by Raghu Nandhan | Jan 21, 2019 | Blog, Industry Trends
The startup journey is exhilarating, but fraught with challenges. In the fiercely competitive Staffing Startup Growth in industry, maintaining steady growth is paramount to success. Here, we’ll explore common pitfalls that can stall your progress and offer actionable strategies to keep your staffing agency thriving.
1. Prioritize Customer Needs: Your Formula for Success
In the Staffing Startup Growth world, your customers are twofold: talented candidates and businesses seeking top talent. Overlooking either group is a recipe for disaster. While profitability is crucial, prioritize strategies that deliver value to both parties.
- Exceptional Candidate Experience: Build a reputation as a champion for qualified candidates. Streamline your application process, provide clear communication, and offer valuable career resources. Positive candidate experiences translate into a steady stream of top talent and positive online reviews, a major trust factor for businesses.
- Unwavering Client Focus: Understand the unique needs of each client company. Conduct in-depth consultations to pinpoint their ideal candidate profile, company culture, and long-term hiring goals. Deliver high-quality placements that ensure a strong fit, fostering long-term client relationships.
2. Embrace Data-Driven Recruitment
Metrics are the lifeblood of any successful business. In Staffing Startup Growth, key data points provide invaluable insights to optimize your operations:
- Website Traffic & Conversion Rates: Track website visitors and measure how many convert into qualified applicants. Analyze which sources drive the most traffic and focus your marketing efforts accordingly. A/B test landing pages and application forms to identify the most user-friendly formats.
- Job Board Performance: Monitor the effectiveness of different job boards. Analyze which platforms generate the most qualified applicants and the best return on investment (ROI) for your client budgets.
- Candidate Funnel Analysis: Track candidate progress through the application process. Identify bottlenecks that cause drop-off and streamline your process to improve efficiency.
- Client Satisfaction Surveys: Regularly solicit feedback from clients regarding their satisfaction with the quality of placements and your overall communication. Analyze the data to identify areas for improvement and demonstrate your commitment to client success.
3. Leverage Technology to Streamline Operations
The Staffing Startup Growth in industry is rapidly evolving. Staying ahead of the curve requires embracing innovative technologies:
- Applicant Tracking Systems (ATS): An ATS simplifies your recruitment process by automating tasks like resume screening, interview scheduling, and candidate communication.
- Artificial Intelligence (AI): AI-powered tools can automate resume parsing, identify top talent based on skills and experience, and personalize the candidate journey.
- Video Interviewing: Offer remote video interviewing options to attract a wider talent pool and enhance candidate convenience.
- Social Media Recruiting: Actively engage with potential candidates on relevant social media platforms. Build relationships, showcase your company culture, and identify passive candidates who may be a perfect fit for your client’s needs.
4. Become a Competitive Intelligence Expert
Never operate in a vacuum. Stay informed about your competitors’ activities:
- Market Research: Conduct regular competitor analyzes to understand their service offerings, pricing strategies, and marketing tactics. Identify areas where you can differentiate your agency and deliver superior value.
- Industry Benchmarks: Track industry trends and best practices. Utilize recruitment industry reports and publications to stay abreast of emerging technologies and talent acquisition strategies.
- Monitor Online Presence: Analyze your competitors’ websites, social media profiles, and online reviews to identify their strengths and weaknesses. Learn from their successes and adapt their winning strategies (while adhering to ethical practices) for your own business.
5. Embrace the Power of Online Reputation Management
In today’s digital age, online reviews are a critical trust factor for potential clients and candidates alike. Here’s how to leverage online reputation management:
- Actively Solicit Reviews: Encourage satisfied clients and placed candidates to leave positive reviews on your Google My Business listing, industry-specific platforms, and social media pages. Respond promptly and professionally to all reviews, both positive and negative.
- Address Negative Reviews: Don’t shy away from negative reviews. Take them as an opportunity to demonstrate your commitment to customer service. Acknowledge the feedback, apologize for any shortcomings, and outline the steps you are taking to address the issue.
- Showcase Success Stories: Publish success stories on your website and social media platforms. Highlight positive client experiences and testimonials from happy candidates you’ve placed.
6. Offer Diverse Payment Options
Today’s clients expect flexibility in payment options. Cater to their preferences by offering a variety of secure payment methods:
- Secure Payment Gateways: Partner with reputable payment processors to ensure secure and reliable transactions.
- Electronic Funds Transfer (EFT): Offer the option of EFT for clients who prefer this method.
- Subscription-Based Services: Consider offering subscription-based service packages for clients with high-volume hiring needs.
7. Invest in Your Team’s Growth
Your team is your most valuable asset. Investing in their professional development is an investment in your company’s future:
- Ongoing Training: Provide your recruiters with ongoing training on the latest industry trends, recruitment methodologies, and technological advancements.
- Mentorship Programs: Establish mentorship programs where experienced recruiters can guide and support newer team members.
- Performance Incentives: Implement performance-based incentives to motivate your team and reward top performers.
- Positive Work Culture: Foster a positive and collaborative work environment where your team feels valued, respected, and empowered to succeed.
8. Content Marketing: A Powerful Tool for Lead Generation
Content marketing is a strategic approach to attracting potential clients and candidates through valuable, informative content.
- Industry Blog: Establish yourself as a thought leader by publishing informative blog posts on industry trends, hiring best practices, and career advice for jobseekers.
- Targeted Social Media Content: Share engaging content on social media platforms like LinkedIn and Twitter. This could include industry insights, employee spotlights, and job postings.
- Case Studies and White Papers: Develop case studies that showcase your success stories and white papers that address common challenges faced by businesses in hiring top talent.
9. Network Like a Pro
Building strong industry relationships is crucial for long-term success. Actively participate in industry events, conferences, and online communities.
- Professional Associations: Join relevant professional associations to connect with industry peers and potential clients.
- Networking Events: Attend industry networking events to build relationships with potential clients, candidates, and referral partners.
- Strategic Partnerships: Explore strategic partnerships with complementary businesses that can expand your reach and generate referrals.
10. Embrace Continuous Improvement
The staffing and recruitment industry is dynamic. Staying ahead of the curve requires a culture of continuous improvement.
- Regular Team Meetings: Hold regular team meetings to discuss challenges, brainstorm solutions, and share best practices.
- Client Feedback Sessions: Schedule regular feedback sessions with clients to understand their evolving needs and satisfaction levels.
- Track Industry Trends: Stay up-to-date on industry trends by attending webinars, reading industry publications, and participating in online forums.
Conclusion
By implementing these strategies and fostering a culture of innovation and continuous improvement, your staffing, and recruitment startup can navigate the competitive landscape and achieve sustained growth. Remember, success in this industry hinges on delivering exceptional value to both talented candidates and the businesses seeking their expertise.
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 | Dec 11, 2018 | Blog, Offshore Recruitment
In-House vs Outsource:
In the exhilarating world of business growth, scaling your team is a pivotal moment. It signifies progress, potential, and the thrilling ascent towards conquering your niche. But with this exciting challenge comes a critical decision: build your in-house team or strategically outsource specific tasks, including specialized RPO (Recruitment Process Outsourcing)? This blog dives deep into this question, providing you with the data, insights, and strategic considerations to unlock the secret to successful scaling in the staffing industry.
The Relentless Rise of Remote Work: Stats Don’t Lie
The remote work revolution is undeniable. A staggering 87% of global businesses have adopted some form of remote work since the pandemic [Source: Flex Jobs], and this trend shows no signs of slowing. This presents a unique opportunity for staffing agencies – a chance to leverage a global talent pool that transcends geographical boundaries. But how can you best tap into this resource for your recruitment needs? Here’s where the in-house vs. outsource debate, particularly with RPO Recruiting providers, comes into play.
Building Your Internal Dream Team: Cultivating Expertise
There’s an undeniable allure to having a team that bleeds your company colors. In-house hires allow you to meticulously curate a team that aligns perfectly with your company culture and possesses the specific skill sets you require for long-term success. This fosters a sense of camaraderie, knowledge-sharing, and a deep understanding of your unique processes.
Here’s where data shines a light: A study by Gallup revealed that highly engaged teams experience 21% greater profitability [Source: Gallup]. Investing in cultivating a strong internal team, including expert recruiters, can lead to significant returns in the long run.
The Allure of Outsourcing: Cost-Effectiveness and Specialized Skills
However, building an A-team takes time, resources, and a strategic recruitment process. This is where outsourcing emerges as a compelling option. 60% of companies worldwide outsource at least some of their work [Source: Clutch], and for good reason. Outsourcing allows you to:
- Access specialized skills: Need a whiz-kid SEO expert, a data analysis guru, or perhaps a recruiter specializing in a hard-to-fill niche? RPO partners and the global talent pool they access open doors to a wider range of expertise compared to a local recruitment drive.
- Cost-effectiveness: Outsourcing often translates to significant cost savings, especially when dealing with tasks with variable workloads. You eliminate the burden of employee benefits, infrastructure costs, and the overhead associated with maintaining a large in-house recruitment team.
- Scalability: Need extra muscle on a high-volume recruitment project? Outsourcing and RPO partnerships provide the flexibility to scale your team up or down seamlessly based on project requirements.
Unveiling the “When” Behind the “How”: A Strategic Framework
So, when exactly should you consider outsourcing versus building your in-house team? Here’s a framework to guide your decision:
- Core vs. Non-Core Functions: Focus on building an in-house team for activities that define your competitive edge (like client relationships) and require deep understanding of your company culture. Outsource repetitive, non-core tasks like resume pre-screening, social media management, or initial candidate outreach to RPO specialists.
- Project-Based Needs: For temporary projects with specific skill sets, or even seasonal hiring surges, outsourcing to an RPO firm is a strategic move. Building a permanent team for a short-term need is an unnecessary expense.
- Time Constraints: Facing a tight deadline to fill critical roles? Outsourcing to an RPO partner can help bridge the gap and inject the necessary expertise to meet your timeline.
The Art of the Perfect Blend: Leveraging In-house vs Outsource Teams
The reality is, the answer isn’t always black and white. Many businesses achieve optimal scaling by adopting a hybrid approach. This involves building a strong internal core team for strategic functions (including a dedicated in-house recruiter for core roles) while strategically outsourcing specific tasks, projects, or even entire recruitment campaigns to specialized RPO firms.
Building a Winning Partnership: Mastering the Art of Outsourcing
If you decide to use outsourcing or RPO for recruitment, remember, it’s about building a successful partnership. Conduct thorough research, clearly define project requirements, and establish open communication channels. Regularly evaluate your outsourced vendors to ensure alignment with your goals.
The Final Word: Knowledge is Power
By understanding the strengths and limitations of both in-house hiring and outsourcing for your recruitment needs, you can make informed decisions that propel your staffing agency towards sustainable growth. Remember, the “secret” to successful scaling isn’t a one-size-fits-all solution. It’s about strategically leveraging your resources, building strong teams (both internal and external), and cultivating a culture of continuous learning and adaptation.
Conclusion: Scaling is a Dynamic Dance
The decision to outsource or hire in-house isn’t a static choice. It’s a dynamic process that needs to evolve and adapt as your business grows. Regularly reevaluate your current strategy, analyze your resource needs, and be willing to experiment as you scale. The key is to prioritize flexibility while maintaining a clear vision for your business’s long-term goals.
A Word from Pragna Solutions
At Pragna Solutions, we deeply understand the intricacies of scaling within the staffing industry. We’ve walked this path ourselves, experimenting, learning, and building the capabilities to help our staffing partners succeed. Whether your need is finding that perfect in-house candidate with our tailored recruitment services or tapping into our specialized outsourcing solutions to meet project-based needs, including RPO Trends, partnerships, we’re here to collaborate with you in this exciting scaling journey.
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 | Nov 14, 2018 | Blog, Industry Trends, Talent Acquisition
Who Fits In A Start-Up
A start-up is a company working to solve a problem where the solution is not obvious and success is not guaranteed. There’s something incredibly adventurous to work in start-up companies. Maybe it’s the lack of bureaucracy and office politics, or the freedom to create ideas and make decisions. Either way, many job candidates are attracted to the start-up environment. But this doesn’t mean that start-up companies are right for everyone. Who fits in a start-up or MNC’s lets see.
Are you considering a jump into the start-up industry, then there is a series of questions you must answer to yourself to find out “Actually Who fits in a Start-up?”
1. How Can You Solve the Company’s Problems?
Start-ups have too much work to do and not enough people. So if you are capable of solving the specific problems a company faces and get results, many other concerns go the side way. The main one left is cost, and your interest in the job shouldn’t be about money, but rather fulfilling specific personal goals or mere learning.
2. Does your Passion connect to the Company’s Mission?
Convictions and motivation are way more important in a candidate than experience. Wanting to work at a start-up is a terrible motivation for applying. A good motivation is finding a company whose mission resonates with you, whose values align with yours, and whose goals work perfectly with your skill set.
3. Are you a Multitasker?
Since most start-ups financially aren’t able to fill all the positions they need. They expect to do significant savings by combining two or many staff positions into one. That way, the cost of benefits can drop significantly. So if you are capable of wearing multiple hats without taking a toll on your focus and productivity, then you are the right fit.
4. What are your Intrinsic and Extrinsic Motivations?
It’s significant to figure out your motivations before you start working in a start-up. Inevitably, your start-up career will go through extreme challenges, and this understanding will be called upon. Extrinsic motivations could be salary and benefits and intrinsic motivations could be purpose, mission and learning. But it’s significant for you to articulate your motivations and have clarity on what it really means.
5. Do you tend to push the Boundaries?
If you are a person who likes to be in your own comfort zone, then think twice before joining a start-up. Start-up environment seeks candidates who put continuous efforts to achieve a task and tend to experiment new, pushing their boundaries every time.
6. Do you have the Entrepreneurial Spirit?
The best start-up employees think like entrepreneurs and are prepared for the challenges. They have been creating something from nothing attitude. Working at a start-up involves working with different types of personalities, keeping an open mind, always staying true to yourself and speaking up when you have an opinion.
7. Are you Accountable or Do you have a sense of Responsibility?
Successful start-ups have no place for sycophants. You have to show that you are willing and able to not only come up with ideas, but also defend those ideas and implement them. You can adapt and think on your feet.
So analyze yourself before thinking to start your career in a start-up. If you have a “YES” for all the above questions, then you are the right fit. If not, kindly drop the idea and focus on improving your Entrepreneurial skills, which could help you in many other ways.
If you’re looking for top tech talent to power your start-up and strengthen your culture, try Pragna Solutions today.
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 | Oct 25, 2018 | Blog, Industry Trends, Sales and Marketing
We often come across a statement, “The hiring manager doesn’t have to sell the job to candidates. It’s the candidate’s job to sell him- or herself to the hiring manager”.
In the 21st Century, if you go by this statement, then that means your hiring engine is designed to attract people with enough low self-esteem that they don’t need to be sold. They’re desperate. They’ll take anything. You’ve got an open position? Great. I want the job. I don’t need to know anything about your company. Likewise, I just want to get hired!
But if you wish to recruit top candidates, you have to be on top of your game too. Just imagine you are sitting in an interview room with the job description in front of you, and your usual line of questioning. Then a smart, well-presented candidate walks in, and hits you with a question: “What happened to the last person in the role? What’s a typical day in this office?”
Good candidates know that hiring is a two-way process. Particularly in this market, with unemployment rates near historic lows, it’s tougher than ever to win a candidate’s attention and get them to apply to your positions as they have a lot of options. Interviewers have to be prepared to sell the job and the company just as much as candidates have to sell themselves.
Below are the best ways to make your company attractive to exceptional candidates and selling your employment opportunity to them during the interview:
- Social Media Tricks– It is important to post jobs on social media platforms but this doesn’t mean you do it in the most boring way. Instead of uploading a dull and boring list of job description, post a video or photo of someone actually doing the work. When a candidate sees the work being performed, it’s easy for him to imagine himself in the role.
- Make each Job Irresistible– When you post jobs, promote the upsides of your opportunity. Think like a candidate, in addition to earning a competitive wage, what else would attract you towards this job? Few things which are just as important as money:
- Exceptional benefits
- Challenging work
- Opportunities for learning and advancement
- Convenient location
- Flexible work options
- Early or frequent performance / salary reviews
- Mentoring opportunities
- Improve Communication- Take great care of candidates and be proactive at every step of sourcing and recruiting process. Ensure it’s convenient and quick for candidates to submit an inquiry or apply to a job – especially from mobile devices. Keep them informed about timelines and next steps, from the moment they upload a resume or respond to the job posting. If you tend to remove a candidate from consideration, inform them as soon as possible. Being “left hanging” is a chief complaint among jobseekers – and may drive them to post negative reviews on sites like Glassdoor.
- Be Friendly, Organized and Prepared- Hiring Manager is the only link between the company and the candidate, everything they know about the job they know from you, so put on your best smile and sell the job. An excited interviewer will transfer their passion to the candidate. Make sure you have studied the candidate’s resume and cover letter in detail to understand their motivations for putting themselves forward for the role. Try to show that just as they have been researching your company, you have spent as much time researching them, and the companies they have worked for.
- The Position- This makes the most sense but talking just about the job description can be monotonous and boring. If this is a top candidate, he/she already meets the criteria. Instead, make it compelling.
- The Company’s Potential for Growth- Take them through the company’s journey from incubation and share the vision of the company’s potential for achieving growth within the marketplace. Top candidates want to be part of an achiever, so show them how your company already is a winner and will continue to be in the future.
- The Company’s Culture- Every company has its own work culture, and not every candidate fits or feels comfortable working in the same. This point is often overlooked, but doing so can be a serious mistake. The candidate wants to know how they fit into the company’s culture. You must be able to communicate that to them.
- The Position’s Potential for Growth- Top level candidates are always curious to know more, so go beyond the position in its current form and discusses what growth potential the position offers and explain how the position ties into the company’s plans for the future.
- The Candidate’s Potential for Growth- The whole process is about the candidate, they want to know how making the leap to a new company is going to benefit them, especially in regard to the growth and overall well-being of their career. A-level candidates thrive on vision, so share that vision with them.
So pull up your socks and get inspired with the tips discussed above, sell your jobs and get the best candidates on boarded.
Pragna Solutions is always been in fore front of technological development. Helped several clients about our innovative methods of Recruiting using AI and scalable models. Contact us to learn more.
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 | Aug 27, 2018 | Blog, Company Insights, Talent Acquisition
“When building the perfect team, the single most important thing is to bring the right people”
Finding the right people, startups will inevitably reach the point where they need outside help to keep growing. Retaining the talent to help grow the business is a problem.
The initial issue which most startups face is finding the people suitable for the job.
Budgets are usually low for open positions in startups. Where the startup organization pays very well, there is a risk of offering too high salaries to candidates as well. As a result, they either quit sooner or their performance goes down due to stress.
- Lack of Brand Recognition
This is quite obvious because the organization is newly set up and applicants may neither be aware of the upcoming brand. To solve this problem, startups can try to build a larger brand image using free platforms, such as on social media, print media and more.
- Not knowing what you want
Being unclear about any part of the job can lead to a potentially bad hire.
With a clear idea of what you need, it will be easier to see those skills in the candidate.
- Having an unclear hiring policy
One of the most critical mistakes a company can make is failing to define its hiring policies before beginning an employee search. An unclear policy can confuse the hiring managers and candidates at best.
Starting it out as a small company, most often they have a lot to compete against; big branded companies, startups, other small businesses.
The less number of resources available at hand can prevent better hiring.
The true art of recruiting is combining knowledge of the company’s unique culture so that both parties succeed and grow together.
- Challenge of Finding qualified candidates
Finding qualified candidates as dozens of applications from unqualified candidates waste a lot of time.
- Not Conducting Market Research
Most startup recruiters fail to focus on the huge talent pool of passive candidates and lose out in the process.
Candidates always look for the reputation of the company in the business. Reputation is earned with years of quality services. It’s not something to achieve overnight.
Marketing battle matters a lot in successful startup business. It’s hard for a new firm to access a specialized recruiter for marketing specialists for advertising.
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 | Jul 27, 2018 | Blog, Employee Engagement
Employee commitment depends on trust, uprightness, two-way duty and correspondence between an association and its individuals. It is an approach that builds the odds of business achievement, adding to hierarchical and singular execution, profitability and prosperity. It can be estimated. Furthermore, it shifts from poor to incredible. It can be sustained and significantly expanded; it can be lost and discarded. Design is the establishment of commitment – it’s the crucial component that makes a connected with association conceivable, and the initial step to making a drew in culture.
Worker Relations offers counsel, help and determination methodologies for work environment issues. Representative Relations aids correspondences amongst workers and managers, remedial activity and arranging, disciplinary activities, and clarification and elucidation of University approaches and strategies.
WHY Employee Engagement Relations IS REQUIRED?
- Employee Engagement Can Help Your Cause Marketing: – Employees who are engaged at work will be more than willing to help out when the company they work for pursues a noble cause.
- Better engagement means better productivity:- When employees are engaged at work, they feel a connection with the company. They believe that the work they’re doing is important and therefore work harder.
- Engaged employees are less likely to quit:- If employees feel needed and wanted when they go into work each day, the connections they form with the company and their other coworkers are not easily eroded. By cultivating and maintaining these relationships, you reduce the risk that your employees will quit.
- Engaged employees are positive:- Workers who feel disconnected and disengaged are more likely to have negative things to say about your company. If a disengaged employee leaves or is fired, they are able to vent their frustrations on any number of social forums and sites.
- Employees feel satisfied when they’re engaged:- Employee Engagement Relations isn’t just beneficial for your company, however. Employees who are engaged at work feel satisfied with their careers and are generally happier individuals than employees who aren’t engaged.
- Engaged employees are better communicators:- Employees who care about their jobs are more effective communicators with their coworkers, leaders, and customers alike. Disengaged workers may mindlessly go through their day without remembering any of the conversations that they had.
- Engaged employees are more creative:- By creating an atmosphere of employee engagement, you can not only boost productivity and profits, but you can also help your employees reach their full potential and look forward to coming to work each day. Your workers will feel more satisfied and content with their careers, and your company will benefit from higher productivity and profits.
- Employee engagement strategies:- Have been proven to reduce staff turnover, improve productivity and efficiency, retain customers at a higher rate, and make more profits. Most importantly, engaged employees are happier, both at work and in their lives.
Pragna model of Employee Engagement Relations
Pragna Solutions, an American owned and managed Recruitment Process Outsourcing (RPO) company
- We connect our staff to an Engaged Purpose that is written for them. An Engaged Purpose is a written statement that clearly communicates to your team what your company does, who for, and why.
- Many purposes, missions or vision statements are written for everyone but the employees – they’re written for the customers, or the shareholders.
- Measure engagement regularly. Too often, we as a company send out an employee engagement survey report once a year, which means their employee feedback is likely to only capture the mood of the moment.
- Show that engagement is a permanent focus, not just a passing trend.
- Owners and leaders are clear and intentional about commitment to improving engagement and supporting the well-being of our employees.
- If our employees believe the new engagement program is just the fad of the moment, we run the risk of disengaging them further.
- Listen to our team on their terms. Provide them with a safe environment and mechanism that enables them to provide insights and feedback confidentially and anonymously.
- Take action on quick wins. Once our team has given us feedback, we use that Employee Engagement Relations survey report to identify some simple actions we can take to show that participation does.
WHY EMPLOYEE RELATION IS REQUIRED?
- Work becomes easy if it is shared amongst all:- A healthy relation with your fellow workers would ease the work load on you and in turn increases your productivity. One cannot do everything on his own. Responsibilities must be divided amongst team members to accomplish the assigned tasks within the stipulated time frame.
- Work becomes easy if it is shared amongst all:- A healthy relation with your fellow workers would ease the work load on you and in turn increases your productivity. One cannot do everything on his own. Responsibilities must be divided amongst team members to accomplish the assigned tasks within the stipulated time frame.
- An individual feels motivated in the company of others whom he can trust and fall back on whenever needed:-. One feels secure and confident and thus delivers his best. It is okay if you share your secrets with your colleagues, but you should know where to draw the line. A sense of trust is important.
- Healthy employee relations also discourage conflicts and fights amongst individuals:- People tend to adjust more and stop finding faults in each other. Individuals don’t waste their time in meaningless conflicts and disputes, rather concentrate on their work and strive hard to perform better.
- A healthy employee relation reduces the problem of absenteeism at the work place:- Individuals are more serious towards their work and feel like coming to office daily. They do not take frequent leaves and start enjoying their work. Employees stop complaining against each other and give their best.
- It is wise to share a warm relation with your fellow workers, because you never know when you need them:- You may need them any time. They would come to your help only when you are nice to them. You might need to leaves for some personal reasons; you must have a trusted colleague who can handle the work on your behalf. Moreover, healthy employee relations also spread positivity around.
What are the Ways of Improving Employee Relations?
- Employee has expectation of fair and just treatment by the management. Thus, management must treat all employees as individuals and must treat them fairly. Employee favoritism should be avoided.
- Do not make the employees’ job monotonous. Keep it interesting. Make it more challenging. This can be done by assigning employees greater responsibilities or indulging them in training programs.
- Maintain a continuous interaction with the employees. Keep them updated about company’s policies, procedures and decisions. Keep the employees well-informed. Informed employees will make sound decisions and will remain motivated and productive. Also, they will feel as a member of organizational family in this manner.
- Employees must be rewarded and appreciated for a well-done job or for achieving/over-meeting their targets. This will boost them and they will work together as a team.
- Encourage employee feedback. This feedback will make the employers aware of the concerns of employees, and their views about “you” as an employer.
- Give the employees competitive salary. They should be fairly paid for their talents, skills and competencies.
- Be friendly, but not over-friendly with the employees. Build a good rapport with the employee. The employee should feel comfortable with the manager/supervisor rather than feeling scared.
