5 Employee Engagement Strategies all Leaders and HR Experts Should Know

Employee engagement is a broad concept we use to describe actions and solutions that further our organizational goals, but also improve employee morale, happiness, productivity, wellness, and more. You see, there are many benefits to engaging your employees, but if you focus solely on improving your bottom line through employee engagement, you’re almost certain to fall short of your goals. Why? Because you can only engage your employees effectively if you have their best interest at heart, and if you do, you can expect them to go above and beyond for your company and its goals.

This is something that all experienced leaders and HR experts should know and abide by, because you can’t build long-term success and sustainable growth on the backs of unhappy workers. So, what does it actually take to boost employee engagement? Let’s take a look at what you can do right now to inspire, motivate, and empower your workforce to take your company forward on all fronts. 

Nurture open and honest communication

The COVID-19 pandemic has been very transformative for the modern business sector, forcing companies to adopt the remote work model or risk losing business and going under. In the post-pandemic world, you can expect remote work to remain a powerful driving force for many businesses, including your own, but there are certain challenges that you need to overcome. For one, you need to overcome the challenge of maintaining efficient communication with a decentralized workforce.

There is nothing that can hinder engagement in your team like poor communication, and this goes for in-house teams as well. Whether everyone’s working from home or if you’re running a semi-decentralized workforce, you need to improve your communication to keep your employees engaged.

Make sure to build your communication on the pillars of honesty and transparency. Check in regularly with your employees to provide guidance and assistance, and inquire about their wellbeing, which should be one of your top priorities. 

Build brand commitment through mutual causes

Some of the most engaged and driven employees are the ones who think highly of their employer. If you want to build a stellar employer brand, you need to look beyond the financial incentives and focus on aligning your values and the causes you stand for with those of your employees. This is how you build employee loyalty and commitment, and it’s how you can inspire them to achieve better results efficiently and effectively.

To start, you need to get to know your employees and what they’re passionate about. Whether it’s conservation and sustainability, fair trade and equality, animal welfare or anything in between, your brand needs to stand up for the same causes. It’s also important to weave those values into your brand narrative, the workspace, and your communication with every employee. 

Provide company cars or help with car insurance

In many ways, a personal vehicle is one of the most valuable assets you can own, but not every employee can afford their own car. That’s why companies have their corporate vehicles, and you can use yours to incentivize your employees to carpool to work to reduce their carbon footprint. 

For the employees that have personal vehicles, consider helping them with their insurance policies by covering a portion of their premiums. Choosing quality car insurance will get you a tailored plan and a personalized premium, so you should have no problem covering a part of the cost for an exceptionally productive employee as a sort of a reward and an incentive to keep doing good work. It’s a simple yet effective way to reward your workers with a gift that actually brings value to their everyday life.

Invest heavily in your company culture

Now more than ever before, HR experts need to invest in company culture in order to keep the team working together, and retain team cohesion during these trying times. In fact, employee engagement is driven by this culture first approach, which you can build on the pillars of trust and co-dependence, honesty and transparency, as well as equality and diversity. 

By nurturing a positive culture in your business, you will not only motivate your employees to do better work, but you will also boost loyalty and happiness while enhancing your employer brand in the process. 

Support and incentivize wellness

Employee health, both mental and physical, should be one of your top priorities if you want to keep the most talented individuals at your side and if you want to elevate happiness and productivity. The pandemic has brought many uncertainties into their lives, so now’s the time to show that you put your people first by tending to their needs and empowering them to take good care of their health.

For one, you can redo your menu and start offering only healthy meals in the cafeteria. Next, motivate your employees by giving them discounts to fitness centers, and consider organizing wellness-oriented team-building activities. Don’t neglect mental health, either, and make sure to conduct regular psychological evaluations to check if any employees require professional support and guidance. 

Over to you

Employee engagement is so much more than organizing a taco Tuesday or a casual Friday. If you want to truly take your company to new heights of success, you need to go above and beyond for your people, and that means engaging them with these tried-and-tested tactics that will empower them to push your company forward.

Tips for Buying a Recruitment Business

Starting a brand-new venture is an exhilarating decision, but it might prove to be too much for so many in the current economy and competition. The fact that the recruitment industry is growing is inspiring many to kick-start their agencies, but if you’re more inclined to purchase an existing agency, then you might stand a better chance to succeed. You can use the business’s current reputation, expand on its image and client base, and not to mention the key people that have brought the business to life.

There are many options you can consider, from investing in a franchise that might be location-specific, all the way to purchasing an entire agency to expand the business with your expertise and know-how. Some mistakes are inevitable, but you can definitely avoid most. Here, you can learn more about buying an existing recruitment business, to make the most of your investment and set your new company up for success under your own leadership.

Consider keeping the core decision-makers

Assuming that you’re looking to purchase a stable business with a strong bond with the local community, you should keep in mind that people make that business much more than the brand name alone. It might be tempting to let go of everyone in charge and all the core staff, but this is not always the most prudent way to go about the purchase. Instead, consider discussing the option of retaining some, if not all of the key workers, especially decision-makers.

You can still run the business and grow it as the main investor and the CEO, but the existing recruiters and managers staying on will be your greatest assets. They are the ones with all the client connections and successful case studies. Talk it over with the seller and see if there’s a way to work it into the contract. 

Do your homework

You might be excited about the transaction and the negotiations might have been long already, but you should never land on a deal before you do all the necessary research. Collecting industry data to understand the trends and forecast any changes, understanding the existing client relationships with the agency, and getting to know the staff properly will decide the future of the business.

Think of it as another workplace and assess its levels of safety, both for the short and the long term. Can you say with some professional certainty that this business has a strong future with the local community and its existing client base? Are there any gaps in the onboarding/offboarding strategies the agency is using both internally and in the talent selection process for their clients? Make sure to understand the ins and outs of the business before you buy it.

Get location-specific legal guidance

Knowing the industry is one thing, but the process of buying a business has so many intricate, legal steps that you should always ask for professional guidance on the matter. Not to mention that each country has its own unique legal frameworks in place for such transactions precisely. If you’re looking to buy a Sydney-based business, you’ll need to work with experienced lawyers in Sydney whose expertise will help you protect your investment.

They not only know the local market, but they also know what kind of potential legal difficulties you might be looking at upon inspecting the company. Working together with financial experts, you can see if the company has a clean track record, with no fraud looming in the background, and of course, all taxes and contracts are taken care of. 

Consider a non-compete

Once again, when you work in a competitive city like Sydney or New York, there are many recruiting agencies to go around, which both means having many opportunities, but also many competitors. You don’t need another one when the seller decides to use their expertise and the recently obtained wealth to start yet another business in the same sector to compete with you. 

Make sure your purchase agreement has a non-compete agreement or a clause attached to it, so that you can protect the intellectual property you’re buying with the business itself. This agreement is one way to protect your newly acquired business from losing relevance immediately upon purchase, or coming across yet another setback on your way to growth.

Analyze your motivation and goals 

Having ample funds at your disposal to invest in a venture is a great way to advance as a professional, but you should be certain that you’re doing this for the right reasons. Ask yourself: are you experienced and respected enough in this business to run a company of that size and scope? Do you have the funds to keep the business running smoothly upon purchase?

Will you really, measurably benefit from purchasing this agency? Do you understand what it takes to run an agency, especially if this is your first attempt at running a business? Such questions might sound harsh, but they’ll help you evaluate your goals and driving force before you make the purchase. 

From the fine print in the agreement all the way to your financing plan, preparing yourself properly for the purchase will help you get started with your new company on the right foot. Remember, despite the fact that the industry itself is flourishing and there’s plenty of business to go around, it’s still up to you to make sure your company thrives, despite its pre-existing reputation and success. Use these tips to be certain that you’ve done all the work before you sign on the dotted line. 

Top Tips for HR to Use Digital Signage for Better Employee Management

The role of HR has changed drastically over the years, and nowadays it’s safe to say that HR plays a much more critical role in business than before. Experienced business leaders know that HR experts have the skills and the know-how to take a company forward through better employee management and engagement, motivation, company culture, and many other important skills and processes that keep the brand on the right track. 

Yes, HR plays a vital role in the long-term success of your business, but by also using the right tech like VoIP or various collaboration tools, your HR specialists can truly make a difference in your organization. Technology plays a big part here, and one big piece of tech that is making an impact on businesses across the world is digital signage.

Let’s take a look at how your HR department can use digital signage in your business to achieve various employee-centric objectives, and help create a more productive workplace for all. 

Motivate the staff to do better work

As a leader, you’re constantly looking for new ways to make your employees more productive and to achieve better results. The key here is to maximize their time at work, and while this is something that will ultimately come down to your level of organization, delegation, and workflow management, it will also depend on how motivated and driven your staff members are. 

Of course, you can’t simply demand that people do more or achieve more – you have to inspire and empower them instead. To do this, you need to rely on your HR staff, because these specialists know how to use positive encouragement to its full potential. One of the ways they can do that is with digital signage.

Your HR experts can use digital signs in the workplace to display motivational messages, but they can also use this tech to create a healthy dose of competition in the workplace. For example, a business leader managing a collision shop can inspire technicians to do better work by displaying key performance metrics on digital signs, inspiring them to achieve more than the day before – people will always try to beat their own high score.

Using digital signage for employee retention

Employee retention is more important now than it ever was, because the COVID-19 pandemic has brought many uncertainties to the business environment. Many companies are seeing a loss of talent like never before, and your HR staff need to focus on keeping your employees engaged, happy, and motivated at work.

There are many ways you can use your leadership skills to boost retention, of course, but you could also use digital signage. By placing digital signage in strategic places throughout the office space, you can advertise all the new employee-centric programs you’re cooking up, deliver powerful and motivational messaging, show your employees how much you appreciate them, and more. You can even use digital kiosks to facilitate employee feedback that you can use to make better managerial decisions to boost their happiness in the workplace. 

Deliver important information to in-store staff

When it comes to managing non-desk employees, things can get a little more complicated without the use of the right tech solution on site. People who are working in the store need the same kind of attention, guidance, and support that your office employees are getting, and you can use commercial digital signage in this case to get the right information to them quickly, but also keep them motivated. 

In-store employees are constantly busy, helping customers feel welcome and guiding them towards a positive outcome, so they need a reliable information system to keep them in the loop wherever they are in the store. A digital sign can get those crucial messages to them quickly and in real time, and it can serve as a remote management tool that your HR staff can use to elevate their satisfaction and experience at work.

Use digital displays to nurture your company culture

Company culture is the glue that keeps great teams together, inspires people to stay with you through thick and thin, and motivates people to achieve better results. Again, this is not something that you can just wish into existence – you have to build a positive and healthy company culture over time. 

You can build your corporate culture in an efficient and effective way if you use digital signage to communicate your values to your employees. Your HR experts can craft truly inspirational messaging that carries these values and display it on your digital signs to inspire collaboration, communication, transparency, equality, and honesty in the workplace. 

Help employees achieve a better work-life balance

Modern employees are struggling to achieve a healthy work-life balance. People are stressed and worried about their job security, and there is no telling what they might be going through in their personal realms during the COVID-19 crisis.

Your HR experts have a difficult task on their hands, and that is to inspire people to take better care of themselves. By using digital signage to remind them to take a break, check in with their loved ones, or eat something healthy and do some exercise, you will be doing your employees a big service. You can also use the digital signs to advertise any health-oriented company programs like gym memberships or healthy team-building activities.

Over to you

Your HR experts play a vital role in many mission-critical processes, and it’s important to empower them with the right tech and tools so that they can achieve better results. When it comes to employee engagement and management, consider using digital signage to inspire your employees to love what they do, take care of themselves, and take your company forward as a whole.

What is the Future of HR in the Insurance Industry? 3 Most Popular Predictions

Following the 2020 pandemic, businesses all over the world are forced to endure the stress of transferring to remote work, increased employee health issues, and extremely high churn rates. Research centers all over the world have analyzed the previous year in-depth, to help businesses and organizations make fewer mistakes in the future. In the text below, we have outlined what they came up with. Keep reading to learn about HR predictions in insurance, and beyond.

A Rise In Automated HR Processes

An increasing number of people all over the world are forced to work remotely due to the Covid-19 crisis. As a result, an increase in cloud-based workflow management solutions is on the rise. Many companies are already using tools such as online time management apps (Rescue time or Focus Keeper) to help keep track of employees’ productivity. Even though the crisis forced virtual HR processes on companies, they are likely here to stay due to their many benefits.

HR professionals now interview, hire, onboard, retain, and lay off employees remotely. The need for automated onboarding and other workflow processes will skyrocket as 2021 progresses, being that the pandemic has caused record-high churn rates in countries such as the U.S. According to recent data insights, as many as 7.7 million workers with ESI got laid off in the U.S. between February and June 2020. Losing and then acquiring new employees at a breakneck speed is putting additional stress on HR departments, forcing them to opt for automation. 

One other way the insurance industry can help alleviate the work their HR has to do is email automation. Companies such as Pathway offer SaaS solutions that help insurance agents automate a huge portion of their work. Pathway’s triggered email campaigns provide prompt and efficient communication with policyholders, sending automated emails to the right clients, at the right time. The automated messages are also highly customized to fit every individual client’s need, so the quality remains consistent. This form of automation benefits the HR department, as insurance agencies will not need to hire additional staff to perform unnecessary, manual tasks. 

Teams Adapt to Fully Remote Work

If 2020 taught us anything, it’s that many meetings could, in fact, have been an email. With an increasing number of companies forced to work remotely, people are starting to enjoy working from home a little too much. The 2021 research by PR Newswire found that 1 in 3 remote employees would rather quit and seek new employment than return to the office full-time. Funnily enough, the new remote work arrangement suits both the workers and the employers, since not having to pay for office space is great for companies’ budgets.

Still, this benefit could come at a cost not many people could have predicted. For one thing, relationships between coworkers will suffer. Not spending time with team members can weaken bonds and make communication, and by extension cooperation, more difficult. Additionally, spending time at home, perhaps with children and pets requiring additional attention can reduce productivity. This issue is especially pronounced in the insurance industry. Only 6% of insurance companies are currently using people analytics as a part of making decisions regarding their workers, making it difficult to even diagnose low productivity levels.

Surprisingly enough, even though jeopardizing traditional business models with increased technological disruption is stressful, there could be some hidden advantages. The biggest concern for the insurance industry, identified by the mentioned Deloitte report, is attracting young talent. As much as 40% of the workforce in insurance will become eligible for retirement within the next 3 years, and only a small number of millennials are interested in a career in this field. The increase in automation, technological advancement, and remote work will probably make a positive impact on the attractiveness of insurance for millennials. 

A Rise in the Number of Contingent Workers

The worryingly high churn rates in the insurance industry, as well as nearly all other workplaces, resulted in a higher demand for contingent workers, or freelancers. According to recent research by Gartner, 32% of organizations are replacing full-time workers with freelancers. This will provide insurance companies as well as insurance agencies with more flexibility in terms of hiring and managing talent. HR departments will put more resources into attracting contingent workers from all over the world.

Despite surface-level advantages of this strategy as a cost-saving measure, an increase in freelancers could have worrying consequences in the long run. For example, the turnover rates are even higher when working with freelancers. Streamlining the onboarding process to save time. With less time to adapt, freelancers make more mistakes, that then take longer to smooth out. One solution could be to offer an option of long-term employment, should contingent workers succeed in meeting certain standards and demands. 

Conclusion

When discussing inevitable HR changes in the insurance industry, the most important factors to consider are automation, remote work, and hiring more freelance talent. Using apps to automate HR processes, flexible freelance contracts, as well as the option of working from home will likely attract more millennial talent. This would help solve one of the most pressing issues in human resources in insurance today – the rapidly aging workforce.

Apprenticeships – Why Hiring Diverse Talent is Smart Business

It’s no secret that almost every company in the world is on the lookout for talented employees. Thanks to modern technology, companies can now look for talents all over the world. If someone isn’t physically present in the office, it doesn’t mean they can’t work for you remotely. 

What’s interesting is that a lot of people are willing to move to another country, even another continent, if it means finding good employment with suitable work conditions. Moreover, the Internet has allowed companies to look for employees more effectively, while also allowing job seekers to find employment more seamlessly. 

So how do companies decide who’s an ideal fit for their company? The simple answer is through apprenticeships. The apprenticeship program benefits everyone. Companies get a chance to scour through diverse talents, while apprentices get an opportunity to work at their desired company and gain valuable work experience. 

Through apprenticeships, companies will be able to find ideal employees by watching how talents adjust to the new work environment. With that in mind, here are a few reasons why hiring diverse talent is smart business. 

Helps you leverage creativity and innovation

Talent diversity you can examine through apprenticeships can really give you a new perspective on things. This is especially true when it comes to redefining your hiring process. Diverse talents oftentimes leverage creativity and innovation the get the job done. 

They have a unique way of coming up with various ideas that can later be implemented to improve various strategies and processes. Of course, unlocking the talents’ full potential begins with their training. As apprentices at your company, it’s your job to train them well and find different ways to get their creativity and innovation going. 

This can easily be done by giving them more responsibility and encouraging them to engage in the decision-making process. That way, you’ll determine if talents are really up to the task. Their way of thinking can be a great advantage for your company, should you decide to keep them after the apprenticeship program has ended. 

Tap into talents early on

A lot of companies avoid apprenticeship programs because they have to pay for apprentice’s training and salary while the program lasts. This may seem like a waste of both time and money, but it’s actually quite a worthy investment. 

That said, providing an opportunity to an employee with a lower socio-economic background can result in a drastic increase in that employee’s productivity. You provide them with a chance and training, and they’ll appreciate the opportunity to prove themselves. 

That’s why apprenticeship programs are very popular in developed countries like Australia, for example. Australian companies leverage platforms, such as 1300 Apprenticeship to tap into the untapped talent pool early on. That way, they can find ideal employees as early as possible and turn them into a productive workforce through efficient training programs. As you may already know, productive and engage employees to bring more profits to the company they work for. 

Enhanced efficiency

Apprenticeship programs can help you find motivated, determined, and productive employees, but that’s not all. Talent diversity can yield yet another benefit you probably weren’t even aware of. Diverse talents aren’t just different due to their racial and ethnic background. 

As a matter of fact, they are, indeed, cognitively different as well. What that means is that diverse talents can produce a unique way of thinking when grouped together. Their critical way of thinking and a strategic approach to various problems can help them overcome obstacles more easily. 

This can help your company thrive on innovative and creative ideas that diverse talents can offer. You can observe how diverse talents approach problems if you set up a specific scenario during apprenticeship training and determine how the teams perform.  

Open doors to new markets

A well-known fact is that a lot of companies want to expand internationally. More markets mean more opportunities and, of course, more profits if everything goes well. However, one of the major challenges when expanding internationally is winning over the foreign audience. 

Your diverse talents can once again help overcome this challenge. Employees with different ethnic backgrounds can help you understand different cultures and various habits surrounding a foreign audience. 

This can not only help your brand enter a foreign market more seamlessly but also help you establish a solid foothold and build trust with the local audience. Apprenticeship programs allow you to find the right talents who can help you expand to other markets in a more efficient way. 

Apprenticeship programs aren’t something that companies should avoid at all costs. If you allow yourself to see apprenticeships as an opportunity to diversify your talent pool and find suitable employees that will remain with your company for years, you’ll soon discover that apprenticeships are actually smart investments.

How HR Tech Can Best Enable the WFH Environment

Seventy-four percent of CFOs surveyed by Gartner plan to enable at least 5% of their on-site staff to work remotely post-pandemic, and as many as 41% of employees could work remotely at least part of the time. Some firms have even offered to let employees stay working from home forever. Benefits technology will be critical for these employees to have flexible and personalized options as they will have fewer touchpoints with their organization than their colleagues who return to the office. Organizations must offer a way for all staff to access their benefits at any time and from any location as a further tool to enable employees to thrive in a remote setting.

Start by determining what employees want most

There is no doubt that employees value really great benefits. According to a report by the Society for Human Resource Management, telemedicine options and student loan repayment are among the benefits that are on the rise and could be useful in attracting and retaining top talent. Our latest research found that 82% of employees who think that their organization takes their needs into account ‘strongly agree’ that their employer-provided benefits make them feel valued, and 68% see themselves staying at their organization for the long-term.

Similarly, a recent report by Prudential found that most employees (73%) cite benefits as a “big reason” to stay at a job. Three-quarters agreed that accessing benefits through an employer is more important than ever before, and 52% said they’d be willing to take a chance on a new job if it provided better benefits. Three-quarters also said that the current environment has made them realize that benefits are a much more important part of the job.

Deploy benefits technology that best serves remote workers

The right benefits technology for this WFH era should allow benefits to be managed and administered at a global level and easily delivered to a remote, multinational workforce while maintaining employer brand and a level of global consistency. Benefits technology makes it easier for employees to engage with and select their benefits, allowing organizations to demonstrate that they value their people – wherever they are, and whatever their working set-up. This technology also allows organizations to gather invaluable employee data to determine which benefits are used and appreciated versus those that are not. Given benefit needs have changed in the last year – less gym membership, more mental health support – data is more important than ever to understand the effectiveness of your program.

By analyzing this information, employers can put together a much more cost-effective benefits package for each worker. And by personalizing those benefits, businesses can meet the needs of their employees without expending funds or resources on selections they don’t want or need.

Empower employees with personalized benefits

According to Mercer’s 2020 Global Talent Trends Study, 61% of employees trust their employer to look after their health and believe they will make decisions in their best interest. Organizations can strengthen that level of trust by offering personalized benefits that are relevant for each employee and their individual circumstances. These come in many forms, including wellness pots, that provide employees with a flexible spending fund to choose activities that improve their wellbeing.

Employers may also provide extra funds to help with in-home office equipment or items to assist with homeschooling. These benefits allow employers to give their staff the wellbeing support they need that are particular to their situations, empowering employees to help overcome any stress caused by the current climate.

Offer accessibility and flexibility for a distributed workforce

Remote working arrangements are likely to remain in place for the foreseeable future and could continue indefinitely for some individuals. Organizations will need to offer benefits technology that is easy to use and understand, combined with the flexibility to change as needed. Benefits should also be accessible on any device in order to best serve their employees, no matter their location. Last but not least, businesses must consider their employees’ varying needs and provide benefits technology that is capable of delivering the level of personalization that their workers desire – and that provides deep insight on how to enhance the program.

How HR teams can make the best of the worst of times

In our work from anywhere era, HR teams have been tasked with maintaining a long-term view of the workplace — how, where and when people are working – and their efforts have paid off. According to a report by McKinsey, 80% of employees have enjoyed working from home. And it looks as though this is set to continue for some time. With this in mind, HR teams need to make sure they have a continuous and accurate view of their workforce, and use this insight to create both an engaging and personalized employee experience. Employee benefits play a huge role in this, not only in affirming the organizations clear commitment to employee wellbeing and development, but in helping HR teams deliver real value to their people in the worst of times.

1. Start by putting wellbeing front and center

Roughly half of U.S. workplaces offer health and wellness programs, but most of them were created with the traditional workplace in mind. The new working reality means that many organizations have had to pivot their approach – and fast – to make sure they continue to meet their employees’ needs.

There are two critical components here, starting with the way employees access support when working remotely. Whether offering virtual health advice, online yoga or exercise classes, virtual book clubs, or reimbursements for wellbeing essentials, these benefits must be easy to access. And data is essential in determining which benefits are being utilized and which are no longer fit for purpose. Organizations should keep this in mind as they craft and refine their work from home (WFH) policies. Additionally, now more than ever enterprises must clearly communicate the support they offer to make sure every employee can fully utilize these benefits.

2. Helping employees stay connected

With 41% of employees likely to work from home at least part time after the pandemic, HR will need to make sure that employees continue to feel connected to their organizations. Employees’ social wellbeing is often overlooked, but is in dire need of support.  

Organizations should focus on providing benefits that help employees stay connected – to their colleagues and to their employers. Tech has become an essential enabler, helping organizations keep teams connected, and also deliver value-add benefits such as virtual team social events or guest speaker events.

3. Take full advantage of data analytics

There are a growing number of organizations, including Walmart, that are relying on analytics providers like Embold Health to find cost-efficient health plans using data. This is one of the many advantages of data analytics, and the pandemic has widened the gap between the have and the have nots when it comes to efficient and reliable data analytics solutions.

Benefits technology has provided HR teams with increasing amounts of data, but many aren’t using it effectively. HR teams that have real-time and easy access to robust benefits data are able to use that information to stay agile and pivot their strategy as needed to meet fluctuations in the demand of their workforce. This is especially important now in the wake of the pandemic, which has brought new benefits complexities to employers trying to cater to the needs of staff in multiple locations.

4. Elevate staff with new skills

The World Economic Forum estimates that at least 54% of employees will need to be reskilled or upskilled by 2022. By taking the time to provide online courses and virtual career development sessions today, enterprises can help staff continue to evolve and advance.

By taking the time to provide virtual learning today, enterprises can help staff evolve and advance even while working at home. As a result, they will be ready for the future of work – wherever it takes them.

Embrace the work from anywhere era

Organizations have an opportunity to strengthen their relationship with their employees no matter where they are working. They can start by ensuring that employee wellbeing continues to be a priority within the firm. Organizations can also help their employees stay productive by providing the necessary tools and training to optimize their remote working experience.

Further, employers can take advantage of data analytics to study how employees are interacting with their benefits. This data could allow them to reduce their expenses by eliminating unused or underutilized benefits to focus on offerings that employees want most.

Lastly, organizations should remember that even in these challenging times, employees still want to improve their skills and advance in their careers. Employers can continue to support their employees, wherever they are based, and make the best of the worst of times.

Digital Marketing Strategies to Achieve HR Goals in 2021

Human Resources is one of those departments whose importance and potential many companies undervalue, and many a time, HR goes by as a silo department that handles an occasional dispute and organizes vacation time. In reality, HR can be one of your most powerful tools for business growth and success, but you need to optimize its processes and include it in a variety of mission-critical objectives. When leveraged the right way, HR specialists can help sales, marketing, support, and every other team in your organization achieve better results.

Now, assuming that you already understand the importance of HR in the grand scheme of things, you should focus on achieving higher HR goals throughout 2021. This requires you to invest in HR-oriented marketing strategies that will help reach those goals, whether they are attracting better candidates, improving the employer brand, employee retention, or all of those and more. So today, let’s talk about HR-oriented digital marketing and how best to implement it to achieve your HR goals in 2021. 

Focusing on the right social channels

We live in a world driven by social media, and nowadays every company should have a social media presence. Given the fact that the social media market is constantly growing and that there are billions of people using social networks every day, it only stands to reason that you should use social to boost the performance of HR in 2021 and beyond. However, when it comes to HR, you have to be calculated and careful, because you don’t want to invest in the wrong social channels.

Social media marketing and management require human and financial resources, so it’s important to identify the social networks that are relevant to your HR goals. These will typically include Facebook, Instagram, LinkedIn, and YouTube. You want to position relevant ads on these networks to get the attention of the right candidates, but you also want to publish on your accounts regularly on relevant HR topics. 

Optimizing the website to rank higher

Whether you run a strictly HR agency or you just want to prioritize achieving the HR goals within your organization, there is no denying that your website is one of the most powerful tools at your disposal. Before any candidate decides to reach out or act on your ads, they will most definitely research your website. They are not just looking for tangible and concrete information, they are looking to find out as much as they can about your brand, what it stands for, and what they can expect from you in the long run. Because remember, candidates are looking for security more than anything else during these trying times. 

That said, it’s not just about the user experience on the site, it’s also about making sure that your website is ranking high in the relevant search results. The COVID-19 pandemic has had a big impact on SEO, so it’s important to optimize your website with new, more relevant keywords and meta tags that will allow job-seekers to find your site easily and inspire Google to rank you higher. This is the kind of exposure you need in order to reach the best of the best. 

Dishing out niche HR-oriented content

Content marketing will continue to dominate the digital marketing realm in 2021 and without a doubt, the years to come as well. Simply put, there is no digital marketing nowadays without optimized storytelling, so it’s imperative that you keep dishing out top-quality content all year round. That said, next year you might want to prioritize an HR-oriented approach to your content strategy.

After all, were you to talk to an experienced marketer or research the best digital marketing agency in your industry and its content creation, you will quickly learn that content is goal-oriented, oftentimes focusing on the specific objectives of various departments. This includes HR objectives, of which there can be many, but all of which require visual and written content. Be sure to diversify your content creation and align it with your HR goals, and make sure to create long-form articles, images and infographics, as well as videos.

Improving your email marketing strategy

Email marketing is yet another powerful digital marketing tool, and you can use it to drive your HR department and your entire company forward in 2021. To achieve your HR goals, you need to optimize your internal and external email communication. After all, you not only want people to open the emails, but also to act on them and make positive decision.

To do this effectively, be sure to incorporate more visuals in your 2021 email strategy. Engage your designers to work with HR and marketers to craft more visually appealing emails that will guide the recipient towards a positive outcome and frame the design. The same rules of email copywriting apply as always, but in 2021 you want to complement that copy with engaging images, CTAs, infographics, and the like. 

Engaging candidates with your company’s culture

Lastly, you should use your company’s culture to paint a picture of your brand for candidates and your digital audience in general. Showcasing your amazing workplace culture through visual content is a great way to convey more information to those who might be interested in working with you, and it’s a great way to enrich your content marketing strategy. You can include authentic employee photos with your job listings as well as short videos of your workplace and your team to help the candidates visualize their potential future as a part of your brand.

Wrapping up

Your HR department has the potential to take your company forward as a whole, but to do so, you need to align it with your marketing team. Use these strategies to achieve your HR goals in 2021 and set the stage for success in the years to come.

survey

9 Employee Satisfaction Survey Questions That Will Reveal A Lot

Exploring employees’ satisfaction can be a daunting task— especially today, when work happiness is related to various factors. Different employees have different needs when it comes to the work environment. Therefore, the survey needs to consider the following: is the job meaningful or challenging enough, is the employee valued as a team member, and is there a balance between professional and personal growth?

When planning a satisfaction survey, consider some of the points below:

  • The goal of the survey – your questions should always support the purpose of the inquiry. Wherever you plan to do a quarterly check-up of the employees’ mood or annual performance review, tailor the query to the goal.
  • Indicators to watch – depending on the goal(s), indicators may vary far and wide. Use ones that translate to data more easily, like a self-assessment scale.
  • Guaranteed anonymity – Many people are uncomfortable with speaking directly, especially if the subject is sensitive. Make sure that answers are recorded confidentially.
  • Appropriate tools – In every job, you need the right tools to do it properly, and surveys are no exception. Use the best possible tools to obtain and keep the data. This is especially important if your company has a lot of employees.

Also, the question should be:

  • Short – long questions tend to confuse participants, and they can lose focus on the subject.
  • Non-implying – you do not need them to nod their heads. It would be best if you had their honest answers. Make sure that questions allow that.
  • Specific – resist the temptation to add several topics in one question. Each one should deal with one subject, allowing participants to stay focused.

What are the questions that will reveal a lot about the current state of your employees? Here are the ones that will offer the most inquiry.

  1. How would you rate your happiness at work on a scale of 1 to 10?

Research shows that happy workers are 13% more productive than the ones not satisfied with their workplace. Leave a possibility for them to elaborate on their choice so that you can get a better understanding of their current state of (un)happiness. If your employees rate their happiness low, use that info to initiate necessary changes.

  1. Would you consider your job meaningful?

Around 32% of people are staying with the company because of a meaningful job. If they perceive their job as meaningless, you will likely lose them even with increased salaries and benefits. Think about using employee engagement software to make it easier to analyze this aspect of work.

  1. How challenged are you at work daily, on a scale of 1 to 10?

Boredom is one of the prime motivation killers. If employees often get assignments that are below their capacity, they will start looking for opportunities elsewhere. Again, offer them the possibility to elaborate answers. For some, this may be a temporary situation if they are between the projects or the team is (re)organizing.

  1. How would you rate your work-life balance?

Rest and recovery are essential for the happiness and mental stability of the employees. Occasionally they may be asked to take overtime and help their team finish the job. Otherwise, there should be a clear distinction between work and rest time.

  1. Is there a space for personal growth?

Challenge is essential because it pushes people out of their comfort zone and enables growth. By acquiring new skills, your employees increase the chance for promotion and increase in salary. Professional development positively influences employee retention, so make sure your employees can learn and improve in the work setting.

  1. Is your team supportive and inspiring?

Cohesion is an important aspect of teamwork. If there is a lack of support from team members towards each other, the group will function below their capacity, and individuals will struggle with their tasks. If the team is lacking inspiration, collaboration, and creativity will also plummet.

  1. Would you recommend our company to your friends to work?

It is not just popular brands that thrive on word-of-mouth. The same goes for businesses, especially if the brand ambassadors are their employees. If they are not sure about recommending the company to others, it may be a sign they are rethinking their future with you. Try to get to the bottom of this to understand their motivation and needs better.

  1. Do you feel at home in our organizational culture?

Every company has its way of life, consisting of relations between employees and the work environment. Employees are expected to fit into it and find their comfort. A negative attitude towards it seriously affects productivity and satisfaction with work.

  1. Hypothetically, if you would quit today, what would be the main reason?

People usually quit because of job dissatisfaction or inadequate salary and benefits. But sometimes, it can be about working hours (the employee may need flexibility because of family issues) or coworkers (a conflict that has been brewing for some time). Make sure to find that one thing that may drive them away.

This is by no means a comprehensive list, so feel free to tailor your plan to help you fulfill your survey’s goal. Just be ready to act on the data you get and introduce change when necessary.

The Challenges of Pursuing Career Development During COVID-19

Image Source: Pexels

There’s no doubt that 2020 hasn’t looked the way we expected when we rang in the new year. However, that doesn’t mean all of your goals have to be set aside. It’s certainly a different world, but it’s still one where you can grow and progress in your career.

The challenge is finding the right opportunities. Discovering high-quality educational and developmental opportunities in this new environment isn’t easy. Fortunately, many organizations have adapted to COVID-19, and there are a variety of options available.

Here are some ideas you can use to pursue career training and development, even as you’re mostly stuck at home during COVID-19.

Determine What Options are Best for You

As we close out 2020, most learning opportunities are still remote. You’ll have access to video classes and online reading. For some professionals, that works well. However, not every learning style is well-suited for remote education.

Think about your style and preferences. Are you someone who can enjoy remote learning, or would you do better waiting until in-person classes and events are available? You know yourself better than anyone, and there’s no wrong answer.

Also, think about what your specific goals are. Are you looking to earn a particular accreditation? Do you want to finish your degree? Are you hoping to achieve an advanced degree, like an MBA or a Ph.D.? 

Depending on your position and career aspirations, you’ll have different aims. The answers to these questions will help you decide where to study, what institution to work with, and more.

Think About Learning Specific Skills

If a wholesale return to school doesn’t make sense for you, consider which individual skills you might enjoy learning. These can be for your personal benefit or to advance your career. Maybe the subjects you choose will do both!

Learning web design and other graphics skills can help you advance in your company or find new professional opportunities. They can also help you build a personal website or blog or showcase your artistic abilities. 

You might think about getting more skilled in specific software, such as Microsoft Suite or Google applications. Which programs your company uses can help you decide where to focus. If you’re planning a career shift, you can learn the skills you need to move forward into a new field.

Review Your Career Plans

It’s common to hit a point in your career where you feel stagnant. Maybe your company doesn’t offer the opportunities you hoped for, or you realize that this field isn’t one you really enjoy.

Don’t be shy about trying new things. You might even get into an entirely new industry. If you’re considering a hands-on field, like physical therapy or massage, be sure you review your educational options and make sure they’re safe in this time of COVID-19. 

There’s nothing wrong with changing course, even dramatically. Perhaps the downtime provided by this pandemic has given you time to rethink your larger goals. Or, maybe you were laid off or lost your job and now have the freedom to choose a new direction. 

If so, don’t be afraid to make a significant change. Having a career-oriented degree can help you land on your feet. You might choose data analysis, business, or a healthcare major. The key is to find a high-quality, reputable, and safe training program.

Take on Extra Projects

One excellent way to develop in your career is to stretch beyond your regular day-to-day duties. Is there a project that needs to be done but no one is stepping up? Why not you?

Taking on an additional project can help you stay busy while also boosting your resume and professional reputation. Perhaps it will move you toward a promotion, or you’ll gain experience that will help you land another opportunity. 

Projects can go hand-in-hand with learning new skills, as you may have a chance to practice doing something outside of your normal scope of work. New design skills? Leadership? Give it a try! 

Watch for In-Person Events to Return

As we move into 2021, there has been increasing talk of a vaccine and being able to return to life as normal. You can expect in-person events slowly to return, although attendance may be low at first.

If you’re someone who enjoys in-person networking and conferences, your opportunities may return in mid-2021. Take advantage of the chance to shake hands, meet people in person, and use your connections to advance your professional goals.

Working remotely can be stressful, especially for extroverts who thrive on human connection. Just keep your eyes looking forward — in-person events will eventually come back.

You Can Still Grow During COVID-19

Don’t let this pandemic cause you to give up on 2020. Instead, reevaluate the landscape and think about what you can do that will help you move forward.

When you’re clear on your goals and learning style, you’ll know if remote learning will work for you or if you should wait for a chance to attend in-person classes. Perhaps you can work on learning a specific skill and take on a project to practice using it in a business environment. 

If you’ve been laid off or lost your job, you have the chance to reevaluate your career and choose a new path. There are a variety of degrees and certificate programs that can help. 

2020 isn’t a bust. In fact, it may be the new opportunity you were looking for. Review your options and move forward!