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.
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While searching for an HR job, decide whether you want to work for a startup or a corporate. These two firms have different working cultures or styles. Therefore, read this blog post to understand the difference betweencorporate vs startup HR.
After that, you would know which is your job preference that matches your work style and personality. Then, going forward, your journey in the firm will be smooth, career-oriented, and highly effective.
There is comparatively more transparency in startups than in corporates. That is often because limited people are working in startups. Corporate firms are bigger. There might be 100-1000 employees working in a corporate firm.
In such companies, conversations and decisions are seldom on time for numerous reasons. A single HR person cannot manage employees in large companies. However, with the existence ofuKnowva HRMS, transparency can be monitored between teams and hierarchies.
With increased transparency in startups, trust is more. Often, employees can open quickly in a startup work culture. Therefore, rectifying mistakes from any end is possible to prevent losses.
That might not be the case in corporates. Every decision has to be smart, calculated, and foresighted. Management in larger companies has less tolerance for mistakes even if the level of transparency is not as clear as in smaller or newer firms.
While reading aboutcorporate vs startup HR, it’s evident that communication channels are fast in the latter. HR persons can easily control the communication in startups with only a few people or departments. They can monitor, audit, measure, and evaluate the effectiveness of these communications.
In large corporates, understanding the communication channels is difficult. It takes time. 100-1000 working people are not easy to manage.
The communication at times gets delayed or prolonged. This is because there is a proper hierarchy of formal communication.
But HRs use theuKnowva Social Intranet platform to ease their burden on growing and large companies. Using this tool, employees easily chat, vote, and discuss on the server. It also helps to sort the employee queries on point.
HRs might have to accept and execute different roles and responsibilities in a startup. Often, one or two HR persons are managing the entire workforce in startups. With time, it becomes challenging. But HRs have to learn to multitask in the startup firm.
That’s not the exact case in corporate firms. In large companies, there are a bunch of HR professionals. In fact, it’s a whole new department where HR teams function to manage and monitor other departments.
So this difference betweencorporate vs startup HRis quite enriching and informative for new-age HRs.
We can say corporates have defined roles. There, HRs have limited responsibilities with greater impact. But startups have opposite cultures. There, HR persons have multiple functions with limited impact.
In a startup, HR persons might have to use multiple skills with time. Because there are a limited number of people and more goals to achieve in a short time. So human resource officials have to build both soft and hard skills.
They might feel the pressure of learning and executing different skills from day one.
When in corporate firms, the case is entirely different. In large firms, human resource professionals will be solely hired on their core skills. These include talent acquisition, management, development, and engagement.
To accomplish other tasks in large firms, HRs can take the help of theagile HRMS like uKnowva. From this tool, it’s a manageable task for new HRs to monitor everyday employee activities.
This includes watching over employees for their competencies, performances, punctuality, etc. HRs can even directly stay in contact with their employees on this software, irrespective of their work locations.
With time, human resource professionals do not need to learn new skills. They can easily depend on the modern HRMS instead. Overall, it saves working hours and workforce efforts, and removes the heavy requirement for different skill sets.
Employees and HRs experience greater mentorship when working in a startup. However, that is not the same for HRs working in large companies or corporate firms. That is mainly because HRs have to be self-reliant, self-serving, and quite experienced when working in corporates.
Therefore, they do not need constant monitoring or mentoring in such firms. But when working in a startup, there is a greater chance for new HRs to join. However, with limited experience, they might not know how to tackle different candidates or clients.
They will end up having mentorship programs in startups. In fact, C-level executives are constantly monitoring and mentoring HRs and other employees in small firms.
However, they can still depend on the eLMS modules and webinars to be hosted on the ERPs, CRMs, or HRMS. For trusted software, HRs must check whether the tool is available online with greater accessibility and flexibility.
These tech tools allow HRs to guide their employees and teams on the spot and continuously. They can upload documents, videos, and other content to the system. Then, every newly hired person can access that content to learn how to smoothly transit into the firm.
So while studyingcorporate vs startup HR concepts, HRs must know if they want to indulge in mentorship programs or not.
There is often greater scope to learn and earn in startups. In contrast, corporates acknowledge the given talent of human resource persons. Later, they must continually prove themselves with a growth mindset anchored to their skills.
In a startup, as an HR, you might have to work for 10-12 hours. The management expects this much from you as a human resource professional – the most trusted person to handle the workforce.
But in a corporate firm working hours are strict. You don’t need to sacrifice your personal life for professional commitment.
Instead, you might get provision to work from anywhere or useflexible working hours. You can strike a fine balance between your personal and professional life by doing so.
That’s why knowing the difference betweencorporate vs startup HR is essential. Because then, you can plan your personal life accordingly. It should be aligned with your professional goals too.
Only you could know which type of HR culture is best for you. So from the above blog post, you can form a basic understanding ofcorporate vs startup HR.
Afterwards, it’s up to you. The decision is yours. Know which type of working style you would prefer and why. Then give interviews and get hired to succeed in your HR career like never before.
The business world never stopped, and it won’t either in the future.
Rather, factors like effective internalHR communication and its streamlining ideas have finally come into the limelight to nurture hired talent in a firm for its long-term success.
Companies now understand that communication is just a tap away irrespective of their size. It shows how fast the exchange of information takes place in an organisation. Or, how easy should it be even when the business and HR operations grow more complex.
At times like today, where employee branding is at its peak, outdated communication tools wouldn’t be profitable.
Team leaders have totackle everyday human resource issues with forward-thinking approaches. For that, they must learn differentstreamlining internal communication ideas in 2022.
It’s a growing responsibility of HRs to bring and offer a positive experience to new and existing employees at every level. Their first and last experience in the organisation must maintain a standard and continue to grow.
With that in mind, HRs can useHRMS suites to bring inclusivity and diversity to their company culture. Because a welcoming workplace and theright tools and technological aidto build a robust company culture together.
When that’s in place, people look forward to working in that company – be it at any hierarchical level.
To correctively streamline HR communications, team leaders must also check if employees are:
Further, HR must create employee experience (EE) goals to distinguish themselves from competitors and establish a favourable brand. As a result, employees can be burden-free to share their opinions and connect well with the company every day.
60 percent of employees use mobile apps for their office tasks as perthe Digital Strategy Consulting report. Whereas, anEmailMonday report concludes 47% of people use mobile for opening/checking their work emails.
These stats matter because there is an increase in mobile phone penetration amongst the world’s most populous countries. That includes India. Therefore, companies have to continuously develop communication apps or use anHR management system that integrates with one.
These communication apps or tools help in improving the productivity, engagement scores of each employee, and remove unnecessary scope of misunderstandings.
It’s only possible because mobileHR communication apps are easier to access and use to exchange useful and important information. In addition, these communication channels are direct, both formal and informal, saving time with cost.
Employees can find the company’s latest news on newsfeed like onuKnowva. In addition, they can participate in quick polls to cast their vote to change and improve the company’s existing culture.
As we move ahead, it’s also important for companies to acknowledge that they will hire more millennials and gen-z talent.
These generations are already quick tech-savvy, or lovers of mobile devices. They work more efficiently on text rather than on call. Which also points to the fact thatHRMS suites like uKnowva must have robust:
Labour shortage is evident across all industries given the current crisis in the world, especially central Europe. Amidst that, it’s pressurising for HRs to continue to nurture their top-performing talent without losing calm.
But retaining good employees can only work whenHR communication focuses on giving them equal and timely recognition. As appraisal and motivation go hand in hand.
So, when top hires feel good about working in a firm, they decide to delay their shift to the next company. But, equally, it also leads to less voluntary turnover, which means an effective retention process in place.
However, there are metrics to decide and evaluate good performing employees’ recognition.uKnowva HRMS implements such metrics by any firm as these are:
Carrying out these tasks helps build trust between employees and their immediate mentors or relationship managers. They feel that their work matters more. And as a snowball effect, they would put more effect on the next project.
Hyperight comments that People Analytics in HR discerns further talent acquisition and management trends. Organisations can use this data from their digitally transformativeHR management system –uKnowva to understand their employee behaviour in any given period.
These data-driven insights also highlight the most preferred communication channel by employees currently working in the firm. For that, HRs can roll out a pulse survey or poll.
Certain metrics should be presented in theHRMScompanies' data for insightful reports. These are, but not bound to:
Later, HR managers and admins can review the reports to take necessary actions to strengthen internalHR communication between teams and peers.
Employees’ wellbeing is crucial for the success of a firm. If they do not feel their company satisfies their morale, ethical, professional, and societal needs, they will leave the firm sooner than expected.
There are tight deadlines at times in the organisation. It depends on the project they handle. But HRs should use employee directory, employee data, and their profile to know if they can handle the work pressure.
To nurture their talent and mellow down their burnout phases, it’s a must for HRs to:
Conduct team-building exercises: to strengthen their trust and value in the company and peers.
Help them lower their stress: conduct entry, stay, and exit interviews to know the trigger points of top-performing assets overlooked by analytics.
Set up employee assistance program: help employees achieve their monthly or weekly goals using timesheets and project management features in anHRMS. They get better at managing stress and workload this way.
Streamlining of HR communication is possible with the 5 effective ideas mentioned above. They are coupled with industry reports and statistics.
HR admins can begin incorporating those ideas at the entry to exit level using future-readyuKowvva HRMS. Later it’s easier to study the changes in employee behaviour later to check the ROI of each method or idea.
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