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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 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 December 18, 2018 by Wifi Attendance Super Admin

The updated version of WiFi Attendance app was launched on 10^th December 2018 and it is vivacious.

We have implemented some amazing new features to make the app completely employee friendly.

The WiFi attendance was originally designed to make it easy for the employees to mark their attendance through personal mobile phones.

It aimed at making the employer’s job simple, thus helping him, easily monitor employee productivity and performance.

The latest edition includes the following features

Deductions

The deductions menu is set to keep tab of unplanned leaves, early punch outs and missed punch. With this function, it is easy for the HR manager to check the number of hours the employee has not worked. This comes very handy especially while calculating monthly payroll.

Rewards

Employee rewards are an innovative approach to foster employee engagement at workplace. There are three different stages of rewards- gold, bronze and silver.

The rewards can be assigned based on the clock-in clock-out time, performance, contributions to a certain project, overtime hours etc.

Documents

This feature makes it is easy for the manager and team mates to share documents with their respective teams. Personal documents specific to each employee can be shared in the personal section.

Notes

A trove of important details is discussed in stand up meetings every day. How often do we carry a notepad in such meetings?

Hardly! At times like these, the notes feature of the updated wifi attendance is at rescue. Employees can take notes of important things like points discussed at the meeting, weekly tasks etc with this new functionality.

Announcements

The important notifications like holidays, events, company policy re-enforcements can be broadcasted using this feature.

Again in this case, the announcements can be shared between members of the team in a separate section and company announcements can be pushed into a different space common to all employees.

Notifications

Any updates, documents and announcements received through the app will now be notified to the users in the notification panel. This ensures that none of the important notifications are missed out by any of the employees.

Other Face-lifts

The punch details page is revamped to give it a fresh feel and a vividly comprehensive look.

The summary features an overview of clock-in and clock-out information of an employee for a month. It includes number of working days, on time punch in, late punch in, early punch out and missed punches.

The Apply leave page is revamped to showcase a calculated account of the used and remainder of the number of casual leaves.

How our new features will be a boon to your business?

Comprehensive exhibition of details drive a higher adoption rate
Fosters team bonding and co-ordination for superior output.
The on the go available details of daily work hours call for a constructive utilization of time.
Keeping tab on the productivity and other dynamics affecting business is easier.
Boost in employee engagement owing to implementation of persuasive “Rewards” feature.
The HR workforce can now resort to other planning tasks instead of continuously dwelling over redundant employee monitoring.

To experience a whole new level of business benefits try our new WiFi attendance app at https://www.wifiattendance.com

Get complete overview on the pricing of the app at https://www.wifiattendance.com/pricing/

Posted on June 19, 2018 by Wifi Attendance Super Admin

You may have resolutions to lose weight or become healthier this year but what about the resolution to become a better employee? Striving to become a better worker at the company can make you indispensable and also get you a promotion in the long run.

Irrespective of the industry you work in, here are 15 different ways to become a better employee in 2019.

1. Prioritize tasks at hand

In the face of overwhelming responsibilities, it is natural to get carried away with the thought of “what should I tackle first?”

A simple response to such situations is to “Prioritize” tasks. You can put down all tasks in ascending order of priority on paper and stick to the plan.

The deadlines should be able to help you get the order of planning right.

If deadlines are not the factor your brain is wired to follow, you have other options like the complexity of task, time taken or any other factor you believe will help you achieve the target.

A regular practice of this method will eventually help you figure out your personalized execution strategies.

It is the mark of a good employee to figure out all his strengths and weaknesses through trial and error techniques.

2. Keep up the learning game

Learning new things revamps you to attain a better version of self.

Your professional journey marks a new phase of educating yourself. People tend to give up on it once they feel they have accomplished the success they had in mind and get comfortable in the lap of monotony.

Constantly remind yourself, that nothing should stop you from learning. It is a part of progress and helps you rediscover your abilities and emotions.

It will help you keep pace with dynamic trends of workspace and digital world.

Set goals to try and get accustomed to new technologies each time. And when you have achieved one, move towards another.

3. Face to face collaboration

If there is one thing that digitalization has majorly impacted, it is the connection between people who find it more comfortable to chat, rather than talk in person.

The emails and skype makes the job easier and faster without a doubt, but also tends to affect the value of human relationships on a deeper level.

If you think, this has nothing to do with your workspace collaborations, listen up! Virtual talks actually lead a lot of time down the drain during important discussions that are precursors to imperative decisions.

The simple reason being, the sporadic inability of the people on both sides of the screen to clearly comprehend what is being said.

In person conversations on the other hand save a lot of time foster collaboration.

4. Be passionate towards work

Analyze the mindset and attitude you hold towards your work. If there is no passion involved, you are probably not even doing it right.

There is no point in showing up at work each day with blinkers and kicking up a series of events that have become your second nature since you do it every day.

Do you feel it’s the right direction to lead your professional journey into?

Growing with your job each day requires a 100 percent dedication. Unless you connect with the work at an intellectual level, the output will lack both precision and value.

Rather than maneuvering around with the same old tricks to, put some thought into crafting new approaches and see how that yields.

The element of mental involvement opens new doors of expertise and authority.

5. Improve your focus

The current generation has a lot of distractions. In fact, there seems to be a new one popping in every day. While some are important, some just end up wasting a lot of your time.

To add value to what you do at your and accomplish more than you decided to, enhance your focus. Identify which distractions trouble you and restrict their usage. As you learn to limit distractions, your productivity will improve.

6. Engage with employees

Some employees work from remote locations. If you are one of them, chances that you interact with colleagues face to face are lesser. This can impact your association with the organization and other team members.

Try to turn on your webcam or fix meetings with colleagues whenever you get a chance. Such interactions help for better communication and build working relationships. If you physically work at the workplace, walk over to your colleague and initiate a conversation.

7. Ask for feedback

You may feel that what you are doing is extremely efficient and above expectations. But do remember that it is not all about you. Ask your seniors for feedback and understand how you can improve your performance.

Listen to their inputs positively and ensure that you are not selfish and self-centered. Working with an egoistic and selfish employee isn’t fun, so avoid being one.

8. Don’t judge

Today, people tend to be judgmental. This isn’t improving results in any manner and is just making the workplace more complicated.

Respect your colleagues even if you disagree with their opinion. When you show more respect to the thoughts and beliefs of other people, you will be more productive and successful.

9. Accomplish

High performers always focus on what they need to accomplish. They do not get bogged down by workload. So concentrate on what you need to accomplish rather than just being busy.

10. Do not blame

Always remember that when you point a finger at someone, there are three fingers pointing back at you. If something hasn’t been done in the right way, ask yourself how you can bring an improvement.

Take ownership and accountability. Employees who avoid blaming and take accountability of what’s happening are valued more than other employees.

11. Don’t be complacent

There is no reason to be complacent. You cannot know everything and there’s always room to learn more. The world is changing fast and team members who consistently take an initiative to learn are valuable and marketable.

12. Be Proactive

A lot of employees just meet job requirements. However, it is important that you remain committed and try to finish additional things on the task list. It can be challenging but is definitely rewarding. With this attitude, you will notice a sense of success for yourself.

13. Enhance your soft skills

Less-tangible skills like emotional intelligence are of great value today. For instance, an employee with high EQ has the ability to handle pressure, can cooperate with other team members, is ready to take feedback, and is also empathetic. Such employees are always more welcome in the working environment.

14. Have gratitude

Remember to say ‘thank you’ often. Don’t let anyone’s favour or anyone’s support go unnoticed. Co-workers will be more willing to help if you have a positive attitude and the ability to show gratitude.

15. Get better at goal setting

Goals are essential for progress. But just setting the goals is not enough. Goals must be beyond an employee’s comfort zone and often tied with broader corporate goals.

Perform frequent checks to understand how well you are progressing and ask for constructive feedback from peers and managers.

16. Manage your time well

Setting goals isn’t enough, meeting them on time is equally vital. If you don’t stretch deadlines and complete your assignments on time, you are like a star performer.

Do not generate too many ideas since they can sway you from the actual task at hand. Finish one milestone at a time and move forward with every step.

17. Improve your social media game

The social media game can help you in several ways to boost your career. Search for thought leaders and strive to position yourself at par with them. Share what you are working on and highlight your achievements.

18. Send better emails

Emails are an important medium of communication at the workplace. Make sure you write clear, concise, and actionable emails.

Start with what is worth the attention and then move on to the explanation bit. Do not forget to mention the next steps. Learn to respect the time the recipient is giving to read your email.

19. Work on how you deal with conflict

When more people are working on a particular project, differences in opinion are bound to arise. These differences can escalate to a conflict depending on the kind of people working together.

Try to find out the cause of a clash and fix it at your end before rolling up your sleeves. Keep the ultimate goal as the center of your thought process and recommend a compromise.

A Final Thought

The above-mentioned tips are great to start with and you can really contribute much more to your organization. No one will lead you to become a better employee, it is you who has to take the initiative and bring about a difference.

Posted on June 6, 2018 by Wifi Attendance Super Admin

Onboarding is a popular term these days and refers to the process of hiring new employees for the organization. It sets off before the employee’s start-date and can extend to about six months or even a year.

Being an overwhelming process by itself, the end result and the impact may depend on the techniques that you use and the length of the process.

There are many tools that you can use today, each of which promises you the best engagement results and retention rates.

In this context, we are going to draw out a checklist that would help you to hire the right employees. Such a hiring process is seen to enhance employee performance and commitment to the organization.

1. Get to know the local laws.

It is important to know the local laws relating to a maximum number of weekly hours of work, maternity leave, annual leave, notice of termination, public holidays, etc.

2. Start the hiring process.

This requires that you assess your organization’s current as well as future needs and define the roles for which you would need people.

At this stage, you can also deliberate as to whether hiring is the best option or you have better alternatives. If you decide to hire, you would clearly want to know what you need from the individual.

3. Create a suitable job description.

This stage requires that you know the skills/qualifications the person requires and the amount that you are willing to compensate the employee with.

In this context, remember that it is important to maintain a record of every candidate’s strengths, weaknesses, interview notes, expectations, etc. You would have to refer to these throughout the onboarding process.

4. Attract the right candidates.

The next step is to advertise the vacant positions. Suitable candidates should hear about the opportunity and match it with their skills, salary expectations and experience.

The manner in which you advertise may depend on the industry that you are in. Social media, online job portals, newspapers, recruitment agencies, etc., are some options that you may consider.

5. Get on with the recruiting.

This involves a whole gamut of activities including communication with prospects, interviews and screening, etc. You have to determine as to who will do the recruiting.

Activities as described in the previous step and this one is sometimes more efficiently done by someone in the team or an outsourced recruiter.

6. Get your employees started up properly.

This is the orientation period and is the most important phase of the onboarding process. Ensure that you do not overlook this process. This is the time period when your employees align with the culture and vision of your organization.

A tour of the work premises is absolutely essential during the induction program. They also have to be provided with an overview of the business that your organization is involved in.

This is the time when the employee is educated about the roles and responsibilities at the workplace, prevalent dress codes, safety protocols, evacuation procedures, operating hours, payroll, etc.

7. Complete all the paperwork.

It is time for the employee to sign up for various benefit programs, insurance coverage documents and retirement plan documents. The new employee will at this time also complete all the payroll forms.

8. Set company expectations.

The employee is informed about the probationary period and the times when the performance appraisals would take place.

9. Start training program.

The new employee is trained on all aspects of the job, from the simple to the complex. The duration of the training program is also notified to the employee.

Final Thoughts

It is a good idea to standardize the onboarding process with a checklist as listed above. This is because taking optimum time to onboard the employees is the key to increase the productivity of the new hires. The absence of a checklist-based onboarding process is seen to result in higher manpower turnover rates.