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Performance Cycle: How It Can Boost Employee Performance
The performance cycle is a crucial framework for optimizing employee performance within organizations. By implementing an effective management cycle, companies can enhance individual productivity and drive overall success.With LIKE.TG®, simplifying performance management becomes seamless and offers you a competitive edge. Take a look at our Performance Management Software.
How can your organization benefit from it? Let’s find out.
What is a Performance Cycle?
It refers to a series of activities and processes that aim to set clear goals, evaluate progress, provide feedback, and facilitate employee growth and development. It serves as a roadmap for both managers and employees to align their efforts, monitor performance, and identify areas for improvement.
In the following sections, we will delve deeper into the components of the performance cycle and explore how each element contributes to optimizing employee work quality and well-being.
Components
The performance cycle is a systematic approach to managing employees. It consists of several key components that work together to create a cohesive process:
Goal Setting: This involves defining clear and specific objectives for individual employees or teams. Well-defined goals give employees direction and focus, aligning their efforts with the organization's strategic objectives.
Performance Evaluation: In this stage, managers assess employees' performance against the established goals and predetermined criteria. These evaluations serve as an opportunity to measure progress, identify strengths and areas for improvement, and make informed decisions regarding employee development and rewards.
The role of clear expectations, regular check-ins, and performance metrics
Clear expectations are crucial. Employees must understand what is expected of them and how their work will be evaluated.
Regular check-ins, such as one-on-one meetings between managers and employees, are vital in the performance cycle. These meetings provide an opportunity to discuss progress, address challenges, and offer support. Regular check-ins foster open communication, strengthen relationships, and enable managers to provide timely feedback and guidance.
Performance metrics are essential tools in the performance cycle. By establishing measurable indicators, organizations can objectively assess quality and track progress. These metrics provide a quantitative basis for evaluating achievements and identifying improvement areas.
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Setting Clear Goals
Setting clear and achievable employee goals is crucial for their performance and success. Well-defined goals provide direction, motivation, and a sense of purpose, empowering employees to perform at their best. Let's explore the importance of clear goals and how they drive employee work quality.
Importance of setting clear and achievable goals:
Motivation and Focus: Clear goals give employees a sense of purpose and direction. When employees clearly understand what they need to achieve, they are more motivated to work towards those goals. Clarity helps them prioritize tasks, stay focused, and channel their efforts toward meaningful outcomes.
Enhanced Performance: Well-defined goals give employees a clear vision of success. Employees can effectively align their efforts and resources by knowing what is expected of them. This alignment enhances their work as they strive to meet or exceed the defined targets.
Improved Communication and Alignment: Clear goals facilitate effective communication between managers and employees. When goals are transparently communicated, employees can seek clarifications, discuss challenges, and collaborate with their managers to align their individual goals with the organization’s broader objectives.
Regular Performance Check-ins
Regular check-ins and one-on-one meetings between managers and employees play a crucial role in maximizing employee output. These interactions provide opportunities to monitor progress, address challenges, offer guidance, and foster a supportive work environment. Let's explore the significance of regular check-ins and how they contribute to employee development and output.
The significance of regular performance check-ins:
Monitoring Progress: Monitoring progress helps managers identify early signs of success or potential issues and take timely action.
Addressing Challenges: Regular check-ins create a safe space for employees to seek advice and collaborate on finding solutions to enhance their work process.
Providing Guidance and Support: One-on-one meetings allow managers to provide guidance, share expertise and offer suggestions for improvement. Managers can act as mentors, offering support and personalized development opportunities to foster employee growth. Hard work shouldn't go unnoticed.
The importance of open communication, active listening, and constructive feedback:
Establishing a supportive and trusting environment: When employees feel comfortable sharing their challenges, concerns, and aspirations, managers can better understand their needs and provide appropriate support. A supportive environment promotes engagement, satisfaction, and collaboration.
Discussing achievements and areas for improvement: Acknowledging accomplishments boosts staff morale, reinforces positive behaviors, and motivates employees to maintain their output. Additionally, discussing areas for improvement constructively helps employees identify their development needs and encourages a growth mindset.
Implementing an Effective Review
This process requires a thoughtful approach that involves various strategies and considerations. Organizations can optimize their performance management cycle by gaining leadership buy-in, involving employees, providing ongoing training, and leveraging technology solutions. Let's explore these strategies in detail.
Strategies for implementing an effective management cycle:
Leadership Buy-in: When leaders are committed to the process and actively promote its importance during the planning stage, it sets a tone for the entire organization. Leaders should communicate the benefits, allocate resources, and lead by example.
Employee Involvement: Involving employees in the management cycle empowers them to take ownership of their development goals. Encourage employees to actively participate in setting their objectives, providing input during discussions, and seeking opportunities for growth. Creating a collaborative environment where employees have a voice fosters engagement and accountability.
Ongoing Training and Development: Managers should receive training on effective management techniques, such as providing feedback, coaching, and conducting discussions. Employees can benefit from training on goal setting, self-assessment, and professional development opportunities.
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Leadership Support and Involvement
When leaders actively participate in the process, set the tone, and reinforce expectations, it creates an excellence and accountability culture. Let's explore the need for leadership support, how leaders can actively participate in the management cycle, and the benefits of a collaborative approach between managers and employees.
The need for leadership support and involvement:
Setting the Tone: Leaders should communicate the expectations, values, and benefits associated with the management cycle to create a performance-driven culture.
Reinforcing Expectations: Leaders are responsible for reinforcing expectations throughout the organization. They can emphasize the importance of goal setting, continuous improvement, and professional development.
Actively Participating in the Process: Leaders should actively participate in the process to demonstrate their commitment. This can include conducting discussions with their direct reports, providing constructive feedback, and recognizing and rewarding exceptional feats.
Benefits of a collaborative approach between managers and employees:
Enhanced Communication and Alignment: A collaborative approach between managers and employees promotes open communication and ensures alignment of goals and expectations. When managers actively listen to employees' perspectives, concerns, and aspirations, it fosters trust and understanding. Employees feel valued and heard, which leads to increased engagement and commitment to their performance goals.
Shared Ownership and Accountability: Collaboration empowers employees to take ownership of their performance. By involving employees in goal setting, self-assessment, and growth planning, they become active participants in the performance management cycle. This shared ownership cultivates a sense of accountability and responsibility for their performance outcomes.
Employee Engagement and Development
Employee engagement and development are vital components of a successful performance management cycle. When employees are actively engaged and provided with opportunities for growth and development, it enhances their performance and contributes to the organization’s overall success. In fact, social proof statistics show that companies that prioritize employee engagement and development experience a significant increase in productivity when compared to organizations that neglect these aspects.
The importance of employee engagement and development in the performance management cycle:
Enhanced Output: Engaged employees are likelier to perform at their best. Employees who feel motivated, valued, and connected to their work are driven to achieve their goals and contribute to organizational success.
Retention and Satisfaction: Employees who feel supported in their growth and see opportunities for advancement are more likely to remain committed to the organization. Engaged and satisfied employees contribute to a positive work environment, teamwork, and higher productivity.
Continuous Learning and Adaptability: Organizations can foster a culture of continuous learning and adaptability by offering opportunities for skill enhancement, knowledge sharing, and personal growth. Engaged employees embrace new challenges, seek innovative solutions, and contribute to a culture of improvement.
Benefits of encouraging employees to take ownership of their growth:
Increased Motivation and Commitment: When employees take ownership of their growth, they feel a sense of pride and ownership in their work. This increases their motivation and commitment to achieving their goals and delivering high-quality results.
Personalized Development: Encouraging employees to take ownership of their growth allows for personalized development paths. Employees can identify their strengths, weaknesses, and areas of interest to tailor their development plans accordingly.
Career Advancement: Employees who actively own their growth are more likely to progress in their careers.
Conclusion
Implementing an effective cycle is vital for organizations aiming to optimize employee output at business, enhance job satisfaction, improve company culture, and drive overall success. Organizations create a framework for continuous improvement, employee development, and increased productivity by establishing a culture that values the performance management cycle. Embracing the monitoring cycle as a strategic tool contributes to a positive work environment, fosters employee engagement, and positions organizations for long-term growth and success.
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4 Ways Technology is Revolutionizing the Face of HR
Improvements and advancements in modern technology have completely changed the way that companies and staff view work in the modern world. From the development of remote-access web tools and secure communication platforms designed to benefit all 4.7 million US-based remote workers, to AI-informed analytics programs intended to help improve engagement and productivity.
Utilizing intelligent technology to streamline essential operations helps IT, security and management teams to focus on the more complicated aspects of their roles as well as ensure that all employees feel supported and secure, though it’s HR teams that perhaps benefit most from modern technology.
With the benefit of reliable data analysis, smart technology and AI-informed automations, today’s HR teams are well equipped to recruit the right staff, build high-performing teams and ensure that all employees achieve their full potential. Here are 4 ways technology is revolutionizing the face of HR.
Enhanced employee engagement
Employee engagement is amongst the most important metrics to evaluate when assessing the overall productivity and efficiency of any business, in fact, studies indicate that a highly engaged workforce can increase profitability by as much as 21% and lead to a 17% increase in measurable productivity.
Unfortunately, ensuring that all employees feel appropriately engaged with their work can be a difficult task for many organizations, with the recent State of the Global Workforce 2022 report finding that only 21% of employees on a global scale are able to meet this definition. HR professionals are well positioned to directly improve this metric, especially with the aid of efficient modern software tools.
By utilizing performance management systems and intelligent data analysis programs, HR staff can gain a deeper understanding of how different employees engage with their work, helping to develop personalized goals and performance-based rewards to further motivate staff as well as form high-performing teams with the aid of actionable employee feedback and reliable data-informed insights.
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Intelligent AI automations
AI technology has seen a recent boom across multiple modern industries, with 37% of businesses and organizations now employing some form of AI-informed technology in order to perform essential operations. Considering the massive amounts of data that HR teams must assess to ensure that all staff feel supported and engaged, utilizing AI tools to streamline workflows can provide huge benefits.
By integrating AI technology alongside existing essential programs such as employee feedback tools, productivity monitors and time tracking software, machine learning can help to identify patterns and make data-informed decisions to reduce some of the workload traditionally shouldered by HR teams.
Integrating automated AI solutions such as these can improve response times and aid HR staff in developing proactive solutions to address potential issues as soon as data insights begin to signal changes in productivity or engagement, ultimately contributing to a more positive work environment.
Proactive security policies
With 74% of US companies using or planning to implement hybrid work models, and 26% already running entirely remote workforces, HR departments are increasingly tasked with ensuring that large quantities of private employee and company data are appropriately secured within online programs.
Additionally, as more organizations continue to develop converged security networks in which physical devices like surveillance systems for businesses are connected via online platforms, it’s more important than ever that HR and IT service teams use modern tech to protect against data breaches.
Modern technology allows for all company devices and online platforms to be secured behind unique user credentials, multi-factor authentication and monitored access controls, with HR teams able to view and adjust these features as well as secure all sensitive employee information within intelligent management platforms featuring advanced password protections designed to prevent cyber-attacks.
As an added security layer, HR departments can benefit from using an identity theft service to help safeguard employee data and prevent potential breaches. In this regard, is Identity Guard still worth the price? HR professionals should evaluate the service's features and cost-effectiveness to determine if it aligns with their company's needs and budget.
Diversity and inclusion benefits
Recruitment and onboarding processes in general have been dramatically improved by the advent of comprehensive software programs and data-driven analytics tools, with modern HR teams able to utilize cloud-based applicant tracking systems to ensure that the right candidates are always chosen.
Using data analysis and intelligent automations in this way helps to reduce the workload of HR teams and gifts professionals more time to focus on ideal candidates, but beyond this, by ensuring that the metrics used to identify candidates are purely data-based, unconscious biases can be avoided.
Companies that turn to AI-informed and data-driven recruitment software programs can ensure that any potential new hires are always measured only on the merit of their marketable skills and ability to perform requested roles, entirely removing all data regarding race, age or gender from the equation.
Summary
The modern workforce has been fundamentally changed by the advent of smart technology and intelligent data analytics, with organizations across almost all industries utilizing some form of AI, cloud-based services or informed software tools to improve efficiency, productivity and engagement.
HR professionals have seen their roles dramatically improved and refined through the use of these technologies, with the ability to make informed decisions regarding recruitment, onboarding, staff performance and data security to ultimately reduce workloads and improve resource management.
By using reliable data to make informed decisions, and removing unconscious biases via AI data analytics, modern HR departments can facilitate a much more inclusive, diverse, engaged and productive workforce to ensure that teams across all sectors are truly able to achieve their full potential.
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Creating a Culture of Care: HR's Influence in the Healthcare Sector
In the dynamic and demanding field of healthcare, human resources (HR) plays a pivotal role in shaping the culture of care within organizations. By implementing effective HR strategies, healthcare providers can foster a work environment that promotes employee well-being, job satisfaction, and ultimately, high-quality patient care.
Prioritizing Employee Well-being
The well-being of healthcare professionals is crucial for maintaining a culture of care. HR departments are tasked with developing comprehensive wellness programs that address physical, mental, and emotional health. From providing access to counseling services to promoting work-life balance,
HR initiatives support employees in achieving overall well-being. For instance, offering onsite exercise facilities or wellness programs that include activities such as yoga and meditation can significantly contribute to reducing stress levels among healthcare professionals.
Fostering Professional Development
HR departments in healthcare organizations play a vital role in promoting continuous professional development. By investing in training programs, workshops, and conferences, HR empowers employees to stay up-to-date with the latest advancements in their fields.
This commitment to professional growth not only enhances the skill set of healthcare professionals but also demonstrates the organization's dedication to delivering exceptional patient care.
Ensuring Fair Compensation and Benefits
To attract and retain top talent, healthcare HR departments must design competitive compensation and benefits packages. By conducting regular salary reviews, HR professionals can ensure that healthcare professionals are appropriately compensated for their skills and expertise.
Moreover, providing comprehensive healthcare coverage, retirement plans, and other employee benefits helps foster a sense of security and loyalty among the workforce.
Promoting Diversity and Inclusion
Diversity and inclusion are integral components of a thriving healthcare organization. HR plays a crucial role in creating a diverse workforce that reflects the communities they serve. By implementing inclusive recruitment and hiring practices, HR professionals ensure equal opportunities for all candidates, regardless of their background or identity. Fostering an inclusive work environment where diverse voices are heard and valued enhances patient care by promoting cultural competence and sensitivity.
Addressing Burnout and Compassion Fatigue
Healthcare professionals often face high levels of stress and burnout due to the demanding nature of their work. HR departments must take proactive measures to address these challenges. By providing resources such as counseling services, employee assistance programs, and opportunities for self-care, HR supports healthcare professionals in managing their mental and emotional well-being.
Additionally, implementing initiatives to combat burnout, such as flexible scheduling and workload management strategies, can contribute to a more sustainable and compassionate work environment.
Embracing Holistic Approaches
In recent years, there has been a growing recognition of the importance of holistic healthcare approaches. Integrating complementary therapies, such as massage therapy, into patient care can have numerous benefits. However, the question remains: does Medicare cover massage therapy? While Medicare primarily focuses on medical treatments, some plans may offer limited coverage for certain types of therapies.
HR professionals can play a role in exploring options for coverage and advocating for comprehensive healthcare plans that address the holistic needs of both patients and employees.
Conclusion
In the healthcare sector, HR's influence goes beyond traditional administrative functions. By prioritizing employee well-being, fostering professional development, ensuring fair compensation and benefits, promoting diversity and inclusion, addressing burnout, and embracing holistic approaches, HR professionals have the power to create a culture of care within healthcare organizations.
This culture not only enhances employee satisfaction and retention but also contributes to providing high-quality patient care. As healthcare organizations continue to evolve, HR will play a crucial role in shaping the future of healthcare and ensuring the well-being of both employees and patients alike.
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Why You Need an ATS in Your Recruitment Process
Finding and hiring top talent in today's competitive employment market can be challenging. The number of people applying to each open position has grown tremendously in recent years as firms have expanded to accommodate rising demand.
That’s why you need an effective and streamlined recruitment process to manage the influx of applications and swiftly find the top applicants. And ATS (Applicant Tracking System) is there to help you. Take a look at what our ATS solution has to offer to you.
In this article, we'll discuss the importance of an ATS in the hiring process, as well as the advantages it may offer your company.
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Increased Efficiency and Time Savings
The huge time and effort savings offered by using an ATS should be one of the key motivating factors for implementing one into your recruitment process.
Processing resumes and applications by hand is a laborious and error-prone process. Luckily, the manual labor involved in screening and sifting resumes is eliminated by an ATS automated system.
Recruiters can quickly and efficiently find qualified applicants that meet their needs by searching and narrowing their results based on a variety of factors.
Improved Candidate Screening and Selection
Effectively identifying the best candidates for open positions is made much simpler with the help of an applicant tracking system.
An applicant tracking system allows you to create role-specific parameters and keywords. You can rest assured that you will only be shown resumes from individuals that meet your specified criteria because the system will do the heavy lifting for you.
The time spent on assessing ineligible candidates is cut down, and the likelihood of discovering a suitable candidate is boosted, thanks to this function.
Centralized Database and Simple Information Access
Having to keep tabs on and get details about a big number of candidates is a major time sink. A candidate's details can be stored in one convenient location with the use of an ATS consolidated database.
Candidate information such as profiles, resumes, interview notes, and evaluations are all easily accessible. During the selection process, recruiters have easy access to accurate and up-to-date information on potential candidates.
Enhanced Communication and Collaboration
Successful recruitment requires open lines of communication and teamwork. ATS helps facilitate the interaction between recruiters, HR, and candidates.
All stakeholders involved in the hiring process can be kept in the loop with the use of automated email answers, interview scheduling, and candidate status updates. By facilitating better dialogue, the applicant experience is boosted and the company brand is strengthened.
Compliance and Reporting
Today's regulatory climate highlights the importance of adhering to all applicable hiring laws and regulations. By providing consistent procedures and records, an ATS can assist with compliance management.
Fair recruiting procedures, including a commitment to equal opportunity and the safe storage of sensitive candidate data, are guaranteed with ATS.
In addition, an ATS may produce reports and statistics, giving you more insights into the efficiency of your recruitment process and pinpointing opportunities for development.
Cost Savings
While the expense to implement an ATS may seem high at first, the long-term benefits may be well worth it.
An ATS can help save time and money in the recruitment process by automating manual operations, decreasing the amount of time spent on administrative tasks, and increasing overall efficiency. It helps make better hiring decisions and improves selection capabilities, decreasing the likelihood of expensive erroneous hires.
Using ATS in conjunction with LinkedIn Tools
LinkedIn, the largest professional network in the world, offers a number of useful tools that may be used along with an Applicant Tracking System (ATS) to further improve your hiring procedures.
Key methods to use LinkedIn's products in tandem with your applicant tracking system are outlined below:
Posting jobs is a breeze — If your applicant tracking system (ATS) is integrated with LinkedIn, you can post available positions straight to your company profile and any relevant LinkedIn groups. This streamlines your ability to connect with a larger audience and increases the likelihood that your open positions will be seen by qualified individuals.
Improved candidate sourcing — LinkedIn's enormous professional network yields a large pool of prospective employees. When you connect your applicant tracking system (ATS) with LinkedIn, you may easily import candidate profiles into your ATS.
Getting better insights — Combining your ATS with LinkedIn's Talent Insights will provide you access to more in-depth information about your candidates. Additionally, you can also use LinkedIn management tools to add tags and notes and get a better overview of your network. With this synergy, you can select the best possible candidates with confidence.
Streamlined candidate application — Applications from applicants who use LinkedIn's Easy Apply function can be sent directly to your applicant tracking system (ATS), saving you time.
Enhanced candidate engagement — Using LinkedIn's InMail tool, you may contact applicants directly, even if they aren't currently looking for a job change. You can keep tabs on and organize all of your communications with potential hires without ever leaving your applicant tracking system. This simplifies things by keeping track of every interaction with applicants in one central location.
Employer branding and candidate experience — The Company Page and Career Pages on LinkedIn are potent resources for promoting your employer brand and attracting top talent. In order to provide a more streamlined experience for candidates and strengthen your employer brand, it is recommended to integrate your applicant tracking system with LinkedIn.
How Recruit ATS by LIKE.TG Can Help You
Recruit ATS by LIKE.TG is an Applicant Tracking Software designed to streamline and enhance the hiring process. With a range of notable features, this software helps businesses find and manage the right candidates efficiently.
One of the key features of Recruit ATS is its applicant management capabilities. It enables users to post job openings to multiple job boards, evaluate and track candidates, and seamlessly onboard new hires. This functionality saves time and effort by automating tasks and providing a centralized platform for managing applicants.
The software also offers branded job boards, allowing companies to create a professional and engaging interface for job seekers. Users can customize job listings with company details, location information, and links to social media platforms. Additionally, Recruit ATS allows the inclusion of customized request fields with specific questions to help applicants showcase their skills and talents.
Recruit ATS provides customizable hiring stages, ensuring a tailored hiring process for different openings or teams. Users can define tasks, set timeframes, and save work templates to replicate the hiring process for future job openings. This feature enables efficient collaboration and keeps the hiring process organized and on track.
Another notable feature is the ability to generate customized offer letters. Recruit ATS guides users through the entire hiring process, from identifying the need to extending the offer letter. Users can customize the offer letter templates based on the requirements of different positions or teams, saving time and effort in the offer creation process.
Integration with LIKE.TG's HRMS (Human Resource Management System) allows for seamless onboarding. Once applicant information is collected, it can be directly transferred to the HRMS, eliminating the need for duplicate data entry. This integration further facilitates other HR processes like payroll and background checks.
Recruit ATS provides comprehensive applicant reporting features. It automatically collects applicant data and generates easy-to-read reports, allowing users to assess candidates, monitor the recruiting pipeline, and identify the best sources for qualified candidates. These reporting tools enable data-driven decision-making and help optimize the recruitment strategy.
The recruit software also offers job board integrations with popular platforms such as Indeed, Glassdoor, Monster, and Ziprecruiter. Users can create job listings once and post them to multiple job boards simultaneously. Recruit ATS tracks candidate sources, providing data-driven insights to optimize recruitment efforts. Additionally, the user-friendly interface simplifies the application process for candidates, ensuring a smooth experience.
Over to You
Finding and recruiting the best people in today's tight labor market requires a recruitment strategy that is both efficient and successful.
There are many advantages to using an ATS, including time savings, better candidate screening, easier database management, better communication, greater compliance, and lower costs.
It’s clear from these benefits that using an applicant tracking system (ATS) to speed your hiring process, compete for top talent, and develop a solid and stable workforce is a win-win.
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8 Things to Celebrate in the Workplace to Improve Employee Motivation
Milestones, birthdays, anniversaries, and more. We often look forward to these events for quite a while before they arrive—and for good reason. They provide opportunities to break away from our daily routines and embrace a festive atmosphere of camaraderie and happiness.
But did you know that celebrations in the workplace can lead to increased motivation and job satisfaction? Not to speak of productivity. Don’t just take our word for it: according to Gallup’s State of the Global Workplace: 2023 Report, 41% of quiet quitters say changes to engagement and culture in their current company would make it a better place to work.
Celebrating in the workplace can make employees feel:
Increased motivation when tackling tasks and projects
Stronger connections with colleagues
Enhanced alignment with the company's purpose
More valued in the workplace
In this article, we’ll discuss a selection of activities you can celebrate at work to engage your employees and bolster their motivation.
8 Things to Celebrate in the Workplace
Bonuses, salary bumps, and promotions are all great ways to motivate your employees, but it's also essential to recognize that engagement activities are just as crucial for cultivating a thriving and productive workforce. These offer long-lasting benefits that go beyond monetary rewards.
Let’s say you work in a contact center. Call center workforce management best practices encourage celebration as the effect on employees is clear and demonstrable i.e. agents and handlers are likely to be happier and more motivated and will thus deliver a better customer experience.
Here’s a list of eight celebrations you can incorporate into your company culture to boost employee engagement organization-wide.
Team-building activities
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We know—they tend to get a bad rap. Many employees picture team-building activities as compulsory and tedious affairs with HR brooding menacingly over their shoulders.
Here’s how to get it right. Design activities that are engaging, interactive, and enjoyable. Outdoor activities can be fun while incorporating elements that promote skill-building, problem-solving, and teamwork. Scavenger hunts, escape rooms, and board games are great ideas.
For good value, align with specific team goals or challenges. For instance, if the team needs to improve communication, include activities like blindfolded obstacle courses and communication webs.
What’s more, they don’t always require a separate day. Throw in half an hour of show-and-tell or puzzle-solving into a meeting or dull day.
Retirement parties
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They’re often ignored, but retirement parties should be an essential part of every organization's culture. Retirement marks the end of a career and the start of a brand new chapter in a retiree’s life. It’s a big deal.
Put some thought into it, considering factors like the retiree's preferences, company culture, and budget. A theme that reflects the retiree's personality would add a fun and cohesive element to the party. Make sure there are heartfelt expressions of appreciation.
And gifts. No, a generic $100 watch does not cut it, but you don’t need to splash a ton of cash. Just make sure gifts from the company are thoughtful and will be appreciated.
Employee work anniversaries
They're like work birthdays. Staff turnovers cost employers an estimated $15,000 per employee, so work anniversaries are shoutouts for sticking around.
When you recognize and celebrate this, you’re saying, “I’m glad you’ve been around for X years, and I’m thankful for the work you’ve produced in that time.” They’re a great, cheap retention approach.
It’s not necessary to make elaborate parties out of these if you don’t want to. Keep up with the milestone years — one year, five years, ten years, etc. — and show that you care. Get other staff involved and give creative and personal gifts.
Internal platforms like Workmates are also ideal for this, particularly if your team follows a remote or hybrid work policy. Managers can use the employee recognition software to post anniversaries and other milestones across the company feed. This guarantees employees get the kudos they deserve.
Ensure they are equitable though; you don’t want to build resentment by making some employees feel underappreciated.
Organization anniversaries
Whether you're just starting out or have been running your business for years, company anniversaries are a cause for celebration.
These anniversaries are about your company for a change, but you must still carry your employees along. They're a huge part of what makes the organization, after all.
Inaugurate a committee to brainstorm ideas. You could take it on social media if it's a milestone anniversary. Share photos, videos, and stories of accomplishments and good times employees have enjoyed.
This is a great time to honor staff who have been with the company for a long time (or from inception).
Game nights
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Everyone loves a game night. They’re not extravagant celebrations like parties but offer a more relaxed and interactive atmosphere for employee engagement.
In addition to fun, game nights promote team bonding, encourage friendly competition, and enhance communication and collaboration. Employees can develop their problem-solving abilities, strategic thinking, and effective teamwork — all while enjoying a lighthearted atmosphere.
Choose a mix of games that cater to different interests and skill levels. At the same time, you want them to be inclusive and accessible so some employees don’t feel left out. Snacks and beverages make for a relaxed and enjoyable ambiance, but be careful with the liquor.
Cultural and diversity celebrations
Diversity is a crucial element for a thriving workplace. Consequently, cultural and diversity celebrations foster inclusivity and honor the rich tapestry of backgrounds and traditions within an organization.
Cultural holidays, film screenings, heritage days, dress days, and cultural awareness workshops are events you can celebrate. Involve a diverse mix of staff from all levels to plan this.
You want to avoid an HR nightmare, so approach these celebrations with respect and sensitivity, avoiding stereotypes or cultural appropriation.
Award nights
A pat on the back for good work is a powerful motivator, inspiring others to strive for excellence and fostering a high-performance culture.
Consider the award categories, nomination processes, judging criteria, and more. A wide array of categories will ensure you appreciate more staff, so don’t just stop at “Employee of the Month” and a few others. Make sure that any nominations and awards are free from bias.
Award nights don’t need to be solemn, stuffy affairs, so keep it light and fun by incorporating humor and suspense into the activities.
Holiday parties
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There are good reasons traditional holiday parties are a cherished tradition in many workplaces. They bring festive cheer and can create (some pretty long-lasting) memories.
The obvious choice is Christmas, but who’s to say you can’t celebrate other holidays?
Holiday parties can be tricky. Consider neutral or inclusive themes that celebrate the spirit of the season without specific religious or cultural affiliations. However, if all employees are down with it, don’t hesitate to go all out.
Remember, this event also has a motivational motive. Use the holiday party as an occasion to recognize and appreciate contributions. You can share heartfelt messages and express gratitude to individuals or teams for their achievements throughout the year.
Ask for feedback
Whatever the celebration or event, don’t forget to ask for employee feedback. They are crucial for assessing aspects that resonated well and making improvements for next time.
Use anonymous surveys, feedback forms, or one-on-one conversations. Ask specific questions about different aspects of the event, such as the activities, food, atmosphere, or overall enjoyment. It’s highly beneficial to use employee surveys that are built into your HR app or intranet software. This way you can customize the questions using anonymous forms to get genuinely valuable insights into employees’ thoughts and feelings.
Remember, feedback is not an avenue for massaging your ego. So, encourage employees to share their honest opinions and suggestions for improvement.
Employee motivation in the workplace through celebrations: key takeaways
For the most part, engaged employees are happy, satisfied employees. And there’s a pretty strong link between that and motivation. It’s no surprise, then, that workplace celebrations hold enormous potential to elevate employee motivation and satisfaction to new heights.
This article outlined several events you should consider making a staple. These celebrations go beyond surface-level enjoyment — they contribute to a positive work culture, enhance team collaboration, and boost dedication.
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7 Essential Tools for Today's Recruiters
Recruiting has always been challenging, and in today's job market, the process has become even more complex. With the increasing competition for top talent and the need to find the right fit for a company's culture and goals, recruiters must have the right tools to succeed.
Fortunately, numerous tools are available to help such professionals streamline their processes, improve efficiency, and find the best candidates. In this article, we'll look at seven essential tools recruiters should use to stay ahead in today's job market.
From applicant tracking systems to candidate sourcing tools, video interviewing software, and more, we'll explore each tool's benefits and how they can help such professionals attract and hire the right talent for their organization. So let's dive in and explore the seven essential tools for today's recruiters!
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Applicant Tracking Systems (ATS)
Applicant Tracking Systems (ATS) are software applications that help recruiters manage and organize their hiring process. An ATS can assist with job posting, screening resumes, scheduling interviews, and sending email reminders.
Using an ATS can help such professionals streamline their hiring process and save time, allowing them to focus on other critical tasks. Additionally, an ATS can help recruiters ensure they are not missing out on top talent by automatically screening resumes for specific keywords and qualifications.
Many ATS tools are available in the market, each with unique features and benefits. LIKE.TG is an all-in-one ATS that stands out in the market with its unique features and benefits.
As a comprehensive HR management system, LIKE.TG offers recruiters a centralized platform for tracking and managing candidates, making the hiring process streamlined and efficient. With its user-friendly interface, LIKE.TG simplifies HR operations and drives overall business success. It provides personalized email templates, team collaboration tools, and real-time analytics to make recruitment and employee management easier and faster. By utilizing LIKE.TG, recruiters can ensure their hiring process is organized and make informed decisions, leading to better hiring outcomes and a more successful recruiting process.
Candidate Sourcing Tools
Candidate sourcing is identifying and attracting potential candidates for a job opening. This process can be time-consuming and challenging, especially in today's competitive job market. Luckily, several candidate sourcing tools can help such professionals find and attract top talent more effectively.
One popular candidate sourcing instrument is LinkedIn Recruiter. LinkedIn Recruiter allows recruiters to search for and contact candidates based on specific criteria, such as job title, location, or industry. The tool also provides access to LinkedIn's vast network of professionals, making it an excellent resource for recruiters looking to source talent. In combination with other automation tools, you can export the list of leads from the Sales Navigator and filter it according to your needs.
Another candidate sourcing instrument that recruiters can use is Entelo. Entelo uses artificial intelligence and predictive analytics to identify candidates more likely to be interested in a particular job opening. The tool also offers features like email outreach and candidate insights to help recruiters make informed hiring decisions.
Hiretual is another candidate sourcing instrument recruiters can use to find top talent. Hiretual offers features like advanced search capabilities, resume parsing, and email finding to help recruiters identify and connect with potential candidates. The tool also provides access to over 700 million professional profiles, making it an excellent resource for recruiters looking to source talent worldwide.
Email Finding Tools
Email is one of the most effective ways to reach potential candidates and build relationships with them. However, finding the right email address of a candidate can be a challenge, especially if the candidate's contact information is not readily available. Fortunately, there are several email-finding tools available that can help recruiters find the email addresses of potential candidates.
One more useful tool for recruiters is email finder that helps to locate contact information. It allows recruiters to find potential candidates' email addresses, phone numbers, and social media profiles. The instrument also offers features like a browser extension, email tracking, reverse phone lookup, LinkedIn email-finder and team collaboration, enabling recruiters to streamline their outreach efforts and effectively manage their workflow.
Another email-finding instrument that recruiters can use is Hunter. Hunter allows recruiters to search for email addresses by domain or by the name of the person they are trying to contact. The tool also provides information on the email address's deliverability, allowing recruiters to ensure their message reaches the right person.
Moving forward, Voila Norbert is another excellent example. It uses artificial intelligence to identify a candidate's most likely email address based on their name and company domain. The instrument also provides information on the email address's deliverability, allowing recruiters to ensure their message reaches the right person.
Video Interviewing Tools
In today's increasingly remote work environment, video interviewing has become essential for recruiters to assess candidates remotely. Video interviewing allows recruiters to interview candidates from anywhere worldwide, saving time and reducing travel costs. Additionally, video interviewing tools can help recruiters evaluate candidates more effectively by providing a complete picture of the candidate's personality, communication skills, and non-verbal cues.
One popular video interviewing instrument is Zoom. Zoom is a video conferencing platform that allows recruiters to conduct live video interviews with candidates. Zoom offers features like screen sharing, virtual backgrounds, and recording to help such professionals make the most of their video interviews.
Another video interviewing tool that such professionals can use is HireVue. HireVue is an AI-powered video interviewing tool that uses predictive analytics to evaluate a candidate's responses. The tool also offers features like video analysis and candidate feedback to help recruiters make informed hiring decisions.
Spark Hire is another video interviewing instrument recruiters can use to assess candidates remotely. Spark Hire offers features like live interviews, one-way interviews, and video messaging to help recruiters connect with candidates more personally. The instrument also provides analytics and candidate scoring to help recruiters make data-driven hiring decisions.
Job Posting and Distribution Instruments
Once recruiters have identified and evaluated potential candidates through the interview process, the next step is to post job openings and attract applicants. Job posting and distribution tools can help recruiters reach a wider audience and attract more qualified candidates.
One popular job posting and distribution instrument is Indeed. Indeed is one of the world's most significant job search engines, with over 250 million unique visitors per month. Recruiters can post job openings on Indeed for free or pay for sponsored job postings to reach a wider audience.
Another job posting and distribution instrument that such professionals can use is Glassdoor. Glassdoor is a job search engine that allows candidates to research companies and read reviews from current and former employees. Recruiters can post job openings on Glassdoor and manage their employer brand to attract top talent.
ZipRecruiter is another job posting and distribution tool recruiters can use to reach a wider audience. ZipRecruiter offers features like job distribution to over 100 job boards, resume database access, and candidate matching to help such professionals find suitable candidates quickly.
Assessment and Testing Tools
Assessment and testing tools can help such professionals evaluate candidates' skills, knowledge, and abilities. These instruments can provide recruiters with valuable insights into a candidate's potential for success in a particular role.
One popular assessment and testing instrument is Criteria Corp. Criteria Corp offers a suite of assessment tools that can help recruiters evaluate candidates' cognitive abilities, personality traits, and job-specific skills. The tool also provides analytics and reporting to help recruiters make informed hiring decisions.
Another assessment and testing tool that recruiters can use is ProveIt. ProveIt is an online testing platform allowing recruiters to test candidates' skills and knowledge in various areas, including typing, software, and language proficiency.
Plum is another assessment and testing tool recruiters can use to evaluate candidates' potential for success in a particular role. Plum uses AI-powered assessments to evaluate candidates' cognitive abilities, personality traits, and work style preferences. The instrument also provides recommendations for job fit and development opportunities.
Onboarding Tools
Once such professionals have identified and hired the right candidates, the next step is to onboard them effectively. Onboarding tools can help recruiters streamline the process and ensure that new employees are set up for success.
LIKE.TG's Employee Onboarding Software is a powerful solution designed to streamline and enhance the onboarding process for new employees. With this software, organizations can create a seamless and engaging onboarding experience that ensures new hires feel welcomed, supported, and equipped to hit the ground running.
Furthermore, LIKE.TG's Employee Onboarding Software includes analytics and reporting capabilities. HR teams can track key metrics related to the onboarding process, such as completion rates, time to productivity, and employee satisfaction. These insights enable organizations to identify areas for improvement and optimize their onboarding strategies over time.
Therefore, LIKE.TG's Employee Onboarding Software is a complete solution that revolutionizes the process of welcoming new employees. It provides a user-friendly interface, customizable checklists, collaborative features, engagement tools, document management capabilities, and analytics. With these features, organizations can create a smooth and effective onboarding experience that lays the foundation for long-term employee success and happiness.
Conclusion
In conclusion, today's recruiters have access to a wide range of essential tools that can help them streamline the recruitment process, attract more qualified candidates, and make informed hiring decisions. From applicant tracking systems and candidate sourcing tools to email finding tools, video interviewing tools, job posting and distribution tools, assessment and testing tools, and onboarding instruments, such professionals have various options.
Using these essential instruments can help recruiters save time, reduce their workload, and improve the overall effectiveness of their recruitment efforts. By leveraging technology, recruiters can focus on building meaningful relationships with candidates, evaluating their potential for success, and ensuring they have a positive experience throughout the hiring process.
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5 Small Business Benefits of Using Technology in Onboarding Processes
Companies leverage recruitment software tools to attract top talent. But that’s not the only time they need technology. They also need this to prepare for what comes after they extend employment offers. Newly-hired employees need time to acclimatize to their new work environments. A big part of their familiarity stems from a smooth employee onboarding experience, which technology can also ensure.
This article reveals five benefits small business owners like you can enjoy if you use technology for efficient onboarding.
1. Eliminates the Need for Physical Paperwork
Traditional employee onboarding processes typically involve plenty of paperwork. Fresh hires are required to fill or sign paper-based onboarding materials and documents. These documents don’t just collect sensitive personal data. They may also divulge confidential company information like network passwords and negotiated pay. The documents are then exchanged between the new hire and the organization.
The first problem with such an analog employee onboarding process is that it increases the likelihood of documents getting into the wrong hands. Humans aren't infallible. Documents may get lost in transit, exposing the candidate's personal data and the business' information in the process.
Second, such onboarding practices can be costly. When a small business gets the documents back from a potential hire, it'll have to store them with a physical filing system. The more employees it hires, the more storage space it will need. Not to mention all the paper and ink the business has to buy to print out the said documents in the first place.
Onboarding software addresses the above issues. It allows for a more secure transfer process since it involves electronic documents. It lowers onboarding costs, too, since digital tools don't require storage space in the real world or reams of physical paper.
2. Saves Time
Onboarding new employees can be a time-intensive undertaking. You have to get your new hire’s signatures for important documents, sign them yourself, and give them copies. Fast web hosts usually understand the need for efficiency and can play a crucial role in streamlining the onboarding process.
Where traditional onboarding is concerned, this requires a constant back and forth between a small business and new employee. The exchanges could happen over a series of hours, days, or weeks. A paper-based onboarding program may also be prone to human error that further extends the time frame.
In contrast, onboarding technology, coupled with fast web hosts, shaves down the time that would be better spent on other administrative tasks. Rather than involving physical exchanges, a paperless onboarding process may see modern businesses automating the entire process. By leveraging fast web hosts and onboarding technology, businesses can ensure that the necessary documents and information are easily accessible and can be transmitted swiftly and securely.
One great example of onboarding technology that does everything digitalized is LIKE.TG. The tool automates entire workflows that can be customized. It provides automatic notifications so you don’t miss a task in the onboarding workflow. LIKE.TG also walks you through important processes like I-9 and E-verify so that forms are properly completed and you meet all your deadlines.
Technology can also help streamline the onboarding process through a virtual knowledge base. A knowledge base streamlines employee onboarding by acting as an information hub employees can access at all times. It can help new hires get up to speed on the things they need to know about the company quickly.
Thanks to the information at their fingertips, a new employee can learn what’s expected of them without being told. The knowledge base can cover everything from employee handbook information to the company’s opening and closing times. For example, a new content creator can learn whether the company allows them to rely on generative AI when doing their work.
A comprehensive database may also provide new hires information on how to use the tools needed to perform their job functions. So, restaurant staff, for instance, can just check the database to learn how to use the company’s appointment booking system. Or new social media staff can see how the company’s social media listening tool works.
Onboarding that relies on this type of technology can also save your veteran employees precious time they’d have to spend physically mentoring incoming talent.
Overall, when a company creates an electronic knowledge base, it can establish a smooth onboarding process that benefits everyone involved. Even employees who have been in the company for long can just check the database if they need to be reminded of company processes and policies.
This guide was designed to help you navigate through those difficult tasks and help determine the right software for your organization, download our ebook now.
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3. Ensures Robust Training
If employers want to retain their top talent, they need to keep them happy. So, organizations need to ensure workers are paid much more than the minimum wage, have other work perks, and can benefit from a clear career path.
But offering these isn’t enough. Around 40% of employees who don’t receive the training they need to be effective in their roles will leave within the first year. In other words, ensuring a robust training program from the get-go is a must for employee retention.
Relying on technology for efficient onboarding can result in the new employee receiving robust training.
Although in-person training programs can be effective at onboarding talented employees, they have their limits. Not every employee can soak up knowledge like a sponge and apply what they’ve learned as soon as they learn it.
Some individuals take in knowledge better at specific times of the day. Only then can they develop the know-how required to do their jobs at an optimum level. With technology, like the virtual knowledge base we talked about earlier, you can also ensure the new hire has 24-hour access to resources that let them learn when they’re most comfortable learning.
Technology like pre-recorded training videos, chatbots, and artificial intelligence can also help new hires revise what they've learned on multiple occasions afterward so they can have a firmer grasp of concepts. These tools can fill in the gaps and answer any questions the employee may have had during an in-person training event.
Immersive technologies like simulations can also facilitate invaluable on-the-job experience and experiential learning. For example, if your small business involves hazardous working conditions, the new hire can make mistakes and internalize learned lessons in a safe virtual environment. When they find themselves faced with a real-world scenario, they’ll be prepared.
Also, virtual reality, in general, can help a new worker retain information better. In a 2018 study, the University of Maryland arrived at the above conclusion, citing the 8.8% improvement they noticed in their sample participants.
We’ll talk more about immersive experiences later.
4. Allows for Higher Engagement
I’ve mentioned how advancements in virtual reality technology have made it such that companies can now provide immersive training experiences. Simulations, in particular, can help new hires learn the best ways to act in different scenarios.
But these don’t just allow for robust training. They also present an opportunity to boost employee engagement among new workers. The simulations, for instance, enable new hires to “live” your brand in a virtual scenario and use gamification features.
To ensure you maximize the use of these simulations, make sure you incorporate innovative features and create forward-looking momentum. You’ll want the simulations to pose a challenge to new hires, too. This way, you won’t just develop their core competencies for work. You’ll also ensure they’re involved in every step of the way.
When employees are engaged, productivity is increased and, ultimately, employee turnover is reduced.
5. Fosters Collaboration
Small businesses with remote-first policies and distributed workforces use technology to foster collaboration among their employees. They rely on business communication apps, cloud-based project management software, video-conferencing tools, and more to keep their human resources connected as they work toward a common goal.
You can use many of the above tools to introduce your new hires to the team and lay the perfect foundation for good collaboration.
For example, when onboarding a new hire, you can utilize video conferencing software to set up virtual meet-and-greets. With this strategy, you hit two birds with one stone: you don’t just teach your new hire what they need to know as a new employee. You also get them in touch with other members of their team they’ll be working with.
With the use of communication tools with text-messaging capabilities, new hires can also confidently reach out to the appropriate colleague when the need arises.
Similarly, project management tools include robust collaboration features that help remote teams stay on the same page. You can store documents in them that act as resources to help new hires familiarize themselves with company policies, tools of the trade (i.e., the company’s technology stack), best practices, and procedures.
When they have unfettered access to the information they need, they can quickly become efficient individuals who can assist other members of the team to meet team goals.
In Closing
Technology can have a transformative effect on your small business' onboarding process. Digital onboarding tools do away with the need for paperwork and related organizational costs. They help you save time through automation, ensure robust training of your new hires, and allow for higher employee engagement.
In addition, in a world where remote work is more widely-accepted, technology can foster collaboration during an employee’s first days at a new company.
The next time you decide to take on new employees, consider incorporating technology for efficient onboarding processes. Enjoy its transformative benefits.
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Author Bio
Austin Andrukaitis is the CEO of ChamberofCommerce.com. He's an experienced digital marketing strategist with many years of experience in creating successful online campaigns. Austin's approach to developing, optimizing, and delivering web-based technologies has helped businesses achieve higher profit, enhance productivity, and position organizations for accelerated sustained growth.
Is Perfect Restaurant Communication Possible?
We’ve all heard the restaurant horror stories - lost bookings and wrong orders. They’re usually just a case of simple miscommunication. As a restaurant owner or manager, you do everything you can to prevent this. But no restaurant is perfect, right?
In this article, we will explore whether perfect restaurant communication is actually possible.
Why is Communication Important?
Effective communication is the key to running a successful restaurant. With so much going on front-of-house and in the kitchen, each area needs to know what the other is doing. Any miscommunications can lead to costly mistakes, so communication needs to be smooth not only on a daily level but also throughout the whole company.
Many companies now use business communication systems such as Workmates by LIKE.TG to make communication easier. This helps aid good management and team cooperation, which are also vital to create the perfect working environment.
Communication Starts With the Management
Successful communication begins with the people in charge. If the communication coming from the top isn’t effective, it will quickly affect the day-to-day running of your restaurant. Each head of department needs to be liaising with their own team as well as those in charge of other teams. The kitchen needs to know how many bookings have been made. The waiting staff needs to know if something is off the menu.
These are some ways you can ensure the channels of communication stay open as a manager:
Team meetings at the start and end of each shift
Regular check-ins in each area of the restaurant
Door-open policy for employees
Logbook for suggestions
As a manager, it is also your job to maintain a healthy work environment for your staff. This includes being available to talk, giving constructive feedback, and handling employee conflict when needed. A breakdown in communication somewhere is a time-sensitive issue that should be handled immediately. Transparency is also important with management. If employees trust you, communication is much easier.
It may be part of your job role as a manager to recruit new employees. When it comes to successful employee onboarding you need to be clear about what is needed from employees from the beginning. This means setting out clear job roles and work policies. This will also ensure better employee retention. Most restaurants include shadowing as part of the training process. New employees observe and learn from current staff members, meaning they get on-the-job training without being thrown straight in.
Get the Team Together
The best workplace teams are those who enjoy working together. Employees who see each other as friends communicate more effectively and are more likely to work together better. So encouraging staff meals and socializing outside of the restaurant could be the key to successful team building.
One of the areas where communication can lack is with employees who do not work the same shifts. A lot of companies, including restaurants, that tend to have a day shift and night shift staff can find that tensions mount between employees who do not work together. They can feel that work is being left for them, or that they get the more difficult shift.
Regular staff meetings can be useful for getting the whole team together. These don’t have to be formal. They can just be a place for employees to bring up issues and share ideas on how to work better together. Increasing employee engagement will boost productivity as well as communication.
The Menu
Did you know that one of your most effective communication tools as a restaurant is your menu? This isn’t just where your customers choose their food. With prices, allergens, and descriptions, it is a window into your kitchen. So it is important to get this right.
But what makes the perfect restaurant menu?
Keep it short - Too many dishes mean too much choice for the customer and more work for the kitchen.
Allergens - It is vital that you have the correct information. This is a health and safety matter and customers are trusting you with their food.
Clear description - If there’s any doubt about what a dish is, make it clearer. This avoids customer confusion and disappointment.
Layout - Make it as easy as possible for customers to find what they want.
Design - Your menutemplate needs to look clean as well as reflect your brand. Don’t choose bright colors and fonts that are unreadable.
Many customers like to look at food options before they choose a place to eat. This is where online menus can be an effective communication tool for restaurants. Even if you don’t currently have a restaurant website, you can register domain names to use as a place for customers to view your menu. But it is important that you keep your online menus up-to-date. There’s nothing more disappointing than having a customer arrive at a restaurant to find that they no longer make their chosen dish.
Digital Tools for Better Communication
The latest advances in technology could be the final step in perfecting communication within your restaurant. Automating certain tasks leaves more time for in-person communication and less room for error. Social media and online messaging mean that teams can stay in touch when they aren’t at work. This puts an end to missed messages and lost conversations.
Group messaging
Communication among employees doesn’t stop when they leave work. But with social media and endless messaging apps, it is better to provide employees with a way of communicating that can be monitored, such as Workmates by LIKE.TG®. This means that conversations can be transparent and problems can be dealt with. It also gives management a way to send messages to all employees at once.
Workplace social media can also be a good place for employee recognition. This is a part of the work culture that often gets forgotten. It is a way to boost productivity and reward employees for their achievements. Remember communication isn’t just about contacting employees when you need something from them.
Communication automation
Business process automation (BPA) uses software to automate repetitive tasks that take time away from other important tasks. While it is becoming popular with companies to use in HR and customer services, it can also be used for communication. Automation is the best way to ensure no one misses important messages or updates.
Scheduling app
Creating work schedules can be a difficult, time-consuming task as there are so many variables to consider. A scheduling app can create your restaurant’s schedules based on availability, the skillset of the staff, and shift preferences. You can even factor in holidays and shift changes.
VoIP technology
Voice over Internet Protocol (VoIP) means that your restaurant can make and receive all calls using the same number. With VoIP telephone systems you can have multiple lines that are linked so you won’t miss out on bookings while dealing with customer inquiries.
Perfect Restaurant Communication
Advances in software mean we now have the technology to automate a lot of our communication. But this may not be the key to perfect restaurant communication. Communication is centered around people within the company. It is clear that effective communication within a restaurant needs good management, as well as employees who are willing to work together as a team.
So it looks like perfect restaurant communication may not quite exist. But that just leaves room for us to constantly learn and improve on it.
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Managing Remote Teams in the Tech Industry: Navigating Challenges and Best Practices
Since the pandemic, remote work has become widespread across industries, including tech. Reports show a 24% increase in employees opting for remote work in 2022. This shows that work-from-home models are no longer a temporary setting but a corporate norm.
As a staggering number of tech teams went remote, it brought several challenges for the managers, like isolation, reduced morale, and unorganized task delegation.
But to run a successful company, you must regulate your virtual work models. To help you, we have created the perfect playbook to avoid challenges and handle remote tech teams effortlessly.
How To Navigate Remote Tech Teams
Here is how you can effectively navigate your remote tech teams:
Address communication gaps
Clear communication is the foundation of any company. While remote work brings several perks, it poses challenges like a lack of trust and synergy in tech teams. This can compromise the information flow, create misunderstandings, and hamper operations.
So, addressing communication gaps in your organization is crucial to run remote tech teams. Use communication tools like Troop Messenger, Slack, Zoom, and Google Meet. Create asynchronous conversations through platforms like Notion and Jira.
Encourage team bonding through regular meetings and interdepartmental brainstorming sessions through video conferences. Identify suitable channels to streamline internal communication so your employees can reach out to peers as required. This way, your remote employees will see themselves as valuable assets and improve their engagement.
Promote teamwork and collaboration
A collaborative workspace is critical no matter what work model you opt for. But virtual teams often struggle to collaborate with their onsite colleagues. To avoid this, team leaders need to promote a culture of teamwork and smooth collaboration.
Delegate cross-team projects between your remote tech employees and other departments. Design friendly challenges to encourage healthy competition between the cross-team pairs. Remember to connect employees who usually don’t work together while building a collaborative tech group.
Consider incorporating occasional merchandise for your remote tech teams to enhance team spirit further and boost morale. Providing customized shirts, accessories, and gifts with your company's logo or branding can be a tangible reminder of their connection to the company. Occasional merch not only lifts their mood but also fosters a sense of belonging and appreciation among remote team members, creating a positive work culture even in a virtual environment.
Arrange virtual meet and greets with both onsite and remote tech employees. Create virtual break rooms with good Zoom backgrounds where employees can log in and chat with peers over lunch or tea breaks. Team-building activities like virtual book clubs, yoga sessions, and online games can strengthen the bond between remote tech employees and other departments.
Manage productivity and accountability
The lack of face-to-face interaction and limited monitoring makes it challenging to ensure productivity and accountability in remote tech teams. To counter that, you need solid strategies tailored to suit a virtual working model.
Here is what you can do to create a culture of accountability and continuous productivity:
Create clear work-from-home policies covering total working hours, required privacy and security measures, deliverables, and expectations.
Set realistic targets and define objectives of specific projects.
Identify and measure important KPIs and performance metrics.
Use performance tracking and project management tools.
Practice transparency around the inputs of each remote tech team.
Conduct regular follow-ups.
Provide reports detailing the remote team’s time expenses.
Offer integrations and automation.
Navigate time zone differences
Hiring global teams can help you diversify your organization’s culture and bring unique ideas. However, navigating the time difference between remote teams can be tricky.
Here are some measures you can take to navigate time zone differences:
Convey your time zone boundaries to the remote tech teams.
While setting deadlines, take every team member's location into account.
Be very specific about the time zones while discussing dates.
Consider split shifts, where one accommodates your time zone and the other caters to the remote team’s time zone.
Use scheduled emails so the remote team gets the message when they are active.
Embrace modern HR tools
To streamline performance management and ensure employee engagement for remote teams, embrace scalable HR solutions. These tools facilitate smooth onboarding, promote transparency, track performance, and automate repetitive tasks for your employees.
Effective HR platforms also come with chatbots to resolve employee queries quickly. This is especially helpful if you have global teams, as they can get support during working hours.
Modern HR tools come with payroll systems that process timely salary and benefits. These platforms also simplify requesting time offs and managing changes in a remote employee’s schedule.
HR platforms like LIKE.TG provide automated onboarding workflows and checklists and manage time offs. The tool also centralizes feedback and handles remote team performance.
Best Practices for Managing Remote Teams
Follow these best practices to manage remote teams effectively:
Establish clear expectations and goals
Remote employees often feel disconnected from the onsite work structure. To mitigate this problem, share expectations and goals from the very start.
While onboarding new employees, define their roles and responsibilities clearly. This will give them an idea of how their contribution fits into the process. Note what you expect from each remote employee and give them an overview of your organization's standard procedures.
Break down responsibilities into small steps for better understanding. You can also use RACI (Responsible, Accountable, Consulted, and Informed) matrix to define each remote worker’s role. This way, your remote team will know exactly what their job entails while working flexible hours.
Clarify deliverables and set relevant performance metrics for each remote team. Track KPIs like devoted work hours, project completion rate, accuracy rate, and individual employee cost. Don’t forget to measure your profit margin regularly after onboarding a remote team. This will give you an idea of how your team contributes towards your business goals.
Develop effective communication strategies
Navigating a remote team requires a culture of clear communication. Your remote employees don’t get to interact with their team in person, which can make them feel isolated.
To eliminate this issue, use reliable video conferring platforms so your remote team can stay connected with the rest of your workforce. Incorporate internal chat platforms so that remote teams can reach out to their peers and feel like valuable members of the family.
Schedule regular 1:1 and team meetings with your remote employees. Check-in with them to examine their progress and identify any issues.
Build a culture of open communication. Encourage your virtual assistants and remote employees to state suggestions and opinions in team meetings. Assure they can ask you questions, views, and issues without fear of intimidation. This inclusive approach will enhance collaboration, create a sense of belonging, and reduce employee turnover.
Create a virtual team culture
To foster productivity in remote settings, try making your remote team feel at home. Create a culture that fits on-site and virtual teams’ needs and expectations. Encourage them to interact with their peers and build a bond. Virtual events, game nights, and weekend karaoke are fun but beneficial activities to help remote workers gel with their colleagues.
Offer a healthy work-life balance with manageable goals, flexible hours, and paid vacation days. Refrain from contacting them outside their working hours. Also, consider providing gym memberships or yoga classes to help employees regulate work stress and lead a healthy and fulfilling life.
LIKE.TG’s time-tracking software will let you keep track of each team’s work hours, manage their time-off requests, and schedule realistic targets for their work days.
Provide the right tools and technology
Equip your remote teams with the right tools and technologies so they may deliver quality work. Invest in reliable communication and collaboration platforms, performance analytics, and automation. Ensure the software offers specific features to eliminate different remote team challenges.
For example, besides the necessary HR features, LIKE.TG offers a custom form and workflow builder for enhanced efficiency.
Empower and support remote team members
To create mutual trust in a remote work model, offer support from day 1 of onboarding. Assist your new hires with all onboarding formalities and provide the necessary resources. Give them time to acclimatize to your procedures. We offer the best-in-class employee onboarding software to get you started on the right foot.
You can assign a mentor for each new hire to provide them with experienced guidance. A workplace buddy also helps remote teams quickly shake off newbie jitters and learn their responsibilities.
Avoid micromanaging your remote team and give them autonomy over their work. This shows your trust in their capabilities and improves engagement.
Identify each team member’s strengths and weaknesses and examine their interests. This way, you can create the perfect training modules for each remote employee to ensure the best possible learning. Your organization should also provide ample upskilling opportunities like online courses, seminars, and certifications. Investing in high-quality resources enables your team to become proficient in Python and other critical skills essential for your tech operations
Conclusion
With an empathetic approach, savvy strategies, and practical HR tools, you can effortlessly navigate the challenges of a remote tech team. However, it’s not something you can perfect overnight. Also, create a timeline to enable you to effect changes and monitor employees' progress properly.
Regularly monitor your work-from-home strategies, identify areas of improvement and make changes accordingly. Collect feedback from employees often and incorporate their suggestions.
Building a mutually respectful, engaged, and productive remote team may seem tricky. But a healthy work-life balance, manageable targets, and the right tools can pave a smooth way to excellence for your virtual team.
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How Communication Impacts the Recruitment Process
Effective communication plays a crucial role in the recruitment process in today's competitive job market.
35% of respondents in Employ’s 2022 Job Seeker Nation Report cite poor communication and responsiveness from prospective employers as a key frustration within the job search process. A further 47% say great communication makes for a positive recruitment experience.
A well-executed recruitment communication strategy is thus essential for attracting and engaging top talent.
Here, we explore how effective communication affects your employee recruitment process. We’ll also discuss how to enhance your communication strategy for successful talent acquisition.
What is a Recruitment Communication Strategy?
A recruitment communication strategy is a plan mapping out how your company interacts with job seekers throughout the recruitment process. It highlights the communication modes and measures needed to adequately dispense information to candidates.
A clear recruitment communication strategy helps prevent disorganized or unstructured interactions between you and your candidates. It also eliminates sloppiness, unprofessionalism, and content gaps—all factors that may discourage talent from working for your company.
Why Communication Matters During Employee Recruitment
Here’s how two-way communication between your company and potential talent can improve employee recruitment and eventual retention.
Attracting and Engaging Top Talent
Well-written job descriptions accurately reflecting the role's responsibilities, requirements, and perks will be much more attractive to the right kind of candidate, so clear and compelling communication is vital to attract the highest quality applicants.
Furthermore, effective communication during the initial stages of the recruitment process creates a positive impression, and a great candidate experience improves your chances of getting the job seeker to work with your organization.
You may use several different channels, such as job advertisements, company websites, and social media platforms, to communicate available opportunities. It’s essential to ensure that these are readily accessible to your ideal employee so you’re attracting the right caliber of candidates.
Building a Positive Employer Brand
Effective communication during recruitment contributes to shaping and strengthening your brand as an employer.
A poor employer brand can discourage candidates from pursuing opportunities with your company. Plus, they may share their negative opinions with other job seekers and harm your ability to get top talent applying at all.
In this regard, communication impacts the recruitment process and shapes your employer's brand. As an HR team member, how you communicate your company's mission, values, culture, and growth opportunities matters a lot.
Clearly communicating organizational values, for example, will differentiate your brand from its competitors and appeal to candidates who align with your vision.
In addition, prompt and transparent communication throughout the recruitment process demonstrates respect for your applicants. It also enhances the candidate’s perception of your organization, promoting a positive employer brand reputation.
Ensuring a Smooth and Efficient Hiring Process
Clear communication makes the recruitment process seamless and frictionless as well. For example, timely updates and regular communication with candidates will help manage their expectations, keep them engaged, and maintain transparency.
Open and transparent communication surrounding the interview process will help prevent confusion and frustration. Well-communicated expectations enable candidates to prepare for each stage, leading to better outcomes on both sides of the hiring process.
Proven Steps to Improve Your Communication Strategy
The key to leveraging communication for recruitment is to have a solid strategy for it. Below, we’ll walk you through some key steps for strengthening your recruitment communication plan.
Develop a Comprehensive Recruitment Communication Plan
Strategy is all about having a detailed plan for communication covering every step of the recruitment process. This plan will serve as your roadmap and guide as you interact with candidates throughout the recruitment period.
To draw up a recruitment communication plan, start by defining three key elements:
Your target audience
Their preferred communication channels
The key messages you want to convey
Then, craft a consistent and cohesive communication plan that encompasses multiple touchpoints. Consider engagement channels such as job postings, career websites, social media, email communications, and interviews. Keep your messages clear, concise, and aligned with your brand.
Optimize Job Descriptions
A job description is how you help candidates understand the role they’ll occupy in your company. It tells them what they need to understand about the job, the business, and everything else they must know to function well in the role.
As such, crafting job descriptions that accurately reflect the role and your company culture is crucial. Clearly outline the responsibilities, qualifications, and expectations you want to see in the ideal candidate. Doing this will help attract the right sort of applicants.
In addition, use language that’s engaging and easy to understand when creating your job description. Aim for simplicity in your messaging, avoiding jargon and unnecessary complexity.
It’s good practice to highlight the benefits and growth opportunities associated with the role. With this done, you should end the message with a clear call for candidates to apply.
Streamline Candidate Communication
The quality of your communication lies in how much information you can dispense with as little content as possible.
Job seekers shouldn’t have to read several pages of text or watch a lengthy video to get all the information they need to apply for the role. It’s about saying less and telling much.
You want to streamline all communications, cut out any excess, and only put out cogent information when necessary. More importantly, personalize communication whenever this is feasible to make candidates feel valued and respected.
In addition, establish clear communication channels for candidates to reach out with their questions or concerns. Respond promptly to inquiries and provide regular updates throughout the hiring process.
Lastly, leverage technology to automate communication where possible. For example, you may send automated confirmations, interview reminders, or status updates to candidates via business text messaging services or email.
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Train Recruiters and Hiring Managers on Effective Communication
Your strategy is only as good as its implementation. While it may sound impressive on paper, the individuals rolling out your plan may fluff its execution, rendering it useless. As such, you must train the rest of the HR team on effective communication.
Equip your recruiters and hiring managers with the necessary communication skills to fully engage with prospective employees. Also, train them on active listening, empathy, and clear messaging.
Encourage recruiters to provide constructive feedback to candidates even if they’re not selected. Doing this helps you foster positive relationships and maintain a positive employer brand.
Gather Feedback and Iterate
Feedback is necessary to adjust and improve your strategy. That’s why it's integral to your overall recruitment communication plan.
Regularly collect feedback from candidates about their experience during the recruitment process. Use these reviews to identify areas for improvement and make necessary adjustments to your communication strategy.
Continuously iterate and refine your approach to ensure your recruitment communication aligns with candidate expectations and market trends.
Optimize Your Recruitment Communication Strategy to Attract Top Talent
Now you understand the effect of communication on the recruitment process, you should begin implementing steps to solidify your strategy. The tips we discussed above will help you improve your interactions with potential employees.
Admittedly, communication is only one part of the puzzle when it comes to creating a great recruitment experience. Nonetheless, it’s a crucial piece, which you must get right to improve your company’s overall hiring process.
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7 Strategies for Creating an Inclusive Environment for Employees
Today’s workforce is diverse. Any company seeking to maximize employee productivity and improve staff efficiencyshould foster an inclusive environment for employees.
What does an inclusive work environment look like?
Basically, it’s a workplace that values and respects employees’ individual differences. It also promotes equal opportunities and encourages collaboration among employees from diverse backgrounds.
An inclusive environment makes employees feel recognized. They feel a sense of ownership, which can propel them to higher levels of productivity. Above all, inclusive work environments boost employee engagement.
How can your organization attain an inclusive workplace?
Here’s a look at seven strategies for creating an inclusive environment for employees.
1. Drive Leadership Commitment
Creating an inclusive environment for employees in any organization starts with a commitment from its top leadership.
As a leader, you should communicate the importance of diversity and inclusion to managers and other people in positions of power. Ensure that practical initiatives towards inclusivity are integrated into your firm’s overall strategy.
The good news is that most leaders in organizations appreciate the benefits diversity and inclusion can bring to their organizations. Find out why embracing diverse work styles is your leadership superpower.
A 2022 study by CIPD showed that 78% of senior management understands how an inclusive environment for employees can benefit their organizations.
These findings align with the 2022 Global Diversity, Equity, and Inclusion Survey by AON. It shows that senior leaders at 93% of companies involved in the study strongly supported and sponsored diversity and inclusion initiatives.
By actively supporting and championing these initiatives, leaders set the tone for implementing diversity and inclusion in their companies.
2. Diversity Training and Education
Implement comprehensive diversity training and educational programs for all employees. This strategy helps your organization raise awareness about unconscious biases and stereotypes.
Choose a training program that’s focused on helping workers recognize implicit biases that affect decision-making and perpetuate inequalities.
When you empower employees at all levels, they will make objective and fair decisions. This, in turn, gives better outcomes in recruitment, performance appraisals, and promotions.
Diversity educational programs have more benefits. Here are some examples:
- They equip employees with the necessary knowledge to foster inclusive behavior among themselves.
- Training individuals on cultural competence and empathy helps them understand how their actions impact others.
- It encourages respectful and inclusive interactions among employees.
- Cultivating skills in active listening and effective communication helps employees remain objective.
- It also helps employees avoid biases.
To design effective educational programs to foster diversity and inclusion:
Focus on the needs of the target group.
Be practical and tailor the content to address the specific challenges of your organization.
Use interactive delivery methods, including workshops, role-playing exercises, and group discussions.
You could leverage a video CMS platform to provide an immersive and interactive learning experience for employees.
3. Adopt Inclusive Recruitment and Hiring Practices
Your human resource department must adopt inclusive recruitment and hiring practices for both freelancers and employees. It’s actually beneficial to your company since you attract a diverse talent pool.
For instance, when posting listings on job boards or your website, avoid biased descriptions. To create winning job listings, write descriptions that don’t discriminate against certain individuals, especially minority groups.
Check out the infographic below for common hiring biases to avoid.
Make deliberate efforts to reach out to underrepresented groups. This increases your chances of hiring qualified individuals from minority communities.
You can easily achieve this by using diverse recruitment channels. Post your listings on job boards, social media, and educational or professional organizations that serve these individuals.
Fortunately, you can also display your social media job posts or company environment on your website. For example, embed LinkedIn Company Feed on a website that contains content like job posts, company activities, employee engagement, and many more. It will help your potential employee to see your social activities directly on the website.
Alternatively, consider blind hiring processes that allow anonymous resumes.
These remove personal information and use skill-based assessments to establish the candidate’s abilities. This approach will help your organization avoid discrimination, at least at the initial stages of your recruitment process.
When conducting face-to-face interviews, adopt a structured and diverse approach to picking successful candidates.
For instance, constitute a diverse selection panel to help your organization minimize biases. This will ensure a comprehensive evaluation of the interviewees.
4. Promote Inclusive Policies and Practices
Review your company policies and practices regularly to ensure they are inclusive and provide equal opportunities for all workers.
Here are some steps you can take:
- Examine your promotion process.
- Adopt performance review best practices that help make your appraisal process fair and transparent.
- Avoid prejudice and ensure fair pay for all employees.
- Implement flexible work arrangements that support and improve work-life balance.
- For example, most workers within child-bearing age are likely to work for firms that offer paid maternity and paternity leave.
- This is understandable. While it’s a joy for the family, it comes with immense demands, especially for the new mothers. Therefore, it’s imperative for any good employer to support the new parents by offering paid time off.
- Implement initiatives that prevent employees from carrying work home. Instead, encourage them to pursue their hobbies or further studies. Such initiatives contribute to job satisfaction.
5. Establish Employee Resource Groups (ERGs)
ERGs are voluntary employee-led groups within organizations that bring together individuals with common backgrounds. ERGs can focus on various diversity dimensions such as ethnicity, disability, or race.
What’s the importance of ERGs in fostering an inclusive environment for employees?
- They allow individuals from diverse backgrounds to connect and contribute to a company’s goals.
- They provide crucial support networks and a sense of belonging to members with similar backgrounds.
- Members can use these avenues to advocate for policies that address specific challenges, such as racial, cultural, or gender-related issues.
- Such groups create platforms for dialogue. Members get an opportunity to air their concerns and gain an audience from senior leadership.
It’s imperative to align the mission of your ERGs/BRGs (business resource groups) with company and member developmental goals. Your ERG leaders can use the 4C assessment model to see how their groups’ missions fit in your company goals.
The 4C model is the strategic framework used by most businesses when implementing ERGs. It focuses on four areas, as shown in the image below:
Key areas of focus in this model are commerce, community, culture, and career. For instance, aligning your ERG objectives with company culture allows the members to fit in your organization and foster inclusivity.
Setting professional goals and focusing A focus on career objectives allows members to grow their talent and become more valuable to your organization.
Your BRGs should be more than mere social groups. Design them to impact your company and the group members positively.
6. Embrace Open Communication and Feedback
Establish active communication channels to encourage employees to share their thoughts, concerns, and suggestions related to diversity and inclusion.
Here are some things that can help.
- Anonymous employee surveys and feedback mechanisms to share sensitive issues without victimization.
- Open-door policies.
- Town hall meetings. These can be held virtually via the various video conferencing tools in the market today.
7. Implement Employee Mentorship and Sponsorship Programs
Employee mentorship and sponsorship programs play a pivotal role in the development and advancement of workers from underrepresented groups. Besides, such efforts contribute to your company’s talent development and eliminate disparities in career progression.
You can execute this strategy by pairing employees with mentors or sponsors who can provide guidance, support, and opportunities for growth.
For such programs to succeed:
- Define their objectives clearly and highlight the desired outcomes, such as career development or increasing diversity in leadership positions.
- Design a detailed program and structure. Consider specific elements like matching criteria, duration, expectations, and the resources required.
- Conduct regular check-ins and provide support to mentors or sponsors.
- Establish an evaluation and monitoring framework for such programs.
Conclusion
Employees are more committed and motivated to perform their duties in companies that embrace diversity and inclusion.
Fortunately, your company can create an inclusive environment for employees. And the top leadership should drive such initiatives. Use the 7 strategies described above to create a workplace that’s friendly for all employees.
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Employee Feedback To Manager: An Effective Guide On Taking Honest Feedback From Your Teammate
In any workplace, feedback is critical. Although we typically think of managers providing feedback to their team members, team member feedback to managers is just as valuable. Employee feedback—both from senior and rank-and-file employees—helps identify areas for improvement. It helps everyone achieve their best possible performance.
In this article, we’ll focus on the importance of getting rank-and-file employees’ feedback for managers in the workplace.
Importance of Employee Feedback
In general, all employees want companies to listen to their concerns. When employees feel that the business is listening to them, their level of engagement increases. High levels of employee engagement offer all sorts of benefits to the company. Here are some obvious benefits:
Higher employee satisfaction: When employees are highly engaged in the workplace, they know their opinions are valued and satisfied. Job satisfaction leads to greater productivity.
Higher retention and lower turnover: Employees who feel appreciated are less likely to leave a company.
Lower rates of employee absenteeism: A Gallup poll found that highly engaged workplaces experienced a 41% reduction in absenteeism.
Increased profits: Companies with a highly-engaged workforce are 21% more profitable on average.
Employee feedback can also improve other elements of a business. For example, employee feedback can improve business processes, reduce costs, improve productivity, and more.
Just like everyone else, managers make mistakes. Rank-and-file employees should be able to assess their leaders’ performance objectively so these senior employees can make adjustments.
What Is the Role of a Manager in the Feedback Process?
The role of a manager in a feedback cycle is typically that of a mediator or go-between. They mediate between company leaders and rank-and-file employees. Sometimes, they provide the feedback to rank-and-file employees themselves. As a result, managers typically have to deal with all types of feedback, from personal issues between staff, requests for time off, and more. These issues are managed in a continuous feedback loop.
A major part of the manager’s traditional role then is to give feedback to team members informally or as part of formal performance evaluations. Either way, managers should always be encouraging and supportive. They should set apart some time to talk to their team. This can be done during monthly, quarterly, or even weekly meetings. Or they can send regular emails with the feedback about a specific team member’s performance. Email verification here, however, is key.
But, on occasion, a team member might need to give feedback that directly relates to their manager’s performance. That feedback might be provided through another channel, for example, the Human Resource Department, or directly. In these instances, that manager in question is no longer a mediator or the one who directly gives feedback. They are now the recipients of this feedback.
That said, team members expect their managers to act the same way when receiving constructive criticism. Managers should, just like their team members, be receptive and welcome the opportunity to improve. They should resist the temptation to “pull rank” or become defensive.
Ultimately, managers should not hold it against their team members when they speak up about a problem. After all, if team members feel comfortable enough to raise an issue, it’s a sign of a positive team culture.
What Is the Role of a Team Member in the Feedback Process?
Team members typically receive constructive criticism from their manager. Of course, they should be receptive when receiving feedback. It can be tempting to come up with excuses whenever a manager points out an area for improvement. But owning up to mistakes and taking steps to improve will reflect well on team members. Performance evaluation provides all employees with an opportunity to do better.
In cases where it’s the team members who provide the feedback to or about their manager, however, the typical roles in the workplace are reversed. The team members assess their manager’s performance, and the manager listens and implements this feedback (or should do so, at least).
Though it can be challenging, team members should strive to be direct when providing feedback to their manager. However, they must remember to be constructive. The idea is not to complain, let off steam, or pick a fight. The point is to provide constructive feedback.
These employees giving feedback must do so as respectfully as possible and at the right time. For example, they probably shouldn’t start giving feedback when their manager is engrossed in a task or on a deadline.
Here’s a tip I often use: if team members want to give feedback, but it’s not quite the right time, they should write everything down. I usually make some notes, organize my thoughts, and then arrange a meeting.
In general, people should give feedback in private. This means either a personal email, phone call, or one-to-one meeting. They should also choose their words carefully and be solution-oriented. In other words, they shouldn’t just talk about what’s wrong but offer solutions.
Why Team Members Avoid Giving Honest Feedback to Managers
Providing critical feedback to a manager can be difficult. As most people will say, the problem is, it’s difficult to give honest feedback to your boss. There is a simple reason for this: they fear reprisal.
It’s natural to fear a superior will retaliate if given critical feedback. That’s the case in any situation; it’s made worse at work because of the power dynamics. Plus, unfortunately, some managers do respond negatively to any critical feedback.
Rank-and-file employees also feel that any feedback they give will be ignored. After all, if a manager gives negative feedback to them, they must act on it or face disciplinary action. The reverse is typically not true.
What Can Managers Do to Get Feedback From Team Members?
For an effective feedback management cycle for managers to work, managers–whether this be the HR department or the team manager themselves—must help rank-and-file employees overcome their fear to provide honest feedback. Of course, this cannot be achieved in one day.
Managers must work continually to build a culture of giving and receiving feedback. That means they should encourage input from the rank-and-file from their first day of work in the office. Managers can also implement programs to demonstrate that everyone’s opinions matter in the workplace.
For instance, managers can create online communities that encourage feedback from the get-go. There are platforms like Mighty Networks that have messaging features everyone in the team can use. Managers can create a chat section for conversations and even a feed for group discussions.
Managers can also schedule regular one-to-one feedback sessions where team members are encouraged to share any issues. Managers should then use the feedback to make positive changes in the workplace. Once managers start to do this, team members will see that it is safe, and even encouraged, to give candid feedback.
Managers shouldn’t be surprised if this takes time. If a company doesn’t already have a strong feedback culture, it needs one or two brave team members to speak up first. Once they do so and receive a positive reaction, others will feel empowered to do the same. Managers should try to establish this culture from the very start by encouraging team members to be open and transparent.
Ask the Right Questions
Even if a manager has created a positive feedback culture, some team members might still have difficulty sharing their opinions. When this occurs, managers can gently guide the employee towards opening up. They can do this by providing answers to common questions or rephrasing issues through role-playing.
Here are some questions they might wish to ask:
How could I be providing you with more opportunities to develop your professional skills?
If you were a manager, how might you ensure the professional development of your team members?
Is there anything in our current workflow or processes that could be improved?
How is your relationship with your co-workers?
Are you generally satisfied with your work here?
How do you see yourself in your professional life in five years?
What company policies do you think could be improved?
When asking for feedback, managers should avoid questions that solicit a “yes/no” answer wherever possible.
Managers should also take into account how team members employees prefer to communicate. Some people are less comfortable with face to face meetings. In these cases, managers can send them questions and allow them to send a response. Having time to think through answers can make them feel less “put on the spot.”
Managers should also reassure staff that feedback will be kept confidential, that there is no right or wrong answer, and that they will not be penalized for speaking candidly.
Bottom Line
Good managers encourage feedback in the workplace. They also understand that communication should be a two-way street. In other words, managers should not be the only ones giving feedback. They must also be able to receive it graciously and implement it to improve their performance. For good managers, all opinions matter in the workplace.
However, managers should also recognize that not all people feel comfortable with the idea of sharing their opinions with their superiors. This is why managers and leaders must build a culture of feedback from day one. By allowing team members to voice their honest opinions without fear of reprisal, managers can improve their role. With a positive process that allows rank-and-file employees to also provide feedback for managers, everyone will benefit.
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Baidhurya is the founder of SellCoursesOnline.com. He regularly shares tips, tools, and strategies to help creators and entrepreneurs build a successful online course business.
A Guide To Onboarding & Interview Prep For New Employees
Job interviews and the first days on a new job can be nerve-racking. Both can be intimidating as you hurdle the interview, enter a new environment, meet new teammates, and adjust to the company culture. However, being too nervous can wreak havoc on your only chance to nail your dream job.
Being prepared is one step closer to completing your interview and onboarding successfully. Proper preparation paired with the right mindset will build your confidence, which can make a positive impression during the interview. Furthermore, preparation before onboarding helps you quickly adapt to the company's culture and excel in your new position.
This guide provides insights and tips on preparing for a successful onboarding experience and interview.
Quick Tips for a Successful Interview
Here are some tips to help you prepare for an interview and reduce nervousness:
Research the company and the role you're interviewing for.
Practice answering common interview questions.
Prepare questions to ask the interviewer
During the interview, be yourself by showing confidence, keeping calm, and making eye contact.
Remember to bring your documents, including your resume.
Steer away from drugs that might turn out a positive test
Dress professionally
Keep time
Work on your interpersonal skills and nonverbal communication
Make a lasting impression during your introduction
End with a positive, enthusiastic note
Send a thank-you note or email to reiterate your interest in the role and appreciate the interview opportunity.
Make sure to end any trials you may have started to aid you in landing your dream gig. Whether it’s a resume builder or an interview prep company - these can add up quickly. To make life easier, you can make use of a subscription cancellation service.
The Onboarding
Nailing the interview and landing the job is one thing. The next step is adjusting to the organization. This is where onboarding comes in.
The onboarding process introduces a new hire to the company's culture, role, and team. An effective onboarding process will also lay the foundation for your success and professional development. Research shows employees who go through an effective onboarding process improve job retention by 82% and productivity by 70%.
Besides boosting retention and productivity, onboarding leads to accelerated integration into the company culture, increased job satisfaction, and employee engagement.
What to Expect During the Onboarding Process
Onboarding starts when you accept the job offer and includes different stages. The activities to expect during the onboarding process depend on your stage.
Stage 1: Preboarding
Preboarding occurs between the day you accept the job offer and the start date. Expect to:
Receive a welcome communication, most likely from the HR department.
Completing paperwork such as employment contracts, confidentiality agreements, and other administrative tasks before the start date.
Receive a welcome packet containing the company history, mission statement, and organizational structure to help you understand the company better.
Receive a schedule for your first week.
Attend any upcoming company events.
Virtually meet your team members, colleagues, or stakeholders before your first day.
Send an introductory email or video to your new team.
Stage 2. Orientation
Activities to expect:
Workplace tour to familiarize yourself with the layout and facilities.
Introduction to a buddy system.
The official introduction to colleagues and your team
Introduction to company history, policies, and values
Overview of your new role and what is expected of you
Overview of Safety and security policies
Review of the employee handbook.
Complete any remaining paperwork.
Introduction to training programs
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Stage 3: Training
Activities to expect:
Job-specific training through workshops, seminars, and shadowing.
Access to resources and tools.
Opportunities to ask questions about the company and your role.
Learn more about your colleagues' roles.
Team-building exercises to improve collaboration.
Stage 4: Transition to the New Role and Performance Monitoring
Become a full-fledged team member.
Receive initial performance reviews.
Set target metrics and performance goals.
Receive feedback on your performance.
Guidance on how to navigate any challenges you may encounter.
Stage 5: Ongoing Support and Development
Continuous learning and improvement
Mentorship opportunities
Ongoing support from your team and colleagues.
Continued regular one-on-one meetings and feedback.
Tips for a Successful Onboarding Process
An effective onboarding process sets you up for success and is crucial for every new employee, no matter their experience level. Below are some tips to help you navigate through your onboarding process:
1. Researching the Company and Your Role
Read the materials you have been provided with, such as the employee handbook, onboarding guide, or orientation packet, to understand what to expect or expected of you.
Prepare Mentally and Emotionally
Onboarding can be exciting, but you can feel overwhelmed by the new environment. Reflect on your career goals, visualize success in your new role, and cultivate a positive mindset.
2. Don't Be Afraid to Ask Questions
Ask any question regarding your role and the company, no matter how silly you may think they are. Asking questions demonstrates your engagement and eagerness to learn. It can also prevent you from making mistakes.
3. Practice Active Listening and Take Notes
You will gain a wealth of information during onboarding. Active listening can help you understand most of the information you learn. You can also take notes to use as a future reference guide.
4. Build Relationships
Connect with your colleagues and team members by attending team-building activities and social events and engaging in conversations. Also, ask your colleagues questions and show interest in their work. Doing this helps establish a support network and foster a sense of belonging within the organization.
In Summary
Taking adequate preparation time helps you approach your interviews with poise, showing your qualifications and skills. Preparation for onboarding is also important, as it makes the process easier and quicker. Furthermore, the insights you gain during onboarding will help you assimilate the company culture, understand your responsibilities, and begin your journey towards your and the organization's success from day one.
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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.
Navigating Pay Changes: Lessons Learned from Noteworthy Case Studies
In today's ever changing business landscape, organizations are constantly faced with the challenge of navigating pay changes. Whether it's adjusting salaries, implementing new compensation structures, or addressing issues related to pay equity, these changes can have a significant impact on the overall success and employee satisfaction of a company.
In this article, we will explore a few important case studies that shed light on the best practices and lessons learned in navigating pay changes. From understanding the importance of data analysis to fostering transparent internal communication, these case studies offer valuable insights for organizations looking to navigate pay changes effectively.
The Power of Data Analysis
One common theme that emerges from the case studies is the power of data analysis in informing pay changes. By leveraging data, organizations are able to acquire a deeper understanding of their current pay structures, identify any inequities, and make informed decisions regarding compensation adjustments.
Transparent Communication is Key
Another key lesson from the case studies is the importance of transparent communication throughout the pay change process. Employees should be able to understand the rationale behind key changes and they can avail of the opportunity to ask questions and provide feedback.
One case study highlighted the importance of conducting town hall meetings and regular employee communication sessions to address any concerns or misconceptions regarding pay changes. By fostering an open and transparent communication environment, organizations can build trust and ensure that employees feel heard and valued. Additionally, organizations should provide clear and concise information about the changes, including the reasons behind them, the impact on individual employees, and any steps that will be taken to address concerns or issues that arise.
Building a Culture of Fairness and Equity
Creating a culture of fairness and equity is another crucial aspect of navigating pay changes. Organizations must ensure that their pay practices align with their values and promote diversity, inclusion, and equal opportunity. By taking proactive measures to promote fairness and equity, organizations can build a strong foundation for successful pay changes.
The Role of Performance Management
Effective performance management plays a crucial role in navigating pay changes. Organizations should have a clear and transparent performance evaluation process in place to ensure that pay decisions are based on merit and aligned with individual performance. By tying pay changes to performance outcomes, organizations can ensure that compensation is fair and rewards top performers accordingly.
The Performance software offers a comprehensive performance management system designed to enhance employee productivity and development within an organization. Some of the key features and aspects of the app's performance management functionality are Goal Setting and Alignment, Regular Check-Ins, Feedback and Recognition, Performance Reviews, Skill Development and Training, 360-Degree Feedback, Performance Analytics, Career Pathing, Recognition and Rewards as well as Integration and Accessibility. The Workmates app's performance management features aim to foster a culture of continuous improvement, open communication, and employee development. By providing tools for goal setting, feedback, training, and performance evaluation, the app contributes to creating a motivated and engaged workforce that drives organizational success.
Engaging Employees in the Pay Process
Engaging employees in the process involving pay change is one more critical factor in successful implementation. Employees should have a voice and be actively involved in shaping the changes that affect their compensation. One case study focused on a retail company that conducted employee surveys and focus groups to gather feedback and input on proposed pay changes. This approach allowed employees to feel empowered and invested in the process, leading to higher levels of acceptance and satisfaction with the changes.
Adapting to Changing Business Needs
In today's dynamic and rapidly evolving business environment, organizations should be more adaptable and responsive to changing business needs. Pay changes should align with the overall strategic objectives as well as goals of the organization. One case study highlighted a technology company that underwent a significant restructuring process. As part of this process, they implemented a new compensation structure that rewarded employees based on their ability to adapt and contribute to the company's evolving needs. This approach ensured that pay changes were aligned with the organization's long-term vision and helped drive employee engagement and productivity.
Case Study 1: Tech Innovators Inc. - Balancing Equity and Market Competitiveness
Tech Innovators Inc., a rapidly growing technology company, faced a dilemma when its compensation structure began to lag behind industry standards. The company embarked on a comprehensive analysis of its pay practices, benchmarking against competitors and considering the importance of equity within the organization. The key lesson learned from this case study is the significance of striking a balance between internal equity and external market competitiveness. By addressing pay disparities and aligning compensation with industry norms, Tech Innovators Inc. not only retained top talent but also fostered a culture of fairness and transparency.
Case Study 2: Global Retail Emporium - Communicating Change Effectively
Global Retail Emporium found itself in a situation where economic shifts necessitated a temporary reduction in bonuses and benefits. The company's success in managing this change hinged on clear and empathetic communication. Lessons drawn from this case underscore the importance of transparent communication when implementing pay changes. By openly discussing the reasons behind the alterations, providing a clear timeline for recovery, and offering support mechanisms, the company was able to minimize employee resistance and maintain morale during a challenging period.
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Case Study 3: Sustainable Startups Co. - Aligning Pay with Values
Sustainable Startups Co., an environmentally conscious organization, recognized that its compensation model needed to reflect its commitment to sustainability. The company embarked on a unique journey by introducing performance-based bonuses linked to environmental impact metrics. This case study highlights the lesson that pay changes can be leveraged to reinforce an organization's values and mission. By aligning financial incentives with core principles, Sustainable Startups Co. not only attracted purpose-driven talent but also demonstrated its authenticity as an environmentally responsible entity.
Case Study 4: Financial Services Group - Flexibility in Total Rewards
Amidst changing market conditions, the company Financial Services Group adopted a flexible approach to total rewards. Recognizing that rigid pay structures might hinder agility, the company explored a more versatile compensation system that allowed employees to allocate their rewards according to personal preferences. This case study underscores the importance of tailoring pay changes to individual needs and preferences. By affording employees the autonomy to shape their compensation, the Financial Services Group bolstered employee satisfaction and loyalty.
Conclusion:
These noteworthy case studies provide a rich tapestry of insights into the art of navigating pay changes effectively. From finding equilibrium between internal equity and external market benchmarks to communicating changes transparently, aligning pay with values, and offering flexibility in total rewards, organizations can glean invaluable lessons from these experiences.
By implementing these strategies, organizations can ensure that pay changes are fair, transparent, and aligned with their overall business goals, ultimately leading to increased employee satisfaction and engagement. As the business landscape continues to evolve, the ability to navigate pay changes wisely will remain a cornerstone of success, contributing to enhanced employee engagement, organizational resilience, and sustainable growth.
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Essential Onboarding Success Metrics: Key Measures for Effective Employee Integration
The economic stimulus triggered the Great Resignation, marked by a mass exodus of workers seeking better prospects. Fast forward to 2023, and businesses confront challenges including elevated inflation, persistent supply chain disruptions, and tech sector layoffs. Amidst these upheavals, the need to gauge onboarding success has grown more critical than ever.
In this article, we delve into five pivotal onboarding metrics that not only serve as indicators of successful onboarding but also offer insights into areas necessitating improvement.
What are onboarding metrics?
Onboarding metrics are quantitative and qualitative measurements used to assess the effectiveness of the process by which new employees are integrated into an organization. These metrics help evaluate various aspects of onboarding, such as employee satisfaction, time taken to reach productivity, turnover rates, morale, and the performance of managers. By tracking these metrics, organizations can identify strengths and areas for improvement in their onboarding strategies, ensuring that new hires are successfully integrated, productive, and engaged within the company.
The Significance of Effective Onboarding:
Elevating the Onboarding Game for Sustained Success
The significance of effective onboarding cannot be understated. Research underscores that proficient onboarding expedites the time-to-productivity for new hires and curtails early employee attrition rates. A lackluster onboarding experience can lead to costly turnover and subpar performance. Disturbingly, only a third of new hires felt adequately prepared for their roles post-onboarding, according to Gallup.
Furthermore, those new hires who rated their onboarding as "exceptional" exhibited a more than 2.5x likelihood of considering their workplace extremely satisfying. Even as the average U.S. employee tenure spans around 4.1 years, HR departments face the challenge of optimizing investments in new hires to stave off costly attrition. Effective onboarding emerges as the linchpin for retaining top talent, minimizing churn, ensuring operational continuity, and saving invaluable time.
Leveraging Onboarding Technology for Measuring Success:
The Dynamics of Measured Success: Harnessing Onboarding Technology
Modern enterprises rely on onboarding technology to streamline operations and collate crucial data, thereby simplifying the measurement of onboarding effectiveness. This technology expedites paperwork processing and automates various manual procedures including:
- E-signatures
- New hire documentation
- Personalized welcome emails
- IT checklists
- Welcome packets
- Policy training
- Automated deadline notifications
- Secure management of employee data
By eliminating the need for laborious paperwork and manual reminders, organizations can invest more resources in nurturing a profound connection between new hires, the organizational culture, and its mission. Failing to track onboarding metrics risks not only wasting time and resources but also leaving a negative impression on new hires, leading to long-term ramifications on morale and retention.
6 Essential Onboarding Metrics for Informed Decision-Making:
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1. Assessing New Hire Job Satisfaction:
Determining Employee Contentment: The First Pillar of Onboarding Metrics
Employee satisfaction encompasses the favorable evaluation of various workplace aspects, extending beyond mere happiness to encompass aspects like tasks, compensation, and benefits. Regular interactions with managers and targeted surveys offer valuable insights into new hire satisfaction. Collecting feedback on job satisfaction, workplace expectations, and organizational alignment with their ideal work environment highlights gaps in the onboarding process.
For instance, if compensation dissatisfaction emerges, onboarding can be tailored to address compensation structures and benefits packages. A study by California State University, Northridge, in 2021 linked job satisfaction to enhanced employee retention and performance, emphasizing the significance of monitoring satisfaction metrics for short- and long-term gains.
2. Gauging Time to Productivity (TTP):
Navigating the Onboarding Journey: Time to Productivity Assessment
Time to productivity (TTP) gauges the duration taken for new hires to seamlessly integrate with their teams and contribute effectively to the organization's goals. Effective onboarding expedites this process, ensuring swift alignment with team objectives.
TTP assessment combines objective benchmarks with subjective evaluations of new hires' assimilation. For instance, a new sales team member's success isn't solely measured by meeting monthly targets; independence within the first three months also plays a role.
Counterintuitively, research from Gallup highlights the misperception of onboarding's purpose, with many treating it as a mere orientation rather than a comprehensive integration process. A shorter onboarding duration isn't a guarantee for reduced TTP. A holistic onboarding program should encompass IT setup, role-specific training, and activities fostering team integration to unlock new hires' full potential.
3. Monitoring Overall Employee Morale:
Cultivating Positivity: Monitoring Employee Morale for Enhanced Engagement
Amidst periods of rapid growth, monitoring employee morale, particularly among new hires, becomes paramount. Research from the University of Warwick confirms that contented employees exhibit 12% higher productivity and greater long-term commitment.
Anonymous employee surveys and interviews prove invaluable tools for morale assessment. Gathering survey data and open-ended feedback unveils the workforce's sentiment.
However, measuring morale is only the starting point. Identifying issues causing discontent empowers timely intervention, preventing long-term retention challenges. Fostering camaraderie among coworkers through team activities and acts of kindness fortifies employee bonds and sustains morale.
4. Evaluating Turnover Rates:
Deciphering Attrition Patterns: Interpreting Voluntary and Involuntary Turnover
Turnover rates assume pivotal roles as businesses expand. Notably, the Society for Human Resource Management links robust onboarding practices with improved employee retention rates, as endorsed by 52% of organizations.
Surges in voluntary turnover signify potential troubles, but tracking metrics of employee satisfaction, engagement, and morale can preempt such escalations. Involuntary turnover might signal recruitment issues, necessitating a review of hiring practices and cultural alignment.
Comprehensive onboarding must offer mentorship, hands-on training, cultural integration, goal clarification, and performance management to minimize turnover risks.
5. Enhancing Managerial Performance:
Empowering Managers: Elevating Employee Retention via Effective Leadership
Identifying managerial performance disparities is vital. High employee turnover under a specific manager could signal discord within that relationship. Addressing this issue is critical, as employees typically leave due to dissatisfaction with their supervisors.
Analyzing practices of managers with lower turnover rates can yield insights for improvement. Implementing successful strategies across the managerial cohort aids in reducing turnover organization-wide.
6. Expenses Associated with Achieving Optimal Productivity
The expenses linked to reaching the Optimal Productivity Level (OPL) encompass all the costs incurred in bringing an individual to peak performance. These expenses encompass recruitment costs, training expenditures, employee salaries (including trainers), and other related costs. Monitoring this metric is valuable with the aim of reducing these expenses over time.
Conclusion:
Embarking on a Successful Onboarding Odyssey: Consistency, Longevity, and Metrics
For those aiming to measure onboarding success, consistency is key. Employ a uniform onboarding process for all new hires to derive meaningful insights from your metrics. Additionally, perceive onboarding as a sustained relationship. While new employees acclimate, they assess the wisdom of their career choice. Metrics that span their entire tenure, such as engagement and satisfaction, hold the greatest significance.
In this dynamic landscape, understanding onboarding's profound impact is essential. Implementing robust metrics can guide improvements, transforming onboarding into a strategic asset rather than a mere procedural obligation.
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Author Bio
This article is written by a marketing team member at LIKE.TG. LIKE.TG is a leading provider of proven HR solutions, including recruiting, onboarding, employee communications engagement, and rewards recognition. Our user-friendly software increases employee productivity, delivers time and cost savings, and minimizes compliance risk.
How To Reward Employee Performance Without Money
Recognizing and rewarding employee performance is essential for preserving a motivated and engaged team in today's competitive corporate environment. While financial incentives like raises and bonuses are commonly used, they may not always be feasible for every organization. Fortunately, there are numerous creative and effective ways to recognize and reward employees without relying solely on monetary compensation. In this comprehensive guide, we will explore a range of strategies that go beyond money and provide meaningful recognition for your employees' hard work and achievements.
The Importance of Employee Recognition and Rewards
Employee awards and recognition are essential for creating a great work environment, boosting morale, and increasing engagement. According to a study conducted by Gallup, employees who feel recognized and appreciated are more productive and have higher levels of job satisfaction. Furthermore, recognition and rewards contribute to employee retention, as they foster a sense of loyalty and appreciation within the workforce.
The Limitations of Monetary Incentives
While financial incentives can certainly be motivating, they have their limitations. Firstly, not all organizations have the financial resources to provide regular raises or substantial bonuses. Additionally, research has shown that monetary rewards have diminishing effects over time and may not be sustainable in the long run. Non-monetary rewards, on the other hand, can have a lasting impact and create a positive workplace culture without straining your budget.
Non-monetary Employee Rewards
Personalized Attention and Recognition
One of the most effective ways to reward employees without spending money is through personalized attention and recognition. Taking the time to acknowledge and appreciate individual contributions can have a profound impact on employee motivation and job satisfaction.
Workmates App by LIKE.TG can play a key role in this regard, with its features that help towards:
One-on-One Feedback and Coaching
One powerful way to recognize and reward employees is by providing one-on-one feedback and coaching sessions. These sessions allow managers to focus their attention on individual employees, providing specific praise and appreciation for their contributions. By investing time in these sessions, managers demonstrate their commitment to employee growth and development.
Public Recognition and Appreciation
Publicly recognizing employees for their achievements is another impactful way to reward and motivate them. This can be done through various channels such as team meetings, company-wide emails, or dedicated staff recognition platforms like Workmates. By showcasing individual accomplishments, you foster an atmosphere of gratitude and encourage others to pursue excellence.
Celebrating Milestones and Achievements
An effective method of rewarding staff is to recognize and celebrate significant milestones and accomplishments. Whether it's a work anniversary, the completion of a challenging project, or surpassing a sales target, commemorating these milestones shows employees that their efforts are valued and recognized.
Opportunities for Growth and Development
Providing employees with opportunities for growth and development is a highly effective non-monetary reward strategy. By supporting their professional growth, you show that you care about their long-term success, which fosters loyalty and motivation.
Job Enrichment and Expansion of Responsibilities
Offering employees opportunities to take on new challenges and expand their responsibilities is a valuable form of recognition. By entrusting them with additional tasks or projects, you communicate your confidence in their abilities and provide a platform for growth and skill development.
Promotion and Advancement
Promoting employees to higher positions or providing them with career advancement opportunities is a significant non-monetary reward. This recognition not only validates their hard work but also motivates them to continue excelling in their roles.
Learning and Development Programs
Investing in learning and development programs, such as workshops, seminars, or online courses, is an excellent way to reward employees and foster their professional growth. These programs enhance their skills and knowledge, making them more valuable assets to the organization.
Flexibility and Work-Life Balance
Offering flexibility and promoting work-life balance can be powerful non-monetary rewards that contribute to employee satisfaction and well-being.
Flexible Work Hours and Remote Work Options
Granting employees the flexibility to set their work hours or work remotely can significantly enhance their work-life balance. This flexibility allows them to manage personal commitments while still meeting their professional obligations.
Paid Time Off and Sabbaticals
Providing ample paid time off and sabbatical opportunities is a valuable non-monetary reward. Allowing employees to take extended breaks to recharge and pursue personal interests demonstrates your commitment to their overall well-being.
Creating a Positive Work Environment
The work environment plays a very important role in boosting employee satisfaction and motivation. You can naturally reward staff by creating a happy and encouraging environment.
Encouraging Collaboration and Teamwork
Promoting collaboration and teamwork can be a powerful non-monetary reward strategy. Fostering a sense of camaraderie and cooperation among employees creates a positive work environment and enhances productivity.
“Our staff has praised the increased communications level Workmates delivers. We use it to communicate important project matters and give staff specific ‘kudos’ or even recognize their birthdays. More importantly, we use Workmates to clarify important project details that needed rapid dissemination among the entire team.”
Christopher Baggott Chief Executive Officerator of Medlinks Cost Containment, Inc. and Medlinks Staffing, LLC.
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Providing a Comfortable and Inspiring Workspace
Investing in a comfortable and inspiring workspace can contribute to employee satisfaction and well-being. Consider providing ergonomic furniture, natural lighting, vibrant decor, and incorporating sustainable technology to create an environment that employees enjoy being in.
Employee Wellness Programs
Implementing employee wellness programs, such as yoga classes, mindfulness workshops, or gym memberships, can be an effective non-monetary reward. These initiatives support both physical and emotional health, resulting in a happier and more productive staff.
Small Gestures of Appreciation
Sometimes, it's the small gestures that create highly positive as well as the biggest impact. Simple acts of appreciation can go a long way in rewarding employees without spending a significant amount of money.
Handwritten Thank-You Notes and Cards
Taking the time to write personalized thank-you notes or cards can be a meaningful way to express appreciation. These handwritten gestures show employees that their efforts are noticed and valued.
Casual Team-Building Activities
Organizing casual team-building activities, such as outings to local parks, picnics, or game nights, can foster a sense of camaraderie and reward employees for their hard work. These activities provide an opportunity for relaxation and bonding outside of the usual work environment.
Employee Appreciation Events
Hosting employee appreciation events, such as annual recognition ceremonies or themed celebrations, is a powerful way to reward employees. These events allow you to publicly acknowledge their contributions and create memorable experiences.
Workmates employee recognition software by LIKE.TG is one of the popular and effective platforms that can help you reward employee performance by leaving a thank you note and organizing a poll activity to know what activities they would like to do.
Customizing Rewards to Individual Preferences
Recognizing that each employee is unique and has different preferences can help tailor rewards to their specific needs and interests.
Employee Surveys and Feedback
Conducting regular employee surveys and seeking feedback using Workmates Survey feature of LIKE.TG’s Workmates App allows you to understand individual preferences and tailor rewards accordingly. You may show your employees that their preferences and ideas are appreciated by including them in the decision-making process.
Personalized Gifts and Experiences
Providing personalized gifts or experiences based on individual preferences can be a highly impactful non-monetary reward. Whether it's a book related to their interests or tickets to a concert they've been wanting to attend, these personalized gestures show that you value their uniqueness.
Recognition through Internal Communication
Leveraging internal communication channels to recognize and reward employees can be an effective and cost-efficient strategy and the Workmates Solution is an ideal solution that offers:
Employee Spotlights and Features
Creating employee spotlights or features in company newsletters, coworker intranets, or social media platforms is a powerful way to recognize and reward employees. These features highlight their achievements and contributions, boosting their morale and inspiring others.
Peer-to-Peer Recognition Programs
Implementing peer-to-peer recognition programs allows employees to recognize and appreciate their colleagues' efforts. These programs create a culture of support and encouragement, where employees feel valued by their peers.
Continuous Feedback and Improvement
Providing regular feedback and actively involving employees in the improvement process can be a rewarding experience for both parties.
Performance Feedback and Improvement Plans
Offering constructive performance feedback and creating improvement plans together with employees fosters a sense of growth and development. This continuous feedback loop demonstrates your commitment to their success and rewards their efforts to improve.
Employee-Led Initiatives and Projects
Empowering employees to lead initiatives or projects that align with their interests and strengths can be a valuable non-monetary reward. This recognition of their capabilities and trust in their abilities motivates them to excel further.
Celebrating Diversity and Inclusion
Recognizing and celebrating diversity and inclusion within the workplace is a powerful form of employee recognition and reward.
Employee Resource Groups
Establishing employee resource groups that celebrate different cultures, backgrounds, and identities can be a meaningful way to reward employees. These groups provide a platform for employees to connect, share experiences, and promote inclusivity.
Diversity and Inclusion Training
Investing in diversity and inclusion training programs demonstrates your commitment to creating an inclusive work environment. These initiatives inform staff members of the value of diversity and give them the means to promote inclusivity.
Conclusion
Recognizing and rewarding employee performance is essential for maintaining a motivated and engaged workforce. While financial incentives have their place, there are numerous non-monetary strategies that can be equally effective, if not more so. You can demonstrate to your workforce that their contributions are valued and appreciated by personalizing attention and recognition, offering growth opportunities, encouraging work-life balance, promoting a happy work atmosphere, and customizing awards.
Remember, the key is to understand the unique preferences and needs of your employees and tailor rewards accordingly. You can develop a culture of incentives and recognition that promotes employee satisfaction, engagement, and ultimately organizational success by putting these techniques into practice.
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5 Effective Strategies For Personalized Employee Experiences in the Healthcare Industry
In the healthcare industry, personalized employee experiences have become a vital part of creating a positive environment. Implementing the right tactics can help you build rapport with your team, which translates to happier workers and better patient care.
It’s up to HR and management to make sure this idea comes to life in the field.
Today, I'll show you actionable strategies that you can use to create personalized and engaging experiences for your workers. HR professionals and healthcare executives alike can use the following tips to create a tailor-made plan for their team.
But first, let’s review some of the benefits of offering personalized options for your workers.
Why Do Personalized Employee Experiences Matter in the Healthcare Industry?
Healthcare employees need flexible options that allow them to make adjustments based on their specific preferences, needs, and pain points. Failing to take this step could result in a high churn rate as well as decreased patient and employee satisfaction.
While this statement is generally true for most businesses, it’s even more important in the healthcare industry, where the work is delicate, and factors like compassion burnout frequently come into play.
Here are several specific benefits that come with personalizing experiences for your team:
Better patient care - Personalization for employees leads to better patient care, which is the whole point of healthcare. Your team can spend more time focusing on their patients when they’re not worried about other aspects of their job.
Improved productivity - People are more likely to do their best work in an environment that encourages flexibility.
Increase engagement - Studies show that when employers offer their employees personalized engagement options, they see 147% more engagement.
Boost morale - Healthcare is a tough industry, and staying positive is not always easy. The ability to do things, like take time off after a rough stretch, will improve employee morale and overall satisfaction.
Reduce churn - Your employees are far less likely to leave for another facility if you take steps to address their needs.
Gather actionable feedback - When your team is happy and comfortable, they’re more likely to share their opinions with you, which encourages transparency and actionable feedback.
5 Strategies for Creating Personalized Employee Experiences
Now, it’s time to explore 5 actionable ways you can build a personalized experience for each of your employees.
Ask for Preferences
The first thing you should do is to ask your employees to share their preferences. If you skip this step, you’ll have a tough time keeping employees engaged and happy. Think about it; how can you help meet peoples’ needs if you don’t know what they want?
You should do two things to ensure this strategy works for you.
First, I suggest sending new hires a brief survey so you can learn their preferences and consider special requests. For instance, you could allow workers to choose the days they would prefer to work each week.
It’s also a good idea to occasionally (once or twice a year) reach out to existing employees and find out if there have been any changes to their needs or preferences. This strategy will help you monitor your team and continuously tweak each employee’s experience.
You should also encourage employees to reach out to you if something needs to be addressed before the survey.
Personalize Onboarding
Onboarding is the process of getting new hires ready to take on their day-to-day responsibilities. In healthcare, onboarding can be complicated because of the various regulations, roles, and responsibilities.
Due to the vast nature of the industry, onboarding can vary significantly between jobs. An X-ray technician, for instance, has a totally different onboarding procedure when compared to a phlebotomist.
There’s also the fact that people are different. So, onboarding can even vary within the same role.
The best thing you can do is sit down with new employees so you can assess their experience and skill gaps. Use this information to create a customized onboarding program that uses a mix of online courses, internal documents, partnering with other employees, and 1:1 meetings.
Use what you learn to tweak your onboarding process that helps healthcare workers get comfortable in their role.
Build a Culture of Respect
When most people think of company culture, they imagine an About Us page on a website that breaks down things like core values. The thing is, culture is more about action. You can tell others you have a strong company culture, but if your actions don’t reflect your words, people will see right through it.
A culture of respect and kindness is vital for long-term success and employee satisfaction. People want to feel like their supervisors hear their thoughts, concerns, and feelings. If people feel like they’re shouting into the wind, there’s a good chance they’ll look for another healthcare facility that listens to their needs.
If you want your team to know you respect them, show them! For example, you could reward team members for working hard, listen to their concerns, and help them when they’re struggling.
You should also make sure HR is always available to help your workers when there is a unique problem or situation.
Taking steps to build a culture based on respect will result in receptive employees. Your team will turn to you when there’s a problem because you’ve shown in the past that you’re there for them.
Consider Offering a Hybrid Work Arrangement
Next, let’s talk about allowing employees to choose how they work. People have gotten comfortable working from home over the last few years. While some healthcare jobs cannot be done from home, some can.
For example, if there’s a role with a lot of paperwork and other office-based work, consider offering these employees a hybrid work option. These tasks can be done from a home office, which might be preferable for team members with children or who simply prefer to work from the comfort of their homes.
It’s safe to say that the desire for hybrid work arrangements isn’t going anywhere. According to Forbes, 98% of people want to work from home, at least part-time.
I recommend assessing the roles in your company that could be done from home. Then, you’ll want to contact the people on these teams and ask if they’d like to adopt a hybrid work arrangement. Allowing people to choose where they work is an excellent personalization feature that you shouldn’t ignore.
To make sure the remote-working part of your employees’ workload goes smoothly, you need to provide your team with the right know-how, and also the suitable technology such as task management software tools.
Use Personalization Technology for Fast, Reliable Results
Finally, you should invest in HR software that makes personalization fast and reliable. There are plenty of tools to choose from, like our HR mobile app that helps managers and HR specialists keep in contact with their employees.
You can use this technology to keep track of employee segments, learn about individual needs, share company updates, and streamline overly complicated workflows.
If you want to communicate a message to one team member, make sure you personalize the subject line of the message. Research shows that taking this step can improve engagement by 22%.
Including a search function on your company portal is also a great idea so employees can quickly and easily find forms, documents, and other important information.
Wrapping Up
As you can see, there are plenty of ways HR can start personalizing employee experiences in the healthcare industry. The strategies outlined today will help you build rapport with your team and create an environment where patients receive top-notch care, and employees feel appreciated and respected.
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How to Build an Achievement-Motivated Workplace Culture?
Creating an achievement-motivated workplace culture is essential for the success of any company or organization. Motivated employees are more productive, innovative, and satisfied in their roles. They will be driven by a clear sense of purpose and a desire to make a meaningful impact. In this article, we will explore the key strategies and practices to build an achievement-motivated workplace culture.
The Importance of Workplace Culture and Employee Motivation
Before delving into the strategies for building an achievement-motivated workplace culture, let's first understand why it matters.
The Link Between Workplace Culture and Employee Motivation
Workplace culture plays a crucial role in the aspect of employee motivation. Building an achievement-motivated workplace culture involves creating an environment where employees are inspired, driven, and empowered to excel and accomplish their goals. The frontline workers should be duly recognized for their work since unrecognized employees are 200% more likely to hunt for a new job.
The Benefits of a Motivated Workforce
A highly motivated workforce brings numerous benefits to an organization. Highly motivated employees are more productive, innovative, and likely to stay or continue with the company. They contribute to a positive company image, attract top talent through referrals, and create a culture of success.
Strategies for Building an Achievement-Motivated Workplace Culture
Now that we understand the importance of workplace culture and employee motivation, let's explore practical strategies for building an achievement-motivated workplace culture.
Share Your Vision and Set Clear Goals
One of the fundamental aspects of building an achievement-motivated workplace culture is sharing your vision and setting clear goals. Employees need to know what they are working towards and how their efforts will result in achieving the overall organization goals. By setting specific, measurable, attainable, relevant, and time-bound (SMART) goals, you provide a clear roadmap for success.
Foster Effective Communication
Communication is key to building an achievement-motivated workplace culture. Establish an open and transparent communication channel between leaders and employees. Encourage two-way communication, listen actively to your employees' ideas and feedback, and provide regular updates on company progress. Effective communication creates a sense of belonging and ensures that all the employees are aligned with the organization's goals.
Promote Teamwork and Collaboration
Encouraging teamwork and collaboration is essential for creating an achievement-motivated workplace culture. Foster a sense of camaraderie and trust among team members by organizing team-building activities and providing opportunities for collaboration. Emphasize the importance of collective success and create a supportive environment where employees can rely on each other for support and inspiration.
Cultivate a Healthy Office Environment
The physical and psychological environment in which employees work significantly impacts their motivation and productivity. Create a healthy office environment that promotes well-being, creativity, and productivity. Pay attention to factors such as lighting, air quality, noise levels, ergonomic workstations, and opportunities for relaxation. Offer healthy snacks and encourage exercise to support employees' physical as well as mental fitness and well-being.
Provide Regular Feedback and Recognition
Recognition and feedback are powerful motivators in building an achievement-motivated workplace culture. With Workmates employee recognition software, organizations can provide regular feedback to their employees, acknowledge their efforts and highlight the areas of improvement. It helps you recognize and celebrate achievements, both big and small, to create a supportive and positive work environment, which can be in various forms, like written appreciation, verbal appreciation or rewards and incentives.
Provide Challenging Work
Assign tasks that are intellectually stimulating and require employees to showcase their problem-solving abilities. Employees thrive when they're engaged in tasks that challenge their skills and encourage personal growth.
Offer Opportunities for Development
Employees are more motivated when they have adequate opportunities for their career growth and development. Provide your employees with training programs as well as mentorship opportunities, and challenging assignments that allow them to expand their knowledge and skill set. Encourage continuous learning and support employees in setting personal development goals that are in tune with their long-term career aspirations.
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Foster Autonomy and Trust
Empower your employees by giving them autonomy and trust. Avoid micromanaging and allow employees to take complete ownership of their day-to-day work. Trust them in decision making and provide them the right guidance and support when needed. Autonomy fosters a sense of responsibility and accountability, motivating employees to perform at their best.
Use Performance Metrics
Implement measurable performance metrics that align with company goals. Track progress and share results with employees, allowing them to see the impact of their efforts.
Lead by Example
As a leader, your behavior sets the tone for the organization. Lead by example and demonstrate the behaviors and values you expect from your employees. Be approachable, empathetic, and supportive. Your actions will inspire and motivate your team members to follow suit.
Offer Advancement Opportunities
Outline a clear career path within the organization. Provide opportunities for growth, promotions, and increased responsibilities based on performance.
Foster Work-Life Balance
A healthy work-life balance is very important for employee motivation and their overall well-being. Encourage your employees to maintain a healthy and positive balance between their professional and personal lives. Provide flexibility in work schedules, promote time off, and discourage a culture of overwork. Support your employees in achieving a harmonious integration of work and life.
Celebrate Milestones
Celebrate not only final achievements but also the milestones along the way. Break down larger goals into smaller, achievable steps and celebrate each one to maintain motivation.
Incorporate Gamification
Introduce gamified elements into tasks or projects by effectively leveraging employee intranet. This can make work more engaging by turning it into a challenge or competition, sparking employees' competitive spirits.
Continuously Adapt and Improve
Building an achievement-motivated workplace culture is an ongoing process. Continuously evaluate and adapt your strategies based on staff feedback and evolving needs. Regularly assess the effectiveness of your initiatives and make adjustments as necessary. Encourage a culture of continuous improvement and embrace change as an opportunity for growth.
Workmates Solution for Employee Motivation
Utilizing the "Workmates Solution" can be an effective approach to fostering an achievement-motivated workplace culture. Here's how you can implement this solution to create an environment that encourages employees to excel and accomplish their goals:
Peer Recognition and Rewards: Implement a peer recognition system within the Workmates platform. Encourage employees to acknowledge their colleagues' accomplishments and efforts. Recognitions can be rewarded with points or badges, creating a culture of appreciation and friendly competition.
Skill Enhancement and Learning Paths: Utilize Workmates to offer personalized learning paths and skill enhancement opportunities. Employees can access relevant courses, workshops, and resources to improve their abilities. The platform's interactive nature promotes continuous learning and self-improvement.
Gamified Challenges and Competitions: Create gamified challenges and competitions on Workmates to make work more engaging and fun. Employees can participate in friendly contests, earning points or rewards for completing tasks, achieving milestones, or mastering new skills.
Performance Analytics and Feedback Loops: Leverage the analytics capabilities of Workmates to provide employees with real-time performance insights. Managers can offer constructive feedback based on data, fostering a culture of improvement and excellence.
Virtual Team Building and Collaboration Tools: Use Workmates to facilitate virtual team building activities and collaborative projects. The platform's communication tools enable employees to work together seamlessly, strengthening teamwork and camaraderie.
Personal Development Journals: Encourage employees to maintain personal development journals within Workmates. They can reflect on their achievements, challenges, and growth, promoting self-awareness and a sense of accomplishment.
Leadership Engagement and Role Modeling: Leaders and managers can actively participate on Workmates, sharing their own achievements, setting examples, and offering guidance. Their involvement reinforces the culture of achievement throughout the organization.
Virtual Town Hall Meetings and Celebrations: Use Workmates to host virtual town hall meetings where achievements and milestones are celebrated. This platform allows for widespread participation and recognition, boosting employee morale and motivation.
Flexibility and Wellness Integration: Incorporate wellness initiatives and flexible work arrangements into Workmates. Employees can access resources related to well-being, and the platform can be used to communicate flexible work options, reinforcing the organization's commitment to work-life balance.
Regular Surveys and Feedback Mechanisms: Utilize Workmates to conduct regular workplace surveys and gather feedback from employees about the achievement-motivated culture. This input can guide continuous improvement efforts and ensure the platform remains aligned with employee needs.
By integrating the Workmates Solution into your workplace culture strategy, you can create a dynamic and engaging environment that inspires employees to excel, collaborate, and celebrate their achievements. The platform's features can be customized to align with your organization's goals and values, ultimately contributing to the development of a thriving achievement-motivated workplace culture.
Conclusion
Building an achievement-motivated workplace culture is a journey that requires commitment, effort, and continuous improvement. Remember that building an achievement-motivated workplace culture takes time and effort. Consistency in applying these principles and a genuine commitment to employee development are key to creating a culture that drives excellence and success.
A motivated workforce is the foundation of organizational success, and investing in your employees' motivation is an investment in the future of your organization. Start building your achievement-motivated workplace culture today and unlock the full potential of your team.
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11 Strategies for Handling HR Management's Biggest Challenges
The round-up of an HR professional’s job description is solving people-related problems.
From problems only spotted on annual performance management reports to the more minor day-to-day stuff, Human Resource managers face many challenges.
In this post, I will be touching on 11 of the most pressing HR management challenges and how to handle them efficiently and competently.
1 — Talent Acquisition
Problem: Attracting top talent and finding the right fit for your organization can be daunting. With many big companies like Google and Amazon vying for the best talent, how do you compete and recruit the best?
Solution:
Invest in building a strong employer brand using LIKE.TG. With it, you can centralize all your social content on the intranet so your employees can easily pick content to share on their social profiles. The platform also provides employees with the tools they need to distribute content with easy sharing options. It also has a mobile app for employees to share content on the go.
Some of the content ideas you can use include stories and testimonials from happy employees. Film a “day in the life” working in your company and post it on YouTube. Take aesthetically pleasing photos of company swag and show them off on LinkedIn or Instagram.
There are many ways to let people into your company's culture. Another company may provide the same service as yours, but the atmosphere will never be the same. Building an employer brand can help you attract qualified candidates and those who are an excellent cultural fit.
2 — Employee Retention and Engagement
Problem: Retaining top talent and keeping employees engaged are ongoing challenges for HR managers. According to SHRM’s State of the Workplace Study, “maintaining employee morale and engagement” is the top priority for HR professionals in 2023.
Solution:
Using Employee Net Promoter Score (NPS) and other relevant metrics, measure employee engagement occasionally. Essentially, engaged employees are committed to and excited about their job and the success of their company.
Pay is not everything, but to keep engaged employees around, provide reasonable and competitive pay and benefits. Ensure that compensation packages are sustainable for the organization, appealing to employees, and well above the market average to retain the best talent. In the same SHRM study, this is the number 1 priority for employees.
3 — Diversity and Inclusion
Problem: With how connected everyone is, the world has never felt smaller than it feels today. Hence, embracing diversity and promoting inclusion within the workplace is an upward-trending topic and a significant challenge for HR workers.
Solution:
Diversity initiatives: Establish programs and policies to attract and retain diverse talent. Ensure diverse representation at all levels of the organization.
Education and awareness: Conduct workshops and training sessions to promote awareness of the benefits of diversity and address unconscious biases.
Inclusive work environment: Foster an environment where employees feel safe and empowered to share their perspectives and contribute authentically by conducting diversity activities.
4 — Performance Management
Problem: Getting your employees to perform at their highest level is a challenging task for HR teams.
Solution:
It is essential to clearly communicate each employee's role in fulfilling the company's vision, goals, and KPIs to avoid employees working aimlessly or with a vague understanding of their responsibilities. This provides employees with clear performance expectations, which can help them to be more productive and successful in their roles.
Promote regular feedback between managers and employees to acknowledge accomplishments and address areas for improvement. Additionally, implement a fair and transparent performance management cycle emphasizing development over evaluation.
5 — Conflict Resolution
Problem: Dealing with employee conflicts and maintaining positive employee relations can be complex and sensitive.
Solution:
First, HR must be impartial, fair, and unbiased in all conflict situations.
Instead of taking sides, provide open communication channels across the board. Establish a platform for employees to express concerns and grievances. Make sure this platform is confidential and without fear of retaliation.
Managers and employees should also be trained in effective conflict resolution techniques, such as active listening and mediation.
6 — Compliance and Legal Issues
Problem: Staying compliant with employment laws and regulations can constantly challenge HR professionals.
Solution:
HR compliance is a complex and ever-changing field. The best way to stay compliant is to stay informed about changes in local, state, and federal labor laws and regulations. As new laws are enacted, update your internal policies and procedures to comply with the latest requirements. Periodic internal audits can help you identify and address potential compliance issues early on.
7 — Managing Remote and Hybrid Teams
Problem: A fascinating finding from SHRM's State of the Workplace study is that 56% of remote/hybrid employees would suggest their company to outsiders as a "great place to work." However, these same employees are more likely to change jobs (9% more likely than in-person employees).
This may be due to several factors, such as the increased availability of remote jobs, the desire for more flexibility, or the perception that remote companies are more innovative.
As remote and hybrid work becomes more prevalent, effectively managing dispersed teams poses new challenges.
Solution:
Promote team building. It’s much easier for employees to leave when they feel no emotional connection to the job. Organize virtual team-building activities and social events to foster a sense of camaraderie among remote and hybrid team members.
For example, you can introduce a virtual "coffee break" initiative, where team members are randomly paired for informal video chats. This initiative helps remote employees connect personally, leading to increased team performance.
8 — Optimizing Employee Spending
Problem: HR managers face the challenge of reducing overall expenses without sacrificing employee satisfaction.
Solution:
HR should be involved in the budget allocation, focusing on areas that directly contribute to employee well-being and productivity.
HR analytics and expense data can be used to identify spending patterns and optimize employee spending. Conducting an expense audit can provide insights into which contracts need to be renegotiated and which processes need to be financially downsized.
9 — Mental Health and Employee Well-being
Problem: Promoting mental health and well-being in the workplace is increasingly recognized as a critical HR responsibility. It is reported that 37% of employees experience negative stress at work, which impacts their productivity.
Solution:
HR needs to foster an environment where mental health is openly discussed, reducing the stigma associated with seeking help. As an HR professional, you can also do more by offering Employee Assistance Programs (EAPs) that provide confidential counseling and mental health support.
You can offer flexible scheduling, remote work options, and vacation policies to promote work-life balance. According to this post by Attrock, setting clear expectations, investing in HR tech, and creating Standard Operating Procedures (SOPs) are some ways to make remote work successful.
10 — Succession Planning and Talent Development
Problem: Identifying and nurturing future leaders is a vital challenge for HR managers. According to the latest SHRM study, 36% of HR professionals prioritize “Creating succession plans for key roles” in 2023.
Solution:
The first step to solving this problem is identifying employees with a high potential for leadership roles. Do this through regular talent assessments and evaluations.
The next step is creating and implementing a detailed succession management strategy. A succession plan is a plan to develop and groom potential leaders for key organizational positions. It is incomplete without mentoring programs and leadership development training to cultivate leadership skills in potential successors.
11 — Embracing the Power of a Virtual HR Assistant
Problem: Managing HR tasks efficiently and maximizing productivity can be challenging for HR professionals.
Solution:
Delegate routine tasks. Hire a virtual HR assistant to handle repetitive and time-consuming HR tasks, such as candidate screening, scheduling interviews, and onboarding paperwork.
Wrap-up
HR is as important as people are to any company. By working proactively and striking the delicate balance between the well-being of the company and that of its people, HR teams can conquer any challenges they’re thrown at.
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5 Onboarding Activities You Need to Try
For new employees, joining a new company is like visiting a different country for the first time. It’s a different culture, different mindset, and even a different language sometimes!
It can be overwhelming if they don’t have a welcome process, a guide, or a roadmap to their destination.
Setting up a seamless onboarding process can make the difference between retaining top talent and scrambling to fill the gap they leave behind.
By including onboarding activities in this post, you’ll kickstart productivity from the get-go, engage your new employees easily, and retain great hires.
Let’s dive in and look at onboarding activities to set the foundation for your new employees’ future success within your organization.
1. Build a Welcome Process
Creating a welcome process is a key onboarding activity. Image Source.
The first few days in a new job are always daunting. By designing a welcome process - from the moment they’re confirmed as hired, you can make your new employees feel excited and enthusiastic instead of intimidated.
Start by creating an onboarding checklist that outlines essential tasks, such as setting up equipment, completing paperwork, and attending orientation sessions. Also, add personal activities such as a welcome lunch with the team, a tour of the office or company facilities, and an introduction to key stakeholders.
You can create an online onboarding portal where new hires can access all necessary information in one central location. This not only helps streamline the onboarding process but also ensures consistent and accurate information for everyone.
Consider adding a welcome video from the CEO or other leaders, showcasing the company's culture and highlighting its mission and goals. And don’t forget to update your About page or Meet the Team page to include your new hire.
By proactively welcoming new hires with these steps, you set the tone for their entire journey with your organization.
2. Create a Network for New Employees (Buddy Program)
One way to get new employees feeling anchored and part of your organization is to create a buddy program for them.
This onboarding activity pairs new employees with experienced ones, creating a personal, informal network that fosters a sense of belonging.
Buddies serve as mentors, offer insider tips, and guide the new hire about their job while providing answers to questions that new hires may hesitate to ask.
This strategy not only promotes relationship-building and collaboration but also speeds up the learning process.
A new hire will quickly grasp company values, norms, and practices through first-hand interactions with their buddies, reducing their time to full productivity.
Also, this system helps flatten the organization's hierarchy, and new employees will feel free to express their thoughts and ideas.
This networking/buddy system works if you select reliable ‘buddies’. These are team members who exemplify your company culture, listen actively, and are good at what they do. They should also be from the same team or at least know about the employee's work to help them effectively.
This process is also a great time to identify people with leadership qualities whom you can advance to leadership roles.
3. Create an onboarding kit
Make new employees feel like part of the team immediately by providing them with an onboarding kit.
This can include items such as company swag, office supplies, and a personalized welcome letter. You can also include important documents and resources to help new hires get acquainted with their role and the organization.
Another idea is to create a ‘survival guide’ that includes tips and tricks or to-do lists for navigating the company's culture and work environment. This can include things like a list of common acronyms used in the organization, instructions on how to use various software or tools, and a breakdown of team workflows.
Make a combination of digital and physical items for convenience and tactile experiences. And make the onboarding kit more than formal instructions. It’s a chance to let your employees get a feel for your company culture and be a part of your organization instantly.
4. Add Video and Training Courses
Incorporating multimedia into your onboarding process can make it more engaging and interactive.
Consider creating short welcome videos from different team members, introducing themselves and their role in the company. These videos can provide new hires with a better understanding of the organization's structure and culture while also putting faces to names.
You can have a central hub,and video hosting platform, where you upload videos on our marketing strategies, updates, and other core news. This is a great place for new hires to explore the company without reading extensive text.
Also, include training courses in the onboarding content. By providing new hires with these resources to do their job, you’re setting them up for success early on.
Additionally, integrating anAI voice generatorfor narration in your videos can enhance the overall learning experience, making the onboarding process not only informative but also engaging for new hires.
5. Use Automation
Automation benefits employees as much as it does HR personnel and businesses.
Typically, onboarding new hires is time-consuming. By leveraging technology, you can streamline the workflow so you can focus on troubleshooting and adding a personal touch to the onboarding process.
For example, using a drip-email sequence, set up a series of welcome emails to new employees. You can provide them with the necessary documents and resources and guide them through various onboarding tasks.
Also, you need HR software to make the process smooth. Onboard by LIKE.TG lets you build checklists, collect signatures, and more so that nothing slips through the cracks.
This tool will send automated notifications to all parties so everyone knows what to do regarding tasks, approvals, and more.
This way, new hires can transition smoothly into their roles, having completed all the necessary onboarding activities.
Best Tips for Effective Onboarding
So far, we’ve covered important activities to carry out during onboarding. Now, let’s look at general best practices and tips. If you remember the following fundamentals, you can devise a tailored process or setup that works for your organization.
Maintain consistency: You want to create a uniform process for every new hire. Doing so helps new hires understand what is expected of them and what they can expect from the organization. And it saves time and starts everyone off on an equal footing.
Avoid information overload: It's essential to provide new hires with all the necessary information about their role, but don’t overwhelm them with too much information at once. Instead, spread the information over a few days or weeks.
Connect individual roles to business success: Help new hires understand how their role contributes to the overall success of the business. This not only gives them a sense of purpose but also motivates them to perform at their best.
Allowing sufficient time for onboarding: Don’t rush the onboarding process. Typically, it can take up to six months for a new hire to fully acclimate to their new role and environment. Acknowledge this and allow ample time for onboarding. This gives new employees the time to become comfortable in their new position.
By remembering these basic principles of effective onboarding, you make it easy for your business and the new hires to be productive faster.
Conclusion
In short, an effective onboarding process is critical to the successful integration and retention of new employees. It forms the first impressions and sets the stage for their experience within the organization.
There are several onboarding activities that you can implement, such as creating a welcome process, assigning a buddy, and more.
You can even build an onboarding process unique to your organization and thus more personalized. Just remember the key principles are consistency, providing enough time, and showing people how their contributions impact the overall business.
By following these principles, you’re ready to create a seamless and useful onboarding process for your new talents.
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The Comprehensive Guide to Remote Work in 2023
As of 2023, a staggering 12.7% of full-time employees have swapped their office chairs for their comfortable couches, choosing to work from home.
For HR practitioners, recruiters, and business leaders, this shift necessitates an entirely new approach to workforce management and communication.
In addition, while we are on the subject of secure communication, it is also worth noting how vital security protocols like an SSL certificate have become for ensuring safe and seamless online interactions.
Health and Well-being: Ensuring Remote Employee Wellness
Shifting to a remote work model presents its set of hurdles. The topmost worry is the well-being of employees. Lacking the confines of a traditional office, the boundaries between professional duties and personal life can easily merge.
HR and business leaders must actively promote a healthy work-life balance. This can be achieved by establishing clear boundaries, encouraging regular breaks, and providing resources like online wellness programs or virtual team-building activities.
Remember, a happy employee is productive, more engaged, and more committed. Prioritize their health and well-being, and watch your remote team thrive.
Feedback and Continuous Improvement in Remote Workflows
Feedback is the backbone of improvement, and it is even more crucial in a remote work environment. Without daily face-to-face interactions, communication gaps can quickly evolve into substantial workflow issues.
For example, consider a remote design team using a cloud-based platform for project collaboration. If one designer is unsure about a design choice but does not voice this, the entire project could take a different direction.
However, with regular feedback loops in place, doubts can be cleared promptly, and the process can be improved for future projects.
5 Strategies for Avoiding Remote Work Burnout
The shift to remote work has been both a blessing and a challenge. While it offers flexibility, it also brings along potential stressors that could lead to burnout.
A worrying statistic reveals that 57% of employers believe burnout directly affects their company's turnover and retention rates.
Here are five strategies to tackle burnout and keep your remote team Cheerful.
1. Set Clear Boundaries
One of the biggest pitfalls of remote work is the blurring of professional and personal boundaries. It is essential to define a clear start and end to the workday.
Encourage employees to have a designated workspace and "log off" from work mentally and physically at the end of their shift.
2. Implement Regular Check-ins
Daily or weekly check-ins can make employees feel valued and heard. These sessions are not just about work progress but also about addressing any personal challenges faced.
Having a platform to voice concerns can significantly reduce feelings of isolation or overwhelm.
3. Encourage Breaks and Time Off
Continuous work without adequate breaks can lead to rapid burnout. Advocate for employees to take short breaks during the day and ensure they utilize their vacation days.
Sometimes, a brief change of scenery or a day off is all one needs to recharge.
4. Provide Professional Development Opportunities
A sense of stagnation can contribute to burnout. Offering remote learning or professional development opportunities can help employees feel they are growing in their roles.
Webinars, online courses, or even virtual workshops can make a world of difference.
5. Promote Health and Well-being Initiatives
Remote work can sometimes lead to a sedentary lifestyle. Promote health by offering online fitness challenges, meditation sessions, or even virtual team workouts.
Employees who feel physically healthy are better equipped to manage stress and avoid burnout.
The remote work environment, though filled with numerous advantages, does come with its set of challenges. However, with the right strategies in place, HR practitioners and business leaders can ensure their teams remain productive, engaged, and, most importantly, happy.
Remember, a team that's cared for will undoubtedly take care of the business.
6 Types of Tools to Make Remote Work Effortless
Remote work, while offering numerous advantages, also presents its own set of unique challenges.
The key to overcoming these challenges and ensuring seamless operations? Leveraging the right tools.
Having the right technological aids can play a pivotal role in keeping teams synchronized, motivated, and efficient.
Here is a look at six types of tools that can make remote work effortless.
Collaborative Platforms:
What it is: Online platforms that enable multiple users to work on a shared project simultaneously.
Why it is essential: In a remote setup, teams need a digital workspace that mimics the collaborative environment of an office. These platforms allow for real-time editing, commenting, and progress tracking, ensuring everyone is on the same page.
How it combats burnout: Keeping everyone connected reduces feelings of isolation and ensures that team members are aligned, reducing unnecessary work or overlaps.
Video Conferencing Software:
What it is: Digital tools that enable video calls, meetings, and webinars.
Why it is essential: Face-to-face communication, even virtual, fosters team unity and ensures clearer communication.
How it combats burnout: Regular video check-ins or team meetings can break the monotony of solo work and provide an avenue for social interaction, reducing feelings of isolation.
Task and Project Management Applications:
What it is: Online tools that help track, manage, and delegate tasks or projects.
Why it is essential: With remote work, having a centralized place to check in on project statuses, deadlines, and individual tasks can streamline operations.
How it combats burnout: Clear task lists and transparent workloads prevent overburdening and help distribute work more equitably among team members.
Secure Communication Channels:
What it is: Platforms that allow for encrypted, secure messaging and data sharing.
Why it is essential: With the increase in cyber threats, ensuring the confidentiality of company and client data is paramount. SSL certificate like single domain or Wildcard SSL Certificate offers an added layer of security for online interactions.
How it combats burnout: Employees can work with peace of mind, knowing that their communication is secure and protected without the added stress of potential security breaches.
Digital Wellness and Productivity Enhancers:
What it is: Apps or tools that promote mental well-being and enhance work efficiency.
Why it is essential: Remote work can sometimes blur the lines between personal and professional time. These tools can help set boundaries, take breaks, or manage work more efficiently.
How it combats burnout: By ensuring regular pauses, setting clear start and stop times, and even offering meditation or relaxation prompts, these tools can play a pivotal role in maintaining employee wellness.
Employee experience platform:
What it is: Necessary tool is designed to assess the employees’ interaction with apps, resources and online assets.
Why it is essential: Employee Experience platform helps to increase engagement, business alignment, team collaboration, integration with current tools. Here, we would suggest one of the best software Workmates that allows easy internal employee interaction and outside engagement as well. This tool helps your employees connected with company, give feedback and update them by latest trends. Moreover, employees get rewards with badges and allows to put their efforts on company wall.
How it combats burnout: Employee experience platform brings customized dashboards, personalized collections, and dynamic search to your dashboard.
Securing Your Digital Space: Why It Matters?
Just as our physical workplaces need security, our digital spaces are no different. The escalating threats within this digital landscape are alarming. From phishing attempts to advanced cyberattacks, the dangers are real and ever-present.
For businesses, this means an urgent need to shield their operations, client information, and team communications.
It is not just a fancy term; it is a crucial defense mechanism. Acting as a protective shield, this certificate ensures that all subdomains under a main domain are secure, providing a safety blanket for data transfers and communications. With cyber threats becoming more sophisticated, tools like these are no longer optional; they are essential.
HR and business leaders should also invest in regular cybersecurity training for their teams, enforce multi-factor authentication, and conduct periodic security audits.
The combination of these measures acts as a multi-layered defense, fortifying your digital fortress and ensuring sensitive data remains in trusted hands.
Final Thoughts
In this remote work age, just how fortified is your online arena? Are you equipped to tackle the unforeseen obstacles of the digital world? Every HR professional, recruiter, and business magnate should entertain a contemplation.
In a world driven by digital advancements, it is not imperative we weigh our virtual protection on the same scale as our real-world security.
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5 Toughest HR Compliance Issues Every HR Leader Should Know
Human Resources, often referred to as the heart of an organization, encompasses a vast array of responsibilities that go far beyond organizing office parties and company picnics. HR leaders are tasked with handling a myriad of compliance issues related to employees, ensuring that organizations adhere to the ever-evolving web of rules and regulations.
In 2023 and beyond, HR leaders face a landscape of complex challenges.
In this article, we'll delve into the five toughest HR compliance issues that every HR leader should be well-versed in.
1. Identifying the Applicable Compliance Requirements
The first hurdle HR leaders must overcome is identifying the compliance requirements that apply to their specific organization. While some compliance rules, such as employment taxes and wage garnishments, are universal, many others are intricate and nuanced, requiring a deep understanding to navigate effectively.
Some HR compliance rules, like interpreting the Family and Medical Leave Act (FMLA) or determining whether an intern should be paid, leave room for interpretation. HR professionals must possess a strong grasp of these laws to ensure compliance.
Understanding business size is also crucial, as certain compliance laws only apply to organizations with a specific number of employees. For instance, businesses with 50 or more employees may have different compliance requirements than smaller organizations.
To help HR leaders tackle this challenge, comprehensive checklists can be a valuable tool for determining which compliance laws are relevant to their business. These checklists serve as a roadmap, guiding HR professionals through the complex maze of regulations.
2. Employee Benefits Regulations
Employee benefits play a pivotal role in attracting and retaining talent. However, understanding which benefits are legally required and which ones are voluntary can be bewildering for HR leaders.
Mandatory Benefits: Federal laws mandate certain employee benefits, such as Social Security, Medicare, unemployment insurance, and Family and Medical Leave Act (FMLA) protections.
State-Specific Requirements: Adding to the complexity, state laws often impose additional requirements. For instance, disability insurance is mandatory for employers in California, Hawaii, Rhode Island, New Jersey, and New York.
Affordable Care Act (ACA): Under the ACA, applicable large employers (ALEs) must provide adequate and affordable health coverage to their full-time employees or face potential penalties. The rules around ACA compliance can be intricate, especially for large organizations.
Navigating this intricate web of federal and state requirements demands vigilance and expertise from HR professionals. Compliance is not merely a matter of offering benefits but also ensuring that they align with legal obligations.
3. Complying with Wage Laws
Payroll management is often underestimated in its complexity. A small error can lead to disgruntled employees and significant legal consequences. Several factors contribute to the complexity of payroll compliance:
Ever-Changing Laws: Payroll laws are constantly evolving, necessitating ongoing vigilance to stay up-to-date.
Taxation Challenges: Managing various taxes, including income tax, Social Security taxes, and unemployment taxes, can be overwhelming. Ensuring accurate calculations and deductions is essential.
Employee Attendance: Accurately tracking employee attendance and time off is a critical component of payroll calculations. Implementing HR software can streamline this process.
Outsourcing and PEOs: Outsourcing HR functions or using a Professional Employer Organization (PEO) can provide valuable support in managing payroll and ensuring compliance.
Given the intricacies and potential pitfalls, HR leaders must approach payroll compliance with diligence and consider outsourcing or partnering with experts in the field.
4. Anti-Discriminatory Hiring Processes
The shift to remote work and virtual interviews in recent years has highlighted the importance of compliance in the recruiting process. HR leaders must ensure that hiring practices align with anti-discrimination laws, both in-person and in virtual settings.
Innocuous-sounding questions related to personal matters, such as marital status or religious beliefs, can inadvertently lead to discriminatory hiring practices. That’s why HR professionals must educate both executives and hiring managers on what is considered discriminatory and provide compliance-approved interview scripts.
With remote hiring becoming the norm, HR leaders must adapt to new challenges in maintaining compliance during virtual interviews.
Creating a culture of compliance in the hiring process is essential to avoid legal complications and uphold the organization's reputation.
5. Correctly Classifying Workers
Worker classification remains a thorny issue for HR leaders, as federal and state laws often lack precise definitions for terms like "full-time," "part-time," and "temporary" employees. Inconsistent classification can lead to eligibility issues regarding benefits, overtime pay, and tax status.
Organizations often employ various worker classifications, including full-time employees, part-time employees, independent contractors, interns, and volunteers.
To mitigate confusion and legal risks, HR leaders should establish consistent employment classification policies throughout the organization.
Accurate worker classification is critical to ensuring that employees receive the benefits and protections they are entitled to under the law. HR leaders must maintain a clear understanding of these classifications and enact policies that reflect the reality of their workforce.
Best Practices to Ensure HR Compliance
Navigating the intricate landscape of HR compliance can prove to be a formidable challenge. To streamline this process and ensure your organization stays on the right side of the law, consider implementing the following best practices.
1. Comprehensive Documentation
One of the foundational pillars of HR compliance is having meticulously documented policies and procedures in place. This documentation should be readily accessible to all employees, providing them with a clear understanding of the rules and expectations within your organization.
When onboarding new hires, invest in comprehensive orientation programs to acquaint them with their roles, responsibilities, and rights.
Moreover, in the realm of HR compliance, where meticulous record-keeping is paramount, the concept of data archiving emerges as a crucial component.
Organizations are flooded with vast amounts of employee data, from personnel records to payroll information. Data archiving, the process of securely storing historical data for long-term retention, plays a pivotal role in addressing HR compliance challenges.
2. Continuous Employee Communication
Maintaining a culture of compliance requires ongoing communication with your employees. Regularly engage with your workforce on matters related to ethical conduct and best practices.
Employees should not only be aware of these standards but also feel comfortable raising concerns and reporting any undesirable activities they may come across. Encourage an environment where open dialogue is not just encouraged but valued.
3. HR Assessments
Consider enlisting the services of seasoned HR professionals to conduct comprehensive assessments of your business operations. These experts possess a keen eye for identifying areas where compliance may be lacking or where improvements can be made.
An HR assessment can be an invaluable tool in proactively addressing HR compliance issues within your industry, helping you mitigate potential risks before they escalate.
4. Stay Informed
The landscape of regulations is dynamic and subject to change, whether at the local, state, or federal level. To ensure ongoing compliance, it's crucial to stay informed about any regulatory modifications that may affect your organization.
Regularly monitor updates in HR-related legislation and be prepared to adapt your policies and practices accordingly. Staying ahead of the curve can prevent costly compliance violations down the road.
5. Engage Experienced Consultants
HR compliance can be a complex and time-consuming endeavor. Collaborating with experienced HR consultants can be a strategic move to alleviate the burden of HR compliance issues.
These professionals possess a deep understanding of the regulatory landscape, knowing which regulations your organization must adhere to and how to navigate HR-related compliance areas effectively.
By partnering with seasoned consultants, you can free up valuable time and resources, allowing you to focus on other critical aspects of your business while maintaining a high level of compliance assurance.
Wrapping Up
In conclusion, the role of HR leaders in ensuring compliance within organizations is paramount. In 2023 and beyond, the ever-evolving landscape of HR compliance issues will continue to challenge HR professionals.
By staying informed, leveraging technology, and seeking expert guidance when needed, HR leaders can navigate these complex issues and uphold the integrity of their organizations while fostering a culture of compliance.
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Alex Morgan is a passionate tech blogger, internet nerd, and data enthusiast. He is interested in topics that cover data regulation, compliance, eDiscovery, information governance and business communication.
Why Embracing Diverse Work Styles Is Your Leadership Superpower
Consider what it takes to create groundbreaking technology, like an Artificial Intelligence (AI) tool that will change how people work or a social media app that connects us all. First, there’s the idea. Then, there’s the plan to bring the concept to life. The execution of the plan follows, and tests then come next to ensure the new product is ready for the real world.
Though this description is far simpler than reality, it’s complicated when you expect one person to take on all these roles. However, for most software development teams, that’s not the case. There isn’t just one person playing all these parts, nor is every person fulfilling every role, which would result in redundancies and each person potentially stepping on another’s toes.
Instead, the ideal software development team has people fulfilling distinct duties according to their work styles. You’ll often have someone who is a “big picture” person, a risk taker who wants to create the next big thing. But you’ll also have others who keep those ideas grounded, helping the vision to succeed in the real world.
Others still focus on minor details, knowing big ideas have many minuscule features that some may overlook. Having a team of all these different work styles creates balance, helping you set realistic expectations while continuously improving.
This ideal balance helps software development teams, but this mindset is beneficial to more than just one team. By embracing different work styles in your company, you allow each person to hone their strengths and bring their perspectives while others help mitigate their weaknesses. It’s also a good idea to add automation into the mix, when possible, and where it makes sense so your teams don’t get bogged down in too many manual tasks when their lives could be made easier through automations.
How can you, as a leader, make these different work styles help your company thrive?Let’s examine how embracing diverse work styles can become your leadership superpower.
Harnessing the Power of Diverse Work Styles
The working world has seen many changes quickly, with one of the most significant changes being what workers expect from their management team. The results are particularly evident in two studies conducted by consulting firm Gartner. In a survey of more than 230 HR leaders, 90% said leaders must focus on the human aspects of leadership. But another study of nearly 3,400 employees found only 29% said their leader was a “human leader.”
The two surveys demonstrate a gap between expectations in this new working world and reality.
A human leader, as defined by Gartner, exemplifies three traits. The first is authenticity. A human leader will demonstrate and encourage self-expression. The second is empathy. Such a leader will show genuine care for their employee’s well-being. The final is adaptability, which means the leader will find ways to support the unique needs of every team member.
Leaders can demonstrate all three traits by embracing their team’s working styles. By encouraging self-expression, their team can feel comfortable working in the best way for them. Meanwhile, a leader can show empathy and flexibility by finding ways to ensure everyone has the tools they need to reach their full potential according to their working style. A humane leader helps your team feel more supported and understood, making them happier with their work and lives.
However, embracing different work styles goes beyond personal happiness and an improved company culture. Doing so can also help you boost innovation and productivity. Allowing people to work according to their work styles means enabling them to work according to their strengths. Our unique strengths are what build our work styles. Some people are idea generators, always looking for the next big thing. Others are more detail-focused. More still are great communicators who help break down barriers between the idea generators and those who help make those visions a reality.
These work styles came to be because of certain employee personality traits. Everyone has a unique set of strengths, and the best way for them to do their jobs is to let those abilities shine. According to a survey by Gallup, when people are allowed to work according to their strengths, they are six times more likely to be engaged in their jobs.
A lack of engagement costs you in several ways.
According to Gallup’s State of the Global Workplace: 2023 Report, employee engagement is recovering after a significant decline following the COVID-19 pandemic. However, as of 2022, the number of people engaged at work is still relatively low, with only 23% reporting high engagement. Employees not engaged at work cost the world $8.8 trillion, or 9% of the global GDP.
McKinsey’s research breaks this cost down further in their findings that a median-sized SP 500 company loses between $228 million and $355 million a year due to employee disengagement. According to McKinsey’s findings, most employees fit a particular set of archetypes. These archetypes can either bring in value or destroy it. It’s on management to change one employee’s archetype for another.
Those actively disengaged and likely to encourage disengagement in others are considered disruptors. While they only make up 11% of the workforce in a typical organization, 32% fall into the mildly disengaged category, who only do the bare minimum.
Those who are going above and beyond make up 38%. These workers are particularly motivated by meaningful work in a workplace where others are open to collaboration. Collaboration is a natural byproduct when you celebrate and encourage diverse working styles.
By supporting different working styles, you’re boosting engagement, which may help move the disruptors and the mildly disengaged into the category of those going above and beyond instead. And by fostering collaboration, you’re helping those who are already engaged to feel understood at work, which can make them even more productive.
When you allow people to work according to their work styles, you tap into the potential others may have ignored. Employee strengths are a lot like muscles. They atrophy when they’re underutilized. While others may have looked at those workers and believed they were not up to par, it was an under-use issue. It’s now up to you to determine their working styles to assemble the puzzle pieces for positive collaboration.
Take time to get to know your employees and evaluate their strengths and weaknesses. Consider having them take surveys designed to find their proper working style. Once you know your employees’ working styles, you can build better teams, with each uplifting the others.
Working Styles and Your New Workplace
When you build a go-to-market strategy, you need to understand your customers’ preferences and needs. It takes time to study those requirements to make data-driven decisions that will create a successful go-to-market strategy.
Effective leadership requires you to do the same for your employees. What are their needs in the workplace? What are their preferences for collaboration? Each team consists of unique personalities. Some people mesh well together. Others might butt heads. More still might accidentally fulfill the same role and create redundancies that lower productivity and profit.
When you develop a go-to-market strategy, diversity is a strength, not a weakness, as you understand your target customer is likely not just one person. You’ll likely have many people of different backgrounds interested in your product or service. In the same way, employees come from different places and mindsets when they become a part of your organization.
Embracing diversity in working styles leads to greater engagement in the workplace because you’re treating your employees as people rather than simply cogs in what you’re hoping to be a well-oiled machine. We need more human leaders in today’s world - people who understand we have differences, and those differences are something to use to your advantage. The more you celebrate the diverse strengths of your employees, the more likely you’ll have a happier, more inclusive workplace, which can translate to better products, better collaboration, and higher growth.
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Everything you need to know about I-9 updates
In the ever-evolving landscape of immigration and employment regulations, staying informed about updates is crucial for businesses and HR professionals. The I-9 form, which is used for verifying the identity and employment authorization of individuals hired for employment in the United States, undergoes periodic changes. In this article, we'll delve into the recent updates to the I-9 form and explore how LIKE.TG's compliance software can help organizations keep up with these changes effectively.
I-9 Updates: What's New?
Electronic Signature
One of the notable changes in recent I-9 updates is the inclusion of an option for electronic signatures. Employers can now choose to complete the I-9 form electronically, making the process more efficient and environmentally friendly. Electronic signatures streamline the onboarding process, reducing the need for physical paperwork and minimizing errors.
LIKE.TG has been at the forefront of simplifying I-9 compliance for businesses. Our existing software already offers electronic signature capabilities, allowing employers to efficiently complete the I-9 form electronically. This feature has proven to be a game-changer, enhancing the onboarding process while reducing paperwork and errors. Additionally, we're committed to staying ahead of regulatory changes. We're actively updating our software to ensure it aligns with the latest I-9 updates, providing our clients with a reliable solution that evolves with the ever-changing landscape of immigration and employment regulation
Improved Form Instructions
The United States Citizenship and Immigration Services (USCIS) has made efforts to simplify the I-9 form's instructions. These changes aim to make it easier for both employers and employees to understand and complete the form correctly. Clarity in form instructions helps reduce errors and ensure compliance.
In response to the evolving needs of businesses and employees, the United States Citizenship and Immigration Services (USCIS) has taken significant steps to simplify the instructions on the I-9 form. These constructive changes are geared towards fostering better comprehension among employers and employees alike, making it more straightforward to complete the form accurately. Enhanced clarity in the form's instructions serves as a pivotal tool in reducing errors, promoting smoother onboarding processes, and ultimately ensuring unwavering compliance with immigration and employment regulations. At LIKE.TG, we acknowledge the importance of these advancements and are continuously updating our software to incorporate these improvements seamlessly, further streamlining the I-9 compliance journey for our valued clients.
Clarifications on Acceptable Documents
I-9 updates also include clarifications on the types of documents acceptable for establishing identity and employment authorization. These clarifications help employers verify documents more accurately and avoid potential compliance issues.
Revised Layout
The layout of the I-9 form has been revised to enhance usability and reduce confusion. These changes improve the overall user experience, making it simpler to navigate the form and complete it correctly.
To address the recent layout revisions in the I-9 form, LIKE.TG is committed to ensuring that our clients remain up-to-date with these essential changes. We understand the significance of an improved user experience and simplified navigation when it comes to compliance. Our dedicated team is diligently working on updating our software to seamlessly incorporate these form layout enhancements. By doing so, we aim to empower our clients with a tool that not only keeps pace with the evolving landscape of compliance but also enhances their overall user experience. With LIKE.TG, staying up-to-date with the latest I-9 form revisions is effortless, allowing our clients to navigate the process with confidence and precision.
Extended Retention Period
Another significant update involves the retention period for I-9 forms. Employers are now required to retain completed forms for three years after the date of hire or one year after the date of termination, whichever is later. This extended retention period ensures that employers maintain records for a sufficient duration to meet regulatory requirements.
LIKE.TG's Compliance Software: Simplifying I-9 Compliance
Compliance with I-9 updates can be a daunting task for HR departments, especially for organizations with large workforces. This is where LIKE.TG's compliance software comes into play, providing a seamless solution for managing I-9 forms and staying up-to-date with regulatory changes.
Automated I-9 Verification
LIKE.TG's compliance software offers automated I-9 verification, making the process faster and more accurate. The software validates information provided by employees and ensures that all required fields are completed correctly.
Real-Time Updates
One of the standout features of LIKE.TG's compliance software is its ability to provide real-time updates on I-9 regulations. As soon as there is a change or update to the I-9 form, the software alerts HR professionals, ensuring that they are always in the know.
Electronic Storage
With LIKE.TG's software, you can securely store I-9 forms electronically. This eliminates the need for physical storage and reduces the risk of losing or misplacing important documents. Electronic storage also facilitates easy access during audits or inspections.
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Compliance Tracking
The software includes compliance tracking features that help organizations monitor their I-9 compliance status. It provides a clear overview of completed forms, upcoming expirations, and areas that may need attention, ensuring that nothing falls through the cracks.
Integration Capabilities
LIKE.TG's compliance software seamlessly integrates with other HR management systems and payroll software. This ensures that your I-9 data is synchronized across your HR ecosystem, reducing redundancy and improving data accuracy.
Conclusion:
Staying compliant with I-9 regulations is essential for every employer in the United States. The recent updates to the I-9 form bring much-needed clarity and efficiency to the onboarding process. LIKE.TG's compliance software complements these updates by offering a comprehensive solution for I-9 management and keeping organizations informed about regulatory changes in real-time.
As immigration and employment laws continue to evolve, having a reliable compliance software solution like LIKE.TG can make a significant difference in reducing administrative burdens and ensuring that your organization remains compliant with I-9 requirements. By staying up-to-date with I-9 updates and leveraging the right tools, HR professionals can navigate the complex regulatory landscape with confidence and ease.
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Author Bio
This article is written by a marketing team member at LIKE.TG. LIKE.TG is a leading provider of proven HR solutions, including recruiting, onboarding, employee communications engagement, and rewards recognition. Our user-friendly software increases employee productivity, delivers time and cost savings, and minimizes compliance risk.
5 Signs It’s Time to Invest in PTO Software for Your Business
Every manager knows how inconvenient it is when leave requests pop out of nowhere. This becomes an even bigger hassle when you are swamped with important projects and scaling the team.
As your workforce’s experience elevates, so does the PTO threshold. You have to check the requests, approve them, and track leave periods.
Moreover, you can’t afford to have too many people out at once. So, before approving the PTO, it’s crucial to check how many employees are taking time off at that same time.
Taking care of all these aspects through a manual process can be overwhelming and time-consuming, especially if you are planning to expand your workforce further.
To simplify this, you need an effective PTO software. Let’s discuss why —
If you are still handling your PTOs with pen and paper or elaborate spreadsheets, you may be questioning the need to invest in PTO software.
So here are 5 signs that indicate why you must reconsider your manual methods and switch to technology instead:
Increasingly haphazard process
Are you noticing increasing inaccuracy in PTO approvals? Do you frequently find unchecked PTO requests in your files? These are the typical signs that your PTO processing methods lack finesse.
The indications may include your HR team spending a significant chunk of their day processing paid leave requests. Their workload may also increase with accrual tracking and ensuring compliance with labor laws. It clearly indicates that your manual PTO processes are no longer feasible.
Haphazard PTO processing can also lead to errors in calculating leave balances, approving overlapping time-off requests, or general mismanagement of employee leaves. Keeping a consistent PTO process through manual methods will also become increasingly difficult with remote and hybrid work models.
If these signs persist, your company will face decreased productivity. A scalable and efficient PTO software can reduce such administrative burdens, eliminate errors, and streamline the PTO management process.
Spending too long manually organizing data
While manual PTO processes are easily adaptable, they can be a huge time burden on your workday. It can take many hours to coordinate time offs for each team member, measure PTO balances, and assess each request.
These tedious and time-consuming PTO operations can compromise your other valuable business operations. It can take your focus away from the big-picture strategies that are crucial for a thriving company.
As manual processes are inherently slow, your response to PTO requests can get delayed. Due to an overloaded inbox, some requests can even go unnoticed. This can be detrimental to overall employee engagement and satisfaction.
PTO software can help you here by automating such repetitive tasks. For example, LIKE.TG offers a PTO tracking solution where you can manage all your paid leave and vacation requests easily - helping to drive HR transformation on your workforce’s benefits and time-tracking processes.
Pay close attention to how your team spends their work hours. If you see a big part of it being spent on processing paid leave requests every week, maybe it’s time to consider switching to efficient PTO software.
Difficulty in integrating PTO with other HR functions
HR and the payroll and benefits departments often have different processes and systems. Coordinating efforts and ensuring that all parties have access to the most up-to-date PTO data can be a challenge. Syncing PTO with other HR functions is crucial, which manual processes can’t cater to. Plus, it adds to the VA hiring benefits.
Your HR team may have to communicate PTO and other leave approvals to the payroll department separately. This can result in miscommunication and an inaccurate flow of information.
Ensuring real-time updates between systems to reflect changes in leave requests can get increasingly difficult as you grow your workforce. Lack of integration in PTO data with HR functions can disrupt the standard work schedule, underpay employees, and miscalculate benefits.
If you are struggling with this problem, investing in PTO software can be a big help. It will integrate with your existing HR functions and consolidate all leave requests, approvals, and accruals.
Your payroll department can access the centralized PTO data and calculate accurate salary slips. This will create an integrated and organized system and avoid any confusion in employee compensation.
Lack of real-time PTO data insights
Keeping track of each application and its changes in real-time is impossible with a manual system. Lack of accurate and instant PTO reports is a frequent source of misunderstandings and may even land you into PTO-related legal issues.
For example, PetLab Co.’s CEO and co-founder Chris Masanto says, “At our company, with a generous annual leave policy of 28 days plus public holidays, we initially struggled to manage leave requests efficiently. The absence of a real-time PTO software system led to last-minute scrambles and coverage gaps, impacting our team’s productivity and morale.”
He further adds “The turning point came when we implemented a real-time PTO tracking system. It was a game-changer, providing instant visibility into staff availability and preventing operational hiccups. This shift not only streamlined our internal processes but also demonstrated our commitment to a transparent and efficient work environment, respecting our business needs and our employees’ well-being.”
An AI-automated PTO software can streamline the process and send instant request updates to managers. It lets you check whether you would have enough staff to carry out operations without disruption. The software also notifies the employee of PTO approvals and rejections, provides real-time data analytics, and generates actionable insights on PTO balances and their records, leading to better decision-making.
Employees are unhappy
Paid time off is one of the most-valued benefits for an employee. Employers who encourage PTO signify that a good work-life balance is their priority. This results in higher job satisfaction, engagement, and motivation, which leads to fewer absences and boosted productivity.
So, if you see reduced employee morale and satisfaction, it can be due to a disorganized PTO system. With manual processes, your staff must contact HR whenever they want to know their PTO balance. They must go back and forth several times to check their PTO application status before confirming a new vacation plan.
Lack of independent access to necessary time off data can frustrate the employees and lead to low morale, engagement, and employee productivity. Your workforce will grow increasingly dissatisfied with your PTO system, which may even result in increased employee attrition. Amid the current economic uncertainties, an efficient PTO management system is now more important than ever.
Your employees should be able to schedule and submit requests independently — which you can implement with PTO software.
Benefits of investing in PTO software
Wondering how a PTO software can help you with the above challenges? Here’s your answer —
Improves efficiency
PTO solutions automate redundant PTO operations. You won’t have to check up on each application to manage them, saving time. Instant updates on PTO requests and changes also lead to leave processing faster, improving efficiency.
Enhances employee satisfaction
Traditional PTO processes often require the employees to run to HR for every approval. It’s time-consuming and lacks organization and transparency, frustrating your employees.
Efficient PTO solutions let your staff submit leave requests and check approval status in their own time. It’s simple, quick, transparent, and eliminates the back and forth between the employee and HR. As a result, you will see enhanced employee satisfaction and engagement.
Maintains compliance
Manual PTO processes are insufficient for accurate and secure data management. You can even end up losing or misplacing employee data. Here, PTO software can help you manage all your PTO information while maintaining data security and other HR compliance.
Provides data insights
Traditional PTO processes make it very difficult to check PTO balances. You can’t accurately assess the number of available employees for a specific period before approving the leave.
With automated PTO systems, you will get actionable data insights and make the right decision quickly.
Better integration with other HR functions
Without proper PTO data syncing, miscommunication and inaccurate salaries will become quite common as you scale your team.
PTO solutions offer integrations with your exciting HR and productivity tools. You can import data from any integrated tool, organize them in a comprehensive dashboard, and make them accessible to the stakeholders.
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Tips to pick out the best PTO software
Wondering how to choose the right PTO solution amid so many options? These tips will help you out:
Understand your specific needs
While the objective of every PTO software is the same, they often have specific features designed to address a business’s particular PTO needs. So, before you start browsing your options, understand what problems you want to solve with a PTO tracking solution. This will help you choose the right software with all the necessary features.
Check features and customization
Tally your needs with the features your chosen PTO tracking platforms are providing. Do they offer instant notifications? Is the reporting feature customizable to your specific requirements?
Evaluate user interface and experience
Another important thing to look for in your PTO solution is how smooth its UI and UX are. This way, you can ensure your teams can adapt to it easily and maintain the workflow. We recommend signing up for free trials to check its suitability before investing.
Understand product scalability
Effective PTO solutions should be able to grow with your workforce. So, look for tools with customizable packages. It should fit new team additions seamlessly. This way, even if you subscribe to a limited package first, you can opt for the flexible one later without switching the tool.
Research available integrations
Ensure the PTO tracking software you opt for syncs with your existing HR tools. This way, the workflow will be intact while transitioning from manual to automated processes.
Check pricing
Audit your budget and check your financial bandwidth for a PTO solution. Go through different packages and see which ones offer the best features within your decided price range.
Conclusion
If your organization has always relied on traditional PTO approvals, investing in an expensive PTO solution may seem like an extravagance. But digging deep into your PTO management problems shows you how necessary it is for your company to make the switch.
Invest in scalable and feature-rich PTO software today to reduce HR workload, save time, and enhance employee satisfaction without hampering your daily workflow!
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