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January 20, 2017

There’re only 3 types of bosses in the world: bad bosses, good bosses and great bosses. That’s it. Everything else is just fluff. Good bosses are those who inspire their employees to work hard and always keep the interests of their employees in their sight. Great bosses, on the other hand, help their employees excel and make their skills sharper. Those who remain out of these two quadrants are, as you may expect, bad bosses.

How do you know where you fit? Well, there’re some competencies you should watch out for:

Inspiring People to Innovate

In today’s hypercompetitive business world innovation is the necessity to survive. Therefore, great bosses inspire their employees to innovate. They encourage experimentation and remove the anxiety related to it from the minds of employees. They also embrace the fact that occasional mistakes take place during innovation. And because of this mindset, once they’ve hired good employees, they trust their capabilities to make right choices and learn from their mistakes.

Make Them Aim Higher

Change is the only constant in this world. And not any change, but changing for good, which is known as improving. Great bosses understand this, and thus they encourage their employees to improve themselves and aim higher with every success.

Start Valuing Ideas Regardless of Source

This is related to the first competency. Innovation happens because of ideas, and anyone’s idea can turn out to be a life changing solution for some difficult problem. Intellectual capabilities don’t tend to be the fiefdom of some elites from prestigious universities. Therefore, it’s crucial to have a steady supply of ideas in your company from all possible sources. Great bosses understand this, and encourage the flow of ideas from every person in their company. They put in proper processes to ensure this, and they never make fun of anyone’s ideas.

Ensuring Everyone’s Progress

Last, but certainly not least, they ensure everyone’s progress in their company. And they don’t leave it to HR departments and their HRMS Software Companies alone – they try to ensure everyone’s progress by personally involving themselves in the process. While there certainly exist some extraordinary performers in every company who’re (and who should be) promoted faster than others, great bosses ensure that remaining people in their company are also improving, progressing, and thus being promoted from a steady pace. For any good job, they reward and give recognition to the whole team responsible for it – not to the team lead or some extraordinary performer alone.

Conclusion

Evaluate yourself honestly and check if these competencies exist in you. If they do then you’re a great and successful boss – otherwise there’s room for improvement. And as far as improvement is concerned, the sooner you begin the better it’ll be for you and your business.*Picture credit movie ‘The Boss Baby’

*Picture credit movie 'The Boss Baby'

Are You A Successful Boss? Check Out for These Competencies

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By HR-One Team
January 18, 2017

If you’re an HR Manager, by now you might also have heard about the dawn of Artificial Intelligence in HR. This development seems concerning, right? At a time when usually neglected HR departments have started to receive some love from leadership teams, this AI thing has arrived to snatch away the jobs of HR professionals. It’s horrible.

Many HR managers think along these lines when they hear about HR and AI in same sentence. However, we think that AI in HR is going to play out like any other HR technology developed till now. And don’t get us wrong here – it’s certainly the biggest of all technologies developed for HR till date, but no technology can replace humans from “Human Resources.”

So, what does it mean for HR?

Automation (With Humans, For Humans)

As AI’s role will increase in HR, it’ll become smarter and also more easily available to majority of businesses in form of cloud based HRMS software. This will certainly lead to automation, but not to replace humans but to empower them. Yes – rather than replacing HR managers with robots or automated programs, AI will help them do their jobs in a better way by automating some mundane tasks they currently do. For example:

  1. Weeding Out Incompetent Candidates: By quickly sifting through large blocks of information AI will allow HR managers to make more accurate hiring decisions in less time. It will, for example, evaluate candidates on the basis of their educational record and help managers weed out incompetent candidates more easily and quickly.
  2. Ranking Candidates According to Their Competence: As its usage in HR will increase, AI will not just weed out the incompetents but also rank them in order of their competence. This may sound hard to believe, but as more and more HR managers will recruit the right candidates for their desired roles, cloud based HRMS software with AI functionality will become smarter by learning about various recruiting patterns. And then eventually one day it can start ranking candidates according to their competence for any particular roles.
  3. Suggesting Solutions Before Rise of Problems: AI won’t just change HR in recruiting – it’ll also help in devising solutions for serious problems before they arise. For example, it can help in detecting how engaged your employees are in their jobs by observing patterns in their activities. This can help in better management of human resource inside companies and more engaged work cultures before they become too much of a problem to affect the bottom lines of companies.

Final Thoughts

The result of all these things will be that you, the HR manager, will be able to focus more on the tasks that matter. You’ll also be able to do your work more accurately in less time. And that’s a great thing for men and machine both.

AI is The New Buzzword in HR Technology! What Does It Mean for HR?

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By HR-One Team
January 16, 2017

Decision-making is a very complex process of a human thinking. There are various factors that might pitch in and can intervene with different results. As an HR professional, it is necessary for you to evaluate people, products, and services on regular basis. But what measures you should take to ensure that all decisions you will take are fair, non-stereotyped and unbiased?

Using the following techniques, you can make sure that your decisions are not one-dimensional or gender biased.

Select employees

Grab a cloud based hiring system that is easy to use and does not require much time for IT training. A good hiring management system will always be fair, simple, and transparent for everyone who are using it. These software systems allow objective decision-making and helping avoid personal opinions and biases from overshadowing the decision-making.

Identify employees’ skill gaps

A performance management system can help you understand your workforce in a better way. As an HR, you can use these types of tools to gather employees’ skill-sets related information. The information can be looked at as trends instead of going into each individual’s gaps and will help you identify what strategies to follow in order to cover those gaps. These types of systems will help you test, access, and maximize the potential of your employees. You can easily measure employees’ competencies within a defined period of time.

Train employees to keep them up to date

You identified the skill gaps. Great! How do you address the gaps? Use an effective Learning management system to easily track, manage, and distribute learning material (of any kind) to your employees and help them bridge those gaps as per your goals.

Retain and reward employees

If you have a centralized system where you can keep track of your employees’ performance in terms of initiatives taken, appreciations from customers, feedback from teammates, number of trainings conducted, then sky is the limit!

You can see trends that would not be available to you otherwise. You can co-relate data points to arrive at a decision. Keeping track to all this information will help you can taking unbiased decisions based on facts and rewarding employees accordingly.

Conclusion

Intrigued by what you read? This is just the tip of the iceberg! Once you move towards data-driven decision-making, you are at a completely different level! No more accusations of biases! No more wild hunches! The best part of the data driven approach? The take you the HR from focusing on data input collection to focusing on analysis and strategy for the organization. Wouldn’t you want that?

How a data driven HR can avoid biases in the work place?

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By HR-One Team
January 13, 2017

Employee – “I need to take a leave tomorrow for some personal work. But prior to this, I need to inform my manager for that. I will inform him in the evening after finishing my today’s work. And in the evening… oh I forgot to inform my manager or even write an email to him… this is really tedious job to inform him personally every time I need any leave for myself.”

Manager – “I need to approve so many leave requests that are waiting in my mailbox. And, I need to keep track of it who all are going for the leave. Oh God, what if there is some system that can help me in tracking all this information, which I can get glimpse of at end of my business day? “

These types of situations occur in every industry, where time and attendance rule may vary as per the organization’s need. It is a tedious work and consumes lot of time and energy.

Is it possible to automate the entire process of time, attendance and leave and make it ubiquitous for your employees to access?

Benefits of a Time Office Management Software

  • Improvise time-tracking, shift scheduling & reporting for all employees in the vertical.
  • Manages your employees’ check-in, check-out, as well as total number of hours they have contributed in a week for the betterment of the organization.
  • Automatically calculates each entry and exit of your employees to calculate the total number of hours worked during the week.

Introducing HR-One…

HR-One Time module comes with a completely self-driven approach that:

  • Allows you to access the time module anytime, anywhere, through desktops, online, and even your mobiles.
  • Provides three dashboards to update employees about their organization, track their attendance and salary; and lastly a planner to plan their tasks.
  • Facilitates single click access to apply or approve request, such as leaves, attendance, new hiring, travel request, expenses, etc.
  • Enables managers to view their team members and can raise request on behalf of them.
  • Permits you to define leaves types, company holidays, applying for and assigning of leaves for the employees of the organization.

Conclusion

With so much use of technology in all aspects of business, there is no reason the leave and attendance management system of your office needs to be archaic and outdated. Use software like HR-One that helps make it easily accessible and real time.

Is your leave and attendance management system from the Dinosaur Age?

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By HR-One Team
January 11, 2017

Artificial Intelligence (AI) is quickly changing lives in more ways than we had imagined. Businesses are also not untouched from it as it’s transforming industry after industry. But how much can it change the HR departments of businesses, which still continues to be largely human-driven? Can it be the next big thing in HR technology? Let’s figure out.

How AI is Transforming HR?

Before we decide whether AI is gonna be the next big thing in HR Technology or not, we need to understand what impact it’s already leaving on HR. Let’s see some of its use cases and how it’s transforming HR:

  1. Personalized Learning: People’s learning styles differ in many ways, so there must be different ways of training them. AI is making this possible and easier to do by helping HR professionals recognize the best ways of training their staff members depending on their personalities.
  2. Automation: A lot of HR related scheduling and re-scheduling is being automated with help of artificial intelligence.
  3. Better Recruitment Process: AI is helping in weeding out inappropriate candidates more quickly and accurately.
  4. Better Predictions: Things like reduction in employee engagement levels, a decline in turnover or any other HR related event can now be predicted more accurately, thanks to artificial intelligence.

AI in the Cloud: A Game Changer in the Making

Two months ago in September Microsoft CEO Satya Nadella opened new doors of possibilities in AI when he revealed that company is developing a cloud-based AI supercomputer to provide the power of artificial intelligence to small businesses even. This, as you may expect, will change things a lot for HR departments well. Cloud Based HRMS Software has already been improving HR from quite sometime. Now when AI also comes to the cloud, we can certainly expect some sort of integration to take place between these two technologies, which can result in better cloud HRIS with AI functionality built right into them.

So, Will AI Be The Next Big Thing in HR Technology?

Certainly. As explained above, as soon as power of AI comes to cloud HRMS solutions will also start integrating it into themselves. And this will revolutionize the field of HR more than ever, because AI is something that improves considerably as its usage increases. The more it’ll be used, the better and more accurate it’ll become. Cloud HR for small business will result in HRIS becoming smarter and more intelligent than ever. Therefore, artificial intelligence has a very good chance of becoming the next big thing in HR technology.

Is Artificial Intelligence the Next Big Thing in HR Technology?

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By HR-One Team
January 9, 2017

You’ve got a very hard working team in your office – so hard working that the breakroom is often empty. That is the good news – or the bad news, depending on how you see it! Okay, I won’t confuse you anymore. Let’s get to the point: while you may be celebrating the hardworking nature of your employees, it may be the sign of an unseen, much bigger problem. It’s called the problem of productivity.

Yep – smart business leaders always understand the fact that by the end of the day it’s productivity that matters – not the man hours that went into it. If output isn’t increasing, an increase in work duration doesn’t really matter. And it’s also a fact that working for extraordinarily long duration hinders productivity instead of boosting it. There’re many studies to back this, including this study published in Harvard Business Review. So if your workforce is always in front of computer screens, there’s a good chance that you’re not getting the max out of it.

So what to do?

If your employees aren’t taking enough breaks, it’s only because of your company culture. They don’t take the breaks because they don’t find it good, and you need to change it. Some steps that can help are given below:

#1. Get Professional Workforce Management Software System

Excel is powerful, but if you want to maximize employee productivity then please, for your company’s sake, step out of it. There’re more professional and powerful workforce management solutions available in the market today that can alert you whenever there’s an increase in non-productive idle work hours. Utilize them, because you can’t cure something until you detect it.

#2. Make Your Breakroom(s) Inviting

The second most important step in that direction is to make your breakrooms inviting. Design and comfort are major factors here, so pay special attention to the choice of furniture and colors that’re present in your breakroom. If you can afford it then take help of some professional office interior designers to do this in a right manner.

#3. Lead by Example and Encourage Timely Breaks

While you don’t need to force your employees to take breaks, you should encourage them to take breaks whenever they feel burned out or unproductive. Lead by example and encourage your employees by inviting them to join you in the breakroom when you find some of them feeling unproductive. Eventually this will change things and you’ll see your employees using that breakroom whenever they need it.

Conclusion

Hard work is important, but smart work is even more important. Without productivity there’s no point in continuously sitting before the laptop. Breaks taken in timely manner can significantly increase employee productivity, and we’re sure that steps given above will help you in doing that.

Follow These 3 Simple Steps to Supercharge Your Workforce Productivity

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By HR-One Team
January 6, 2017

We all have gone through this many times: putting our colleagues in “average” category despite being aware of how good they’re. The Bell Curve system of performance appraisal intimidates HR managers as much as employees. For a long time this forced ranking system has remained a topic of debate, but companies still continue to use it. Why? Because in the eyes of leadership teams it rewards top performers who create most part of the value for their companies. In simple words, they continue to use it because it benefits them. But is that really the case? We try to figure out in this article.

Understanding the Curve

The Bell Curve performance appraisal system is based on the premise of Bell Curve in Statistics, which is also known as Normal Distribution Law. According to that phenomenon it assumes that in an organization there’ll be a few employees that’ll be high-performers, and a few employees that’ll be extremely low performers. Majority of employees will be in-between, the category known as average performers. The ratio of percentages adopted for low:average:high varies among companies: a majority of them adopt the ratio of 10:80:10, while a rare few adopt 10:70:20.

Bell Curve: Advantages

A major advantage of Bell Curve appraisal system is that it rewards high-performers, thus giving them more encouragement to work harder for the goals of company. On the other hand, it can also help in identifying the suitability of jobs for individual employees (if done the right way). It also helps in managing leniency of HR managers while rating employees and forces them to rate people strictly.

Another advantage of this system is that it’s easy to implement in comparison to other performance appraisal methods, thanks to HRMS software vendors who have included it traditionally in their products. If you want to implement some other method of performance appraisal, your search for Human Resource Management Software may get a bit more difficult.

All of this, as you may expect, helps companies in achieving their goals easily.

Bell Curve: Disadvantages

We just saw how Bell Curve system helps companies in achieving their goals. But how many of those goals are actually achieved because of it? It seems not a lot. Despite the advantages this system provides to a few high-performers, there’re many reasons due to which this model doesn’t do justice to the employees as well as companies. Research has suggested many times that people’s performance doesn’t follow the law of Bell Curve, which means it’s quite possible to have more high performers in your company than the percentage that you’ve allotted to the “high performers” category of your bell curve system. By forcing your HR managers to fit only a fixed number of employees in that gradient you may be discouraging the remaining high-performers (or good performers at least) who could have brought more business to your company.

Final Thoughts: Is it Relevant Anymore?

Despite the large number of companies that continue to deploy it, a few industries have already realized that this performance appraisal method is not good for them. IT is one of them: Google, Microsoft, Adobe, IBM, Infosys, Mindtree, TCS and many others have already dropped this performance appraisal system for alternatives.

So ultimately, it’s up to you to figure out how much this system is working for you. If it’s not working then you should replace it immediately for the good of your company.

Bell Curve Performance Appraisal Method: Is it Still Relevant?

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By HR-One Team
January 4, 2017

The main focus of Human Resource (HR) management is the basic talent management – acquiring, hiring, and retaining talented employees. To have a strong workforce, it becomes necessary to align your talent management strategy with organization’s strategy, which covers specific competencies, such as analytical, technical, education, and experience for the productive growth.

Use cases

  • Performance management can be a daunting task for both the employee as well as the manger. There are apps that have made this work easier for both the parties. These apps provide two different views, one for manager and the other for employee, which provides a transparent and continuous performance management process.
  • Internal careers portal helps people move to roles of their choice
  • Platforms that allow employees to collaborate and use their skills and knowledge to help out others and get recognition for it
  • Centralized interview process software
  • Providing online tools for employees to share value creation ideas or leads creates value / revenue for the organization as well as helps keep employees with such talents motivated as well as an outlet for them to utilize their skills and get rewarded
  • Centralized training process software that allows employees to conduct online trainings all across the geography

Following are the tips to improve the talent management strategy using technology:

  • Consolidate all the scattered apps into an integrated solution

Most of the organizations are using multiple isolated apps that are not integrated. This type of disconnect in the data of talent management tools can increase effort in understanding and connecting the dots. The complexity of using apps will increase negatively impacting the reporting and analysis.

  • Involve experts while framing a strategy of what tools to have for your talent management

It is advisable to hire dedicated technology experts who can collaborate with you in the definition of an integrated strategy for the talent management processes. This will definitely help in solving the problem of identifying and retaining talent.

  • Focus on using human resources for strategy and decision making

Organizations should consider automating day-to-day tasks enabling HR teams to focus on creating and honing the right strategies for talent management as well as looking at the analysis to take decisions. Try to reduce the manual effort by using tools to automate the repeatable tasks. This will ensure that they have the desired team to meet the wider objectives.

Use Technology to Empower Your Talent Management Strategy

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By HR-One Team
January 2, 2017

Every year comes with a new promise, new hopes and some changes! The workplace trends indicate changes that are based on surveys, having conversations with human resource executives and employees, involving consultant companies, etc.

Looking ahead to 2017, following are the top workplace trends that will impact how companies involve their candidates and try to structure their workforce.

Improved candidate experience

Companies are conducting interviews of several thousand candidates every year.  Bad candidate experience can also lower the brand image of the company affecting sales. If nothing else, bad word of mouth reduces the talent pool. In 2017, HR departments need to work on improving transparency and communication on the selection process.

Increased ratio of Freelancers

In today’s world, the turnaround time to start and finish a project of any kind has reduced over the years. Add the rapidly changing and evolving technologies to this mix and you will realize why companies are increasingly hiring freelancers who fulfill immediate specialist needs. Yes, in 2017, HR will need to focus on how to handle a larger chunk of their workforce as freelancers and how to manage the blend and harmony between them and the employees.

Improved employee retention

Employee experience and healthy retention programs are also important factors for any organization’s success. These are HR’s top issues, which affects the productivity of the company. In order to enhance experience and retain its employees, companies should invest in trainings, improving workspace, and introducing more reward programs.

Performance Reviews that are far more frequent

As an employee, you always want to get a feedback about what you are doing good and what you can do better. Getting it frequently means you can actually work on improving rather than waiting a whole year and just have it used as a measure for deciding revisions to compensation packages. Millennials and Gen Z don’t have the patience to wait for a year. They might just switch over to an organization that is more responsive. HR, across organizations need to establish and initiate the process of sharing employee feedback continuously.

Attract top talent through creative benefits packages

Currently, fair compensation is the most important for all employees. Besides, regular pay the other important employee benefits are healthcare coverage and work flexibility. To lower these costs and avoid flexible working hours where employees start job hunting, companies are introducing some new benefits, such as education and student loans, wellness programs, discounted gym membership, etc.

Introducing casual office attire and workplace culture

The year 2017 is going to be more the year of casual dressing as compare to the year 2016. When employers think about their employees’ well-being, the comfort level gets the priority.

Conclusion

2017 is going to be an important year when Gen Z starts creating an impact on the workplace with their feedback. They will also shape the workplace culture as did the millennials when they started. Above trends should be on any HR’s top list of priorities in 2017.

Workplace trends to watch out for in 2017

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By HR-One Team
December 30, 2016

An upcoming and latest trend towards using technology includes wearable devices like smart glasses, wristbands, smart watches, etc. helping the Human Resource (HR) management to monitor employee’s movements and improve productivity. All these data-driven technologies enable employers to gather data on employees more precisely, but it comes at a cost, i.e., the employee’s right to privacy.

As per the Workforce Institute Director Joyce Maroney’s findings – “There’s a strong belief that wearable technology will take off in the workplace before the home because devices such as smart watches, intelligent ID badges, and fitness and health monitors can provide organizations with uncharted data collection points to greatly improve safety, productivity, collaboration, and overall workplace effectiveness”.

These devices (like fitness trackers) are so involved in our daily lives that we have started appreciating them. The whole point of wearable technology is that it unobtrusively helps in gathering and transmitting information to centralized sources like private or public clouds. To do the same even with a smartphone would consistently block our hands and in many cases not even be able to gather some of the information these devices do.

Use cases

  • Smart glasses can be helpful for employees (such as firefighters) when they need to use both hands to accomplish a complex task
  • Smart eyewear, with its 5 megapixel cameras, helps in taking photos, live streaming videos in real time and recording footage
  • Over the last few years, organizations have started giving fitness trackers to their employees so that they can keep more healthy (preventive health care) and in turn bring down insurance costs
  • Another road transport organization gave smart caps to their truck drivers that raise an alarm when they sensed that the driver is about to nod off to sleep

All these gadgets have a massive impact on workplaces and working habits.

The grey areas of wearable technology in the workplace

These emerging technologies help employers gather more precise data on employees, such as accurate location data or even health information.

  • Will employers respect the data privacy of their employees?
  • Will information like health stats be used to the detriment of an employee’s prospects?

For an organization, there are lurking risks too.

  • Wearable technologies have serious and costly challenges for employers also. What if they do not realize enough benefits?
  • Using this technology increases the risk of theft of confidential data of the organization. How do they prevent it from happening?

Conclusion

Wearable technology holds a lot of promise for the workplace. However, like artificial intelligence and machine learning, we need to ensure it does not become a tool of discrimination or industrial espionage.

Wearable technology at work: Why Organizations should do something about it?

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By HR-One Team
December 28, 2016

Work-life balance is an equation that is determined by the time you spend at your work versus the time you spend on yourself. Technology is making things easy but it is also making employees available around the clock. Achieving the elusive work-life balance can seem like an impossible feat. This results in employees looking for a job, where they have the flexibility to focus time and energy on managing a successful balance between work and personal life, which will help releasing stress.

The following suggestions are meant for employers to help employees bring a balance between work and life to improve employee retention.

Think out of the box

Employees spend half their time in the workplace or traveling to and from the workplace. This leaves less time for their personal life. As an employer, you should put the thinking hat and imagine what is the best thing that can be done to help employees accomplish their personal things. For example, one of the companies pays back their employees (from top to lower level in the organizational hierarchy) by sending a cleaning service to every single employees’ home twice a month. Some organizations allow employees to bring their pets to the workplace as long as they don’t disturb other employees.

Flexible time offer

If you are ready to give flexibility to your employees to come anytime, in return the employees will willingly put more efforts to complete their task in time and with quality. Employer should not be always sitting on employee’s head to get the work done. Instead, they should put immense importance on providing a flexible work atmosphere for employees. Let your employees collaborate with their team to make their own schedule and allow them to focus their energy in the most productive way possible.

Break-out time

Like kids love recess during school hours, an employee would also love to have a break from the work, be it a break in the coffee room or a TT room. You should introduce some ideas, where the entire team gets a short break from their routine job. Other examples could be organizing lunch parties in the workplace, occasional events and at the very least exercise breaks.

Help Desks

What if you provide a help desk that can help your employees in doing their personal work in time? This will help employees in putting more effort in their work without getting worried about their personal work, which has a deadline to meet. This will help save travelling time during office hours and allow your employees to focus on their work.

Conclusion

There will always be some employees who like to spend long hours on their work. As an employer, your focus should be on the majority of your employees who need their personal time in order to rejuvenate for the next day. Besides applying any of the above suggestions, try to avoid having a workplace culture where people spend long hours in the office or are expected to. The best way to do it is practice what you preach.

Importance of work-life balance for employee retention

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By HR-One Team
December 26, 2016

Organization culture influences the positivity of a work environment. Culture is difficult to define but it surrounds you at work all the time. It is a powerful element and includes spirit of appreciation. The spirit of appreciation is a simple, yet most effective way to boost the morale of the team. It always promotes a healthy culture but many leaders hesitate to show their appreciation.

Many leaders question why it is necessary to show gratitude when an employee has just done the assigned job? Some worry that showing an appreciation can lead to some expenditure. For example, “If I thank her for a good job, she might expect a monetary benefit.” So, instead of saying “I thank you for all the good work you have done.” they would prefer to say “you should be thankful that you got an opportunity to show your capabilities.” But the truth is that employees are frequently expected to achieve goals and targets, which requires them sometimes to go out of the way or push a little extra hard.

We also expect employees to be ever alert to any opportunity or take initiative where possible. To expect such kind of output from your employees, the work atmosphere has to be one, which creates positivity and employees feel that their leaders are taking cognizance of these efforts and appreciate them for it. The morale of the team can nosedive if the team feels that their leaders are taking these efforts for granted.

How important is workplace gratitude?

To create an environment of gratitude, you should always try to express consistent gratitude to your employees. This technique motivates employees and helps increasing your company’s level of success.

Following are scientifically-proven benefits of gratitude:

  • Increases productivity

Be grateful to your employees and the returns will be augmented in productivity. It will boost employees to contribute more towards organization’s productivity.

  • Increases employee’s wellness

Showing gratitude can also help in increasing employee’s wellness, better sleep habits, and lessen stress. All these factors directly impact employee’s health as well as organization’s productivity, which means that appreciating employee not only boosts performance but also the employee’s well-being and health.

  • Spreads positive feelings

Implement gratitude into your organization’s culture and the result will be automatic dispersal of positive feelings across the organization. For example, helping out colleagues with a project or recognizing those that have gone the extra mile.

  • Increases job satisfaction

Be appreciative of your employees if they have gone out of their way to help achieve something. This keeps them motivated and helps them feel satisfied in their jobs.

Conclusion

Every leader is bound to have their own style of functioning. Nevertheless, it is human nature to look for motivation and recognition. Big ticket rewards are always welcome but not feasible on a large scale. An authentic ‘Thank you’ soon after a good deed is done, can help keep the team motivated and satisfied.

A genuine ‘Thank You’ goes a long way!

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By HR-One Team