Form I-9 is a federal form that is required by law. It contains information regarding the identity and eligibility of the employee who wants to work in the United States. The I-9 compliance software helps maintain an audit trail of all employees and ensures they have proper authorization to work in this country. The process of implementing a high-quality I-9 compliance program is complex. However, with the help of third-party software, it can automate the process. So, if you are wondering what such software will do for your company, consider reading this article till the end. Form I-9 Compliance - Why is it crucial for Businesses? Form I-9 is a federal government form used to verify employees' identity and employment authorization. New employees must complete this form within three days of their start date. It helps businesses ensure that they are hiring only authorized workers. When an employer hires a new employee, they must complete Form I-9 within three days or face severe consequences for noncompliance. Here are some of the key reasons, explained briefly - 1: It Prepares Your Employees The first and most important feature of any I-9 compliance software program is that it prepares your employees ahead of time about what is required of them to complete Form I-9. This helps employers remember which items still need to be completed in order to stay compliant. A thorough checklist is another crucial benefit offered by digital I-9 compliance software programs, as this makes it possible for you to keep track of all tasks needed for completion. 2: Provides Assistance with the Onboarding Process The I-9 compliance software is designed to help employees understand the I-9 process, and it does so by providing reminders and notifying employers when they need to complete each section of the form in an appropriate time frame. The software also helps minimize human error by alerting employers when changes are needed. 3: Always Tracks and Monitors Expiring Documents The primary purpose of having a Form I-9 on file is to verify that every new hire has been properly authorized to work in the States. If you don't have all your forms up to date, you can be fined or even sued for not complying with federal law. With this in mind, digital I-9 compliance software reminds companies to update Form I-9 documents before they expire so they can be aware when their employees' status changes because of an expired document. HR mistakes impact your entire organization. Learn how to avoid the 12 most common mistakes with our free ebook. Download now 4: Assists Businesses in the Document Archiving Process Another benefit of digital I-9 compliance software is that it can assist businesses in archiving. This feature allows employers to automatically notify employees when they need to provide new documents, helping them stay on top of their responsibilities as they undergo an audit. The software also provides a convenient paperless solution for companies looking to digitize their records and keep them in one place, making it easy for employees and company officials. 5: The Software Centralizes Reporting Digital I-9 compliance software offers comprehensive reporting features that help you comply with government audits. The report is generated in a standardized format, so it's easy to understand and follow. You can use the digital I-9 compliance software to manage your documents and keep them organized. With this tool, you will have all your documents in one place, making it convenient for employees or employers who need to review their documents and other forms related to employment history before completing an application form for new hires or existing employees. 6: Completes the e-Verification Process E-Verification is an optional feature in I-9 compliance software that allows employers to complete their verification of employment eligibility. It's designed to give employers an extra resource to verify employment eligibility for their employees and reduce errors with manual submission. E-Verification auto-populates the system with accurate information, reducing the time it takes to submit an initial list of documents, as well as increasing accuracy through - Minimizing data entry errors by allowing users to enter all required fields at once; Automatically populating dependent information like birth dates or last names when they're entered into one field; Providing a search function helps locate records more quickly Top Automated Solutions offered by an I-9 Compliance Software Completion of Form I-9 (along with the Correct Version) Organizations must complete Form I-9 for all newly hired employees. Employers are responsible for ensuring that each newly hired employee submits Form I-9 in its entirety and with the correct version. It includes completing the - Section 1 - which requires information about the identity Section 2 - which requires proof of work eligibility in the US through a valid government-issued document or document number Section 3 - requires completing a form called Employment Eligibility Verification (I-9) Supplement. Employee Verification Remotely Form I-9 can be challenging for organizations, especially those with multiple employees to manage and oversee. To help ease this hassle, USCIS allows assigning an authorized representative to complete the task on the organization's behalf if they cannot do so themselves. However, that doesn't ease the administrative burden. An I-9 compliance software helps organizations complete the process remotely by allowing them to store their employee data in one place securely. You can share the data easily with whoever needs access without losing control over sensitive information. Retention of the Form I-9s for 3 Years The Form I-9s should be kept on file by the employer for at least three years after the hiring date or one year after employment ends. If an employer doesn't keep the forms on file, they can face a fine of up to $1,000 per form (or $2,000 if done knowingly). However, this task can be easy when organizations have the I-9 compliance software. Updating the Form I-9 The Form I-9 needs to be updated over time to reflect changes in employment status, job duties, and employer names. The I-9 compliance software can make changes accordingly and instantly. Employers can also use the software to make other updates unrelated to work authorization documents. Final Words Implementing a high-quality I-9 compliance program becomes more manageable when organizations have dedicated software designed for the same. Apart from the mentioned points above, the software also maintains an audit trail. It is something essential for I-9 compliance. The ICE agent may request the I-9 audit trail during an inspection. Therefore, ensure getting I-9 compliance software from a trustworthy service provider.

The word workplace has taken a whole new definition post-pandemic. In the current times, what workplaces are today can be entirely different from how it shapes tomorrow. In the new normal, HR managers have been trying to redefine people management. The arena for any business is highly competitive, with cutting-edge technology at our fingertips to make businesses grow. While hiring exceptional talent is one thing, using technology to manage people changes the game completely. Your workforce should be ready to adapt and adjust to the dynamic nature of the business world. Leaders have to ensure that they not only grow their revenue and sales but also adapt to unpredictable shifts. With some workplaces going remote and others hybrid since the pandemic, HR professionals need to ensure that employees are well-equipped to face challenges. And this is where HR tech comes in. It aids in this process and streamlines the whole process for businesses to grow. The Human Resource technology market was valued at USD 22.90 billion in 2021 globally. It is estimated to grow by 7.5% from USD 23.98 billion to USD 39.90 billion. With a rising demand for automation of HR processes, businesses can leverage HR tech to grow successfully. What Is HR Technology? Simply put, HR technology is a software that Human Resources department to improve an organization’s overall performance. It takes care of all the complex functions ranging from the payroll to hiring new employees and improving the work environment. Optimal organizational functioning is not the only goal of HR tech, it also works to improve the employee experience. Because of the Covid-19 pandemic, these days the workforce has seen a shift towards remote and hybrid working models. source: HumanResources.net Thus, a workforce streamlined and managed by technology is inevitable. Leveraging HR tech in the right way can ensure business growth and success for any organization. It also helps HR professionals to streamline the entire managerial process. Why Is Human Resource Technology Beneficial? The world is driven by cutting-edge technology and has taken over the reins in every avenue. Manual work is no longer sought after considering artificial intelligence which takes up most of the work from one’s hands. Administrative work that used to be time-consuming paperwork is now being replaced with software that integrates everything into one platform. For human resources, HR tech is beneficial because it eases the processes of hiring, onboarding, etc. It also makes collecting data and relaying information within the organization easier. Thus, it can help make the decision-making process much more effortless while keeping it cost-effective. HR tech is now taking full reigns in the business arena which makes it significant for HR leaders in organizations to leverage HR tech for organizational transformations. Latest Trends In HR Technology With rapid changes in the workforce dynamic, HR strategies need to implement these changes in the best way possible. Technology has been part and parcel of our lives, and organizations are no strangers to its powerful influence. Artificial Intelligence - AI has revolutionized HR practices through systems that provide actionable, real-time insights for better and efficient decision-making. Efficient Learning - Skill-based learning helps employees keep up with modern technology and overcome challenges to perform their best. Employee Wellness - Better productivity and performance are closely tied to employee wellness. As a result, an organization needs a more holistic approach. HR tech has well-rounded tools that focus on different areas of employee well-being. This helps bring out better productivity and performance. Employee Engagement - Feedback systems can help organizations keep employees engaged by creating an atmosphere based on their needs. For instance, take Air Asia. With their Human Resource technology that has automated, multi-language query resolution, the company saw a 30% drop in employee complaint tickets. Similarly, Coca-Cola Vietnam has a single communication interface that acts as a virtual employee helpdesk. This interface is well integrated with all important HR systems. Why Is Choosing The Right HR Technology Important? The right HR tech for your company might not be the first one you come across. Moreover, if you are convinced to invest in the best software available, then there’s no need to rush into it. You will need to plan your organization's goals and strategies for success in the long run. This will help you understand where you want to divert your focus – do you want to increase employee engagement? Do you want to ensure the hiring process is seamless and select the right candidates? This is as significant as you deciding on a business deal. There are several options to choose from that will align with your company’s goals. However, do not rush in and take as much time as you need before making the right choice. To learn more about giving access to vital HR and work information — even when they're not in the office. Download our ebook now. Download now 7 Ways You Can Use HR Technology To Help Your Business Grow: 1] Employee Performance and Recognition Over 80% of employees prefer to be given immediate feedback that helps reduce errors and improves performance. Human Resource technology helps you keep track of your employee's performance and give them timely feedback to always be on par. This ensures the company staff is keeping up with expectations of deadlines. It also helps them keep you informed about their progress. Moreover, it also helps track accomplishments and engages in recognition of talents that can be given at the right time. This makes sure that rewards and appraisals for achievements align well with performance systems. Specific performance management software in the HR tech space can help with a better communication system. For instance, feedback systems will help manage an employee's expectations, strengths, and weaknesses. This will help them use this information to leverage their work. It gives a holistic evaluation of an individual's performance and can help align goals effectively. 2] Optimizing The Workforce Through Employee Engagement Optimizing performance comes with efficiency in communication. This is necessary, especially with remote working options. Employee engagement helps to optimize the workforce catered to their skills and drives up employee performance. Human Resource Technology includes employee engagement by acquiring feedback that can help keep a check on employee expectations. This also helps to prepare for challenges, so that the workforce does not have to suffer from any drastic setbacks. 3] Learning Programs That Keep Employees Up-to-date Technology is something that is advancing rapidly. This means any workforce needs to be in check with the latest technological advancements. This helps streamline work progress and make things more efficient for the workforce. According to Mercer, one in four employees feel their company is taking the initiative to upskill them. Moreover, employees are eager to divert focus toward discussions revolving around their development. Thus it becomes important for employees to be in tune and learn new skills from time to time. Helpful learning and developmental programs as part of training for the employees will be beneficial. This will ensure efficiency for the organization overall. To help your employees grow and learn new skills, you should provide them with the appropriate training. If you have a team that specializes in web-based projects, then make sure they're aware of all aspects from beginning to end. You can do this by providing them with basic technical know-how when it comes to creating, editing, and designing websites. Another plus point is that digital learning has made it easy to acquire knowledge on the go. Thus, it allows you to create a pool of resources for employees to revisit and brush up on their skills. 4] Talent Management Hiring and onboarding are on one end of the spectrum, whereas retaining is on the other end. HR technology helps in improving the productivity of employees in different ways. Best-class talent management systems address several problems that are faced especially in hybrid models: Improves employee experience through feedback, appraisals, and surveys to assess their satisfaction levels. An automated process helps cut off the cumbersome work, plan and align company strategies and be available for others when needed. Helps in creating targets and expectations that need to be reached by the organization catered toward career progression. Help keep a track of an employee’s performance management through strengths and weaknesses. According to Aberdeen Group, organizations with better employee engagement and good talent management were 58% more likely to use performance management software. This works well with developmental programs because they can create programs specific to an employee. As a result, the employees can learn and develop their skills efficiently. This helps in an overall assessment of an employee and creates an experience that is satisfactory for the individual and the organization. There are several other software out there that offer similar features to help evaluate performance and increase productivity. 5] Payroll Payroll technology eases the burnout of the staff that takes care of payroll. The technology regulates and manages employee salaries effectively and can give details about their pay. An automated payroll can help include an employee in the payroll process as well as remove them. It streamlines the whole process by making sure there is no error and lifts the manual work. This helps allot time to more meaningful work such as HR strategy. 6] Hiring New Employees Hiring is a daunting process in itself. But, with the help of technology, this can be made easier. Automation has made things easier for the recruitment process: Speeds up the recruitment process so you can get to the best talent faster. Dismisses the prospect of a biased judgment toward selecting eligible candidates by filtering through skill, experience levels, and other relevant criteria. Digitized arena and optimal virtual assistance for the onboarding process. There is software that can aid HR professionals by building a pool of qualified resumes ready. Interviews and other processes can be organized and help scan the top candidates for the role. The pandemic has made tremendous changes to the hiring process. This has helped make it easier for HR professionals to hire and retain employees. Around 94% of HR professionals have said that using cutting-edge technology for recruitment software has helped ease the hiring process. There are several other features that help you hire the right people for your organization. You can even consider running an employee referral program to broaden your potential candidate pool. This guide was designed to help you navigate through those difficult tasks and help determine the right software for your organization, download our ebook now. Download now 7] Efficiency In Managing Data Keeping a tab of leaves, benefits, payrolls, appraisals, and so on is a tedious, time-consuming task. In this situation, probably a team of individuals is drowning in tons of documentation, managing these systems. According to statistics from Finances Online: 83% of employees have to recreate the documents they cannot find. 46% find it time-consuming and challenging to search through these documents. 42% of the documents are not labeled correctly. 41% of information is stored incorrectly. These statistics prove that manual work is more error-prone, time-consuming and potentially frustrating. Not only does it need a lot of focus, but there might be errors in the data as well. While entering data is one thing, fixing these errors is another. An efficient data management software help HR managers keep their documents and data organized in one place for ease of access. A well-rounded Human Resource technology system will take this work off your hands providing no room for error. It makes the process efficient and ensures you don’t have to run through repetitive tasks again. Conclusion There’s no doubt that technology will be at the forefront in every field with rapid changes, especially since the pandemic. In such a world that is driven by technology, incorporating such software is unavoidable. Artificial intelligence and similar tools help streamlining HR processes and also helps employees upskill. There’s no doubt that the future of every company’s HR role rests in the hands of efficient software.

Employee engagement refers to the level of commitment, involvement, and enthusiasm that an employee has for their work and the organization they work for. It is a measure of how actively and positively an employee is involved in their job and how they contribute to the overall goals of the organization. High levels of employee engagement are associated with better performance, higher productivity, and lower levels of absenteeism and turnover. Government organizations that are able to foster a culture of engagement are often more successful, as engaged employees are more likely to be motivated, focused, and creative, and to take ownership of their work. Definition of Engagement and Benefits of Engagement Employee engagement is important in any organization, and it is particularly crucial in the government sector where employees often play a critical role in serving the public. Employee engagement is particularly important in the government sector for a number of reasons: Improved public service Engaged employees are more likely to be motivated and committed to their work, which can lead to improved public service and a better experience for citizens. Increased productivity Engaged employees are more likely to be productive and efficient, which can help organizations achieve their goals more effectively. Improved retention Engaged employees are more likely to stay with an organization for longer periods of time, which can help reduce employee turnover in your company and the associated costs. Enhanced reputation Engaging government employees can help improve the reputation of a government organization and its ability to attract top talent. Better decision-making Engaged government employees are more likely to contribute their ideas and opinions, which can lead to better decision-making and innovation within the organization. Here are five strategies that you need to implement effectively for engaging government employees in 2023, to bring a qualitative as well as quantitative change in the overall work environment, including better employee engagement and boosting productivity in various government departments or sectors. HR mistakes impact your entire organization. Learn how to avoid the 12 most common mistakes with our free ebook. Download now Strategy 1: Embrace Change To encourage employees to embrace change, it can be helpful to involve them in the decision-making process and provide them with the resources and support they need to adapt to new situations. Communicating the benefits of change and helping employees understand how it aligns with the company's goals and values can also be effective in fostering a positive attitude toward change. Invest in Technology There are several technologies that companies can invest in to improve and find the solution to employee engagement such as: Collaboration tools Collaboration tools such as Slack, Microsoft Teams, or Asana can help employees stay connected and work together effectively, even when they are not physically present in the same location. Virtual meeting platforms Virtual meeting platforms like Zoom, Google Meet, or Skype can help facilitate communication and collaboration among remote employees and teams. Employee surveys Employee survey tools can help organizations gather feedback from employees about their experiences at work, which can inform decisions about how to improve engagement. LIKE.TG® now makes it so easy to quickly develop and send employee polls and surveys, all to produce real-time visibility into what’s needed to generate business success. Learning and development platforms Providing employees with access to online learning and development resources can help them stay up-to-date on industry trends and improve their skills, which can lead to increased engagement and productivity. Wellness and mental health resources Investing in technologies that promote employee wellness, such as meditation or mindfulness apps, can help with the impact on employees' well-being and feel more balanced and engaged in their work. Modernize Work Processes Modernizing work processes has been found to be helpful in motivating and engaging government employees to take ownership and contribute meaningfully in their roles. There are several ways that companies can modernize their work processes for engaging government employees: Encourage team building and collaboration: Encouraging team-building activities and promoting collaboration among employees can help build strong relationships and foster a sense of community within the organization. Use technology to streamline processes: Implementing technology such as project management tools, automation software, and virtual meeting platforms can help streamline work processes and make them more efficient. Foster continuous learning and development: Providing employees with opportunities for learning and development can help in engaging government employees and keep them motivated in their work. Strategy 2: Establish Clear Communication/ Develop innovative ways to measure employee satisfaction Employee satisfaction in the government sector can help the government or administration to formulate a plan of action, based on the outcomes to further improve or enhance employee engagement measures. Utilize Digital Platforms There are a variety of digital platforms that government departments can use to measure employee satisfaction for engaging government employees. Some examples include: Anonymous feedback platforms Anonymous feedback platforms like Blind or Glassdoor allow employees to share their thoughts and opinions about their work experience without fear of retribution. Social media monitoring tools Social media monitoring tools like Brand24 or Hootsuite can help companies track and analyze what employees are saying about the company on social media. Employee engagement apps Employee engagement apps allow organizations to track employee satisfaction and engagement through regular pulse surveys or longer-term assessments. Here’s a mobile HR app that works for you - no matter where you happen to work. LIKE.TG®’s mobile employee app now gives fast, easy access to the same experience employees expect in the office, all to make work that much better. Encourage Open Dialogue Creating a free and transparent environment in a government organization can be achieved through a combination of a few strategies like: Encourage open and honest communication Create an environment where employees feel comfortable sharing their thoughts and ideas, and make it clear that their feedback is valued. Establish regular communication channels This could include weekly or monthly meetings, one-on-one check-ins, or using collaboration tools such as internal communication software, to keep employees informed and connected. LIKE.TG Workmates platform enables a community approach to team communication and collaboration so that the associates are more connected to both the company and each other. Our customizable group channels and collaboration tools transform teams into true communities focused on the same goals and objectives. Reconsider old ways of thinking about teamwork and discover how a community approach to collaboration can produce powerful business results. With LIKE.TG®, users can create valuable group channels to align teams, simplify communications, and focus their efforts on a common goal. Use a variety of methods to gather feedback In addition to traditional methods like surveys and focus groups, consider using more innovative methods like employee suggestion boxes, anonymous feedback platforms, or pulse surveys to gather insights from employees. Employee suggestion boxes Setting up an online or physical suggestion box allows employees to anonymously share their ideas and feedback about the company. Strategy 3: Utilize Data Utilizing data can be a powerful tool for improving and engaging government employees. Data is everything these days and, in the future, it is poised to play a critical role in many sectors, including gauging employee satisfaction, engagement as well as employee performance. Collect Relevant Data By collecting and analyzing data about employee satisfaction, productivity, and retention, organizations can identify areas where improvements can be made to better support and engage government employees. By tracking key metrics over time, organizations can monitor progress and make adjustments as needed to ensure that engagement efforts are having the desired impact. This can create a template to further implement result-oriented programs and to check which tragedies work out and which don’t. Analyze and Act on Data Using data to understand the specific needs and preferences of individual employees or groups can help organizations develop targeted interventions that are more likely to be effective in improving and engaging government employees. Sharing data with employees about the impact of engagement initiatives can help employees feel that their efforts are making a difference and that their contributions are valued. Strategy 4: Foster Inclusivity Fostering inclusivity can be an effective way to improve employee engagement in the government sector. Here are a few ways that government organizations can foster inclusivity: Promote diversity and inclusion Encourage implementing a DEI strategy in the hitting process and create a welcoming and inclusive work environment for all employees. Provide opportunities for professional development Offer opportunities for professional development and advancement to employees from diverse backgrounds. Encourage open communication Foster an environment where employees feel comfortable sharing their thoughts and ideas, regardless of their background or position within the organization. Celebrate diversity Find ways to celebrate the diverse backgrounds and experiences of your employees and recognize the value that this diversity brings to them. Address discrimination and bias Take a proactive approach to addressing discrimination and bias within the organization and establish clear policies and procedures for addressing these issues. Strategy 5: Offer Opportunities for Development/ Provide Training Opportunities Provide Professional Development / Provide Opportunities for Growth Providing professional development and opportunities for growth can be effective ways to improve employee engagement in the government sector. Here are a few ways that organizations can provide these opportunities: Offer training and development programs Provide employees with opportunities to learn new skills and advance their careers through training and development programs. Encourage continuous learning Foster a culture of continuous learning by providing access to online resources, such as webinars or e-learning courses, that allow employees to stay up-to-date on industry trends and improve their skills. Offer leadership development programs Provide leadership development programs to help employees develop the skills and knowledge needed to take on leadership roles within the organization. Encourage professional growth Encourage employees to take on new challenges and responsibilities and provide support and resources to help them succeed. Offer Mentorship Programs Identify potential mentors Identify employees within the organization who have the skills and experience to serve as mentors and are interested in participating in a mentorship program. To learn more about giving access to vital HR and work information — even when they're not in the office. Download our ebook now. Download now Match mentors with mentees Pair mentors with mentees who are seeking guidance and support in their careers. It may be helpful to consider factors such as career goals, work styles, and personalities when making matches. Establish clear goals and expectations Clearly define the goals and expectations for the mentorship program, including the frequency and duration of meetings, the types of support that mentors will provide, and any reporting or evaluation requirements. Provide support and resources Offer resources and support to help mentors and mentees get the most out of the mentorship relationship, such as training on effective mentorship practices or access to online resources. Monitor and evaluate the program Regularly monitor and evaluate the program to ensure that it is meeting the needs of both mentors and mentees and making a positive impact on employee engagement. There are many factors that can contribute to engaging government employees in 2023, including the work itself, the work environment, the relationships employees have with their colleagues and leaders, and the opportunities they have to learn and grow within the organization. Employers in the government sector can work to increase employee engagement by providing meaningful work, clear expectations, support and resources, opportunities for growth and development, and a positive and inclusive work culture. Try Workmates Interactive Demo Click trough it yourself withinteractive demo. Try It Now 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.

It can be tough to onboard new employees, particularly if they’re remote. They can't just pop into the office for a meeting, and you can't always quickly bring them up to speed on all the company's goings-on. But with a little effort, you can make the process smooth for both the employee and your team. Several tools and technologies can help make the onboarding process easier for you and your new employee. For example, video conferencing software like Skype or Zoom can be used for virtual training and tours. And there are many online tools, such as Google Drive, that can be used for collaboration and sharing documents. In addition to taking advantage of these tools, you can make the onboarding process smoother and more efficient with the following guide, designed to help you get started. 1. Have a remote work policy If you're going to be onboarding remote employees regularly, it's important to have a remote work policy in place. This should outline your expectations for how employees will conduct themselves while working remotely and what you expect from them regarding communication and collaboration. Having a clear policy will help make the onboarding process smoother and ensure everyone is on the same page from the start. And it starts in the hiring process: In your application, ask candidates what aspects of remote work appeal to them. Ask them to describe their preferred working style, communication style, and technical skills. If a candidate responds that they do not enjoy the isolation of remote work, you may want to move on. 2. Send equipment and a welcome package beforehand Few things will frustrate both you and your new employee more than having them spend the first few working days ironing out technical difficulties. So, ahead of time, order all necessary hardware they’ll need and have it delivered to their home. Here are some items to consider, depending on the requirements of the position: Laptop or desktop computer Monitor Keyboard and mouse Headset or earphones Webcam Printer/scanner External hard drive or USB drives Phone or VOIP equipment Charging accessories and power strips When it comes to software, if what employees need isn’t cloud-based, ensure it's pre-installed on their device. Include passwords, usernames, and any other security information needed so remote hires can easily get up and running. Suppose you are working on many different online marketing tools. In that case, putting together a list of recommended tools for your new employee may be helpful. Or if you’re working with a project management tool, ensure that their accounts are already set up in advance, and they’ll have access from day one. Additionally, making remote employees feel welcome can help embed them into your organization and feel like they’re part of the team. One idea is to send a welcome package with things like: Welcome letter from the CEO or team leader Company swag such as T-shirts, mugs, notebooks, or pens Employee handbook Snack box with an assortment of treats and snacks to enjoy while working Tech accessories like USB flash drive, ergonomic mouse pads, or laptop stands Gift cards for coffee or online retailers Virtual event pass to an upcoming online workshop or team-building event Desk plant to brighten up their home office space 3. Be prepared with virtual onboarding materials Gather all your onboarding materials and make digital copies as part of your remote onboarding program. You may also want to mail them a physical copy along with their welcome package. Here’s a list of things you’ll want to include: For all employees: Mission, vision, and values Organizational charts Employee directories Communication procedures (how and when to use email, video calls, and chat) Tutorials for commonly used tools Security standards Templates for standard documents (presentations, email invitations, sales follow-up emails, etc.) For marketing: Lead qualification criteria Content style guide Blog and SEO best practices For sales: CRM contact information standards How to order business cards Travel and expense procedures For software developers: How to set up a development environment Codebase Development processes Architecture standards You can help employees track their progress by making videos of everything that they need to learn in modules. Or you can set up a video call so that they’re able to ask questions on anything they don’t understand and managers can easily answer them on the spot. Creating these learning modules might be a bit difficult, but you can contract a Professional Employer Organization (PEO) to create learning modules for any job position. 4. Leverage existing technology and tools Use video conferencing or online team meetings to ensure a smooth transition. Companies onboarding remote employees can greatly benefit from leveraging technology and platforms such as Zoom for virtual meetings, Slack for communication, Asana for project management, LIKE.TG for HR software, and Microsoft Teams for collaboration and document sharing. For example, you can use Microsoft Teams to welcome your new team member, outline their responsibilities, and offer support. And some apps, such as Donut, allow employees to chat with a company representative through the internet. Onboarded employees can also receive useful information about company resources, such as knowledge bases, training software portals, and cheat sheets 5. Let new hires know what to expect Working from home can be a brand new experience to most. Ensure everyone understands what's expected of them during the remote onboarding process. What information do they need? Whom will they be meeting with? What tools do they need to be successful? You can avoid confusion and frustration later on by getting everyone on the same page from the start. This is also a good time to set expectations for communication. Will you use email, Slack, video conferencing, or a combination of all three? Let your new employee know how you prefer to communicate and the best way to reach you. 6. Set up a dedicated onboarding space If possible, set up a dedicated space for their remote onboarding process. This gives them a place to go where they can find all the information they need in one spot. It can be as simple as a folder in your company's shared drive or an intranet page with links to all the relevant documents. Having a dedicated space also makes it easy for you to keep track of your new employee's progress. You can quickly see what they've read and what still needs to be covered. As your business grows, it might be a good idea to consider tools to help during this process. LIKE.TG’s employee Onboard platform can help to automate a lot of the repetitive tasks that build up as you get the hang of remote onboarding. Download Our Free New Employee Orientation Checklist! Download Now 7. Use self-onboarding checklists Self-onboarding checklists are an effective tool for streamlining the onboarding process of remote employees, ensuring they complete all necessary steps. These checklists should include tasks like setting up company email accounts, completing required paperwork, reviewing company policies and procedures, and accessing necessary software and tools. Additionally, the checklist can guide new hires through introductory training modules, schedule their first team meetings, and prompt them to set up virtual meet-and-greets with key team members. 8. Introduce them to the team members One of the challenges of remote work is feeling like you're part of the team. So take some time to introduce your new employee to everyone on the team, even if it's just through a quick email or video call. If possible, set up regular virtual coffee chats or happy hours so they can get to know their colleagues in a more informal setting. You can also give them the company’s organization chart so that they do not have a hard time trying to remember who is who. 9. Give them a virtual tour If your company has a physical office, give your new employee a virtual tour so they can see where their team members work and what the space looks like. If you don't have an office, you can still give them a tour of your company's website, intranet, or social media channels. Make them feel like they're part of the team by showing them around and introducing them to everyone they'll be working with, even if it's just virtually. Always make an effort to have your camera on to create a warm face to face feeling when giving the tour. Click Trough an Onboarding Process Click through our interactive demo to see how LIKE.TG makes onboarding easy. Try It Now 10. Assign a buddy One way to help your new employee feel welcome is to assign them a buddy. This should be someone who's been with the company for a while and knows the ropes. They can answer your new employee's questions and help them feel comfortable in their new role. A workplace mentor can provide initial guidance and help eliminate the anxiety many new remote employees experience. Moreover, use video coffee chats and other ice-breaker activities to break the ice. 11. Provide training and resources As part of the onboarding program, provide your new employee with all the training sessions and resources they need to be successful in their role. An onboarding training session should entail a thorough introduction to the company culture, key policies, and job-specific skills, along with interactive elements like QA sessions, practical exercises, and opportunities to meet and engage with team members and key department leads. The goal is to set them up for success by providing everything they need to hit the ground running and make sure you’re both on the same page once their onboarding plan is complete. 12. Encourage communication and feedback Working remotely makes it easy to feel like you're out of sight and out of mind. To avoid this, schedule regular check-ins with your new employee. This gives you a chance to see how they're doing, answer any questions they may have, and give feedback on their progress. You should also be open to getting feedback from your employees. This helps you figure out problems and come up with solutions. Feedback will show you places where your new employees have problems. There are different ways in which you can collect feedback from your new employees. You can use surveys, meetings, or performance tracking software. Check-ins also allow your new employee to bring up any concerns or issues they may be having. By addressing these early on, you can help them feel more comfortable in their role and prevent any potential problems down the road. You can also ask them to turn on their video during conference meetings to make them settle in properly so you become aware of their onboarding experience. Since employees are not able to meet face to face, online meetings and daily communication are essential in team building and creating healthy remote team relationships. 13. Give them room to grow Finally, remember that your new employee is still learning and growing into their role. They may make some mistakes along the way, but that's okay. What's important is that you give them the space to learn and grow.Encourage them to ask questions, try new things, and take risks. This will help them become even more successful in their role and feel like they're truly part of the team. “As soon as we saw LIKE.TG’s Onboard demo, we knew this was the perfect solution for us. We loved that it was extremely simple and powerful out of the box, but that we could customize it with advanced capabilities to make it work in our company setting.” Elisa Garn Vice President, HR and Talent Christopherson Business Travel Learn More About Author: This article is written by our marketing team at LIKE.TG. LIKE.TG is dedicated to providing powerful solutions for your HR teams and creating an exceptional employee experience. Our aim is to help your company improve employee engagement, onboarding, and to save you valuable time!

Increasing an organization's employee efficiency and sustaining high performance is a topic that requires constant reassessment. The pandemic necessitated working from home for many employees. A considerable percentage of employees now work remotely from different corners of the world. It has become critical to ensure that remote work experience is productive for employees and organizations. This blog will walk you through six proven strategies to effectively manage your remote development team. Make sure to incorporate these strategies before you start to hire remote developers and build your engineering team. But before we dive into the strategy to manage teams, let’s discuss how you can build a remote team of software developers. Let's get started! How to build a remote development team? When working with remote teams in a software development company, the fundamental concept is to preserve work consistency while allowing for flexible work hours. This necessitates proper work planning. Foresee possible difficulties and take proactive measures to resolve them as a manager. Building trust is a typical approach to managing teams, particularly remote teams. Managers must have faith in their workforce to be committed and motivated to work successfully. At the end of the day, it's all about the people you hire and how you carefully select the best people who would complete your team with their unique skills. There are plenty of online job portals that help you hire remote developers. Use one of the most trustworthy online platforms and utilize rigorous vetting processes to pick the top remote software developers worldwide based on tech stacks, skills, and seniority. However, before promoting your vacant job post, it's best to define clear development needs. Once you know what kind of resource you want, create a targeted job description. Make sure to mention the skills and expertise you want, tech requirements, and employee benefits. Once a candidate has passed through the initial screening and assessments, ensure to conduct a face-to-face interview to get deeper insights into their skills and additional expertise. To learn even more about managing remote teams and keeping employees working at home highly engaged, download our ebook now. Download now 6 Strategies to efficiently manage a remote development team 1. Establish your targets Establishing short and long-term goals is essential for employees and the organization. While assembling and managing development teams, it is necessary to remember that the modern workforce is more concerned with continuous learning and self-improvement than stability. As a result, it becomes vital to establish a clear goal to link your team’s interests with the company's objectives. 2. Strengthen your team's communication. Maintaining effective communication channels is the primary requirement for managing a software development team. Working remotely does not mean you can’t collaborate with your virtual team. In fact, uninterrupted and continuous communication brings the same level, if not more, of innovation to the table. Without face-to-face communication, it might be hard to distinguish the intent of communications sent between you and your team members, which is an apparent difficulty in managing remote developers. Undoubtedly, it's more challenging to comprehend a text message. So, you can begin your day with a video conference rather than a lengthy conversation on Slack/Teams/Email. Maintain a routine for meetings. This is especially effective when you are managing a larger software development team. Individual check-ins through phone or Skype may be best if you manage a smaller group. The critical point is to convey priorities, keep projects on track, and keep ideas flowing. This will assist you in avoiding misunderstandings and helping you and your team members move forward in sync. It may require extra work for remote employees to establish online communications. This may initially appear unrealistic, but encouraging your employees to communicate frequently with you and other team members will help you increase productivity. It could help to have an employee app. 3. Identify and provide the required tools. A critical component of successfully managing remote development teams is ensuring that the relevant tools are easily accessible to every team member. Project management software such as Trello, Workzone, and Zoho Projects become essential when managing a team remotely. Always hire remote developers with experience working with the software mentioned above. 4. Be empathetic, organized, and trustworthy. As remote team management is all about teamwork, empathy is a soft skill that pays off in a larger sense. Whether you refer to it as empathy, emotional intelligence, or simple human decency, this fundamental effort can assist teams in establishing and maintaining a good and long-lasting relationship with their colleagues. Also, empathy is unquestionably a necessary talent to test when you start hiring. 5. Foster a sense of belonging A shared sense of belonging among team members can increase work productivity. According to research, corporate leaders' top talent issues are now culture, engagement, and retention. Over half of corporate leaders and managers consider this a "critical" issue. Culture is the collection of your organization's behaviors, values, reward systems, and policies. Thus, it is critical to maintaining a specified culture within your firm. And once you have a defined culture, hire candidates who are an excellent cultural fit for your organization. 6. Recognize exceptional performance. Positive feedback can be used to show appreciation for work. It can be an excellent motivator for building team spirit. Ensure that you regularly provide constructive feedback to remote team members and encourage colleagues to celebrate triumphs, even online. As a manager, you should establish a habit of publicly praising each team member. Recognizing remote team members' efforts or superior productivity is critical. When an employee achieves a milestone, send congratulatory emails to express your appreciation for effective and efficient work. This gesture instills a sense of gratitude and recognition in the employee. Additionally, you may show your appreciation for employees by providing them with increments, awards, and gift cards. The strategies mentioned above not only promote an employee's commitment to you and your firm but also help you manage your team by keeping everyone motivated and happy. Conclusion Many companies have adopted remote work since the COVID-19 outbreak. You must know how to effectively manage a remote development team to foster a culture of growth and build innovative solutions. The major strategies you can adopt are establishing your targets, strengthening your team's communication, and identifying and providing the required tools. Promoting a culture full of empathy, discipline, trust, appreciation, and communality will also foster strength among your team.

After years of research, we have come up with the best mobile HR apps and their benefits. In this article, we will discuss different types of mobile HR solutions that can help businesses streamline their processes while improving employee engagement levels. Mobile HR apps If you're an employer, one of the most important things you can do is get your employees connected. In order to help them achieve their goals and make them more productive, mobile HR apps are a necessity for today's on-the-go workforce. Here are some of the ways that mobile HR apps can help: Onboarding: To ensure that new hires have all of their information readily available, employers should use a mobile app to collect personal information from applicants during the hiring process—and then follow up with them again after they've started working at your company. This way, you'll know exactly what steps need to be taken prior to starting work (e.g., filling out initial paperwork) so there aren't any surprises later down the road! Benefits administration: When it comes time for employees who rely on health benefits or retirement plans through their employer's plan provider, these programs typically require lengthy paper documents filled out by hand before being sent off somewhere else; this process becomes even more complicated when dealing with multiple providers across different states since each state has different regulations regarding how these types of services must operate within its borders. Onboarding is one of the most important activities in business: Onboarding is one of the most important activities in business today and Employee Onboarding Apps can streamline this process by transforming all paper-based forms into digital ones. The purpose of onboarding is to help new employees get up to speed with their new company, learn about its culture and policies, understand how they fit into the organization’s goals, etc., as well as provide them with tools for communication through different channels (email or IM). According to research from McKinsey Company “Onboarding: A New Frontier For HR Technology”, only 50% of companies are using any type of employee onboarding technology at all while 20% only do so on a limited basis; these numbers show just how much room there is for improvement when it comes to this area! The benefits of using HR onboarding software: The benefits of using HR onboarding software are even more important for global mobile teams, where transparency and the ability to work from any location or device may be a necessity for the team. Take TypeScript software development services as an example. You probably don't want to spend hours briefing each new hire on the details of their job and how TypeScript works. With a sound onboarding system in place, you can provide all employees with the same standard of training, which helps speed up the process and improves productivity. The importance of mobile HR apps cannot be understated. As your organization grows and expands geographically, it becomes increasingly important to have a system in place that allows employees at all levels of the hierarchy to receive important notifications or updates on their devices. This can help drive better performance across all areas of your business by providing accurate information about company events such as new hires or promotions opportunities; helping ensure that employees are aware when they need to make time off because they're sick or traveling; ensuring that managers don't miss out on information about potential candidates because they weren't notified quickly enough (or at all). The Employee Self-Service Software components: The Employee Self-Service Software component of an online HR solution allows employees to easily complete tasks like updating their contact information and W4 preferences, applying for vacation time, or reading company policy documents. The software is also compatible with mobile devices so that you can access it on the go! One of the best ways to improve employee engagement: Employee engagement is the most important aspect of an organization's success. The more engaged your employees, the better they'll perform and be able to deliver on your goals. If you're looking for ways to improve employee engagement and increase productivity and Build Trust in Remote Teams consider using survey software that enables you to measure satisfaction levels among employees and understand how they feel about their jobs. This can help guide future decision-making about company policies or procedures, as well as identify areas for improvement in order for you all to reach peak performance together! A Performance Management App helps you easily track goals: Performance management is a process that helps employees and managers set goals, track progress toward those goals, and identify areas for improvement. A performance management app can help you easily track these things by providing you with an easy-to-understand framework that makes it easy to create your own goal structure. This type of software also allows managers to review their employee's performance at any time by simply logging into the system from any device or computer where they have internet access (e.g., laptop). The end result is that these kinds of apps can help managers better understand what motivates their employees so they can make better decisions when formulating strategies for improving company culture overall! HR mistakes impact your entire organization. Learn how to avoid the 12 most common mistakes with our free ebook. Download now Managing employee benefits throughout their work life cycle: Benefits administration is a complicated process that requires a lot of time and effort. If you're looking for an effective solution, look no further than our benefits administration tool. This software will help you streamline your HR processes and make sure your employees are receiving the right amount of compensation. Benefits administration software has many uses beyond simply helping with employee benefits management: it can also be used to manage other types of business processes like payroll or reporting purposes as well. Some examples include: Mobile Human Resources apps have become a necessity: Today's on-the-go workforce is changing the way companies do business. It's no longer enough to be a good employer; you need an HR app that helps your company attract and retain talent, improve employee engagement, and track performance. Mobile Human Resources apps are a necessity for today's workforce. They provide real-time insights into employee moods; give managers access to data about their team members; allow employees to communicate directly with each other without leaving a message or emailing someone back (or worse yet—might cause them stress); offer employees flexible working hours so they can balance work life with family life without feeling like they're at work all day long; help employers locate employees quickly when needed during emergencies such as natural disasters or severe weather events such as hurricanes Harvey/ Irma/ Maria etcetera. Bonus Tips: Here are some of the best practices for introducing mobile HR apps in your organization: Define the business case. Before introducing any new technology, it's important to have a clear understanding of how it will Benefits That Increase Employee Retention and also benefit the business. With mobile HR apps, that benefit is usually increased efficiency and productivity. Get buy-in from key stakeholders In order to successfully introduce mobile HR apps, you'll need the buy-in of key stakeholders such as senior leadership, the IT department, and of course, the HR team. Choose the right apps There are a lot of mobile HR apps on the market, so it's important to take the time to research and select the ones that will best meet the needs of your organization. Conclusion: At the end of the day, HR software is a tool. It’s not going to make you more productive on its own. It’s going to help you be more efficient and effective if you use it correctly and appropriately for your business needs. It’s up to you to take the time and effort needed to find the right HR software solution for your company. Whether it's a mobile app or traditional desktop software, make sure that it has all of the features you need in order to make your job easier.

Hiring the top available talent is a challenge to this day. It doesn’t matter whether you are an HR professional or an HR manager or a recruiter, it is pretty normal to find yourself swamped with challenges involved in the recruitment process. These days recruitment is more than only posting a job vacancy and hoping that the ideal candidate will apply. It is all about optimizing and streamlining the whole process right from job requisition to the actual job offer. Here are some common recruitment challenges and their solutions. Attracting and engaging the best talent: More than 70% of the HR team members spend valuable time trying to figure out the best available candidate for their roles. They spend an endless amount of time going through the CVs only to find that none of them is a perfect match. To avoid this problem, you need to go back to the beginning to create job descriptions that are engaging to try and convert the top available talent. You need to avoid overused jargon, gender bias, and outdated job requirements. Raise and extend the candidate reach: One of the common problems involved in recruitment is reaching the right candidates. You need to broaden the talent pool and improve job visibility. However, due to scarce resources and tools, this can be difficult for the hiring teams. You need to have a remote recruitment strategy in place for this. There are hiring platforms available with a wide range of free and paid job boards. It is easy to cross-post on several channels and it is hassle-free. Management of candidate influx: This challenge is present for all the recruiters struggling to find a proper balance between decreasing the time for recruitment and managing hundreds of resumes. After the impact of COVID19 subsides, the recruiters will be faced with a flood of inbound candidates. It can be overwhelming especially when there are no right resources available for managing and optimizing the incoming applicants. You can use an applicant tracking system to optimize the hiring process. Maintaining a top employer brand: Employer branding these days is an essential component of the recruitment process. However, several companies out there are not leveraging this. Many companies are struggling to maintain a positive employer brand. They use lackluster candidate communication, outdated processes, inefficient interviews, and lengthy application forms for their HR practices. You need to grab the attention of your candidates and show them why they should select you as an employer. Providing an enjoyable candidate experience: If a candidate is faced with a negative experience, they will not only reject an offer but will also have many bad things to say about a company online. There are these kinds of challenges involved in the recruitment process and the hiring teams need to concentrate on them. The recruitment process is the first real contact made by the candidate with your organization. Ensure that you live up to their expectations. A dreary and slow process is where the top talent will be lost. Ensure a human touch: Technology has a crucial role to play in the hiring process. Most recruiters are relying on it after the advent of remote work. Technology allows them to optimize all the recruitment functions at the back end. However, on the front end, a human touch is necessary. You do not want the candidates to feel that they are interacting with machines and robots. You need to add a human touch to the entire process. You can use video assessment for helping you out. Hiring quickly: Most hiring teams are looking to hire new talent as quickly as possible. This is because these vacant situations can cost you a lot of money and they also result in a delay in operations. Still, depending on your area of operations, sometimes recruitment can take many months. This puts additional pressure on the frustrated hiring teams and recruiters. Taking a long time to recruit someone might be a by-product of talent shortage as qualified candidates are not available many times. Sometimes, the recruitment process goes on for a long time or many times the hiring teams struggle to agree. This can cause the best candidate to find a good job elsewhere. For avoiding these delays, you need to consider your recruitment process and ask yourself, are these hiring stages really necessary? Are we looking for candidates in the right areas? Are we working towards filling the vacancy with candidate pipelines? Are we communicating fast enough with each other and the candidates? All these queries can be replied to by using the recruitment metrics from the ATS or Applicant Tracking System you own. Many times, it is pretty natural to take a long time to hire. This is true especially when you are hiring difficult-to-fill roles. Explain this situation to the recruiting team and set your expectations early on. Make them aware of what a realistic timeline is. Highlight the significance of recruiting carefully for roles when a bad hire may cost a lot of money. To learn more about recruitment methods, download our ebook now. Download now Use of data-driven hiring: Businesses may use recruitment data and metrics for continuous improvement in their recruitment process and for making informed decisions. However, the collection and processing of data can turn out to be a big hassle. Maintaining spreadsheets is one of the ways of tracking all recruitment data. However, these methods are subject to human errors and they can be non-compliant. This makes it difficult to track the data and trends properly. The hiring teams have to find ways of compiling and efficiently organizing the data and streamlining the operations. You may store data and use systems such as ATS for exporting helpful reports. You can also utilize recruitment marketing software or Google Analytics for this purpose. There is no need to track all the available recruitment metrics. You can conduct a conversation with the senior management for settling for some key metrics that will make sense to you and your organization. Develop a strong employer brand: Having a good employer brand helps attract and engage better talent. Companies that can invest in employer branding have a better chance of making a high-quality hire. Still, this is a complicated process that includes many things such as making sure that, the candidates are receiving a positive experience with your organization. This promotes the culture of your organization over social media. This is a collective and continuous effort that needs you to come out of your normal duties and then secure buy-in from co-workers. Keep in mind to reply courteously to online reviews which can either be good or bad. Provide the means to the co-workers allowing them to tell your story about their work and what they enjoy doing. For instance, they may enjoy the experience if you use videos and blogs. Above all, you need to be projecting yourself as a good employer and it shows. Fair recruitment: There are several organizations out there that struggle to hire and attract a diverse set of candidates. The main reason for this problem is an unconscious bias for the candidates. It is mandatory to provide equal opportunity to all the candidates but not only that it is necessary to recruit objectively. It helps hire the most suitable candidates for a job without having to face the interference of stereotypes. It will result in having an all-inclusive workplace that displays to the prospective candidates that you have a meritocracy in your organization. It also allows you to benefit from the positive aspects of having diversity. You need to use objective hiring techniques such as remote recruitment strategies for this such as structured interviews or working with an international PEO firm. Conclusion You might feel a bit daunted by all these things. However, some of these recruitment challenges are common in many workplaces and at some point, in time you will face them. All recruitment teams have a fair share of challenges therefore, you should not feel discouraged if you are faced with them as well. By using these solutions, you can overcome the recruitment mountains and stay ahead of the curve as they say. If you are facing more problems than just some of these recruitment challenges, you can get help from hiring platforms to automate the hiring process.

Managers are responsible for the successful operation of their teams and departments. They oversee the work of others by providing employee onboarding, direction, guidance, and support. As a manager, you need to have certain skills, either through experience or training, to guarantee that your team performs at its best. Let's take a look at these 10 essential skills every manager must have for leadership success. Communication Communication is one of the most critical aspects of any relationship, even at the workplace. Managers can't be effective if they don't communicate effectively with their employees and stakeholders. They should set clear goals so everyone on the team is on the same page. Effective communication requires listening to what other people say and giving them enough time to express their thoughts. It also means providing and receiving feedback from customers or employees, whether positive or negative, when necessary. Problem-Solving Skills When problems arise, managers need to think about solutions rather than just reacting. Good problem solvers consider various alternatives before choosing the best solution. They need to think critically about situations to make the right decisions. Effective managers look at problems from different perspectives and consider all possible outcomes. This skill will help them in making decisions on how to handle team issues, both big and small. Empathy Empathy is an important part of being human. It helps us understand why people behave as they do and allows us to have an emotional connection with others. In business, empathy is especially vital because it enables managers to be more open-minded and flexible. While learning how to solve problems is helpful, empathizing with those who experience these challenges is equally important. Empathy is essential to boost employee well-being and productivity. To learn more about Time-Off by LIKE.TG, download one pager now Download now Time Management Time management is a crucial skill for anyone who wants to achieve professional development. A good time manager knows how to prioritize tasks and activities, set realistic goals, and complete assignments efficiently. Managers should develop this skill early in their careers because it helps them manage multiple responsibilities and projects. Managers should also familiarize themselves with helpful tools (such as Gantt charts) that can help them organize their project schedules. Developing time management skills willkeepthem organized and efficient throughout the day when they often juggle several tasks. In the workplace, it would be great to offer a time tracking app for employees. Decision Making Skills Making decisions comes naturally to some people, while others struggle with this task. However, no matter where you fall on the spectrum, good decision-makers must analyze the facts carefully before making a choice to prevent unconscious biases. The process includes gathering information, evaluating options, and determining the best option. They need to weigh the pros and cons and select the best course of action. When making important decisions in the office, managers need to practice this skill regularly. Conflict Resolution Conflict resolution is another essential leadership skill. Often, there are disagreements over ideas, opinions, and plans between team members. Handling conflicts peacefully and productively is a valuable quality that managers possess. If they fail to resolve conflicts appropriately, teams may become dysfunctional, and employee engagement may suffer. As managers, they must develop strong conflict-resolution skills and use them in daily interactions with colleagues. Pursuing a masters degree in leadership can further enhance one's proficiency in conflict resolution, providing a deeper understanding and advanced techniques to navigate and mitigate workplace conflicts effectively. HR mistakes impact your entire organization. Learn how to avoid the 12 most common mistakes with our free ebook. Download now Ability to Inspire A leader's ability to inspire others is paramount. Teams can move forward only if individuals work together towards common goals. Managers must motivate their coworkers by encouraging them, demonstrating confidence in their abilities, and showing employee appreciation for their efforts. Remember, people follow leaders not because they fear punishment. Rather, most of them do so because they believe in the vision and mission of the company and want to contribute to its success. Resilience Resilient people bounce back after failures or disappointments. They recognize their mistakes and learn from them. Even though they might feel sad or disappointed, resilient people don't let failure affect their self-esteem. Instead, they keep moving forward and trying new opportunities. Managers face many stressful situations every day, so they need to be resilient. They need to stay calm and remain focused while tackling difficult problems. Creativity Managers also need to be creative. Creativity is an important skill that allows them to come up with innovative solutions to everyday challenges. Without creativity, managers may stick with old ways of thinking and doing things. However, creative people see possibilities where others see limitations. In other words, they're open to change and embrace new approaches. To achieve leadership success, managers need to cultivate their creativity to help them think outside the box. Trust Lastly, managers should always establish trust among their employees and team members to be effective team leaders. Whether it's facilitating projects, delegating responsibilities, or even managing employee leaves, trust is a critical factor in any relationship. Managers shouldn’t be micromanaging their employees, especially if they don’t have any reason to do so. Instead, it's best to trust them to get the job done. More often, employees will exceed expectations when allowed to work independently. The Bottom Line Managers are responsible for leading their team members effectively. However, leading a team isn't always easy. Managers need to possess many skills and traits to lead a team. The traits stated above are just some skills you need to become a successful manager. With the right mindset and tools, you'll be well on your way to becoming an excellent leader.

Human resource (HR) managers face a difficult balancing act when it comes to salaries: On one hand, no employer wants to pay more than necessary for talents and positions. On the other hand, staff must feel that their salary is competitive in order to stay motivated and happy with their current career choices. Staying up-to-date on inflation and salaries can help HR managers make sure they are offering competitive salaries while keeping costs in check. Inflation is a measure of the rate at which prices for goods and services rise over time. It is important to understand how inflation affects salary decisions, both for existing staff as well as for new hires. In order to make accurate decisions about salaries, HR managers should be acutely aware of inflation rates, both nationally and locally. It is also important to consider how inflation reflects wage growth. If a company fails to adjust salaries upwards in line with the cost of living, staff may start looking elsewhere for employers who can offer more competitive pay. After all, if their wages cannot keep up with inflation, they will inevitably be worse off in the long run. Despite everyone currently talking and worrying about inflation, most people don't have a good working knowledge of how inflation really works and what it does to wages. Source: Pixabay Why understanding inflation and salaries is an important part of being an HR manager Inflation is an important factor to consider when making salary decisions for a company. HR managers need to understand the impact of inflation on a business’s budget and its employees' wages in order to make informed decisions about their organization's compensation policies. Inflation affects purchasing power and can have an effect on employee morale, so it is important for HR managers to be knowledgeable and proactive in addressing rising costs. Inflation has a direct effect on salaries, as it affects the amount of money that is available to pay employees. If prices are increasing, but wages aren’t, then spending power diminishes as people have less money to buy basic goods and services. This can lead to lower morale and job dissatisfaction, which can ultimately lead to higher turnover rates. Therefore, HR managers must be aware of the current rate of inflation and look for ways to adjust salaries accordingly in order to remain competitive with other organizations and keep employee morale high. Inflation also affects how much money a company has available to pay its employees. When inflation increases, companies typically have to pay more for goods and services. This means that some of the money available for employee wages must be redirected to purchase materials or increase operational costs. Knowing this, HR managers need to be able to calculate the potential effect of inflation on a company’s budget in order to make informed decisions about how much they can offer their employees in terms of salary and other benefits. HR mistakes impact your entire organization. Learn how to avoid the 12 most common mistakes with our free ebook. Download now Inflation and salaries are fundamental HR knowledge Overall, understanding inflation and salaries is an important part of being an HR manager. It is essential to be aware of current inflation rates, how they can affect employee salaries, and how a company’s budget might be affected by rising prices. Having this knowledge helps HR managers make informed decisions about how to best adjust salaries and other benefits in order to keep employees satisfied and competitive with similar businesses. It is important for HR managers to pay attention to the current rate of inflation so that they can proactively address any potential issues before they become a real problem. With that in mind, below are some of the key things HR managers should know about inflation, how it works, and how to approach conversations with employees. Understand the basics of inflation Inflation is defined as a sustained increase in the general level of prices for goods and services. It is measured by the Consumer Price Index (CPI) which tracks changes in the cost of a basket of goods that are typically purchased by consumers. As prices increase, purchasing power decreases, meaning people have less money available to buy goods and services. Be aware of current inflation rates In order to make informed decisions about their organization’s compensation policies, HR managers need to keep an eye on the current rate of inflation. This can easily be done by referring to the CPI which is released regularly by the Bureau of Labor Statistics in the United States. Source: Pixabay Determine how inflation affects the company’s budget In order to accurately assess the potential impact of inflation on a business’s budget, HR managers need to consider both direct costs such as materials and overhead expenses, as well as indirect costs such as employee salaries. This will help them determine how much money is available to pay employees, and if any adjustments need to be made in order to remain competitive with other businesses. It's vital for HR managers to leverage their relationships with other managers in different departments to track how inflation is affecting their organization as a whole. This allows them to assess the potential impact on salaries and other benefits, so they can make informed decisions about how to approach conversations with employees. How to balance company and employee expectations During periods of sustained high inflation, it is common for employees to demand higher salaries in order to keep up with the rising cost of living. While it is important for businesses to remain competitive and offer employees a fair wage, it is also important to consider the company’s budget when making these decisions. HR managers should approach salary conversations with an understanding of inflation and salaries, being sure to emphasize how the company is doing its best to balance employee expectations and the company’s budget. What the competition is doing It is crucial that HR managers know how competitors in the industry are responding to inflation. Doing research on wages and other benefits of competitors can provide valuable insight on how to adjust a company’s compensation policies in order to stay competitive. People will absolutely consider leaving an organization if they think the purchasing power of the money they make will be better protected elsewhere. HR managers need to be aware of this, and make sure they are providing their employees with competitive salaries that account for inflation. Alternatives to salary increases If a company is in a tough fiscal situation without the cash to increase salaries in the face of inflation, it's important for HR managers to be aware of and discuss other options with employees. These could include things like bonuses, additional vacation days, flexible schedules, and other forms of compensation and appreciation that can help maintain employee satisfaction without breaking the budget. Ultimately, HR managers should strive to keep their organization’s compensation policies competitive in order to attract and retain top talent. Staying informed on current inflation rates and understanding how it affects the company’s budget will help them to make sound decisions about salaries and other forms of compensation. With this knowledge, HR managers can ensure their employees are being fairly compensated during periods of high inflation. Conclusion By understanding inflation, staying up-to-date with the current rate and being equipped with a working knowledge of how it affects the company’s budget and employee morale, HR managers can make informed decisions about how to best adjust salaries and other benefits in order to keep employees satisfied and competitive.

An online employee onboarding process is a great way to ensure that new hires feel prepared and confident once they have officially started their job. Having a clearly laid out process gives each individual the opportunity to familiarize themselves with the company’s mission, values, and procedures in their own time, making them more comfortable when it comes to performing their role. It also enables HR personnel to quickly ramp up new employees by presenting essential information that every employee will need to know on day one. An online employee onboarding process helps make sure that every staff member has a consistent and high-quality introduction to the company. Tip 1: Define your Onboarding Goals and Objectives Defining your onboarding goals and objectives is a crucial first step in preparing an online employee onboarding process. This will help ensure that your onboarding efforts are focused and effective. Some potential goals might include introducing new hires to the company culture and values, helping them understand their role and responsibilities, and equipping them with the knowledge and skills they need to be successful in their new position. To help achieve these goals, you might consider setting specific objectives, such as completing certain training modules or reaching specific performance milestones. Clearly outlining your goals and objectives will also help you measure the success of your onboarding efforts and make any necessary adjustments. Below are some examples of onboarding goals and objectives. Example Goal 1: Introduce new hires to the company culture and values Objectives: Complete the company culture training module Attend a virtual welcome event with senior leadership Meet one-on-one with a mentor to discuss company values and culture Example Goal 2: Help new hires understand their role and responsibilities Objectives: Review job description and expectations Attend department-specific training sessions Meet with supervisor to discuss project priorities and goals Set goals and expectations for the first task Example Goal 3: Equip new hires with the knowledge and skills they need to be successful in their new position Objectives: Complete relevant training modules Attend skills development workshops Participate in job shadowing or mentorship opportunities These are just a few examples, and the specific goals and objectives will depend on the needs of your organization and the role that the new hire is filling. The important thing is to have a clear understanding of what you want to achieve through your onboarding process and to set specific, measurable objectives that will help you get there. Tip 2: Create a Comprehensive Onboarding Plan Creating a comprehensive onboarding plan is a crucial step in preparing an effective online employee onboarding process. This plan should outline all of the activities and resources that will be provided to a new hire freelancer or full-time employee during their first few weeks and months on the job. To create a comprehensive onboarding plan, start by outlining the key steps that need to be completed and the resources that will be needed to support each step. Consider including activities such as orientation sessions, training sessions, team-building exercises, and one-on-one meetings with supervisors or mentors. Below is an example of a 30 60 90-day onboarding plan. Week 1 Welcome event with senior leadership Tour of virtual office Introduction to company culture and values Review of job description and expectations Week 2-4 Department-specific training sessions Meetings with team members and other key stakeholders Review of company policies and procedures Week 5-8 Skills development workshops One-on-one meeting with a supervisor to discuss project priorities and goals Introduction to company systems and tools Week 9-12 Job shadowing or mentorship opportunities Team-building exercises Review of performance expectations and feedback processes Week 13-24 Ongoing training and development opportunities Regular check-ins with the supervisor Opportunities to network with colleagues and build relationships Week 25-90 Continued training and development opportunities Regular evaluations and feedback sessions Opportunities to take on additional responsibilities and grow within the company These are just examples, and the specific onboarding plan will depend on the needs of your organization and the role that the new hire is filling. The important thing is to have a clear plan in place that outlines the activities and resources that will be provided to new hires during their first few weeks and months on the job. “As soon as we saw LIKE.TG’s Onboard demo, we knew this was the perfect solution for us. We loved that it was extremely simple and powerful out of the box, but that we could customize it with advanced capabilities to make it work in our company setting.” Elisa Garn Vice President, HR and Talent Christopherson Business Travel Learn More Tip 3: Use Technology to Your Advantage Using technology in the onboarding process can help make the process more efficient, effective, and engaging for new hires. Below are a few ways you can use technology to support an online employee onboarding process. Host Engaging Onboarding Webinars Host interactive webinar sessions, orientation sessions, training sessions, and one-on-one meetings with supervisors or mentors. This allows new hires to see and hear from the people they will be working with, even if they are not physically present in the same location. Using professional webinar software platforms will allow you to use interactive features to make it more engaging and memorable Provide Online training modules Many companies use online training platforms to provide new hires with the knowledge and skills they need to be successful in their roles. These modules can be accessed at any time, making it easy for new hires to complete them at their own pace. Use Collaborative Tools Tools like Google Docs, Slack, and Trello, or some premium tools such as Clickup or Mavenlink, can be used to facilitate collaboration and communication during the onboarding process. These tools allow new hires to share documents, ask questions, and stay up-to-date on team projects and initiatives. By using technology in the onboarding process, you can help ensure that new hires have the support and resources they need to be successful in their new roles. Tip 4: Provide Training and Resources for Success New hires need to be equipped with the knowledge and skills they need to be successful in their roles, and it's important to provide them with the resources they need to learn and grow. Some ways you can provide training and resources during the onboarding process are listed below. Department-specific training sessions: These sessions can provide new hires with the skills and knowledge they need to excel in their specific roles and responsibilities. For example, a customer service employee might need to understand the company's policies and procedures around customer interactions and disputes, while a software engineer may need to understand the technical aspects of their Skills development workshops: Consider offering workshops or training sessions that focus on broader skills that will be valuable to new hires in any role, such as communication, problem-solving, or time management. Online training modules: Many companies use online training platforms to provide new hires with the knowledge and skills they need to be successful in their roles. These modules can be accessed at any time, making it easy for new hires to complete them at their own pace. Job shadowing or mentorship opportunities: Pairing new hires with experienced employees can provide them with valuable hands-on experience and insights into the day-to-day workings of their roles. By providing training and resources for success, you can help ensure that new hires have the support they need to thrive in their new roles. Buddy program: An employee buddy program pairs new employees with experienced employees to provide personalized support and guidance as they navigate their new job and the company culture. A buddy program can improve your onboarding process, increase productivity, enhance knowledge sharing, create a greater sense of belonging, and improve new hire retention. Introduction to Conflict in the Workplace(and How it Erodes Productivity Culture) Download the Ebook Now Tip 5: Make Onboarding an Ongoing Process Onboarding should not be a one-time event, but rather an ongoing process that helps new hires continue to learn and grow in their roles. Below are a few ways you can make onboarding an ongoing process. Regular check-ins: Schedule regular check-ins with new hires to discuss their progress and provide support and guidance as needed. These check-ins can be one-on-one meetings with a supervisor or mentor, or they can be more formal evaluations. Continued training and development opportunities: Provide new hires with ongoing training and development opportunities to help them continue to learn and grow in their roles. This might include workshops, webinars, or online courses. Mentorship and coaching: Pair new hires with experienced employees who can act as mentors and provide ongoing support and guidance as they navigate their roles and responsibilities. Mentorship is an excellent way to further boost employee engagement. Opportunities to take on additional responsibilities: As new hires become more comfortable in their roles, consider providing them with opportunities to take on additional responsibilities and challenges. This can help them continue to grow and develop within the company. By making onboarding an ongoing process, you can help ensure that new hires have the support and resources they need to thrive in their roles and continue to grow and develop within the company. Key Takeaways about Tips to Prepare an Online Onboarding Process To summarize, the foundation of a successful online onboarding process is setting clear goals and measurable objectives. This will help to align the expectations between the employee and manager. A more practical way to create an onboarding process is to add time-bound objectives for the first 90 days, divided by weeks. If each 3-week period has clear objectives, it helps the employee to focus on the right activities. Attending interactive online webinar sessions with peers and managers help recruits get to know each other, ask questions, and have important discussions. This will create engaging and more memorable experiences throughout the onboarding. In fact, all the online tools that new employees use should be clearly aligned and communicated. And finally, help the employee to have clear personal development plans and career goals. Having an ongoing development journey will make the employee more fulfilled and loyal. Author Bio Erkki is the founder of influno.com, which helps entrepreneurs, marketers and sales managers make the best decisions on the business tools to drive their businesses forward. During his career Erkki has hired and onboarded several new employees.

User-generated content is like magic for boosting sales and building a community. But, it has a counterpart, Employee-generated content (EGC). EGC has been highly under-utilized for a good amount of time now. However, it is essential for brands to look out for new employees, and try to retain talent. What is better than showing off brand authenticity, cultures, and values to the current employees who experience working with you on a daily basis? This type of content is highly authentic and strengthens the internal communication and morale of the brand. Sadly, most companies overlook it and do not give it the importance it deserves. Workmates offer customizable intranet software to improve workplace culture through employee generated content. In this digital world, brands rely on online channels which can be just another reason to invest in employee or user-generated content. Online reputation management also plays a great role in attracting talented people to an organization. Sharing authentic content from real employees can make recruiting an easy recruitment process rather than a nightmare. HR and other recruiters face many challenges on a regular basis, and UGC/EGC can help them overcome these challenges without any additional effort. This can be done in the form of engaging animated explainer videos and displayed as animated commercials. Let’s look at some challenges recruiters face. Challenges faced by HR/ recruiters In this section, we will not only understand some challenges they face, but we will also focus on learning how authentic content from real employees helps them overcome these challenges. Attracting the right candidates Ever tried to separate sand particles from a bucket full of them? Well, that’s just how difficult picking the right candidate from a pool of unqualified people is. You would then understand how limited options you get. You will end up finalizing a person who is perfect at that time, not someone perfect for the job. With user-generated or employee-generated content you can ensure that people get a clear idea of how the brand works. They will apply only if they find it fit, ensuring that you get fewer unqualified applications. Engaging qualified personnel Recruiters often contact good candidates regularly, making it difficult for your email to stand out. Moreover, candidates with hard-to-find skills are already being considered for many other jobs. So, you need to put extra effort to engage them with your brand. EGC can include reviews, ratings, testimonials, and other forms of feedback that provide a more authentic and genuine perspective on what it's like to work for the company. By featuring UGC on your website or social media channels, you can give potential candidates a better idea of what to expect if they were to join your organization, which can help to engage and attract them to your company. Quick hiring Hiring teams want their work done efficiently but as quickly as possible too. Vacant positions cost them money and delay operations, making it even more important for recruiters to find exceptional people faster. Hiring drives can take from a few weeks to months. Hiring teams struggle to reach a consensus, eventually leading up to perfect candidates finding jobs elsewhere. User-generated content (UGC) can help to speed up the hiring process by providing potential candidates with more authentic and genuine information about what it's like to work for your company. This can help to attract and engage more qualified candidates, which can in turn lead to a faster and more efficient hiring process. For example, if a potential candidate sees positive reviews and ratings from current employees on your website or social media channels, they may be more likely to apply for a job with your company, knowing that they will be joining a positive and supportive work environment. Additionally, UGC can also provide valuable insights and feedback that can help your company improve its hiring processes and make them more efficient and effective. Building a bond A good recruiter does not simply attract and engage better candidates, they also make sure the new people are aware of the company. They try to engage with them and develop a bond with them as well. Did you know that companies that invest in building an employer-candidate bond, are 3 times more likely to conduct a quality and valuable hiring drive? It is a complicated and long process that helps ensure the best candidate experience and promotes your culture. This is a continuous process that requires collective effort. UGC can help build a recruiter-employee brand by providing a more authentic and genuine representation of what it's like to work for a particular company. This can be especially valuable in attracting potential employees who are interested in learning more about the company's culture and work environment. For example, if current employees are sharing positive experiences and photos on social media, potential employees may be more likely to view the company in a favorable light and be more interested in applying for jobs. Additionally, UGC can help to build trust and credibility with potential employees, as it provides a glimpse into the experiences of real people who work for the company, rather than just the polished marketing messages from the company itself. Benefits of EGC to engage employees EGC is a vital HR strategy that helps brands recruit perfect people faster. Let’s see a few more benefits it comes with. Attracting top talent A company’s culture plays a huge role in seeking new talent. People like to work where they can have creative freedom, have good people around them, and have good growth opportunities. Any company can list out perks and benefits on its careers page but attracting new talent is not so easy. As a brand recruiters want people who can adjust to the work culture and environment. Brands like Sennheiser had a dedicated page for their 75th anniversary where employees and customers were using their products. They showcased a mix of casual yet professional content. It involved branded content, and community connection, and helped them create a cohesive environment that is appealing to both customers and new employees. Retaining talent When you hire someone, the task of a recruiter does not end there. They are required to retain the talent as well. Every job seeker wants to feel proud of where they work, they want to be able to tell everyone about their new job. EGC can help them show Employee appreciation towards the brand and the contribution they have made towards the growth of the entire company. Building a culture requires authentic content that makes people trust you. This motivates the employees, builds healthier competition, and generates a community within the company. A robust yet easygoing culture engages employees to a great extent. They are motivated to share EGC themselves and inspire the best candidates for the job to get in touch. To learn more about giving access to vital HR and work information — even when they're not in the office. Download our ebook now. Download now Good brand image Since we have been talking about new talent, let us see how EGC helps build a better brand image and caters to potential or current clients. As we already know, customers have multiple choices nowadays and they want to know whether brands support their employees or not. People will not support a brand whose working culture is not as expected. Showing off how satisfied and happy your employees are with you, gives you a kick start and builds a meaningful connection between you and the client. Did you know 77% of customers do not care if a brand disappeared tomorrow? They will only care if you make a huge impact on them. And showing off authentic content like EGC can be your best bet. Wrapping up! There is a high possibility that your employees are already creating content for you and are willing to share the same. Regardless of where the content comes from an event or day-to-day operations, every employee has a unique eye for capturing positivity. Start asking them to share content, get their permission to repurpose it, and start building a strong image in the market. “Words are, in my not-so-humble opinion, our most inexhaustible source of magic, capable of both inflicting injury and remedying it.”

Having a list of nine workplace chat apps is sure to make a massive difference in your day-to-day communications in and out of the office. Team collaboration and chatting have never been a more prevalent topic than it is today, especially as more teams are transitioning to digital workspaces. Fortunately, there isn't a shortage of workplace apps for you to consider, regardless of the features you need or your team size. 9 Best Workplace Chat Apps You can guarantee there is a sufficient number of features you'll be able to benefit from when using the top workplace chat apps. Let's explore top-rated options to help you and your team get the most functionality as if you're working in person. 1. LIKE.TG Image Source LIKE.TG is a fantastic program used by many of the world's leading brands, such as Toyota and Peloton. Their platform also comes with a free demo, allowing you to explore its numerous features. With its initial design to be an all-in-one HR platform, everything you could possibly need for team collaboration is built into its numerous solutions. What Features Does LIKE.TG Offer? There's no shortage of features with this innovative HR-oriented platform, and they include: Feedback You'll have access to intuitive feedback, helping your team grow and improve. Automated Processes Another massive benefit of this platform is that it helps you automate manual processes. Before long, you'll save time on mundane business responsibilities, allowing you to pay more attention to team building. Improved Onboarding LIKE.TG also enables teams to work through a straightforward onboarding process, helping to welcome them to the team more efficiently. Time Management As with any HR software, this program is designed to help make managing employee time off more efficient. You can set up self-service requests for vacation and time off while reviewing who's been in and out of the office remotely. Direct Engagement A massive issue with large companies is being able to stay in touch with their employees regularly. With LIKE.TG, you can communicate directly with your team to provide awards, progress updates, and more. 2. Slack 75% of employees say teamwork and collaboration are essential, which is where Slack performs best. It's easily one of the most popular chat apps you can choose, with an exceptional number of additional features you and your teams will love. Designed with a user-friendly interface and intuitive controls, collaborating with digital and in-person teams has never been simpler. What Features Does Slack Offer? Let's jump into the most popular features you can unlock once you download Slack. Channels The Channels feature for this platform is one of its most popular because it helps you organize your conversations. You can easily track files, tools, people, and full conversations. Messaging As expected of a chat app, Slack allows you to message individuals directly or in designated groups of people. It's a fantastic way to share information privately or to get a direct response ASAP. Huddles Huddles are another opportunity for teams to connect through video, audio, or both. A drawing function also allows teams to share content when chatting. Other features aligned with Huddles include link and note sharing, screen sharing, and emoji use. Integrations When using chat platforms for your remote teams, you must consider integrations. Slack makes workplace collaboration easy, offering Slack integrations over 2,200 different app integrations. You can pair platforms like Office 365 and Google Drive with Slack. Microsoft Teams offers seamless integrations with third-party apps, such as the standup bot for MS Teams, to provide users with a comprehensive and efficient workflow. Teams' collaborative features, quick chats, meetings, and call hosting capabilities make it a one-stop-shop for all your collaboration needs. 3. Microsoft Teams Image Source Did you know that employees with access to collaboration tools are 17% more likely to be happy with their workplace culture? Microsoft Teams is one of the best team chat apps you can get your hands on that also focuses on project management. Whether you need project management platforms for work, school, or home, it's highly adaptable with unlimited chat features. What Features Does Microsoft Teams Offer? Let's explore the top features you can unlock with real-time collaboration through Teams. Meetings You need trustworthy team communication software when hosting meetings with your entire team. This platform is designed for any meeting, allowing you to share your screen, blur your background, or even change your background image. Call Hosting Outside of team conversations, employees using Teams can take and make one-on-one conversations. You'll also have access to advanced VoIP features, such as call transferring, voicemail, and group calls. Collaboration These features are some of the most important to note when looking for employee engagement platforms. The collaborative features on Microsoft Teams allow employees to share, edit, and find files together in real-time. You'll have third-party integrations through platforms like PowerPoint, Word, and Excel. Quick Chatting If video calling and voice channels aren't your cups of tea, quick chats are also great through Teams. You can share quick thoughts with our team in either group or one-on-one environments. 4. Discord Image Source With its initial release, Discord was designed for gamers to use to connect with one another. Today, it's one of the most adaptable office chat tools that you can use for audio chats, video chats, collaborative notes, and more. If you're on the hunt for modern team chat applications with chat threads, chat histories, and seamless communication, Discord is a great choice. What Features Does Discord Offer? Let's dive into the most interesting features you'll unlock with Discord. Servers The central premise behind this platform is users can create and join public and private servers to communicate with others. Within these servers, you can organize information through separate channels that you can use for sharing and collaboration. Open Voice Channels Another amazing feature of Discord is that they eliminate the need for chat requests. Instead, you can set up an open voice channel that people can pop in and out of as needed. There's no longer a need for group calls, making it one of the best chat programs for collaborating and questions. Moderation Tools As the owner of a Discord server, you have access to a ton of chat functionality moderation tools. This includes setting rules for a server, assigning permissions, setting up private channels, and more. Other Collaborative Tools Like many other business chat apps, Discord has various other collaborative tools. You can screen share, share files, host video and audio calls, and host massive chats with your entire team. 5. Mattermost Image Source Mattermost is a great platform for those looking for an open-source platform with top security and flexibility. Aside from chat app messaging, you'll find an assortment of other tools to help you see the benefits of team chat. Used by teams at Samsung, NASA, and Qualcomm, it's a great option for most businesses. What Features Does Mattermost Offer? Let's explore the top highlights of this channel-based chat application. Streamlining RD Processes If your team is responsible for research and development, Mattermost is a fantastic solution. This platform is designed to help you boost your productivity along the way, from managing releases to solving product issues. Developer-Friendly Undoubtedly, this platform is primarily designed with developers in mind, opening a ton of functional features you'll love. You'll have a powerful user interface that revolves around channel-based comms, checklists, and card-based assigned tasks. Customizable Since Mattermost is an open-source program, your team has full control over its use. Its open API allows you to enhance the platform to meet the specifications of your business operations. Enhanced Security The largest advantages of chat tools are they often come with top-of-the-line security, and this platform is no different. Individuals can choose between cloud or self-hosted deployment to keep their chats and data private and secure. 6. Pumble Pumble is a great option if you're looking for a video chat and audio chat platform that keeps all your information in a central location. It's also a free office chat software, offering basic chat functionality and several other powerful features. With audio messaging, unlimited teams, and guest access, its desktop app has plenty of great capabilities. Using Pumble can unlock seamless communication amongst your team as it's a comprehensive chat tool with an innovative workspace. Employees can be assigned permissions and roles, and you can create user groups and assign guest accounts to those outside of your company. With added benefits of other aspects of communication, like asynchronous communications, it's a powerful tool. What Features Does Pumble Offer? Let's jump into the collaboration tools available from team chat apps like Pumble. Real-Time Communication Gone are the days when you'd have to wait for an email to come through, as Pumble focuses primarily on direct messages. Like many others, this platform also features channels and threads, ensuring real-time collaboration. Productive Collaboration Working together on projects has never been simpler with this platform's file sharing and communication channels. You'll easily be able to share data with guests, manage internal communications and notifications, and share files. Voice and Video Chats Businesses need to consider two essential features of chat tools: voice and video functionality. With Pumble, you can unlock one-on-one voice calls designed to help you keep in touch with any specific team member. You'll also be able to host team video and audio calls and take advantage of screen sharing. 7. Brosix Brosix is a great app for team communication and collaboration. You'll have access to numerous security benefits and teamwork tools for communication between team members. With the help of the communication solutions built into this platform, you can increase your team performance by up to 37%. What Features Does Brosix Offer? Let's look at some of the best features you'll get with this communication platform. Administration Controls There are numerous administration controls with this platform to help keep communication calm and seamless. You'll be able to assign team users to specific groups, change permissions and access, and even review user activity. Improved Security An important area of team collaboration apps is to make sure you have plenty of security. With Brosix, you'll have a choice of antivirus scanning, security levels for different users, and access to multiple administrator privileges. You can also customize how long your chat history is stored. Real-Time Communication The communication process through this app is quick and easy with its text chat and chat rooms for one-on-one and group communication. You'll also keep communication seamless with the integrated video and audio calls. One of the more unique features is broadcast messaging, which you use to send announcements to multiple people. Teamwork With this business communication platform, you'll find a blend of team collaboration and productivity. Brosix allows teams to send offline text messages, send screenshots to one another, and send welcome messages to all new users. Collaboration As you would expect from an all-in-one team collaboration software, Brosix has a range of collaboration features. You'll have an online whiteboard for interactive discussions, screen sharing for efficient collaboration, and file transferring. 8. Spike The list of advanced team management features you get with Spike is extensive, allowing you to customize all aspects of creative collaboration and task management. Your teams will be able to boost their collaboration skills while also having access to advanced project management. Not to mention the entire platform is incredibly user-friendly. What Features Does Spike Offer? There are several great features to behold in this collaboration software app, including: Conversational Email With a blend of direct messaging and emails, Spike allows you to create threads that appear in chat-like form without the need for headers or signatures. Collaborative Tasks One of the best features for effective project management on this platform is its collaborative tasks. You can create and share to-do lists with individuals or groups of people, allowing you to manage your workflow. Content Calendars A massive feature that content teams and content marketing teams will love in this platform is its collaborative calendar. With this feature, content creators can plan posts on websites and socials with ease. As an added benefit, the entire team can be involved in the content creation process by adding their input to the calendar. 9. Rocket.chat Rocket.chat is a modern chat option if you're looking for complete control over your team's collaborative efforts. You'll have seemingly unlimited integrations, control over notifications, and other advanced admin controls to get you started. In addition, your teams will experience far more productive meetings through audio conversations and video meetings. What Features Does Rocket.chat Offer? Let's explore the best features of this platform for more meaningful conversations. Versatile Design Rocket.chat isn't just designed for clarity in office conversations; it also assists with streamlining customer communications. With this platform, your entire company can talk with customers to answer questions and concerns for optimized customer service. Powerful Tools One of the largest benefits of Rocket.chat is its functionality. Users can access customized apps, open APIs, an assortment of plugins, and webhooks. You'll be able to customize and design the app to be used in any way you need it. Meaningful Conversations You'll always have ways to keep in touch with your team with Rocket.chat. You can host lifestream chats and video chats and have one-on-one direct messages. Your entire company will be able to explore a chat-based workspace with ease. Choose the Best Workplace Chat Apps Today! Workplace chat apps are quickly replacing phone calls and traditional video calls, thanks to their advanced chat features. If you're looking for team chat applications that allow business owners to streamline online communications, each of these nine platforms will help. With great features like screen-sharing capabilities, unlimited file stores, custom emojis, and emoji reactions, there's not much else you'll need.

If you run a business, you know how important it is to retain your employees. When your employee retention rate is high, it means that your employees are happy in their work environment and that the company is doing a good job of providing the necessary tools and benefits for them to succeed. We built a calculator for how much employee turnover costs your company. Besides, it has several other benefits too. By retaining your employees for longer, you can save money by reducing the costs associated with recruiting, hiring, and onboarding new employees. But that’s not it. It also helps foster trust and engagement between employees and employers, which is very important for maintaining a strong and positive company culture. With a good employee retention rate, maintaining a motivated and engaged workforce with a culture of loyalty becomes easy. A strong retention rate can also help you improve your turnover. You can offer better customer service and improve your overall business outcomes. But retaining your employees needs your effort and strong work culture. If you’re not sure what these factors are, this post is for you. In this post, we’ll talk about some of the factors that can help you prevent your employees from leaving. So let’s check them out. How to Boost Employee Retention Rate The modern workplace has evolved a lot over the years. A competitive salary is one of the fancy vanities that employees definitely look for when looking for jobs. But that’s not the only factor that can keep them working in the same company for a long time. Employees today also want other facilities from an organization, like work-life balance, flexible work schedule, career growth opportunities, etc. By offering them these facilities, you can ensure that your workplace becomes a happy place where employees truly enjoy their work. By focusing on the following factors, you can transform your work culture and make your employees want to continue working with you forever. 1. Offer Competitive Wages and Benefits Everyone wants a job that pays them well and offers them great benefits. So always make sure that your employees are fairly compensated for their work. This can include offering a competitive base salary, bonuses, and other incentives such as paid vacation, technology reimbursement, health insurance, 401K plans, assistance with educational expenses through programs like Pell Grants, tuition reimbursement, etc. Offering these benefits will not only make your job roles more attractive but will also help you create a productive workforce. And not just that. It will also help you attract and retain top talents in your company. As a result, your business outcomes will improve, and your conversions will see a major boost. 2. Create a Flexible Work Schedule The pandemic has forced a lot of companies to transition into a permanent work-from-home structure. And employees are loving the fact that they don’t mandatorily need to be present in the office and can work on flexible schedules. It helps them save time and money from the daily commute and gives themes the ability to utilize their time more productively. So in the post-pandemic times, too, employees are looking for jobs that offer this facility. By offering a flexible work schedule, you allow your employees to have more control over their time. This is a great way to offer them a better work-life balance. It also shows your employees that you trust them and value their time and well-being. This, again, is very important for creating a strong work culture. You can offer flexible work schedules in a variety of ways. For example, you can allow them to choose their start and end times, offer compressed work weeks, or give them the option to work permanently from home. Remote working software could help you manage your remote employees quite easily. Improving employee experience doesn'tneed to be difficult - or expensive! Learn how 3. Recognize and Appreciate Hard Work Another very important factor to consider to retain your employees in the company is to create a company culture where their hard work is recognized and appreciated. So try to create a work environment that is enjoyable and rewarding for your employees. Encourage employees to participate in team-building activities, and celebrate successes. You should also acknowledge and reward them for their accomplishments and hard work. This can be done through bonuses, awards, or public recognition. Sometimes even a simple “thank you” or “well done” can go a long way in motivating employees and making them feel appreciated. 4. Offer Career Development Opportunities The modern workplace has become very competitive. Everyone wants to be at the top and does their best to achieve success in their career. So they constantly look for career development opportunities. Give your employees the opportunity to learn and grow in the process. You can do that by offering on-job training, giving them access to learning resources, offering education programs, mentorship programs, etc. Another way to make that happen is to create job rotation and internal promotion opportunities. Sometimes it’s also a good idea to encourage your employees to attend industry conferences and seminars as part of their learning process. The idea is to create a ladder of career advancement where your employees can truly experience growth. This is very important to keep your workforce motivated and improve their efficiency as well. 5. Create a Culture of Open Communication Another very important factor to consider in order to improve your employee retention rate is to create a culture of open communication. Employees love workplaces where they can freely voice their opinions, thoughts, ideas, and concerns without judgment or fear of retribution. Organizations that encourage open communication have a better work environment and have employees that are better engaged. They are also capable of fostering trust and respect between management and employees. So always encourage your employees to communicate with you openly. Let them know that their opinions, ideas, thoughts, etc., are important to you and that you value them thoroughly. There are various ways to encourage open communication in your organization. For example, you can establish regular channels for employee feedback, such as surveys, focus groups, or even one-on-one meetings. You can also conduct open forums to discuss challenges, successes, and failures. You should also have an open-door policy where employees feel comfortable approaching the management with their questions and concerns. Over to You Employees love to work at a place where their hard work is appreciated and their efforts are recognized. They feel motivated to be part of an organization that facilitates career advancements, offers great compensation, and gives them the space to work flexibly without micromanaging them. So try to build an organization that is capable of offering all of these factors to the employees. If you can do that, you’ll not only be able to boost your employee retention rate but will also be able to attract top talents from around the world.

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

If you run a business, you know that your workforce is a valuable resource. Planning your workforce effectively can turn your business into a well-oiled machine. Each employee will know what they need to do and when. And they can carry out their tasks confidently because they have the necessary skill sets. As with every aspect of business, you must take a strategic approach to plan your workforce. This is your ultimate guide to strategic workforce planning. What Is Strategic Workforce Planning? Strategic workforce planning ensures you have the staff and resources you need exactly when you need them. It helps to eliminate the pitfalls of being under or overstaffed. By planning your workforce in advance, you can avoid recruitment challenges down the line. Strategic workforce planning involves analyzing productivity, budget, skills, and workload. You will identify and fill any skill gaps within the business. These factors combined can help you predict your company's current and future workforce needs. Strategic workforce planning enables you to optimize your costs and resources. The image below illustrates the components of a successful workforce plan: A strategic workforce planning process can ensure you meet your business goals and continue to grow. It helps you maintain employees with the right skill sets to maximize productivity while minimizing unnecessary expenditure. 5 Key Steps To Strategic Workforce Planning So how exactly does strategic workforce planning work? Here are five key steps to take for effective strategic workforce planning: 1. Define The Business Strategy First and foremost, you need to define your business strategy. Leaders within your business should work together to hone in on the strategic objectives of the company. Consider taking a SMART approach to goal planning. That is: Each department will have unique insight into your company’s current state of affairs. Therefore, it makes sense to request input from leaders from all departments when defining your business strategy. Include HR managers, leaders of your finance team, your tech experts, and other employees within your company that will play a key part in reaching your business goals. Your business strategy should be closely integrated with your strategic workforce plan and your business activities. Consider how your workforce will help you meet your long-term and short-term goals. Meeting strategic goals may mean hiring new employees to fill workforce gaps. Alternatively, it may be necessary to retrain existing ones. You may even wish to outsource some tasks to individuals or companies that offer particular services. For instance, working with a marketing agency to develop and implement your eCommerce or SaaS marketing strategy could make more sense to your business strategy than hiring your own marketing team. 2. Analyze The Current Workforce Your next step is to analyze your current workforce. Use workforce analytics and data to identify strengths and weaknesses within your team. During a survey, Gartner discovered that 67% of employees did not think their organization used data effectively for workforce planning. Therefore, learning how to harness your company’s data to optimize workforce plans could give you a significant edge over your competitors. Look at things such as: Age demographics - you may have a number of key employees near retirement age, for example. In this case, you need to plan how to fill these gaps. Additionally, your young employees could be trained for more skillful jobs within the company. Providing employees with chances to progress could boost employee retention. This will save you money in the long run. High performers vs low performers - your low performers may either benefit from extra training, or you may need to replace them. High performers may appreciate the challenge of further training. Providing more training can help them perform even better and generate more revenue. Number of workers - ensure there are enough workers with the right critical skills in each department. For example, some of your talent may be of better use somewhere else within the company. Could any gaps be filled by assigning employees to different roles or departments? Employee turnover - Zippia claims that it costs an average of $4,700 to find and hire a new employee. And it takes 12 weeks for a new employee to become a fully productive member of the team. Therefore, retaining your best workers should be a top priority. Weigh up the cost and time benefits of letting someone go versus providing training and promoting them. Training costs - analyze the costs involved in training employees to their current skill level. Compare this with the benefits doing so has brought the company. If you have spent the same amount of money on training a low performer as you have a high performer, training the low performer may not have been a great investment. Identify anything you could have done differently or how you can avoid this in the future. HR mistakes impact your entire organization. Learn how to avoid the 12 most common mistakes with our free ebook. Download now Your current workforce will be the foundation of your future workforce needs. It’s about weeding out aspects that are not serving your company while harnessing and propelling aspects that do. Once you have a clear idea of where you are, you can set the stage to meet future hiring needs. 3. Forecast Future Workforce Needs Forecasting future workforce needs will ensure you are well-prepared for all contingencies. Use your analysis of your current workforce and business goals to determine what you will need in the future. This will help to ensure future success. You can use various systems and software to assist with workforce forecasting. Below, you will see the results of a study conducted by Call Center Helper. They found that 40% of call centers solely use Excel for their workforce forecasting. Let’s pretend that next year’s goal is to sell 20% more products than the previous year. How will your current workforce help you achieve this and meet future demand? Perhaps further training will suffice. Or, perhaps you need to bring employees with more experience and specific skills on board. If that is the case, what will happen to existing employees? If it takes 12 weeks for new employees to fall comfortably into their new work tasks, knowing when to hire new employees will assist in avoiding lapses in productivity. Likewise, upskilling some current employees might mean you need to let others go. Another important consideration for future goals is how your company may advance technologically. There is a lot of fantastic software and hardware available that can make life considerably easier for the workforce. HR technology to help businesses manage onboarding processes is one example. 4. Develop A Plan With all your information and business objectives in place, work with your team leaders and business leaders to develop a plan of action. Your workforce plan will differ from your business strategy in that it will be specific to your workforce. Your strategic workforce plan will include your goals and what resources you will use to meet them. If you don’t currently have the resources you need, determine how you will obtain them. Your plan will ensure your resources, workforce, and budget all align. Develop workforce strategies, such as hiring, training, outsourcing, and implementing new technologies, to meet your goals. The table below is a good example of a workforce planning template. It illustrates what the company needs from a new hire. It includes essential details such as budget, training requirements, and education level. Let’s look at a specific example of a plan: Pretend you are a paraquat lawyer with a specific short-term goal to obtain more clients. Once you hit a short-term target, your budget will allow you to invest in technology, such as productivity software, that will save you money over time. This technology will be a key driver toward your long-term goals. To reach that initial target though, you might need to train employees to learn social media marketing, for example. You will purchase appropriate training materials to teach employees how to use social media to market your business effectively. However, your budget will only allow you to train a few employees. Therefore, you must carefully select the best employees from your current list of high performers. All of these aspects combined will form part of your plan. Another aspect of developing your plan is preparing for unexpected situations. This could be things completely beyond your control, such as global financial difficulties. 5. Implement And Monitor The Plan Part of implementing your strategic workforce plan is ensuring everyone is up to date with your new arrangements. Hold a meeting where business leaders not only explain any changes to employees but also give them a chance to ask questions. Each department should have its own mini-plan developed from the overall plan. For example, an IT department will have different tasks than a Human Resource department. The image below highlights the lack of plan monitoring amongst businesses. Without monitoring, you cannot measure the success of your plan. Monitor your plan to identify strengths and weaknesses. When the time comes to develop a new plan, you will have key information with which you can maximize your plan’s effectiveness. Although a plan is important, you must also be prepared to adjust it when necessary. Monitor the overall plan and individual plans. Use data to analyze successes and see if you can improve them. The steps you have put in place to scale employee collaboration, for instance, may not be as effective as you thought. Therefore, your business may benefit from a different approach. In short, be flexible. In Closing Strategic workforce planning requires you to be detail-oriented. It also requires you to look at each area of your business with a critical eye. Your data will be incredibly useful for developing your workforce planning strategies. Start by defining your business strategy and analyzing your current workforce. Then forecast your future workforce needs and create an appropriate plan. Finally, implement your plan and monitor it closely. Don’t be afraid to adjust the plan based on new data. She is starting out at the moment to begin contributing articles.

Leaders in human resources play a crucial role in healthcare organizations across the industry. The department's value is enhanced by HR's capacity to select and develop the best candidates, control shifting shifts and pay schedules, comprehend regulatory and legal compliance, and enhance patient satisfaction. However, HR is facing many struggles that make healthcare harder. The struggles of HR in Healthcare The healthcare industry has its issues, just like any other industry. Successful HR considers these difficulties and searches for solutions. We'll go over some of HR’s most typical struggles in the healthcare sector below. Balancing Costs Balancing organization and contract staffing expenses with the increasing wage requirements and the lack of qualified candidates for some professions is a significant concern for HR in the healthcare business. A medical professional may sacrifice stability and benefits to work for travel agencies to earn more money than working for an organization, which presents new problems. Career Burnout Combating employee burnout due to their careers is another difficulty for HR in the healthcare industry. Everyone concerned suffers from the demanding support necessary to achieve industrial success and cope with healthcare staff’s worries about the profession’s future. The healthcare sector saw a significant drop in employment when the COVID-19 pandemic started in 2020. Many healthcare workers who weren't treating COVID patients either lost their jobs or had to work fewer hours as lockdowns expanded throughout the world, and people started avoiding healthcare institutions out of fear of contracting the virus. Staff shortages increased the likelihood of stress, trauma, and burnout in those who stayed in the workforce, mainly when the number of cases was large. For the foreseeable future, HR must remain aware of the pandemic's long- and short-term problems. HR may play a crucial role in encouraging workers to stay in the healthcare profession by providing flexibility, benefits, and a positive work environment. At the same time, they consider leaving in search of something better. Resistance from healthcare professionals The inability of medical personnel to comprehend HR best practices and procedures presents another difficulty for HR in the healthcare industry. When HR staff members try to train them, they frequently encounter resistance. While the patient is the main focus of the medical profession, the business aspects of patient happiness, such as following the right processes to prevent legal liabilities, are as crucial to the organization’s efficiency. The solutions for HR in Healthcare Industry The best practices for the healthcare sector will be covered in the next part, which every HR professional should read. Have stakeholder trust and support Stakeholder trust and support are essential for an HR department or professional to succeed in the healthcare sector. Build trust with essential stakeholders by keeping your word and following up on interactions with HR professionals. By doing this, you'll be able to guarantee success for everyone in the company, from the CEO to the employees. Learn about your clients It's simple for an HR division to isolate itself from the rest of the company and become its little world. The key to HR's success in healthcare is getting to know your customers. Spend some time getting to know the clients that the organization serves. Your knowledge of the sector as a whole will increase as a result. Integrate automation While many HR procedures call for human interaction, there are some that technology can handle more swiftly and effectively. LIKE.TG Onboard helps create portals that have the needed information to create a great start for the newly-hired employees in the healthcare department. By automating these procedures, you'll give HR more time to interact with workers and patients, address unforeseen issues, and concentrate on enhancing the workplace for everyone. Training employees, nurses, and medical students on using online platforms is one way to make their job easier. HR can use online healthcare platforms to provide accurate information and enrich training. Workmates can help build better connections and trust in teams with the employee recognition software. Practice and promote an excellent work-life balance Make sure to keep an eye on your staff to make sure they are not experiencing burnout. If they are, take steps to help resolve the issue. A significant portion of this may involve preventing the problem from happening in the first place by providing extensive benefits and tools for stress management. Conclusion Effective human resource management is required to provide high-quality healthcare. It is necessary to reinvent HR in healthcare to create new policies. With the multiple challenges that HR in healthcare faces, there are numerous solutions to these challenges. It should be noted that online platforms have been developed to resolve these human resource issues in the healthcare sector.

Job hopping, the gig economy, talent shortages, and competitors offering bigger and better opportunities to talented job-seekers — all of this has created a bit of a crisis for businesses in competitive industries. Today’s talent are no longer afraid to actively change jobs until they find the right fit, making talent retention a big challenge. This is, of course, a positive change, as it keeps the job market competitive, but it also ensures that the talent stays in charge of the narrative. Businesses are no longer able to undercut or underpay employees without repercussions, and business leaders are realizing that casual Fridays or impromptu pizza parties are not enough to keep employees happy. No, modern employees deserve more, and if you are reading this, you realize the importance of investing in your employee collective, their success, and their mental health. That’s why today we are talking about the importance of talent retention, and how good employee–management communication can help keep the best of the best at your side in 2023. Importance of employee retention in 2023 Before we get into the concrete communication tips, tools, and strategies you can use to boost retention in your company, let’s address one important question first: Why should you invest in employee–management communication? Furthermore, why does employee retention matter so much moving forward? The short answer is that employee retention is one of the best if not only ways to keep your company moving continuously forward, while constant acquisition and turnover will disrupt your operation. But there’s a little more to it. Talent shortages If you haven’t experienced the burdens of talent shortages, consider yourself lucky for now. In 2022, 75% of companies globally report talent shortages, a number which is expected to rise in the years to come. Good workers and experts on all levels of the corporate hierarchy are difficult to find nowadays, especially in competitive industries, making talent retention even more important than before. The dangers of global hiring The post-pandemic remote work era is well underway, and global hiring has become commonplace. Suddenly, talented employees have even more job opportunities at their disposal, with companies fighting over the best of them. With lucrative offers now coming in from all over the world, you can rest assured that snatching one of your top employees right from under your nose is easier than ever before. The cost of talent acquisition Another big problem business leaders face is the increasing cost of talent acquisition. Retaining top talent will always be more budget-friendly than prospecting, hiring, onboarding and training, and investing in new hires. This problem alone should be enough to incentivize you to invest in talent retention in 2023. 7 Ways to Boost Retention through Employee–Management Communication Gather data to know how to communicate First things first, it’s important to note that every organization will have a different approach to communication when it comes to channels, communication hierarchy and structure, communication culture, and most importantly, the needs of the employees. If you want to nurture a culture of open and transparent communication, then you have to know what motivates your employees and what they care about. This is not something you can just guess, nor is it something you can find out with one survey. Rather, learning what motivates your employees is a process that evolves throughout the year. Pulse surveys provide a great way to gather the right data. They allow you to keep your hand on the “pulse” of your organization and continuously derive useful data throughout the year. A pulse survey is a brief set of questions that address a very specific topic that you can send to employees on a regular basis. Instead of sending out one giant survey, a short pulse survey ensures that your communication is on point and that you can adjust your communication strategy on the go if necessary. Workmates offers an amazing pulse survey feature to find out everything you need to know to keep your employees happy. Improving two-way communication When we say employee–management communication, we don’t just mean the way employees talk to managers — we’re talking about the two-way communication that builds relationships and a productive culture. The key to effective communication is to let the HR professionals in your organization educate and train both sides. Managers should know exactly how to give constructive feedback and how to talk to every employee, while the employee should know how to communicate diplomatically with the higher-ups to get their points across without stepping on any toes. This is a delicate balance that, when maintained, will make the employees feel appreciated for their hard work while accepting constructive feedback that will help them do their jobs better. On the other hand, improving two-way communication will be crucial for managers. Higher-ups are notoriously apprehensive when it comes to accepting feedback or criticism of any kind, but it is nonetheless essential for the future of the company. Talking about money There are many potential taboos or topics that you simply don’t discuss in your organization, and one of your key goals for 2023 should be to eliminate as many of these as possible. Open, transparent, and most importantly beneficial communication cannot happen if people are afraid to talk about something or if they think that certain topics are frowned upon in your organization. Not to mention that this doesn’t do your employer brand any favors in the eyes of the broader public. Breaking common taboos should be a big part of your employee retention strategy, with an emphasis on destigmatizing money talk. Money is one of the most important topics for any employee, and pay equity is a burning issue. If you don’t talk about money in your organization, or if you try to hide salaries or persuade people to keep quiet about their earnings, you will invariably hurt your brand’s reputation and trust. Communication for new hires While retention is your number one priority, you are of course going to acquire new talent over time as your business continues to grow and scale upwards. When new hires arrive, you naturally want to turn them into productive team members as quickly as possible — and you can only do that through efficient and effective communication. New hires can have a difficult time settling in and getting to work in a new work environment, no matter how skilled, experienced, or talented they are. You need to make them feel welcome in your collective and help them break the ice with your veteran employees. Be sure to share with them some icebreaker questions along with various conversation starters as a part of your digital welcome package, giving them some snippets on what the other employees are like. Give your existing talent a heads up about the new hires and encourage them to approach them with these icebreakers as well. “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. Learn More Maximizing the employee lifetime value (ELTV) Employee lifetime value (ELTV) is a measurement of the value each employee brings to the company from the moment they start contributing to your organization to the moment they leave. To help your employees bring more value to the company, you can turn to a few highly impactful strategies, from how you handle the onboarding process to regular evaluations. To start with, one of the most effective ways to maximize ELTV is to foster a culture of internal hiring, supported by well-kept employee directories that can help you harness your people’s full potential. Keeping track of each person’s skills and growing capabilities can help you spot when they might be a greater asset for a different team. Allowing people to qualify for different positions instead of just advancing within the same department can help elevate your culture and boost retention. Shortening your onboarding is another way to boost ELTV for your team members. The less time they spend preparing for their new role, the sooner they’ll be able to start contributing to your organization. Therefore, it’s ideal to start refining your onboarding process to keep it short and effective. Understanding their needs and communicating value Most industries have been affected by rapidly increasing talent demand paired with a talent shortage. Yet, most competitive businesses fail to align their employee–management communication with their retention goals. Yes, you do need to offer a competitive salary, numerous perks and benefits, and flexibility (such as remote or hybrid collaboration). However, that is far from enough to get someone inspired to stay with your organization for the long haul. HR mistakes impact your entire organization. Learn how to avoid the 12 most common mistakes with our free ebook. Download now Empathy, ensuring work-life balance, and offering advanced training and education all play a role in boosting retention. To address the talent shortage specific to your industry, you need to be sure you have a strategy that elevates retention and gives talent numerous, strong reasons to apply for your open roles. In addition to all of the listed ideas, fostering strong, transparent communication between employees and management means that you will be able to understand your team’s needs, address them in time, and inspire your employees to refer people to start working with your business, as well. Use the right tools for effective communication Finally, to empower true flexibility and help employees communicate among themselves, but also with their management, you need an intuitive business messenger app that has all the right features you need. Providing your team with the right software and having simple communication guidelines available for everyone will foster a sense of openness. Giving people the means to share their ideas, concerns, and feedback is a surefire way to strengthen employee retention and help you attract top talent in the future. Over to you Employee retention is more important than ever before, now that remote work has opened up new opportunities for talented employees and global companies are desperate to win over the best to their side. Don’t risk losing your top talent in 2023. Instead, recognize the need to invest in them and their growth and in employee–management communication that will help nurture a culture of productivity, happiness, and success in your organization.

Managing remote teams effectively and keeping them motivated and productive at the same time can be quite a challenge for most business owners. As a business owner in a digital age, managing people remotely doesn’t have to be complicated - especially if you incorporate the intrapreneur working model.Read on as we explore the intrapreneur model and how it can be used to manage remote teams effectively. We’ll also discuss the challenges that come with this model and how to overcome them. What Is An Intrapreneur? An intrapreneur is an employee who takes on the mindset of an entrepreneur within a company. They are innovators and risk-takers who are driven to create change and make a positive impact within their organization. The intrapreneur model is all about empowering employees to think and act like entrepreneurs. This means giving them the freedom to be creative, experiment, and take risks. It also means providing them with the resources they need to be successful, including access to capital, mentorship, and training. When managed correctly, remote teams can be extremely successful using the intrapreneur model. This is because it allows for a more decentralized decision-making process and allows employees to work independently on projects that they are passionate about. Additionally, it can help to build a more cohesive team culture by fostering transparency and open communication. When we look at an intrapreneur vs entrepreneur, they both share similar traits: intelligence, adaptability, and leadership. However, as an entrepreneur aims to bring something new to the market, an intrapreneur aims to enhance the strength and sustainability of a company. The Benefits of Intrapreneurship The intrapreneur model is a great way to manage remote teams because it allows for a high degree of autonomy and responsibility. Intrapreneurship also provides employees with the opportunity to be innovative and to take risks without fear of failure. This model can lead to increased productivity and creativity, as well as a greater sense of ownership and commitment from employees. Proven Ways To Manage Remote Teams with the Intrapreneur Model Implementing these six tactics can help you effectively manage your remote employees using the intrapreneurship model. 1. Encourage creativity and innovation The intrapreneur model thrives on creativity and innovation. Encourage your team members to think outside the box and come up with new ideas to keep the project moving forward. This can be done by rewarding employees for coming up with new ideas and taking risks, as well as encouraging them to share their ideas. The intrapreneur model encourages creativity and innovation by giving employees the freedom to be creative and take risks. This model also provides the support and structure that employees need to be successful. Some tips to encourage creativity and innovation in your remote team: Encourage open communication: Encourage your team to share ideas openly and give feedback freely. This will help generate new ideas and improve existing ones. Promote collaboration: Create opportunities for team members to work together on projects. This will help them develop new ideas and perspectives. Encourage risk-taking: Encourage your team to experiment with new ideas and approaches, to help them find new ways of doing things and expand their skill sets. 2. Define clear roles and responsibilities Each member of your team should have a clear role to play. This will help them stay focused and avoid overlap in tasks. This will ensure that everyone knows what their tasks are and who is responsible for what. Within each role, it is also important to identify a point person who will be the main contact for that role. This will help to ensure that communication is clear and concise. Once roles and responsibilities have been assigned, it is important to provide training and support to each team member so that they are able to complete their tasks successfully. To learn even more about managing remote teams and keeping employees working at home highly engaged, download our ebook now. Download now 3. Promote open communication Open communication can be difficult when you're managing a remote team, but it is critical to success. To promote open communication in your organization, make sure that everyone is on the same page and has access to every project file. The best way to do this is by having a centralized database for all projects and tasks. This will help people stay current on what their team members are working on, so they know when they need to step in or how to help out. 4. Set deadlines and expectations Even with the intrapreneur model, your team members need to know what is expected of them and when deadlines are. This will help them stay on track and meet their goals. When setting deadlines, be sure to allow enough time for your employees to complete the task. If you set a deadline that is too close, it may cause them to rush and make mistakes. It is also important to be clear about what you expect from your employees. If they are unclear about your expectations, they may not be able to meet them. Be sure to communicate your expectations clearly and give examples of what you expect. Finally, keep in mind that deadlines and expectations should be flexible. If an employee is struggling to meet a deadline, work with them to find a solution that works for both of you. 5. Support continued learning Intrapreneurs are encouraged to actively seek out new opportunities and collaborate with other intrapreneurs. They're also educated on how to set up meetings, presentations, and events to help them in their professional lives as well as in their home life. 6. Encourage networking and collaboration Few entrepreneurs will be able to do everything themselves. You need your team members to help you come up with ideas, implement them, and execute them. At its core, the intrapreneur model is all about encouraging networking and collaboration within a company. This means creating opportunities for employees to connect with each other, share ideas, and work together to solve problems. There are a few different ways to encourage networking and collaboration within a company: Create opportunities for employees to interact with each other. You can do this with social events, team-building activities, or simply by encouraging employees to take breaks together. Make it easy for employees to share ideas with each other. Do this by setting up an internal messaging system, creating online forums or discussion boards, or encouraging employees to use video conferencing or other collaborative tools. Encourage employees to work together on projects. This can be done by assigning team-based projects and setting up a collaborative workspace. Conclusion The intrapreneur model for managing remote teams is a proven method that can help you navigate the challenges of leading a team where some or all members are not located in the same place. If you're looking for more guidance on how to hire and onboard remote teams, request a free demo on LIKE.TG today and work with amazing HR professionals all over the world.

The current labor climate presents many challenges for today’s HR professionals. Across all sectors of activity, we are seeing a rise in employees leaving their jobs. It’s gotten so bad there’s even a catchy, if not overdramatic, word for the phenomenon: The Great Resignation. And currently, in the US, there is a labor shortage that, in some regions, has gotten to the point where there are twice as many job openings as there are people looking for jobs. Workmates by LIKE.TG can help improve employee recognition and reduce the rate of quiet quitting. The software allows for an easy and streamlined process for managers to provide regular employee feedback and recognition, which can help boost morale and engagement. It also includes tools for employee self-evaluation, which can help identify areas of concern or dissatisfaction before they escalate. By staying attuned to employee needs and proactively addressing them, companies can help prevent the disengagement that leads to quiet quitting. With the difficulties HR managers are currently experiencing in filling open positions, the problem is further exacerbated by an overall decrease in employee retention rate. HR professionals are having to fight the battle on two fronts. The rise of both quiet quitting and loud quitting is only one of the recruitment challenges to be aware of in 2023, but it does give us the opportunity to open our eyes, examine the factors that contribute to a growing problem, and look for lasting solutions. In this short article, we’ll take a closer look at some of the factors that are contributing to a low employee retention rate, what preventative actions can be taken, as well as the subtle and not-so-subtle signs that an employee may be on the verge of leaving–either quietly or loudly. What Is Quiet Quitting Compared to Loud Quitting? Both quiet quitting and loud quitting are expressions of a frustrated employee, one who either feels underappreciated, taken advantage of, or simply not given the opportunity to express their talents in a meaningful or rewarding work environment. The difference lies in the way the employee chooses to express his or her frustration. In quiet quitting, the employee chooses to physically remain at their job, though emotionally, they have checked out. They disengage, put in less effort than they normally would, and opt for a more passive-aggressive way to show their discontent. Loud quitting is more demonstrative. In loud quitting, the frustrated employee will vent, either to their employers or on social media (if not both). In some instances, loud quitting isn’t really ‘quitting’ at all. It is a negotiation strategy wherein an employee will ‘loudly’ state their objections to either the work environment they are in, the leadership they are working under (or lack thereof), or the compensation they are being offered. Regardless of the motivation behind loud quitting, it remains an employee’s expression of frustration and discontent. What Are the Root Causes of Quiet Quitting and Loud Quitting? We’ll start at the core and work our way outward. We could boil down the root causes of both quiet quitting and loud quitting to employee frustration. Employee frustration stems from reality not lining up with expectations. The reasons for this could be multiple, and we’ll take a look at some of the more common examples of those in a bit. But we can avoid quiet quitting and loud quitting by avoiding frustration, which in turn means stacking the odds in our favor so that reality lines up with expectations. Expectations Avoiding employee frustration begins at the recruitment process. In an effort to fill open positions during a period of drastic labor shortage, many HR professionals oversell the position. This will inevitably lead to problems down the road. Reality is unlikely to line up with the high expectations created in the mind of the recruit. Ask yourself: Is it better to take longer to fill an open position but have the employee stay at the position for a long time or to fill the position immediately but have to repeat the process a few months later? In most instances, HR professionals prefer the former to the latter. Similarly, in an effort to land a job, many job seekers will overstate their qualifications. This, as well, will lead to problems down the road as reality is bound to set in and fail to line up with the expectations the job seeker has set in the mind of the recruiter. To a large extent, this is par for the course. However, there are measures HR professionals can take to curb the negative effects of this common practice. Consider placing a greater emphasis on soft skills as opposed to technical skills or industry-specific experience. A candidate who shows that they have a high capacity to learn and adapt often has more staying power than a candidate with purported technical skills that are most likely overstated. Stagnation Employee frustration sets in when there is a lack of growth. Quiet quitting is synonymous with disengagement, and an employee who is not challenged and who does not grow, learn, and develop has very little reason to engage. Again, avoiding stagnation begins with the recruitment process. Every job description should anticipate growth and employee development. It is not enough for a job description to state what the role demands. It must also identify and define what the role will do a year, two years, etc., down the road. Communication Employees need a clear channel of communication to voice their concerns, ask for assistance, or gain a better understanding of the tasks they are responsible for completing. Without this possibility, employee frustration is inevitable. In fact, loud quitting is characterized by an employee venting his or her frustration in a demonstrative way (often online or on social media platforms), ways that circumvent or ignore a company’s internal communication channels. This is clearly an indication that the employee doesn’t feel like they can have their frustrations heard and addressed by management. Sometimes, it is not enough to have channels of communication open for employees. Some people are by nature timid or non-confrontational. In these instances, their frustration manifests in apathy or disinterest (quiet quitting). For such people, reporting requirements such as regular requests for feedback and regularly soliciting suggestions for improvement are needed. When it comes to communication, there isn’t an optimal one-size-fits-all method. Instead, have a talk with your employees and ask them for insights as to how you can best provide them with comfortable and effective means for them to share their concerns should they have any. Having clearly defined and agreed-upon expectations, fostering growth and development, and keeping clear lines of communication open are the pillars of workplace culture. And workplace culture and employee engagement go hand in hand. Improve workplace culture to improve employee retention. Introduction to Conflict in the Workplace(and How it Erodes Productivity Culture) Download the Ebook Now What Are the Signs of a Disengaged Employee? When an employee loses interest in their work, it shouldn’t come as a surprise to the employer. There are tell-tale signs that are easy to spot when looked for. A decrease in productivity - Lack of motivation isn’t the only potential cause for a drop in productivity. However, even if there is a different cause, chances are high that a decrease in productivity will also lead to a decrease in interest in the job. An increase in absences or showing up late more frequently - Physical withdrawal from the workplace is a dead giveaway of employee frustration. Unwillingness to accept praise or criticism - When an employee balks at accepting praise or recognition for their work, that might not be due solely to humility. Often, frustrated or disengaged employees will seek to distance themselves from their work. This can translate to a refusal of ownership: not accepting either praise or criticism since they don’t feel like the work represents them or what they are capable of. Negativity - Complaints or criticism of an employee’s work or the work of their colleagues ceases to be constructive when it comes to characterizing the overall impression of that employee. It often takes a good leader and a good communicator to sift through the negativity to find the root cause of the problem. Conclusion - What Preventative Measures Can Be Taken to Avoid Quiet Quitting and Loud Quitting? Both quiet quitting and loud quitting stem from employee frustration. This problem is best anticipated right from the hiring process. Make sure to be clear, specific, and honest with your expectations for the employee in the role they are given. Additionally, it is also vital that the role be anticipated to grow. An engaged employee is one who is challenged, learns, and grows on the job. Every employee wants to be better a year down the road than they are right now. Without an employee developing and expanding on his or her skills, they will inevitably become stagnant. Stagnation leads to complacency, which leads, invariably, to apathy. Provide your employees with opportunities for growth and development. Even demand that of them. Identify what methods of communication would best suit an employee’s specific individual character. Avoid implementing a one-size-fits-all approach to communication. Everyone is different, and identifying then respecting those differences is key to developing good communication.

The healthcare industry includes services and goods that help in treating a patient. It is easily the most stressful industry. Occupational stress is prevalent among healthcare workers, so it is essential to create a positive workplace. Workplace culture involves a set of values and beliefs that help in the interaction between employees and managers. The workplace culture can highly affect how the healthcare organization is run, whether a clinic or a hospital. A culture cannot be enforced, and building it is not easy either. However, it is essential to create an environment that fosters the importance of employee appreciation; so it can be favorable to the organization. Workplace and Stress Work stress can be considered as the stress and harmful responses that occur because the employees cannot match the job requirements. Many things can cause stress in a workplace, including excessive demands, having no support, sudden role changes, and many more. The environment created in the workplace can also play a role in the stress of the worker. For example, the employment disputes that workers face can cause tensions within the workplace. Having stress in the workplace can lead to low motivation, performance, productivity, and morale, and the chances of acquiring ill health are higher when there is stress among colleagues. Work-related stress is prevalent, and working for long hours or having an increased workload can be exhausting physically and mentally. Maintaining a positive workplace culture is essential in understanding the impact on employee well-being. It will provide employees with much-needed comfort and ease while working. That, in turn, helps the organization to grow better as productivity increases. Occupational stress is faced by many employees regularly. Ensuring an employee doesn't suffer through this to promote productivity is essential. Healthcare Workers and Challenges Healthcare workers have challenging working conditions. Especially those treating patients have to make sure that they take care of the physical and mental health of the patient as well. Work in the healthcare industry can be insanely stressful, especially since it is unpredictable and demands physical work; it can also be tiring. It can also cause financial problems. They are also prone to exposure to hazardous materials and are likely to contract diseases. For example, when the pandemic hit. It was tough for healthcare workers to adjust to wearing the hazmat suit and so on, and it added to the already existing stress, grief, fatigue, and strain. Healthcare workers are trained to take care of the well-being of others before themselves. This trait can be admirable to a patient; however, it can harm the worker who does not focus on their health. The pressure on healthcare workers is quite different; they face emotional situations daily. They have extensive exposure to suffering and injuries, which can cause a stressful environment for health workers. What is Positive Workplace Culture? All workplaces are different and have different types of stress related to the occupation. However, having a positive workplace culture can help in the growth of the organization and the growth of the employee. A positive workplace culture is where the employee's well-being is prioritized by supporting them and policies that respect and create a positive and safe work environment for the employee's growth. In a positive workplace culture, there aren’t many employment disputes that workers face. Studies show that having a positive work culture can help the employee have better health, promote a better job, and increase employee loyalty. An employee can increase their confidence and skills in a positive workplace. It is essential for health workers because their work involves a lot of strain and stress; having a positive workplace and a proper support system can help improve the individual. A great corporate culture is created and maintained by its employees, which includes you and your colleagues. Supporting your coworkers is the first and most fundamental thing you can do. Get to know them as individuals, not simply as workmates. Recognizing and congratulating team members for their contributions is an excellent approach to setting an example and promoting a better culture. Having a positive workplace culture can help the employee in many areas, it is essential to maintain a support system that will help the society through the employee and promote the betterment of the society. How Can Workers Help in Creating Positive Workplace Culture? Communication Within An employee should be available for communication with their colleagues and employers, and they shouldn't make themselves distant. In a fast-paced environment, like the healthcare industry, it is hard to maintain inclusive internal communication. Including internal communication software for your company will ensure that all employees are heard and informed, which will ensure a positive workplace. Regular feedback about their performance can help employees understand more about themselves and get pointers to improve. The feedback doesn't necessarily have to be from a higher position; getting and giving feedback to other employees will help them better themselves. Employees should also be available to communicate with their colleagues, and the managers should ensure that an opportunity for the same is also created. Workers Must Have Opportunities for Growth When you connect with your colleagues, you are creating a positive ally, a potential ally. Creating an environment with friends or acquaintances can increase your growth potential. Most employees want to better themselves in any way possible. An organization that provides employees an opportunity to grow and the tools required will have a positive culture. It can be on-the-job training, a specific project or goals, etc. These can help the employee feel more valued and better themselves. The growth of the employee is the growth of the organization. Collaboration Among Employees Organizations encouraging collaboration among employees are likelier to have better productivity and performance. Employees can learn from each other and boost each other's performance by creating unity among the employees. It is essential to create a social network within the organization that is supported by the company, which will help create a network within departments. Activities like a potluck, games, a day outing, or even an unofficial party can help employees unwind and relax. Workers Must know Their Purpose Along with creating unity, employees must realize their purpose and importance. It is important to create a purpose-driven vulture. The company's goals must focus on a core value and should be detectable in the organization's actions. These goals and core values should be understood and maintained by the employee. By doing so, employees can support each other and help in their growth as well as the organization's growth. Having a purpose and following through must be essential characteristics of a positive culture. Using the LIKE.TG, you can help understand employee work mindsets and needs to build a more effective workplace culture. Workmates by LIKE.TG® helps you connect, engage, and communicate easily with your most valuable employees. The employees are better engaged with the business and one another, thanks to the LIKE.TG work platform, which they can use to comment, react, and provide feedback immediately from their desktop or smartphone devices. Features of Workplace Culture in Health Work In addition to the above points, a healthy work organization must have a positive workplace culture. Below are a few necessary points for the betterment of the workers and the organization. Leadership Workers need to have healthy leadership. Having a proper leadership system can help grow the healthcare organization. It ensures that the organization and the employees to the right path and serves the organization's good. Leaders have the power to change the direction of the organization and its growth. Organizational Practices These practices have to be reflected in the actions of the worker, even in their day-to-day work. Also, establishing a proper communication system will help create a well-structured environment. There should be transparency between the departments, and it is essential there shouldn't be double standards within the departments. Employee experience Making sure that the employees have the required tools can help them perform a better job. Consider making small or even huge changes to better your employees, making them more comfortable. Creating a positive employee experience plays a huge role in the experience of both the employees and the patients they treat. An employee needs to be comfortable and confident in their workplace. Adapting A healthcare organization does not have a rigid routine; things change, and the organization has day-to-day changes. It is essential to focus on the changes and ensure that everything runs smoothly despite the fast-paced environment. The changes, however, should be healthy and ensure the employees can follow through. They have to be provided with the proper support for the same. “I can’t say this enough: Without LIKE.TG, we could not have communicated important project information or demonstrated that we could take on an increased workload. We now provide real-time workforce statistics and productivity reports that have helped us win more projects.” Shirley Garcia Auditing and Operations Administrator of Medlinks Cost Containment, Inc. and Medlinks Staffing, LLC Learn More Why is a Positive Workplace Culture Important in Healthcare? The main aim of a healthcare worker is to save a life. From a security guard to the administrator, every employee is trained to do their best to help a person be healthy and possibly save their life. A positive workplace must surround the workers despite being in a place shrouded in misery and grief. An organization with a better and positive workplace culture has a higher chance of developing better collaboration, solutions, and better patient services. The workplace culture in the healthcare industry is not so different from the corporate workplace. It is still a collection of complex values and a lot of shared beliefs More importantly, a positive workplace will build trust and confidence among the employees who provide patient services. A healthy patient who feels welcome and valued will help boost morale, and the staff must provide the necessary care. Why Avoid a Toxic Workplace Culture? Economic Cost A toxic workplace culture has a higher chance of reduced performance. It means that the economic performance of the organization can be greatly impacted. It can cause a downward spiral in the organization, affecting the employee and the care provided to the patient. It can also turn into a recession and end the organization. Trust Having a poor culture can lead to unethical behavior. Following ethical practices are very important, especially in the healthcare industry. That can lead to destroying trust, and this can also affect the patients that come in. A healthcare organization must follow ethical actions and contribute to a better society. Well being A toxic workplace can affect the employee's health, directly affecting the organization's and employees' growth. Conflict at work and harassment are just a few reasons that can affect an employee's mental and physical health. Relationships Poor culture affects the relationship between the organization and departments. A negative workplace can cause a person to go into depression or create an employee burnout because of the unhealthy environment. An organization can improve society. Simple Ways to Create a Strong Work Culture Employee Orientation - Simple things like giving a gift to a new hire, greeting, icebreaker sessions, etc. Mentorship / Guidance - To help in the guidance and for employees to receive feedback. Doesn't necessarily have to include higher authorities. Team Building - Training programs, team building activities, etc. for an efficient team. Collaboration - Games that require group engagement, like an escape room, board games, etc. provide a platform to get to know other employees. Social Events - To improve satisfaction, events like a potluck, casual Friday, happy hour, and so on can be added. Even unofficial gatherings may help. Leadership - Leadership can help keep a positive attitude, and including them can also play a huge role in a positive culture. Brainstorming - Encouraging employees to share and incorporate their ideas can help them feel more valued. It can also help promote communication. Innovative ideas - Ideas should be enforced to ensure the culture isn't stagnant and consistent improvement is required. Conclusion Encouraging a positive workplace culture is essential since a toxic and bad work environment can cause stress for the employee and the organization. It can affect the employee's growth; they require support and connection to help reduce the strain caused in the workplace. A positive workplace culture will help promote growth and create an organization with core values and beliefs that the employees follow. Try Workmates Interactive Demo Click trough it yourself withinteractive demo. Try It Now

The working world of 2023 is almost unrecognizable when compared to the societal norms of our parents and grandparents. In fact, the way the average American navigates their workplace is likely to be dramatically different today than it was even a few short years ago prior to the global pandemic. Data published in 2022 illustrates just how much the employee experience has evolved since the start of the decade, finding that 26% of the US workforce is now employed in an entirely remote role, 74% of US companies are planning to implement some degree of hybrid work model in the near future and 37% of businesses now employ some form of AI technology in order to support essential operations. The evolution of the employee experience is an ongoing process that doesn’t seem to be slowing down any time soon, with a recent UK-based four-day workweek trial seeing such success that 91% of involved companies intend to continue the schedule indefinitely. But how did we get here? And what will the future of work look like? Let’s explore the evolution of employee experience in the workplace. 20th century work The traditional relationship between employer and employee has always been based on utility. Businesses had work to complete, and workers were in need of money, outside of this arrangement little thought was ever directed towards the benefits and perks issued by today’s HR professionals. The only resources available to staff were the tools necessary to get the job done, that means no wellness programs, flexitime, mandatory breaks or considerations towards employee feedback, just a basic agreement that if X amount of product was produced then X amount of money would be paid. Of course, HR did exist back then, with the first recorded US human resources department being formed at the National Cash Register Co in the early 1900’s. Though the roles and duties performed by HR teams in this era of work were far less involved than those mandated for all workers today. Improving productivity As industrialization began to shape modern society into a more profit-driven economy, employers turned their focus towards optimizing productivity and employee performance. In the modern era, teams can turn towards smart HR tools like time tracking software and PTO management systems to fine-tune productivity without causing staff burnout, though traditional methods were not so kind. The employee experience was not yet considered an important aspect of a healthy workplace, and automating repeatable tasks using robots and AI wouldn’t be possible for decades, leaving workers to be driven to exhaustion by stopwatch-wielding managers determined to speed up essential processes by any means necessary. Often just to shave off a few seconds of time to further maximize productivity. During this era, workers’ rights movements would gradually become more involved in trying to improve the employee experience by advocating for improvements towards equality, better working conditions and a larger focus on health and wellbeing, with HR being integral to these changes. Employee engagement As workers’ rights movements began to enact meaningful change towards the end of the 20th century, employers began to understand the value of loyalty and engagement in the workforce. By appealing to the needs of workers and facilitating a positive work environment, staff are far more likely to remain loyal and engaged, with data suggesting that these efforts can lead to a 12% increase in productivity. This shift towards a more needs-based employment model has formed the foundations of the modern employee experience, with HR tools such as recognition and reward programs existing to ensure that all high-performing employees feel respected and valued as an important member of the workforce. Engagement is one of the most talked about aspects of the modern work environment, with efforts to retain valuable members of staff often dependent on which perks and initiatives HR teams are able to offer in order to improve the employee experience. Thankfully, in the modern era these processes can be streamlined and optimized through the use of integrated and intelligent HR management solutions. The modern employee experience Business owners and HR professionals across all sectors now understand the value of facilitating a happy, engaged and respected workforce, leading to the modern pursuit of creating a working environment in which employees want to be at work, to exceed expectations and to build careers. HR teams and managers have several tools at their disposal to cultivate such an employee experience, with the three main pillars of this process being culture, technology and the use of physical space, though to truly succeed in appealing to the workforce, it’s essential that teams understand their employees. Modern HR tools are designed to leverage analytics and combine data insights with personal testimonies to help employees and HR professionals find solutions that uplift entire organizations. By measuring everything from collaboration metrics to new and predicted workplace trends, advanced HR software is able to nurture a proactive and positive company culture equipped to provide benefits beyond productivity. By optimizing recruitment and onboarding solutions to find the right staff who share the same workplace values, attitudes and standards, HR professionals can help to build high-performing and optimistic teams. By implementing intelligent performance management systems into daily operations, managers can help staff achieve critical goals and advance much further in their careers. In short, modern HR tools are very much the foundation on which the modern employee experience is built, delivered and maintained. The future of the employee experience Though the employee experience has drastically improved in recent years, advancements in technology and changing attitudes towards work look set to provide further benefits in the near future. Whether it’s the use of an AI-powered camera system to improve parking management or an elevator access control system to improve on-site security and convenience, technology is primed to aid all employees. Technology also helps to facilitate remote and hybrid work models to help employees achieve a healthier work-life-balance, with collaborative software, virtual meeting programs and even remote onboarding solutions able to provide employees with more flexibility and respect within their roles. By addressing the needs of employees through the use of technology, organizations can retain high-performing staff members and ensure that they feel satisfied and respected at work, which in and of itself can increase staff retention rates by as much as 110% and workplace engagement levels by 55%. Summary The evolution of employee experience in the workplace has a long and storied history, from traditional working environments solely focused on productivity to modern organizations centered around wellbeing and engagement, technology and analytics have helped to change the way we work for the better. By utilizing intelligent HR tools and investing time into understanding the needs of employees, modern workplace cultures are positioned to produce positive and truly productive teams, though the pursuit of the ideal employee experience is ever changing and aided by further advancements in technology. For organizations to stay ahead of changing attitudes, and position themselves to provide new and existing staff with the resources needed to succeed, decisions must be made with the informed insights and analytics produced by well-integrated, maintained and intelligent HR solutions. This way teams can ensure that the evolution of the employee experience continues to benefit staff and businesses alike.

Every healthcare business is dependent on its workforce. Your staff are key to winning the trust of your clients and ensuring they have faith in the medical support you provide. But once you’ve built a strong team, there’s still an obvious concern: losing them. Sadly, employee retention can be a very real problem—especially for those in the healthcare sector. What’s worse is that the issue only seems to be becoming more prevalent. A Gartner study forecasted a shocking 20% increase in employee turnover in a year. For your healthcare business to be successful, you need to make sure you retain employees. So, what’s the best way forward? In this article, we’ll show how positivity could be the solution. Introducing Positivity in Your Workplace At this point, you’re probably wondering, ‘how does positivity help?’. After all, you’re likely already taking steps to retain your workforce. This might include implementing a healthcare payroll system, so staff always get paid on time. You may have a rewards program involving nominating an employee of the month, for instance. Perhaps you even run occasional office parties to boost team morale. There’s no denying that the above steps can help, but to persuade employees to stay long-term, they need to feel like valued members of your team. To achieve this, positive feedback loops are key. What is a Positive Feedback Loop? You probably already conduct an annual engagement survey, or something similar, to collect occasional feedback from your workers. What are they happy about in the workplace? What could be improved? However, positive feedback loops take this process one step further. Instead of asking occasionally, you seek feedback regularly. For example, pulse survey questions are brief and regularly completed to get a continuous idea of your employees' views. Once you’ve gathered responses, you actively work to implement changes in the workplace. When these are in place, you request feedback again. As the name suggests, the process repeats continuously. With a positive feedback loop, you’re always working to improve the workplace for your employees. In addition to supporting employee retention, this brings several other benefits, including: A more positive workforce. The changes you make will be reflected in the attitudes of your employees. When it comes to healthcare, a happy and positive workforce is key to winning the trust of clients. Support for remote employees. Don’t let remote work get in the way of a positive workplace experience—virtual or otherwise. For example, listen to remote employee concerns and then use Teams to facilitate stronger relationships and closer working. Better internal processes. By listening to employees and their constructive criticism, you can identify inefficient processes. Addressing these issues will help you build a more streamlined organization. Improved communication. To build strong teams, members mustn’t feel nervous about leaving feedback. By actively seeking responses, you give them the confidence to express their concerns and ask questions. More applicants. When advertising job openings, a positive workplace will seem more attractive to applicants. This means you can choose from a wider pool of talent when hiring new employees, helping to ensure you make the best decisions. Applying Feedback Loops So, we’ve established some of the major benefits of positive feedback loops, but how do you go about implementing them? Let’s now look at the process step by step. Start with a Clear Goal Success will be limited if you don’t plan ahead. To make effective improvements, focus on specific areas of your business. Generally, this means taking the time to consider individual pain points. Are there any particular processes within your organization that employees are struggling with? Say you’ve introduced a Gmail for Slack integration. While this is a clear improvement, saving time and resources, some employees may need help getting used to the new system. With feedback, they can let you know about their difficulties. You can then make sure learning resources are available to help them. Importantly, you need to devote some time to deciding exactly what you want from your loop. With definite objectives and action plans, you’ll have a clearer path moving forward. Gather Feedback With a route ahead, it's time to start gathering feedback, but how will you collect your responses? You need to decide on the best plan of action for doing so. Maybe you’ll run employee pulse surveys, hold team meetings, gather anonymous notes, or speak to employees face-to-face. You may even use employee engagement software so associates can easily leave feedback from their smartphones or desktop devices. There’s no right answer—each method has its benefits. Take time to choose an option that’s right for you. Once you’ve picked a channel, spread the word among your employees. Not everyone will be eager to voice their opinions at first, especially when it comes to negative feedback. Be sure to emphasize that all feedback will be taken seriously, and explain how you’ll use responses to make improvements in your organization and their work environment. Consider Forms of Feedback While an organization-wide approach is useful, there are other ways of gathering feedback. For instance, you may choose a more granular approach, with team leaders implementing feedback loops for their individual departments. This can be a useful way to strengthen co-worker relationships and improve their performance as a team. Create a Schedule Free-to-use image sourced from Unsplash Remember, to be effective, your feedback loop must encourage regular feedback. To keep on track, you need a clear schedule. You must decide how often you’ll seek employee insights and opinions. Make sure you take enough time to assess and implement feedback before seeking further responses. You could also consider measuring employee engagement, so you can see whether employees are responding or whether you need to adjust your feedback process. It’s important that you avoid survey fatigue, so don’t overload staff with forms and surveys. Ultimately, feedback shouldn’t feel like a chore. Employees will provide more useful responses if there are clear gaps between feedback requests. Assess Responses After you’ve gathered your responses, it's time to assess your feedback. As you read through it, you might start to notice some commonalities. For example, maybe many employees are struggling to accomplish all their duties within work hours. If multiple employees are reporting this same difficulty, this is indicative of a wider problem that needs addressing. These are the responses you should apply the most focus to. When assessing feedback, consider your company culture and wider goals. Responses can help you determine whether you’re moving toward your vision. Take time with this process. A more thorough approach will ensure better implementation of your feedback. Implement Feedback We’ve now come to the most crucial stage: implementing your feedback. This is your opportunity to prove to staff that their voices are being heard. After all, if you want continuous feedback, you first need to deliver change. Once feedback is implemented, make sure you communicate the changes you’ve made. Send a mass email to employees outlining what you’ve done. If you’ve made changes to systems, offer the necessary training for staff to make the transition easier and to ensure the employee experience remains overwhelmingly positive. Finally, be sure to thank your staff for their feedback and encourage them to keep on voicing any future concerns they might have. Positivity is Key Retaining good employees is essential for a successful healthcare business, but many organizations struggle to keep key members of staff. Why? Because they haven’t spent enough time listening to their opinions. A positive feedback loop can help with this. It’s a way to listen to employees while bringing continuous change to your organization. Used effectively, it can also improve employee performance and, in turn, your business, as happier employees will be more motivated - it’s a win-win. Of course, building an effective feedback loop will take time and a level of problem solving. Crucially, before gathering any feedback, you need to have a clear goal and consider your business’ pain points. Properly planning your feedback loop will give you the best chance of success. So, if you’re wondering how to retain your employees, remember one thing: positivity (and positive feedback loops) is key.

No two employees are exactly the same. Each has unique views, goals, and working styles. While that’s generally a good thing and can foster a diverse perspective, these differences may result in arguments that can damage the relationship between team members. If left to fester, these disagreements can escalate, affecting employee performance and even leading to the exodus of valuable workers. Whether minor misunderstandings, perceived harassment, or actual bullying, conflict in the workplace can create a toxic atmosphere that may affect the whole company — not just those involved. It may be human nature to avoid confrontation, but avoidance is not a step toward harmony in the workplace. Instead, the following insights and practical tips can help you resolve conflict with a coworker. 1. Don’t ignore problems If you have a problem with a coworker, act before it has a chance to get out of hand. The longer issues go unaddressed, the worse they tend to get. Remember, the effects of conflict at work are never limited to those directly involved. The sooner a matter is under control, the less widespread damage it can do. 2. Talk it out in a neutral meeting place Arrange a meeting with your coworker. Each of you should be allowed to share their perspective of the situation without interruption. If the conflict is tense, bring in an HR manager or third-party mediator who is impartial and can guide the meeting. This mediator can keep proceedings civil and allow each party to air their grievances fairly. The meeting should not be a loud discussion in full view of other employees or in the parking lot. Meet behind closed doors, or if need be, in a neutral space. Tempers will more than likely be running high, and any additional stresses could push a situation to boiling point. A neutral space can add a sense of calm, and a lack of prying eyes or eavesdroppers will make everyone feel more comfortable. 3. Maintain personal safety Conflict resolution may sometimes require engaging with mentally unstable people or those with a history of acting dangerously. The reality is that circumstances can change quickly. That’s true even for professionals who are well-accustomed to interacting with people in distress. According to the Occupational Safety and Health Administration (OSHA), 21% of registered and student nurses polled reported being physically assaulted in one year. Using a lone worker safety solution is an effective way to keep workers safe if conflicts escalate when they are alone with a volatile person. Introduction to Conflict in the Workplace(and How it Erodes Productivity Culture) Download the Ebook Now 4. Let others fully explain themselves When it comes to conflict resolution between two or more parties, listening plays a huge role. However, we typically overlook it. We usually try to voice our own opinion as much as possible and don’t let the other party explain themselves. You need to let the other person explain their side of the story uninterrupted. It’s possible you'll find that you’ve misinterpreted their argument. After listening to them, you can better understand what they want. 5. Don’t get defensive In any conflict, be it personal or professional, it’s easy to get defensive. If you start bantering by using a series of yes-or-no questions, you won’t see the other person’s perspective. Rather than getting defensive, listen to the other person’s point of view. Try to understand where the other person is coming from. Try to change a “Yes, but,” answer into an “I understand, and,” statements. Moreover, going on the offensive is also bad manners. It builds a negative situation where there will be no final solution. Never put blame on other people. Don’t create a space where people feel unsafe while expressing themselves. 6. Avoid pointing fingers Moreover, going on the offensive is also bad manners. It builds a negative situation where there will be no final solution. Never put the blame on other people. Don’t create a space where people feel unsafe while expressing themselves. 7. Talk in the first person Never talk in the second person and start using “you,” since it will come off as blaming. Conflict Is not about what the other party is doing wrong; it’s about what you think you are doing right. Make use of “I” statements instead of using “you” statements. Unlock a Bonus Strategy for a Better Workplace Environment Enjoying these tips? Get one more! Download Now 8. Remain level-headed No conflict is resolved with anger or tears. You need to remain calm and think rationally so that you can form a solution that will appease both parties. If you need to, vent your emotions before you meet. You may also want to read up on conflict resolution strategies and resolution management beforehand so that you feel more prepared. 9. Be willing to compromise Show a willingness to collaborate or compromise. If the conflict is trivial, you can avoid them and make a compromise with the other party. In case of larger conflicts, you need to sort out things together. A willingness to compromise and collaborate is necessary. 10. Don’t talk bad about others No matter what your differences are, never talk bad about people behind their backs. Never divulge the details of your conflict to other people. It’s not good manners to bad-mouth someone, and doing so won’t help in conflict resolution. Take a lot of time to think about anything you say to people regarding your conflicts and issues. It’s better not to talk about the conflict until you reach an agreement that resolves the conflict. 11. Don’t take things personally A conflict with a team member or a customer is not usually a conflict with you as a person. It’s generally a professional issue and not an attack on you. When you stop making the issue all about you, you’ll be able to see that you are separate from the conflict and can create an effective and objective solution. 12. Focus on events and behavior Another best practice for conflict resolution is to emphasize the associated events and behavior rather than the person. That way, offending parties don’t feel personally attacked during related conversations. For example, maybe several office workers became frustrated about an individual who repeatedly cooks things that splash all over the break-room microwave. That person doesn’t clean the appliance after use, so their colleagues arrive to find a mess. In that example, the best approach is to say something such as, “Riley, several colleagues have mentioned that they repeatedly find the microwave unclean after you use it.” That statement leads with how someone acted instead of the person responsible. 13. Identify multiple potential solutions A solution that favors one party only could lead to resentment and future conflicts between those same people. Work toward potential solutions that are as positive as possible for all involved. Try to come up with more than one solution or ask the parties involved to provide 3 solutions that they feel would be fair. 14. Pay attention to non-verbal cues There are people who don’t like to talk a lot. They don’t handle conflict well and don’t like to express their opinions. In this case, you need to pay attention to their non-verbal cues. A person’s body language can tell a lot about what a person is trying to say. To resolve the conflict, you have to be emotionally aware and see what the gestures, posture, and facial expressions of the other people are saying of the conflict. No credit card needed Less than 5 min to set up Author Bio: This article was written by Isabelle Foster, a professional writing tutor from PapersOwl.com. She worked in numerous online writing services as well as tabloids, alongside being an editor of a few co-produced books. Now, she offers top-notch tutoring on the subjects of conflict resolution, anger management, and life skills. FAQ Frequently Asked Questions Have another question? We'd love to hear it. Book Your Free Demo What’s the difference between healthy and unhealthy conflict? As unpleasant as it is, conflict between coworkers is normal, and it’s not always unhealthy. In fact, some of the most productive teams are those in which the members feel comfortable and safe enough to express or address differences and disagreements. Organizational psychologist Michael Woodward, PhD, said that healthy conflicts between coworkers can result in greater trust, and that challenges to the status quo can be beneficial for a business. Conversely, unhealthy conflict is characterized by poor judgment — usually, because the conflicting parties made personal attacks and the situation became emotionally charged. When should HR get involved? Some conflicts between coworkers will resolve themselves without HR involvement, because the aggrieved parties come to their senses, apologize, and find a solution. Others might reach a resolution after those involved receive a few wise words from a trusted colleague or a manager.But HR involvement in coworker conflict should happen when:- The conflict has gotten personal- Employees are losing respect for each other- Employee morale is worsening- Productivity and company success are being affected- Employees threaten to resign or walkout $(document).ready(function () { $(".show-hide-faq").click(function () { var el = $(this).parent(); var answer = el.children(".answer"); if ($(this).hasClass("bg-plus")) { $(this).removeClass("bg-plus"); $(this).addClass("bg-minus"); } else { $(this).removeClass("bg-minus"); $(this).addClass("bg-plus"); } answer.toggle(); }); });

To become a doctor, medical students must take the Hippocratic Oath—a code of ethics exemplified by the “first, do no harm” principle. What this means in the 21st Century is that patient health and wellbeing are at the core of what medical professionals do. Doctors, nurses, and healthcare management staff are all bound by a duty of care to provide their patients with the best possible service possible. Earning an MBBS degree equips medical professionals with the comprehensive knowledge and skills essential for delivering high-quality healthcare, encompassing the diagnosis, treatment, and prevention of diverse medical conditions. But how can this be guaranteed? What areas must healthcare managers focus on to deliver on their promise? The Fundamentals of a Well-Connected Healthcare Team For starters, you must hire qualified staff, install adequate facilities and software (see: modernization of mainframe), and be well-stocked on medical equipment and supplies. However, these individual elements are useless without the binding glue that is communication. You must also focus on building a well-connected healthcare team and supporting infrastructure. Effective communication among healthcare team members is essential for providing high-quality patient care, improving patient outcomes, and enhancing the overall healthcare experience. It also improves the wellbeing and job satisfaction among staff members and can improve employee performance. In this blog post, we'll explore the key factors that contribute to building a well-connected healthcare team that prioritizes communication and collaboration. Why Communication Matters in Healthcare Settings Picture this scenario: a patient with a chronic illness visits a hospital for a check-up. The patient is greeted by a nurse who takes their vitals and asks them a series of questions about their symptoms. After waiting for what seems like an eternity, the patient is finally seen by a doctor who orders some tests and prescribes a medication. Days go by, and the patient's symptoms persist. They return to the hospital, only to be seen by a different doctor who has no idea about their medical history. If this happened to you, I expect you would be left feeling frustrated and confused. Yet, this is the reality for healthcare settings in which communication has broken down. At its worst, failure to communicate can have disastrous consequences for patient outcomes. In fact, a study found communication failures to be an issue in 49% of malpractice claims. Imagine if a patient was misdiagnosed due to a lack of clarity about their symptoms or an operation went wrong because notes were misinterpreted. This could put the doctors and nurses at risk of facing a negligence lawsuit and would destroy confidence in the healthcare facility’s services. 6 Steps for Building a Well-Connected Healthcare Team As with any industry or project, creating a well-connected team is no easy feat. It can take months of planning, implementation, and problem solving before improvements are noticed, and even when action plans are running as intended, it can be a largely thankless endeavor. That should not deter you from putting the effort in and the many benefits that will follow. Here are six steps that your healthcare team can follow to ensure communication is immediate and reliable: Define Roles and Responsibilities The first step is to clearly define each team member’s expected roles and responsibilities. Then, everyone will have a clear understanding of the processes for patient treatment, and management will gain visibility of “pain points” if this framework ever breaks down. To execute this process correctly, you must determine the scope of practice for each role, e.g., physicians, nurses, and specialist professionals. Next, you must consider the specific responsibilities associated with each role. For example, a physician might be responsible for diagnosing and treating patients, while a nurse might be responsible for administering medication and monitoring vital signs. These can be further broken down into detailed job descriptions. Adopt Clear Communication Strategies Now that you know what the roles and responsibilities of each team member are, you must consider how they interact with one another and work as a team. The first step is to create protocols/procedures that must be followed as part of a role’s checklist of responsibilities. This should cover everything from patient intake and assessment to treatment plans and discharge instructions. You should invest significant time into training team members on their ‘reporting relationships’—ensuring they know who to report to and who is responsible for managing their work. Finally, you should focus on optimizing your communication channels by identifying bottlenecks. For instance, your receptionist may be responsible for directing incoming calls to relevant team members. However, this process may be undesirable for internal comms, especially if their phone lines are overloaded with callers. Rather, you may want to use a direct routing feature or a similar VoIP service to improve their performance. Foster Collaboration and Teamwork You may have heard a saying that “the fish rots from the head down.” In workplace settings, this is used as a metaphor for leadership—that management is usually the root cause of an organization’s failure. It follows that communication strategies must be established and strictly adhered to by managers themselves, setting a role model for their wider teams and company culture. Other tips for promoting a positive and supportive workplace culture include encouraging a healthy work-life balance, hosting social events, fostering employee engagement, and rewarding individual successes. Encourage Professional Development The next step is to encourage continuous professional development among your healthcare staff, for instance, by providing feedback and constructive criticism or hosting regular training sessions. After all, the better the employee experience and the more invested they are in their future at a company, the more they will strive to develop their skills and deliver top-quality service. Failure to foster a positive workplace culture will send the wrong message to your staff and patients. It gives the impression that you have low expectations for one another and for the overall service, creating a poor work environment. Consequently, your team is steered in the wrong direction—toward a service that delivers the bare minimum and where staff are not challenging themselves. Introduction to Conflict in the Workplace(and How it Erodes Productivity Culture) Download the Ebook Now Address Conflicts and Challenges Anyone who has worked in a team setting will have encountered barriers to communication. For instance, you may have team members who speak different languages, have limited knowledge of technology, or just plain dislike each other! As a manager, it is your job to identify these challenges and come up with effective solutions. When dealing with conflict, you should do so transparently—ensuring that each party is aware of their expectations, and setting an example for others to follow. You can also utilize things like discussions in team meetings, employee pulse surveys, and annual engagement surveys as ways of measuring employee engagement over the short and long term. Pulse survey questions can offer immediate insight into issues troubling your workforce, such as insufficient training or disagreeable work hours. Just be careful not to overuse these tools, or your staff could end up with survey fatigue. Utilize Technology and Tools for Team Building Your communication channels are only as strong as the infrastructure that underpins them. Legacy technology such as emails or telephones may be familiar to your staff, but they are rapidly being replaced by enterprise communication solutions. These platforms require some basic training to get started, but once up and running, they can help you share practice policies much faster. They also consider the legal implications of handling sensitive data (like patient or employee details) by adhering to GDPR and HIPAA regulations. Team Building as The Key to Providing Excellent Patient Care Team building is a crucial factor in how healthcare environments provide a high standard of care to patients. When medical teams work effectively together, they can improve patient outcomes, reduce the risk of errors and negative feedback, and increase overall patient satisfaction. Beyond that, teams collaborating and providing mutual support will likely retain employees and enjoy increased professional development. As such, building a well-connected healthcare team is at the forefront of any medical facility’s priorities if they are to succeed.

Onboarding is an essential part of HR and the employee life-cycle process. Today, more and more companies have recognized that onboarding software is no longer a luxury, but a necessity. Therefore, having a positive new hire onboarding experience in place can make a massive impact on employee self-confidence and retention. Though the process of onboarding has always been to optimize new-hire engagement and increase time-to-productivity, the breadth of capabilities spans the entire employee life-cycle. Implementing the right technology and innovative onboarding platform can transform new hires into fully productive employees on day one, as well as continue to benefit both the individual, and the company throughout their tenure. There are considerable tasks (mentioned in this blog) that correspond with onboarding new hires that must be considered to maximize your onboarding software. This guide was designed to help you navigate through those difficult tasks and help determine the right onboarding tool for your organization. Common Onboarding Problems Effectively integrating new employees into your organization can be a burdensome task for both HR and managers alike. We’ve outlined a list of five common onboarding problems that can develop without having a strong onboarding process in place: Manual Paperwork HR professionals understand firsthand the amount of work required to stay compliant via the traditional paper-based methods many companies still use. Time Consumption Recent studies have shown that onboarding programs that last less than one month are damaging to overall retention rates. One month or less, just isn’t enough time for a new hire to complete tasks, get a good feel for the company’s culture or receive adequate job specific training. Unproductive New Hires Unproductive employees can change your entire organization’s productivity, efficiency and morale. Lack of Engagement Actively disengaged employees are more likely to steal, miss work and negatively influence their colleagues, which in turn can cost substantial amounts of money and time in both lost resources and productivity. Lack of Communication with Managersand Periodic Check-Ins The primary focus of onboarding new employees is to get them up to speed quickly so they can begin adding value to the team. In addition to providing new employees with effective training tools and learning material, it is of utmost importance that they have full access to the support they need. Broader Organization Issues According to SHRM, nearly one-third of all new hires quit their jobs within the first six months of employment . Fortunately, this can be prevented with a strong onboarding program. In fact, new hires who went through a structured onboarding program were 58% more likely to be with the organization after three years. “A new research study points out that investing in your new hires from day one until they reach full productivity (8-12 months later) will significantly increase retention and maximize your employees’ lifetime value to the organization. In fact, 86% of new hires decide how long they will stay with a company in the first six months, and up to 20% of employee turnover happens within the first 45 days of employment” As the adage goes, you only get one chance for a first impression. A negative onboarding experience has a high cost to your organization through low employee engagement and high turnover. Broader organizational issues such as these can have a significant impact on your company’s personnel retention, making the employee onboarding process incredibly important to organizational health. “Studies have shown that positive employee engagement affects productivity by as much as 17% and profitability as much as 21%.” Retention Recent studies suggest that investing in your new hires from day one until they reach full productivity (8-12 months later) will significantly increase retention AND maximize your employee’s lifetime value to the organization. Employee Engagement According to AON Hewitt’s 2018 Global Employee Engagement Trends Report , 35% of employees are disengaged. Any mismatch between the candidate’s expectations, formed during recruitment and the reality of working at a company, can cause them to become disengaged and may significantly shorten their stay. Productivity Effectiveness and productivity are two of the strongest selling points for any product. With employee onboarding, preparation and training takes time and effort for both the HR team and new hire. Lack of Time One of the biggest contributors to an ineffective onboarding program is the lack of resources and time. Many managers and supervisors would often let employees learn on the job, rather than take the appropriate steps to provide suitable instruction. Things to Consider A successful onboarding program helps new hires feel welcomed and a part of the team. They will also have a better understanding of how things are done and how their roles will contribute to the overall success of your business. The bottom line is if you don’t onboard them properly, your great new employees won’t stay. The following are some things to consider when implementing new onboarding technology. Budget When it comes to carrying out a realistic budget, having the right people on board with acceptable experience and the willingness to succeed in the initial implementation is extremely valuable. Implementation To maximize the ROI from onboarding software, a comprehensive implementation strategy must be created. This includes who’s available, when it will take place, how long it will take and who’s responsible for implementing. Ease-of-use Out-of-the-box technology has evolved to become quite agile. Having an implementation consultant to work with you one-on-one will give you a better understanding of how the onboarding process works. He/she will have the training tools necessary to help guide you through the initial setup and beyond. A self-help center, where customers can troubleshoot issues on their own should also be available to further engage and simplify the process. Ramp up time The introduction of HR software, specifically onboarding technology, will be used by all employees not just HR admins; therefore you’ll want to ensure that staff can focus on the transition and any training involved. Compliance HR professionals know firsthand the amount of work that is required to stay compliant via the established paper-based methods that many companies still use. Every company is different–the products they sell, the customers they help and the workflows they use are all unique. But, no matter what type of business, the U.S. government still requires verification of employment eligibility of each team member within the organization. If not, businesses could face hefty fines of up to $1,000 or more per occurrence. How to Prepare for a Demo So, you’re in the process of purchasing new onboarding software or switching out your existing onboarding software. Regardless of why you are looking into a new onboarding solution, the first step you will want to consider is to request a demo. (in most cases, they are free) We understand it can be stressful trying to research providers and set up meeting times. Here is what to expect during a demo as well as what questions you might be asked and what questions you should ask during the demo process: What questions to expect and be prepared for: What is your current onboarding process? What is your timeline for making a decision? What is your timeline for implementation? What is your internal purchasing process? Who else needs to be involved in the decision? What is your average number of new hires a year? How many locations do you have? How many new hires do you do each year? What integrations are you looking for/considering? (HRIS, ATS, Payroll, etc.) What questions to ask: How does your pricing structure work, including add-ons and implementation fees? Can you tell me more about your company and its history? Where can I research user feedback, customer reviews and testimonials? What does your customer support model look like? Is your software customizable and what integrations are available? How do you ensure our data is secure? (IT will love SOC 2 and TRUSTe data security compliance). Can I see a track record of changes made in the system (audit trail)? How long does implementation take? Once implemented, what kind of training is available? These are just a few of the topics that might be discussed during the demo process. You should be aware of other considerations and view points once you learn more about the solutions that are applicable to your business. How to Get Buy-In from Stakeholders A human resource project (such as the implementation of onboarding software) may reside within the boundaries of company walls, but that doesn’t imply that its stakeholders are limited to the employees and managers most directly involved. A successful business owner must be knowledgeable of all the stakeholders in HR projects to evaluate the possible ramifications—both good and bad. External forces, like investors, often have a crucial role in identifying the success or failure of a change in policies. Features and Benefits Checklist As an HR professional, you’re familiar with the practice of onboarding. However, if your company has never made doing it well a top priority, you may not have a full understanding of its benefits. Here’s a list of features and benefits to look for when selecting onboarding software. As an HR professional, you’re familiar with the practice of onboarding. However, if your company has never made doing it well a top priority, you may not have a full understanding of its benefits. Here’s a list of features and benefits to look for when selecting onboarding software. Compliance In verifying employment eligibility, direct submissions to E-Verify and other compliance protocols that are automatically submitted can save you hours of work. Compliance is global with in-app International Custom Forms, as well as ready-made local and state forms including W-4 forms. Forms with E-Signatures Eliminate paper forms and make any form digital with drag-and-drop fields and uploaded PDFs. Employees can use their cursor or user name to sign any online form at any time and on any device. Automated Workflows Set-up your own workflows, adjust presets and add custom forms and fields to fit the way you do business. Automate those everyday repetitive tasks to mitigate risk of errors and improve employee communications across departments. “Interim Healthcare SLC needed HR technology, and we’re pleased with the results we’ve gained from LIKE.TG’s solutions for recruiting, onboarding, and employee engagement. Yet it’s an opportunity for all Interim franchises. It would be so great if each franchise owner could implement similar solutions to replace legacy systems that might not work as well as they should.” Michael Hawkins Franchise Owner of Interim HealthCare SLC Learn More Integrations An environment where all your favorite HR Tech can work together. In addition to onboarding, you can create a complete digital ecosystem that includes apps for employee engagement, recognition, business social networks and a company directory. I-9/E-Verify Maintain employee verification requirements, streamline the E-Verify process and electronically sign, store and audit I-9 forms. Security Look for a cloud-based provider with a data center partner that dually encrypts PII, backs up employee (and other) files and protects against natural disasters with redundant servers located in geographically different locations. Self-Service Portal Create customized new hire portals inside with self-service software that includes your choice of personalized checklists and widgets, allowing you to add links to important websites and social sites, team handbook documents, instructional videos and more to each custom self-service portal design. Mobile Friendly/App Mobile apps make oversight easy with notifications, spotlight and intuitive dashboards that consolidate vital information in one convenient place. Ability to stay updated on important projects and never miss a deadline anywhere, anytime. (iOS and Android compatible) To learn more about giving access to vital HR and work information — even when they're not in the office. Download our ebook now. Download now Next Steps Congratulations! You are one step closer to implementing the last onboarding solution you will ever need. Here at LIKE.TG, we continually strive to live up to our promise of “HR software made easy.” We believe that this Buyer’s Guide helps us deliver on that promise by further ensuring HR professionals have the best solutions to be successful. Choosing the Best Onboarding Partner LIKE.TG’s Onboard software delivers an onboarding experience for new employees that immerses them into company culture and drives them to productivity. It is equipped with a customized portal that includes messaging videos, content and documents. Onboard also helps you maintain compliance with employment verification requirements and helps you to avoid penalties with pre-built I-9 and W-4 forms. Customize your checklists, then let Onboard task automation and E-Verify integration take care of the rest. When you invest in LIKE.TG, you’re not just investing in the best Onboarding software on the market, but a complete digital ecosystem that includes communication, payroll, applicant recruiting and more through our growing list of custom configurations and possible integrations. Why LIKE.TG: Onboarding Solutions LIKE.TG is the industry leader in compliant, paperless onboarding that takes care of your entire team, all in one place. Our comprehensive onboarding solution continues to redefine “best-in-class” technology. Intelligent, intuitive and all inclusive, we’ve designed our flexible and fully customizable services to support today’s HR and engage the mobile, connected workforce to set the standard in onboarding processes. Each company is different, therefore, each HR software solution is different. Get a demo of our solution to learn how LIKE.TG features and configurations will give your team the strong support they need from the get-go. Why Customers Love LIKE.TG Don’t just take our word for it. See what some of our customers have said about LIKE.TG. “Our hiring managers now have a reliable system that is easy to navigate. Our HR team can actively monitor the process, and assist if needed, but Onboard has helped them save so much valuable time and effort while increasing data accuracy. All of this has helped us improve compliance and gives us a powerful tool to achieve even more results in the future.” Kaylee Collins | HR Analyst “With Onboard, as soon as a new hire completes our detailed onboarding checklist, which includes federal, state, and industry forms, I am fully confident that I can put them in the field right away, without any compliance concerns.” Michael Hawkins | Franchise Owner 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.