Category: General

Posted on by Wifi Attendance Super Admin

When your work is not only about sales, employee performance assessment seems pretty complicated.

But if you successfully assess the performance capacity of your employees, it turns into great advantages for your organization as well as the employees.

This article contains some of the most effective ways of assessing employee performance in your organization.wifi attendance

1. Ability to execute

Work execution is probably the most important factor you can use to assess employee performance.

Execution of work is about picking a task and tackling all odds to deliver it on-time.

An employee who concentrates on effective execution makes lesser mistakes.

He or she understands the value of prioritization to fulfill all the responsibilities in your organization.

These are the people, seniors usually rely upon for urgent tasks.

These kinds of employees make a top-notch team in your company. So, you can decide to include the ability to execute work in your employee assessment process.

2. Work quality review

Quality of work is a little different than execution capacity.

Here you focus on a number of factors such the use of best practices, availability for clients, colleagues and customers, stability and consistency of work quality, and ability to adjust as per the situational requirements.

An employee should understand the company policies thoroughly and follow it with discipline.

At the same time, he or she should fulfill roles in your organization with consistent performance.

Quality work is also about adopting the changing production or platform scenarios of your organization.

In fact, a reliable employee assists in adopting new positive changes in the company without compromising the quality of work.

To assess the work quality, you can include employee reports from the team leaders, managers, client feedbacks, customer review, and the HR department as well.

Combine all the reports together and you will know how qualitative your employee has been during a particular period of time.

Also read : Why Employee Engagement Matters?

3. Successful utilization of creativity

Creativity is about taking calculated risks and thinking beyond general ideas without compromising the reputation, productivity or services of an organization.

Harnessing creativity takes a long time, so appreciating creative employees is extremely important.

The world of business has evolved enough to have basic answers to all questions.

Marketing, management, promotion, production, sales, and every other department in your organization run on foundational ideas of a business.

But every now and then, creative employees look beyond those basic assumptions and provide creative ideas and methods to win better results.

Recognize all those employees who seem to have better creative approach than others.

Assess your employee creativity with respect to risk factors and obtained results.

This way, you can find truly beneficial employees who perform extremely well.

4. Graph of improvement

You can’t expect every employee to perform as an ideal employee.

Every individual has his or her own capacities and weaknesses at the same time. Which is why this method of employee assessment seems logical to most employers.

Graph of improvement is how you look at the performance improvement in your employee.

So, it is a comparison of performance from the past with the present. You can choose a monthly, quarterly or yearly time period to assess the improvement graph.

Remember, you are not looking for perfect employees here.

There can be a gap between what you expect and what an employee is currently delivering.

But if an employee has shown consistent growth in his or her performance, you have nothing to worry about.

The increasing graph of improvement shows the determination and passion for learning in a person.

Some people take time to understand a workspace.

But when they do, their performance reaches a new peak every day. And that’s what you assess in this method.

attendance app

5. Reviews from customers and colleagues

In this method, you divide your employees into two sections.

One section contains all the employees who deal with your customers.

And the other section includes all the employees who work internally.

You can also make an interaction of both sections, which can include employees who interact with customers as well as internal colleagues.

Using the divided sections of employees, you can start evaluating the reviews each employee receives from his or her peers as well as customers.

For many business models, customer feedbacks matter the most. An employee who is a favorite of customers will surely make more sales in future.

At the same time, an employee who indulges in teamwork is more likely to perform in groups.

That is why you need feedback from customers and colleagues to understand the future of an employee in your company.

6. Contribution to revenue

Each employee offers a direct or indirect impact on the monthly revenue of your business.

Direct revenue comes from sales employees, while indirect revenue is provided by employees working in customer service, marketing, product development, manufacturing, and other departments.

Both types of contributions are important to your company.

Without a quality product, employees in the sales team can’t make sales.

Similarly, the employees in marketing team impact company revenues with their consistent efforts.

You can divide your assessment from department to department and see which employees are contributing the most in each department.

Then, make a list of gradually decreasing performance with respect to revenues.

This will give you a sorted list of employees in every department who are helping your company with revenue generation.

Also read : 4 Ways to Monitor Employees Internet Usage

7. Response to feedbacks

No business leader wants to listen to excuses or unnecessary justifications for incorrect work.

An employee’s ability to really listen and understand the feedback makes him or her valuable for your organization.

You should definitely consider assessing the approach to feedback given to your employees.

Every employee can make mistakes every now and then. But a reliable one listens to the feedback and critically thinks about it.

Many employees either try to justify their wrong approach, or they blindly listen to the feedback without making any change in their work approach.

Both kinds are bad for your organization.

You need employees who listen to what you say and also ask questions to understand what changes you desire from them.

8. Leadership quality while performing tasks

You can assess leadership quality in your interns as well.

Sure, they are not handling any teams, but they do work on the assigned tasks.

Leaders understand their boundaries, but they also own everything that is within their boundary.

So, if you offer a task to such an employee, he or she would find all possible ways to complete that task.

The leaders also come up with solutions and unique ways to complete a task. They usually tend to point out better ways of doing something.

All these qualities are extremely important if you have a small organization or just started your business.

You need every employee to work as a leader in his or her own zone and coordinate with other employees at the same time.

Such employees perform to cross hurdles and overcome challenges. This way, your organization can grow faster.

9. Quality to on-time delivery ratio

You want your employees to deliver quality work on-time. So, why not assess that to understand performance?!

In every team, you can define performance of each member with respect to their quality to on-time delivery ratio.

Employees with most on-time deliveries and high-quality will be the best performers in your organization.

The process is simple and easy to assess. However, you will require a list of parameters to judge the work quality. This list will differ with respect to the team you are evaluating.

For each employee, you will need the rate of work completion. Then, you will require the quality provided by them.

In some cases, you will find that delivery of work was on-time, but the mistakes and errors actually created more problems.

On the other hand, some employees will show high-quality work, but a longer than promised delivery time.

With this assessment, you can offer better feedback to your employees and point their weaknesses and appreciate their strengths at the same time.

As a result, employees become aware of what you require from them.

10. On-budget performance

Many of your employees directly impact the budget of projects attained by your organization.

The quality performance of such employees decides the revenue, client satisfaction, and reputation.

Hence, you need to specially assess such employees for their ability to stay within the given budget when conducting a project.

Now, you have 10 amazing methods of assessing employee performance in your organization.

All these methods cover different aspects of understanding employee performance abilities.

You just need to pick a few best-suited methods from this list and use it to conduct a comprehensive employee performance assessment in your organization.

So, sit with your stakeholders and top managers to decide all the methods suitable for the assessment of employees working in your company.

Hopefully, you will receive satisfactory results.

Posted on by Wifi Attendance Super Admin

Every organization sets some major goals for a coming year or a longer period.

But goals are nothing without a pathway to reach them.

Deciding that path is called organizational planning.

This planning can focus on one department or it can cover an overall organization-wide strategy. Most companies create both kinds of organizational plans to manage business smoothly.

With strategies and planning, an organization can direct resources, energy and time in the correct direction to win relevant results. Every person in the company becomes aware of how to work and what to do, so that, the whole organization can reaches pre-decided goals.

wifi attendance

In an overview, here is what an organizational planning does for you:

  • Offers a clear purpose to your organization.
  • Operational requirements become visible, which helps in human resourcing.
  • Allows a department-wide assessment of opportunities.
  • New ideas and innovative thinking come up.
  • Every staff member knows what you want from them.
  • A planned business approach helps in attaining a competitive edge.
  • All the financial resources are used in a prioritized manner.
  • Organization’s leaders become aware of the initially required actions.

Let’s discuss organizational planning in a detailed manner.

A purpose for the existence of an organization

A purpose is a foundational mission of an organization.

No business can survive in the long run without having a clear mission.

Organizational planning begins with the definition of mission for the business.

The purpose is not a goal. A company can have plenty of goals, but they all lead to one collective purpose.

Goals in an organization change from time to time, but the purpose of existence stays the same.

You can look at it as the one giant plan that helps in the foundation of a business. It is the first idea in the mind of a business leader that triggers the establishment of an organization. This giant plan then gets distilled and synthesized in smaller versions of missions and visions.

The purpose has to be broad and specific at the same time. The whole management level should understand the purpose.

At the same time, your employees should be able to understand the purpose and apply it to the ground level of working.

Measurable goals to define a better position

Organizational planning is expressed in the form of measurable goals. A company needs to know specific answers to what is required, where to go, how to use resources and how to manage it all. Hence, every goal should provide the opportunity to measure the results.

When planning, organizational leaders ensure the specific nature of a goal.

So, instead of saying-

“We need to grow our business in the next 5 years.”

The business leaders say-

“We need to obtain 40 percent increase in sales in the next 5 years.”

This way, the sales department knows a measurable parameter of success in the next 5 years. So, all other departments in the company can empower the sales department to reach that goal.

An organization can similarly plan goals for other departments, products, services or the whole brand.

Evaluating established goals and ongoing progress

There’s a big reason why organizational planning is called an ongoing process.

Every objective or goal defined at a time depends on the best-known information available in front of the business leaders.

An organization can surely utilize available data for future predictions. But those predictions require realistic assessments from time to time. That’s why organizational planning is important for a business.

An effective planning or strategy involves the assessment process of progress and goals. For example, a company can decide to gain 40 percent of sales growth in the coming 5 years.

But what if in first 3 years, competitors attain 30 percent sales growth. In that situation, it would be wise to rethink goals and modify for better results.

It is simple. Time clarifies the results, which helps in making better decisions. Goals are definitely important to begin the progress in the first place.

But, at the same time, organizational goals require valuable changes according to the latest knowledge. Which is why organizational planning becomes an important and ongoing process for your business.

Attendance App

Making decisions and strategies

Going deeper than purpose and goals, your employees need actionable work strategies. As it is important to make daily organizational functions directed to a large goal, organizational planning becomes important again.

Business leaders make decisions and decide strategies for employees in different departments. Those decisions and strategies create a responsible sense of working in the company, which leads to faster goal attainments.

Each small activity conducted on a daily basis, then, leads to larger goals and purpose attainment.

Prioritized and efficient application of resources

An organization goes through different stages of business. The availability of resources depends on the stage of an organization.

For example, a small startup usually faces a limitation of resources as compared to a well-established organization.

Resources include everything that is available for expense in a company. This includes financial resources, human resources, and business-specific resources.

Organizational planning allows leaders to identify the extent of resources available. Leaders can define how comfortable or limited the business is in terms of resources. This awareness leads to a sense of prioritization.

With planning, your business can prioritize goals and strategies with respect to the available resources. This way, your business can maximize productivity with an efficient utilization of resources.

Planning for risks and unpredictability

What if a financial crisis strikes the company?!

What if there is a sudden downfall in the market?!

There are various what-if conditions associated with all kinds of businesses. Every organization faces the risks of uncertain conditions.

Though these risks are unforeseen, your organization needs contingency planning to act as quickly as possible. Planning allows leaders to stay calm and make immediate decisions without panicking.

When there is a sudden issue in business, leaders need to fight the problem while maintaining the reputation and functions of the business.

Pre-planned approach for risks helps in applying effective strategies, so your business can tackle the changing scenarios and save the business from negative impacts.

Establishing and encouraging team spirit

With organizational planning, your employees can come together as a team and attain cooperation. An effective communication of plans and strategies allows your staff to start following the same responsibilities.

They all utilize their skills and provide assistance to help the organization collectively.

Whenever a task is assigned to a department, every member already understands what they need to do and how they can help each other.

Planning diminishes the chances of conflicts of interests. From top management to employees, everyone puts efforts to reach pre-decided targets.

Team building is key to establishing and running a successful business. No matter what you do, planning is irreplaceable from team building.

The basic idea of a team is a group of people that follow one collective goal. And that’s what organizational planning does for your employees.

Understanding and beating competition

Along with internal benefits, organizational planning also helps with competitive advantages. Sitting together, business leaders can look deeply into the weaknesses and strengths of competitors.

All major competitors are assessed. This assessment teaches a lot as their strength shows the vulnerability in your business. At the same time, your business becomes aware of in-house strengths, which can help beat the competition.

Competitor understanding also assists in finding many emerging opportunities in the market. Your business can attain new customer groups, find new markets to win and gain innovative ideas to grow steadily.

Tips on successful organizational planning

There is no set formula of organizational planning that can work for all kinds of business structure. Every business consists of different kinds of products, constraints, opportunities, and goals.

So, the actual planning differs from organization to organization. However, every business can follow a certain method of planning to attain goals and grow steadily.

Here are a few tips on building a successful organizational plan:

  • Assess your organizational weaknesses and strengths as compared to your major competitors. Relative understanding of weaknesses and strengths provide a realistic approach to planning.
  • Go through the legal weaknesses and strengths of your organization. Find all the possible options to legally tackle the disadvantages and turn them into advantages for your business.
  • Assess the weaknesses and strengths of each department in your business. Find the co-dependencies of departments and plan to resolve weaknesses.
  • Predict a growth pattern you want in a long run. Also, align this long-term plan with short-term growth strategies.
  • Understand current relationships in the market and plan to maintain existing relationships and building new ones.
  • Define an ideal number of employees in every department and compare with the current availability of human resources.
  • Develop a structural approach to work for a higher level of productivity and employee satisfaction.

All in all, your organization requires at every step to follow the right path to growth. Organizational planning offers a path and also tells how to walk that path efficiently.

Keeping that in mind, hopefully, now you are ready to take initial planning steps for your business.

Posted on by Wifi Attendance Super Admin

Employee retention is one of the key concerns for HR in every company. While some percentage of attrition is unavoidable and even healthy, nobody wants to lose high performers. After all it can cost upto 200% of annual salary to replace a high skilled employee.

Average attrition rates differ from industry to industry. Government organizations typically have low attrition rate whereas industries like staffing and hospitality can have attrition as high as 300%. Attrition also changes along the hierarchy. Positions at lower end typically have higher attrition than mid and top-level management positions.

Here are some ideas to consider if you want to keep attrition at your company under control.

wifi attendance

  1. Frequent Appraisals

According to Glassdoor, 35% of employees surveyed said they would look for a job if they did not receive a raise within the next year.

We all know that the months post appraisal, are when employees are most likely to leave. If they think that appraisals do not match their expectation they had, they will start looking for jobs in the market. For this reason it is important that managers and HR manage expectations throughout the year and not just during appraisal month.

Hold regular performance discussions so that there are no unwanted surprises at the end of appraisal cycle. Quantify as many KRA as possible.  Employees are less likely to be disappointed when their numbers have been discussed with them regularly.

If your company policy permits, its also a good idea to have appraisals semi-annually or quarterly. This keeps employees motivated and they are less likely to leave.

  1. Team Building Activities

People are less likely to leave if they are having fun at work and feel attached to their co-workers. Everyone loves to work with in a close knit team and would not want to give up friendships they have built in office.

Outbound trips, employee engagement activities and corporate events are good ways to forge friendships at workplace. Games, dance events and competitions infuse fun in your culture and improve employee engagement.

  1. Stock Options

This is a good way to retain employees if your company is in start-up or growth phase. ESOP or employee stock options give employees a sense of ownership and belongingness. They are the engines driving your growth so it is also a just compensation for small and mid-size businesses that cannot afford big paychecks.

Stock option of company with growth potential will retain employees. They are more likely to stick around till the company has made it big and their stock is worth a significant amount.

  1. Work Environment

Company culture is another factor that affects retention.  Although most people think of Google offices when it comes to good culture not every company can allow pets and bean bags at office.

The idea here is not to copy the cultures of other companies but to have a strong culture of your own. By strong we mean that the environment is positive and your core values are clearly reflected in everything that you do.

Some values that contribute to positivity at workplace are transparency, safety of workers, credibility and integrity. There is no ‘culture formula’ that fits all companies but one should avoid culture that lead to office politics, inefficiency, jealousy, harassment.

A toxic environment is the quickest way to send away your best employees.

  1. Referral System

Referral system is a great way to encourage employee bonding and maintain your company culture. Because your employees know the culture of the company they are likely to invite only those friends who fit within your organizational culture. What’s more is, the person hired is more likely to stay because he is now working with his friend.

  1. Job Role Change

Another reason why people quit their job is monotony. Doing the same job for years together, can get boring and uninspiring. People tend to think of career or role change in such a scenario.

What if you could give them this opportunity within the organization? Start an internal job postings portal for employees looking for a change. Not only will you stop employee attrition but you will also fill another position without having to spend on recruitment, training and orientation.

Some companies also have a policy of job rotation every few years. This keeps the work fresh for employees and brings in new ideas into each department.

  1. Learning & Development

According to Udemy, 46% of employees said that learning & development is the most important benefit when deciding where to work. People want to get better and learn more skills in order to advance their career. In-fact self-actualization is the highest of needs in Maslow’s pyramid of human needs.  So once you have taken care of financial and belonging needs of your workforce this is the next obvious step.

Employees are more likely to stick around if your company takes care of learning and development by regularly investing in people. This lets the employees know that you care for them and are committed to keeping skilled people in the organization.

  1. Managerial Training

Nearly half of employees said they’ve quit a job because of a bad manager, 56% think managers are promoted prematurely and 60% think managers need managerial training (Udemy).

Managers are the face of the company for your employees. They are the ones who interact with them day to day and have to get the work done. Incompetent managers increase stress for everyone and struggle at motivating their team.

Incompatibility with managers is one of the common reasons for employees to leave their job. Every team member requires a different kind of approach by managers and you must invest in training your manager if exiting employees are citing their reporting manager as a reason for resignation.

  1. Flexible Work Options

Expectations about work-life balance are changing as younger generation enters the workforce. 86% of employees between the ages 18-34 said they’d sooner sign a contract with remote work options.

There are plenty of freelancing opportunities and digital business options now available. People do not see the need to go to an office for a strict 9 to 5 job. Incidentally, this is profitable even for companies as it cuts office premise cost and conveyance time.

You must work on flexible work options if you are to remain competitive in market today. Work from home, flexible working hours and remote working are soon going to be a norm in many industries.

  1. Feedback Loops

Nobody wants to leave their well paying job if there was a way to work around problems of a job. Many companies don’t have any feedback mechanism and loose employees because they have no way to resolve their issue.

By collecting regular feedback on employee engagement you can avoid the employee drain that is coming in the future. Give you employees a change to voice their concerns so that they do not have to take the extreme step of quitting their job.

Establishment of employee redressal cell, anonymous feedback, harassment cells helps to solve problems early and retain your best performers

Conclusion

Employee retention is getting increasingly difficult in today’s competitive market. Employee retention and engagement is an important department within HR for this very reason. Based on your industry, size of company and workplace culture, you may pick up the most suitable ideas from the mentioned.

Posted on by Wifi Attendance Super Admin

We are talking about technical evolutions taking man to space, but are skeptical to take a step towards the cloud.

Well here we only mean the cloud computing services – to be precise!

Given the complexity of the current attendance and productivity profiling methods, it is definitely a setback for the ninjas of the business who haven’t opted for a virtual and a self upgrading database yet.

A large number of businesses which have switched to cloud are already experiencing ramped up revenue in comparison to the competitors who haven’t.

If all the rant you have been hearing about how the service helps enhance efficiency and accuracy is not enough to convince you, we’ll break it down for you a little more in detail.

wifi attendance

1. No Software installation required

It comes as no surprise that cloud based programs can be directly accessed through any authorized desktop devices.

The purpose of saying “authorized” here is to highlight the fact that employers can restrict the attendance activities to certain PCs inside the office premises.

No loop holes that lead to fraudulent activities!

Also, a rather new approach to disaster proofing your records! Being web applications they naturally do not demand any room on the system of the user.  There is absolutely no need to go through the process of download and installation to clock in and out.

2. No proprietary hardware or infrastructure required

Many clocking devices as you know them are a hardware installed at office entry points. They run on principles ranging anywhere between biometric scans to proximal contact RFID cards.

Such devices not only call for installation costs but also demand constant maintenance. But when you switch them with a network based attendance system, it not only saves you the financial investment but also raises the productivity metrics.

How is that true?

Hardware based systems can only keep you updated on the in and out time of the employee, while most cloud based systems have a comprehensive roster of features making them more reliable and efficient.

3. System administration

You can’t afford to not think of having a task force in place for managing and maintaining all you technical implements.

But with all your data now resting in cloud architecture, it is rest assured that the role of an IT department is peacefully ruled out when it comes to managing employee attendance information.

4. Security

For starters this is a network administered storage space undergoing overnight backup and hardening, and is least vulnerable to system failures.

When it comes to cybercrime threats like ransom-ware, data theft and computer hacking, the argument definitely goes in the favor of cloud computing. The reason being highly robust counteractive protocols put in place to fight potential breach detection.

Cloud computing systems prioritize on analyzing business risks rather than scanning susceptible systems for identifying intrusion point.

Data loss in case of system failure or crash is the last thing you need to worry about as the data is redundantly backed up on multiple servers. And of course these are virtual servers, not prone to the mishaps of internal crisis.

attendance app

5. Auto updates

Cloud service providers manage the backend infrastructure all by themselves leaving you with ample amount of time to focus on other priorities.

Software and UI updates occur by itself on cloud with you not having to spend a single penny on it. You would rather concentrate your IT resources over a more innovative production appliance rather than exhausting them over petty issues of system updates. At least not in the era when you have a full proof solution to avoid these obstacles!

6. Ubiquitous and On-demand access

As it stands, all you need to access data of a cloud based system is internet connection. In the face of overwhelming odds that might cause you to be away and not in premises, there could be a situation where in accessing certain clocking records may arise.

Having round the clock accessibility to records might prove to be a blessing in such cases.

7. Zero servers cost

Speaking of a server based data storage, you can expect zero expenses which rise as a result of technical issues. We know for a fact that cloud computing services deploy remote resources for the purpose of data storage.

That means a complete annulment of server cost. Unlike physical servers which could give you a run for the money, cloud computing uses virtual servers. These are cost effective and save a lot on business capital.

 8. Rise in productivity

Presuming your current attendance system is a contemporary mode involving manual interpretations for payroll calculations, the outcome is bound to suffer delays due to the human factor.

On the other hand, think about a system with real time analytical capabilities. It would downright reduce the burden of all clerical tasks and speed up the process.

Conclusion

Attendance management generically is a tedious task.

With the integrated functions of man-hour estimation and operational efficiency parameters, it definitely calls for a more flexible and a judicious mechanism.

Unlike other records which involve major availability and security issues, businesses can count on cloud to for a more faithful and unassailable data keeping.

In the words of Evgeny Morozov( author and technology skeptic)- “Cloud computing is a great euphemism for centralization of computer services under one server.”

More so, the people who have already embraced the tech have claimed a better functioning of business, enhanced services for their clients and ultimately higher profit margins.

Posted on by Wifi Attendance Super Admin

The beta has finally evolved into the Alpha of the league. The Android 9.0 Pie is ready to be served ! But! Only Pixel users for now!

Google has decided to serve the very first slice of the pie to their own family. Pixel users will be the first ones to enjoy the delicious features the OS has to offer!

Google arranged a developer’s preview launch to evaluate the pie a few days earlier in its beta form.

Smartphone giants like Xiaomi , Sony, Oppo, Essential, and more a who participated in this trial launch might get lucky in the fall of 2018.

For those who did not make it in this list, no worries. The pie shall make it up to you anytime this year.

wifi attendance

1. What’s new you ask?

The navigation keys at the base of the screen are fused to form one capsule icon at the centre. Long pressing the key, wakes up your Google assistant.

One swipe up gets you to the last app you were using. A parallel swipe gets you the tabs of all open apps. One  Tap and back home!

This could get a little tricky at the start. But the truth is, the current interface is much smoother than before. But if you continue to find it difficult, android has taken care to not disappoint their users. Go back to settings and change bsck to the 3 button layout as you please.

2. Gesture Navigation

The capsule has a gesture recognition feature which can be set if desired.  The movement of the capsule helps the user to swap through the apps screens.

3. Rotation button will now come to you

Rotation when turned off to prevent uncalled screen swivels is tedious to reverse. The new feature calls for the rotation button to pop up on the screen when the user tilts the phone. It is easy to switch the screen view as and when you desire.

4. It is top Notch! Pun intended

Apple blazed the trail and the rest of the OEMs followed.  Notches were introduced to expand the display till the edge eliminating the bezel.

The notch is a necessary attribute to the apple phones but to Android it is just another upgrade to groom the appearance.

Android Pie provides users with the option to customize the size of screen cut-outs.

5. AI –Apps-Battery  : The holy trifacta

The new adaptive battery studies the patterns of the user in terms of the apps. You can view this as the baby steps in machine learning technology.  The battery directs more power to the apps which the user prefers to use frequently by simply limiting the supply to those apps that are less used.

With the beta program trial of the OS, the users reported 20 % increase in battery life.

Another factor responsible for draining power is the brightness. It has been taken care of as well. Evaluation of manual adjustments will slowly lead to automatic tweaks in the brightness as the user desires it to be in varied situations.

This was made possible by the Deep mind team whom Google approached to decipher the cerebral makeup of smartphone users.

attendance app

6. Nuances of Human replies

As things get easier, humans get lazier!  How many times have you read a text from your mom and just ignored it owing to the mundane nature of the replies?

We just don’t want to type things as simple as “yes I had lunch” anymore

But what if your OS does it for you? And that too without opening the app?

Android pie got us the new smart reply feature directly through the notification panel.

7. Another AI-app integration feature!

App action feature sends a suggestion in your app drawer. The app itself generates the suggestion based on the user’s habits of using that particular app.

For instance, a user consistently reads flipboard articles at 8 pm. Flipboard will appear in the suggestions and is accessible with a single touch.

8. A major breakthrough with Wi-Fi integration

Android pie has assured to supplement WiFi Round-Trip-Time. In simple words it is an in-building GPS feature for the phone.  Also known as indoor positioning, this feature allows the apps to measure the distance between WiFi access points. It is not necessary that the phone be connected to the WiFi in the building.

The apps will deploy the information to fabricate surreal experiences. In building navigation, voice control for IoT devices and location based information are a few to be mentioned.

How cool would it be to Switch on the AC of your room while you still in the lobby of your residential complex?

Or

To find the stores in a mall with crazy discount sales?

Indoor navigation would speed the game for android to the next level.  And android P is the chosen one by WiFi RTT to launch this incredible new feature.

9. Slices

Google has planned to squeeze in the power of its search engine trademark traits in the OS.

Project your mind to Google search. Remember at times when Google displays bits of information directly while you type in the search box?

Exactly that will now happen with the apps. They call it Slices.

Predicting your search, the apps will give you more than just the search query. It will display an extra slice of the information to ease the process.

10. What more could Google possibly do to make you fall in love with Android?

How about a gesture of care for your well being?

Still in the beta testing phase but would be up and rolling soon. The digital well-being feature has all the qualities of a digital caretaker.

Have a look at the below list

The phone will now tell you how much time you have been glued on to it. All on the Dashboard!

You can set constraints on the usage of certain apps using App Timer .

DnD will be smarter than ever and hush all the alerts.

Wind Down integrates the DnD feature and marks the onset of grayscale implying – off to bed!

Conclusion

The Anti  Addiction Features will only be launched in the autumn crop of pixel phones.

Only a matter of time until a Smartphone user sees a whole new world, with one bite of the pie.

Thoughtful! Adaptive!  Predictive!

The ideal approach to portray Android 9.0 Pie in three words.

Posted on by Wifi Attendance Super Admin

Are we all aware of listening skills? Probably most of us do not have a clear idea about listening skills. You might have missed some business opportunities or job opportunities owing to poor listening skills.

Make sure you do not miss your next opportunity because of your unawareness on listening skills. Here is a detailed guide to hone your listening skills

Listening Skills

Listening can be defined as the ability to receive and interpret messages accurately, in the communication process. It is the key to effective communication. When one is not able to listen effectively, messages can be misunderstood.

Due to this, the message breaks down leaving the sender of the message in a frustrating state. If you wish to improve your communication skills then listening is a must. They are important in every walk of life.

Listening skills are highly important, so much so that employers provide listening skills training to their employees. It is well known that effective communication can lead to greater productivity with fewer mistakes and increased sharing of information, which leads to more creative and innovative work. So many successful entrepreneurs and leaders credit their success to their good listening skills.

Listening skills can also prove to be very beneficial in everyone’s personal lives. It helps one in maintaining a greater number of friends, colleagues and social networks. It gives an increased confidence and self-esteem. It also helps students to get higher grades in school or college or in academic work.

It leads to better health and overall a greater sense of well-being. According to some studies, it has been shown that speaking raises blood pressure whereas listening can bring it down.

Listening vs. Hearing

Listening vs Hearing

Many people mistake listening as the same as hearing. However, both of the processes cannot be termed as same. Hearing is when sound enters your ears. It is a physical process, which happens automatically, provided that you don’t have any hearing problems.

On the other hand, when listening is being talked about, it requires more than hearing. Listening requires focus and a concentrated effort, mental and sometimes physical too.

Listening is not only about paying attention to the story. It is about the way story is being told, how the voice and language are being used along with the body language of the person telling the story. It is about knowing and understanding both, verbal and non-verbal messages.

The ability of each person to listen differs according to the degree to, which you are able to perceive and understand those messages. Listening cannot be called as a passive process. It is a process in which a listener should be involved as much as the speaker.

One would often hear about the term ‘active listening.’ This term can be defined as the process of being fully involved.

The famous author, Rachel Naomi Remen has described learning in one of her quotes, which says, “The most basic and powerful way to connect to another person is to listen. Just listen.  Perhaps the most important thing we ever give each other is our attention.”

Time spent on listening

On an average, a lot of time is spent on learning. Adults spend 70% of their overall time in being engaged in some kind of communication or the other. A research has shown that, of this, 45% of the time is being spent on listening, 30% speaking, 16% reading, and 9% writing.

Therefore, there is a lot of time for listening. It is worth taking a little extra time to ensure that you listen properly and effectively.

Time spent on listening

This has been proven by the research of Adler, Rosenfeld, and Proctor in 2001.

Interplay: the process of interpersonal communicating (8th edition), Fort Worth, TX: Harcourt.

Hurdles to effective learning

Hurdles to effective learning

There are some hurdles or barriers, which lead to ineffective learning. For example, it is a very common problem that a sentence distracts us or two instead of listening effectively to what the person is saying. That time is spent in thinking of the reply that one is going to give.

This clearly means that one did not pay attention to the rest of the message of the speaker. There can be a lot of other distractions as well, such as one might find the message of someone else speaking to more interesting. The speaker’s appearance can also distract you.

When you indulge in any of these, it shows in your body language too. The lack of attention is itself projected in your body language. It is harder to control body language. You may be showing lack of interest by not making an eye contact or the lack of posture.

The speaker will realize this sooner or later. He will probably stop talking due to these reasons. At the worst, they can be upset and offended.

The Listening Process

The Listening Process

Listening is a very active process. It involves the following three basic steps.

1. Hearing

It is just a process by, which you absorb the words and voice of the speaker. You should be able to catch what the speaker is saying. For example, you were listening to a documentary or a report on zebras. The speaker said that no two zebras are alike.

If you are able to repeat the fact then you were listening to him carefully. In case you are unable to, you were not listening carefully.

2. Understanding

The next part of the process is that you are able to make sense of what is being said. It is when you have heard what the speaker has said and you are able to understand it in your own way. For example, when the speaker said that no two zebras are alike, you tried to get a meaning out of it. You try to understand that it could possibly mean that the stripes on each zebra are different.

3. Judging

Analyzing and judging what has been said is the last part of the process. After understanding what has been said, you tend to realize whether it can be true or not, whether it makes a sense or not. For example, when you thought after listening to the speaker that each zebra might have a different pattern of stripes, you tend to analyze if that can be true.

You might relate it to the fact that each human has different fingerprints so it might seem believable that zebras might have different kinds of stripes too.

Importance Of Listening Skills In Business Communications

Listening Skills In Business Communications

Verbal communication constitutes an important part of business communications. One needs to constantly interact and listen to so many clients as well as colleagues in the office. The ability to not only listen but also listen effectively is what works in business communications. One needs to build up this skill to be able to work in a team environment or even individually.

Listening is such an important component in establishing commendable working relations between employee groups along with the management and the staff. Also, a small business cannot afford to alienate its customers and clients. It is very important to maintain an eye contact and give your full attention to your clients.

Good listening skills obviously have an effect on your customer relations. They define majorly whether a customer will stay with you or not. Therefore, to help you know more on the same, here is a list of a few ways in, which listening skills are important in business communications.

1. Active listening works

Active listening is when the entire attention of the listener is focused on the speaker; he tries to avoid interrupting the speaker, shows genuine interest in what he is speaking by remaining non-judgmental.

Instead of the just hearing the word, when you can imply and make sense of what the speaker is saying is when you are paying attention. This includes being able to read non-verbal clues such as the body language and facial expressions.

It may happen sometimes that facial expressions might contradict what the person is saying. It is significant to engage fully in a conversation or discussion and this is what makes it a key part of active learning. You can uncover the root of most problems by just being an attentive listener and being polite in your reply. Your inviting posture can make a big difference.

2. To Gain Information

Listening is very helpful in acquiring facts, which can help you to take better decisions for your business. For example, when you take an interview of a job applicant, you will discover his attitude for the job when you listen to him carefully and perceive what he is saying with the help of your listening skills.

You will be able to judge how he must have performed in his last job and his achievements on his resume. When you listen to him/her and analyze what he has been saying and the way his personality is, you decide whether he/she is fit for your company or not.

3. Conflict Resolution

Workplace disputes always disturb the atmosphere. Unhappy customers can also disrupt productivity and all of this can lead to an inefficient work environment. However, if one has an ability to listen he/she can convert the situation of a disruptive conflict into an opportunity in, which there can be growth.

If the upset colleagues or dissatisfied customers feel that they are being heard, it can automatically calm them down.

It can relieve their unwanted negative feelings along with providing an opportunity for the problem-solving process to begin. When you listen effectively, the clients and the co-workers get an impression that you are concerned. This forms a basis of trust and commitment.

4. Motivation and Productivity

When one learns to listen effectively, it can bring benefits to the business and the speaker. When a department listens to what the employees have to say, it does not only hear what they have to say but they also get an insight into what makes each worker tick.

If the manager is a good listener and communicator, he can motivate his employees to a greater level. Effective listening makes it easier for the manager to choose appropriate rewards for his/her employees. These can be private or public praise, responsibilities in addition or a greater amount of independence.

5. Perception Management

Working for the reputation of a small business is hard as you need to make efforts constantly. Its reputation increases or diminishes its chances of success in future along with profit.

Effective listening skills can always prevent misunderstandings along with ensuring that the first encounter creates a positive impression. All of this helps in maintaining a good reputation of the small businesses.

It must not be forgotten that when consumers are being talked about, word of mouth is a very powerful advertising medium. When one takes the time to listen effectively and tries to offer a solution to the pertaining problems at once, it gives out an impression that you have the potential to spread.

Listening is also important when you deal with suppliers or vendors. It is very helpful in creating efficient work relationships, helps in saving valuable time of both the sides and can have potentially many more benefits. Strong relationships can always benefit the business in the long run.

Examples Of Effective Learning

  • When a job candidate shares that her understanding of a question, which was unclear, during an interview and asks if she is right.
  • An interviewer notices that the candidate doesn’t look him in the eye while answering.
  • A customer service employee repeats the complaint back to the complainant to assure that he/she has been heard.
  • The manager summarizes all that her team said during the meeting and asks if it has been heard correctly.
  • A counselor reassures the client by telling him that he is listening and encourages him to discuss his traumatic experiences.
  • The meeting facilitator encourages his team members for their opinions about a proposal, which is being shared in the meeting.
  • The interviewer asks follow-up questions to gain clarifications on what the candidate has said.
  • An employee pays much attention to the speaker when the training session is being conducted and asks clarifying questions on the same.

What Makes A Bad Listener

What Makes A Bad Listener

Your listening skills can be considered underdeveloped if you keep interrupting the speaker during a conversation. If you respond poorly, failing to answer the required question will be a poor reflection of your communication skills. This gets more highlighted if you are taking a job interview.

When you talk way too much, it can be problematic. It must not be forgotten that conversations should be managed from both the sides equally. When you monopolize speaking, you fail to listen effectively leading to poor communication.

This way you prevent the other party to fully express what they wanted to. Therefore, you end up making a bad impression.

Qualities Of A Good Listener

Qualities Of A Good Listener

Being a good listener requires some basic qualities and has so many advantages. It makes communication so much easier. Listening demands to interpret verbal messages along with the non-verbal clues.

If a person is in business then the importance of such skills has already been discussed. Poor listening can drag our work project and makes it more time-consuming.

Good listeners usually have quick and easy solutions. It is known that great listeners are great winners in personal and professional life. They are great motivators and communicators.

They are also great leaders in all the industries. Therefore, here is a list of a few qualities, which are needed for you to be an effective listener.

1. Make eye contact

It is really important to look the person in the eye when you are communicating with him/her. It shows that you are genuinely interested in the conversation. It reflects that you are interested in listening to the problems of the other individual and would be ready to provide your help if needed.

2. Ask questions one at a time

What happens is that sometimes we ask too many questions and expect the other person to answer them all at once. Such conversations do no reap the best results since appropriate time was not given to the speaker to explain and complete what he wanted to say, instead you wanted the answer to all your questions.

Ask one question at a time and let him complete the explanation of the question. After he finishes, you can ask him if there is anything more to be added.

3. Pay attention

Paying attention is the key component of being a good listener. One should be attentive and present in the place where the speaker is saying something.

Sometimes what happens is that your mind catches a certain word and then it travels elsewhere, leaving you distracted. You must try to avoid this by focusing purely on what the speaker has to say.

4. Do not interrupt in between

It is basic manners to not interrupt someone when he/she is talking. You must not talk in between a conversation and let the speaker finish completely. You must ask your next question only after he/she finishes.

You can give your feedback after that. When you maintain this courtesy, the other person will be fairly interested in the conversation.

5. Take Notes

This can be a helpful quality for the ones in the business. When you are in an important meeting you must take notes of the things discussed in short bullet points.

This will make things clear and help you remember them. It can also be helpful in clearing your doubts and summarize all that has been said and discussed.

6. Use whiteboards to understand better

It is not possible that you understand 100% of what the other person says. It is very reasonable that you might not get some things. In that case, using a whiteboard is advisable.

Some conversations can be explained in a better way when you tend to draw them or represent them in the form of short notes or tables. This can help to analyze your verbal communication.

7. Give a pause of a few seconds

When a person is about to finish talking, you should let them take at least 3 to 4 seconds break. This will help you judge if they have finished speaking. There are chances that the person might start talking again after their pause. Therefore, in that case, they should not be disturbed.

8. Focus on the subject

You must focus on the subject, which is being discussed and you should not direct the conversation towards any other topic. Do not jump to next question until the person is finished with the previous one. You should not divert the conversation to unrelated topics.

9. Do not show the gesture signs

This needs to be taken care of that you do not show expressions or gestures that you are ready to talk, before the other person is done with speaking. Therefore, you must not move your head forward or open your mouth to talk, etc.

Do not assume anything: You must not assume anything. If something is not understood then you can wait for them to finish and then put forward your query. You can explain what you have understood from the conversation and what not. Then you can ask the person to correct you where you go wrong.

10. Do not make early judgments

This is a very important quality for being a good listener. Before you let the speaker complete, you just pick some words and they revolve around in your mind and everything else the speaker says is not listened to. Therefore, you must not try to make early judgments and listen to the speaker fully.

11. Do not equate listening with agreeing

This is an amazing quality, which the good listeners possess. They do not equate listening with agreeing. They understand that good listening is a quality, which equips you to be able to disagree as well. When you listen carefully you understand clearly, what is it that you disagree with.

12. Willing to speak

Good listeners do not equate listening with silence. They understand the importance of communicating and that one needs to speak too after listening, to take the conversation further.

Ways To Improve Listening Skills

Ways To Improve Listening Skills

The importance of listening skills has already been discussed. In this high speed and busy world, communication skills have become so important. We devote lesser and lesser time to listen to each other. Genuine listening has become a rare gift of time.

It helps build relationships, ensure understanding, improve accuracy, and resolve conflicts. Therefore, to help you with all of this efficiently, here is a list of a few ways in which you can improve your listening skills.

1. Face the speaker and maintain eye contact

Divided attention does no good, neither to the speaker nor to the listener. Due to this, the communication fails. Making eye contact is considered a basic essential for effective communication. When you talk to a person, look him/her in the eye.

You must have the courtesy to face your partner with whom you are carrying out a conversation. Keep aside the things causing distractions, such as your mobile phone, papers, book or anything else. You must look at your partner even if they are not looking at you.

2. Be attentive but relaxed

Once you make an eye contact with the person, it is not that you have to stare at him/her incompetently. You need to be relaxed, in order to focus on what the person is saying. You are allowed to look away every now and then like any normal person would do. The only thing is that you will have to be attentive.

You need to deal with your mental distractions along with the background activity or noise. You should not focus so much on the speech mannerisms of the speaker that it becomes a distraction for you. In the end, obviously, do not be distracted by your own thoughts.

3. Keep your mind open

You need to be free from any thought to give full attention to the speaker. Therefore, you must listen to him/her without making prior judgments or criticize what the speaker is telling you.

You compromise your effectiveness as a listener as soon as you make judgmental bemusements. You can feel alarmed by what the person says but wait until you hear him/her out completely.

It is extremely necessary to hear and absorb without jumping to conclusions. You must take care of the fact that the speaker is using his/her words to express his thoughts and feelings that you do not know.

You will find out about how he feels only after listening properly. You should not be a sentence-grabber. There’s no point interrupting and trying to finish other person’s sentences.

4. Try to picture what the speaker is saying

You should allow your mind to work in a creative manner. It should create a model of the information being communicated in his mind. It can be an arrangement of abstract concepts or make a liberal picture. Your brain will do the work if it is focused in the right manner. What is required is that your senses should be completely alert.

When the conversation goes on for long stretches, you must try and remember the keywords and phrases. You can note them down if you want. Also, you should not spend your time planning what to say next when it is your turn to listen.

You cannot do two things at a time, rehearse and listen in this case. Your only priority should be to concentrate on what the speaker is trying to convey.

5. Do not interrupt and impose your solutions

Interrupting in between cannot be termed as a good habit. When you interrupt a person, it sends all kinds of bad messages. It may mean that what you are saying might be more important than what the speaker intends to say. Or that what you are saying is more interesting, relevant or accurate.

We all have a different pace when it comes to listening or speaking. If you are a quick thinker or nimble speaker, then you need to control your pace and be a more thoughtful communicator.

When you listen to someone talking about his problems, you should refrain from suggesting immediate solutions. The person might not want your advice. Sometimes all a person might need is a good listener.

6. Wait for the speaker for clarification

It is not possible for anyone to understand anything completely. It is human to have doubts or not to understand anything and it would be considered good if you look forward to talking to the speaker about the same. However, you must not interrupt. Wait for the speaker to take a pause.

7. Ask questions only to ensure understanding

You must only ask relevant questions. One question can take the conversation in a completely different direction. That direction might not have anything to do with the real topic being discussed or talked about.

However, sometimes you might get back to the original topic but most of the time, one is not able to. Therefore, you must think before asking a question as it should disturb the original flow of the issue being discussed.

8. Try to feel what the speaker is feeling

Your effectiveness as a good listener is assured when you try to feel every emotion that the speaker is going through and you convey it to them by your gestures, such as you can use your facial expressions or your words. You must try to feel their sadness when they are upset, their joy when they are happy and so on.

To be a good listener, empathy is a quality, which can be termed as the heart and soul of good listening. To be empathetic, you should try to put yourself in the place of the person narrating their experiences, and then feel their emotions or thoughts.

However, this takes a lot of concentration and energy but this facilitates communication at its best. It is very generous and helpful to do this.

9. Give regular feedback to the speaker

When you give regular feedback to the speaker, you make him feel that he is being heard and listened. Feedback not just means, getting back to him by speaking. It can also be in the form of a simple nod while he is discussing the topic.

Tying It All Together

By now, you must have understood how important it is to inculcate good listening skills. It is said that the world today is a global village and we are all connected to each other.

However, we do not pay attention to each other and listen effectively to be able to solve the problems that we encounter as an individual, company, nation or even the entire global village as a whole.

This shows that we are in dire need of effective communication skills. The tips to improve it have also been discussed. You can use some basic materials for practicing listening skills such as listening to a podcast episode, which you have a transcript for.

Listening to just the dialogues of some movie or show would also help. You can start with short clips and then move to the larger ones. Hence, you must learn with patience and strive to be a better listener.

Posted on by Wifi Attendance Super Admin

Some business leaders like to maintain a work culture that is free from the rules of time. This is because they don’t want to be that person, who keeps a check on what time every employee enters the office.

Other business leaders ignore it when employees are being tardy or absent because they don’t wish to hamper their relationships with them. Whatever the reason, if employees are constantly late with frequent absenteeism, it is important to discuss this behaviour. Here’s why:

Other Employees Get Affected

If a team member is absent, others on the team have to make up for the missing employee’s work. This can become stressful since some employees have to constantly do more work than they need to.

Effect on Company Reputation

When employees are missing often, the team tends to fall behind. Deadlines are not met. In certain cases, you would end up losing an important contract. As a result, your company’s reputation will be at stake for not being able to deliver as promised.

Lowers Employees’ Morale

With time, employees tend to have resentment towards their employer. They notice that employee X is not facing any repercussions for the absenteeism while they are working harder than they need to. Bitterness among co-workers is also common leading to a lower morale.

In simple words, absenteeism can cause major obstacles to the success of a company. When you take into account the costs of lost productivity, temporary labor, and lowered morale, the price of absenteeism is quite substantial.

Absenteeism must be addressed at the earliest. However, certain business leaders still do not understand its enormity. They realize the impact of absenteeism only when it is too late.

They usually just discuss the issue with the offending employees and take their word for being regular from now.

But there’s no guarantee that they’ll stick to their word. And so there is a need to create a clear approach that can curb absenteeism.

Let’s take a look at 12 surefire ways to deal with employee attendance issues:

1. Have a policy

Prepare an employee handbook mentioning all the policies you wish to implement for absenteeism. Spell out the processes of reporting specifying what employees need to do if they are late or absent. Write down the disciplinary action that must be enforced in case of frequent absenteeism.

2. Collect information

When you sit down to have a dialogue with the employee, make sure all the data is ready with you. Have the dates and times written. Employees cannot deny their absence if you have the data in hand.

3. Address the problem casually

If you notice an employee coming late, discuss the issue with them casually. This is how you could start, “Hey, I know you got late to work a couple of times this month. It’s important that you focus on your timings and attend work as scheduled.

If it is getting tough, please report it as per our policies so that the issue can be looked into. Take a look into the employee handbook for better understanding.”

4. Tell them you’re concerned

Employees don’t appreciate supervisors that question with a doubt. They prefer employers that show some concern.

Once you’ve casually discussed the issue with first-time offenders, follow it up with a conversation like this: “As defined in our policy, we get concerned when we do not know why you didn’t come to work on a particular day. Please remember to always inform us.” This keeps the employees from getting defensive.

5. Start a discussion

Give your employees the chance to share their views and provide solutions. They could be facing an adverse challenge causing poor attendance. Ask them if everything is okay with them and if there’s anything you can help with.

6. Make accommodations, if possible

An employee could be getting late to work because of personal responsibilities. For instance, he/she may need to drop children to school. See if accommodations can be made to give them some relaxation.

If it works for your business and does not cause any inconvenience to the other employees, arrange for a more flexible schedule.

7. Formal counseling

If the behaviour is not rectified after casual conversations, take it up by a notch with formal counseling. This could be done with the immediate senior or the HR executive. Clearly specify the attendance management system and the consequences that employees will have to face if absenteeism is not taken care of.

8. Accountability

Create an accountability process at all levels. Employees should know who they need to turn to in particular situations of tardiness. Furthermore, conduct meetings with supervisors to discuss the implementation of policies and the different situations that require employee attendance management.

9. Give annual leave in Hours

When you manage absence in time, it gives employees better leave entitlements. They remain aligned with the needs of the business. For instance, if an executive needs a one hour off to visit the doctor, request for a full day would be a waste. Count the annual leave in terms of hours and offer your employees better flexibility to manage their work timings.

10. Tell them they’re important

Sometimes employees do not realize the impact of their absence to business progress. Show them how much time has been lost and mention what they could have done for the company during this time. Encourage them by showing how valuable their contribution is to the company.

11. Identify triggers of stress

Stress is also one of the common factors causing absenteeism. Find out if your employees are frequently absent because of work stress. Ask them what they would like to do to combat the stress. Organize weekly/monthly activities of interest that keep the employees motivated and give them a chance to relax in between busy work schedules.

12. Consult the advisors

HR professionals must take medical advice if an employee is frequently absent on account of medical emergencies. These situations need care and attention since violating employment laws can be troublesome.

These above-mentioned ways will help you curb the rates of absenteeism and ensure that your workforce is much happier.

 

 

 

Posted on by Wifi Attendance Super Admin

An employment contract means that an employee and employer agree to work with each other. Employees expect compensation for their work. Employers have the basic expectation of a regular ongoing attendance from their employees. But poor attendance rate is one of the most challenging problems tackled by the HR departments today.

Absenteeism can be of several kinds. Some are statutory holidays, generally planned in advance and beneficial for the employer and employee. These are scheduled and their impact on work is lesser.

Others include reasons of illness, family-related issues, and weather changes. These are unavoidable and expected to a certain extent. There are some avoidable absences but employees are habitual to them leading to troubling patterns. These are unscheduled and cause a disruption in the work and output.

Absenteeism results in affecting the cost-effectiveness of an organization. It is, therefore, important for the HR team to manage this with knowledge of the various schemes applicable to employees.

These include contract laws, employment rights, workers’ compensation schemes, and much more. An employer may be satisfying the obligations of one but missing out on the other.

Here’s a list of 12 common attendance management problems with certain tips on how to fix them:

wifi attendance

1. No Plan

Employers understand that introducing an absenteeism management program will lessen the chances of absences. It will significantly improve productivity and ensure management of related costs. Yet a lot of them forget to have a plan.

To begin with, employers must track the problems of absenteeism. Is it a major problem? What are the common reasons for absenteeism? With all the figures and facts in place, employers can identify the challenges and develop a plan that avoids all kinds of financial repercussions.

2. Lack of a Policy

Majority of employers do not have an attendance management policy. If they do, it is outdated. Ad-hoc decisions are not advisable in the absence of a policy as they result in inconsistency. An attendance management system needs to also comply with certain legal considerations based on the structure of the organization.

So, employers must develop a policy according to legal realities and the issues and objectives of the organization. Attendance management policies need alteration from time to time to ensure that they are consistent and updated.

3. Application of the Policy

A policy without application is just like notes on a piece of paper. Certain organizations outline attendance policies but do not enforce them correctly. If there are two employees in the same job category, the rules of absenteeism must also be the same for both. It must not be discriminatory.

4. Poor Tracking

It is the job of the supervisors to track employee attendance and their problems. They are responsible for managing their employees. But, a lot of supervisors are not trained and informed about this duty.

The task of managing employee attendance is critical to a company’s success. Ensure that supervisors receive training on attendance management. They must know how to document attendance and when to apply the rules of the policy.

5. Poor Administration

In certain organizations, supervisors are well-aware of their responsibilities of attendance tracking. However, they do not have the support tools to perform the important task.

It is important to introduce the frameworks and technologies that help with the attendance management process. These tools efficiently record the metrics and also gather all other information which may be necessary.

6. Inconsistent Capturing of Absences

It is vital to record every time an employee is absent, including information such as the date, the time, and the reason. This makes it possible for employers to understand where the problem lies.

If absenteeism is becoming a pattern, it is easier to detect the same with the recording of such information. These documents will provide all information that you require to take necessary action.

For instance, if you notice common absenteeism around holidays or several missed hours, disciplinary action is essential to avoid such troubling patterns. When employees realize that they are held accountable for their actions, they take responsibility for being more cautious.

attendance app

7. Addressing Problems

If attendance records are not monitored, it can lead to further problems. With all the information documented, it is vital that you identify the problems and then have a conversation with the employee. A solution must be proposed to address the problem.

Take a note of all the incidents of absenteeism, the reason for each, and discuss steps of improvement with the employee. If the problem persists even after verbal counseling, a formal action may be vital.

8. Lack of Distinction between Absences

Most employers take an absence as an absence. They do not delve deep into understanding how the law distinguishes between different absences. There is an innocent absence and a culpable absence.

Innocent absences are the ones that are not under the control of employees. They may be due to a disability or due to a condition that does not let the employer attend to his duty.

Culpable absences are under the control of an employee. They are avoidable and do not have a reasonable excuse. Managers and supervisors must distinguish between the kinds of absences and accordingly develop policies for action.

9. Medical Verification

Many employers rely on the face value of that little doctor’s note. This is quite a practical problem. Employers have full right to get this document verified by their medical professionals but do not do so. This is either because of their laidback attitude or because they do not wish to spend more time on the issue of absenteeism.

Employers must take opinion from their medical advisors on the information they receive from employees. The type and amount of information that they can seek may vary. But they must not avoid the process of medical verification.

10. Dependence on Third Party Organizations

Sometimes the involvement of other organizations hampers the process of addressing attendance problems. This is because the workers’ compensation authorities or the insurers persuade the employers to rely on their decisions.

However, their input is not always true. Another organization may be dealing with a different set of policies and rules that do not comply with the standards of your organization. Reliance on such third party vendors must be reduced and a decision must be taken in-house.

11. No action

Certain supervisors have the habit of letting things go. They know that an employee has been taking frequent leaves but do not take action. This is because they are untrained, unwilling, too busy or too nice.

Employers must firmly take action on patterns of absenteeism. They must demand proper reason and enforce the rules of the attendance management policy.

12. Weak Accommodation Process

In certain cases, it is important to accommodate for the reason of absenteeism. These cases are protected under human rights legislation. But if the employer is not aware of the same, there are chances of granting leave requests too strictly or too leniently.

Employers must work on their accommodation process. They must know when and how to answer their employees’ demands.

There are several different tools for efficient attendance management. Employers may choose software based on their requirements and by implementing the same, they can improve the rates of absenteeism in their organization. Furthermore, employers can easily glance through the reasons for absenteeism and promptly address issues of importance.

 

 

 

 

Posted on by Wifi Attendance Super Admin

AI or Artificial Intelligence is a buzzword we hear everywhere along with words such as big data, internet of things and virtual reality. By June 2017, Amazon had sold more than 16.1 million Amazon Echos, Amazon’s AI powered speaker device.

You have already encountered AI in your life if you use Facebook or surf Amazon. Facebook Messenger itself has more than 100,000 chatbots that brands are using reach its 900 million users.

AI is also set to make its way from personal lives to workplace too. It’s just a matter of time before our offices are penetrated with various AI technologies.

In fact, a survey by Deloitte found that 41% of respondents have fully implemented or made significant progress in adopting AI technologies in the workforce. Yet only 15% of the 10,000 HR surveyed said they are prepared to manage a workforce “with people, robots, and AI working side by side.”

Many are apprehensive about the introduction of AI in workplaces. Some concerns are understandable whereas others are just a result of ignorance about the technology. Here are some myths about AI that give it a bad name.

Myths about AI

  • AI will cause mass unemployment

AI will cause mass unemployment

One of the biggest worries is that AI will replace humans to cause mass unemployment.  Celebrities like Elon Musk have publicly voiced their concern over AI replacing human-force.

Sure AI will replace many jobs. What humans take days to do, AI can do in a matter of few hours. However this doesn’t mean that humans will be jobless. A report by Gartner said that AI will eliminate 1.8 million jobs but also create 2.3 million new jobs by 2020.

Just like replacing floor workers with machines during industrialization did not cause mass unemployment, AI will actually create more jobs. AI will take over the mundane and transactional work and leaving us to concentrate on ‘human worthy tasks’.

They will be like assistants that manage your meetings, prepares your reports, and send out your mails so that you can concentrate on coming up with new solutions and strategy to tackle problems. Besides we can look forward to having more jobs in machine learning, data analytics, cyber security, etc. 

  • AI , Machine Learning and Data Mining are the same

All of these terms are related and it can get confusing for a layman. Artificial Intelligence is the ability of machines to understand mined data to take a decision that is considered smart by human standards.

Machine learning (ML) goes a step further and learns how to learn from data. ML is the vehicle that is driving AI and they work hand in hand to come up with solutions that sometimes smarter than a human.  

  • AI Apocalypse is imminent

Many people also fear that AI will become so smart that it will take over the world. While we cannot rule out the likelihood absolutely there is no evidence to suggest that this will happen for sure. As with any other technology it is the human user who determines whether the technology is beneficial or threatening to humanity.

Take the case of nuclear power. It is possible to use it as a clean energy source or for destruction of communities. AI apocalypse is just a thought experiment at best right now.

Whether we are free from these myths or not AI technology is growing at an accelerated rate today. Business leaders have understood that they have to embrace AI if they want to remain competitive in the market.

Consider the following stats to know what’s on business leaders mind when it comes to AI:

  • Business leaders identify AI as fundamental to company success in future and 72% of them said AI is a business advantage (PwC)
  • 47% of digitally mature organizations said that they have a defined AI strategy. (Adobe)
  • Consumers are not aware of the extent of AI penetration in their day to day lives. Only 33% percent said they used AI technology whereas the actual usage of AI powered service and device was 77% (Pega)
  • 31% of enterprises said that AI is on their agenda for the next twelve months. (Adobe)
  • 80% of executives believe that AI boosts productivity (The Motley Fool)

With AI market predicted to cross $5 billion by 2020, there is going to be tremendous change in the way we work, hire and do business at workplace. Let us look at the AI powered enterprise solutions market.

AI Powered Enterprise Applications Market

AI market is an exciting place to be today. It is a dynamic market with big names, new age Silicon Valley start ups and niche boutique companies all competing with each other.

According to Markets & Markets, Enterprise AI Market was valued at $845 million in 2017 and is set to grow to $6 billion by 2022. Application of AI in security, marketing, customer support, HR & Recruitment and process automation are expected to drive a growth rate of 48%.

Some of the big names in the industry are IBM, Amazon, Google, Microsoft, Intel, Iris AI and Apple. All of these big players are investing heavily in the technology and acquiring promising start ups in the AI space.

Google is on a shopping spree for AI start ups and has acquired 12 AI start-ups in four years including DeepMind.  Similarly, IBM and Apple have acquired three and four start-ups respectively.

A wave of AI start-ups working on niche AI solutions is emerging in Silicon Valley and across the globe. According to The New York Times there are 45 AI start-ups working on chips alone.

Companies showing potential are quickly acquired. According to CB Insights, 115 of 120 AI companies that exited the market in 2017 did so by acquisition.

So if you are looking for AI powered solution for your company, prepare to be overwhelmed by the number of vendors. There are a lot of questions that will crop up when you are searching for your AI partner. Here are some tips to make your search easier.

Tips to Choose the Right AI Enterprise Solution

> Be prepared for AI– AI is not a software that you can install and forget about. Introducing AI is a big change and your teams need to be prepared for it.

First of all, you need enough big data for AI investment to pay off. You also need staff skilled in AI and data for day to day operations. If collaborative teams are new to your company then you will also need to make changes in company hierarchy (this is discussed below in AI in HR section).

In short AI is an investment of time, effort, money and data and complete commitment from top management is essential in its implementation.

> Big vendor vs. Small start up–  Both the options have their pros and cons. Big players are usually known for generic solutions that can work in all industries whereas small start ups specialize in industry (healthcare, education, manufacturing) or functionality (like HR, marketing, operations, etc.,).

Accordingly, some company want to avoid dealing with multiple small vendors and pick big players whereas others go for tailor-made solutions offered by small companies.

> Data Sensitivity – Choice of vendor will also depend on whether you are willing to share your data externally or not. Many big players offer MLaaS (Machine Learning as Service) and cloud computing option. If you are not comfortable sharing data then on premise solution would be a suitable option.

> Vendor Support – As mentioned AI implementation is a long term project. You must choose a vendor willing to offer great after sales support in terms of training your staff, handling roadblocks and managing change in your organization.

> Cost– Lastly cost will also be a major consideration especially in this market where the big players can bill you exorbitantly high. Fortunately small start-ups are coming with competitive pricing and driving the prices down.

This was the overview of the market on the whole. Let us now look at how AI is powering each of the functionality with our workplace.

Artificial Intelligence in HR

Artificial Intelligence in HR

Imagine your surprise when you come to know that the HR you interacted with during your hiring process was actually an Artificially Intelligent agent. Yes, AI is taking over from the HR when it comes to hiring, recruiting, training and employee engagement.

For example, Textio uses augmented writing (application of AI on writing) to give HRs a fitting job description to attract right talent. It does this my analyzing data on similar job postings and the kind of candidates it attracted. Companies such as Apple and Twitter are using the technology to attract the best in class employees.

Another software, Veriato, analyses employee mails and messages for words that reflect employee emotions and feelings. It then scores each employee on positive and negative sentiments. This score can have application in measuring employee engagement, productivity or detecting company fraud and cyber attacks.

Similarly there are specialized software for HR processes like MontageTalent for interviewing, Talla for on-boarding and growBot for social recognition.

Changing HR Structure to accommodate AI colleagues

The Deloitte survey found that 56% of respondents are already redesigning their HR programs to leverage digital and mobile tools, and 33% are utilizing some form of AI technology to deliver HR functions.

Getting AI on board is more than just installing software. Successful integration will require a complete overhaul of who is hired and how we are related to each other in a company.

Who should be hired?

To start with AI will need a differently skilled taskforce that is adaptable and embraces change. This means that hiring by seniority and experience will give way to hiring by cultural fit and skills.

The question of who should I hire will likely change to what should I hire? A human , AI or a AI powered employee? In such a case ease of working with AI and complementing your skill with technology will be the desired quality.

How should the structure be?

The hierarchical structure of the company itself has to change to make the most of AI empowered tools. AI thrives on cross functional data which call for teams coming together to solve problems.

Also since AI has application on all functions all departments must work collaboratively with IT, data analytics and Artificial Intelligence.

You can also expect to see new roles in an organization as AI makes some redundant. For there is no need of an HR admin as AI takes care of all the mundane tasks and query handling. Instead you can expect to see roles like employee experience manager or AI skills trainer.

AI vs HR

AI will impact the employers before it impacts the employees. HR may be weary of the change and wonder if they are competing with AI for their jobs.

As stated above, implementation of AI will give birth to more job roles better suited for human. Change is inevitable and anyone unwilling to learn new skill sets should be worried. Therefore it is not really AI vs. HR but – AI with HR.

AI will also take on the mundane parts of a job that we hate doing anyway. Juergen Mueller, SAP’s chief innovation officer says “Recruiters spend 60% of their time reading CVs. Why should a person read 300 resumes if a machine can propose the top ten?”

Human qualities of empathy, creativity and inter-disciplinary skills will be much valued and irreplaceable by any bot.

Artificial Intelligence in Marketing

Application of AI on marketing and sales seems most exciting as it has a direct relation to the company’s bottom line. AI promises to bring back what was lost in mass marketing- an intimate relation with the customer.

AI can help in all stages of conversion funnel that is awareness, lead generation and conversion. You can imagine AI tools qualifying leads based on demographics, browsing history and financial data of lead. This will free your sales agents from calling each lead and rather give them high quality leads.

Artificial Intelligence in Marketing

Jaywing uses AI and data analytics to come up with innovative marketing campaigns for their clients such as Pepsi and Sky. For example, they used digital tracking system for Swinton Insurance to track online and offline customer interactions on multiple channels.

Using AI they can separate each customer journey from the rest, enabling brands to measure marketing ROI per person.

AI in E-commerce is another exciting area currently being explored by the likes of Amazon, Flowers.com and North Face. The Guardian reports that 59% of U.K. fashion retailers use some form of facial recognition.

Check out Domino’s Robotic Unit that delivers Pizza overcoming many obstacles just like a human.

AI technology also allows a one on one website personalization possible today. With data on each visitor a tailor-made website can be shown to each visitor. This one on one marketing strategy is not yet widespread though. According to the Trends in Personalization survey, algorithmic personalization and machine learning are used by just 20% of organizations surveyed.

Artificial Intelligence and Customer Support

Artificial Intelligence and Customer Support

Business leaders know that it is the customer experience that will set market leaders apart from the rest in future. Fortunately there is a lot that AI can do in this space where customers are largely dissatisfied. According to Kampyle, 87% of customers say brands need to put more effort into providing seamless experience across all channels.

Customers have multiple channel of communication available today. They may send a mail, contact on app or have chat on your website. AI technologies that can identify customers across all these channels are much in demand. This will reduce customer frustration and resolution time.

It makes sense to invest in existing customers considering the fact that new customer acquisition costs five times more than existing customer retention. Technology that provides seamless experience and assists support agents with meaningful data can make or break customer experience.

Data analytics has already changed customer’s expectation from support agents.

  • Customers want immediate resolution. NO matter the time of night or time zone of the customer, today’s customer is impatient and want quick solutions. AI can help by handling low complexity issues.
  • Human Touch for high stake issues- Customers prefer self-help for low impact issues but want a knowledgeable human agent for high stake issues. This means highly skilled staff with knowledge of customer background is the standard expected. There are already suites of AI powered software available that assist agents in real time to give a smooth customer experience.
  • Low tolerance on errors- Customers have plenty of options to shift to if they are not satisfied. AI can monitor post resolution behaviour and highlight customers at risk of abandoning businesses.

There are already AI solutions that address the all the above issues and are transforming customer experience successfully. IBM’s Watson is offering customer personality insights, tone analyzer and real time assistance to client support agents.

AI and Project Management

AI project management is a system that can run or administer a project without need for human input. This means processes like scheduling, work allocation, budgeting, performance tracking, etc., can be taken care by artificially intelligent systems.

Current generation of project management systems is already doing parts of project with the help of data inputs in project management tools. For example, Stratejos, an assistant for project teams, works on estimates, budgets and sprint management.

As AI technology advances systems will be able to provide wider project assistance. They will keep a track of tasks in a way which is not humanly possible. This data can be used for performance evaluation and workload distribution that is fair and even.

These are some of the functions where AI has already made its way in the workplace. There is no function which will remain untouched by AI. Many tasks in finance, sales, manufacturing, training and more can benefit from assistance by AI powered tools.

So where are we on the AI Journey today?

The idea of machines with human capabilities is not new. Ideas about machines with ability to think can be found in ancient Greek mythological beings such as Talos and Galatea. Aristotle is said to have described a formal and mechanical way to thinking back in 320 BC.

The invention of computers turned philosophy into reality in the nineteenth century. In 1950 Alan Turing devised the Turing Test – a test for machines to convince humans that they are humans. He predicted that artificial intelligence will be able to pass the test in 2000.

Fast forward 68 years and we are nowhere close to a machine that can convince us it is human. To understand this it is important to distinguish between two broad categories of AI:

1) Narrow AI – this is AI that focuses on narrow set of activities. It can surpass human abilities on specific tasks but cannot do any tasks outside it. An example could be Alexa shopping for you on Amazon but not able to play chess with you.

2) General AI – This is AI that can juggle between tasks like humans and understand different contexts. AI is far behind in this category and a human like intelligence essentially means that AI has to catch up here.

The trouble with achieving human like AI is that it is difficult to define ‘human intelligence’. We need to be able to understand how humans think, retrieve memory, weigh options and make decisions for this. And we are not even touching the multi-layered human mind and nature of consciousness here.

As for now it looks like AI is good for specialized tasks only and it will be many years before it can pass the Turing Test.

Future of AI

Ever increasing amount of Big Data and Machine Learning means that machines will progress fast in narrow AI. There expanding facets of life where AI will enter including our workplace.

But it is difficult to forecast when AI will progress in General AI and reach human like abilities. Once they can do this there is no turning back, as they can teach themselves to evolve into super-intelligent beings pretty quickly.

However, this could be 50 years or more years from now. We cannot know because we do not still understand what it means to be a ‘conscious human’ in the first place. Furthermore, there are many possible events like breakthrough in cognitive neuro-science, societal collapse, quantum computing, etc.,that could accelerate or decelerate this journey.

Challenges in AI Journey

It would be realistic to expect challenges in adopting AI at workplace. Here are some concerns that employees are voicing in anticipation.

Privacy

Many of the HR & Recruitment AI solutions discussed above promise to keep an eye on every employee on behalf of the HR. Although the intention is to increase productivity, not everyone is comfortable with AI taking screenshots of their desktops every hour.

These software track employee location, browsing patterns and sift through all their mails and messages to measure productivity and emotional states. This is very private information and people fear misuse and manipulation as a result of this.

Data theft incidents are common news today and companies like Uber and MyFitnessPal have been prey to hackers. This is not helping in soothing fears on privacy.

Data Misuse

Facebook’s misuse of 50 million data in Cambridge Analytica case has fueled the data misuse issue. Many have gone to extent of deleting their account fearing misuse of their whole story life which is available on Facebook. Usually companies keep a detailed account of their employees from work history to financial information.

Misuse by third parties, attacks by malicious persons or intentional/ unintentional breach by the company itself are all real possibilities. Companies must address these potential hazards before they bring AI onboard. A written AI and Data Policy must be in place to secure employees.

Lack of Human Touch

Is my boss going to be an Artificially Intelligent software? This is obviously an unsettling question. The idea of taking orders from a software may not go well with all. And this is a real possibility with AI powered solution for project management that distribute work for maximum efficiency.

Making friends and building lasting relationships is a big part of employee engagement and workplace satisfaction. Without sufficient human interaction the workplace will turn to a solitary confinement devoid of human touch.

Loss of Job

This is the biggest fear that is being hyped everywhere. It is true that AI will take over many jobs. However, people forget that it is also going to create more jobs. Employees must be educated on the change that is going to come since most of the fear is due to lack of knowledge.

It must be made clear which tasks are going to be performed by AI and which ones by humans. New job responsibilities and expectations must be shared with employees to avoid confusion. In any case taking over of tasks by AI is a big change and successful change management will be required for it to succeed.

Apart from employees companies also have to address many other points.

Integration

How will the new technology integrate with your current software? This is a question that must be addressed at the time of vendor selection.

Changing the whole CMS system to integrate AI support system is a big problem. This will involve data migration, additional cost and changing workflow for sales and marketing.

ROI

Since it is still early in AI solutions market it is not clear which solutions are actually worth the cost and which are not. Does HR need AI to capture location of the employee in IT industry?

And what is the benefit of it? As more AI companies enter the market, companies may be overwhelmed with AI features with no data on profitability to fall back on. Measuring Return on Investment for AI technology is going to be a challenge at least for the initial few years.

Ethics

AI is going to make leaders take tough decisions. With more power comes more responsibility and AI will give tremendous power in business leader’s hands. By allowing micro – monitoring and measuring parameters that were earlier not measurable it will give lot of actionable data to leaders.  Some of the questions they may be faced with are:

  • Should keep and re-purpose a redundant workforce or let them go?
  • Should I collect personal information to better workplace productivity?
  • Should I trust my team’s experience and intuition or take action on AI’s suggested strategy?
  • Should I reveal the full extent of AI data monitoring to my employees?

These are tough questions to answer for someone who is accountable for company’s profitability. Only companies with strong ethical culture will be able to maintain transparency and employee trust.

Tying It All Together

From a philosophical thought to mainstream commercial use, AI has come a long way. However, the technology is still primitive compared to what it can become. Misconceptions and fears are many for AI technology which is not understood fully by the common man.

Business leaders know that embracing AI is their only option if they have to survive in the future. The challenge is to address employee apprehension and build a team of AI and humans that works with each other.

To do this leaders must address fears regarding job loss, AI as bosses, reducing decision making power, data privacy and business ethics.

Once employees understand that AI is here not to take their job but to enhance it, the possibilities in workplace productivity are endless. AI powered solutions are already on the offering for HR, Marketing, Operations, Customer Support and Project Management.

The market for these solutions is new and exciting with big players and boutique start-ups offering cutting -edge solutions for businesses in all industries.

It’s still early for AI in workplace though and the challenges for its adoption are many. Early adopter of AI technology must risk ROI and take a firm stand on ethics while they manage change in their company. However the competitive advantages of adopting AI early on are worth the risk and the cost.

We do not know when AI will surpass human intelligence as a whole but as far as performing in narrow tasks is concerned; AI is already ahead of us. The future of AI with humans in workplace will bring in a new era that we can only wait for with fascination and excitement.

Posted on by Wifi Attendance Super Admin

While the actual outcome and revenue are important, the efficiency and performance of a manager can be evaluated by the morale of his or her team members. Do the employees feel satisfied, motivated, and happy? If yes, it means that they have a good manager.

But how do you encourage and inspire employees? How do you motivate them to perform their best each day? Not sure? Don’t worry. We’ve listed out five ways by which you can ensure that your employees remain inspired and motivated.

Show your trust

One of the most important and impactful ways of inspiring your employees is by demonstrating that you have faith in their skills and abilities. This can be done by assigning challenging tasks and giving them the opportunity to enhance their skills.

As a result, employees will feel that you trust them and will remain motivated to do their best.
If managers micromanage their employees and constantly interfere at every step, chances that employees try something new are low.

In fact, this makes them nervous. Let them take certain decisions and accept more responsibilities and watch how they rise to the occasion.

Offer Rewards

When employees do a good job, incentivize them with a prize. This way they are more likely to perform well again and earn the coveted reward. Rewards and appreciation, after all, are one of the oldest, tried and tested ways of patting someone’s back psychologically.

Incentives don’t necessarily need to be monetary in nature. They can be a free lunch, movie tickets, gift cards, event passes or even an afternoon off.

Care for their future

Employees love it when you invest and offer assistance to them in small ways such as a mentoring program, training course, on-the-job coaching etc.

This imparts a clear message that you are worried about their career and their future. In certain organizations, periodic meetings are conducted to evaluate the career path a particular employee is on and how they can remain on track.

Apart from skill improvement and knowledge enhancement, investment in employee career ensures that the employees are interested to stay in your organization for long.

They feel that you give them the opportunity to develop and improve and therefore do not search for a better offer. As employees learn and grow, your company also touches new heights.

Add a purpose

Every individual likes it when their work is valued. No matter what the task and what the position of the employee, show them that the work they do matters. Tell them how their work is beneficial for the company and what the results of their work are. This helps to boost their morale and increase motivation levels.

Placing an emphasis on the contribution every employee makes and giving them the due credit for their work acts as a positive reinforcement improving levels of confidence. Employees remain active and passionate about working hard.

Make them participate in big decisions

Employees get discouraged when they see that they are not involved in essential company decisions. It gives them the feeling of not being wanted and being unimportant.

What can you do to avoid this? Ask employees for their inputs and opinions. When you ask them for an input, they get a sense of attachment making them feel like they belong to the company.

This, in combination with employee investment, recognition of employee contribution and other factors will help to establish loyalty making them work harder for you.

Today’s market is highly competitive and people are constantly looking for opportunities to switch jobs. This means employee turnover can be an aspect of attention. However, you can overcome this challenge by emphasizing on engagement and training with employees.

You can keep your employees inspired and motivated, which further leads to a solid basis for employee growth.