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Disruptive HR Trends: Loud Quitting vs. Quiet Quitting
The current labor climate presents many challenges for today’s HR professionals. Across all sectors of activity, we are seeing a rise in employees leaving their jobs. It’s gotten so bad there’s even a catchy, if not overdramatic, word for the phenomenon: The Great Resignation. And currently, in the US, there is a labor shortage that, in some regions, has gotten to the point where there are twice as many job openings as there are people looking for jobs.
Workmates by LIKE.TG can help improve employee recognition and reduce the rate of quiet quitting. The software allows for an easy and streamlined process for managers to provide regular employee feedback and recognition, which can help boost morale and engagement. It also includes tools for employee self-evaluation, which can help identify areas of concern or dissatisfaction before they escalate. By staying attuned to employee needs and proactively addressing them, companies can help prevent the disengagement that leads to quiet quitting.
With the difficulties HR managers are currently experiencing in filling open positions, the problem is further exacerbated by an overall decrease in employee retention rate. HR professionals are having to fight the battle on two fronts. The rise of both quiet quitting and loud quitting is only one of the recruitment challenges to be aware of in 2023, but it does give us the opportunity to open our eyes, examine the factors that contribute to a growing problem, and look for lasting solutions.
In this short article, we’ll take a closer look at some of the factors that are contributing to a low employee retention rate, what preventative actions can be taken, as well as the subtle and not-so-subtle signs that an employee may be on the verge of leaving–either quietly or loudly.
What Is Quiet Quitting Compared to Loud Quitting?
Both quiet quitting and loud quitting are expressions of a frustrated employee, one who either feels underappreciated, taken advantage of, or simply not given the opportunity to express their talents in a meaningful or rewarding work environment.
The difference lies in the way the employee chooses to express his or her frustration. In quiet quitting, the employee chooses to physically remain at their job, though emotionally, they have checked out. They disengage, put in less effort than they normally would, and opt for a more passive-aggressive way to show their discontent.
Loud quitting is more demonstrative. In loud quitting, the frustrated employee will vent, either to their employers or on social media (if not both). In some instances, loud quitting isn’t really ‘quitting’ at all. It is a negotiation strategy wherein an employee will ‘loudly’ state their objections to either the work environment they are in, the leadership they are working under (or lack thereof), or the compensation they are being offered. Regardless of the motivation behind loud quitting, it remains an employee’s expression of frustration and discontent.
What Are the Root Causes of Quiet Quitting and Loud Quitting?
We’ll start at the core and work our way outward. We could boil down the root causes of both quiet quitting and loud quitting to employee frustration.
Employee frustration stems from reality not lining up with expectations. The reasons for this could be multiple, and we’ll take a look at some of the more common examples of those in a bit. But we can avoid quiet quitting and loud quitting by avoiding frustration, which in turn means stacking the odds in our favor so that reality lines up with expectations.
Expectations
Avoiding employee frustration begins at the recruitment process. In an effort to fill open positions during a period of drastic labor shortage, many HR professionals oversell the position. This will inevitably lead to problems down the road. Reality is unlikely to line up with the high expectations created in the mind of the recruit.
Ask yourself: Is it better to take longer to fill an open position but have the employee stay at the position for a long time or to fill the position immediately but have to repeat the process a few months later? In most instances, HR professionals prefer the former to the latter.
Similarly, in an effort to land a job, many job seekers will overstate their qualifications. This, as well, will lead to problems down the road as reality is bound to set in and fail to line up with the expectations the job seeker has set in the mind of the recruiter. To a large extent, this is par for the course. However, there are measures HR professionals can take to curb the negative effects of this common practice.
Consider placing a greater emphasis on soft skills as opposed to technical skills or industry-specific experience. A candidate who shows that they have a high capacity to learn and adapt often has more staying power than a candidate with purported technical skills that are most likely overstated.
Stagnation
Employee frustration sets in when there is a lack of growth. Quiet quitting is synonymous with disengagement, and an employee who is not challenged and who does not grow, learn, and develop has very little reason to engage.
Again, avoiding stagnation begins with the recruitment process. Every job description should anticipate growth and employee development. It is not enough for a job description to state what the role demands. It must also identify and define what the role will do a year, two years, etc., down the road.
Communication
Employees need a clear channel of communication to voice their concerns, ask for assistance, or gain a better understanding of the tasks they are responsible for completing. Without this possibility, employee frustration is inevitable.
In fact, loud quitting is characterized by an employee venting his or her frustration in a demonstrative way (often online or on social media platforms), ways that circumvent or ignore a company’s internal communication channels. This is clearly an indication that the employee doesn’t feel like they can have their frustrations heard and addressed by management.
Sometimes, it is not enough to have channels of communication open for employees. Some people are by nature timid or non-confrontational. In these instances, their frustration manifests in apathy or disinterest (quiet quitting). For such people, reporting requirements such as regular requests for feedback and regularly soliciting suggestions for improvement are needed.
When it comes to communication, there isn’t an optimal one-size-fits-all method. Instead, have a talk with your employees and ask them for insights as to how you can best provide them with comfortable and effective means for them to share their concerns should they have any.
Having clearly defined and agreed-upon expectations, fostering growth and development, and keeping clear lines of communication open are the pillars of workplace culture. And workplace culture and employee engagement go hand in hand. Improve workplace culture to improve employee retention.
Introduction to Conflict in the Workplace(and How it Erodes Productivity Culture)
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What Are the Signs of a Disengaged Employee?
When an employee loses interest in their work, it shouldn’t come as a surprise to the employer. There are tell-tale signs that are easy to spot when looked for.
A decrease in productivity - Lack of motivation isn’t the only potential cause for a drop in productivity. However, even if there is a different cause, chances are high that a decrease in productivity will also lead to a decrease in interest in the job.
An increase in absences or showing up late more frequently - Physical withdrawal from the workplace is a dead giveaway of employee frustration.
Unwillingness to accept praise or criticism - When an employee balks at accepting praise or recognition for their work, that might not be due solely to humility. Often, frustrated or disengaged employees will seek to distance themselves from their work. This can translate to a refusal of ownership: not accepting either praise or criticism since they don’t feel like the work represents them or what they are capable of.
Negativity - Complaints or criticism of an employee’s work or the work of their colleagues ceases to be constructive when it comes to characterizing the overall impression of that employee. It often takes a good leader and a good communicator to sift through the negativity to find the root cause of the problem.
Conclusion - What Preventative Measures Can Be Taken to Avoid Quiet Quitting and Loud Quitting?
Both quiet quitting and loud quitting stem from employee frustration. This problem is best anticipated right from the hiring process. Make sure to be clear, specific, and honest with your expectations for the employee in the role they are given. Additionally, it is also vital that the role be anticipated to grow.
An engaged employee is one who is challenged, learns, and grows on the job. Every employee wants to be better a year down the road than they are right now. Without an employee developing and expanding on his or her skills, they will inevitably become stagnant. Stagnation leads to complacency, which leads, invariably, to apathy.
Provide your employees with opportunities for growth and development. Even demand that of them.
Identify what methods of communication would best suit an employee’s specific individual character. Avoid implementing a one-size-fits-all approach to communication. Everyone is different, and identifying then respecting those differences is key to developing good communication.
How to Have Positive Workplace Culture in the Healthcare Industry?
The healthcare industry includes services and goods that help in treating a patient. It is easily the most stressful industry. Occupational stress is prevalent among healthcare workers, so it is essential to create a positive workplace.
Workplace culture involves a set of values and beliefs that help in the interaction between employees and managers. The workplace culture can highly affect how the healthcare organization is run, whether a clinic or a hospital.
A culture cannot be enforced, and building it is not easy either. However, it is essential to create an environment that fosters the importance of employee appreciation; so it can be favorable to the organization.
Workplace and Stress
Work stress can be considered as the stress and harmful responses that occur because the employees cannot match the job requirements. Many things can cause stress in a workplace, including excessive demands, having no support, sudden role changes, and many more.
The environment created in the workplace can also play a role in the stress of the worker. For example, the employment disputes that workers face can cause tensions within the workplace.
Having stress in the workplace can lead to low motivation, performance, productivity, and morale, and the chances of acquiring ill health are higher when there is stress among colleagues.
Work-related stress is prevalent, and working for long hours or having an increased workload can be exhausting physically and mentally.
Maintaining a positive workplace culture is essential in understanding the impact on employee well-being. It will provide employees with much-needed comfort and ease while working. That, in turn, helps the organization to grow better as productivity increases.
Occupational stress is faced by many employees regularly. Ensuring an employee doesn't suffer through this to promote productivity is essential.
Healthcare Workers and Challenges
Healthcare workers have challenging working conditions. Especially those treating patients have to make sure that they take care of the physical and mental health of the patient as well. Work in the healthcare industry can be insanely stressful, especially since it is unpredictable and demands physical work; it can also be tiring. It can also cause financial problems.
They are also prone to exposure to hazardous materials and are likely to contract diseases. For example, when the pandemic hit. It was tough for healthcare workers to adjust to wearing the hazmat suit and so on, and it added to the already existing stress, grief, fatigue, and strain.
Healthcare workers are trained to take care of the well-being of others before themselves. This trait can be admirable to a patient; however, it can harm the worker who does not focus on their health. The pressure on healthcare workers is quite different; they face emotional situations daily. They have extensive exposure to suffering and injuries, which can cause a stressful environment for health workers.
What is Positive Workplace Culture?
All workplaces are different and have different types of stress related to the occupation. However, having a positive workplace culture can help in the growth of the organization and the growth of the employee.
A positive workplace culture is where the employee's well-being is prioritized by supporting them and policies that respect and create a positive and safe work environment for the employee's growth. In a positive workplace culture, there aren’t many employment disputes that workers face.
Studies show that having a positive work culture can help the employee have better health, promote a better job, and increase employee loyalty. An employee can increase their confidence and skills in a positive workplace.
It is essential for health workers because their work involves a lot of strain and stress; having a positive workplace and a proper support system can help improve the individual.
A great corporate culture is created and maintained by its employees, which includes you and your colleagues.
Supporting your coworkers is the first and most fundamental thing you can do. Get to know them as individuals, not simply as workmates.
Recognizing and congratulating team members for their contributions is an excellent approach to setting an example and promoting a better culture.
Having a positive workplace culture can help the employee in many areas, it is essential to maintain a support system that will help the society through the employee and promote the betterment of the society.
How Can Workers Help in Creating Positive Workplace Culture?
Communication Within
An employee should be available for communication with their colleagues and employers, and they shouldn't make themselves distant.
In a fast-paced environment, like the healthcare industry, it is hard to maintain inclusive internal communication. Including internal communication software for your company will ensure that all employees are heard and informed, which will ensure a positive workplace.
Regular feedback about their performance can help employees understand more about themselves and get pointers to improve. The feedback doesn't necessarily have to be from a higher position; getting and giving feedback to other employees will help them better themselves. Employees should also be available to communicate with their colleagues, and the managers should ensure that an opportunity for the same is also created.
Workers Must Have Opportunities for Growth
When you connect with your colleagues, you are creating a positive ally, a potential ally. Creating an environment with friends or acquaintances can increase your growth potential.
Most employees want to better themselves in any way possible. An organization that provides employees an opportunity to grow and the tools required will have a positive culture. It can be on-the-job training, a specific project or goals, etc. These can help the employee feel more valued and better themselves. The growth of the employee is the growth of the organization.
Collaboration Among Employees
Organizations encouraging collaboration among employees are likelier to have better productivity and performance.
Employees can learn from each other and boost each other's performance by creating unity among the employees. It is essential to create a social network within the organization that is supported by the company, which will help create a network within departments. Activities like a potluck, games, a day outing, or even an unofficial party can help employees unwind and relax.
Workers Must know Their Purpose
Along with creating unity, employees must realize their purpose and importance. It is important to create a purpose-driven vulture.
The company's goals must focus on a core value and should be detectable in the organization's actions. These goals and core values should be understood and maintained by the employee. By doing so, employees can support each other and help in their growth as well as the organization's growth. Having a purpose and following through must be essential characteristics of a positive culture.
Using the LIKE.TG, you can help understand employee work mindsets and needs to build a more effective workplace culture. Workmates by LIKE.TG® helps you connect, engage, and communicate easily with your most valuable employees. The employees are better engaged with the business and one another, thanks to the LIKE.TG work platform, which they can use to comment, react, and provide feedback immediately from their desktop or smartphone devices.
Features of Workplace Culture in Health Work
In addition to the above points, a healthy work organization must have a positive workplace culture. Below are a few necessary points for the betterment of the workers and the organization.
Leadership
Workers need to have healthy leadership. Having a proper leadership system can help grow the healthcare organization.
It ensures that the organization and the employees to the right path and serves the organization's good. Leaders have the power to change the direction of the organization and its growth.
Organizational Practices
These practices have to be reflected in the actions of the worker, even in their day-to-day work. Also, establishing a proper communication system will help create a well-structured environment. There should be transparency between the departments, and it is essential there shouldn't be double standards within the departments.
Employee experience
Making sure that the employees have the required tools can help them perform a better job. Consider making small or even huge changes to better your employees, making them more comfortable.
Creating a positive employee experience plays a huge role in the experience of both the employees and the patients they treat. An employee needs to be comfortable and confident in their workplace.
Adapting
A healthcare organization does not have a rigid routine; things change, and the organization has day-to-day changes. It is essential to focus on the changes and ensure that everything runs smoothly despite the fast-paced environment.
The changes, however, should be healthy and ensure the employees can follow through. They have to be provided with the proper support for the same.
“I can’t say this enough: Without LIKE.TG, we could not have communicated important project information or demonstrated that we could take on an increased workload. We now provide real-time workforce statistics and productivity reports that have helped us win more projects.”
Shirley Garcia Auditing and Operations Administrator of Medlinks Cost Containment, Inc. and Medlinks Staffing, LLC
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Why is a Positive Workplace Culture Important in Healthcare?
The main aim of a healthcare worker is to save a life. From a security guard to the administrator, every employee is trained to do their best to help a person be healthy and possibly save their life.
A positive workplace must surround the workers despite being in a place shrouded in misery and grief.
An organization with a better and positive workplace culture has a higher chance of developing better collaboration, solutions, and better patient services.
The workplace culture in the healthcare industry is not so different from the corporate workplace. It is still a collection of complex values and a lot of shared beliefs
More importantly, a positive workplace will build trust and confidence among the employees who provide patient services.
A healthy patient who feels welcome and valued will help boost morale, and the staff must provide the necessary care.
Why Avoid a Toxic Workplace Culture?
Economic Cost
A toxic workplace culture has a higher chance of reduced performance. It means that the economic performance of the organization can be greatly impacted. It can cause a downward spiral in the organization, affecting the employee and the care provided to the patient. It can also turn into a recession and end the organization.
Trust
Having a poor culture can lead to unethical behavior. Following ethical practices are very important, especially in the healthcare industry. That can lead to destroying trust, and this can also affect the patients that come in. A healthcare organization must follow ethical actions and contribute to a better society.
Well being
A toxic workplace can affect the employee's health, directly affecting the organization's and employees' growth. Conflict at work and harassment are just a few reasons that can affect an employee's mental and physical health.
Relationships
Poor culture affects the relationship between the organization and departments. A negative workplace can cause a person to go into depression or create an employee burnout because of the unhealthy environment. An organization can improve society.
Simple Ways to Create a Strong Work Culture
Employee Orientation - Simple things like giving a gift to a new hire, greeting, icebreaker sessions, etc.
Mentorship / Guidance - To help in the guidance and for employees to receive feedback. Doesn't necessarily have to include higher authorities.
Team Building - Training programs, team building activities, etc. for an efficient team.
Collaboration - Games that require group engagement, like an escape room, board games, etc. provide a platform to get to know other employees.
Social Events - To improve satisfaction, events like a potluck, casual Friday, happy hour, and so on can be added. Even unofficial gatherings may help.
Leadership - Leadership can help keep a positive attitude, and including them can also play a huge role in a positive culture.
Brainstorming - Encouraging employees to share and incorporate their ideas can help them feel more valued. It can also help promote communication.
Innovative ideas - Ideas should be enforced to ensure the culture isn't stagnant and consistent improvement is required.
Conclusion
Encouraging a positive workplace culture is essential since a toxic and bad work environment can cause stress for the employee and the organization. It can affect the employee's growth; they require support and connection to help reduce the strain caused in the workplace. A positive workplace culture will help promote growth and create an organization with core values and beliefs that the employees follow.
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The Evolution of Employee Experience in The Workplace
The working world of 2023 is almost unrecognizable when compared to the societal norms of our parents and grandparents. In fact, the way the average American navigates their workplace is likely to be dramatically different today than it was even a few short years ago prior to the global pandemic.
Data published in 2022 illustrates just how much the employee experience has evolved since the start of the decade, finding that 26% of the US workforce is now employed in an entirely remote role, 74% of US companies are planning to implement some degree of hybrid work model in the near future and 37% of businesses now employ some form of AI technology in order to support essential operations.
The evolution of the employee experience is an ongoing process that doesn’t seem to be slowing down any time soon, with a recent UK-based four-day workweek trial seeing such success that 91% of involved companies intend to continue the schedule indefinitely. But how did we get here? And what will the future of work look like? Let’s explore the evolution of employee experience in the workplace.
20th century work
The traditional relationship between employer and employee has always been based on utility. Businesses had work to complete, and workers were in need of money, outside of this arrangement little thought was ever directed towards the benefits and perks issued by today’s HR professionals.
The only resources available to staff were the tools necessary to get the job done, that means no wellness programs, flexitime, mandatory breaks or considerations towards employee feedback, just a basic agreement that if X amount of product was produced then X amount of money would be paid.
Of course, HR did exist back then, with the first recorded US human resources department being formed at the National Cash Register Co in the early 1900’s. Though the roles and duties performed by HR teams in this era of work were far less involved than those mandated for all workers today.
Improving productivity
As industrialization began to shape modern society into a more profit-driven economy, employers turned their focus towards optimizing productivity and employee performance. In the modern era, teams can turn towards smart HR tools like time tracking software and PTO management systems to fine-tune productivity without causing staff burnout, though traditional methods were not so kind.
The employee experience was not yet considered an important aspect of a healthy workplace, and automating repeatable tasks using robots and AI wouldn’t be possible for decades, leaving workers to be driven to exhaustion by stopwatch-wielding managers determined to speed up essential processes by any means necessary. Often just to shave off a few seconds of time to further maximize productivity.
During this era, workers’ rights movements would gradually become more involved in trying to improve the employee experience by advocating for improvements towards equality, better working conditions and a larger focus on health and wellbeing, with HR being integral to these changes.
Employee engagement
As workers’ rights movements began to enact meaningful change towards the end of the 20th century, employers began to understand the value of loyalty and engagement in the workforce. By appealing to the needs of workers and facilitating a positive work environment, staff are far more likely to remain loyal and engaged, with data suggesting that these efforts can lead to a 12% increase in productivity.
This shift towards a more needs-based employment model has formed the foundations of the modern employee experience, with HR tools such as recognition and reward programs existing to ensure that all high-performing employees feel respected and valued as an important member of the workforce.
Engagement is one of the most talked about aspects of the modern work environment, with efforts to retain valuable members of staff often dependent on which perks and initiatives HR teams are able to offer in order to improve the employee experience. Thankfully, in the modern era these processes can be streamlined and optimized through the use of integrated and intelligent HR management solutions.
The modern employee experience
Business owners and HR professionals across all sectors now understand the value of facilitating a happy, engaged and respected workforce, leading to the modern pursuit of creating a working environment in which employees want to be at work, to exceed expectations and to build careers.
HR teams and managers have several tools at their disposal to cultivate such an employee experience, with the three main pillars of this process being culture, technology and the use of physical space, though to truly succeed in appealing to the workforce, it’s essential that teams understand their employees.
Modern HR tools are designed to leverage analytics and combine data insights with personal testimonies to help employees and HR professionals find solutions that uplift entire organizations. By measuring everything from collaboration metrics to new and predicted workplace trends, advanced HR software is able to nurture a proactive and positive company culture equipped to provide benefits beyond productivity.
By optimizing recruitment and onboarding solutions to find the right staff who share the same workplace values, attitudes and standards, HR professionals can help to build high-performing and optimistic teams. By implementing intelligent performance management systems into daily operations, managers can help staff achieve critical goals and advance much further in their careers. In short, modern HR tools are very much the foundation on which the modern employee experience is built, delivered and maintained.
The future of the employee experience
Though the employee experience has drastically improved in recent years, advancements in technology and changing attitudes towards work look set to provide further benefits in the near future. Whether it’s the use of an AI-powered camera system to improve parking management or an elevator access control system to improve on-site security and convenience, technology is primed to aid all employees.
Technology also helps to facilitate remote and hybrid work models to help employees achieve a healthier work-life-balance, with collaborative software, virtual meeting programs and even remote onboarding solutions able to provide employees with more flexibility and respect within their roles.
By addressing the needs of employees through the use of technology, organizations can retain high-performing staff members and ensure that they feel satisfied and respected at work, which in and of itself can increase staff retention rates by as much as 110% and workplace engagement levels by 55%.
Summary
The evolution of employee experience in the workplace has a long and storied history, from traditional working environments solely focused on productivity to modern organizations centered around wellbeing and engagement, technology and analytics have helped to change the way we work for the better.
By utilizing intelligent HR tools and investing time into understanding the needs of employees, modern workplace cultures are positioned to produce positive and truly productive teams, though the pursuit of the ideal employee experience is ever changing and aided by further advancements in technology.
For organizations to stay ahead of changing attitudes, and position themselves to provide new and existing staff with the resources needed to succeed, decisions must be made with the informed insights and analytics produced by well-integrated, maintained and intelligent HR solutions. This way teams can ensure that the evolution of the employee experience continues to benefit staff and businesses alike.
Healthcare Employee Retention: Is Positivity the Answer?
Every healthcare business is dependent on its workforce. Your staff are key to winning the trust of your clients and ensuring they have faith in the medical support you provide. But once you’ve built a strong team, there’s still an obvious concern: losing them. Sadly, employee retention can be a very real problem—especially for those in the healthcare sector.
What’s worse is that the issue only seems to be becoming more prevalent. A Gartner study forecasted a shocking 20% increase in employee turnover in a year. For your healthcare business to be successful, you need to make sure you retain employees.
So, what’s the best way forward? In this article, we’ll show how positivity could be the solution.
Introducing Positivity in Your Workplace
At this point, you’re probably wondering, ‘how does positivity help?’. After all, you’re likely already taking steps to retain your workforce. This might include implementing a healthcare payroll system, so staff always get paid on time. You may have a rewards program involving nominating an employee of the month, for instance. Perhaps you even run occasional office parties to boost team morale.
There’s no denying that the above steps can help, but to persuade employees to stay long-term, they need to feel like valued members of your team. To achieve this, positive feedback loops are key.
What is a Positive Feedback Loop?
You probably already conduct an annual engagement survey, or something similar, to collect occasional feedback from your workers. What are they happy about in the workplace? What could be improved? However, positive feedback loops take this process one step further.
Instead of asking occasionally, you seek feedback regularly. For example, pulse survey questions are brief and regularly completed to get a continuous idea of your employees' views. Once you’ve gathered responses, you actively work to implement changes in the workplace. When these are in place, you request feedback again. As the name suggests, the process repeats continuously.
With a positive feedback loop, you’re always working to improve the workplace for your employees. In addition to supporting employee retention, this brings several other benefits, including:
A more positive workforce. The changes you make will be reflected in the attitudes of your employees. When it comes to healthcare, a happy and positive workforce is key to winning the trust of clients.
Support for remote employees. Don’t let remote work get in the way of a positive workplace experience—virtual or otherwise. For example, listen to remote employee concerns and then use Teams to facilitate stronger relationships and closer working.
Better internal processes. By listening to employees and their constructive criticism, you can identify inefficient processes. Addressing these issues will help you build a more streamlined organization.
Improved communication. To build strong teams, members mustn’t feel nervous about leaving feedback. By actively seeking responses, you give them the confidence to express their concerns and ask questions.
More applicants. When advertising job openings, a positive workplace will seem more attractive to applicants. This means you can choose from a wider pool of talent when hiring new employees, helping to ensure you make the best decisions.
Applying Feedback Loops
So, we’ve established some of the major benefits of positive feedback loops, but how do you go about implementing them? Let’s now look at the process step by step.
Start with a Clear Goal
Success will be limited if you don’t plan ahead. To make effective improvements, focus on specific areas of your business. Generally, this means taking the time to consider individual pain points. Are there any particular processes within your organization that employees are struggling with?
Say you’ve introduced a Gmail for Slack integration. While this is a clear improvement, saving time and resources, some employees may need help getting used to the new system. With feedback, they can let you know about their difficulties. You can then make sure learning resources are available to help them.
Importantly, you need to devote some time to deciding exactly what you want from your loop. With definite objectives and action plans, you’ll have a clearer path moving forward.
Gather Feedback
With a route ahead, it's time to start gathering feedback, but how will you collect your responses? You need to decide on the best plan of action for doing so.
Maybe you’ll run employee pulse surveys, hold team meetings, gather anonymous notes, or speak to employees face-to-face. You may even use employee engagement software so associates can easily leave feedback from their smartphones or desktop devices. There’s no right answer—each method has its benefits. Take time to choose an option that’s right for you.
Once you’ve picked a channel, spread the word among your employees. Not everyone will be eager to voice their opinions at first, especially when it comes to negative feedback. Be sure to emphasize that all feedback will be taken seriously, and explain how you’ll use responses to make improvements in your organization and their work environment.
Consider Forms of Feedback
While an organization-wide approach is useful, there are other ways of gathering feedback.
For instance, you may choose a more granular approach, with team leaders implementing feedback loops for their individual departments. This can be a useful way to strengthen co-worker relationships and improve their performance as a team.
Create a Schedule
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Remember, to be effective, your feedback loop must encourage regular feedback. To keep on track, you need a clear schedule. You must decide how often you’ll seek employee insights and opinions. Make sure you take enough time to assess and implement feedback before seeking further responses. You could also consider measuring employee engagement, so you can see whether employees are responding or whether you need to adjust your feedback process.
It’s important that you avoid survey fatigue, so don’t overload staff with forms and surveys. Ultimately, feedback shouldn’t feel like a chore. Employees will provide more useful responses if there are clear gaps between feedback requests.
Assess Responses
After you’ve gathered your responses, it's time to assess your feedback. As you read through it, you might start to notice some commonalities. For example, maybe many employees are struggling to accomplish all their duties within work hours. If multiple employees are reporting this same difficulty, this is indicative of a wider problem that needs addressing. These are the responses you should apply the most focus to.
When assessing feedback, consider your company culture and wider goals. Responses can help you determine whether you’re moving toward your vision. Take time with this process. A more thorough approach will ensure better implementation of your feedback.
Implement Feedback
We’ve now come to the most crucial stage: implementing your feedback. This is your opportunity to prove to staff that their voices are being heard. After all, if you want continuous feedback, you first need to deliver change.
Once feedback is implemented, make sure you communicate the changes you’ve made. Send a mass email to employees outlining what you’ve done. If you’ve made changes to systems, offer the necessary training for staff to make the transition easier and to ensure the employee experience remains overwhelmingly positive.
Finally, be sure to thank your staff for their feedback and encourage them to keep on voicing any future concerns they might have.
Positivity is Key
Retaining good employees is essential for a successful healthcare business, but many organizations struggle to keep key members of staff. Why? Because they haven’t spent enough time listening to their opinions.
A positive feedback loop can help with this. It’s a way to listen to employees while bringing continuous change to your organization. Used effectively, it can also improve employee performance and, in turn, your business, as happier employees will be more motivated - it’s a win-win.
Of course, building an effective feedback loop will take time and a level of problem solving. Crucially, before gathering any feedback, you need to have a clear goal and consider your business’ pain points. Properly planning your feedback loop will give you the best chance of success.
So, if you’re wondering how to retain your employees, remember one thing: positivity (and positive feedback loops) is key.
Resolve Conflict Among Frontline Workers
No two employees are exactly the same. Each has unique views, goals, and working styles. While that’s generally a good thing and can foster a diverse perspective, these differences may result in arguments that can damage the relationship between team members.
If left to fester, these disagreements can escalate, affecting employee performance and even leading to the exodus of valuable workers.
Whether minor misunderstandings, perceived harassment, or actual bullying, conflict in the workplace can create a toxic atmosphere that may affect the whole company — not just those involved.
It may be human nature to avoid confrontation, but avoidance is not a step toward harmony in the workplace. Instead, the following insights and practical tips can help you resolve conflict with a coworker.
1. Don’t ignore problems
If you have a problem with a coworker, act before it has a chance to get out of hand. The longer issues go unaddressed, the worse they tend to get. Remember, the effects of conflict at work are never limited to those directly involved. The sooner a matter is under control, the less widespread damage it can do.
2. Talk it out in a neutral meeting place
Arrange a meeting with your coworker. Each of you should be allowed to share their perspective of the situation without interruption. If the conflict is tense, bring in an HR manager or third-party mediator who is impartial and can guide the meeting. This mediator can keep proceedings civil and allow each party to air their grievances fairly.
The meeting should not be a loud discussion in full view of other employees or in the parking lot. Meet behind closed doors, or if need be, in a neutral space. Tempers will more than likely be running high, and any additional stresses could push a situation to boiling point. A neutral space can add a sense of calm, and a lack of prying eyes or eavesdroppers will make everyone feel more comfortable.
3. Maintain personal safety
Conflict resolution may sometimes require engaging with mentally unstable people or those with a history of acting dangerously. The reality is that circumstances can change quickly.
That’s true even for professionals who are well-accustomed to interacting with people in distress. According to the Occupational Safety and Health Administration (OSHA), 21% of registered and student nurses polled reported being physically assaulted in one year.
Using a lone worker safety solution is an effective way to keep workers safe if conflicts escalate when they are alone with a volatile person.
Introduction to Conflict in the Workplace(and How it Erodes Productivity Culture)
Download the Ebook Now
4. Let others fully explain themselves
When it comes to conflict resolution between two or more parties, listening plays a huge role. However, we typically overlook it. We usually try to voice our own opinion as much as possible and don’t let the other party explain themselves.
You need to let the other person explain their side of the story uninterrupted. It’s possible you'll find that you’ve misinterpreted their argument. After listening to them, you can better understand what they want.
5. Don’t get defensive
In any conflict, be it personal or professional, it’s easy to get defensive. If you start bantering by using a series of yes-or-no questions, you won’t see the other person’s perspective.
Rather than getting defensive, listen to the other person’s point of view. Try to understand where the other person is coming from. Try to change a “Yes, but,” answer into an “I understand, and,” statements.
Moreover, going on the offensive is also bad manners. It builds a negative situation where there will be no final solution. Never put blame on other people. Don’t create a space where people feel unsafe while expressing themselves.
6. Avoid pointing fingers
Moreover, going on the offensive is also bad manners. It builds a negative situation where there will be no final solution. Never put the blame on other people. Don’t create a space where people feel unsafe while expressing themselves.
7. Talk in the first person
Never talk in the second person and start using “you,” since it will come off as blaming. Conflict Is not about what the other party is doing wrong; it’s about what you think you are doing right. Make use of “I” statements instead of using “you” statements.
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8. Remain level-headed
No conflict is resolved with anger or tears. You need to remain calm and think rationally so that you can form a solution that will appease both parties. If you need to, vent your emotions before you meet. You may also want to read up on conflict resolution strategies and resolution management beforehand so that you feel more prepared.
9. Be willing to compromise
Show a willingness to collaborate or compromise. If the conflict is trivial, you can avoid them and make a compromise with the other party. In case of larger conflicts, you need to sort out things together. A willingness to compromise and collaborate is necessary.
10. Don’t talk bad about others
No matter what your differences are, never talk bad about people behind their backs. Never divulge the details of your conflict to other people. It’s not good manners to bad-mouth someone, and doing so won’t help in conflict resolution.
Take a lot of time to think about anything you say to people regarding your conflicts and issues. It’s better not to talk about the conflict until you reach an agreement that resolves the conflict.
11. Don’t take things personally
A conflict with a team member or a customer is not usually a conflict with you as a person. It’s generally a professional issue and not an attack on you. When you stop making the issue all about you, you’ll be able to see that you are separate from the conflict and can create an effective and objective solution.
12. Focus on events and behavior
Another best practice for conflict resolution is to emphasize the associated events and behavior rather than the person. That way, offending parties don’t feel personally attacked during related conversations.
For example, maybe several office workers became frustrated about an individual who repeatedly cooks things that splash all over the break-room microwave. That person doesn’t clean the appliance after use, so their colleagues arrive to find a mess.
In that example, the best approach is to say something such as, “Riley, several colleagues have mentioned that they repeatedly find the microwave unclean after you use it.” That statement leads with how someone acted instead of the person responsible.
13. Identify multiple potential solutions
A solution that favors one party only could lead to resentment and future conflicts between those same people. Work toward potential solutions that are as positive as possible for all involved. Try to come up with more than one solution or ask the parties involved to provide 3 solutions that they feel would be fair.
14. Pay attention to non-verbal cues
There are people who don’t like to talk a lot. They don’t handle conflict well and don’t like to express their opinions. In this case, you need to pay attention to their non-verbal cues. A person’s body language can tell a lot about what a person is trying to say.
To resolve the conflict, you have to be emotionally aware and see what the gestures, posture, and facial expressions of the other people are saying of the conflict.
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Author Bio:
This article was written by Isabelle Foster, a professional writing tutor from PapersOwl.com. She worked in numerous online writing services as well as tabloids, alongside being an editor of a few co-produced books. Now, she offers top-notch tutoring on the subjects of conflict resolution, anger management, and life skills.
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Frequently Asked Questions
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What’s the difference between healthy and unhealthy conflict?
As unpleasant as it is, conflict between coworkers is normal, and it’s not always unhealthy. In fact, some of the most productive teams are those in which the members feel comfortable and safe enough to express or address differences and disagreements.
Organizational psychologist Michael Woodward, PhD, said that healthy conflicts between coworkers can result in greater trust, and that challenges to the status quo can be beneficial for a business. Conversely, unhealthy conflict is characterized by poor judgment — usually, because the conflicting parties made personal attacks and the situation became emotionally charged.
When should HR get involved?
Some conflicts between coworkers will resolve themselves without HR involvement, because the aggrieved parties come to their senses, apologize, and find a solution. Others might reach a resolution after those involved receive a few wise words from a trusted colleague or a manager.But HR involvement in coworker conflict should happen when:- The conflict has gotten personal- Employees are losing respect for each other- Employee morale is worsening- Productivity and company success are being affected- Employees threaten to resign or walkout
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How to Build a Well-Connected Healthcare Team
To become a doctor, medical students must take the Hippocratic Oath—a code of ethics exemplified by the “first, do no harm” principle.
What this means in the 21st Century is that patient health and wellbeing are at the core of what medical professionals do. Doctors, nurses, and healthcare management staff are all bound by a duty of care to provide their patients with the best possible service possible.
Earning an MBBS degree equips medical professionals with the comprehensive knowledge and skills essential for delivering high-quality healthcare, encompassing the diagnosis, treatment, and prevention of diverse medical conditions.
But how can this be guaranteed? What areas must healthcare managers focus on to deliver on their promise?
The Fundamentals of a Well-Connected Healthcare Team
For starters, you must hire qualified staff, install adequate facilities and software (see: modernization of mainframe), and be well-stocked on medical equipment and supplies. However, these individual elements are useless without the binding glue that is communication. You must also focus on building a well-connected healthcare team and supporting infrastructure.
Effective communication among healthcare team members is essential for providing high-quality patient care, improving patient outcomes, and enhancing the overall healthcare experience. It also improves the wellbeing and job satisfaction among staff members and can improve employee performance.
In this blog post, we'll explore the key factors that contribute to building a well-connected healthcare team that prioritizes communication and collaboration.
Why Communication Matters in Healthcare Settings
Picture this scenario: a patient with a chronic illness visits a hospital for a check-up. The patient is greeted by a nurse who takes their vitals and asks them a series of questions about their symptoms. After waiting for what seems like an eternity, the patient is finally seen by a doctor who orders some tests and prescribes a medication.
Days go by, and the patient's symptoms persist. They return to the hospital, only to be seen by a different doctor who has no idea about their medical history. If this happened to you, I expect you would be left feeling frustrated and confused. Yet, this is the reality for healthcare settings in which communication has broken down.
At its worst, failure to communicate can have disastrous consequences for patient outcomes. In fact, a study found communication failures to be an issue in 49% of malpractice claims.
Imagine if a patient was misdiagnosed due to a lack of clarity about their symptoms or an operation went wrong because notes were misinterpreted. This could put the doctors and nurses at risk of facing a negligence lawsuit and would destroy confidence in the healthcare facility’s services.
6 Steps for Building a Well-Connected Healthcare Team
As with any industry or project, creating a well-connected team is no easy feat. It can take months of planning, implementation, and problem solving before improvements are noticed, and even when action plans are running as intended, it can be a largely thankless endeavor.
That should not deter you from putting the effort in and the many benefits that will follow. Here are six steps that your healthcare team can follow to ensure communication is immediate and reliable:
Define Roles and Responsibilities
The first step is to clearly define each team member’s expected roles and responsibilities. Then, everyone will have a clear understanding of the processes for patient treatment, and management will gain visibility of “pain points” if this framework ever breaks down.
To execute this process correctly, you must determine the scope of practice for each role, e.g., physicians, nurses, and specialist professionals. Next, you must consider the specific responsibilities associated with each role.
For example, a physician might be responsible for diagnosing and treating patients, while a nurse might be responsible for administering medication and monitoring vital signs. These can be further broken down into detailed job descriptions.
Adopt Clear Communication Strategies
Now that you know what the roles and responsibilities of each team member are, you must consider how they interact with one another and work as a team.
The first step is to create protocols/procedures that must be followed as part of a role’s checklist of responsibilities. This should cover everything from patient intake and assessment to treatment plans and discharge instructions. You should invest significant time into training team members on their ‘reporting relationships’—ensuring they know who to report to and who is responsible for managing their work.
Finally, you should focus on optimizing your communication channels by identifying bottlenecks. For instance, your receptionist may be responsible for directing incoming calls to relevant team members. However, this process may be undesirable for internal comms, especially if their phone lines are overloaded with callers. Rather, you may want to use a direct routing feature or a similar VoIP service to improve their performance.
Foster Collaboration and Teamwork
You may have heard a saying that “the fish rots from the head down.”
In workplace settings, this is used as a metaphor for leadership—that management is usually the root cause of an organization’s failure. It follows that communication strategies must be established and strictly adhered to by managers themselves, setting a role model for their wider teams and company culture.
Other tips for promoting a positive and supportive workplace culture include encouraging a healthy work-life balance, hosting social events, fostering employee engagement, and rewarding individual successes.
Encourage Professional Development
The next step is to encourage continuous professional development among your healthcare staff, for instance, by providing feedback and constructive criticism or hosting regular training sessions. After all, the better the employee experience and the more invested they are in their future at a company, the more they will strive to develop their skills and deliver top-quality service.
Failure to foster a positive workplace culture will send the wrong message to your staff and patients. It gives the impression that you have low expectations for one another and for the overall service, creating a poor work environment. Consequently, your team is steered in the wrong direction—toward a service that delivers the bare minimum and where staff are not challenging themselves.
Introduction to Conflict in the Workplace(and How it Erodes Productivity Culture)
Download the Ebook Now
Address Conflicts and Challenges
Anyone who has worked in a team setting will have encountered barriers to communication.
For instance, you may have team members who speak different languages, have limited knowledge of technology, or just plain dislike each other! As a manager, it is your job to identify these challenges and come up with effective solutions.
When dealing with conflict, you should do so transparently—ensuring that each party is aware of their expectations, and setting an example for others to follow.
You can also utilize things like discussions in team meetings, employee pulse surveys, and annual engagement surveys as ways of measuring employee engagement over the short and long term.
Pulse survey questions can offer immediate insight into issues troubling your workforce, such as insufficient training or disagreeable work hours. Just be careful not to overuse these tools, or your staff could end up with survey fatigue.
Utilize Technology and Tools for Team Building
Your communication channels are only as strong as the infrastructure that underpins them.
Legacy technology such as emails or telephones may be familiar to your staff, but they are rapidly being replaced by enterprise communication solutions. These platforms require some basic training to get started, but once up and running, they can help you share practice policies much faster. They also consider the legal implications of handling sensitive data (like patient or employee details) by adhering to GDPR and HIPAA regulations.
Team Building as The Key to Providing Excellent Patient Care
Team building is a crucial factor in how healthcare environments provide a high standard of care to patients. When medical teams work effectively together, they can improve patient outcomes, reduce the risk of errors and negative feedback, and increase overall patient satisfaction.
Beyond that, teams collaborating and providing mutual support will likely retain employees and enjoy increased professional development. As such, building a well-connected healthcare team is at the forefront of any medical facility’s priorities if they are to succeed.
Buyers Guide to Innovative Onboarding Technology
Onboarding is an essential part of HR and the employee life-cycle process. Today, more and more companies have recognized that onboarding software is no longer a luxury, but a necessity. Therefore, having a positive new hire onboarding experience in place can make a massive impact on employee self-confidence and retention.
Though the process of onboarding has always been to optimize new-hire engagement and increase time-to-productivity, the breadth of capabilities spans the entire employee life-cycle. Implementing the right technology and innovative onboarding platform can transform new hires into fully productive employees on day one, as well as continue to benefit both the individual, and the company throughout their tenure.
There are considerable tasks (mentioned in this blog) that correspond with onboarding new hires that must be considered to maximize your onboarding software. This guide was designed to help you navigate through those difficult tasks and help determine the right onboarding tool for your organization.
Common Onboarding Problems
Effectively integrating new employees into your organization can be a burdensome task for both HR and managers alike. We’ve outlined a list of five common onboarding problems that can develop without having a strong onboarding process in place:
Manual Paperwork
HR professionals understand firsthand the amount of work required to stay compliant via the traditional paper-based methods many companies still use.
Time Consumption
Recent studies have shown that onboarding programs that last less than one month are damaging to overall retention rates. One month or less, just isn’t enough time for a new hire to complete tasks, get a good feel for the company’s culture or receive adequate job specific training.
Unproductive New Hires
Unproductive employees can change your entire organization’s productivity, efficiency and morale.
Lack of Engagement
Actively disengaged employees are more likely to steal, miss work and negatively influence their colleagues, which in turn can cost substantial amounts of money and time in both lost resources and productivity.
Lack of Communication with Managersand Periodic Check-Ins
The primary focus of onboarding new employees is to get them up to speed quickly so they can begin adding value to the team. In addition to providing new employees with effective training tools and learning material, it is of utmost importance that they have full access to the support they need.
Broader Organization Issues
According to SHRM, nearly one-third of all new hires quit their jobs within the first six months of employment . Fortunately, this can be prevented with a strong onboarding program. In fact, new hires who went through a structured onboarding program were 58% more likely to be with the organization after three years.
“A new research study points out that investing in your new hires from day one until they reach full productivity (8-12 months later) will significantly increase retention and maximize your employees’ lifetime value to the organization. In fact, 86% of new hires decide how long they will stay with a company in the first six months, and up to 20% of employee turnover happens within the first 45 days of employment”
As the adage goes, you only get one chance for a first impression. A negative onboarding experience has a high cost to your organization through low employee engagement and high turnover. Broader organizational issues such as these can have a significant impact on your company’s personnel retention, making the employee onboarding process incredibly important to organizational health.
“Studies have shown that positive employee engagement affects productivity by as much as 17% and profitability as much as 21%.”
Retention
Recent studies suggest that investing in your new hires from day one until they reach full productivity (8-12 months later) will significantly increase retention AND maximize your employee’s lifetime value to the organization.
Employee Engagement
According to AON Hewitt’s 2018 Global Employee Engagement Trends Report , 35% of employees are disengaged. Any mismatch between the candidate’s expectations, formed during recruitment and the reality of working at a company, can cause them to become disengaged and may significantly shorten their stay.
Productivity
Effectiveness and productivity are two of the strongest selling points for any product. With employee onboarding, preparation and training takes time and effort for both the HR team and new hire.
Lack of Time
One of the biggest contributors to an ineffective onboarding program is the lack of resources and time. Many managers and supervisors would often let employees learn on the job, rather than take the appropriate steps to provide suitable instruction.
Things to Consider
A successful onboarding program helps new hires feel welcomed and a part of the team. They will also have a better understanding of how things are done and how their roles will contribute to the overall success of your business. The bottom line is if you don’t onboard them properly, your great new employees won’t stay. The following are some things to consider when implementing new onboarding technology.
Budget
When it comes to carrying out a realistic budget, having the right people on board with acceptable experience and the willingness to succeed in the initial implementation is extremely valuable.
Implementation
To maximize the ROI from onboarding software, a comprehensive implementation strategy must be created. This includes who’s available, when it will take place, how long it will take and who’s responsible for implementing.
Ease-of-use
Out-of-the-box technology has evolved to become quite agile. Having an implementation consultant to work with you one-on-one will give you a better understanding of how the onboarding process works. He/she will have the training tools necessary to help guide you through the initial setup and beyond. A self-help center, where customers can troubleshoot issues on their own should also be available to further engage and simplify the process.
Ramp up time
The introduction of HR software, specifically onboarding technology, will be used by all employees not just HR admins; therefore you’ll want to ensure that staff can focus on the transition and any training involved.
Compliance
HR professionals know firsthand the amount of work that is required to stay compliant via the established paper-based methods that many companies still use. Every company is different–the products they sell, the customers they help and the workflows they use are all unique. But, no matter what type of business, the U.S. government still requires verification of employment eligibility of each team member within the organization. If not, businesses could face hefty fines of up to $1,000 or more per occurrence.
How to Prepare for a Demo
So, you’re in the process of purchasing new onboarding software or switching out your existing onboarding software. Regardless of why you are looking into a new onboarding solution, the first step you will want to consider is to request a demo. (in most cases, they are free)
We understand it can be stressful trying to research providers and set up meeting times. Here is what to expect during a demo as well as what questions you might be asked and what questions you should ask during the demo process:
What questions to expect and be prepared for:
What is your current onboarding process?
What is your timeline for making a decision?
What is your timeline for implementation?
What is your internal purchasing process?
Who else needs to be involved in the decision?
What is your average number of new hires a year?
How many locations do you have?
How many new hires do you do each year?
What integrations are you looking for/considering? (HRIS, ATS, Payroll, etc.)
What questions to ask:
How does your pricing structure work, including add-ons and implementation fees?
Can you tell me more about your company and its history?
Where can I research user feedback, customer reviews and testimonials?
What does your customer support model look like?
Is your software customizable and what integrations are available?
How do you ensure our data is secure? (IT will love SOC 2 and TRUSTe data security compliance).
Can I see a track record of changes made in the system (audit trail)?
How long does implementation take?
Once implemented, what kind of training is available?
These are just a few of the topics that might be discussed during the demo process. You should be aware of other considerations and view points once you learn more about the solutions that are applicable to your business.
How to Get Buy-In from Stakeholders
A human resource project (such as the implementation of onboarding software) may reside within the boundaries of company walls, but that doesn’t imply that its stakeholders are limited to the employees and managers most directly involved. A successful business owner must be knowledgeable of all the stakeholders in HR projects to evaluate the possible ramifications—both good and bad. External forces, like investors, often have a crucial role in identifying the success or failure of a change in policies.
Features and Benefits Checklist
As an HR professional, you’re familiar with the practice of onboarding. However, if your company has never made doing it well a top priority, you may not have a full understanding of its benefits. Here’s a list of features and benefits to look for when selecting onboarding software.
As an HR professional, you’re familiar with the practice of onboarding. However, if your company has never made doing it well a top priority, you may not have a full understanding of its benefits. Here’s a list of features and benefits to look for when selecting onboarding software.
Compliance
In verifying employment eligibility, direct submissions to E-Verify and other compliance protocols that are automatically submitted can save you hours of work. Compliance is global with in-app International Custom Forms, as well as ready-made local and state forms including W-4 forms.
Forms with E-Signatures
Eliminate paper forms and make any form digital with drag-and-drop fields and uploaded PDFs. Employees can use their cursor or user name to sign any online form at any time and on any device.
Automated Workflows
Set-up your own workflows, adjust presets and add custom forms and fields to fit the way you do business. Automate those everyday repetitive tasks to mitigate risk of errors and improve employee communications across departments.
“Interim Healthcare SLC needed HR technology, and we’re pleased with the results we’ve gained from LIKE.TG’s solutions for recruiting, onboarding, and employee engagement. Yet it’s an opportunity for all Interim franchises. It would be so great if each franchise owner could implement similar solutions to replace legacy systems that might not work as well as they should.”
Michael Hawkins Franchise Owner of Interim HealthCare SLC
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Integrations
An environment where all your favorite HR Tech can work together. In addition to onboarding, you can create a complete digital ecosystem that includes apps for employee engagement, recognition, business social networks and a company directory.
I-9/E-Verify
Maintain employee verification requirements, streamline the E-Verify process and electronically sign, store and audit I-9 forms.
Security
Look for a cloud-based provider with a data center partner that dually encrypts PII, backs up employee (and other) files and protects against natural disasters with redundant servers located in geographically different locations.
Self-Service Portal
Create customized new hire portals inside with self-service software that includes your choice of personalized checklists and widgets, allowing you to add links to important websites and social sites, team handbook documents, instructional videos and more to each custom self-service portal design.
Mobile Friendly/App
Mobile apps make oversight easy with notifications, spotlight and intuitive dashboards that consolidate vital information in one convenient place. Ability to stay updated on important projects and never miss a deadline anywhere, anytime. (iOS and Android compatible)
To learn more about giving access to vital HR and work information — even when they're not in the office. Download our ebook now.
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Next Steps
Congratulations! You are one step closer to implementing the last onboarding solution you will ever need. Here at LIKE.TG, we continually strive to live up to our promise of “HR software made easy.” We believe that this Buyer’s Guide helps us deliver on that promise by further ensuring HR professionals have the best solutions to be successful.
Choosing the Best Onboarding Partner
LIKE.TG’s Onboard software delivers an onboarding experience for new employees that immerses them into company culture and drives them to productivity. It is equipped with a customized portal that includes messaging videos, content and documents. Onboard also helps you maintain compliance with employment verification requirements and helps you to avoid penalties with pre-built I-9 and W-4 forms. Customize your checklists, then let Onboard task automation and E-Verify integration take care of the rest.
When you invest in LIKE.TG, you’re not just investing in the best Onboarding software on the market, but a complete digital ecosystem that includes communication, payroll, applicant recruiting and more through our growing list of custom configurations and possible integrations.
Why LIKE.TG: Onboarding Solutions
LIKE.TG is the industry leader in compliant, paperless onboarding that takes care of your entire team, all in one place. Our comprehensive onboarding solution continues to redefine “best-in-class” technology. Intelligent, intuitive and all inclusive, we’ve designed our flexible and fully customizable services to support today’s HR and engage the mobile, connected workforce to set the standard in onboarding processes.
Each company is different, therefore, each HR software solution is different. Get a demo of our solution to learn how LIKE.TG features and configurations will give your team the strong support they need from the get-go.
Why Customers Love LIKE.TG
Don’t just take our word for it. See what some of our customers have said about LIKE.TG.
“Our hiring managers now have a reliable system that is easy to navigate. Our HR team can actively monitor the process, and assist if needed, but Onboard has helped them save so much valuable time and effort while increasing data accuracy. All of this has helped us improve compliance and gives us a powerful tool to achieve even more results in the future.”
Kaylee Collins | HR Analyst
“With Onboard, as soon as a new hire completes our detailed onboarding checklist, which includes federal, state, and industry forms, I am fully confident that I can put them in the field right away, without any compliance concerns.”
Michael Hawkins | Franchise Owner
Author Bio
This article is written by a marketing team member at LIKE.TG. LIKE.TG is a leading provider of proven HR solutions, including recruiting, onboarding, employee communications engagement, and rewards recognition. Our user-friendly software increases employee productivity, delivers time and cost savings, and minimizes compliance risk.
5 Intranet Examples To Inspire Your Own Company's Communication Hub
Having a dynamic intranet is an important advantage because the parallels between superior employee experiences and business performance are striking. According to Gallup's 2016 Q12 Meta-Analysis Report, companies with highly engaged workforces are 21% more profitable than those with poor engagement levels.
In this article, we’ll take a closer look at how companies from a variety of industries are using intranets in innovative ways, and why you should consider implementing it. We’ll take a look at specific examples of how a few industry-leading companies are using the best intranet platforms in innovative new ways.
Before implementing an intranet of your own, it's important to familiarize yourself with the concept. A corporate intranet is a virtual hub that stores a variety of programs, communication tools, and other collaboration software that is accessed by team members daily.
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7 Examples of How Different Industries Use Intranet
You may be saying to yourself, “A corporate intranet sounds great, but how will it fit into my company’s day-to-day activities?” Great question. It can be difficult to visualize exactly how an intranet will play its part in enhancing your company’s culture. That’s why we’ve outlined ways that three different industries can use a corporate intranet to optimize your team’s communication and collaboration.
Example 1: Finance Technology
Financial technology organizations, especially legacy businesses in desperate need of a culture facelift, can use their intranet’s powerful announcement feature to improve communications and strengthen their corporate culture.
Companies can develop a prominent company feed used to manage important messages and encourage their entire workforce to do the same. The intention of this feed is to publish various recognition announcements—such as appreciation posts, automated employee birthday and work anniversary congratulations, and more. This can help drastically improve another employee's engagement-wise serious office environment and guide leadership as they work to create a dynamic culture.
Using Workmates’ kudos feature to offer recognition for employees’ hard work or any examples of exemplary behavior is also an excellent way to boost morale. This practice is extremely helpful in showing the entire workforce that the company appreciates their contributions—no matter how small—and how their efforts support larger accomplishments.
Example 2: Health Care
Healthcare professionals have to work together as a team to provide high-quality care to their patients, but with rotating shift schedules, individual employees’ work can often go unrecognized. It can be extremely valuable for healthcare companies to use their intranets to focus on employee recognition and rewards.
Using Workmates’ kudos feature to encourage employees to recognize and reward their peers is an efficient tool to create a collaborative and enthusiastic work culture in hospitals, clinics, and beyond. Employees can publish a post at any time to officially thank any other employee. A reward program where employees can receive gift cards, branded corporate items, or other thank-you mementos can also be created.
Even better: List top kudos recipients on a prominent leaderboard within your corporate intranet. This lets them receive even more attention, but it also fosters an ongoing culture where all employees now strive for excellence and higher levels of job performance.
Example 3: Commercial Real Estate
A commercial real estate company can create an intranet with social feeds and a number of customizable group channels to let each specific team send messages and updates to other departments or the entire company.
For example, an employee can post certain announcements to the social feed, including welcoming new hires, sharing employees’ personal events (a new baby!), shoutouts to other teams or employees (like congratulating a real estate agent for closing a deal), office culture updates, and more.
This experience makes communication and collaboration fun. Employees can upload pictures from a corporate event and share them with the whole company. They can also create and post surveys and polls—for example, “What type of cake should we get to celebrate Susan’s birthday?”
Employees can also post memes and hashtags to their social feeds, all to increase camaraderie, collaboration, and teamwork. The company can even use a powerful analytics dashboard to track active users and the overall engagement level with the intranet over time.
Example 4: The Technology Industry
One leading technology company uses its intranet to improve communications and strengthen its corporate culture using a powerful company announcement feature.In this case, the company developed a prominent company feed that it used to manage important messages and encourage the entire workforce to do the same. This feed publishes various recognition announcements, such as appreciation posts, automated birthday and work anniversary congratulations, and more.The company also used a kudos feature to offer recognition for employees’ hard work or any examples of exemplary behavior. All of this has been extremely helpful in showing the entire workforce that the company appreciates their contributions—no matter how small—and how they support larger accomplishments.
Example 5: Background Screening Services
Another company, one that provides background screening services, chose to use its intranet site as a full-featured content management system (CMS). This company used its corporate intranet as a better way to upload and store documents, which gave employees a much better way to share documents, track activity, and access important information—from any device at any time.
Additionally, this company created a new internal help center for the HR department, which was accessible to all employees. This helped workers know exactly where they should start if they had questions or issues, gave them self-service access to critical forms and documents, and eliminated a lot of confusion.
It also saves a significant amount of time over the company’s previous system where employees would call or email requests for help—and get frustrated when they didn’t know where they stood.
Example 6: Fast Casual Dining
As the name implies, fast casual restaurants move quickly. That means there’s no time to waste when it comes to scheduling shifts. It also means that employees, like servers and cooks, may feel underappreciated. A successful company intranet can improve employee communication and even inspire recruiting efforts.
A chain restaurant can use its intranet to share announcements with specific updates. For example, an announcement can let employees know they can pick up shifts at another local location. This saves the restaurant from being short-staffed and helps employees earn more. Announcements can even highlight staff achievements by individual staff, like employee of the month, to improve engagement.
Restaurants can also make their employees their best advocates. Using a company intranet, restaurant chains can create pre-written, approved posts designed for employees to share on their personal social media accounts, including job openings. About half of businesses say their top-quality hires come from referrals, and a positive post on social media can get those referrals moving.
Example 7: Retail
Retailers need to make the customer shopping experience as pleasant as possible. A company intranet site can help make sure that employees have the training and seamless technology to make that happen.
A company can create an extensive training site to make sure every employee has the information they need in one easily accessible place. A comprehensive training site also makes sure that each employee is given standardized training so everyone is prepared for the job. And if they have questions long after onboarding, employees can always refer back to the training site.
The retailer can also develop an interactive shift-swapping app so employees can easily trade shifts — without bothering busy supervisors. Employees with more connections are happier, and so are customers at a fully-staffed store.
Here Are Some Ways To Use the Internet in Your Business:
An intranet can transform your business operations by centralizing communication, enhancing collaboration, and streamlining administrative tasks. Leveraging this powerful tool can boost productivity, engagement, and efficiency across your organization. Here are some practical ways to use the intranet in your business:
Internal Communications: Share company news, updates, and announcements. Create newsletters or bulletins to keep employees informed.
Collaboration Tools: Host project spaces, forums, and discussion boards for teams to collaborate on tasks and share documents.
Document Management: Centralize documents, policies, and procedures for easy access and version control.
Training and Development: Offer online training courses, webinars, or resources for employee skill development.
Employee Directory: Maintain an updated directory with contact information and organizational charts.
Feedback and Surveys: Conduct employee surveys, feedback forms, or suggestion boxes to gather insights and improve processes.
Social Features: Implement social networking features for employees to connect, share ideas, and build a sense of community.
Resource Sharing: Provide access to tools, templates, and resources that employees may need to perform their roles effectively.
Corporate Culture Promotion: Showcase company culture, values, and achievements through stories, photos, and videos.
Why Should You Consider Using a Social Intranet?
Facilitating seamless communication among remote workers and fostering a culture of knowledge sharing and innovation, social intranets offer vast and transformative benefits. Using a social intranet in today's digital world can propel your business forward.
A modern-day social intranet can benefit businesses in several ways:
Enhanced Communication: A report from Gitnux found that 63% of organizations use an intranet to enhance internal communication. Social intranets provide a platform for seamless communication among employees, departments, and teams. This can improve collaboration, information sharing, and problem-solving across the organization.
Increased Employee Engagement: By incorporating social features such as likes, comments, and sharing, social intranets promote interaction and engagement among employees. Gitnux report shows that 74% of intranet users access their intranet daily, and the shows that intranet can foster a sense of community and belonging, leading to higher employee morale and productivity.
Knowledge Sharing and Collaboration: Social intranets facilitate the sharing of knowledge and best practices among employees, through features like forums and discussion boards. According to Webinar Care, 85% of employees say they’re most motivated when management offers regular updates on company news, and 92% of businesses with intranets report improved collaboration.
Remote Work Enablement: With the rise of remote work, social intranets provide a central hub for remote employees to connect, collaborate, and stay informed. 60% of companies find employee engagement increases through intranet use and virtual workspaces enable seamless communication and collaboration regardless of physical location.
Streamlined Processes and Workflows: Social intranets often integrate with other business tools and systems, such as project management software, document management systems, and CRM platforms. Intranets improve workflow efficiency by 23% by streamlining processes and workflows as well as reducing manual tasks.
Employee Recognition and Feedback: Social intranets can incorporate features for recognizing and rewarding employees for their achievements and contributions. Additionally, they provide a platform for gathering feedback and suggestions from employees, helping to improve employee engagement and satisfaction. Exploding Topics found that employees who receive recognition from management are 69% more likely to do better work and that 96% of employees say getting regular feedback is a good thing
Centralized Information Hub: Social intranets serve as a centralized repository of information, policies, documents, and files shared by the company. This ensures that employees have access to the latest information they need to perform their jobs effectively, reducing confusion and enhancing productivity by 20 - 25%.
Workmates: A Comprehensive Intranet Solution
Today, LIKE.TG’s Workmates solution delivers all of these capabilities and more. With dynamic features like "kudos" and a variety of company communication tools, don’t be surprised when your employees’ productivity, happiness, and morale increase significantly once you implement a corporate intranet for your team to collaborate in a user-friendly, efficient way. To see how Workmates is revolutionizing the way companies use intranets, request a free, no-obligation Workmates demo today!
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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.
The Impact of Employee Recognition on Engagement and Retention
Employee recognition of engagement and retention is a vital aspect of any successful business culture since it significantly impacts employee motivation and loyalty. In today's competitive job market, it's more important than ever for companies to make their employees feel like their contributions are truly appreciated. It has been suggested that showing appreciation for employees' achievements might increase their sense of belonging at work, as well as their drive and loyalty to the company.
If you're looking to take the employee experience to the next level - Workmates can provide communication, engagement, recognition, and rewards all while promoting company culture. It makes it a lot easier and cheaper for companies to keep their employees engaged and motivated. This recognition program is guaranteed to increase peer-to-peer recognition and keep the company culture at a high level. But here are some other reasons why recognizing employees may boost staff morale and retention, and we'll provide some data and examples to back up the importance of this strategy.
What is Employee Recognition?
Employee recognition on engagement and retention refers to publicly praising and rewarding employees for their hard work and success.Motivating factors might range from simple words of thanks to cash bonuses, higher-up positions, and special privileges. Acknowledging and rewarding employees for their hard work is a proven way to keep them motivated and productive. So in this article, we will go over some of the most criticalfactors that keep employees from leaving. But also some factors will keep your employees engaged throughout the work day.
The Impact of Employee Recognition on Engagement
Worker interest and commitment are directly correlated with employee engagement, an essential aspect of every successful company's culture.Highly engaged employees may have more job satisfaction, greater output, and less turnover. Studies have indicated that employee recognition on engagement and retention significantly affects employee engagement since it makes employees feel valued and appreciated for their efforts.
A study by the SHRM found that employees who received regular praise were more invested in their work. According to the study's findings, recognizing an employee's efforts increases that person's loyalty to the company and motivation to achieve the company's goals.
The Impact of Employee Recognition on Retention
Retention refers to a company's ability to keep its employees for an extended period of time. Since it takes resources to find, recruit, hire, and train new employees, staff turnover can be costly for firms. By showing appreciation for their hard work and successes, employers may be able to reduce employee turnover and boost employee loyalty.
Research has shown that employees who are appreciated are more loyal to their employers. One study by Aon Hewitt found that turnover was reduced by 31% at companies with a strong culture of employee appreciation compared to businesses with weaker recognition programs.
Specific Examples of Employee Recognition Programs
Businesses can use a wide rangeof methods to show appreciation for their employeesandimprove employee engagement. Some effective employee recognition initiatives include the following:
Performance-based incentives
Performance-based incentives are a great way to reward employees for their hard work and success. Bonuses, gift cards, and exclusive access to facilities. These are just a few examples of non-monetary rewards that could be awarded.
Service Awards
Employees who have been with the company for many years are eligible for service awards. Awards of this type may be presented after 5, 10, or 20 years of service. Employees who go above and beyond their duties are recognized with "Employee of the Month" or "Employee of the Year" awards. Certificates, trophies, or other perks are just some examples of what could be given out on a regular basis.
Peer-to-Peer Recognition Programs
The recognition program by LIKE.TG is one of those peer-to-peer recognition programs for Employees to Recognize and Celebrate One Another. That way employees can acknowledge and reward the accomplishments of their coworkers publicly. Peer-to-peer recognition systems, in which employees can give one another virtual high-fives or other recognition tokens, and promote teamwork. This is considered one of the most important types of employee recognition on engagement and retention you can find. So be sure to take the opportunity if you need such programs.
Team Awards
Teams can receive rewards for their efforts and achievements as a collective. Exemplary teamwork, project completion, or the attainment of predetermined goals could all merit such recognition. Team members' morale and productivity could both benefit from awards of some kind.
The Benefits of Employee Recognition
There are several benefits for both employees and employers when companies show their appreciation for their staff. Advantages that can be gained by recognizing employees include:
Rising Job Satisfaction
Employees who believe their efforts are valued and acknowledged are more likely to be content with their jobs. One study by the Society for Human Resource Management found that employees who are often recognized are more satisfied with their jobs.
Increased Motivation
Recognition of employees' efforts has been shown to increase motivation, leading to higher performance levels from the workforce as a whole. The Institute of Management found that people are more likely to be driven to succeedwhen they feel their efforts are being recognized.
Reduced Turnover
Reducing turnover through employee recognition programs is possible as it makes people feel appreciated, reducing their motivation to leave their current positions. Aon Hewitt found that turnover was 31% lower in companies with a strong employee recognition culture than in those with weaker recognition programs.
Productivity Boost
Employees may be motivated to work harder and more efficiently if they are publicly acknowledged for their efforts. A study published in the Harvard Business Review found that companies with formal employee appreciation programs outperformed those without by a significant margin.
Improved Employee Relations
Relationships between employees and managers can be bolstered when workers are publicly thanked for their contributions. The Institute of Management found thatregularly recognized employees had better relationships with their supervisors.
“Our staff has praised the increased communication level Workmates delivers. We use it to communicate important project matters and give staff specific ‘kudos’ or even recognize their birthdays. More importantly, we use Workmates to clarify important project details that needed rapid dissemination among the entire team.”
Christopher Baggott Chief Executive Officerator of Medlinks Cost Containment, Inc. and Medlinks Staffing, LLC.
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Tips for Implementing Effective Employee Recognition Programs
Although it may be challenging, it is possible to implement an effective employee appreciation program with the right approach. To ensure that your employee appreciation programs are effective, consider the following:
Define Precise Objectives. Establishing clear objectives for the employee appreciation programhelps ensure that all parties involved are on the same page concerning what is anticipated and what constitutes a successful outcome. This will help ensure that the program is tailored to meet the needs of the business.
Gather input from workers. It is essential to get input from workers when creating employee appreciation programs. They will guarantee that the program is meaningful and relevant to workers. This could be accomplished through questionnaires, focus groups, or any other method of gathering information and opinions. This also includes employee-management communication, which is essential for boosting employee retention.
Make it Individual: Each employee's needs should be considered individually when designing an employee appreciation program. As a result, it's crucial to tailor employee recognition to each worker's unique interests, preferences, and achievements.
Incorporating a wide range of recognition strategies is essential for making employees feel their efforts are valued and appreciated. Rewards can be anything from words of thanks to cash awards to promotions to special perks and incentives.
Recognize and honor achievement as a cornerstone of every employee appreciation program. This can be done through staff parties, award ceremonies, and other occasions that recognize and reward employees for their hard work.
Consistent recognition and reward programs for employees are essential for keeping people feeling appreciated and valued on the job. Therefore, it is vital to provide appreciation regularly and consistently. Then employees will know what they are working toward and what they can expect regarding acknowledgment.
Conclusion
Finally, employee appreciation is a crucial aspect of employee recognition on engagement and retention that may hugely influence engagement and retention. Employees' contentment, motivation,and loyalty might rise if they feel their efforts are recognized. Companies that invest in successful employee recognition programs have a higher retention rate and a more engaged and productive team. Performance-based prizes, service awards, employee of the month/year awards, peer-to-peer recognition programs, and team awards are just some of the recognition methods businesses can use to motivate their staff.
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Revolutionize Your Workplace Culture with an Effective Employee Recognition and Communication Platform
Employee recognition, communication, and engagement indicates the measures taken by an organization to show appreciation, foster open and effective communication, and motivate employees. These efforts can take different forms, including rewards and incentives, feedback and performance reviews, and collaboration and communication tools to ultimately create a positive work culture and environment. Organizations that prioritize these elements often see higher levels of employee engagement, productivity, and retention. However, traditional approaches to recognition and communication can be time-consuming and inefficient.
To transform your workplace culture, consider implementing an effective employee recognition and communication platform. Workmates can automate and streamline the process of recognizing employees for their hard work and achievements while providing a centralized hub for communication and collaboration. Take a look at our recognition platform.
The Importance of Employee Recognition, Communication, and Engagement in The Workplace
Workplace culture and employee engagement play a critical role in the success of any organization. Studies have shown that companies that prioritize their employees' well-being and create a positive work environment have higher productivity, better retention rates, and increased profitability. In contrast, companies that neglect their employees' needs and fail to create a supportive work environment experience low morale, high turnover rates, and decreased productivity.
According to the 2022 survey conducted by McKinsey, there is still an ongoing struggle with the Great Resignation phenomenon. Approximately 40% of respondents have expressed discontent with their current occupation and are pondering the possibility of quitting their jobs in the near future. As a result, leaders and HR personnel must identify the underlying reasons behind their employees' decision to quit and address the issues that contribute to the problem to secure the retention of top-tier talent.
According to a survey, an employee who has been recognized is 63% more likely to stay at their current job within the next three to six months. Employees want to feel valued, appreciated, and engaged in their work. They want to know that their contributions are recognized and that their efforts are making a difference. When employees feel invested in their work and connected to their colleagues, they are more likely to be productive, motivated, and committed to the organization's success.
According to a recent study, 37% of employees have emphasized that employee recognition is the most crucial factor that their organization or manager can provide to inspire and encourage them to produce exceptional work. The study also found that recognition is the most prevalent motivator among workers, followed by self-motivation (13%), autonomy (12%), and inspiration (12%). These findings highlight the critical role that employee recognition and motivation play in driving exceptional performance and productivity within an organization.
Key Features of an Ideal Employee Recognition, Communication, and Engagement Platform
The best employee recognition software combines all the necessary features to implement successful recognition, communication, and engagement strategies. It offers a user-friendly interface, customizable recognition programs, employee feedback tools, communication and collaboration features, and analytics and reporting capabilities.
User-Friendly Interface
The best employee recognition platform should be easy to use and navigate for both employees and managers. It should have a user-friendly interface that is visually appealing and intuitive.
Customizable Recognition Program
The platform should allow companies to customize their employee recognition programs according to their needs and goals. This includes choosing different types of rewards, setting criteria for recognition, and creating a feedback system.
Employee Feedback Tool
A good employee recognition platform should have a feedback tool that enables employees to give and receive feedback from their peers and managers. This helps to improve communication, and performance.
The Workmates Employee Feedback Tool is an effective solution for gathering and analyzing employee feedback within an organization. This tool is designed to help HR professionals collect feedback from employees in a systematic and organized manner, allowing them to identify areas for improvement and take action accordingly. The Employee Feedback Tool allows HR professionals to create and distribute customized surveys to employees, which can be completed anonymously. By using the Workmates Employee Feedback Tool, organizations can gain a deeper understanding of their employees' experiences and make data-driven decisions to improve the workplace culture and overall employee satisfaction.
Communication and Collaboration Features
The platform should have communication and collaboration features that allow employees to connect and share ideas easily. This includes instant messaging, group chats, and video conferencing.
Analytics and Reporting
One of the common issues with some employee engagement software is the lack of analytics and reporting features. The lack of ability to track and analyze data makes it challenging for organizations to understand the impact of their efforts and make data-driven decisions. Without robust analytics and reporting features, organizations may struggle to identify trends in employee engagement, which can hinder their ability to address issues and make improvements.
An effective employee recognition software like Workmates provides analytics and reporting tools to track employee engagement, recognition, and performance. This helps companies to assess the success ratio of their strategies and enable data-driven decisions. Additionally, it will help to quantify the return on investment (ROI) of employee engagement initiatives with proper data to support their impact.
How to Implement an Employee Recognition, Communication, and Engagement Platform?
Implementing an effective employee recognition, communication, and engagement platform involves several key steps:
Identify Employee Needs
Before implementing employee recognition software, it is essential to identify the needs of the employees. This includes their preferences for rewards, communication styles, and feedback.
Choose the Right Platform
Companies should select the best staff recognition platform that meets their specific needs and goals. This involves researching different platforms, evaluating their features and pricing, and selecting the one that offers the best value for money.
Introduce the Platform to Employees
Once the platform is selected, it is important to introduce it to the employees and provide training on how to use it effectively. This can include tutorials, demos, and hands-on practice.
Encourage Participation
To maximize the benefits of Employee recognition and communication software, companies should encourage employees to participate actively in employee recognition programs. This can be achieved by creating a culture of recognition, setting clear expectations, and offering incentives for participation in employee rewards and recognition programs.
Evaluate and Adjust the Program
Companies should regularly evaluate the effectiveness of the Employee recognition and communication platform and make adjustments as necessary. This can include analyzing data, soliciting feedback from employees, and making changes to the recognition program.
“Our staff has praised the increased communications level Workmates delivers. We use it to communicate important project matters and give staff specific ‘kudos’ or even recognize their birthdays. More importantly, we use Workmates to clarify important project details that needed rapid dissemination among the entire team.”
Christopher Baggott Chief Executive Officerator of Medlinks Cost Containment, Inc. and Medlinks Staffing, LLC.
Learn More
Benefits of Using an Employee Recognition and Communication Platform
According to a study by SHRM, 68% of Human Resources experts have noted that implementing employee recognition programs has a favorable impact on retaining employees within an organization. An effective employee recognition and communication platform like Workmates can have several benefits for your organization, such as:
Improved Employee Engagement
Using the best employee recognition software can improve employee engagement by providing a platform for feedback, communication, and Peer-to-peer recognition. This can lead to increased job satisfaction, motivation, and productivity.
Increased Productivity and Performance
Employee recognition, communication, and engagement are directly linked to increased productivity and performance. By providing employees with the necessary tools and resources, companies can improve their bottom line.
Improved Employee Morale
When employees feel recognized and valued for their contributions through effective workplace recognition program, they are more likely to be satisfied with their work and motivated to perform at their best, thereby boosting staff morale.
To learn even more about managing remote teams and keeping employees working at home highly engaged, download our ebook now.
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Better Retention Rates
When employees feel connected to their colleagues and supported by their employers, they are less likely to leave the organization. Here, using the best employee recognition and communication software and an effective employee recognition system plays a key role.
A manufacturing company that implemented Workmates reduced its turnover rate by 15% and improved its productivity by 10%. These success stories demonstrate the power of Workmates in revolutionizing workplace culture through Employee recognition tools and improving employee engagement.
Enhanced Communication
Recent statistics on workplace communication have revealed that a significant percentage of employees and executives, around 86%, attribute workplace failures to the absence of efficient collaboration and communication.
This highlights the critical importance of establishing effective communication channels within an organization to ensure its success. An effective platform can facilitate communication and collaboration between employees and departments, leading to improved performance and innovation.
Greater Accountability
Employee recognition system and platforms that provide regular feedback and recognition can help employees stay accountable and focused on achieving their goals.
Introduction to Conflict in the Workplace(and How it Erodes Productivity Culture)
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Positive Company Culture
Using an effective employee communication app and employee communication tools can help to create a positive company culture that fosters collaboration, communication, and innovation. This can help in attracting and retaining top talent as well as improving the company's reputation.
Competitive Edge
Companies that prioritize employee recognition, communication, and engagement gain a competitive edge over their competitors. By investing in their employees and modern employee recognition and communication programs, they can improve their products and services, and ultimately their bottom line.
Workmates is an innovative platform that offers a wide range of features designed to enhance workplace culture and improve communication and employee engagement. This employee communication platform enables you to create a positive and inclusive work environment that fosters employee growth, satisfaction, and productivity.
Implementing Workmates can have a significant impact on your organization's success. By creating a positive and inclusive work environment and implementing modern employee recognition programs, you can improve employee engagement and retention rates, leading to higher productivity and profitability. Workmates offers a range of features designed to enhance workplace culture and promote employee growth, employee appreciation, employee rewards, and recognition, satisfaction, and success.
Real-time Recognition and Feedback
A 14.9% lower turnover rate was observed in companies that implement regular employee feedback. Workmates allows you to provide timely and meaningful recognition to your employees. With this feature, you can recognize your employees' achievements, milestones, and contributions in real-time. This immediate feedback helps employees feel valued and appreciated, increasing their motivation and engagement. The platform also allows employees to recognize their colleagues, promoting a culture of gratitude and positivity.
Personalized Goals and Development Plans
Workmates enables you to create personalized goals and development plans for each employee. These plans help employees focus on their strengths, identify areas for improvement, and track their progress. By providing employees with clear goals, an employee recognition award program, and development plans, you help them feel invested in their work and motivated to achieve their objectives.Workmates also offers tools to assess employee skills and competencies, enabling you to identify areas for training and development.
Team-building Activities that Bring Your Staff Closer Together
Workmates provides team-building activities and the best employee recognition programs that promote collaboration and teamwork and achieve employee appreciation. These activities include virtual team-building exercises, games, and challenges that help employees connect and build relationships. By fostering a sense of camaraderie and teamwork, you can create a positive work environment that encourages employee engagement and productivity. With tested mobile employee communications and an effective employee communication platform, your employees can use social intranet and mobile employee intranet to develop a team spirit.
Conclusion
Employee recognition, communication, and engagement are essential for creating a positive work environment, improving productivity and performance, and retaining top talent. By investing in the best employee recognition platform, companies can maximize the benefits of these strategies and gain a competitive edge. If you're looking to improve employee recognition, communication, and engagement in your company, consider investing in the best employee recognition platform.
By providing real-time recognition and feedback, personalized goals and development plans, and team-building activities that bring your staff closer together, Workmates is a Top employee recognition software that enables you to create a positive and inclusive work environment and foster employee growth and productivity. Join the growing community of businesses that have already made the switch to Workmates Employee recognition tools and start seeing the results you've been looking for. By following the steps outlined in this article and choosing the right employee communication platform like Workmates for your needs, you can create a positive work environment that boosts productivity, performance, and employee satisfaction.
Lead The Way To A Brighter Future For Your Company
Competitiveness and industrial rivalry in today's corporate sector are at an all-time high, making it more difficult than ever to launch and sustain a profitable company. New businesses are making their way into the mainstream economy, armed with many fresh ideas and a modest amount of funding. However, they lack several vital aspects, ultimately leading to their demise. It's a common problem that both long-standing and startup companies overlook the basic needs of their customers. Contrarily, some companies fail to improve upon what's already on the market, giving customers an opening to be wooed by rivals.
Therefore, companies that want to dominate their industry should develop strategies based on such competencies. There are an endless number of options available to you to secure the success of your company. Businesses that want to succeed must master the art of establishing and implementing long-term strategies. This article presents tips for business owners and managers on ensuring their company's long-term prosperity.
Encourage Your Staff To Do Their Best
One of the essential factors in boosting workers' output is getting them engaged in their job. Businesses suffer when employees are unmotivated and aren't invested in their work. Motivate your staff to give 100%, take pride in their work, and become more committed to the company by keeping them actively involved. Instilling confidence in your staff will help your business thrive in the years to come. Leaders should motivate their teams by showing genuine interest in them as individuals and devoting themselves relentlessly to their achievement. They can also involve software for employee recognition to track what they are doing and reward them at the end.
The Productivity Boosting Results From Automating And Digitally Integrating Tasks
Innovative online tools have emerged to maximize efficiency as businesses move away from paper-based boards and into the digital realm. Effective use of the proper software may profoundly affect productivity in the office. Companies can get through mountains of work quickly using internal communication software to support project management, presentation design, time tracking, and or other communication technologies.
Find The Problem Areas And Address The Bottlenecks
Determine the bottlenecks that are slowing down your organization and attempt to eliminate them. Find out whether your company's processes, rules, and structures are in line with your strategy for setting yourself apart from the competition. Identify the temporary and permanent problems affecting your team's productivity, and fix them. Giving up on overly ambitious timelines that will only cause your workforce stress is one strategy for avoiding snags. One way how successful companies find the solution to a problem or what needs to be changed is by creating employee engagement surveys. In these surveys, employees can express their thoughts or vote about what’s needed in the company to increase the success of a business.
Consider The Company’s Culture To Create A Winning Formula
Companies that do well in the new norm will stand out from the crowd not just with a well-defined mission and set of values but also with a unique and compelling corporate culture. Most successful businesses have strong cultures that support and drive long-term success. How companies support their employees and make sure that everyone knows what is expected from them, is by incorporating company announcements to make sure that everything is on track. There is a correlation between a company's culture and its financial performance; returns to stockholders can be as much as three times greater for culturally robust organizations.
Recruit Only The Best Possible Talent
You can always count on your staff's unwavering support and assistance to succeed in business. When people at work treat you like family, you know you've got a good and productive team. If your staff is dedicated, helpful, and efficient, running your company will be much less stressful. Whether you're based in Australia, Malaysia, or India recruiting the best people might be challenging, but a PEO firm can ease the process, especially when you want to hire globally. Go through different companies and check their reviews, to see what EOR solutions work best for you. If you have existing resumes of candidates who applied for a specific job position, you can use an applicant tracking system to go through them and find one that fits your company.
Boost The Speed And Effectiveness Of Decision-Making
Companies that routinely make good decisions in a short amount of time will often surpass their competitors. Quality and speed can be simultaneously achieved, but only through effort. A system is needed to ensure that responsibility for making choices is given to the most qualified executives, teams, or people. In such cases, you can use the LIKE.TG to be able to incorporate tools that increase and improve employee engagement and experience for better choices when making important decisions. To be effective, the executive team after taking all the input and ideas of other colleagues must concentrate on the few but crucial business choices that only they can make.
Wrapping Up
Successful companies are built on the backs of their people. Managers and company owners alike always want their teams to perform at peak efficiency. The primary focus of a business should not be expanding into new markets but instead maintaining a healthy profit margin. To achieve this goal, constant RD must be conducted in strategic business sectors.
The Latest HR Trends for 2023: What to Expect
Stay ahead of the game and get a glimpse into the latest HR trends for 2023. In this article, we explore what to expect in the world of HR, including emerging technologies, new hiring practices, and changes to workplace culture. Discover how these trends may impact your business and learn what steps you can take to stay competitive in the market. Whether you're an HR professional, business owner, or simply interested in staying up-to-date with the latest industry trends, this article has something for you. Read on to learn more about the HR trends to watch out for in 2023.
The world is changing at a rapid pace and technology is an essential part of it. As it becomes so deeply intertwined with every domain, it comes with huge changes. And some of these changes the way we work, view the world, travel, and get an education. Technology has changed recruiting too. With tools like plagiarism checkers, it has revolutionized how companies evaluate potential candidates and streamline their search for the ideal fit.
But the changes do not stop here. They also changed the way they retain candidates and make them loyal to the company. So, what should we expect from the HR trends that will be this year? What are the latest trends in HR in 2023? Let’s discover them together.
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LIKE.TG solutions can provide many benefits for businesses of all sizes. It can help streamline HR processes, improve data accuracy, and reduce administrative burden. Cloud-based HR provides the flexibility and scalability that traditional HR software cannot match. With LIKE.TG, companies can store and access HR data from anywhere, at any time, using any device with an internet connection. This means that employees can access their HR information, such as pay stubs, benefits, and vacation time, from anywhere. LIKE.TGs solutions can also help with compliance and reporting, ensuring that companies are meeting all legal requirements. By utilizing LIKE.TG solutions, businesses can improve HR efficiency, reduce costs, and increase employee satisfaction.
The importance of education for the HR professional in 2023
Becoming an HR specialist is something many students are looking forward to. Many of them study psychology, sociology, or even HR during college, so they kind of prepare for this career. The needs of businesses and the expectations of candidates change constantly. This is why it is important, as an HR specialist, to keep yourself updated with the changes that take place in this domain. Even if you have already graduated from college, you can enroll in additional courses and training. Getting an education does not stop when you graduate. Getting training is something that will help you become a better professional, but you should not forget about writing essays. Top writers from an online service can help you understand the depths of HR better and how it is changing.
Hybrid Offices
One of the HR trends 2023 we will see gaining more and more momentum this year is hybrid offices. It began being popular once the COVID-19 pandemic hit the world. People started working remotely, but then the hybrid style seemed to be the solution everyone found. This means that employees are allowed to work both remotely and on-site. Some work might require them to go on-site, however, some of them can work fully remotely.
Hybrid offices mean that no one has a dedicated working space, as employees do not come to the office as frequently as before. They also have flexible working hours and this adds more to the benefits they get from the companies. Hybrid offices are one of the hottest HR trends this year and we can expect to see many companies rethinking their strategy in terms of employee retention. Because giving employees the flexibility to make their own schedules and decide if they want to come to the office means you make them more loyal to the company.
Hybrid offices are becoming increasingly popular due to their many benefits. A hybrid office allows employees to split their work between remote work and working in the office, providing a balance between flexibility and collaboration. This setup can improve work-life balance, reduce commuting time and costs, and increase productivity. Hybrid offices can also help companies attract and retain top talent, as it provides employees with the flexibility they desire. Furthermore, hybrid offices reduce the carbon footprint and environmental impact of commuting. With the pandemic forcing many companies to embrace remote work, a hybrid office is a natural extension of this trend, providing companies with the best of both worlds.
Redefining the Employee Experience
The needs and expectations of employees have changed in the past couple of years. These changes were boosted by the pandemic too and companies have to keep up the pace with them. So, one of the HR trends is that they will try to redefine the experience the employees have within the company. This means offering a nice working experience, with well-prepared leaders that can manage teams and support the employees.
At the same time, they focus on offering benefits that help the employees develop and improve themselves, but also care for their health. Among the most popular benefits we will likely see this year are hospital insurance, paid time off, coupons, or vouchers for well-being activities, such as therapy or massage.
One of the better solutions is using tools that can help employees. Workmates is a comprehensive platform that can completely transform a company's culture by providing all the tools necessary to create an exceptional employee experience. By doing so, companies can increase employee engagement, morale, and productivity, which can lead to better financial performance. Workmates offers a range of features, such as employee recognition programs, communication tools, and performance management software, that can help companies build a positive workplace culture. By providing employees with a supportive and inclusive work environment, companies can attract and retain top talent, and position themselves for long-term success. Workmates is an ideal solution for companies looking to transform their culture and enhance the employee experience.
Apart from this, all the activities that were taking place in the offline world, are not shifting online. Team Building, mindfulness sessions, sports classes, and many more are now taking place on Zoom. They even get the things they need to be delivered at home, such as the package to cook their own meals or learn how to prepare cocktails, when they have activities focused on this.
Using Data in Recruitment
Another trend that we will see will gain more momentum in 2023 is the one using data. There are more and more tools that help HRs screen resumes and select the candidates that would be a good fit within the company. More and more recruitment automation tools are being used by HRs so that they can automatize their work and do it faster.
Final Thoughts
The world is changing at a rapid pace. It is modifying the world as we know it and all domains that encompass it. Education, business, finance, banking, and much more change from one day to another. And Human Resources is changing too. So, there are some trends we will likely see this year and they will change the way recruitment and employee retention are done.
6 Smart Ways to Manage HR in the Healthcare Industry
Today, HR managers in the healthcare industry go far beyond recruitment to take up a more holistic role.
In this post-pandemic era, their roles and responsibilities have dramatically expanded. HRs are actively taking part in research, analysis, and implementation of new-age HR management strategies to bring the best out of the healthcare workforce despite the current labor shortage.
The healthcare staffing shortage is real and has dire consequences.
According to the US Bureau of Labor Statistics, there were nearly 2.1 million job openings in this industry and the second highest openings rate in the country.
The demand is not only for surgeons or specialist medical practitioners. The shortage of labor is at every level of the healthcare industry including nurses, DNP graduates, doctors, therapists, technicians, and all kinds of non-medical workers.
A shrinking talent pool and ever-growing demand for the healthcare workforce have pushed HR heads to come up with more sustainable strategies to manage this department.
If you are a healthcare HR, you know the healthcare recruitment challenges firsthand. And to tackle them, you need to put on your problem-solving hat and look for practical solutions. LIKE.TGs can be your perfect companion in better managing human resources and creating a positive work culture in your organization.
6 Effective Ways to Manage HR in the Healthcare Industry
Here are the 6 practical and effective tactics to manage HR in the healthcare industry in 2022 and beyond.
1. Stay on Top of the Recruitment Game
The primary responsibility of HR managers in healthcare, as in any other industry, is to scout for the best talents and recruit them.
In the healthcare industry, managers may struggle to stay on top of the recruitment game as the availability of candidates is quite limited due to the strict qualification requirements.
HR managers need to use advanced HR software like LIKE.TG solutions to effectively manage different stages of the hiring process and deliver a delightful employee onboarding experience.
For instance, to expedite the paperwork, you can use different DocuSign alternatives e-signature tools to get the documents signed at the convenience of the recruit.
You can share comprehensive videos for knowledge transfer, come up with an effective mentoring program, and ensure the recruit is engaged and set up for success right from day one.
2. Streamline Training and Skill Development
Once you hire a good healthcare workforce for your hospital, it is imperative that you nurture and mold them.
In an industry like healthcare, adequate training and skill development can sometimes be the difference between saving lives and losing them. And that's why HR managers have the great responsibility of getting every new recruit trained thoroughly before they start working with the patients.
So, if you want to successfully manage HR in the healthcare industry, work with employees to set professional goals for themselves and come up with well-designed training programs to reach them.Everything from their daily tasks to hospital work culture, soft skills, getting acquainted with the latest equipment, stress management and so much more should be covered in the training sessions. It’s the same for being an HR in the graphic design industry.
Ensure the training is tailored to the specific needs of their work areas.
3. Minimize Turnovers with Internal Mobility Programs
The effects of the “Great Resignation” is evident in the healthcare industry too.
According to the NSI Nursing Solutions report, there was a sharp increase in the hospital turnover rate in 2021.
The responsibility to reduce turnover and improve retention rates greatly rests upon the shoulders of HR managers.
One of the best solutions HR managers have before them is internal mobility programs.
Most HRs agree that internal recruiting helps retain their most valuable talents. It is also a great employee engagement technique.
If you want to successfully manage HR in the healthcare industry, you have to come up with a comprehensive internal mobility strategy. Some of the major components of this program could be:
Creating a database of your present employees’ KSAs (knowledge, skills, and abilities)
Identifying the promotions or new roles they qualify for
Identifying the skill gaps
Partnering with LD teams to bridge the skill gaps
Building an internal career page exclusively for your employees
While recruiting current employees for new positions, you should look beyond their skills or qualification and consider qualities like leadership, teamwork, and their contribution to your hospital.
You might be aware of how the affiliate marketing concept works. Why not create a similar program for your employees to refer professionals, both internally and externally, for different positions and get rewarded for doing so?
Not only will the employees enjoy the benefits of employee recognition programs but it will bear a positive impact on your employer branding too. And LIKE.TG offers best-in-class solutions to help HRs plan, strategize, and execute such programs in the most effective manner.
4. Combat Employee Dissatisfaction and Burnout
It wouldn't be wrong to say that healthcare professionals are some of the most stressed-out employees in the world, resulting in most of them getting married later in life.
And this is where the HR managers have a major role to play.
They should strategize to manage HR in the healthcare industry in a way that even in the midst of stressful situations, medical professionals are highly productive.
Not just occupational stress, but there are several other reasons why healthcare professionals could be dissatisfied and quit their jobs.
For instance, according to GoCo, the expectation for workplace safety is highest in the healthcare industry. Besides GDPR compliance in healthcare, HR managers and healthcare center leaders must implement safety measures like hospital security cameras, mental health resources, and other precautions to protect their employees.
When managing HR in the healthcare industry, ensure that your hospital’s aim to deliver exceptional care to the patients should not take a toll on the employees.
Your job is to develop a strong healthcare employee engagement strategy that reduces their stress levels. Work on helping doctors and nurses to serve with the required level of enthusiasm without experiencing burnout.
Some of the steps you could take to reduce dissatisfaction and burnout include:
Providing protection from injuries
Providing job security
Promoting positive mental well-being by creating a healthy working environment
Implementing pro-employee regulations
These can greatly contribute to enhancing employee lifetime value, which in marketing terms, is similar to customer lifetime value.
5. Welcome New Technology
Along with building deep talent pipelines, HRs in the healthcare industry need to manage plenty of other responsibilities. And to efficiently deliver at every front, they need to rely heavily on technology.
As a HR manager, it is your responsibility to stay up to date on emerging technologies and introduce the right tools to your team to be highly productive.
You should stay well aware of the integration of AI and IoT in healthcare, and other technologies that are revolutionizing the industry and making work easier.
A comprehensive solution like LIKE.TG can boost your performance and efficacy by helping you manage everything from recruitment to onboarding new staff, collaboration, and performance management using a single platform.
For an efficient and quick adaptation of new technology, the learning curve has to be as shallow as possible.
Adopt an effective technology assessment and training program to get everyone in the HR department future-ready.
6. Maintain Patient Satisfaction
As you can see in this ACIS report, around 70-75% of patients said that they were satisfied with the in-patient and out-patient care provided by hospitals.
Patient care goes beyond the treatment and nursing care that the patients receive. And that's where HR professionals have a significant role to play.
As HR managers, it is your responsibility to ensure cordial and professional interaction between patients and the staff, be it the doctors, nurses, or the admin team.
“Interim Healthcare SLC needed HR technology, and we’re pleased with the results we’ve gained from LIKE.TG’s solutions for recruiting, onboarding, and employee engagement. Yet it’s an opportunity for all Interim franchises. It would be so great if each franchise owner could implement similar solutions to replace legacy systems that might not work as well as they should.”
Michael Hawkins Franchise Owner of Interim HealthCare SLC
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Start by streamlining your scheduling process based on spikes in patient traffic and employee availability.
Ensure employees get the soft skills training, software, hardware, and other resources they need to ensure patient satisfaction.
Build a Strong Strategy to Manage HR in the Healthcare Industry
As we conclude, the role of an HR manager in the healthcare industry is far more inclusive than in many other industries. From boosting employee morale to developing a positive company culture and improving patient experience, your plate is always full.
And to successfully manage HR in the healthcare industry, they might even need to wear a cape and work like superheroes.
If you are an HR leader or manager in the healthcare industry, you know the challenges you face.
Go ahead and adopt the strategies we’ve shared to create a comfortable working environment for your hospital’s healthcare workers. Along with that, consider incorporating the tools offered by LIKE.TG to perform to your full potential.
Your efforts will surely lead to enhanced employee and patient satisfaction.
10 Virtual Team-Building Activity Ideas to Boost Employee Morale and Engagement
Remote working is now pervasive, which means in-person communications are often limited to virtual meetups. But that doesn’t mean you should sacrifice workplace interactions. Doing so can lead employees to feel isolated and demotivated.
As technology has advanced over the past decade, communications software like cloud phone systems has presented exciting new methods to help remote teams feel engaged and motivated. By establishing some fun virtual team-building activities, you can help your workers stay engaged and enthusiastic no matter where they are.
Once you get the hang on how to do team building activities, the next step is to take a look at an employee engagement platform. Learn more with a free demo.
We’ll explore ten mood-boosting activity ideas you can try out with your team today.
1. Icebreakers
Improving relationships between staff boosts team morale. But, this can prove challenging in a remote working environment, particularly when it comes to introducing new employees to an established team. Even employees who have worked together for a long time can benefit from learning more about each other’s backgrounds, passions, and points of view.
One of the simplest and most effective ways to help coworkers forge bonds is through icebreakers.
Playful icebreaking questions reveal workers’ likes, interests, and sense of humor in a short space of time.
You could ask questions like- “Would you rather speak to an angry client or an angry coworker?” or “This or That: Forget your morning coffee or forget your lunch?”.
This activity allows employees to find common ground and get to know more about one another in a light-hearted way, bringing them closer together. It’s also the perfect way to kick off a virtual happy hour.
2. Interactive Web Games
In recent years, the gamification of professional spheres has supercharged employee satisfaction and productivity. Encouraging employees to take a bit of time off work and play games together will keep them engaged and enthused.
For some, more simple exercises like icebreakers can become repetitive, so introducing more involved games is always a good idea. Creative teams might enjoy online drawing activities (think Pictionary!), and larger groups might be engaged by puzzle-solving virtual Murder Mysteries.
Supporting collaboration among your team is a brilliant way to build morale. You can even use icebreaker activities as the foundation for virtual team games and create personalized quizzes to test each other on coworker trivia.
3. Coordinated Breaks
With flexible working becoming the new normal, the challenge of maintaining a good work/life balance is being faced by many. Alongside encouraging employees to get a business phone number and providing specific tech for use within work hours for only work purposes, you should take more steps to prevent the line between home and work from getting blurred.
One possible solution is to encourage employees to coordinate lunch or coffee breaks over video calls. This will help workers bond as teams and reduce feelings of isolation and monotony at work.
4. Film and Book Clubs
One unique and engaging way to foster a positive environment within your team is to develop special interest clubs, which meet virtually to discuss shared passions, like books or films.
By setting out a collective goal for your team (to read a particular book or watch an ongoing series or film for group discussion), employees can develop common ground and find new ways to bond.
Setting up groups like this will open up healthy, fun debates among colleagues, which is key to improving morale and engagement.
5. Chef’s Club
When working from home, it can be easy to fall back on simple but repetitive meals at lunch or even dinner, making the days merge into one.
To offer your staff a way of challenging themselves to try new things and fostering a sense of togetherness as a team, why not set up a cooking club or recipe share, where employees can take turns sharing a dish of their choice – or even their own recipe – to spice up mealtimes across the virtual office.
Getting to know each other’s preferences and cultural backgrounds through food is a great way to reinforce employee relationships, and trying new things will enhance team engagement.
6. Workout Challenges
One of the most significant challenges of working from home is maintaining a routine when it comes to keeping up with exercise and workout regimes.
A fun and morale-boosting solution to this is the introduction of group lifestyle challenges. These encourage healthy living and an atmosphere of encouragement and peer support.
Tracking the office water goals and step counts will help employees stay up-to-date with each other’s progress, allowing team members to offer encouragement when they notice coworkers’ efforts flagging and their congratulations when new milestones and achievements are attained.
“Our staff has praised the increased communications level Workmates delivers. We use it to communicate important project matters and give staff specific ‘kudos’ or even recognize their birthdays. More importantly, we use Workmates to clarify important project details that needed rapid dissemination among the entire team.”
Christopher Baggott Chief Executive Officerator of Medlinks Cost Containment, Inc. and Medlinks Staffing, LLC.
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7. Team-Building Apps
Using apps will improve the variety of team-building activities available to remote teams. Ad Hoc system testing and rigorous regulation ensure the best user experience for individuals and professional teams.
One example of an exciting app-based team-building activity is HeyTaco!. This allows remote teams to acknowledge one another’s goals and attainments by gifting “tacos” through the app, which can be redeemed to earn prizes.
Implementing apps like HeyTaco!, which align well with company values and goals, will create a positive working environment and keep employees engaged, motivated, and connected.
8. Mental Health Debriefs
Among the most prevalent concerns related to the rise of remote working is an increase in social isolation.
One way to ensure all team members are encouraged to be sociable and reach out when under stress, even while working remotely, is to introduce mental health debriefs.
These could take the form of weekly meetings in which employees are given a safe space to share their feelings and offer advice to others who may be struggling with the same issues.
Fostering trusting group relationships and implementing proven strategies to maintain mental health in the workplace are vital steps in preventing employees from experiencing burnout, loneliness, or extreme stress at work.
Improving employee experience doesn'tneed to be difficult - or expensive!
Learn how
9. Video-Call Games
Video conferencing is arguably the best-known means of virtual communication in modern workplaces.
However, you can use this software for more than just meetings. Many now support and facilitate interactive games, with no extra downloads or sign-ups necessary!
Even a game as simple as charades can provide endless fun and requires no extras besides your imagination and a sense of humor. Another great exercise is a Guess Who-style quiz, where employees show their workspace to coworkers on the call to guess who it belongs to.
You can take advantage of the functionalities offered by business phone platforms and use three-way calls to rotate different team members onto calls to reveal their workspaces.
Activities like this bring humor into workplace team-building, allowing employees to relax and have fun with minimal preparation and maximum effect!
10. Personality Tests
Personality tests are an engaging and interactive team-building activity that helps to promote understanding and empathy in your workforce. These allow team members to learn more about themselves and their colleagues.
Many methods, like the Myers-Briggs Type Indicator (MBTI) test, can reveal a lot about a person’s personality type, grouping people into categories based on their responses to various questions. Employees can have fun comparing themselves and others’ results to those of celebrities, historical figures, and even fictional characters!
Crucially though, learning more about how your group works together and individually can allow you to gel better as a team. Organize a post-test team call to discuss the different personality types and how they fit in with team dynamics. This will help you accommodate the different types’ preferred working and communication styles and, therefore, boost engagement.
Make Virtual Team-Building Work for You
Of course, not every team-building or employee engagement strategy will work for everyone, and knowing your team inside out is the best way to ensure that each member feels comfortable, listened to, and involved as part of a team.
Just as the top contact management software tracks contract timelines from inception to signing, it’s your responsibility to monitor employee morale and engagement from onboarding to termination. By meeting with employees regularly and encouraging them to suggest and feed back on activities themselves, you’ll be able to grow closer as a workforce, building team relationships, morale, and engagement as you go.
Crafting a Winning Job Posting: Strategies for Attracting Top Talent
In today's competitive job market, an estimated 7 million job listings are posted on online job boards each month, making it increasingly challenging for employers to attract top talent. With such fierce competition, the key to standing out and capturing the attention of the best candidates lies in crafting an exceptional job posting.
Creating a Compelling Job Description
A captivating job description is vital in attracting the right talent and setting the foundation for a successful recruitment process. To create an appealing job description, begin by using straightforward, accessible language that encapsulates the essence of the position. Concentrate on essential elements, such as primary responsibilities, necessary skills, and desired experience levels.
Next, showcase the distinct advantages of your organization and the specific role. Emphasize aspects like your company culture, the potential for growth, and any enticing benefits or perks on offer. Address any possible concerns or challenges candidates might face and underscore your dedication to their professional growth and maintaining a healthy work-life balance.
Lastly, prioritize inclusivity and diversity. Use gender-neutral language and avoid industry jargon that could deter potential candidates. By adhering to these principles, you'll craft an enticing job description that speaks to top talent and lays the groundwork for a fruitful hiring experience.
Writing an Attention-Grabbing Headline
An attention-grabbing headline is crucial for enticing top talent to explore your job listing further. A well-crafted headline sets the tone for the entire job posting and piques the interest of potential candidates.
To write a captivating headline, focus on the following elements:
Be clear and concise:
Use straightforward language to convey the essence of the role. Aim to be specific while keeping it brief, allowing job seekers to quickly identify if the position aligns with their goals and expertise.
Highlight key selling points:
Incorporate unique aspects of the role or your organization that will resonate with potential candidates. This could include emphasizing opportunities for growth, a dynamic work environment, or a mission-driven company culture.
Use action-oriented language:
Employ action verbs and compelling phrases that inspire candidates to envision themselves in the position and motivate them to learn more about your organization.
By crafting a powerful, eye-catching headline, you'll increase the likelihood that top talent will engage with your job posting and explore what your organization has to offer.
Utilizing Keywords and Phrases for Searchability
To ensure your job posting reaches the right candidates, optimizing its searchability by incorporating relevant keywords and phrases is crucial. This strategy will improve your listing's visibility among top talent actively seeking new opportunities. Follow these tips to elevate your job posting's searchability:
Research relevant keywords:
Identify commonly used terms and phrases in your industry or for the specific role. Tools like Google Trends API and keyword planners can help you pinpoint popular search terms that potential candidates are likely to use.
Prioritize natural integration:
Seamlessly incorporate these keywords into your job description, headline, and responsibilities. Aim for a natural flow that maintains readability and does not appear forced or repetitive.
Focus on job titles and skills:
Ensure that your job title accurately reflects the role and is a term that candidates are likely to search for. Additionally, highlight key skills and qualifications sought-after and relevant to the position.
Consider location-based keywords:
Including your location in the job posting can improve searchability among candidates looking for opportunities in specific regions or cities.
Highlighting Core Responsibilities Qualifications Needed
Effectively presenting the core responsibilities and qualifications needed for a role and testing them is vital in attracting suitable candidates for your job posting. Follow these guidelines to ensure clarity and appeal in this crucial aspect of your listing:
Focus on key responsibilities:
List the most critical tasks and expectations associated with the role, providing a clear snapshot of what the position entails. This allows candidates to gauge whether their skills and experience align with your requirements.
Specify essential qualifications:
Clearly outline the necessary skills, education, and experience for the position. By stating these explicitly, you'll help potential applicants assess their suitability and compatibility with the role.
Prioritize readability:
Format your list of responsibilities and qualifications using bullet points or numbered lists to improve readability and make it easy for candidates to grasp the core aspects of the job quickly.
Balance requirements and flexibility:
While it's important to outline the key qualifications needed, also consider showcasing your organization's willingness to accommodate candidates who may possess transferable skills or be eager to learn and grow within the role.
Articulating Benefits Perks to Prospective Candidates
In a competitive job market, effectively highlighting the benefits and perks your organization offers can make all the difference in attracting top talent. To showcase these enticing aspects, consider the following tips:
Showcase unique perks:
Differentiate your organization by emphasizing exclusive perks, such as flexible work arrangements, professional development opportunities, or a thriving company culture that supports employee well-being and growth.
Highlight competitive benefits:
Clearly outline the standard benefits you offer, including healthcare, retirement plans, and paid time off. This information helps prospective candidates evaluate the comprehensive value of your organization's offerings.
Appeal to candidate values:
Align your benefits and perks with the values and aspirations of your target talent pool. For example, if you're aiming to attract environmentally conscious candidates, emphasize your organization's commitment to sustainability or green initiatives.
Use storytelling:
Rather than simply listing benefits and perks, weave them into a narrative using presentations that illustrates the positive impact they can have on employees' lives. This approach creates a more engaging and memorable presentation.
Establishing a Sense of Urgency for Timely Action from Applicants
Encouraging prompt responses from potential candidates is key to a smooth hiring process, ensuring that you secure top talent before they consider other options. To create a sense of urgency in your job posting, consider the following strategies:
Set a clear deadline:
Include a specific closing date for applications, signaling to candidates that they need to act promptly to be considered for the role.
Highlight timely opportunities:
Emphasize any immediate projects or initiatives that the successful candidate will be involved in, showcasing the exciting and dynamic nature of the role.
Use action-oriented language:
Employ compelling, active language throughout the job posting to inspire candidates to envision themselves in the position and take immediate action.
Create a sense of exclusivity:
Convey that the position is a unique opportunity with limited availability, making it clear that candidates should not delay their application if they're genuinely interested in joining your organization.
Marketing Your Opportunity with Social Media Outreach
Leveraging social media is a powerful way to amplify the visibility of your job posting and reach a wider pool of potential candidates. To effectively market your opportunity through social media outreach, consider the following tips:
Choose the right platforms:
Focus on social media channels that are popular among your target audience and relevant to your industry. LinkedIn, for example, is an excellent choice for professional networking and job opportunities.
Craft engaging content:
Create eye-catching visuals and concise copy highlighting the role's most appealing aspects, encouraging users to share and engage with your posts.
Utilize hashtags and keywords:
Incorporate relevant hashtags and keywords in your social media posts to improve discoverability among users actively searching for job opportunities.
Encourage employee advocacy:
Involve your current employees by asking them to share the job posting on their social media accounts, tapping into their networks to reach a broader audience.
Utilize an Applicant Tracking System
An Applicant Tracking System (ATS) is a valuable resource in today's competitive hiring environment. It helps you manage candidate applications more effectively, enhancing your talent acquisition process: from streamlining recruitment to improving the candidate experience.
Here are the key advantages of utilizing an ATS:
Organized candidate management:
An ATS consolidates all applicant data in one easy-to-navigate platform, streamlining the review and comparison of applications and enabling better decision-making.
Improved communication:
The ATS facilitates seamless interaction with candidates throughout their recruitment journey, keeping them engaged and informed while promptly addressing their queries.
Team collaboration:
By offering a shared space for your hiring team, an ATS promotes collaboration and transparency, making it simple for team members to exchange feedback and insights about candidates.
Customizable workflows:
An ATS can be adapted to your organization's specific recruitment process, allowing you to develop workflows that best suit your needs and goals.
Insightful analytics:
Equipped with valuable data and analytics, an ATS helps you assess your recruitment strategies' effectiveness and make well-informed decisions to refine future efforts.
By implementing a cutting-edge Applicant Tracking System, you'll streamline the hiring process, save time, and enhance your chances of attracting top talent.
Conclusion
The art of crafting a winning job posting is essential to attracting the best talent in today's competitive market. By focusing on the key aspects - engaging job descriptions, eye-catching headlines, keyword optimization, highlighting responsibilities and qualifications, showcasing benefits and perks, instilling urgency, leveraging social media, and utilizing an Applicant Tracking System - you'll set the stage for a successful recruitment process and connect with the right candidates.
We hope these tips elevate your hiring efforts and contribute to the growth of your organization. If you found this blog insightful, we encourage you to share it with your friends, colleagues, and professional network.
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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.
HR Management Software Tips To Run An Effective Company
Remember the first time computers started managing data in the 1970s? Since then HR management software has come a long way.
HR Management software is a programmed solution for managing or streamlining HR-related processes. In today’s modern age, optimizing one’s time is crucial.
Top HR management software helps you to allocate tasks, automate workflows and save time. As per Statista, the HR tech market size will reach $90 billion by 2025 from $47.4 billion.
So, here are a few benefits of HR management software that can save time and money for businesses:
Smooth recruitment process
Automation of boring and repetitive tasks
Allowing employers to handle their data
Maintaining an accurate database on deadlines
Providing real-time data into HR metrics
Take a look at HR software solutions from onboarding to employee engagement.
Importance Of Effective HR Management Software For Running A Successful Company
From administrative efficiency to recruitment process simplification, HR management software improves processing. These softwares are designed to collect as well as distribute HR information across the entire organization.
It further helps to decrease the extreme burden on the executive section of a business. You can customize your software as per your business needs and cut down on costs for less important things.
Understand The Needs Of Your Company
When a business grows, you enjoy a fair share of revenue growth. But on the other hand it gets complex to deal with workflow optimization. Before we go further into the details of buying the best HRMS, here are a few things you should contemplate:
Identify The Specific HR Tasks That Need To Be Automated
Even big companies like Mckinsey with over 15 billion in revenue have started using the new HR operating model.
They have started elevating administrative tasks through automated onboarding, gathering and analyzing employee data.
“We have to start thinking of solutions, data, and employee experience when talking about digitalization in HR.” said the CHRO of a European chemical company.
Different software's functions differently for business. This is the reason you need to understand what your business needs. Whether it's updating employee data once or sending reminders to the employee or securing sensitive documents.
Determine The Features And Functionalities Required To Meet Those Needs
To manage things better, you need better features in HR management software.
HR management tools like smooth onboarding, and maintaining good employee records features like analytics, reporting, and security are useful.
As per Clickboarding stats, 69% of employees are likely to stay with a company for 3 years if they experience great onboarding.
In short, better features, a better employee satisfaction rate.
Consider The Size And Scope Of Your Company When Selecting A Software Solution
Whether you have 10 employees or a 100-employee company, the basics are the same. You need to handle, onboard and manage people databases accurately. That being said as your businesses grow, you need to understand when to incorporate new software.
While looking for the best HR tools for a smooth onboarding process, consider the size and range of your company.
According to an HBR survey, promoting the right person is the most satisfactory way to grow your business.
Choose The Right Software
Did you know 64% of employees believe that celebrating employees’ accomplishments creates job satisfaction? Learn a few HR management tips and never miss any chance to celebrate with your employees.
Back to the basics: Here are a few things to look for in top HR management software:
Research And Evaluate Different HR Management Software Options
This is a no-brainer since having a clear objective of why you need an HR management solution is important. Different HRMS work differently, some are best for managing payrolls and some are best for automating the workflow.
Ask yourself: What are the issues your HR team finds hard to tackle? Or can your team learn quickly about this new software and work their way up? Is integration flawless with this new HRMS software?
Do thorough research on your needs.
Factors such as user-friendliness, and scalability are important
You need a strategy whether it's for making money on Instagram or utilizing HR management tips for small businesses. Strategies that include testing software for their costs and their user-friendliness is crucial before you make any investment.
The software should eliminate the cost of training your team, and increase user engagement with fewer errors and more user-friendly features.
Look For Software That Integrates Well With Your Existing Systems
Implementation and integration are a huge part of any HR management system. When you install a new system in your business process, there are going to be changes and ups and downs.
Make sure your software vendor knows how to handle the implementation process. It's good to understand how to integrate specific HRIS with other tools, and what other tools you can connect with a specific HRIS.
Look out for an HR system that is customizable and includes integrations with other popular software applications. This will allow you to have all the features that you need in a single system.
Implement The Software Successfully
Selecting a good HR software is confusing but implementing it is another battle in itself. Employees today want fast, accurate and easy-to-consume content. As per EmploySure, 80% of employees prefer to get immediate feedback rather than waiting for performance reviews.
Now the question is “How to implement HR management software successfully?” Develop a plan for implementing the software. Start with a comprehensive plan. Maintain an HRMS checklist so that you don’t get lost in the process while implementing it within your business.
The HRMS implementation checklist includes:
Change management
Hiring an HRMS consultant
Data migration
System testing
User training
Budget
Go-live
Challenges
Furthermore, there are two pillars for implementing the software.
Pillar 1: Organizational Design
HRIS promotes organizational consistency by automating key data collection processes. It relieves the HR team from the burden of remembering to request information. The need for a centralized, scalable, and consistent data space becomes vital.
As per the latest HR trends, 74% of companies are either implementing or planning to implement hybrid or work-from-home, working models.
Pillar 2: Employee Data Management
Employee Data Management enables HR teams to not just collect data, but also utilize it. With HRIS software, HR can easily track and plan employee career paths, including growth plans and promotion milestones.
This permits for quick identification and resolution of areas needing adjustments, while also enabling the management and tracking of career growth paths.
Train HR Staff And Other Employees On How To Use The Software
To equip your HR staff, you can start by creating an employee training plan. This can often include sharing departmental goals objectives and managing documentation. Also, it supports the wider organizational strategy to focus.
It is crucial to provide the new hire with a safe environment. So that they can understand how their role contributes to department and organizational success. This creates a sense of ownership, purpose, and belonging in new hires.
For employees to be successful in their roles, they need to grasp how the work is carried out, including the various processes and workflows involved.
Ensure That All Necessary Data Is Transferred To The New System Accurately
According to a report from KPMG, 92 per cent of senior executives have the same concern. They are apprehensive about the potential negative impacts of data and analytics on their organization.
Well, HRMS systems don’t allow any compromises when it comes to data. The HRMS system utilizes advanced encryption standards (AES) with 256-bit encryption to safeguard user credentials that are stored in an encrypted format.
The application is configured to comply with GDPR regulations and GDPR secure sockets layer (SSL) certificate in place. Utilize The Software To Its Full Potential
Encourage Employees To Use The Software For HR-Related Tasks
To maintain a seamless flow of work, it's essential to train your employees to make use of the software. They can use HRMS for sourcing employee data, streamlining onboarding processes and managing other administrative tasks.
HR software solution acts like a convenient, searchable repository for employee records and information. Furthermore, employee data can be safely and easily accessed by stakeholders.
Monitor Usage To Identify Areas For Improvement And Additional Training
To measure and maximise the R.O.I of HR software, monitoring the usage of HRMS is important. You can gain insights into how the system is being utilized and identify areas for improvement and additional training.
You can define key metrics, utilize reporting features, conduct user surveys and analyze user behaviour to get insights into how the software is being used.
Continuously Evaluate The Software's Effectiveness And Make Adjustments As Needed
Organizations spend a lot of time and money getting people to work for them. Evaluating and making adjustments within your HRM software is the key as you grow your business.
Conclusion
Stats show that in terms of performance management, 48% of companies focus on increasing productivity and engagement in 2022.
To conclude, HR management software helps businesses to make smarter decisions. When there are smooth conversations between departments, it leads to more efficiency and less chaos.
In addition, these full-fledged HR softwares are now acting as business supervisors. For businesses that innovate, create and manage time and labour, HR management software can lead to the elimination of weaknesses and areas that are non-performing.
So, are you ready to equip your team with modern HR Tools?
Improved Employee Engagement for ADP users
Employee engagement is an important aspect of a successful organization. Engaged employees are more likely to stay with their company, more productive, and more likely to provide exceptional customer service. In recent years, employee engagement software has emerged as a powerful tool to help organizations boost employee motivation and satisfaction. These software solutions offer a central platform for employees to communicate, collaborate, and build stronger relationships with one another.
Employee engagement software can help organizations create a more inclusive work environment and foster a team spirit among team members. In turn, this can result in better performance, reduced turnover, and a more positive overall company culture. With so many benefits to offer, it's not a surprise that more and more organizations are choosing employee engagement software to unlock their full potential.
What is the Workmates App?
The Workmates App is a comprehensive employee engagement platform designed to help organizations create a more connected, engaged, and productive workforce. With a focus on communication and collaboration, the app provides a centralized place for employees to share information, ask questions, and provide feedback. The Workmates App also includes a variety of features designed to improve employee recognition, streamline performance management, and foster a culture of continuous learning and development.
As a cloud-based solution, the Workmates App is accessible from any location and any device. This helps employees in staying connected and engaged, whether they're working in the office or remotely. With an intuitive and user-friendly interface, the Workmates App is easy for employees to adopt and use on a day-to-day basis.
Integrating Workmates App with ADP
One of the key advantages of the Workmates App is its seamless integration with ADP. By integrating the Workmates App with ADP, organizations can unlock a whole new level of employee engagement and collaboration.
The integration between the Workmates App and ADP allows for single sign-on (SSO) capabilities, making it easy for employees to access both platforms with a single set of credentials.
Key Features of the Workmates App for ADP Users
The Workmates App offers a wide range of features designed to help organizations create a more engaged and connected workforce. Some of the key features include:
Communication and collaboration tools: The Workmates App provide a variety of communication channels, including group chat, private messaging, and company-wide announcements. This makes it easy for employees to share updates, seek answers to many questions, and collaborate successfully on projects.
Employee recognition: The app includes an in-built recognition system where employees can give and receive kudos for a job well done. This can help boost employee morale and encourage a culture of appreciation and recognition.
Performance management: The Workmates App offers tools to set goals, track progress, and provide constant feedback. This can help employees stay focused, motivated, and accountable for their performance.
Learning and development: The app provides access to a library of training materials and resources, making it easy for employees to learn new skills, develop their expertise, and stay up-to-date with industry trends.
Employee surveys: The Workmates App includes customizable employee surveys that organizations can use to gather feedback and gain insights into employee satisfaction, engagement, and overall well-being.
Enhancing Employee Communication for ADP Users
Effective communication is essential for building trust, fostering collaboration, and maintaining a positive company culture. The Workmates App provides a variety of tools and features designed to help organizations already using ADP improve their internal communication and create a more connected workforce.
With group chat, private messaging, and company-wide announcements, employees can easily share information and collaborate on projects. This can help break down silos, facilitate cross-functional teamwork, and ensure that all employees or team members are on the same page.
In addition, the Workmates App allows organizations to create custom channels based on departments, teams, or interests. This can help keep employees informed about relevant news and updates and provide a platform for them to share their knowledge and expertise.
Boosting Employee Engagement for ADP Users
Employee engagement is closely linked to job satisfaction, performance, and overall well-being. By providing a centralized platform for communication, collaboration, and recognition, the Workmates App can help organizations currently using ADP to boost employee engagement and create a more positive work environment. The app's built-in recognition system allows employees to give and receive kudos for a job well done. This can help boost employee morale, encourage a culture of appreciation, and reinforce the organization's core values.
Furthermore, the Workmates App offers tools for setting goals, tracking progress, and providing ongoing feedback. This can help employees stay focused, motivated, and accountable for their performance, leading to increased engagement and job satisfaction. A number of organizations have already experienced the benefits of integrating the Workmates App with ADP. By implementing the Workmates App, this organization was able to improve communication and collaboration across its global workforce. As a result, they experienced a significant increase in employee engagement, leading to higher productivity and reduced turnover.
Benefits of Workmates App for ADP Users
For ADP users, the integration between the Workmates App and ADP offers a number of benefits, including:
Single sign-on (SSO): Employees can access both platforms with a single set of credentials, streamlining the login process and reducing the need for multiple passwords.
Consolidated employee data: Organizations can consolidate their employee data, making it easier to manage employee information and reducing the risk of data discrepancies.
How to Get Started with the Workmates App for ADP Users?
Getting started with the Workmates App for ADP users is simple and straightforward. To begin, follow these steps:
Sign up for a free trial of the Workmates App to explore its features and functionality.
Contact the LIKE.TG Workmates App team to discuss your organization's needs and goals, and to learn more about the integration process.
Work with the Workmates App team to develop a customized plan for implementation that aligns with the specific requirements of your business or organization.
Train your employees on how to use the Workmates App, and provide ongoing support and resources to ensure a smooth transition.
Continuously monitor employee engagement and satisfaction, and use the insights gained from the Workmates App and ADP to make data-driven decisions and improvements.
Conclusion
In conclusion, the Workmates App offers a comprehensive solution for organizations looking to boost employee engagement, improve communication, and create a more connected workforce. By integrating the Workmates App with ADP, you can leverage the full potential of employee engagement software and experience the many benefits it has to offer. Don't wait any longer to harness the power of employee engagement software. Get started with the Workmates App today and see firsthand the transformation it can bring to your organization.
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Navigating the Challenges of Remote Employment: Tips for Employers and Employees
While remote work offers many benefits, such as flexibility, reduced commuting time, and increased productivity, it also comes with its own set of challenges. In this article, we'll provide some tips for both employers and employees to help them overcome the challenges of remote employment. Remote work brings about numerous benefits, including flexibility, increased productivity, and reduced costs. However, working remotely also presents several challenges, such as isolation, communication barriers, and difficulty with accountability. In this article, we will explore some tips for employers and employees to navigate the challenges of remote employment.One way to make it easier for you is to implement an onboarding software for remote workers. Take a look at what LIKE.TG's onboarding solution can do for you.
Establish clear expectations:
One of the biggest challenges of remote work is ensuring that everyone is on the same page. When employees work remotely, it's important to establish clear expectations regarding communication, work hours, and deliverables. Be sure to communicate these expectations clearly and consistently to avoid confusion or misunderstandings. Establishing expectations early on can help employees stay focused and productive and can prevent potential issues down the road. Remote employment can make it challenging to maintain employee engagement. To improve engagement, consider the following strategies: Communication, virtual team building, recognition and rewards, professional development and flexibility. By implementing these strategies, remote employers can improve employee engagement, motivation, and satisfaction.
Provide the necessary tools and technology:
Remote workers need access to the right tools and technology to do their jobs effectively. This includes access to communication tools like video conferencing software, project management tools, content management system (CMS) and cloud storage solutions, Desktop-as-a-Service (DaaS) solution, and even virtual mailbox solutions. Providing employees with the necessary tools and technology can help them stay connected and engaged, which is essential when working remotely. Using these tools allows you easy collaboration on content creation and management, it also provides you a centralized location for all digital content while making it faster and more efficient. Integration with open APIs to your corporate enterprise systems and external cloud providers to enable inter-application workflows and data retrieval. All of this helps you store, access, and visualize any relevant data from any of your sources.
Salary:
One of the most significant challenges of remote work is ensuring timely and accurate financial payments. Employers must ensure that remote employees are paid on time and receive the correct amount of compensation. These services offer fast, secure, and reliable payment processing, making it easy for employers to pay remote employees, regardless of their location. Employers must ensure that remote employees are paid on time and receive the correct amount of compensation. One way to ensure accurate payment is to use reliable payment processing services. These services offer fast, secure, and reliable payment processing, making it easy for employers to pay remote employees, regardless of their location. These can range from benefits that make an employee's work-life easier to navigate, like virtual credit cards for employees in managerial roles to more customized benefits based on lifestyle. One of these methods is benefit programs such as retirement benefits, health insurance plans, paid time off, equity, and many more. They can have a significant impact on employee engagement and retention.
Establish a routine:
When working remotely, it's important to establish a routine to help you stay focused and productive. Set a schedule for when you'll start and end work each day, take breaks, and engage in other activities. Creating a routine can help you avoid distractions and stay on track, which is essential when working remotely. This includes setting a regular work schedule, taking breaks as needed, and maintaining a healthy work-life balance. It is also essential to communicate effectively with supervisors and coworkers, providing regular updates on work progress and being responsive to feedback. It is also important to take care of one's physical and mental health, including taking breaks throughout the day, getting regular exercise, and seeking support when needed.
Stay connected with colleagues:
When working remotely, it's easy to feel disconnected from colleagues. Make an effort to stay connected by scheduling regular check-ins or participating in virtual team-building activities. Staying connected with colleagues can help you feel more engaged and invested in your work and can also help you build strong relationships with your coworkers.
Communicate with your employer:
Communication is key when working remotely. Make sure to communicate regularly with your employer to stay on top of expectations, deliverables, and any potential issues. Keep your employer informed about your progress and any challenges you may be facing. By communicating regularly, you can avoid misunderstandings and ensure that everyone is on the same page. For employers, it is essential to establish clear communication channels and expectations for remote employees. This includes setting expectations for communication and work schedules, as well as outlining the tools and platforms that will be used to stay connected. It is also important to provide adequate training and support for remote employees, including access to necessary software and hardware, as well as IT support. Providing regular feedback and recognition for good work is also critical to maintaining employee morale and productivity.
Set boundaries:
Working remotely can sometimes blur the line between work and personal life. It's important to set boundaries to ensure that you're able to disconnect and recharge after work hours. Set clear boundaries around when you're available and when you're not, and avoid checking work emails or messages outside of work hours. This can help you maintain a healthy work-life balance and prevent burnout.
Conclusion
Remote work offers many benefits, but it also comes with its own set of challenges. Employers and employees must navigate these challenges to ensure that remote work is a success. By following the tips outlined above, employers can help their employees stay engaged and productive, while employees can stay focused and avoid burnout. With clear expectations, the right tools and technology, and a focus on communication and self-care, remote work can be a viable option for many organisations and individuals. LIKE.TG’s Onboard solution automates the entire field of onboarding approach to save time, increase data accuracy, and help ensure compliance with industry regulations and requirements. Onboard solutions help to save so much valuable time and effort while increasing data accuracy, improving compliance and achieving the best results.
LIKE.TG Wins 2023 ADP Marketplace Best Service and Support Award
El Segundo, CA – May 3, 2023 - LIKE.TG®, a cloud-based human resource management (HRM) suite, has been awarded the 2023 Best Service and Support award at the 2023 ADP Marketplace Partner Summit. The recognition acknowledges LIKE.TG’s exceptional service and support to ADP® clients.
LIKE.TG provides innovative solutions that can help ADP clients streamline their HR processes. Their employee engagement and recognition platform, integrated with ADP Workforce Now®, provides clients with a unique and efficient solution to help enhance the employee experience and assist organizations in improving their company culture.
"I am so impressed with LIKE.TG's response times, which is one of the main reasons why I think they are so successful. I never felt that I was on my own or had to try to figure something out since the LIKE.TG team was always there to support me." - Shilery Garcia, Auditing and Operations Administrator, Medlinks
LIKE.TG is committed to providing high levels of service and trusted innovative solutions to ADP clients. Learn more about the integrations here on ADP Marketplace.
About LIKE.TG
LIKE.TG was founded in 2012 with the mission to simplify HR processes through technology. LIKE.TG is a cloud-based human resource management (HRM) suite that caters to businesses across various industries. Solutions offered by LIKE.TG include Onboard Software, Workmates Employee Intranet, Recruit ATS, People HRMS, Time Clock and Time Off. Learn more here.
About ADP (NASDAQ – ADP)
Designing better ways to work through cutting-edge products, premium services and exceptional experiences that enable people to reach their full potential. HR, Talent, Time Management, Benefits and Payroll. Informed by data and designed for people. Learn more at ADP.com
ADP, the ADP logo, and Always Designing for People are trademarks of ADP, Inc.
Copyright © 2023 ADP, Inc. All rights reserved.
LIKE.TG Media Contact
Krishna C SurendraLIKE.TG
310 658-5786
[email protected]
ADP Media Contact: Jason LedderADP, Inc.201 650-8160 [email protected]
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5 Unique Ways to Create a Strong Company Culture In A Remote Environment
In the last few years, remote work has taken precedence over in-office work in a way that was never expected.
In early 2022, The Pew Research Center reported that 60% of workers want to work from home all or most of the time.
We can expect this number to increase further this year as an increasing number of employers and employees embrace the “flexibility” offered by remote work.
However, it also can’t be denied that remote work also comes with problems like miscommunication and disconnection with the team, leaders and managers. Employees can also feel disengaged and isolated. That is the reason, business owners and managers managing remote teams, developing and maintaining a strong company culture is critical.
What is company culture?
Ask 10 different people what company culture is and you’ll get 10 different replies.
However, at core, the company culture can be defined as the sum total of all formal and informal processes, behaviors, and values that create an experience for your workforce and customers.
Company culture can be felt by everyone who works and even visits your organization.
For instance, you walk into a company as an outsider and its employees greet you with a warm smile and a firm handshake. You can instantly feel a distinct, positive energy, and you get a fair idea of how things “work” there.
You’ve understood what company culture is, now we’ll have a look at its benefits.
Why company culture matters?
Let’s take a look at some statistics that underline the importance of company culture in today’s dynamic work environment.
86% of job seekers avoid companies with a bad reputation, and a culture that attracts high-caliber employees leads to a 33% revenue increase.
It’s evident that a strong company culture paves way for the organization’s success.
Here are a few substantial benefits of a good company culture for both employers and employees alike.
Increased productivity
Happy, engaged employees are more productive than others. A strong company culture makes employees feel valued and they work with a greater sense of fulfillment and job satisfaction.
When your employees’ goals and organization’s objectives are aligned, they display more passion and commitment that shows in the form of better quality work, increased productivity, and consistency.
Decreased turnover
Retaining highly skilled employees has become more of a challenge for today’s organizations. If people don’t feel valued and recognized, they switch jobs.
On the other hand, a good company culture recognizes and rewards top performers, which helps reduce the staff turnover as they feel a sense of belongingness, shared accomplishment, and a shared community.
Turns employees into advocates
When employees feel connected to an organization and team members, they are likely to be your brand’s best “word of mouth” advocates. They will invite other skilled professionals they know to come and work beside them. Highly satisfied employees not just contribute to your company culture but also advocate it both internally as well as outside the organization.
Makes recruitment easier
Your company culture is something that’s noticed even by job seekers, and they’ll consider it while making the final decision. They can sense your culture even during the interview. So, to keep their interest, prioritize building an organizational culture that leaves a strong first impression on your potential employees.
Effective onboarding
Effective onboarding is one of the best ways to ensure new employees get familiar with the core values and mission of their business.
Onboarding practices such as training, orientation, and performance management programs enable new employees to access the right resources and make a smooth transition into new job roles and responsibilities.
What if you have an automated online onboarding software, like LIKE.TG, where HR can actively track all the checklists, tasks, and nothing will miss, no matter from where you are working.
Next up, we’ll have a look at the best ways that, when implemented, can help you create a thriving company culture in a remote environment.
Five best ways for building a strong culture with remote teams
Define your company’s mission
Your employees need a mission to work towards.
Stephen Kohler, the CEO of Audira Labs, says, “As humans, we have a fundamental need for a sense of purpose and meaning in what we do".
In a remote work setting, distractions and apathy can negatively influence your team members. So, it’s important to remind them why they are doing what they do. How are their contributions helping a large number of people be more efficient in what they do?
How does your company plan to help people enjoy a healthy work-life balance?
Make your employees understand the value of their contributions and how everyone stands to benefit from them, including your team members.
Prioritize communication
68% of people say they’ve personally wasted time as a result of communication issues in their business.
Timely, smooth communication among your remote team members helps to keep your entire unit together, which further shows in improved coordination on work and better team camaraderie.
It’s important for managers to conduct regular one-on-one and team meetings with direct reports to ensure projects progress as planned and any underlying remote working issues are identified and resolved in time.
Providing your team with the right communication tools also go a long way to help them exchange crucial information with others, which prompts timely response by recipients.
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Make your employees feel valued
Your remote team employees are not just working for a paycheck at the end of the month. It’s much more than that. What separates your organization from other organizations?
All companies pay salaries but employees prefer to stay longer with organizations that value and appreciate their efforts, which gives them high job satisfaction and further fuels them to contribute to the company’s mission.
Remote employees can easily feel isolated as they are “out of sight, out of mind” for their reporting managers. Not giving feedback can demoralize them and lower their self-esteem. They might be discouraged from working hard when their efforts are not appreciated and valued.
So, how do you appreciate and reward employees who work from home? Here, an employee recognition and reward software can really help you out. How can you have fun with your employees? Reward them in front of all, offer them gift cards, and much more. It helps to boost their morale and engagement.
Incorporate team building activities
Thanks to video conferencing platforms like Zoom, it’s easy and quick for widely dispersed team members to have virtual face-to-face conversations with each other, which helps to keep team members feel connected to each other. HR pros, managers, and team leaders should use video conferencing effectively to organize virtual team-building activities that will also improve their work-life balance.
For instance, once a week, you can organize a video conference session revolving around casual conversations where your team members can share their personal lives and other areas of interest outside of work. There are numerous virtual team games, like Team Dinner, Tiny Campfire, Gingerbread Wards, etc, that can improve your remote team camaraderie.
Ask for feedback and measure employee engagement
How would you know if your remote employees are happy or not?
Ask them. Quite simple, isn’t it?
Monthly or quarterly anonymous surveys are one of the most widely used and effective ways to help managers and team leaders gauge how exactly your employees are feeling and how well your organization is upholding its values.
Employee pulse surveys give you a clear picture of what’s working and what’s not. You can identify bottlenecks and take corrective action before the situation gets worse.
However, a lot of thought has to be given on questions that are featured in employee surveys. These should primarily focus on work issues, employee well-being, team collaboration, productivity, relationships with peers and supervisors, etc.
The constructive feedback will help both team leaders and remote team members be on the same page to create a thriving remote work environment.
But the important challenge is how to conduct such polls with your remote team. Planning such surveys is easy when you work in an office, but with a remote team, it can be difficult because everyone is scattered and not always in touch.
In this case, you can use employee engagement tools to build and share online employee polls, surveys, and pulse surveys. Employees may fill out and easily return forms using the same platform.
The Final Thought
These five ways centered around how to create a robust company culture in a remote environment help leadership and remote team members stay on the same page for improved work coordination as well as strengthened team bonding.
When your remote team members are driven by organizational values and mission, they’ll have a clear roadmap and purpose to accomplish. When implemented, expect higher engagement, productivity, and transparency within your distributed team.
Improving Employee Engagement and Satisfaction in the Food and Beverage Industry
When we feel hungry, we usually get food from a grocery store or restaurant without thinking about how it got there. We're just happy that the food is available because we want to eat something delicious and satisfy our hunger. We often overlook the people behind the scenes in the food and beverage industry.
These people are responsible for making the industry function and include workers in various businesses such as growers, producers, distributors, service providers, restaurants, and retailers. They are the ones who keep the industry running smoothly.
So, how does one improve employee engagement and satisfaction in the food and beverage industry? How can you ensure your employees enjoy working at your workplace daily? Here are strategies that business owners can implement to enhance employee involvement at every level and raise long-term retention rates.Check out an employee app for frontline workers to improve employee engagement.
Incorporate work-life balance
If you work in the food and beverage industry, you may face many difficulties, such as a limited pool of available workers, intense competition, and high staff turnover. Promoting work-life balance is the best way to combat frustration and negative experience at work.
According to a 2021 Deloitte report, many Millennials and Gen Z respondents believe flexibility in their work is crucial when selecting an organization. It is important to give employees the time to recharge, even if it means adjusting their work schedule to accommodate personal commitments. This may improve their trust and job satisfaction in the long run.
Simple yet effective communication
When communication between managers and employees is hurried and unclear, it can cause staff frustration and mistrust, ultimately reducing their level of engagement. Improving communication can lead to better engagement by establishing open, transparent, and understandable communication channels.
Regular communication with your employees is essential. Instead of simply providing job descriptions and leaving them at that, engage in ongoing conversations about their performance, priorities, and progress.
To help them understand how their work ties into the bigger picture, establish smaller goals aligning with the company's strategic or annual objectives. This will demonstrate to employees how their roles contribute to the organization's success. Moreover, adopting an internal communications software like Workmates guarantees smooth communication within the team and reduces employee turnover.
By utilizing technology such as mobile platforms and the best tools to manage remote employees, managers can improve communication by enabling real-time interaction and gathering feedback, leading to effective communication.
Smooth onboarding process
Following various regulations and procedures to ensure safety is important in the restaurant industry. However, ensuring all employees know about these procedures can be challenging, especially for new employees.
To address this, consider creating short instructional videos and materials that employees can easily reference. This approach avoids relying on employees' memory and enables them to review specific protocols and procedures. Some companies even use technology to provide employees access to knowledge and resources from anywhere and at any time. In addition, LIKE.TG’s onboarding solution includes customized checklists so managers can monitor if team members are on track with their required periodic training.
Good financial compensation
The financial impact of the pandemic has been felt widely, especially among food and beverage industry workers. They faced a labor shortage, which only worsened as the pandemic continued. Due to high employee turnover, jobs in the service industry are often viewed as temporary and easily replaceable. Therefore, as a restaurant owner, ensuring that employees are well-compensated and feel safe in their job is crucial.
Providing good pay is essential in increasing employee engagement, happiness, and retention, which ultimately reduces turnover and costs of hiring and training new workers. One solution to increase wages is to raise menu prices and transparently explain to customers that the increase is to provide better wages for employees, resulting in happier employees who can deliver exceptional service.
Healthy management
It's important to delegate tasks and be transparent about expectations to reduce workload and increase employee autonomy. Trusting employees and giving them responsibility without micromanaging will boost their engagement in the company.
If you want a good employee tracking solution, include a fair monitoring system for your employees to improve productivity. Using a management style relatable to your employees can establish a lasting working relationship and reduce employee turnover. So always prioritize autonomy, care, and communication in your management approach.
Offer advancement opportunities
To prevent disengagement among employees, it is important to provide them with adequate training and advancement opportunities. According to a survey, 72% of Millennials believe that their skills are not being fully utilized at work, leading to lower engagement levels.
Giving employees opportunities to advance or learn new skills not only allows them to showcase their strengths but also reduces the likelihood of them seeking employment elsewhere.
Ask for feedback
Encouraging a culture of staff engagement can help improve restaurant operations. Seeking feedback from employees on decisions such as adding new menu items or addressing internal challenges can be valuable as they contribute to the restaurant's success.
To increase employee engagement, it's vital to understand what motivates them and why they chose to work for your restaurant. By asking your employees about their passions and listening to their responses, you can discover what they value and what they experience on a daily basis.
Most likely, your employees are looking for a job that provides a balance between income and meaningful work. For millennials, this may also include having access to digital tools that optimize their work experience and help them stay productive and connected during their shifts. It's important to take action based on the feedback you receive from your employees to improve their work experience and keep them engaged.
Employees should feel valued and like they are part of the team, and their perspectives should be heard and used to enhance operations. Therefore, consider an engaged employee a co-collaborator in building a better restaurant.
Still in the process of searching for the right platform to assist you with your employee engagement surveys? LIKE.TG's Workmates platform features a poll and survey builder to aid you in gathering staff feedback and jumpstarting your business at the same time.
Open-book management
To ensure employee engagement and retention, consider using open-book management, a business strategy that involves sharing the financials of the business with employees.
The concept of open-book management is based on the notion that a company performs better when employees are invested in the success of the business beyond just performance metrics like quality or efficiency. It's not just a program but a comprehensive system that is understandable and valuable to both frontline employees and senior managers. By incorporating the why of improved performance into the system, employees and managers are motivated to work together to discover the how.
By giving employees a clear understanding of how their work contributes to revenue, they develop a sense of ownership and a greater understanding of their business impact. This can lead to a more dedicated workforce and potentially improve employee happiness.
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Organize fun weekend getaways
Large companies like Google, Amazon, and Apple understand the importance of engaging their employees through outdoor activities. This is also true for the food and beverage industry, where employees need a break from their usual kitchen and customer-facing duties.
Engaging in outdoor activities can boost productivity and promote team spirit while focusing on employee health and wellness. These activities include hiking, trekking, cycling, among others.
Employees appreciate the opportunity to take a break and engage with the outside world while participating in activities that challenge them physically and mentally. Organizing outdoor activities with your team can also be enjoyable and solve employee retention issues in the long run.
Happy employees equal successful business!
To keep your restaurant thriving, it's not only essential to focus on maintaining profit margins, creating new menu items, and attracting repeat customers, but also to prioritize your staff's engagement and dedication. You can improve employee happiness through simple actions such as asking for feedback and providing useful benefits. Remember that your employees are the backbone of your restaurant and treating them well will help ensure its success.
Why Employee Engagement Is Important for an Innovative Work Culture
Employee engagement is a complex topic. Difficult to promote and even harder to measure, it’s all too often oversimplified – or worse overlooked completely. In fact, findings from a recent Gallup report show a mere 21% of global employees are engaged at work.
What Is Employee Engagement?
Though often taken to mean the same thing, there is a considerable difference between job satisfaction and employee engagement. Job satisfaction implies a person gets a sense of fulfillment from their work. They may be satisfied with their role, pay and working hours, but that is where their personal investment ends.
Engagement, on the other hand, covers every aspect of employment. Not just the work of the individual but also the people they work with and the organization they work for.
A highly engaged employee feels a positive connection on all fronts. They:
Enjoy and take pride in their own responsibilities
Care about the success of their teammates
Hold a strong affiliation with their employer
Are motivated, supportive and have a genuine interest in the continued growth of the company they work for
On the other end of the scale sits the disengaged employee. These people show little interest in their employment, essentially working for a paycheck and nothing more.
At best a disengaged employee will show up, fulfill their duties, and go home again. At worst, they’ll spread negativity around the workplace, cause disruption among teams and limit a company’s growth potential.
There is of course a sliding scale between the highly engaged and the disengaged. Those who fall somewhere in between may do no harm to an organization, but neither will they contribute to its success.
If you can create a work environment in which all employees are highly engaged though, you’ll find you also create a culture of innovation – and that is what lies at the heart of every successful business.
How Does Employee Engagement Encourage Innovation?
Before we explore how and why employee engagement contributes to innovation, we should first stress that we’re not limiting innovation to RD or technical advancement. We’re referring to any new approach that improves some aspect of business performance.
In this context, innovation may mean a new marketing strategy that sees greater ROI or improvements to your customer-service model. It may relate to new efficiencies in your supply chain or streamlined workflows that boost productivity.
Essentially, to innovate is to bring new ideas to the table with the aim of driving better outcomes than those seen through current practices. When you have a highly engaged workforce, those ideas are more forthcoming.
This is because engaged employees are:
More Productive
With high levels of engagement come high levels of productivity. That’s not just an empty claim – it's something 81% of business leaders strongly agree with. But how does this fact relate to innovation?
Well, a productive worker gets more done in a shorter time frame. Their to-do lists are ticked off at a much quicker rate than those of unproductive workers, leaving more time for reflection. This ‘thinking time’ encourages critical analysis, where an employee may identify working inefficiencies and put forward innovative ideas to fix them.
Increased productivity also gives employees more time to bounce ideas off of each other, fueling creativity and constructive debate.
Team Players
Engaged employees aren’t out for themselves. They’re invested in collective achievement, and as such make strong team players. This helps drive innovation in a couple of ways.
First, it creates a supportive team environment built on trust and mutual respect. This makes it easier for team members to voice their ideas without fear of rejection. It also makes them more inclined to take calculated risks, knowing they have a supportive team to fall back on.
Second, team players welcome diversity in collaboration. They know that a collective is greater than the sum of its parts, and that the best results are achieved when people with different backgrounds, skills and experience work together. By happy coincidence, this is also how the most innovative ideas come into being.
Happier and Healthier
Employee wellbeing plays a big role in engagement. Organizations that focus on the former – through initiatives like flexible work schedules and enforced lunch breaks – see an increase in the latter, whilst at the same time encouraging a happier and healthier workforce.
Healthier staff are more alert, energized and focused, meaning they’re far more likely to have those eureka moments. It also goes without saying that a happy employee is more inclined to go the extra mile, potentially breaking new ground in the process.
In It for the Long Term
An engaged employee feels a strong sense of loyalty to their employer and is unlikely to seek out new job opportunities. They are in it for the long term, so you hold on to your most creative talent.
Commitment and longevity contribute to innovation because those responsible for new ideas are there to oversee and guide their implementation. If a disengaged employee brought something new to the table (which is unlikely to happen), you have no guarantee they’ll stick around to see it through.
With more engaged employees, you’ll also see lower staff turnover, which means fewer resources spent on recruitment and training. That’s time and money you can invest in innovation.
Invested in Company Growth
Last but not least, highly engaged employees care about the future of the organization they work for. This is because:
Their employer treats them well
There exists a shared set of values
They feel valued as an integral part of the business
It’s also because, as we’ve established, they’re in it for the long haul. Most will see themselves progressing up the managerial chain so it’s in their best interest for the company to do well.
Given that innovation is a key driver of business growth, those invested in that growth will be key drivers of innovation.
How to Improve Employee Engagement for Innovation
Employee engagement should be seen as a long-term strategy rather than a set of isolated activities. That strategy must be based on the needs of each individual business, but there are core practices every organization should incorporate:
Design an Effective Recruitment Process
Employee engagement starts with recruitment. HR teams must attract the right talent and focus on an onboarding process that firmly cements that talent as a vital part of the organization.
Have an Open Communication Policy
Open communication helps to establish a united work environment – one in which a shared vision exists and all voices are heard and respected. It drives engagement by helping employees connect their role with wider business goals.
Encourage Growth and Development
Organizations should provide training opportunities that enable continued growth. This shows an employee that their potential is recognized and that career progression exists within the company. The act of learning new skills is also a driver of engagement in itself.
Recognize and Reward Achievement
To keep employees engaged, their hard work and commitment should always be acknowledged and their achievements celebrated. Organizations that focus on employee recognition not only retain top talent but also motivate them to achieve even more.
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Focus on Employee Wellbeing
Wellbeing initiatives are critical to employee engagement. They alleviate stress and contribute to a healthy work–life balance, as well as being a welcome gesture of appreciation. All of this goes a long way to promoting a deeper connection between an organization and its workforce.
HR to Drive Employee Engagement and Innovation
HR has a vital role to play in an employee engagement strategy. From initial recruitment and onboarding to training and development, HR departments must ensure engagement initiatives are designed, implemented and overseen to full effect.
They must also work collaboratively with top-level management in the rollout of new approaches that maintain engagement, and subsequently promote an innovative work culture.
Final Thoughts
Employee engagement is more than job satisfaction and shouldn't be considered a 'nice-to-have'. Organizations that want to thrive, innovate and grow need to implement policies and practices that lead to fully engaged employees. They will reap savings in time, money and resources, and have happier, healthier employees who are in it for the long term.
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With a background in journalism, Jen uses effective writing techniques to educate, engage and entertain readers on her client's behalf, driving brand exposure with cleverly crafted content.
3 Performance Review Best Practices for Top Talent in a Growing Tech Startup
The pandemic brought about a paradigm shift in workplace values and priorities and led to a mass exodus of workers across various industries.This triggered a talent shortage, and companies soon struggled to fill key positions and train new hires as they needed to invest more time and resources in them. Many companies have chosen to hire freelancers to tackle initial pending projects, while others have made a complete transition to remote work.
Collaboration between employees and managers is made seamless through LIKE.TG's tools, which also foster recognition and reward initiatives. Additionally, the 360-degree feedback feature allows for a comprehensive and holistic review of employee performance, ensuring a thorough assessment.As surprising as it sounds, when done right, performance reviews cause employees to feel validated and stay longer at an organization.
This article explores some best practices managers must follow while conducting performance reviews and why startups can no longer treat these reviews as a nice-to-have if they want to foster long-term growth and success.
3 Best Practices To Conduct Effective Performance Reviews
The term "performance review" often carries negative connotations; even top performers associate it with "harsh criticism" and "flaws" and view it as a chore they should endure.
This is because many startups conduct one-sided reviews where managers assign scores and give surface-level feedback on where employees can improve without initiating a two-way conversation.
However, with a few simple changes, it is possible to transform these reviews into conversations that inspire productivity and growth in your top talent.
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Educate Your Managers
According to a McKinsey survey, performance reviews don't help CEOs identify top performers, and more than half of employees think their managers don't get their reviews right.
Findings from a Gallus study are no better either— only one in five employees agreed that their company’s review practices motivated them to do better.
In other words, performance reviews don’t serve any purpose. And this happens because managers avoid difficult conversations due to the stress they bring.
As a result, the review meetings become mere announcements of compensation revisions, and even top performers consider them pointless or unfair due to the lack of comprehensive feedback.
To transform these mediocre reviews into impactful ones that benefit your top talent and the top brass, you need to help your managers master conversations around critical feedback and compensation.
Equipping your managers with relevant resources, such as curated content and training, can help make the process easier.
For instance, you can provide a simple template that helps your managers initiate a meaningful conversation with top performers, indicating that the company is invested in their success.
Alt-image: A template to help managers create effective performance reviews (Image source)
Give Consistent Feedback
A successful performance review should be an ongoing conversation between the employee and their manager, with the employee having a clear understanding of what will be discussed before the meeting.
And the best way to do that is through consistent feedback — managers should be upfront about what the employee did well and highlight what they could've done better after every task, and schedule regular 1:1 meetings to discuss progress.
This approach provides valuable data for managers to understand why an employee may fall behind in certain areas.
For example, a top performer may work hard but lack certain skills. Consistent evaluation and feedback enable the manager to determine the root cause and provide the right guidance and training.
Another benefit of offering consistent feedback is that it gives employees time to course correct and leads to improved performance over time without overwhelming them.
Frame feedback with positive intent
Every employee, even your best ones, has room for improvement. While pointing out areas of improvement during review meetings is crucial for their growth, it's also important to ensure that they feel valued and appreciated.
So, managers need to offer constructive feedback and discuss the next steps in a way that boosts employee morale and motivates talent to make improvements to their work.
Milo Cruz, a marketing leader who has handled diverse teams in tech startups, recounts a situation in which constructive feedback helped one of the best performers in his organization move up the ladder.
“Six months ago, I handled a talented team member whose creativity was off the charts. In fact, most of his teammates looked up to him because he was self-sufficient and could still excel in his job, even without my supervision. "
“However, collaboration is vital in our team, and he lacked the social skills to communicate effectively with his colleagues."
“During our performance review, I highlighted his achievements and how the management appreciated his innovative marketing ideas. "
“But at the same time, I emphasized that while he can work independently, he needs to open up a bit to others and share his best practices within the team. I also let him understand how team effort could elevate his ideas and ultimately bring more success to the business."
“He is now one of the supervisors in the company and handles more than ten people. Though he was naturally introverted, he tried his best to socialize with other employees and got promoted four months after I had a one-on-one session with him,” he says.
Milo’s feedback helped the employee move forward in their career path for the following reasons:
Specificity: Milo highlighted his improvement's positive impact on the team and how it could translate to long-term success for the organization. This helped the employee understand why it's important for them to make the changes.
Balance: Milo didn't just point out the employee's shortcomings. He also appreciated their skills and pointed out how they are valuable to their company.
Respect: It's common for managers to see traits like introversion in a negative light. But instead of asking the employee to be more extroverted or making a comparison, Milo guided him towards opening up to his colleagues and managing them effectively.
While it's clear that startups should invest time in creating impactful performance reviews, most of them still don't prioritize them, given their limited time and resources. Plus, they don't realize the positive effect it will have on their organization in the long run.
Why Startups Should Invest More Time In Performance Reviews
According to Farhan Virji, “Performance reviews shouldn't be an annual or bi-annual event. At Keyhole, we think about Performance as a culture, where people understand what's expected of them and how they can progress to the next stage of their career/role. Within a performance-based culture, managers should be having ongoing performance discussions with their people by providing regular feedback.
One of the mistakes many startups make is not outlining the expectations of each role. Developing a scorecard that outlines these expectations for each role level is a good way for people to understand what's expected of them now and which areas they can focus on to develop their careers.
Don't get hung up on the design of the scorecard. What's important is that there is a mutual understanding between the manager and the employee on what's expected of them, and what success looks like.
Furthermore, too often, people link performance reviews with compensation reviews and I think these should be decoupled. Performance is about regular and ongoing feedback to help people improve in areas they are not meeting expectations. If someone is not meeting expectations, why wait until a formal review?
Tell them right away so they have time to adjust and improve. Compensation reviews should happen at specific intervals, and the performance of the individual should be input."
Most companies tend to treat performance reviews as an item they have to check off their to-do list. But talent trends and employee priorities are constantly changing, and great performance reviews indirectly contribute to long-term growth for two reasons:
Enables managers to learn what employees want
In the LinkedIn Global Talent Trends report published in 2022, employees cited upskilling themselves and learning new, highly desired skills as one of their top priorities apart from compensation and flexibility.
Plus, companies that offer employees opportunities to make internal moves through promotions or lateral changes have higher employee retention rates.
Conversely, companies that do not provide such opportunities have experienced a significant decrease in their retention rates over time.
Linda Jingfang Cai, LinkedIn’s VP of Talent Development, explains the reason in the same report:
“Just as businesses need new skills, employees need to discover their career possibilities and change, too,” she says.
“We know people want to learn and grow at work, regardless of economic and market conditions.
“This almost always translates to employees asking themselves and their managers, How can I do a better job so that I can get paid more, promoted, or land my next dream role?
“Our new data insights show us that, even with some industry and regional nuances, if companies leave those questions unanswered, in most cases, people will leave the moment they find a better opportunity elsewhere,” she adds.
This means you need to give your employees, especially top talent, more control over their career paths at your organization. And the best way to achieve this is to conduct regular performance reviews.
According to Sanjay Goel, “By asking questions about career goals, work preferences, and job satisfaction, managers can better understand their employees' needs and tailor their management approach accordingly. At NachoNacho, we believe that an open and honest dialogue during performance reviews is key to fostering a positive and productive work environment."
Performance reviews offer a valuable opportunity to engage 1:1 with your top talent and gain insight into their goals. They also serve as a means to assess their skills and pinpoint areas for development and growth.
This information can help you provide additional resources, such as training and development programs, to support their professional development.
Improve job satisfaction
The best employees are without doubt the most hardworking and goal-oriented employees in an organization.
But just because they’re performing well and meeting targets on time, managers shouldn’t make the mistake of assuming that they’re satisfied in their workplace.
Top talent can also feel stressed and burnt out and their performance might dip later if companies fail to meet their emotional needs.
Consequently, productivity will plummet and the employee turnover rate will increase — the U.S. loses an estimated $550 billion every year due to unhappy employees. For an average company, this roughly translates to 18% lower productivity and 15% lower profitability, according to a recent Zippia report.
The most significant reason for declining job satisfaction rates among employees is not lower salaries. It’s the lack of respect, meaning, and long working hours that they need to commit to.
To determine the specific cause of employee discontentment, conducting company-wide surveys can be helpful.
However, performance reviews provide a platform for two-way communication and enable managers to obtain valuable feedback and make necessary changes to enhance job satisfaction and employee engagement.
Best Performance Review Example
"The greatest results in life are usually attained by simple means and the exercise of ordinary qualities. These may for the most part be summed up in these two: common-sense and perseverance." - Owen Feltham
The self-evaluation process, or employee performance reviews, at InVideo, is designed with an emphasis on the fact that. consistent effort, along with practical and rational thinking, can lead to significant results in performance and personal growth. It goes beyond a one-way evaluation from managers to employees and encourages employees to reflect on their own performance and take ownership of their growth and development.
The review structure is designed for quarterly cycles, allowing for regular check-ins and feedback sessions. This frequent review cycle ensures that performance is regularly monitored, and any areas of improvement or achievements are acknowledged in a timely manner. It also creates a sense of urgency and accountability for employees to consistently perform at their best.
The self-evaluation process fosters a culture of open communication and trust within the organization. Employees are encouraged to provide feedback on their own performance and identify areas where they excel, and areas where they need improvement. This promotes self-awareness and self-reflection, allowing employees to recognize their strengths and weaknesses objectively.
Wrapping up
In today’s competitive landscape, startups and larger organizations must focus on retaining their best talent. While employee recognition programs are an effective retention tool for MNCs, startups can make the most of performance reviews to improve employee engagement and reduce turnover rates.
To conduct effective performance reviews, managers must educate themselves, give consistent feedback, and frame feedback with positive intent.
By following these best practices, startups can transform performance reviews from one-sided conversations to meaningful dialogues that inspire productivity and growth in their top talent.
Employee Recognition Software For Hospitality Industry
Are you looking for an employee recognition software tailored to the hospitality industry? Many businesses in the hospitality industry struggle with finding ways to effectively recognize their employees. With tight budgets, limited time, and a diverse workforce, finding meaningful rewards that make everyone feel appreciated can be difficult.
Employee recognition software is an innovative solution that empowers companies to build powerful recognition programs without sacrificing quality or budget. This technology helps hospitality businesses create meaningful recognition experiences that drive employee engagement, loyalty and satisfaction.
Benefits of Employee Recognition Software in Hospitality Industry
The following are the key benefits of employee recognition software in the hospitality industry:
Increased employee engagement and satisfaction
Employee recognition software in hospitality industry helps to increase employee engagement and satisfaction by providing meaningful rewards and recognizing outstanding performance. This software allows employers to customize rewards, create automated recognition programs, and build employee loyalty.
The result is improved employee morale, increased productivity, better customer service and higher turnover rates. Additionally, this software can help hospitality businesses create a positive and lasting impression on their employees.
Improved employee retention
Employee recognition software in the hospitality industry helps to improve employee retention by providing meaningful rewards, recognizing outstanding performance and building loyalty. Creating a positive work environment with recognitions and rewards strengthens the emotional connection between employers and employees, improving job satisfaction and reducing turnover rates.
This increased engagement leads to improved productivity, better customer service, higher morale and ultimately, stronger retention rates.
Enhanced productivity and quality of work
Employee recognition software in hospitality industry helps to enhance productivity and quality of work by providing meaningful rewards, recognizing outstanding performance and creating a positive work environment. This improved engagement leads to better employee morale, increased motivation, improved customer service, higher retention rates and ultimately higher levels of productivity and quality of work.
Additionally, this software helps to build loyalty and trust among employees and employers, which leads to improved collaboration and better work.
Boosted company culture and reputation
Employee recognition software in hospitality helps boost company culture and reputation by creating a positive work environment where employees feel appreciated. This can lead to increased loyalty, improved customer service, higher retention rates, enhanced productivity and quality of work, and strengthened relationships between employers and employees.
Ultimately, this helps to build a more positive brand image and create a workplace culture where employees are highly engaged and motivated.
Features of Employee Recognition Software for Hospitality Industry
Customizable recognition programs
Customizable recognition programs allow hospitality businesses to create individualized rewards and recognition programs that meet the specific needs of their workforce. They can be tailored according to the goals and objectives of each business, allowing employers to set up automated processes for recognizing employees on an ongoing basis.
This means that businesses can recognize outstanding performance in real-time, creating a positive work environment and motivating employees to continue to perform at their best. Furthermore, customizable recognition programs can create loyalty, build relationships and boost morale among the workforce.
User-friendly interface
Employee recognition software for hospitality industry is designed with an easy-to-use and intuitive user interface that makes creating, managing, and customizing rewards and recognition programs simple. The platform includes various features such as customizable templates, automated processes, real time tracking of employee performance, and reporting tools.
This allows employers to quickly set up and manage recognition programs that suit their employees’ needs, saving time and money. Furthermore, the user-friendly interface makes it easy for employees to participate in the recognition process, offering more engagement opportunities and encouraging better performance.
Integration with existing HR systems
Employee recognition software for hospitality industry integrates with existing HR systems, allowing businesses to sync data from multiple sources and automate employee reviews and performance tracking processes. This helps employers to quickly identify high-performing employees and reward them in a timely manner.
Furthermore, integrating disparate systems simplifies administrative tasks and reduces manual work, saving businesses time and money. Overall, this helps create a more efficient and effective working environment where employees feel valued and engaged.
Analytics and reporting capabilities
Employee recognition software for hospitality industry provides businesses with analytics and reporting capabilities that help to identify employee performance trends, analyze recognition programs, and measure the impact of rewards. These tools allow employers to get an in-depth view of their workforce’s engagement levels and productivity, enabling them to make better decisions regarding promoting and rewarding employees.
Furthermore, the analytics and reporting tools can be used to assess the success of recognition programs, including which rewards are most effective in motivating employees. This allows employers to continually optimize their recognition strategies for maximum impact.
Mobile accessibility
Employee recognition software for hospitality industry is designed to be mobile-friendly, allowing employees to access and manage their recognition programs from any device. The platform includes various features such as customizable templates, automated processes, real time tracking of employee performance, and reporting tools optimized for mobile use.
This allows employers to quickly set up and manage recognition programs on the go and from any location, giving employees more flexibility when receiving rewards. Furthermore, mobile accessibility makes it easy for businesses to reach out to their workforce and stay connected with them, creating a better working environment.
These features enable employers in the hospitality industry to create, manage, and track employee recognition programs easily.
Implementation and Best Practices
To further understand the impact of employee recognition software for the hospitality industry, let’s look at some of the top solutions in the market and their features.
Steps for successful implementation of Employee Recognition Software.
To ensure the successful adoption of personnel recognition software, the following actions must be taken:
Clearly define goals and objectives
Create a culture of appreciation that encourages employees to be engaged
Find the right solution that fits the organization’s needs
Provide adequate training for staff on how to use the software
Track performance through reports and analytics
Continuously evaluate the program for desired outcomes
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Best practices for creating effective recognition programs
The best practices for creating effective recognition programs include:
Setting measurable goals.
Providing clear performance criteria.
Creating tangible rewards that employees value.
Engaging employees through communications and feedback.
Using technology to automate processes.
Tracking results.
It is also important to ensure the program is tailored to the organization’s culture and values to maximize its effectiveness. Additionally, recognizing employees regularly is essential for keeping them motivated and engaged.
Finally, regularly reviewing the program’s results and making necessary adjustments should help ensure its success.
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Tips for ongoing employee engagement and participation
Useful tips for ongoing employee engagement and participation include:
Reward staff members regularly for their efforts and accomplishments.
Foster a positive and inclusive company culture through team building and social activities.
Encourage management and staff to communicate openly and provide feedback.
Offer chances for career advancement and professional development.
Provide a supportive work environment that prioritizes work-life balance.
Solicit employee input and involve them in decision-making processes.
Continuously assess and improve upon recognition programs and employee engagement initiatives.
In Conclusion
The success of any hospitality organization is dependent on the engagement and performance of its staff. Employee recognition software provides an effective way to motivate employees, boost morale, and increase productivity. Recruiters, hiring managers, and small business owners should consider implementing such solutions to ensure their employees are appreciated and rewarded for their hard work.
Additionally, it is important to set clear goals, provide adequate training, and continually evaluate the program’s results for effective implementation. Lastly, continuous communication with employees is essential to ensure ongoing engagement and participation in recognition programs.
Final thought: Employee recognition software can help make hospitality organizations more successful by motivating staff members and increasing productivity.
From Turnover to Tenure: The Top Strategies for Improving Employee Retention in Manufacturing
Employee retention is a critical factor in the success of any business, particularly in the manufacturing sector. Manufacturing companies face unique challenges with employee retention due to high demand as well as higher competition for skilled workers.
In this article, we will examine the importance of employee retention in manufacturing, the common reasons for higher turnover rates, and top strategies for improving employee retention in this field. Employee retention is essential for manufacturing companies to remain competitive and thrive in today's fast-paced business environment where many companies opt for shifting production capacity to Mexico or similar countries with lower production costs.
Manufacturing companies can become competitive by creating a positive corporate culture through Workmates, an innovative employee engagement application.
The Importance of Employee Retention in Manufacturing
Focusing on employee retention in the manufacturing industry is very important since repeated recruitment and training of new employees leads to financial burden. Furthermore, the chances of high employee turnover rates can adversely affect both the productivity and the quality of the manufactured products. Here are some of the key reasons why employee retention is important in the manufacturing sector:
Cost savings: Hiring and training new employees can be expensive and time-consuming. Retaining skilled and experienced employees can save a company a significant amount of money in recruitment and training costs.
Quality and efficiency: Experienced employees are often more efficient and produce higher quality work than new hires. Using strategies to retain top performers can lead to better production processes, fewer errors, and improved overall performance.
Company culture: Employee turnover can negatively impact company culture, as it can create uncertainty and instability in the workplace. By retaining employees, manufacturing companies can build a strong culture of loyalty and teamwork, which can improve employee morale.
Knowledge transfer: Skilled workers share specialized expertise and knowledge that can be challenging to replace. Retaining these employees ensures that their knowledge and experience remain within the company, which can be crucial for long-term success.
Nature of Work: The manufacturing sector has a unique challenge in retaining employees due to the nature of the work. The work can be physically demanding, repetitive, and monotonous, leading to employee burnout and dissatisfaction. It is therefore key for manufacturing companies to prioritize employee retention to achieve success in their overall business strategy.
Common Reasons for High Turnover in the Manufacturing Industry
There are several reasons for high turnover rates in the manufacturing industry. One of the primary reasons is a lack of engagement and motivation among employees. When employees feel disconnected from their work or do not feel valued, they are more likely to look for employment elsewhere.
Another reason for high turnover rates is the lack of opportunities for growth and development. Employees who feel they have limited opportunities for career growth are more likely to leave. Additional factors that contribute to high turnover rates include poor compensation, inadequate work-life balance, and a negative work environment.
Average Employee Turnover Rates by Industry
By the end of 2021, as the pandemic abated, organizations worked towards hybrid work setups, telecommuting, and safe health protocols. These improvements resulted in decreased rate of turnover. However, the turnover rate accounts for every worker that left in the same year due to retirement, termination, or discharge. Upon closer inspection of voluntary resignations, however, 2021 boasts a record-breaking figure. An astounding 47.4 million individuals relinquished their jobs over the course of the year, a figure that surpasses previous records. The average turnover rate was 47.2 and manufacturing in specific recorded a 39.9% turnover rate in 2021.
According to the 2020 Retention Report from Work Institute, the resignation of every employee could lead to losses that account for one-third of their annual salary. Furthermore, high turnover rates can dampen the morale of the remaining staff, compounding the issue at hand.
Manufacturing is among the top five industries with the highest turnover rates and here are some of the reasons:
Workers in this industry were unable to work from home like in other industries.
Workers continued going into the workplace to perform demanding work during stressful times.
Benefits of Higher Employee Retention
Higher employee retention in manufacturing can have numerous benefits for the company. Some potential benefits include increased productivity, lower absenteeism rates, cost savings, and a more positive work environment.
When employees stay with a company for a longer period, they become more efficient and effective in their jobs. This increased efficiency can lead to increased productivity and cost savings for the company. Additionally, when employees are engaged, it can create a positive work environment, improved morale and better customer satisfaction.
Conducting Employee Engagement Surveys
One way to improve employee retention is to conduct an employee engagement survey. This survey can help identify areas where employees feel disengaged, undervalued, or unappreciated. The survey can also provide insight into what motivates employees and what they value in their work. Once the survey is complete, management can analyze the results and create a plan to address the areas of concern. This include implementing new policies to improve employee engagement, employee recognition and appreciation.
Using Workmates to conduct employee engagement surveys can have several benefits, including:
Familiarity: Workmates is a right solution that is in tune with the organization's employees, culture, and work environment. This employee engagement tool makes it easier for organizations to connect with employees and gain their trust, which can result in more honest and accurate feedback.
Cost-effective: Using Workmates, to conduct surveys is more cost-effective than hiring an external consultant. This can be especially beneficial for smaller manufacturing organizations with limited budgets.
Timely feedback: Workmates can gather feedback quickly and efficiently, and help in addressing any issues or concerns raised by employees in a timely manner.
Better response rates: Employees are more likely to participate in an anonymous survey through a familiar software such as Workmates. This can result in higher response rates and more representative data.
Actionable insights: Workmates can use the knowledge of the organization to interpret the survey results and provide actionable insights to management. This can help the organization identify areas for improvement and develop targeted strategies to enhance employee engagement and satisfaction.
Using Employee Engagement Software to Improve Retention
Another effective way to improve employee retention is to use employee engagement software. This software can provide real-time feedback on employee engagement levels and can help identify areas where employees are not properly engaged.
The software can also provide tools for managers to create action plans and address areas of concern. Workmates is an all-in-one Employee Engagement Software (EES) solution that offers effective employee engagement and surveys. It offers several benefits, including:
Increased adoption: Workmates can help to promote and drive adoption of the EES among employees. As employees will already be familiar with the software, they can explain the benefits of the software to their colleagues and encourage participation.
Better data accuracy: Workmates is an effective employee engagement portal that can ensure the accuracy of the data collected as well as monitor responses. This can result in more reliable data that can be used to make informed decisions.
Improved communication: Workmates can use the EES to facilitate communication between the employees of a company and its management. This can help to build trust and transparency, as well as create a more collaborative work environment.
Personalized insights: Workmates is an employee engagement platform that provide personalized insights to employees based on their responses. This can help employees to better understand their strengths and weaknesses, and identify areas for improvement.
Enhanced engagement: Using an EES can help to increase employee engagement by providing opportunities for feedback, recognition, and development. Workmates is a popular Employee engagement survey tool that can facilitate this process by encouraging participation and promoting the benefits of the software.
Creating a Culture of Appreciation and Recognition
Creating a culture of appreciation and recognition can significantly improve employee retention. Organizations that make employees feel valued and appreciated can achieve long-term success. This can include recognizing employees for a job well done, providing regular feedback, and employee appreciation, and offering opportunities for growth and development.
Additionally, creating a culture of appreciation and recognition can lead to a positive work environment and increased employee morale. This can lead to higher productivity and job satisfaction.
Offering Competitive Compensation and Benefits
Providing reasonable yet competitive benefits and compensation is also essential for improving employee retention. Employees who feel they are being compensated fairly and have access to quality benefits are more likely to stay with a company long-term.
This can include offering competitive salaries, health insurance, retirement plans, and other benefits. It is essential for manufacturing companies to regularly review their compensation and benefits packages and make adjustments as necessary to remain competitive.
Providing Opportunities for Professional Development and Growth
Providing opportunities for professional development and growth is another effective way to improve employee retention. Employees who feel they have opportunities to learn and grow within their roles are more likely to stay with a company long-term.
This can include providing training and development programs, offering mentorship opportunities, and providing opportunities for advancement within the company. It is essential for manufacturing companies to invest in their employees' growth and development to retain manufacturing workers and top talent.
Creating a Positive Work Environment and Company Culture
Creating a positive work environment and company culture is essential for improving employee retention. Employees who feel they are part of a positive work environment and nurturing work culture are more likely to stay with a company long-term.
This can include fostering open communication, creating a supportive and collaborative work environment, and promoting work-life balance. Additionally, creating a positive work environment and company culture can reduce high turnover rates, and lead to increased employee morale and productivity.
Conclusion - Implementing a Comprehensive Strategy for Employee Retention in Manufacturing
In conclusion, employee retention is critical in the manufacturing industry. High turnover rates can lead to negative consequences such as loss of skilled labor, decreased productivity, and increased costs associated with hiring and training new employees. Manufacturing companies that prioritize employee retention are more likely to have a skilled and experienced workforce, increased productivity, and a positive company culture. By implementing the strategies outlined in this article, manufacturing companies can attract and retain top talent in the manufacturing industry, leading to increased productivity, cost savings, and a more positive work environment.
Using Workmates, a quality recognition software to conduct employee engagement surveys can be a valuable tool for organizations looking to improve employee satisfaction, retention, and productivity. Overall, using Workmates Employee Engagement Software from LIKE.TG helps organizations to enhance employee engagement, productivity, and retention through employee recognition. By leveraging the expertise and familiarity of Workmates, organizations can ensure the success of their EES implementation and maximize the benefits for both employees and management.
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