Three Ways to Ensure Your HR Tech Benefits Employees, Not Just HR - Workology

Three Ways to Ensure Your HR Tech Benefits Employees, Not Just HR - Workology Employee motivation is mission-critical for any organization, from startups to well-established companies. Motivated employees tend to align the company’s purpose with their own, demonstrate more innovative problem solving and drive more impact. I’ve learned that if your organization isn’t actively working to ensure your employees are motivated, engaged and aligned with your mission, you risk falling behind the competition and staying there.       One of a startup’s biggest advantages is that it’s easier to motivate small, tight-knit teams and continually align and realign them around ever-changing priorities. As companies grow and age, it becomes increasingly important and difficult to ensure that their culture clearly reflects their purpose and that it motivates strong individual and group performance. Processes such as goal setting, reviewing and managing performance, and recognizing achievement either build upon, or chip away at the strength of the company’s culture. That said, after developing and growing performance-focused cultures in multiple high growth organizations I know that it’s never too late for a company to change its approach. Whatever size your business is, you can start creating a more engaged and motivated workforce by doing the following three things.  Develop a ‘philosophy of performance’ When a large majority of employees express a sentiment that performance reviews are little more than a needless HR requirement, it’s a sign that companies aren’t giving enough thought to the process. This is often a result of workers feeling that their day-to-day activities aren’t impacting the mission of the business. Motivation doesn’t come from perks like ping-pong tables, free lunches and unlimited vacation; it comes from continuously nurturing a sense of purpose that unifies managers, employees and the entire organization. A performance-driven culture demands a performance philosophy. Make a commitment to align individual goals to the company’s overall strategy and have more frequent performance-related conversations that focus on career development. Share this philosophy plainly and clearly with everyone.     Make the performance discussion valuable for employees Annual reviews fail to deliver on one of the primary purposes of any performance management program: nurturing sense of purpose or sustained motivation in employees that allows them to meet today’s goals and be ready for tomorrow’s challenges.   Motivated team members have a clear understanding of how their work impacts the company’s performance. It’s essential that employees can link their individual objectives to the monthly, quarterly and annual priorities set by the business. My company, Betterworks, develops software to support this philosophy of continuous performance enhancement. Critical to this is giving HR, managers and employees the tools to allow everyone to see the business’ key objectives, connect these with our own objectives and track our progress towards achieving them. This transparency gives everyone a stake in the process and tangible evidence to prove that what they are working on what really matters.   Talk more Once you’ve linked each individual’s goals to the wider business objectives, the impact of one person falling behind becomes obvious. You can’t hang around for that end-of-year performance review to see how everyone has done. Instead of those time-consuming, weighty annual reviews where feedback and assistance often come too late to be useful, encourage more frequent light-weight conversations. Managers will tell you that they check-in with their direct reports all the time, but the reality is that most don’t have conversations with their reports nearly enough. When they do occur, these conversations are usually about day-to-day tasks and rarely touch on the wider goals and development opportunities. To break this cycle, I encourage managers to hold short monthly conversations, that they can incorporate into regular one-on-ones, where they would ask three simple questions around goals: 1) What do you need more of? 2) What do you need less of? 3) How can I help? This allows timely course correction that keeps work on track.   You shouldn’t expect perfection from the start. People need practice giving and receiving feedback with regularity to become effective at it.   In my experience most managers either want or need additional help when it comes to coaching employees and teams toward improved performance. That said, I believe that frequent, short, (even awkward) conversations are better than not purposely touching base on performance at all. With each month, the discussions become smoother and more valuable for both the employee, manager and, ultimately, the business. Technology can help bring your performance philosophy to life Articulating your performance philosophy is key to cultivating a performance-driven culture, and technology plays an important role in bringing it to life. To be effective, a continuous performance process requires a seamless, easy-to-use way for people to see how their goals tie to the broader business and to track their monthly conversations.   This approach needs help from technology to execute successfully, and as HR industry analyst Josh Bersin notes this has opened the market for more nimble and innovative solution providers who can better support a continuous process.   No matter where your company is on the growth curve, creating a performance-driven culture that provides purpose and encourages communication will help you retain and motivate your best employees and that will keep your business ahead of the competition. Diane Strohfus is a member of the Forbes Human Resources Council, and this article was originally published under her Forbes column

Top Strategies for Job Offers and Negotiations - Your Career Intel

Top Strategies for Job Offers and Negotiations - Your Career Intel Veterans in some cases run into issue with bids for employment and compensation dealings since they didn't experience these procedures while serving in the military. In case you're changing out of the military, it's a smart thought to comprehend the prescribed procedures for these means before you get an offer. The accompanying tips can help you effectively explore non military personnel propositions for employment and the arrangement procedure so you will rise with a remuneration bundle you merit. Ensure the Position is Right for You Before considering a position's pay and advantages be straightforward with yourself and choose whether the activity and the organization are a solid match for you. Enjoying the activity and the association ought to be your essential explanations behind tolerating an offer. On the off chance that you know where you remain before you get the offer, you're more averse to be influenced by a noteworthy remuneration bundle and settle for work that is a poor fit. Choose What You Need Before the Offer It's simpler to choose whether a compensation is serious and reasonable in the event that you have a benchmark, so build up your pay needs before it's the ideal opportunity for an association to broaden an offer. Make certain to consider the average cost for basic items in your town or city and exploration compensations for practically identical situations in your area. Realize Whether to Negotiate One of the most well-known inquiries that emerges during the military-to-non military personnel change is whether competitors ought to haggle for better offers. The appropriate response will fluctuate contingent upon the circumstance, yet it's not astute to haggle only for arranging. On the off chance that you do decide to request something else, ensure you're requesting things that are REALLY critical to you, and recall that one of these four things will occur. (1) They will say OK… on the off chance that they do, you ought to acknowledge the offer. Try not to arrange except if you are set up to state YES should they consent to your solicitations. (2) They will say NO and you should choose if you will accept the only choice available. Obviously, it's alright to take some effort to consider it inside the cutoff time period the organization gave you when they made the offer. (3) They will meet your solicitations midway, and you should choose if you will accept the only choice available. Once more, it's fine to take some effort to consider it inside the cutoff time period. (4) They will cancel the offer. This is consistently a chance when you attempt to arrange, which is the reason you should possibly arrange when you realize what you need from the organization so as to make the offer a satisfactory one for you. Working with proficient military spotters can be particularly advantageous now in the process since they will commonly do arrangements with the organization for your benefit before your offer is formally expanded. These scouts can work intimately with you to guarantee that you get a reasonable and serious remuneration bundle. Acknowledge with Integrity This can be an extremely distressing time in your life, yet you ought to never feel forced to take an offer. When you do acknowledge, it's critical to do as such with honesty. A few applicants acknowledge an offer while they're in arrangements with an alternate organization or they take the position, just to keep meeting for different employments. This is extremely amateurish (some would even call it untrustworthy) and can cut off ties if the Hiring Manager recalls your name for an inappropriate reasons. The business world is littler than you might suspect. The association concluding your offer is doing as such in compliance with common decency, and won't push ahead with talking different up-and-comers once you have acknowledged. You should give that association a similar regard and civility. It is safe to say that you are a veteran with experience changing from military to regular citizen positions? Offer your encounters on non military personnel propositions for employment and arrangements in the remark segment underneath.

Short Article Reveals the Undeniable Facts About Improve Resume Writing Skills and How It Can Affect You

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A Guide to Bellevue Resume Writing Services

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