Category: Employee Management

How automated onboarding boosts employee retention?

On the part of Human Resources, many organizations understand that one of their main goals should be to reduce employees’ time in getting onboarded to their new roles. This is where automated employee onboarding comes in. 

It automates many of the standard tasks typically performed during first-time learning, such as conducting interviews with potential hires before they are hired or even assisting with finding benefits relevant to an individual’s job duties.

Automated employee onboarding can be an efficient tool for quick implementation at large and small companies across sectors. It could also be used with other innovative HR practices, such as self-service or remote work.

Automated employee onboarding is usually a combination of HR technology and implementation processes. These processes allow for automated information sharing, which guides new employees through the implementation process from their first day on the job.

The ultimate goal of automated employee onboarding is to improve the quality and efficiency of new onboarding. It enables individuals to be more comfortable with their new roles and perform tasks more efficiently. 

Benefits of employee retention to the company

Higher employee retention rates are one of the indicators of a happier workplace and can even help you reduce costs. It’s not just you who will benefit from increased employee retention rates; your company culture is bound to improve when staff value their job and don’t see it as a stepping stone or temporary stopgap. Before understanding how automated onboarding boosts retention, let us examine why employees need to be retained. 

  • Reducing staff turnover

Reducing staff turnover means you won’t have to go through the inevitable costs and process of hiring and training employees and then losing them.

  • Reduces costs

When employee retention is high, managers can reduce the cost of recruiting, training, and retaining new employees. This keeps the company budget in check and decreases expenses for both current and future employees.

  • Smoothens business cycles

In a volatile economy, retaining existing employees produces a solid knowledge base that helps smooth rough patches in a business cycle and creates stability when it’s most needed during difficult economic times.

  • Talent development

If an organization has retained its people over the years, those people can be tapped for their experience to guide how new hires should be managed so they succeed at their job from day one. Additionally, this talent pool is a source of talent development for current employees and an opportunity for employees to advance within the organization.

  • Competitive advantage

Employee retention also represents a competitive advantage as it helps keep internal competition to a minimum and helps employees focus on doing their job.

  • Progressive business model

A business model that excels at recruiting and retaining new employees is dedicated to understanding the business needs of current and prospective customers/clients. This translates into keeping up with the times through technology used, including social media, video conferencing, and other technologies.

  • Increases morale 

Asking for employee retention increases employee morale as people can see that their company values them to keep them around for future work.

  • Qualified candidates

Although it requires a longer decision-making process, employee retention helps produce qualified candidates for internal positions or positions in other organizations that the company may need to fill.

How automated employee onboarding increases retention?

What does employee onboarding software have to do with employee retention rates? 

Investing in this software can save money in the long run by reducing staff turnover and increasing productivity. Not only does this make sense for business owners, but on an individual level, your company culture also benefits from having happier employees who enjoy their jobs.

The excessive workload in the human resources departments makes it difficult to hire new employees and retain old ones. Several best practices can be used to streamline onboarding processes and decrease turnover. Automated employee onboarding is one such method with the potential to increase retention rates.

The top two scenarios of brand-new hires leaving their employment before the 90-day mark are due to a lack of training or because the employer needs to take an interest in ensuring that the employee feels welcomed or appreciated at their job.

New hires leave their job within the first six months because of a lack of training or mentoring, a bad boss or a toxic work environment, and inadequate on-the-job training. Companies may be losing out on high-performing employees simply because they need to take the time to provide them with proper training.

By automating employee onboarding, HR can ensure that every person hired is provided with the adequate training and development needed to improve their performance. Since human resources are not required to take care of this aspect, they can focus on other aspects of the onboarding process, such as updating the hiring managers about new hires’ progress.

Automated employee onboarding allows companies to organize their workforce into Channels:

  • Permanent channel

For employees who are becoming a part of the company’s permanent workforce. HR can ensure that these employees will receive all necessary training, including those on new concepts and technologies, within the first month or two while they are still in the company’s network.

  • Interim channel

For employees who only have a temporary assignment at the company and are in between jobs. HR can ensure that these employees receive the same training and information as the Permanent channel.

  • Public channel

These are employees who are not in the company’s network and have no immediate plans to be employed by the company. In this case, HR can check with prospective employees to confirm that they have received suitable training within the past 90 days and are eligible for hire.

The need to automate employee onboarding processes is evident. Companies cannot afford to lose even one employee if they plan to grow and expand their workforce.

Human Resources can use an automated employee onboarding tool like Juntrax to help consistent managers responsible for the whole process. This way, a consistent approach can be developed as new employees begin at the company, helping the HR manager handle human resources much more efficiently.

Employee onboarding is a standard procedure for newcomers to an organization. With Juntrax, you can boost retention rates with a user-friendly onboarding process. Also, with Juntrax, employees can get training in maintaining timesheets. 

 

How project tracking motivates employees to be more productive?

Project Tracking aims to track a team’s work on a project. Simple enough for anyone to understand, but with plenty of options for customizing your workflow. No matter how skilled or inexperienced you are, Project Tracking will help you focus on other essential tasks that require attention.

It’s easy to see where your team or company spends its time and resources. A clear view of the work is presented, and it is more accessible for managers to see how their employees utilize their time and on what project. That allows them to provide additional training and supplies to make their employees more efficient. Plus, businesses can improve processes, saving the company money in the long term.

This blog is about how project tracking incentivizes employees for increased productivity. Let us learn why you should use project tracking software to increase productivity in your business now.

Benefits of project tracking

For employees, Project Tracking helps them improve their skills. It gives them a way to collect and focus on what they’ve learned so far and build on it, practicing until they master the work. It motivates employees to explore new fields and work out of the box.

Companies with Project Tracking can see where their money is going and set budgets for various projects. The software makes it easy for managers to look over employee work, giving them insights into the job details to evaluate the employee’s performance better. Some other benefits that project tracking can offer include the following:

Increased productivity

Staying focused on projects has become a problem. Businesses can fix it with proper project tracking software. Agencies can see where they spend their time and performance. They’ll be able to prioritize what needs to get completed and stay committed to completing assignments.

Communication is improved

With such software, businesses would have a way to inform other team members of what work is being done. Also, members can contact each other whenever they want and raise questions and concerns. It allows them to ask questions at any time, leading to improved communication and a better overall working environment.

Cost savings 

For small businesses, balancing finances is always a concern. They might have more work than they can handle, but they must be efficient. Project tracking software allows them to prioritize critical projects instead of doing everything simultaneously.

Improved communication 

Making it a priority to communicate with your team can help you avoid misunderstandings and other problems that could potentially arise. Allowing flexibility with the information you get from your software enables you to make decisions when working on projects, especially when incorporating other ideas from others or outside sources.

How project tracking motivates employees to be more productive?

Project tracking is a status overview of your projects. This allows you to view what has been completed, what hasn’t, and how things need to be done. You’ll be able to see where each employee is in their work and what they have done up to this point. That way, if there are any issues or delays, you’ll know who is responsible for them and why the problem occurred. For example, if a deadline isn’t being met, you’ll be able to see why and get it fixed before it’s too late. 

This software allows for complete transparency into your team’s efforts which can help motivate them because of the recognition they might get from their manager or boss. Even if you’re looking for other areas to boost your employees, tracking projects will help keep them motivated. Employees tend to be more motivated by their team’s success than their performance. By helping the employees with their tasks, there is no longer a need for them to feel stressed by doing suboptimal work.

It’s time to get the best project-tracking software for your company. Various software, including Zoho, Juntrax, Trello, Monday.com, and Asana, help in project tracking. Juntrax provides an integrated platform where an organization can measure project and employee efficiency. To manage projects, it provides you with a unique feature, i.e., Automated timesheets, which help employers understand the tasks performed by employees. If you wish to bring in efficient project tracking, reach us at Juntrax.

 

How to Handle Employee Satisfaction at Work?

How to handle employee satisfaction at work?- Introduction 

Handling employee satisfaction at work is one of the most crucial steps towards increasing the productivity of an enterprise. Investing time, energy, and capital in employee satisfaction is like strengthening the foundation of a gigantic monument. The stronger the foundation, the longer it stands.

Companies often mistake employee satisfaction with simply giving away gifts, organizing parties, and planning a once-in-a-year vacation for their employees. The difference between engagement and satisfaction needs to be addressed. While these are considerable practices to maintain a happy workspace, they need to work on a deeper level to provide employee satisfaction.

Employee engagement is essential because it directly affects the company’s goals. It is about the employees being committed to their job roles. With an engaging work environment, employees are motivated to contribute to the company with their time, talent, and dedication.

Employee Satisfaction is more about the overall experience of the employee as a part of the company. It includes their work, mental wellbeing, their monetary satisfaction, peers, management, and their growth. Dissatisfied employees are a great threat as they can damage the core of their team and the enterprise as a whole.

In this article, we will discuss the different ways in which we can measure employee satisfaction and the factors that affect it.

Ways To Measure Employee Satisfaction  

If you wish to provide a good work environment for your employees, you need to know about their problems and requirements.

Given below are some methods that can help you measure employee satisfaction-

Active Conversations 

Communicating with every employee in a personal setup might be difficult for the manager. However, it is equally essential that they have a conversation once in a while. This helps the employee feel valued and at the same time assists the admin to get a one-on-one insight into the employee’s work experience. Therefore, admins must formulate a schedule where they have a one-on-one active conversation with their employees every month or once every few months. The schedule can be formulated depending upon the strength of the office and the ratio of managers and employees.

Execute Surveys 

Surveys like Employee Pulse Survey, help the company evaluate the work environment in a convenient and prompt manner. You can also conduct surveys where the employee’s identity is kept anonymous and encourage them to be blunt about their suggestions and grievances.

Empathy

Even though technology has taken over most of the complicated work processes, the human factor prevails when it comes to nurturing a healthy work environment. Try and assess the office environment. If you sense any tension between the employees or feel that they are unhappy, talk to them. Promote empathy as a core value of your workspace and create a healthy and welcoming environment for everyone.

Market Research 

Financial satisfaction is the driving force for employee motivation. Conduct periodic research and assess the market. Offer competitive packages to your employees and avoid top talents slipping away. You can also offer incentives and bonuses to deserving employees and let them know that they are valued in the company.

You can also read What is Employee Engagement and Why is it Important?

Factors Influencing Employee Satisfaction

There are many components that influence employee satisfaction. Some of these factors have been elaborated below-

Employee satisfaction can take many shapes and sizes — but certain factors are typical. Here are [number] tell-tale factors to look out for.

1. Unhealthy Work Culture

Inadequate Communication

The communication gap is a common factor that often causes incompetence in a team. Managers need to ensure that transparent communication is practiced in the office.

Office Chit Chat

It is human nature to develop friendships and gossip. However, in an office setup where if the employee hours are utilized carefully it can lead to backlogs and loss, it is important to set boundaries and establish decorum.

Harmful Work-Life Balance

It is possible for the manager to overburden employees to complete the project deadline. These tasks can often consume holidays, free hours, and weekends. While on hand it might seem to be a productive practice, on the other hand, it simply exhausts the employee and they might not be able to maintain a healthy work-life balance. It is therefore important for managers to ensure that the work allotment is well planned and does not drain out their employees.

Bullying

Bullying in office spaces might be a result of differences in gender, ethnicity, race, religion, or physical factors. It creates a toxic work environment and demotivates potential employees from giving their best. Managers must form ground rules against bullying and conduct regular activities to create an inclusive and positive work environment.

2. Organizational Factors 

Salaries and Incentives

Employees often find out that they are paid less in their current company as compared to their peers working on the post with the same job responsibilities in another company. This demotivates them and affects their commitment to their work. Managers can tackle this situation by providing incentives and formulating competitive packages.

Promotion

Promotions ensure employees that they are growing professionally and urges them to give better results. Often employees are unsatisfied with the decisions taken by the admin concerning their promotions. Admins must form a transparent analysis of the employee’s work and ensure that they are aware of the reason why a certain decision regarding their promotion was made.

3. Personal Factors  

Seniority

Many employees stick to their company for a long period. If during this period they do not witness growth in terms of their position or income, they become dissatisfied with their jobs. Companies can tackle this scenario by assessing their employees and ensuring that they grow concerning their financial stance, position, and power. In case an employee stays stagnant for too long, they can assist them with solutions that can stimulate their development.

You can also read What Is Employee Turnover and Why Does It Matter?

Steps to ensure Employee Satisfaction

There are four essential points that can be kept in mind to assure employee satisfaction. These points are –  

  1. To assess the prevailing satisfaction level of all employees.
  2. To understand the challenges faced by the employees
  3.  To create an action plan to tackle those challenges.
  4. To upscale the level of employee satisfaction keeps it consistent.

Conclusion 

For a flourishing workspace, it is important to give enough time and attention to the employees. It is these employees who drive the success and future of a venture, therefore it becomes the responsibility of the company and the admin to assure a comfortable work environment and uniform employee satisfaction.

 

What Is Employee Turnover and Why Does It Matter?

What Is Employee Turnover and Why Does It Matter?

Employee turnover, or employee turnover rate, is the measurement of the number of employees who leave an organization during a specified time period, typically one year.

While an organization usually measures the total number of employees who leave, turnover can also apply to subcategories within an organization like individual departments or demographic groups.

What Is Employee Turnover?

In the context of human resources, employee turnover is the act of replacing an employee with a new employee. Partings between organizations and employees may consist of termination, retirement, demise, transfers and resignations.

An organization’s turnover is measured as a percentage rate, which is referred to as its turnover rate. Turnover rate is the percentage of employees in a workforce that leave during a certain period of time. Organizations and industries as a whole measure their turnover rate during a fiscal or calendar year.

You may also like to read : What is Talent Management?

If an employer is said to have a high turnover rate relative to its competitors, it means that employees of that company have a shorter average tenure than those of other companies in the same industry.

High employee turnover may be harmful to a company’s productivity if skilled workers are often leaving and the worker population contains a high percentage of novices. Companies track voluntary turnover more accurately by presenting parting employees with surveys, thus identifying specific reasons as to why they may be choosing to resign.

How Do You Calculate Employee Turnover?

In order to calculate your employee turnover, follow the steps given below 

Step 1 – Divide the sum total of the number of employees that leave within a particular period of time (month, quarter, year, etc.) by the average number of employees that work within the selected time frame.

Step 2 – Multiply that number by 100 to calculate the employee turnover rate. i.e.

Employee Turnover = (Total Number of Employees that leave within the time period / Total number of employees that work within the time period) x 100

 

For example, 

if you have an average of 150 employees working during a month’s time and 30 employees leave,

your turnover rate can be calculated by following the above mentioned formula

(30/150) x 100 = 20%

 

So the Employee Turnover rate of the company is 20% 

Note – while calculating this turnover do not include temporary hires or employees who go on temporary leave in either factor of the equation. Incorporating these kinds of temporary shifts in workforce numbers will skew your turnover rate higher than it really is.

You may also like to read : Reasons to Invest in Employee Management System

Why is Employee Turnover a Problem for a Business?

Employee turnover is one of the grossest problems in today’s cutthroat IT talent marketplace. Unfortunately, many businesses have no one but to blame themselves for high employee turnover rates.

Employee turnover rates tend to shoot up when the economy is at its peak because IT professionals tend to be more confident in higher pay, or cultural fit. Employee turnover rates have become a constant headache for hiring securing a better job,  managers, talent acquisition experts, recruiters, and HR professionals.

Often a high employee turnover rate costs businesses loads of finances in lost resources, productivity, training, and recruitment. Worst part: high employee turnover rates lead to an increase in the number of dissatisfied employees and remember that disgruntled employees can throw your business off the track completely.

Reasons which cause ET and Ways to Reduce it

Many organizations have discovered that Employee Turnover is reduced significantly when issues affecting employees are addressed immediately and professionally. Companies try to reduce Employee Turnover rates by offering benefits such as paid sick days, paid holidays and flexible schedules.

Here are some of the common reasons that contribute to Employee Turnover and some ways in which they can be tackled-

Time to pay heed

Studies continuously have shown that a staggering number of IT organizations are failing to make efforts when it comes to defining expected job timings, bettering infrastructure, etc. Employee retention in the volatile IT talent market is very challenging these days.

Whilst some organizations do have programs and policies in place to curb attrition rates, most of the efforts turn out to be uninspiring and dull. So it’s time to pay heed and learn from the mistakes of yesteryear. This is the reason employee retention is more important than ever for HR in 2021.

The ‘X’ factor

Whilst a majority of business managers and HR leaders cited compensation as the key driver for attrition, there are various other aspects to make an employee stay or quit.

For instance, employees expect a perfect work-life balance, vacation time, benefits, perks, culture, career development/growth, etc. Unfortunately, there are several loopholes when it comes to IT professionals’ awareness towards the benefits packages and programs which if bridged can improve retention rates significantly.

Though there may be programs and packages in place for addressing the attrition problems, these are not properly communicated to the employees. Communication is a severe problem with most of the IT organizations.

HR managers and business leaders may believe that they are putting in all they can to retain the best talents, but unfortunately, all these efforts might not actually be reaching the target employees. Thus, communication is one of the must-have HR management skills in 2021 to mitigate turnover problems.

Remunerate competitively

Remuneration is imperative and businesses ought to ensure that they pay their employees competitively that is in line with the industry and market considering cost of living and to curb job-hopping. A competitive salary is a must and IT hiring professionals must have a thorough understanding of the tech market’s demand and supply for IT skill sets to reduce the employee turnover rate.

Remember that you are not only competing with other IT organizations for talents, but you are also competing with all those organizations that are recruiting for IT skills. Thus, compensation ought to be competitive besides growth opportunities and career development.

Conclusion 

IT organizations ought to accept the fact that attrition is real and work accordingly to implement robust programs and policies in place that go beyond compensation. Failing to understand this grim reality may trigger the need to reboot your entire workforce planning strategy.

Therefore investing time, money and efforts in catering to the needs and comfort of employees must be on the priority list of managing a company.

 

Juntrax Proudly powered by WordPress