For most small businesses, HR services are like a seatbelt. You only realize its worth after catastrophe strikes. Indeed, most present-day cars have seatbelts installed, and it is mandatory by law for occupants to fasten themselves when the vehicle is in motion. But of course, it wasn’t always this way! It took years of road accidents and mishaps for the general population to make it a conscious routine to buckle up.

Likewise, as an SMB, HR services and functions are the least of your priorities. You want to develop your product and concentrate on your core functions while HR takes a backseat. But what if the ride gets bumpy? However good your foresight and analytical skills, the road is full of pedestrians and automobiles you have no control over. Likewise, there are many external variables in business: the market, the economy, and competitors. For instance, nobody could have predicted COVID-19! Is your business equipped with the right HR solutions to combat a crisis? Or will it crumble when the waves of adversities emerge?

What could ever go wrong with simple HR functions, you ask? Well, there is a long list.

• Tight-fisted budgets may lead entrepreneurs to delegate HR functions to managers who do not have training or experience in the field.
• The wrong recruitment could place your SMB in a precarious position.
• You may not even be on the radar of good talent if your Recruitment Process is not updated.
• What about your employees being in the dark about your company's policies?

This list goes on. Undoubtedly, cutting corners and compromising can help SMBs. But, some functions work out cheaper when you outsource them. HRO does not just help save pennies but also saves person-hours that can be dedicated towards crucial roles that cannot be allocated to external sources. But why hire external assistance when you can just about manage and get away with it? Well, the idiom jack-of-all may be able to convey the reason. You simply cannot afford to underestimate how vital HR services are for small businesses! So, let's delve into specific HR services and functionalities to comprehend the significance of these HR services and how small companies can still provide great HR services.

1. Staffing:

HR will always be synonymous with talent, namely - acquisition, development, alignment, and retention. Staffing is an HR function that includes integral roles such as HR planning, recruitment process, onboarding, placements, transfer management, promotions, team bonding, and employee engagement. Here are a few tips on how you can improve your HR staffing functions:

• A single lawsuit holds the potential to annihilate even the most promising small business. Therefore, you must consider a state's employment regulations while formulating HR policies. A general manager without a background in HR solutions may not get it right or may look over something critical. Therefore, it is vital to assign HR service functions to employees who have the proper training and experience to drive the company forward.
• Legal hassles can drain a company's resources if not handled efficiently. Ensure the employees handling recruitment roles familiarize themselves with the fundamentals in this sphere to indemnify your company and all associated assets.
• Diversity laws become applicable as you expand and cross the prescribed employee strength threshold. These vary by location. As a rule of thumb, ensure your workplace embraces diversity and has representatives across demographics.
• Make it a habit to reward performance in an unbiased work environment that promotes mutual respect.
• Your business cannot thrive on a great concept and product alone. You need equally great people to propel your vision. If you begin by hiring right in the first place, maintaining and further developing a proficient workforce is far easier than attempting to align mismatched employees with your goals. It takes experienced HR staff to determine where and how to source competent professionals.
• Avoid open-ended JDs (job descriptions) and list the primary functions of a role in its entirety while scouting for talent.
• Pressure to fill vacant slots quickly may persuade indifferent HR service providers to hire substandard quality talent. How reliable is your HR? Ensure that your Recruitment Team only gets the best talent through thorough research and interviews.
• Bear in mind that a vast list of qualifications or experience does not guarantee exceptional results. Your focus should be on acquiring suitable talent for the vacant roles. Over-qualified talent may burn a hole in your coffers or join you as a stop-gap and leave when they find appropriate placements.
• Conduct applicant screening thoroughly and determine a candidate's suitability during the interview process. Skilled and experienced HR personnel are essential for this task. As an SMB, you may be tempted to neglect background checks, but RPO (recruitment process outsourcing) can empower you in this regard.
• Even after hiring competent staff, you still have to get them oriented with your company's work ethics. Remember what they say about first impressions? Efficient onboarding is a game-changer!

• If a new entrant's joining formalities are conducted haphazardly, they are almost certain to emulate those ideals, which will result in shoddy work. That is why it is crucial to set the tone right from the very beginning. On the other hand, professional staff may be repulsed by shoddy onboarding and begin looking for better prospects.

  

2. Training and Development: Most L&D (learning and development) functions such as training, upskilling, reskilling, performance evaluations, and transition planning can be placed under this category of HR services. Here are some HR solutions for productive L&D:

• Compliance courses are looked upon as tasks that just need to be ticked off the list. But they allow you to convey your expectations and help new joinees transition and introduce them to your company's work culture. Be professional and set clear boundaries with harassment, intellectual property, working hours, etc.
• It is essential to be in sync with market trends. Hence, to truly blossom, staff must be trained to maintain, update, and develop their skills and knowledge. Hiring the right talent is vital, but you must also maintain your talent pool.
• Employees realize that upskilling is needed for their success, so consider offering training courses that simultaneously benefit them as well as the organization.

Also Read: 5 Ways HR Services Outsourcing helps Small Businesses Save Money

3. Compensation: Several critical functions such as payroll, salary remuneration, insurance and benefits, bonus, incentives, job market evaluation, and resource allocation fall under this heading. Follow these tips while computing and attending to compensation workflows.

• Remuneration is one of the most significant determining factors when accepting a job. Therefore, your compensation offers must be at par with market standards not only to attract new hires but also to motivate loyal staff and prevent attrition.
• It is not necessary to break the bank to hire quality talent. Skilled HR recruitment personnel will be able to scout for worthy talent at a reasonable budget. Hence, it would help if you had an efficient HR team to ensure that your staff is top-notch.
• Likewise, perks and benefits must be carefully researched and structured to retain competent staff. For example, a manager who is multitasking roles at the workplace may close strategic business deals, but negotiating insurance cover and other benefits requires experience and skills only seasoned HR personnel have. In fact, HR outsourcing or partnering with a reputable HRO or RPO (recruitment process outsourcing) provider may allow you to entice job applicants with lucrative perks that are only possible with heavy business volumes.

4. Administration: Workplace safety, leave policies, office hygiene, welfare, labor & union relations, personnel record maintenance, audits, risk management, crisis management, and grievance handling are some of the many HR services that are administrative in nature. Let’s review some ways to reinforce these.

• Create and maintain a fair, iron-clad HR policy, including all essential data such as company overview, vision, mission, code of conduct, agreements, and policies on non-disclosure, media, confidentiality, safety, T&E (travel & expense), L&D, safety, discipline, contracts, termination, probation, leave, appraisal & performance, discrimination, harassment, intoxication, etc.
• Ensure you cover all aspects with due diligence from expert legal professionals.
• Review and update these HR policies annually.
• Your employees must have instant access to this handbook if they need clarification.
• Conduct regular performance appraisals to classify and grade your employees periodically. Update the revised benefits by the effective transition date.
• Maintain personnel files of all staff and keep these up-to-date.
• Small companies are not exempt from the obligation to provide a safe workspace. The office premises must not pose a threat to the safety and dignity of any employee irrespective of the size and structure of your firm.
• Instilling loyalty through engagement programs and team bonding should not be ignored. Staff is productive when they feel connected to the team.
• Chalk out a conflict resolution strategy even if you do not anticipate any at this stage. Always consider your expansion plans and have HR policies inked on paper beforehand.

• Some HR services can be pretty mundane in nature. HRO service providers with HR solutions software can automate these functions for you. Think about basic functions such as attendance regulation, time tracking, task allocation, and even employee lifecycle management, compliance, L&D, T&E, and salaries that can be managed better by an HRO company. This frees up your schedule to concentrate on your USP and core functions while gaining access to MNC and enterprise-level services and benefits.

  

Most SMBs are adept at multitasking roles, with all employees pitching in to constantly switch gears across a vast array of tasks. Initially, it may be possible to swap portfolios diligently; however, multitasking may hamper your productivity as your business expands. And increasing employee counts require dedicated HR services. Of course, you can use the above tips to streamline HR service responsibilities through your in-house HR team, but there is so much more that an HR team handles that can only be done with the help of dedicated HR personnel.

It’s time to switch seats!

No more unwarranted pit stops! With a dedicated HR task force backing you, you can get back to the driver’s seat, rev that engine, and drive your company to the zenith of success!

Exela HR Solutions is a world leader in HR solutions for businesses of all sizes. Exela understands that every entrepreneur has expansion goals and may not be backed by the infrastructure and resources to accomplish them. Partner with us and fuel your SMB with the horsepower required to steer your vision! Find out more about Exela HR Solutions today!

DISCLAIMER: The information on this site is for general information purposes only and is not intended to serve as legal advice. Laws governing the subject matter may change quickly, and Exela cannot guarantee that all the information on this site is current or correct. Should you have specific legal questions about any of the information on this site, you should consult with a licensed attorney in your area.

According to the world staffing association, more than 3 million temporary and contract employees work in hospitals during an average workweek. The use of temporary staff is no longer limited to clerical, manufacturing, and warehouse work. While staffing firms have always had a presence in the healthcare field - nurses, for example - the growth in temporary healthcare staff has accelerated over the last few years. These firms employ not just nurses and doctors, but also a full range of healthcare professionals. Generally, hospitals rely on staffing services to find reliable and reputable healthcare workers. In addition, hospitals can use temporary healthcare staff to fill roles for a short period while they focus on other critical responsibilities. Because of these and other benefits to the healthcare industry, there has been a significant increase in the demand for temporary employees.

What would motivate anyone to work temporarily? Many people would claim that it is irregular or even risky at times. However, that's not entirely true! You may not be aware, but there are several benefits of temporary healthcare employment. If you’ve been toying with the idea of looking for a temporary healthcare position or if you are in the healthcare business, read on to find out some of the most significant benefits of this growing trend:

More Opportunities

Temporary medical positions are an excellent opportunity to get your foot in the proverbial ‘door’ while meeting new people. You can interact with people from varied backgrounds by traveling to various locations or working in different facilities. This can help you with networking and future employment.

Medical staffing services simplify discovering a range of different career opportunities in hospitals, clinics, schools, physician's practices, and rehabilitation centers.

Healthcare will never stop evolving, and as new opportunities and requirements keep pouring in, so will job vacancies.

Scheduling Breaks

Healthcare is too important to be short-handed - staff getting sick, family emergencies, and childcare can result in a decreased level of care for patients. By utilizing temporary healthcare staffing, those positions can be filled, and patient care is not compromised. This allows for the facility to continue to run smoothly by dipping into a pre-existing pool of professional nurses or doctors on-hand that have already been screened by the temporary staffing agencies.

Growth

As a temporary staff member, if you stay with the same institution for a while and perform well, chances are they will choose to promote you to another position instead of looking for a new hire. Moving up in the same company can give you success without the hassle of job hunting and interviewing.

Pay Scale

Most temporary jobs pay a higher hourly rate and may even include a housing allowance or other living arrangements. Some hospitals are in such urgent need of temporary health care workers that they may even give temp staff a bonus as an incentive to keep returning. Most temporary healthcare staff will also receive full-time benefits without being required to work those same hours. Some full-time and part-time staff also work per diem to increase their income.

Also read: 8 Recruiting Hacks That Recruiters Know They Must Use but Don’t

Broaden Your Skillset

Moving from one hospital to another can give you a whole new world of learning opportunities. According to studies, changing your job at regular intervals helps to improve your ability to appear confident.

Healthcare is a constantly evolving profession, and there are always new things to learn. A new facility may offer you something new to learn, or you may get the opportunity to work with a different range of patients. Additionally, each company presents the opportunity to work with innovative methods and technology. If you work in a big hospital, there is likely a more significant division of labor, which means you may have the opportunity to enhance your knowledge within your specialty. On the other hand, a smaller institution with fewer resources may teach you how to handle many roles at a time. As a result, you expand your knowledge and break out from your "regular" routine.

It's Not Permanent

If you are assigned to a position that you do not enjoy, you are not bound to stay there indefinitely. It will be considerably easier to leave if you are unhappy while working as a temporary team member. Having said that, it is important to stay mindful of the number of times you can jump jobs. Too much of it, and employers may think your career chart lacks stability.

Temporary Healthcare Staffing Market Trends

One of the primary reasons supporting market expansion is the growing population of senior citizens. Besides that, increased knowledge about the benefits of temporary healthcare staffing, job-related incentives, and the availability of chances in many locations are other reasons supporting the market's growth.

Additionally, healthcare staffing services are increasingly employed due to the evident dearth of healthcare workers. Travel options, short-term assignments, flexible work hours, and clinical experience at various locales are also available. This upward trend of temporary healthcare staffing needs better ways to scan and hire these workers. Healthcare Recruitment Process Outsourcing or HRPO is the perfect, most efficient way to recruit healthcare staff. HRPO is the process of finding, assessing, and hiring healthcare professionals for a company or organization. Most HRPO solutions are fast and allow you to recruit from staff worldwide, delivering a diverse range of candidates with varied skill-sets.

How can Healthcare RPO help the Challenges Faced by Temporary Healthcare Staffing?

According to some studies, temporary health workers are more likely to get hurt on the job, particularly when it comes to specific jobs that are inherently dangerous. Hiring a steady stream of new employees to work with your equipment and machinery can be risky. Before starting, you need to ensure that your temps are fully trained on health and safety.

Additional Training Time

Temporary staffing is just that: a quick fix. Unfortunately, the more you rely on temporary labor, the more people you have to train and the more time you have to invest in, ensuring the work is done correctly. After a certain point, it becomes ineffective to keep training temporary people for a job that should be a permanent one. This is one of the easy challenges that HRPO can solve quickly. By identifying the best candidates, recruitment process outsourcing can access a large database of qualified candidates and screen resumes to find a suitable candidate for the position. This will save your business training time and money spent on employee training purposes.

Less Time to Vet Candidates

Since you're not making a long-term commitment to a temporary employee, you may be less inclined to spend as much time screening and certifying them as you would on a full-timer. As a result, you may accept someone who is only "okay" for a job rather than waiting for the perfect match. In such circumstances, this is an acceptable trade-off for the ability to move quickly and fill staffing gaps.

In this case, HRPO is the solution. There are several reasons a healthcare organization might choose to outsource its temporary staffing process to an HRPO. Perhaps they don't have the time or resources to do it in-house or may not have the expertise to vet candidates effectively. By outsourcing tasks like recruitment and onboarding, an organization can spend more time on crucial tasks such as improving processes and systems, enhancing patient care, etc., saving the organization time and money while providing top-notch healthcare services.

Culture Fit Can Be a Challenge

Another downside of rapid recruitment of temporary healthcare staff is that they may not all be a good fit for your workplace culture. This may result in some temporary employees who do not fit in with your workplace atmosphere or struggle to collaborate with other team members.

This worry may be removed by picking a qualified staffing partner like HRPO who will consider your corporate culture by selecting temporary staff to send your way. HRPO can help bridge the gap between the employer and the candidate by providing a more personalized experience for the candidate and helping assess the candidate's cultural fit, and making sure that they understand the company culture.

Long-term Planning is More Difficult

Commonly, new hires take anywhere between a few months to a year to become proficient enough in their position to make substantial contributions to the organization. Unfortunately, temporary employees frequently require more time to meet this standard, making it difficult for them to become essential members of your team. As a result, long-term planning in processes and team member duties might be complex. HRPO can solve this problem, too. It works with the healthcare organizations to create a long-term staffing plan by helping their HR identify the best candidates.

As is evident, temporary healthcare staffing can benefit any healthcare organization, whether a big hospital or a small independent clinic. It can be a quick solution to a staffing shortage, and it can also provide a long-term solution to growing your company. In addition, using temporary healthcare staffing can ensure that your company has the resources it needs to succeed.

Exela HR Solutions Offers a variety of end-to-end Recruitment Process Outsourcing services for temporary staffing. You can choose to outsource as many HR functions as you deem fit. With years of experience, Exela is the market leader in Business Process Automation.

The Exela HR Solutions team can help you focus on your business and scale up while your HR functions like Recruitment are managed on time, with precision and consistency. Partner with the right team to solve all your recruitment problems! Find out more here.

DISCLAIMER: The information on this site is for general information purposes only and is not intended to serve as legal advice. Laws governing the subject matter may change quickly, and Exela cannot guarantee that all the information on this site is current or correct. Should you have specific legal questions about any of the information on this site, you should consult with a licensed attorney in your area.

Most adults have a preference for hot beverages. Depending on where you hail from and your palate, there's a high likelihood you'd choose either tea or coffee. Many of us are so habituated to our morning cuppa that we cannot even imagine beginning the day without a few sips of caffeine. Caffeine, found in tea and coffee, increases concentration, improves mental functioning, decreases fatigue, speeds up your metabolism, alleviates fatigue, and gives you an instant influx of energy. Sure, we don’t ruminate about why we're so attached to our choice of brew. But admit it, that hug-in-a-mug makes your day brighter! Likewise, for an entrepreneur, a concoction of expedient technology can really stimulate your business. Just like your morning chai or coffee injects vigor into your day, a good blend of the right technology has the capacity to improve your TATs, enhance efficiency, and reduce costs exponentially. Let's look at the tech tools that can fuel your efforts. Since every business is unique, the ones listed below are rudimentary tools you just cannot afford to ignore. Depending on the variables of your operations, you can expand your portfolio.

1. Social Media:

With billions of active social media users worldwide, social media is first on our list of tech toys. Within seconds of publishing something, you can reach a massive audience. You can create and increase brand awareness, interact with potential clients, sift your target market, generate more leads, convert them into sales, conduct transactions, connect with loyal customers, and increase business goodwill all on the same platform. If harnessed properly, clever use of social media can take your business to astronomical heights. And, much of it is free! Make sure your company has active accounts on all current social media handles. Businesses today cannot afford to neglect this potent tool.

2. Company E-mail:

This is a vital tool in the present day, especially since many workflows have moved towards location-agnostic workflows. It's best to sign up for a professional e-mail account that comprises your company name or a custom domain. When potential clients and customers encounter an e-mail address that is not registered to your domain, they may doubt the authenticity of your business. Invest a little in a corporate e-mail service that serves as a brand reminder and a source of identification. Ensure you have some basic firewalls to protect the information exchanged therein. It would be great to have an in-built planner with reminders and push notifications for assigned and saved tasks.

3. Communication and Meetings:

Face-to-face meetings and conferences have been on the decline since the onset of COVID. Even with many states easing out norms, the preference still lies in online video calls and conferences. Organizations have realized businesses can be conducted more swiftly and economically by eliminating travel, accommodation, and planning costs from in-person meetings. Several free applications are readily available and very user-friendly too. Free versions usually limit the number of participants up to a hundred or so. Try a paid version if you aim to get a large team together for conferences. These platforms bridge gaps by allowing the hosts to deliver presentations and share a view of their screen as participants can join in and collaborate from the convenience of their location. Many of these apps permit recording of the session with a ready transcript so you can easily access the matter discussed. Some of these have limitations on duration or data, so check the specifications before zeroing in on one. (can be used for Webex/GTM later)

4. E-signature Platform:

Electronic signatures permit users to sign documents online as if they were handwritten signatures that are legally binding on all consenting parties as per the terms in the document. This alternative is highly cost-effective when considering all the resources saved in the bargain. It expedites the signing process by eliminating the need to seek appointments, engage in follow-up reminders, and mail documents. And all this efficiency comes along with enhanced security. It is, therefore, no longer a privilege accessible only by the technologically savvy sectors but a necessity for businesses of this era. Encrypted digital signature technology provides the security, stability, and flexibility that the ongoing crisis demands. Most companies have adapted and shifted to digital workflows and automation, but they take a beating at the final stage when it comes down to sealing the deal with an attestation. Team up with a reliable e-signature platform such as DrySign, and you'll never have to wait for signatures again!

5. File Transfer, Sharing, and Storage:

With staff working from home these days, you can no longer walk from one desk to another to share documents. And sometimes, large documents do not fit the size limitations set up by e-mail service providers. Hence, you may require a file transfer application, preferably one that stores information on a cloud so authorized users can access it from multiple locations. If you already have a cloud-based e-signature partner like DrySign, you can share and store signed documents digitally and access them as required, eliminating the need for additional apps.

Also Read: 8 Recruiting Hacks That Recruiters Know They Must Use but Don't

6. Travel and Expense Management System:

Finance teams are constantly attempting to curb the phenomenal costs arising from corporate travel and associated expenses. Business trips and face-to-face meetings add value to certain propositions, but one must be able to justify the cost. Investing in a good travel and expense management system such as PERI ensures budgets are maintained. Some of these applications allow users to scan their invoices in multiple formats as AI extracts all the necessary information from these bills. You can incorporate your company's travel policies and entitlement benefits so your employees stay aware of these while on the move. If they are in danger of going overboard, the system warns them and does not permit such transactions. If your employees are assigned travel or corporate expense cards, these can be integrated with your travel management system while it auto-tracks expense records. Some advanced software permits advance cash and trip requests, so employees don't have to wait in anxiety for reimbursements while they maintain the approved budget.

7. Learning Management System:

Employees need to stay abreast of product updates. Their skills also need to be synced as per market preferences and the shape of the economy. You may have hired a competent workforce, but ensuring they remain proficient is equally crucial. That is why you need a good LMS such as Lynx, which, unlike other platforms, allows you to create customized course content in various formats. This way, you ensure your team is always ahead of the game, armed with knowledge and skills to conquer. Look for applications with gamification features that can make corporate L&D (learning and development) fun and interactive, which improves recall and implementation of those skills. Companies with a plan to scale must invest in an LMS.

8. HR Solutions:

Having an in-house HR can be a burden in many ways. One of the biggest reasons many startups are outsourcing this function is that it is not cost-effective. As a startup, many of your tasks can be outsourced and automated. This move can save you time and money. It is easier to partner with a good HR Service provider like Exela's HR Solutions. You can outsource as many functions as you deem fit. From talent acquisition and payroll processing to employee life cycle management, outsourcing HR can take the burden off your chest, leaving you ample time to focus on your core functions instead. The mantra here is simple – do what you're best at and outsource the rest!

Some prefer their coffee with milk, cream, soy milk, almond milk, or low-fat dairy, while others like it black. They may add a sweetener, maybe cane sugar, beet sugar, sucralose, aspartame, jaggery, honey, or even stevia. Some like it hot; others want it cold. You may enjoy your cappuccino while someone else relishes an espresso. The same goes with tea; chamomile, green, ginger, lemon, spiced, CTC, dust; the market is flooded with variants! Likewise, technology is constantly evolving. There are many exceptional tools available today. Surely, you could over-indulge and overburden your staff into adapting to modern techniques and swanky automation. But, it's wise to abide by this list and prudently incorporate technology as the need arises.

Numerous mechanisms can digitize every aspect of your business. It is easy to get enchanted by the several features and benefits of available technology in the pursuit of streamlining tasks. But, the fact remains: tools are just instruments or a means to a solution; they're not solutions. If used appropriately, they can transform your business, company image, and even help scale your firm. But their value depends on your application and specific use cases.

Do not spend money or even time on free software that may over-complicate your business. The motive is to accomplish and strike off those mundane or time-consuming tasks with minimal intervention. This gives you and your workforce time to concentrate on your core functions. So, select software and services that aid or completely takeover organizing functions.

With streamlined processes and seasoned staff adept at handling HR functions, Exela HR Solutions efficiently manages all your HR needs. Whether you have contractual, part-time, or full-time employees, irrespective of the industry or field, Exela excavates, develops, and maintains the most productive talent for your business! Exela is a market leader in BPA (Business Process Automation) and digital transformation. With end-to-end solutions and customized plans available, Exela’s HR Solutions is a must-have on your tray of paraphernalia for a perfect business brew!

DISCLAIMER: The information on this site is for general information purposes only and is not intended to serve as legal advice. Laws governing the subject matter may change quickly, and Exela cannot guarantee that all the information on this site is current or correct. Should you have specific legal questions about any of the information on this site, you should consult with a licensed attorney in your area.

If you want to know one of the most effective ways to motivate your employees, give them a sense that you value their input by setting up an employee suggestion box. Employees who feel they are part of a company are naturally less likely to leave than those who are unhappy and feel isolated.

Setting up an employee suggestion box can be a great idea. An employee suggestion box helps obtain employee input to improve internal processes, allowing employees to participate in workplace decision-making. As a result, your people feel more empowered and take greater responsibility for their job.

Employee suggestion boxes are the foundation of successful employee guidance programs.

“Great things are never done by one person. They are done by a team of people.” – Steve Jobs

What is the Purpose of An Employee Suggestion Box in the Workplace?

An employee suggestion box can be invaluable for businesses looking to improve employee engagement, especially if employees are permitted to retain anonymity. For example, employees can offer their input regarding work requirements, processes, HR, benefits, etc. They can also provide suggestions that can help their organization enhance profitability.

Here are some more benefits of having a suggestion box in the workplace:

Encouraging Innovation

Gathering innovative ideas from everyone in the workplace can help build a more creative atmosphere. Management teams and HR departments may quickly get multiple perspectives by allowing everyone to offer suggestions or feedback. This will introduce them to a unique set of strategies and ideas, encouraging a modern, evolving workplace.

Increasing Morale

People often feel better about their employment when they have a platform through which they can discuss their ideas about work. Hearing out employees' thoughts and considering their suggestions conveys that the manager and human resource department value their contributions. This encourages a culture of mutual respect and has the potential to increase productivity.

Addressing Workplace Hazards

Having a suggestion box in the workplace helps raise employee awareness of workplace challenges. A suggestion box, especially an anonymous one, allows users to easily express concerns that they’re probably not comfortable expressing publicly. As a result, your HR Department can identify workplace concerns and resolve them early on, preventing more critical issues from arising.

Increasing Participation

Employees may feel more engaged and responsible in their job if management implements suggestions from a suggestion box. They can feel happy that their contribution resulted in a positive change in the workplace, inspiring them to be more proactive and seek more opportunities to progress in their role. When other employees observe that one individual has made a difference in the workplace, it may inspire them to take greater responsibility for improving their environment.

Increasing Self-Assurance

An employee suggestion box can provide a secure environment for the staff to express their ideas and boost their confidence in their professional contributions. Some employees may feel shy or nervous about expressing their views with co-workers during meetings. Being able to write and offer suggestions might be a low-stress approach to cooperating with the HR team.

“Turn ideas into reality”.

How to Encourage More Suggestions from Employees?

Any organization's HR department needs to understand that employees most likely have something to say even if they are quiet at weekly or monthly meetings.

To encourage the use of an employee suggestion box, management should first ensure that employees know their ideas will be respected and not be judged and criticized.

So, how can you encourage your employees to give their suggestions?

Here are 5 tips that are guaranteed to work:

Listen

An excellent way to encourage your employees is to listen to them when they eventually speak up. Allow them to put across their points clearly and thoroughly, and ensure you do not misinterpret their comments.

When your employees are assured that you care about their opinion, you are encouraging them to communicate openly.

Be Approachable

Your staff will feel free to convey their thoughts or challenges to you only if they feel comfortable approaching you. Be more approachable at work; avoid blocks, and be more accessible. Doing this can yield a positive impact on the growth of the company.

Incentive Ideas

You can encourage your people to convey more at work by executing a non-punishable culture for speaking up.

Develop an atmosphere that rewards employees for sharing their ideas or bringing innovations. Employees are more likely to come up with good ideas for the organization if they know there’s a reward attached. Also, this promotes inclusion because brainstorming is not limited to the senior management.

Implement their Concepts

If you motivate your employees to speak up but fail to execute or implement any of their ideas, it may discourage them from sharing their suggestions. It would help if you used the feedback shared with you. This will make your employees feel like their ideas are worthwhile and valuable.

Is An Employee Suggestion Box Right for Your Business?

Having an employee suggestion box allows your employees to share exemplary ideas for workplace changes. In addition, it may create a happy and open working environment when done correctly.

However, before you commit to a formal employee suggestion box, there are a few things to consider:

• Transparency: For an employee suggestion box to work effectively, you must commit to transparency between employees and management.
• Monitoring: The finest employee suggestion box necessitates tight monitoring, including the time and resources required to follow up on exceptional ideas. You can assign ownership of the management and action to a team of HR employees.
• Preparedness: Suggestion boxes may lead to discovering some fantastic ideas; however, they can also reveal some unpleasant things. If you are managing a suggestion box, you must be receptive to any suggestion that comes your way.

Modern Methods for a Workplace Suggestion Box:

The first vision that comes to mind when we hear the word "suggestion box" is a wooden box with a slot at the front for employees to slip in their suggestions on a piece of paper and a small door at the side for the HR to access the same.

However, in this digital age, people are accustomed to sharing their thoughts via social media applications, emails, and only comments rendering physical suggestion boxes impractical. As a result, virtual suggestion boxes have become highly relevant in today's organizations to encourage corporate innovation and increase employee engagement. You may make an intelligent workplace suggestion box by:

• Using your workplace portal
• Encouraging anonymous emails
• Conducting pulse surveys
• Having an online form

How are Virtual Suggestion Boxes Better than Traditional Ones?

A well-constructed suggestion box can improve a business significantly. It can take an organization from point zero to a unicorn level.

Offering employees a way to voice their suggestions and concerns is critical to maintaining a healthy, productive workplace. While the traditional suggestion box has served this purpose for many years, it is a relic of the past. It's slow, cumbersome, and outdated. But with the advent of modern technology, suggestion boxes can now be virtual and tailored to your specific needs.

Virtual suggestion boxes are quicker and easier to use than traditional suggestion boxes and can also be customized to fit your company's specific needs. Additionally, virtual suggestion boxes are more secure and confidential than traditional ones. They can be password-protected and only accessible by authorized employees.

There are several reasons to virtualize your office suggestion box:

• Accessibility: Virtualizing a company's suggestion box is beneficial in a remote work setting. Employees may live or work in a different region or time zone. With an online suggestion box, they can submit input anywhere and anytime easily.
• Paper savage: There are several ways to go green in the office, and one of them is to use a virtual suggestion box to save paper. Employees submit suggestions, ideas, or complaints online using a form or email, so no paper is wasted in distributing or filing suggestions. In addition, employees can see the status of their submissions online, encouraging transparency and accountability.
• Anonymity: Anonymity is essential when collecting feedback. This is because responders need to feel safe and positive that their data will be confidential. Anonymous online suggestion boxes are necessary for building this trust. They also help remove biases, making the process fairer for everyone involved.
• Fast delivery: Virtual suggestion boxes are a great way to collect employee suggestions. They're faster than traditional suggestion boxes and can be set up to notify specific personnel in real-time when a new suggestion has been received.
• Qualitative and quantitative feedback: The data collected by online boxes can help the organization rebrand itself and improve while saving costs.

Finally, it is up to you to develop an employee suggestion box. However, remember that some of the best ideas come from unexpected places! Choose a small panel of judges, and if possible, rotate the members regularly to read recommendations every week or two. Give everyone feedback on why their ideas were picked or not picked, and begin to put suggestions, big or small, into action. Who knows where their ideas will take you if you get everyone motivated and follow through with results.

Using the proper tool goes a long way in inspiring your employees to give suggestions. However, some employees won’t provide any suggestions unless they are sure they can do so anonymously.

Want some more pro HR tips or guidance? Want to give your HR functions the edge to take on today’s competitive marketplace? Trust Exela HR Solutions to help your HR team focus on enhancing experiences for your employees. Exela HR Solutions is a global leader with decades of experience in providing holistic human resource solutions, right from payroll and recruitment to C&B, T&E, and HRBP services. Get in touch with our experts today to learn more about our offerings.

DISCLAIMER: The information on this site is for general information purposes only and is not intended to serve as legal advice. Laws governing the subject matter may change quickly, and Exela cannot guarantee that all the information on this site is current or correct. Should you have specific legal questions about any of the information on this site, you should consult with a licensed attorney in your area

From tossing away floppy disks into the deep abyss of electronic trash, never to be resuscitated, we moved on to CDs. Thereafter, storage and memory further evolved as we paved the way for pen drives and external hard drives until we finally realized it's a lot easier to have your stuff accessible from everywhere without having to cart it along physically. Travel light, travel easy; and still carry all your work and history. How you ask! Well, just put it in a cloud!

As a result, HR solution providers have been combining cloud-based HR services and enterprise software for an enhanced service experience. So, instead of storing files and data physically on your laptop or traveling along with multiple devices, cloud storage enables you to save and, more importantly, access your information from a remote database. There are a host of benefits to incorporating these within your workflows, the most crucial being flexibility. So, as long as you have a web-enabled device with an internet connection, you can work remotely from your home, a café, or even a different time zone and still have everything you require at the click of a button.

One cannot restrict cloud computing to a single segment of technology. It is a multi-functional, complex web that somehow seamlessly simplifies applications. These can be classified as under:

1. Software as a Service (SaaS)

Licensed use of the software is provided as a pay-per-tenure or on-demand in this type of model. The service provider maintains the associated hardware, infrastructure, tech support, hosting platform, and other variables, making it extremely easy to manage with a meager investment compared to developing and maintaining an in-house system.

2. Infrastructure as a Service (IaaS)

IaaS is an excellent option for businesses that are averse to purchasing software but wish to outsource on-demand functions. In simpler terms, instead of owning the infrastructure, you can rent all the equipment required to run your applications. In this case, you do not own rights to the hardware or OS but have greater control to develop and manage your own applications. Needless to say, you need a tech-savvy team capable of handling such tasks.

3. Platform as a Service (PaaS)

There is a fine line differentiating SaaS and PaaS. Instead of delivering ready applications as in SaaS, with PaaS cloud computing models, businesses can merely purchase a platform that forms the blueprint for creating applications that can be transmitted and used online. The fundamental essence and software are hosted and managed by the service provider while you can focus solely on your specific use cases and scale in concurrence with your needs.

4. Business Process as a Service (BPaaS)

When you outsource a business process based on a cloud service type model, you engage a BPaaS model, a technology-driven form of Business Process Outsourcing (BPO). It may be interconnected to and based on a combination of the above-listed models. For instance, HR consultancy, payroll processing, compensation management, recruitment process outsourcing (RPO), onboarding process, staff training, employee learning and development (L&D), employee benefits, job evaluation functions when provided by internet-enabled service portals are all excellent examples of HR outsourcing services performed through BPaaS.

Now that you understand the basics of cloud computing, let’s figure out its relevance to your business and how you can benefit from cloud services as we walk you from 1 to Cloud Number 9:

Also Read: Pre-screening Strategies – Simple Recruiting Tips that Will Help You Filter & Pick the Best People

1. Maximize functional flexibility

In today's work environment, being location agnostic is highly preferable. Cloud computing service providers offer you precisely that privilege in abundance. You may not have realized it but checking and responding to your emails while on the go is a technological marvel facilitated by cloud computing. Can you imagine harnessing similar technology to ensure HR functions such as global payroll processing ensures your employees are always remunerated on time, every time?

2. Backup and Recovery for Redundancies

In the event of a natural calamity, you risk losing precious documents stored in physical form or even those in local desktops and similar hardware. But, if you secure your files in a cloud, recovery is easy even in case of a disaster. All you need is internet access. Your office could burn to the ground, get flooded, or be ripped apart by a quake. But, your documents will still remain safe as long as you team up with a reliable cloud computing service provider.

3. Saves valuable time

You can dramatically reduce your TATs spent in retrieving files from physical storage. With cloud computing services, authorized employees can easily access their work files from anywhere. This paves the way for swifter workflows, significantly noticeable when time differences and access to administrative staff and their respective working hour limitations may hamper productivity.

4. Reduces Cost-to-Company

When you team up with an HR consultancy service provider that integrates an enterprise cloud computing solution as part of their HR consultancy services, you automatically cut down on costs incurred from maintaining an in-house HR team and facility. When you use technology to automate specific HR processes such as employee leave management, employee L&D, candidate sourcing, shortlisting, screening, tracking, background verification, acquisition, interview scheduling, coordinating, assessments, offer letter management, onboarding, exit formalities, payroll processing, employee benefits management, attendance, employee separation, provident fund coordination, and many other HR specific roles, you avail all of these services at a fraction of the cost as compared to maintaining your own HR team. You can disburse the budget saved therein towards core functions and hire quality talent for prime operations instead.

5. Enhances Compliance

When you engage the services of an HR consultancy with cloud computing-backed systems, you can define your HR framework in a manner that the design ensures compliance as per the limitations set by you. In addition, an intelligent system has the capacity to recognize exceedances and thereby disapprove them, allowing you to streamline your HR tasks. Similarly, when you revise existing processes, an HR service provider using BPaaS has the added advantage of instantly updating all information and functions simultaneously across all locations by the effective date and time as provided and set by you.

6. Reduces excessive Headcount

Instead of dedicating time towards HR functions, your skilled employees can focus on their core functions. You can allocate roles more appropriately by eliminating the need for excessive staff while a dedicated HR service provider encompassing all HR functions available as a cloud model performs the mundane administrative HR tasks.

7. Become Environment Friendly

Some HR enterprise solutions integrate cloud computing not only for recruitment, payroll, leave management, and employee lifecycle management processes but also upsell additional features pertaining to employee L&D (learning and development) and electronic signature solutions, completely revolutionizing the documentation process. Incorporating such technology-backed, paperless HR services puts your company in the green circle. Being recognized as an environmentally conscious company with sustainable workflows allows you to conduct business with like-minded organizations that prioritize conservation. And, of course, you'll never be scrambling to locate missing paperwork.

8. Promotes Teamwork

Imagine the convenience and flexibility provided by files that can be accessed and altered by every authorized team member. Cloud applications allow users to create, edit, share, and save work. So, employees can put their heads together and collaborate simultaneously from diverse or multiple locations. Hence, your document does not have to go back and forth across desks seeking inputs, approval, or verification.

9. Increased Efficiency

With cloud technology providing accurate analytics, HR personnel can access insights that decision-makers can strategically use for better output functionality. For example, you can develop precise, situational-appropriate solutions if your HR service provider alerts you of alarming attrition rates within a particular department since the tenure of specific management personnel. Leave the guesswork out of professional tasks and watch your business improve in performance and productivity.

Running a business requires extensive multitasking. So why overcomplicate it when you have technology available to streamline functions! Neither you nor your HR team deserves to be overwhelmed with tedious workflows. With Exela HR Solutions, you have the power to cut right through the complexity reducing it to manageable bits that only a superior HR service provider backed by cutting-edge cloud computing servers enable. At Exela, we believe in reducing your staff's workload by striking off the mundane and administrative tasks from their lists, leaving them ample time to focus on core competencies.

It is essential to maintain your competitive edge with powerful insights backed by robust and reliable data analytics from industry experts who balance the use of technological precision in HR processes. With decades of experience in the BPaaS space, Exela provides customized end-to-end HR solutions to help your business succeed and scale to desired heights. Exela employs user-friendly, technology-driven HR strategies designed to accelerate growth, thereby transforming employee potential into measurable productivity through cloud computing HR services.

One cloud to sync them all!

Up here in the virtual cloud, you gain access to several related HR applications and tools to streamline multiple functions with real-time updates. It’s time to leverage the power of the cloud! Find out more about what Exela HR Solutions can do for your business today!

DISCLAIMER: The information on this site is for general information purposes only and is not intended to serve as legal advice. Laws governing the subject matter may change quickly, and Exela cannot guarantee that all the information on this site is current or correct. Should you have specific legal questions about any of the information on this site, you should consult with a licensed attorney in your area.

Darkness cannot drive out darkness; only light does. Likewise, experienced HR service providers attest that negative attitudes cannot yield positive outcomes! Besides, behavior is contagious, be it positive or negative. The tentacles of negative attitude can grow and infect an entire team with negativity oozing into the whole office, jeopardizing your workforce's productivity if not halted in time.

But what constitutes a bad attitude? Gossiping, stealing credit, misusing privileges, inappropriate behavior, being perpetually late, not following the prescribed dress code, inability to accept responsibility, correction, or suggestions, insubordination, not maintaining decorum, recklessness with company property and facilities, inappropriate communication, selfish approach towards team tasks – these are all examples of negative employee attitude of varying degrees. It may seem absurd, but even some seemingly insignificant toxic acts can build tension between team members destroying their morale, leading to high attrition and loss of good talent, thereby incurring considerable losses. HR service personnel cannot afford to ignore such leaks. That's why we shall address how to bring in that ray of light that can reinforce productivity when faced with such situations. Here are some excellent HR solutions that can turn things around:

1. Define your Work Culture

They say prevention is better than cure, and with good reason! So, begin by chalking out excellent HR policies and hiring right. Your HR service provider must employ personnel that will contribute not only by their talent but also to the personality of the workplace. Some people have a charisma that brightens a room as they enter. Their perspective, approach, and interpersonal skills create a conducive vibe for teamwork, creativity, and productivity. Ensure your HR service team looks for that spark early on while recruiting candidates.

2. Set an Example

Your HR service team may have hired the best talent with the most suitable aptitude and soft skills that can genuinely elevate your work environment. But, business acumen demands constant evaluation and subsequent strategizing. So, one must take a peek within and introspect with an unbiased approach every now and then. As a leader, you and your managing team must lay the foundation stone for your company's work culture. Are you setting a good example for your team? Set the tone right and watch the cascading effects. If you consciously reward positive attitudes and performance, your employees will begin to produce outcomes in sync with your standards and expectations.

3. Emphasize on Teamwork

A competent manager does not fill in for everybody; instead, they empower the team to achieve targets and succeed. When you detect an attitude problem that hampers your team's productivity, you can begin by addressing it as a universal concept without accusing any particular person. Of course, be vocal about the changes you expect, but perhaps it would be polite to address attitude-related challenges as a team. Initially, use pronouns such as 'we' instead of 'you' that convey your expectations and corrections in a nicer way to the whole group.

4. Assign a Mentor

So many variables may interfere with your employees' attitudes and outcomes. Sometimes, a team member may be coping with external stress factors making it tough to switch and adapt to the work environment instantaneously. In such cases, a reliable colleague may be able to help them transition through a difficult phase. Additionally, as per this HR solution, working under close supervision of another staff or leader, preferably one they are comfortable with and trust, allows them to observe, learn, and adapt.

Also Read: 5 Ways HR Services Outsourcing helps Small Businesses Save Money

5. Introduce Changes 

At times, individual employees may be very talented and resourceful, but their team may not be the best fit to draw out or showcase their professional skills. Proficient HR service managers possess the knack to identify appropriate talent to swap positions and assignments accordingly. Perhaps these underperforming teammates may be their productive best in another role or when more suitable teammates are assigned. In fact, their inability to perform well because of unmatched placements may be the root cause of their bad attitude. An HR service personnel or a manager may attempt shuffling them a bit to watch if they are the ones influencing the environment or vice versa.

6. Recommend Corrective Training

When entrusting employees to the supervision of a role model proves insufficient, refreshing their minds with company HR policies and attempting to hone their soft skills may be beneficial. Ensure the progress of participating employees is well-documented during the course of their training. It may allow you to comprehend the crux of the situation and steer the employee towards a more productive path. A slight change in routine and environment may also help rejuvenate them, and they may return all pepped up with charming positivity.

7. Re-evaluate

The success of any training program depends on the ability of an employee to translate the skills learned therein into implementable actions. After enrolling your staff into corrective training, you must observe their progress upon completion. The attitude and behavioral problems that provoked remedial training must wear off. Don't wait for appraisal time; review their progress and convey to them if there is scope and need for further improvement. Ensure you document their path and progress.

8. Separation

This must be considered only as a last resort. Employee separation is warranted only in case of severe acts of misconduct such as gross violation of company policies, acts that threaten the safety of co-workers, office premises, or property. Inappropriate behavior that deliberately disregards the company's ethics are examples of unjustifiable attitudes that cannot be taken lightly. However, ensure your HR service provider has exhausted all other approaches to rectify the problem before arriving at this conclusion.

Irrespective of how profound the impact may be, continue to encourage the remainder of your employees while you deal with the specific staff simultaneously. Ensure the team’s morale remains high because motivated employees are far more productive than those who are disinterested. You should aim to contain the negativity as you treat it in a manner that is aligned with your HR policies.

With Exela HR Solutions, you can get customized HR service plans to help you acquire, maintain, develop, and motivate your workforce for maximum productivity. Exela is a market leader in BPA (Business Process Automation) and is well-equipped with competent HR service professionals and advanced software to stimulate your entire workforce. A team of dedicated and skilled HR service professionals with decades of experience across several industries can steer your employees to a path that not only motivates them but also encourages the growth and progress of all within the team. Find out more about what Exela HR Solutions can do for your business today.

DISCLAIMER: The information on this site is for general information purposes only and is not intended to serve as legal advice. Laws governing the subject matter may change quickly, and Exela cannot guarantee that all the information on this site is current or correct. Should you have specific legal questions about any of the information on this site, you should consult with a licensed attorney in your area.

Corporations spend millions of dollars on employee engagement programs and enriching development programs in an attempt to increase their productivity yield. However, some tried-and-tested techniques can immensely boost your employees' morale, enhancing their performance and productivity without you having to shell any pennies. There are some things that money can't buy, and if you analyze closely, you'll realize loyalty cannot be influenced by a salary hike or benefits and perks. These can retain your skilled employees for a longer duration and enchant them, but, they have a momentary charm, and the dazzle wears off eventually. If you look at the statistics, employees are more likely to continue if their superiors motivate and appreciate them. Of course, this is based on the premise that they are adequately compensated and that their pay scale is in the range corresponding to market values.

Seasoned HR personnel and intelligent leaders know of this one simple hack that is absolutely free of cost – motivational quotes. As simple as this may sound, quotes can be a powerful ally to appreciate, motivate, and evoke positive emotions from your employees. Inspiring quotes can set the tone for the day and create a mindset that can help trigger desired results. Some powerful quotes are as effective as caffeine; they get the adrenaline pumping. It is essential to note that high energy levels can be contagious in a way. And when the entire team is collectively motivated, there's no stopping them from achieving set targets. Employees who stay motivated collectively focus on the outcome. The team's success and achievements are as vital as their own. They build each other, which results in a more secure outcome. So, nobody gets left behind. Individual members prosper along with the team. It's a win-win.

So, if you aren’t already using this tool, maybe it's time you seriously consider this strategy. We've compiled a few quotes to inspire and motivate your staff to reach their optimum potential.

1. Believe you can, and you're halfway there.- Theodore Roosevelt

2. Some people want it to happen, some wish it would happen, others make it happen.- Michael Jordan

3. Goodness and hard work are rewarded with respect. – Luther Campbell

4. Either you run the day, or the day runs you. – Jim Rohn

5. All growth depends upon activity. There is no development physically or intellectually without effort, and effort means work.- Calvin Coolidge

6. No great achiever, even those who made it seem easy, ever succeeded without hard work. – Jonathan Sacks

7. No one can whistle a symphony. It takes a whole orchestra to play it.- H.E. Luccock

8. Happiness is the real sense of fulfillment that comes from hard work. –Joseph Barbara

9. Well done, is better than well said – Benjamin Franklin

10. Excellence is not a skill. It is an attitude. – Ralph Martson

11. The secret of getting ahead is getting started. – Mark Twain

12. I'm a great believer in luck, and I find the harder I work, the more I have of it. – Thomas Jefferson

13. The difference between ordinary and extraordinary is that little extra. – Jimmy Johnson

14. We are what we repeatedly do. Excellence then is not an act but a habit. - Aristotle

15. You can’t let your failures define you. You have to let your failures teach you. – Barack Obama

16. Life is about making an impact, not making an income. – Kevin Kruse

17. Tough times never last, but tough people do. – Robert Schuller

18. Talent wins games, but teamwork wins a championship. – Michael Jordan

19. Nothing is impossible; the word itself says, I'm possible! – Audrey Hepburn

20. Don’t wish it were easier. Wish you were better. – Jim Rohn

21. If two men on the same job agree all the time, one is useless. If they disagree all the time, both are useless. – Darryl Zanuck

22. It’s hard to beat a person who never gives up. – Babe Ruth

23. Predicting rain doesn’t count. Building arks does. – Warren Buffet

24. You can’t build a reputation on what you’re going to do. – Henry Ford

25. The only thing that overcomes hard luck is hard work.- Harry Golden

26. Nobody’s a natural. You work hard to get good and then work to get better. It’s hard to stay on top. – Paul Coffey

27. You can’t use up creativity. The more you use, the more you have. – Maya Angelou

28. Intelligence without ambition is a bird without wings. – Salvador Dali

29. Everything you’ve ever wanted is on the other side of fear. – George Addai

30. Do something today that your future self will thank you for – Unknown/Debated

31. If you light a lamp for someone else, it will also brighten your path. – Gautam Buddha

32. There are no secrets to success. It is the result of preparation, hard work, and learning from failure.- Colin Powell

Also Read: 10 Types of Employees and How to Motivate them!

33. Talent means nothing, while experience, acquired in humility and hard work, means everything.- Patrick Suskind

34. Opportunity is missed by most people because it is dressed in overalls and looks like work. – Thomas Edison

35. Don't judge each day by the harvest you reap but by the seeds you plant. – Robert Stevenson

36. All our dreams can come true if we dare to pursue them. – Walt Disney

37. Some people dream of success, while others wake up every morning and make them happen. –Wayne Huizenga

38. You were hired because you met expectations. You will be promoted if you can exceed them. – Saji I

39. Hard work without talent is a shame, but talent without hard work is a tragedy. – Robert Hall

40. The expert in anything was once a beginner.- Helen Hayes

41. Goodness and hard work are rewarded with respect.- Luther Campbell

42. Becoming is better than being.- Carol Dweck

43. A clay pot sitting in the sun will always be a clay pot. It has to go through the white heat of the furnace to become porcelain. – Mildred Striven

44. The only way to achieve the impossible is to believe it is possible. – Charles Kingsleigh

45. Luck is a matter of preparation meeting opportunity. – Lucius Seneca

46. Always deliver more than expected. – Larry Page

47. Quality means doing it right when no one is looking. – Henry Ford

48. Be undeniably good. No marketing effort or social media buzzword can be a substitute for that. – Anthony Volodkin

49. Outstanding people have one thing in common, an absolute sense of mission. – Zig Ziglar

50. Fun is the most underutilized tool in business today. – Barbara Corcoran

The gains an organization can realize from regularly motivating its employees are tremendous. It would be foolish not to utilize such a powerful tool, especially when it isn’t a cost-to-the-company. Exela HR Solutions provides end-to-end HR solutions and customized plans to help businesses acquire, maintain, and develop their talent. Exela is a market leader in Business Process Automation and is well equipped with apt soft skills that can motivate your entire workforce. Find out more about what Exela HR Solutions can do for your business today.

DISCLAIMER: The information on this site is for general information purposes only and is not intended to serve as legal advice. Laws governing the subject matter may change quickly, and Exela cannot guarantee that all the information on this site is current or correct. Should you have specific legal questions about any of the information on this site, you should consult with a licensed attorney in your area.

Remember that irksome feeling when people don't pronounce your name rightly? It can be annoying when people address you wrongly, correct? That's because you associate your name with your identity. But, even when someone refers to us indirectly or as part of a group, the pronoun they choose to identify us with matters significantly. If you haven't thought about matching appropriate pronouns against the right individuals, you've probably been insensitive and hurt some people unknowingly and in all likelihood, it is possible that people haven't reacted furiously to your innocent oblivion. While their response is a matter of choice, that's the receiver's or the respondent's prerogative. It's just like how you may choose to ignore it when someone verbally abuses you. Your reaction may be docile, but the act itself is still highly offensive. And if such occurrences repeat too often, the person at the receiving end may begin to feel alienated, excluded, or even targeted.

That is why you must be careful with gender identity and their respective pronouns. You may be unable to determine a person's gender from mere appearances. The world is a complex knit of interwoven diversity. It is this uniqueness of each individual that contributes to the overall welfare of any given unit, be it a team, an organization, a state, or even a continent. Everyone cannot dress, speak, and behave in a standard way. Each one is unique, and it is every human being's right to choose how they wish to live. People have a right to choose, and all should be respectful of their neighbors’ choices. Repeatedly addressing anyone by the wrong pronoun implies your insistence upon conformity, which violates their fundamental rights as human beings.

All human beings are born free and equal in dignity and rights. - Article 1, Universal Declaration of Human Rights

But some professionals are still unaware that their pronoun choices may be offensive as they may not represent someone outside of the binary (male and female) appropriately. Thus, it is sapient to begin introductory conversations by also stating your pronoun, especially if you are cisgender. A cisgender person is one who continues to identify themselves with the gender they were assigned at birth. This way, you can lead by example and indirectly encourage the remainder of your crowd to mention their name and pronouns irrespective of gender. By doing so, you establish a safe and welcoming environment. Furthermore, proactively disclosing your pronoun communicates that you promote a work culture where gender is not automatically assumed, and binary gender status is not the only acceptable form. Here are some crucial aspects to consider as you learn about gender identity and appropriate pronouns usage to avoid offending people unknowingly.

1. Respect: Working professionals must understand that their colleagues do not need to earn respect. Just as we all cherish our rights, we must extend the same courtesy unto others. Without genuine regard, the seeds of disclusion and discrimination may spring forth complex and severe repercussions. If you need to educate your employees about this, consider a sensitization workshop to address it.

2. Literary Barriers: Many of your staff were probably educated in an era when such realizations were non-existent. Thus, they may be habituated to the grammar they studied during their early days. But, it is our duty to update the language we speak, especially in the workplace where we encounter various people.

• Some obsolete salutations such as 'Ladies and Gentlemen' need to be eradicated from our vocabulary altogether. You can easily replace these with 'friends,' 'colleagues,' 'team,' 'everyone,' 'people,' and 'team members.'
• Even while informally conversing with a colleague, we must make a conscious effort to avoid words such as ‘babe, bro, man, dude, sister.’ Some of these may be highly inappropriate on so many more levels.
• Also, it’s time to expand your literary horizons to include the grammatical correctness of the pronoun ‘they’ used in the singular.
• Similarly, consider replacing outdated honorifics such as Ms., Mr., Mrs. with Mx. implying you are addressing a person gender-neutrally.

3. Assumptions: It is unkind to make assumptions based on someone's voice, stature, appearance, or name. As mentioned earlier, people need not conform to a gender stereotype. Hence, it is always good to use neutral pronouns such as 'they,' 'them,' and 'their' initially. Unless someone explicitly advises you about addressing them, you must practice using gender-neutral tones and pronouns in your speech regularly.

4. Ascertain: If a person hasn't advised you, consider asking the person politely. But, don't reserve this step only for the times you are unsure. It may be offensive if you use these exclusively for people from the LGBTQA+ community. Therefore, either use gender-neutral terminology or make it a habit to ascertain the correct form of addressal. Please avoid asking your colleagues or visitors for their 'preference'; gender pronouns are not a matter of taste. Reassure them that your inquiry is only so that you may address them appropriately. You may ease them into it by following your question with suggestions on how they may address you.

Also Read: The HR in Human Resources

5. Transitions: Remember, as human beings, we are constantly evolving. There may be certain values that were instilled into you as a child. But, through independent reasoning, circumstance, learning, or even preference, those values may no longer resonate with you. The best example that almost everyone may relate to, is how most of us probably didn't abide by the careers we chose as toddlers. Many of us probably wished to become ice cream vendors, candy store salespersons, or even a genie! Everything is subject to change, and gender pronouns are not required to be absolute tags. An employee who earlier joined as a woman must be respectfully addressed as they deem fit after a gender transition or reassignment.

6. Privacy: Always ensure you respect your employees' or colleagues' privacy. Although it is better to ascertain their pronoun, it is rude to enquire about their transition or surgery. Just as we are naturally inclined to be respectful in conversations regarding marital status, parenthood, and medical history, we must extend the same courtesy to gender identities topics that are also personal in nature.

7. Faux-pas: To err is human! So, if you make a mistake, acknowledge your fault instead of attempting to brush it off. Then apologize. Don't become over-apologetic, making it awkward for everyone in the space. While apologizing, don't corner the person; they are not expected to disclose personal details. Instead, attempt to rectify your mistake without focusing on yourself. Remember, they aren’t obliged to console you.

8. Education: While addressing someone who is not cisgender, don't ask them questions about the entire LGBTQA+ community. They are not representatives for an entire population. It's just like, as a human being, you do not represent the whole species. Instead, you must approach your HR team to educate you or confide in a comrade outside work if you seek help and information.

Nowadays, companies are becoming sensitive towards LGBTQA+ individuals and the inequality they face in the workplace. Thus, many HR departments have been relentlessly pursuing the matter to create a safe working environment that embraces diversity. Your organization’s work culture is a reflection of your company’s image. Hence, you must ensure your HR not only creates but also implements policies that uphold the rights of minorities. These may include healthcare coverage for same-sex spouses, paternity leave, parental leave for adoptive or same-sex couples, and medical policies that include sex reassignment.

Sculpting an inclusive work culture requires staff to use appropriate language and pronouns. It is not just the morally and legally correct thing to do, but it greatly benefits your business. Employee productivity arising from a company's human resources drastically improves when employees feel safe, respected, and accepted. Conversely, the consequences of an exclusive, inappropriate, or disparate work culture can be severe. If your company requires some assistance to streamline diversity issues in the workplace, please give us a buzz. We’re always happy to help! Exela HR Solutions are experts in HR consulting and HR outsourcing services. By partnering with a team with over three decades of experience, you assure employees of your stand and support towards this cause.

DISCLAIMER: The information on this site is for general information purposes only and is not intended to serve as legal advice. Laws governing the subject matter may change quickly, and Exela cannot guarantee that all the information on this site is current or correct. Should you have specific legal questions about any of the information on this site, you should consult with a licensed attorney in your area.

The best way to solve a problem is by treating it at the root, and the best way to get to the core is by comprehending it thoroughly. There may be a lot on the surface. And those may be consequential reactions or manifestations of the cause. But, to understand a situation, person, or problem, one needs to be cognizant of the elements. This is where observation comes in. It conveys many answers and provides essential details to create a mental blueprint. Then you can act accordingly. But, just reacting without an acuity cannot eradicate a problem. In fact, your response could be detrimental.

The same applies when you are managing your staff. You must put in some effort to understand them individually. Once you truly understand your employees, you will have the power to optimize their potential. This way, everyone wins. Your employees benefit from a leader who discovers and hones their skills, while the company benefits from a productive and efficient workforce. It's not all about learning their strengths or unearthing areas they lag in. If you understand their objectives, you're close to knowing what truly motivates them. And when you know what motivates your staff, there's no stopping you from building a firmly knit, proficient workforce!

Observation is awakening to the revelation of life. - George Prime

If you observe carefully, all your employees fall under one or more of the below-listed categories. We're not encouraging bias at all. We're not asking you to segregate staff into buckets of age, gender, orientation, experience, or race. But, what does make a difference is assigning, aligning, distributing, or teaming work based on personality traits. Even still, working professionals are human beings at the end of the day. And although they're your biggest asset, human behavior is unpredictable. But, the science that comes close to excavating secrets that may assist you in your quest to build an army of diligent and competent professionals is 'psychology.

' For instance, let's consider Herzberg’s Motivation Theory. You may know it as 'Herzberg's Motivation-Hygiene Theory' or 'Herzberg's Two Factor Theory.' After interviewing and studying a couple of hundred professionals, Frederick Herzberg realized that motivators cause employees to work harder. There can be several motivators within a work atmosphere. Growth, achievement, responsibility, recognition, and the nature of the work itself are notable motivating aspects. Different motivators appeal to different personality types. Each type may react uniquely to any given situation. And it is good to note that every rule, formula, and theory always has exceptions. However, here is a generic classification of the types of employees you may encounter and the ways to ensure both of you achieve success together:

Also Read: Reasons Why Your Employees Might Leave You in 2022 & How You Can Stop It from Happening

1. The Fun Ones

Free-spirited individuals who need to feel happy about their decisions and work fall into this category. Such employees generally have a high threshold for tolerance and patience. They need to feel like their work contributes to a greater cause, preferably one that passionately resonates with them. They may lack ambition, depending on their financial responsibilities and commitments. They prefer living in the present and are relatively easy to have a conversation with. Because of their adaptable and ductile nature, they make great co-workers and perform well in a team. They can easily diffuse an unpleasant situation and are fun as colleagues. But, they require freedom to make decisions, and they repel micro-management. If the fun ones have their heart in a product, team, leader, company, or desk, they will follow it efficiently to the end. So give this type a reasonably good work-life balance, and they'll be at their productive best!

2. The Thirsty

The thirsty employee is on a quest for knowledge. Letting them stagnate will instantaneously demotivate them. They wish to learn, develop, and blossom constantly. L&D (learning and development) and employee enrichment programs aimed at honing their technical expertise and soft skills excite them. They want to be the best version of themselves. They feel energized when they anticipate growth. Allowing them to assume greater responsibilities or fill multiple or varied roles across departments triggers a positive outcome.

3. The Buddy

This professional wants to befriend everyone. They work best in teams; they loathe working alone. They prefer open desks and cubicles instead of closed cabins. They're extroverts and usually get along with everyone. The friendly employee works best when they feel a connection with their co-workers. If they feel a sense of belonging, they can be admiringly loyal to an organization, dedicating an entire career and all of their productive life. Work culture impacts them significantly. An outstanding designation and pay above-market standards cannot tether them to a job. They care about the people and bonds. So employee engagement activities, social activities, and open communication lines keep this bunch motivated.

4. The Star

This particular type of employee can get on co-workers' nerves at times. Their need to constantly feel like the savior can cause some friction. But, a good leader knows how to draw out the best in them. They are ambitious, but they don't expect things on a platter. They are willing to toil to achieve their goals. They seek respect, admiration, and acclaim. If you do not recognize their efforts and contributions, they may initially strive harder, but if they are not given prominence, eventually, they will not feel motivated to continue with that same zest and fervor. They are absolute go-getters and may even supersede impossible targets to gain praise. They earn their reputation and seek appropriate rewards, which is fair. But, ignoring their contributions may not be a good idea.

5. The Boss

Just as the title suggests, the Boss wishes to boss around! They have profound leadership skills and are good at assuming responsibility. They work well in teams where they are given a superior position or tasks. They are experts at dividing and delegating duties appropriately for maximum output. They are always in control and can influence people and optimize resources. They are best suited for leadership roles where they can exercise authority. If you constantly undermine or commission them to tasks that warrant following as part of a herd, they may snap and look for better prospects elsewhere.

6. The Expert

These are the 'I'm always right' of the corporate world! In their defense, they may be specialists in their field and probably are always right. So, acquiring their inputs and recommendations can be worthwhile. These people are resourceful and seek an environment filled with like-minded individuals who can build and nourish their professional development. They may have several years of experience or academic achievements to their credit. They may seem silent and indifferent initially, but if encouraged, they can suggest admiringly creative solutions and develop appropriate strategies all by themselves. Allowing them to mentor subordinates enables them to be their productive best.

7. The Creator

This employee derives gratification from their own productive creativity. They aren't too stressed when complications or hurdles arise. They see opportunities in almost everything to solve and develop better workflows, strategies, and solutions. They become ecstatic when they find solutions and can contribute effectively. Such individuals are self-motivated and do not need additional encouragement. They relish positive outcomes, and that itself is rewarding enough. They have exceptional problem-solving and situation-handling abilities. They are organized, professional, and plan for contingencies. They flourish when faced with challenges. Mundane work and a static atmosphere are sure to dampen their spirits and demotivate them. They have tremendous potential if you allow them to be innovative and encourage them to think out of the box.

8. The Solo

These independent workers are good on their own. They prefer solo tasks and may not contribute much to a big team. They prefer lesser interactions, concentrating a higher priority on task performance instead. Solo flyers are responsible people, so if the onus of responsibility lies on them, they will ensure a task is performed well and within the stipulated time frame. Coercing them into a group or social activities may make them uncomfortable. Give them the space they desire, and they may woo you with the outcome.

9. The Prim-and-Proper

These workers are perfectionists. They are incapable of delivering a shoddy assignment. They ensure that whatever is entrusted unto them is immaculate and impeccable. Working under their leadership may be exhausting. But, they fill in roles upholding quality assurance very well. They are their own critics, and they don't shy away from making known their displeasure with another's work. You can productively harness their ability to observe the finer aspects and nuances within workflows.

10. The Stability Seeker

There are some who are unable to even begin with a task unless all the fundamentals are well-defined and within acceptable perimeters. These are the stability seekers. Don't confuse them with the perfectionists. These professionals need their assignments conveyed to them appropriately, preferably with every minute detail. They do so because they dislike taking risks and do everything in their capacity to reduce or even eliminate them. They like established paths and habitual tasks. They fear the unknown, and any new addition gets them flustered. On the other hand, they can be dedicated to routine tasks and immensely loyal to an organization. When you decide to allocate something different, it'll be better to assign a team member or a mentor they are comfortable with to reassure them through a transition. They feel safe and perform best in a stable environment.

The office is a melting pot of various personality types, and hybrid work environments are not exempt from witnessing this. Fortunately, this diversity ensures different perspectives and the ability to share the burden of tasks if assigned and managed smartly. The key lies in understanding your staff. When you get acquainted with their objectives, you'll be able to motivate them easily. Then, when you become aware of their professional traits and work styles, you can disburse work suitably and get optimum results.

But, of course, this requires a keen eye, talent, and experience. Just like when you outsource HR functions to a reputable brand like Exela, experts in the field with decades of experience in dealing with every type of employee, you ensure maximum ROI from all your resources, including your talent pool! Exela HR Solutions is a world leader in providing end-to-end HR solutions with balanced precision. Balancing is an act not everyone is good at! Click here to know how Exela HR Solutions can help you find and maintain that delicate balance.

DISCLAIMER: The information on this site is for general information purposes only and is not intended to serve as legal advice. Laws governing the subject matter may change quickly, and Exela cannot guarantee that all the information on this site is current or correct. Should you have specific legal questions about any of the information on this site, you should consult with a licensed attorney in your area.

HR handles many functions. Some of these are rather complex, while some are merely administrative. Nonetheless, all businesses need an efficient HR system that will neither crumble in a crisis nor be overburdened with monotonous daily operations. While the product or service you provide may be your USP and operations, finances, legal, & technology may be the CNS; HR is still the heart of any company. And, as essential as all other departments may be, the heart pumps life into them all!

So, it is essential to have an HR grid that is experienced, adept, and capable of handling all HR tasks with ease, thereby balancing the pathways that breathe life into all other departments. Hence, one cannot afford to have amateur HR staff. Errors in this space can ruin organizational foundations and lead to the collapse of an entire business.

However, not all organizations may have the budget to hire and retain the best talent. Especially with small-sized businesses, hiring and maintaining experienced, efficient HR staff to handle the rest of your employees can be a bit of a challenge. Nevertheless, there is a solution. It is pretty straightforward: outsource your HR functions to an appropriate service provider. If you aren't already familiar with this concept, yes, organizations of all sizes, especially the smaller ones, find it immensely convenient and pocket-friendly to outsource HR functions.

Because it's not about how much money your company makes; it's about how much you're able to save!

Most small businesses cannot afford big budgets. Saving money is crucial. As the economy yo-yos on a delicate string in markets that are so volatile and vulnerable, any expenditure must be justified. Additionally, all expenses must be reviewed periodically to ensure sustainability through these times. The top reason why smaller enterprises must opt to outsource such an essential department or at least certain functions within this department is the cost-effectiveness of such a move. Of course, there are several other benefits, but let us focus on the cost factor for now.

Listed below are some of the main ways outsourcing HR services can save your company a lot of money:

1. Salaries: The most obvious CTC (cost to company) is an HR employee's salary. And, despite the size of a company, no matter how small or local, there is usually more than one HR person handling the processes. So that's multiple salaries that need to be paid. These aren't one-time investments. They are monthly or weekly reimbursements that a company must disburse on time. Remember, your HR staffs are the ones processing everyone's salaries. So, if you do not pay your HR on time, everyone else will subsequently have a problem soon. Outsourcing HR services allows you to be untroubled about paying additional salaries. You don't have to pay extra, individual, HR staff. Your investment in HR ends once you've purchased an HR services outsourcing plan or appoint a good HR service vendor. Linked Blog

Also Read: The HR in Human Resources

2. Benefits: Apart from salaries, HR team personnel have additional associated benefits and perks. The average benefits package is well over 30% of an employee's compensation. That's still just an average; it could be a whole lot more depending on contracts and functions. All of those increase the expense value of the cost heads in your accounts sheets. By doing away with an in-house HR team and hiring HR outsourcing services, you eliminate the need to pay any additional benefits to non-existing staff.

3. Training: When you hire your own HR staff, you must train them appropriately. Right from their onboarding, induction and mandatory compliance courses to getting them familiar with the company procedures is a time-consuming, highly cost-intensive process. On average, most companies spend an additional 1/4th of the amount spent on acquiring new HR staff to get them oriented. This unnecessary training and the associated costs burden company resources that can be utilized for other productive purposes instead. By opting for HR outsourcing services, company policies and guidelines can be conveyed to expert handlers who are already proficient with the remainder of the essentials. So, you can direct saved funds towards better causes.

4. Penalties: Nobody anticipates a lawsuit. But, if you get entangled in such a web, it can drain all of your company's resources and completely uproot firmly established enterprises too. Moreover, non-compliance with regulations and improperly handled crises can result in penalties and fines that small companies may find challenging to bear. On the other hand, HR services outsourcing absolves companies of many such liabilities as competent HR staff always ensure compliance with state laws and regulatory authorities. Also, by professionally addressing sensitive issues, you can avoid possible incident-induced bankruptcies.

5. Time-related perceived Productivity Loss: It may be challenging to forecast absolute losses based on lost person-hours. However, it is undeniable that when you outsource certain HR functions, your HR staff spends lesser time on administrative duties. Many HR functions fall under the routine procedure category. An outsourced agency or vendor can easily perform these duties. Smaller companies have limited staff and resources, and they must use both optimally. Instead of burdening an in-house team with simple tasks, you can reduce a minimum of 30% of their duties up to a limit you deem comfortable. So, depending on the amount of functions you outsource, your HR staff can get more time for productive work. Engrossing employees in more significant jobs is a huge motivational factor that further enhances productivity among your HR team members.

As you can see, there are several cost benefits to outsourcing HR services. The cost involved in engaging a good HR service provider is far lesser than the monetary savings you can accrue. While big enterprises may thrive better with an in-house HR, smaller companies and startups cannot afford to ignore the cost benefits of external HR outsourcing services in this economy.

A simple fact that is hard to learn is that the time to save money is when you have some. – James Moore

Don't wait until it's late! Make the switch today!

Exela HR Solutions offer end-to-end HR outsourcing services. So you can choose to outsource as much of the HR functions as you deem fit. Exela is a NASDAQ-listed market leader in BPA. Serving 60% of the Fortune® 100 companies with decades of expertise, Exela is a trusted name globally. Exela’s HR Solution allow you to focus on your business and scale up while your HR functions are managed on time with precision and consistency. Despite its ubiquitous market presence and experience, regular feedback and a responsive customer service team ensure no loopholes or discrepancies arise between anticipated outcomes and service delivery. Exela understands that every entrepreneur and small business owner has future expansion goals. So, partner with the right team that will help propel your vision through simplified processes in a cost-effective manner! Find out more here

DISCLAIMER: The information on this site is for general information purposes only and is not intended to serve as legal advice. Laws governing the subject matter may change quickly, and Exela cannot guarantee that all the information on this site is current or correct. Should you have specific legal questions about any of the information on this site, you should consult with a licensed attorney in your area.