People spend 3/4th of their waking hours at their workplace and that’s huge. Several studies have shown that employees want more than just a salary. At the most basic level, today’s employees seek a good social work environment, purpose in their jobs, a place to voice their thoughts openly, acceptance of the way they are and like to feel valued, Here are some actions that can immediately increase the happiness level among your employees and improve your bottom line:
Internal communication has always been crucial for engaging the workforce and ensuring alignment with the company’s core goals and philosophy. While it’s one thing to have the opportunity to interact with people and drive a message, it’s another thing to drive it in a virtual workspace. Whether your whole workforce works remotely or it’s just a few members of staff, here are some ways to amplify your internal communication for the hybrid work environment.
Organisations of all sizes have swiftly found themselves having to transfer and deliver what was once live, in-person, training seemingly overnight into online formats. However, just because virtual is possible doesn’t mean that all training has to be converted into virtual training. Having trained hundreds of individuals via live and online training from the start of the pandemic, we have had our share of learning. Here we have compiled some things that organisations should keep in mind to implement a good virtual training programme:
As vaccinations are expected to slowly make life limp back to normal, it seems like hybrid work models are evolving – which allow employees the option of choosing their place of work – at a physical office, or work from home or a combination of both. The reality is the “normal” we were used to is never going to come back, and this “normal” will vary from company to company. If you’re not among those who are already acting on it, here are 6 reasons why it’s important to prepare a hybrid work environment policy.
In your eagerness to ensure your employees produce enough work to justify not only their salary but the time and the space they occupy in the office, are you standing in the way of their productivity? Here are 6 managerial habits that may be hampering your employees’ productivity…
Conflicts rarely resolve themselves. Third-party interventions are sometimes necessary, and this responsibility mainly falls on the managers, HR folks and leaders. Through conflict resolution, and when resolved properly, conflicts can lead to better ideas, better understanding, and better working relationships. To address conflict resolution, it’s important to first understand defence mechanisms before coming up with any strategies to overcome them. Let’s look at 5 very common defensive behaviours of employees:
Traditionally, workplace communication flow has been from the top to the bottom. However, things are changing now. Successful organisations understand that communication flows not just from top to bottom but also sideways and even from the bottom to the top. And that’s where listening skills come into perspective. Let’s explore 3 types of listening skills that are essential for successful leaders, managers and the organisation at large.
During almost all our Prevention of Sexual Harassment at Workplace training, we observe that there is a lot of anxiety that there could be serious misuse as only women are afforded protection under the PoSH Act. What is important to note is that the law is put in place to offer a mechanism to give redressal to one gender but in itself does not favour only one gender. Let’s understand 7 key aspects of the POSH law and PoSH policy which are important for every employee.
Traditionally, HR is not the first area of an organisation that is slated for digitalisation or technology upgradation. We now live in a world where technology drives everything, HR is also becoming more and more technology-enabled. Here are some of the areas in technology that you must know of and also read about how they can boost HR functions.
How would you define employee engagement in your organisation? Is it high or low? Is it purpose-driven or mandate-driven? Where or whom do we go to when we need employees to be engaged? Mostly the answer would be HR. In our guest article, we throw some light on where to focus efforts to build employee engagement.