2011 was another challenging year for human resource management. With ever-changing laws, policies and regulations, coupled with continued economic difficulties and the ever-present threat of downsizing, the only constant demand for HR managers was "change."
With more of the same expected for 2012, TribeHR has rounded up five of last year's most useful and insightful peer-reviewed HR papers.
1. "Strategic Human Resource Management in Small and Growing Firms: Aligning Valuable Resources."
Hargis, M.B., & Bradley, D.B. (2011). Academy of Strategic Management Journal. Preview.
Michael Hargis at the University of Central Arkansas, and Don Bradley at East Carolina University, take a look at the growing recognition of human resources as an essential component of business operations. The authors discuss current HR practices common to small and medium businesses, and present a model for implementing HR programs that enhance competitive edge. Recommendations include:
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Develop a competitive strategy, such as low-price initiatives or a unique selling proposition.
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Align business objectives with human resource practices. For instance, if a company is competing based on low prices; recruitment, training and compensation practices should support this objective. That means utilizing recruitment and compensation practices that are cost-effective.
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Create complementary human resource practices. Ideally, human resource policies should be mutually supportive, such as training programs that improve efficiency, compensation programs that award waste reduction, or bonus structures for employees who develop unique ideas.
2. "An Employment Systems Approach to Turnover: Human Resources Practices, Quits, Dismissals and Performance."
Batt, R. & Colvin, A.J.S. (2011). The Academy of Management Journal. 54(4), 695-717. Preview.
Turnover is a thorn in the side of any human resources director. Rosemary Batt and Alexander Colvin (both at Cornell University) examine the impact of quits and dismissals on customer service. Interestingly, factors influencing quits and dismissals, and their consequences, were found to be very similar, which contradicts prior research.
Both long-term investment and high-involvement work environments were associated with lower quit and dismissal rates, while short-term performance-enhancing measures were correlated with slightly higher rates of quits and dismissals. In the case of high turnover rates, managers reported significantly lower levels of customer service.
3. "The Trouble with HRM"
Thompson, P. (2011). Human Resource Management Journal. 21(4), 355-367. Preview.
Human resources managers take a lot of flack. When a company downsizes, it's the HR director who is often tasked with the dirty work of terminating employees. Paul Thompson (University of Strathclyde, Glasgow) addresses the misconceptions surrounding the industry. Primarily he rejects the view that HRM is a cultural entity which exists exclusively to maintain employee satisfaction, or to develop procedures and training methods for making employees better at their jobs.
Currently, HRM is perceived in the context of developing company culture and fostering employee commitment. Thompson notes that the current framework often fails when employees see HR functions as dishonest and impractical, suggesting a political economy approach that focuses on market strengthening (rather than commitment) as a driving force behind successful organizations.
4. "Why Good Guys Finish Last: The Role of Justification Motives, Cognition and Emotion in Predicting Retaliation against Whistleblowers."
Sumanth, J.J., Mayer, D.M., & Kay, V.S. (2011). Organizational Psychology Review. 2(1), 165-184. Preview
Stories of whistleblowers are everywhere. Retaliation is illegal in most cases, but that doesn't stop it from happening. This paper evaluates the driving factors behind whistle-blowing, and the relationship between those who report wrongdoings and those who retaliate against them.
5. "Does Human Capital Matter? A Meta-Analysis of the Relationship Between Human Capital and Firm Performance"
Crook, T.R., Todd, S.Y., Combs, J.G., Woehr, D.J. & Ketchen Jr., D.J. (2011). Journal of Applied Psychology. 96(3), 443-456. Preview.
This meta-analysis examines 66 previous studies analyzing the relationship between human capital and firm performance, using 3 moderators suggested by resource-based theory. The goal of this analysis was to determine whether human capital really matters in terms of an organization's success, or whether high recruitment and training costs offset the potential benefit.
The authors found a strong correlation between human capital and firm performance, especially in instances when human capital is more specialized or not readily obtained on the market. In conclusion, the authors recommend that managers invest in programs designed to produce highly-trained and specialized employees.
If there's one thing that's clear from this research, it's that human resources is an essential component of successful business operations. While HR may occasionally have a bad reputation, it's a crucial function that enables firms to stand apart through clear-cut policies and expectations, fair restructuring practices, and training programs that produce a specialized labor pool.
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Business owners know that high morale leads to a productive workforce. Employees who are mentally and emotionally engaged tend to reach their potential and work well with coworkers.
As these five ideas illustrate, creating a positive atmosphere where employees are satisfied, and band together for the good of the company, doesn't have to be a complicated, time-consuming task.
Hopefully your workplace isn't a warzone! But that shouldn't make employee morale any less important. Flickr/CT State Library
1. Ask for feedback
Employees feel valued and motivated when you take their opinions seriously. Foster an open-door environment that encourages an honest exchange of ideas. Elicit feedback through surveys, suggestion boxes, contests and brainstorming meetings. Most importantly, when employees come up with viable ideas, implement them as soon as possible, and give credit honestly, graciously, and frequently.
2. Say thank you
Sounds simple enough, but you'd be surprised at how often acknowledgements are forgotten. According to Harvard Management Update, half of employees complain that they don't receive credit for jobs well done, but that they do hear from management about poor performance.
It takes just a few moments to bolster confidence and fuel enthusiasm by giving kudos to your employees. Tell them how pleased you are with their job performance, and how much you value their contributions. Handwritten notes can hold even more significance, because they add a personal touch.
3. Have fun
All work and no play makes for a dull office atmosphere. Socializing builds camaraderie and takes the ho-hum out of the workday. Allow for some decompression time around the office by throwing parties. Mark special occasions such as employee birthdays, company milestones and holidays with cake or a catered lunch. Occasionally go big and organize an all-day, off-site event that includes friends and family, such as a company picnic.
4. Adopt an office charity
Rallying around a cause can benefit the office as much as the charity. Volunteer work on company time gives employees a welcome break and can be deeply satisfying. Reaching out and helping those in need is also good for the physical and mental well-being of your personnel.
Choose a charity that appeals to the majority. Causes that have touched the lives of employees tend to be the most meaningful. Dedicate time on a regular basis towards the community service project.
5. Encourage advancement
Employees feel valued and motivated when you invest in their future. Offer avenues for growth in the company, such as training opportunities. Educate interested employees in the newest technologies and industry advancements, either on-site or by sending them out to seminars, conferences and classes.
Boosting morale by making employees feel valued may be the biggest little investment you ever make.
Enable feedback, kudos, and employee engagement with human resource software from TribeHR. Get started for free today.
Let’s face it: When meetings aren't run effectively, very few people enjoy going to them. They often don’t start on time. They're often unfocused. They last too long.
But workplace meetings aren’t going to be phased out anytime soon. Ensure your meetings run effectively, and both your team and your business will be much better off.
Here’s how:
1. Question the need. Before you schedule a meeting, decide whether a meeting is actually necessary. Maybe you can communicate just as effectively by email, through a conference call, or some other way.
2. Invite only the people who need to be there. Meetings with fewer people have the potential to end faster.
3. Create an agenda, distribute it, and stick with it. Make sure the participants know why they’re summoned to the meeting. Don’t waste their time by bringing up other issues, and make it clear to the attendees how long you expect the meeting to last. Ideally, it will be a short meeting, but it needs to be long enough to ensure that everyone leaves with a clear understanding of what was discussed and why decisions were made.
4. Let the attendees know your expectations for them beforehand. Are they there to listen, to brainstorm, to give their input, or to debate? People who know the goal of a meeting are less likely to derail it.
How many chairs are in your meeting room? How many chairs need to be in your meeting room? Flickr/J. Griffin Stewart
5. Schedule the meeting for an odd time, such as 10:13 a.m. or 3:41 p.m. This makes attendees take note, and it’s more likely they’ll show up on time.
6. Single out those who are late (in a professional way). Once a meeting starts, lock the door to the meeting room, or require late arrivals to fetch coffee or water for the others. Whatever you do, do it in a way that will cause laggards to change their behavior (but never humiliate them).
7. Start with the most important stuff. If the meeting agenda includes more than one topic, make sure the first one is the most important one. This will encourage people to arrive on time, and ensure that the most important issue will be discussed.
8. Listen. If you invite input from those in attendance, make sure everyone has a chance to talk and be heard. If someone feels like they’re not being taken seriously, they'll take future meetings less seriously, and perhaps not even bother to give their input. Listen, but set a time limit to keep anyone from babbling.
9. Ban food. Unless it’s a lunch meeting, don’t provide food, which can be a distraction and lengthen the meeting—not to mention cause a mess.
10. Ban electronics. Unless they’re needed, ban BlackBerries, iPods, laptops, smart phones and other distractions.
11. Stand up. If time is of the essence, consider holding a meeting in a place where there are no chairs. This is a common tactic in the tech sector and in Japan, where meetings are known to be short and sweet.
12. Summarize. To close the meeting, briefly review what was accomplished and what the attendees and their subordinates will be expected to do (if anything) to implement changes. Also consider sending a succinct email that summarizes the meeting.
Remember: What works best at one company won't necessarily work well at another. Experiment with these and other ideas to figure out what best suits your organizational culture.
Good meetings and great HR software give you more time to focus on what matters. Get started with TribeHR today, and watch your productivity soar.
Happy Valentine's Day.
Workplace romances are quite common. After all, we see our co-workers day-in and day-out, so it would be surprising if sparks didn't occasionally fly.
According to a 2011 study, 40% of workers admit to having dated a co-worker at some point, and 30% say they ended up marrying someone they met on the job.
Just because such romances are common, however, doesn't mean they're easy or trouble-free. It's important that businesses take such relationships seriously, in order to avoid suspicions of favoritism, loss of employee morale, or even potential accusations of sexual harassment.
For businesses that want to be prepared in case cupid's arrow strikes among the cubicles, here are a few guidelines:
1) Develop an Office Romance Policy
Whoa whoa whoa, you met where?! Flickr/Teeejayy
When it comes to office romances, it's important for businesses to put together a clear and coherent policy. Many managers and employers, however, assume that office romances won't be an issue and that they don't need a policy. Indeed, according to a 2006 poll regarding workplace romances conducted by SHRM, over 70% of organizations do not have a written or verbal policy regarding these relationships.
Romances will happen whether businesses know about them or not, and writing a policy is a first step to preparing for the inevitable. Make sure that the policy is comprehensive and that it spells out the company's stand on office romances.
While some companies ban office romances entirely, that's becoming increasingly rare. A wiser policy might allow for these romances, but set clear guidelines. Some of these guidelines might include prohibiting relationships between supervisors and subordinates, requiring that a supervisor change jobs if such a relationship develops, or requiring disclosure of relationships when they do develop.
Policies needs to be comprehensive, unambiguous and easily accessible by all employees.
2) Create a Written Agreement
One way to deal with office romances is to have the parties sign a written agreement that spells out the terms of office romances, the company's policy on these relationships, and how the employees will be expected to behave if or when the relationship ends.
This agreement will serve as evidence that this is a voluntary relationship between adults and is not sexual harassment. Though it might not completely protect the company or the employees from future sexual harassment claims, it's a good step in that direction.
3) Offer Education to Employees
Employees need to understand what they can and cannot do, and they also need to understand how to conduct themselves if they do find themselves in an office romance. Employees can be taught to be discreet, set rules, be honest, stay within the law, and not let their romances interfere with work. Workshops can be fun a helpful addition to this and other company policies.
Office romances aren't all bad. In some cases, they can actually boost morale, productivity, and collegiality. Whether they're a problem or a plus, however, these relationships will happen, so smart businesses must plan ahead, and know how to respond when love inevitably blossoms.
Stuck for last-minute Valentine's gifts? Send your special someone a free subscription to Workplace Tribes!
Sometimes days just aren't long enough. Do you need to get more done? If you want to start checking things off of your to-do list, check out some of these productivity-boosting tools.
Remember, the goal is to be more productive—not to collect a bunch of apps and programs—so make sure the tools that you choose will actually save you time and energy. Whatever you use, be sure to refine your system to make your tools work for you, not the other way around.
Whether you need mind mapping tools, time tracking services, organization tools, scheduling tools, or productivity applications, there are loads of productivity tools available. Here are some great tools to stay productive.
Distraction Eliminators
These are tools that restrict your access to social networking sites and other time-wasting sites for a set amount of time. Freedom (available for Mac or Windows) is one such tool. You can block all Internet browsing, email, etc. for any length of time from 15 minutes to 8 hours. And once you do, there’s no way to reverse it, except rebooting your computer. A Freedom trial is free, and then it’s $10 for a license.
Similar programs include SelfControl and LeechBlock, a Firefox extension designed to block distracting websites.
Time Trackers
A paper and a pen are timeless classics, but they have some obvious limitations. Image by Rawich.
Some tools help you divide your time into manageable blocks and encourage you to take appropriate breaks. Pomodairo is a freeware Adobe Air application for working with the Pomodoro technique, a method of dividing your work into 25-minute intervals. It includes the obligatory timer, but also includes a task list, and tracks work along with unplanned interruptions.
Similar programs include FocusBooster, SlimTimer, TrackTime, TimeTracker, TimeOut, and Harvest.
Memory Boosters
These are tools that let you memorize lists of information in the most logical way. One such tool is Anki, an open source program which makes remembering things easy. Anki lets you study on your own computer, online, on your cell phone, or on other portable devices like an iPad.
Many programs let you sync between devices, and even share with friends. Memrise is a similar program with great built-in language-learning functionalities.
Access Your Information
Tools such as Dropbox, Evernote, and Google Docs make your information available to you from almost anywhere. All three can be accessed via desktop computer, laptop, tablet, and smartphone. If needed, they can also be accessed from any web-enabled computer, for when you don’t have one of your own devices with you.
List Managers
There are lots of great to-do apps like Remember The Milk, a free service to help manage your to-do list. Most are simple to use and can be accessed anywhere with an Internet connection. Many sync with iPhone, Android, and Blackberry apps.
Similar programs include TaskThis, Orchestrate, Todoist, Neptune, and Gubb.
Password Managers
One last great productivity tool is LastPass. LastPass is a free password manager that makes web browsing easier and more secure by encrypting your data. Just log into LastPass and the tool will automatically securely log you into whichever websites you've enabled. If you store your home address, telephone number, and credit-card details in the vault, it can also complete all the forms needed to buy goods online.
Similar programs include Roboform and KeePassX.
Keep your entire team productive by making HR easy. Sign up for TribeHR today.
Across the world, the most recent economic downturn has left an astronomical number of people looking for work. Many are struggling to find a position that's right for their skill set. Many are over-qualified, while others aren’t qualified enough.
While unemployment rates have begun to show the slightest signs of improvement over the past few months, older workers are still struggling to find jobs. According to the Bureau of Labor Statistics, the unemployment rate for workers 55-and-over has hit an all-time high, consistently wavering between six and seven percent since 2010.
Industry experience: Not always positive, not always negative.
Although boomers may have the most career experience, freshly minted graduates and younger mid-level professionals are also looking for jobs at a high frequency. This creates a quandary for employers. Is it better to hire an industry insider, or go for someone with an outside perspective?
The answer truly depends on the candidate and the position. It's not a black and white issue. In some instances it may be better to hire a green candidate, while in others it may be wiser to go with someone with a wealth of relevant experience and industry expertise.
Employers must consider if the seasoned vet is limited by preconceived notions about the industry, has ingrained bad habits, or is unwilling to change with the times. On the other hand, newbies often have a steep learning curve, making them less efficient, and limiting their effectiveness.
There are pros and cons to each in nearly every industry. In some cases the choice may seem obvious, but be sure to take a closer look at what qualifications will make for the best employee within your organization.
Are you looking for someone to take the bull by the horns and run with the job with little to no supervision? Perhaps someone with a wall of sales awards can do just that, whereas a novice may need a hands-on manager or a mentor. However, a novice may have more potential, or bring in new thinking that could revolutionize your sales practice.
In the tech industry it may seem like the right move to hire someone who’s just received the latest training, but do they truly understand the complexities of real-life applications, or just the fundamentals? Can they handle a recovery situation if an entire network has shut down? Meanwhile, will someone who has spent his entire career working with a specific platform be willing to learn a new system?
In the field of medicine, technology may be the biggest hindrance to the seasoned vet. Although many patients would fret to see Doogie Howser walk into their exam room, the fact that many med students are being trained on the latest technological advances in medicine may very well change the face of medical recruitment, especially in specialty settings. But, does practical experience and knowledge out-weigh the training? As with nearly any other job, it depends on the position and the composition of the teams with which they'll be working.
Regardless of the industry, it's critical to understand the risks associated with hiring someone coming with a portfolio of skills. Is the investment worth the risk? Will they be retiring before the investment pays off? Will they have the fortitude to learn new skills as needed? Will they be willing to mold their styles to fit with others in the company? If the answer is no, perhaps it’s time to look at a different candidate, But, if the answer is yes, perhaps they're the right choice.
After all, industry veterans have the knowledge, the experience, the connections, and the true-to-life understanding of the ins and outs of the business. They've found success at various cross-roads in their career, and can very well bring that same level of success and database of ideas to your company.
Compare job candidates with ease using TribeHR's applicant tracking system.
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Last year, thousands of blog posts about HR, recruitment, and job seeking were published across the web. It can be hard to separate the good from the bad, especially when there's so much potentially valuable information.
To help you separate the wheat from the chaff, and with the benefit of hindsight, we’ve put together a great list of the top 10 HR posts from 2011. We picked out some important trends and topics, but other than that there's no method to the madness. Enjoy!
"I Think Therefore I am Diverse" by Charlie Judy at HR Fishbowl
Charlie makes a pretty bold statement asserting that companies don’t know about diversity. Despite the tactics companies are taking to embrace inclusion, most focus solely on diversity with respect to things like race and gender. His post eloquently and sometimes humorously defines cognitive diversity and its role in the workplace. He challenges HR professionals who are looking to build a diverse workplace to start by drawing attention to the diversity they already have.
"4 Reasons Change is So Damn Hard" by Mark Stelzner at Inflexion Advisors
After a few cocktails on a long plane ride, a senior-level executive shared with Mark Stelzner the deepest secrets of his company: that it was backwards and “destined for failure.” The conversation left Stelzner digging deep to find the reason as to why change is so hard. Reflecting on the four great tips they debated, Stelzner kept watching for his new friend to make a change. But, as he so eloquently states, “Change is so damn hard.”
"Putting Performance in Context — Not Every Three-Yard Pass is the Same" by Steve Boese at Steve Boese’s HR Technology
What starts off looking like a post about selecting the perfect fantasy football team turns into a great post about rating employee performance. Steve Boese’s football metaphor captures the essence of why context is vital, in sports and in employee performance ratings. Job stress, environment and level of competition must all be taken into consideration when rating an employee.
"Why I’m In This Game..." by Kris Dunn at The HR Capitalist
This post is a great example of why HR professionals do what they do. After taking the chance in hiring a guy with no industry experience but who he thought would “out-hustle” those around him, Dunn finds himself reflecting on a thank you note from that very individual.
"666 Firing: When Demanding Compliance Costs You a Fortune" by Suzanne Lucas at CBS MoneyWatch blog
In light of the firing of an employee who refused to wear a sticker bearing the numbers 666, Suzanne Lucas takes a look at when corporate policy and compliance may go too far. She poses some good points and asks some great hypothetical questions about the severity of non-compliance. Was not wearing the sticker, which reflected the company’s days without an accident, worthy of termination?
"Does Being in Love Make You a Better Manager?" by Trish McFarlane at HR Ringleader
With the results from a new study, Trish McFarlane examines the traits exhibited by those in love. She then correlates how those same traits would affect a manager. Her conclusion: a positive or negative home relationship will affect management abilities, and this should be remembered when an employee is in the same situation.
"The Messenger Really Matters" by Sharlyn Lauby at HR Bartender
After overhearing the comment, "It’s the message that is important, not the messenger," Sharlyn Lauby works to contradict that very statement. She believes that not only is the messenger critical in setting the tone for the immediate situation, but also for setting the tone for what's to follow, especially when delivering bad news.
"7 Trends That Have Changed the World of Work and How to Adapt" by Donna Sweidan at JobMob
The world of work is changing rapidly, and Donna creates a great list of what’s trending in the job market. She not only addresses some of the biggest changes, but also how to embrace them in your job search. From the slasher to the freelancer, she gives some great insights into where the market is, and where it’s going.
"HR Ads: The Red Pen Edition" by Frank Roche at KnowHR
In a biting, sarcastic pictorial post, Frank Roche critiques a few recruitment ads currently in publication. Using a stereotypical red pen, he adds great commentary to some otherwise poorly designed print ads. His wit and humor, along with his critical eye, make for a really interesting post on what-not-to-do when designing an ad.
"Player, Please: Gamification & Social Engagement" by Matt Charney at Next
With social media recruitment becoming increasingly popular, Matt Charney reminds his readers that this method is supposed to be fun. With a little out-of the-box thinking, "gamification", the process of creating a competition out of otherwise mundane and ordinary tasks, can be incorporated into talent acquisition strategies. After all, it worked for The Apprentice.
Looking for more great HR information? Check out the Top 10 HR Blogs, and our Carnival of HR by the Numbers, and then Like TribeHR on Facebook to receive great new content.
Annual picnics and holiday parties are the norm for most companies, large and small. But a select few companies have upped the ante, by taking their employees on company-paid vacations and retreats.
Google has been on the cutting edge of this vacation policy, however over the years budget cuts dramatically changed how Google offers company vacations to its employees. What used to be a company-wide ski vacation has now become business-group based retreats.
Many companies reward their employees with similar opportunities, or leverage extravagant vacations as earning incentives, while others use destination resorts as a locale for big meetings.
Are these trips always a good idea?
Sometimes, they can bring a work force together, improve morale, and reward employees for a job well done. Other times they can be a waste of both money and time, and only aggravate employees, creating a hostile environment.
Take for example a company that has recently restructured. Nearly half of the sales force has been reduced, and the remaining staff are required to attend a four-day conference in Las Vegas in order to go over the new company structure. Significant others are not invited to attend, and the agenda is packed from 8 to 4, with mandated evening activities on the schedule. Most of the employees are hoping the company will spring for show, but instead they're subjected to dinners with guest speakers, or team-building activities that do nothing more than bond the teams together in their distaste for the company.
Who can say 'no' to that?
That said, destination meetings are not always a bad idea. Work can be done by day, but be sure to allow some down time to enjoy the resort or city that you’re in.
If you’re considering a trip to a mountain resort, be sure to offer some ski time. If you’re planning a meeting in Orlando, let your employees have a night at MGM Studios or Universal Studios. Even if you’re headed to a city that’s not a destination, let your employees enjoy a night out on the town, and experience what the city has to offer. Use the time to re-energize and motivate your team.
If it’s strictly a vacation, it’s imperative that employees have at least some time to do what they want. Don’t cram the agenda full of mandatory outings. Some may want to check out local ruins, whereas others would prefer to zip-line through the forest. Still others would prefer to just lounge by the pool or the ocean, or read a good book in peace and quiet.
Make sure there's always plenty of food, and alcohol where appropriate, along with opportunities for entertainment.
There are some logistics that need to be worked out when offering corporate vacations. Who gets invited? Can they bring a guest? What are the pay implications? These deciding factors should be communicated with your team well before the trip, especially if guests will need to pay for some of their own expenses.
If it’s an incentive trip, the details should be outlined in full to all who are eligible.
There are destination resorts, outdoor retreats and vacation venues across the globe just waiting to host your next corporate vacation. Just be sure they offer adequate accommodations both for lodging and meetings. If you are planning on utilizing the trip for work, make sure the hotel has—at the very least—a business center when you can make photo copies, print from your computer, and access to other service tools you may need.
Many hotels offer business concierge services which help ensure that the days flow smoothly, from adjusting meeting room temperatures to arranging transportation for your outings.
Corporate retreats and vacations can be a great way to bring a team together. Just take the time to examine why you are offering the trip. Set your goals and create your agenda around them. It’s always nice to get out of the office, but be sure that your employees feel they are being celebrated and appreciated as well.
Your employees will still want to book their own vacations. Make sure you have a vacation tracking system that you and your team will love to use. Book vacations on TribeHR today.
Every year, countless lists of the "best" and "top" employers are announced. Magazines, newspapers, websites, consulting firms, and other entities gather information on various companies, and proclaim some of them to be outstanding.
Some lists are specific to a region or an industry. Others separate companies based on their number of employees, or their years in operation. People with and without jobs love to look at these rankings to see just how well their employer is really treating them, and where they might enjoy working in the future.
Best in class is best in class. Where's your trophy? N. Apikhomboonwaroot
Many executives and managers wonder how to get on these lists, and if the lists reflect what job-hunters are looking for in an employer.
The Great Place to Work Institute, Fortune, Monster, and Glassdoor all recently released their own employer rankings. Their methodologies differ slightly, but each of these organizations weighs employee opinions heavily when creating their "best of" lists.
There are constant themes that surface among these top-rated employers. Their employees vote them onto the "best of" lists year after year because they are doing something right. What is it?
For employers, this means that employees' perspectives matter more than some firms think when it comes to attracting top talent. The companies that consistently make the "best of" lists establish trust between employees and management; they recognize that the quality of a company’s culture and its reputation are driven by the quality and character of its leadership.
Top employers understand employee engagement, know how to cultivate it, and do so consistently. It's not all about the money. Company culture has more impact on high rankings than competitive pay and benefits packages.
Each of the top employer lists notes open communication practices and high opinions of the chief executive as being important to job-seekers. Management's credibility is consistently mentioned as an important factor in choosing the best companies for which to work.
According to feedback from the survey respondents responsible for the "top" employer lists, the best employers merge market presence with an incomparable workplace culture, which is nurtured and supported by trustworthy leaders.
Other factors include job satisfaction, camaraderie, pay and benefit programs, the hiring process, communication, and diversity.
The burning question is do these ever-popular lists actually represent what job-seekers want in an employer? According to Inc. magazine and other surveys, there's a disconnect between what employers think employees want and what they actually want.
Job-seekers and current employees want to feel appreciated, and want to feel like they’re part of what’s going on in the organization. Of course, they also want job security, good wages, interesting work, promotion and growth opportunities, and good working conditions, but these factors actually are less important to many employees than appreciation and inclusion.
The trust that so many employees value is built upon a platform of mutual respect, where the employees feel that the company appreciates its staff and keeps them "in the loop." If you want your company to be selected for one of these popular top employer lists, make sure you consistently communicate with and recognize your employees.
Build a culture of inclusion, recognition, and success, with affordable HR software from TribeHR. Start today with a free 60-day trial.
If you're like many managers, gaining a better grasp on your small business' finances is probably a part of your New Year’s resolution. It's already February. Have you made any progress?
Your good intentions may be beginning to slide as you slip back into old habits. Luckily, advances in technology enable better ways to keep your business' finances in order. And they sure beat a shoebox full of crumpled receipts.
Here are 5 great ways to digitize your small business finances:
1. Use Online Billing
Invoicing your customers can become a task in itself. Keeping track of the hours spent working on a project, or the per-unit cost of a product can be daunting, especially if you're working with a client who pays only once the project is complete.
Sites like FreshBooks (have you seen our exlusive interview with FreshBooks CEO Mike McDerment?) or FreeAgent can help maximize your billing efficiency. Online billing allows you not only to organize your billing process, but also allows you to send invoices online, check on payment statuses, track hours, provide estimates, and even offer customers an easy way to pay, like PayPal.
2. Accept PayPal
PayPal is no longer just a payment option for eBay purchases—it has become the leading online payment platform across the globe. PayPal allows customers to quickly, easily, and securely purchase directly from a website, or pay invoices online. By streamlining the payment process, the addition of PayPal allows for greater sales conversions and more prompt payments of invoices.
stock.xchng/djshaw
However, be warned that PayPal takes a percentage of the total cost of the transaction, plus additional charges for currency conversions. Also make sure you read the PayPal terms and conditions closely—the company is known to suspend accounts without warning. If this is a concern for you, check out other online payment options.
3. Direct Deposit Payroll
If you’re still using paper checks, it’s time to step into the 21st century. Direct deposit payroll checks will expedite your billing process and save you money. In fact, one report suggests that a business with just 25 employees can save nearly $2,000 per year, while a company with 100 employees will save over $7,000 per year.
Thinking about the environment? Direct deposits can help reduce the carbon footprint of a company. They can even help businesses remain competitive in their recruitment efforts, as they free employees from having to visit the bank to deposit checks.
4. Online Tax Resources
Each year, thousands of business owners forgo tax credits and deductions simply because they don't keep accurate and organized records. Now, there are programs available to aide in that very process. Services like Shoeboxed and Expensify help businesses manage the accumulation of paper receipts. The process is simple; after a quick scan of the receipt, it's neatly placed into a virtual folder for access during tax preparation.
5. Online Inventory Management
Your inventory is your lifeline. By keeping track of what you have on hand, what you need to order, and the profit every item brings to your business, you're better able to maximize your investments. A business never wants to be without a product simply because it’s out of stock.
Perhaps worse, you don't want to be sitting on an item indefinitely, taking up valuable space without a healthy ROI. Managing your inventory digitally is more efficient and easier to scale-up as your business grows.
In most cases, digitizing business finances creates an efficient workflow and maximizes productivity. It helps to easily bring a small business up-to-date with technology. It eliminates time-consuming data entry tasks and organization debacles. It provides an added convenience factor for consumers and clients, providing a seamless transaction process. And, in most cases, digitizing finances will save the business money in the long run.
So, if you’re ready to give up on those New Year’s Resolutions, think about how digitization can help your goals become realities.
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