HR Management Archives - Page 2 of 7

Posted on May 23, 2019 by Wifi Attendance Super Admin

What is Family leave

The leave of absence taken to attend a family member is called Family leave. It’s there right in the name. It could be a leave taken to take care of a child, illness of spouse, parents, siblings or other immediate family members. Family leave is usually unpaid leave.

Leave balance will be deducted from the employee’s account; they will face Loss of Pay.

Some companies, however, do provide paid Family leave.

Well, good for you if you are employed in one of these organizations. Paternal leave is an example of paid leave.

Some organizations have finally come to believe that paternal leave should be considered paid leave, and all are expecting mothers are given up to 6 months leave to tend to their new-born.

Some organizations also provide up to a month’s paid leaves to fathers of new-borns. Paid leave is not a facility available in most organization. However, the Human Resource does sanction Family leaves for those who require it.

Things HR Manager Must Consider When Dealing With Family Leave

Now that we are aware of what Family leave is, let’s look at this topic from the Human Resource point of view.

Irrespective of the organization’s policy of paid or unpaid leave, expecting parents will definitely need to take leaves for an extended period.

An emergency in the family would also lead the employees to take up Family leaves on an unplanned basis.

Let us look at how the Human Resource team can possibly prepare for such situations and what the Human Resource team needs to keep in mind which sanctioning the Family leaves:

1. Understand the law

Different countries and different organizations follow a different set of rules for Family leave. It is essential that the Human Resource team is aware of the set rules in the first place.

Multiple employees will have multiple questions when they are planning on taking Family leave. Human Resource team should be in a position to explain the policies clearly to the employees.

There have been cases where organizations have been sued based on incorrect information shared by the Human Resource team. Being aware of the policies and rules is the best practice.

2. Documentation of Family leave policy

How will you explain the Family leave policy to your employees if you have doubts yourself? It is important to have documentation of the company’s approved Family leave.

The Family leave document can be shared with all employees and also used as a reference by the Human Resource while explaining the procedure to employees.

You can always make exceptions to the Family leave policy as per employee requirement if needed; however, it is best to adhere to the policy.

3. Prepare for the workflow

In cases where you know that the employee is expected to go on Family leave, enable managers to distribute work among the other team members.

It is the Human Resource team’s responsibility to ensure that the hand over document is collected from the employee. This needs to be verified with the team manager before the employee is let go on the Family leave.

Human Resource teams can enable managers to cross train each team member to avoid bottleneck situations not only during Family leaves but also during the emergency absence of any employee.

4. Respect the employee’s privacy about the reason for Family leave

Employees may not want the whole firm to know the reason for their absence. Human Resource needs to respect this and be discreet about this information.

All is well and good if employees themselves want to share personal information with their colleagues. Ensure that you are not the one doing so.

5. Benefits made accessible

Explaining the policies and procedures to employees does not mean that they have it all sorted. Employees would have technical doubts even after they go on leave.

How to apply for the insurance, what costs are covered by the insurance, can the Family leave be extended, etc., are some common examples. It is important for the Human Resource to be available for the employees while they are on Family leave to clear their clarifications.

Creating an online portal with consolidated information of all leave policies would also work well for both you and the employee.

Setting up an Employee Assistance Program – EAP is also an idea that will work well for both parties. This will work as a separate dedicated line for employees to contact during crisis while on Family leave.

It is also important that Human Resource does not provide additional information and invade employee privacy or confuse them about what they already know. Additional stress is not something the employees need to go through at the time of an emergency.

6. Flexibility

Being a new parent is a huge change. The Employee would like it if the organization they work in is flexible about their work timings and the other mini little things.

Human Resource can play a huge role in enabling this for the employee. It’s okay if they turn about a little late or if they want to bring their baby to work because their house help did not turn up that day. Don’t sweat about these minor things.

However, it is important to ensure that employees do not take advantage of this flexibility. Human Resource team have to know where to draw the line.

Some companies bring in employees part-time after Family leave. This benefits both the employee and employer alike.

7. Contingency plan

It is often seen that parents may want to switch their job profile or work timings to suit the needs of the children. This includes male and female parents alike. Human Resource needs to ensure that they are prepared for such a possibility when the employee goes on Family leave.

Employees may want to continue on the same project with different work timings or role or may want to change the project in itself if they feel that the project does not allow them to be flexible according to their need.

Human Resource team needs to identify a backup person for the job, should the employee return with issues in continuing in the role.

8. Change in employee benefit policies

With all the budding excitement of new parents, it is possible that they forget to add their baby as a dependent on their policy. Human Resource needs to follow up with the parents and explain the dates within which these forms need to be filled.

The additional changes in the policies need to be explained to the employees.

9. Being sensitive

An employee returning from Family leave may not always be bearing happy news. Family leave could have been taken due to a death in the family, illness or other unfortunate instances. Human Resource team needs to ensure that the employee’s situation is handled with the utmost sensitivity.

Human Resource needs to guide employees through a difficult time to make them comfortable and have a smooth transition time.

10. Celebrate when needed

Just like helping an employee through tough times, it is also important to celebrate when they have great news. Gifts could be sent to hospitals in case of childbirth.

11. Post birth accommodations

There may be cases where the organization would have to make few accommodations for employees that have a new-born in their family. Human Resource needs that they assist employees in such cases.

Change in their insurance plan, work timings, etc., are some examples of changes that may be expected. Human Resource needs to be prepared for these.

12. Additional childcare benefits

Though not a necessary option, it is helpful when employers accommodate additional child benefits such as in-house daycare or providing subsidies for the employees.

It is seen that organizations that provide one such option so employees can retain these them for longer than in other organizations.

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13. Work-Life balance

It is not right for the managers to bombard the employees with work as soon as they get back from Family leave. Human Resource needs to ensure that these employees have a proper work-life balance after they return to work and don’t spend most of their time at the office and not with their children.

This occurs when there is lack of planning. Having a backup while the employee is on Family leave is essential to ensure that they do not be burdened when that get back. It is seen that attrition is higher in programmes that fail to provide work-life balance to a returning employee.

14. Changes in pay discussion

It is possible that an employee may want an increase in their income, considering there is a newcomer in the family. Human Resource needs to anticipate this discussion when an employee returns.

Most people don’t realize how expensive hospitals can be. Once most of every penny is spent from the savings, they would like to get back to the organization and discuss redefining their pay structure.

15. Connect employees with other new parents

Human Resource does not have to carry all burdens on their shoulders. They can always connect the employees and have them discuss their experiences. A lot can be learnt from such sessions, and this will also work as moral support.

So, these are some of the tips about things an HR must have in her consideration list while sanctioning family leave.

Posted on May 17, 2019 by Wifi Attendance Super Admin

We have witnessed a major recent trends in human resource management industry for the past few years. If you look back, everything from the hiring process, people analytics to software systems has evolved.

Instead of just engaging the employees and giving an upper hand to their satisfaction level, today’s trends are more inclined to enlighten the overall HR culture.

The HR department has moved far forward than just mere recruitment, benefits management, professional development and time and attendance.

Here let us have a look at some of the most recent trends in human resource management that can change the overall working scenario of a daily office.

1. Employee experience

More than the engagement of employees at workplace, the focus has shifted to employee experience. More than mere engagement, concentration is now given to enhancement of company culture, and performance management.

The main roles of the HR department now covers enhancing employee’s journey map and giving a greater exposure to feedback tools, employee wellness apps, productivity tools and advanced communication tools.

Moreover, they are analyzing the employee data to address the need of staff and enhance productive office atmosphere. They can even use its possibilities to ease the implementation of the HR process and improve the employee’s career.

2. Advanced people analytics

Companies have moved far ahead from just the back office data to utilizing the best of people analytics. Reporting through the dashboards has outdated in most of the companies and focus is more on predictive models.

SAP Success Factors, ADP, Visier, Cornerstone and Oracle are among the most widely used HR tools to enhance the possibilities of HR sector to improve the overall effectiveness of employees.

Most of these tools come with advanced features like employee retention predictors. They can even help build strategies like making job moves to get higher performance.

3. Learning management systems

Despite the position of the employees or their experience, learning new skills is important to stay updated. That is why constant learning is now a novel trend in the HR sector. Providing learning opportunities to employees is the key for any company that is eyeing for progress.

An improved skill set can help employees to deliver their best at workplace that reflects in the overall productivity of the enterprise. Learning management systems are playing the crucial part in tracking the employees learning process and even to collaborate between various departments effectively.

4. Augmented reality

One can undoubtedly say that VR and AR are the key trends in today’s HR market which offers an upper hand for learning market and performance support for organizational staff.

The simulation process is the highlighted feature that aids employees in preparing themselves to how to respond to real life situations.

It has a huge influence on proper recruitment process as candidates are given exposure to real-life work situation.

Moreover, there are options for candidates to take a virtual tour of the company and get an exposure to the organizational culture personally.

5. Productivity of HR process

Earlier the focus was covering the automation of areas like record keeping, performance appraisal, resume capture, interview and hiring, compensation and assessment.

However, the focus is now shifted to productivity of the overall HR process than just automating sections.

https://www.youtube.com/watch?v=IJ5jJabbE2o

So significance is now given on the techniques to enhance productivity like quality people, considering people analytics, team-centric companies, and optimal usage of hired employees as well as agile workforce.

Now the key role will be to sort out employee’s focus, engagement and burnouts and build strategies accordingly.

6. Digitized rewards and recognition

Receiving praise and recognition is the key to help employees to trigger their performance level and these are undoubtedly true motivators for most of them. However, the present trend has taken this a step forward as rewards and recognition is now becoming digitised.

Digital recognition is helping them excel one step higher and peer to peer recognition for their contribution through social media platforms is evidently improving their performance scale.

7. Online skill assessments

The trend of using online skill assessments is now seen in companies as it is proving effective as an optimal talent management tool.

It comes in the form of surveys, quizzes, tests, and exams that offers a platform for companies to learn what their employees actually know and even a chance for self assessment for employees.

8. Biometric time tracking and security

This is another recent trends in human resource management that offers a lot of room for minimizing attendance fraud risk by using biological markers to recognize employees. Companies are now using facial or iris recognition and fingerprint scanning.

Minimizing time theft through these means help companies to save their funds to a great extent. Employees are blocked from doing unwanted fraud actions outside the office hours as system access will be tracked. This additional layer of security also offers an advantage of tracking business property.

9. Enhanced employee engagement

When it comes to employee engagement, it has moved forward a lot from mere basic activities. The scenario is now digitized and employees are offered lots of wellness and fitness apps. The goal is to ensure proper work and life balance.

Building a sustainable workforce by balancing professional and personal lives helps them to be more productive and then end result will be a profitable enterprise. Companies are now taking initiatives to set up seminars and sessions like yoga, dietary counselling, and counselling on improved work-life balance.

10. Transformation of leadership

Unlike in the past, leadership is not always about leading a team or managing them. The digitalised world has put forward possibilities of networked organisations than bring more success than with just delegation of authority.

Individual employees are enabled to initiate leadership on their own and sometimes even without proper formal authority. The shift of leadership goals have changed from simply leading people to overall coordination of the ecosystem of work.

11. Targeted recruitment

One of the mostly discussed trends in HR sector is targeted recruitment which is processed through social media and cognitive assessment.

Companies are utilizing the possibilities of cognitive technologies that come in the form of predictive algorithms, natural language processing and self-learning.

At time of recruitment, they use tools that consider career experiences and skills to provide a fit score to see if the candidate matches the organizational requirements.

Moreover, reputation checks of organizations and their competitors are now easy with social listening that is possible in the form of public reviews.

12. Wearable Tech

Work place health can be monitored more systematically through this emerging HR trend. These wearable tech possibilities can make a huge impact on employees working on high pressure situations.

These devices are designed to track several features like heart rate, pupil dilation, body temperature, and similar areas. Management can analyze these points to get a deeper insight into stress and pain points of employees. They can reframe the strategies accordingly to improve their workplace experience.

13. Performance management

Unlike in the past when the performance was evaluated through monthly meetings or quarterly reviews, the present trend shows the shift of focus to real time feedback.

Apart from logistic benefits, this instant feedback can help managers to put up conversations about personal and professional development.

The real time open-dialogue conversations in fact help employees to benefit from constructive criticisms that give them a large room for improvement on the go.

VR can work closely with real time feedback for effective performance management and assessments.

Experts have advised not to react blindly to any of the emerging trends but to learn, understand and analyse it before applying to your particular business scenario.

As AI and technological advancements are emerging every day, we can expect even more dramatic changes in the HR trends in the near future, as well.

However, experts in the field are more or less sure that technology is not going to replace any of the jobs or HR department but it is sure to better the way how jobs are done.

Posted on May 10, 2019 by Wifi Attendance Super Admin

HR Management challenges and solutions are one of the most integral parts of any organization considering they ensure the structural function of the company and the employees in it. They indeed are one of the pillars on which an organization is built.

There are multiple hurdles an HR team goes through on their day to day work that vary from an employee level to the organizational level.

Let’s get an insight into what their major hurdles are and how we could possibly improve the situation for the betterment of the employees and the organization alike.

1. Compliance with Laws and Regulation

It’s the Human Resource team’s job to ensure that all employment rules and regulations of the government and company regulations are maintained by the employees. This is easier said than done.

Getting all employees to abide by the company policy is a mammoth of a task, especially in Multi-National Companies consisting of 1000s of employees.

It is ideal for the Human Resource to deploy multiple teams in charge of each location to monitor the employees closely. Retraining on the corporate policies in a timely manner will help too. It is also vital to practise new-hire training to ensure fall out do not occur.

2. Change management

In a world where change is constant, it is not an unknown entity in the corporate world too. Some employees have great difficulties in coping with structural or fundamental changes that are implemented in the organization.

It is Human Recourse’s job to ensure that all employees adapt to each project they take on irrespective of how different it is from their comfort zone.

This is a difficult task considering there is no training provided for the HR team to guide employees through the transition.

It would be ideal if the HR team received training on how to help employees cope up with their stress during organizational realignments so that the Human Resource team can in turn help the other employees through the transition.

Also, regular meeting with the entry-level and leadership employees will help in embracing the ongoing change.

3. Leadership Development

It is crucial for any organization to have great leaders to guide their teammates. HR Management challenges and solutions will help in improving employee satisfaction and morale. It is seen that companies that have below par management training programme have got higher attrition.

It is required to identify a suitable candidate for the leadership position keeping in mind the requirements of the program and provide adequate training to the candidate so that they are enabled to guide the group of employees to success. This is the responsibility of the Human Resource management team.

The best practice is to incorporate such training modules into the work culture. Goals set on day to day activities will also help motivate them.

4. Workforce Training and Development

Training is given not only to the leadership team but also the new hires. It is essential to impart knowledge to the new hires on the organizational policies and structure. Also, it is essential to conduct periodic re-training to the entry-level employees to develop their skills.

The training does not have to be time and money consuming, executed well. A team of trainers could be hired to provide training to all employees year long. One could also consider online training since they are the next big thing now and are relatively cheaper than having a team of in-house trainers.

5. Adopting to Innovation

Innovation is an everyday occurrence in today’s world. Getting employees to learn and adopt new technologies are essential. Companies may even stand the risk of being yesterday’s news if the latest technologies of their field are not incorporated.

Constant training will help the employees keep pace with the why, how and when.

6. Compensation

It’s all for the money at the end of the day and employees are prone to shift jobs if they find the grass greener at the other end of the fence. It is difficult especially for small organizations to compete with the pay scale of larger corporates.

The HR team can help by introducing other benefit plans for the employees such as Employee reward points or an Incentive for performance.

7. Understanding Benefits &Packages

Earnings are not the only priority that makes an employee stay longer in the organization. It is seen that companies that have below par Work-Life balance tend to lose more employees. It is another important and challenging task at the hand of Human Resource.

Options like Vacation time, Flexibility in time, Free snacks, Wellness programs, etc will help keep the employees happy with the organizations.

8. Looking After Health and Safety

Workplace harassment and stress release are major concerns Human Resource deals with when it comes to employee safety. It is highly essential to ensure that all employees feel safe at the office and this task befalls on the HR Management challenges and solutions.

Having strict policies against harassment in the workplace is mandatory. Also, workshops on stress management and tips to keeping good health through a mailer will go a long way with the employees.

9. Recruiting Talented Employees

Attaining candidates for the programme is one of the most cost-effective and time-consuming processes a company goes through.

HR Management challenges and solutions takes care of the whole process and this puts them in an awkward position by default. There is no proven way of understanding if the candidate will actually stay long in the programme or if the candidate is actually a 101% right for the position.

A lot of companies these days rely on external recruitment organizations for hiring candidates. This eliminates the company’s task of investing time and money in keeping records of the employee.

Also, temp-to-hire solutions are provided by these recruitment services that let the Human Resource team worry only about the training for the candidate.

10. Retaining Talented Employees

Retaining employees is another one of those tasks that make the Human Resource team’s life miserable. It is crucial for any organization to retain its talented employees for all the right reasons.

All organization spends time and money in improving the talents of an employee and would not want to see the money be washed in the drain when the employee leaves them.

Rewards and Recognition is an idea Human Resource swear by, to ensure that talented employees are rewarded for their achievements.

On-boarding process plays a major role in employee retainment too and it would help the Human Resource team if they focus on these aspects.

11. Workplace Diversity

People of many cultures, ages and background work under the same roof in every organization. Ensuring a healthy and ongoing rapport between all employees is a constant challenge faced by Human Resource team.

Conducting a diversity training programme has proven to be helpful in many organizations and this will help employees to understand people with different ideologies.

It is important to lead by example in such scenarios and also have an accountable system to ensure no fall outs happen.

12. Ensuring Data Privacy

In an era where Privacy is easily becoming a thing of past, it is extremely important for Human Resource to ensure data security.

Data security can only be attained on a large scale when all employees are trained on best practices. Also, a monitoring system to ensure no data transfer is conducted has to be in place along with a system that holds accountability for all employee and organization information.

13. Transparent Work Culture

It is crucial for an organization to make its employees feel that they are part of the system too and this can only be achieved with transparent workplace culture in place.

Human Resource has to go the extra mile to ensure that all policies and procedures are transparent and made with keeping employees in mind. It has to be made a practice to incorporate this in all employees from leaders to entry level agents.

14. Career Advancement Opportunities

It is important to ensure that employee talents are recognized and career advice is given accordingly. It is difficult for Human Resource to ensure this happens with all employees.

A lead in every team can be placed to ensure that employee’s talents are recognized and career advancements are offered accordingly. Human Resource team can in turn monitor the leads to ensure that the system is functioning.

15. Balanced Employee Productivity

It is important to keep employee productivity at a balance in terms of productivity. This could lead to employees having too little or too much on their plate. This imbalance would definitely cause employee dissatisfaction.

HR Management challenges and solutions has to warrant an automated procedure in place that will ensure equal distribution of work among all employees in the programme.

Also, monitoring this process is an important task that should not be left out.

16. Employee satisfaction

Attaining employee satisfaction is by far one of the most difficult tasks handled by Human Resource. Satisfaction is to each; it is own and is impossible to have global processes to ensure complete employee satisfaction.

Human Resource needs to have an ongoing process that ensures feedback collection and monitoring of employee’s satisfaction. This has to be done on a team level basis.

17. Employee – Manager conflicts

Handling employee – Manager conflict is a critical and crucial task taken care of by the Human Resource.

Employee and manager have to continue working along with each other post this mishap and Human Resource has to ensure that there are no miscommunications on the discussion and an unbiased decision is taken.

Posted on May 6, 2019 by Wifi Attendance Super Admin

Absence of a documented procedure for leave management can cause businesses more than just loss of capital. Lack of validation of acquired leaves is an important element of data that helps to understand the current scenario and affects imminent scheduling and other decision making in terms of human resource.

Companies that do manage to keep tab of employee absenteeism but are at the mercy of paper trails get penalized for maintaining incomplete or distorted records.

Hence it is important that they resort to automated means of leave management to safeguard the credibility of the firm and dodge unnecessary trouble caused due to poor leave management.

Inadequate leave management can have serious impacts on your business. Have a look:

1. Manpower crunch during important deadlines

2. Legal problems due to Non-compliance to employee leave policy

3. Worker compensation penalties if employees are over worked and call sick

4. Financial liabilities of unused leaves

5. Impeding Employee productivity

6. Discouraged employee morale due to lack of leave management

6 ways how poor Leave management impacts business

Posted on April 30, 2019 by Wifi Attendance Super Admin

You are determined on working towards company goals but how will you get there if your workforce does not resonate with it?

To keep your workforce motivated and empathetic towards the vision you have in mind, you need to set an efficient protocol for workforce management.

The main aim of workforce management program is to extract best performances out of employees at all levels. Designing an effective strategy becomes difficult as companies fail to address the essential challenges that are faced with by the process.

There are certain key aspects which significantly impact the method. Below are the five necessary steps that affect the output of your workforce management strategy.

1. Let the Manager do Talent Management.

He knows people and their skills better!

2. Gauge the role and responsibility of each employee.

Identifying critical roles is crucial for business.

3. Make sure only relevant data is fed to the manager’s PC

Data that helps in recruitment, performance analysis and other aspects of talent management!

4. Intricate developments in succession plan.

Focus on creating descendant roadmaps at multiple levels

5. Harmonize Workforce and company goals!

Craft mutually dependent strategies for talent and business management.

Workforce Management 5 Steps For Getting It Right!

Posted on April 26, 2019 by Wifi Attendance Super Admin

While money is often mistaken as the best motivator in organizations; studies have shown that non-financial incentives motivate employees way better than money.

Workload and management policies have only gotten stringent, with high employee turnover rates in almost all sectors.

Despite sky-high salaries, successful employees are still leaving their jobs, citing lack of conducive environments and work-life balance as the reason.

If you are in management, looking to stem this tide, here are a few tips to be kept in mind in this regard. They are highly effective and easy to implement, without having to blow your budget wide open:

1. Appreciate employee’s work

Management often makes the mistake of not acknowledging productivity. Ensure that you nip this issue in the bud by publicly congratulating him on his efficiency. Awards like ‘Employee Of The Month’ go a long way in motivating staff to achieve more.

An atmosphere where you make your employees feel valued and appreciated is far more productive. It cements his resolve to take on more work and make a name for himself.

Timely assessments of employee performance cheering the top performers would make an impression throughout the staff.

You can motivate low performing employees to strive harder and reach the level of their successful peers in this manner. Commend them when this happens and let the domino effect happen.

2. Promotions

Reward best performing employees with promotions. This is a tremendous boost for employees as they will have goals and positions set in order. A well-planned hierarchy in the organization, where employees are assured of being promoted when they perform well.

You may award promotions based on annual reviews. When employees have done an excellent job which were of enormous benefit to the company, amid year promotion can also be considered for them.

This would show the staff that you are always on the lookout for high-performance stars and motivate them ahead.

3. Job Security

Nothing motivates an employee like knowing that his job cannot be taken away at a whim. Providing him with job security would enhance his standing and respect in the organization.

It would also make him feel valued and integral to the company’s performance. You will find such an employee ready to take personal responsibility for operations under his control.

Let them know that the management is always ready to support him, no matter what. With such an adequate support system in place, your employees are less likely to switch companies, since they would find this work culture highly appealing and irreplaceable.

4. Maintain Relationships

If you can maintain a personal relationship with an employee, you’re doing better than 90% of typical management staff. Often overlooked, this doesn’t even have to be time-consuming.

An occasional chat about family, finances, kids, friends, sports et cetera that is personal in nature would make the employee feel close to the management.

Take them out for dinner and stay informal outside office proceedings. Offer career guidance and help when they need it. See to it that your employees feel safe enough to approach you on any issue without hesitation.

You could be an extraordinary manager, with well-satisfied employees if you ardently follow this tip.

5. Community Activities

Events like picnics, visits to tourist places, charitable deeds done together with employees can make them feel important to the organization. Try taking employees out as often as possible for new experiences.

Such moments can be terrific for bonding and improving relations between employees and managers.

Organize activities for the whole staff, like taking them for a sports game or a trip for the weekend. In the office, ensure recreational rooms where staff can relax and bond with others. You should provide facilities for indoor and outdoor games.

There could also be clubs for skill enhancement formed by employees. Set aside a time period, like Friday or Saturday afternoons, where they are allowed to engage in these activities in office.

Once an employee is comfortable with all members and the friendly atmosphere, he will choose to stay put in the same office, even if there are better opportunities outside the firm. Proper company culture can be a huge factor in reducing employee turnover.

6. Reward high performers with flexible schedules

Achieving a Work-Life balance has become something of a myth in the 21st century. With several high performers burning out, ensure your staff does not fall prey to this disease.

Reward the best employees with time off. Allow them to prepare their schedules and deadlines. Don’t micromanage them as this can kill off their zeal and enthusiasm.

It would be best if you granted several incentives for high achievers such as the freedom to choose their own responsibilities, subject to approval, etc. Also, try to help them select and set out on their own paths that would benefit the company as well.

On seeing this, even low performers would be enthused, and they will be full of passion for reaching the same level and accessing the same freedoms.

7. Competitive Environments

High achievers are known to dull down in the lack of a stimulating work environment. Make a note of your office’s top performers and enquire if they would like additional responsibilities.

Ensure they are clubbed together for the most daunting tasks and provide them with sufficient challenges. It is a great way to boost office productivity as well as keep your office gems satisfied with their jobs.

If you create an exclusive circle of high achievers, naturally other employees would be curious as well. They would be motivated by a desire to join this elite group of high achievers. This would be beneficial for both the company and the employee.

8. Take one-on-one meetings

Once a month, sit down with your employees and interview them about their jobs. Ask them questions about their work, their satisfaction levels, whether they would like more challenges, whether they have any opinions on the current system, know their grievances and if anything could be done to enhance their experience.

Ensure that you gain as much knowledge as possible and note down relevant insights. Resolve any apprehensions they may have and provide assurance that the company has their back. This will win you loyal and trustworthy employees in the long run.

9.Suggestion System

Use an efficient suggestion system, like a public box where employees can drop off any remarks, preferably anonymously. Go through each remark in detail and take their feedback seriously.

Applaud helpful suggestions in public and implement them. This would increase feedback rates, and soon, you will find a whole new list of problems that you had no idea about before. Honest and direct feedback from employees can be utilized to improve efficiency.

During meetings, you should encourage employees to provide their insights into projects. This would give them a role in the decision-making process, following which, they will be much more motivated to work on the project as it was their plan too.

10. Provide a proper path for career growth

Most employees grow disillusioned when their career begins to stagnate. You must take well-planned steps to prevent it. This would inform the employees their important targets, on the accomplishment of which, they will be able to advance further.

We have often seen this strategy to work wonders, with employee efficiency levels rising, post-implementation.

Once employees know where they stand and the path to take to advance, they will not hesitate to improve the quality of their work.

11. Group incentives

Dealing with non-performers and bad team players can be quite daunting. To solve this issue, provide only group incentives. The group size must remain small though, with all members knowing each other well.

Such an environment, where employees are accountable to their groups as well, would boost morale and enhance team spirit.

Dividing staff into teams would also increase a sense of competitiveness. It would energize the teams to work harder and be the best in office, much like we see in sports. The best team could be provided several benefits like special privileges.

You can also make a note of effective team leaders, who can be considered for leadership positions in the company. Members of the winning team can also be put on the fast track list for promotions.

Bright stars in failed teams can be identified and appropriately nurtured since competition tends to bring out the best in everyone.

The usual bottlenecks can be successfully removed since everybody would be eager to finish off their tasks and gain as a one, stable and prosperous group.

12. Constructive criticism

It is crucial not to criticize your employees outright when they don’t perform well. Instead, speak to them privately and understand their needs. Help them out with any troubles they’re facing and provide skill training in case they need it.

Take steps to show them how they can improve their work and be patient during the process. Everybody picks up at their speed, and there can be instances where even top performers can be brought down to their knees.

In all such cases, get to the roots of the problem and provide helpful, constructive criticism where required.

An employee would be willing to own up to his faults and improve his work if nudged along the right path properly.

Conclusion

Implementation of these steps would boost morale among your employees significantly. Money doesn’t buy everything; sometimes, it’s the experience and atmosphere you provide that compels employees to work better.

Ensure a great work environment where they feel valued and are genuinely happy, and watch your office productivity rates top the charts.

Posted on April 12, 2019 by Wifi Attendance Super Admin

Artificial intelligence is taking over power in almost all areas now and the case is no different in HR technologies. There are talks like AI is going to replace HR professionals making the technology redundant which is not true at least in a few upcoming years.

Of course, AI has changed the way HR professionals have been working over decades as it has extended human capabilities that made them even more effective.

Importantly, companies are taking the assistance of these technologies to automate many of the time consuming tasks. This in turn is helping the employees to work on more important areas and utilize the saved time effectively to improve the overall productivity.

If anyone says that AI is slowly redefining the functions of HR tech, it is more or less true to some extent.

Here we can have a look at some of the most important changes or benefits that are experienced in HR tech with the role of AI.

1. Personalized on boarding for employees

AI systems can make the on boarding session really helpful for a new employee. They don’t need to fumble just because the person at nearest desktop is from a different department or if they are short of training in the role. AI system can in fact speed up the process by answering the most critical questions.

They can flawlessly move on with the right set of information including the contacts, locations or even the training suggestions to easily get going. An AI engine can also connect them to the new hire web pages where they can get lot of relevant information.

2. Learning and development

AI assisted learning programs are helping employees to sharpen their skills and improve their performance. HR professionals can just focus on any additional learning needs or arrangement of training sessions while employees can get a standard learning platform through AI programs.

Many companies are now adapting game based programs where employees play games to improve their skills online without the need of any real time classroom. AI is shifting learning to a self service domain as employees can choose their relevant short duration digital courses to enhance their grades.

3. AI recruiters

The recruiting process is one of the most time consuming and tedious process according to HR professionals. Filtering a group of eligible candidates from thousands of applications and then going through several level of recruitment process can be a hectic task.

However, the AI recruiters can make the job easy for them as almost half of the task can be handled without human interaction.

The systems can almost offer custom experiences to candidates by automating of scheduling interviews and assisting with feedback to proposed candidates.

The applicants can even get their questions answered in real time. This makes way for human recruiters to utilise more of their time to convert candidates to hires.

4. Cognitive supported decision making

The day to day decisions at the work place can be triggered by involvement of cognitive AI. Many of the tasks handled by HR people can be now well integrated and collaborated without many hassles.

This can be handling vacation requests when too many employees opt for leaves in the same time frame, systematic approach for team training, assisting in hiring processes and even suggesting for a break by determining your mood.

Decisions for tomorrow are suggested based on the data from the past and smart algorithms provide AI with prescient and insightful abilities. Predictive quality and reliability is maintained with its brilliance of creating models and interpreting data sets.

5. Smarter people analytics

Companies have been trying hard to collect relevant data about their customers over years to build an insight of their future behaviour. However, AI can do smarter people analytics thus taking away the hardest part of this most time consuming area.

HR professionals just need to do their part by enabling these AI machines to determine what type of data to analyze, track, protect and manage.

Of course such innovative ways to attract top talent and deliver improved candidate experience help companies to stay different from their competitors.

6. Reduce human biases:

It is not quite surprising to know that human biases can be an important factor when it comes to decision making in various company processes.

This is especially evident in the recruitment process as they tend to shortlist or filter candidates based on their unconscious bias. This can include going for candidates who are more or like similar to them or based on languages.

However, the AI based recruitment and filtering can reduce this to a great extent as it can minimize these bias patterns which in turn enhance their hiring communications and receive varied applicants.

Moreover, the software can sift through thousands of candidate applications at a much faster rate.

7. Employee analytics & retention

The AI features and possibilities can not only track big data regarding employees like her past record but even their mood over a period. Their emails and browsing history can be tracked thus reporting to management for corrective actions.

Similarly, mood meters can figure out the sentiments of employees over the period and help organizations to build up strategies to improve employee retention rates. Such moves can easily identify the employees who are planning to move out and thus plan for talks and discussions to improve their employee experience.

8. Mechanizing repetitive tasks

There are lots of low value tasks that are repetitive in nature but unavoidable for which human effort and time is used every day. The AI assistance can automate these tasks which save the otherwise used up time which can be used productively for some other tasks.

Instead of routine administrative tasks, their focus can be instead shifted to some strategic areas where human involvement is mandatory.

HR teams can save the time for more value added tasks like continuous feedback and mentoring. Even electronic employee helpdesks can be created where automatic responses can be received for common queries.

9. Improved relationships with employees

In addition to hiring the right set of employees, the AI intelligence can even offer assistance to improve the existing employee relations. As common business processes are streamlined, the chances of human error are minimized and thus save many employees from mistakes due to burn out sessions.

Moreover, the engagement surveys and similar tools are being effective to figure out the employee characteristics and temperaments and match them to the right departments, roles and co-workers.

They also have more ‘people time’ to interact with employees and solve their insecurities with hands on approach which was not feasible in the past due to time constraints.

10. Expand HR as a resource

The AI involvement in many time-consuming tasks can in fact expand their role as a resource for the company. As they get more time and freedom to dedicate on performance management, they can grow and sharpen their skills to contribute more to company’s betterment.

Their focus can be diverted to employee growth and productivity as well as building a positive working environment. Moreover, they can have an eye on the working of AI and closely watch the trends to apply the same in their profile to make a difference from the competitors.

11. Smart assistants

Would you be astonished if you have a smart assistant at office that help you make decisions from data analytics rather than insights? The smart assistants approach from AI system is seriously making a difference in the way managers can make decisions about their team’s progress.

Such assistance can in fact drive appropriate and contextual alerts to managers. This will be based on conversations happening within a company to spot out what has to be addressed and when to be addressed without any second thought.

Proactively making decisions can surely save a lot of time and of course utilize the best of many valuable resources.

It is somewhat true that the HR departments are leaving some of the time consuming tasks to AI looking to streamline the tough operations and thereby enhance workplace efficiency.

Even surveys have pointed out that HR professionals believe that AI can transform their talent acquisition in some way or the other. Streamlining of day to day operations, round the clock support, and performance management has made the technology more relevant and widely accepted in comparatively a short time.

Instead of thinking AI as some alien that has come to steal their role in the near future, HR departments have warm welcomed it and are utilizing its features and options to improve their quality of work.

Moreover, as professionals work more closely with AI, they are exploring more and more options and potential of the technology. This is giving a clear hint of future HR being a working partnership of machines and human brilliance.

Posted on April 5, 2019 by Wifi Attendance Super Admin

Let’s start with a shower of truth!

Sexual harassment at workplace is unfortunately not uncommon.
Not all victims include females.
Not all perpetrators are male.

No matter what gender, a boss, a customer, or a coworker can be involved in an activity of sexual harassment.

For a person who goes through sexual harassment, the reaction depends on many factors. Certain situations can make you uncomfortable, while others make you angry and devastated. Workplace harassment can change the way you look at your career forever.

In a situation of apparent case of sexual harassment, you might feel confused and scared to make your next move?

Which is why this article has accumulated a sequence of steps you can take to deal with sexual harassment at work.

1. Understand the criteria of sexual harassment

First and foremost, you should know whether an action or a situation comes within the criteria of sexual harassment.

Here are the criteria that define certain actions and statements as sexual harassment:

The action or statement should offend the victim. So, if an employee takes an offending statement casually and finds it funny, it won’t be a case of sexual harassment. Suppose, some other female employee overhears that comment, then, she might feel offended. In this case, the other female employee becomes a victim. So, a statement or a situation should be in the “unwelcome” zone for the victim in order to qualify as sexual harassment.
The person feeling offended by a statement or a comment should be reasonable. For instance, if a person compliments another’s dress or looks. In this case, the factors will include the relationship between those two people. Many other questions also become a part of the assessment. How those two people normally behave with each other? What were the tone and gesture of that compliment? Is there a third person agreeing to the creepiness of that compliment? These questions make the decision making complicated in the case of sexual harassment.
The seriousness and pervasive nature of behavior matters as well. In some cases, the message is serious and direct, which makes it sufficient for this criteria.

With the above-assessment, it is clear that classifying sexual harassment is not a sharp cut. Situations can become really complicated to analyze. And even the perception of sexual harassment can differ from person to person.

The approach of a victim also plays a big role. If a victim keeps on continuing a relationship, despite the sexual harassment, it is not considered as “unwelcome”.

But the moment you feel uncomfortable by someone’s comment or inappropriate behavior, it turns it into an unwelcome scenario.

2. Decide your next steps

A third employee can easily say that you should shut down sexual harassment at the moment it is happening.

But, this is not possible in every scenario. If the other person is your senior, you might feel intimidated to call him/her out. Sometimes, you want to keep your job, which is why you just try to ignore.

That being said, it is important that you stop that sexual harasser whenever possible. This sends a clear message that you are not accepting any sort of inappropriate behavior. This way, you give power to your sexual harassment case. The question regarding this will be asked during the investigation process.

Find the strength in you to overcome the concerns and feelings. And have faith and trust in your organization’s ability to take appropriate action.

Since the inception and reach of #MeToo movement, submitting your complaint against sexual harassment has become more convenient. More complaints are accepted in every sector, so you don’t have to worry about not getting heard.

No matter where you work, what’s your designation, age or gender, corporate sexual harassment has become a primary issue all across the globe.

3. Follow complaint procedure provided for sexual harassment in your company

Every company has a policy and procedure regarding sexual harassment cases. This policy involves the steps you can take to file your complaint. You can check the employee handbook to understand this procedure.

Mostly, such guidelines ask you to submit your complaint to the team manager. This is applicable only if the manager is not a perpetrator in the case. You can also submit your complaint to the HR department.

Some companies assign an expert to handle these matters, so you might be asked to send your complaint to that person. If your company has more than 15 employees, it comes within the sexual harassment laws.

You can follow the steps requested by your company officials and file a written as well as a verbal complaint to the suitable authorities. If you are not comfortable going to a certain person, you can decide to file a report to any working manager.

It is important to take immediate actions and avoid waiting for too long. The state laws apply for certain days in the case of sexual harassment. You should find out that period in your location and act before that passes.

4. Write your formal letter to complain regarding a sexual harassment encounter

A verbal complaint is fine, but you should make your complaint formal with a letter. Here are all the elements you should include in your formal letter against sexual harassment:

Use a clear subject line saying, “This is a formal complaint against sexual harassment.” Mentioning the term ‘sexual harassment’ is key here. This allows the authorities to understand the seriousness of the issue. This way, they restrict to take your complaint lightly.
You should try to provide a timeline of everything in this letter. Try to include dates, names, documented actions, and other details. This will increase the strength of your complaint. You should try to list a witness after consulting that person. This can help during the investigation process.
Write about the comments, the person who made comments, the time and the consequences you faced.
Make sure you clearly define whether the sexual harassment was a one-time event or it is ongoing. One-time actions are way different than the continuous pervasive behavior. So, you need to be clear about the information you give via the formal letter.
You can also include any concerns, which you are fighting in your head. So, for example, you can inform that you worry about not getting your raise because you denied a date proposal from your senior.

5. Think about the need for a private attorney

In ideal situations, your company should act promptly and resolve the problem fairly. However, if you don’t see that happening, you have the right to hire your private attorney. This way, you can take your case outside the company for a fair decision.

It is possible that you feel unhappy with the way company officials handle your case. You might disagree with the case and evidence they showcase. In that situation, it would be wise to hire your own private attorney.

You will also need an attorney, in case, you find a retaliation against your complaint. Such retaliation is illegal and punishable by law. So, an attorney can help you get justice.

What should an organization do to deal with such complaints?

Keep your employees informed about the organizational policies against sexual harassment.
Allows different options for victims to file their complaint. Assign different managers and officials as options for the victims.
For every complaint, assign a member of the staff with all the details of the complaint. This member should understand company policies.
Create an investigation strategy and designate the right knowledgeable people for the job.
Communicate with the victim and assure about the protection against retaliation or any other inappropriate action.
Discuss every detail of the action or comment with the victim and collect important data such as time, dates, witnesses, situations and other informational pieces.
Inform, the accused, about the complaint and warn against unethical or retaliatory acts.
Assure every involved party regarding a fair investigation.
9. Follow a clear process to interview witnesses. Use questions that allow open-ended answers to get maximum facts.
10. Do not judge the accused before the allegations get the facts. Interview the accused with respect and listen to his or her version as well.
11. Collect all the evidence and create an overall picture of the situation.

With that, company authorities can reach a fair decision.

Hopefully, you have found what you were looking for!

Posted on April 3, 2019 by Wifi Attendance Super Admin

A business survives on sustainable work culture. The engagement of employees is decided by the culture you offer them in your working environment. Your employees can only see their future in your company if they feel comfortable in the company culture.

When it comes to creating and maintaining a sustainable company culture, the role of HR professionals is primary. The department of human resources has to work consistently in the right direction to maintain an effective company culture for years.

This role of HR professionals requires a lot of work and a sense of responsibility. Otherwise, things start to slip and the company loses some precious employees in the process.

Here, in this article, you will find 15 effective ways to improve company culture from the HR department. If you are working in the HR department of your company, utilize the following ways to fulfill your responsibilities:

1. Define company culture and encourage communication

A company has to first decide its sustainable culture. The leaders of a company need to find out their definition of company culture. In doing so, HR professionals can answer some critical questionsThey can help to understand the meaning of company culture.

They can recommend best-suited ways to measure them. Since they work with the people in a company, they are capable of predicting the impact of cultural change in that company. This way, HR department can assist in the process of defining a company culture.

After defining, the same HR professionals can ensure the engagement of leaders as well as employees. They create a transparent communication environment between leaders and employees. This approach allows the whole company to achieve the desired cultural goals.

2. Serving as a culture consultant proactively

HR team shouldn’t wait for the leaders to take the initiative towards company culture. It is their job to become proactive and help executive leaders in the process.

So, the leaders of an HR department should access and evaluate the culture that the company is currently following. Using the conclusions, they should work towards developing a strategy. This strategy has to align with the goals and values of the company.

After developing a well-aligned strategy, HR professionals can discuss the plan with executive leaders. This will further enhance the quality of the available plan. The implementation process will require the involvement of the executive leaders as well as the HR professionals.

3. Involve employees in the creation process

Creating a company culture shouldn’t be a textbook strategy. You can’t take something from a seminar and apply it to create your plan for company culture. The correct approach would be to involve employees in the process.

HR department can collect feedback from the company employees. This allows a sustainable company culture development, which lasts for a long time successfully.

The culture of every company depends on a variety of factors. So, there is a uniqueness about every company and its employees. This is the reasons why employees’ involvement matter to define and implement the process of company culture development.

4. Make sustainability a company message

The company culture is not just about improving everything internally. The visibility of your company’s brand from the outside perspective should also seem sustainable. This means that your company culture should impress potential employees looking for a job.

Sustainability should be a part of your company’s message to all the candidates. This is another responsibility that HR professionals need to fulfill.

In doing so, HR professionals can welcome suggestions from the employees as well. An incentive for such employees will motivate others to indulge in the process of building a sustainable culture in the company.

5. Align multiple company goals with each other

The process of building and maintaining your company culture will require a strategic approach from the HR department. This time, HR professionals need to find ways to align multiple company goals with each other.

First of all, the HR department can consult and collaborate with the leaders. This collaboration should be about finding a connection between company’s mission, vision, core principles, values and performance management.

With that, HR should motivate leaders to integrate reward programs and recognition efforts to boost quality and productive work.

Also, HR should work as a coach for both the employees as well as the leaders.

6. Set a good example for others

The HR department can’t ignore what they preach to the employees. They should also follow the decided company strategy and culture. Even if a single person ignores and goes against the strategy, it can damage the efforts.

Almost every company has the capacity to talk good things and come up with wonderful planes. But the implementation process is the time when the leaders start expecting only employees to follow the guidelines. Which is what leads to a crumbled company culture.

7. Concentrate on the ground reality of the company culture

It might impress you on paper, but you need to ensure a positive vibe of the culture. For that, HR professionals need to actually feel the environment and talk to employees as well.

In the same approach, HR professionals should point out the potential outcomes of business decisions. Even the most senior partner can give a candid remark or idea. That is when HR professionals need to take the front and shed light on the ground reality.

8. Find company culture focal points

The HR department can work as the authority that looks at the focal points that require assessment and upgrades. A desired development of culture requires careful concentration in the correct areas.

HR professionals can find out these focal points in the work culture and find ways to motivate best practices.

9. Prevent an adverse impact on the culture

The basic idea of a sustainable company culture is that it should make sense to everyone. Every stakeholder including the managers, subordinates, customers, and others should reflect the culture in their daily behavior.

The HR department can work as a watcher of this. The professionals can prevent stakeholders from negatively impacting the defined and implemented company culture.

10. Reflect the promoted culture in every way

Every company has a core culture, which the HR department promotes internally and externally as well. However, there is no point to all this if the organizational departments and processes don’t reflect the culture.

Whether it is the people or the hiring process, everything should justify the talk of the leaders. Demonstration is the key. For instance, if a company culture promotes positivity and transparency, then, the hiring process should actually be transparent and positive.

11. Find correct people and retain them

The sustainability of a company culture depends on its people. Strategies won’t turn into realities if you don’t have the correct people. Ideas turn into action when the HR department finds the right people to hire.

They can evaluate the compatibility of candidates and collaborate with managers to hire the right ones. This protects the company culture in the long run.

12. Let company values be a part of your training process

Before new employees take the steering wheel of multiple departments, they need to be trained. Usually, new employees are trained regarding their responsibilities and work. But these new employees also take the company culture forward.

Which is why you should ensure that they get training regarding the company culture and values. HR professionals can integrate the values of the company in their training process. This will help in reinforcing and maintaining the required culture.

13. Commit and believe in the company culture

It all comes down to the commitment after a while. A culture can stay for a long time, if all associated parties believe and commit to maintaining it. This includes company executives, employees and HR professionals as well.

The commitment is a gradual process, which requires help from HR. Human resource managers need to remind every department about the goals and lead towards that mission.

14. Don’t forget about the ongoing maintenance

HR department of a company creates the structure of the culture. They analyze the landscape of the corporation and come up with a plan to establish a sustainable culture.

But the responsibilities don’t end there. The HR professionals are key to maintaining the culture on an ongoing basis. They have to work with staff and management to ensure that the existing culture stays strong.

15. Become a protector of company values

The position of HR professionals is very critical. They have the ability to bring the biggest impact on the company with their efforts. Which is why it should be their responsibility to ensure the consistency and transparency in the company values.

They don’t just define, implement and maintain a culture. It is their responsibility to advocate the values in front of the employees, executives, leaders, and other stakeholders.

With a responsible HR department, a company can build and maintain a sustainable culture. And the above-mentioned points will help you establish the desired culture in your company.

Posted on April 1, 2019 by Wifi Attendance Super Admin

As an entrepreneur, you realize that you need to pull in extraordinary workers. What’s more, you need them to remain, in light of the fact that activity maintenance converts into benefits, since individuals are educated and they cherish what they do. The outcome? Spectacular client benefit. And…Jobfulfilment.

1.Reasonable pay

A worker’s prime and the most important motive is to earn revenue and that is something that they stick by, in this business world, we all are looking forward for the profit but company lacks by the genuine need of the workers.

A reasonable pay to the employee will help them to justify their work and they will end up giving their 100% to the company which will definitely lead to the growth and betterment of the company in order to succeed.

A company or a business is only successful when their workers are happy and satisfied because it’s the workers or employee who are running the company on ground level.

2. Acknowledgment.

Everybody has an influence in the organization’s prosperity. A promising and honest organisation makes the worker having more faith on organisation.

Pausing for a moment to recognize somebody, composing a card to say thanks on a Post-It, or beginning a Rubber Chicken Award can mean more than you know.

Never dither to offer credit to the individuals who merit it. A little praise to the top performer or the best employee will make that very person happy and this action will motivate other workers to work even harder to be in the lime light of the company.

3. Consider their Input

Everyone is talented in their own way, if the company realises it then it opens different door of growth. A company should not be running by the ideas of boss or the board of directors, a company is an organisation of all the workers working for it.

Be it the associate or any person of lower designation everyone’s suggestion should be given a thought. Everyone should be allowed to put up their part of suggestions and point of view in any aspect of the organisation.

e it the associate or any person of lower designation everyone’s suggestion should be given a thought. Everyone should be allowed to put up their part of suggestions and point of view in any aspect of the organisation.

This makes the workers or employee feel that it’s their company too not an organisation that they are hired to which only wants them to work and leave. The company should make them feel that it’s their very second home.

4. Unimportant poop

As any one is not born perfect, an individual works on their part of skill to make it better day by day in order to grow. A company should be always available for the employees need be it personal or professional.

This makes the workers or employee feel secure and protected and also builds up trust and faith towards the company. It’s really very important to make sure that each and every little thing of the employee should be taken care the organisation should be ready with the personal help if an individual need.

Furthermore, confidence busters. Wipe out or limit however many day by day disturbances as would be prudent, and your staff will do you on their shoulders.

6. Control

For a company to grow and succeed the most important priority is to make sure the work is done, the revenue is generated and the targets are matched. A company must have strict rules and regulations for the work and deadline of the work.

The more representatives feel they can assume responsibility of their day, the more joyful they are. On the off chance that you’ve employed well, trust individuals to carry out their occupations.

Your entryway is open on the off chance that they hit a tangle or need your info, yet something else, expect that they will convey, on time, without fail.

7. Assortment

As the word is improving very fast because the technology keeps improving day by day so it’s really important for employees to improve their skills according to the requirement of the market or adapt new methods for better growth as well.

If the company sets up trainings and tests that can be the learning part the will gain from the organisation. It tends to test think of new things for individuals to do, however everybody will value another test and the chance to handle it.

Weariness prompts withdrawal, an organization’s most noticeably bad foe. Ask workers what they’d like to do or learn. You might be excited with the outcomes!

8. Culture

The most joyful representatives coexist with their colleagues, and even keep on observing them outside the work environment. A domain with superfluous pressure, adaptability, demeanour of acknowledgment, and steady managers make individuals happy to come to work each day.

In the end of the day a happy environment leads to a happy and healthy work place. The unique culture or a unique practice of enjoyment will lead to excitement amongst the employee which will definitely play a very important role in the stability of the employee.

9. Prizes

It’s a great way to make your employees happy, rewarding them with gifts and bonuses keep them motivated in order to do work better ahead, notwithstanding when the individuals didn’t all get along.

Motivating forces require not be costly; time off, gift vouchers, or an uncommon parking spot have been fruitful. And if the employee stays happy the will definitely make the organisation happy.

So rewarding them will be a good way to keep the employee and organisation relation healthy.

10. Pioneers

At the point when workers can regard and trust the initiative group, they feel secure. Pioneers who are open; can impart well; give fair reports; and tune in to workers are critical to work fulfilment.

Being honest and giving fair regards or fair reports always attract the employee to be the part of the organisation as the gain trust and have full faith towards the organisation which make them responsible and will have respect for the organisation.

As an entrepreneur, the best thing you can improve the situation your workers is to furnish them with occupation fulfilment. When they are upbeat, they will effectively make the organization fruitful. At last, everybody wins.