Tag: employee productivity

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HR & People Management

9 Worst HR Policies Which Should Have Been Removed Long Back!

9 Worst HR Policies Which Should Have Been Removed Long Back!
9 Worst HR Policies Which Should Have Been Removed Long Back!

Contrary to the common notion, a human resource department is a crucial part of every organization. Many believe that the human resource department is a liability; however, the success of an organization depends on it. Hunting and recruiting the right candidates while keeping the current employees happy to maintain all the records is no easy task. And we surely respect them for carrying out all critical tasks so smoothly. However, there are some HR policies that not only do not make any sense but are also downright unethical.

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Here are nine of them that we think should have been removed from the HR policies long back:

1. Three Month-Notice Period

If you are working with a multinational company, you must be aware of this policy. A notice period of more than 30 days is considered to be unethical by employees who are willing to leave the organization for some reason. When companies hire a new candidate, they expect him or her to join immediately. Hence, they should not make their employees serve a notice period of three months.

2. 45 Days for the Full & Final

When an employee decides to leave an organization, he or she does not receive a month’s salary, thanks to an F&F of 45 days. The period of 45 days is completely unjustified as the process can be taken care of in less than 45 days. The forty-five days might still be okay, but when that duration increases and becomes 60 days then it becomes a problem. On top of that, no response from HR despite continuous emails and calls makes the entire experience even worse. If there’s a system that needs to be followed by every employee, it’s HR’s responsibility to ensure that that system is being followed.

3. Fixed Time for Coffee & Loo Breaks

Now there is a reason why the act of going to the washroom is called “Nature’s call”. It simply means that humans have no control over it and should address the call wherever and whenever it is required. The HR policy to put a tab on coffee and loo breaks should be termed illegal. An employee is a full-grown adult and it is extremely annoying to be told how many times they are allowed to use the washroom.

4. Unfavorable Leave Policy

Where some companies allow their employees to take a few days off, with the managers being understanding and accommodating towards their teammates, some companies treat their employees like criminals when they ask for a leave. Well, if an employee is entitled to have annual casual and sick leaves, they should also be allowed to utilize them. The unfavorable leave policy should be removed for a healthy work culture and work-life balance.

5. Working Weekends

Weekend…..what weekend? There is a thing called work-life balance, but sadly many organizations do not understand the concept of giving their employees a day off to enjoy family time. It is not surprising that millennials are frustrated and are suffering from depression and burnout due to workload. Asking your employees to work on weekends or anytime which is not their official working hours, without even compensating them for the same, is unethical.

6. Terminating an Employee For Being Late

If you have not been living under a rock, you must remember the incident when a man got fired for being 20 minutes late for the first time in 7 years. Yes, this is the injustice we are talking about. If companies expect their employees to work for late hours just to show their dedication, they should also expect that a person can be 20 minutes late. RIGHT?

7. Offering Less Salary to Prospective Employees

If you have ever received a call from the recruiter, you must be aware of how HRs talks when it comes to disclosing salary information. It is more of a practice than a policy, but either way, it is not conducive to a person’s growth. When you have a talented prospect that perfectly fits the bill and surpasses all your criteria and asks for a salary that comes under your budget bracket, then it doesn’t make sense to offer a lower salary without disclosing the budget.

8. Firing Someone for Moonlighting

What an employee does outside their working hours should not be a concern for any organization (except if they are indulged in criminal activities). A couple of weeks ago, Wipro terminated more than 300 employees because of moonlight. Moonlighting is a term used for employees who have taken on additional projects through freelancing. Of course, employees should not trade company secrets or policies with direct competitors. But other than that a company should mind its own business.

9. Making Employees Pay for Breach of Employment Bond

First of all, it is completely illegal to make anyone sign a bond. On top of that making, your employees pay for breaking the employment bond is completely unethical. No employer can ask employees to pay for breaking the employment bond if they haven’t incurred any expenses in the special training of an employee.

These HR policies do more harm than good to employees who are investing their 9-10 hours in the growth of an organization. We believe these policies should be removed, what do you feel? Share your thoughts with us in the comment section.

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Categories
HR & People Management

Employee Performance Evaluation: What is it & Why it is necessary for an Organisation?

Employee Performance Evaluation

As 2020 winds down, employees all across the world are gearing up for their annual performance reviews. The past year has been like no other in human history.

Covid-19 has made certain targets unattainable while presenting a lot of challenges for both employers and employees. This has also forced employers and employees alike to adopt creative ways to stay relevant and productive. As a result, 2020`s performance review must also put the past year into consideration while reviewing employee`s performance.

Why employee performance management is necessary?

Performance management, if applied constructively can establish a channel of continuous communication between employers and employees. The main goal of effective performance management is to increase the overall employee productivity and efficiency to attain organizational goals.

With some simple tweaks in the process and mutual honesty, employee performance evaluation can become a valuable tool for managers and team members, equally. Here is how you too can adapt and improve employee performance:

  1. Set Performance Standards

Setting out clear performance standards for employees in a specific role can provide a clear understanding to employees about their roles and responsibilities. The same standards should apply to every employee who holds the same position.

Always ensure that all the performance standards should be achievable and they should match with the person`s job description.

  1. Set Specific Goals

Unlike performance standards, specific goals should be set for each employee by keeping their capabilities into consideration. Goals are specific to the strengths & weaknesses of the individual employee. They can further help them to enhance their skills or can encourage learning new ones.

  1. Focus on Employee Potential

While evaluating an employee`s performance, always focus on the future and the potential that an employee holds. Avoid criticism of past mistakes as the lessons learned from them are invaluable.

  1. Avoid Comparing Employees

The purpose of an employee evaluation is to provide feedback to every staff member against their Key Performance Indexes (KPIs). Comparing one employee with another will not only lead to unhealthy competition, but it can also lead to employee dissatisfaction.

Creating a productive environment for employees is essential for the development of an organization. Always ensure that an employee evaluation is a two-way street in which both the evaluator and the employee can exchange their perspective.

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Categories
Business motivation

3 Ideas to Keep Your Employees Engaged and Motivated

Business Guidance By Multi-millionaires On Starting-Up!
Business Guidance By Multi-millionaires On Starting-Up!

One of the valuable skills you can sharpen as a business manager or an entrepreneur is the ability to engage the people you employ. If you hire the right people and manage them well, you will have an excellent workforce that is characterised by brilliant performance and growth.

However, if employees are not happy with you, the company might have an unwelcome turnover. The business will also be in a constant state of chaos. Here are some ideas to keep your employees motivated.

Empower the Individual

Every employee deserves to be valued as an individual. No one wants to be a faceless pawn in the company. Thus, the employer should motivate every employee individually. This will encourage them to perform better and they will give their best in every assignment.

Develop a Positive Environment in the Workplace

Most of the employees spend the majority of their waking hours at the office. Hence, the workplace should be a place with a happy environment. Employees should be encouraged to share their knowledge with everyone, including managers. Employees also need to be encouraged to accept their mistakes without fear of humiliation.

Provide Supportive Leadership

Leadership is not only about giving tasks but also motivating employees. Supportive managers work closely with the employees. Good leaders serve as role models. Hence, they should also take accountability if the team does something wrong. While big wins are important, leaders should also celebrate mini-milestones of employees in their day-to-day lives.

 

Categories
Startup

11 strategies to increase Employee Productivity

बिजनेस टिप्स
बिजनेस टिप्स
Improving employee productivity
is one of the most important objectives for every organization. Higher productivity leads to the economic growth, profitability and better social development. In Addition, employees who are more productive get better growth opportunities.
 
They stay longer and find meaningful work. Moreover, higher employee productivity tends to maximize organizational competitive advantage through cost reductions and improvement in top quality of output. 
The most critical and obvious way to start with is to set the right goals for the employee; make sure that the objectives are SMART – Specific, Measurable, Attainable, Realistic, and Timely and are in-line with the employee’s skill set. 
1. Give people a purpose larger than themselves
’ When employees have a purpose that is larger than themselves, they will be self-motivated to deliver more. The purpose has to be established by the leader of the company or leaders in the company. The greatest organizations in the world are the one’s that have clarity of purpose.
Framework: Help employees answer ’why’, ’what’ and ’how’?
Why are they being asked to do what they have been asked to do?
What is their role and how is it going to impact their future growth within the company and in the larger working ecosystem?
How does the company work and what is expected of the employee?

2. Communicate Effectively
’ Transparency is the best key for effective communication; clearer the communication, the more productive the employee will be. Encourage your employees to have phone calls and quick meetings; this reduces the time spent on other ineffective modes of communication. It will also help in team building as there is a personal connection in both these forms of communication.

3. Incentivize Employees
’ One of the best ways to motivate employees to be more productive is to actually give them a reason to do so. Appreciate and encourage your employees to increase their productivity.
4. Train and Develop Employees
’ Helping the employees to expand their skills will build much more advanced workplace, which will benefit your company in the long run and improve efficiency and employee productivity.
5. Include psychological hint to boost employee productivity
– Psychology has shown that the things that surround an employee could affect his or her mental state. These cues can help the employees in increase their focus. Among the elements that a company can incorporate include: Music, Plants, and Lighting etc.
6. Encourage employees to help each other
– Human beings are social animals and the natural inclination is towards helping others. Collaboration takes multiple methodologies, including brainstorming, cross-document collaboration, or picking up projects where other employees get stranded. Additionally, this sort of partnership fosters teamwork and a more united attitude towards the job.
Organisations can use team collaboration apps like Slack, Whatsapp groups, Facebook for work to increase employee collaboration across the department.
7. Give frequent and timely feedback
– When an employee achieves something, give him or her that recognition. Always consider giving a reward for employee service that exceeds expectations. Even negative feedback helps because it ensures employees understand expectations. Ensure that the feedback is timely. Create a process-driven timely feedback loop.
Most global organisations use the 360 degree feedback process to ensure that employees gain the right feedback at the right time and from the right person. Today a lot of companies also share feedback within peer groups. This also creates a lot of understanding within peers working together.
8. Be open to receiving feedback too
– Listen to your employees when they ask for better tools. Listen to their needs to ensure if they’re happy with the equipment or not. For better employee productivity, ensure each person is in the right role for his or her needs and skills.
9. Offer workers the tools they require
– Modern workplaces can provide a wide array of the necessary equipment to get work done. Keeping these assets up to date ensures that employees can get the job done when they need to. 
10. Make achievements public and celebrate them
– Celebrating achievements offers employees the chance to enjoy the fruits of their labor in the short term. The achievement might not be an essential goal, but it does constitute a milestone. 
11. Build a culture of efficiency
– If you’re going to increase the employee productivity in your workplace, you need to build a culture that supports efficiency, hard work, and focus.
Many organisations move their senior employees across several departments every year. So every key employee has a taste of each department and knows what it takes to grow the company. You can also create a culture of inter-team understanding. This will help your organization thrive through tough and good times.
Some employees when given the opportunity can also find new portfolios of work where they might be able to use their skill sets more.
Employee Productivity is an outcome of how they are being treated at their organization, are they aligned with their work, are they being heard, does their feedback matter? 
Organizations need to increase their focus on making the workplace more employee-friendly to ensure the best and productive results. Discovering these root causes can help exposing the path to maximum the employee productivity.