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.
Contact us here!
Purpose-drivencompany culture directs engaged employees to acquire common organisational goals by implementing predetermined business strategies.
What matters then is how companies set desired employee behaviours in motion aligned with the firm’s goals and strategies. Then, HR teams, heads, and employers mustfoster the correct company culture for that to work.
A Gallup article suggests that company orwork culture is “how we do and accept things around here.” By here it means the firm. In other terms, a company’s culture is a mix of notions and values pertaining to:
Such questions determine the core values of an organisation. Answering them would mean a company has a uniquecompany culture, harnessing its USPs and KPIs.
It then hasideal company culture because it knows where it is headed, why, how, within how much time.
Companies have certain values. They should formulate their key performance indicators around those. One of the KPIs that determine a unified work culture can be:
Plus, with consistent delivery of the same brand image, a company can attract loyal buyers regularly. Even employees would want to work in a company where values are transparent and according to changing times.
There is a close connection betweenworkflow management and key performance indicators. When employees know their responsibilities/KPIs in a firm, as a part of its culture, they achieve deliverables fast.
And when a company's strategic goals and tasks are on time, it will eventually attract more sales and the right profit margins. Because as peran HBR article, loyal employees would attract more passionate workers to the firm.
Such behaviour enables the company to meet its strategies and business units’ goals with zeal and unparalleled passion.
Astudy by the revered Department of Economics at the University of Warwick found that happy and knowledgeable employees are 12 percent more productive. This also means companies get enough scope to become scalable and profitable ventures for their customers.
Workforce management in tandem with insightful company culture helps to bring and promote transparency between teams.
For instance, reporting managers would know quickly using the workflow and project management features in uKnowva HRMS about their subordinates’ deliverables.
Plus, amongst teams or peers, this transparency invites healthy competition. It makes working toward a project enjoyable and energetic which can further help employees do each task better.
Businesses grow well with loyal employees. Team leaders can trust them only when employees have the freedom to deliver their tasks as per their work-life style. So, an ideal culture promotes different working styles, flexible hours, and the well-being of an employee.
In return, operating heads don’t worry about the micromanagement of mundane tasks.uKnowva HRMS automates many repetitive HR tasks to save time, cost, and daily invested efforts.
Workforce management andemployee engagement features aid in turning loyal employees into brand ambassadors. That happens when employees have the accessibility to build their persona with the brand while working.
When employees can relate to the company culture and its values, they will talk about it more. They would indirectly promote the brand or the company’s positive culture to others in their private life.
As a by-product, this behaviour helps make employees believe in the company's vision. They can share that vision with their immediate circle. It won’t involve extra cost than the one invested in acquiring and nurturing top performers.
Managing employees from various locations is an easier task when an aligned culture in the firm. A strong andvisionary work culture can help reshape employees’ behaviour in numerous forms.
Find some of them below.
Companies should show employees that their work matters. Itdrives them to work harder, smarter, and more productively. Doing so by using the Social Intranet feature inuKnowva HRMS is more fun.
This employee engagement system helps teams connect using newsfeed, chat boxes, group chats, polls, and surveys. They can also use discussion forums for detailed conversations.
Happy employees drive more sales to a company. Same has been narrated differently already above. But the company has to know how often it satisfies its employees’ moods daily.
That is why thehappiness meter is accessible in theuKnowva HRMS. Using that, daily punch-in and punch-outs are more interactive. Employees’ happiness mood is stored in their attendance or employee profile.
HR and admins can read that data about each employee. Later, they can chat with the concerned employee to boost their morale and work-life balance.
However, if employees are continuously happy, it shows that the internal culture of the company is growing and in accordance with the staff.
Admins, reporting managers, and HR teams have access to certain analytical reports highlighted inuKnowva HRMS dashboards. These visuals ease the workforce management when reporting managers know if the employees are working on time. They would know if each project cost is justified. Then, they can see employees count combined with calculated working hours from a particular location in a happy/sad/tired mood.
These insightful reports help change overallonboarding to offboarding processes in the work culture.
Also, HRs get surety on employees’ satisfaction and happiness index. With a high score, employees tend to stick around more. They then love to go one extra mile to grow the business with their team leaders.
Conclusively, staying happy, heard, and appreciated motivates employees to stay longer in the firm.
There should be learning modules available for helping employees to reskill. With that, their talent sharpens.
They would want to contribute more to the firm, which assists them in choosing a career path. It shows and gives out a message that the company they belong to is appreciating their skill and valuing it simultaneously.
By removing micromanagement, company culture can help employees become self-reliant and self-serving. Features like rating yourself for appraisal, marking your virtual attendance, checking your mood every day proves to be important in that journey.
uKnowva HRMS provides that to HRs and their employees.
A company has to have a strong andvisionary culture. In return, it helps shape an employee’s work-life journey as a hire.
Plus, deliverables are met on time, brand value improves, and the employer-employee relationship too strengthens.uKnowva HRMS here plays a pivotal role for companies and their teams.
It has features like an automated payroll system, recruitment engine, happiness meter, and workflow management. Together, these features make a company tomorrow-ready and stand robust against the test of times like theGreat Reshuffle.
With the shift in the way we work, companies are finding ways to increase their employee’s efficiency rates.
A study already suggests there’s a 47% increase in workflow productivity while working from home. But not every company can afford that.
Another survey concludes that people are planning to return to their workstations. But some companies and employees want to try hybrid work styles now that they have worked from home during a pandemic.
In conclusion to this scenario, we can say there is no one fit working module for employees after COVID-19. After research and multiple surveys, acceptance of this fact puts immense pressure on HRs to developemployee skills.
That’s why, today, it’s imperative to learn executable employee efficiency improvement tips. Implementing these in the organisation, despite the location, boost internal branding and retention rates.
In the end, employees prefer the company over others in the loop when they think of leaving.
Improve employee efficiency score in your organisation by delegating tasks to the eligible workforce. This delegation is easier when you hire right from day one using therecruitment engine features on uKnowva.
When employees love their assigned tasks, their productivity also automatically improves. That’s why this is one of the most fruitful andexecutable employee efficiency improvement tips available in the listicle.
Allocation of projects and related tasks is easier using theProjects & Timesheets features on uKnowva. HRs can also check previously completed projects and the productivity earned from there.
Accordingly, the reporting managers too choose the apt list of their team members for a particular project. This is a time- and cost-saving tip.
Communication is an important part of skill development in an employee. More so for employees working remotely or at isolated locations.
With communication over a social intranet network, teams build trust amongst each other.
When messages deliver quickly, communication floats faster. This solves queries upfront. Then there is less or no misunderstanding between two or more team members.
This is one of the most favoured and practicedexecutable employee efficiency improvement tips. So employers too sharpen their communication skills because they have to persuade their subordinates to accomplish timely tasks.
Basically, clear-cut communication should be one of the pillars of building and improving employee efficiency scores.
That is from their first day in the company to the last. It leaves them with a lasting impression of the company culture too.
Theemployee management system in the firm helps set time-bound goals interactively. uKnowva is one example of such a system. In the HRMS, employees can set their own KPIs and give weightage.
The approval of the same can be from the relationship manager’s end in the same UI quickly.
The practice of setting up their own goals harnesses their entrepreneurial mindset in the long run. It’s a good habit to become self-reliant and independent at any firm.
When they set up their goals, they will work extra smart for those tasks. But, again, it’s a employees' psychological factor because then they will be accountable to themselves for the results they draw from their chosen KPIs.
One of the bestexecutable employee efficiency improvement tipsis to plan incentives for them. It’s in return for their street-smart, digitally proactive, or witty contribution. That could be towards any complex goal, task, or the entire project.
For example, if employees crack tough deals and bring in an unexpected number of leads to the organisation, they should get equally rewarded. These could include, but are not limited to:
This would boost their confidence in the company to work harder next month. Plus, they can unwind from the stress of achieving this feat by using these incentives. Finally, it shows the company cares about their contribution – small or big.
Help and train employees as a core part of theskill development. They need their managers, leaders, or seniors' support in this. At times, they are not aware of the skills they should sharpen.
That’s when HRs or reporting managers can study their project reports from theHRMS software. Reading and analysing them is helpful to guide employees to train certain skills: educational, technical, mentoring, vocational, and more.
If a company provides them with e-learning modules, even remote working staff can learn and earn their value as an employable resource.
Overburdening employees with work can discourage them from using their full potential.
To overcome this obstacle to achieving higher efficiency rates, HRs must encourage employees to find that balance of quality and quantity with their KPIs.
Here, anemployee management system can work fruitfully. Using that tool, employers can know if their employees are working punctually or not. The signs that employees are overburdened include:
So, when there is a fine balance between quality and quantity of work, these problems reduce automatically.
Then employees feel charged up with high motivation and morale. They want to complete their work before the deadline and unwind later. That’s because they also pay attention to their work life cycle quality.
Allowing feedback to drive the company’s growth for better internal branding is among otherexecutable employee efficiency improvement tips to follow.
An honest exchange of constructive feedback and the desired action leads to better productivity between teams. If teams’ work portfolio improves; eventually, the company’s net profit and sales funnel expand.
This practice is important because then employees can work on their weaknesses and sharpen their strengths. As a result, a company internally improves and becomes better at managing people because of this habit.
Conclusively, employees feel their opinions matter. Then they have a scope of a better career in a firm that listens to and acts upon the exchanged feedback.
Improving employee productivity and efficiency is no less than a feat, especially when a company is growing and still figuring out its company.
However,executable employee efficiency improvement tips mentioned above promise employees an easy, genuine, and interactive journey. They aspire to stay longer in the firm if these tips are implemented from day one.
Contact us for your HRMS instance today!
With emerging everyday trends in a company, employees feel burdened to compete and accomplish expected tasks. At times, they fall back on their deadlines. Other times, disconnection and demotivation replace poor time management. This opens a need for ways to minimise workplace negativity for HR professionals with constructive research and experiential knoweldge.
Otherwise, these reporting managers and human resource professionals have to stand answerable to the management. They have to know why negative and unproductive behaviour is occurring in the workplace. Because negative emotions lead to underachieving or destructive habits.
Instead, employees with a negative perspective of their work tend to leave the job early, show up to work late, do not finish their KPIs, and create an unfavourable work environment.
In the purview of all setbacks, HRs must acknowledge differentways to minimise workplace negativity. Only then there could be a positive change with growing opportunities for employees to excel and promote.
The most favourablesolution over workplace negativity is to listen to employees and their concerns. That’s one of the benefits of having an HR and grievance redressal system in the organisation.
Employees spend 8+ hours approximately every day at their workplace. That is 1/3rd of their day. They meet multiple people from various other notions and perspectives during that period.
Some employees’ behaviour might trigger a chain reaction of negative habits and thoughts. However, HRs must actively take part in weekly counselling for such people. If need be, there could be a daily session too. That’s only for emergency or urgent cases.
HRs have to monitor the impact of these sessions on their workers.
When employees know they are being listened to with great value and respect, their unsatisfied attitude toward the workplace mellows down.
HRs and reporting managers are responsible for training their employees into having an entrepreneurial mindset. After all, today’s generation’s needs for excelling in their particular jobs and key responsibilities demanded from a position.
There is no time and culture for micromanagement anymore today. But some employees find it hard to understand. They always need a guiding hand till they mature enough. Therefore, inviting employees, good performers or otherwise, is always a good practice.
Because when employees actively participate in projects and reshape their deliverables, they use their creative minds. They come up with fresh ideas. Later, they develop the skill to evaluate what is feasible compared to the ideas which are not.
With repeated decision-making episodes in the firm, employees grow a mindset for creating new ideas. Their intellectual mind develops and shifts to more positive habits than negative ones.
That’s why it’s one of the most prominent tips to reduce workplace negativity in this listicle.
Anotherway to minimise workplace negativity is to boost the trust factor between teams and employers. Ultimately, employees are working with a senior or super senior. Those themselves are answerable to C-level executives and management of the company.
So, the teams should use platforms likeuKnowva HMRS and social intranet to build trust. For example, using the SI on uKnowva, any employee can directly contact the concerned person – keeping their RMs or TLs in the loop.
So, the scope of bias or manipulation already reduces. In case of ambiguity in project deliverables, management can directly reach out to the concerned employee at once.
It puts pressure on the mid-level management too. Majorly because there is now no barrier of communication between different levels present in the organisational chart.
This way, each employee learns to take their job role more seriously and indulge in more trustable communication. If that happens, eventually, the trust and credibility factor improves between teams and employers.
Employees return to workplaces that are more productive and growth-oriented. They know they have a scope of excelling their talents in such a company culture.
To support your top-performing and high achieving employees’ growth in your company, you can help them learn or relearn new skills. Afterwards, you can assign them newer projects based on those skills.
This way, they would not have time to indulge in negative workplace habits or emotions. Employees will pay more attention to what new they can achieve and learn in the company and grow their professional portfolio.
Recognition is the key to bringing more positivity to your existing company culture. So, when learninghow to minimise workplace negativity, pay close attention to this point.
When the company fails to acknowledge outperforming employees’ efforts, they feel disconnected. They would want to know why is that happening to them despite their best efforts and contribution.
And if this neglected behaviour from the management’s end repeats, an outperforming and talented workforce would start isolating. They might look elsewhere to work or stop giving their necessary input to the organisation.
However, when companies reward for efforts on time, employees’ morale boost and multiplies. They feel proud to stay connected to the organisation as its full-time, remote, or contractual employee.
Company culture can never sustain for long depending on favouritism. It will only create negative internal and external branding for itself. Because favouritism will give an open invitation to politics, informal grapevine misuse, and miscommunication between teams.
If that happens, it’s difficult to find away to minimise workplace negativity. As there is never one source, you can track to know where the politics stems from. And it will soon enough corrupt the organisational structure and values along its way.
That is why it’s better never to encourage any favouritism in the organisation. Instead, employees must get their timely hikes, promotions, recognitions, and other compensations on merit.
With an automated performance appraisal system by uKnowva, companies can start focusing on how to develop their talent.
There will be no more focus on favouring one employee over others. Because in this system, teams can see their progress. There will be transparency. That means it leaves no scope for favouritism, nepotism, or miscommunication.
Every TL or RM can view their employees’ career and success graphs using this system. There is even a 360-degree feedback feature. Because of that, every employee’s review from every peer they interact with gets verified.
Open communication means employees will share their concerns as soon as possible with their team leaders. That means there is no time gap or lag. And whenever employees feel burnout, burdened, or lack motivation, they can approach their TLs.
One smart way to minimise workplace negativity is using Social Intranet by uKnowva. There, teams and the entire organisation can create group chats, forums, polls, and conduct surveys.
So, whenever an employee is in distress, they should have the right tech tools to express their grievance. By promoting this open communication in company culture, employees will have more trust in the system.
They would not feel neglected, misheard, or misunderstood. Instead, they can clear the misunderstanding and ask for clarity promptly in team group chats.
Anothersolution over workplace negativity is to invite more team-building exercisesin the firm. This way, teams will have more courage, confidence, and trust in each other. They will deliver projects and milestones together.
This brings home a sense of belonging and inclusion while coming from different walks of life simultaneously.
Also, when employees participate in regular team-building exercises, they get to know their peers well. As a result, they recognise their strengths and weaknesses in a very informal setting.
This improves their social quotient, interpersonal relationships, and influence on their teams.
It’s very tough to stop negativity from circulating in the company culture after it starts. It spreads like a chasm in the firm. However, finding away to minimise workplace negativity is not impossible.
I have already stated 8 very affordable, exercisable, and dependable points above for small, medium, and growing companies. Read these steps carefully and make a checklist of what works for your firm’s culture at present.
You can keep coming back to these pointers to refresh your knowledge.
Contact us today!
Acompany culture adds new colour and personality to your organisation. Each new person you hire and onboard contributes to it by adding their point of view and beliefs. However, that’s where team leaders have to smarten up.
They must keep observing company changes brought forward implicitly by new hires. Some of these changes can be explicit too.
Their impact matters on the generally accepted norms and radically changing workforce perceptions. Without team leaders' or policymakers’ involvement,strong company culture might fall apart unexpectedly.
For this reason, read strategies that fine-tune your corporate culture. It’s a necessary read despite the onboarding of new hires or the departure of existing ones.
How will you expect strong company culture to surface without transparency between your teams? That’s nearly impossible because if your teammates have no trust; they can’t deliver their performances well.
That’s more in the case of performances linked together. When employees grow more responsible for their job roles, shared performances and relational analytics become the norm.
They cannot avoid talking to each other to get the necessary work done attached to their individual JDs.
As a team leader, you encourageemployee engagement that delivers the message across flawlessly. You can use uKnowva communication systems and tools for that. The interface of the Intranet we offer is fully customisable and configurable.
Set its tone and colouring as per your internal branding and goodwill. It also helps your employees become more educated about your branded logos, information, etc.
In any case, transparent communications with teams and seniors in the system are always fruitful. It helps reform and nurture relationships in the firm for achieving tougher and more complex goals together.
Become an example for your employees, especially the new ones. They look up to you to know what’s acceptable and not. Address the importance of communicating and extending collaborations with a purpose.
Give them theuKnowva Social Intranet tool for equal opportunities to nurture their official interpersonal relationships. Allow them some time to know each other and work on projects together.
Overview their performances. See how two or more employees or subordinates are working. Review that progress weekly as they communicate to and fro. Appreciate their conversations that improve conversions of expected deals or project deliveries.
Employees’ mental well-being plays a key role in reforming and fine-tuningorganisational culture. Mentally disturbed employees won’t be agile and flexible enough to adopt changing work norms and expectations.
They will be prone to more mistakes, human errors, and mood swings. This leads to hampering their overall productivity. Watching or observing behaviour continue, other team members get mentally distressed too.
Team leaders must equally focus on their staff’s job engagement and involvement to avoid a domino effect. They must enrol and participate in weekly catch up or monthly meets up. That is applicable even for remote workers to feel included and respected.
These activities bring more harmony between teams even when they work in various shifts across geographies.
uKnowva virtual biometric system has a happiness meter. Employees use it to punch in/out their current mood along with their to-do list. This is for every actively registered user working in your team.
The system generates a data analysis based on these data sets or points. From there, managers can gauge if their employees are working exhaustively.
They change staff’s roster timings if that is the case. It will improve their mental health and protect them from occasional burnout.
Calibrate your standard company culture norms initially for better orientation of new employees. This helps human resource managers to hire potential talent appropriately.
Every employee must know what behavioural attitudes or patterns are acceptable there. But communicating them and reinforcing the same can be time-consuming. So, you can use the uKnowva HRMS network system’s panel to upload your company policy there.
Employees will have access to download and read it whenever they like. HRs can remind new and existing employees to re-read the norms whenever there’s a new change or improvement.
In fact, you can shape and reimagine your organisational culture by asking your employees their suggestions or opinions. Give them well-researched questions to answer or vote in polls or pulse surveys.
Check the result and issue the findings in your company culture if that matches the management’s vision too.
Another point and strategy to improvestrong company culture is this one.
Employees make up your culture. That is a point you will find a hard time denying or defusing. Accept it and make alterations whenever possible. Because unsatisfied employees will eventually leave. That impacts your retention rate and internal branding.
To welcome that practice of listening to your employees on time:
Let your employees know the welcoming change as and when it's improved. The changes suggested by the majority of your staff must be prioritised. This will keep your staff more engaged and satisfied with the culture and the management.
Boost a progressive andgoal-oriented company culture. For that, keep tracking your employees’ progress. That is now rather easier with an on-cloud and highly accessible performance management system by uKnowva.
Use it whenever or wherever you are. You need credentials to log in. System admins will provide you with that. Check how well your team is doing. Keep motivating and ensuring them to be on the right track.
With that mindset, no one would have time to indulge in gossip, negativity, and workplace politics. Rather, your teams will be encouraged and powerful enough to work on their personal and professional goals.
Organisations with such a workforce often stand the test of time and external factors like the pandemic and the Great Resignation. In fact, your reputation and mutual respect increase when employees focus on everyday learning and development.
Reward your teams on time to inspire them to work hard. That’s a strongcompany culture you should aspire to sustain in a rapidly changing, hyper-digitised world. When employees get timely rewards and appreciation, they prefer that firm over others.
They recommend it to others if such practices continue to develop and nurture sincere and dedicated talent. Your company’s goodwill will organically spread across regions if you develop a culture of next-generation favours.
Robust company culture is the backbone of an organisation to sustain modern-world HR challenges.
Develop it with reliable HRMS systems and strategies mentioned above. Be consistent in practice to readjust the norms with new hires replacing existing ones as they depart.
Contact us here now to refine your corporate culture smartly.
Reformulating work culture has to be the top priority. Plus, anHR software is a must-have to capitalise on the shift to hybrid working norms for remote staff.
It has implications to smoothly transit employee journey at every touchpoint.
The employees of the future prefer working where companies recognise their value and contributions. Therefore, developHRMS systems to improvise the culture with these factors in mind.
Well, a company culture already witnesses a lot in the age of new normal as it reformulates.
HR managers often feel overwhelmed at that point. They have to adjust to new norms and regrouped employee expectations.
The entire experience is seamless as organisations invite and implement HRMS software solutions on time.
Read this blog post to understand how HRMS tools comprehensively reform company cultures for future-ready firms in India.
The productivity of teams and organisations interlinks even more transparently with the performance levels. It’s clear to HR persons and reporting managers that high-performers in a team draw in more success.
Thus, theHR software has to be in place. With that, aligning productivity and performance levels is seamless. The system integrates the data at the backend itself.
So, reading the impact of the team and individual performance on the company’s growth is easily accessible.
In fact, employees prefer working in such firms where their performance levels are impactful and disruptive. They want to bring change and be valued for that. This behaviour directly impacts job satisfaction and engagement levels.
As I explained above, employees need jobs where they create impact. The same happens when theHR management systemprepares them for futuristic goals, skills, and talents. They need to remain employable as times are changing rapidly.
So, there is no better way to be pleasing to the company as an asset than relearning and upgrading your skills. Employees have this opportunity to continuously learn and get certified for the courses they enrol on.
That is possible with theHRMS software solutions uKnowva provides. On this platform, reporting managers can upload courses they want their team members to learn. They can conduct or upload webinars and other learning materials.
This way, managers must consistently encourage their staff to enrol on eLMS modules. They must get excited to learn new things every 3-6 months. After that, they must apply those skills to their projects or tasks.
It is a great way to welcome learning into execution. Employees would know where their latest learning and skills will be used and what impact it creates.
Another way modernHR software is consistently reformulating company culture is to drive home purposeful communication. Through the chat process on its social intranet platform, teams connect transparently, with motivation to succeed.
Their tasks and targets are on time. They cast votes and participate in surveys or forums to bring a necessary change in the culture. This shows employees have a voice that is listened to and acted upon.
So, each such conversation between employees and their seniors matters. They know if they communicate, it’s to make the organisation thrive better and meet its goals on time.
Later, teammates too connect to work on projects together. It’s easier for them to collaborate on integrated platforms like Zulip without depending externally on Gmail or Hangout messengers.
The conversation there is fast, seamless, interactive, and fun. Teams can create purpose-driven streams on the messengers. So, each team member knows what type of message is to type and send in which stream for clarity in communication.
They can filter private chats and streams to look out for a particular conversation to close or take forward. HR systems make teams responsible to commit and communicate with these functionalities.
Talent acquisition and recruitment processes are gaining momentum with the commencement ofuKnowva HR software. Hiring managers and executives have tech-driven assistance there.
The software can parse CVs and send offer letters to chosen applicants in bulk (or at once).
HR managers can track real-time status and statistics about their published job openings and their responses. Tracking applicants and their interactions is easy and flawless using anHR management system.
Now recruitment engine tasks can be automated based on triggered actions and responses. It encourages senior HR managers to focus on talent development and management tasks.
Later, the system also provides help in shortlisting qualified candidates for a job opening. The vacancies can be published onto multiple career portals if HR managers allow the system to integrate.
Thus, it’s a time-and cost-saving function. HR managers can access all recruitment and talent acquisition statistics and analysis in the live dashboards. All those figures are in one interface or screen. So, they don’t have to go back and forth even on multiple tabs.
It makes the experience smoother for senior human resource professionals or CHROs. They can verify and overview if their recruitment engine is effective and in tandem with their job opening sources/channels.
If not, they can make necessary changes on the spot for removing/adding different job portals within a few clicks.
Businesses are driven to disrupt the market benchmarks as times andcompany culture are changing. Technology plays a significant part in it.
That’s where HR software becomes useful too. Because people management is a skill and function, HR managers cannot afford to be non-disciplined.
So, the role of the modern human resource professional is changing in the organisation as the HR tech advances. A CHRO can now become a strategic partner to the CEO for driving new sales, revenue, reach and investment in the firm.
TheseHRMS software solutions prove to digitally transform employee experience and engagement at every point or click. Each process from hire to retirement can be now automated to a certain extent.
CHROs get to focus more on the outward approach of the business. In contrast, HR persons can flawlessly manage and develop their hired talent with complete transparency and purposeful communication.
CEOs and CHROs overview instead of micromanaging their staff. They believe more in the workers.
This gives remote and hybrid workers confidence to break barriers and records. The loop of on-time reward and recognition also continues on the digitally disruptive and transforming technologies.
It overall enhances employee experience to new levels as internal branding strengthens.
A company culture reforms consistently with modernised HR software. There is no doubt here, as you have seen in the blog post above. Through these explanations, it’s clear how HR management brings positive and productive changes for the greater good.
For more information or a demo,connect with us here.
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.
Employees are the true assets of your firm. No one would deny that fact ever for growing businesses organically. Similarly, you canwin BIG at employee management in your firm.
Follow the steps mentioned in the blog post for that. Then, witness how your employees revamp and redesign your company culture and outreach. This practice will benefit all: employees, remote workers, hiring managers, and management.
Make the first transition of your employees to the firm as seamless and smooth as possible. Take help from theuKnowva recruitment engine, for that matter. Using that tool/feature, your employees can easily update their documents on the system.
The employee data connects easily to the other utilities provided in the system. Moreover, each candidate gets served well with the automated and on-cloud applicant tracking system.
HRs have less burden to treat potential candidates effectively to close the deal in lesser follow-ups.
They receive instant notifications when the candidates fill out the entire application. Then, there are easy functionalities to roll out offer letters in bulk to multiple candidates for hire.
Therefore, the entire pre-boarding and onboarding processes are rather flawless. There is hardly any delay in capturing the right talent at the right time with such a system managing the workforce.
Communication with your workforce is critical towin BIG at employee management in your firm. Indulge in effective, purpose-driven, employee-centric and -friendly communications.
Use HR chatbots for fulfilling your HR duties:
Modern HR chatbots are interactive, intuitive, and intelligent with NLP knowledge. So HRs don’t need to actively monitor the chat when there are modernised chatbots available.
These chatbots learn as they communicate with your workforce. The employee could be sitting anywhere in the country. But you get to solve their query rather smartly. This helps save time and your precious efforts. The internal branding also does not hamper.
You can set triggered responses in the chatbot. Take help from developers having NLP experience and knowledge. You can take help of chatbot assistance or add-ons from theuKnowva extension store as well while using its HRMS.
This is the best solution for HRs and their teams with limited knowledge/experience in coding or developing HR chatbots.
Chatbots don’t solve every humane issue. For example, employees might not feel comfortable talking to a chatbot. So towin BIG at employee management, there needs to be a human factor and experience. For the same reason, helpdesks are the best – enabled in the HRMS itself.
Employees can click the Helpdesk easily given in the portal. This way, they directly reach the HR person without waiting for long. Moreover, they could talk to the HR associate without having to leave their workstation or location.
They get their queries listened to, answered, or resolved within minutes. HRs get notified about these queries on the spot. If management agrees, there could be different categories of employee queries.
They can list the queries depending on the urgency and department categories too. If the query is specific to a department, admins or developers can create different helpdesks.
This is the best way to bifurcate the query traffic to the assigned department without disrupting HRs work. Employees would also know which concerned person to go to. Then there wouldn’t be unnecessary delays in addressing their grievances.
Another proven strategy towin BIG at employee management is using the ESS portal. Employees get to serve themselves using the ESS tool or portal. They can:
These are just mere examples of how an ESS portal makes employees' life at work easy. When admins are in touch with developers, they can tweak the system as much as possible.
However, employee experience and management should be in consideration while doing so.
An appraisal is one of the core parts of trying towin BIG at employee management in your firm. Without a timely appraisal, employees don’t feel like working honestly. Why would they even, if they are not getting paid the desired amount of compensation?
If you put yourself in their shoes, you will understand. That’s your job as an HR professional. So having a 360-degree or540-degree feedback system helps a lot. This can be incorporated into the appraisal or performance management system easily.
There would not be any need to approach every team member manually. Instead, the system sets reminders on its own to drive employees to the desired action. This way, reviews and ratings for appraisals are on time.
Reporting managers also approve the ratings and reviews on time when highly motivated. This system encourages employees to break records in the next cycle.
When the recognition is in front of the entire organisation, employees feel lucky and highly obliged. This could be by announcing “Star/employee/top-scorer/high-achiever of the month/quarter/year.”
These activities are all conducted on the HRMS system. There, employees know who’s the top performer for the given period and who’s not. There is ample transparency. They get motivated and witness thereal company culture closely.
That’s what impresses employees in the long term. Because the company never hides anything about managing employees and giving them the right tech tools/platform to outperform.
In the 5 strategies discussed above, you canwin BIG at employee management in no time.
However, make sure your company uses the right employee management and engagement tool. Only then can they continuously nurture and notice their employees’ talented efforts.
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!
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.
Reach us here!
Today’s ideal job environment is where workers have full autonomy and hold on their job performances. That’swhy employees demand remote working flexibility at an even greater rate in 2022.
However, there’s so much to study and acknowledge about the flex-work styles. Of course, there are pros and cons to it. But next-gen employees are respectfully emphasising its advantages.
This leads to enormous work performance records. As a result, HRs are happier, and management is surprised beyond limits.
Most probably because the stellar delivery of performances was earlier not expected from remote workers. But today, the reality is way different with the introduction of flexibility in working hours and locations.
Let’s study it in detail to know the reasons for its increased demand in India and abroad.
Flexible working from remote locations means employees have authority and autonomy in their work. They manage the schedule themselves. There is no space or requirement for micromanagement from their seniors.
Employees working remotely love to work in solitude at times. However, flexible working hours give them enough opportunity to collaborate and co-create while maintaining the autonomy of their work.
Why employees demand remote working flexibility has enough reasons. Their happiness, well-being, and ample business growth opportunities linked together are some of those.
When employees work remotely with flexible hours, they don’t have 9-5 timeframe pressure. Their focus is on completing daily tasks.
These could be at any time during the day. It gives them the advantage of taking necessary breaks and committing to personal life philosophically.
As an added advantage, happier employees work the best. Their productivity shoots up. They invite positive business growth to the firm that hires them. Thus, it’s a win-win situation for both parties in flex-work hours.
Employees get enough opportunities to exercise and excel to their potential. There is no limitation of 9-5 work culture on them. They are free to work from anywhere and at any time.
This gives them the advantage of learning new skills meanwhile. Later, they use those newly learned skills to complete tougher and more challenging projects.
In addition, many companies provide learning material themselves for employees to keep reskilling themselves whenever they have time.
That iswhy employees demand remote working flexibility for most of this year. They are expected to follow the same pattern in the next decade, as per many statistical reports online.
Remote working employees have no location compulsion to work from. They can choose their preferred locations without even reporting back to the office. That is as long as their work is not hampered during the day.
This gives them the flexibility to travel, enjoy family time, explore new locations, and brainstorm fresh ideas.
Such location independence is best for knowledge workers. They already need to work in a creative and analytical environment to study and observe the latest trends. That is only possible when they are free to work,literally, from anywhere.
One of the common reasonswhy employees demand remote working flexibility is the involved operational cost. In addition,managing remote working employees is easy and fun for HR persons.
They don’t need to set up exclusive offices for them. There are already co-working spaces available in every tier-1 and tier-2 city.
That means workers do not rely on fixed offices. In conclusion, recurring expenditure on buildings, infrastructure, utilities, and more is comparatively less. This gives management enough funds to invest in other critical areas.
Team performances prosper with a complete focus on project completion. Employeesworking remotely with flexible hours have higher focus and attention to projects. As a result, they need less assistance and guidance.
Chances are when employees work remotely and flexibly; they are highly experienced. That means the synergy of teams is higher too when introduced to the group. Similarly, they achieve goals faster, smoothly, and effectively.
Seeing their achievements, other team members, too, want to give their best shot. Overall, working remotely is beneficial for teams that are self-reliant and want to break performance records every month.
Why employees demand remote working flexibility is indirectly linked to their voice and opinions that matter. Because, when employees work remotely without fixed timings, they schedule their work.
There is hardly anyone micromanaging their daily work. But they can always put up a suggestion to break new records for their seniors. They know how well they performed previously and how to outperform. For that, they harness their inner voice, talent, and skills.
Over time, they become self-reliant, self-serving, and self-confident. They know they have the right platform and firm to share their ideas and voice. In such a company, they can always bring new ideas, projects, and challenges to the table.
It would be a great opportunity for the entire team to outgrow by solving everyday new challenges. So, working with flexible hours encourages employees to become more progressive with a proactive voice.
Withflexible working hours, employees take breaks when required. There is no limitation to that. They are self-serving and quite responsible for their daily tasks and monthly targets.
And when they feel that work pressure is causing fatigue in their mind, they take breaks. These can be smaller breaks during the day or long weekends for getaway feels.
Otherwise, employees are free to go on vocational trips. They can work from serene locations to soothe their minds and bodies. This helps them relax and unwind. Afterward, they can work with better focus and enthusiasm.
Why employees demand remote working flexibility is also because of the unparalleled job satisfaction. Online reports suggest that workers choose a flexible and remote working lifestyle over higher pay.
It shows theimportance of job satisfaction and connection for employees. As the world is adjusting to the post-pandemic era, so are the employees of today and tomorrow. They no longer want to work where the job is thankless or has no appreciation.
Rather, they would work at firms where they can exercise their talent to the max potential. If there is an opportunity for that, employees feel an immense sense of joy, pride, and satisfaction.
As a result, satisfactory employees work harder, smarter, and more intellectually. They choose to remain in such organisations for far longer tenure than originally expected.
Find the 9 reasonswhy employees demand remote working flexibility above. Then, check which ones are about you and learn to respect your work profile and company more.
If you’re an HR person, this could be a helpful blog post for you. You can begin understanding your remote workers and employees more importantly.
However, these are just a limited number of reasons. There are more. Each company discovers them in time as they co-create and collab with remote workers extensively.
ISO 9001 Quality ManagementISO/IEC Information Security Management
