A disengaged workforce can be of any age, religion, culture, or nationality. It is a major concern for acompany culture where productivity matters.
Off lately, millennials and gen-Z feel more disengaged when they work at a place that’s too casual to care about their contributions.
With the emergence of modern AI technologies, some feel left out and thus have checked out. Initially, it is hard to decipher disengaged employees. However, as employee engagement drops, HRs realise something is wrong.
By the time they try to fix it, the disengagement spreads across the culture like the new norm. It has multiple downfalls if not treated and addressed on time.
A few are listed below. Feel free to read and see if you face the same issues that disengaged employees bring forward. Tackle them with highly mobile and agileuKnowva social intranet tools. However, let’s just read about these impactful changes first.
The first sign amongst many is this one. The most disengaged person wouldn’t be interested in coming to work daily. Their attendance would fall short of the criteria to be met. They might start taking unnecessary paid or unpaid leaves.
If you confront them, they might not be sure or reply late. They also take holidays without prior notice, impacting the entire team’s coordination.
It's not a good sign when your staff does not regularise their attendance mark. It shows they are casual about their timesheets, projects, and appraisals. That is the most impactful incident in acompany culture where disengagement is shooting up the charts.
When your team members are not in a mood, it spoils the entire agenda of the meeting. It doesn’t even matter if you boostdiversity in the workplace when no one pays attention.
This usually happens when employees are not concerned about the topic of the meeting. Otherwise, they might be attending the discussion with a preoccupied mind.
Disengagement seeps into yourcompany culture when your staff is least interested in performing well.
They have no idea how much their goals weigh and what’s expected month-on-month. This could be because of ambiguity in setting up goals and KPIs for new employees.
Otherwise, maybe, existing employees are not bored of their monotonous work. They need an upgrade orexcitement in their work life.
Disengaged and disinterested workers are full of excuses. They do not want to improve or come out of their comfort zone.
They might not be great risk-takers. That happens because there are fewer incentives and no proper system for timely reward and recognition.
Chances are they do not see their journey long enough in the corporate culture. That’s why they do not seem to be serious about changing their unproductive behaviour.
Even if you welcomediversity in the workplace, it does not mean your employees will be excited. They might still show no interest or lack of judgement when it comes to decision making.
That usually happens when employees are looking for other job openings and positions. They are not finding any value in their current job roles. Thus, they cannot see how well they can perform at the current pace for more years or months.
To increaseemployee engagement and sort out this matter, you need to be an active observer. As an HR person, you need to know why there is a sudden change in your staff’s behaviour.
When you talk to them, you will realise they have no insights about their future in the firm. They have limited purpose and perspective of their job roles assigned to them. That happens when you do not fine-tune their goals and KPIs as the trend changes.
You lack the ability to nurture your diversified workforce. Hence, disengagement replaces the expected employee engagement levels in the firm.
Acompany culture suffers more fromunproductive behaviour when employees do not lead. They do not develop an entrepreneurial mindset. This shows that the team leader or the manager is unsuccessful in nurturing their talent effectively on time.
Employees would feel new energies and participate in synergies to lead the team when they realise the benefits attached to it. They must have enough trust in the company, its management and its culture to bring about desired changes.
If there is no trust or hope, employees don’t bother leading the conversation, let alone any project.
Yourcompany culture gets defined by your employees' effectiveness and active engagement. With disengagement, productivity suffers and drops below the unexpected levels.
That is a possible outcome when you do not nurture your team members consistently with the right technologically-advanced tools. This is what the blog post above teaches you from one point to another.
Contact us here to improve your employee engagement rates like never before.
June is Pride Month, celebrated across the globe to commemorate the memories, struggles, and freedom of LGBTQIA+ community members. When employers bring more LGBTQ+ friendly strategies to the table, they boostinclusion and diversity.
With that step, your organisation can become more secular, trustworthy, and respected. LGBTQIA+ community is pretty sensitive even today. That is because they continue to face disrespect, contempt, and discrimination around the globe.
Even today, the laws are still flawed, offering such people proper privileges to work and earn their keep. They struggle to stand for themselves and have grown as a community to stick together through thick and thin.
When you calibrate their importance in your company culture, thisPride Month could be special for your employees. At times, you might not if your employees belong to this community. Many of them are shy and fear coming out.
However, with an open community and respectful culture at your firm, they could lead a healthy work-life. To know more about how you can bring fresh and educated ideas to your organisation, keeping HR tech tools in the loop, read the post below.
Celebrate Pride Month And Bring More Inclusion & Diversity With 5 Fresh Ideas:
A close-ended communication has to be from both ways. If you’re an active listener, you must also give them the right suggestions. Otherwise, you should be curious enough to ask those members questions about their work life.
Ensure that they are not facing any performance dips in the given time.
Validate the same fromuKnowva performance management software available on the cloud server. You can access it using your assigned credentials to verify your team’s performance while on the move.
When you ask them about their work-life, community, and workplace issues, you will have more trust between you two. But don’t be too straightforward at first. Use illustrations, memes, emoticons, and other stickers on the chat messenger uKnowva provides.
Break the ice when you converse with them daily. This subtly shows them that you’re there for them. When you readily ask them questions that matter, they give you answers to break stereotypes.
That’s the beauty of listening and asking the right questions at the right time from your staff.
Besides that, you can overview their punctuality and happiness factor from the VBS too. Later, you can develop a question bank when you’ve overviewed every aspect of their performance from the system.
This type of conversation will then be holistic, purpose-driven, and respectful. Employees can tell you what problems they face belonging to the LGBTQ+ community. That’s how you boostemployee engagement at the workplace, despite the workstation location.
Help your LGBTQ+ community employees to spread knowledge about their rights, privileges, and struggles. Put up educated, interactive, and latest polls. Let other employees cast their vote and know if any homophonic person is working at your organisation.
Then this could be one of the most common issues in your firm. Being homophobic is not a crime, nor is being an LGBTQ+ person. But you must respect each other, despite the orientation you all follow.
That’s just a fundamental human right to let each other live, work, and earn in peace. Therefore, when you put up such polls, there will be a sharp rise inemployee engagement. They will want to know more about this man-made LGBTQ+ community.
Certain laws are relevant both in work and private life and applied to these people. You must know about them when you’re hiring them. It is just to respect those people because they’re humans too.
WithuKnowva’s smart solutions, you can digitally transform their lives. People would open up regularly about their mindset about the LGBTQ+ community using these polls.
Employees get the chance to overcome their fear of coming out. That’s after seeing their teammates accepting and being vocal about LGBTQIA+ rights.
StartJune Pride Month with a pledge to be an active listener for your staff. Act upon their suggestions and queries. Take their point of view seriously. And show them that you care. This could be possible by using the uKnowva social intranet.
On the network, connect with your employees one-on-one. Don’t let them feel lonely or isolated.
This is mainly for digital nomads, freelancers, or remote workers. When you listen to them openly, this could be a refreshing way to welcomeinclusion and diversity to newer heights.
Be appropriately investigative and fast in solving LGBTQ+ community members/employees’ grievances. You cannot always be there for them, though, if you’re the CHRO, RM, or TL.
However, it's possible if a dedicated grievance redressal and an employee grievance handling committee are behind the same. It will pave the way for moreinclusion and diversity in your organisation, despite its growth and size.
Your employees can put up and raise any query or complain at any hour using theuKnowva grievance redressal system or helpdesks.
These are operating at the side panel of the home screen. Your admins can configure the helpdesk options as they like in the purview of the company policies.
With such systems, employees will have certain boundaries. They will know not to disrespect anyone at any cost while working in teams. The LGBTQ+ community members will be safe and heard more often because of an investigative system in place.
Ensure that the employees get notified on time about the verdict of the grievance redressal process. It helps them stay alert and aware of the case of discrimination or harassment at the workplace.
Later, your grieving employees can move to the labour court if the result isn’t satisfactory.
Another creative way that brands mostly follow is this one. Around June Pride Month, you will see most brands reforming and refurbishing their branded marketing strategies to support LGBTQIA+ community members in masses.
This boostsemployee engagement in the firm's multiple departments and business units like never before.
People love to support each other for the more significant cause of humanity. This holds true during the heartfelt month of Pride in June every year.
You can, too, refurbish and redesign your uKnowva instance to support all your LGBT+ employees. It will make them feel prouder and more inclusive in the firm. LGBTQIA+ flag is in itself a symbol of inclusion and diversity.
You will gain more traction when you put those two LGBTQIA+ flags in your posts, instances, and creative content. Less informed employees would want to know more about it.
TheLGBTQ+ community activists can get a chance to open a dialogue as well using flag symbols in the organisation.
For example,
You can plan a digital giveaway like a badge of honours with those two flags. It would be delivered home. That can be for winners of some LGBT+ friendly quizzes or polls you conduct online.
Celebrate Pride Month with the creative ideas posted above. Implementing them in your organisation with uKnowva’s innovative tools draws in more inclusion and diversity.
To be sustainable in a constantly changing work culture and environment, you can say it’s a must-have strategy.
Contact us here to set up your Intranet today.
Georgetown University had a poll in 2018 where 20,000 worldwide employees voted their opinion. Thispolling study showed respect was the prioritised factor determining leadership quality amongst the majority.
This fact encourages policymakers to reshape thecompany culture to date. Most of the focus is now on respecting everyone in the workplace. Because employees of today and tomorrow want value and respect just before the monetary benefits.
They work more in organisations where their job roles count and are respected and appreciated. For that, HR persons have to be proactive in listening to what their employees have to suggest and say.
Because the company evolves and becomes a respectful workplace when policymakers start listening and acting on time. If you’re one of those decision-makers, this post is certainly for you.
HR persons can bring forward more respect amongst teams and the workforce from different locations with a careful selection of words. They have to master the art of gratitude and appreciation.
Employees feel better after observing thankful and generous attitudes of HRs and team leaders. Thecompany culture automatically transforms and becomes more respectful that way.
HR persons and team leaders have to be responsible and more attentive. While they interact with anyone in the organisation, they have to be clear & concise but refrain from being rude or curt.
Otherwise, it could hurt the sentiments of people working for you (the HR/TL).
These decision-makers or authoritative persons have to exercise this communication style. It gets work done on time and earns more respect and trust from teammates.
Respect the freedom of speech and the right to speak or vote. Be humane about it and let your workforce take the culture forward. Give them the right tools like theuKnowva Social Intranet.
They connect with other teams transparently there for purposeful communications. Such tools offer enough opportunities for welcomingdiversity at the workplace.
Appreciating and accepting diversity and inclusion is a great part of the modern organisation culture.
With a social Intranet, your teammates have the suitability to connect with anyone with a shared purpose. Plus, there will be no delays in important conversations.
These could bond one-on-one levels or with other teams. These groups can exist in one or multiple organisational units. That depends on the policy of interactions accepted within the culture.
But the overall employee experience of interacting with their fellow teammates and the workforce must not be prohibited. While using chats, forums, surveys, and space for publishing content, they meet and greet different people from various walks of life.
Such behaviour opens up their perspectives and general take on life. It makes them more respectful and humble in the long term.
That’s one of the subtle ways to teach your staff how to manage people and build better interpersonal relationships without the involvement of corporate politics.
Soft skills: emotional quotient, social quotient, mental well-being, being self-aware, becoming self-reliant, and conversing with people to get work done matter a lot. These skills sharpen a person’s character over time.
In acompany culture, with the emergence of new technologies, it could be difficult at first to focus on these skills. But effective and goal-oriented managers help employees shift focus on these skills regularly.
With the acceptance and sharpening of these skills, respect eventually develops. People working for or with you in the team (s) become more self-aware and self-reliant. They are more responsible for their job roles.
Thus, they do not prefer delaying their work schedules or commitments. TheuKnowva performance management system lets them know that their work is counted and looked after for on-time appraisals.
They need this feeling to grow more emotionally, mentally, and physically attuned to their job roles. Employees, when focusing on their commitment or regular KPIs, do not indulge in negativity at the workplace.
Instead, they prefer to respect everyone’s opinions, even when they differ. Such modesty promotes a respectful and open company culture at a faster rate in the firm.
Another way to promote respect culture and increase organicemployee engagement is never to tolerate any discrimination. You would be working with people from different religious, cultural, and national backgrounds.
You mustn’t blame them for their beliefs, values, or personal opinions on life, work, etc. At the time of hiring, work-related questions should be clear and transparent.
It should be communicated to the person you interview to be respectful of other teammates at any point. There is no room for tolerating any discrimination from employees with clear-cut company policies.
It sets a positive example in the firm.
Employees also grow drawn to this culture where they exercise their political, cultural, personal, religious, or similar views.
But that must also be without hurting the opinion of others. Only then can an encouraging environment develop where respect is the top priority, driving home more employee engagement organically.
This point has a close connection to the previous one but has different parameters as well. Harassment could differ for people within a variety of scenarios.
It could be an incidence of discrimination and derogatory remark for one. While others might consider that episode as a serious case of harassment and defamation against their culture, political, and neutral voice.
That is why both discriminating and harassmentepisodes in acompany culture must have zero-tolerance policies. Harassment could be sexual too at the workplace. In the purview of which many Indian laws have already been formed.
To sustain that, growing organisations must form committees and juries within their culture. At some point, these could be anonymous. But employees approach them using grievance redressal systems like on uKnowva.
This allows employees to feel safe, respected, heard, and cared for at any given business hour. It must not be limited to a particular nation, region, or religion. Everyone working in the firm must be protected with a strict and disciplined grievance redressal system.
Only then can you exercise zero-tolerance against harassment and discrimination. But the complainant must also have critical proof against the suspect. This will fasten and strengthen the investigation of such harassment cases.
Promoting a respectful company culture isn’t easy in modern workplaces. But it isn’t impossible either. With disciplined yet flexible norms, HR persons and CHROs strategically reform corporate culture.
In the above copy, you find 5 such ways to investigate the cultural norms that offer respect and gratitude at every touch point.
These promises are easy to deliver to your workforce with the involvement of employee engagement platforms like uKnowva.
Contact us here for an impact on respectful culture using uKnowva smart tools.
HR is becoming the next agent in welcoming AI at work. Earlier, if you remember, organisations prohibited people from using any personal device or technology at work.
Then came the wave of BYOD because it was impossible to stop the emergence ofartificial intelligence in HR and at work.
While talking about AI, it’s prevalent to focus on smart devices or on-cloud tools. These help modern companies and HR executives to finish their daily tasks flawlessly.
The advantages of these AI technologies work beyond such mainstream expectations.
To know more, continue reading and see how the rapid evolution of AI at work is reshapingcompany culture like never before.
AI-powered tools enable managers and recruiting leaders to make better and faster decisions. These tools or software have prediction models with on-spot recommendations.
Moreover, employees can execute complex tasks faster using easily accessible AI tools online. They do not depend on paperwork anymore, per se. Similarly, each department, including HR, benefits from AI’s decision-making skills.
It could be through the tool, chatbots, automated reports, etc. The base of the data and the continuous learning fed into the system. It evolves with limitless interactions. This behaviour encourages theuKnowva HRMS, an AI-backed system, to decide better.
Managers and employees indulge in continuous learning while usingartificial intelligence in HR or at work. As the technology used keeps advancing, it provides automated learning recommendations.
The entire staff has to follow suit. They learn and grow for the greater better. Following this practice, millennials and Gen-Z workers effectively adapt to changing company culture.
Employees normally love the culture where they get to expand their scope of work. Upon triggered attributes, the system can easily recommend available courses to learn. It scans and scours employees’ data that involves job roles and projects completed.
Based on that, it can predict and recommend courses for their portfolio growth in the HRMS.
Employers have the rights and provisions for sharing & uploading certified courses for teams on the system. They can publish these courses for the entire organisation to consume if they want.
Later, the intelligent system will show reports on the number of employees completing the courses. Otherwise, it shows how many have completed and executed those skills on newer projects.
One of the myths surrounding managers is that their jobs will no longer matter with the emergence ofartificial intelligence in HR.
The situation is quite the opposite. Now the work will hire and retain more managers with AI and technology knowledge, curiosity, and experience. That is in comparison to those who don’t.
There are going to be new job roles aroundAI-backed HR activities. People have to adjust to that accordingly. The Oracle study also proves it.
So, the workforce will get better employee engagement and experience rates. But they have to be more agile and adaptable to changing knowledge and culture. The trend of continuous development and learning is becoming more relevant than ever.
Your HR workforce and other departments must be ready to upgrade their skills and knowledge to remain employable. This practice should be in the loop when AI emerges in workplaces.
Every 3-6 months, employees must keep adding new skills, technological knowledge, or experience. This automatically happens while taking up new projects consistently without sorting out an extensive schedule to learn.
The HR functional department has to manage and solve complex business problems every day. These queries evolve with an increase in the workforce. There is no turning back for HR executives working in modern firms.
They have to learn to listen to their employees actively, and act upon suggestions while managing core HR activities simultaneously.
They are also expected to predict and recommend suggestions for reshaping the company culture and driving home profitable hiring. Next, they have to be strategic partners to CHROs and CEOs.
The entirety of the HR person’s existence is changing rapidly. A single team can’t carry out these tasks automatically and without wasting working hours or weeks.
That’s when and how AI at work comes into play and improves the employee experience. Using smart andartificial intelligence in HR, solving everyday issues at work is easier.
There is a sharp rise inemployee engagement levels with the software because of ease of use and understanding.
These tools enable HRs to predict attrition, successful hiring, potential career growth, high-performing employees, most active hours, and mental well-being.
They resolve queries on the spot many times using AI technologies at work. This practice enables them to save thousands of working hours every year. Which also means these HR persons are close to becoming strategic partners to CEOs at full speed.
HRs welcomediversity in the workplace when they screen, source, and interview the right candidates at the right time and cost.
This is possible with the involvement of AI at work. Such systems likeuKnowva’s recruitment engine provide enough functionalities for efficient hiring.
HR persons can make data-driven recruiting decisions based on the intelligence at work. Chat bots also help gather and disseminate information as they humanely chat with the candidates to improve their experience and interactions.
Artificial intelligence in HR also reduces the total time of job posting, application, and applicant tracking. HRs get live reports on the efficiency of each live or published job opening or vacancy.
They know how many of the potential candidates complete the process and which amongst those are job and culture fit. Thus, the bias and subjective factors are reduced to almost nil when hiring the right candidate for the job.
HR persons can set triggered responses and actions when they switch on automated screening and parsing of CVs. These engines help HR executives to hire in bulk within a limited period.
Such intelligent software or tools are not prone to human errors.
It shortlists the best possible candidates at the given company cost in a suggested timeframe from the available pool.
From the above blog post, I am sure that you now know how artificial intelligence at HR is shaping cultural norms in workplaces.
But these are not the only examples. These advantages and impacts of AI at work grow each day as we welcome and implement it.
Other examples of AI at work include efficient prediction of attrition rates and improving the problem-solving quotient of HR helpdesks.
Contact us here today!
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