Inspire Employees Archives - Wifi Attendance

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 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 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 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 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 May 2, 2018 by Wifi Attendance Super Admin

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

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

Show your trust

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

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

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

Offer Rewards

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

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

Care for their future

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

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

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

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

Add a purpose

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

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

Make them participate in big decisions

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

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

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

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

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