employee Archives - Wifi Attendance

Posted on September 6, 2019 by Wifi Attendance Super Admin

Management – the term in itself speaks of a tremendous burden of responsibilities that may not be suitable for a normal professional.

This phenomenon requires one to assemble a successful team and regulate their operations for higher productivity.

Management applies to all businesses, no matter if it is small or big. That is why, it is of high significance.

But, here’s the catch:

A business cannot flourish without the role of an effective manager to guide the team. If you are responsible for managing a team of your own at your company, then this post will help you with the right strategies for effective business management.

1. Be An Effective Delegate

Management is all about administering various responsibilities upon your team members, progressively. This is the first rule that you need to keep in mind while managing your team.

Delegation opens new ways of polishing the skills of your employees. If you keep on doing every member’s job yourself at your company, then it would not be productive. Eventually, you will exhaust yourself.

Learn to manage the team by assigning the tasks properly based on their skills. Try to provide each team professional with a task that he or she can complete with confidence and passion.

If two or more members have the same skills for a project, then you can team them up to complete the task at a much faster rate. That is how you should strategize your management decisions.

2. Be A Team Leader

A leader acts as the fuel to ignite flames within the team members. With a leader-cum-manager’s inspiration, the subordinates will be motivated to complete assigned tasks with a new sense of responsibility.

Try to understand and know each of your subordinates individually. You do not have to be too personal while conversing with them, but do maintain a healthy relationship to show them that you are interested in speaking to them.

Your team members will understand how you are making effort to create a connection with them. They will feel motivated to follow your plans.

3. Show Productivity

As a manager at your firm, you are bound to show results, right? But, without an effort, you may never achieve the level of an effective business manager. So, to deal with the situation:

Focus on managing your tasks.
Get out of your comfort zone to understand how you can benefit your company in a better way.
Plan your moves for assigning projects skillfully so that you know how the output should turn out.
Be aware of the pros and cons related to the tasks as well. You may never know what issue hits you while a project is in progress, such as team members on sick leave, reduction in project deadlines, etc.

Your commitment to achieve excellence in your work will reward you as an effective business manager.

4. Don’t Be Reckless With Your Decisions

A manager also needs to be aware of making careful decisions. Time comes when there is a need to decide whether you are taking up a responsibility or not. If you can handle it, say YES. But, if you cannot do it, and are already packed with work, then just say NO.

Here’s why it is important:

Imagine a situation where you have 3-4 projects under you. Your senior asks a team of managers, including you, to volunteer taking another project. Just to stay in your senior’s good books, you volunteer to take another project.

You got the project but at the cost of loading another layer of pressure upon you and your team. And, later you may realize that you do not even have a relevant team to accomplish the new project.

This will make your team feel frustrated. So, be careful what you decide about various situations while answering as an effective manager.

5. Consider The Opinions Of Your Team Members

Asking for suggestions and opinions from your team members can help to show them that you care for their views too. Surely, there are multiple ways to complete a task.

You may have your own way to do it. But, it is possible that some of your team members are also having their own suggestions to speed up the work efficiently. Thus:

Freely ask them what are their suggestions related to a specific task.
Involve them in the project at a similar level as you.
Act as a colleague working together, instead of just being a stubborn boss.
Generate their interest in the project by caring to know what they have to say about it.

This strategies for Effective Performance Management will help you raise awareness for the project and help your team perform better under your guidance and leadership.

6. Personalize Training Methods To Improve Your Team’s Performance

A good level of professional exercise can improve the skills of your team. For this, you need to first understand what level of skills each of your team members have in them.

Learn about their ideas, fears, weaknesses, and strengths. Based on your collected data, create various training methods that can improve their productivity at the office.

You may need to show some efforts here, as each of your team members may not be fit for the same training method. Learn to personalize the training programs so that they can feel motivated to perform in the training at their own pace.

7. Be Transparent With Your Team

You will undoubtedly look for honesty and a submissive nature from your employees. But, maintaining a prudent level of transparency will also ask of you to do the same for them first. Being transparent to your team will ensure a strong relationship of trust between you and your team.

Remember that you are at a higher position than them, so your management should be fair for all members. Plus, you should never lie to them about any professional situation. Your employees may fail to respect you if you are not indulging in an honest conversation with them.

With your efforts of transparency and corporate companionship, your team will learn to be true to you as well. So, learn to be transparent with them and win their hearts.

8. Reward The Ones Who Deserve Recognition

Every now and then, you will have to acknowledge the hard work done by your employees.

Rewarding them for their efforts will ensure that they have the motivation to work even harder for you. Their attitude towards you will also be appreciative.

You can choose from a multitude of options to acknowledge their performance, like offering a bonus or a promotion. Never do this while they are with you in your cabin privately.

Do it openly in front of other team members so that they can also witness the fruits of hard work. It can encourage them to work at a similar or better pace to complete their tasks and improve their performance.

9. Clarify The Goals Before Assigning A Project To Your Team

As a manager, your team relies on your judgment. Thus, it is your responsibility to make sure that all goals related to a project are clear to them. Note that each team member may have a different level of intellect.

You want your team members to know how you envision a goal for a project. But, it is possible that they are not on the same page as you. So, make them aware of it first. After that, assign them the project section that they need to accomplish to achieve high productivity.

10. Carry Regular Evaluations To Judge The Skills Of Your Employees

You need to evaluate their skills and see how team members are progressing with each day. Learn their strengths and weaknesses to see where they are lacking and where they are excelling.

Prepare the trainings as mentioned in one of the previous strategies for Effective Performance Management. Learning how they will indulge in the tasks is important for effective business management.

Final Notes:

Being an effective business manager involves a number of key strategies. The ones mentioned above are some of the main ones that you ought to consider for becoming a good business manager. Follow them and be successful in your career.

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.

Anayse productivity with wifi attendance ad banner

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.

Posted on March 20, 2019 by Wifi Attendance Super Admin

When it comes to conducting exit interviews with candidates, it is more about finding out the reason as to why the employee wanted to terminate his relationship with the company than about getting him or her to stay on.

It is widely recognized that a properly conducted exit interview can provide you with actionable data, and useful information that you can use to streamline your business and even help you take effective measures to retain talent in the form of other employees at your office.

A properly conducted exit interview can provide you with valuable feedback on the company and what you can do to improve it further – but keep in mind that exit interviews are done to gauge the reason behind the resignation rather than to force an employee to stay on. Here are a few tips on how to conduct an employee exit interview –

The Interview

The first question that should pop into your head is as to who conducts the interview. Generally speaking, it is always advisable for the HR head to conduct the interview and from a logical viewpoint, it makes perfect sense.

The HR head was the one who vetted the employee when he joined up, based on his abilities, strengths and would indeed be the right person to conduct the exit interview as well.

The HR would be more than familiar with the employees’ file, his performance at the office since he joined up, and if the size of the company is quite small, then the CEO himself can conduct the interview.

The point is that the employee feels comfortable in sharing honest feedback regarding the company with someone in charge, someone he knows who may listen to the same.

In the same vein, it would not be a good idea to let the employee’s direct head conduct the exit interview as the employee may not feel inclined to be either frank or honest regarding the feedback or his reasons for leaving the company in the first place.

The questions to ask

Remember that an exit interview is where you gauge the real reason that the employee is quitting in the first place and get him to communicate his views regarding the company. This feedback assumes importance since you can use the same to improve the performance of your company.

And when it comes to the exit interview, it is always good to prepare beforehand and have a template of questions that you can ask the employee.

Of course, the first one also happens to be one of the most common questions that are asked at every employee exit interview, “reasons for leaving?”

In addition, the last one is often quickly followed with “have you shared your concerns regarding the company with anyone”. The point here is that most of the questions are engineered to obtain you a real picture of events, the real reason as to why the employee is leaving and whether he is not comfortable working there any longer.

In fact, you can question the employee as to whether there has been any single event at the office that had caused him to resign, as that should give you a good idea.

And remember to design your questions so that it covers the key areas that you value in your company. And to round things up, you can ask the concerned employee for his feedback by asking him for advice/ suggestions regarding the company and how it currently operates.

Online/offline

Companies these days trend more towards collecting all and most information online. For one, it makes it easier to store data and for another, it enables most companies to utilize and access the same at a later point and even run complex algorithms on it to understand various aspects of the same.

But when it comes to exit interviews, it is always a good idea to conduct it in person rather than through an online form.

As pointed out earlier, an exit interview can provide you with valuable feedback regarding your company and its performance and conducting the same through an online form is going to cause a lot of angst and frustration for the employee.

An employee needs to feel valued and his opinion heard and conducting an online interview is going to cause him to feel ignored and he would be averse to sharing his honest feedback on any online form.

Given this, you may want to conduct the interview in person as the employee would feel validated to an extent and would be keener to share his experiences and feedback with those in charge.

All of this would lead to a positive departure and the employee is more than likely to recommend your company to others as well.

The approach

This can be a little harder, but generally the most advisable way is to approach the interview confidently and assure the employee that anything and everything he states would remain strictly confidential.

Most employees are often scared, to be frank since they immediately assume that too much frankness can cost them their future prospects elsewhere.

You need to reassure them that any information will remain confidential and will not affect them or their future prospects in any way whatsoever.

You also need to inform the concerned employee and let him know that any feedback he shares will not be communicated directly with his boss or his last team.

Moreover, that any feedback he provides would be shared with the top leadership, as a way to help them perform better and to get them to iron out the kinks (if any).

Summarize

One of the most effective ways to get an employee to share his or her feedback lies in getting them to summarize their working experience.

You can get them to write it down and that should provide you with a good idea as to their current state of mind, reasons that they feel they cannot work in the same company as before and their feedback on their current manager and the rest of their team.

It is always a sound idea to get them to summarize everything and it should provide you with a honest feedback on your company and its current operational setup.

Discard all documentation:

In order to assure the employee that all information would remain confidential, you may want to discard all documentation regarding the interview at the conclusion of the same.

Of course, you may want to retain your official jottings on the interview but the other papers you can discard and even shred the same.

You may want to do this in front of the employee to assure them of the confidentiality of the exit interview itself and that they need not fear any adverse impact on their future careers because of the interview.

Assessment

Once the interview is complete, you need to assess all the information that you were presented with and see if there are ways that you can improve your current organization.

For example, if the employee had valid concerns to convey earlier on but could not do so as there was no official recourse, and is quitting as a result of the same – you may want to make some changes, starting with enabling employees to raise any issue they may come across in the office with the personnel department.

You may also want to check and see if the exit interview provides you with ways as to how you can streamline your business. For example, the employee may have suggested a direct management role in marketing – that is something that you may want to think about, as it affects your company directly.

Exit interviews are important as they can help provide you with valuable information on how your company operates now.

Please remember that an exit interview is not about determining the truth behind what the employee had to add but in finding out the real reason he is leaving and to determine whether there is anything you can do to help improve your company.

In fact, a well-conducted exit interview can even help make you more competitive.

Posted on February 11, 2019 by Wifi Attendance Super Admin

Feedback can’t ever be negative if you know how to present it in the right way. Each employee achieves something, while facing troubles in some areas of his or her work.

Feedback should help employees positively acknowledge their strengths and weaknesses. That is what positive feedback means.

With a few efforts, you can give positive and meaningful feedback to your employees.

1. Go beyond “Great Job”

When an employee spends hours and hours working on a presentation, you can’t motivate just by saying a Great Job.

It does convey that you liked the work. But you need more words to encourage that same employee to keep working with the same determination.

Adding details to your feedback and becoming specific increase the value of your feedback. You can say-

Your competitor evaluation in the presentation was exactly what we wanted to clarify our point. Amazing work!

If you see, detailing your feedback it not about saying more stuff. It is about becoming specific with what you want to convey. This clarifies the confusions in the mind of your employee. He or she will know what you expect in the future as well.

Simply saying “You did a great job” won’t tell an employee what he or she has done right. You need to clarify what you liked and which areas require more work.

2. Create a comfortable environment

Positive feedback can have some point, in which, an employee has to work on. To positively represent your feedback, you need to create a comfortable environment first.

No need to publicly advertise a feedback ever. Feedback should be a private, one-on-one conversation between you and your employee.

A one-on-one conversation gives more meaning to your praises and criticism. You create a calm and relaxed environment where your employee can think about everything you say right at that moment.

This conveys your support to employees in growing their skills and abilities.

Even praising in private is better than advertising it. Many people don’t want to stand in the spotlight. They simply want to do their work right.

Such people want you to give your feedbacks personally in a one-on-one communication setting. However, you can judge the needs of your employee and praise some of them in front of others.

3. Merge three strengths with three concerns

You or your managers can work on creating balanced feedback with three strengths and three concerns. The strengths should contain the accomplishments of an employee, while the concerns should include areas where that employee can grow.

The strengths motivate and encourage an employee to work on the concerns and improve consistently. At the same time, the strengths also tell how to do things correctly in future. It is as if you offer a list of “what to do” and “what not to do” with your feedback.

This way, you offer positive feedback to each employee without putting too much pressure on them. Your praise makes them value your suggestions regarding the scope of improvement. So, they put more effort into improving their capabilities.

4. Give it a positive ending

The key to positive feedback is to encourage employees. For that, each employee should leave your office with a smile on his or her face.

You should end every feedback with a positive comment. Present all the scope of improvements in the beginning. Use your second half of the conversation to describe how an employee has impressed you.

Your closing comments should convey that you appreciate your employee’s contribution to the growth of the organization. Put positive thoughts into words and let each employee know how much you appreciate his or her presence in the company.

Your employee will leave your office with a positive thought and motivated mindset. This feeling will stay fresh in their mind even if the words get blurred after a few months.

5. Talk about performance, not someone’s personality

When constructing statements of your feedback, make sure you don’t judge the personality of an employee. You need to comment on how they perform instead of attacking their personality characteristics.

So, instead of saying- “Your arrogance has become a problem.”

Try saying- “When you oppose my ideas during client meetings, it sends a wrong message.”

Remember that you are not there to attack your employees. You want to help them improve their capabilities in a positive way. So, don’t target their hearts, try to appeal to their minds with your feedback.

6. Give a purpose to your employee

Your feedbacks should have a forward-moving tone. It should inspire an employee to work better and improve regularly.

Which is why you need to outline your feedback with clear objectives. Sit with your managers to describe a few objectives for each employee. Then, shape those objectives in positive statements.

Convey your feedback as an outline for the future. This saves employees from regretting about what they have done wrong in the past. Their minds immediately go into an action mode. They feel they have a chance to make things right.

At the same time, you should clearly convey that all the possible support is available at the expense of the employee. Make sure each employee knows that you are there to guide and support in the process.

7. Link your feedback to an organizational impact

The strength of your feedback increases a thousand times when you align it with an organizational impact. Suppose an employee has delivered his end of work on-time for the last 6 months.

This surely has helped other departments performing better, which has increased the growth rate of the whole organization.

Simply saying that an employee is punctual with his deadlines is not effective enough. But when you describe the organizational impact of his support, it motivates him to keep working with the same determination.

To give such in-depth feedback, you first need to recognize organizational impacts of the behaviors and efforts of your employees.

Then, you can outline each individual characteristic in connection with a large organizational impact. It conveys to each employee how their small actions decide the fate of the company. So, they become more responsible.

8. Document and prepare your feedback approach in advance

The preparation of feedback should be an ongoing process for managers and higher authorities. It would be wise to keep developing performance reports consistently for each employee.

Create a list of positive assets each employee brings to the table. This way, you will know what to say when the time of giving feedback comes. Also, you can use the same reports to decide on appraisals and promotions.

Using the prepared reports, you can practice your feedback in advance. If you want, make a list of bullet points for each employee.

These bullet points can have every factor you want to talk about such as performance, achievements, job behavior, and others. This helps you choose the right words and cover everything to offer comprehensive feedback to each employee.

9. Choose the right time to give feedback

When you have some positive and constructive things to convey, find the right time. Giving positive feedback right after finishing a project or before the beginning of a project seems logical.

Your positive words further motivate your employees to improve their efforts.

Just after finishing a project successfully, you can offer your positive feedback to appreciate employees’ contributions. This allows each employee to know that their hard work has been noticed.

If you choose to give your feedbacks right before a project, your appreciative words can trigger the sense of improvement in employees. This allows each employee to use your feedback right away on a new project.

You can choose a time that suits the mindset of your employees.

10. Make your feedback session interactive

Your feedback session should be as interactive as possible. It will allow employees to convey their work approach, performance capabilities and the challenges they face.

At the same time, you can learn more about the reasons why some employees succeed while others struggle to perform optimally. The interactive approach also leads to some ground level ideas and plans, which helps in improving the work system as a whole.

The interactive approach becomes easier to achieve when you outline your feedback in a positive tone. Even the concerns are presented as a scope of work, which allows employees to express their conflicts.

Along with all the mentioned tips, you should also try to be as direct as possible. Give your feedbacks personally without using a messenger or a communication channel.

Also, include observations instead of interpretations. If you can accomplish all of that, it will create a growth mindset in your whole organization.

Positive feedback to your employees is fuel to perform better in the coming future. Genuine praise and genuine concern are taken positively by everyone. You just need to choose the right words without judging an employee.

You can accomplish a lot with positive feedback. So, use the mentioned ideas to improve your ability to convey them.

Posted on January 2, 2019 by Wifi Attendance Super Admin

Every successful person or an entrepreneur has his or her own ways of functioning often with a specific routine on a daily basis.

In-fact each one of us has our own routine in our daily life no matter how good or bad they are.

If you give a close watch to the daily routine based habits of highly successful entrepreneurs, you will notice that they start their day on a specific manner and as the day advances they behave and act in the same manner which normally do not change.

For example, most successful entrepreneurs are early risers; they do not lazily go on sleeping late in the morning as most of us do.

Similarly, almost all successful entrepreneurs regularly do exercise in the morning.

As we talk of best practices they are the people with strong will power and determination. They often see a specific aspect through a different perspective which very few of us do.

They follow strict time table but never neglect giving sufficient time to the people they are engaged with.

The point of talking about the habits of highly successful entrepreneurs here is these habits or best practices or best qualities contribute them in their journey to become successful entrepreneurs and often they openly admit this.

Here are a few best practices and best habits of highly successful entrepreneurs:

1) They necessarily dream but never day dream

Almost all influential entrepreneurs are great dreamers or visionaries. They spend a lot of their time in thinking but they never waste their time just on abstract imagination.

In the words of Gloria Steinem “Dreaming, after all, is a form of planning.”

This is one of the most incredible habits of highly successful entrepreneurs every struggling entrepreneur should follow.

2) They are normally early risers

One of the most common habits of highly successful entrepreneurs is they get up early in the morning.

Most influential entrepreneurs take a glass of clean water or any other liquid drink as soon as they wake up and they continue this hydration practice all through the day.

Early morning is the best time for peaceful and creative thinking which helps the successful entrepreneurs chalk out innovative strategies for their ventures.

3) Regular exercise

It is beyond debate that regular exercise is the best habits of highly successful entrepreneurs as well as useful for anyone who wishes to have a good health along with an active and energetic life.

It may not look important but it is normally found that eminent leaders and successful entrepreneurs generally have smart and youthful physical features even at a later period of age like at their 50s or 60s or even more than that.

Obviously, it is because they never fail their routine exercise at any cost.

4) They are never frustrated; they are ever optimistic

We all know what the famous Helen Keller has said: “When one door of happiness closes, another opens, but often we look so long at the closed door that we do not see the one that has been opened for us”.

Never think that the entrepreneur who has become an icon to-day was an expert from the beginning.

In-fact all successful entrepreneur those we see at the top of the sky today are one day or other started their journey of struggle empty handed with lots of failures and harassments.

One of the most important habits of highly successful entrepreneurs is that they never get frustrated but always optimistic in all their struggles and strife.

This makes them succeed in any of their attempts to establish an enduring and successful venture.

5) They are never alone; they are always in a team

Any person of eminence is normally seen in the center of a crowd, and the crowd around a leader is generally his team.

Successful entrepreneurs internalize the importance of a team and the limitations of lonely and centralized ventures.

For them, their team is not their obedient assistants or people under their command. Rather they take their team as collaborators and friends who are responsible for their flourishing business.

They trust and respect their team members, and appreciate when the team succeeds, and encourage when the team fails.

These habits of highly successful entrepreneurs maintain close relationship with their team members resulting in sincere and faithful efforts and hard work of the entire team working out a successful business entrepreneurship in a long run.

6) They are elastic and flexible

Successful entrepreneurs are never rigid; they are elastic and very flexible in all their dealings, and approaches.

They agree to disagree in their decision making processes.

Their openness to acceptance of new ideas helps them take risks and engage in innovative ventures.

Many entrepreneurs even go to the extent of opening themselves to criticism even though it is hurting and sometimes an issue of self-esteem.

This is obviously painful, but in the words of Richard Branson – “my biggest motivation?

Just to keep challenging myself. I see life almost like one long university education that I never had—everyday I’m learning something new”.

7) They are often smiling and humorous

We often think that eminent entrepreneurs are very serious people and we are normally scared of facing them.

This is actually not true. It is because they know that “smile” can win over anybody and any situation how irritable it might be.

In-fact humor makes all heavier tasks lighter.

Smiling and humorous people are easily approachable which turns the competitors to friends and collaborators.

To be smiling and humorous is actually not a trick but a habit to win over even your enemies.

8) They highly respect punctuality

One of the key habits of highly successful entrepreneurs is they are not only strictly punctual but help and guide others to be punctual.

Influential entrepreneurs are often very punctual in all their day to day activities right from their rising from the bed in the morning to getting to sleep in the night.

However, over punctuality may be exceptional and may not be applicable as far as habits of highly successful entrepreneurs is concerned because they are at the same time elastic and flexible in the context of the situations they are in.

9) They are systematic

It has been noticed that the life living and ways of approach of the influential entrepreneurs are very systematic and formal.

They love systematic arrangement of their belongings in their office, work places, as well as in the residences.

This helps them maintain decorum and saves considerable time in finding required things.

A systematically arranged atmosphere ensures peace and happiness of the people dwelling or working there. And peaceful and happy environment leads towards progress and success.

10) They are workaholics but also keep free time for them

There is no doubt that successful entrepreneurs are hard workers but at the same time they understand the need and value of relaxation and free time.

That is the reason flourishing entrepreneurs are seen in clubs and merry making places which neutralizes their pressure of over work and provides them relaxation.

11) They understand the necessity of sleep

The eminent entrepreneurs are found keen on having sufficient sleep which shows that they very well understand the necessity of sleep after a stressful long day of hard work.

It cannot be said that “early to bed” is one of their habits, but they know that whatever the time they give for sleep is sufficient for the rest of their body and mind.

The bottom line of the entire 11 discourses articulated above as the popular habits of highly successful entrepreneurs are but a few of the good habits of influential entrepreneurs.

Their numerous habits both visible and non-visible to public are factors of great contributions to their success, there is no doubt; and that is why we follow them.

Posted on December 5, 2018 by Wifi Attendance Super Admin

Inspirational and Motivational Quotes for Employees in the work place can sometime work wonders to help get the employees back in the mood and lift up their spirits.

It is quite common for employees to experience ups and downs in their work place and some people easily bounce back while some others need true motivation to continue.

When you look at the successful people around you, you can see a common factor of self belief, determination, hard work, perseverance and the winning spirit.

1. Success is not final, failure is not fatal: it is the courage to continue that counts. —Winston Churchill

2. Our greatest weakness lies in giving up. The most certain way to succeed is always to try just one more time. —Thomas Edison

3. Whether you think you can, or you think you can’t – you’re right. —Henry Ford

4. Do you want to know who you are? Don’t ask. Act! Action will delineate and define you. —Thomas Jefferson

5. The sun himself is weak when he first rises, and gathers strength and courage as the day gets on. —Charles Dickens, The Old Curiosity Shop

6. It’s not about having the right opportunities. It’s about handling the opportunities right.” —Mark Hunter

7. The supreme quality for leadership is unquestionably integrity. Without it, no real success is possible, no matter whether it is on a section gang, a football field, in an army, or in an office. —Dwight D. Eisenhower

8. We cannot solve our problems with the same thinking we used when we created them. —Albert Einstein

9. What you lack in talent can be made up with desire, hustle, and giving 110% all the time. —Don Zimmer

10. Success is no accident. It is hard work, perseverance, learning, studying, sacrifice and most of all, love of what you are doing or learning to do. —Pele

11. Oh yes, the past can hurt. But you can either run from it, or learn from it. —Rafiki, The Lion King

12. Put your heart, mind, and soul into even your smallest acts. This is the secret of success. —Swami Sivananda

13. Never make excuses. Your friends don’t need them and your foes won’t believe them. —John Wooden

14. If I had nine hours to chop down a tree, I’d spend the first six sharpening my axe. —Abraham Lincoln

15. Start by doing what is necessary, then what is possible, and suddenly you are doing the impossible. —Francis of Assisi

16. If you are working on something exciting that you really care about, you don’t have to be pushed. The vision pulls you. —Steve Jobs

17. Keep away from people who try to belittle your ambitions. Small people always do that, but the really great make you feel that you, too, can become great. —Mark Twain

18. The mind is its own place, and in itself can make a heaven of hell, a hell of heaven. — John Milton, Paradise Lost

19. The secret of health for both mind and body is not to mourn for the past, not to worry about the future, or not to anticipate troubles, but to live in the present moment wisely and earnestly. —Buddha

20. People can be really smart or have skills that are directly applicable, but if they don’t really believe in it, then they are not going to really work hard.” —Mark Zuckerberg

21. If you have built castles in the air, your work need not be lost; that is where they should be. Now put foundations under them. —Henry David Thoreau

22. Intelligence is the ability to adapt to change. —Stephen Hawking

23. You can’t change how people treat you or what they say about you. All you can do is change how you react to it. —Mahatma Gandhi

24. The tragedy in life doesn’t lie in not reaching your goal. The tragedy lies in having no goal to reach.—Benjamin Mays

25. I would visualize things coming to me. It would just make me feel better. Visualization works if you work hard. That’s the thing. You can’t just visualize and go eat a sandwich. —Jim Carrey

26. Leaders can let you fail and yet not let you be a failure. —Stanley McChrystal

27. Our virtues and our failings are inseparable, like force and matter. When they separate, man is no more. — Nikola Tesla

28. Give yourself an even greater challenge than the one you are trying to master and you will develop the powers necessary to overcome the original difficulty. —William J. Bennett

29. As long as they are well-intentioned, mistakes are not a matter for shame, but for learning. —Margaret Heffernan

30. Talent wins games, but teamwork and intelligence wins championships. —Michael Jordan

31. Follow your passion, stay true to yourself, never follow someone else’s path unless you’re in the woods and you’re lost and you see a path then by all means you should follow that. —Ellen Degeneres

32. Always be a first-rate version of yourself, instead of a second-rate version of somebody else. —Judy Garland

33. Don’t judge each day by the harvest you reap but by the seeds that you plant. —Robert Louis Stevenson

34. The secret of joy in work is contained in one word – excellence. To know how to do something well is to enjoy it. —Pearl Buck

35. When we strive to become better than we are, everything around us becomes better too. —Paulo Coelho, The Alchemist

36. If something is wrong, fix it now. But train yourself not to worry, worry fixes nothing. — Ernest Hemingway

37. Enter every activity without giving mental recognition to the possibility of defeat. Concentrate on your strengths, instead of your weaknesses… on your powers, instead of your problems. —Paul J. Meyer

38. There is only one way to avoid criticism. Do nothing. Be nothing. Say nothing. —Aristotle

39. The moment you doubt whether you can fly, you cease forever to be able to do it. —J.M. Barrie, Peter Pan

40. It’s easy to solve a problem that everyone sees, but it’s hard to solve a problem that almost no one sees. —Tony Fadell

41. Believe in yourself! Have faith in your abilities! Without a humble but reasonable confidence in your own powers you cannot be successful or happy. —Norman Vincent Peale

42. I think it is possible for ordinary people to choose to be extraordinary. –Elon Musk

43. If your actions inspire others to dream more, learn more, do more and become more, you are a leader. —John Quincy Adams

44. Successful and unsuccessful people do not vary greatly in their abilities. They vary in their desires to reach their potential. —John Maxwell

45. As long as you keep going, you’ll keep getting better. And as you get better, you gain more confidence. That alone is success. —Tamara Taylor

If your team at work place is lacking a winning spirit or motivation to work hard, these amazing quotes from successful persons might be of great help.

Try sticking out some of these great quotes in the work place or let them use these as the changing wall papers or screen savers of their systems.

It is also a good idea to use these quotes as welcome messages for a new training session or use it in the meeting rooms where employees see the ups and downs of their career.

Sometimes a single quote can make a life changing impact on the employees that help them to climb great heights in their career.

Posted on November 28, 2018 by Wifi Attendance Super Admin

Human Resources takes care of the most valuable asset of your company – its people.From employee hiring to employee exit, there are many responsibilities that HR managers must carry out smoothly. Similarly the challenges faced by HR managers are plenty.

Unlike machines and financial resources, human resource is ever-changing and dynamic. In this blog we will discuss the 10 most common challenges faced by HR managers and how you can tackle them.

1. Employee Engagement

A motivated workforce is what separates a great companies from the average ones. According to Aon, current employee engagement levels were 65% in 2017.

Thanks to growing focus on employee engagement, the number is only growing every year. In an era when each company is outdoing others in employee initiatives, you cannot be left behind.

How to Tackle Low Employee Engagement

Employee engagement activities like events, contests, competitions and outbound activities are good ways. However this is not a sustainable way towards employee engagement.

What happens when the employee comes back to his day to day job from a vacation? The key is to make sure you hire right people for the right job. People are engaged in tasks that are challenging and require learning.

They like jobs that give them a sense of achievement and worthwhile results. Matching the job responsibilities and authority with each individual’s potential is the best way to ensure employee engagement in your organisation.

2. Employee Attrition

Unlike the baby boomers, millennials easily switch from one job to another in their career.

There are plenty of opportunities in the market for employees looking for a shift. In fact more than 80% of workers are either actively looking for a new job or are open to one (Ajilon).

Loss of star performers and successful team leaders is one of the biggest challenges faced by HR managers. They not only have to deal with the the loss but look for a replacement and train the new hires.

Sometimes the cost of replacement can be as high as the annual CTC of the position. Therefore, its best to retain your employees.

How to tackle employee attrition?

There are many tools and strategies to control attrition. Measures like, identifying employees with risk of quitting, open discussions, grievance redressal, regular and just appraisal are some of the ways to decrease your attrition.

Use data analytics to identify attrition trends and patterns in your organisation. This will give you a list of high- risk employees you should focus on.

3. Leadership Training

According to Udemy, nearly half of employees said they have quit a job because of bad manager and 60% think managers need managerial training. Poor managerial skills is closely linked to attrition and poor culture.

How to improve Leadership?

Leadership training is the obvious answer here. Another way is to launch a mentor-ship program for your managers so that they can learn it from the best in your organisation.

Also Read : Why Is Organizational Planning Important For Your Business?

4. Change Management

Change has always been a part of business no matter what your industry is. With the digitalization of all processes the rate of change has become rapid.

Agile companies adapt to this change quickly and become market leaders. For many companies driving change among its employees becomes a challenge. Humans are naturally resistant to change and do not want to let go of their old ways.

Breaking the mould and getting employees and management out of their comfort zone is one of the humongous challenges faced by HR mangers.

How to drive change?

One of the way to make change easier for everyone is to show them what’s in it for them. Identify the early adopters in your organisation and drive the change through them.

Once others see the success for these employees, they would want to adopt it too.

5. Productivity Tracking

How do you track employee productivity without breaching privacy? After all, your business outcomes are ultimately dependent on employee productivity.

How to track employee productivity?

There are plenty tools available for tracking employee work and impact. Work scheduler tools, GPS tracking and productivity summary sheets are some tools you can implement to track efficiency of your employees.

6. Attendance Tracking

Old attendance tracking applications have pitfalls and make accurate attendance a challenge for HR. There are many problems like buddy punching, proxy attendance and incomplete attendance data that HR have to tackle.

How to track attendance accurately?

Wi-Fi enabled attendance tracking systems can solve the problem here. These apps operate only within the company premise and also allow attendance for complete day to be tracked.

Always choose an app that integrates well with your other softwares like payroll, appraisal and leave management etc.

Check out WiFi attendance app and it’s features.

7. Grievances

Employee grievances must be given due attention at the right time.

Not doing so often leads to attrition, office politics or even legal cases. These are tricky situations for HR and can poison the healthy culture of the company.

How to handle grievances?

Establish a grievance cell in your company that looks at employee complaints and feedback in a neutral manner. Encourage employees to route their grievances through this method.

This gives issues a formal channel and keeps situation under check.

8. Employee queries

Every executive level HR manager knows the number of daily queries that come from employees.

These could be regarding leave management, appraisal, employee portals, employee policies etc. Answering them takes up a lot of time and leaves little time for core HR activities.

How to tackle employee queries?

If you segregate the queries based on topic you will see that most of the queries are repetitive.

HR manager can remove the need for queries by giving clear instruction beforehand in portals or mails. Many companies are also using chatbots to answer these repetitive questions.

9. Training Need Assessment

Learning and career advancement are important for the millennial workforce. A survey by Bridge found out that offering career training and development would keep 86% of millennials from leaving their current position.

Here the challenges faced by HR managers, is to know which training to give to which employee and implement proper learning cycles.

How to assess training assessment need?

The best way to find out is to ask the employees and their managers where they think they can use some training. There are also tests and tools available to identify training requirement of each employee.

10. Trade or Employee Unions

Perhaps the most stressful part of HR manager’s job is to deal with trade of employee unions. Not all industries will have these.

But where they exist, negotiating work and compensation terms with these unions can be very tough.

How to deal with employee unions?

Maintain good relation with union leaders. There is no easy way to deal with this situation. Managing relation with trade unions is a matter of maintaining delicate balance or power.

HRM is a major responsibility as it involves dealing with the dynamics of company resources. Human resource is the most complex as there is no one size fits all approach that works with it.

There will be resilience pertaining to company policies and usual dilemmas and conflicts involving leadership unions.

Meeting business goals will be a lot more easier once you catch up with the challenges of employment and leadership.

Posted on November 26, 2018 by Wifi Attendance Super Admin

Organizations have begun to recognize the significance of employee development program. Millennials invariably prefer working for companies which prioritize professional development along with that of the company.

A continuous learning process is very important to yield maximum results of productivity from each employee. Studies have shown that improving educational quality of the workforce is far more effective than enhancing equipment quality when it comes to achieving better results in production and efficiency.

Here are the seven essential steps of an effective employee development program.

Also read : How to Encourage and Inspire Employee Motivation

1. Evaluate the employees by creating an outline of a successful employee. Use the traits of this model to assess employee performance metrics.

2. Acknowledge the strong points and achievements of the employees. It would make sense to tailor the learning programs according individual strengths.

3. Challenges help each of us to push our limits and come up with innovative ideas and strategies to deliver efficient results. Encourage your team to try out new things and deploy some agility in the tasks at hand.

4. Now while you expect innovations and novel strategies, it will obviously go through a stage of trial and error. Be ready for mistakes and failures and do not fret it. Incredible innovation comes hand in hand with experimentation and risk taking. Also, while you push your people to enhance their knowledge, make sure to assist them with the resources and the guidance to carry out the learning process.

5. Once the process is up and rolling, occasionally review the set up. This will help in refinement of goals and objectives set for each undertaking.

6. The next stage involves creating an official learning cycle for the employees. The learning program involves performance enhancement and professional development to be included as a measure of employee’s performance.

7. The final stage involves creating an employee development program which is an integral part of the organization’s culture and objectives. As a result of which, the workforce development will not just be done for the sake of it, but will be a beneficial venture for both the employee and the company.

Posted on November 16, 2018 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.

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.

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.

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.

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.

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.

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.

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.

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.

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.

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.