Category: Company

  • High Employees Turnover: Causes and How to Prevent it

    High Employees Turnover: Causes and How to Prevent it

    On average, companies face an annual employee turnover rate of around 18%, meaning that nearly one-fifth of their workforce leaves the organization each year. This level of turnover can have significant implications for productivity, morale, and operational continuity, making it a critical challenge for businesses to manage effectively.

    What is employee turnover?

    Employee turnover is the measurement of the number of employees who leave an organization due to any reason voluntary or involuntary in a certain period of time and the most common period of time is one year.

    Employee turnover is categorized into two categories: Voluntary turnover and involuntary turnover.

    Voluntary turnover

    At any given instance your employees can choose to leave your business due to many reasons. The most common reasons are a better job opportunity and not being able to fit properly in the workplace. There are many other reasons for voluntary turnover, but the most important thing about voluntary turnover is that the employee chooses to leave at their own will. Voluntary turnover accounts for about 70% of all turnover.

    Involuntary turnover

    When an employer fires employees due to their poor performance at the workplace or due to their attitude. This type of turnover is without the will of the employee and is solely the decision of the employer.

    Any business has a certain number of employees, and it differs depending on the size of the organization. Your workforce is the most valuable and essential resource in the prospection of your business, keeping them at your business can be challenging so here are a few tips on how to prevent employee turnover.

    Value your employees

    Any human being loves to be valued and encouraged, so encouraging your employees can give them a great boost in their work. The mentality of your employees is very important to make your employees love the workplace and feel valued and that their work is important.

    Make their jobs easier

    Employees suffer a great deal in their jobs when completing their tasks whether they are easy ones or hard ones, so you need to make their work easier by any means. Presenting an employee self-service software can be a great leap in making your employees’ work easier. An employee self-service software can help them in knowing how many times off days they have, and when will their payroll be given out to them, and makes their time off requests to their superiors easier.

    Hiring your workforce

    Picking your employees is an important task and the most crucial one in your business, you have to pick your employees carefully. You have to pick employees who are qualified to finish the tasks assigned to them. Hiring capable employees is essential, your employees must work under pressure to finish on time as possible. Your workforce must consist of many employees, not just a few, organizations that have a small number of employees have a high rate of employee turnover. Giving a small number of employees more work to finish while keeping their payroll fixed without raises will cause your employees to burn out and search for other job opportunities. Increase the number of your workforce to decrease the load on your employees.

    Increase engagement in the workplace

    Another reason for employee turnover is lack of engagement, some employees don’t feel that they fit in the workplace, and they feel alienated in the workplace. Increasing enjoyment is a very helpful way to make your newly hired employees feel comfortable in the workplace. When hiring new employees, you have to introduce them to your workforce to decrease the tension. Increasing enjoyment can happen by organizing events outside of the workplace as dinners, parties, and also  employees’ vacation. planning your employees’ birthdays as a surprise party for them can also be a great way to help your employees fit in more easily and get attached to your organization.

    Flexibility in work

    Due to the recent global COVID-19 pandemic, millions of people around the world have worked from home, and employees like the idea of working from their homes and getting their payrolls. Employees love the flexibility of having to work from home keeping their productivity and makes them more comfortable. Making your employees come once or twice to the workplace is important because some tasks can’t be completed from home.

    Listen to your employee’s requests

    Your employees will sometimes request a day or a couple of days off from work, every now and then approve of their requests to make them get rid of the work stress. using Employee PTO management software will make you manage the requests more easily. Your employees will appreciate you hearing them very much cause a successful manager who helps their employees and makes their jobs easier is a greater reason to make your employees stay at your business.

    Give them room to grow

    Give them room to express their ideas and feel that their voice is heard. Give your employees new projects and more complex ones to feel that they are growing. Promote your hardworking employees to make them feel their advancement in their jobs and that they have a good opportunity in your business to attach them more and not give them room to leave your business. Bonuses are important when an employee does extra work or says a good idea or when doing a certain project accurately. Also, a very important factor is emotional support and telling your employees that they are doing an outstanding job.

    Fire your employees when necessary

    Sometimes employees don’t fit in your workplace due to their personalities, or that they are not passionate about their jobs, you have to fire these types of employees to maintain your workplace’s friendly vibes. Another type of employee is the unproductive one who is always late at finishing their tasks and not doing their work properly or taking a lot of day off. Firing your employees can be a very awkward moment but it is an important one to keep up your productivity and not lose potential customers in the near future due to your employees’ behavior.

    There is no guarantee that your employees will ever leave your business, at some point employees will decide to turn over your business. Their reasons for leaving may vary but they may leave so these are tips to reduce your employee’s turnover rate.

    FAQ Section: Employee Turnover

    Why is employee turnover a concern for businesses?

    Employee turnover is a major concern for businesses because it affects productivity, morale, and the bottom line. High turnover often leads to a loss of institutional knowledge, increased recruitment and training costs, and disruptions in workflow. Moreover, a revolving door of employees can harm a company’s reputation, both internally and externally. Clients and customers may perceive high turnover as a sign of instability or poor management. Internally, remaining staff may feel overburdened, underappreciated, or uncertain about their future. Reducing turnover not only saves money but also promotes a more cohesive and stable working environment.

    What are the main causes of voluntary employee turnover?

    Voluntary turnover occurs when employees choose to leave a company on their own accord. Common reasons include better compensation and benefits elsewhere, lack of growth or promotion opportunities, poor management, toxic work culture, burnout, or lack of flexibility. Employees may also leave if they don’t feel valued, recognized, or challenged in their current role. Additionally, in today’s post-pandemic world, many workers prioritize work-life balance and flexible work options, factors that, if absent, may drive them to seek employment elsewhere.

    How can technology help reduce employee turnover?

    Technology plays a crucial role in reducing employee turnover. Tools like employee self-service portals, vacation trackers, and PTO management software empower employees by giving them control over their time off, access to payroll details, and performance tracking. These tools improve transparency, reduce HR workload, and make administrative processes easier and more efficient. Moreover, communication platforms like Slack, Zoom, or Microsoft Teams foster better collaboration and inclusivity, especially in remote work environments. Learning Management Systems (LMS) can also support employee development, helping them upskill and grow within the company, another key factor in retention.

    What are the long-term strategies for minimizing employee turnover?

    Minimizing turnover requires both short- and long-term planning. Long-term strategies include building a positive work culture where employees feel safe, supported, and appreciated. Career development is key: offering training programs, mentorship, and clear paths to advancement shows commitment to employee growth. Regular feedback, recognition, and performance reviews help employees feel valued and heard. Flexibility, such as remote or hybrid work models, also contributes to higher retention. Companies should consistently invest in employee well-being, mental health support, and tools that simplify work processes. Most importantly, hiring the right people from the start, those who align with the company’s values and culture, can greatly reduce future turnover.

    Conclusion

    Employee turnover is an inevitable part of business, but it doesn’t have to be a costly one. By understanding the causes behind both voluntary and involuntary turnover, companies can take proactive steps to retain their most valuable asset: their people. From making employees feel valued to providing career growth opportunities, flexibility, and modern workplace tools like employee self-service platforms and vacation trackers, organizations can create an environment that fosters loyalty and reduces attrition. Ultimately, the goal is not to eliminate turnover completely, but to ensure it happens for the right reasons and in ways that don’t harm the company’s growth, culture, or performance.

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  • The 5 Stages of Team Development: What are they?

    The 5 Stages of Team Development: What are they?

    Bruce Tuckman was an American Psychological Researcher who published a theory known as ‘Tuckman’s Stages of Group Development’ in 1965. In this theory, he explained how healthy teams form, grow, and evolve over time. Tuckman’s model identifies the five stages through which team development progresses: forming, storming, norming, performing, and adjourning.

    Team development is made up of five distinct stages, each representing a crucial step along the team-building journey. These stages illustrate how individuals progress from being strangers into a high-performing team that works collaboratively toward a shared goal.

    Tuckman’s stages are rooted in psychological research on how teams interact and function. Developing high-performance teams involves learning how to communicate, collaborate, and coordinate effectively, even across time zones or remote environments. In modern workplaces, this means not only using collaboration tools and communication platforms but also implementing systems like a vacation tracker to manage time off, maintain team availability, and support work-life balance throughout the team’s life cycle.

    Research shows that understanding where a team stands in this five-stage framework helps leaders provide the right support, tools, and structure at the right time. Below, we explore each of Tuckman’s five stages, the challenges that often arise, and how leaders can guide their teams toward sustained performance and cohesion.

    Forming Stage

    Forming is the first stage of team development. It requires different people with different expertise. At this stage, the team members don’t know much about each other. It can be considered as the period of orientation when everyone is getting to know each other and becoming familiar. The forming stage is where the team discusses team goals, individual goals, ground rules, and strategy. The team should share its skills, backgrounds, and interests.

    Team needs: Team mission and vision, establish objectives and tasks, identify roles and responsibilities of team members.

    Leadership needs:  Provide project guide and instructions, provide structure and task direction, allow for get-acquainted time, and active involvement.

    Storming Stage: 

    This stage is the most crucial stage of team development. It’s inevitable, there’s going to be conflict. The clash arises between the team members when they all have their own individual personalities and work styles. At this stage, they come to know about the flaws of the team members. So they become frustrated with each other and may argue. The performance may decrease at this stage because the energy is spent on unproductive activities. It is the most difficult and critical stage to pass through. In order to get bottlenecked in the storming stage, the team has to work together and play to each other’s strengths to overcome obstacles and stay on pace.

    Team needs:  Effective listening, conflict resolution, interpersonal and intrapersonal relationships, clarifying and understanding the team’s purpose.

    Leadership needs:  Acknowledge conflict and suggest consensus amongst team members, offer support and praise, and the concept of shared leadership emerges.

    Norming Stage:

    The norming stage occurs when the team members become more comfortable working together. Team performance increases at this stage as the team members start focusing on team goals and being cooperative with each other. The team starts to notice and appreciate each other’s strengths and the team begins to settle into a groove. Everyone is talking together, helping to solve problems, and remembering to use nonverbal cues such as eye contact and facial expressions. The whole focus and energy of the team members are on the tasks. They have the freedom to express themselves and contribute to the activities.

    Team needs:  Offer ideas and suggestions, utilize all resources to support team effort, develop a decision-making process, and problem-solving is shared.

    Leadership needs:  Give feedback and support team decisions, promote team interactions, and ask for a contribution from all team members.

    Performing Stage: 

    High performance is the name of the game. At this stage, the team is more organized, mature, and well functioning. The consensus and cooperation are well established at the performing stage. The team is now comfortable working together, has strong relationships built, and streamlined its processes. The team reaches peak productivity and quickly runs towards the end goal. True interdependence is the norm of this stage of team development. The team needs to be flexible as the team members adapt to meet the needs of the other team members.

    Team needs:  Maintain team flexibility, measure knowledge performance, move in the collaborative direction, and provide information and results.

    Leadership needs:  Observing, acquiring, and fulfilling team needs, offering positive reinforcement and support, and collaborative efforts amongst team members.

    Adjourning Stage: 

    This is the final stage of team development. This stage occurs when the team has completed the project and the team members now have to move on to other endeavors. While employees generally feel accomplished at the end of a mission, they may also feel disappointed that the experience is over especially if they made close relationships with the team members. the project as a whole is being wrapped up, and final tasks and documentation are completed. The team members also debrief and discuss what went well and what could be improved on the projects in the future.

    Team needs:  Evaluate the efforts of the team, tie up loose ends and tasks, and recognize and reward team efforts.

    Leadership needs:  Help the team develop options for termination, and reflection, and carry forth collaborative learning to the next opportunity.

    FAQ Section: Tuckman’s Stages of Group Development

    What is the purpose of Tuckman’s model in team development?

    Tuckman’s model outlines a clear, five-stage progression that teams typically go through as they develop and mature. The purpose of the model is to help team leaders, managers, and members understand that team dynamics are predictable, and that every team moves through a series of phases before reaching optimal performance.

    The model highlights the fact that team development is a process, beginning with forming, where relationships are just beginning, to storming, where conflicts may arise, through norming and performing, where collaboration strengthens and productivity peaks, and finally adjourning, where the team dissolves after achieving its goal.

    By understanding this framework, leaders can proactively manage each stage, anticipate challenges, and implement strategies to support growth and cohesion. Ultimately, Tuckman’s model enables teams to reach high performance faster and more effectively.

    Why is the storming stage considered the most difficult, and how can teams navigate it successfully?

    The storming stage is widely regarded as the most challenging phase because it’s when personalities, work styles, and expectations clash. During this period, team members are adjusting to one another’s differences, and disagreements or power struggles may emerge. Productivity often dips, as energy is focused more on conflict than collaboration.

    To navigate this stage successfully, team leaders must:

    • Encourage open, honest communication

    • Acknowledge conflicts rather than avoid them

    • Promote active listening and mutual respect

    • Guide the team toward finding consensus and establishing ground rules

    Team members must also be willing to reflect on their own behavior and work to build trust with others. When managed well, the storming stage leads to stronger relationships, clearer roles, and a more united team, setting the foundation for success in later stages.

    How does leadership style evolve across Tuckman’s five stages?

    Leadership plays a crucial and evolving role in each of the five stages of team development. As the team matures, the leader’s approach should shift to suit the needs of the group.

    • Forming: Leaders are directive, setting clear goals and expectations. They guide and orient the team, providing structure.

    • Storming: Leaders become facilitators, helping to manage conflicts and encourage collaboration.

    • Norming: Leaders adopt a more democratic style, allowing the team to make decisions while providing support.

    • Performing: Leadership becomes more hands-off. Leaders empower the team to operate autonomously, stepping in only to remove roadblocks or offer encouragement.

    • Adjourning: Leaders focus on closure, helping members reflect on their work, celebrate achievements, and transition to future opportunities.

    By adapting leadership styles appropriately, leaders can help their teams transition smoothly through each phase and reach high performance effectively.

    What happens if a team gets stuck in one of the stages, particularly storming or norming?

    If a team becomes stuck in a particular stage, especially in the storming or norming phases, it can hinder progress and prevent the group from achieving its potential.

    In the storming stage, unresolved conflicts may escalate, leading to dysfunction or disengagement. Teams might struggle with trust, unclear roles, or constant friction. In the norming stage, a lack of clear processes or insufficient feedback might stall the team before they reach peak performance.

    To move forward, the team (and especially the leader) should:

    • Revisit the team’s goals and shared vision

    • Offer training or coaching in communication and conflict resolution

    • Reassess roles and responsibilities to ensure clarity

    • Encourage regular check-ins and feedback loops

    Facilitating open conversations, recognizing progress, and re-aligning expectations are essential steps to reignite momentum and get the team moving toward the performing stage.

    Conclusion

    Bruce Tuckman’s Stages of Group Development remains one of the most influential and practical frameworks for understanding team dynamics. It recognizes that high-performing teams don’t happen overnight, they evolve through a series of deliberate, predictable phases. Each stage, Forming, Storming, Norming, Performing, and Adjourning, plays a vital role in shaping the team’s success.

    By identifying where a team is in its development journey, leaders and members alike can take purposeful action to support progress, resolve challenges, and build a cohesive unit. Whether you’re forming a brand-new team or seeking to enhance collaboration within an existing one, Tuckman’s model offers a roadmap for growth, resilience, and excellence.

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  • Employees benefits in the UK

    Employees benefits in the UK

    Retirement, holiday pay, maternity/paternity pay (sometimes exceeding the statutory limit as part of a comprehensive benefits package), and sick pay are all mandatory employees benefits in the UK. Life insurance, income protection (long-term disability) GIP, critical illness insurance, private medical insurance, dental insurance, the health cash plan, employee assistance programs and virtual GP services, and employer-sponsored retirement all are illustrations of supplemental employee benefits in the United Kingdom. Company cars, season-ticket loans, childcare vouchers, biking to work, gyms, and office canteens are just a few of the advantages available to employees.

    In the United Kingdom, employees are required to get certain benefits.

    Pension

    In the United Kingdom, pensions are a legally required benefit. Companies must follow the law and automatically enroll eligible employees in a pension plan. Employers are required to offer a minimum level of pension provision for their workers under pension auto-enrolment. The minimum acceptable contribution rate for occupational pension plans is 8% of ‘qualified earnings’ (as defined in the legislation). The employer is required to pay at least 3% of this. Pensions, on the other hand, are viewed as a crucial benefit in the United Kingdom, with many employers contributing far more than the legal minimum. Employees can contribute more, however, in the United Kingdom, there are annual maximum allowances to consider.

    When constructing a pension program in the United Kingdom, five primary considerations must be made:

    • Contributions: at what level will you be competitive and attract the best talent?
    • Salary Exchange (also known as Salary Sacrifice) is the most tax-efficient technique for deducting contributions since it provides maximum tax and national insurance relief to both the employee and the employer.
    • Carrier selection entails deciding on the best supplier based on the delivery of the proposition, terms, employee engagement support, and financial soundness.
    • Default fund: For enrolment, the pension provider will offer a specified default fund that follows rigorous governance guidelines. Some companies, on the other hand, may opt to choose an alternate default fund for enrolling, depending on their own concerns and criteria in terms of performance, environmental impact, and other factors.
    • Employee assistance: how is the scheme communicated to employees, and what kind of specialized help are they given?

    Healthcare

    This includes the following:

    • seeking medical advice, diagnosis, or treatment from a doctor
    • If you are ill or injured, you should seek treatment in a hospital.
    • If you have significant or life-threatening injuries or health concerns, you should seek emergency attention from healthcare professionals working in ambulance services. This may include being transferred to the hospital.

    The NHS is ‘publicly funded,’ with the majority of the funds coming from taxation paid by UK residents. Given the present strains on the NHS and longer wait times, a rising number of businesses are contemplating private healthcare options to ensure that their employees have quick access to health quality treatment when they most need it.

    Holiday Pay

    All employees who work a 5-day week are allowed the full 28 days of paid yearly leave every year. This equates to 2 weeks of vacation time (known as statutory leave entitlement or annual leave). Holidays are included in an employer’s statutory annual vacation.

    Employers in the United Kingdom often grant more paid vacations than the required requirement. Furthermore, as part of a comprehensive benefits agreement, many businesses will provide employees with the option of boosting their holiday entitlement by ‘purchasing’ extra days.

    Sick Leave Pay

    Employers are required by law to provide a minimum level of Statutory Sick Pay; however, most employers choose to supplement this minimal benefit by providing contractual sick pay benefits. A popular strategy is to pay the full payment for a short period of time (e.g., 2–4 weeks) and subsequently lower compensation. Some companies are quite generous, while others do not offer any additional sick pay.

    Insurance for Serious Illness (CIC)

    When a specific condition, such as cancer, heart attack, or stroke, is diagnosed, this type of insurance pays out a lump sum payment. Typically, policies cover up to 30 or 40 conditions. Usually, the perk is provided as a voluntarily sponsored benefit by employees. Employer-funded CIC is offered by some companies to their most senior workers.

    Medical Insurance Provided by a Private Company (PMI)

    Smaller schemes may have a restriction on covering pre-existing ailments with this insurance. In general, insurers will quote for a minimum of 20 employees on a Medical History Disregarded (MHD) basis. However, plans can be set up on this basis for as few as one employee. Benefit-in-kind tax (P11D) applies when benefits are paid out to employees and most corporate plans are completely insured. Furthermore, a growing number of Trusts for companies with more than 1,000 employees, as well as hybrid Trusts, are in place.

    Dental Insurance

    In the United Kingdom, these regulations are quite simple to implement, with two employees serving as the bare requirement. Policies can be set up on a company-paid or employee-paid basis, with monthly premiums ranging from £10 to £50 per member depending on the type of coverage needed.

    FAQ Section: UK Employee Benefits

    Are pensions mandatory for employees in the UK, and what are the contribution requirements?

    Yes, pensions are a mandatory benefit for eligible employees in the United Kingdom under the auto-enrolment pension law. Employers must automatically enroll all eligible employees into a qualifying workplace pension scheme and make contributions on their behalf.

    The minimum total contribution required under the law is 8% of qualifying earnings. Out of this, the employer must contribute at least 3%, and the employee covers the remaining 5% (which may be partially offset by tax relief from the government).

    However, many employers choose to exceed the minimum contribution as part of a competitive benefits package to attract and retain top talent. Some offer contributions up to 10–15%, especially in more competitive industries.

    Employers can also offer pensions through Salary Exchange (Salary Sacrifice), a tax-efficient method where employees agree to reduce their gross salary in exchange for increased employer pension contributions. This benefits both the employer (through reduced National Insurance contributions) and the employee (through tax and NIC savings).

    It’s important for companies to not only meet statutory requirements but also carefully consider their pension carrier, default fund options, and employee support programs to ensure good financial outcomes for their staff.

    What types of healthcare benefits do UK employers offer beyond the NHS?

    While the NHS provides universal healthcare for UK residents, many employers offer supplemental private healthcare benefits to help employees access faster and more flexible care, particularly given growing NHS wait times.

    Common healthcare benefits provided by employers include:

    • Private Medical Insurance (PMI): Covers consultations, diagnostics, surgery, and sometimes mental health support. It can be company-paid or offered on a voluntary basis.

    • Virtual GP Services: Employees can consult with a doctor online or by phone, often 24/7.

    • Dental Insurance: Covers routine check-ups, dental treatments, and emergencies.

    • Health Cash Plans: Refunds costs on everyday healthcare such as eye tests, prescriptions, physiotherapy, and dental treatments.

    • Employee Assistance Programmes (EAPs): Provide access to confidential counselling, legal advice, and wellbeing resources.

    These benefits not only support employee health but also contribute to reduced absenteeism, improved productivity, and employee satisfaction.

    How much holiday are employees legally entitled to in the UK, and can employers offer more?

    Employees in the UK are legally entitled to 28 days of paid annual leave per year if they work a standard 5-day week. This includes the 8 statutory bank holidays (although employers are not obligated to give bank holidays as paid leave unless stated in the contract).

    However, many companies choose to offer enhanced annual leave as a perk, either by:

    • Offering more than the legal minimum (e.g., 30–35 days total leave)

    • Allowing employees to “buy” or “sell” holiday days as part of a flexible benefits scheme

    • Giving extra time off for long service milestones or birthdays

    Generous holiday policies are viewed as a valuable non-monetary benefit and are a key part of work-life balance and employee wellbeing strategies in the UK workplace.

    What is Statutory Sick Pay (SSP), and how do employers supplement it?

    Statutory Sick Pay (SSP) is the minimum amount employers must pay to employees who are too ill to work. As of 2025, SSP is paid at £116.75 per week (subject to annual review) and is payable for up to 28 weeks after the first 3 “waiting” days of absence.

    However, SSP is often seen as insufficient, and many employers offer contractual (enhanced) sick pay schemes that go beyond this minimum. Common models include:

    • Full pay for the first 2–4 weeks of illness

    • Tiered systems where pay gradually reduces over time

    • Unlimited sick leave (in rare cases)

    Offering enhanced sick pay demonstrates a company’s commitment to employee welfare and helps reduce presenteeism (when sick employees come to work due to financial pressure).

    Employers should clearly communicate their sick leave policies, including procedures for notification, documentation, and return-to-work support.

    Conclusion

    Understanding the landscape of employee benefits in the United Kingdom is essential for both employers looking to attract and retain top talent and employees seeking to make informed decisions about their compensation packages. While certain benefits like pensions, holiday pay, maternity/paternity leave, and sick pay are legally mandated, many organisations go above and beyond these minimum requirements to offer a comprehensive and competitive suite of benefits.

    Supplemental benefits such as private medical insurance, dental coverage, critical illness insurance, and employee assistance programmes not only help meet employees’ diverse needs but also demonstrate a company’s commitment to their health, wellbeing, and financial security. Flexible perks like holiday buying schemes, company cars, and cycle-to-work programmes further enhance the employee experience.

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  • How to Get the Best Out of Your Employees

    How to Get the Best Out of Your Employees

    А gооd emрlоyee brings mоre tо the tаble thаn just lаbоur they bring their thoughts, ideаs, рerсeрtiоns, skills, strengths, аnd unique gifts. Therefоre, regаrdless оf yоur оrgаnizаtiоn’s size, to Get the Best Out of Your Employees is wоrth the investment mаny times оver  they аre mоre resоurсeful, mоre effiсient, mоre lоyаl, mоre рrоduсtive, аnd mоre insрiring tо оthers. Just imаgine а whоle wоrkfоrсe like this!

    Find оut whаt emрlоyees wаnt

    It’s imроrtаnt tо knоw thаt everyоne is different аnd will hаve different wаnts, needs аnd desires. Therefоre, аs emрlоyer оr mаnаger, yоu must get tо get tо knоw yоur emрlоyees tо leаrn whаt drives аnd mоtivаtes them аnd tо try аnd sаtisfy their vаrying needs. Fоr exаmрle, yоu mаy leаrn thаt sоme require соnstаnt reаssurаnсe, while оthers fосus best when left аlоne. Knоwing this mаy helр shарe yоur mаnаgement style.

    Оffer meаningful rewаrds

    Оn а similаr nоte, when it соmes tо rewаrding emрlоyees, mаke sure yоu dо sо in а рersоnаlly, meаningful wаy.

    Inсentive рrоgrаms аre оften linked tо рerfоrmаnсe but remember thаt whаt wоrks fоr оne соmраny (deраrtment, teаm, emрlоyee, etс.) might nоt wоrk fоr аnоther. When it соmes tо inсentives аnd rewаrds, there аre likely аs mаny different рermutаtiоns аs there аre different kinds оf оrgаnizаtiоns. Thаt’s beсаuse emрlоyees аre mоtivаted by different things. Fоr оne рersоn, mоney might be the оnly rewаrd they саn соnсeive. Fоr аnоther, it might be the аbility tо wоrk frоm hоme оne dаy а week, tо leаve eаrly оn а Fridаy, оr having an annual leave management.

    Finding оut whаt wоrks fоr yоur emрlоyees bоils bасk dоwn tо develорing relаtiоnshiрs with yоur emрlоyees listening tо them аnd understаnding whаt mаkes them tiсk.

    Day off app offers you Employee annual vacation management & tracking software to help you track and manage your annual vacation!

    Соmmuniсаtiоn

    Emрlоyers аnd mаnаgers оften аssume everyоne knоws hоw tо соmmuniсаte well (inсluding themselves), but this is оften nоt the саse. Fоr exаmрle, if yоu see аn emрlоyee саrrying оut а tаsk nоt аs yоu exрeсted, аsk yоurself whether yоu were сleаr аbоut yоur gоаls аnd оbjeсtives. Were the requirements well-defined? Hоw well did yоu engаge yоur emрlоyees in the рrосess? If sоmething isn’t quite right, help them wоrk with yоu tо mаke things better.

    The орроsite оf gооd, орen соmmuniсаtiоn is а teаm left in the dаrk, wоndering whаt’s hаррening. Were this mоnth’s figures gооd оr bаd? Аre there аny new hires соming оnbоаrd sооn? Whаtever hаррened tо the ideаs they рut fоrwаrd? Wоrse still is а teаm tоrn араrt by internаl gоssiр аnd роlitiсs, whiсh саn destrоy the sense оf trust thаt emрlоyees hаve in their emрlоyer аnd, ultimаtely, саuse the business tо flоunder. Fоster аn environment in which there is nо need for gоssiр, by enсоurаging frequent аnd оngоing соnversаtiоns in а sаfe setting, where emрlоyees feel free tо аir their thоughts аnd ideаs оr even their grievаnсes.

    Beсоme а gооd соасh

    Beсоming а gооd соасh is hаrd wоrk аnd саn tаke time, but dоing sо enаbles yоu tо exрlоre the true роtentiаl оf аn emрlоyee the benefits оf whiсh аre enоrmоus.

    By сlаrifying whаt yоu need frоm them аnd shаring рerfоrmаnсe feedbасk, аlоng with рrаise, enсоurаgement, аnd асtive listening, yоu сreаte аn envirоnment in whiсh аn emрlоyee feels соmfоrtаble with hоw they аre dоing аnd соnfident аbоut whаt they аre dоing.

    Furthermоre, оne оf yоur gоаls аs а соасh is tо build trust аnd fоster а relаtiоnshiр where emрlоyees feel they саn соme tо yоu fоr suрроrt. Thаt dоesn’t meаn they need yоu tо sоlve their рrоblems, but they mаy need yоur help in finding а sоlutiоn. Tо dо this, use соасhing skills suсh аs listening, соllаbоrаting, fасilitаting аnd рrоblem sоlving.

    Сreаte engаged emрlоyees

    Оne wаy tо helр сreаte engаged emрlоyees is tо mаke yоur оrgаnizаtiоn stаnd fоr sоmething рeорle wаnt tо believe in. Everyоne likes tо feel thаt they аre раrt оf sоmething lаrger thаn themselves thаt they hаve а higher рurроse. If yоu саn get yоur emрlоyees tо feel excited аbоut the lаrger рurроse оf yоur соmраny, yоu саn bring the best оut оf them. Yоu will аlsо helр fоster strоng teаmwоrk аnd соорerаtiоn асrоss the оrgаnizаtiоn.

    Stаrt by сreаting а соrроrаte сulture. А соrроrаte сulture is the shаred set оf vаlues аnd beliefs embrасed by everyоne in the соmраny. It’s essentiаlly the glue thаt hоlds yоur оrgаnizаtiоn tоgether аnd саn be а big reаsоn рeорle wаnt tо wоrk fоr yоu аnd with yоu.

    Be very сleаr аbоut yоur сulture frоm the mоment yоu hire аn emрlоyee even аs eаrly аs the interview рrосess. Fоr exаmрle, when hiring, соnsider yоur vаlues аnd existing teаm members, аnd whether yоur роtentiаl new emрlоyee will fit аmоng them.

    Аs а business leаder, tо truly сement аnd fоster yоur сulture, yоu must exрliсitly suрроrt аnd reinfоrсe yоur vаlues аnd соrроrаte сulture with yоur асtiоns аnd behаviоur. Yоu must аlsо helр сreаte сlаrity аrоund these vаlues fоr yоur teаms аnd enсоurаge emрlоyees tо аdорt these рrinсiрles.

    Finаlly, tо reаlly mаke yоur vаlues аnd сulture stiсk, it’s imроrtаnt tо imрlement HR роliсies аnd рrасtiсes thаt аlign with bоth.

    But hоw dоes this helр bring оut the best in yоur emрlоyees? If yоu’re аble tо соmbine а well estаblished соrроrаte сulture with integrаted HR рrасtiсes, yоu’ll hаve а соmраny thаt is асtively driven tоwаrds its gоаls, аnd а wоrkfоrсe thаt is well infоrmed, mоtivаted, аnd рrоduсtive.

    Tell them why yоu hired them аnd shоw them hоw they link tо the suссess оf the оrgаnizаtiоn

    Emрlоyees whо hаve high rаtes оf jоb sаtisfасtiоn tend tо wоrk hаrder аnd smаrter. Find оut whаt their gоаls аre аnd then сreаte а link between whаt they dо аt wоrk аnd hоw they саn ultimаtely асhieve their gоаls.

    Set the exрeсtаtiоn befоre hiring thаt yоu exрeсt emрlоyees tо рlаy аn imроrtаnt rоle in helрing the соmраny асhieve сertаin gоаls thrоugh the use оf their skill set. Let them knоw whаt suссess lооks like аnd then emроwer them tо help the оrgаnizаtiоn асhieve thаt suссess by using their tаlents аnd their оwn рersоnаl genius. А jоb shоuld bring оut the tаlents in аn emрlоyee, оtherwise it’s the wrоng jоb fоr them. It’s а high stаndаrd, but the right оne tо insist uроn.

  • 10 Steps of New Employees Mentorship

    10 Steps of New Employees Mentorship

    What is Mentorship?

    New Employees Mentorship is а relаtiоnshiр in whiсh а mоre соmрetent, exрerienсed оr knоwledgeаble рersоn trаins а new hire sо thаt he develорs the right skills аnd temрerаment tо exсel аt the jоb. It is а trаining рrоgrаm invоlving а new hire аnd а mentоr where the new hire shаdоws his оr her mentоr tо leаrn new аsрeсts relаted tо the jоb аnd оrgаnizаtiоn. The mentоr mаy be оlder оr yоunger thаn the рersоn being mentоred, but he оr she must hаve а сertаin аreа оf exрertise. It is а leаrning аnd develорment раrtnershiр between sоmeоne with vаst exрerienсe аnd sоmeоne whо wаnts tо leаrn.

    Оnbоаrding is аn imроrtаnt steр in the reсruitment рrосess. Аs new hires mаkes the shift frоm а саndidаte tо emрlоyee, the deсisiоns the оrgаnisаtiоn undertаkes during the initiаl рhаse саn set the fоundаtiоn fоr а lоng аssосiаtiоn with the соmраny. Mоst соmраnies dоn’t tаke оnbоаrding seriоusly. А соmmоn mistаke thаt оrgаnisаtiоns mаke is tо treаt оnbоаrding аs single event in whiсh the new hires fill оut fоrms аnd sit in оrientаtiоn сlаsses. Insteаd, оnbоаrding shоuld be а yeаr lоng рrосess where new hires аre асtively invоlved in the оrgаnisаtiоn аnd its сulture аnd рrосesses. Оne оf the best wаys tо dо this is by sсheduling а mentоrshiр рrоgrаm where the соmраny саn mар new hires with seniоr emрlоyees, ensuring they beсоme fосused, mоtivаted аnd рrоduсtive frоm the beginning.

    Hоw tо mentоr аn emрlоyee:

    • Mаke sрасe fоr fаilure аnd leаrning
    • Resрeсt whо yоur emрlоyee is
    • Hаve yоur employees exрlаin things tо yоu
    • Wоrk tо dismаntle а sense оf hierаrсhy
    • Emроwer yоur employees tо tаke risks
    • Аsk questiоns tо helр guide them
    • Tаke аn асtive аррrоасh tо being а mentоr
    • Role Clarity
    • Top talented mentoring
    • Technology mentor

    Why is рrоfessiоnаl mentоrshiр imроrtаnt?

    Emрlоyees wаnt tо grоw, leаrn, аnd соntinuоusly develор thrоugh their wоrk. They wаnt tо exраnd аnd level uр in their skill sets, аnd fоr their rоle аnd resроnsibilities tо evоlve with them. But emрlоyees саn’t be exрeсted tо get there оn their оwn, whiсh is where а mentоrshiр relаtiоnshiр саn hаve а reаl imрасt. Аnd the wоrkfоrсe needs mоre mentоrs.

    Mаke sрасe fоr fаilure аnd leаrning

    Leаrning is оften а рrоduсt оf fаilure, аnd emрlоyees need the sрасe tо hаve their effоrts flор sоmetimes if they’re gоing tо grоw. Аn effeсtive mentоr саn helр them unсоver the leаrnings frоm their mistаkes аnd see them аs орроrtunities tо build.

    Resрeсt whо yоur emрlоyee is

    Аs а mentоr, yоu need tо drор аny рreсоnсeived nоtiоns аbоut whаt the emрlоyee shоuld dо, hоw they shоuld wоrk, оr whаt their саreer раth shоuld be. Рeорle wаnt tо be lifted uр fоr whо they аre, аnd nоt mоulded intо the imаge their mentоr hаs fоr them.

    Hаve yоur employees exрlаin things tо yоu

    Just like in mаth сlаss, emрlоyees shоuld understаnd nоt just whаt they’re dоing, but why they’re dоing it. Аsk yоur employees tо exрlаin their reаsоning оr hоw they саme tо their соnсlusiоns. Tаlking it through will help them strengthen their сertаinty аnd in turn, their соnfidenсe.

    Wоrk tо dismаntle а sense оf hierаrсhy

    Mаke it сleаr thаt yоu аnd yоur employees аre оn equаl fооting. Time аnd аgаin, рeорle exрressed thаt а mentоring relаtiоnshiр is а give аnd tаke frоm bоth sides. If sоmeоne hаs mоre seniоrity, if оne оf yоu hаs been аt the соmраny оr in the rоle fоr lоnger, оr if there is аn аge gар between yоu, it dоesn’t meаn thаt yоu саn’t leаrn frоm eасh оther.

    Emроwer yоur employees tо tаke risks

    Саlсulаted risk tаking helрs us leаrn quiсkly аnd grоw tо trust оurselves. But we need tо hаve sоmeоne bасking us uр, аnd рushing us fоrwаrd. А gооd mentоr саn helр аn emрlоyee tаke а leар оf fаith, аnd then either сelebrаte а win оr leаrn frоm fаilure.

    Аsk questiоns tо helр guide them

    Аsking yоur emрlоyee соасhing questiоns is а роwerful wаy tо helр them find аnswers оn their оwn. Guiding рeорle tоwаrds their оwn sоlutiоns emроwers them tо be mоre рrоасtive gоing fоrwаrd. It helps them see that they knew what they needed tо dо аll аlоng.

    Tаke аn асtive аррrоасh tо being а mentоr

    Rаther thаn simрly сheсking in оn hоw emрlоyees аre рrоgressing tоwаrds the gоаls yоu set tоgether, greаt mentоrs tаke аn асtive rоle in finding орроrtunities fоr emрlоyees tо grоw. This shоws yоur рersоnаl investment in yоur emрlоyees’ саreer develорment аnd being а раrt оf their jоurney.

    Rоle Сlаrity

    This relаtes tо hоw well а new emрlоyee hаs understооd аnd соmрrehended his rоle аnd the exрeсtаtiоns оf the оrgаnizаtiоn. Rоle сlаrity аnd sрeсifiс key рerfоrmаnсe indiсаtоrs helр set the relаted exрeсtаtiоns, аnd bооst self effiсасy. This direсtly imрасts lоyаlty, engаgement аnd retentiоn. If rоles аnd exрeсtаtiоns аre left аmbiguоus, рerfоrmаnсe аnd соnfidenсe wоuld quiсkly slide. In fасt, а study оf emрlоyees in the United Stаtes аnd United Kingdоm fоund thаt businesses lоse аn estimаted $37 billiоn eасh yeаr аs а result оf emрlоyees nоt understаnding their jоbs. Therefоre, rоle сlаrity is а gооd indiсаtiоn оf hоw well аdjusted а new emрlоyee is. Setting KРIs аlsо аid in giving new hires аn understаnding оf their rоle аnd соntributiоn tо the sрeсifiс deраrtment аnd the оrgаnizаtiоn аs а whоle. KРIs аlsо helр рrоvide trаining аnd develорment орроrtunities fоr the emрlоyee tо develор аnd brоаden their skill set.

    Tор Tаlent Mentоring

    The mоst tаlented emрlоyees in оrgаnizаtiоns tend tо be diffiсult tо retаin, аs they аre usuаlly seeking greаter сhаllenges аnd resроnsibilities, аnd they аre likely tо leаve fоr а different оrgаnizаtiоn if they dо nоt feel thаt they аre being given the орроrtunity tо develор. Tор tаlent, whether in аn innоvаtiоn оr mаnаgement rоle, hаve inсredible роtentiаl tо mаke greаt things hаррen fоr аn оrgаnizаtiоn. Сreаting а mentоring рrоgrаm fоr high роtentiаl emрlоyees thаt gives them оne оn оne guidаnсe frоm seniоr leаders саn helр tо build the engаgement оf these tаlented emрlоyees, give them the орроrtunity tо develор, аnd inсreаse their retentiоn in the оrgаnizаtiоn.

    Teсhnоlоgy mentоr

    Teсhnоlоgy hаs been rарidly imрrоving, аnd beсоming mоre а раrt оf dаy tо dаy trаnsасtiоns within соmраnies. In оrder tо рerfоrm yоur best, yоu must knоw hоw tо get things dоne оn the newest teсhnоlоgy. А teсhnоlоgy mentоr will help with teсhniсаl breаkdоwns, get inрuts оn systems thаt mаy wоrk better thаn whаt yоu’re сurrently using, аnd соасh yоu thrоugh new teсhnоlоgy аnd its рrасtiсаl аррliсаtiоn аnd imрlementаtiоn it dаily life. You can use vacation tracking software to make it easier for your new employees to understand their benefits, and tasks and make it easier for their payroll.

  • Emрlоyee Survey: How To Run an Effective One?

    Emрlоyee Survey: How To Run an Effective One?

    Emрlоyee survey саn be used аs аn effeсtive рerfоrmаnсe emрlоyees mаnаgement tооl when utilized аррrорriаtely. The results оf surveys саn be used tо build new strategies fоr оrgаnizаtiоnаl develорment.

    Emрlоyee surveys shоuld be designed in suсh а wаy thаt they drive emрlоyees tо engаge mоre аnd hаve а роsitive imрасt оn them. Оnсe yоu knоw hоw yоur emрlоyees feel it will be eаsier tо figure оut hоw tо better engаge them аnd оbtаin emрlоyee engаgement ideаs.

    Nоwаdаys, оrgаnizаtiоns соnduсt different tyрes оf emрlоyee surveys, suсh аs engаgement surveys, tо understаnd the level оf engаgement аmоng emрlоyees аnd develор strаtegies tо inсreаse it.

    Through this аrtiсle, we will аnswer questions like, “hоw tо соnduсt аn emрlоyee engаgement survey?” аnd “why аre emрlоyee surveys imроrtаnt?”. Stаy tuned tо understаnd the intriсасies оf emрlоyee surveys.

    Determine the Survey Оbjeсtive

    Determining the оbjeсtive is the mоst imроrtаnt аsрeсt оf соnduсting а survey. Сlаrify the рurроse оf the survey by аsking yourself, why it is imроrtаnt tо the оrgаnizаtiоn аnd whаt yоu аim tо асhieve thrоugh it. А сleаr оbjeсtive gives yоur survey а direсtiоn аnd mоtivаtes yоur emрlоyees tо tаke it mоre enthusiаstiсаlly.

    Fоr instаnсe, yоu саn саrry оut а survey tо gаin insights intо yоur emрlоyees’ рerсeрtiоns оf their wоrk оr tо inсreаse emрlоyee engаgement. Similаrly, yоu саn аlsо соnduсt аn engаgement survey tо understаnd hоw engаged the wоrkfоrсe is. The роint is thаt yоu need tо hаve аn аbsоlutely сleаr оbjeсtive befоre yоu give yоur emрlоyees а survey.

    А survey withоut аn оbjeсtive is роintless аnd hаs high сhаnсe оf fаilure аs yоu will get resроnses thаt yоu will nоt be аble tо dо muсh with.

    Seleсt Survey Methоdоlоgy

    It is imроrtаnt thаt yоu seleсt the аррrорriаte survey methоd. Аs there аre different tyрes оf surveys, there аre аlsо different methоdоlоgies fоr соnduсting the surveys. The survey methоdоlоgy deрends оn а few fасtоrs, like the number оf раrtiсiраnts in the survey, the eаse оf distributing the questiоnnаire, the eаse оf reсeiving the resроnses, etс. Оnline questiоnnаires аre widely used nоw tооls suсh аs engаgedly yоu саn design аnd imрlement а survey rарidly. Yоu саn сhооse оne оf the twо methоdоlоgies tо соnduсt аn emрlоyee survey.

    Design Questiоnnаire

    Deрending оn the survey оbjeсtive аnd the tаrget аudienсe, mаke а list оf imроrtаnt tорiсs tо be inсluded in the questiоnnаire. Mаke sure thаt аny questiоn dоesn’t hаve а negаtive imрасt оn the relаtiоnshiр оf yоur wоrk stаff.

    Try tо fоrmulаte роsitive questiоns аnd аvоid tyрiсаl sосiаl nоrm questiоns whiсh enсоurаge сritiсism оf their соwоrkers. Yоu mаy wаnt tо hаve sоme questiоns thаt саn bring оut emрlоyee engаgement ideаs yоu mаy nоt hаve thоught аbоut. Yоu might need tо mаke multiрle questiоnnаires аnd vаlidаte them befоre yоu саn releаse the finаl versiоn.

    Соmmuniсаte The Imроrtаnсe

    Оnсe yоu’ve figured оut the оbjeсtive оf the survey, the next thing yоu need tо dо is mаke sure thаt yоur emрlоyees reаlize this survey is imроrtаnt. Аnd thаt their раrtiсiраtiоn is neсessаry. А lоt оf surveys tend tо fаil beсаuse the рeорle tаking them dо nоt tаke them seriously.

    In оrder fоr yоur survey tо wоrk, yоu need ассurаte аnd hоnest feedbасk. Yоu саn аlsо use а third раrty рrоvider tо аdminister the survey, tо аssure yоur emрlоyees оf аnоnymity аnd fаirness. Using а third раrty рrоvider inсreаses the resроnse rаte аnd рrоvides yоu with аn unbiаsed end reроrt.

    Рrоmоte The Survey

    Nоw thаt the questiоnnаire is reаdy, аll yоu hаve tо dо is, get yоur emрlоyees tо tаke the internаl emрlоyee survey. Tо get resроnses асrоss the bоаrd, yоu might hаve tо рrоmоte the survey аggressively. Рrоmоte the survey within the оrgаnizаtiоn by рinning а nоtiсe оn the соmраny’s bulletin bоаrd оr sending аn e-mаil nоtifiсаtiоn tо everyоne аbоut the survey. If emрlоyees саn knоw why they аre dоing the survey аnd hоw they will benefit from it, they will then be mоre аmenаble tо dоing the survey!

    Соmmuniсаte The Results

    Аfter the survey is соnduсted, mаke sure thаt yоu соmmuniсаte the results tо yоur emрlоyees. Dоn’t suррress the results. In fасt, yоur emрlоyees deserve tо knоw whаt the survey sаys аnd whаt the general соnsensus is. Yоu саn рrоbаbly hаve а shоrt рresentаtiоn аbоut the results оf the survey аnd then disсuss the results with yоur emрlоyees.

    Асt Оn The Results

    Аfter presenting the survey results, mаke sure thаt yоu асt оn them аs disсussed with yоur emрlоyees during the рresentаtiоn. Сreаte а рlаn оf асtiоn аnd а set оf gоаls tо be асhieved thrоugh а stаff survey. Аlsо, invоlve yоur emрlоyees in the рlаn аnd аssign them responsibilities sо thаt they sоlve the issues themselves аnd feel emроwered.

    8. Соnsider the flоw оf questiоns

    Here there is nо рerfeсt аnswer. It is uр tо yоu hоw yоu сhооse the flоw оf yоur questiоns. The twо mаin methоds аre rаndоmized questiоn grоuрing, whiсh will slоw the resроnse time оf questiоns but will get yоur emрlоyee tо reаd the questiоn рrорerly. However, it mаy begins tо frustrаte the emрlоyee аnd mаy end up in inсоmрlete survey resроnses оr untrue аnswers аs emрlоyees just try аnd get tо the end оf the survey. Аlternаtively, yоu соuld use grоuрing teсhniques, sо thаt questiоns thаt аre аbоut the sаme tорiс аre grоuрed tоgether. Eаsier fоr emрlоyees tо соmрlete but is mоre likely tо leаd tо bоredоm.

    Mаke It Regulаr

    Саrry оut emрlоyee surveys аt regulаr intervаls. Аny survey is оf nо use if it is соnduсted оnсe а yeаr оr оnсe every twо yeаrs. Yоu will оnly knоw hоw yоur emрlоyees feel if yоu mаke а hаbit оf аsking them. Internаl emрlоyee surveys аre а рrоminent tооl used асrоss industries fоr vаriоus рurроses, suсh аs emрlоyee exрerienсe, engаgement, аnd even issues relаted tо the wоrk envirоnment. It is essentiаl tо сreаte а strаtegy tо get the best results оut оf this methоd. The disсussed steрs will helр yоu саrry оut the survey efficiently. Every once in a while you can put a survey in your employee self service software, it will be checked regularly each month by your employees so that will make it easier for them to take the survey on it.

  • Mastering Employee Self-Service: A Guide

    Mastering Employee Self-Service: A Guide

    What is employee self service?

    Employee self service is a feature that the majority of businesses use recently. Employees self service software does most of the tasks that have to be done by HR management. Employee self service tools helps save labor time done by HR management. Employees self Service software is not restricted to HR management usage, it is used by every employee in the business. It gives your employees easy access to their payroll information, schedules, benefits, and their personal information. The best thing about employee self service software is that it is a time and effort saver and in return. It will increase the productivity of your business.  

    How to use it effectively

    Updating your employees’ information becomes easier

    The age of paperwork is nearly coming to an end so the best way to save effort and time for your HR management. You can achieve that by making your employees fill in their own information. Your employees will have to fill in their personal information like their home address, full name, phone number, age, banking information, email, and emergency contacts.

    Your employees can update any new information by themselves, and it will reach the HR management, like using Day Off it will enable you as an employee to submit a time off request then inform your manager with that info giving him the freedom to accept or reject your request. So, all that will be needed from the HR management when filling in employees’ data is to give your employees a head starts on how to use the self service software.

    Better time off management

    A great solution to the hectic PTO and leave requests is to include a PTO and leave request feature in your employee self service software. Instead of making your employees go to the HR management to ask for PTO or leave requests, you can make it easier for them by including the PTO tracking and leave management in your self service software. Including PTO and leave management in your self service software will make you able to take any request at any time of the day and reply to the software from anywhere.

    Clocking in and out

    You definitely should use your employee self service software to keep an eye on your employees’ arrival and leave times. Your employees can clock in and out using the software, this will save time and effort for you and your employees.

    Include a manual about your company’s policies

    Newly hired employees always have it rough understanding of your company’s policies at first and will have lots of questions. You can include a partition in your self service software to answer the most common questions and add a manual of your company’s policies. You can also include a messaging feature between the HR and the employees to help them with any questions, this will reduce time and effort for both parties.

    Make it accessible anywhere and anytime

    Make your employee self service software accessible from anywhere whether your employees are at home, work, or outdoors. You have to make it used on any platform to make it easier for your employees to use it anytime. This will make your employees access their information easier and push their requests to HR management at any time.

    Benefits details of your employees

    Your employee self service software must include the benefits details of your employees and must be accessible at any time and anywhere

    Ensure high security on your employee self service software

    The majority of the data in the employee self service software is highly sensitive, so high security must be ensured to protect your employees from any identity theft or data loss. Your employee self service software must include a login page with username and password insertion, and you have to assign different usernames and passwords for each employee.

    Include push notifications

    Employees tend to sometimes forget any task in between the hectic tasks they are given. It is better to include a push notifications feature in your employee self service software to remind them of upcoming tasks. In your push notification, you can also include reminders of holidays and upcoming events to make your employees alert for their schedules.

    What will you benefit from using employee self service software?

    Improved efficiency in your workspace

    An employee self service will cancel most of the paperwork, and the many emails you send when asking for PTO or a leave. it will also save much time when clocking in and out. When HR needs to collect information for any information update, it will be much easier and faster, all they need is to open the Employee self service software and collect the data needed. All of this will result in increased productivity greatly.

    Saves lots of paper costs

    Don’t underestimate the paperwork costs, they may seem like small numbers at first but when you look at the end of the month or year the paper cost is a large one. Digitalizing your employees’ timesheets, leaves Poland information will reduce your annual costs on paper. This will also reduce the pollution of the environment so this will be a great win for both parties.

    Boosts the morale of your employees

    You can store your employees’ birthdays and put them in the calendar and you can celebrate each employee’s birthday. This will increase engagement in your workplace and make each employee feel valued which in return will make your employees work harder and more devotedly

    Increases accuracy and reduce human error

    Piles of paperwork and the many emails sent and received will increase the risks of any error or losing an important paper. The self service software will make it safer to store data without the risk of losing it.

  • Top Management Skills You Need to Lead Your Team

    Top Management Skills You Need to Lead Your Team

    Teаm Management Skills аre sоmething every mаnаger shоuld hаve аnd strive tо соnstаntly imрrоve. Effeсtive mаnаgement skills аre benefiсiаl tо bоth mаnаgers аnd the teаms they оversee. These skills саn ensure thаt everyоne оn the teаm is оn the sаme раge аnd helр eасh teаm member knоw whаt’s tо be exрeсted оf them in the wоrkрlасe. Hаving the skill set tо mаnаge а teаm enаbles mаnаgers tо suссessfully leаd.

    What is Teаm Mаnаgement?

    employees mаnаgement is а mаnаger оr оrgаnizаtiоn’s аbility tо leаd а grоuр оf рeорle in ассоmрlishing а tаsk оr соmmоn gоаl. Effeсtive teаm mаnаgement invоlves suрроrting, соmmuniсаting with аnd uрlifting teаm members sо they рerfоrm tо the best оf their аbilities аnd соntinue tо grоw аs рrоfessiоnаls.

    Рreсisely whаt соnstitutes effeсtive teаm mаnаgement, hоwever, mаy differ deрending оn the wоrk envirоnment аnd the рeорle. Sоme mаnаgers dо well with аn аuthоritаtive аррrоасh, while оther mаnаgers рrefer tо mаnаge their teаms in а mоre саsuаl wаy.In this modern age, employee management software, such as PTO tracking software, would be of great use to communicate with your employees and always have knowledge about their information.

    Why is Teаm Mаnаgement Imроrtаnt?

    Teаm mаnаgement is imроrtаnt fоr а number оf reаsоns within the wоrkрlасe:

    • It рrоmоtes а unified аррrоасh tо leаdershiр within а соmраny оr teаm, esрeсiаlly when teаm building is imрlemented.
    • It mаkes it eаsier tо sоlve рrоblems thrоugh the imрlementаtiоn оf negоtiаting аnd сritiсаl thinking.
    • It enсоurаges орen соmmuniсаtiоn between mаnаgers аnd teаm members аnd emрhаsizes gооd соmmuniсаtiоn skills аnd асtive listening.
    • It ensures mаnаgers аnd teаm members аre wоrking tоwаrd а соmmоn gоаl thаt hаs been сleаrly defined.
    • It helрs mаnаgers сleаrly оutline the rоles аnd exрeсtаtiоns fоr their teаm members.

    Understаnding the imроrtаnсe оf teаm mаnаgement аnd wоrking tо develор yоur teаm mаnаgement skills саn helр yоu be the mоst effeсtive leаder роssible. The more effeсtive yоu’re аt mаnаging yоur teаm, the mоre suссessful yоur teаm will be within the wоrkрlасe.

    Fосus оn Serving Rаther thаn Mаnаging

    Аlthоugh it mаy seem соunter-intuitive, effeсtive mаnаgers fосus оn serving rаther thаn mаnаging their teаms. Аs а mаnаger, yоu shоuld аt аll times hаve the best interests оf yоur teаm members in mind аnd shоuld strive tо аssist аnd suрроrt them in асhieving bоth individuаl аnd teаm gоаls.

    In аdditiоn, а gооd mаnаger leаds thrоugh асtiоns, аs орроsed tо merely giving оrders аnd delegаting tаsks. Suppose yоu wаnt yоur teаm tо асt рrоfessiоnаlly аnd deliver exсellent wоrk, yоu shоuld асt ассоrdingly аnd set аn exаmрle.

    Dоn’t Alwаys Assume Yоu’re Right

    If yоu wаnt tо be а gооd mаnаger, yоu hаve tо be орen tо соntinuоusly leаrning. While аs а mаnаger yоu mаy оссuрy а mоre seniоr роsitiоn thаn the teаm members yоu mаnаge, yоu shоuld keeр аn орen mind аs tо whаt yоur emрlоyees саn teасh yоu оn а dаily bаsis.

    Араrt frоm leаrning frоm yоur teаm, yоu shоuld аlsо ensure thаt yоu stаy uр tо dаte with the lаtest trends аnd develорments аnd invest in yоur оwn оngоing рrоfessiоnаl develорment.

    Mаke Trаnsраrenсy а Priоrity

    А trаnsраrent wоrkрlасe саn helр emрlоyees feel mоre соnneсted аnd enсоurаge сreаtivity аnd ассоuntаbility. Рrасtiсing trаnsраrenсy thrоugh орen аnd соnsistent соmmuniсаtiоn аllоws yоur teаm members tо feel а sense оf resрeсt thаt is imроrtаnt fоr оverаll jоb sаtisfасtiоn аnd рrоduсtivity.

    This саn аlsо helр yоur teаm members hаve mоre соnfidenсe when it соmes tо соntributing ideаs аnd sоlutiоns tо the wоrkрlасe, whiсh саn ultimаtely benefit everyоne invоlved.

    Set Bоundаries

    Аlthоugh yоu wаnt tо treаt yоur teаm with kindness аnd resрeсt, it is аlsо imроrtаnt tо set bоundаries аnd аssert yоur аuthоrity аt times. Teаm members shоuld knоw thаt yоur jоb is tо ensure their wоrk gets dоne effiсiently аnd thаt, when neсessаry, yоu will tаke disсiрlinаry асtiоn. There shоuld be а very сleаr understаnding оf responsibilities аnd rоles within the wоrksрасe tо disсоurаge teаm members frоm сhаllenging unсleаr bоundаries.

    Рrоvide а Pоsitive Wоrksрасe

    Аlthоugh the business wоrld is а seriоus рlасe thаt оften invоlves рrоfit mаrgins, risk аssessments аnd рerfоrmаnсe evаluаtiоns, studies hаve shоwn thаt а bit оf humоr аnd light-heаrtedness in the оffiсe саn hаve а remаrkаbly роsitive effeсt оn рrоduсtivity.

    If роssible, оrgаnize fun wоrk оutings оr liven uр the оffiсe envirоnment with sоme рlаnts аnd bright соlоrs. Even if yоu bring а bunсh оf flоwers tо wоrk оr tell а jоke every nоw аnd then, this саn brighten yоur teаm’s dаy аnd fоster а сulture оf hаррiness within the wоrksрасe.

    Emрhаsize Cоnstаnt аnd Effeсtive Cоmmuniсаtiоn within the Wоrkрlасe

    Оne оf the mоst imроrtаnt аsрeсts оf effeсtive mаnаgement is соmmuniсаtiоn. Аs а mаnаger, yоu shоuld рrоvide yоur teаm with аll the relevаnt infоrmаtiоn аt аll times аs well аs enсоurаge feedbасk frоm yоur emрlоyees.

    Аs effeсtive соmmuniсаtiоn stаrts with аttentive listening, yоu shоuld set аn exаmрle tо yоur teаm members by reаlly listening tо them аnd соnsidering their орiniоns аnd inрut. Yоu shоuld аlsо strive tо fоster а wоrk environment where teаm members hаve the freedom tо exрress themselves in а роlite аnd resрeсtful mаnner.

    Соnstruсtive аnd роsitive соmmuniсаtiоn dоes, hоwever, nоt аlwаys invоlve tаlking in рersоn. There is аn аrrаy оf sосiаl mediа аррs аvаilаble tоdаy thrоugh whiсh со-wоrkers саn stаy in tоuсh with eасh оther аnd exсhаnge ideаs.

    Enсоurаge аnd Nurture Yоur Teаm’s Grоwth

    Аs а mаnаger, yоu shоuld suрроrt аnd nurture yоur teаm. Yоur stаff shоuld knоw yоu hаve their рersоnаl develорment аnd best interests аt heаrt аnd thаt yоu’re suрроrtive оf their gоаls аnd dreаms. This meаns thаt yоu shоuld аlwаys be оn the lооkоut fоr wаys tо develор аnd enriсh yоur teаm, suсh аs рrоviding them with орроrtunities tо аttend wоrkshорs аnd соnferenсes аnd stаy uр tо dаte thrоugh trаining аnd сertifiсаtiоn.

    Араrt frоm enсоurаging yоur wоrkers tо соntinuоusly exраnd their knоwledge, yоu саn аlsо nurture аnd mоtivаte them thrоugh роsitive feedbасk fоr gооd wоrk оr imрrоvement in рerfоrmаnсe. Hоwever, yоu shоuld аlsо рrоvide соnstruсtive сritiсism аt times, аs this саn аssist teаm members in their рrоfessiоnаl develорment.

    Be Oрen tо Chаnge

    Tо be аn effeсtive mаnаger yоu need tо be орen tо сhаnge. This invоlves аdарting yоur mаnаgement style when neсessаry аnd reаlizing thаt different teаm members mаy hаve different аррrоасhes аnd wаys оf dоing things. Be орen tо trying new teсhnоlоgies аnd tо сhаnging yоur tyрiсаl methоd оf mаnаgement when it nо lоnger рrоduсes the desired оutсоmes.

  • How to implement a paid family leave policy in your company

    How to implement a paid family leave policy in your company

    Parents with newly born children need to adjust to their new lifestyle with their family. Employers give their employees some amount of time to make their employees bond with their children before returning to work. Other employees may take time to care for their parents or visit a relative that is sick, or just spend time with their families and go on a family trip, there are a lot of reasons to take a paid family leave. When you create an effective paid family leave policy, will lead to higher employee engagement, retention, and productivity and build trust between the employer and employees.

    What is paid family leave policy?

    Paid family leave has become a benefit at most jobs nowadays if not all of them. Paid family leave policy is a handbook policies that allows your employees to take paid time off due to family emergencies, parental leaves, and maternity leave.

    What is maternity leave?

    Maternity leave is a period of time that the mother asks for before giving birth or after, the start of this period of time depends on the mother’s request. Maternity leave can be referred to as parental leave because any parent of any gender can be paid to take time off to take care of a newborn baby.

    Tips on how to implement a paid family leave policy in your company:

    Learn about your country’s laws

    You have to look up your country’s laws about paid family leaves, some countries require that the family leave is paid and some require that they are unpaid

    Put your own set of rules for a leave

    First of all, you have to decide how many leaves an employee is allowed per year. How will the leaves be splinted; how many days are for sick leaves, family leave, and any other kind of leave? Setting your budget is of great importance so that you can decide how many paid leaves your employee will get and how many leaves will be unpaid. You can include all this information in your employee self-service software. Make it clear to your employees that leave requests must be presented to HR or the boss before a certain number of days to be processed. 

    Organize leaves and paid time off

    Paperwork has become a hectic and stressful job, too many leaves at once can leave you with so much processing and a headache. This age of digitalization has left us with many solutions to get rid of paperwork and make it easier and more organized. Presenting a Leave manager software or PTO manager software to your employees will grant you many benefits. First of all your employees can request leaves at any time from anywhere, another reason that a time off tracking software or a PTO tracking software will benefit your company is that it will make it easier for you and HR to process leaves and answer them. This will also make your employees know how many leaves are left for them and count their used leaves.

    Make it flexible for your employees

    Let’s consider that some of your employees will not use all of their paid leaves per year. You can consider doing rollovers to the next year, but with a max number of days to be rolled and the remaining leaves are handed out as bonus added to the payroll, but this option will depend on the employer and the rules they set.

    Include men in paid family leave

    When hearing the term family leave most people to think of a mother, but not all paid family leaves should be for women only. Put in mind that men are also parents and every now and then they will need paid family leaves for family matters. Maternity leave is the kind of leave that should be offered to women at any time they like when they are pregnant.

    Keep in touch section

    For instance let’s suppose a woman has taken maternity leave for six months and then returned to her job, the return to work transition will be very hard for her. A solution for the return to work transition is to make a keep in touch section in your employee self service software for your employees to send their congratulations for a woman who gave birth for example and ask about each other on any type of long leaves. This idea will make the return to work transition much smoother and make your employees feel much more comfortable.

    Be understanding

    A great number of employees don’t like their bosses and the reason is that their bosses don’t approve of their leaves easily no matter the reason. Put in mind that your employees have personal lives and matters outside of work that they need to attend to after they finish work and sometimes an emergency pops out that makes the employee ask for a leave suddenly.

    Always update your paid family leave policy

    Your paid family leave policy can’t stay the same for long you have to update it every once in a while and put your employees’ opinions in mind. At the end of every six months, you can present a survey for your employees to fill out with your employee self service software. Use your employees’ ideas and comment to always update your policy, because their opinions matter. When you use their opinions, this will make them feel valued and appreciated. Also, search for information to update your policy and review it with some of your colleagues before handing them out to your employees.

    What will your company benefit from a well paid family leave policy?

    Increased employee retention

    Paid family leave will decrease the turnover rate greatly, about 30% of women leave their jobs after one year of giving birth to a child according to the American University Department of Economics. Paid family leave allows low income mothers to create a bond with their newborns and sort out child care so that they have no hindrances when they return to work.

    Attracts new talent

    When people apply for a job and find that paid family leave is a benefit, this will attract many new talents to your workplace.

    Increase productivity and boost employees’ morale

     When your employees know that after their leave they will return to their jobs, this will give them a high sense of job security and will make them return to their jobs excited and productive.

    Improves the mental health of parents and their children

    Many parents have to choose between work and being a parent when they have a newborn child. Taking paid family leaves time to care for a newborn or ill child will make the employees more comfortable and decrease their worries.

  • Peer Recognition: How to Promote this Culture in Your Team

    Peer Recognition: How to Promote this Culture in Your Team

    What is peer recognition in general?

    People tend to think that recognition only comes from a boss to their employees, but peer recognition is of grave importance in the workplace. Peer recognition means employees acknowledge fellow employees’ abilities and skills.

    Why does peer recognition matter in the workplace?

    • Enhances engagement between employees and makes employees feel more appreciated and confident.
    • Makes your employees feel a sense of belonging in the workplace.
    • Decreases turnover rate: lack of recognition makes employees leave their jobs.
    • Fosters diversity in the workplace: Peer recognition in the workplace will lead each employee to increase their productivity in their own authentic way, so this will lead to diversity in the workplace.
    • Increases the productivity and performance of your team.

    Tips to promote a peer recognition culture in your team

    Put a peer recognition program

    You can include in your employee self service a feature that lets employees chat with each other and send recognition. This will allow them to recognize each other from any place at any time. Make the recognition platform a fun one, make your employees write their custom recognition messages, and add fun GIFs and emojis. Make the recognition public on the platform to let other employees react by liking or commenting on the same recognition. This will make the employee being recognized feel more valued and appreciated. Creating an online recognition platform will make your employees excited and ready at any time to recognize their peers. Publicize your peer recognition program at your workplace to make your employees aware of it and use it more.

    Make recognition immediate

    Make peer recognition immediate, when an employee completes a task that was taking longer due to being a challenging one. Peer recognition will give them a great boost. Peer recognition can be just words of praise that will give a great boost to the employee in the next tasks. At your workplace, you can reward your employees with bonuses or any kind of reward when completing a hard task or when doing something amazing in their jobs; also, words of praise from their boss will be of great value.

    Make it authentic

    Recognizing peers must be done in an authentic way and sincere way, your employees must put in mind that peer recognition is not a task that must be done, because if they think like that, peer recognition will lose its value.

    Be specific when giving recognition

    Train your team to be specific when they recognize their peers, and make them describe in detail what they liked about their peer’s work or what they did. For example, one of your employees sends recognition to one of their employees for sealing the deal with a very important client in a professional yet authentic way.

    Celebrate anniversaries and birthdays

    Recognizing and celebrating work achievements is of grave importance, but also celebrating personal achievements is important. Buying a new house, completing a diploma or course, and getting married are all personal achievements that peers can congratulate each other on. A birthday celebration can be a great way to increase engagement between your employees and make them feel valued and more appreciated in the workplace. You can include a birthday schedule in your employee self-service software to remind each employee of their peers’ birthdays.

    Create a reward system

    Set your employees’ eyes on a reward for getting a difficult task done, so that when they complete this task, they are rewarded immediately and feel recognition at the same time. Make the reward an immediate one; don’t make it an annual reward because it will lose its meaning after a few months. Keep the competition healthy, make your employees challenge their peers and recognize their achievements, and do not create an environment full of hate and jealousy.

    Be kind at the workplace

    Letting your employees form a connection in the workplace, for instance, when one of their peers has taken a leave or sick day. Make your employees check up on each other to strengthen the bond between them. Recognition comes in many ways, as the boss of a workplace, you have to keep a close eye on every employee.
    When one of your employees completes a hard task or makes an achievement, recognize their work immediately, and when you feel that one of your employees is stressed due to work and personal issues, give them some PTO and make them feel that they are irreplaceable in your team and value their work. This form of recognition will avoid burning out your employees and reduce the turnover rate of your team. You can use PTO tracking software to organize employees on PTO and make it easier for yourself and recruitment process .

    The power of the leader’s words

    Employees appreciate praise words from their bosses; you can give your employees words of appreciation for even the smallest task. You don’t have to wait for them to make an accomplishment or a great achievement, or make a gigantic deal. When you find your employees working extra time, appreciate them and tell them that they are doing a great job. Every now and then, you can order food to reward your employees for their efforts and appreciate them for what they do.

    Check the success rate of your recognition program

    You always have to upgrade your recognition program, so every once in a while, measure the success rate that your recognition program has reached. The metrics that you need to measure are: how much peer recognition is sent and received, and how many active leaders are on the platform. If you notice that your employee’s engagement is not high enough. You can think of better ways to make employees more engaged and encourage peer recognition.

    No matter the size of your team, peer recognition can directly improve employee engagement, productivity, retention, and sense of belonging. Keep in mind that peer recognition is essential to push your team forward.

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  • All You Need to Know About Team Development

    All You Need to Know About Team Development

    What is Team Development?

    A crew incorporates people brought collectively to meet a commonplace aim. every person performs a critical role in assembly the intention given that everyone has a unique talent set. although, only a few have the same mindset and orientation. This article will provide you with some steps to help you sort you team development.

    Getting anyone on the same wavelength sounds smooth on paper, however, that is not the case. it’s challenging to stabilize common and character goals inside a team mainly in the course of moments of discord, failure, or strain. it truly is in which team development is available.

    as the call shows, group development entails training and supporting a collection of individuals so they work as a cohesive unit to recognize the supposed outcome. A notable instance of group development is whilst colleagues from departments accomplice to work on a mission.

    initially, they might not apprehend each different’s expectancies and roles. they’ll aim to collaborate and divide roles and duties to ensure the mission receives finished on time. team development is the structured technique of bringing collectively a collection of numerous individuals and coaching them to appreciate their variations as they work towards a shared aim.

    What are the 5 Ranges of Team Development?

    According to Mr. Tuckman, an American psychological researcher, the five ranges of team development are:

    • Forming
    • Storming
    • Norming
    • Performing
    • Adjourning

    Forming

    In this phase, the team comes together for the first time, and participants get to realize every difference. The forming stage is often gradual and informal since it in general involves contributors getting familiar. consider is constructed, which plays an important position in the team’s fulfillment.

    all through the primary assembly, team members also analyze their roles and what is anticipated of them as they work closer to reaching the shared intention. ground rules to govern the crew get outlined in the forming phase. team leaders want to facilitate introductions and spotlight every member’s background and capabilities. time off tracking software will give you a shortcut to know everything about each employee you hired, their monthly tasks their presence, and many more.

    On their component, members need to learn how to arrange their duties. The forming stage is a honeymoon section in team improvement. Conflicts are normally minimal given that contributors are too newly familiar to have any.

    at some point in the forming phase, team members are often constructive and obsessed with getting started. they’ll additionally be polite and frightened approximately how the team will gel. The anxious conduct typically arises because contributors are unsure approximately the venture’s desires and their roles. but, as soon as it’s explained, they may regulate to the jobs that await them.

    Storming

    this is the second phase of the team improvement procedure. It entails a difficult yet crucial transition from the forming phase. there is an opportunity for failure at the storming phase as it’s here that conflicts start to show up. at the storming phase, contributors will start to sense comfortable around each different, proportion thoughts, and learn how their colleagues operate in a group placing.

    The implementing personalities inside the crew become glaring at this stage, mainly when contributors start to percentage ideas openly. individuals who stand out begin to get usual by way of their peers as capability leaders. crew leaders should enforce measures for coping with opposition and capability war among individuals, Additionally, they need to streamline opposition and ensure the tasks they’re handling live on the right track.

    as the real work starts unevolved at some point in the storming phase, interpersonal and technical demanding situations will seem. employees management selections, personal painting behavior, and conversation lapses for the duration of the storming phase can create anxiety inside a group. Frustration, annoyance, and anxiety generally tend to rise as a result. crew participants want to learn to use war in order that it would not sluggish or hinder their progress.

    As sturdy personalities emerge, team leaders should ensure these individuals do not inadvertently dominate the relaxation of the group and the task’s results. An easy way to accomplish that is by way of encouraging everyone’s participation in crew activities. as soon as the storming stage receives navigated, the group can gain a better dynamic.

    Norming

    The norming stage is whilst the entire team begins to paint as a cohesive unit. by using now, crew individuals have discovered a method for running together. The inner competitions universal in the storming phase were rooted out. All crew member’s roles and responsibilities also are clear. As a result, the team works more successfully due to the fact participants understand what’s predicted of them and understand how to share their thoughts, and are seeking feedback.

    Within the norming phase, the group falls into a rhythm and starts to work as a cohesive project force. each member’s capabilities and competencies get verified and applied in executing the vital tasks. As a result, the team starts to function greater efficaciously and gains momentum toward figuring out the shared desires. members turn out to be extra relaxed with each different and apprehend the significance of making use of their various views to locate sensible answers to any challenges.

    although participants recognize each other, conflicts may additionally nevertheless arise in the norming phase of team development. even though the conflicts can’t spiral into disorder due to the fact the team has gelled. members have an extra profound commitment to every different and the project’s final touch, so it is easier to deal with conflicts.

    in case you’re a group leader, it’s exceptional to remember that an overlap between the storming and norming phases can also appear. Your group can without difficulty backslide into the storming phase, mainly while new tasks stand up or whilst managing the extra complex factors of the mission. for that reason, group leaders need to be handy to assist individuals to go back to the norming phase.

    Performing

    The team functions at top efficiency, and little or no oversight is wished. at the performing phase, it’s clear to accomplish obligations when you consider that individuals are in tandem and apprehend the process. crew members thrive while coping with personal and collective tasks on account that every person’s abilities are absolutely optimized.

    issues can also nonetheless get up, but extra occasionally. challenges have a minimum effect on team performance and morale because individuals have time tracking strategy for resolving them without compromising mission timelines and progress. A group’s performance is at top capability at this phase because absolutely everyone has found out to identify and leverage every other’s strength for commonplace accuracy.

    The appearing phase is important to the group, and attaining it normally portends the fulfillment it truly is to come back. It additionally precipitates crew gaining knowledge of, that is the system of collecting, discussing, and rolling out the strategies for group achievement. the team gaining knowledge of can appear via group tasks, revolutionary leadership, and training and is vital in ensuring healthy group improvement.

    Adjourning

    that is the very last phase of the team improvement process. it’s also called the remodeling system and occurs after the crew accomplishes what it got down to do. After a while, it starts to dismantle itself in readiness for different responsibilities. The adjourning phase is a time for both mourning and celebrating. Mourning because team individuals are paring after forging deep relationships all through the challenge and celebrating for a task well accomplished.

    Maximum groups get to the adjourning phase at some unspecified time in the future however that’s not constantly the case. some groups get created for tasks with endpoints, whilst others are ongoing. Even teams constructed for everlasting projects can still go through the adjourning procedure because of restructuring and re-allocation. The phase can cause uncertainty, specifically amongst group contributors who are unsure approximately their subsequent roles. therefore, leaders ought to be supportive and assist participants transition easily into new roles.

    The adjourning stage is an opportunity for team leaders to inspire lengthy term relationships, celebrate the mission’s ultimate, and replicate the group’s development and efforts. In a company, the adjourning phase ought to translate right into a trade in employees’ task obligations. for instance, if the crew develops a new work process for enhancing client enjoyment, individuals can be requested to supervise the brand new and advanced process.

  • Authenticity in workplace: How to promote it?

    Authenticity in workplace: How to promote it?

    The word authenticity means the quality of being real or genuine and truly showing yourself and being true to oneself. Authenticity at the workplace is when employees feel comfortable and safe to express their selves and show their true characters. Authenticity in workplace also means for your employees to feel a sense of belonging and fitting in the workplace to show their true character.

    A study has proven that there is a connection between authenticity and happiness, authenticity in workplace results in higher self esteem, lower stress, and higher life satisfaction.

    Here are some tips to promote authenticity at work.

    Make your employees share parts of their personal life

    We all know that your employees have a life outside of their workplace, and it may be a tough one most of the time. Asking your employees some random questions about their personal life and hearing them out, will make them much more comfortable at work. For example, if one of your employees clocks in late ask them if is everything alright at their end, they may tell you they dropped their kids at school or they woke up late because they slept late the night before for a family matter. You have to put in mind that your employees must have privacy, so you have to be cautious when asking questions not to invade their privacy. This will guarantee that your employees feel comfortable and fit in the workplace.

    Increase engagement in the workplace

    The majority of the employees are afraid to be authentic due to fear of being alienated in the workplace or judged for their thoughts. Engagement can be increased by doing Company trips, dinners, and celebrating birthday parties. You can include in your employee time off tracking software a schedule for birthdays to make your employees greet each other and celebrate birthdays.

    Tell your employees it’s ok to make mistakes

    We are only humans, after all, mistakes are expected in any workplace. You will be a great leader if you tell your employees that it’s ok to make mistakes. This will make any employee own any mistake they make, and not blame it on their co-workers. Make your employees know that they are an essential asset in your team and make them feel that you want them to stay at your workplace. Make your employees feel valued so that they feel a sense of belonging and wellness. By doing this you will establish psychological safety at your workplace so your employees will feel safe to show up authentically.

    Direct questions to your employees

    Your employees may be shy to share their thoughts on a problem, so take their opinions on how to solve a problem. Make them feel included in the major tasks even if their opinion wasn’t of much use, You can find a very useful solution from an employee so give them credit for their contribution. This will make your employees feel much more valued and included in the workplace, giving them more reasons to let their authentic selves out.

    You have to really know your team

    As a leader, you have to know every member of the workplace but to make them show their authentic selves you have to really know them. Spend time with your employees in one on one meetings to get to know them better and know their hobbies and how they think. They can include a part of their character in their work so let them know it is better to be authentic.

    Be honest with your employees

    Every workplace faces hardships at some point, but it is up to the leader how to face them. When facing a problem or a dead end at some point it’s okay to tell your employees about it and include them in discussions. Tell your employees about the bad news don’t sugarcoat them, transparency is a policy that will guarantee you build better connections with your employees.

    Show your vulnerable side

    As weird as it may seem but show vulnerability is not always bad, as we all know employees are always afraid of their bosses. You can break the ice with your employees by sharing one of your personal stories or even a story of a problem that faced you in your work before. Sharing your stories can be tricky because you have to be alert not to dump your emotions on your employees in the process. Making your employees feel that you are approachable will make them more comfortable and show their authenticity more.

    Create opportunities to discover your employees’ authenticity

    New experiences will reveal your employees’ authenticity no matter what. You can give your employees some challenging tasks and watch how they will evolve to complete them and how they will complete them in their own way. You can also give your employees tasks not mentioned in their job description to make them challenge themselves to new limits and show their authenticity.

    Be yourself at your own workplace

    Being the manager or owner of a company doesn’t mean that you have to be someone else other than yourself. You have to be an authentic leader and be yourself. It’s energy draining and tiring to act like someone else, and how could you ask your employees to be authentic if their leader isn’t an authentic one? Being yourself at your workplace will bring you much comfort and will make you much more approachable and increase teamwork between you and your employees.

    Ask your employees for their feedback

    Your employees need to be heard in the workplace to feel included in a safer environment, you can make a survey occasionally and ask your employees to fill it out. You can also get rid of the paperwork and make the survey included in your employee self service software so that your employees fill it in with ease.

    What are the benefits of promoting authenticity in workplace?

    When your employees feel safer in the workplace and they are being their authentic selves this will lead to many things in return. First of all your employee engagement rate will increase and your employees will work in harmony. Your team’s productivity will increase and the turnover rate will decrease.