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6 Factors That Affect the Employee Engagement Process
Employee engagement truly matters. In the modern age, people are starting to understand this to a much higher extent than historically within workplaces. Undeniably, companies get better results if they have a team of engaged employees working for them, who care about the company and what happens within.
It stands to reason, if you are running a team full of people looking to move away or not really buying in or engaging with the process, there is every chance the business is going to fail, or at least struggle to meet its objectives when it comes to productivity.
Trust in the Business Leaders
Within a team or within a business there is always a message that comes from the top. In any hierarchy structure, the leaders are often the ones who are setting the tone and this means that they are a big factor in whether or not people are motivated.
Trust is a big part of employee engagement. If they constantly feel like they cannot confide in their management or their leaders, or that they don’t have a good enough relationship with them to know what their plans are or where the team is going then there is every chance that the engagement levels will drop.
Leadership is an absolutely huge part of a business, and in virtually every team there is at least one leader setting the tone. While some managers or small business owners are still of the opinion that they should rule with an iron fist, this rarely gets results, especially when trying to manage a team and its engagement.
Good Communication and Relationships
Business leaders are just one part of the jigsaw when it comes to good relationships and communication between the team. Social chemistry has a big impact, and this includes people in management or supervisory roles.
To keep employees feeling engaged and like they are part of the process, it is a good idea to try to cultivate good relationships. Give people an opportunity to get to know each other and host team events and social activities. It is worth investing in the relationship and encouraging clear communication in the workplace.
Some studies have shown that the majority of workers within a workplace consider themselves to be lonely. This is a big issue for a lot of people, and social wellness is not something employers should ignore if they want to improve their employee engagement. Even if it means dedicating time when employees are being paid to improve relationships and allow people to build up those relationships, it is always good to invest in your people.
Support and Equipment
If you have ever worked in an environment where you do not feel like you are properly supported, you will probably know how stressful and difficult this can be. Support is about knowing that those around you will have your back and that they are understanding. For example, if you needed some time off due to a family illness or wanted to adjust your working hours to allow you to manage childcare, would that support be on offer?
Employees tend to have a feeling that there is a real sense of giving and take within a business and it is not just about what you can give the business and the team you’re working in, it should be about a mutual relationship. If times are hard and you need support, not getting it is a surefire way for engagement to drop among employees.
Support also extends to things like equipment and the right time and resources to do a job effectively. If an employer makes unrealistic demands of their employees then there is every chance that gradually they will lose some of their faith and some of their engagement. Not getting the right support to do their job is one of the ways that they can lose passion for the role or decide not to put in the sort of effort that might be required.
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Recognition
All too often this is something that is ignored in the workplace. When somebody does a good job, spends some extra time and attention on something or goes the extra mile, do they get the recognition they deserve? If not, it can lead to employees feeling isolated or even bitter towards those they work with.
A lot of us have experienced this before. Imagine working incredibly hard on something, presenting it to the company, and then not being thanked or recognised for the work. Recognition comes in many forms, and of course, most employees appreciate things like pay rises based on their performance, but that isn’t always necessary. Sometimes, simply discussing the work someone is doing, thanking them for their extra work, and showing them that it has been considered and appreciated can be enough.
Recognition can come from those in the same team but it also means a lot when it comes from above, with supervisors and managers really needing to think carefully about the people they manage. Are they getting the recognition they deserve?
Opportunities to Advance and Train
A lot of people take on a job with a view to turning it into a career and as such value progression routes. For many employees, it is not just about making some money while they are at work and then going home at night to relax. It is about building a career, learning, and advancing into other positions.
For some companies it is harder to offer this, it depends on things like the management structure, of course. However, employees appreciate knowing that they can move forward if they wish, learn on the job, train to a higher standard, and move forward in their career rather than stagnate and stay in the same position.
Employers can provide things like training courses, certifications, and hopefully even pay rises and the opportunity to continue to advance within the company. It is good to garner this kind of buy-in from employees, who will wish to stay in place and engage with the business and its goals far more if they feel there is a clear way for them to be a part of the future.
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Company Culture
Great company culture sounds like quite an abstract thing, and it can be difficult to pinpoint and cultivate. However, if you have a lot of good people involved and they are all working towards a common goal, it tends to be easier to build the sort of relationships required.
Some of the company cultures will come from things like the rules, and how strict things are around the office, as well as the impact of the leaders on the business. For instance, if the culture in a business involves poor habits and leaders not taking responsibility this will inevitably spread.
Sum Up
By giving people plenty of support and respect, and allowing people to have their say on how the business or an office is run you can also help to create a good company culture where people feel valued. This is bound to greatly help with employee engagement and allows people to buy into the projects and mission of a company or other organisation.
The Relationship Between Employee Engagement and Mental Health
Stress at work affects 83% of Americans and while all jobs have their stressors, if left unchecked these high levels of stress can cause reduced employee engagement and mental health struggles and this can have a direct impact on employee engagement at work.
What Does Employee Engagement Mean?
What do we mean when we talk about employee engagement? Many people assume employee engagement means employees feel happy or satisfied at work. However, this isn’t strictly true.
Employee engagement is when an employee feels emotionally committed to an organization and its goals. In other words, an engaged employee cares about the company they work for. They don’t just come into work at 9am, leave at 5pm and count down the days until their next paycheck. They are fully engaged and committed to the company and its future aspirations.
The Relationship Between Engagement and Mental Health
We can’t mention employee engagement without mentioning mental health. After all, there is a direct link between these two things. When an employee is struggling with their mental health they are more likely to be:
Depressed
Disengaged
Unmotivated
Distracted
Emotionally volatile
Withdrawn
Anxious
Uncommunicative
There are many signs and symptoms of mental health struggles and it is very likely there may be employees in your workplace who are silently struggling. So, it’s important to know your employees well so that you can note any changes in their behaviour that could signify a problem.
If you notice an employee who is showing signs of mental health issues and struggling with workplace engagement as a result, it’s important to be proactive.
Introduction to Conflict in the Workplace(and How it Erodes Productivity Culture)
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How to Prioritize Employee Mental Health to Increase Engagement
The health and wellbeing of your employees plays a vital role in workplace productivity, engagement, and success. If you haven’t given this much consideration before, it’s time to prioritize employee wellness and mental health.
In America alone, one in 25 adults live with a serious mental health condition that significantly impacts their daily life. The cost of mental health struggles to an employer, through loss of engagement and productivity alone, is higher than most other health issues. So, providing the proper care and support for struggling employees is essential.
If you take the time to prioritize the care of your employees’ mental health, you will build a happier work culture, retain employees for longer, and see your company succeed as a result of high levels of employee engagement. But how do you prioritize employee mental health? Well, we have listed a number of very effective strategies you can utilize below.
1. Offer Mental Health Days
Mental health affects everyone differently and everyone uses different strategies to cope. What we can all agree on, however, is that sometimes you just need to take a day off. If you want to support your employees’ mental health and wellbeing in order to promote better engagement at work, you should offer mental health days.
According to the Cleveland Clinic, a mental health day is “a day that doesn’t involve engaging with major sources of stress or frustration. It’s a day to relax, decompress and take care of yourself overall. If you notice that you’re easily agitated, physically or mentally exhausted, anxious or unable to focus, you could probably use a mental health day.”
Employers should recognize that offering mental health days is just as important as offering physical sick days. Taking a day out for mental health reasons ensures employees can return to work refreshed and better able to engage.
Stop Conflict Before it Begins witha Culture of “Thank You”
Does your organization foster a culture of micro-rewards and gratitude? If you’re not sure or the answer is “no,” your company culture could be contributing to workplace conflict. Building a culture of “thank you” can be difficult (especially with remote teams), but it doesn’t have to be! Learn more in our eBook, "10 Free / Low Cost Employee Recognition Ideas.”
Learn how!
2. Provide Flexible Working Options
Allowing work-from-home days can make all the difference to employee mental health and engagement. Not everyone works best between the hours of 9am-5pm and many people find the noise and distractions of the office difficult for concentration. Mixing things up by providing flexible working options can make all the difference.
It shouldn’t matter whether your employees prefer to work from home, a bustling cafe, or a park bench. The most important thing is that they can choose where they work best and have the option to do so a couple times a week.
If you’ve noticed an employee becoming disengaged and detached from colleagues, it’s possible they could be struggling with their mental health and withdrawing as a result. Consider suggesting they work from home a couple days a week. Simply offering this flexibility can make all the difference in helping employees take charge of their mental health to more effectively engage with work.
3. Permit Time Off for Treatment
People experiencing mental health challenges often fail to seek the support they really need. So, when an employee approaches you requesting time off for treatment, this is something to celebrate!
If you want to increase employee engagement at work, you need to ensure everyone receives the treatment they need to succeed. Whether your employee is struggling with anxiety, PTSD, depression, burnout or addiction (to name a few) they may request time off ranging anywhere from a couple of days to a couple of weeks to seek the treatment they need.
Burnout is one of the more common causes of employees requesting time off work. “Experts have identified six key domains of a person’s life that are related to burnout.” According to LuxuryRehabs.com, “Stress within these areas may represent a risk factor for developing symptoms”:
Workload
Control
Reward
Community
Fairness
Values
Permitting employees time off to receive treatment is essential. Not only will this ensure your employees receive the help they need, but it will also encourage others who may be struggling to come forward and seek support.
4. Prioritize Clear Communication
Communication is one of the most important aspects of being an effective employer. According to the Corporate Wellness Magazine, “more communication about mental health benefits and resources means more people know about the care options available to them and can seek them out when needed.
Clear communication in the workplace is especially important when it comes to tackling mental health as it allows you to avoid misunderstandings, communicate care to your employees, and form healthy relationships in the workplace.
Often, we resort to emails or text messages during the busyness of any given day. However, these communication channels can make anxiety or mental health issues worse as it can be hard to read emotions behind the words on the page, which can often result in overthinking and high levels of stress - particularly from anxious employees. This is why it’s always best to communicate in-person where possible.
5. Destigmatize Mental Health at Work
While mental health issues are easier to spot in some people than others, it is essential you create a working environment where employees feel safe and supported, no matter what they are going through. Reducing the stigmas surrounding mental health is a great first step towards this goal.
To destigmatize mental health at work, we recommend running team training days or workshops focused on mental health, how to spot the signs, and how to offer support. Doing so can encourage struggling employees that it’s okay to seek the help they need.
According to Forbes, “mental health remains a stigmatized topic. If you’re a leader, you can influence mental health stigma through both policy and cultural change. Reducing mental health stigma is not only the right thing to do, it also helps people perform at their best.”
Final Words
As you can tell, there is a close relationship between employee mental health and engagement at work. We hope that by following the strategies outlined in this article, you can make positive changes to your workplace that help increase employee engagement for the long term.
Stop Conflict Before it Begins witha Culture of “Thank You”
Does your organization foster a culture of micro-rewards and gratitude? If you’re not sure or the answer is “no,” your company culture could be contributing to workplace conflict. Building a culture of “thank you” can be difficult (especially with remote teams), but it doesn’t have to be! Learn more in our eBook, "10 Free / Low Cost Employee Recognition Ideas.”
Learn how!
The 30 60 90 Onboarding Plan: How to Gradually Guide Your New Hires
The first impression your employees get of your business and how it works is through the onboarding process. Although they may have met your hiring team or members of your human resources department during the application process, it’s whilst onboarding that new hires set the foundations for a strong work ethic and approach. Getting your onboarding plan right can integrate new hires into the team seamlessly, motivating them and helping them find job satisfaction.
Each new hire adapts to your business differently, yet there are common goals and targets that everyone needs to meet to take on their new role. These are often thrown at new hires immediately, expecting them to understand online phone systems, team hierarchies, and project software in a few weeks. However, for the onboarding process to be a positive experience for everyone, staggering these goals with a 30-60-90 plan may be more effective.
What is a 30 60 90 Onboarding Plan?
As a strategy for helping your business to effectively and efficiently guide new hires into their roles, 30-60-90 onboarding breaks it down into manageable sections. These sections set targets for the first 30 days, 60 days, and 90 days of a new hire’s employment with your business, helping them to engage with your onboarding without overwhelming them.
The 30-60-90 method helps new hires to understand the basics and initiate training elements and learning that may take longer. Highlighting different focuses for the first months can be useful for both new hires and those overseeing the onboarding. Doing this removes the pressure for new hires to understand everything instantly. Instead, they concentrate on:
Day 1-30: learning about the company, how it’s structured, and what their role is within it.
Day 31-60: implementing their learning and taking on tasks according to their position.
Day 61-90: setting longer-term goals and becoming a reliable part of their team.
How to Use 30-60-90 to Guide Your New Hires
Give an Overview
In the first few days of your new hire’s employment, schedule time to give them an overview of the onboarding process. This ensures everyone’s on the same page from the start and sets expectations of what needs to be covered over the coming months. Your overview should focus on how the 30-60-90 onboarding plan works as well as a general background of the company.
Make sure you choose the most effective way to give your overview. A phone call may prove to be limited if you plan on using visual aids. A video call with a screen-sharing option would be a better option and allow you to provide an overview to a number of users at the same time.
During this time, work with the new hire to establish a reasonable workload and introduce them to your project management software to help them oversee their onboarding. You don’t want to overload them with responsibilities and tasks, so it’s better to underestimate their capabilities. If necessary, you can add more responsibilities and tasks to their workload over time if they can handle it.
Schedule regular catch-ups using a VoIP phone system to make sure your new hires feel comfortable and not overwhelmed by their new responsibilities. You could even send text messages as a quick way to check in as long as you have their permission and it’s within work hours.
If you use multiple communication channels in the workplace, you may need to talk them through what is CPaaS platform and how you use it internally. New hires may find using different forms of communication overwhelming, and you want to ensure as smooth as possible a transition.
Set Targets
The 30-60-90 plan is built around target setting at a reasonable and achievable rate. You may have general targets for the onboarding period, however, ensure you also make specific targets too, using the SMART method to dictate a timescale and how you measure achievements. What type of targets you set depends on the stage of the onboarding process the new hire is in.
30-day Targets
Targets for the first month of employment should center on learning and acquiring knowledge. This could be through training sessions and online courses, as well as ensuring new hires know where to ask questions in the future. Your new hire won’t acquire all the knowledge they need for their position within the first month, so the 30-day targets can be ongoing.
In this period, your new hire’s targets should cover getting to grips with the structure of your business alongside its values. Particularly if you use recruitment automation for hiring so the new employee hasn’t met many people in your business, this is essential for making introductions and highlighting what people are responsible for. From here, the new hire’s targets can move on to learning about your products, how to set up caller ID on their desk phone and mobile devices, and the responsibilities of their role.
If they will be using their personal mobile phones for work, consider moving their number onto your business phone service provider. You will be able to check phone number portability before, and this way, they won’t be charged for any work-related activity. It can be a nice perk to offer new hires too.
60-day Targets
Your 60-day targets focus on integrating new hires with their team and taking on the responsibilities of their position. Therefore, these targets are going to be more task-based and set the groundwork for how they work with the rest of the team. This starts to form work habits and routines, so new hires need to get them right and address any issues early on.
Some of the crucial 60-day targets need to include setting up regular one-to-ones and meetings, identifying ways of addressing issues with the team, and discussing what feedback is most useful to them. Other practical targets may include using call software functions from your hosted PBX provider, using your email finder, and meeting deadlines for tasks or projects. These enable the new hire to work effectively in their team.
90-day Targets
During the third month of your new hire’s onboarding, they should be used to their role and able to set long-term targets. The focus should be on managing their responsibilities effectively and ensuring their quality of work meets your business standards. These help your new hire become a valuable team member, matching the accuracy and consistency of their colleagues.
Targets for the 90 days can, again, be ongoing, setting expectations of the level of work the new hire can complete in their workday. For example, the targets set an amount of sales conversions the new hire wants to reach or use metrics to measure their productivity and efficiency within the team. These may be similar to other employees’ targets, based on the feedback of their manager.
Provide Support
You should support all your employees in various ways however, for new hires, this support needs to be even more evident. Whether they have questions about where to find specific documents for a client like a release of liability template or a vendor agreement, want to shadow someone running a project, or need encouragement as they take on new tasks, your teams need to be on hand to help. Not everyone has to be constantly available, but the new hire should know where to find support.
One way of supporting new hires is by assigning them a buddy - someone from within their team to answer questions and show them how things work. During the first 30 days, this buddy may reduce their workload with the help of productivity tools to dedicate time to the new hire. Over time, the buddy will gradually return to their work routine, although still looking out for the new hire when possible.
Check-in
As the 30-60-90 onboarding plan centers around target setting at a steady pace, it’s important to check in on these targets and see how the new hire is hitting them. Reflecting on the new hire’s experience so far provides an opportunity to encourage them, track how much information they remember during onboarding, as well as plan their route forward.
Whilst checking in with your new hire, you may need to adjust some targets. This could be because they aren’t achieving what you initially anticipated. Slowing their onboarding or focusing on one part of the role can help the new hire become familiar at a more gradual pace. Alternatively, the new hire may beat their targets, needing more challenging goals to be created.
If you choose to check in using your small business phone system consider using call recording. This way your new hires can listen back and review their targets before each meeting. Just make sure your call quality is good enough for them to do this.
Collect Feedback
If you want to keep improving your onboarding and refining your 30-60-90 plan, having feedback can direct your attention. Asking new hires who’ve just gone through the onboarding process about their experience and what could be improved can emphasize where the plan is unclear or useful additional resources. This feedback could also be generally about the business, such as ensuring your unified communications as a service software connects remote workers to the network too.
Asking for feedback can also make your new hires feel like a part of the team. Rather than feedback being one-way comments on how the new hire can improve and adjust to their role, receiving their feedback acknowledges that team integration is a group responsibility. It also shows that your business values the opinions of its employees, acting on their feedback.
Gradually Guide Your New Hires With the 30 60 90 Method
We’ve all been the new hire at some point and onboarding has such an impact on the rest of your experience with a business. The information you learn and the people you meet can shape a new hire’s perception of a company as well as influence their new work routines. Rather than making joining a new business an overwhelming experience, gradually guiding new hires into their roles can create a more seamless and positive transition for everyone involved.
Introducing the 30-60-90 onboarding plan to your business doesn’t necessarily disregard your previous onboarding strategies. Instead, it acts as a way of pacing the information and tasks you load onto your new hire, giving them time to adjust and become familiar with them. This can work alongside employee handbooks, training schemes, and other onboarding approaches to build an informative and engaging program, whilst helping your new hires to avoid burnout.
Author Bio
John Allen is a driven marketing professional with over 14 years of experience, an extensive background in building and optimizing digital marketing programs across SEM, SEO, paid media, mobile, social, and email, with an eye to new customer acquisition and increasing revenue
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15 Amazing Tools to Scale Employee Collaboration
In any business, there are tasks which involve different teams and external stakeholders. Most times, such tasks can run simultaneously. Managing such tasks via email and over the phone is not only difficult and time-consuming; it also leaves open the possibility of everyone not being on the same page. Add to that, in a post-COVID world where employees often work remotely, it has become essential for organizations to invest in an efficient employee collaboration tool.
While it is easy to acknowledge the need for an employee collaboration tool like an employee app, it is quite difficult to choose products that can effectively scale up the collaboration amongst employees. Depending on your business, you may need tools that provide video calling, group access controls, bookkeeping reports, and software integrations. In fact, you may very well need more than one tool to arrive at an appropriate solution. Let’s look at 15 amazing tools you can consider for scaling up employee collaboration.
Workmates
Workmates by LIKE.TG is a powerful intranet platform that helps boost employee engagement using announcements, rewards, and recognition. Management and HR professionals love the built-in analytics and reporting which allows you to easily see metrics related to onboarding, collaboration, and ROI.
The collaboration metrics in Workmates let you see how employees work together. You can also integrate 3rd party analytics to gain even more insights.
Pros: Great onboarding and support make it possible to get up and running in a matter of days.
Cons: There are many features and options so administration may seem overwhelming for some.
Slack
Communication is one of the most important aspects of collaboration, and there is hardly any application out there that does it better than Slack. Often touted by its fans as the best messaging app for businesses, this powerful application can serve as a full-fledged collaboration tool for companies of disparate sizes.
From early-stage start-ups and small businesses to some of the largest companies in the world; Slack today commands a loyal user base that swears by its expansive range of features. From video calls to instant messaging to file sharing and task management, Slack covers nearly every basic collaboration feature you might think of.
However, what makes Slack so popular with its user base is its capacity to integrate different tools and create workflows. The Slack App directory boasts of over 2200 apps to integrate different platforms in quick time. For example, if you want your entire marketing team to know how your Twitter feed is performing, you can just integrate it with a Slack channel and everyone on the team can view live updates and share their views on any post.
Pros: One of the best collaboration tools in the market. Easy to use, and fit for everyone.
Cons: Not much unless you end up creating multiple redundant conversation channels.
Microsoft Teams
The Redmond based software giant first introduced Microsoft Teams in 2017 with an eye on making a mark with its existing enterprise clients who were running Office 365. The tool has become increasingly popular with the general public who have lapped up its free edition. The application offers a robust collaboration tool with features for video calling, screen sharing, integration with Outlook calendar, and effective features for document management especially in conjunction with SharePoint.
Teams is a great option for businesses including enterprises that already run applications from Microsoft. For example, a user who is running Outlook can seamlessly integrate with this sophisticated platform and plan Teams meetings from right inside Outlook itself.
Pros: Great for enterprise users and firms using Microsoft 365
Cons: Not an ideal solution for small teams and has limitations related to numbers of channels, permission settings etc.
Twist
For those of you who prefer structured conversations, Twist comes across as a great collaboration tool. The application sports an uncluttered look and uses a thread-based message system for managing communication and tasks amongst team members. It offers comprehensive video calling features and comes equipped with features like channels and message search.
Pros: Simple to use, offers a more laid back approach to collaboration.
Cons: Does not offer detailed workflow and automation features
Trello
If you are looking for an absolutely easy-to-use collaboration tool that does basic collaboration tasks quite well then Trello can be a great choice. The application builds on the concept of the Kanban method of work management wherein you utilize poster boards and sticky notes to manage to-do lists. It works exceptionally well for small firms and simple projects but is not really suited for complex activities. Trello offers Power-ups to extend its functionality and add features like Automation, Charting features, etc.
Pros: Ease to use, lightweight application, free for small teams
Cons: Not suited for complex tasks, very limited project and employee management and communication features.
Wire
With a focus on enterprise customers, Wire offers a highly secure collaboration platform that is protected by end-to-end encryption. Some of the features it sports include secure guest rooms, file sharing, video conferencing, etc. If you want, you can choose to deploy the application on your own servers or even on a private cloud.
Pros: Highly secure platform fit for enterprise use
Cons: Not suited for small teams, limited feature range
Bitrix 24
If you are looking at a collaboration tool with a full-fledged CRM and elements of a marketing suite then you should look no further than Bitrix24. It’s a powerful platform that is suitable for businesses of any size and integrates several solutions into one platform. As opposed to most collaboration tools which tend to run from the cloud, this platform can also be hosted on your own servers.
Pros: Exceptional marketing and collaboration platform suited for enterprise and large firms.
Cons: Small teams can get lost in its sea of functionality.
Nifty
Often regarded as one of the best project management tools in the market, Nifty has over time emerged as a great collaboration tool. It boasts of an array of communication and scheduling features including meetings, chats, and calendar options. It further allows you to integrate different apps and extend the functionality of the tool. For example, you can link up your Zoom account with Nifty and initiate calls right of project discussions or even direct messages.
Pros: Excellent document sharing and collaboration options, exceptional project management, and time tracking tools
Cons: Resource heavy, not suited for small teams. Does not offer a free edition.
Flock
If you are looking at a comprehensive communication solution at a reasonable cost the Flock application comes across as a robust solution. It encompasses an array of features like project management, video conferencing, workflows, and integration with other platforms. In some ways, it mirrors the feature set offered by Slack but at a lower price point. In fact, the free starter package of Flock is exceptionally good with reasonable limitations.
Pros: Good for small teams, cost-effective over more established competitors like Slack
Cons: The tool lacks sophistication in many aspects like notifications, file sharing, etc.
Chanty
Chanty combines a host of advanced communication and collaboration features in one neat package. It offers you an easy-to-use interface, team spaces, and powerful video calling features at rock bottom prices. Add to that it has a forever free plan which is exceedingly popular with small teams, individuals, and freelancers who find the software convenient for most of their needs.
Pros: Free and Low-cost pricing options. Great for small teams and start-ups
Cons: Lacks the capability to handle complex projects
Zoho Cliq
Designed to handle collaboration in a structured manner, Zoho Cliq comes loaded with a host of features like video conferencing, real-time chat, calendar management, channels for teams etc. The tool supports integration with other Zoho products and offers support for slash commands and SSL encryption.
Pros: Easy to use, attractive pricing, ideal tool for existing customers of Zoho products
Cons: Limited features for task management.
Asana
Counted amongst one of the finest workflow management tools in vogue today, Asana boasts of a range of collaboration features like project conversations, task comments, and support for rich text. It allows integration with video tools like Zoom that can then directly be initiated from its meeting options. The application offers convenient features for file sharing, team management, and task management, etc.
Pros: Great for Overall collaboration and Project Management. Offer integrations with a range of popular tools. Can be used in specialized tasks such as lead generation, event management, etc.
Cons: Communication features are slightly limited unlike some Asana alternatives that offers more team workflow collaboration tools.
Cisco Webex
Considered amongst one of the earliest employee collaboration and video conferencing tool ever introduced for the web, Cisco Webex continues to find a loyal user base amongst enterprise clients and large firms. For over two decades some of the largest companies in the world have relied on this venerable product to manage team meetings across different locations. The application now boasts of a range of features like screen sharing, whiteboards, options to create spaces for different teams, etc.
Pros: Great tool for enterprise with focus on video conferencing
Cons: Limited features, legacy design issues
Zulip
If you are looking at an open-source collaboration tool that is easy to use and offers a forever free plan, then Zulip would come across as an ideal choice. The application is completely open-source and you can host it on your own server too. It is ideal for small teams, especially those who are technically savvy and can work with the integrations offered by the platform.
Pros: Open Source, comes with a forever free plan
Cons: Limited features, not suited for enterprise use.
Missive
Missive is an innovative collaboration platform suited for start-ups and companies focusing on a lot of social interaction. It offers you the flexibility to integrate social channels such as Twitter and Facebook along with email into a one comprehensive dashboard view. The tool is a boon for marketing teams looking to quickly manage their tasks and improve response times. The application offers integration options with popular tools and offers support for automation.
Pros: Easy to use, ideal for tracking marketing activities, sales, and lead generation activities
Cons: Not suited for enterprise or complex workflow management tasks
A Few Last Words
At times you may need to find the right mix of tools based on your budget and business goals. It makes sense to try out free editions or trial versions of all collaboration tools to shortlist before making a purchase decision. Tools by themselves can only do so much and it is critical for teams to invest in products that work for them.
15 Ways to do Employee Appreciation for the End of the Year
Every year Employee Appreciation Day is on the first Friday in March, and with it comes the opportunity for companies to show appreciation for their most valuable resource—their employees.
According to research, organizations with effective recognition frameworks experience a 31% reduction in voluntary turnover. It also contributes to employee morale.
So on Employee Appreciation Day, show your team members how much you appreciate them. Here are a few suggestions that will appeal to everyone in your company.
Employee Appreciation vs. Recognition
Typically, employee appreciation is about rewarding employees’ general contributions to the workplace. Employee recognition, on the other hand, usually focuses on a specific achievement of a single individual or team. Both are crucial for a positive company culture.
First, Create a Culture of Appreciation
Celebrating Employee Appreciation Day is a bit misguided if you don’t already have a culture of appreciation established. And that starts by setting an example at the top of the organization.
Regularly acknowledge individual and team achievements during meetings and by personally express gratitude for employees' efforts in day-to-day interactions. Establish an employee recognition program, such as peer recognition platforms or award nominations, and ensure that it’s actively used and promoted.
The more you foster an environment where gratitude is the norm, the more authentic Employee Appreciation Day feels.
Tips for Employee Appreciation Day
Start planning several weeks in advance to ensure all details are covered.
Tailor activities and gifts to suit the preferences and culture of your team.
Establish a budget to guide your decisions on activities and gifts.
Plan a variety of events to keep the day interesting and engaging for everyone.
Customize thank-you messages or gifts to add a personal touch that employees will value.
Encourage all staff to participate in planned activities to boost engagement and fun.
Publicly acknowledge the hard work and achievements of individuals and teams.
Offer gifts that employees will genuinely appreciate and find useful.
Gather feedback after the event.
Don’t forget remote or contract employees!
1. Special Event or Award Ceremony
Since Employee Appreciation Day is a special day, it’s the perfect time to host a special event or award ceremony to publicly recognize and celebrate employee achievements. Some ideas of what to include in the presentation include:
Individual awards
Team accomplishments
Milestone employees
New employees
Launch a new benefit
Introduce a recognition program
2. Bonuses
Money isn’t the most original incentive, but there are few employees who’ll find disappointment in a cash bonus. Show that you recognize employees’ value and the work it takes for them to help your company reach its goals with the gift of cash.
You can also complement the financial rewards with some additional perks for your most valuable employees, such as additional vacation days or vouchers for various online retailers.
3. Gift Cards
Sometimes, bonuses aren’t in the budget. Still, if you like the idea of employee appreciation gifts, you can give your employees gift cards. Instead of giving every employee the same generic T-shirt or water bottle, gift cards allow employees to select incentives with personal significance.
4. Gifts or Care Packages
Some of the most successful employer brands are those who take the time and effort to get to know their employees. Then, when the time comes for your HR team to start generating employee appreciation ideas, this data will be invaluable.
Personalized rewards make all the difference in outreach attempts such as care packages. A care package is a particularly useful employee appreciation idea, particularly for remote employees or teams.
While you don’t need to make care packages hyper-personalized, you should still acknowledge the individual’s unique traits, values, interests, and core drivers.
5. Pick-a-Prize
Allowing employees to pick their own gift can significantly enhance its value, as it ensures that the reward is desirable and useful. This approach not only empowers employees by giving them a choice but also demonstrates the company's commitment to catering to individual preferences.
6. Catered Breakfast or Lunch
Providing breakfast or lunch on Employee Appreciation Day is a thoughtful and inclusive way to celebrate, offering a shared meal that fosters camaraderie and a sense of community. Plus, it creates an opportunity for employees to bond and relax together, enhancing employee experience and facilitating team dynamics.
7. Happy Hour
Hosting a happy hour for employees allows them to unwind and socialize after work hours. It can be held on-site with options like craft beer tasting and cocktail mixing stations, or off-site at a local pub or restaurant, providing a fun break from the usual work routine.
8. Snacks or Dessert Bar
Setting up a snacks or dessert bar offers a delightful treat for employees, featuring a variety of options such as gourmet cookies, artisan chocolates, a build-your-own trail mix station, or a selection of local ice creams.
9. Spa Services
Provide in-office services such as chair massages, manicures, or reflexology sessions. This offers staff a chance to relax and de-stress right at the workplace and shows the company’s care for its employees' health and well-being.
10. Company-Wide Email
Send out an email highlighting individual and team accomplishments to the entire organization. This could include a summary of achievements, personal stories, and photos from the past year, making everyone feel valued and reinforcing the company's appreciation for every team member's hard work.
11. Video Tribute
Similarly, you can create a video montage, compiling clips from managers and colleagues expressing their gratitude and appreciation for the team's efforts. This video can be shown at a company meeting or shared on internal communication networks, providing a personal and heartfelt recognition.
12. Say “Thank You”
Simply saying “Thank you,” in person to each employee can have a profound impact. Leaders and managers can make a point to visit each team or department, expressing their gratitude directly and personally, which can significantly boost morale and make employees feel genuinely appreciated.
13. Personalized Notes
Write personalized notes to each employee (bonus points for handwritten!), recognizing their specific contributions and achievements. These notes can mention particular instances where the employee excelled, showing that their efforts are noticed and valued.
14. Game Day
Organize a game day with board games, video game setups, or outdoor sports to make the day fun and engaging. It's a chance for employees to interact in a non-work context, which can improve team cohesion and offer a stress-relieving break from the usual routine.
15. Go Outside
Encourage employees to go outside together, whether for a group picnic, a team-building activity in a local park, or a volunteer day supporting a community project. Activities in a natural setting can reduce stress, increase creativity, and enhance team dynamics in an enjoyable and healthful setting.
16. Offsite Activity
Plan a fun activity away from the office, such as a day at a team-building retreat, escape room, bowling alley, cooking class, or local amusement park. This provides a change of scenery, fosters team spirit, strengthens relationships, and allows employees to create memorable experiences together.
17. Donate to Charity
Allowing employees to choose a charity for the company to donate to on their behalf can be a meaningful way to show appreciation. This approach not only honors the employees but also aligns with their personal values and interests.
18. Volunteer
Organize a volunteer day for employees to give back to the community together. Whether it’s helping at a food bank, cleaning up a local park, or building homes for a housing charity, volunteering fosters a sense of purpose and teamwork that extends beyond the office walls.
19. Social Media Shout-Outs
Giving shout-outs on the company Facebook, Twitter, or LinkedIn involves highlighting an individual’s or team’s achievements. This can boost their professional profile and make them feel celebrated not just within the company but by the broader public, enhancing their sense of pride and accomplishment.
20. Extra Paid Time Off
Taking a break during long hours of work will certainly help your employees to contribute in a more productive way. Offer late starts, longer lunches, or early quitting time, which is especially appreciated on a Friday.Another option: Many companies designate an Employee Appreciation Day as a full-paid day off where team members can participate in things they've always wanted to. Besides providing a vacation from work, hobbies can assist staff in learning new abilities that will benefit your business in the long run.
21. Company Swag
Distribute high-quality company-branded items, such as branded apparel, tech gadgets, or personalized items like engraved pens or custom notebooks. Quality swag items aren’t just practical; they also serve as a daily reminder of the company’s appreciation.
22. Use Employee Engagement Software
Implement employee engagement software—like the one LIKE.TG offers—to enable continuous and real-time recognition among colleagues. Features can include peer-to-peer recognition feeds, reward systems, or communication tools that facilitate celebrating small wins and major milestones alike.
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About the Author
This article is written by a marketing team member at LIKE.TG. LIKE.TG is a leading provider of proven HR solutions, including recruiting, onboarding, employee communications engagement, and rewards recognition. Our user-friendly software increases employee productivity, delivers time and cost savings, and minimizes compliance risk.
Six Must-Have Features for an Effective Crisis Management Software
A crisis cannot be always predicted, including when it may hit and how long will it last. Your company should be prepared for such situations, aided by effective crisis management software to manage unfamiliar interruptions and ensure business continuity.
A sudden and unexpected event happen may hit at any time which makes it challenging for companies to redirect their operations and manage communication protocols for business as usual. This necessitates the need for a two-pronged approach - crisis management software and a crisis management plan. While a crisis management plan entails a clear playbook outlining the procedures and policies in place for any unexpected event, crisis management software facilitates communication channels through cloud-based networks to ensure an aligned workforce and business continuity.
A crisis communication tool is a clear and concise way for leaders to transparently deliver information to employees during a time of crisis. This allows employees to stay calm and focused and provides them with the support they need to coordinate a crisis response for the organization.
Strong Imperative for a Crisis Management Software
The findings of a Global Crisis Survey conducted in August 2019 showed that an overwhelming majority (95%) of companies believed they would face a crisis of some kind in the future. The findings were proved right. The survey also highlighted that 69% of companies faced a crisis during the last five years.
Which Companies Need Crisis Management Software?
Every business in general stands to benefit with the capability to not only maintain but also ensure strong communication in the event of a disruption. Many businesses and industries with frontline workers operated during the COVID-19 pandemic. The right software connecting these workers helped them stay up to date on information affecting their work as well as safety, whilst supporting the operations of the organization. You should select a communication tool that confers certain capabilities and ensures that all the employees are aligned with a unique and well-drafted crisis communication plan.
Mobile App for Emergency Communication
Emergency management software is a crucial tool for any business, but it provides particularly helpful for organizations whose employees are constantly on the move. For example, frontline workers make up 80% of the world’s labor force and are often the ones who suffer the most during a crisis since they can't just stop working. Frontline workers include healthcare professionals who are on the frontlines of the battle against the pandemic, and they are the ones leading the charge. They take care of the sick and drive ambulances, making up 20% of the world’s frontline workers. Another group of people who have been working hard during this time is retailers. With grocery stores being one of the few retail industries permitted to remain open, retailers have strived hard to disinfect stores, order supplies, and stock shelves.
A mobile employee communication app helps in creating a unified response during crises situations by aligning every employee with regular updates from the leadership. Prioritizing communication is indispensable. With the right mobile software, leaders can create a culture of safety throughout their company, connecting with their dispersed workforce. By using an iOS app builder, leaders can quickly and easily create custom mobile applications, making it easier to communicate important safety information to employees. This helps in sharing critical information, uploading safety training videos, and issuing real-time alerts during a crisis, right from an extreme weather event (higher incidences due to climate change) to a contagious infection that can affect employees and customer service.
Dependable Platform That Can Handle Extraordinary Situations
A company may encounter different events that can impact various aspects of its operations at any given moment such as legal, financial, brand reputation, data security, facilities, as well as safety. To ensure an effective yet seamless transition from day-to-day operations to emergency crisis communication, the role of digital tools that can also serve as emergency communication software is crucial. This way, you and your team will be able to communicate with one another quickly and efficiently in the event of an unforeseen crisis.
A cybersecurity crisis can severely impact a company’s operations and cause sensitive data leaks, affecting the brand reputation and also customer base. A robust and effective internal communication tool with key featurescan aid a seamless transition to support business operations during a contingency. These features should include the real-time ability to deal with the rapidly evolving situations, confirmation campaigns to make sure employees mandatorily read the alerts and messages, group chat for collaboration, and a repository for sharing and updating crucial safety information.
Two-Way Communication Channel for Employee Well-Being
A digital tool that allows for two-way communication helps businesses create an inclusive environment on a daily basis. This strategy delivers positive outcomes, such as increased employee engagement, a more collaborative workforce, and improved customer service. When a crisis occurs, it's even more important for organizations to have a channel that frontline workers can use to voice their concerns.
Surveys are a great way for leaders to keep track of how their employees are doing during a crisis.
By asking questions and getting feedback from frontline workers, managers can make more informed decisions about how to proceed.
Peer-to-peer chat and communication help create a supportive structure for colleagues working from different locations.
A workforce app can also provide a space for employees to voice their concerns and feel more secure in their work environment.
After a crisis has passed, leaders can use post-crisis response feedback to assess their crisis management plan and see how it worked out in practice.
Crisis Management by Leveraging the Power of Analytics and Data
Being able to communicate with your employees is a great foundation, but having a fully-functional crisis management service with an analytics dashboard will provide you with more detailed information about your team. Analytics can help you understand employee engagement during regular business operations, but in a crisis, everything changes and it can be very hard on your employees. They may become anxious or lose focus, hence it's important to have a system that can help you monitor these things.
An analytics dashboard as part of your crisis management service can get you a clear picture of what's going on with your team and identify any areas of concern. This way, you can address any issues that may come up and help keep your employees calm and focused during a time of crisis. Even during a crisis, employee engagement is still key. Make sure that you check how your employees are managing and use your communication tools to reach out to them. This way, you can provide the support they need during this difficult time.
Right Tool for a Resilient Workforce
When it comes to choosing a digital crisis communication solution for your business, it's important to find one that will support your needs and help you stay organized. Create dedicated crisis streams and alerts, but don't forget to maintain a sense of normalcy in your communication. In other words, keep up with your day-to-day strategies and practices to keep your workforce engaged. This way, you'll be prepared for anything that comes your way. Also, ensure that the tool will help your company in employee recognition, promote collaboration and create a channel for employee feedback.
Business Continuity with Cutting-edge Features
Crises are unpredictable by nature, which means they can hit unexpectedly and last for an indefinite amount of time. Many companies faced major disruptions to their workflows due to lockdowns imposed during the Covid-19 pandemic. The right incident management software can play a key role in business continuity at all points during a crisis. Here are some of the features that you should look for while choosing software for this purpose:
Automation capability
Business continuity is vital for keeping things running smoothly, no matter what type of crisis may arise - whether it’s a natural disaster, extreme weather event, data breach, or a sudden need to disperse your workforce. When a company has an internal communication tool that can automate even a routine administrative process such as payroll, then a transition to a crisis will have comparatively fewer disruptions. This level of automation in place will help to keep your business running as usual, even when faced with difficult and unforeseen circumstances.
Cloud-based operations
A crisis can often make traditional communication methods, like email or landlines, inaccessible. With a cloud-based network, employees are always reachable through their smartphones, can continue to communicate with colleagues and managers through apps like Slack or Google Hangouts, and access important documents and information stored online through cloud storage like Dropbox or Google Drive.
Manage work schedules
An effective workforce communication platform can enable workers to manage their schedules on their mobile devices which can help to reduce absenteeism during a crisis. Employees can continue to receive their work schedules and swap their schedules directly with colleagues.
Messaging across multiple channels
Employees can use different communication channels throughout the day to accomplish their work. This could be in the form of voice messages, group chats, or direct messaging. With a strong platform, businesses can be assured that communication will not be interrupted and work can continue as usual.
Crisis management is one of the key factors in managing an organization. With the help of efficient crisis management software, you can prepare your organization to face any unexpected situations, keep employees engaged, preserve your brand reputation and provide timely products and services.
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Benefits That Increase Employee Retention
As a business professional, you might often ask yourself “what can we do to increase employee retention”? While there are several different ways you can go about it, one of the most successful things you can do is take a look at the benefits you offer your employees and update them.
Simply ask your most tenured employees which benefits they love and which benefits they wish were offered. You can gather a lot of useful information through an anonymous survey and it will likely be the best way to get authentic feedback. Another helpful strategy is to compare your benefit structure with what your competitors offer. This may be a reason your retention is lower than you’d like.
Let's explore what your next steps should be and take a look at some of the most popular benefits companies will offer their employees and why these will likely boost your retention rate.
Educate Your Employees
Start by educating your employees as to what their current benefits are. A survey from Voya Financial claims that over one-third of employees do not understand the benefits they’re enrolled in. This is concerning for any business because this means you are not doing your job to offer clear, easy-to-understand benefits that your employees value.
The human resources (HR) department is responsible for taking on this task and ensuring there is clarity around current and new benefit structures. HR is also responsible for informing everyone at the company about what and when open enrollment is - start with the basics, such as by answering “how does open enrollment work” to gauge your employees’ knowledge base and go from there. Since the answer is this is the timeframe when employees can apply for benefits, doing this education ahead of your open enrollment period is the perfect opportunity to educate everyone about what their benefit options are and how to use them.
Popular Benefits Offered by Companies
As mentioned before, benefits are a part of your employee's “pay” and should be treated as such. Take a moment to consider these popular benefits that may contribute to boosting retention rates.
Insurance
There are several types of insurance, but the most important ones that should be offered include medical, dental, and vision. Some added coverage you can also provide your employees with are life insurance and disability insurance. Adding on these extra coverage plans can make a huge difference to employees and will allow your company to stick out against your competitors.
Paid Time Off (PTO)
This is one of the benefits that can fluctuate the most company-to-company. Depending on your industry you may be limited to what you can offer here, but be sure to take into consideration the personal life of your employees and how you can support a healthy work-life balance. The most important thing is that you verify employees have enough vacation time to support their well-being.
The two most popular types of PTO structures include unlimited PTO and PTO which is offered based on tenure. Either has its positives and negatives, but ensuring there is a good structure of tracking and allocating PTO is the most important. Invest in a time-off tracking software to help keep track of all your employees and ensure PTO is being used, but not abused.
Flexible Work Schedule
Flexible work can mean so many different things. This is also another benefit that will depend on the type of work you do, as that will directly sway if and how it’s offered. First and foremost, offering employees the ability to work remotely is number one. This can look several different ways, but some types of remote work can be very appealing to employees and can ultimately weigh heavily in their decision-making when applying for jobs.
It can also mean allowing employees to work flexible hours. While this isn’t always possible it can be super beneficial to them to be able to work around their schedule, especially for those who have children or live busy lives. This is a benefit that is essentially free for you to offer but can be the deciding factor for your employees on whether or not they can work for you.
Mental Health Wellness
Supporting your worker's mental health is just as important as supporting their physical health. This can be done by offering mental health days or just simply ensuring your health insurance covers mental health services. Recently, this has been something more and more employees are requiring from their employers and is another way your company can stand out. Not only this but supporting your employees' mental health shows you truly care and can make a huge difference in the quality of work they produce.
Retirement Plan
Though retirement savings may not be at the forefront of everyone's mind, it is one of the most financially responsible ways to prepare for the future. As an employer, offering some sort of retirement plan such as a 401k or Roth IRA, and matching contributions is a simple, yet impactful way to invest in your employees. This is something many employees look at when applying to jobs and can be a great strategy to use through recruiting. Ultimately investing in your employee’s future shows them that you care about them and will go a long way.
Other Areas of Improvement
While offering your employees tangible benefits is a great starting point in increasing your retention, there are several other non-tangible things that will keep your employees around longer and can even attract new ones.
Employee engagement and workplace culture are two areas that have a heavy weight in the day-to-day operations of your business. Not only will this create a fun atmosphere for you and your employees, but it will also be a great thing to highlight and can directly contribute to the success of your business. Check out these best practices to improve employee engagement and you’ll be well on your way to creating the ideal workplace.
“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.”
Use These Techniques in Recruiting
Once you’ve done an internal review of your benefits and made some changes for the better of your company, you can now turn and use these to help grow your business. Recruiting and hiring are two areas that will directly have an impact on your retention rates. Ensuring best practices are followed in these areas will allow you to bring on the best employees that align not only with your business values but also have the eagerness and desire to be successful alongside you.
Some various ways you can adjust the method you currently hire is through your recruitment process. Take a look at ways you can take advantage of recruitment strategies to be successful in the hiring process. This is where you will make the biggest impact on the future of your company and placing high emphasis on hiring the right people will directly improve your company's turnover.
With that said, the first step is to ensure you are providing your employees with the benefits they need but also providing them with things that not every other company does. This is the best way to make your company stand out from competitors and is the best way to gain top talent and retain it.
Next steps: Begin research on other factors that influence employee retention and start working to improve those!
Employees Are Burnt Out — Here’s How HR Can Offer Support
The COVID-19 pandemic changed the way that many employees think about work. When the virus swept across the globe, people started to realize that there is more to life than just going to a job every day for a company that doesn't really value them as people. This is more than just a fad, and there is even a term for the massive exodus of employees leaving their jobs. It’s called the Great Resignation.
The fact is that many employees are burnt out, and they want to find a company that appreciates their efforts. By understanding burnout and its consequences, your organization can make the changes necessary to turn things around and bring on more qualified candidates. Let’s talk about burnout and how HR can offer its support.
Your Employees Are Likely Experiencing Burnout
The first step to creating a more productive work environment is to understand that many of your employees are likely experiencing burnout or anxiety. Burnout can happen if a worker is pushed too hard with unnecessary tasks, required overtime, and extensive micromanagement.
Burnout can also happen if an employee goes to work every day and does their job but feel that their work is not valued or appreciated, or they believe that they will never evolve past their current role. These are the reasons for the Great Resignation, and your HR team needs to start making changes from within.
It is easy to believe that since the work is getting done and employees are friendly with one another in the lunch room that there is no issue with burnout at your company.
However, the signs of burnout are not always visible, and many employees don’t feel comfortable enough to speak to their managers or call HR to advise that they are feeling burnt out. In fact, even if you send a survey asking them, many employees may feel like their opinion doesn’t matter, and they won’t respond.
Some don’t even realize what burnout is, so burnout is underreported in workplaces. Employees just don’t feel like themselves. Thus, realizing there is an issue and being proactive is key. Teach staff how to recognize that they are experiencing burnout themselves, and take note of patterns in behavior to catch burnout in employees, yourself.
How Burnout Affects the Company
When an employee is burnt out, it will show in their work. Sometimes, an employee may feel like their work isn’t helping the company succeed, and so they may decide to give only half of the required effort. Other times, they may feel like they aren’t appreciated, and so they might intentionally do their work incorrectly. Sometimes, the issue may be that they aren’t excited to go to work anymore, so they might call out more often, so your production timelines take a hit.
The role of the HR team is to talk to every member of the organization and understand their concerns so you can speak to those needs directly. Management and HR need to have an open-door policy where employees feel comfortable enough to come to them at any time and talk. Then, they need to know that management will provide a solution. Employees who feel like HR is lording over them instead of acting as their ally will show their disapproval through their work.
The solution is to help the team feel better mentally and physically and to help them excel in their careers, so they want to help the company succeed.
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Help Them Excel in Their Careers
Now that you know the problem, you need to take action, and you can begin by showing each employee that they are a valued member of the team and that their contributions matter. To do so, open up multiple possible channels of communication, starting with emails and telephone calls. Many remote employees may feel isolated or that they have been forgotten about, so take extra time to find ways to communicate and keep them as valuable members of the team.
Managers can set up instant messaging channels where employees can ask questions and talk about their lives. It is also a good idea to have a video conference at least once per week over Zoom or a similar program, where your team can talk about their accomplishments and maybe share stories about their weekend. That way, they can see their team members face to face and feel like they are present and valued.
Management and HR also need to show empathy to employees when they come to them with concerns. Instead of only listing out the requirements of their job and scolding them if they do not perform, ask them why they are struggling and what management or HR can do to help them out. The solution may end up working for the other members of the team as well.
It is also important to help employees to evolve in their careers so they can feel a sense of meaning in their jobs. Conduct annual reviews and provide feedback whenever possible so they know what they are doing well and how they can improve.
It is also a wise idea to sit them down and ask them where they see themselves within the company in a year. If they want to be promoted, then lay down the steps that they can follow to do so. Do whatever you can to improve the employee experience on a personal level.
You can also try cross-training initiatives or provide opportunities for the employees to network with others in the organization to see if they can find a position that suits them best. If you choose to do so, then you need to set them up for success. Teach them healthy networking strategies, like how to be themselves and start a conversation.
You can also teach them about the dangers of drinking too much alcohol during an event or how to deal with anxiety. Do your part to help them succeed, and they will be forever grateful.
Improve Employee Mental Health
Human resources can also ensure that the employees are feeling good on a personal level and that they aren’t feeling mentally burnt out day after day. You can accomplish this through your benefits program. Make sure that your team has enough sick and vacation days so that overburdened employees feel comfortable enough to call out and refresh their minds so they can be more productive when they return.
Also, ensure that your workforce is provided with plenty of employee mental health resources, including the option of different types of therapy. There are different forms of therapy that can help an employee that is experiencing burnout, including Acceptance and Commitment Therapy (ACT), which can help the employee to manage their difficult feelings and improve their mind frame. Sometimes, just talking to someone can make all of the difference.
Finally, consider the fact that some employees may benefit from a flexible schedule. During the pandemic, many working parents enjoyed the idea of working from home and taking care of their kids during the day. Now that they are back, some employees may still have responsibilities at home, and if they cannot assist their families, then they may be stressed at work.
Consider offering your teams a flexible schedule if they need it. That may mean that you allow them to start later in the day and make up their time at the end of the shift. Or it may be a hybrid schedule where they work part of the week at home and the other part at the office. Studies show that employees are happier overall when they have a flexible schedule, so consider it, and you could see a more eager and productive workforce.
As you can see, it is essential that your HR team is able to identify when employees are experiencing burnout throughout your organization and solve the issue. Focus on the health and happiness of your employees, and they will show their appreciation through their work.
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Tips For Being Productive While Working Remotely
Remote work has only increased throughout the past few years and shows no sign of slowing down. When COVID-19 hit, it led to many companies shifting their employees away from the office and into working from home. Working from home has become the new normal for most, and in many cases has proven to be successful. However, there are now many other aspects to consider when it comes to overall productivity. Compared to working in the office, it’s now easier for people to get ready and start their day without having to budget their time for commuting to the office. It’s also common to have at-home offices that allow for limited distractions and a way to separate work from your personal life. While working remotely has proved to be beneficial, there are times when it can be difficult to stay productive. Continue reading to learn about different ways to increase productivity for yourself while working from home.
Design an Office Space
In an effort to improve your productivity while working from home, it’s important to ensure that you have a proper space to do your work. If you find yourself unable to focus while working from home, it may be because of the lack of a conducive work environment. In the office, it’s easier to get work done because you feel pressure from those around you to be productive; it’s a quieter environment with fewer distractions. It’s important to create a similar office space in your home where you can work without distractions or interruptions as well. Dedicate a room for your workspace so you can have a space to focus on work and nothing else. Make sure the area that you choose for your office is disturbance-free and functional. If the space you're currently using or thinking about using is full of clutter or being used as a multipurpose room, take time to declutter and clean the room so that you are starting with a clean, fresh slate.
While some may have an extra room in their home that they can convert into an office, others may not. If you don’t have a space that you can dedicate as your office, you might have to consider building an additional room or extensively renovating your home. If you’re tight on money or need some financial assistance, consider using a fixed-rate home equity line of credit to help fund any renovations needed for your office space. This allows you to borrow money against the equity of your home as needed to use for a variety of purposes, whether it be for soundproof panels for your workspace, or for buying office supplies. Using this funding option will allow you to be able to finance your office renovation and not have to worry about handling the cost on your own. You can also ask your employer if they offer a home office stipend that can help cover the costs.
Create a Schedule
Working remotely does hold many benefits, but it also brings many challenges. Since you don't have to wake up and get ready to go into an office, you may find yourself putting less effort into your morning routine. While it is easier to be able to wear whatever you want when you work from home, it’s still important to create and stick to a good morning routine. Taking the time to plan out your day the night before will allow you to feel more prepared going into the next morning and help you be more productive throughout the day. When crafting your morning routine, it’s important to create a schedule that works for you and is reasonable. Think of things that you always want to do, but feel that you don't always have the time for. For example, right when you wake up, instead of checking your phone or turning on the TV, take some time to plan out your day with a to-do list of tasks.
When first waking up, it’s a good idea to avoid using your phone right away because it’ll only encourage the prolonged use of electronic devices throughout your day and disrupt your body from properly waking up. Taking the time to plan out your day right when you wake up will help you feel more put together at the start of your day and be able to manage your time more effectively to fit in everything that needs to be done. Another aspect you should include in your morning routine is making an effort to get dressed and ready for the day. Working remotely means that you don’t have to dress up as you would at the office, but setting aside time to get ready can help you to establish that your workday is about to begin and helps to shift your focus into that work mode.
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Establish Good Habits
Even though you're working remotely, make sure that you’re establishing good habits for your workday so you can ensure that you're staying on track. Working remotely offers more flexibility than working in an office, but at times, it can be more difficult to step away from work at the end of the day, or harder to realize when you may need a break. It’s important to schedule breaks throughout the day so you can step away and reset for a little bit, and come back feeling more refreshed and ready to continue working. Different ways to incorporate breaks in your day can be through taking a lunch break away from your desk, going for a walk, stretching, or going to get coffee. Being able to make time to step away is important so you don’t become burned out over time.
Burnout is very common these days and has increased over the last couple of years. The risk of burnout while working at home all day every day is rising. A survey by Monster.com found that 69% of employees are experiencing burnout symptoms while working from home. To reduce the risk of burnout, you should take time for yourself and find ways to alleviate stress throughout the workday. You could also speak with your employer to figure out ways to provide more support for employees so they feel as though they’re not being forgotten about. Having an open line of communication with your employer and coworkers is essential when working from home.
Set Goals
A large part of a company’s success comes from the goals set for themselves. It’s important to set smart goals not only as a company or team but also as individuals. Companies use goal setting as a way to plan out what they want to accomplish and create a plan for how to get there. Similarly to how companies set goals, you should also determine what you want to attain for yourself in your professional career. It’s crucial to write the goals that you want to accomplish down so that you'll be more motivated to get smaller tasks done. You can choose to set long-term and short-term goals that you can track over time and see your hard work pay off. Having short-term objectives to reach at the end of every week or month will push employees to be more productive because they'll want to hit that mark and meet their deadlines. Meeting or exceeding that expectation boosts morale and gives you a sense of satisfaction that you’re achieving something and making strides in your work. Setting achievable goals also provides you with a sense of purpose. There should be an effort made by the company to show employees that the work they’re doing matters. Showing the correlation between the work of individuals and the success of the company for a specific project or task creates value allowing you to see the impact that your work has. Rather than doing the same thing every day with no goal to reach, setting different benchmarks will allow you to feel that you are working towards something.
Along with setting achievable goals, establishing objectives for yourself to meet will motivate you to want to accomplish more and continue to push and even surpass expectations. Having a set list of things to accomplish, it’ll be easier to plan out your days and weeks since you'll have a set amount of time to get things done. This will help you to improve your time management skills as well. Tackling multiple tasks at once requires finding ways to balance your workflow and forces you to avoid procrastinating by getting things done when you have the time instead of feeling overwhelmed because you waited until the last minute.
Working from home has become a norm in society and has proven to be very effective. Yet, there’s still the fear of a lack of productivity while working remotely. To improve remote management, it’s best practice for employers to speak with their employees about ways to improve their productivity skills. Learning how to be more productive while working remotely will allow employees and employers alike to not only feel more comfortable in their roles but also help them to better manage their time and stress.
Introduction to Conflict in the Workplace(and How it Erodes Productivity Culture)
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How to Build a Strong Culture Through Better Technology
As technology advances, so does our opportunity to provide solutions that bring the entire organization together.
By understanding your team’s core needs, pain points, and long-term goals, you can find the best technology to meet them where they are now and in the future.
But with so many SaaS tools and apps appearing left and right, it can be difficult to know which ones your team would thrive with most. From productivity platforms to time trackers to schedule builders, the number of tech options on the market are endless.
However, it’s not necessarily about the tools you choose, but rather why you choose them.
It is about looking for tools that do more than just help you become more productive and focused at work. Finding technology that helps you fulfill your goals and connect your team helps build a strong company culture.
That is why we’ve put together this simple guide to help you build a strong work culture through better technology.
Offer remote and hybrid-work options
Using the right tech tools can offer employees the flexibility to work from home, either full time or part-time.
But you may be wondering … why is that important?
Well, a whopping 97% of surveyed employees stated that a flexible job would result in a huge improvement in their quality of life.
With 41% of workers saying that they’re more likely to consider joining a union now than 3 years ago, it’s not unreasonable for companies to expect a push for workplace rights to guarantee employees a healthy work/life balance. And yes, that means offering remote and hybrid options when possible.
Practically speaking, this could mean offering the option to work from home full-time, part-time, or letting the employee choose their own schedule and workplace. Offering a 4-day in-person work week with the option to work from home on Fridays could be another opportunity to promote flexibility and autonomy.
To encourage a healthy work exchange in any of these scenarios, it’s pivotal to get your hands on team collaboration tools that can help keep everyone engaged, connected, and in the know.
For instance, we recommend looking into remote and hybrid tools, such as monday.com, ClickUp, and Basecamp. These tools have powerful team collaboration features that can keep your entire crew in the loop, productive, and can encourage high morale and employee happiness.
Keep everyone's data safe
Protecting your employees' privacy isn’t a nice-to-have. It’s a must if you want to stay in business, build trust, and promote an environment where your staff feels safe — all of which directly contribute to a strong company culture.
One way you can keep employee data safe is by focusing on providing better data storage. Look into a colocation data center, a facility in which a business can rent space for servers and other computing hardware. Having better data storage and security can lead to better functioning teams and fewer compliance headaches.
Applying change data capture can help you make faster and more accurate decisions with real time data movement so you can process data from a variety of sources — including your SaaS apps.
These data tools may sound a bit extreme, but they don’t just help you house employee data; they can also house other pertinent data, such as proprietary information and customer information.
Other tools you might find helpful are VPNs (virtual private networks) which act as protective data tunnels, and digital data platforms which keep your data safe in the cloud.
Choose technology specific to your industry
There’s something about a tool made just for your industry that makes work easier and more fulfilling than a generic tool ever could.
Industry-specific apps are built with your work in mind so your team can benefit from personalized features they’ll need most.
For instance, transportation and logistics companies use vehicle fleet management software, an advanced technology that optimizes pickup and delivery routes with real-time GPS tracking, weather, and traffic overlays. This kind of tool helps improve drivers' performance and makes their work more efficient and engaging.
And teachers use EdTech software, technology designed specifically to help teachers and students navigate the online classroom. With EdTech on their side, teachers can plan lessons, assign homework, monitor exam progress, and communicate with students and parents as needed.
From the chiropractic industry to retail to banking to even floral design, there’s a tool out there with your industry’s name on it. All you need to do is carve out some time to search for niche-specific software in line with your goals.
When looking for industry-specific technology, keep the following tips in mind:
Look for an app that’s been around long enough to have credible reviews and ratings
Review every tech tool carefully, do the features line up with your needs?
Give the technology a try before investing in it (look for tools that offer free trials or free demos)
Ask your team what they think of the tool
Choose technology that specializes in team building
Form a cohesive unit amongst your team by adding team building technology to your suite of tools.
Team building apps have features intended to help your employees interact with one another in an effort to form meaningful relationships.
One of our favorite team building features is the ability to congratulate or recognize team members for a job well done. Our Workmates solution offers these features which can help promote camaraderie, gratitude, and intrinsic motivation. Basecamp and Asana are examples of two other tools that also offer these features.
When looking for team building tools, consider your staff. What do their personalities, work styles, and strengths look like? What ways would they enjoy connecting with their peers? If you’re unsure, just send over a quick survey or questionnaire so you can hear it from them directly.
Let your seasoned employees have a say
Promoting employee autonomy and trust is essential to building a strong working culture.
When you strike the right balance between employee independence and team collaboration, you create harmony and flow. Every team member has unique gifts and skills, some of which work best in an independent setting and others that are highly effective in a group setting.
That’s why it’s important to let seasoned team members have a say when it comes to the tools they’re going to use.
Seasoned employees understand their roles inside and out. They’ve done their jobs enough times to understand what features they need for autonomous work and which features they need to thrive when working with others.
To help initiate this, consider hosting a few brainstorming sessions where employees can get together, sign up for free trials or demos, and test and rate each tech option.
You can ask your employees to document their thoughts along the way or take it a step further and have them write up some formal reviews.
After your team’s tested a variety of apps, get together for one last meeting to finalize the tools you’re going to use.
Use tools that omit information silos
Information silos wreak havoc on even the best companies’ culture.
Not only do silos contribute to employee confusion and frustration, but they also facilitate a disconnect among teams.
Other than highly sensitive company information, your employees should have open access to all of the data, resources, and tools they need to perform their jobs well.
All-in-one workspaces, a Work OS, and team collaboration tools can help provide employees with the information they need to thrive at work.
Technology can also help omit information silos by:
Providing company-wide status updates
Displaying employee schedules and availability
Providing a central location for handbooks and other important company docs
Tracking task completion in real-time
Displaying assignments, projects, and due dates in real-time
Wrap up
As technology advances, organizations are given a prime window of opportunity to provide solutions that promote a strong company culture.
With an understanding of your team’s core needs, pain points, and long-term goals, you can implement technology that carries them through all phases of their work journey with you.
Are you ready to build a strong culture with better technology?
Here’s a quick recap of how to do just that:
Offer remote and hybrid-work options
Keep everyone's data safe
Choose technology specific to your industry
Choose technology that specializes in team building
Let your seasoned employees have a say
Use tools that omit information silos
And that’s it for today. Thanks so much for reading — we truly wish you nothing but success!
How Employee Engagement Plays an Important Role in Mitigating Workplace Violence
Most people do not expect to be a victim of workplace violence. Some jobs, such as police officers, members of the military, and first responders, may expect to experience violence from offenders. However, offices, restaurants, or healthcare workers often find themselves unprepared in the case of workplace violence. Unfortunately, workplace violence can be a problem worldwide in all industries.
As a result, it is crucial to use an employee engagement strategy to mitigate workplace violence. You can significantly reduce workplace violence by properly communicating with your employees and educating them on proper behavior with training videos. Posting a guide with steps to follow and who to consult in the case of violence, installing panic alarm systems, and fostering teambuilding shared experience are all proactive solutions to mitigating workplace violence. While there might still be breakthrough cases, violence will occur at a lower rate.
Train Employees and Workplace Standards and Violence Reduction
Employee engagement is your number one tool to mitigate workplace violence. Preventative measures are crucial to eliminating violence in the workplace. As a result, classes and training videos on workplace standards and violence reduction should be a part of employee training.
When employees start working for a new company, they often need to complete training courses and general requirements before beginning in the new position. Regardless of the position, they need to learn the ins and outs of the company so that they are prepared to do their job to the best of their ability. During training, you can incorporate lessons on violence reduction.
Types of Workplace Violence
Violence in the workplace comes from one of two places. Firstly, employee-on-employee violence can occur and is the more challenging version to eliminate. However, the other version, customer-on-employee violence, is easier to avoid.
To avoid customer-on-employee violence, you can teach your employees about conflict resolution. Teach your employees how to understand and recognize anger. By learning how to recognize anger, employees will be able to notice when situations are getting out of control.
Once employees know how to recognize anger, you can look at best practices for informal de-escalation training. Teach your employees how to find the real cause of frustrations so they can talk with the customer about a solution.
While these solutions are great for when anger arises from customers, you can also use them when employees have arguments among themselves. However, since these relationships are more interpersonal than those with customers, mediation is also important.
Teach Employees About the Importance of Mediation
If an employee notices a conflict growing between them and another employee, they need preparation for what to do next. Level-headed employees who have received mediation and workplace violence training will be able to resolve the problem before violence ensues.
Calling for a mediator is one way to troubleshoot a conflict and engage employees in important workplace violence avoidance. An employee can bring in a manager, supervisor, or another employee to resolve the situation.
However, many conflicts may need resolutions from superiors than other employees; this is when a supervisor should step in as a mediator.
When an employee brings in a mediator, that individual should leave all assumptions about the employees and situation behind them. They should enter the situation with an open mind to accurately determine how to proceed.
Encourage Employees to Engage with Supervisors and Human Resources If a Situation Gets Out of Control
Employee engagement is crucial to mitigating workplace violence. As a result, when employees go through their training videos, you can teach them to engage with supervisors and human resources in uncomfortable situations.
If employees have access to a workplace communication network, they are more likely to engage with it. The network must be easily accessible, or they are unlikely to bother with it.
Additionally, members of the communication network must be understanding and friendly. If they are confrontational, aggressive, and quick to blame the person coming to them with the problem, employees will resolve conflict in their way.
If you are a company owner, you are responsible for hiring the right people as managers and supervisors to maintain good company culture. While these people are in charge of your employees, they need to treat them like equals. If managers treat their employees right, those employees are more likely to come with them when they have concerns about their coworkers.
Install Violence Prevention Devices
Customer-on-employee violence is more likely to occur, and customers are less likely to listen to reason than employees. As a result, you can install workplace safety devices to avoid conflict.
Use Workplace Bonding Activities to Engage Employees and Build Relationships
The best way to engage employees is with each other. If you notice workplace violence is higher in your workplace than is acceptable, you need to ask yourself what the problem is. While it is not easy to eliminate toxicity from the workplace, you can change things with new employees.
When new employees start in the office, hold group activities, so everyone can get to know each other. A monthly all-hands meeting with food and drinks would be a good way to foster casual interaction and help form bonds. Playing games and creating friendly competition are good icebreakers and help employees learn about each other as people.
The game does not matter as long as it is fun and encourages employees to laugh together. Friendship is the best mitigating factor against workplace violence. Team building and shared experiences foster relationships and understanding among coworkers.
Final Thoughts
Workplace violence is becoming more prominent throughout all industries. While it is impossible to eliminate it from every workplace completely, there are things you can do as a boss to mitigate it. Employee engagement is the best tool at your disposal to mitigate workplace violence.
Required training for all employees, knowledge of the proper steps to take in a potentially violent situation (such as consulting with a mediator), installing devices such as wireless panic buttons within the workplace, and shared team-building experiences between employees are all potential ways to engage employees and reduce violence in the workplace.
How Much A 4-Day Work Week Saves in Times of Recession
Let's face it. Times are changing and along with it is the way we view work. In today's economy, the needs of employees are changing. Many employees are now willing to stick with companies interested in their personal development and in improving their work-life balance. And companies need to reassess older workplace traditions and move to more modern ones.
Around the world, the concept of a four-day workweek is gaining popularity rapidly as many employers believe it improves employee engagement, productivity, and work-life balance. But what do employees themselves think about the prospect of moving to a four-day workweek?
A survey showed that 92% of employees in the United States would happily welcome a shorter workweek. And as we all know, keeping your employees happy is key to the success of your business and achieving your goals.
According to Colin Palfrey, CMO of Crediful, "Many employees are changing the way they want to work, and if you want to keep them happy and committed, then adopting a four-day work week might just be the way to go."
The days when the traditional 9 to 5 worked for employers and employees are slowly fading away. Many people working 40 hours every week argue that they do not need all that time to finish their job and can achieve the same results by working part-time.
But how does a reduced work week affect a business's bottom line, particularly during an economic downturn? In this article, we will explore the benefits of this shorter work schedule and the cost savings of a four-day workweek in times of recession.
Advantages of a 4-Day Work Week
The idea of a four-day workweek has been around for quite some time. Even though it has yet to materialize on a large scale, many companies have been experimenting with it to find out how it can improve employee happiness and productivity and make the workplace more appealing.
Below are some of the numerous benefits of a four-day workweek and why you should consider implementing it in your workplace.
Better Employee Engagement
Undoubtedly, many employees will jump at having a four-day workweek and a three-day weekend. By knowing they have a three-day weekend, employees will be happier, more motivated, and more engaged.
A study found that implementing a flexible working arrangement, like a four-day workweek, and giving employees praise and recognition can significantly increase employee engagement. It's important to remember that a company's success depends on the levels of their employees' engagement.
According to Ben Michael, Practicing Lawyer and Founder of Michael and Associates, "Every company looking to create a happy work environment, produce better quality work and outperform its competitors must continually strive to keep its employees' engagement. And one of the best ways to achieve high employee engagement is by adopting a four-day workweek arrangement."
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Reduced Employee Burnout
Employee burnout leads to poor performance because employees are less creative and productive and can't give their best. Employees who work too many hours risk higher stress levels and burnout. By reducing the number of hours worked, there will be a significant reduction in the number of employees feeling burned.
Not only does burnout affect employees' mental health, but it also affects their physical health. By transitioning to a four-day workweek, businesses will help employees feel less stressed, happier, and better mentally and physically, enabling them to give 100% every time they show up to work.
Improved Employee Retention
In today's world, it takes more than just a good salary to attract and retain the best talent. Many employees now factor in perks that can improve work-life balance. And one of the most important perks these days is a four-day workweek.
According to Anthony Martin, Founder and CEO of Choice Mutual, "Many employees give high regard and want to work for companies that show genuine interest in flexible employee schedule and work-life balance. Adopting a four-day work week will surely give you a great competitive advantage when retaining employees."
In fact, according to a 4 Day Week Global study, 63% of businesses reported that they could attract and retain talent easier with a 4-day week. There is enough evidence to suggest that a four-day workweek is a solid incentive to keep your employees on board.
Reduced Carbon Footprint
Now, more than ever, climate change is a defining issue in our lives, and there is a continuous search for measures to remedy the situation. And one of the many benefits of a four-day workweek is a smaller carbon footprint, which is just what the environment needs.
Shortening the work week means that employers and employees don't have to commute as much, and large office buildings are used one day less. It might not seem like much, but every reduction in carbon dioxide emissions is a win for us and the environment!
Potential Cost Savings of a 4-day Work Week During Recession
During an economic downturn, companies must adapt and adopt measures to sustain company growth. A 4-day work week has been proven effective in helping businesses save costs and keep their operations going in times of recession.
Here are a few potential cost-saving effects of a 4-day work week.
Increased Productivity
Increased productivity is the best way a four-day workweek can save you money. If your business is productive, it implies that you are using fewer resources to complete tasks without compromising quality.
According to Stephan Baldwin, Founder of Assisted Living, "Adopting a four-day work week at your company is a great way to make employees happy and motivate them to give their best to bring more productivity to your business. This way, you'll earn and save more."
In addition, employees who work five days a week are usually overworked and less productive on average compared to employees who work four days a week. Offering employees a four-day workweek is a great incentive to push them to work harder and more diligently.
Saving on Hiring Costs
A 4-day work week greatly benefits employees and motivates them to work and stay longer at your company. Thanks to a 4-day work week, you will see a significant increasein employee retention, engagement, and loyalty. And consequently, you will save costs associated with hiring and training new employees on your company culture.
According to Jim Pendergast, Senior Vice President of altLINE Sobanco, "The best option for a business looking to save on hiring costs is to retain good employees rather than trying to replace them, as this will almost always benefit your business in the long run. If you keep maintaining and building on the talent within your company, success will follow."
In this era of the Great Resignation, where it is becoming increasingly difficult to find the right recruitment strategies for successful hiring, moving to a four-day workweek can help your company stand out and help keep your current employees happy and productive.
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Lower Office Running Costs
Shifting to a four-day workweek reduces overhead expenses such as electricity and other office costs. Cutting such costs would save you a lot of money with time.
In addition, office supplies will last longer, and equipment such as printers, scanners, and copiers will depreciate slower. Fewer work days also mean you have to spend less on Janitorial services. By adopting a four-day work week, you'll be surprised with how much extra you will have in the bank.
Save more on Employee Perks
Employee perks are great, but they can quickly consume your budget. But by cutting a day out of the work week, you can reduce the financial impact such perks have on your business.
For example, some businesses offer their employees commuter benefits, catered lunches, and gym reimbursement. By dropping one day out of the work week, your company will save thousands - if not tens of thousands - on these perks, depending on your size.
Conclusion
The four-day workweek will only get more popular as more companies strive to find better ways to cut costs while maintaining or increasing productivity. Even though there is no one-size-fits-all approach to it, taking advantage of the numerous cost-saving opportunities of a four-day workweek is what you need to save in times of recession and propel your business to the next level.
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What Solutions are offered by I-9 Compliance Software?
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.
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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.
How HR Technology Is Helping Businesses Grow
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.
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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.
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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.
5 Strategies for Engaging Government Employees
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.
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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.
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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.
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Author Bio:
This article is written by a marketing team member at LIKE.TG. LIKE.TG is a leading provider of proven HR solutions, including recruiting, onboarding, employee communications engagement, and rewards recognition. Our user-friendly software increases employee productivity, delivers time and cost savings, and minimizes compliance risk.
6 Tips for Your HR’s Remote Employee Onboarding
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.
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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.
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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
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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!
How to Manage a Remote Development Team: 6 Proven Strategies
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.
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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.
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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.
The Benefits of Mobile HR Apps To Increase The Productivity
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!
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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.
10 Big Recruitment Challenges and Solutions You Need to Be Aware of in 2023
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.
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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.
10 Essential Skills Every Manager Must Have for Leadership Success
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.
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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.
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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.
Inflation and Salaries - what HR managers should know
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.
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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.
5 Tips To Prepare an Online Employee Onboarding Process (with Examples)
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.
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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.
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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.
How Employee-generated Content can be Helpful for Recruiters and HR?
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.
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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.”
9 Workplace Chat Apps for Smooth Office Communication
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
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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
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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
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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
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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.
5 Key Factors That Keep Your Employees From Leaving
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!
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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.
