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According to recent stats, over 70 percent of Americans claim they are not engaged at work. If a person feels disconnected from the company they work for, chances are they will not stay there very long.

Rather than losing valued team members due to a lack of engagement, you need to work on adding a human element to your business. If employees feel like you actually care about them and the work they are doing, it will keep them loyal.

Are you trying to create a more human workplace? If so, check out these helpful tips below.

1. Make Your Employees Your Top Priority

The companies who succeed in the world of small business all have one thing in common – they put their employees first. Not only will you need to show your appreciation for the work your team does, but you will also need to work on continuously educating them. This education will help you keep your employees loyal, as well as assisting you in taking your company to the next level.

Clearly defining your company values is also important when trying to improve relations with your employees. During the new employee onboarding process, be sure to set out clearly what is expected of them. Doing this will allow you to avoid any confusion in the future and can show a person what sets your company apart from the competition.

Providing your employees with an increased amount of freedom is also vital. One of the biggest trends in the world of small business is remote working. Allowing your employees to work from home not only reduces your overheads, but it can actually increase productivity levels. Over 85 percent of the workers polled in a recent survey said they were more productive when working from home.

2.  Are You Providing Your Team With a Great Work Experience?

Increasing employee engagement is easy when focusing on your workforce’s well-being. Making sure your team is not being put under too much stress is important. Stress is a very powerful and potentially damaging force that needs to be fought off at every turn. If you see that an employee is being overworked, take a step back and figure out how to solve this problem.

Working with powerful staff scheduling solutions can help you avoid the issue of employees being overworked altogether. The right software will allow you to easily create a schedule that is both fair and balanced.

An overwhelming number of American workers show up to their jobs each day but do not really do much. Rather than focusing on things like how to keep employees from taking sick days, you need to focus on their well-being. This will help them to be more productive, which is essential when trying to grow your business.

Making your workplace exercise-friendly is a great way to promote wellness. Encouraging your workers to take a 30-minute break to go walking around outside can be powerful. Getting out there with them is an even better idea. This shows them that you are a person and not just their boss.

3. Make Sure Your Team is Engaged and Happy

Increasing employee engagement is easy when focusing on your workforce’s well-being. Making sure your team is not being put under too much stress is important. Stress is a very powerful and potentially damaging force that needs to be fought off at every turn. If you see that an employee is being overworked, take a step back and figure out how to solve this problem.

Working with staff scheduling solutions can help you avoid the issue of employees being overworked altogether. The right software will allow you to easily create a schedule that is both fair and balanced.

An overwhelming number of American workers show up to their jobs each day but do not really do much. Rather than focusing on things like how to keep employees from taking sick days, you need to focus on their well-being. This will help them to be more productive, which is essential when trying to grow your business.

Making your workplace exercise-friendly is a great way to promote wellness. Encouraging your workers to take a 30-minute break to go walking around outside can be powerful. Getting out there with them is an even better idea. This shows them that you are a person and not just their boss.

While improving employee relations is hard work, it will be worth the effort. Constantly finding ways to improve your company is the only way to ensure long-term success.

Ashley Lipman is a super-connector who helps businesses find their audience online through outreach, partnerships, and networking. She frequently writes about the latest advancements in digital marketing and focuses her efforts on developing customized blogger outreach plans depending on the industry and competition.

The post Create a More Human Workplace With These 3 Tips appeared first on WISP Blog.

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The guilt of returning to your career can make any new mother rethink the idea of coming back to work. Although, for many American families, the idea of just one working parent has become less possible than ever before. A 2016 U.S. Bureau of Labor Statistics survey revealed that 61.1% of all married couples with children are two-parent employed families. This shows there is an increase in the number of working mothers entering the labor force. Because of this, it’s important for new mothers to learn to balance their lives and careers.

Although it can be hard to spend many hours away from your newborn, it is possible to manage it. Many other great women have successfully adjusted to new lives as working mothers. It’s important to have an established plan, as this helps your family and employer prepare for your return.

Throughout your leave, identify a co-worker or supervisor to remain in contact with you. This person will be able to keep you up to date on anything that you miss while you’re away so you’ll be up to speed when you return. Once you have a set date for your return, contact the HR department, and make sure that they are aware of your return and that anything they need to do on their end is complete.

Ask your employer to sit down with you, either a week ahead of your return or during your first week back. Grab a coffee with them and lay out a plan for your new workflow. If there is any time you won’t be able to work or if your doctor has set limitations, let them know about these changes. This way they can make the necessary adjustments. Let them know that your mind will be fully back in the workplace. It’s important that they know you are ready for this return and won’t lose focus.

Set up childcare for your newborn well in advance. You’ll want to become familiar with the daycare or childminder watching your child. Provide them with a schedule of times when you are unable to be reached during the workday. Also, give them an emergency contact to call during those times should anything arise. Provide an email address or phone number to send pictures to throughout the day. This will help put your mind at ease and you’ll be confident knowing your child is in great hands.

When you’re returning to work it’s nice to come back to the office in your best state of mind. This means looking and feeling your best. Do you have professional clothes that still fit well? If not, buy a few versatile new pieces that work as few outfits so that you don’t break the bank. And something as simple as a new haircut can have you feeling refreshed and ready to go.

Ensure that you’re prepared for any needs that you will have at work as a new mother. If you need to pump throughout the day, ask your HR department if there is a private room for you to do so. A comfortable nursing bra you can wear under your work clothes can also make this process easier. If your office is close by, consider leaving on your break to feed and bond with your baby. Although, this should only be an option if your employer is comfortable with you doing so.

Bring a few pictures of your new baby and your significant other for your desk. This will remind you what you’re working for and give you something to smile about when you’re having a rough day. Let’s be honest, who doesn’t love showing pictures of their children off to their co-workers anyways.

Don’t be too full of pride to ask for help. We understand this process can be difficult. There’s a strong possibility that someone in your office has been through this before. Start a support group with other moms in your office—they’re great to have when you need a shoulder to lean on or someone to laugh with over coffee. Taking care of yourself when you’re feeling stressed will keep you feeling your best. Go to a yoga class, take a day to go to the spa, or find a friend or relative who can help you with your long to-do list. Know that everyone is here to support you and help you through the process.

The post How to Feel Confident Returning to Work After Your Maternity Leave appeared first on WISP Blog.

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Many employees are struggling with their finances: they are facing increasing personal debt, demanding financial commitments, and a limited ability to save for the future. Almost half of all employees worry that their financial state will leave them unable to retire, with one in three admitting to losing sleep over their worries.

Money worries are one of the major causes of employee stress and sleep loss. Financial stresses have also been linked to absenteeism, migraines, cardiovascular disease, and more. Nor do the effects of financial stress end there: worrying about money has been proven to negatively affect mental health, contributing to depression and other mood disorders. So, it is crucial to make sure that your financial well-being strategy is working for you.

Today, employers recognize the need to support staff better with their emotional, physical and financial well-being, but many programs still suffer from low usage and poor adoption by staff. So how can you prevent your new financial well-being strategy from falling into this trap?

Your 5 steps to ensure employee financial well-being 1.Provide the right support

Realise that staff may not feel comfortable discussing finances with their employer. Let’s be honest, discussing finances is one of the most sensitive and emotionally loaded topics in the employer/employee relationship. Consider utilizing a confidential EAP service that allows for anonymized reports regarding employee usage. Not only does this offer support to staff, but by using this data, you can tailor your financial well-being initiatives to the needs of your workplace.

2.Stay attentive to employee needs

Make sure you’re giving your employees what they need, not what you think they want. Financial initiatives aren’t something you should implement on a whim. If implemented well, they can be an invaluable tool for improving overall employee well-being and engagement. Look out for the tell-tale signs of financial distress in higher staff turnover, lower productivity or higher absenteeism.

3.Communicate better

Try to ensure that staff are open to trying new things. It will have an effect if they can see and understand the link between the employee benefit and the problem that it solves for them personally. Any employee well-being support you provide will be futile unless you have a communications strategy in place to raise awareness, ensure understanding and drive participation, one that creates internal advocates for the well-being services and support available.

4.Embrace innovation

Be open-minded and progressive in the types of tools you bring in for your employees.  Don’t be afraid to try new ways of doing things when it comes to financial well-being. With so many varied generations and personalities in the average workforce, it is important to offer various financial resources to your employees. Some may prefer to talk to a financial advisor in person, or over the phone, while others will be happy to search for the information they need using an online database of financial advice.

5.Listen more

Run financial well-being surveys at different stages of the benefit deployment to gauge how the workforce is faring over time and how fast they are moving towards financial resilience. You can then improve and adapt them if necessary to ensure you are still doing step one correctly. The implementation process doesn’t end after you roll out your benefit. Often the missing link in well-being strategies is an effective two-way communications infrastructure that gives employees access to the resources they want, whenever and wherever they need them most, but that also allows them to feed back to managers and HR so they can achieve continuous improvements.

While it might sound like a cliché, employees are the heart and soul of a business and the benefits of happier, less stressed, more engaged and more productive employees should not be underestimated. Attracting and retaining employees should be the number one priority for any company, and an effective and well-thought-out financial well-being strategy can help you do just that.

Hayley Dolby is Communications Executive at Personal Group, a technology enabled employee services business which works with employers to drive productivity though better employee engagement and a more motivated workforce.

The post 5 Top Tips for Implementing a Financial Well-being Tool appeared first on WISP Blog.

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WISP HR Blog by Savaram Ravindra - 10M ago
When organizations look to decrease the cost of doing business, they usually begin by “best shoring” their current operating processes either directly or through a consultant. This means organizing staff and processes in the most economically and geographically favorable ways. Then, as a second step, organizations apply business process optimization to enhance efficiency. So, what happens when a situation arises where this is insufficient?

What do you do when efficiency-improvement and offshoring actions do not produce the savings in time and labor you require? Enter intelligent automation and digital labor. Another term for digital machine labor replacing manual effort is Robotic Process Automation (RPA). RPA is revolutionizing various sectors and HR is one of them.

HR is utilizing bots to cross check internal data with external data, carry out tasks pertaining to spreadsheets and reports, and much more. This saves a considerable amount of time that can be utilized for various other nuanced strategic issues, including employee training and personal interviewing. In this article, I will discuss various applications of RPA in the world of HR.

What is RPA?

RPA is defined as a solution in which a robot, or more simply a bot, can accomplish repetitive and standard tasks that are carried out by humans. It is not a physical machine but functions as a virtual worker in supporting certain processes.

RPA Applications in HR

As HR processes are usually repetitive and high in volume, RPA has the capability to significantly enhance HR processes to increase cost-effectiveness and efficiency. The entire HR process can be performed end-to-end by software robots with minimal human intervention, typically to handle exceptions. RPA automates HR processes that are repetitive, rule-based, prone to error, seasonal, and time critical. Now, let’s dig deeper into how RPA will affect various HR departments.

Mergers and Acquisitions – Mergers and Acquisitions can be a big headache for HR personnel as integrating the platforms of the organizations involved is very difficult, especially if they are incompatible. Also, maintaining different applications can be a time-consuming and costly affair. RPA can bridge different systems via its interactions in the presentation layer without the need to restructure the existing set-up.

Data Management – HR departments are inundated with data on past and current employees, interns, and contractors, often across various company branches and office locations. Most of this data is also in constant flux. For instance, new phone numbers and addresses needs to be recorded each time an employee moves from one location to another. RPA can solve this problem by updating the data without the need for any human intervention.

It is not that RPA can completely replace HR software suites but it offers numerous automation functionalities for HR process that are executed with traditional HR systems. This means processes can be executed more quickly and accurately, and with minimal human intervention.

Personalization and Employee Relations – Depending on individual characteristics, learning and training opportunities can be customized.

Monitoring Time and Absences – Systems can closely monitor and report tardiness and attendance issues. Resources can be re-allocated depending on availability, avoiding disruption to processes and more effectively handling the workforce.

HR Compliance Management – Constant examination of all HR undertakings can be carried out to make sure the process functions smoothly without the need for any human interference.

Resume Screening – The short-listing of suitable candidates is accomplished without manual effort.

Analysis of Social Media and Survey Feedback – Company surveys and reviews can be analyzed accurately via a variety of sources.

Payroll Automation – Reimbursements, rewards, benefits administration, and pay-cheques can all be tracked automatically and produced by robots.

Advanced Analytics in HR – Predictive and prescriptive analysis can be leveraged.

Performance Reviews – Performance reviews can be given based on accurate metrics without the need for managers to physically monitor productivity.

Recruitment and Onboarding – Robots possess the capability to perform workflows in hiring and to make decisions depending on the outcome. They also streamline the information across different corporate systems for preparation on the first day.

Applicant Sourcing – Processing candidate notifications for feedback, call for interviews, and rejection.

Our everyday lives are being infiltrated by robots and there is no stopping them. The question is how will we adapt to them. As far as HR practitioners are concerned, they must scrutinize how this transformation is affecting their respective HR departments and respond accordingly. This involves reskilling and training their employees in the right way and preparing them for this huge shift. HR personnel must also update their technical expertise and begin constructive conversations with professionals working on this fascinating new technology.

Savaram Ravindra was born and raised in Hyderabad, popularly known as the ‘City of Pearls’. He is presently working as a Content Contributor at Tekslate.com. As part of his work, he writes articles on various innovations in IT, especially on Blockchain and BluePrism. He can be contacted at savaramravindra4@gmail.com. Connect with him also on LinkedIn and Twitter.

The post Role of RPA in Human Resources appeared first on WISP Blog.

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Avoid Problem Employees From The Beginning

There is a corporate social responsibility involved in running a business. Part of that involves corporate culture and establishing it in an advantageous way. There are certain personalities that can be toxic to your business and identifying and avoiding them beforehand is wise. It’s the same principle as pursuing regular daily exercise rather than waiting until your health is threatened before taking action.

Strategic preventative measures can definitely help you avoid unnecessary operational difficulties. Control what you can, because you’ll always have instances where that which is beyond your control forces your hand.

In terms of company culture, the kind of employees you hire will be one of the most important factors determining whether or not you’re able to establish something that resonates and positively affects your business, as well as the others it associates with. With that in mind, there are several hiring cases you can control for:

  •         The Time-Waster
  •         The Pot-Stirring Agent
  •         The Liar
  •         The Mouse
The Time-Waster

Some employees are time-wasting prodigies. They can figure out ways to waste your money that are so creative, you don’t even realize they are possible until you discovered how you have been undermined. Avoiding these individuals requires a twofold approach.

One, vet them in the interview. They should be on time for the interview—a little early, in fact. Next, have more than one interview in your hiring process, if that’s feasible. This will help you see if applicants can be consistently on time. Finally, you will have to be conscious of timekeeping protocols within your business. You want to be accurate. Keep an accurate track of daily egresses, including breaks and overtime.

You can use this free Excel time card calculator with lunch and overtime allowances, according to the link: “You enter your company name, employee name, [then] times for each day, and the calculator automatically figures out the time card totals.” That can save you work and difficulty, helping streamline the efficiency of your staff and your corporate culture.

The Pot-Stirring Agent

You’re going to have employees who love to stir the pot. You can ask probing questions in the interview to identify this individual, but your best way to snare them will be speaking confidentially in “gossiping” tones. Be overly familiar if you catch the “pot-stirrer” vibe—give them enough rope to hang themselves, as it were.

A pot-stirring employee can set your whole staff against you over something totally unnecessary, especially if you’ve got a remote operation which already requires costly training, this can be very expensive. Be strategic about outing such individuals in ways that they don’t even realize. It’s better to reject such an employee beforehand than have to deal with them after you’ve already invested in their employment.

The Liar

You can usually out this individual with a close perusal of their resume, but this isn’t always the case. You might want to use multiple interviewers and separate interviews. Keep this in mind: someone who regularly deceives as a means of daily egress is likely to portray themselves in a way that is “too good to be true.”

So, if you encounter such an employee, test their claims one way or another. See if they really are as good for their company as they claim to be. Call everybody on their contact list. Ask probing questions. You don’t want someone deceptive and self-involved on your team; they’ll do what they want for themselves, and that can hurt your company.

The Mouse

The mouse is an individual who goes with the flow and will diffidently accede to internal power politics. This individual is unlikely to have vision, but is likely to side against you if someone pressures them even slightly. Avoid this individual by being stridently professional and sharp-eyed during the interview. Intimidate applicants, and see whether they hold out against your pressure or if they fold.

Better Corporate Culture

A business which properly vets its staff is more likely to achieve a corporate culture that successfully represents them and has a positive impact on the community. You can nip many corporate culture issues in the bud at the hiring level.

Ashley Lipman is a super-connector who helps businesses find their audience online through outreach, partnerships, and networking. She frequently writes about the latest advancements in digital marketing and focuses her efforts on developing customized blogger outreach plans depending on the industry and competition.

The post Common Hiring Mistakes To Avoid So You Can Foster A Great Company Culture appeared first on WISP Blog.

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