Return-to-office plans seem impossible with the fluctuations of COVID-19 new variants. That means it’s important to focus onreasons why the hybrid work model is the new normal.Additionally, because of the new rising XE variant cases in India and around.
Companies will again have to balance the offline and online work modules for everyone’s safety and well-being. In contrast, employees have already experienced remote working styles for the past 2-3 years.
Now they prefer to work where companies value their contribution compared to the time invested. They feel more connected to the workplaces where they can be self-reliant, self-serving, and exercise their entrepreneurial mindset.
That is only possible when companies are actively using an HRMS system. However, let’s begin understanding the starkimportance of the hybrid work model as the new normal first.
This way, companies, and HRs can learn to manage their existing talent pool with sheer respect and knowledge.
With a hybrid culture, an outperforming workforce wants to achieve their goals independently. As a result, they don’t require getting micromanaged daily. That eases reporting managers' lengthy tasks to persuade and motivate their subordinates to work on time.
Instead, workforce management is easier with an HR management system. Employees can easily set their KRAs on the system. They can supervise their own monthly targets and achieve them accordingly.
This practice makes them self-reliant and better at setting priorities right.
Reasons why the hybrid work model is the new normal are also because workforce HRs need can be from anywhere.
This trend of virtual talent acquisition and recruitment process was seen more evidently during the pandemic. However, it somehow has stuck by employees and growing companies.
That is because workers now want to enjoy their life. They want a life that matters. Therefore, theircontribution to the company must be valuable and equally respectable.
And it is not anymore restricted to their working location. So, they can choose to spend time with their families, fulfil their pending commitments, or go places. Overall, employees learn to manage their time accordingly without spending hours in commute to faraway workplaces.
Several studies and surveys concluded: that employees were not sure why they were coming to the office. They could accomplish their daily tasks from home. But, instead, they felt like wasting time on the commute.
This conclusion has been seriously taken into consideration by many companies. That’s one of the growingreasons why the hybrid work module is the new normal. So, employees now have more meaningful office visits.
They prefer not to visit the office if it’s not highly important or urgent. Each office visit holds a special meaning, purpose, or direct link with their productivity. This hybrid working style enhances how employees respect and view their offline workstations.
Employees' well-being and mental health are two morereasons why the hybrid work module is the new normal. In addition, with flexible working hours, employees switch off from the system required.
They don’t need to sit in front of the system for 8 hours at a stretch. That is as long as they complete their daily tasks on time. So, whenever employees feel unhappy, demotivated, tired, or exhausted, they must take the required break off the screen.
Working atflexible hours means they can go out and spend time with their family or in nature. This would rejuvenate their mindset and help them regain their energy levels.
We know that working alone or remotely can put employees in an isolated mood. They find connecting with people difficult in such cases if they are not given the provision to take occasional breaks in between.
That is why ahybrid management system at a firm is necessary to work and be implemented. Because when employees are not feeling themselves, their productivity reduces. They might not deliver benchmarking work expected of them.
Therefore, they can maintain their happy and entrepreneurial mindset with regular expected and required breaks. This way, their regular work completes on time without roadblocks.
Working from offshore locations is not always mandatory. There should be a hybrid work model. This way, workers would regularly connect with their team members – whenever required.
Thisemployee engagement can be on the HRMS system as well. Otherwise, employees can plan a day to meet at the office. This day could be more special to these employees as they all meet after a long time.
This brings a sense of belonging and recognition between employees as they meet one another. They share their worries, queries, and achievements face-to-face with more energy and power.
Later, this meeting leaves a positive impact on the employee. Ultimately, employees don’t feel alone or like nobody cares about them. Instead, they know they can visit the office or offline workstation whenever required.
That’s why these are more justifiablereasons why the hybrid work module is the new normal. Now employees can engage, co-create, and collaborate with their teams using any module or platform.
This could be entirely virtually using theHR management system like uKnowva. Otherwise, they could play out team-building activities offline for exercising team synergies at best.
To bring a sense of belonging to employees, a hybrid working model is quite efficient. They can connect with their seniors, C-level management, and subordinates whenever they desire.
This is possible withuKnowva Social Intranet features. They no longer depend on emails, excel workbooks, or offline documents. Instead, they can simply share their concerns online using the chat messengers, polls, surveys, or forums available on the uKnowva intranet.
With this regular practice of connecting with their seniors or juniors on demand, employees learn more about their firm’s values.
They can know what is acceptable in the firm – what is not. Everything can be discussed both transparently and privately between teams on this platform. Otherwise, there will always be a provision for employees to visit the office and get their issues sorted.
Either way, theemployee experience in a firm is memorable. They have greater chances to be true evangelists of their firms as they continuously impart the values in themselves.
5reasons why the hybrid work module is the new normal stated above tell us what an employee goes through in today’s generation. They can experience a company’s environment with ease, both virtually and offline.
They are no longer required to be present at the firm all the time.
What matters is how they work and deliver it on time. Prime focus is also on their well-being, happiness scores, and motivated moods. This way, they manage their personal life commitment along the way without disrupting their work-life targets.
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According to a recentMcKinsey report, the employee often feels the performance management system is not up to the mark in their firms. It could be due to several reasons. But all point to the fairness of the impact of the system on the employee’s performance.
However, with the skilful use of aperformance management software like uKnowva, such issues are met. Employees would know what to expect and how to turn their performance records into reality.
There would be less gap between their expectations and reality with the rightperformance review software for small companies. To understand this ideology in-depth, let’s understand the factors that help bridge the gap between expectations and reality.
You will understand the workable reality of a performance management tool in India. From thereon, your myths and overly estimated expectations about such a system will be rectified. This will lead to better performance results and improvised workforce management.
Managers expect the system to be highly accurate, whereas often, employees do not trust the system.
The reasons here could be ample: qualitative and quantitative. But the reality of the modernperformance management system is that it gives real-time output based on the input data.
It leaves no chance of manipulation because it automatically integrates with the virtual biometric system and the timesheets prepared. Of course, there will be approval from the admin, reporting manager, employee, and other parties, too, if necessary to complete a project review.
This way, the accuracy will systematically depend on the input data. So, no single party involved in a task or project can manipulate the same.
Often employees who are not tech-savvy do not trust the system to be efficient. They think that theperformance management system might consume their manual hours. However, that’s not the modernised way for this system to work.
The performance management system India tool helps you regulate your mundane tasks. For example, you get to set automated reminders. These notify you to fill your pending timesheets before proceeding to rate yourself.
It automatically creates an analysis of your efficiency levels based on your regular punch-ins and punch-outs. So you don’t fret.
There is limited or no requirement of your manual working hours to monitor your performance. Over a period, it gets calculated on its own because of the algorithms put in by backend developers.
These algorithms tie the performance management system with your projects, monthly KPIs, and targets. As a result, you don’t have to check them over and again. So the system ends up saving a lot of your working hours instead.
Those with limited experience with aperformance management system like uKnowva often consider that it only measures your performance. However, that’s just an expectation or assumption.
The reality about the modernperformance review software for small companies is different and ever-growing. It measures, monitors, interprets, and recommends suggestions for elevating your performance levels.
The system can notify the admin and the reporting manager about the employees working too hard.
Similarly, it notifies you about the workforce performing less work. This way, resource and project allocation is seamless and flawless. At no point would any worker sit idle or feel less connected to their job.
Admins can set their own triggered responses and actions in the system. That’s because each small and start-up company operates differently.
Your company might have a new and forward-looking approach to project and employee performance appraisals. So your company needs a system that provides all support for elevating workforce performances anyhow.
You get this flexibility when you approach and use theuKnowva performance management system.
It’s hard to find software that is fully customisable and configurable. That too at the affordable price range for Indian start-up companies. However, now the market for theperformance management system is changing and evolving like never before.
That is possible with the entrance of theuKnowvaperformance management tool. This intelligent tool is based on data, available on the cloud, and runs on AI-like functionalities.
Companies and their HR teams can easily configure the system. This could be in accordance with the branding, internal communication, and performance management tactics applied.
uKnowva also provides an extension store for companies to use. In addition, there are 100+ in-built add-ons for you to integrate with the PMS. It makes the entire user experience easy, fun, and interactive.
Using this PMS is more fruitful and efficient. You can set algorithms on your own. Set your goals and get instant approval from reporting managers on the same interface. So lesser dependency on paperwork, excel workbooks, and emails is assured.
This saves the daily work hours of every worker: remote or in-house. Plus, teams can interact on the go on this PMS. This feature helps them collaborate to change the setting of a task, project, or metric whenever required.
A PMS is never expected to have a provision to resolve employee and team members' queries on demand.
The usual expectation is that it lets the staff enter their work-related data. This is to measure their daily or monthly tasks. Later, managers and team leaders have to go through the auditing of each project for appraisal purposes.
But the reality for the new-ageperformance management system is much more than expected. It lets your team resolve their queries within a few clicks. In addition, your developers can set up particular grievance chat boxes assigned to the concerned person on the system.
This will againmake staff more self-reliant and self-serving. They will be less dependent on external vendors or IT support. Rather, they will directly contact the HR person or the developer in the team to resolve their queries related to PMS.
This added advantage is time-saving and cost-effective. It’s also easy to use and less burdensome. The resolved queries flash in the dashboard and live reports for team leaders and managers to gauge and interpret.
This also influences the overall efficiency and productivity levels of different teams and individual staff members.
Managers and employees have a different set of expectations from the PMS. The reality of theperformance management system is objective, neutral, and progressive. There is no miscalculation, misclassification, or mismanagement.
The entire organisation can overview the workings of a PMS if need be. It drives home more transparency, trust, and affirmations to do better by sincere employees.
If you’re an HR person or a team leader, consider rereading the five points explained above. It will bring clarity to your existing knowledge of the workings and advantages of using a modern cloud-based PMS.
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Good employee management makes sure employees know their job while performing it as per predefined standards. It’s a process anchored with other core HR activities: employee data management, recruitment engine, and performance management.
It involves searching for talented hires for your company from effective hiring channels.
Make sure employees have better experience in the firm than they originally expected. Encourage them to participate in theHRMS softwareregularly. With that, they connect with their distant team members well. This boosts the retention rate in the long run.
Help employees achieve their goals but don’t micromanage them. Give them the right tools like a trustedemployee management system. With that software, employees can enter their work data for managers to decipher and analyse without intervening later on.
Performance management systems and tools have functions like polls, surveys, forums, etc.
Employees use them to put their voices forward in front of their seniors, managers, and C-suite executives. It is a platform where these staff members can urge the company to bring necessary changes.
When managers or change-makers listen to and act upon those suggestions, feedback, or recommendations, employees feel that they are valuable to their firms. As a counter effect, employees wish to stay in the organisation longer.
That’s because now they realise that each of their votes, opinions, or comments/likes can create drastic changes in the company’s culture.
That degree of accountability and responsibility makes an employed person feel more connected to company policies and workplace culture.
Basically, without anemployee management system like uKnowva, inculcating a company’s value in an employee is difficult. Because then they feel hesitant to engage in surveys or opinions.
The reason for that is they are not sure if their voice will reach the point where change matters.
However, with anHRMS system, they can see who all liked their comment, likes, polls, or surveys. They have instant feedback and reaction to their opinions from literally anyone in the organisation without a barrier.
Theimportance of employee management portal becomes clearer when we talk about employee data security.
In a growing company, that could be a major concern. Because without a cloud-based employee management system, handling data sets of 100-1000 employees is a feat.
Without proper organisational and planning skills or ideas, information could be lost when written on paper. Anybody could steal, neglect, or forget the papers anywhere in the organisation of a growing, medium- or large-sized firm.
But that’s not the case when theuKnowva HRMS system is implemented. This cloud-based employee management tool has 4 levels of security. These levels ensure that the registered data is never lost, always has a backup on time, and is properly encrypted.
Every employee must have a goal while working in a firm. They must visualise or anticipate their scope of improvement by using the company’s resources as they continue accomplishing their KPIs.
However, when a company grows and hires more people, managing them is difficult for HRs. So there arises the need forHRMS software. Using that, HRs and TLs check the intuitive dashboards and live reports.
These insightful reports depict how well an employee performs – especially with their team members. Knowing their monthly or other periodical reports, team leaders can further form Talent Management strategies.
They would know which employees need more nurturing and guidance than others. Accordingly, they can raise appraisals for a particular team or employee. Plus, they would allocate difficult tasks to employees who perform their deliverables on or before deadlines.
Using the same reports, they know which employees are performing ineffectively.
They can then talk to them once. First, get to know their deal. Then, work together with those employees to help them set their targets straight and in line with the company’s benchmarks.
Remote working employees feel disconnected or isolated from their team members without direct/transparent contact. However, with an employee management portal, that problem is addressed promptly.
In other words, team leaders can boost smoother, more transparent, clear-cut communication between employees. This is even more necessary to accomplish complex tasks under a shared project.
And when employees communicate their opinions, issues, or suggestions with mutual respect on a direct channel, they trust the organisational culture more.
It equally affects their work-life balance, happiness and wellness score, and overall expectations of their growth in the company.
That iswhy employee management is important.
It opens up channels that can be monitored, measured, personally customised for employees to engage and communicate effectively.
When employees come up with fresh ideas, solutions, or suggestions, the company’s culture and productivity multiply.
Plus, this practice conditions employees to think like strategic leaders in their teams. They get to experiment and sharpen their soft and hard skills when they communicate correctly in an organisation.
Besides that,team members start mutually trusting, respecting, and welcoming each other. It could be for creating and collaborating on different projects delivered on various deadlines.
Conclusively, people learn to work better together as they continue communicating with a purpose on anHRMS software. And team leaders have less burden to encourage the employee to open up.
Employees must know their daily tasks to avoid confusion and unwanted delays in deliverables. This behaviour only makes them more efficient for the company and upgrades their work ethics in addition to their portfolio.
But without an effectiveemployee management system maintaining such accountability could be hard. For example, managers would not know the accurate efficiency levels of their well-performing employees without a workflow tracking system.
Even employees would not know if they contribute rightly to attract more recognition and appraisal in the company. That is another reasonwhy employee management is important.
As with a management portal, there is transparency in workflow, accountability, and responsibilities. The organisation chart too describes employees’, their seniors’, and their teams’ details.
Five things that clarifywhy employee management is important are explained above. Employees and hiring managers can get a clear idea while reading these pointers. But, in the end, it’s quite evident that HRs need a system in place to bridge the talent gap.
Otherwise, employees – especially newly hired – would be confused about their work, reporting managers, and engagement expectations.
But theimportance of employee management is also relevant here so that Talent Acquisition, Engagement, and Management strengthens and emboldens in an organisation.
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