Do you appreciate your employees for their hard work? I guess not enough, but we all know the warmth when someone recognizes our good work and zeal to do more. It enhances productivity and job satisfaction. We must see the importance of employee appreciation and how to show it. As an employer, when you show appreciation, your workers feel good, making them work harder to achieve organizational goals. And this is why you must appreciate them regularly and not just ephemeral. Employee rewards and recognition matter more than you think because it is directly related to job satisfaction, employee engagement, and increased productivity. Therefore, this article will discuss the importance of employee appreciation for organizational success and some ideas on how you can appreciate them. But first, we must know the basics. When is Employee Appreciation Day and Why it Matters? The first Friday of March is the official Employee Appreciation Day. So, technically it was on March 4 this year. But, if you’ve failed to celebrate the event at work this work, do not worry, because employee appreciation is not a one-day affair. This day is a prime time to let your employees know that you value their hard work and recognize them duly for their achievements. But, employee appreciation is a year-long affair, and you cannot pick one arbitrary day and make it special for every employee. As an employer, you must make appreciation a part of your workplace culture and make it diverse and inclusive without discrimination and biases. Also, timely, public, and honest appreciation matters because it keeps your workers agile and enhances employee motivation. It is a way of confirming their abilities and skills. They tend to find meaning in their job and the contribution they’re making towards the company's success. By merely appreciating your workers, you will play a major role in your company’s bottom-line success. The Importance of Employee Appreciation It helps create a strong company culture When you express gratitude and appreciation towards workers, they tend to show positive interpersonal relationships, and mostly it positively impacts team dynamics and communication. Employee appreciation gives birth to a company culture of kindness, empathy, and motivation. This, in turn, brings substantial benefits to you and your team as it depicts your company values are aligned with yours. Enhances employee happiness and morale Coping and keeping high levels of employee morale is your ultimate goal for an agile and active team. Individually, when employees receive appreciation, they feel valued and recognized for the small or significant contributions they made. As a whole, a small amount of gratitude can elevate employee morale and happiness, and you’ll not see dull faces at work. It encourages peer-to-peer recognition Setting an example of an appreciation culture in the workplace will impact your company culture by promoting a peer-to-peer recognition culture. If recognition begins at the top level, it will also slide down to peer-to-peer interactions and appreciation. All you need is a common platform where peers can publicly appreciate their co-workers, which is possible with a rewards and recognition platform. It's time you create a culture of appreciation to enhance engagement levels at work. No credit card needed Less than 5 min to set up Creates a positive work environment When you promote a culture of recognition and appreciation throughout the workplace, you will see a positive work environment. A company that nurtures thankfulness and kindness will always nourish a simple happy atmosphere. It helps enhance employee engagement According to Gallup, businesses with engaged employees show 17% more productivity and experience 21% more profits than companies with more disengaged employees. This is why employee engagement tool is crucial for business success. A known fact, recognition platforms always help increase employee engagement establishing a good relationship between employees and the organization. It adds dialogue and creates new communication opportunities beyond the usual business talks. Improves employee retention and decreases turnover As per the study of Work.com, around 54% of employees leave their jobs because of a lack of appreciation from their companies. Also, Gallup mentions employees who do not feel recognized at work are twice as likely to leave their jobs in the next year. Therefore, if you want to improve retention rates and decrease employee turnover, you must acknowledge workers’ efforts and contributions to your company's success. You will never achieve employees’ trust, loyalty, and tenure without appreciation. Employees become your brand advocates Happily, recognized and motivated employees will share their good experiences with their friends and family, and as a result, you get your very own brand advocates. In addition, you will see a diverse talent pool approaching your company. When employee appreciation is done timely and honestly, employees become your best brand advocates. And this gives you the recognition you want from the outside world. Employee appreciation improves employee performance According to a study by Work.com, 69% of employees will show better performance at work if they receive timely appreciation and recognition. And 78% of US employees said recognition drives their motivation levels. So, now that we know employee appreciation elevates company culture, employee engagement, and retention, is that all? NO. Words of appreciation can also boost workers’ job performance as they will work harder for more appreciation. Conclusion According to Cutting Edge, Walt Disney experienced 15% more job satisfaction by implementing an agile recognition program. Hence, we must implement the same and appreciate employees for all their contributions. We hope now you understand the importance of employee appreciation and how it impacts your business growth. Try Workmates Interactive Demo Click through it yourself withinteractive demo. Try It Now Author Bio: 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!

High employee engagement leads to higher productivity, higher job satisfaction, more sales, and higher revenue. When your employees are actively engaged in the workplace, they feel happier and ready to go above and beyond to achieve your company’s goals. Now the question is: Are you doing everything you can to engage your employees and maximize their potential? It is interesting to note that a little above 20% of employees are engaged in their workplaces. Although some researchers have argued with this stance, the numbers are relatively between 30 percent to 40 percent of disengaged employees. More interesting statistics below should motivate you to focus more on employee engagement and nudge you in the right direction. Let’s dive in. Workmates Self-Guided Tour We’ll show you how Workmates can engage everyone in your organization, transform your culture, and drive productivity to new highs. Start Now Only 36% of Employees Are Engaged in the Workplace According to the latest Gallup report, 51% of employees are disengaged in the workplace, while 13% are actively disengaged. Actively disengaged means feeling miserable at work and spreading negativity to their colleagues. While 36% of engaged employees is a rather low percentage, it’s the highest since Gallup started measuring employee engagement back in 2000. The number of actively disengaged employees is the lowest since 2000. In 2017, 85% of employees were disengaged in the workplace, which was a years-long trend. In 2019, the percentage dropped by 10%, meaning that 35% of workers were engaged at the time. Although employee engagement levels are barely higher now, it’s a surprise that they haven’t dropped due to the pandemic. It shows that many companies have clearly been doing an excellent job of improving employee engagement. A Highly Engaged Workforce Increases Profitability by 21% Another Gallup’s report on employee engagement shows that companies with a highly engaged workforce have 21% higher profitability. They also have 17% higher productivity than companies with a disengaged workforce. The reasons for this are clear from point number one. Engaged employees lead to a more productive workforce because they are motivated to complete their tasks on time and successfully, even going the extra mile to reach their goals and objectives. They’re better at meeting customers’ needs, which leads to more sales and higher revenues. Engaged employees are also happier, report lower absenteeism, and tend to be more loyal. Image from Career Employer Employee Disengagement Costs the U.S. Economy $450-550 Billion Every Year A study on employee engagement found that companies in the U.S. lose between $450-$550 billion each year due to disengaged workers. That’s partly because of employees’ lack of motivation and a lower sense of responsibility, resulting in lower productivity, errors in work, missed deadlines, poor customer service, and lower profits. A single disengaged employee can cost a company about $3,400 in lost productivity for every $10,000 in salary. It’s also because many disengaged employees quit their jobs at some point, leaving the employer to reinvest in hiring, onboarding, and training. Many of them even spread negativity through word of mouth, harming an organization’s chances of attracting quality hires. 38% of Remote Employees Feel Exhausted After Daily Virtual Meetings A recent study on the effects of remote work found that most employees show signs of burnout when having virtual meetings every day. 38% of remote employees reported feeling exhausted after daily virtual meetings, while 30% said they felt stressed. The study was conducted in 2020 when most organizations switched to remote work. To stay connected, some employers held video conferences every day, while others did it weekly. Staying connected with your remote workforce is essential, especially since they often feel isolated. But frequent virtual meetings could disrupt their workflow and productivity, demotivate them, and stress them out. They could negatively affect their mental health and job satisfaction, making many of them consider quitting their job. Weekly virtual meetings seem to be a better alternative. 85% of Employees Are Most Motivated When Internal Communications Are Effective According to Trade Press Services, effective internal communications motivate 85% of employees to become more engaged in the workplace. When managers share company news and other relevant information regularly, employees feel motivated to achieve the mission, vision, and goals. When you raise their awareness of your goals, they will be more engaged with your customers as well. So, in creating the most effective internal communications, including employee newsletters, press releases, event updates, and other company news, such as milestones and successful projects. Share information regularly to increase knowledge, consider using internal communication tools to empower teams to collaborate, and build a learning-focused community. Only 16% of Companies Use Technology to Monitor Employee Engagement According to a recent Gartner poll, only 16% of companies leverage technology to track employee progress and engagement. They use tools to monitor employee activity and see when they clock in and out, how many hours employees work, when and how many breaks they take, and more. When you lead a remote workforce, tracking employees’ engagement and performance should be one of your top priorities. It can help you enhance your employee engagement strategy and boost your overall business success. ProProfs Employee Training Software is one of the tools where you can utilize to boost knowledge and productivity. Apart from improving your training efforts, you can use it to identify workers’ strengths and weaknesses. That will help you train them better, thus motivating them to be more productive. To learn even more about improving the employee experience and increasing your competitive advantage while providing a fast return on investment, download our ebook now. Download Now Companies with a Thriving Corporate Culture Achieve Over 4x Higher Revenue Growth As you may know, a strong corporate culture can improve team efficiency which results in a better organization’s financial performance significantly. According to a survey by Hays, 47% of active job seekers want to leave their jobs because of bad company culture. An extensive research project on corporate culture and performance showed that good company culture could help you increase revenue by more than four times. The 11-year-long research project found that companies with performance-enhancing cultures grew their revenues by a whopping 682%. Those with a poor company culture managed to increase their revenues by just 166% over 11 years. So, improving your corporate culture will help you boost workforce engagement, job satisfaction, employee retention, and profitability. It will create a positive and safe work environment where your teammates can thrive and supercharge your business success. Recognition Is the Most Important Motivator for 37% of Employees A pat on the back at the right time can go a long way in motivating employees and keeping them engaged during their tenure in an organization. One study on top performance motivators found that 37% of employees feel most encouraged by personal recognition. A recent employee engagement and modern workplace report showed that 84% of highly engaged employees received recognition the last time they went the extra mile at work. Not surprisingly, only 25% of actively disengaged employees were recognized for a job well done. When you recognize your team members’ good work, whether publicly or privately, you pave the way for their better performance, and when you show you appreciate their efforts, you drive their engagement and productivity. “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 Employee Recognition Software Rewards Platform encourages Peer-to-Peer recognition, boosts employee morale, allows employees to feel seen, and also helps create a culture focused on teamwork and excellence. Your team members will appreciate any kind of gesture of kindness that shows that their accomplishments, no matter how small, didn’t go unnoticed. For instance, paid time off, gift cards, and event tickets are small rewards that can greatly help with improving employee engagement. Monetary incentives are always good motivators, but employees are encouraged by other kinds of recognition as well. Even the smallest of accomplishments make a difference in reaching your long-term goals, so show your teammates that you value all their contributions. And, remember, a simple “Thank you” can also go a long way. Only 29% of Employees Are Satisfied with Available Career Advancement Opportunities An SHRM’s research on Employee Job Satisfaction and Engagement survey found that only 29% of employees are “very satisfied” with their available career advancement opportunities. 41% marked those opportunities as “very important” when it comes to job satisfaction, engagement, motivation, and employee retention. The survey also found that 44% of employees are “very satisfied” with opportunities to use their skills and abilities at work. In an ideal world, these numbers are at the top end of the scale, but you can increase them with the right opportunities for career growth. If you want to have engaged teams across departments, boost their expertise, and make your organization more profitable, provide them with the LD possibilities that they seek. 33% of Employees Leave Their Jobs for New Challenges According to a Korn Ferry survey, 33% of employees jump ship because they feel bored in the workplace and want to find new challenges. They seek new opportunities for professional development, which motivates them to keep learning and become better at what they do. That’s why implementing new challenges and variations in day-to-day activities should be one of the top priorities for managers and HR professionals. Providing employees with opportunities to learn and grow continually is the key to driving employee engagement and retention. Professional development opportunities are also essential for company growth, as they boost employee experience and help develop skills and competencies. 58% of employees wish their workplace conducted employee engagement surveys more frequently In a survey that was conducted right after the pandemic, most employees appreciated their say in the workplace. They appreciated when the employers took their feedback as it made them feel as if they were a part of the community. In the same survey, more than half of the employees expressed their concerns regarding the minimal acquisition of employee feedback. 58 percent of employees said they wished their workplaces conducted more employee engagement surveys. Employees who were surveyed four times each year instead of once every other year engaged much more actively at the workplace. 61% of employees report complete burnout at jobs Fostering employee engagement is a solution when employees are burned out. Unfortunately, many companies perceive employee engagement as simply adding more tasks to an already overflowing workload. Instead of fostering genuine connection and collaboration, they pile on additional responsibilities during times designated for team engagement. Consequently, approximately 61% of employees find themselves grappling with burnout, feeling overwhelmed by the relentless demands placed upon them, affecting their mental health. This figure is expected to rise even further in 2022, reflecting a concerning trend where employees are stretched thin and struggle to maintain a healthy work-life balance amidst mounting pressures. Image from Career Employer 71% of executives verify that employee engagement is a huge contributor to organizational success Harvard Business Review conducted a detailed study on employee engagement and released all of its findings in a journal called The Impact of Employee Performance. From this journal, we got to know that 71% of executives believe it's a high level of employee engagement that sets their company up for immense success. Further breakdown tells us that the biggest employee engagement driver is the recognition of high performers. It is followed by having a clear understanding of their role and contribution to the strategy, communication, understanding of business goals, and corporate training and development of the individuals. You can use it to direct your employee engagement in the right direction, and once the situation is better, acquire employee testimonials. These will help you verify your implementation strategy. Thus, making room to proceed with the other two metrics that lead to their organizational success include: - High level of customer service (80 percent) - Effective communication (73 percent) So, that's what you should follow once employee engagement has worked well enough. Recognition is Preferred Among 37% of Employees Octanner.com reports that respondents to a study on what would be the most important thing a manager or a company could do that would help the employee become successful suggested recognition. The study proves that a significant percentage of employees would love to put their all to work for an organization when they are accorded the level of recognition they desire. A study by the Incentive Research Foundation found that 84% of employees experienced increased motivation upon receiving recognition for their work. Also, an Officevibe survey revealed that 51% of employees who received consistent recognition are prone to recommending their company as an excellent workplace. To learn more about the features and capabilities available in Workmates, download our ebook now. Download Now Wellness programs decrease employee absenteeism by 25% The research conducted in 2012, which analyzed 42 studies, revealed that participants in workplace health promotion programs had approximately 25% lower medical and absenteeism expenditures than nonparticipants. Programs like these often include fitness activities, nutrition guidance, stress management, and mental health support. By addressing various aspects of employee wellness, organizations foster a supportive and healthy work environment. Engaged employees are more likely to collaborate effectively, innovate, and deliver high-quality work, which increases productivity and enhances business performance. In addition, highly engaged employees are less likely to look elsewhere for work, which leads to higher employee retention rates. There’s an 81% decrease in employee absenteeism with an increase in employee engagement This particular statistic is really shocking. From wages to work culture, the major reason behind employee absenteeism is the lack of engagement. On a positive note, working on this can ensure you have a stable workforce available at all times. But how? Of course, employee engagement is a vast topic. It's more than keeping your employees happy and content. It's about motivating, assisting, encouraging, and providing direction. However, you can start with the two important areas; work/life balance and employee recognition. The majority of employees won't skip work if there's no compromise on personal life and career. Plus, encouraging them for their efforts serves as a great motivator. 1 in 3 employees quit because of boredom According to one survey, the majority of employees change their jobs because of boredom. While it may sound unbelievable, the lack of challenges can significantly exhaust an employee. Doing a task continuously uses the same skills again and again. Plus, it drains the motivation to work. It even makes them feel as if they aren't able to use their expertise to the full extent. As a result, the task seems like a waste of talent and skill. Hence, it is crucial to ensure that the employees have sufficient challenges and variation in work. Not only will this keep them engaged, but, it will also develop their skills and improve competency. Connected employees are 68% less likely to feel burned out at work A report from Gallup on Empowering Workplace Culture Through Recognition found that 68% of employees who feel connected to their organization’s culture are less likely to feel burned out at work. Culture is the heartbeat of an organization, shaping its very essence. When organizations articulate and reinforce the values that drive employees to excel daily, progress toward goals accelerates. A strong culture not only fosters engagement but also provides a roadmap to align that engagement with the organization's objectives and mission, serving as a guiding framework for success. Remote workers have 13.5% higher productivity than office-based employees While some companies are embracing remote or hybrid workforces, not all positions are conducive to full-time remote work. Offering employees the option to work from home part of the time can enhance talent retention, attract candidates, and distinguish companies in today's competitive labor landscape. Stanford University conducted a study revealing that remote workers consistently regularly meet and exceed objectives, identify new processes, and contribute to company culture just as much as anyone in a traditional brick-and-mortar setting. They tend to accomplish on average, 13.5% higher productivity points compared to their on-site counterparts. Older Workers Show More Engagement Another study showed that while older workers may show higher levels of engagement due to stability, and experience, younger workers also thrive when valued, and offered growth opportunities. Individual differences drive engagement across age groups, as shown in a study by SHRM where employees under 40 exhibited lower engagement compared to those in their late forties and above. No credit card needed Less than 5 min to set up Take Employee Engagement to the Next Level Improving employee engagement is the key step to business success. When you create a positive work environment where people can grow daily and receive recognition for their efforts, nothing will stand in your way of achieving your goals. Hopefully, these statistics have inspired you to focus more on engaging your workforce because that means improving your entire organization’s performance. Start implementing the strategies for engaging your employees today, and you’ll boost your company’s profitability before you know it. ... More Interesting Statistics; - 29% of employees express being "very satisfied" with current career and advancement opportunities - according to SHRM’s 2017 report - Employees who take a break every 90 minutes report a 30 percent higher level of focus - 90% of leaders think an engagement strategy has an impact on business success but barely 25% of them have a strategy - as stated by Muse - Gallup's employee engagement database has 70% fewer safety incidents compared with bottom-quartile units. -3 in 5 HR leaders believe that the HR function will rapidly become irrelevant if it doesn’t modernize its approach to understanding and planning for the future needs of the workforce - KPMG source - According to Unleash, 52% of frontline workers claim they would leave their jobs over tech tools - Gallup data states that 95% of people who are thriving at work report being treated with respect all day - 87% of workers believe their employer should do more to listen to the needs of their workforce - source Oracle - Zipia stated that 72% of workers believe work-life balance is a very important factor when choosing a job - 72% of employees agree that engaged employee thinks beyond their job title, in the LinkedIn poll ran by Select Software Reviews. Try Workmates Interactive Demo Click through it yourself withinteractive demo. Try It Now About Author: Angela White is an ed-tech enthusiast with a passion for writing for the consumer market in the areas of product research and marketing using quizzes and surveys. Having a knack for writing and an editorial mindset, she is an expert researcher at a brand that’s known for creating delightfully smart tools such as ProProfs Quiz Maker.

Time is money. Business owners understand this common phrase better than anyone. Training a team to work together generates success, but not if there are issues with tracking employees’ time. Even though everyone’s allowed to take time away from work, sometimes that creates unnecessary roadblocks for their team and the company. These are 10 ways time off request software saves you money and prevents missed goals or deadlines. 1. Minimize Payroll Errors Logging numerical data seems easy, but it can easily present room for error. Employees might forget to clock their overtime or may add more time to their weekly timesheet than they really worked. Sometimes this happens because people are exhausted, but it’s preventable with time off request software. Software programs automate tracking employees’ time down to the second. Management will always have an exact recording of their team’s schedule. No one will have to log overtime hours to fix simple clocking mistakes, and companies won’t pay anyone for the time they didn’t invest in their work. 2. Reduce Time Theft People imagine others stealing pens and notebooks when they picture workplace theft, but time theft is more common. It happens when people deliberately steal time with certain activities, like extending their lunch period without including it on their timesheet or taking care of personal things like scheduling doctor’s appointments. Time off request software gives everyone a quick way to block off time for those activities. If they need to schedule an appointment or take a break for their mental health, they’re more likely to send a quick request than steal the time to prevent days of emailing back and forth. 3. Maximize Employee Productivity Many employees feel they have to go to work even when they’re sick. They might not feel comfortable personally addressing their manager about getting paid time off (PTO) because they know hours worked are everything in the workplace. A simple software program gives them an easy way to stay home when they need to because it’s always available. It could also explain when they’re entitled to time off. Parents may need to step away from work to help their children with school due to COVID-19 closures. The Family First Coronavirus Response Act (FFCRA) gave parents 12 weeks of PTO no matter what their company’s existing time-off rules were. It’s up to management to clarify when people can take time off. If they have a software program that explains everything and makes it simple to send a request, they can return to work with restored energy. They’ll be more productive when they aren’t feeling under the weather or stressed about taking care of their kids. 4. Prevent Unnecessary Employee Overtime Overtime also cuts into a company’s payroll budget. When team members have to fix hours worked in time clock logs, the business has to pay extra hours to rectify the situation. Overtime could also include minutes or hours that employees didn’t actually work, whether they logged it deliberately or forgot to edit their logs after a long week. Scheduling managers can check pre-approved schedules with what’s happening in real-time if they invest in time off request software. If something doesn’t look right or upcoming PTO approvals don’t match company policies, they can resolve issues immediately before overtime payments go out. 5. End Buddy Punching Sometimes an employee knows they’re going to be late to work. They might get stuck in traffic or leave late due to complications at home. They could text a friend who’s already at the office to clock in for them because they’re only a few minutes behind. Even though both people involved mean well, this is a practice known as “buddy punching.” It steals time from the workplace and costs companies big time while processing paychecks. Management never wants to pay people for the time they weren’t at work, but software programs can reduce how often this happens. When people are running behind, they can send a quick request for fifteen minutes off through an app on their phone. It’s much simpler for anyone on the go and saves companies from paying for buddy punching. 6. Avoid Fair Labor Lawsuits The Fair Labor Standards Act (FLSA) created a national policy to ensure overtime pay for qualified workers. If those employees don’t receive one and a half times their standard hourly rate, they can sue. Fair Labor lawsuits might happen if a company doesn’t have a simple way for people to request and track time-off requests. Business owners and HR representatives can save their companies time and money by using software programs to keep track of every request. If an employee gets a lawyer involved and needs to ensure they were paid fairly for their overtime, print a quick spreadsheet of their past timesheets and approved PTO periods to avoid lawsuits and miscommunication. 7. Streamline Administrative Tasks There are endless administrative duties for people to tackle while they’re on the clock. Streamlining as many of these as possible frees their schedule for more productive tasks. Instead of calculating hours and schedules on a spreadsheet for a few hours, an employee could work on a project improving marketing or consumer experiences. It’s better to direct employees to do things that directly increase profits and improve a company’s reputation. Juggling numbers in scheduling software takes people away from using their time more efficiently. Time off request software and mobile apps save you money by reducing how long employees need for more important tasks. 8. Centralize Scheduling Data Larger companies often employ numerous people to cover scheduling and time clock needs. Communication may fall apart if team members have to find information in multiple places to decide how to hand out shifts and when to grant time off. Centralizing scheduling data makes it easier for everyone to understand who can get time away from work and who needs more hours. Utilizing a software program to handle all PTO-related issues makes it easier to communicate and clarify between schedulers and other employees. 9. Improve Company Transparency People may not request time off because they don’t understand or remember the company’s PTO policies. Sometimes people earn weeks of PTO that don’t cycle over into the next year and never use them because they’re confused and don’t know whom to ask. Time off request software and mobile apps improve company transparency by giving everyone access to one collective place for sending requests and checking policy documents. Management should detail PTO qualifications and how to check any remaining PTO to prevent miscommunication. 10. Expedite Team Communication When someone needs time off, they likely send an email to their manager. Their manager then sends the request to another manager, who may contact HR or whichever department handles PTO for a company. Forwarding emails or sending IMs requires much more time than sending a request directly to the right person through a software program. Expedite team communication by minimizing forwarded email chains through the management team. If the person who grants requests is the only person involved, everyone else will become more productive because they gain more free time. Time Off Request Software Saves You Money These are 10 ways time off request software saves you money, but they’re just the start. Streamlining and centralizing communication allows people to become more productive and the workday to be more straightforward. Every business will benefit from improved team focus and well-rested employees. 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.

Hiring international employees is easier than ever before. Now, to access this large and diverse talent pool, employers can simply hire remote workers and bypass the inconveniences of obtaining visas or arranging international travel. The pandemic was the catalyst for this huge shift. Although remote work did exist before the pandemic, this event pushed reluctant business leaders to fully embrace this mode of working. According to Forbes, the number of employees who had never worked from home decreased from 47% to 34% in 2020, the first year of the pandemic. In this article, we’ll discuss the negatives and positives of remote working for businesses and how you can hire international employees on a remote basis. This can help you make the right hiring decisions and avoid the common pitfalls of remote work and international expansion. The Pros and Cons of Remote Work for Businesses Remote work’s popularity has surged in recent years, largely due to technological advances and the pandemic. Gartner predicted that 31% of all workers globally would be working remotely at least some of the time in 2022, with a staggering 53% of US employees and 52% of UK employees predicted to work remotely. Debates about remote work often focus on the positives and negatives for employees, such as less time spent commuting or a lack of social interaction, but what’s the impact of remote work on businesses? Here are the main points to consider. Cons of Remote Work Remote work isn’t the perfect solution for every business. If your company is considering a shift to permanent remote or hybrid work, you’ll need to plan how to tackle these issues: Communication. It’s harder to coordinate projects and build strong relationships within a team if you can’t meet up in person. Remote-first businesses need to use technology and develop strategies (like in-person gatherings for work or socializing) to maintain communication. Security. Remote work can lead to a multitude of security risks. If employees are using their own equipment or connecting to unsafe networks, company data could be compromised. Businesses need to take steps such as providing laptops with security software and making sure employees only keep the data they need. Productivity. You can’t monitor your employees’ activities if they’re away from the office. This means you have to trust them to be productive at home, or you can use tools like time tracking software to ensure tasks are still completed efficiently. Pros of Remote Work Despite these difficulties, remote work can also offer a wide array of benefits to both employees and employers. Here are just a few of the advantages you can expect: Increased employee wellbeing. Employees say they’re happier with flexible work schedules that fit around their lives. Remote work offers this flexibility and also removes the necessity of commuting, saving people time and money. Employee retention. Happy employees are more likely to stay at their current job. Therefore, if you want to improve employee wellbeing and retention, you should consider offering hybrid or remote work. Higher productivity. Although some companies worry about the productivity of home workers, studies have shown that remote work can actually increase productivity. According to a survey conducted by Airtasker, remote employees only have 27 minutes of unproductive time per day (versus 37 minutes for those in the office). Lower overhead costs. Office space can be extremely expensive, which is why transitioning to remote work can help companies decrease overhead costs like rent, utilities and office amenities. A wider talent pool, including international workers. Allowing remote work means that talented workers from all over the country - or even all over the world - can then join your team. This will increase diversity within the company, helping you to consider new perspectives and gain new ideas. How to Hire International Remote Employees International expansion can help your company reach new markets and grow exponentially. Hiring international employees will make your entry into these markets much smoother thanks to their knowledge of the region, and diversity within your company will also lead to the generation of new and unique ideas. As mentioned above, remote work has made it easier than ever to include international workers in your team. Your company will no longer be bound to a physical location and technology will facilitate easy communication between different countries. However, even though the process of hiring international employees isn’t as complicated as before, it’s still a huge undertaking that needs to be carefully considered. Here’s how you should go about hiring international remote workers: 1) Understand Laws and Taxes Understanding the laws and regulations surrounding the hiring of international workers can be difficult and tedious, but this is absolutely essential. First of all, you need to understand the tax laws of the country where your employee lives and take these into account when paying them. The complexity of this process can be off-putting, but payroll management software or even an external HR consultancy will make it easier to handle. Additionally, you need to consider the employment laws of your worker’s home country. Since they’ll still live in their country while they work for you, the laws of their country will apply. For example, they’ll be entitled to their country’s annual leave and sick leave benefits. 2) Consider What You’re Looking For Although remote work has removed some of the barriers around hiring international employees, this is still a much longer process than hiring a domestic worker. In fact, this process can take at least six months, which is why you should fully consider this decision before you take the plunge. When hiring internationally, you need to have a clear idea of what you’re looking for so you can make this process run as smoothly as possible. It’ll help if you know the skills and qualifications you’re likely to find in particular regions, and if you can speak the language and understand the culture of the country you’re hiring in, this will be a huge advantage. 3) Prepare a Good Onboarding Process Once you’ve found your new employee, you’ll need to integrate them into the team and help them feel settled within the organization. This is where a good onboarding process is essential. For remote employees, it can sometimes be more difficult to feel part of the team, especially if you never meet your colleagues in person. So, to tackle this issue, you must provide a clear onboarding timeframe (perhaps six months or a year) and communicate clearly and consistently with your new employee throughout this process. During onboarding, you should check in at regular intervals and discuss any issues that arise. Assigning a particular mentor for this employee (especially if the mentor understands the employee’s culture and language) is a great strategy to strengthen their ties to the company. 4) Consider the Feasibility of Working With Time Differences One of the biggest obstacles faced by international companies is the time differences between different countries. For example, if you have employees in both New York and London, you need to bear in mind that there’s a five-hour time difference. If you expand to other locations, this time difference could increase even further. When you’re setting up teams and departments, it’s important to consider any communication difficulties that could arise due to time zones. This means that it may not be a good idea to hire someone if their schedule is completely different to the rest of their team’s working hours. However, this difference may be a good thing if you want someone to cover work outside regular hours. 5) Understand Cultural Differences Finally, one of the most important things you’ll need to do before hiring an international employee is make sure that you understand any cultural differences that could cause conflict or tension. This will help you avoid interpersonal issues within the company. In particular, you should research attitudes towards work in your new employee’s home country. Certain cultures have different expectations regarding work, such as varying attitudes towards overtime, levels of formality, and emphasis on the team vs the individual. Conclusion: The Future of Remote Work In 2020, a Gartner survey revealed that 74% of CFOs and finance leaders plan to move at least 5% of their employees to remote work after the pandemic. Although this seems like a small percentage of their employees, this statistic shows business leaders’ willingness to accept the transition to hybrid work in the future. To facilitate this transition, businesses need to consider how they’ll handle issues with security, productivity and communication when people work remotely. A remote-first work culture means that remote employees are equally valued and accommodated, so ‘solutions’ like micromanagement and impromptu video meetings aren’t going to cut it. Each business will be able to decide how much remote work they’ll allow, but it’s inevitable that remote work will become part of many companies to some extent. Ultimately, it seems like the traditional 9-5 office job is becoming a thing of the past. Author Bio: 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!

Digitalization, flexible work arrangements and new work models are some of the ways our working environment has evolved over the last few years. The application of smart technologies in the workplace has grown exponentially, as new software and tools have become essential in the new nature of work. As the business world is continuously transforming together with the role and importance of technology, understanding these changes will be vital to staying ahead of the game. The Role of Technology in the Modern Workplace You might be wondering, how is technology transforming the workplace? Today, technological advancements can predict future talent needs, deliver personalized employee experiences, and gather valuable insights about the workplace through data analytics. Forward-thinking companies already acknowledge that technology has forever transformed the traditional workplace and how workers do their jobs in every industry. Technologies like artificial intelligence (A.I.), machine learning (M.L.), and deep learning are an opportunity to speed up complex process workflow and drive great business value. Businesses can leverage innovations to: Streamline complex processes Unify communication channels Support data-driven decision making Boost efficiency Improve bottom line Connect teams and departments better For employees to be productive and engaged, they need an environment that supports their work and provides all the tools they need to do their tasks efficiently. Poor and outdated technology hampers employees' productivity and limits the growth and success of organizations. How is Technology Changing the Workplace? In the digital workplace, the way we connect, collaborate, and communicate is evolving unprecedentedly. As a result, those companies that fail to adopt a tech-forward business strategy and modernize their workplace stand to fall behind the competition. Below are some emerging technologies shaping the future of work in the years to come. Support Flexible Work Models One of the most profound ways the workplace has transformed is by adopting flexible and hybrid work arrangements. However, the switch from face-to-face to virtual work came with many challenges. That's why technological solutions play an integral role in remote work to function efficiently and maintain excellent performance. Hence, many business owners invest in communications and collaboration tools, cloud-based workforce management software, and virtual wellness. Some technological solutions that enable work from home are: Cybersecurity tools File sharing software Collaborative tools Self-service apps Dynamic work-scheduling apps To enjoy the benefits of working from anywhere and maximize productivity, leaders must invest in tools that add to their business's development. Talent Acquisition with Digital Talent Platforms Headlines of labor shortage news are dominating the world of business over the last few years. In a tight labor market, recruiters that use manual paper workflows will lose the war for talent. Therefore, improving efficiency with technology becomes a necessity. With a growing number of workers leaving the traditional workplace, the gig economy is booming. Hence, the use of digital talent platforms allows the recruitment of freelancers. While H.R. professionals have long used Applicant Tracking Systems (ATS) to automate the recruitment process, many organizations use complementary technologies to create one larger ecosystem. Human Resources Information System (HRIS), along with ATS, and Candidate relationship management (CRM) platforms, create robust candidate pipelines, automate screening and scheduling of interviews, and match applicants' skills to a job posting. In addition, the use of artificial intelligence is becoming increasingly favorable in the eyes of the corporate world as it eliminates unconscious hiring bias. Analytics Business Intelligence Business intelligence is the process in which companies use technologies for analyzing data to improve strategic decision-making. Business intelligence and analytics have become powerful tools that provide a great competitive advantage and lead to massive gains for organizations. These tools give us a comprehensive insight into what's happening in the workplace by gathering real-time data on employee engagement, productivity, and performance. By measuring and analyzing these key aspects of the organization, business owners can make better-informed decisions supported by statistics. Some advantages of utilizing business intelligence: Optimize operations Track performance Increase productivity Identify market trends Analyze customer behavior Improve decision-making These sophisticated technologies can reveal future trends, design better workflows, and predict future talent needs. All things considered, human decision-making will not be replaced - but enhanced by A.I. and data science. Customized Learning Paths with New Tech Technology has allowed companies to move away from a one-size-fits-all approach to learning and development. Digital training software gives us the ability to customize and personalize employee learning. These advanced learning management systems can identify and close employee knowledge gaps. Employees can feel empowered and motivated by creating custom learning experiences, methods, and pathways based on their individual needs. Fast-developing Virtual Reality (V.R.) and Augmented Reality (A.R.) simulations, online coaching, and e-learning platforms are some of the most widely used tech solutions for training and upskilling employees. Conclusion Investing in new technology is synonymous with investing in your organization's success and growth. Technological advancements represent an opportunity for businesses to reach business objectives and gain actionable data to improve performance. Smart companies utilize technological innovations to overcome critical challenges, such as recruiting and employee development. Author Bio: 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!

Any company is as good as its employees! And that doesn't just mean hiring the right people - it also denotes that the employees should be engaged and motivated enough to keep working diligently for the company goal. After all, the happier, more engaged, and more motivated your employees are, the better they will work and give their 100% to the company. So, to ensure that your employees are engaged and motivated, you have to use a successful employee experience management software like SAP SuccessFactors. And that's not all; you also have to implement the software correctly and use certain strategies to keep your employees at the top of their games. Here are 15 easy steps to ensure that your employees are engaged and motivated at the workplace. 15 Steps to Motivate Your Employees Take An Individualized, Holistic Perspective To ensure that you have highly motivated and engaged employees, you have to have an individualized and holistic perspective. Try to learn as much as possible about them, like whether they are fairly compensated, whether they have a sense of community, and whether they feel trusted and valued. This approach, paired with employee experience management software like SAP SuccessFactors, will help you understand the most important thing for your employees. Discover Their True Motivation As we discussed before, you have to understand what your employees need. After all, motivation is about what they wish to become or achieve while staying at your organization. Several SAP Implementation Companies try to find the hidden motivation for their employees as they use it to create a map for the key drivers for their employees. It helps ensure that every employee gets what they want and works harder for the next step of their achievement journey. Regularly Ask What Your Employees Want Communication is the key to keeping your employees motivated and invested in your company. So, you have to communicate about what they want. Keep asking them every other month and every year to see if their motivations change. It will help you keep up with their needs and deliver them when the time comes. Encourage A Learning Mentality Always encourage a learning mentality at your company. First, use new-age platform like SAP SuccessFactors software to identify any experience gaps. Next, fill in those gaps with online training classes and educational benefits. Encourage Innovation and Creativity Encourage your employees to come up with new and innovative ideas. And those ideas don't have to work all the time. Just coming up with ideas and discussing them will help them nurture their creativity, helping them to stay motivated. Provide Specific Goals and Training When your employees perform well at their jobs, they will become more motivated and self-confident about their work. And providing specific goals and training to help them perform better is a win-win situation for both the company and the employee. In addition, this job advancement and enrichment initiative will keep your employees engaged in their jobs. Have A Clear Forward Vision You have to create and deliver a forward-looking vision for your company. Then, you have to hire, nurture, and motivate your employees to become invested in the company's vision and mission. Offer Opportunities, Incentives, and A Democratic Leadership Good employee motivation and effective leadership is the only way to uphold organizational health. So, you need to implement various management practices like incentive offerings, talent management with SAP SuccessFactors, growth opportunities, and much more. Have An Employee Motivation Platform You can also use a common employee motivation platform to help encourage and motivate your employees. It will help them access the company information, collaborate with other members, and stay updated on tasks and projects. Show Your Appreciation A simple thank you or a well done can go a lot way to make your employees feel motivated. They are working very hard for your company and showing that their hard work is appreciated will only motivate them to keep working like that shortly. Give Them Time To "Reset" You have to give your employees ample time to 'reset' themselves. So instead of allotting one task after the other, give them tiny breaks in-between to help them come back and work more efficiently. This way, they will make better progress and remain engaged for long. Have A Modern Working Station You have to provide a modern, functional, and attractive working station for your employees. It doesn't have to be very hi-fi - ensure it provides a positive work environment, keeping your employees happy. Create Conviction with A Greater Purpose You have to establish a defined and clear greater purpose. Only then will your employees understand what they are working for and stay motivated enough to keep working for the big picture. In addition, it will create a sense of belonging in them to help them stay encouraged and motivated for long. Set the Tone for Company Culture Being a leader, you have to set the tone for the company culture you believe in. And by that, we mean being kind to your employees, being passionate about your work, and helpful in every situation. Your employees will soon mirror this behavior and keep up the positive company culture. Redefine the Vision You have to keep redefining the company's vision and mission to your employees. Only then will they be reminded of what they are working for. This push will help them remain encouraged and motivated and will help them to keep working hard. Encourage Teamwork Lastly, make sure you promote teamwork within your company. Only then will your employees be motivated enough to work with one another, bounce ideas around, and develop new and innovative solutions. You can also reward them for good teamwork to keep up the encouragement. Conclusion Keeping your employees motivated at all times is a full-time job. You need to know what gets them going, how to keep them interested, and much more. But with the right employee management software like SAP SuccessFactors and the right strategies, you can achieve this feat in no time. So, follow the strategies mentioned above, and you are good to go. All the best! Author Bio: Eric Smith is an SAP professional providing consulting servicesfor SAP SuccessFactors solutions to his clients. With a knack for technology, he loves to write on the latest SAP developments and share his knowledge with the readers.

What makes a workplace a place of work? Is it the location, the office building, the equipment, or the amenities? No, it’s the people that determine both the quality of the workplace and the future of the organization. In a 2017 study by Gallup, it was found that only 15% of the world’s one billion workers are engaged at work. It’s a downward spiral that originates with our lack of understanding of human capital management, or more specifically, employee engagement. The more engaged employees, the better it is for the organization. With effective employee engagement ideas, employees are motivated to give their best, resulting in higher profitability, better customer retention, better talent acquisition and retention, lower employee turnover, and a safer work environment. But remember: An effective employee engagement strategy is not a one-day affair. Only an ongoing process will obtain incredible results. No credit card needed Less than 5 min to set up What is Employee Engagement? Employee engagement sounds simple but goes deep. A good employee engagement strategy improves the likelihood that the relationship between the employee and the organization will be positive in nature. Engaged employees: Are self-motivated Have a clear understanding of their roles Recognize the significance of their contribution Focus on future training and development Feel that they belong to a community—that is, the organization The Benefits of an Engaged Workforce Effective employee engagement results in more motivation and better job satisfaction, and thus, a lower cost-to-value ratio for your human personnel expenditure. It goes like this: While every employee adds to the bottom line, engaged employees add that much more. This idea, also known as the service-profit chain, was introduced by Harvard researchers in the 1990s that traces business profitability and customer loyalty right back to engaged, motivated employees. Top corporate leaders know that engaged employees can help raise productivity, increase profits, enhance customer experience, foster brand loyalty, and facilitate growth. The Best Employee Engagement Strategies Below, you’ll find an outline of the steps you can take in order to ensure that the employees achieve a positive emotional connection with the organization and the work they’re assigned to do. In essence, there are three main parts: Physical: The level of complexity of work corresponds to the employees’ skill set. Emotional: Employees understand the job’s significance and put their heart into it. Mental: Employees become engrossed with their work. 1. Hire With Engagement in Mind The decisions you make during the hiring process can lead to different results in the engagement of an individual employee as well as workforce engagement across the organization. Every new hire you make has the possibility to impact how employees interact with each other, either strengthening the values of your organization or detracting from the work culture. A successful hire occurs when a new employee aligns with the organization in many different aspects, including job details as well as the company’s overall culture. Salary: Your new employee’s salary expectations should match what the company can unfailingly offer. Values: Your new hire should respect how the organization operates to attain its goals. Competency: The new hire should have the skills to meet the responsibilities of the position. Culture: The new hires should possess personal and emotional skills to be on the same page with their new colleagues and management. This doesn’t just impact current employees; new hires should be adequately prepared for their new positions, too. According to a Jobvite survey, 43% of new hires leave their jobs in the first 90 days as they felt that the role described during the process of hiring wasn’t what they experienced when they began to work. Your newest employees will evaluate their experience more carefully during the initial few weeks with your business. If you are able to provide what you promised during the hiring process, it will deepen that initial good impression and make way for employee engagement. 2. Streamline Onboarding Developing a comprehensive onboarding program can be a powerful way to improve employee engagement and support the success of new hires. A good onboarding program should: Introduce new hires to the company's mission, values, and culture: Help new hires understand the company's purpose and how they fit into the organization. Orient new hires to the organization: Provide an overview of the company's structure, processes, and systems. Connect new hires with resources and support: Ensure that new hires have access to the resources and support they need to be successful, such as training materials, a mentor, or a go-to person for questions. Provide opportunities for socialization: Help new hires get to know their coworkers and build relationships within the organization. Set clear expectations: Communicate expectations around performance, attendance, and other aspects of the job. Assess progress and provide feedback: Regularly check in with new hires to assess their progress and provide feedback to help them succeed. Your new hires are only learning to navigate the complexity and will need assistance in specific areas. Thus, your first step should be to understand their viewpoint and work towards offering an onboarding experience that will keep them engaged. According to data from ServiceNow, organizations that offer inadequate onboarding programs have twice the chance of facing employee turnover. The first impression is crucial and will have a significant impact on new employees’ expectations. 3. Clarify the Company's Mission By making the mission a central part of the corporate culture, employees are more likely to feel aligned with the company's goals and motivated to contribute to its success. When employees know the overarching goals and values of the organization, they can see how their individual roles contribute to larger objectives. To effectively communicate the company mission, management should integrate it into all aspects of the workplace, from onboarding sessions and training programs to regular team meetings and company communications. Leaders should consistently emphasize and relate back to the mission in daily interactions and decision-making processes, helping employees connect their tasks to the company's broader goals. Additionally, creating opportunities for employees to engage directly with mission-related projects or community initiatives can reinforce their commitment and understanding of the company's purpose. 4. Set SMART Goals and an Action Plan Without any goals, an organization doesn’t have a direction to follow. What does it want to achieve? What does it need to improve? What is the role of the strategy? All these questions need to be answered first. Moreover, the goals that you set need to be specific, measurable, achievable, realistic, and timely—that is, S.M.A.R.T. With tangible outcomes in mind, managers will be able to properly execute the strategy and figure out whether it is following the expected results or not Once the particular goals are in place, prepare an action plan on how to attain them. At this stage, the allocation of resources and definition of key performance indicators (KPIs) are taken care of to facilitate the measurement of progress. The effectiveness of the action plan is the responsibility of the direct supervisors. Employee engagement rates soar when they distribute the results and propose future endeavors. One of the ways to ensure this is to let your employees know how significant their contribution is. There are different ways on how to do staff recognition. Tell them how it is helping in achieving the organization’s business objectives. Simply speaking, organizations need to start making their employees feel that they matter. 5. Be People-Centric Employees are not robots; they are human. Organizations that tend to see employees as a commodity, but your employees are not another factor of production. They are prospective champions of your organization’s values and principles. Companies can become more people-centric by prioritizing employee well-being and development at the core of their business strategies. Actively listen to employee needs and feedback, providing comprehensive support systems like mental health resources, career development opportunities, and flexible working conditions. 6. Create an Office Environment Conducive to Work Giving employees a space that enhances productivity and satisfaction involves ensuring that all employees have the necessary tools, information, and training to perform their jobs effectively. First, the physical workspace should be designed to promote focus and efficiency. This means organizing workstations to minimize noise and distractions, providing ergonomic furniture, and ensuring that the office is well-lit and temperature-controlled. Adequate technology and resources, such as high-speed internet, modern computers, and effective communication tools, should be readily available to all team members. Second, maintain an open line of communication where employees can easily access the information they need and feel comfortable requesting additional support. This can be facilitated through a well-structured intranet, regular team meetings, and clear documentation of workflows and policies. 7. Offer Remote and Flexible Work Offering flexible work hours can be a powerful way to improve employee engagement and foster a positive work culture. Here are a few benefits of offering flexible hours: Improved work-life balance Increased productivity Greater employee retention Improved morale There are a few different ways you can offer flexible work hours, such as allowing employees to choose their own work schedule within certain parameters, offering flexible start and end times, or allowing employees to work remotely. 8. Promote a Strong Company Culture By prioritizing a positive and inclusive company culture, organizations can create a workplace where employees feel valued and inspired to contribute their best work. A strong company culture is built on clear values that are actively practiced and integrated into every aspect of the organization, from hiring practices to day-to-day operations and decision-making processes. Management should lead by example, embodying the company's values in their actions and communications. Regularly celebrating achievements that align with these values, such as teamwork, innovation, or customer service, can reinforce their importance. Additionally, creating opportunities for employees to connect with one another, such as team-building activities, social events, and collaborative projects, strengthens interpersonal relationships and fosters a supportive community. Lastly, encouraging open communication and feedback through town hall meetings, suggestion boxes, and regular check-ins can help maintain transparency and ensure that the culture evolves in a way that continues to meet the needs of its employees. 9. Establish a Sense of Community An organization is essentially a community; each member fulfills a specific task and serves the community as a whole. To encourage this community spirit among your employees, any engagement activity can help, from organizing a big annual event to simply taking a team out to lunch. Notwithstanding the hierarchy of the organization, it’s better to maintain a certain level of equality and unbiasedness where everyone feels they are important to the community. This philosophy is typical in the new-age technology startups where they adopt a more casual, no-walls organizational policy. Though sustaining this new business approach might be tricky, it can lead to highly engaged staff. 10. Recognize Employee Contributions Two out of three employees feel they do not get enough recognition for their work, according to Office Team data reported by Forbes. As a result, most employees will not deliver their maximum potential and may engage in unwanted behavior. And highly-trained and qualified talent will always be looking for better job offers. For this reason, it’s wise to create a recognition-rich environment where good work is rewarded with perks and incentives. At the very least, a few good words and a certificate of appreciation can go a long way in letting others feel valued for their work. 11. Invest in Career Development For many, just coming to the office, doing the work assigned, and taking the paycheck back home isn’t enough. They need to know there are sufficient growth prospects for the role they are fulfilling. If your employees feel that you don’t care about their professional development, they may begin to look for work elsewhere. Whether it’s by running a proprietary training program or sponsoring higher education for your employees, you are not only investing in the future of your company but also creating a sense of loyalty among your employees. Remember, every employee loves a company that supports them in their professional career and adds value to their personal lives. Want to retain top-notch talent in your organization? Ensure their professional growth and you will reap the benefits. Providing opportunities for employee development can be a powerful way to improve employee engagement and drive better outcomes for your business. Here are a few strategies you might consider: Offer training and development programs: Workshops, seminars, or online courses help employees learn new skills or advance their careers. Encourage continuous learning: Learning opportunities outside of formal training programs can include attending conferences, participating in webinars, or taking online courses. Set up mentorship programs: Match employees with experienced mentors who can provide guidance and support as they learn and grow. Provide opportunities for career advancement: Offer opportunities for employees to take on new challenges and responsibilities, such as leading a team or taking on a new role within the organization. Promote self-directed learning: Encourage employees to take ownership of their own development by providing them with resources and support to pursue their own learning goals. 12. Hire Quality People Managers Your secret weapon to spur employee engagement is the managers—they are the middlemen between boardroom members and the employees. In most cases, the employees interact with the top-level executives rarely, if ever, but have daily interactions with their immediate bosses. Whether they are feeling secure, angry, or ignored depends on how you manage employees. Gallup’s chairman, Jim Clifton, once said: “Employees—especially the stars—join a company and then quit their manager. It may not be the manager's fault so much as these managers have not been prepared to coach the new workforce.” While organizations can choose to educate their managers on how to better engage their employees, it’s always better to hire a capable manager first. Check their professional background and try to see if they are suited for the tricky job waiting for them. 13. Introduce Team-Building Activities Team-building activities can be a great way to improve employee engagement and foster a positive work culture. Here are a few ideas for team-building activities that you might consider:Trust-building exercises: Some of the examples include "Human Knot" or the "Trust Fall."Communication challenges: Activities that require team members to communicate effectively can help improve collaboration.Problem-solving activities: Examples might include "Escape the Room" or "Mars Mission."Outdoor activities: Getting team members out of the office can help them bond and have fun together. It can include a team hiking or camping trip, or a group outing to a ropes course or other adventure activity.Creative activities: This can be in the form of painting or art competitions, singing and dancing events, etc.It's important to choose activities that are appropriate for your team and that align with your goals for employee engagement. 14. Provide Incentives for Work Achievement Incentives can be a powerful tool for motivating and engaging employees. Here are a few ideas for incentives that you might consider Monetary rewards: bonuses, pay raises, and other financial incentives Time off: offering additional vacation days or flexible work arrangements Recognition: publicly recognize and praise employees for their hard work or send a hand-written note Professional development opportunities: training programs, mentorship opportunities, or professional certification courses. Special perks: reserved parking spot or a choice of office location Another option: a recognition and employee rewards solution, like Workmates. Our solution is customizable and offers a unique set of advantages, as an ideal recognition solution. Workmates increase employee engagement and boost productivity in the workplace. Workmates Self-Guided Tour We’ll show you how Workmates can engage everyone in your organization, transform your culture, and drive productivity to new heights. Start Now 15. Encourage Collaboration Encouraging collaboration can be a powerful way to improve employee engagement and drive better outcomes for your business. Here are a few strategies you might consider: Encourage employees from different departments or teams to work together on projects or tasks. This can help break down silos and foster a sense of teamwork. Encourage employees to share ideas and feedback with one another, and create a culture where it's safe to speak up and share perspectives. Host team-building activities or outings that encourage employees to get to know one another and work together in a more relaxed setting. Encourage a culture of collaboration and teamwork by recognizing and rewarding team contributions and successes. Utilize tools like project management software, virtual meeting platforms, and online collaboration spaces to make it easier for employees to work together and share ideas. 16. Facilitate Two-Way Communication Top business leaders generally believe in the open door policy and do not use “top-secret” information to their advantage. If organizations act secretive and only divulge information on a “need-to-know” basis, it will likely cause lower engagement rates among their employees. Transparency begets trust when employees understand how corporate decisions affect the workplace. But simply disseminating information isn’t enough. Communication should go two ways—the employees should be encouraged to share their concerns so they don’t feel ignored or unvalued. Here are a few strategies that can help your organization: Create a culture where it's safe for employees to share their ideas, concerns, and feedback. This might involve setting aside dedicated time for open discussions or establishing a suggestion box where employees can anonymously share ideas. Encourage employees to communicate openly and honestly with one another and with management. This might involve creating dedicated channels for communication, such as a team chat platform or a suggestion forum. Be open and transparent with employees about company goals, plans, and challenges. Regularly solicit feedback from employees and actively listen to their ideas and concerns. This might involve hosting team meetings or one-on-one conversations with employees. As a leader, model open and honest communication by being approachable and transparent in your own communication style. 17. Utilize HR Software Implementing HR software can be a powerful way to improve employee engagement and streamline HR processes. Here are a few ways that HR software can support employee engagement: HR software can help automate and streamline HR processes, such as payroll, benefits management, and time and attendance tracking. This can help reduce the administrative burden for HR staff and free up more time for engagement and development efforts. Many HR software platforms offer features such as team chat, task management, and document sharing, which can help facilitate communication and collaboration among employees. HR software can provide employees with access to self-service tools, such as a portal for viewing and updating personal information or requesting time off. This can help empower employees and improve their overall experience with HR. Some HR software platforms offer tools for setting and tracking performance goals, which can help employees stay focused and motivated. Many HR software platforms offer features such as learning management systems, which can help employees access training materials and track their progress. 18. Conduct Employee Surveys Circulate questionnaires and surveys that permit your employees to express their opinions and concerns. The more you ask for their opinions, the more they feel esteemed, entitled, respected, and like they belong to the organization. Conduct the survey in such a way that it will yield the most thoughtful, timely responses. The catch here is to keep the surveys short and conduct frequent employee-pulse surveys. This lets employees think properly and reply at a higher rate. Additionally, it’s a great idea to build a habit of transparency and share the results. Sharing all the data collected from surveys will demonstrate transparency and help you to engage employees. 19. Engage Departing Employees Offer appropriate transparency when offboarding an employee. Each will have their own reasons why they depart. The appropriate details provided by the team members when they depart can aid the rest of the employees in processing the change without making cynical guesswork. Apart from that, recognize your employees’ reasons why they are leaving voluntarily. When you understand and categorize the reasons employees leave, it will help your organization to improve. If any engaged employees are leaving voluntarily, stay connected with them. You can consider curating alumni networks to be in contact with past employees. It will give you access to expanded networking and employment opportunities. Plus, it might make some employees come back to your organization with new skills and experiences when new positions open up. Try Workmates Interactive Demo Click through it yourself withinteractive demo. Try It Now About the 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!

Five years ago, there were a few companies that offered at-home work, but they were rare. If you could find work as a home-based employee, you were incredibly lucky—and if you were an employer who offered at-home work—well, you were incredibly generous! Times have changed—and changed abruptly—and remote work is quickly becoming the norm. With that sudden change in the work environment comes entirely new management challenges (as if the old challenges weren’t difficult enough!). One of those challenges is employee engagement for remote workers. How on earth do you keep employees, working from home, spread out all over the nation, engaged with each other and the jobs they’re doing? Here are eight strategies you can use to increase remote employee engagement, and keep your currently-engaged employees interested, committed, and productive. We'll start with the one that sounds a bit hokey, but can be a lot of fun—especially if you have an employee who loves to emcee and run the show: Build Camaraderie Through Get-to-Know-You Games The managerial challenge of having remote employees is creating an in-office camaraderie... without the benefit of an "in-office" environment. There's a sort of professional togetherness that "just happens" in an office, and recreating it between a dozen or more remote teammates is no easy feat. It's even more difficult when onboarding new team members for remote work—and even more difficult when a new employee comes into a team that already knows each other. There are ways to jumpstart that interpersonal connection, though, and a great way is through weekly check-in sessions where work issues are *not allowed* to be discussed. That can be tricky to do, and it can be difficult to get people chatting, but people will do so if they have a game to play. One such game is "Two Truths and a Lie" game. Each participant shares two interesting things about himself/herself, along with one lie. Here's an example. Let's say you work with legendary actor and all-around great-guy Paul Rudd. Paul might share the following: "I have a star on the Hollywood Walk of Fame" (truth) "I was a bar mitzvah DJ while I attended acting school" (truth) "I played point guard on the Boston Celtics basketball team in their championship 2008 season” (lie). The game usually lets the group discuss the person's two truths, and it's a great way for everyone to get chatting and develop a kinship. Sometimes employees feel a bit shy at first, but usually get into it a while—after all, everyone has a few interesting experiences they can share. You can do this before or after team meetings, and it doesn't have to take long—a fifteen-minute session, with laptop cameras on, should do it—and while it may not make everyone best friends, it will absolutely bring people together and give them something to joke about in the literally thousands of emails they'll send to each other all day long. Keep in Touch with Alumni and Have "Alumni Reach-Outs" "Alumni" is a "buzzy" word right now, but the concept of work alumni—or "boomerang employees"—is really powerful. Here's how it shakes out: Boomers tended to find a company, work there for 40 years, and then retire. It was a pleasant, time-honored progression that is (perhaps unfortunately) long gone. Current generations get a job, dive in, and then... bounce around for 40 years! Corporate loyalty—both from companies and employees—is a thing of the past. The idea of "work alumni" is that somewhere in that bouncing, they'll bring their increased skill set back to your company and teach newer hires. In other words, you’ll get your favorite employees working for you again. So what's the best way to create an alumni squad that wants to return to your company and/or team? First and foremost—create a company and/or team that people want to return to! Once they do leave, the next step is to keep in touch with them. Send them little reminders that you appreciated their work, and that they always have the option of returning. If you really want to keep them engaged, invite them to your Camaraderie Sessions or team meetings where you play Two Truths and a Lie! The trick is to be on their minds the next time they opt for a new professional career. If you can do that—and create a work environment that they remember fondly—you may find yourself with boomerang employees who bring their engagement with them. Give Spot Bonuses at Random Times Social scientists love to study addictive behaviors, not only because their insights on the topic could help millions of people, but because the concept of "reward" is central to psychology. In the case of gamblers, researchers stumbled upon a fascinating principle they termed the "variable-ratio schedule." It gets complicated, but the main idea of variable-ratio schedules is that people respond very strong not to scheduled reinforcement, but to random reinforcement. Ever wonder why a person can sit in front of a slot machine for eight hours and lose money, instead of working a job for eight hours and making money? Variable-schedule reinforcement has something to do with that. So how can this help you get your remote employees motivated? Reward them for work well-done—but also reward them at times when they may not expect it. A random, spot-gift of a $25 Amazon card or—even better—a gift certificate to a store you know they like—can be the kind of unexpected perk that really resonates. This flies in the face of everything we, as leaders, have learned about merit-based performance. The rules we have lived by for many years say that in order to receive some sort of bonus, an employee must first accomplish a given goal, meet a specific due date, or attain a certain benchmark. But the new rules of remote employee engagement are a brave new world! The “Spot Bonus at Random Times” technique encourages you to forget all that, and see what happens when you reward employees just for doing what they're supposed to do. After all—bad surprises are bad, but good surprises are wonderful! Here's another idea related to spot-bonuses: Give "Vacation Raises" Instead of Monetary Ones This can be a difficult topic to address, because no one wants to admit that raises... well, they aren't what they used to be. Previous generations of American workers had a pretty easy professional journey, and they expected promotions and raises, and that's really all they needed (and that's why older professionals are often confused by discussions about employee engagement, such as this one!). For modern companies, though, raises are not as easy to come by—and that's not always their fault. Corporate budgets are small, and company shareholders often expect very large returns on their investments, and it's just a sad fact that managers simply don't have the option of providing raises the way they did in years past. When you also consider that work-from-home employees today see leaving for new companies as an easier path to promotion, it's no mystery why raises are more complicated than they used to be. So money for raises can be difficult to come by, but here's something that's relatively easy to come by: time. Like some kind of god, you can give your employees and team members the ephemeral gift of time, and chances are very strong they will absolutely love you for it. Does that sound crazy? Here's an article in Inc. describing how 20% of employees would rather add five more vacation days to their calendar than receive a 10% pay raise. Here's the kicker: studies have shown that employees with generous time-off packages are actually more productive than employees with less-generous time-off packages. So, why not? Give it a shot—it won't cost you anything! Assign Novel Short-Term Projects (Key Word: "Novel") Many jobs—even creative ones!—fall into a routine eventually. The same workflow, with the same clients, on the same days of the week—even those of us who love habitual activities get tired of the same thing, day-in, day-out, and day-in again. So mix it up! Assign not only new projects, but new types of projects. For an editor, it might be selecting artwork; for a marketing team member, it might be sales outreach; for an admin, it might be project work. Identify the goals you need to meet, and recruit new people for the task. Not only does learning new tasks feel good (thereby creating remote engagement), you might find that someone on your team has a hidden talent you didn't know about. The keys here are novelty (the new activity needs to be a genuinely new task) and brevity (that task must be impermanent and time-limited). Try to avoid challenges that are too taxing—after all, the goal is increased engagement, so that should be the focus. The other trick, of course, is to refrain from overburdening an already-busy team member, but it can help if that task is important to the employee—and that's where you, as a leader, can make a difference. Listen to his/her complaints, aspirations, and ideas, and try to pair him/her with a task that is meaningful. If you can get your employees working on new tasks, everyone wins. And with that goal of getting to know your employees in mind, that brings us to our next technique: Give Hyper-Targeted Gifts Personal, thoughtful gifts make employees feel seen, valued, and understood. If you can provide exactly what someone needs—and exactly when they need it—you'll have a happy, engaged employee, and that’s especially true for work-from-home employees. For example: if an employee has a child with a big event coming up on a weekend—a birthday party, or a religious ceremony, or a school play, or something like that—letting them log off two or three hours early on a Friday to finish event-related tasks can be hugely beneficial, and something they won't forget. There's one important factor to remember, however: if you're going to adopt a strategy of gift-giving, it is VERY important that you apply it evenly and provide random gifts (at different times) to everyone on your team. If gifts are given to the same employees again and again, a "favoritism" factor emerges, and that actually acts as a demotivator. The gifts don't have to be huge—in fact, smaller gifts seem to work as well as big ones—but they need to be personal and well-timed in order to make employees feel seen and heard. Let's say a team member complains in a team meeting that their apartment is always drafty—you can send a sweatshirt (with the company logo, of course) to help. Obviously, you'll want to check with your HR department to see if gift-giving fits within your company’s by-laws, but personal, thoughtful gifts can mean the world to your team members. Other than that, embrace your inner Santa and gift away! With gifts in mind, you may also want to embrace the next strategy, which is to... Embrace "Freebie Culture” Managers are often surprised at how well freebies can work, but the great majority of people LOVE free stuff. It doesn't even matter what it is, sometimes—as long as it's free, people are up for it. In fact, if your company is one where people apply because they love your product—think brewery, clothing label, ice creamery, etc.—giving freebies to team members can be seen not as a tactic, but as a necessity. So whatever it is that your company produces, figure out a way to bequeath it to your employees. If your company is an information-based company, freebies can be a little more challenging, but if you don't have any ideas, ask your employees! They probably have some great ideas on free stuff they could use. With all this talk of freebies, and raises, and increased vacation days, we should probably address our list tip: Always Realize That the Best Motivator Is... You know what it is. It's money! When all else fails... pay them more. There's no way to create engagement than to buy it! Hopefully, there's something here that can help you—good luck, have fun, and enjoy your team's engagement! AboutAuthor: Matthew Burke runs Rough and Tumble Gentleman [roughandtumblegentleman.com], a website devoted to beard care and beard products. He manages 11 full-time remote employees, has fully embraced freebie culture by giving away beard oil and beard balms whenever possible, and loves giving (and getting!) hyper-targeted gifts.

Remote work was here long before COVID was present, although it was rarely implemented. Now studies listed on Small Biz Trends inform us that remote work will now become commonplace — even after the effects of the pandemic have passed. By the end of 2025, over 36 million Americans will be working remotely. This is double the numbers from three years ago. A large reason why the number of remote workers is growing is attributed to the flexible work schedules they can provide. Flexible work schedules allow employees to work whenever they want and attend to responsibilities outside of their job, increasing their productivity levels and overall satisfaction. For a more in-depth discussion on benefits, however, we've outlined a couple below: Improves productivity levels Flexible work means being able to make time for other things, like hobbies. And it just so happens that being able to indulge in said hobbies can greatly increase productivity — a testimonial on Harvard Business Review wrote as much. According to Gaetano DiNardi, a marketing lead for Nextiva, spending time on his guitar between work hours allowed him to take breaks and reawaken his creativity, leading him to perform better at his job. It even boosted his "creative confidence." "When I face a tough challenge at work and feel stymied, I can start to question whether I’ll ever figure out a successful solution," he admits. "But after an hour of shredding on the guitar, hitting notes perfectly, I’m feeling good [...] And when I face that work project again, I bring confidence with me." All in all, when people have time for their passions, it positively affects their work performance. Attracts more talent Since many people have experienced the benefits of flexible working hours, most of them prefer maintaining this work setting. In our article entitled Job Applicants Want Remote Work Than Ever Before, we discussed how 70% of employees prefer a remote working position over an in-office one, simply because of the convenience and flexibility of it. Companies that implement flexible job options attract more job seekers and gain new hires. Consequently, more applicants mean a greater and more diverse pool of talent to choose from. Increases job satisfaction Working from home or any location enables employees to have more time to attend to their other duties, like family. Lauren, one of the remote nurse practitioners featured by telehealth network Wheeltestified how a flexible remote work setup has granted her the opportunity to fulfill her role as a mom. "I am able to be an active parent, support my husband as a teacher, and make time for myself," she says. The flexibility of her job has even helped her settle into her new home without the added stressors, and she has never been happier. And when you have a happy and satisfied employee, a myriad of good things will follow, such as better work outputs, a more positive workplace culture, and, most importantly, an increased likelihood of staying in the company. This leads us to our next point. Decreases employee turnover The more satisfied workers are, the less likely they are to quit and find a job somewhere else. And as previously mentioned, many employees are happy with a flexible, work from home setup. Research mentioned on PR Newswire even states that many people prioritized the benefits of flexible work schedules over a promotion or higher role, and would gladly stay in a company that offered such a perk. Moreover, the hiring process requires more resources because of the background checks, interviews, and training that you have to do. Retaining happy and loyal employees is better for your business than recruiting new hires. Flexible work schedules are now part of what job seekers look for and what employees hope their company would start or sustain. It increases productivity, improves satisfaction, decreases employee turnover, and attracts a lot of talent. Author Bio: 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!

Whenever you hire new employees, you should be performing employee onboarding to help your new hires learn their job. However, if you aren't giving them a proper onboarding experience, your new employees may struggle to understand and perform their duties. You may find yourself losing employees faster than you can hire them. What are common mistakes that people make with their onboarding platform, and how can you avoid them? If you're concerned about your onboarding software, don't worry.Read on for a few common mistakes that you should avoid with yourHRonboarding software. 1. Misleading Job Descriptions Onboarding mistakes can happen long before you begin the recruiting process. If you want capable employees who can perform the duties you need, then you need to start with a comprehensive and for your new HR professional. Make sure that you reassess job listings before attempting to hire new employees (in-house or with the help of true outsourcing). Are the job duties listed still accurate? Has anything crucial changed about the job position since you last listed it? If you want long-term employees, make sure you change any relevant information so that your new hires are getting all the information they need. This will help make the onboarding process much easier and give your employees the chance to do a great job with their new position! 3. Contact Your New Hire Before the First Day Often there is quite a time-lag between the offer of employment and acceptance exchange and the first day on the job. Immediately on receiving the acceptance from the job candidate, it is always a good idea to reply, confirming when they start and what the program for the first week will be. You will need to copy the reply to your colleagues using the Onboard software so that they can set up appropriate reminders and notifications for themselves too. It also gives your colleagues the opportunity to communicate easily with you (as the main contact person) for the new hire. About one week before Day One, send an e-mail to the new hire to keep up their enthusiasm for the job they are about to start. That way, you minimize any nervousness they might be feeling. The e-mail can be brief and friendly. If necessary, you can detail any documents the prospective employee needs to bring with them on the first day. You can let the new hire know that they are free to ask any questions before their first day. 4. Standardize the Welcome Pack Your company should have a standardized Welcome pack for all new employees. These days, most of the things an employee needs to familiarize themselves with the company's mission, values, and history are best provided in digital format. The same is true of your Employee Handbook. The ideal place for this is on the HRonboarding portal, where the handbook can be fully indexed and searchable, making it an easy and lasting source of information. Including a section on "What is the HR onboarding process?" will help new entrants to appreciate that HR will play just important a role in their employment as achieving performance standards set by their managers. Formulating the content of the Employee Handbook is, of course, a separate exercise involving input from all managers, and even all employees. Theemployee handbookdocument, of which there are many examples online will detail your company's policies, guidelines, and rules. It should be clear, unbiased, and structured in a way that facilitates updates of single sections should any policies or guidelines change. Present some part of the welcome pack to the new hire in paper format. Even if it is a card with the e-mail address and password they should use when they first log in. The HR contact should introduce the new employee to everyone, including the C-suite managers on their first day or two. Introductions may be kept brief, but done on a team by team, or department by department basis. Introductions should start with the people the new hire will be working with most closely and then move on to those further afield. One important introduction is to the new hire's designated onboarding buddy. 5. Appoint an Onboarding Buddy The onboarding buddy or a go-to person should be a peer or team member who has already worked for the company for quite some time. It should be someone who can do a reasonably good job of answering all the questions the new hire might be a little timid to ask their manager. The idea is to make the new employee feel comfortable on a fairly informal basis within the culture of the company and offer them a grassroots perspective. By contrast, the new hire's manager will have their own role to play during onboarding that will be directly related to the actual work. 6. Prepare the Workspace as Part of the Onboarding Process for New Hires What is new employee onboarding, if not making space for the new employee? Will the new employee need a desk, chair, laptop and mobile and a key to an office door? Make sure that these essentials are ready before the first day. Personal touches, such as a company mug or pen or scratchpad would also be a good idea. 7. Go Beyond the First Week Human Resources would have been involved in the recruitment and selection of the new employee. To increase chances of retaining your new employee, you need to keep checking up on them at regular intervals that go way beyond the first week. Most experts recommend a one-on-one once a month for the first year. Such meetings can be scheduled well in advance and focus on the employee's experience of the company and any challenges. These meetings may or may not be directly linked toperformance reviewsdepending on your corporate culture and possible level of engagement with LIKE.TG'sWorkmates recognition and reward software. In any case, from the employee's perspective, it is encouraging to see a trajectory of meetings planned ahead that will deal with their experience in the workplace. It gives a sense of purpose and one of belonging, both good indicators of better employee retention. 8. Defined Training Paths The new hire's training will be entirely dependent upon the level at which they enter the company structure. Many employees are hired precisely because they already have the skillset and experience the company needs. Others will need immediate training as part of their first few months on the job. Whatever the case, the likely path or training options available to the new hire should be outlined during the interview and onboarding process. Some companies also impose training obligations on employees, e.g., to attend a fixed number of hours of continuous professional development related to their role and responsibilities within the company each year. These training aspects go hand in hand with key performance indicators (KPIs). An employee needs a clear understanding of what constitutes success in their job. Well-crafted KPIs with well-structured evaluations at specified intervals is motivational. EffectiveKPIs lead to increased productivityand better retention levels too. Onboarding Process Tips We hope that these onboarding process tips have given you practical ideas that you can action. At LIKE.TG, we know that all the above ways to onboard news hires are easy to achieve by using our Onboard software in combination with other components of our suite ofHR management software solutions. Methodical onboardinghelps new hires adjust to their team role. What’s more, it sets a standard for what’s expected of them. Most importantly, methodical onboarding sets new employees up for success. Successful onboardingdelivers better staff performance. It also results in improvedemployee satisfaction. In turn, your company will enjoy improvedemployee engagementand retention. Keep reading for our free onboarding checklist and templates for 2021. You can also download our free New Employee Orientation Checklist. Things to Remember: A Hiring Checklist Modern HRprofessionals facenew onboarding challenges. Comprehensive onboarding is a win-win for everyone. A systematic method of introducing a new employee to your company can help you to overcome today’s obstacles. The following checklist offers 12 steps you’ll want to consider as part of your onboarding process. 1. Submit job requisition before the final hiring decision2. Prepare new hire paperwork3. Procure new hire devices and equipment4. Set up new hire on all relevant systems through IT5. Set up new hire workspace6. Schedule new hire orientation7. Send welcome email or packet to new employee8. Provide new hire with a facility tour9. Introduce new hire to peer mentor10. Announce the hiring of the new employee internally11. Schedule post-hire meeting one to two weeks out for onboarding feedback12. Schedule 30-, 60- and 90-day check-ins with new hire Of course, these are general items that you’ll want to include in your new employee checklist. You can add or remove items as needed. There are many steps involved in preparing a new hire for their role successfully. Anew hire orientationchecklist can help you to make sure that you don’t miss important tasks. The early stages of employment set the tone for employee sentiment. By following a methodicalemployee onboardingchecklist, you can deliver the best employee experience possible. Onboarding Templates for Hiring Managers It may surprise you how often companies overlook establishing a concreteonboarding process. Many firms throw their onboarding process together at the last minute. This practice is ill-advised. A poor onboarding experience can have a negative effect on employee moraleand engagement. A few industry-specific templates may help you to build the perfect onboarding process for your company. You most likely know a great deal about your company’sonboardingprocess. However, you may not have considered the process as a whole. Onboardingis the entire process that encompasses bringing a new hire into your organization. In addition to completing paperwork, you’ll also want to provide the best experience possible. The following industry-related templates may help you to ensure that you don’t miss any vitalonboarding steps. General Onboarding Template Again, you’ll need to prepare any needed employee paperwork. This paperwork might include tax forms, compliance documentation, and basic details about the new employee’s roles and responsibilities. In addition, you’ll want to: • Approve employee paperwork• Discuss project goals with the employee’s supervisor• Discussroles and responsibilities• Prepare employee workspace You also want to assign any required reading, training, or other steps that will help your new employee get up to speed. Retail Onboarding Template In a retail setting, you’ll want to collect any vital forms that the new hire must complete. You’ll also want to schedule a welcome video screening or provide online access for the same. In addition, you’ll want to: • Go over job expectations and performance requirements• Introduce your new hire to employees and team members• Schedule a facility tour, including an explanation of technology and systems Furthermore, you’ll want to provide your new hire with more specific or advanced training if needed. Food and Beverage Industry Onboarding Template The food and beverage environment is fast-paced. You’ll want to startthe onboarding processby highlighting employee work duties and introductions to staff members. You also want to assign a mentor that will help your new hire learn the intricacies of the job. In addition, you’ll want to: • Inform all staff members of the new hire• Schedule follow-up meetings for feedback if needed• Scheduleperformance reviewsfor the first week and month You’ll also want to provide the new hire with opportunities to ask questions or to provide them with more information if needed. Field Operative Onboarding Template With company field operatives, you’ll want to confirm the home office location and job start date. You’ll also want to provide your new hire with contact information and other important details. Also, you want to send an employee welcome packet or email before the new hire starts. In addition, you should: • Confirm start date 3 to 5 days ahead of schedule• Deliver field-based equipment such as a laptop, mobile device, or other specialized equipment• Provide access to needed documentation You’ll also want to schedule regular check-ins for the first week and beyond to make sure that your new hire is getting up to speed adequately. Remote Worker Onboarding Template Onboarding a remote worker requires clear communication. For instance, you must provide a written explanation of a new hire’s role and responsibilities clearly. You must also clearly communicate your company’s culture, mission, values and other details.In addition, you’ll want to: • Craft interview questions that clearly communicate the work environment of your company• Prepare all important documents, such as the job offer, tax forms, job description, and other information• Walk the new hire through company-specific information, such as your organizational chart, directory, handbooks, and other information You’ll also want to make arrangements to have all documents e-signed withhighly capable HR software. Fortunately, you’ve come to the right place to learn about just such a solution. Thinking Beyond Your New Hire Checklist LIKE.TG is a powerful tool for deliveringemployee engagement. With our platform, you’ll make your new hires feel like part of the team. More importantly, you’ll keep them excited, motivated, and informed throughout their career. We provide you with the tools that you need to encourage existing team members and welcome new hires. Furthermore, our technology makes it easy for you to show staff that they’re part of a team with informal recognition,kudos, and other great forms of encouragement. With LIKE.TG, you can recognize and reward employees early and often. What’s more, you can maintain a two-way conversation with your staff members seamlessly. We also provide resources that enable you to train employees on existing systems such as company internets and CMSs. With our platform, you can easily provide your staff with the information that they need to do their jobs. You can also use our technology to schedule regular meetings. You can use these meetings to answer questions or provide feedback aboutemployee performance. With LIKE.TG, you’ll have everything that you need to managethe employee experiencesuccessfully—from startto finish. Setting the Stage forEffective Onboarding New hires must consume a lot of information. It helps to provide new hires with information in chunks. This technique enables new hires to process information better and get up to speed faster. For example, you can start out by training a new hire on your company’s values, mission, and goals. An overview of their job-related project and deliverable responsibilities is ideal for the next phase of training. Next, you can provide them with information about the company structure, such as your various departments and workflows. Here, you’ll also want to go over the key people in charge of running the company. You also want to provide a separate training where you can dive into a new employee’s role and responsibilities. During this part of training, you’ll also go over whom the new hire reports to and introduce them to their coworkers. During the next training chunk, you can introduce the new hire to your company tools. You’ll want to provide step-by-step guides to help your new employee become familiar with the tools that they must use to do their job during this training phase. As you can see, new hires have a lot of information to consume. Manualonboarding processescan prove frustrating. However, automation can help you to streamline the training process. With LIKE.TG, you can deliver clear and consistent training to your employees. What’s more, you can develop customized compliance, onboarding, and action-item checklists to ensure that every new hire experiences the bestonboarding processpossible. Get Hiring Right from Day One Hopefully, our free onboarding checklists and templates for 2021 will get your future hiring initiatives off to a solid start. With LIKE.TG, you can automate your new employee orientation checklist for maximum productivity. Our technology enables you to create a memorable onboarding process. What’s more, it will enable you to improve HR productivity and deliver a professionalonboarding experience. Handling Employee Onboarding Properly Employee onboarding is a crucial program for your new employees, so take the time to make sure that your program and employee onboarding software are high-quality. Your new employees deserve the chance to learn and thrive in their new positions. Remote work can make onboarding difficult, so keep these common mistakes in mind the next time you are planning on improving your onboarding software! Does your onboarding platform need a boost, but you aren't sure where to go for help? We're here to help you.Contact uswith any questions or concerns you have about our employee onboarding software and continue reading our blog for more helpful tips. 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!

We all want to be recognized for the work we do. It feels nice when our achievements are celebrated by our colleagues and bosses. It is easy to feel motivated to succeed when you know you have the support of those around you. This becomes increasingly important in a world where the workforce has been thrown into the deep end of the remote working pool. Today more than ever, workers are physically isolated from their colleagues and supervisors. This makes it essential for businesses to reach out and check on the well-being of their employees regularly, and offer rewards and recognition. Although the events that forced most of the working world into a remote-based system have been nothing short of catastrophic, there is a silver lining to the gloomy clouds of this pandemic. Studies on remote workers have shown increases in productivity and employee satisfaction, with only 25% of people currently working from home stating that they would voluntarily return to the office once the COVID-19 pandemic is brought under control. This increased satisfaction has been a welcome relief to many and has made a dent in the disturbing 2018 statistic that 53% of us were disengaged with our job. Perhaps in the years after this pandemic, we will see improved employee engagement among the beneficial changes brought about by this tragic event. The uncertainty COVID-19 has brought upon the workplace has been a recurring theme for the past couple of years. With a drastic overhaul of the workplace environment, businesses have had to adapt quickly. Including an effective employee recognition program in any plans moving forward should be at the top of every employer’s to-do list. In a time when job security is even more volatile, making sure your employees are well looked after and satisfied with their working situation, and rewarding and recognizing employees, is pivotal to their professional development and your business success. Benefits of recognizing the hard work of your remote employees Does it surprise you to find that two-thirds of the working population feel undervalued, reporting that in the past week they had not received recognition for work they felt deserved it? If this is news to you, it means that recognizing employees could be a fantastic low-cost, high-impact investment for your business. Simply by recognizing your workforce, you could be positioning yourself ahead of 66% of your competition. Below are some reasons why recognizing the work of your remote employees is vital to company success. Retain more employees Studies show that employees who feel undervalued are often disengaged. This is a concerning state of mind for your workforce, as disengaged employees are 12x more likely to leave their job. Turnover is expensive. With costs of recruitment and training, it’s estimated that it costs businesses 33% of an employee’s annual salary to replace them. When you consider that 25% of the U.S. workforce quit their jobs in 2021, that is an enormous outgoing expense. To improve employee retention, focus on the health and wellness of your employees, including their mental health. Dedicating more resources toward the retention of high-quality staff should be a priority, not an afterthought. Recognizing the work of your remote employees and making your business one they wish to work for is one of the many tactics business owners need to investigate if they wish to retain more employees. We will dive into effective methods of recognition for remote workers later in this article. Foster a healthier and more innovative work environment Setting up an environment that fosters employee appreciation is one of the smartest things a leader can do. Leading by example, a great manager should privately and publicly congratulate team members on work and non-work-related milestones, give thoughtful gifts and bonuses when appropriate, and offer an avenue of career advancement within the company's hierarchy whenever possible. This will create a positive feedback loop. If workers feel like they are part of a remote ecosystem that values recognition, they will be more likely to recognize the work of their peers, which is when positive company culture begins to blossom. A healthy environment is one in which all inhabitants thrive. Productivity will increase It’s no secret that employees who feel valued and motivated will be more productive toward the company's goal. Reports show productivity can increase as much as 20% when employees are happy at work. Although happiness is subjective, we know what contributes to employee satisfaction. Factors such as room for growth and opportunities, a healthy work-life balance, purposeful work, peer recognition, and being recognized by management are cited over and over again as reasons to stay or leave a workplace. Employee recognition can be an entirely free exercise, making it a low-risk, high-reward investment. Effective tactics for recognition in the workplace Showing employee recognition isn’t rocket science, and it can be inexpensive. It is a low-risk investment that pays dividends. There are hundreds of ways you can show your remote workforce that you value them. Below are some effective ways you can start recognizing your employees today. Build a better remote environment Prior to COVID-19, each American was predicted to spend up to one-third of their life at work, meaning employer investment into the work environment was of the utmost importance. Now that we have moved toward a remote working model, adjusting the physical environments of each worker is not possible. The solution—focus on the new work environment. Look toward building the ultimate online community that your workers will be pleased to work in every day. Now is the time to upgrade to the tools and technologies that will enable your workforce to thrive and stay engaged while working from home. Downloading the newest screen sharing or video conferencing app, or providing your marketing teams with high-quality SEO tools, is an effective way of showing them you want them to succeed. Invest money into improving the backend servers your employees are using every day, and take the time to ask them what they need to make working from home a successful venture. Integrate applications like Slack or Google Hangouts, or create private social media groups that allow workers to socialize and communicate within the company. Virtual team-building events can help employees feel more connected to each other and build stronger bonds. Use these techniques to keep your workers in the loop and to also promote peer-to-peer support. It’s good to have dedicated work channels for more serious information, but it’s also important to offer a place for people to post jokes, memes, funny videos, or articles they find interesting. These can foster a supportive online community that will improve employee experience and reduce feelings of loneliness and isolation remote team members may be experiencing. Purchasing these things will show that you are prepared to allocate funds to essential items that will improve the welfare of your workers, making it an indirect but effective way of recognizing the hard work they do. Congratulate employees on milestones Life is made up of millions of moments. Some are more noteworthy than others. The key is to recognize your employees on the milestones that matter to them. Sending out gift cards for birthdays and work anniversaries is a good place to start, but getting to know the individuals who represent your company allows you to recognize their achievements—work-related or not—appropriately and authentically. Try scheduling weekly calls with workers individually to find out how they are coping with this new remote lifestyle. If that isn’t feasible due to the number of your staff, make the effort to send out personalized casual check-in emails that give your workers an opportunity to bring you up to speed on work and non-work-related events. Keep in mind everyone has responded to this change differently. Some may be thriving, while others are missing the daily activities that came with working in a shared space. Be sure to note this as it will help you make informed decisions on who needs to be contacted more frequently. Don’t neglect to congratulate employees on milestones just because they are out of sight. Failure to do so could be perceived as a lack of care. If an employee is coming up on long-service leave, do not miss the opportunity to thank them. Be sure to bring up this dedication in a timely manner during a group call. Thanking your employee in front of their peers is a powerful way to show that hard work does not go unnoticed. You can organize for a gift to be delivered to their chosen address, or send something to them virtually. Give thoughtful and practical gifts that can be used remotely When talking with your employees on your weekly calls, actively listen for things that they have been doing during in their spare time. What do they talk about? Do they listen to certain podcasts while they work at home? What excites them? What have been their thoughts on working remotely? When you come across little nuggets of information, write them down and refer to them when a future gift or bonus is necessary. For example, Lucy has been with your company for five years. She has worked incredibly hard and been very profitable for the business. You remember that before she began working remotely, she always had a book in hand or was discussing literature with a co-worker. Maybe in your video calls, you noticed a pile of books on the desk next to her. Mailing an e-book reader or a voucher for a local bookstore to her could be the perfect gift for her long service, and she may appreciate it more than a cash bonus of greater value. Remember to be practical—be sure that her voucher can be used online if the local store has been closed due to the coronavirus or that the book can be delivered to her if she can’t get to the post office. Thoughtful gifts will often be cheaper than standard ones. The fact that you took time to think about what would make them happy shows true employee recognition. This will not be forgotten. Think about how good a thoughtful gift felt when you received one in your life. Another option is practical gifts, which are a great way of showing that you are fighting on the same side. Even if your worker is thousands of miles away, you can buy them lunch from a local restaurant that supports delivery. This helps your worker’s community as well as the worker themselves, who will now have one less thing to worry about in their workday. Display trust in their newfound autonomy This is a more subtle form of recognition but may be the most powerful. Reaching out to your employees weekly through email, social channels, or video calls will help you recognize which individuals are thriving and those who may need more support. All change can be stressful, and remote work has its challenges. Don’t compound them by micromanaging your workers and expecting several daily check-in calls or forcing them to install monitoring software on their computers. Use this unprecedented time to show that you trust their ability to provide great work remotely and reward employees accordingly. Offering flexible hours is a great way to demonstrate trust and make your workers’ lives easier. An employee may want a large break in the afternoon to pick up the kids, or they may want to start an hour later so they can add a morning jog to their routine. Experiment with being more lenient and trusting of their process. If they are not performing to the required standards, reach out to them and find out what you can do to help them to remain productive while working remotely. If you have been impressed with how your employees have handled increased autonomy, let them know. Publicly recognize individuals or groups who are utilizing their time efficiently. Indicate opportunities for growth Nothing stifles productivity more than a bleak outlook. If you haven’t given your employees something to strive for, they will struggle to gather the motivation necessary to work toward your goal. If a new position becomes available within the company, consider looking in-house before expanding your search. Chances are you already have someone working in the business who would relish the opportunity to learn and grow professionally. On a group call or in the online work community, notify staff that you are looking for suitable applicants for a role within the company. Announcing promotions or plans to train certain employees in new skills keeps your workforce in the loop and shows them that there are opportunities for professional advancement. Upskilling your workforce shows that your company culture promotes growth and that you have a higher quality workforce. Everyone wins in this situation. This will show your other employees that their hard work will be repaid and that they will not have to begin looking for employment elsewhere if they begin to feel stagnation. Making your business one that repays its employees with opportunities is an efficient way to retain workers. Conclusion Now that the majority of workers are operating out of makeshift offices in their living rooms and kitchens, keeping in touch is crucial to company success. Showing employee recognition in a remote working world doesn’t have to be more difficult, it just requires employers to adapt and become creative in their methods. In a time of uncertainty, working hard to ensure your staff knows you appreciate the work they are doing despite the difficult circumstances will be even more powerful. As an employer, be sure to include employee recognition in your plans, as you too navigate this new world of remote working. Author Bio: 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!

Effective performance management and engagement programs are key to reducing employee attrition. Performance management ensures the set of tasks and outcomes are meeting the goals of an organization effectively and efficiently. As per research, employees having a high engagement rate with their respective employers tend to show a 20% higher performance margin. In addition, with better employee performance, companies can make up to 22% more profits. Thus, businesses need to improve their existing performance management and engagement practices as much as possible. Let us explore the role of performance management in employee departure and how businesses can reduce it: How can performance management lower employee attrition? One of every manager's crucial tasks is to hire the right people for the right job. But, the responsibility doesn't end here; employee retention is essential. Numerous factors influence an employee to continue their job in an organization. Some of the key elements among them are job satisfaction, hard-work recognition, career growth, good relationship with managers and team leaders, etc. Though a good salary might potentially be one of the reasons as well, it can not motivate employees to stay in a company culture they don't connect with for longer. Therefore, maintaining a good employee performance management policy and company culture is of utmost importance. By satisfying all the employee motivating factors mentioned earlier, efficient performance management ensures whether the company is meeting the expectations of each employee. Needless to say, this practice can potentially lower the rate of employee departure for any organization. Also, it will build long-term worker loyalty. Source Up to 98% of businesses agree that performance management is crucial, However, only 64% state they have been taking an effective approach toward it. So, if you belong to ones who think they do not have a meaningful performance management practice in place, then read ahead to learn ways to achieve it. How to Reduce Employee Attrition through Proactive Performance Management and Engagement programs? Here are the 5 most effective ways to attain it: ● Com­mu­ni­ca­tion through weekly check-ins Companies need to focus on frequent employee performance discussions. Plus, practical coaching sessions instead of the old ranking and rating system. Through ongoing conversations, organizations can learn about the employees on a deeper level. Not only does this approach help in building trust, but it also allows employees to open up about their everyday workplace interactions. It is one of the aspects of better performance management. With a work environment where managers, peers, and working staff can have open conversations, better workspace relationships develop. Also, it enhances team management and employee engagement resulting in better performance. While you implement this strategy in your performance management practice, ensure not to overextend the employee check-ins duration. Focus on exchanging feedback and responding to problems in an efficient yet timely manner. Having a systematic feedback process gives employees a solid idea of the expectations from performance review meetings. ● Growth and professional development approaches As per stats, 87% of millennials support the fact that workplace learning and development are important. And 74% of employees show interest in learning new skills to scale up their knowledge. Employers can enhance employee satisfaction and engagement by offering them adequate time to build their skills. It will also help in recognizing the best talents. Business leaders must help their employees get better at their job and develop advanced skills to take on greater responsibilities. In addition, it will enable companies to build employee loyalty and enjoy a competitive edge in the industry. Setting up initiatives for workplace education is incredibly useful. They can be programs for employee mentorships, specific training courses, or anything similar. Here you help your employees in their professional development by enabling them to set practical goals. Like educational QR codes used in classrooms, organizations can assign dynamic QR Codes to every employee. They can be imprinted in the ID card of the worker for quick access. It will enable employee training tracking through embedded URLs to make workplace education more effective. With just one scan, users can verify training records, including skills, qualifications, completed courses, recertifications data, attendance, and so on. ● Recog­ni­tion and appreciation Source Every hard-working employee prefers to know whether they are doing their job efficiently. And when managers provide them with well-thought feedback, they feel enthusiastic about putting more work into the job. We can say that getting recognition for performance from managers or team leaders is a crucial aspect of employee satisfaction. Also, regular feedback helps workers to assess their strengths and weak points. The practice also plays a key role in determining every employee's work style and personality type. Hence, managers can take on one-on-one interaction with each employee in a personalized manner. And it can have a huge impact on employees' perspectives on the organization. ● Build employee trust and confidence An effective way to build trust and confidence among employees is being open about the goals and plans of the organization. It helps employees have a vision of their responsibilities for long-term goals. To attain it, companies need to actively discuss and share their goals with employees in a manner that lets them comprehend its core value. One way to do this is by engaging employees in planning term-based objectives that'll help achieve the end goal. Let them come up with their unique ideas and plannings, and consider what they have to say. It will build confidence among employees and trust that the company cares about their opinions. Another aspect to consider in this scenario is to ensure that managers set an excellent example of performance management behaviors. Managers who take time to discuss the personal and professional development of workers and give honest feedback gain the respect of subordinates in the team. It would be best to adopt a coaching technique for performance management. ● Take a strengths-based approach One way to increase engagement within the team is to provide them workload as per their strength. It makes the employee feel valued, helping them develop a connection to the company. So, ensure to focus on enhancing your employees' most vital working capabilities. Eventually, with this practice growth in the company's allover performance is inevitable. Follow a person-centric approach that revolves around genuine understanding and support. The traditional approach of performance management focused more on the outcome than the employee’s healthy work-life balance. It is the main factor that encourages workers to leave the organization. On the contrary, organizations, where employees receive appropriate workloads, reflect directly on the overall productivity of the company. Conclusion From the employees' perspective, engagement is all about having a connection with the organization and knowing that the employer recognizes their contributions. Hence, efforts should be put in the betterment of performance management programs where leaders actively support and meet employees' unique requirements. Companies can improve engagement, performance, and employee satisfaction by taking a flexible work and people-centric approach. About Author: Claron is a brand aficionado. He has an unceasing curiosity about what brands do to break through the clutter to stay relevant to their audience. He also loves to explore how simple tech (dynamic QR Codes lately) can be used to improve customer experiences and consequently, scale up brands

Tech recruitment isn’t something that you should wade into without proper preparation. Given the precarious nature of today’s labor market, it is imperative to adopt the right strategy. Failing to do so could leave your enterprise riddled with substandard professionals, or perhaps, none at all. While technical recruitment is challenging, there are many strategies you can use to get it right. In this post, we run through a strategic approach to tech recruitment that will make it considerably easier to attract the employees you need. Figure Out What You Want Before posting any job ads on job sites or public message boards, take some time to figure out who you need. For instance, if you want to develop software, don’t just look for people who have had “developer jobs” in the past. Instead, be more specific. For instance, you might post an advert for Java developer jobs. Similarly, be clear about the type of engineers that you require. If you are looking for people to fill data engineering jobs, look for candidates with extensive backgrounds in mathematics and statistics, not just programming. When advertising, do the following: Explain why a potential hire might want to come and work for your firm. Be clear about what their role will be and precisely how they will participate in company life Talk about your company, what it does, and the kind of projects the prospective employee will tackle Discuss the skills you need, and then provide a list of examples so that interested parties can quickly identify whether they are the right candidates for the role Play Up Your Strengths As with any industry, big brands tend to be more successful in attracting top talent than smaller firms. Therefore, it’s critical to play up your strengths to convince prospective employees they should work with you. Specifically, what can you do, though? Here are some ideas: Discuss opportunities to work on exciting, one-off, perhaps game-changing projects that will impact customers and clients Talk about your company’s unique culture and some of the benefits that recruits will experience Mention growth opportunities and where you expect your company to be in two, five, and ten years Make it clear that recruits will be making meaningful, positive contributions to both the company and the lives of customers and clients Offer Technical Staff What They Want Even if bigger companies are offering JavaScript jobs, you can still compete with them as long as you offer technical staff what they want. Developers’ main requirements are: A good starting salary with opportunities to increase it within a reasonable time frame Interesting projects and work, including rewarding problem-solving Independent working arrangements and the ability to make decisions autonomously, without the need to run everything by management Opportunities to work remotely for at least some of the week Management by people who understand the field and can provide meaningful support High-quality equipment that makes the development process as smooth as possible Leverage Data Given the competitiveness of technical recruiting, data can be a fabulous ally. Collect information on average salaries, workforce trends, and even the hidden costs associated with talent acquisition. Then use this information to make your job postings’ remuneration and terms and conditions as competitive as possible. You can also use data to define your talent exploration areas. Look for opportunities to find employees from areas where the supply of workers is outstripping the demand, potentially lowering your acquisition costs. Get Comfortable With Technical Terms Many recruiters ignore technical jargon. However, they do so at their peril. Developers, software engineers, and other technically-minded candidates want assurances that the companies they apply for have technical expertise. Furthermore, they also need to post job descriptions that clearly define the requirements of the advertised role. Avoiding technical terms makes that difficult. But you don’t want to go too far in the opposite direction, either. The trick here is to strike an optimal balance. Job descriptions and advertisements should be approachable, but should also contain phrases that prospective candidates can use to determine whether they are a good fit or not. Think “friendly” but “professional.” Make Your Interview Process Air-Tight Technical candidates often have multiple job options. After all, their skills are in high demand. The trick here is to calibrate your interview process so that you pitch your firm at the same time as working out whether the candidate is a good match for the job listing. Here’s our advice: Offer remote interview options, particularly for candidates who want to work remotely (always offer in-person as an option, too, to maintain professional standing) Introduce the candidate to team members informally so that they can begin to develop a rapport Tell applicants who will be interviewing them ahead of time and guarantee feedback, whether they get the job or not These strategies can dramatically improve candidates’ perceptions of you while also letting you see how they perform, both socially, and technically. Use The Right Onboarding Software Onboarding software is essential for making candidates feel comfortable when joining your enterprise. What Is An Onboarding Software and Why You Need One Onboarding software packages help you integrate new hires into your ecosystem. The goal is to help them transform from an outsider to a full member of the team. Onboarding software is beneficial for the following reasons: Improves the employee experience, reducing the risk of staff turnover Boosts employee engagement Increases the likelihood of attracting extremely talented individuals Promotes better company culture Increases productivity in the first six months The Bottom Line Getting tech recruitment right is extremely challenging in today’s labor market. There are more unfilled positions than there are candidates looking for work. The trick here is to strategize your tech recruitment processes. If you can find ways to better target the people you need while also standing head and shoulders above the competition, you can attract the talent you need, even if you are a smaller firm. Author Bio: 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!

There are a number of ways to increase employee engagement in the healthcare industry. One way is to improve communication between employees, HR, and management. The Importance of Employee Engagement in Healthcare Employee engagement is critical to the success of any healthcare organization. Engaged employees are more likely to be productive, motivated, and committed to their workplace. Furthermore, employee engagement has been linked to improved patient outcomes. A study conducted by The Advisory Board Company found that hospitals with high levels of employee engagement had significantly lower rates of mortality and readmission than those with low levels of engagement. Positive Work Environment Matters There are a number of ways to improve employee engagement in healthcare organizations. One way is to focus on creating a positive work environment. Ensure that employees have the resources and support they need to do their jobs effectively.Provide opportunities for professional development, and foster a culture of open communication and collaboration with tools such as team chat. A Culture of Patient-Centered Care Make sure that every decision made by the organization is based on what is best for the patient. This can be achieved by involving employees in decision-making, ensuring that patients are involved in their own care, and making sure that the overall patient experience is positive. Employee engagement is essential to the success of any healthcare organization. By focusing on creating a positive work environment and a culture of patient-centered care, healthcare organizations can improve employee engagement and, ultimately, patient outcomes. The Importance of HR and Management in Healthcare Healthcare organizations are under constant pressure to improve patient outcomes and control costs. To meet these challenges, healthcare leaders must adopt best practices in human resources (HR) and management. The role of HR in healthcare is to attract, develop, and retain a high-quality workforce. To do this, HR must identify the workforce needs of the organization and develop strategies to attract and retain the best talent. HR must ensure that employees have the necessary skills and competencies to meet the demands of the job. The role of management in healthcare is to provide leadership and direction to the organization. Management must set the vision for the organization and establish goals and objectives that will help the organization achieve its mission. Management must develop and implement strategies to improve patient care and control costs. Human resources and management are two of the most important functions in healthcare organizations. By adopting best practices in HR and management, healthcare leaders can improve patient outcomes and control costs. Maximizing Learning for Your Workforce The healthcare industry is one of the most important industries in the world. It is also one of the most challenging, with a workforce that is constantly under pressure to provide high-quality care. Increasing employee engagement in the healthcare industry can be a challenge, but it is essential to ensuring that your workforce is productive and motivated. One way to increase employee engagement in the healthcare industry is to focus on maximizing learning management for your workforce. Learning management systems (LMS) can be a powerful tool for keeping your employees up-to-date on the latest changes in the industry and ensuring that they have the knowledge and skills they need to be successful. An LMS can also help you to identify and track employee engagement levels. By using an LMS, you can get a better understanding of which employees are actively engaged in learning new information and which ones are not. This information can be used to tailor your training and development programs to better meet the needs of your workforce. If you are looking for ways to increase employee engagement in the healthcare industry, consider implementing a learning management system. An LMS can help you keep your workforce informed and engaged, and ensure that they have the knowledge and skills they need to be successful. How HR can help Increase Employee Engagement in the Healthcare Industry The healthcare industry is one of the most important and demanding industries in the world. Employees in this industry are constantly under pressure to provide quality care for patients while also dealing with the administrative and regulatory aspects of the job. This can often lead to high levels of stress and burnout. One way to combat these issues and increase employee engagement is to have a strong HR department that is dedicated to supporting employees. HR can help by providing resources and programs that promote wellness and work-life balance. They can also create policies and procedures that make it easier for employees to do their jobs effectively. Your HR can play a key role in creating a positive corporate culture. A positive culture can help to reduce stress levels and make employees feel more engaged in their work. HR can accomplish this by promoting teamwork, communication, and respect among employees. By taking these steps, HR can help to increase employee engagement in the healthcare industry. This, in turn, can lead to higher quality care for patients and a more positive work environment for employees. Final Word Hold regular meetings where employees can voice their concerns and suggestions. Management and HR can make an effort to get to know their employees on a personal level. Offer opportunities for professional development. This can include offering tuition reimbursement or sponsoring employees to attend conferences and seminars. Human resources dept and managers can create a positive work environment by promoting teamwork and recognition. Keep employees informed of changes in the company so that they feel like they are part of the decision-making process – HR and management can definitely create a more engaged workforce that is committed to the success of the company! About Author: This article is written by our marketing team at LIKE.TG. LIKE.TG is dedicated to providing powerful solutions for your HR teams and creating an exceptional employee experience. Our aim is to help your company improve employee engagement, and onboarding, and to save you valuable time!

High employee engagement leads to higher productivity, higher job satisfaction, more sales, and higher revenue. When your employees are actively engaged in the workplace, they feel happier and ready to go above and beyond to achieve your company’s goals. Now the question is: Are you doing everything you can to engage your employees and maximize their potential? It is interesting to note that a little above 20% of employees are engaged in their workplaces. Although some researchers have argued with this stance, the numbers are relatively between 30 percent to 40 percent of disengaged employees. More interesting statistics below should motivate you to focus more on employee engagement and nudge you in the right direction. Let’s dive in. Workmates Self-Guided Tour We’ll show you how Workmates can engage everyone in your organization, transform your culture, and drive productivity to new highs. Start Now Only 36% of Employees Are Engaged in the Workplace According to the latest Gallup report, 51% of employees are disengaged in the workplace, while 13% are actively disengaged. Actively disengaged means feeling miserable at work and spreading negativity to their colleagues. While 36% of engaged employees is a rather low percentage, it’s the highest since Gallup started measuring employee engagement back in 2000. The number of actively disengaged employees is the lowest since 2000. In 2017, 85% of employees were disengaged in the workplace, which was a years-long trend. In 2019, the percentage dropped by 10%, meaning that 35% of workers were engaged at the time. Although employee engagement levels are barely higher now, it’s a surprise that they haven’t dropped due to the pandemic. It shows that many companies have clearly been doing an excellent job of improving employee engagement. A Highly Engaged Workforce Increases Profitability by 21% Another Gallup’s report on employee engagement shows that companies with a highly engaged workforce have 21% higher profitability. They also have 17% higher productivity than companies with a disengaged workforce. The reasons for this are clear from point number one. Engaged employees lead to a more productive workforce because they are motivated to complete their tasks on time and successfully, even going the extra mile to reach their goals and objectives. They’re better at meeting customers’ needs, which leads to more sales and higher revenues. Engaged employees are also happier, report lower absenteeism, and tend to be more loyal. Image from Career Employer Employee Disengagement Costs the U.S. Economy $450-550 Billion Every Year A study on employee engagement found that companies in the U.S. lose between $450-$550 billion each year due to disengaged workers. That’s partly because of employees’ lack of motivation and a lower sense of responsibility, resulting in lower productivity, errors in work, missed deadlines, poor customer service, and lower profits. A single disengaged employee can cost a company about $3,400 in lost productivity for every $10,000 in salary. It’s also because many disengaged employees quit their jobs at some point, leaving the employer to reinvest in hiring, onboarding, and training. Many of them even spread negativity through word of mouth, harming an organization’s chances of attracting quality hires. 38% of Remote Employees Feel Exhausted After Daily Virtual Meetings A recent study on the effects of remote work found that most employees show signs of burnout when having virtual meetings every day. 38% of remote employees reported feeling exhausted after daily virtual meetings, while 30% said they felt stressed. The study was conducted in 2020 when most organizations switched to remote work. To stay connected, some employers held video conferences every day, while others did it weekly. Staying connected with your remote workforce is essential, especially since they often feel isolated. But frequent virtual meetings could disrupt their workflow and productivity, demotivate them, and stress them out. They could negatively affect their mental health and job satisfaction, making many of them consider quitting their job. Weekly virtual meetings seem to be a better alternative. 85% of Employees Are Most Motivated When Internal Communications Are Effective According to Trade Press Services, effective internal communications motivate 85% of employees to become more engaged in the workplace. When managers share company news and other relevant information regularly, employees feel motivated to achieve the mission, vision, and goals. When you raise their awareness of your goals, they will be more engaged with your customers as well. So, in creating the most effective internal communications, including employee newsletters, press releases, event updates, and other company news, such as milestones and successful projects. Share information regularly to increase knowledge, consider using internal communication tools to empower teams to collaborate, and build a learning-focused community. Only 16% of Companies Use Technology to Monitor Employee Engagement According to a recent Gartner poll, only 16% of companies leverage technology to track employee progress and engagement. They use tools to monitor employee activity and see when they clock in and out, how many hours employees work, when and how many breaks they take, and more. When you lead a remote workforce, tracking employees’ engagement and performance should be one of your top priorities. It can help you enhance your employee engagement strategy and boost your overall business success. ProProfs Employee Training Software is one of the tools where you can utilize to boost knowledge and productivity. Apart from improving your training efforts, you can use it to identify workers’ strengths and weaknesses. That will help you train them better, thus motivating them to be more productive. To learn even more about improving the employee experience and increasing your competitive advantage while providing a fast return on investment, download our ebook now. Download Now Companies with a Thriving Corporate Culture Achieve Over 4x Higher Revenue Growth As you may know, a strong corporate culture can improve team efficiency which results in a better organization’s financial performance significantly. According to a survey by Hays, 47% of active job seekers want to leave their jobs because of bad company culture. An extensive research project on corporate culture and performance showed that good company culture could help you increase revenue by more than four times. The 11-year-long research project found that companies with performance-enhancing cultures grew their revenues by a whopping 682%. Those with a poor company culture managed to increase their revenues by just 166% over 11 years. So, improving your corporate culture will help you boost workforce engagement, job satisfaction, employee retention, and profitability. It will create a positive and safe work environment where your teammates can thrive and supercharge your business success. Recognition Is the Most Important Motivator for 37% of Employees A pat on the back at the right time can go a long way in motivating employees and keeping them engaged during their tenure in an organization. One study on top performance motivators found that 37% of employees feel most encouraged by personal recognition. A recent employee engagement and modern workplace report showed that 84% of highly engaged employees received recognition the last time they went the extra mile at work. Not surprisingly, only 25% of actively disengaged employees were recognized for a job well done. When you recognize your team members’ good work, whether publicly or privately, you pave the way for their better performance, and when you show you appreciate their efforts, you drive their engagement and productivity. “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 Employee Recognition Software Rewards Platform encourages Peer-to-Peer recognition, boosts employee morale, allows employees to feel seen, and also helps create a culture focused on teamwork and excellence. Your team members will appreciate any kind of gesture of kindness that shows that their accomplishments, no matter how small, didn’t go unnoticed. For instance, paid time off, gift cards, and event tickets are small rewards that can greatly help with improving employee engagement. Monetary incentives are always good motivators, but employees are encouraged by other kinds of recognition as well. Even the smallest of accomplishments make a difference in reaching your long-term goals, so show your teammates that you value all their contributions. And, remember, a simple “Thank you” can also go a long way. Only 29% of Employees Are Satisfied with Available Career Advancement Opportunities An SHRM’s research on Employee Job Satisfaction and Engagement survey found that only 29% of employees are “very satisfied” with their available career advancement opportunities. 41% marked those opportunities as “very important” when it comes to job satisfaction, engagement, motivation, and employee retention. The survey also found that 44% of employees are “very satisfied” with opportunities to use their skills and abilities at work. In an ideal world, these numbers are at the top end of the scale, but you can increase them with the right opportunities for career growth. If you want to have engaged teams across departments, boost their expertise, and make your organization more profitable, provide them with the LD possibilities that they seek. 33% of Employees Leave Their Jobs for New Challenges According to a Korn Ferry survey, 33% of employees jump ship because they feel bored in the workplace and want to find new challenges. They seek new opportunities for professional development, which motivates them to keep learning and become better at what they do. That’s why implementing new challenges and variations in day-to-day activities should be one of the top priorities for managers and HR professionals. Providing employees with opportunities to learn and grow continually is the key to driving employee engagement and retention. Professional development opportunities are also essential for company growth, as they boost employee experience and help develop skills and competencies. 58% of employees wish their workplace conducted employee engagement surveys more frequently In a survey that was conducted right after the pandemic, most employees appreciated their say in the workplace. They appreciated when the employers took their feedback as it made them feel as if they were a part of the community. In the same survey, more than half of the employees expressed their concerns regarding the minimal acquisition of employee feedback. 58 percent of employees said they wished their workplaces conducted more employee engagement surveys. Employees who were surveyed four times each year instead of once every other year engaged much more actively at the workplace. 61% of employees report complete burnout at jobs Fostering employee engagement is a solution when employees are burned out. Unfortunately, many companies perceive employee engagement as simply adding more tasks to an already overflowing workload. Instead of fostering genuine connection and collaboration, they pile on additional responsibilities during times designated for team engagement. Consequently, approximately 61% of employees find themselves grappling with burnout, feeling overwhelmed by the relentless demands placed upon them, affecting their mental health. This figure is expected to rise even further in 2022, reflecting a concerning trend where employees are stretched thin and struggle to maintain a healthy work-life balance amidst mounting pressures. Image from Career Employer 71% of executives verify that employee engagement is a huge contributor to organizational success Harvard Business Review conducted a detailed study on employee engagement and released all of its findings in a journal called The Impact of Employee Performance. From this journal, we got to know that 71% of executives believe it's a high level of employee engagement that sets their company up for immense success. Further breakdown tells us that the biggest employee engagement driver is the recognition of high performers. It is followed by having a clear understanding of their role and contribution to the strategy, communication, understanding of business goals, and corporate training and development of the individuals. You can use it to direct your employee engagement in the right direction, and once the situation is better, acquire employee testimonials. These will help you verify your implementation strategy. Thus, making room to proceed with the other two metrics that lead to their organizational success include: - High level of customer service (80 percent) - Effective communication (73 percent) So, that's what you should follow once employee engagement has worked well enough. Recognition is Preferred Among 37% of Employees Octanner.com reports that respondents to a study on what would be the most important thing a manager or a company could do that would help the employee become successful suggested recognition. The study proves that a significant percentage of employees would love to put their all to work for an organization when they are accorded the level of recognition they desire. A study by the Incentive Research Foundation found that 84% of employees experienced increased motivation upon receiving recognition for their work. Also, an Officevibe survey revealed that 51% of employees who received consistent recognition are prone to recommending their company as an excellent workplace. To learn more about the features and capabilities available in Workmates, download our ebook now. Download Now Wellness programs decrease employee absenteeism by 25% The research conducted in 2012, which analyzed 42 studies, revealed that participants in workplace health promotion programs had approximately 25% lower medical and absenteeism expenditures than nonparticipants. Programs like these often include fitness activities, nutrition guidance, stress management, and mental health support. By addressing various aspects of employee wellness, organizations foster a supportive and healthy work environment. Engaged employees are more likely to collaborate effectively, innovate, and deliver high-quality work, which increases productivity and enhances business performance. In addition, highly engaged employees are less likely to look elsewhere for work, which leads to higher employee retention rates. There’s an 81% decrease in employee absenteeism with an increase in employee engagement This particular statistic is really shocking. From wages to work culture, the major reason behind employee absenteeism is the lack of engagement. On a positive note, working on this can ensure you have a stable workforce available at all times. But how? Of course, employee engagement is a vast topic. It's more than keeping your employees happy and content. It's about motivating, assisting, encouraging, and providing direction. However, you can start with the two important areas; work/life balance and employee recognition. The majority of employees won't skip work if there's no compromise on personal life and career. Plus, encouraging them for their efforts serves as a great motivator. 1 in 3 employees quit because of boredom According to one survey, the majority of employees change their jobs because of boredom. While it may sound unbelievable, the lack of challenges can significantly exhaust an employee. Doing a task continuously uses the same skills again and again. Plus, it drains the motivation to work. It even makes them feel as if they aren't able to use their expertise to the full extent. As a result, the task seems like a waste of talent and skill. Hence, it is crucial to ensure that the employees have sufficient challenges and variation in work. Not only will this keep them engaged, but, it will also develop their skills and improve competency. Connected employees are 68% less likely to feel burned out at work A report from Gallup on Empowering Workplace Culture Through Recognition found that 68% of employees who feel connected to their organization’s culture are less likely to feel burned out at work. Culture is the heartbeat of an organization, shaping its very essence. When organizations articulate and reinforce the values that drive employees to excel daily, progress toward goals accelerates. A strong culture not only fosters engagement but also provides a roadmap to align that engagement with the organization's objectives and mission, serving as a guiding framework for success. Remote workers have 13.5% higher productivity than office-based employees While some companies are embracing remote or hybrid workforces, not all positions are conducive to full-time remote work. Offering employees the option to work from home part of the time can enhance talent retention, attract candidates, and distinguish companies in today's competitive labor landscape. Stanford University conducted a study revealing that remote workers consistently regularly meet and exceed objectives, identify new processes, and contribute to company culture just as much as anyone in a traditional brick-and-mortar setting. They tend to accomplish on average, 13.5% higher productivity points compared to their on-site counterparts. Older Workers Show More Engagement Another study showed that while older workers may show higher levels of engagement due to stability, and experience, younger workers also thrive when valued, and offered growth opportunities. Individual differences drive engagement across age groups, as shown in a study by SHRM where employees under 40 exhibited lower engagement compared to those in their late forties and above. No credit card needed Less than 5 min to set up Take Employee Engagement to the Next Level Improving employee engagement is the key step to business success. When you create a positive work environment where people can grow daily and receive recognition for their efforts, nothing will stand in your way of achieving your goals. Hopefully, these statistics have inspired you to focus more on engaging your workforce because that means improving your entire organization’s performance. Start implementing the strategies for engaging your employees today, and you’ll boost your company’s profitability before you know it. ... More Interesting Statistics; - 29% of employees express being "very satisfied" with current career and advancement opportunities - according to SHRM’s 2017 report - Employees who take a break every 90 minutes report a 30 percent higher level of focus - 90% of leaders think an engagement strategy has an impact on business success but barely 25% of them have a strategy - as stated by Muse - Gallup's employee engagement database has 70% fewer safety incidents compared with bottom-quartile units. -3 in 5 HR leaders believe that the HR function will rapidly become irrelevant if it doesn’t modernize its approach to understanding and planning for the future needs of the workforce - KPMG source - According to Unleash, 52% of frontline workers claim they would leave their jobs over tech tools - Gallup data states that 95% of people who are thriving at work report being treated with respect all day - 87% of workers believe their employer should do more to listen to the needs of their workforce - source Oracle - Zipia stated that 72% of workers believe work-life balance is a very important factor when choosing a job - 72% of employees agree that engaged employee thinks beyond their job title, in the LinkedIn poll ran by Select Software Reviews. Try Workmates Interactive Demo Click through it yourself withinteractive demo. Try It Now About Author: Angela White is an ed-tech enthusiast with a passion for writing for the consumer market in the areas of product research and marketing using quizzes and surveys. Having a knack for writing and an editorial mindset, she is an expert researcher at a brand that’s known for creating delightfully smart tools such as ProProfs Quiz Maker.

Isn’t it fascinating how quickly the HR strategies for hiring keep evolving? One of the most important segments post-hiring is onboarding which is very crucial. However, it's often neglected and underappreciated. An efficient onboarding process can either set new employees on the route to success in your firm or the other way around. If you are involved in the business process as an HR or a small business owner, you will realize how vital the onboarding process is. The way you strategize the onboarding would Plant the first impressions in the minds of the newbies. Now that organizations are investing more than ever before in attracting and retaining top talent, what else can they do but help their workers reach their full potential? Onboarding Strategies You Can Include Several components go into an effective onboarding process. The most fundamental of these requirements is understanding the differences between onboarding, orientation, and training. Contrary to popular belief, these two concepts are not synonyms. Onboarding doesn't end with orientation and training; it's a necessary but not sufficient step. Onboarding entails a lot more. It's a method of acclimating a new employee to the company's culture and guaranteeing a smooth transition to a valued and loyal employee. Here are a few things you can do to help make it happen. 1. The Importance of Learning and Development Prioritize LD as a key component of the onboarding process. Onboarding is all about enabling new hires to perform at their highest level after joining a company. It's a waste of their time if they take weeks or even months to become comfortable with your organization, learn to use self-service tools, and execute regular activities. As per the 7shifts restaurant hiring guide, “The purpose ofthe onboarding processis to teach new hires how to do their jobs successfully, and to catch them up on the company's culture and procedures.” For this reason, learning and development (LD) are so important for a successful onboarding process. Short one-on-one sessions with a line manager and pre-recorded movies on business values and ethics may all go a long way toward easing the transition for new employees. It provides a great step if you are looking to grow your business. 2. Have a Pre-Onboarding Process in Place An onboarding program is a norm starting from the first day and lasting roughly 90 days. New employees may find this procedure overwhelming since it entails a lot of paperwork, an abundance of information, and a lack of clarity. Moving a few steps to the pre-onboarding stage will simplify this procedure. Information such as the employee handbook and a business culture brochure might be shared during this pre-onboarding phase. Paperwork like tax information and direct deposit data can be completed to save time later. A face-to-face meeting or phone conversation might be organized to see whether the new hires have any additional questions or concerns. It's a great way to stay in touch with new hires and show them that you're concerned about their well-being. 3. An Organized Strategy Reduces Anxiety Starting a new job may be nerve-wracking for everyone. A difficult circumstance is made worse by companies that don't have a strategy for when they'll show up. A lack of preparation indicates to the new employee that the organization doesn't appreciate them enough to anticipate their arrival. You can prepare some stuff like presentation templates, or a speech for the first day. This will take down your stress level of onboarding. For example, Percolate's content marketing platform has an excellent onboarding procedure that follows a well-defined schedule. There is also a delightful welcome packet waiting for them when they arrive on their first day at work and they even create content about the new hirings. There has been nothing but praise from those who have gone through this process. The program's details have been meticulously planned, and its base has stayed unchanged since its inception. 4. Schedule Meetings for Your New Starter with All of the Necessary Stakeholders from Around the Organization Having the meetings scheduled and prepared before they begin guarantees that they may begin forming relationships and imbibing crucial components of your company's culture as soon as feasible once they begin meeting. A good practice is organizing live streaming events and choosing an internal mentor to assist in the integration of new employees. 5. Engage Supervisors in the Onboarding Process Hiring managers may overlook important aspects of the onboarding process since it involves many people from different parts of the firm. This difficulty is exacerbated by the fact that a recruiting manager's daily schedule includes more than just onboarding. Creating onboarding checklists that clearly outline each step needed to enhance the onboarding process is a great idea. HR managers can set up emails with the internal marketing team to keep hiring managers informed and motivated. Using an email client is a great way to manage email accounts on your desktop. Google, for example, provides managers with just-in-time onboarding procedures to make the process go more smoothly. To maintain a sense of immediacy and urgency, the company releases this list only 24 hours before the arrival of the new hires. It's important to get to know the new employee, assign them a friend, develop a social network by setting up social media management tools, and set up regular check-ins to get a sense of how they're doing at the company. 6. Focus On Building Relationships Rather Than Just Filling Out Forms It was more common for workers to learn about their new employer and coworkers in casual settings than informal information sessions before COVID-19. Organic possibilities for engagement are difficult to come by in the hybrid work period. Thus, this dynamic isn't as strong as it once was. For many new employees, even a simple question via project management tools like Microsoft Teams or Slack might be perceived as an invasion of privacy by their coworkers. Focusing on connections rather than processes can significantly impact staff morale and relationships in the initial few days. Regardless of where the team members are located, in a hybrid setting, this is the perfect opportunity to introduce them to their coworkers, learn about their backgrounds, and establish personal connections to begin developing the trust that is so crucial to effective team collaboration. As new employees, they get a sense of who they'll be working with and whom they can turn to when they have a question. Welcome gatherings and coffee dates should be part of any remote ramp-up strategy to avoid isolation in the early stages. It's also a good moment to introduce new hires to affinity groups and appoint mentors. 7. Make a 365-day Commitment The first day of onboarding is just the beginning of the process. Without a doubt, making the first day memorable is essential. On the other hand, great organizational integration requires a lot more time. Commitment, contentment, and involvement correlate with an organization's ability to be understood. Employers can benefit from regular check-ins with supervisors at various time intervals. 8. Make a List of Checklists Human resources specialists must support and understand the new employee and their managers. Onboarding necessitates a clear understanding of each individual's responsibilities. Before sending them emails it is important to verify their email, for which you may use the email finder. A checklist and supporting tools help new hires navigate the onboarding process and ensure that all new hires have a similar onboarding experience. In a well-executed onboarding process, new hires have a shorter learning curve, increased communication, and an increase in their productivity and motivation. Final Words An onboarding program for new workers is essential since it gives them a head start and helps them adapt to their new workplace. Acclimation extends beyond simply pointing out where the restrooms are or where the recruit may heat their lunch. The employer and employee might discuss how the new hire can contribute to the company's goals while doing their job duties. Explaining what the organization expects of new employees helps them succeed and creates trust! AboutAuthor: Ayush is a content writer at RankHandy and he likes to write about SEO, digital marketing, and social media. He enjoys sharing his experience with like-minded professionals and aims to provide high-quality content.

A lot of people assume that the internet, intranet, and extranet are the same, but they are actually three different types of networks. It’s important for those in human resources (HR) to know the differences between them so they can understand the business uses and security implications of each system. Read the rest of this article to discover the definitions of each network, its uses, and how you can make full use of it in your role as a human resources manager or director. Internet Defined Type of Network: Public “Inter” means between, and the internet is a connection between computer networks. It’s a publicly accessible interconnected network that allows for a range of information and communication facilities using standard communication protocols. Everything online is connected via protocols, making the internet a singular “web” of information, hence the name “World Wide Web”. You can think of the internet as a global collection of computer networks that anyone with an internet connection can access. This is typically done through a browser such as the one you’re using right now. This makes the internet the largest and most expansive of all three networks. Examples of internet services include the following: The Web: You can use web browsers like Chrome and Firefox to view billions of web pages and even design and monetize your own website by coding your own site or using one of many great website builders. When it comes to choosing between Firefox and Chrome, it's essential to learn Firefox vs Chrome comparison, more specifically, their features, performance, and security aspects to have seamless browsing experiences. Social Media Apps: Facebook, Twitter, Instagram, and various other social media marketing platforms allow you to share videos, photos, status updates, and more. Email Applications: Yahoo, Gmail, Zoho mail and other email apps let you send and receive email messages and documents online. Online Software Platforms: There are many different tools for work and play that people can use to collaborate, share, play games, and interact with others across the globe. LIKE.TG is a perfect example of an online software platform designed to optimize the employee onboarding experience: The internet can be a powerful tool for helping you highlight the workplace culture and encourage job seekers to apply for open positions. You can achieve this through the use of internet-based tools, such as social media, email, websites, and various others. Here Are Some Ways To Use the Internet in Your Business: Make it easier for users to locate the information they need from your website Use email marketing to develop stronger relationships with staff by sending personalized messages Use social media as a way to keep your employees engaged and provide them with a space to interact with each other outside of work. It’s clear to see how important the internet is for your business. But, as you well know, not all your company information should reside on the internet. That's where the other two types of networks come in handy. Intranet Defined Type of Network: Private “Intra” means within. The intranet is an employee-only private network that is typically accessible through the internet or a cloud-based portal, but it can also be hosted on-site. It’s restricted to people within the organization for information, company news, and other business-related matters. For the most part, approved access is required to view any information on this network in order to keep a company’s sensitive information away from prying eyes. Administrators assign employees a password and login details in varying tiers of permissions. Once access is granted, employees can then communicate and collaborate with colleagues, managers, and executives. Users will also have access to documents, forms, company manuals, etc. within the scope of their given permission. Some examples of intranets include things such as: A company wiki Internal social network Collaborative workspace Employee onboarding platform Internal knowledge base Gone are the days when a company's intranet meant clunky file management systems created by invisible IT staff. These days, there are plenty of modern intranet solutions designed to help businesses maintain security and productivity while staying connected. These types of tools have grown in popularity in the wake of the recent global pandemic with more and more people working remotely. You can use the intranet in your own business to achieve the following: Save HR Costs: By creating a centralized, in-house location for all important company resources, communications, and other needs, you can cut variable HR costs substantially Improve Internal Communications: Use a secure intranet network to give employees an easier and more convenient way to interact and receive company-wide updates. Streamline Knowledge Management: Securely store and share vital company documents to help all employees (both front-line and remote) get their work done. Boost Productivity and Collaboration: Modern intranet tools can help your team boost productivity and collaboration by helping your team better communicate via private messages over a secure network. As a local network, an intranet is the most restricted of the three networks but it’s extremely useful for creating multiple forms of communication between team members and mentors. In fact, you can use your company’s intranet as a sort of digital workspace where your staff can access resources, connect with each other, follow company updates, and more. Randstad France is an international leader in HR services and has dozens of locations across the world. With over 30,000 employees, the company has to have an effective intranet to allow for effective communications and collaborations. A few years ago, the company built an intranet for connecting employees and the content is completely personalized to each user based on their business group. Employees can sign onto their own dashboard and personalize it with their calendar, weather forecast, news, RSS feed widgets, and various integrations with third-party tools. Extranet Defined Type of Network: Semi-Private “Extra” means outside, and the extranet is a type of network that is somewhere in the middle, between the internet and the intranet. It’s not public, but it’s not fully private, either. It’s accessible to a company’s employees as well as some trusted outsiders, such as suppliers, partners, or customers through a web-based login. Once approved, users can access the company’s restricted information and communicate with the business’s employees on this network. An extranet is similar to an intranet system but less likely to contain private company information. You can think of an extranet as an extension of an intranet network. Some of the similarities between the two platforms include the ability to share documents, particularly large ones. You can also share projects and calendars in a single, convenient location, making it easier for everyone (in-house employees, remote workers, customers, partners, vendors, etc.) to collaborate effectively. HR directors and managers can use this network to communicate with other administrators, as well as business partners and suppliers as needed. Examples of How Your Business Can Use an Extranet Network: To give authorized users access to secure company information To efficiently share and collaborate with trusted outsiders Allow suppliers to communicate with the company’s customer service reps Create a network that is easily accessible for third-party users Allow customers to access their order history Communicate price list changes instantly Increase customer loyalty and satisfaction by allowing customers to get priority attention for their concerns If a company has customers that regularly place orders from the business, they can create a secure intranet that allows users to update orders, process invoices, message the sales team, etc. - all from one convenient place. Conclusion Although these three networks are different, you can use all of them together to further your business objectives. For instance, a manufacturing company might have an intranet network for its employees to receive notifications from the company, share documents, and communicate with each other. That same company can also have an extranet where all approved wholesalers can log in to submit orders and track deliveries. Furthermore, the manufacturer may have a website on the internet where the public can go to learn more about the business, including the products they manufacture, pricing, how to become an approved wholesaler, and so on. Now that you know the differences between the three types of networks and the uses of each one, you can now pick the best network to use in order to keep your business's resources secure and accessible in the right place. Has this article helped you understand the difference between internet, intranet, and extranet so you can determine which system is best suited for your business? Let us know below! 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 best workers do the best and the most work. But many companies do an awful job of finding and keeping them. It is becoming harder to attract and retain top talent working within your business. Financial rewards are one thing, and a lot of companies simply increase the pay offered to try and attract the best talent, but this isn’t the only possible solution. If you don’t have the money to do this, or you want to find alternative ways to attract talent, there are things you can do, and methods that you can pursue to make yourself an attractive employer. One of these methods is benefit programs such as retirement benefits, health insurance plans, paid time off, equity, and many more. They can have a significant impact on employee engagement and retention. Volunteering and Community Engagement Opportunities This is all about fulfillment. Giving employees the chance to give back to their communities and organizations that matter to them can help boost employee satisfaction, which benefits your bottom line. When employees are dissatisfied with their jobs, not only do they suffer individually, but the firm as a whole may suffer as well. As a result, businesses may lose productivity and have more staff turnover, both of which can be exceedingly costly. Financial and Estate Planning Services According to a recent survey, 22% of American workers reported lower productivity at work as a result of financial issues, and 12% missed work because of financial stress. Consider including a financial wellness program in your employee benefits package to help your employees relieve financial stress and position themselves to start saving for their future retirement. A financial wellness program, like other wellness programs, strives to enhance employees' financial health, reduce stress, and improve their general well-being. This is a fantastic method for making staff happier, as it is a way to provide a benefit they may not have even known they need. A lot of employees never think of their financial and estate planning, but it is crucial that they do at some stage. Providing access to an estate planning lawyer, financial education resources and providing free advice can be as good as money in the bank, as it gives your employees the chance to work out what to do with their money for the best. Mental Health Resources The world is waking up to mental health. All of us have mental health and all of us need to consider how we can look after it. A supportive employer can make all the difference. If you don’t have somebody on your side willing to help you to find the best support it can be all the more difficult. Employers can provide support in so many different ways. It makes perfect sense to create support networks within companies to allow people to discuss their needs, but you might also bring in other services such as therapists to help your employees to get in the right frame of mind. Mental health resources may also include numbers people can call when they feel low and methods of coping with stress in their daily life. Within your business, you can create a resource for your employees to access the information they need. In-office Massages Working in a stressful environment? Massages have been proven to help with this, and are a fun way to reward your employees. They’ll be especially happy if they get an extra break in which they can get massaged. In-office massages don’t have to be something that makes people feel awkward, as simple head and shoulder massages at the desk can give people a nice little break and a chance to relax while they are at work. Small gestures like these from an employer show that they care and are thinking of new ways to improve the office experience. Childcare Reimbursement Very often childcare is expensive and can be a big consideration for employees. If they have a young family, why not think of introducing some sort of childcare scheme or reimbursement so that they can get their children looked after without it having to cost them unreasonable amounts of money. A lot of companies strike deals with childcare businesses and this can be a way to keep costs down while supporting multiple employees and their young families. Wellness Programs Wellness programs can help people to work on their mental and physical health and wellness. This is a way for you to help ensure that your employees are as happy as they can be and healthy while they are at work. As well as providing mental health resources and health benefits for those who may be struggling, wellness programs are the chance for you to help people to keep their mental health and sometimes their physical health on an even keel. It is best if they are optional and people can choose whether or not they are going to take part, but for some employees, this kind of care from the company they work for can make a big difference. Job Shadowing Send your employees to be part of another team inside your company for a day to a week. Not only will this serve as a platform to learn new skills, but it will also give them valuable insight into the corporate structure and operations of a completely different team. Flexible Fridays Agile Fridays can come in a few different forms. Often, it means allowing people to work from home instead of having to come into the office, reducing work hours in summer, or allowing flexible work hours to let the employees maintain the work-life balance. Employees appreciate not having to deal with the awkwardness of the commute and being able to spend their day at home. While not every career makes working from home possible, many do, and you can give your employees remote work options if your company doesn’t need people to be at a specific place. Even if you can’t, why not relax some of the rules for this day such as the company dress code, to create a more chilled atmosphere? 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!

While customer experience is at the heart of the retail industry, we often forget who delivers them in the first place. It’s your employees who are the frontline workers. And their level of engagement is extensively projected into the overall customer experience. However, the retail industry often gets so occupied with focusing on their customers that employee engagement takes a backseat. Globally, the picture doesn’t look good. Studies have shown that retail workers are among the least engaged of all occupations. Just 8% of the overall workforce feel engaged at work and these disengaged employees cost companies $450-550 billion every year. So, how do you avoid this situation? Say hello to Employee Intranet. Gartner defines Intranet as, “a network internal to an enterprise that uses the same methodology and techniques as the internet but is accessible only to employees. It can include websites supporting corporate communications, internal collaboration and knowledge management, etc” Intranet can change the outlook of internal engagement. It can elevate internal communication and increase employees’ job satisfaction levels and efficiency. But only if you use it right. Or else, it will do no good. You need a rollout plan to understand the features, figure out what your employees need, and how you want to communicate with them. So the next question you probably have is,” How can I leverage Intranet to facilitate employee engagement? What steps can I take?” Read on to find out. # 1 Implement a Launch Plan When you introduce any new software, you’re likely going to meet resistance from your employees. Whether you’re an online retailer or an offline one, adoption is harder than you think. You may know the benefits but your employees don’t. It falls upon you to get them on board and make them comfortable with using Intranet. To overcome these challenges, start by building anticipation. Involve everyone in the top management in marketing intranet to the employees. You can send out a video or email that explains the reasoning behind this initiative. Communicate the rationale and lay out the employees’ expectations from the get-go. They’ll have many questions. Answer them. If you communicate with them effectively, it will help them warm up and be mentally prepared for the change that is underway. By the launch day, they will be open to adopting Intranet for a more progressive way of working. #2 Provide Access to Real-time Sales Data Most times in-store retail employees are completely oblivious to their performance and the numbers they cracked. Since they’re so busy, it offers them fewer opportunities to check their performances time and again. They need a more accessible medium where they can check their personal sales data and milestones to keep their morale high. Part of the reason why companies opt for Employee Intranet is to make it a source for all the important information. And your sales data is one aspect of this. You can adopt a collaborative app for mobile devices where employees can regularly check their KPIs and check their progress on a monthly or even a weekly basis. It will help you provide real-time sales data to employees, regardless of where they are working. Every single employee can see their targets, sales figures, and projections which can help them direct their focus. This can improve their productivity and motivate them to perform better. #3 Break down Barriers of Knowledge Sharing eCommerce and retail are fast-paced industries. Employees need to constantly upgrade their skills and keep up with the trends. They need access to resources and materials that enhance their skill-sets. But it was a challenge to keep all your employees in a loop and collaborate with them across offices and departments. Your employees are scattered across logistic centres, on the road, studios, call centres, and head offices. Fortunately, the new generation Intranet aren’t just desk-based. Your employee Intranet is inclusive of a knowledge management system that includes your training materials, videos, company policies, and progress. It goes beyond the office place that allows remote and customer-facing workers to be as much part of knowledge sharing activities. Regardless of the role, employees will have access to the intranet via desktop, laptop, or mobile. If you take advantage of your Intranet’s newsfeed, you can build a community where your employees can keep up with the latest trends in retail. For example, chargeback scams are becoming more frequent, and afraud prevention plancan help you and your employees combat this trend. It also provides workers with the freedom to join in with the discussions, questions, and blogs posted on the newsfeed. #4 Streamline Business Processes A lot of online retail companies are facing a paradigm shift from a hierarchical structure towards horizontal and process-oriented groups. While its a progressive change, it also poses a requirement to have significant interaction between departments, functions, even countries. How do you build processes that transcend physical offices and are relevant in digital workplaces? More importantly, how do you encourage employee engagement when they personally don’t know everyone in the organization and haven’t even met? Intranet brings a lot of structure to retail operations — Be it order-placing, delivery, customer support, etc. It is built on the foundation of smart information design where the focus is on tasks and not documents. It allows a seamless flow of communication, especially when employees are scattered across different locations. It allows them to collaborate on different activities like eCommerce order fulfilment and quick deliveries. intranet is built for employees to connect. So even if you have a customer query that involves multiple departments, Intranet helps you facilitate a smooth cross-departmental collaboration. It centralizes the processes in an easily accessible virtual space. However, when it comes to dealing with customers, companies have the option of creating a custom client portal to handle all situations and keep the communication going. #5 Onboarding Training The retail industry across the globe experiences a high-turnover rate. The more employees call quits, the more expensive it becomes for the company to find the right replacement and train them. This poses new problems for employers. It becomes imperative for them to start working on engaging employees right from the time they start. This is where your employee Intranet comes in. Intranet can integrate with your training programmes. You can onboard new employees and train them via providing access to training videos, QA forums, and the employee directory on the intranet. It will not only be cost-effective for you but rather speed up the process of new employees warming up to your company. It also allows employees to receive automated notifications about their courses, assessments, and reviews. You can easily monitor their performances and track completion and achievement rates. Since it's already established that your Intranet is cloud-based software, it’s a given that you can train any of your employees from anywhere in the world and take a step closer to building a digital workplace. # 6 Celebrate and Recognize Success Customer-facing employees represent your brand in more ways than one. It becomes important that they’re regularly valued and given their due recognition. The whole point of Intranet is to enhance internal communication and experience. More than a process-oriented platform, Intranet is a community-oriented platform. If an employee has created a new sales benchmark, announce it. If they have completed a duration milestone, celebrate it. It will boost your employees' morale and motivate them to put in their best efforts. More importantly, let your Intranet be the one medium where employees can be social with each other regardless of their job roles, places, departments, and responsibilities. Share pictures of your company events and encourage participation from everyone. The retail industry is heavily reliant on these social networks. It's what helps them hook customers and sell your product. Don’t just limit this to your customers. Instead, use these skills of theirs to build your business environment an inspiring one. Wrapping up As digital workplaces are gaining momentum, it seems Intranet is going to stay. With so much bad news surrounding low turnovers and disengaged employees, Intranet is a much-needed ray of hope for retailers. It brings about a lot of transparency in internal communication and processes that shoots-up employee engagement and loyalty. If you’re looking to deliver exceptional customer experiences, you start at home. Focus on engaging your employees and great things can happen. You’ll witness new sales records, and customer satisfaction rates like never before. 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!

Managing a remote team can be a challenge. You have to ensure that your team members can perform their tasks effectively despite all the distractions of working from home. If you’re reading this article, you yourself might have already been working from home for some time and also need help with employee performance issues. While some remote workers thrive in this environment, others cannot perform according to expectations. Whether you’re facing productivity or logistical issues, we will give you a roadmap towards improved employee happiness and increased productivity. Read on to know what you can do to deal with employee performance issues within your remote team. 1. Create a supportive environment Over the past few years, we've learned that we cannot always attribute employee shortcomings to a lack of effort or passion for the job. Some employees might be dealing with personal issues or are struggling to adjust to a home working environment. Others might be afraid to ask for help, whether work-related or personal. In either case, you need to create an environment where your team members feel that you’ve got their back. Here are some steps you can take to create a supportive environment: If your business does not offer paid time off (PTO), it might be time to look into offering it. Allowing your employees to take paid vacation and sick days will help them relax, recover from the daily grind, and focus on personal wellness. Respond to questions from team members, no matter how trivial they may seem. An employee may hesitate to ask for help out of fear of looking incompetent. You help them increase their knowledge and confidence when you answer their questions. Ensure that your employees have the tools that they need to perform their tasks. Conduct one-on-one meetings. According to Hypercontext’s State of High Performing Teams Report, when managers have one-on-ones with their team members, they’re 1.5X more likely to retain their entire team. Many other factors contribute to employee performance issues, some of which aren’t within the employee's control. Creating a supportive environment targets these potential root causes. 2. Have an open line of communication Creating a supportive working environment creates an open line of communication among your employees. Open communication is even more crucial in ensuring that all tasks are completed accurately and on time in a remote work environment. It also plays a crucial role in supporting underperforming team members. Here’s how you can ensure that open line of communication: Your remote work set-up likely has a messaging platform for its employees. Many clients, B2B contacts, and investors can reach out to you. So, let your employees freely reach out to you as well. Set up a one-on-one meeting with underperforming employees. A 30-minute catch-up is usually enough to pinpoint the root cause of the employee’s productivity shortcomings. Practice writing better. Structured thoughts and feedback will help convey your expectations to the employee more clearly. Having an open line of communication is the on-site equivalent of leaving your office door open. Your underperforming employees may be afraid to ask for help for fear of being judged. Have your lines open to ensure they get the help they need. 3. Ask open questions When you conduct a one-on-one meeting with an underperforming employee, avoid asking questions that seem to put the blame squarely on them. Questions like “Why are you like this?” put them on the spot and make them uncomfortable and defensive throughout the discussion. Try to make the conversation as unstructured as possible instead of sticking to a set of guide questions. Asking open-ended questions based on your team member’s responses will help you break through the ice and give you a more accurate overall picture of their working environment. For instance, you can start with a specific incident that reflects poorly on the employee’s performance. You need to tell the employee that you are not out to get them. Instead, you have to reassure them that you’re just focusing on what happened. You can ask the employee to recall the incident from their point of view, then try to see it from their perspective. This practice will give you a more balanced view of employee performance issues. It can also help you perform root cause analysis and create a reasonable action plan that the employee can follow to get back on track. and customer-facing workers to be as much part of knowledge sharing activities. Regardless of the role, employees will have access to the intranet via desktop, laptop, or mobile. If you take advantage of your Intranet’s newsfeed, you can build a community where your employees can keep up with the latest trends in retail. It also provides workers with the freedom to join in with the discussions, questions, and blogs posted on the newsfeed. 4. Give the employees tools to improve performance One of the reasons your employee could be performing poorer than expected is because they may lack access to essential tools and software. As a manager or business owner, you may not have enough knowledge about your employees’ equipment and software requirements. So how would you know what tools your employee will need? Most remote teams use a messaging platform like Slack, video conferencing software such as Zoom, cloud storage like Google Drive, or a data repository like Jiro or GitHub. You can ask your team members about their daily tasks and their tools to perform those activities for task-specific software. If you find that your team is using the free version of Canva to create marketing materials, it might be better to get licenses for Adobe image-editing software and its wide range of features. Consult with your friends and peers who are experts on the subject matter. Any good account executive will say that CRMs are essential for nurturing client relationships, but you will need to ask about the best sales CRM for your business size and niche. Of course, you need to provide your team with company laptops, hard drives, and printers. In this case, you’ll need to coordinate with your in-house IT team to provide and deploy any machines that your team will need. Investing in tools and resources for your team is investing in your team’s future. By eliminating the bottleneck caused by the lack of tools, your team will blaze through their tasks and deliver quality output. intranet is built for employees to connect. So even if you have a customer query that involves multiple departments, Intranet helps you facilitate a smooth cross-departmental collaboration. It centralizes the processes in an easily accessible virtual space. 5. Build a culture of accountability Sometimes, you need to know when to play “Good Cop, Bad Cop”. Even if your team struggles with personal issues, they still need to finish their deliverables on time. By building a culture of accountability, you can help ensure that your team takes ownership of their processes, successes, and mistakes. Here are the critical steps toward establishing accountability within your team: You need to deploy a task management tool or a progress tracker for remote set-ups. You may use free tracker solutions such as Trello and Asana. These tools give you an overview of what tasks are in progress, pending approval, and pending someone else’s input, allowing you to pinpoint the root cause of a task’s delay. During one-on-one meetings with underperforming employees, they may mention a colleague who they feel is holding up task progress. In cases like this, approach the mentioned employee and corroborate their statements. Let employees know the gravity of not following deadlines. You may use a Gantt chart to show task dependencies and illustrate how a delay in one deliverable can derail the entire project. You may also show the financial impact of such delays. In short, let your employees know that it’s their fault they don’t meet expectations if they consistently don’t meet them despite all the help you give. Harsh as it is, this culture of accountability is vital to “keeping score” of how many strikes an employee has and will encourage employees to do better. That will also allow you to, without bias, write reports that will merit sanctions for employees in question. 6. Create a system of performance reviews In line with building a culture of accountability is implementing performance reviews to assess employee performance objectively. That allows you to discover and reward your top performers and identify team members who need to improve. When done right, performance reviews will show who’s underperforming and the areas employees need to do better in. Here’s how you can conduct a performance review: The performance review should assess employee traits such as respect for co-workers, innovation and resourcefulness, work attitude, etc. You may do this with a number system rating each category or using an essay format. Conduct performance reviews quarterly or monthly. That allows you to see movements in an employee’s performance. Gather peer reviews on every employee. That means every employee will have a chance to review their co-workers. That is effective because your employees collaborate more closely with each other a lot of the time than they do with you. Corroborate peer reviews with your reviews and your employee’s self-review. Synthesizing these insights will allow you to arrive at a more objective conclusion. You may notice various employee weaknesses that contribute to their employee performance issues. Performance reviews enable you to tag employees with their respective weaknesses, allowing you to approach them uniquely and have better one-on-one discussions with them. Conclusion Dealing with employee performance issues is not as hard as it sounds. All you need to do is create a supportive environment and have an open line of communication with your employees. Sometimes, they just need some help with their struggles. Ask open-ended questions to allow them to express whatever they have in mind, too. Also, give your employees the resources they need to work. However, there are times when employees just don’t care. In these cases, you’ll need sanctions in place. Build a culture of accountability and implement quarterly performance reviews to seek out individuals who aren’t improving. These measures will be a solid basis for when you possibly fire them. Following these tips will help you deal with employee performance issues in your remote team setup. Ultimately, they will remove any bottlenecks that impede your company’s growth. About Author: Sam Molony Sam is part of the marketing team at Mailshake. Sam’s goal is to inspire people to not just “hang in there” but to thrive. When Sam's not publishing or promoting new content, you can find him playing sports and cooking up a storm in the kitchen.

Maintenance management is critical to the productivity of any team. By ensuring that assets and resources are functioning efficiently and effectively, maintenance management can help teams work smarter and more productively. Here are some crucial ways that maintenance management can promote a team's productivity. Proactive instead of reactive systems Staying on top of regular maintenance can help a team become more productive by creating a system that is proactive instead of reactive. When an issue arises, it is dealt with quickly and efficiently so that it does not cause further disruptions down the line. For example, if a machine in a factory breaks down, the maintenance team is alerted immediately and works to fix the problem as quickly as possible. This prevents the issue from cascading and causing even more problems and delays. Improved communication Maintenance management can help improve communication within a team by creating clear channels of communication. When everyone knows who to speak to and when, it helps to avoid confusion and delays. For example, if there is a problem with a piece of equipment, the maintenance team can be alerted immediately, allowing them to take action and avert potential bottlenecks or downtime. This way, everyone is kept up to date on the status of the issue and the team can work together to resolve it quickly. Better planning and scheduling Maintenance management can help teams to be more productive by creating better plans and schedules. By having a clear plan of what needs to be done and when it helps to avoid disruptions and ensures that everyone is aware of their responsibilities. For example, if a team is scheduled to carry out maintenance on a piece of equipment, they will know exactly what needs to be done and when. This helps to avoid any last-minute scrambling and ensures that the job is done efficiently. Reduced downtime Maintenance management can help reduce downtime by ensuring that equipment is properly maintained. When equipment is well-maintained, it is less likely to break down and cause disruptions. For example, if a team is carrying out regular maintenance on a machine, they are less likely to experience unexpected downtime due to the machine breaking down. This helps to keep the team productive and avoid any lost time. Better use of resources Maintenance management can help teams to be more productive by ensuring that resources are used effectively. When teams have a clear understanding of what resources are available and how to use them, it helps to avoid disruptions and wasted time. For example, if a team knows that there is a certain amount of spare parts available, they can plan their maintenance schedule around this so that they do not run out of parts and have to wait for new ones to be delivered. Improved safety Safety and productivity go hand in hand. Maintenance management can help improve safety by ensuring that equipment is properly maintained. When equipment is well-maintained, it is less likely to break down and cause accidents. For example, if a team is carrying out regular maintenance on a machine, they are less likely to experience an accident due to the machine breaking down. This helps to keep the team safe and avoid any accidents. Reduced stress Maintenance management can help reduce stress by creating a system that is proactive instead of reactive. When an issue arises, it is dealt with quickly and efficiently so that it does not cause further disruptions down the line. For example, if a machine in a factory breaks down, the maintenance team is alerted immediately and works to fix the problem as quickly as possible. This prevents the issue from cascading and causing even more problems and delays. Improved morale Maintenance management can help improve morale by ensuring that everyone is working towards a common goal. When everyone is aware of the team's goals and objectives, it helps to create a sense of purpose and unity. For example, if a team is working towards fixing a problem with a piece of equipment, they are more likely to feel motivated and united than if they were simply working on their own. Increased efficiency Maintenance management can help increase efficiency by ensuring that tasks are carried out in the most efficient way possible. When teams have a clear understanding of what needs to be done and how to do it, it helps to avoid disruptions and wasted time. For example, if a team knows that they need to carry out maintenance on a machine, they can plan their schedule around this so that they do not have to stop working on other tasks to do the maintenance. This helps to keep the team productive and avoid any lost time. Greater flexibility Maintenance management can help teams to be more productive by providing greater flexibility. When teams have a clear understanding of the resources available to them and how to use them, it helps to avoid disruptions and wasted time. For example, if a team knows that they have a certain amount of spare parts available, they can plan their maintenance schedule around this so that they do not run out of parts and have to wait for new ones to be delivered. This helps to keep the team productive and avoid any lost time. Conclusion Maintenance management is a key part of keeping teams productive. By ensuring that equipment is well-maintained, resources are used effectively, and everyone is working towards a common goal, maintenance management can help to improve a team's productivity. 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 needs of the modern workforce are constantly evolving with the socio-economic as well as cultural and generational trends. It’s a natural process that companies need to monitor and adapt in order to stay relevant and retain a positive employer brand and increase employee engagement and happiness. This has been true in the pre-pandemic era and it’s true today. That said, every once in a while we are faced with a disruptive new trend or an unforeseen circumstance that can rapidly change our way of life. The COVID-19 pandemic is a prime example of one of the most disruptive events since the economic crash of 2008, and while the economic effects of the pandemic have stabilized in many parts of the world, the ramifications will be felt for years to come. Specifically, business leaders are now faced with a new demand to reframe and rethink the perks and benefits offered to employees as well as changing the dynamics of employee engagement beyond the COVID-19 pandemic era. That’s why today we are going to talk about the best ways to build a new perks and benefits plan to build a better work life balance for your employees, keep them happy and engaged, and ensure a high talent retention rate. 1. Understand how the Pandemic has Impacted the Workforce Without a doubt, the pandemic has had a profound effect on the global workforce. While it’s good to see that, according to the latest engagement statistics, employee engagement didn’t drop due to the pandemic, the COVID-19 crisis has brought numerous other challenges to light. For one, your employees might still feel engaged, but that doesn’t mean that their happiness levels, feelings of professional and personal security, or overall job satisfaction are the same as they were. In fact, the pandemic has sowed the seeds of doubt and even panic in many employees who have been fearing for their job security throughout the COVID-19 crisis. What’s more, don’t forget that the most common challenges of working remotely have now been amplified by the effect of the pandemic, and so managers need to work extra hard to create a productive and safe remote work environment in the new normal. Keeping all of that in mind, it’s important to start thinking of the quality of life improvements through concrete perks and workplace benefits that will help the employee experience and allow them to thrive. Let’s see how you can create a winning plan. 2. Define Your Benefits Objectives and Budget The goals of your employee assistance programs EAPs are obvious: to promote happiness and wellbeing in the workplace, to elevate engagement and productivity, and to create a culture and environment of continuous advancement for the growing number of concerned professionals. But to achieve those goals, you need to have clear objectives for your new benefits plan, and you need to have a clear budget in mind. That’s because, in many workers’ minds, what they see as a perk or benefit has changed. For example, before the pandemic, working remotely was seen as a perk, but for many people, it’s now a standard expectation. Conversely, when everyone worked together in an office, having access to productivity tools was considered a standard part of the job, but now (at least for work-from-home employees) it’s considered a benefit. So, everything is changing, and that affects your planning and budgeting. To budget properly, you should know what kind of perks are taxable. For example, employee gift cards (such as one for a coffee store) are taxable, even if they’re for as little as $5, while physical gifts (such as a coffee mug or bag of coffee beans from that same store) are not, as long as they don’t have a higher cash value that crosses the threshold of tax regulations. Knowing the difference will help you prepare a detailed budget and know how much you can allocate towards various perks and benefits without raising your employees’ taxes. To make this easier, consider using atax calculator to estimatethe tax implications of various perks and benefits. If one of the benefits is to provide employees with more paid time off to ensure employee mental health support and prevent burnout, then you need to do so in a transparent, balanced, and fair way so that all employees (in the office or remote) are treated equally. To do that, follow a PTO accruals guide, which will also help you figure out how this benefit will affect your company financially in the long run. The same goes for any high-value perk you introduce into your organization. That’s why you need to be clear on your objectives. Keeping in mind how the pandemic has affected the mental health of employees worldwide, your key objectives should be to: Elevate happiness and minimize stress Prevent and battle burnout Come up with hybrid work arrangements that benefit all Elevate employee job security Create a more flexible schedule to elevate productivity Help employees reconnect in the workplace Allow employees to continue advancing professionally Ensure higher health care benefits in a post-pandemic environment 3. Conduct a Needs Assessment To create an effective plan and achieve your goals, you need to elicit employee feedback and take a proactive approach to needs assessment. Don’t think that the general trends or statistics are the only data points you need to identify the right mental health benefits for your employee collective. Instead, use your human resources experts to meet with your teams and individuals to discuss their needs and aspirations. In those meetings, ask a lot of open-ended questions and do a lot of listening so that you can design surveys and follow-up questions that are meaningful to your workforce, not just the general population. When you do, you might find out that your employees… Don’t need a communal chill zone so much as they want to acquire new skills and advance their careers. Want to improve their team’s results, but don’t have access to the data they need to make the best decisions (especially remote employees and teams). Want to feel connected, yet complain that far too much of their time is wasted in meetings that use their time unproductively. As approaches to these findings, you’ll want to concentrate on solutions such as learning how to conduct meetings with your team more effectively, or researching and sponsoring online course providers where employees can choose to advance their skills at whatever time is best for them. And you might want to invest in technology having best VPN services for remote employees to restore and improve sales data quality, as such information is essential to most decision-making. This way, you will effectively be their growth provider and inspire them to remain loyal and devoted to your brand. Also, advanced training lets employees use their new skills to add value to your business instead of searching for better opportunities. As you can see, it’s not only important to assess their needs, you also need to act on those needs in a timely manner. 4.Use the Data to Create a Comprehensive Plan Once you have conducted your research and have talked extensively with your employees to identify their drivers and needs, it’s time to draft your action plan. You need to create a detailed perks and benefits plan that you can put into effect quickly, complete with timelines, financial projections, objectives, and other important details for the management and the employees. These financial projections will feed into your financial data over the long run, and can help you improve your data quality and cost of talent acquisition, retention, and more. Even though you are using data and financial planning to orchestrate your perks and benefits, remember that your plan needs to take employee feedback into account as the most important determinant of how to create a hierarchy of needs. In other words, perks should be prioritized according to employee needs and aspirations in the post-pandemic workplace, complemented by the trends in your industry and the engagement statistics we mentioned earlier to create a long-term approach. That said, gathering data is only half the battle. It has to be communicated to audiences in ways they can absorb. For instance: Upper management will want a comprehensive financial overview that is refreshed in real time (or at least with regular frequency), so your employee-related data needs to feed into related dashboards. Managers and HR leaders will need data that pertains to their teams. If you have a comprehensive internal website, you’ll want to add authorized access to this kind of information so it’s available to relevant employees. Employees need to know overall numbers to measure progress, make comparisons, and guide their ideation. If you don’t have a comprehensive online resource for data shared with employees, consider establishing one, especially if your workforce is remote. (Here’s an example of small business website development costs to give you an idea of what such a project might entail.) 5. Monitor the Effectiveness of the Plan and Optimize Periodically Now that you have introduced your big perks like more paid time off or employee training programs, as well as your branded company swag such as custom T-shirts, coffee mugs, and frisbees, it’s time to see if your employee engagement strategy is paying off. You need short-, mid-, and long-term KPIs in order to gauge the effectiveness of your new perks and benefits. Some of the short-term KPIs include: Productivity fluctuation within a month Happiness levels in the same timeframe Return value on completed training programs Engagement fluctuation Remote employee presence and activity on time-sensitive projects Short-term culture improvement Some of the mid-term KPIs include: Employee happiness and zeal within three to six months Financial returns on investment for career advancement programs within six months How the perks have affected employee work satisfaction or have prevented burnout Increased productivity levels on mid and long-term projects How the perks have affected your talent acquisition and retention rate over a six-month period For long-term KPIs, you want to monitor the same data but over a one-year period to get a sense of what has worked and what needs improving. To generate actionable insights, however, you need to conduct periodical surveys and talk with your employees to get valuable, first-hand feedback. Over to You The pandemic has been a transformative experience for employees all around the world, and the needs of the modern workforce have begun to change once more. As a business leader, one of your top priorities should be to create a new perks and benefits plan for the post-pandemic workplace that will ensure employee happiness and engagement in the years to come. Use this guide to identify the perks your employees truly need and want, and then implement them efficiently and effectively throughout your organization. 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!

In the modern economy, countless firms leverage outsourcing for added flexibility in their business processes. In 2022 most corporations, and many SMEs, make use of outsourcing to some extent, especially across roles like IT where technologies and needs can change quickly depending on the market and project cycles. But outsourcing has to be well managed by an organisation for it to be leveraged to full advantage. You can’t parachute outsourced staff into your organisation and expect that to work out any better than you would if hiring in-house staff with no onboarding process. Outsourced staff are, by nature, temporary. They might be with an organisation for just a few days; or years. But the no.1 reason why companies outsource functions is that there is a lack of long term clarity around the length of time certain staff and specialists might be required for; or that it is clear they will only be required for a particular period. Being able to scale employee numbers up and down with projects and other cycles that mean elastic requirements can be a significant strategic advantage. But the quality of the work of outsourced staff should meet the quality you would expect from permanent employees for the strategy to be sustainably successful. With that in mind, there are three compelling reasons why a strong onboarding process is necessary for outsourced employees: An onboarding process is necessary for any employee, in-house or outsourced. Good onboarding experience is particularly important for outsourced employees because they will contribute for a time-boxed period, which means it is particularly important they are brought up to speed and integrated quickly and effectively. A strong onboarding process reduces the threat of tensions between permanent in-house employees and outsourced employees. The onboarding checklist of outsourced employees won’t necessarily always be the same. A software development team from an IT outsourcing provider will need to pass through an onboarding process that looks different to that for service desk staff. But there are a number of universal principles and steps that almost any onboarding process for outsourced staff should incorporate. Let’s Run Through 5 Of These Steps: #1 Create Onboarding SOPs A well thought out and clearly defined onboarding plan that has been tailored to different outsourced functions within your organisation is key to both the quality and consistency of integrating outsourced employee experience. To achieve that make sure you create detailed SOPs (standard operating procedures) that can be followed as steps and checked off as each is completed. That will ensure every outsourced employee passes through an effective onboarding process which will give them the best chance of settling quickly into their role and excelling on behalf of your organisation. It also introduces trackability and accountability so the source of any onboarding failures can be identified and rectified. #2 Comprehensive Induction Training There can be a reluctance for employers to invest the same amount of effort into inducting and training outsourced team members as they would in-house staff on permanent contracts. While it is logical to particularly invest in team members you expect to be with you for the long haul, it is also important to not cut corners with outsourced staff. The reason you are making use of outsourced staff is because you need them as per your project management plans. Unless there is a clear reason why the quality of the execution of that function is less important than it would be if you were using permanent employees, outsourced employees should be given the same level of induction and training. Any drop in the quality of the work performed by outsourced employees due to a lack of training or induction processes will reflect just as poorly on your organisation as it would if they were permanent staff members. Nobody from outside the organisation will make a distinction between outsourced and permanent employees. And your permanent employees won’t either if working with outsourced colleagues. If they underperform in a way that impacts the work of others because they weren’t given comprehensive enough inductions and training, you’ll negatively impact the sentiment of your permanent workforce. #3 Communicate Strategic Role Of Outsourced Employees Clearly To Inhouse Employees Part of the onboarding process of outsourced employees should involve permanent, inhouse employees. You should communicate clearly why these roles are being outsourced and why that strategic decision is in the interests of the organisation and, by extension, all of the permanent staff. This stage is especially important if outsourced employees fulfil functions that were previously executed by permanent inhouse employees. And particularly if permanent employees fulfilling those functions have been recently let go. That could lead to an “us and them” culture between permanent and outsourced team members that is corrosive to working relationships and outcomes. Even if new functions that have never been executed in house are being fulfilled by outsourced employees, communicating why those functions, and reassuring permanent employees there are no plans to subsequently outsource their jobs, is important to cohesion. #4 Foster Relationship Building Between Outsourced Permanent Employees Not all outsourced employees will fulfil functions that bring them into regular contact or collaboration with permanent employees. But many will and in those cases a central part of the onboarding process should be focused on establishing relationships between new outsourced staff and permanent employees already working for the company. Creating an environment and potentially activities conducive to helping foster personal relationships between outsourced and permanent staff who will be working together will help more quickly forge a new collective working effectively towards the same goals. #5 Make Outsourced Employees Feel As Much A Part Of The Organisation As Permanent Employees Whether an employee is outsourced on a permanent inhouse contract, effort and performance will almost certainly be maintained at a higher level if professionals have bought into what your organisation is trying to achieve and feel part of it. If less effort is made to introduce outsourced employees to company culture, the workplace community and explain the aims, goals and intended outcomes of their work, the likelihood is they will put less into it. If outsourced employees feel like hired guns brought in to do a job then leave and be forgotten about, they are unlikely to be as vested in that as starting a new job. How well-outsourced employees can be integrated into your organization and with colleagues who are permanent employees will inevitably be influenced by how long their contracts run. But if outsourced staff will or are likely to be working within your organization for a medium to long-term basis, it is just as important they feel part of the organization, and are as invested in its success, as anyone else. Conclusion The dynamism of the modern economy makes it more crucial than ever for organisations to be flexible and able to quickly adapt to a changing environment. Using outsourced employees for functions that might need to be scaled up or down through time or with project cycles is one of the most effective ways for an organisation to introduce that flexibility into its workforce. However, a poorly managed approach to outsourcing can undo much of the strategic benefit the staffing model can bring. Establishing a high quality and consistent outsourced employee onboarding process is one of the best ways an organisation can ensure that it leverages the advantages of outsourcing without falling victim to its potential downsides. The five important steps outlined here will need to be adapted to your particular circumstances and the roles you are outsourcing. And you will need to break them down into smaller steps that form part of a detailed SOP. But if you make sure all five are suitably addressed by your onboarding process for outsourced employees, you will have a strong foundation which should mean you realise the maximum benefit and minimal downsides. 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!

As our preferences for how, where, and with whom we work have changed in the past three years, so have our expectations for our human resource departments. We now look at our HR leaders to build their policies in ways that support our wellbeing, purpose, skill development, and growth. Companies with a focus on growth are already conducting studies to find out how they can help their employees be productive while also leading fulfilled home and personal lives. All of these studies, though varied in their goals, deliver some resounding, unanimous findings. One of them is about employees expecting their companies to stand as the force of good in the world. We want our executives and leaders to champion diversity, inclusion, and acceptance. Here are 5 major expectations that the modern workforce has for its HR leaders in 2022 and beyond. 1. Employees Want to Join Strong, Compelling Brands Yes, we all need to be paid more and feel appreciated at work, but there’s another expectation that more and more employees have started to express. According to the Mercer leadership study published recently, employees want to feel connected with the organization on a more visceral level. They want to feel part of a compelling and future-driven brand. Part of some change, and meaning. But when I say brand and you think of creating a business logo, doling out a marketing campaign, and think great talent will flock to your doors, you’ve got your work cut out for you. While these outward brand expressions are important, it’s a mistake to consider them the entirety of the brand. To create a compelling and consistent brand, your organizational values, goals, and actions must all align. Your business purpose should be clear and clearly communicated both internally and externally. Make employee engagement an integral part of your operations. Make sure you are giving them the flexibility, freedom, and resources to thrive in their roles. Only then you can attract top talent that agrees with the values and objectives that you hold dear. These are the people who will dive into the passion wholeheartedly and commit to bringing about the changes you want in the world. 2. Workplace Strategies that Promote Inclusion and Equity As a people-focused department, it is time to champion employee concerns that relate to inclusion, diversity, and equality. The pandemic has given us a microscopic view of the many challenges and restrictions that workers of different minority groups face. It could be a barrier to fully accessing technology, lack of specialized training programs, unintentional biases rampant in the organizational structures, and many other things. To turn your company around and become an HR leader, not just a manager, you’ll have to make swift and definitive changes. MasterCard did this by addressing generational barriers within the organization. Its ‘YoPros’ (Young Professionals Business Resource Group) program mentors older employees in learning about social media and how to use it for business. Kaiser Permanente – a healthcare organization – is another employer with a commendable diversity record. The company’s labor force has no racial majority – 60% of it comprises people of color. Use these examples as the starting point to create and implement policies and systems that support people of different backgrounds and abilities to join your vision and help take your brand to the next level. 3. Competitive Pay is the Bare Minimum – You Need to Offer Perks and Benefits The perks and benefits being offered to the employees are looking a lot different post-pandemic. A significant chunk of employees has moved to remote work arrangements, resulting in their lack of access to company-offered perks such as healthy on-site meals, daycares, or gyms. The pandemic has also exposed the voids in our understanding and treatment of mental health problems. An alarmingly high number of employees have reported feeling stressed, anxious, depressed, and burnt out. Mental health issues have become the leading cause of disability in the country. A survey by Lyra Health and the National Alliance of Healthcare Purchaser Coalitions also reports that 40% of the American workforce suffers from the effects of burnout. Two-thirds of those surveyed also reported that poor mental health has diminished their productivity and performance at work. All of these topics point towards a need for a more well-rounded approach to employee benefits programs. It has to become bigger than paychecks and medical insurance. HR leaders need to think of delivering healthy meals and snacks to remote workers, subsiding their gym memberships, childcare assistance, providing financial wellbeing programs, virtual and otherwise mental healthcare offerings, flexible scheduling, and customized benefits packages. Conducting a company-wide survey to find out the kind of benefits that would serve your workforce the best is the most holistic way to approach the issue. It will help you guide your effort and investment to areas that are going to deliver the most value. 4. Create Up-Skilling and Re-Skilling Programs Up-skilling and re-skilling programs are another way for your HR department to look at the future with a more comprehensive lens. Training your workforce in education, technical knowledge, and skills that are required for future jobs helps you create a workforce that is more agile and can respond to sudden pivots (like a global pandemic) with more resilience and efficiency. Even before the pandemic, corporations like Walmart, Target, and Amazon had started tuition reimbursement programs where the companies cover either full or partial college costs for their workers. Google has a thriving volunteer community where peer-to-peer training and mentoring ensure that the company’s workforce learns from the best in a thriving and supportive environment. In 2021, Accenture invested $1 billion in its reskilling and training program for all of its employees of all levels and designations. Since March 2020, the company has trained more than 70,000 professionals and has increased its training hours by 6% while also reducing training costs. As employee appreciation efforts go, investing in their skills training is a great way to show your trust in their abilities and to root for their success. If you’re not a billion-dollar company yet and cannot afford pricey college tuitions or fancy digital training, platforms such as LinkedIn Learning and Coursera are available. You can also consider Google’s digital training courses from its platform, Digital Garage, for high-end, free technical education. 5. Make Work-From-Anywhere a Norm Remote work was already a thing for a large number of people around the globe way before the pandemic. According to stats, 17% of U.S. employees worked from home prior to 2020. Globally, this figure was at 21%. After Covid-19, these numbers have jumped to 44% and 56% respectively. With more and more people and companies feeling comfortable with the many benefits of WFH, it has started to become a staple of modern work offerings. So much so that many people resigned from their jobs when refused by their employers to be given flexible work situations. According to a Slack survey, 72% of the workforce is looking at companies that offer a hybrid work model. A combination of office + remote situation where employees can choose when to come to the office and when to stay at home and work from their living room. As an HR head, it’s your duty to sit down with employees and the management and figure out what your hybrid work model is going to look like. You can ask your entire staff to come to work some days of the week and work remotely on other days. You can also make some teams fully remote while others can be office-bound. Then there are companies that offer WFH when their employees have to take care of important things at home – childcare duties, a doctor’s appointment, household fixes, and such. Just figure out what works for you and your teams and get on with devising the strategy. With the most intuitive digital collaboration tools at your disposal, there really is no excuse to deprive your staff of the flexibility that remote work brings. 5. Effective Remote Team Introductions Remote employees need to meet their teammates just like any new employee would. Team introductions are easy to overlook when any new employee is remote. There are a few ways to integrate remote employees with the rest of your team: Have a group welcome video call. Schedule one-on-one introduction calls. Hold shadow sessions where your new employee sits in as others perform work processes on a screen share. Use recorded sessions like sales calls or customer service calls to familiarize new employees with your customers and messages. Give a virtual tour of your facilities. Employees perform best when they know they are valued teammates and share the same communication and collaboration tools and best practices with the rest of the team. While you cannot take a remote employee out to lunch in person, everyone has adapted to video coffee breaks, lunches, and happy hours. Conclusion The future of work demands HR representatives to show their value and relevance to their organization and people. The days of looking at HR as a bridge/connection to corporate/management are over. Employees now expect their HR leaders to champion change, pursue innovation, be proactive in their support of the workforce, and listen to employee concerns with the intent to solve their issues. About Author: Nina Hoffman I am a marketing and business development expert and have been a part of the industry for the past 5 years, providing strategies, content learning and access to peer networks. I am passionate about helping businesses build a professional online persona.

Technology has improved our work culture and helped us perform tasks faster. Earlier, we used to check the resume of potential candidates manually. Instead, we just need to scan them through a resume parser like Affinda’s software. In the same way, we also track employee performance management to identify the performance of a particular employee. Performance reviews have been a standard fixture in evaluating how to improve employee management. However, the traditional yearly appraisals are seen to have less impact on an organization. This is because they are seen as if they are subject to bias and make management and feedback a yearly event. However, performance reviews are not necessarily supposed to have the same effect. They are seen as opportunities to grow and good data sources for business development and employee engagement. In addition, it also makes employees satisfied with their job. What is performance management? Performance management can be defined as a process that helps effectively manage different personalities in the workplace to optimize organizational performance. Performance management ensures that employees meet their set goals and perform their tasks to the best of their ability. However, performance management is effective when employees are informed and familiar with the organization's review process. This makes it easier for them to get feedback from supervisors or the human resource department without feeling criticized. Employee management usually happens in many phases. This article explores the stages that make performance management better. 1. Planning Planning is the most crucial stage when it comes to effective performance management. Planning usually involves blending business values and goals with that of the organization with those of the employees. When planning for performance management and reviews, one can consider independent development plans or job descriptions. Using these two tools, one can get clarified on any work assigned to employees and helps to avoid any confusion. When using a job description, direct supervisors or human resource managers can update the job descriptions after a periodical performance review. This makes the job description up to date and reflects on the current roles and responsibilities assigned. 2. Action The action stage is usually handled by the employees, management, and people involved in the business's day-to-day operations. This is done through the independent development plans, used as a framework for everyone when priorities and achievements are reviewed. During the action stage, the main activities usually involve onboarding, opportunities for improvement, additional educational opportunities, and career development. 3. Monitoring and tracking Technology has made it easier to evaluate, monitor, and track the performance of people working in an organization. One way to achieve this is by using analytical software to monitor everyone's activities within the business. Monitoring and tracking provide a way of keeping a record of the achievements and areas an employee is supposed to work on. This includes the achievements the employee has made within the review time frame, the areas where they require employee feedback to improve themselves and expanding or reducing their job descriptions as they need to grow or improve on their work output. Corporations and business owners usually use the data extracted from these tools to analyze the workforce. It provides an opportunity to mark weak areas employees can improve on. It also allows organizations to find solutions to human resource problems they might be facing and strategizetheir workforce goals. An excellent way to improve the data is by integrating data with workforce analytics to give better feedback and review the presented data. 4. Review For proper performance review, it is not enough to hold an annual review session only. It is crucial to have regular review sessions with your employees to share and exchange feedback on performance measures. This creates a better performance insight framework for the business. For instance, one can choose to have weekly or quarterly employee feedback sessions to review employee development in the business. With a proper review framework, one can easily reward and recognize employees. However, most businesses use four strategies for management: monitoring, planning, rating, and rewarding. Each method has been known to exhibit very strong results and provide frameworks to improve the quality of output for employees and management every time. Conclusion Performance management serves as one of the best ways of ensuring that a business develops. In addition, it gives employees a perfect avenue to exchange ideas with their direct superiors and receive continuous feedback on their job performance. It also provides an avenue for employees to feel satisfied and knows that they are valued in the business they are taking part in. Without proper employment management structures and review performance, employers can't relay feedback that is directly aligned with the business goals of the company. How do you track your employee’s performance? What process do you use to review your employees' performance? Please share with us in the comment section. Try Workmates Interactive Demo Click trough it yourself withinteractive demo. Try It Now About Author: Lori Wade is a journalist and content writer from Louisville. Lori creates news and informative articles about HR, recruiting, and employee productivity. Moreover, she is part of the team working on Affinda's software.