by Raghu Nandhan | May 28, 2019 | Blog, Employee Engagement
Employee Engagement and Happiness at Work :
“Employee Engagement Definition”: Employee engagement is that the extents to that employee feel enthusiastic about their jobs, are committed to the organization, and place discretionary effort into their work.
And this can be the definition of happiness at work that we tend to use: Happiness at work is the extent to which employees feel smart regarding their jobs.
Just to make it clear: We think employee engagement is a useful concept and we are not arguing against it. We simply need to argue that of the two, it is rather more effective for an organization to target in creating their employees Happy than on creating them engaged.
Here are the four main reasons why.
1: Happiness is easier to sell to employees
Whether you’re trying to make employee happiness or engagement, you would like your employees to be proactive partners within the method. This is not one thing you’ll do to them while not their active and willing participation or (even worse) against their will.
But seen from the employee side, it’s a way tougher sell. When a manager states that they want their employees to “be more engaged in their work” or “give more discretionary effort” it can easily come off as if they are easily demanding additional passion and work from individuals, while not giving something back.
2: Employee Engagement without happiness is untenable
A person can be incredibly passionate about their work and totally committed to the workplace, but still, be miserable at work this happens for instance when people are treated badly by their coworkers or manager or when they can’t do their job in a way that satisfies their own professional standards.
In this case, two things can happen:
The employee’s unhappiness will leech away any feeling of engagement, going away the person not caring regarding their work.
Or, even worse, the person remains engaged and sad – that end up in stress and burnout.
So although you would like to engage the workforce, you still need to focus on making them happy as a result of engagement without happiness is not sustainable.
3: What drives an employee to perform better and sustain happiness
What makes an efficient business within the same issue that makes an orchestra: People those that need to be there, who give everything they have, who are having a wonderful time doing it, whose eyes are shining, who are giving out energy to the surrounding individual.
Furthermore, we all know from an outsized quantity of analysis that happy employees perform far better. In the workplace, we all know that happiness causes more-productive and more-creative employees.
If you recognize teacher, you recognize however careful they’re regarding using the word “causes.” During this case, we all know that happiness at work causes higher:
- Productivity – happy people get more work done with the same resources.
- Creativity – feeling good makes your mind more able to think of new ideas and approaches.
- Intrinsic motivation – happy people don’t need constant external motivators like bonuses or threats; they want to do good work.
- Loyalty – happy employees care about the company and stay longer in their jobs.
- Discretionary effort – employees who like their jobs go above and beyond for the customers, their co-workers, and the workplace.
4: Happiness causes engagement
You’ll notice that each loyalty and discretionary effort we tend to part of the definition of engagement that we give on top of
Of course, the results are circular and engagement and happiness can cause one another. But given the results on top as furthermore as the fact that engagement cannot last in the absence of happiness, it appears clear to me that happiness causes engagement more than engagement causes happiness.
The Upshot
Engagement could be a nice idea, however ignoring employee happiness within the pursuit of engagement makes no sense. At the terribly least, sustainable engagement requires happiness at work, which means you can’t ignore the happiness side.
When do individuals feel “passionate regarding their work, committed to the workplace, and provides discretionary effort?” When they’re happy at work! Last but not least- If you want engaged employees, focus on making them happy and engagement will follow.
When implemented properly, wellness can play a vital role in your employee engagement strategy. Healthy habits lead to increased happiness in the workplace, while engagement and happiness in the workplace improve physical and mental well-being. Employers will benefit from building upon the relationship between wellness and engagement. A happy and healthy employee will be your best employee!
For more about Recruitment updates follow our Insights for more info Contact Pragna Solutions for your all RPO Recruiting and Offshore Recruiting Solutions.
by Raghu Nandhan | May 17, 2019 | Blog, Offshore Recruitment
Offshore recruiting services
Ask any business owner, they’ve uttered those words at some stage and fully expect to say them again. Running a business can be a total rollercoaster, and one of the hardest decisions a business owner needs to make is when and how to add to their team.
It won’t come as a shock to hear that the first sign you’re ready to outsource something from your to-do list is when you are ALWAYS busy. This is the perfect time to introduce a personal assistant or business manager. This type of work is perfectly suited for offshore recruiting in the form of a virtual assistant (VA).
Not doing the stuff you enjoy doing for offshore recruiting
There are times when all business owners find themselves wearing more hats than they should be. They know that they need help managing their business but don’t know where to start with finding help.
When someone starts a business, they don’t realize that they’ll need to do more than providing the core business function that they think they’re great at. They’ll also need to be the marketing, sales, finance and HR departments.
When you’re wearing too many hats, it’s easy to get disenchanted and feel like your business is more labor than love.
Costs getting out of control
Spiraling costs leading to a lack of profitability is the most common reason that businesses fail.
Employees can account for 70-80% of a business’s fixed costs. So, for a business in a financial crisis, downsizing their number of local employees can offer relief. But that’s not how Magnetic Alliance like to approach this subject because it’s better to address cost problems before they get out of control.
Bookkeeping, payroll, and data management are services every business requires that can be easily outsourced. Business owners often keep these functions in-house or, worse, do them after hours at the last minute. Because they’re procedural in nature and repeated typically they’re easy functions to outsource, especially if it’s not a full-time job.
You don’t know where your next client is coming from
It’s no secret that if you don’t market your business, you’ll find it hard to attract new customers. There are many options available to business owners in terms of how they market their business. Consequently, many business owners fall into the traps of inconsistency, ad hoc, and DIY.
Understanding how and where you’ll find your next client is critical for predictability and long-term growth.
Your business should have a well-developed marketing strategy that can be implemented with measurable results. You should also have a marketing budget that relates directly to your business income goals. If one or both of these things are missing then it’s time to look for outside help.
Customer satisfaction is starting to suffer
No business wants to experience a decline in customer satisfaction. For a business running at, or over, capacity, customer satisfaction can take a sharp decline if you don’t have great systems in place. Emails slip through the cracks and calls go unanswered.
Delegation and automation can come to the rescue when you find yourself unable to keep up with all the work for offshore recruiting service. Amongst other things, a VA can help you out with inbox management, meaning you only have to personally reply to things that need your attention. A VA can also help out with calendar management and act as a gatekeeper for business-related calls.
Your business is transitioning from local to global and you need to be accessible 24/7
Whether you’re transitioning from local to global or just want to maintain best practice, the reality is we live in a 24/7 world where people expect quick answers.
Whether you’re providing a product or a service, there is little stopping you from making it available worldwide. However, 24/7 communication is critical to your success.
Obviously, you can’t be available in every time zone, but a global support team can be. Staff can be hired to work night shift handling customer service inquiries in different time zones. Offshore recruiting is a perfect solution for companies who are building an international presence.
For more about Recruitment updates follow our Insights for more info Contact Pragna Solutions for your all RPO Recruiting and Offshore Recruiting Solutions.
by Raghu Nandhan | May 14, 2019 | Blog, Industry Trends
Navigating the Complexities of Modern Hiring Teams
Recruiting today is more complex than ever. One of the fundamental principles of Hiring Teams is that it’s a two-way decision. The candidate selects the company as much as the company selects the jobseeker. This process requires careful consideration from both sides.
The Importance of Employee Referrals and Technology
Candidates are thorough in their research, seeking information and recommendations from friends and colleagues. Consequently, employee referrals remain the most common source of hires. Additionally, technology plays a significant role. Websites like Glassdoor, Indeed, and various social media platforms are popular for candidates researching company reputations.
Embracing Collaborative Hiring Teams
Given that jobseekers use multiple sources to evaluate companies, organizations should adopt a similar approach. Collaborative hiring involves multiple people in the hiring process, beyond just HR and the hiring manager. This team includes individuals from various departments with whom the candidate would frequently interact.
5 Reasons to Consider Using Hiring Teams in Recruiting
1. Diverse Viewpoints Enhance Decision-Making
Collaborative hiring brings diverse and wide-ranging perspectives on the new role. This approach assesses how potential candidates measure up to expectations and identifies potential future challenges. It drastically reduces the chance of bad hires and ensures new hires fit well with the team culture. Moreover, it highlights the value a quality new hire adds to the team.
2. Realistic Job Previews for Candidates
Recruiters and hiring managers may unintentionally sugarcoat job details or leave out information. They often do not perform the job they’re Hiring Teams for, which can lead to different impressions of the work. Including other team members in the process allows candidates to get an accurate “inside scoop” about the job.
3. Increased Buy-In for Candidate Success
Involving more people in the hiring process increases buy-in for the candidate’s success. Sometimes, companies hire individuals that colleagues do not support. Peers might say, “If we had interviewed Leonard, we could have told the company he wasn’t a good fit.” Allowing co-workers to meet the candidate ensures they support the final hiring decision.
4. Larger Informal Network for New Hires
Every organization has unwritten rules that new hires need to navigate. They may not want to ask their boss or HR about these informal aspects. A network of colleagues can provide “off the record” answers about policies or company culture. Some organizations address this with a new hire buddy program, which can be integrated into the interview process.
5. Enhanced Employee Engagement
The last thing a company wants is to hire an employee who leaves after six months. Positive, trusting working relationships are crucial for employee engagement, productivity, and retention. Collaborative hiring allows candidates to start building these relationships with co-workers from day one.
Conclusion
Collaborative Hiring Teams is a strategic approach that benefits both the company and the candidate. It ensures diverse perspectives, provides realistic job previews, increases buy-in, offers a larger informal network, and enhances employee engagement. Adopting this method enables companies to make more informed hiring decisions and fosters a cohesive and supportive work environment.
For more about Recruitment updates follow our Insights for more info Contact Pragna Solutions for your all RPO Recruiting and Offshore Recruiting Solutions.
by Raghu Nandhan | May 7, 2019 | Blog, Company Insights
We spend a lot of time talking regarding the importance of making positive candidate expertise, therefore, folks can come back to figure for our firms. Then we have a tendency to point out making positive employee expertise, therefore people are engaged and productive. And we discuss the requirement for a positive company culture to retain employees.
All of these things are true. And we must do them all. But let’s be real, no matter what we do, every day will not be sunshine and roses. Sometimes organizations have tough days. They experience setbacks.
But when handled properly, its culture that can help companies push through the very events that threaten it. When neglected, though, the damage can be irreparable. Here are a few tips for maintaining culture when things go wrong
KEEP CUSTOMERS HAPPY
Preserving your corporate culture might seem like an internal affair, but you should never forget that the reason your business exists in the first place is to serve its customers. That fact can become a powerful rallying point for those within your organization during difficult periods.
As your employees: How can we continue to serve our customers despite what’s happened? Renewing your team’s sense of its mission under fire can have a ripple effect on the company culture. High customer retention is a sign that your employees are working together despite setbacks, which can be enormously affirming. Customer attrition, on the other hand, might cause team members to question themselves and one another.
PROVIDE TRANSPARENCY
When it hits the fan, keeping quiet is one of the worst things leaders can do. It causes a rift between teams and their managers, and the effect on culture can be strangling. Don’t stay tight-lipped about what’s going on. Inform your employees of anything they may need to know in order to keep doing their jobs well and to prepare for any further shakeups to come.
Of course, if the information is confidential for any reason, it ought to stay that way. If that’s the case, it’s worth pointing out explicitly that that’s the reason you can’t share certain details. Maintaining transparency tells the team that management understands their responsibility in the matter and that they trust their staff enough to handle uncomfortable information. That trust is an indispensable tool for keeping culture on track in any situation, particularly when things go wrong.
COMMUNICATE, COMMUNICATE, COMMUNICATE
Transparency is all about communication, but you need to go further in times of strife. Don’t just keep the C-suite door open, so to speak–increase both the amount and kind of internal messaging according to the scope of the difficulties you’re facing. Things naturally get tense when the company turns in an unexpected direction, which has a terrible effect on communication.
TALK ONE-ON-ONE
If you have the resources, it might be worth having senior leaders hold one-on-one conversations with team members. Communication isn’t just a one-directional thing in times of crisis. You also need to listen. Let your employees speak freely and comfortably about the issues facing the company. That tells each person on an individual level that their input means something. It can even yield potential solutions to the problems at hand.
Most important, though, one-on-one conversations during tough times helps bring your employees together, showing them that the organization substantively values their opinion, rather than just paying lip service. These chats don’t need to be solemn meetings, either. Simply catching up for a few minutes can work wonders for company cultures that are going through tough times.
One great example of a positive company culture comes from Pragna. This fast-growing company believes that the most significant ingredient to success is positive company culture. Pragna promotes a positive corporate culture by offering special perks that help boost positivity and morale throughout the company.
For more about Recruitment updates follow our Insights for more info Contact Pragna Solutions for your all RPO Recruiting and Offshore Recruiting Solutions.
by Raghu Nandhan | May 3, 2019 | Blog, Employee Engagement
Turn Around Underperforming Employees
Think of your office as a rowing crew. As the workplace coxswain or person in command, it’s your responsibility to spot underperforming staff on your boat and facilitate them out of their slump. After all, it takes multiple oars to reach the finish line. When any member fails to drag his or her weight, it drags down the complete team’s performance.
If you’re in a management position for long enough, at some point, you’re probably to encounter an employee whose Performance isn’t up to the mark. While you may be tempted to ignore the problem and hope it goes away, it is more likely that the problem will only get worse. An underperforming worker will have a negative upshot effect on the rest of the alternative staff because other employees are forced to choose up the slack. This can cause everything from feelings of resentment to burnout to high turnover.
The next time you’re feeling your team going adrift due to an underperforming employee, try these five steps to turn things around and boost productivity.
Address the problem immediately
Approach an underperforming worker immediately, therefore, you’ll discuss the poor performance and set a corrective course ASAP. But you need to be tactful. You don’t wish to launch right into a listing of things the executive skilled is doing wrong. Otherwise, your worker can become defensive quickly away and tune you out. When it involves this first spoken conversation, the additional constructive your criticism is, the better.
Explain that you simply have determined a decline in work quality and raise if there’s one thing happening. Listen for cues about interpersonal conflicts that might be hindering the worker. Perhaps he or she feels further training is needed to perform well in the role. Or there may be issues outside of work. Make sure you reiterate, and that the person grasps, the full scope of their responsibilities and expectations for the position.
Timing Is Everything
Try not to reprimand an employee in the heat of the moment, when you’re more likely to say something you’ll later regret. Once you’ve given yourself time to cool down off, schedule a one-on-one meeting with the employee. Be ready to have a two-way conversation that allows your employee to explain his or her side of the situation.
Be specific
Instead of simply speaking in broad terms, be as specific regarding the performance issue as you can; be ready with notes or documentation specifically wherever the performance drawback lies. If the problem is targets connected, have your figures prepared. If the employee in compliant with company policy, have the policy available.
The discussion ought to leave completely no area for mistake. You should be causation a transparent message and explaining your expectations during a method that’s simply understood.
Let them know you’re on their side
Discussing employees’ underperformance could be necessary to opening move to firing them. They know these as well as you do. So after you sit somebody right down to tell them there’s a drawback with however they’re doing their job, that person might don’t have any plans whether you genuinely wish to help or are simply gathering ammunition.
Make your smart intentions as clear as you’ll with phrases like “We can get through this,” or “We can notice the way to beat this.
Encourage a sense of ownership
Many staff members aren’t simply “earning a paycheck” and don’t have any real excitement regarding the corporate, its vision, or its opportunities— or do they see themselves as an integral part of the enterprise.
Performance reviews, training, and mentoring can help an employee see that their job is important and that their contribution is valued—helping to build a “sense of ownership”—but there also needs to be a cooperative, “we’re tried together” philosophy that’s perceivable throughout the corporate, starting at the top.
With underperforming employees, the spark to motivate positive change is often simply an attitude adjustment, so work hard to get them to see that their success and the company’s success are intertwined. Do this with respect and with a real plea for them to require “ownership” of their role within the company, and you’ll be afraid at the performance turnaround.
Conclusion
A good leader knows when to pause and change the gear for better functionality. So next time when you come across an underperforming employee, spend some time to find the root cause of their underperformance and implement the above-discussed suggestions to boost up their morale and productivity.
For more about Recruitment updates follow our Insights for more info Contact Pragna Solutions for your all RPO Recruiting and Offshore Recruiting Solutions.
by Raghu Nandhan | Apr 29, 2019 | Blog, Employee Engagement
Resume Writing Tips for Job Seekers
When you haven’t updated your resume in a while, it can be difficult to understand where to begin. What experiences and accomplishments must you include for the job roles you’ve got your eye on? What new resume rules and trends must be following? And seriously, one page or two? Let’s find Top 7 Resume Writing Tips to Job Seekers.
Employers use resumes throughout the hiring method to learn more about applicants and whether they may well be a good fit. Your resume ought to be simple to read, summarize your accomplishments and skills, and highlight relevant expertise.
Well, search no more: We’ve compiled all the resume recommendations you wish into one place. Read on for tips and tricks that’ll confirm you craft a winning resume—and assist you land employment.
Top 7 Resume Writing Tips:
1. Look for keywords in the job postings
The best place to start when getting to put in writing a resume is to rigorously read the job postings that interest you. As you apply for various jobs, you should study each job description for keywords that show what the employer is trying to find in a perfect candidate. Include those keywords in your resume where relevant.
For example, if you’re applying for a job as a Medical Billing Coder, an employer might list keywords such as “coding”, “claims submission,” “compliance,” or “AR management” in the job description. Pay specific attention to something listed within the sections tagged “Requirements” or “Qualifications.” If you have the skills that employers are looking for, you can add these same terms to your resume in the expertise or skills sections.
2. Put the Best Stuff “Above the Fold”
In promoting speak, “above the fold” refers to what you see on the front half of a rolled newspaper (or, within the digital age, before you scroll down on a website), however basically, it’s your 1st impression of a document. In resume-speak, it suggests that you must confirm your best experiences are visible on the highest third of your resume. This top section is what the hiring manager is going to see first—and what will serve as a hook for someone to keep on reading. So target on putting your best, most relevant experiences fir.
3. Choose a Basic Font
When formatting your resume, use a basic font that is simple to read, both for hiring managers and for applicant management systems. Google also favors the simple over the complex. Many fonts build your resume clear and simple to read whereas holding your individual style.
4. Include Contact Information, With a Caveat
Include all your contact information so that employers can easily get in touch with you. Give your full name, street address, city, state, zip code, phone number, and email address. If you’ve got a LinkedIn profile or skilled website, include those links as additional. Under some circumstances, you might want not want to include your entire mailing address, but it is generally a good practice to do so.
5. Move your education under work experience.
Unless you’re a recent college graduate, move your education towards the bottom of the resume. Why? Employers typically care additional concerning about work expertise, connected technical skills and evidenced success/results over education. And yes, that means if you went to an Ivy League school, you should put that in the same place as the professional who went the two-year degree or four-year public school route.
6. Keep it fresh.
Document your career successes and achievements over time. The Recruiter.com article expressed, “Every few months, you should take a second to tweak and update your resume. It’s good to keep it current, even if you don’t actively job searching—you never know when you’ll need it for a promotion or volunteer opportunity.”
7. Back up your qualities and strengths
Instead of making a long (and boring) list with all of your qualities (e.g., disciplined, creative, problem solver) tries to attach them with world and work experiences. In different words, you would like to back these qualities and strengths up, else it’ll seem that you’re just attempting to inflate things.
For more about Recruitment updates follow our Insights for more info Contact Pragna Solutions for your all RPO Recruiting and Offshore Recruiting Solutions.
