving an extended paid holiday over Christmas and New Year. Alternatively, you could offer staff extra paid hours off for achieving specific milestones. Professional Development: Provide professional development, including workshops, training programs, free books and their own training courses. Small Gesture: Gift a bouquet of flowers, offer book tokens, send a thank you note/card, buy a box of chocolates or buy a gift card. Wellness Programs: Providing free gym time boosts employee wellness, as well as productivity levels. It’s a great way to lower stress and anxiety and promote a healthy work-life balance for your employees. Lunch or Dinner: Taking your employees out for lunch or dinner can create some memorable moments for your team. For shyer employees, a one-on-one lunch is a perfect way to say thank you. Make it about them by choosing a location they enjoy. Team Happy Hour: Going for team drinks at the end of the week is a popular way to show your appreciation. Offer to purchase the first round of drinks or plan drinks around a pub event, such as quiz night or karaoke. It’s a great bonding exercise! Team-Building Activity: Paintballing, kayaking, river rafting, rock climbing or other sports are events that show that you value your employees alongside wanting to build relationships between them. Virtual team-building activities are a good way to include and recognize remote employees. Outdoor Activity: Rewarding employees with outdoor activity provides a change of scenery from the four walls of the office and allows employees to engage with each other in another environment. Donating: Find out if an employee would appreciate you donating to a non-profit instead of any monetary reward. This will send the message that you're interested in the things they care about and show that you are willing to help make a difference. Try Workmates Interactive Demo Click through it yourself withinteractive demo. Try It Now Author Bio: Auria Heanley is co-founder of Oriel Partners, a boutique PA and administrative recruitment consultancy based in Central London. She is extremely passionate about providing the highest quality of service to both clients and candidates. Oriel Partners’ clients range from global multinationals to small boutique firms, all requiring the same personal service and high-caliber support
Employee Recognition Software For Hospitality Industry
Are you looking for an employee recognition software tailored to the hospitality industry? Many businesses in the hospitality industry struggle with finding ways to effectively recognize their employees. With tight budgets, limited time, and a diverse workforce, finding meaningful rewards that make everyone feel appreciated can be difficult. Employee recognition software is an innovative solution that empowers companies to build powerful recognition programs without sacrificing quality or budget. This technology helps hospitality businesses create meaningful recognition experiences that drive employee engagement, loyalty and satisfaction. Benefits of Employee Recognition Software in Hospitality Industry The following are the key benefits of employee recognition software in the hospitality industry: Increased employee engagement and satisfaction Employee recognition software in hospitality industry helps to increase employee engagement and satisfaction by providing meaningful rewards and recognizing outstanding performance. This software allows employers to customize rewards, create automated recognition programs, and build employee loyalty. The result is improved employee morale, increased productivity, better customer service and higher turnover rates. Additionally, this software can help hospitality businesses create a positive and lasting impression on their employees. Improved employee retention Employee recognition software in the hospitality industry helps to improve employee retention by providing meaningful rewards, recognizing outstanding performance and building loyalty. Creating a positive work environment with recognitions and rewards strengthens the emotional connection between employers and employees, improving job satisfaction and reducing turnover rates. This increased engagement leads to improved productivity, better customer service, higher morale and ultimately, stronger retention rates. Enhanced productivity and quality of work Employee recognition software in hospitality industry helps to enhance productivity and quality of work by providing meaningful rewards, recognizing outstanding performance and creating a positive work environment. This improved engagement leads to better employee morale, increased motivation, improved customer service, higher retention rates and ultimately higher levels of productivity and quality of work. Additionally, this software helps to build loyalty and trust among employees and employers, which leads to improved collaboration and better work. Boosted company culture and reputation Employee recognition software in hospitality helps boost company culture and reputation by creating a positive work environment where employees feel appreciated. This can lead to increased loyalty, improved customer service, higher retention rates, enhanced productivity and quality of work, and strengthened relationships between employers and employees. Ultimately, this helps to build a more positive brand image and create a workplace culture where employees are highly engaged and motivated. Features of Employee Recognition Software for Hospitality Industry Customizable recognition programs Customizable recognition programs allow hospitality businesses to create individualized rewards and recognition programs that meet the specific needs of their workforce. They can be tailored according to the goals and objectives of each business, allowing employers to set up automated processes for recognizing employees on an ongoing basis. This means that businesses can recognize outstanding performance in real-time, creating a positive work environment and motivating employees to continue to perform at their best. Furthermore, customizable recognition programs can create loyalty, build relationships and boost morale among the workforce. User-friendly interface Employee recognition software for hospitality industry is designed with an easy-to-use and intuitive user interface that makes creating, managing, and customizing rewards and recognition programs simple. The platform includes various features such as customizable templates, automated processes, real time tracking of employee performance, and reporting tools. This allows employers to quickly set up and manage recognition programs that suit their employees’ needs, saving time and money. Furthermore, the user-friendly interface makes it easy for employees to participate in the recognition process, offering more engagement opportunities and encouraging better performance. Integration with existing HR systems Employee recognition software for hospitality industry integrates with existing HR systems, allowing businesses to sync data from multiple sources and automate employee reviews and performance tracking processes. This helps employers to quickly identify high-performing employees and reward them in a timely manner. Furthermore, integrating disparate systems simplifies administrative tasks and reduces manual work, saving businesses time and money. Overall, this helps create a more efficient and effective working environment where employees feel valued and engaged. Analytics and reporting capabilities Employee recognition software for hospitality industry provides businesses with analytics and reporting capabilities that help to identify employee performance trends, analyze recognition programs, and measure the impact of rewards. These tools allow employers to get an in-depth view of their workforce’s engagement levels and productivity, enabling them to make better decisions regarding promoting and rewarding employees. Furthermore, the analytics and reporting tools can be used to assess the success of recognition programs, including which rewards are most effective in motivating employees. This allows employers to continually optimize their recognition strategies for maximum impact. Mobile accessibility Employee recognition software for hospitality industry is designed to be mobile-friendly, allowing employees to access and manage their recognition programs from any device. The platform includes various features such as customizable templates, automated processes, real time tracking of employee performance, and reporting tools optimized for mobile use. This allows employers to quickly set up and manage recognition programs on the go and from any location, giving employees more flexibility when receiving rewards. Furthermore, mobile accessibility makes it easy for businesses to reach out to their workforce and stay connected with them, creating a better working environment. These features enable employers in the hospitality industry to create, manage, and track employee recognition programs easily. Implementation and Best Practices To further understand the impact of employee recognition software for the hospitality industry, let’s look at some of the top solutions in the market and their features. Steps for successful implementation of Employee Recognition Software. To ensure the successful adoption of personnel recognition software, the following actions must be taken: Clearly define goals and objectives Create a culture of appreciation that encourages employees to be engaged Find the right solution that fits the organization’s needs Provide adequate training for staff on how to use the software Track performance through reports and analytics Continuously evaluate the program for desired outcomes Stop Conflict Before it Begins witha Culture of “Thank You” Does your organization foster a culture of micro-rewards and gratitude? If you’re not sure or the answer is “no,” your company culture could be contributing to workplace conflict. Building a culture of “thank you” can be difficult (especially with remote teams), but it doesn’t have to be! Learn more in our eBook, "10 Free / Low Cost Employee Recognition Ideas.” Learn how! Best practices for creating effective recognition programs The best practices for creating effective recognition programs include: Setting measurable goals. Providing clear performance criteria. Creating tangible rewards that employees value. Engaging employees through communications and feedback. Using technology to automate processes. Tracking results. It is also important to ensure the program is tailored to the organization’s culture and values to maximize its effectiveness. Additionally, recognizing employees regularly is essential for keeping them motivated and engaged. Finally, regularly reviewing the program’s results and making necessary adjustments should help ensure its success. To learn even more about managing remote teams and keeping employees working at home highly engaged, download our ebook now. Download now Tips for ongoing employee engagement and participation Useful tips for ongoing employee engagement and participation include: Reward staff members regularly for their efforts and accomplishments. Foster a positive and inclusive company culture through team building and social activities. Encourage management and staff to communicate openly and provide feedback. Offer chances for career advancement and professional development. Provide a supportive work environment that prioritizes work-life balance. Solicit employee input and involve them in decision-making processes. Continuously assess and improve upon recognition programs and employee engagement initiatives. In Conclusion The success of any hospitality organization is dependent on the engagement and performance of its staff. Employee recognition software provides an effective way to motivate employees, boost morale, and increase productivity. Recruiters, hiring managers, and small business owners should consider implementing such solutions to ensure their employees are appreciated and rewarded for their hard work. Additionally, it is important to set clear goals, provide adequate training, and continually evaluate the program’s results for effective implementation. Lastly, continuous communication with employees is essential to ensure ongoing engagement and participation in recognition programs. Final thought: Employee recognition software can help make hospitality organizations more successful by motivating staff members and increasing productivity.
Employee Referrals in Tech: All You Need to Know
Nowadays, hiring the right developer is not the easiest nut to crack. Recruiters and companies need to go through a lot to attract tech talent. One of the very first steps is to define the requirements and needs for a given job role. Another one is to make a list of places to look for some new employees. Then, good old hunting may take place. However, this is often turning out to be less effective than it has been before. Hence, tech companies are dying to find some new solutions in light of the ever-growing demand. This is where employee referrals come in. As simple as it seems, there are many things for you to take into consideration before you launch employee referrals in your tech company. What should you know about it, why is it worth checking out, and how can your company benefit from increasing employee advocacy? If you have ever asked yourself any of these questions, you do not have to look for the answers any further. Employee referrals: why should you think about implementing them? There are at least a few reasons for believing in employee advocacy. It is not free and it takes quite a lot of time to implement, but it can pay off sooner than you think. Below you will find a few things to take into consideration. There is high trust in referrals The numbers speak for themselves: referrals can deliver amazing results in many fields, including recruitment. According to Career Builder (via TalentLyft), 82% of employees rate referrals “above all other sources for generating the best ROI.” Additionally, 88% of them rate referrals above all other sources for the generated quality of new hires. But why is this the case? Well, referrals coming from those we trust are taken seriously into consideration. We believe in the words or comments of those we know, while we tend to disagree or not trust those from people we do not. Simple as that. This is where the power of referrals comes from, and is what has just started being realized by tech companies. Involving employees in generating leads - in this case, potential candidates - can be like hitting the jackpot. Employee referrals positively impact time to hire According to HR Technologist, “employees hired via referrals come in 55% faster than those sourced through career sites and this could make a world of difference for competitive firms, tight schedules, and demanding product development pipelines”. Since it takes approximately 41 days to hire a developer, cutting this time in half is a definite win because you can snatch some candidates before your competitors do. Referrals are based on genuine opinions In the majority of cases, people who refer something to somebody are not likely to make a mistake in doing so. They trust what they recommend, or at least they should. How does it work like in tech? If a particular employee shares a genuine opinion about the workplace, it may have a great impact on someone who is considering applying to your company. What is more, it may have a great impact on someone who did not previously consider applying, but the recommendation is so tempting that they now want to give it a go. You get access to undiscovered talent We have just mentioned that by implementing employee referrals (and the right incentives for employees for doing so), it becomes a bit easier to convince someone to take part in the recruitment process. This includes people who were not likely to consider the offer if not for a recommendation. According to LinkedIn’s research, companies can expand their talent pools as much as 10x by simply utilizing their employee’s networks. This is especially true in the case of IT professionals, who tend to know people interested in the areas they are proficient in. Many of those people are currently employed elsewhere, without any particular desire of changing that status quo. However, a persuasive recommendation may be a great impulse for a change. According to Dice, in 2020, 38% of technologists said they would change employers, down from 45% in 2019. This means hiring will likely become even more difficult for employers worldwide this year. As a result, they need all the tools they can get to attract new employees. If it comes from someone they know and trust, resigning from their current job and switching to a new one is a step closer. This way, as an employer, you get inclusive access to an undiscovered, and almost unlimited, talent pool. What is more, the quality of potential applicants in the pool is really, really high, and the recruitment process can be sped up. Michael HawkinsFranchise Owner of Interim HealthCare SLC “Interim Healthcare SLC needed HR technology, and we’re pleased with the results we’ve gained from LIKE.TG’s solutions for recruiting, onboarding, and employee engagement. Yet it’s an opportunity for all Interim franchises. It would be so great if each franchise owner could implement similar solutions to replace legacy systems that might not work as well as they should.” What to remember when implementing an employee referral program? 1. Onboard your employees No matter what the terms and conditions of your referral program are, the rules need to be clear and everyone who is involved needs to be familiar with them. Employees who are really engaged and understand the rules and incentives can deliver results quicker as almighty brand ambassadors. You need to double-check if your developer referral program is competitive and appealing enough for great employees to start recommending equally great candidates to join your team. 2. Remember to reward Your employees will have to invest their time and networks in bringing you some new additions to the team. They do not have to do this at all, so by giving them some incentives, they can be more willing to encourage others to apply. There is nothing wrong with rewarding people who send some great candidates your way. And while getting a nice reward is warmly welcomed, it may turn out that often a simple token of appreciation for your employees’ contribution is even more precious. Your employees can have a great impact on your company’s growth and you should never forget about this fact. The most important thing is to keep the promises you make to your employees and keep the rules transparent. As an example, Netguru openly shares that they give iPads to those who successfully refer a new employee and that’s what they do. 3. Encourage applicants Referrals are like gold, but alone they may not be sufficient! Potential applicants will surely peep at you on social media, your website or your LinkedIn Company Page. While they probably trust the person who referred you to them, candidates still want to see things with their own eyes. If your online presence is full of holes and not really inviting, it can put potential employees off. 4. Tech screening for the win Your company might attract the most skilled people in the world, but they still do not have to be the best fit for your needs. While your employees may have nothing but goodwill to refer some great candidates, it may turn out that those referees do not meet the expectations of a particular project (for example, they do not have the required developer background despite being fluent in three other programming languages). This is why tech screening is incredibly important. It can save you a lot of time, and effort, but also disappointment for both parties. Without precise tech screening, you could hire a person who does not suit the project, or the hiree may feel it is not their cup of tea from day one. And this is often what happens when the applicant tracking system is full of holes. To wrap up Developer referrals programs can be incredibly efficient if you have a strong company culture and set up the right rules. It is a win-win-win situation. You gain access to amazing talents without spending years trying to find them, your employees can get extra rewards and feel even more appreciated, and highly skilled developers are offered a great opportunity of joining your company. What is there not to like? About author Tom Winter is the CRO at DevSkiller, a developer screening and online interviews-in-one platform powered by RealLifeTesting™. Madly in love with everything tech, Tom specializes in streamlining the hiring process of tech talent and data-driven recruitment. He’s also an avid conference speaker.
Employee Value Proposition (EVP): What It Is & Why Should You Invest in It
For years, businesses have been diligently catering to their customers' needs. Their USP, corporate ethos, mission statement, and branding are all carefully crafted to surpass the expectations of their client base. Business KPIs and strategies have always been focused on retaining customers and acquiring new ones. In terms of profit and ROI, this makes complete sense. And the happier those customers are, the more they will spend on your products and services. That is still the case today and it no doubts always will be. But a shift is happening in how employers handle the expectations of their staff. In roughly ten minutes you’ll be provided with some invaluable insights including what EVPs are, how to implement them, and how they can drive profits and save money. That's our Reader Value Proposition if you will. What Are EVPs? You might be thinking: this is nothing new. Surely Employee Value Propositions are just perks worded in business jargon, right? Well, it's a touch more complicated than that. Perks are across-the-board; one-size-fits-all benefits intended to keep employees happy. They’re basic rewards that generally don't change over time. EVPs are a cultural shift whereby you invest just as much in your employees as you do in your customers. It means you extend your ethos, mission statement, and KPIs towards retaining staff and maintaining their wellbeing. That means investing time and money. It means researching, planning, and reviewing. It means providing financial and non-financial benefits to attract and retain the best talent. After all, it's your staff who keep your customers happy and find you, new customers. If you want the best customers then you need the best staff. Why Do You Need EVPs? Today's top talent have a ton of offers and options. Organizations have long-term strategies for acquiring the best candidates, so prospects can afford to take their time and evaluate their choices. Remote working means that businesses can cast a global net to find the best talent for a role - but so also can prospects. Therefore, if you want the best, you face international competition. How to Implement EVPs Your EVP strategy should be unique to your industry, your organization, and to your employees. Consult your current and former staff - if they've moved to working remotely, then use the most secure video conferencing. When someone leaves your organization, ask them why. What were the push-and-pull factors in their decision? Employee surveys are an efficient method for gathering data. Ask questions such as: What do you like about working for the company? What do you dislike about working here? Which of your tasks do you find challenging or difficult? Which of your tasks do you find easy or repetitive? How long do you envisage working for the company? Can you see a clear line of progression within the company? Is there any training or development which would benefit you? Do you ever feel overworked or stressed? When and why? Is there anything more the company could do to ease your workload? Are you able to “switch off” when you're not working? Are you happy with the salary and financial rewards you get from the company? Do you feel stable in your position? Do you feel you get adequate time off work? Which of our current employee benefits do you most appreciate? Can you think of any other benefits that the company can consider? If you get any recurring responses then it's probably worth addressing the issue but you should get a contrasting range of responses. Your EVP strategy needs to be just as adaptable and diverse as your workforce. Examples of EVPs Many EVPs are specific to their industry, but let's look at some of the broader EVPs which can apply to most organizations. Financial EVPs As well as basic salary, you might have other incentives to reward your employees, namely: Performance-based bonuses Annual bonuses Sponsored vacations Pension plans Health insurance Paid time off Complimentary meals Free refreshments Discounts for company products Non-financial EVPs Although not financial incentives, many non-financial EVPs do still require investment and will need budgeting. They look like this: Team building exercises Stability and security Equality Flexitime Camaraderie Work/life balance Standardized comms Here, work/life balance and standardized comms are related. Standardizing your communications to a single channel or has numerous benefits. It means all your comms are in one place so messages don't get lost or forgotten. Lastly, it means that when the working day is done, your staff can shut down their comms channel. They can enjoy quality time without being interrupted by work messages. This reduces stress, aids quality of sleep, and improves diet - all of which will make your team more efficient and productive during work hours. Career-based EVPs For your most ambitious and driven employees, career-based EVPs will be key. They can include: Career development Technical training Improving and refining current skills Acquiring brand new skills Buddying and mentoring Management skills Travel opportunities Learning new languages Medical and mental health training Focussing on the last point on the list, it's a good idea to have an employee with mental health training in each department and remember to display their names where your staff can see them. If anyone has a problem, they’ll have a list of people they can talk to and can choose to talk to individuals they feel most comfortable with. Automation An EVP that doesn't comfortably fit in one category is digital transformation acceleration rpa. This means that repetitive and menial tasks can be automated. Your staff members are freed up to do work that is more meaningful, creative, and rewarding. Not to mention more profitable! Customize your EVPs Tailor your EVP strategy to different age groups, interests, ambitions, and requirements. Let your employees map out their own EVP journeys. Mapping your ideal customer is a well-known marketing technique. It can also be used for recruitment, so try mapping out your perfect employee and see the journey it takes you on. What kind of role would attract them? What benefits can you offer to make you stand out? How would you financially incentivize them? How can you help to further them and develop their career? What working environment would they enjoy? What are their long-term ambitions and goals? Would something as simple as a virtual phone number help them? On a Mission Your EVP plan is there to attract prospects - so tell them about it! The first thing to do is write your EVP ethos into a mission statement or promise. It might look something like this: "Joe's Shack started as a family business in 1978. We now employ more than 300 people but we still feel like a family. We believe that each employee is different and important. We will inspire you, motivate you, and expand your skillset. Tell us your dreams and ambitions and we will help you realize them. Join the Joe's Shack family." Sell your EVP plans in the same way you promote products. It should feel like a product in that it is something that people will want to buy into. Word of mouth is great for recruitment. If your staff is well looked after and happy, they’ll tell the world about it. Word will soon travel throughout your industry that you are a great employer. You can spread the word as well. Write about your EVP plan on your company website, socials, blogs, and video channels. Let your customers see how much you value your people. Added Value Businesses are always happy to invest in productivity-boosting technology like call recording software, or task management solutions. However, they tend to forget about employee satisfaction. It's just as important, and investing in welfare-boosting incentives is a surefire way to improve the employee experience. Customers like using companies that have happy employers. A strong EVP will boost sales and provide a great ROI. You won't have to spend as much time or money on your recruitment campaigns. People will come to you and ask for work instead of you having to go to them. Furthermore, if you can retain your staff, you save money on training new employees. Review and refine Times change and so do people. You innovate and adapt to meet customer expectations and you should do the same for your staff. The principles of EVP mean that your staff are more engaged and are happier to talk to you. They will share their ideas and not just about EVPs, but about business in general. They might suggest new techniques and technologies like workflow process software. Your EVP plan should be under constant review. Stay ahead of your competitors and keep your best talent. Long-term Links EVPs mean you will be better placed to retain your staff and it also helps maximize their potential while you work together. You can't always keep hold of an employee; an employee might want to work in a different industry, for example. They might emigrate. Or, they might even be dealing with external emotional factors such as a long-distance relationship. If things don't work out, they’ll hopefully come back and work for you once more. You see, some relationships are just too good to give up. Author Bio: Erik Bergman co-founded Catena Media and helped grow it to over 300 employees and a $200 million valuation before stepping away to start Great.com, an iGaming organization that donates 100% of its profits to environmental charities. In addition to running a successful online affiliate business, Erik also hosts the Becoming Great podcast, shares entrepreneurship tips with his more than 1 million social media followers, and contributes to sites like Entrepreneuer.com, Business Insider, Foundr, and Forbes.
Employee Workflow: Q&A with Blake McConnell
How LIKE.TG delivers great experiences for employeesEmployees have many moments that matter during their journey with a company. Some moments are more significant than others, but they all require support from different systems and departments across the enterprise.Digital workflows remove the friction and inefficiencies of the tasks connected to these moments, so that employees can focus on more strategic, meaningful work. We recently sat down with Blake McConnell, Senior Vice President of Employee Workflow Products, to learn how companies use LIKE.TG to improve the employee experience.What makes LIKE.TG’s employee workflows unique?When employees need to resolve issues related to their jobs, their inquiries can go to many different places on the back end, such as facilities or finance. These inquiries relate to what we call “moments that matter” in the employee work lifecycle. They include everything from navigating maternity and paternity leaves—the major moments—to everyday requests like, “I need a new monitor,” or “What’s for lunch at the cafeteria today?”LIKE.TG provides technology that dramatically improves all of these experiences, whether they’re major events or everyday requests. We help customers get to a place where moments that matter are increasingly self-service, no matter how employees want to find answers: via browser, mobile, chat or voice. This way, the organization functions more efficiently and employees can get back to doing the jobs they love.The enterprise IT market is pretty crowded. What differentiates LIKE.TG?It’s the Now Platform. Our single platform approach is unique to ServiceNow. To deliver a seamless and unified experience for any moment that matters, you need a platform that spans the organization and cuts across multiple departments. That’s how you eliminate the friction and disconnectedness that occurs when you haven’t digitized and unified all those workflows.It’s not easy to break down corporate siloes. Often, that’s not a technology issue so much as a people and change management issue. But when someone like a CEO decides that she wants to create better experiences for employees—and stands up and says that this is important— we can help make it happen.Many legacy systems were designed for one specific purpose and can degrade the employee experience because they weren’t designed with the employee in mind. By contrast, the employee experience is always top of mind for ServiceNow. Increasingly, we’re building out our single platform with an employee-first mindset.How are you evolving the Now Platform? What can we expect in the future?Employees need one place where they can easily get service from HR, IT and other departments in the organization. That’s why we built Employee Service Center, which provides a single, brandable center for employees to find user‑specific content, receive targeted communications with step‑by‑step guidance, and submit and track cases or requests when they need help.We’re also investing in native mobile capabilities that allow employees to access services using the native capabilities of their smartphones, including push notifications, camera, swipes, facial recognition and so on. Employees enjoy consumer-style service experiences, while departments benefit from lower costs and fewer inquiries.[RM1]How does the Now Platform help deliver great employee experiences?Think of something as simple as changing a home address. Historically, that process has often required employees to use separate applications maintained by departments like finance and HR. Employees want and expect that to be easy to do. Why are things like this still so much harder at work than in our personal lives?Onboarding is a great example. There are many steps to bringing an employee on board. Some relate to HR, others to IT, finance and facilities. With LIKE.TG, these processes all get kicked off at the same time, automatically. IT provisions the right applications for that person’s job. HR handles background checks. Facilities finds a place for the new employee to sit.LIKE.TG manages all these processes in one digital workflow, as opposed to emails being sent to a shared services inbox. The goal is for every new employee to be Day 1 ready when Day 1 arrives.Ultimately, this is about collapsing the time to productivity for a new employee. Great experiences and productivity are two sides of the same coin. When the new employee has a great experience, the company reaps the benefit of their productivity that much faster.Everyone in our industry talks about digital transformation. Can you share an example of a customer that has used LIKE.TG to transform employee workflows?A great example is Asurion, a provider of electronic device insurance that’s presenting at Knowledge 2019. The company transformed its onboarding process using ServiceNow. Their recruiters used to handle most onboarding tasks, which tended to involve multiple systems, departments and processes. You needed one process to request a computer, another process to get a parking pass, and so on.IT and HR leaders from Asurion attended Knowledge 2018 and asked themselves, “Why isn’t our employee experience as good as our customer experience?”Using LIKE.TG, Asurion went live with new automated processes in only two months. Now, as soon you hire someone and create a new employee record, there are simple checklists for everything that employee needs. It’s working so well that 86% of new hires say they’re satisfied with the onboarding experience.
Employees Are Burnt Out — Here’s How HR Can Offer Support
The COVID-19 pandemic changed the way that many employees think about work. When the virus swept across the globe, people started to realize that there is more to life than just going to a job every day for a company that doesn't really value them as people. This is more than just a fad, and there is even a term for the massive exodus of employees leaving their jobs. It’s called the Great Resignation. The fact is that many employees are burnt out, and they want to find a company that appreciates their efforts. By understanding burnout and its consequences, your organization can make the changes necessary to turn things around and bring on more qualified candidates. Let’s talk about burnout and how HR can offer its support. Your Employees Are Likely Experiencing Burnout The first step to creating a more productive work environment is to understand that many of your employees are likely experiencing burnout or anxiety. Burnout can happen if a worker is pushed too hard with unnecessary tasks, required overtime, and extensive micromanagement. Burnout can also happen if an employee goes to work every day and does their job but feel that their work is not valued or appreciated, or they believe that they will never evolve past their current role. These are the reasons for the Great Resignation, and your HR team needs to start making changes from within. It is easy to believe that since the work is getting done and employees are friendly with one another in the lunch room that there is no issue with burnout at your company. However, the signs of burnout are not always visible, and many employees don’t feel comfortable enough to speak to their managers or call HR to advise that they are feeling burnt out. In fact, even if you send a survey asking them, many employees may feel like their opinion doesn’t matter, and they won’t respond. Some don’t even realize what burnout is, so burnout is underreported in workplaces. Employees just don’t feel like themselves. Thus, realizing there is an issue and being proactive is key. Teach staff how to recognize that they are experiencing burnout themselves, and take note of patterns in behavior to catch burnout in employees, yourself. How Burnout Affects the Company When an employee is burnt out, it will show in their work. Sometimes, an employee may feel like their work isn’t helping the company succeed, and so they may decide to give only half of the required effort. Other times, they may feel like they aren’t appreciated, and so they might intentionally do their work incorrectly. Sometimes, the issue may be that they aren’t excited to go to work anymore, so they might call out more often, so your production timelines take a hit. The role of the HR team is to talk to every member of the organization and understand their concerns so you can speak to those needs directly. Management and HR need to have an open-door policy where employees feel comfortable enough to come to them at any time and talk. Then, they need to know that management will provide a solution. Employees who feel like HR is lording over them instead of acting as their ally will show their disapproval through their work. The solution is to help the team feel better mentally and physically and to help them excel in their careers, so they want to help the company succeed. HR mistakes impact your entire organization. Learn how to avoid the 12 most common mistakes with our free ebook. Download now Help Them Excel in Their Careers Now that you know the problem, you need to take action, and you can begin by showing each employee that they are a valued member of the team and that their contributions matter. To do so, open up multiple possible channels of communication, starting with emails and telephone calls. Many remote employees may feel isolated or that they have been forgotten about, so take extra time to find ways to communicate and keep them as valuable members of the team. Managers can set up instant messaging channels where employees can ask questions and talk about their lives. It is also a good idea to have a video conference at least once per week over Zoom or a similar program, where your team can talk about their accomplishments and maybe share stories about their weekend. That way, they can see their team members face to face and feel like they are present and valued. Management and HR also need to show empathy to employees when they come to them with concerns. Instead of only listing out the requirements of their job and scolding them if they do not perform, ask them why they are struggling and what management or HR can do to help them out. The solution may end up working for the other members of the team as well. It is also important to help employees to evolve in their careers so they can feel a sense of meaning in their jobs. Conduct annual reviews and provide feedback whenever possible so they know what they are doing well and how they can improve. It is also a wise idea to sit them down and ask them where they see themselves within the company in a year. If they want to be promoted, then lay down the steps that they can follow to do so. Do whatever you can to improve the employee experience on a personal level. You can also try cross-training initiatives or provide opportunities for the employees to network with others in the organization to see if they can find a position that suits them best. If you choose to do so, then you need to set them up for success. Teach them healthy networking strategies, like how to be themselves and start a conversation. You can also teach them about the dangers of drinking too much alcohol during an event or how to deal with anxiety. Do your part to help them succeed, and they will be forever grateful. Improve Employee Mental Health Human resources can also ensure that the employees are feeling good on a personal level and that they aren’t feeling mentally burnt out day after day. You can accomplish this through your benefits program. Make sure that your team has enough sick and vacation days so that overburdened employees feel comfortable enough to call out and refresh their minds so they can be more productive when they return. Also, ensure that your workforce is provided with plenty of employee mental health resources, including the option of different types of therapy. There are different forms of therapy that can help an employee that is experiencing burnout, including Acceptance and Commitment Therapy (ACT), which can help the employee to manage their difficult feelings and improve their mind frame. Sometimes, just talking to someone can make all of the difference. Finally, consider the fact that some employees may benefit from a flexible schedule. During the pandemic, many working parents enjoyed the idea of working from home and taking care of their kids during the day. Now that they are back, some employees may still have responsibilities at home, and if they cannot assist their families, then they may be stressed at work. Consider offering your teams a flexible schedule if they need it. That may mean that you allow them to start later in the day and make up their time at the end of the shift. Or it may be a hybrid schedule where they work part of the week at home and the other part at the office. Studies show that employees are happier overall when they have a flexible schedule, so consider it, and you could see a more eager and productive workforce. As you can see, it is essential that your HR team is able to identify when employees are experiencing burnout throughout your organization and solve the issue. Focus on the health and happiness of your employees, and they will show their appreciation through their work. Introduction to Conflict in the Workplace(and How it Erodes Productivity & Culture) Download the Ebook Now
Employees are on board with onboarding
A miserable first day on the job can often be worse for employers than it is for employees. In response to a 2018 survey from West Monroe, 45% of new hires said they rebooted their job search after their first day didn’t go as hoped.There is an obvious—but not easy—solution to avoiding the mutual misery: a smooth onboarding process, which leaves a great impression and dispels any confusion that might tarnish it. And yet, according to a 2017 Gallup report, only 12% of employees feel that their company does a good job of onboarding.In a recent LIKE.TG survey of Gen-Z employees and interns, 62% said onboarding could be improved if employers gave them access to information about their role and the company before their first day.LIKE.TG welcomes new hires to the family with an onboarding platform that combines all tasks, including cross-functional workflows, and relevant information in a single experience. New hires say the experience—almost fully digital—strongly reflects LIKE.TG’s positive culture. By taking the work out of onboarding, it empowers fresh faces to feel part of the team and start being productive from day one.“I feel significantly more integrated and assimilated into LIKE.TG after 10 weeks than I did after five months at my old job,” says John Konczal, a director who works in Customer Success at Scale.A mom’s best friendIf anyone needed to integrate smoothly into LIKE.TG, it’s Celeste Kassai, who joined the company in the spring to oversee new hire orientation. She had left her previous job and immediately jumped into a very different role: being a stay-at-home mom.After six months of school pickups, sports practices, and other household activities, she was ready for a culture shock when she moved to her new job at ServiceNow. The onboarding process, she says, made all the difference.She was at her daughter’s swim lesson when she was notified by HR to complete her background check. Logging into the browser app on her cell phone, she says, “I literally did the whole thing on my phone,” she says. “Sitting poolside.”Five months into the job, the onboarding process continues to help Celeste in her job. As the first person to greet new hires at the Santa Clara headquarters, Celeste is on the company’s front line. In her old job, she was bombarded with questions from new hires. If she didn’t know the answer, she’d have to waste time tracking it down.Now she receives only a fraction of those questions. The onboarding app has all the info a new employee might need—and if it doesn’t, it tells the new hire who they can get it from. That’s because the app taps into the wealth of knowledge contained in the employee knowledge base and service portal. The app also tells users where they are in the onboarding process with a progress indicator. Mobile onboardingSince Celeste joined the company, LIKE.TG has introduced a new Mobile HR Onboarding app, downloadable from the Apple or Google Play stores. The mobile app addresses many of the improvements suggested in the LIKE.TG Gen-Z employees survey, including getting immediate access to devices and apps to be productive (51%), having a workspace that was set up and ready to go on day one (49%), and accessing one place for all onboarding tasks (49%).A new recent hire to the Finance group, Armando Morales, used the app to complete his assigned tasks on his cell phone and iPad. “The app expedited my onboarding because I was able to order my computer and review and sign forms before I started. My user ID, network access, email, laptop and cell phone were ready to go on day one so I could be productive immediately. It felt like the typical two-week onboarding runway was shortened to one day, thanks to mobile onboarding. Mobile onboarding made it simple to understand and accomplish all my tasks.” Culture boostChris Kim, who manages social media, also noticed the effects of the intuitive onboarding process when he joined. Remembering onboarding at previous jobs—basically, a lot of disorganized emails—Chris marveled at the app’s simplicity. “It was a great user experience,” he says. “It gives you a lot of confidence you’re on track and not missing anything you should be doing.”As a social media expert, Chris is innately familiar with what LIKE.TG communicates about its platform and the type of company culture it can promote. In fact, hearing about LIKE.TG’s HR onboarding use case—which orchestrates workflows from Legal, IT, HR, Security, and Facilities into a single application—resonated with him as a perfect example of making work, work better for people.Going through onboarding “reinforced the power of our own solutions and culture,” he says. The app experience also affirmed that he had come to the right place.Remote possibilitiesJohn Konczal, who works remotely from Atlanta, was, like Chris, inspired to see his company’s “software live in action.”John is a remote pro at this point. Since graduating from business school, he has been working remotely for a few Fortune 500 companies. When starting a new job, his basic (and quite reasonable) expectation is that he receives the equipment and information he needs to start working right away.“When you’re a remote employee, your only connection to the business is your laptop,” he says. “The laptop arrived on time. It came with clear instructions. I was ready to go on day one. For me, it was a great start.”Catherine Braude, who works remotely from outside Chicago for Customer Outcomes Operations Enablement, was also impressed by the onboarding process, which she describes as a one-stop shop.The only question she couldn’t answer on her own using the app concerned her I-9 verification. The app, which features a section containing your important contacts, photos included, directed her to the appropriate resource to help. She says, “The onboarding app made it very easy for me to know who to reach out to for assistance, view my progress, and access everything at my fingertips.”For LIKE.TG new hires, the onboarding app—and the first week of onboarding in general—turned a period of potential confusion into an extended demonstration of LIKE.TG’s values: digital ease, employee empowerment, teamwork, and community. The app is part of LIKE.TG HR Service Delivery.“I felt like a full employee within the first week,” says John. “It was the easiest onboarding experience I’ve ever had in my career.”For more information about how LIKE.TG uses its own products, read the case study and watch the on-demand webinar.
Employees build app to match Ukrainian refugees with US sponsors
Updated June 8, 2023Since the Russia-Ukraine war began, millions of Ukrainians have been displaced from their homes and found themselves in urgent need of international support. Welcome.US, a U.S.-based nonprofit organization, is designed to empower Americans to sponsor refugees. The initiative required a technical platform to safely link sponsors to Ukrainians.LIKE.TG partnered with Goldman Sachs and Infosys to rally the most innovative minds and get to work. In only 2.5 weeks, the Welcome Connect app was born.“A matchmaking problem”Darren R., a LIKE.TG client director who helped establish the partnership with Goldman Sachs, understood the gravity of the issue at hand. The U.S. government wanted to bring 100,000 Ukrainians into the country quickly. All of them needed to be matched with American sponsors.“It was very difficult for dislocated Ukrainians to communicate with anyone who wanted to be a sponsor in the U.S.,” Darren says. It was, in essence, “a matchmaking problem.”“If you’re Ukrainian and you don’t have means or connections, the way you find sponsors is through risky online marketplaces,” says LIKE.TG Top Accounts Director Sara L., who helped orchestrate the project.“In these types of situations, there are certain people who take advantage of it,” Darren adds. There’s an App Engine for thatLIKE.TG wanted to create a portal that preserved users’ anonymity, safety, and sense of control. Potential U.S. sponsors needed to be well informed. And to be most effective, the interface required simplicity and inclusivity.Jeremy D., a platform architect at LIKE.TG who’s been working on the Now Platform for more than a decade, believes in the art of the possible. “We can do anything on our platform,” he says.He and others in the LIKE.TG workflow design studio (a “cul-de-sac of experts”) made up the dream team for this project. With a focus on human-centered design methods, Jeremy and his colleagues used research and user testing, storyboarding, and capability mapping to co-create a solution with Infosys. Tailor-made on low-code LIKE.TG App Engine, Welcome Connect rose from the ground in less than three weeks.Ukrainians retain controlTo guard against malicious activity, Jeremy and his Infosys partners suspected they’d need to build filters to protect Ukrainian single mothers, for example, from unwanted connections. But they needed data to back up that idea.Within 30 minutes, Infosys, with support from LIKE.TG, gathered the data and built reports right into the Welcome Connect dashboard. Filters also allow users to flag suspicious accounts or disconnect from a sponsor at any time.“We make it so easy. You’re not writing code to get this data,” Jeremy says. “We’re not only making it easier for the beneficiaries [refugees]; we’re also making it easier for people who own the platform to use it for their benefit.”It “puts the power in the hands of the Ukrainian beneficiaries,” Sara adds.Let the matching beginOn July 18, the connection function went live, enabling matches between sponsors and refugees.“The speed with which we were able to do it—to me, that's the power of the platform,” Darren says. “It opened my eyes. I think it opened a lot of people's eyes.”“It was exhilarating,” Jeremy remembers. For him, the coolest moment came after only three hours. “Hey, we’ve been live for three hours, and we already have hundreds of beneficiaries who have signed up,” he recalls.Sara recognizes the passion and teamwork required to pull off the app. “Everyone who was in this project was committed. You did whatever you had to do to find the resources or make the case,” she says. “Within 12 hours, there were several connections. Now there are hundreds.” A match made in AlabamaA young couple with three children in Madison, Alabama, saw the horrifying images of Ukraine in the media and wanted to do something about it. “We knew we needed to help, but we didn't know anyone,” recalls Corey Wheeler. “You had to know [Ukrainian] family members or friends in order to sponsor them.”When he and his wife, Kelly, heard about Welcome Connect, they jumped at the opportunity. “We posted as soon as it opened,” they said, referring to the connection function. “We just dove in headfirst.” Before long, they were matched with Viiktoria and her son, Artem, 7, who fled to Israel after leaving Ukraine with only a backpack.Within three weeks, Viiktoria and Artem arrived at the airport in Alabama. “Viiktoria kept saying, ‘Pinch me, pinch me. I can’t believe I’m here,’” Kelly remembers. When the Wheelers drove back into their neighborhood, their neighbors stood outside cheering, holding Ukrainian flags and posters in support of the new arrivals.Viiktoria and Artem are adjusting well. “Artem, in particular, is really amazing to watch. He’s 7 years old, but in six months, he’s going to speak better English than I do,” Corey jokes. “He’s such a sponge.”Meanwhile, Viiktoria’s been busy taking English classes and driving lessons, signing up for social services, and getting work authorizations. With community funds raised, the Wheelers are helping Viiktoria and Artem move into their own apartment by the end of the year.Thanks to Welcome Connect, the Wheelers are providing Viiktoria and Artem with a new lease on life. “It’s really the perfect setup,” Kelly reflects. “If not us, then who’s going to do this?”780 connections (and 1,900+ beneficiaries) later1A first-of-its-kind app has empowered Ukrainians, giving them agency to drive their own sponsorship experiences. Rather than being at the mercy of a confusing and exploitative process, thousands of Ukrainians are using Welcome Connect to find safety in the United States.“It’s not every day that you get to work on a project that’s actually saving lives,” Sara notes. “I think it’s validation for private-public sector partnerships. There’s a role for business in helping solve humanitarian problems. We’re doing this because it’s the right thing to do.”“It’s our company stepping up to do the right thing by donating both staff resources and licenses,” Jeremy adds. “That, to me, was humbling. And it makes me proud to be a part of this organization.”Refugees and sponsors weren’t the only ones to benefit from this project. LIKE.TG employees found fulfillment in building the app. “To be able to do this as part of the course of my normal job is amazing,” Sara says. “This is what the platform was made for.”Join a team that's changing lives for the better. Explore LIKE.TG careers.1 As of May 1, 2023
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