#employeebehavior

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10 Types of Employees and How to Motivate them! – Exela HR Solutions

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

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

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

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

However, here is a generic classification of the types of employees you may encounter and the ways to ensure both of you achieve success together:

1.      The Fun Ones

2.      The Thirsty

3.      The Buddy

4.      The Star

5.      The Boss

6.      The Expert

7.      The Creator

8.      The Solo

9.      The Prim-and-Proper

10.  The Stability Seeker

 Source link to read details on employee types - https://ehrs.exelatech.com/blog/10-types-employees-and-how-motivate-them

 And to get in touch with our experts https://ehrs.exelatech.com/contact-us

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Darkness cannot drive out darkness; only light does. Likewise, experienced HR service providers attest that negative attitudes cannot yield positive outcomes! Besides, behavior is contagious, be it positive or negative. The tentacles of negative attitude can grow and infect an entire team with negativity oozing into the whole office, jeopardizing your workforce's productivity if not halted in time. But what constitutes a bad attitude? Gossiping, stealing credit, misusing privileges, inappropriate behavior, being perpetually late, not following the prescribed dress code, inability to accept responsibility, correction, or suggestions, insubordination, not maintaining decorum, recklessness with company property and facilities, inappropriate communication, selfish approach towards team tasks – these are all examples of negative employee attitude of varying degrees. It may seem absurd, but even some seemingly insignificant toxic acts can build tension between team members destroying their morale, leading to high attrition and loss of good talent, thereby incurring considerable losses. HR service personnel cannot afford to ignore such leaks. That's why we shall address how to bring in that ray of light that can reinforce productivity when faced with such situations. Here are some excellent HR solutions that can turn things around: 1. Define your Work Culture They say prevention is better than cure, and with good reason! So, begin by chalking out excellent HR policies and hiring right. Your HR service provider must employ personnel that will contribute not only by their talent but also to the personality of the workplace. Some people have a charisma that brightens a room as they enter. Their perspective, approach, and interpersonal skills create a conducive vibe for teamwork, creativity, and productivity. Ensure your HR service team looks for that spark early on while recruiting candidates. 2. Set an Example Your HR service team may have hired the best talent with the most suitable aptitude and soft skills that can genuinely elevate your work environment. But, business acumen demands constant evaluation and subsequent strategizing. So, one must take a peek within and introspect with an unbiased approach every now and then. As a leader, you and your managing team must lay the foundation stone for your company's work culture. Are you setting a good example for your team? Set the tone right and watch the cascading effects. If you consciously reward positive attitudes and performance, your employees will begin to produce outcomes in sync with your standards and expectations. 3. Emphasize on Teamwork A competent manager does not fill in for everybody; instead, they empower the team to achieve targets and succeed. When you detect an attitude problem that hampers your team's productivity, you can begin by addressing it as a universal concept without accusing any particular person. Of course, be vocal about the changes you expect, but perhaps it would be polite to address attitude-related challenges as a team. Initially, use pronouns such as 'we' instead of 'you' that convey your expectations and corrections in a nicer way to the whole group. 4. Assign a Mentor So many variables may interfere with your employees' attitudes and outcomes. Sometimes, a team member may be coping with external stress factors making it tough to switch and adapt to the work environment instantaneously. In such cases, a reliable colleague may be able to help them transition through a difficult phase. Additionally, as per this HR solution, working under close supervision of another staff or leader, preferably one they are comfortable with and trust, allows them to observe, learn, and adapt. Also Read: 5 Ways HR Services Outsourcing helps Small Businesses Save Money 5. Introduce Changes At times, individual employees may be very talented and resourceful, but their team may not be the best fit to draw out or showcase their professional skills. Proficient HR service managers possess the knack to identify appropriate talent to swap positions and assignments accordingly. Perhaps these underperforming teammates may be their productive best in another role or when more suitable teammates are assigned. In fact, their inability to perform well because of unmatched placements may be the root cause of their bad attitude. An HR service personnel or a manager may attempt shuffling them a bit to watch if they are the ones influencing the environment or vice versa. 6. Recommend Corrective Training When entrusting employees to the supervision of a role model proves insufficient, refreshing their minds with company HR policies and attempting to hone their soft skills may be beneficial. Ensure the progress of participating employees is well-documented during the course of their training. It may allow you to comprehend the crux of the situation and steer the employee towards a more productive path. A slight change in routine and environment may also help rejuvenate them, and they may return all pepped up with charming positivity. 7. Re-evaluate The success of any training program depends on the ability of an employee to translate the skills learned therein into implementable actions. After enrolling your staff into corrective training, you must observe their progress upon completion. The attitude and behavioral problems that provoked remedial training must wear off. Don't wait for appraisal time; review their progress and convey to them if there is scope and need for further improvement. Ensure you document their path and progress. 8. Separation This must be considered only as a last resort. Employee separation is warranted only in case of severe acts of misconduct such as gross violation of company policies, acts that threaten the safety of co-workers, office premises, or property. Inappropriate behavior that deliberately disregards the company's ethics are examples of unjustifiable attitudes that cannot be taken lightly. However, ensure your HR service provider has exhausted all other approaches to rectify the problem before arriving at this conclusion. Irrespective of how profound the impact may be, continue to encourage the remainder of your employees while you deal with the specific staff simultaneously. Ensure the team’s morale remains high because motivated employees are far more productive than those who are disinterested. You should aim to contain the negativity as you treat it in a manner that is aligned with your HR policies. With Exela HR Solutions, you can get customized HR service plans to help you acquire, maintain, develop, and motivate your workforce for maximum productivity. Exela is a market leader in BPA (Business Process Automation) and is well-equipped with competent HR service professionals and advanced software to stimulate your entire workforce. A team of dedicated and skilled HR service professionals with decades of experience across several industries can steer your employees to a path that not only motivates them but also encourages the growth and progress of all within the team. Find out more about what Exela HR Solutions can do for your business today. DISCLAIMER: The information on this site is for general information purposes only and is not intended to serve as legal advice. Laws governing the subject matter may change quickly, and Exela cannot guarantee that all the information on this site is current or correct. Should you have specific legal questions about any of the information on this site, you should consult with a licensed attorney in your area. CONTACT US

Optimize employee productivity by handling these hidden HR issues appropriately using these tips by Exela HR Solutions, experts in outsourced HR services!

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Corporations spend millions of dollars on employee engagement programs and enriching development programs in an attempt to increase their productivity yield. However, some tried-and-tested techniques can immensely boost your employees' morale, enhancing their performance and productivity without you having to shell any pennies. There are some things that money can't buy, and if you analyze closely, you'll realize loyalty cannot be influenced by a salary hike or benefits and perks. These can retain your skilled employees for a longer duration and enchant them, but, they have a momentary charm, and the dazzle wears off eventually. If you look at the statistics, employees are more likely to continue if their superiors motivate and appreciate them. Of course, this is based on the premise that they are adequately compensated and that their pay scale is in the range corresponding to market values. Seasoned HR personnel and intelligent leaders know of this one simple hack that is absolutely free of cost – motivational quotes. As simple as this may sound, quotes can be a powerful ally to appreciate, motivate, and evoke positive emotions from your employees. Inspiring quotes can set the tone for the day and create a mindset that can help trigger desired results. Some powerful quotes are as effective as caffeine; they get the adrenaline pumping. It is essential to note that high energy levels can be contagious in a way. And when the entire team is collectively motivated, there's no stopping them from achieving set targets. Employees who stay motivated collectively focus on the outcome. The team's success and achievements are as vital as their own. They build each other, which results in a more secure outcome. So, nobody gets left behind. Individual members prosper along with the team. It's a win-win. So, if you aren’t already using this tool, maybe it's time you seriously consider this strategy. We've compiled a few quotes to inspire and motivate your staff to reach their optimum potential. 1. Believe you can, and you're halfway there.- Theodore Roosevelt 2. Some people want it to happen, some wish it would happen, others make it happen.- Michael Jordan 3. Goodness and hard work are rewarded with respect. – Luther Campbell 4. Either you run the day, or the day runs you. – Jim Rohn 5. All growth depends upon activity. There is no development physically or intellectually without effort, and effort means work.- Calvin Coolidge 6. No great achiever, even those who made it seem easy, ever succeeded without hard work. – Jonathan Sacks 7. No one can whistle a symphony. It takes a whole orchestra to play it.- H.E. Luccock 8. Happiness is the real sense of fulfillment that comes from hard work. –Joseph Barbara 9. Well done, is better than well said – Benjamin Franklin 10. Excellence is not a skill. It is an attitude. – Ralph Martson 11. The secret of getting ahead is getting started. – Mark Twain 12. I'm a great believer in luck, and I find the harder I work, the more I have of it. – Thomas Jefferson 13. The difference between ordinary and extraordinary is that little extra. – Jimmy Johnson 14. We are what we repeatedly do. Excellence then is not an act but a habit. - Aristotle 15. You can’t let your failures define you. You have to let your failures teach you. – Barack Obama 16. Life is about making an impact, not making an income. – Kevin Kruse 17. Tough times never last, but tough people do. – Robert Schuller 18. Talent wins games, but teamwork wins a championship. – Michael Jordan 19. Nothing is impossible; the word itself says, I'm possible! – Audrey Hepburn 20. Don’t wish it were easier. Wish you were better. – Jim Rohn 21. If two men on the same job agree all the time, one is useless. If they disagree all the time, both are useless. – Darryl Zanuck 22. It’s hard to beat a person who never gives up. – Babe Ruth 23. Predicting rain doesn’t count. Building arks does. – Warren Buffet 24. You can’t build a reputation on what you’re going to do. – Henry Ford 25. The only thing that overcomes hard luck is hard work.- Harry Golden 26. Nobody’s a natural. You work hard to get good and then work to get better. It’s hard to stay on top. – Paul Coffey 27. You can’t use up creativity. The more you use, the more you have. – Maya Angelou 28. Intelligence without ambition is a bird without wings. – Salvador Dali 29. Everything you’ve ever wanted is on the other side of fear. – George Addai 30. Do something today that your future self will thank you for – Unknown/Debated 31. If you light a lamp for someone else, it will also brighten your path. – Gautam Buddha 32. There are no secrets to success. It is the result of preparation, hard work, and learning from failure.- Colin Powell Also Read: 10 Types of Employees and How to Motivate them! 33. Talent means nothing, while experience, acquired in humility and hard work, means everything.- Patrick Suskind 34. Opportunity is missed by most people because it is dressed in overalls and looks like work. – Thomas Edison 35. Don't judge each day by the harvest you reap but by the seeds you plant. – Robert Stevenson 36. All our dreams can come true if we dare to pursue them. – Walt Disney 37. Some people dream of success, while others wake up every morning and make them happen. –Wayne Huizenga 38. You were hired because you met expectations. You will be promoted if you can exceed them. – Saji I 39. Hard work without talent is a shame, but talent without hard work is a tragedy. – Robert Hall 40. The expert in anything was once a beginner.- Helen Hayes 41. Goodness and hard work are rewarded with respect.- Luther Campbell 42. Becoming is better than being.- Carol Dweck 43. A clay pot sitting in the sun will always be a clay pot. It has to go through the white heat of the furnace to become porcelain. – Mildred Striven 44. The only way to achieve the impossible is to believe it is possible. – Charles Kingsleigh 45. Luck is a matter of preparation meeting opportunity. – Lucius Seneca 46. Always deliver more than expected. – Larry Page 47. Quality means doing it right when no one is looking. – Henry Ford 48. Be undeniably good. No marketing effort or social media buzzword can be a substitute for that. – Anthony Volodkin 49. Outstanding people have one thing in common, an absolute sense of mission. – Zig Ziglar 50. Fun is the most underutilized tool in business today. – Barbara Corcoran The gains an organization can realize from regularly motivating its employees are tremendous. It would be foolish not to utilize such a powerful tool, especially when it isn’t a cost-to-the-company. Exela HR Solutions provides end-to-end HR solutions and customized plans to help businesses acquire, maintain, and develop their talent. Exela is a market leader in Business Process Automation and is well equipped with apt soft skills that can motivate your entire workforce. Find out more about what Exela HR Solutions can do for your business today. DISCLAIMER: The information on this site is for general information purposes only and is not intended to serve as legal advice. Laws governing the subject matter may change quickly, and Exela cannot guarantee that all the information on this site is current or correct. Should you have specific legal questions about any of the information on this site, you should consult with a licensed attorney in your area. MESSAGE US

Exela HR Solutions is an efficient end-to-end HR service provider that can maintain and improve employee morale through proficient service and years of experience.

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Hiring people is a time-consuming activity. While technology helps, it is still not fun to sift through tens and hundreds of applications every week. General HR wastes valuable time in finalizing the right candidates – like picking up needles from haystacks. This gives them less time to fulfill other responsibilities like planning appraisals, attending to employee grievances, managing payroll, training new recruits, onboarding, etc. This is a significant challenge in most companies worldwide. Especially when there is high demand for an open position and a comparatively low supply of qualified people. In such cases, it is the job of HR to leave no stone unturned. Every detail for every applicant must be logged and considered before deciding to either reject, hold, or accept applicants. How must one solve this inefficiency problem then? The secret is simple. Pre-screening Interview Questions What are pre-screening interview questions? These are simple questions that help you know more about your candidate. Each open position in your company comes with a different objective of recruitment. For example, open positions for customer service reps. Most employers hire and train freshly graduated folks with good communication skills and decent temperaments. These are low-budget roles that may or may not require expertise in a particular field. On the contrary, extremely specific knowledge-based roles like data scientists, software architects, or high-rise heavy crane operators need to be selected with the utmost attention. These roles require candidates to show great expertise and experience in what they do. Your pre-screening interview questions must therefore be crafted on a case-by-case basis and must never be a one-size-fits-all type. This is to ensure the maximum potency of your recruitment marketing strategies. Why Pre-screening Interview Questions? Opportunity cost: When you ask specific questions about the candidate, you get a clear understanding of their thought process. Asking general questions like, “What are your expectations from this role” or “Give an example of your involvement in a team-based activity/project from your previous role” gives you an idea of the candidate’s soft skills and ability to work under different, diverse scenarios. Similarly, asking role-specific questions like “How would you optimize a Google Ads campaign when X happens” or “What is a pixel tag, why is it important” gives you an idea of the candidate’s general level of awareness and expertise in his/her industry. When you carefully design such questions that serve a specific purpose, you essentially build an auto-filtering machine that accurately rejects and accepts candidates based on the parameters set by the manager or HR. For example, 100 candidates apply for 5 open positions in your company. This means, eventually, you will have to reject 95 candidates. If you don’t have a pre-screening strategy, you may have to call up each candidate to get to know them better and decide if you want to let them go further up the chain. This may take a week or even two weeks, depending on the number of people allocated to do this task. You waste valuable time during which your resources could have easily completed other non-recruitment-related tasks that needed their attention. Instead, they might have had to push their other tasks further to accommodate this task in their daily schedule or might have had to work overtime to complete recruitment and non-recruitment tasks on time. Either way, you lose out on holding off other tasks or risk burnout of existing employees. This misuse of opportunity cost can be avoided with a proper pre-screening strategy that is tested and well-placed. Better candidate experience: Candidate experience is one of the most important aspects of recruiting. Better the candidate feels about the entire experience, the better the probability of them completing the full process. One of the biggest problems recruiters face with candidates, especially top talent, is ghosting. Think for a second from the perspective of a talented professional. She/he is in high demand because they have notable experience and a good track record of solving complex problems in their field. This makes them victims of ruthless headhunting recruiters. They often have multiple offers lying in their inbox at any given time. This is where they come from. Now, imagine such a talented person choosing to spend their valuable time interviewing with you and choosing to engage with your style of recruitment. So, if your company does not care about candidate experience, they have zero reasons to continue interviewing with you. They will find the next company that respects their time and is willing to keep things as simple as possible. A pre-screening strategy expedites the entire recruitment process. It filters out the bad apples from the good ones in the first step itself. This makes the rest of the process a cakewalk. Candidates are then more likely to stick to your method of recruiting because they will find it simple, clear, and direct rather than confusing, time-consuming, and indirect. How to Build a Pre-screening Strategy As discussed earlier, your approach to pre-screening interview questions cannot be a one-size-fits-all type of method, mainly because it filters out poorly and is inefficient. A more efficient way to build this strategy is to spend a reasonable amount of time formulating proper, meaningful questions for each role in your company. Start with broad, subjective questions, then hone into more specific and objective questions. This is generally a good strategy because it gives the recruiter a holistic understanding of the candidate and not just a partial understanding of their work and thought process. Read more: 8 Recruiting Hacks That Recruiters Know They Must Use but Don't Examples of Broad and Subjective Questions How do you prefer to be managed? What is an ideal manager for you? Have you ever had a manager that is close to your ideal one? What are some characteristics of a workplace culture that can help you enjoy your work? What kind of career accomplishments can motivate you to thrive further in this job? Have you ever been part of an unmotivated team? What did you do to keep yourself motivated? What inspired you to apply for this job? Are you willing to travel for work? Are you available to work on weekends? For how many hours? In your opinion, what types of challenges are you likely to face in this position? What are you looking for in this job? Can you list three of your strengths? What are your weaknesses? How can you overcome them? Tell me a little about yourself. What was the biggest challenge in your previous role/ you have ever faced (if the candidate has no prior experience)? How do you describe your working style? Length of the Questionnaire Your main objective of building a pre-screening strategy is to grab as much information as quickly as possible. Ideally, a candidate must not be forced to spend more than 15 to 20 minutes on pre-screening interview questions. They might either lose interest and decide not to continue, or may answer dishonestly or inaccurately just to complete the formality of submitting the questionnaire – either not helpful to our cause. This is why it is important to test this strategy first, in a sandbox environment, before releasing it to the general public. Testing tells you what works and what doesn’t. Based on that input, you can tweak it and refine it to make it the perfect auto-filtering machine that takes the majority of the workload off your back. Exela HR Solutions is a world leader in providing expert human resource outsourcing solutions right from recruitment and payroll to C&B, L&D, and HRBP services. Speak with us today to get involved. Sources: google.com | en.wikipedia.org | reddit.com | recruitingblogs.com | ideal.com | indeed.com DISCLAIMER: The information on this site is for general information purposes only and is not intended to serve as legal advice. Laws governing the subject matter may change quickly and Exela cannot guarantee that all the information on this site is current or correct. Should you have specific legal questions about any of the information on this site, you should consult with a licensed attorney in your area. MESSAGE US

Filtering Candidate Applications is a Headache. Make that Headache Go Away. Use this Simple and Highly Effective Tip to Bypass the Filtering Stage.

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HR handles many functions. Some of these are rather complex, while some are merely administrative. Nonetheless, all businesses need an efficient HR system that will neither crumble in a crisis nor be overburdened with monotonous daily operations. While the product or service you provide may be your USP and operations, finances, legal, & technology may be the CNS; HR is still the heart of any company. And, as essential as all other departments may be, the heart pumps life into them all! So, it is essential to have an HR grid that is experienced, adept, and capable of handling all HR tasks with ease, thereby balancing the pathways that breathe life into all other departments. Hence, one cannot afford to have amateur HR staff. Errors in this space can ruin organizational foundations and lead to the collapse of an entire business. However, not all organizations may have the budget to hire and retain the best talent. Especially with small-sized businesses, hiring and maintaining experienced, efficient HR staff to handle the rest of your employees can be a bit of a challenge. Nevertheless, there is a solution. It is pretty straightforward: outsource your HR functions to an appropriate service provider. If you aren't already familiar with this concept, yes, organizations of all sizes, especially the smaller ones, find it immensely convenient and pocket-friendly to outsource HR functions. Because it's not about how much money your company makes; it's about how much you're able to save! Most small businesses cannot afford big budgets. Saving money is crucial. As the economy yo-yos on a delicate string in markets that are so volatile and vulnerable, any expenditure must be justified. Additionally, all expenses must be reviewed periodically to ensure sustainability through these times. The top reason why smaller enterprises must opt to outsource such an essential department or at least certain functions within this department is the cost-effectiveness of such a move. Of course, there are several other benefits, but let us focus on the cost factor for now. Listed below are some of the main ways outsourcing HR services can save your company a lot of money: 1. Salaries: The most obvious CTC (cost to company) is an HR employee's salary. And, despite the size of a company, no matter how small or local, there is usually more than one HR person handling the processes. So that's multiple salaries that need to be paid. These aren't one-time investments. They are monthly or weekly reimbursements that a company must disburse on time. Remember, your HR staffs are the ones processing everyone's salaries. So, if you do not pay your HR on time, everyone else will subsequently have a problem soon. Outsourcing HR services allows you to be untroubled about paying additional salaries. You don't have to pay extra, individual, HR staff. Your investment in HR ends once you've purchased an HR services outsourcing plan or appoint a good HR service vendor. Linked Blog Also Read: The HR in Human Resources 2. Benefits: Apart from salaries, HR team personnel have additional associated benefits and perks. The average benefits package is well over 30% of an employee's compensation. That's still just an average; it could be a whole lot more depending on contracts and functions. All of those increase the expense value of the cost heads in your accounts sheets. By doing away with an in-house HR team and hiring HR outsourcing services, you eliminate the need to pay any additional benefits to non-existing staff. 3. Training: When you hire your own HR staff, you must train them appropriately. Right from their onboarding, induction and mandatory compliance courses to getting them familiar with the company procedures is a time-consuming, highly cost-intensive process. On average, most companies spend an additional 1/4th of the amount spent on acquiring new HR staff to get them oriented. This unnecessary training and the associated costs burden company resources that can be utilized for other productive purposes instead. By opting for HR outsourcing services, company policies and guidelines can be conveyed to expert handlers who are already proficient with the remainder of the essentials. So, you can direct saved funds towards better causes. 4. Penalties: Nobody anticipates a lawsuit. But, if you get entangled in such a web, it can drain all of your company's resources and completely uproot firmly established enterprises too. Moreover, non-compliance with regulations and improperly handled crises can result in penalties and fines that small companies may find challenging to bear. On the other hand, HR services outsourcing absolves companies of many such liabilities as competent HR staff always ensure compliance with state laws and regulatory authorities. Also, by professionally addressing sensitive issues, you can avoid possible incident-induced bankruptcies. 5. Time-related perceived Productivity Loss: It may be challenging to forecast absolute losses based on lost person-hours. However, it is undeniable that when you outsource certain HR functions, your HR staff spends lesser time on administrative duties. Many HR functions fall under the routine procedure category. An outsourced agency or vendor can easily perform these duties. Smaller companies have limited staff and resources, and they must use both optimally. Instead of burdening an in-house team with simple tasks, you can reduce a minimum of 30% of their duties up to a limit you deem comfortable. So, depending on the amount of functions you outsource, your HR staff can get more time for productive work. Engrossing employees in more significant jobs is a huge motivational factor that further enhances productivity among your HR team members. As you can see, there are several cost benefits to outsourcing HR services. The cost involved in engaging a good HR service provider is far lesser than the monetary savings you can accrue. While big enterprises may thrive better with an in-house HR, smaller companies and startups cannot afford to ignore the cost benefits of external HR outsourcing services in this economy. A simple fact that is hard to learn is that the time to save money is when you have some. – James Moore Don't wait until it's late! Make the switch today! Exela HR Solutions offer end-to-end HR outsourcing services. So you can choose to outsource as much of the HR functions as you deem fit. Exela is a NASDAQ-listed market leader in BPA. Serving 60% of the Fortune® 100 companies with decades of expertise, Exela is a trusted name globally. Exela’s HR Solution allow you to focus on your business and scale up while your HR functions are managed on time with precision and consistency. Despite its ubiquitous market presence and experience, regular feedback and a responsive customer service team ensure no loopholes or discrepancies arise between anticipated outcomes and service delivery. Exela understands that every entrepreneur and small business owner has future expansion goals. So, partner with the right team that will help propel your vision through simplified processes in a cost-effective manner! Find out more here DISCLAIMER: The information on this site is for general information purposes only and is not intended to serve as legal advice. Laws governing the subject matter may change quickly, and Exela cannot guarantee that all the information on this site is current or correct. Should you have specific legal questions about any of the information on this site, you should consult with a licensed attorney in your area. 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Essentials of Documenting Employee Performance

Documentation plays an essential role not only in the HR department, however in any industry or department. Documenting every event of your employees like behavior, performance, and discipline is not just a requirement of HR documentation policy. It’s more than that. In a nutshell, we will also discuss the what, why, and how of the subject.

Now start off with the basics.

What is Documentation?

It is defined in a very simple term in many dictionaries and that is what it basically serves no matter in which context or area you are talking. This is the definition of the word according to the Cambridge dictionary – official or legal documents that are needed in order to prove something. I apologize for digressing slightly, now get on with the subject what does the requirement of documentation mean in the realm of the HR Department?

When you hire a person in your organization to work for your organization, you must document everything about the person from the moment he accepts the job. When it comes to promotion, pay raise, and even termination documentation moderates the work of managers and HR staff, the judgment made by focusing on all the aspects of employee behavior, mitigates the risk of judgment based on your prejudices and preconceived notion. Documentation serves you to fairly contemplate any events.

Why having a documentation policy is prominent for organizations?

I can’t stress enough why the policy must be the requirement of your organization. Still, I am mentioning a few points here.

Documentation provides legal and ethical evidence of each and every event which has taken place from the joining date of the employee.

Thus, it provides a factual basis of an event both positive and negative.

When an employee comes to you and brings their dispute to the table with regard to performance, promotion, and pay raise, or anything else, documentation assists you to resolve the disagreement in an appropriate way.

Now comes the foremost point – how to practically document everything and what to take into account and what to avoid

Here are some points I am sharing with you:

· As a manager, you must document every employee’s performance not matter good or bad, and positive or negative.

· There is a saying in the corporate organization or more precisely in HR Department if it’s not documented, it didn’t happen.

· What, when, why, and how to document.

· Best practices and guidelines when documenting employee performance.

· And many more……

Here are the answers to all your question and confusion.

Course Ministry is conducting a live webinar on November 30, 2021, on the subject. Click the link below.

Sign up for the webinar: Dos and Don’ts of Documenting Employee Behavior, Performance, and Discipline

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Change Employee Behavior in the Workplace with These 5 High-impact Corporate Training Strategies - EI Design

The reason for training is to change employee behavior in the workplace and only true learning results in behavior change. However, learning is not an event but a process, and changing behavior requires more than surface learning objectives and one-time-event training. Take a look at the strategies that can help you change employee behavior in the workplace.

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Employee Behavior That Delights Your Customers

Employee Behavior That Delights Your Customers

We all know this by now that organizations must focus on being customer-centric in order to come out on top. Most customer experience leaders believe that customer centricity starts with the customers always. But they tend to ignore the importance of employee behavior in building a customer-centric organization. We are sure that inculcating the OPACEof customer-centric behavior in employees…

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