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November 15, 2017

Every business leader is well versed with the benefits of employee engagement.  Employee engagement has emerged as a critical driver of business success in today’s dynamic marketplace. However, getting employees engaged involves more than a strong leadership, recognition, rewards, workplace atmosphere; although these factors help. At the same time, high levels of engagement promote great working culture, happy employees, less attrition rates, customer loyalty and improve organizational performance.

If you’re a business leader ready to instill an effective culture of engagement in your business, here are five steps to get you started.

Invest in digital processes to enhance the employee experience

Carefully examine as how experiences at every stage of the employee lifecycle could be improved upon, which includes recruitment, time office, onboarding, performance lifecycle, and learning and development. Employees expect one comprehensive portal by which they can   manage their own dashboard, view and update certain fields and records, and can raise tickets to respective departments hassle-free.

Recognize and reward high performance

It makes sense to bestow financial rewards to employees’ for their outstanding performances, but employees will be more engaged if they receive greater motivation than monetary benefits. HR leaders should also consider whether each employee’s performance goals are aligned with the values of the organization. And when every person’s role is aligned to a company objective, everyone understands that their role is vital to the company’s mission.

Maintain a focus on career growth and development.

No one wants to feel stagnant in their job. Employees should always feel good that they’re working toward something greater—such as a they are adding some value in their profession and enhancing their skills.. And they should be able to examine where their development plan is reaching.

Consistently, timely communication

Include every person on the team to keep them on the same page. Involve your team and communicate with them about current workflows to avoid duplication of effort. This enables team members to focus their efforts in the right direction as needed.

Competitive Pay and Benefits

While pay and benefits are not the prime indicators of employee engagement, but they are a critical component of employee engagement. A reasonable working conditions, competitive compensation and perks go a long way to motivate and engage employees.

These are just a few ideas that we can use to foster a culture of engagement. It may seem like a daunting task to engage your employees, but it is crucial to spend some quality time to think on these pointers. The more engaged people are the more dynamic, loyal and productive. Include some of these in your organization- you’ll be probably be surprised to know the outcomes.

5 Easy Steps to Foster a Culture of Engagement


By HR-One Team
December 16, 2016

Workplace stress has always remained a topic of debate. An uneasy topic of debate actually, because though most managers understand its downsides, they don’t do anything about it for another reason, which we’re going to discuss here shortly. As a result of this ignorance, the condition of workplace stress remains alarming in most corporations. Recently a study done by TimesJobs revealed some very concerning things about stress at workplaces, which are given below:

  1. 90% employees say that they want to take part in corporate stress management programs;
  2. However, 80% also said that no such programs are available in their corporations;
  3. And finally, due to lack of such programs, 60% are so fed up with their jobs that they want to quit.

In a nutshell, this study says that most employees are stressed out at workplaces, and at least 60% of them are so stressed out that they want to quit their jobs. They want to take part in stress management programs, but unfortunately, there’re none of them in most companies.

But there’s one more nugget of wisdom in this study: the situation is particularly bad in small organizations.  50% employees of small organizations said that they were stressed out in their work life, while 30% employees of large enterprises said so. In short, they’re small business who suffer the most from this situation.

Now, if you’re a small business, this study should be an eye opener to you. However, there’s a reason managers choose not to cure this thing. That is because stress can also help in boosting productivity. And this is true actually – limited stress can not only stimulate the focus, but also creativity and productivity. However, there’s a line between that limited and excessive stress that must be known by the managers. Not knowing that line can be very costly.

Now, all of this leaves us with these questions:

  • Where’s that line between limited and excessive stress, and:
  • How do we know when we’re crossing that line and our employees are becoming stressed out?

Well, the only way to know that is by working with your employees on stress management programs. The good news is that as this TimesJobs study revealed, most employees are willing to work with their employers on such programs so you won’t have much problem in implementing them. With employees in such a supporting mood, you should not waste this opportunity and implement stress management programs in your organization as soon as possible.

Your Employees Want to Leave: New Study Reveals Concerning Findings About Workplace Stress


By HR-One Team
November 23, 2016

A great organization will always have a strong culture that unites and educates people. The organization’s culture and values are lifelines that play a tremendous role in its success.

It is important to recognize the importance of workplace culture for business success, performance, and sustainability.

A commendable HR would always like to have a wok culture in an organization that influences various factors, such as job satisfaction, trust, commitment, and overall relationship quality. But what kind of culture should the organization have to achieve all these factors and be successful in business as well? Let’s deep dive!

Culture of Learning

Do you have a true learning culture in your workplace? It does not mean sitting in a conference room and attending some 2 hours training, which you forget the moment you step out of the room. Instead, it relates to the training, where employees learn while working and contributing towards the success of the organization. You can achieve this mission by encouraging employees to increase their knowledge, develop their skills, and enhance their performance on regular basis.

Culture of Transparency

HR managers should motivate their employees to freely share their opinions, ideas, worries, or even criticism.

Culture of Integrity and Trust

For the success of the business, HR managers should believe in moral values, such as honesty, integrity, and trust and emphasize these values among the employees.

Culture of Supportiveness

HR managers should ensure that employees are treated as individuals and supported by the organization.

Culture of Innovation

The culture of innovation can be considered as one of the top-most agendas of any organization. Build an innovation culture, where employees are encouraged to think out of the box.

Culture of Sharing and Learning

Continuous learning and sharing process uplifts an individual as an employee and as a person. Further, it opens opportunities for an organization’s success in terms of increased efficiency, productivity, and profit. This further boosts employee’s satisfactions.

Building Workplace Culture: Tips Every HR Should Follow


By HR-One Team