4 Simple Ways to Promote a Great Office Culture

Time and again it has been proven that a good office culture goes a long way in ensuring employee engagement and retention and at the same time boost productivity to a considerable extent.

A good office culture ensures happy employees and happy employees mean good, rather substantial productivity. So, why not work towards developing an office culture where every employee enjoys working and turns out to be more productive?

Explained below are some of the best ways to promote a good office culture:

#1. Embrace transparency

The first step towards developing a good office culture is to embrace transparency. An organization must always transparency and keep everyone in the loop. If there’s transparency in the working of an organization, then gradually the ‘trust’ factor develops and this factor works in favour of organization as well as employees.

#2. Communicate clearly

A clear communication is the key to promoting a great office culture. An organization’s senior management must always communicate any kind of development clearly to its employees. Be it new changes, any employees promoted or transferred to a new team, or the company has signed a new business deal – everything must be shared. The clear an organization is, in its communication with its employees, the better it is for the company’s work culture.

#3. Recognize and reward valuable contribution

Recognizing employees who have made valuable contribution towards the organization, goes a long way in employee engagement and retention. Always ensure that you are able to recognize and reward employees for the valuable contribution they make towards the organization. Studies have confirmed that workplace recognition goes a long way in boosting employee morale, which in turn adds on to productivity.

#4. Promote strong co-worker relationships

Another important way to boost office culture is to promote a strong co-worker relationship. If there’s a good and respectable bonding between teammates, it will automatically foster a pleasant work environment and thereby ensure a good office culture. Encourage employees to feel more responsible for their jobs and instill a sense of purpose in them. Once they feel responsible and acquire a sense of purpose in their jobs, it will lead to a strong co-worker relationship. Needless to say that a strong co-worker relationship promotes a great office culture.

Understand that a good office culture goes a long way in ensuring a company’s overall productivity. Always ensure that you are able to foster a good office culture that enables employees to give their very best.

 

 

 

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Top 4 People Management Skills Every Manager Should Have

Do you think you’re qualified for a particular job, fit to lead a team, or entitled to a promotion because you have extensive experience and highly developed technical skills? Well, it turns out that while those things are crucial to your professional success, it’s imperative that you also have great soft skills–more commonly known as “people skills.”
Whether you are working in a senior management position or at an executive level, having proper people management skills are required in order to succeed in the world of professionalism.

Having good people skills means maximizing effective and productive human interaction to everyone’s benefit.

Wise managers know that they need a team with strong people skills, she adds. “Given the choice between a savvy job candidate or, similarly, an employee seeking promotion – the one with excellent people skills and less technical ability will usually win the prize versus the converse.” Having good people radar is harder to teach than technical skills, but is a requisite for long term, effective leadership.
So, what are the exact people management skills that one requires in order to be successful in the corporate sector.
  1. The ability to related to others
The first and the most important people management skill required is the ability to relate to others at workplace. A leader must be able to relate to others at workplace and understand their requirements. It’s very essential, because if a leader must be able to connect with and understand his or her teammates only, then he will be able to make them work.
People management is not an easy task and needs to be mastered carefully.
  1. Strong communication skills
Next most important asset required to be good at people management is to have great communication skills. A leader must always have great communication skills, because it encompasses your persona and ability to get along with other colleagues, persuade others to listen to your ideas, and much more.
People M
  1. Dealing patiently with others
Next people management skill that is demanded of leaders is the ability to deal very patiently with others – be it seniors or juniors. If you’re patient with others and can keep a level head in stressful situations, it will definitely be noticed by management and perceived as a very strong asset. However, if you lose you cool in dealing with difficult people or situations, your people management skills will be put to question. So, be wise and patient while dealing people at workplace.
  1. The ability to trust and empathize with others
Among all people management skills, it is very essential to have the power to not only trust but also empathize with others. As a leader you must have courage to place yourself in someone else’s shoes and think from his or her perspective as well.
The position or the post of a manager, may sound great, however, being at the post of a manager is not an easy task and one has to possess certain great qualities.
Source: Forbes

4 Major Benefits of Recruitment Software Solutions

With the evolution of technology, and intervention of the same in the domain of human resources has transformed the way recruitment is held. These days’ recruiters and employers have started resorting to helps like applicant tracking systems and recruitment software solutions in order to carry out the process of recruitment and hiring with ease.

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Moreover, now with the invention of machine learning and artificial intelligence, recruitment has gone a step higher. Most of the job is being done by machines and tools like predictive analytics and workforce analytics. Needless to say that recruitment software solutions have been a great step for the world of human resources and recruitment.

Some of the major benefits of recruitment software solutions are explained in the paragraphs below:

#1. Reduced time to hire

One of the first things that a recruitment software solution does is to reduce the time to hire. It has been proven time and again that, hiring and recruiting the right job candidate is a grueling task. If an employer opts for a recruitment software solution, then not only the overall process of recruitment will be made easier for the recruiter, but also the time for hiring will be comparatively reduced.

#2. Access at all times

Unlike a professional recruiter, a recruitment system is available 24/7 at no extra cost. No matter where you are or what time it is you can access your account at stay on top of what’s going on.

This applies to anyone with access to the system, meaning that even those who are working remotely can log in and stay up to date on recent applications or developments. When recruiting from abroad, it’s similarly useful for dealing with candidates operating on a different time scale.

#3. Efficient job postings

Opting for a recruitment software solution, makes it easier for job postings for recruiters. In order to attract prospective candidates, recruiters keep looking for sites and job postings and of course other platforms in order to tap the best possible candidates. While a recruiter chooses a recruitment software solution, then things become much easier for them in terms of recruitment.

#4. Better applications

A recruitment software solution ensures that employers and recruiters are able to capture better applications in their process of hiring and recruitment. An opening for each job post requires a specific application process. So, to customize the applications according to your need, recruiting software can be used which will help you complete the application process in a more accurate manner.

 

 

 

 

Top 5 Social Recruiting Tools to Look Forward in 2017

In 2016, we watched more and more recruiters realize that to hire the candidates they wanted, they couldn’t pray for a qualified pool of inbound applicants – they had to actively seek them out.

This is where the hard work begins. To convince top candidates to respond, you have to both differentiate your content and differentiate the places you source. Get creative, and you can engage candidates before and better than other recruiters.

Candidate sourcing strategy has definitely changed over time and social media is at its peak in this case. There are several social channels by which recruiters can choose to source candidates. While the professional networking site of LinkedIn happens to be the most popular candidate sourcing tool, in 2017, one needs to explore some more new tools as well. Let’s take a look at these.

   #1. Lippl

Lippl allows you to quickly discover LinkedIn profiles that are out of your network, identity@facebook.com email addresses, and find out if your prospective candidates have anything in common with your Facebook friends.

 #2.  Facebook Marketplace

You can post a job for free in the Facebook Marketplace. The ad requires basic information such as location, job category, subcategory, title, why you need to fill this position, description and if you want to post your photo with the job posting or another image.

#3. Facebook Pages

Facebook company pages are possibly one of the best places for candidate sourcing. A lot of times, many of your followers can be up on Facebook and might follow you randomly. Needless to say that this will help you get a glimpse of the job candidates you are probably looking for. You never know, that you end up bumping into the right job candidate for the vacant position in your company.

#4. BranchOut

BranchOut is yet another great platform sourcing candidate via social media. If you haven’t leveraged it till now, it’s time that you do it. Branch out allows you to turn Facebook into LinkedIn. It overlaps company information on top of users’ Facebook interface, which allows employers to search by job title, company, or by an individual’s name! BranchOut then shows relevant candidates based on your search criteria and your connections to those candidates. Because of its use of Facebook’s API, BranchOut claims it allows access to 800 million searchable profiles.

#5. Instagram

It might come as a surprise, but this photo-sharing app can actually do wonders in terms of sourcing job candidates. You can use the platform to give a potential idea to users as to how your brand looks like and how does it feel to work for the company. You can do that by sharing photographs of your team working or celebrating an event at the organization and other such things.

From the above information it can be concluded that there are several options in social recruiting tools that can enable proper candidate sourcing. If you are an employer, and are looking for a sourcing job candidates, then you must start leveraging the power of these social platforms.

 

 

 

 

Temporary Staffing: 4 Ways by Which Employers Can Benefit from It

Over a period of time, the rules of the workplace have undergone several changes. Gone are the days when an employee would continue to work for years and years in an organization and eventually retire from it. With the ride of millennials and individuals developing varied mindset, employees are not only quitting jobs every two years, but even employers are resorting to temporary staffing solutions.

Yes, these days most employers are turning to temporary staffing solutions in order to make the best possible hires. Of late, a new trend has come up where employers are opting to hire temporary employees in order to get their work done.

However, how does this help? How do opting for a temporary staffing solutions add on the benefit of the employer? Needless to say, an employer does benefit from temporary staffing.

The following paragraphs take a look. Let’s observe:

#1. Flexibility

One of the foremost benefits that employers can leverage is the power of flexibility. Hiring temporary workers can ensure a lot of flexibility to the employers. For example, short term coverage when you need it – need coverage for vacation relief or sick leave? Temporary staffing provides a viable solution for short term coverage for when you require it.

#2. Cost-effective

Opting for temporary staffing solutions can lead to substantial cost cutting on the part of the employer. This is because, the staffing agency is responsible for undertaking the responsibility of recruiting, screening, skills testing, hiring workers, payroll, taxes, unemployment, workers’ compensation insurance and benefits.

In general, employees are paid only for hours worked, so companies do not have to pay a salary for full-time employment. It may also be cost-effective to hire temporary workers while a permanent employee is out for long-term disability, vacation or maternity leave.

In addition, instead of hiring someone and laying them off when you no longer have that same work load, you can help the employee have a smooth transition out of the company.

#3. Sourcing talent

Some employers find it more beneficial recruit highly-skilled temporary recruits to determine whether they are suitable for a particular job or not. Also, temporary positions offer a way to attract talent when an organization is waiting on funding, such as a nonprofit waiting for federal grant funds to be received.

#4. Substantially reduced training costs

Another biggest advantage that employers reap by opting for temporary staffing is, the substantially reduced training costs.  Employers can save on training costs with temporary employees knowing that they are getting a resource that is already experienced and qualified for the given position. The time it takes to train a “new” employee can be eliminated with the use of temporary staffing. Whether the temporary employee is with you for a week or six months, the amount of training required is often less than anticipated.

While, it is a fact that the above-mentioned benefits are reaped by employers without fail, there are certain ways by which employers have to make the most out of their temporary staff. For that, employers have to ensure that they invest equally in onboarding activities for temporary hires.

An experienced temp is used to popping in and out of workplaces. Yet you can make their stay with you more enjoyable – and hopefully more productive – by showing that you appreciate them.

 

 

 

 

 

 

6 Simple Ways to Motivate Your Team

You believe in your company wholeheartedly and work very hard for both – yourself and your company. However, that might not be the case for your employees or team members. Needless to say that, as a leader, you need proper team management skills in order to motivate your employees.

Sometimes, even best of the managers fail to motivate their teams to the fullest, thereby leading to a lot of conflicts and thereby hampering productivity in the long run. So it’s very essential to think out of the box and motivate your employees. And every manager should take it upon themselves to ensure that he or she is able to do this job with utmost perfection. So, what are the best ways to motivate your team members or employees? Here’s a look:

#1. Give them a purpose

Providing your employees with a good purpose, makes it much easier for them to be able to perform better in an office set up. Once a purpose is set up for them, they find a meaning towards contributing towards the larger measures of the company and works towards measuring them.

#2. Let them know you trust them

Another major factor that works towards motivating employees is the ‘trust’ factor. One of the essential team management skills happens to be the ability to trust your team members with the work assigned to them. A vote of confidence can go a long way in motivating your employees to a great extent and bring out the best in them.

#3. Maintain clear communications

Communication is the key to motivating your team members/employees. Good communication is rated as one of the best-known team management skills Use each and every opportunity to interact with your team members and you will eventually end up uncovering hundred different ways of being more productive at work.

#4. Appreciate and recognize team members

Understand that power comes in with a lot of responsibility. To be able to provide proper recognition and appreciation to your team members also falls under proper team management skills. Due appreciation and recognition for good work is highly essential in order to ensure proper performance of a team.

#5. Give everyone opportunities grow

As a leader, a manager has to give ample opportunities to grow to his or her team members. All professionals look forward to grow in their respective fields and if they do not get this opportunity, they tend to leave their jobs. Therefore, as a manager, do remember to offer them substantial scope for growth so that they continue to work in a particular organization for a long time.

#6. Make sure that the environment is good enough

Managers and leaders must excel in providing a good working environment for his or her team members. To be able to provide a good working environment to team members is also essentially a good team management skill which is in turn appreciated by all.

Becoming a manager might be easy, but being a true leader and motivating everyone is not an easy task. One needs to have proper leadership skills in order to ensure success.

Employer Branding Strategies: Predictions for 2017

While the war of talent continues to govern the world of recruitment, the dynamics have changed considerably. These days’ job seeking candidates hold the cards and are in a position to pick in which company do they work.

Therefore, it is no surprise that organizations need to focus on becoming the employer of choice by implementing concrete employer branding strategies. In trying times such as these, a strong employer branding is essential not only to attract new candidates but also to retain them.

What is employer branding?

According to Universum, an online Employer Branding Academy, “Employer branding is the process of promoting a company, or an organization, as the employer of choice to a desired target group, one which a company needs and wants to recruit and retain. The process facilitates the company’s ability in attracting, recruiting and retaining ideal employees – referred to as Top Talent in recruitment – and helps secure the achievement of the company’s business plan”.

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Why employer branding is a necessity?

Employers cannot afford to fade into oblivion if they really want to attract and retain talent. Companies are now realizing how important it is to differentiate themselves from others in the market, with the help of a strong employer brand.

Employer branding strategy of an organization is a long-term effort that permeates every aspect of the employee lifecycle, including recruitment, onboarding, retention and engagement. The most important guiding principle is that companies must deliver what they promise.

Employer Branding Strategies: Predictions for 2017

The paragraphs below highlight five predictions in employer branding strategy for 2017.

#1. Employee branding and employee happiness go hand in hand

As mentioned earlier, that companies must deliver what they promise, organizations consider that having a place where one wants to work is one of the prerequisites for developing a strong employer branding strategy. So, it makes sense that every 9 out of 10 professionals felt that employee happiness and employer branding closely connected. It is suggested that before investing into improving your outer image as an employer of choice, try and focus on the internal domain. The factors comprising employee happiness, (culture, benefits, career growth, work-life balance), all contribute towards the development of a strong employer branding strategy.

#2. Employer branding will continue to rise as a business function

It might come as a surprise, but many organizations had ad-hoc employer branding strategies for years. However, the rules of the game are set to change in 2017. Employer branding is all set to become a proper business function and companies will be investing more in the development of employer branding strategies. On the whole, 2017 will witness the rise of employer branding as a discipline and organizations will be seen giving more importance to evolving employer branding strategies.

#3. Creating an employer branding content would be a challenge

In a survey conducted, it was revealed that one of the most challenging aspect of employer branding would be the content part. Most employers feel that creating employer branding content is a challenging task that definitely needs to be addressed in 2017. This makes sense because creating compelling content is not an easy feat.

Despite all these, a positive sign that looms large is that, most employers accepted that content marketing is an effective tool for their effective employer branding strategy. Needless to say that, 2017 would be a year for content in an organization’s employer branding policies.

#4. Candidate experience would be of significance in employer branding

From sourcing through applying, interviewing, making offers and finally onboarding – there are several aspects of candidate experience. One black spot on any of the above, can have an impact on an organization’s employer branding. 95% of professionals feel that candidate experience influences their brand value to a considerable extent. This trend would continue to remain steady in the coming year of 2017.

#5. Analytics would be vital for ROI in employer branding

Analytics is expected to be used for ROI in employer branding in 2017. Employers are of the opinion that employer branding analytics would be in demand in 2017 that would help in ROI on employer branding. Most employers are of the opinion that; you cannot improve what you don’t measure. Implementation of data can ensure proper decisions, and even fast-track performance when it’s effectively measured and analyzed.

In 2017, employer branding is all set to reinvent itself with employers all set to implement unique strategies.

Author Bio: A digital media strategist and a content marketer, Sampurna is passionate about writing and blogging. Working as a full-time professional writer for more than five years now, she has been lending her expertise to the online world by penning articles and blog posts on jobs and careers, HR tips and the recruitment industry. She also enjoys reading and travelling.

 

 

 

 

Top 5 Characteristics of HiPo Employees

As companies look to develop the next generation of leaders, it’s important to spot the difference between high performers, and those with high potential. The ability to meet or exceed performance goals is great, but performance doesn’t necessarily determine a great leader.

High potential (HiPo) employees in any organization comprise typically 5-8% of the total employee base and they always stand out in every situation, especially the ones that challenging.

Who are HiPos?

According to CEB, three major features define a HiPO. These include aspiration, ability and engagement. In a nutshell, a HiPo is an employee who has the ability, aspiration and engagement to rise and succeed in senior and critical positions within an organization.

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Characteristics of HiPo Employees

What are the characteristics that differentiate a HiPo from other employees? Here’s a look:

#1. Extremely proactive about their careers

HiPos are extremely proactive and are always on the lookout for new opportunities. They always seek ways and means to grab opportunities to be successful at work. They understand that acquiring new skills are a must in order to reach up to the next level.

#2. Always eager to learn

Instead of focusing on one particular area and specializing on it, HiPos choose to find ways to create values that can create an impact across the organization through their presence. Their adaptability to change, their ability to learn quickly and their willingness to develop others, often leads to new leadership roles and opportunities.

#3. Receptive to feedback and extremely adaptable

While high potential employees exhibit a lot of confidence, they are aware that they continuously need to sharpen the saw. They are not only receptive to feedback, but strive to use it toward self-improvement. The perceive feedback as a stepping stone to further their developments.

HiPos understand that adaptability is the key to survive in the workplace. They not only survive during times of uncertainty but also thrive by ensuring control over the situation.

#4. Committed to the organization

High potential employees are highly engaged, always want to do more and go that extra mile to see a future for themselves in the organization. They show commitment to the organization by being involved in identifying challenges, finding solutions, creating opportunities

#5. Assertive but humble

One of the best characteristic feature of a HiPo employees is that they are assertive as well as humble. They understand that assertiveness is the key that differentiates them, and ensures empathy and sense of purpose.

Author Bio: A digital media strategist and a content marketer, Sampurna is passionate about writing and blogging. Working as a full-time professional writer for more than five years now, she has been lending her expertise to the online world by penning articles and blog posts on jobs and careers, HR tips and the recruitment industry. She also enjoys reading and travelling.

 

Top 3 Small Business Startup Ideas for the Indian Market in 2017

 

India is the next business flashpoint after China. While the current demonetization by government has created much hullaballoo, nonetheless investors and businessmen are still keen on taking chance in this growing economy and making profit out of it.

India has already made its mark as a startup nation and  PM Narendra Modi’s initiative of Startup India has further augmented business goals of young entrepreneurs. Small business startup ideas have received recognition and are being implemented with the right actions.

Small business concept.

In a country that boasts of a huge population (1.34 billion, as of Nov. 2016), it is but obvious that business, if conducted in the right path, are bound to succeed. Of late, while in the technology domain, several startups have mushroomed, (especially in the e-commerce segment), other small business startup ideas do succeed to a great extent.

Explained below are a few small business startup ideas for 2017. Take a look.

#1. Real Estate Consultant

Investment amount: INR 25000

ROI: 1-year minimum

While currency ban has its effects on the real estate sector, business is expected to bloom as usual in the following year. To begin with a small business idea of real estate, you have to have a sound knowledge of the sector, current price trends and other associated stuff, related to real estate. You can end up charging a commission of either 1% or 2% and accordingly receive the profits.

#2. Fitness Centre/Spa/Gymnasium

Investment amount: INR 1 lakh to INR 2 lakhs

ROI: 1 or 2 years

The way today’s world is changing, health has become a huge business for all. Digitization has led to people becoming more stagnant (spending hours on their iPhone or laptop) leading to various diseases. This is precisely the reason why we find more and more people are hitting gymnasium and spa these days. Moreover, with the passage of time, young Indians have become more health conscious which is another reason to hit the gym or visit a spa on a regular basis. So, opening up a fitness centre or a spa can actually be a good idea, if you are thinking about launching a new small business startup, launching a fitness centre, a spa or a gymnasium can be a good idea.

#3. Tutoring Services/ Coaching Classes

Investment amount: INR 5000 to INR 7000

ROI: 6 months

If teaching comes to you naturally, then you may consider starting your own business of tutoring services or coaching classes. This is probably one of the most convenient small business ideas and returns are huge, that too within a short period of time. The best part is, you can start off pretty young. Even when you are in college, you can choose to teach high-school kids and make a rock solid income out of it.

On the other hand, you can choose to launch a full-fledged business and provide coaching classes. The trick to success is of course your talent in teaching and once you have established a name for yourself, you can end up earning in lakhs and lakhs per month.

Other small business startup ideas, include starting a tiffin service business, opting for franchise and multi-level-marketing of products or even starting a small restaurant. If you have a concrete business model in mind and succeed in implementing them properly, chances are that, your business will reap lot of benefits.

Author Bio: A digital media strategist and a content marketer, Sampurna is passionate about writing and blogging. Working as a full-time professional writer for more than five years now, she has been lending her expertise to the online world by penning articles and blog posts on jobs and careers, HR tips and the recruitment industry. She also enjoys reading and travelling.