4 Ways to Improve the Quality of Work for Your Employees

While most employers are usually focused on how to increase the productivity of their employees, they usually fail to realize that their productivity level is closely tied to the quality of life they’re having in a company. Recent studies have shown that companies that provide a better quality of work to their employees have much better retention rates, while they also have an easier time hiring top people in their field. Studies have also shown that happier employees are less likely to take a sick leave, which basically means that happier workers are also healthier workers. Whether it’s a team activity outside of work or a fun zone at the office, there are many ways in which you can increase employee’s happiness.

Show Trust Instead of Micromanaging Everything

Trust me, no one really enjoys doing a job where they’re told what to do all the time. While it’s perfectly fine for you to manage and supervise their work, micromanaging is something that rarely has a positive impact on your staff. Instead, try to build your relationship on trust – where you as an employer delegate tasks that require high responsibility, or at least make it seem that way. Let them make some decisions and all of the sudden you’ll have employers who are actually committed to what they’re doing.

Reward Good Work

Constant recognition is something that employers have found to be of vital importance when it comes to quality of work for your employees. Whether it’s a simple recognition, or a reward (a raise, bonus, or an additional day off), employees feel much better when their effort is noticed. Many employers avoid even complimenting their workers because they feel that they may ask for a raise if they do. But if a certain individual is doing more work than average, wouldn’t you say that they deserve to be paid for the extra work? This is also one of the reasons why more and more young people start freelancing – because they actually get paid for the work they do, not the time spent in an office.

Customizable Workspace

People love customizing their workspace, and when it comes to their desks there are almost no reasons to be opposed to it. While some people like having their favorite posters on the wall behind their monitor, other people might want to bring a plant from home. I’ve even seen people who prefer to work on a desktop while standing in order to improve posture. Some of the top performers I’ve seen love working in a messy environment, which required us to hire a commercial cleaning company at the end of each week.  Allowing your employees a certain amount of freedom when it comes to customizing their workspace will positively impact productivity, while they’ll also be happier to work for you.

Set Clear Goals

The best way to improve the efficiency of your employees is by setting up clear goals for them to aim for. Without clear goals, productivity will drop considerably, but also their overall happiness. This is why it’s important to give clear assignments and expected results to the people who work for you. Setting these goals should be taken seriously because if they’re unrealistic or generic they won’t have as much power. Probably the best way to approach this issue is to set individual goals for the people who work for you. If you employ a lot of people, delegate this task to supervisors and make it a part of their job. The more these goals are realistic and attainable the better results you’ll have and thus improve your employees’ loyalty.

Final Thoughts

The most important thing when it comes to improving quality of work is to have your employees feel like a part of the team. Having a company where everyone wants to progress to a certain point is completely different from having a company where people just work their shifts. If the end results don’t matter to you enough, they won’t matter to them at all. So try to set an example and be a driving force for your employees as you all push towards a single goal.

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Salary Transparency is Coming Like a Freight Train… Get On Board or Get Run Over

Keep Salary Expectations on Track Through Transparenecy

By revealing company salary ranges and fostering a salary transparent society, companies immediately begin accruing both short-term and long-term benefits. Integral to the process is an introspective analysis that creates a greater understanding of what the company values and what they don’t. Companies with clearly defined parameters receive more targeted interest from candidates who have identified the company as being able to fulfill their needs. Interviewing and on-boarding processes are elevated by data-driven discussions. On the job, fewer doubts about compensation frees up employees’ mental energies to focus on the tasks at hand. Employees are also better able to visualize the long-term benefits of remaining with the company. A company opening its books and revealing specific salaries and salary ranges in terms of location and experience level may seem as if it is shooting itself in the foot in the short run, but, given the long view, salary transparency enhances productivity, retention, and quality.

Chris Bolte
Chris Bolte, CEO & Co-Founder at Paysa

While nobody expects companies to universally release every one of their employees’ compensation-related data for the general public to scrutinize, several companies are already doing so. Buffer, creator of a social media management tool, releases up to date salaries for each employee. Companies and individuals wary of an invasion of privacy will appreciate the middle ground Buffer took a stand on with a salary calculator it developed that incorporates factors such as a candidate’s role, experience level, desired location, and preference for higher or lower risk compensation package (equity vs. salary). There are a number of available options when it comes to salary transparency methodology.

Making Progress Toward Transparency

Regardless of the path a company chooses, the track leading toward long-term success involves several stops along the way that facilitate salary transparency and better-informed candidates. In any company, there will always be individuals determined to fight sharing salary-related data. Pushback from guarded employees and well-meaning human resources personnel may result in a temporary thinning of the ranks. The potentially painful transition to providing salary transparency is streamlined with thorough preparation involving organizational introspection and deep market research. First, companies must delve deep into their own needs to understand what skills, traits, and experiences are important to the company. Dissect these components to ascertain why they hold value. It should be apparent what each skill, trait, or experience adds to the company, leading to its continued success.

Before leveraging the benefits of salary transparency, companies must clearly define their compensation processes. Companies must determine the average salary for each position and clarify how those are established. Companies should be able to explain why an employee’s compensation falls at a certain spot within a range. What an employee needs to accomplish in order to move up within a pay range must be clear and transparent. Candidates approaching a company with well-defined values and needs should carefully assemble a portfolio that highlights their skillsets, character traits, and experiences as related to the value they will contribute to the company.

Salary transparency should inform the interview process as well. Those company needs should be juxtaposed against the backdrop of the broader market’s needs. Market research and analysis should lead to establishing updated benchmarks pertaining to skills and experience. Because market values change rapidly, especially in the tech industry, relying on dated benchmarking techniques with a narrow perspective cripples the hiring process and sets companies up for failure from the outset.

Salary Transparency Enhances Long-Term Productivity

The effort required, the difficulties to overcome, and pushback from both outside and within shouldn’t deter a company from achieving salary transparency. In addition to ameliorating conditions for employees, companies benefit in numerous ways from both individually and collectively enacting initiatives that promote salary transparency. Beyond simply staying relevant to the needs of the next generation of job seekers, companies that promote salary transparency have a better understanding of their own values in terms of desired skills, which makes hiring easier. Once an employee is on-boarded, conversations about their value to the company, as well as how to enhance it, are much more data-driven. Providing access to data on salaries, not only within the company, but across a market segment, also dispels any doubts regarding compensation. Rather than focusing on whether or not they are getting paid adequately, employees focus on doing their job and growing their career. This improves both productivity, as employees know what the company values and how they can impact that, as well as retention rates, as employees are more productive and rewarded, while less likely to leave looking for a better deal.

While salary transparency may result in companies losing control over salary negotiations and other minor aspects of candidate interviews, it generates real benefits that extend to employees, the company, and beyond. Salary transparency not only contributes to rectifying societal wrongs, such as gender and ethnic wage gaps, but also helps individuals both understand their present salary and see more clearly the track toward greater pay. For companies, salary transparency is an invaluable tool that enhances hiring, as well as long-term employee satisfaction, retention, and productivity.


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Hire Quality = Higher Quality | skeeled.com

Hello there!

Thank you for checking in on the skeeled.com blog!

Our topic this week: Improving your Quality of Hire.

Quality-of-Hire-Stats

A recent survey has shown some very serious changes in how recruiters search for new talents, and an ever growing focus on improving the quality of new hires. Recruiters often find that sourcing qualified and suitable candidates for their vacancies can be a stumbling block, so competition to find the top talents is higher than ever. So what constitutes improving hire quality? And what benefits can be gained from focusing on this aspect of recruitment?

No effective recruiter ever sets out to hire the wrong candidate for a particular vacancy. Hiring the wrong person is costly to the organization and can prove disruptive in terms of upsetting the current team or hampering progress on particular project. Recruiters should strive to hire the best talent they can, and find the best candidate that will add value to the team, fit well within the culture of the company, and of course carry out the tasks involved in their role with ease. But how can a recruiter improve the quality of candidates applying for their vacancies? Here’s a few suggestions:

  • Know the difference between the job profile, and the personal profile. Obviously certain skills are needed for the role, but what type of person are you looking for? Job seekers nowadays find job adverts with a more personal appeal a lot more intriguing.
  • Modern recruitment practices have a little bit of marketing and sales integrated into the thought process now, so if you are recruiting, ask yourself what is your value proposition? How best to sell the organization, and the role, to the right candidates is crucial if you want to attract the top talent for your vacancies.
  • Be open to answering questions and giving information to candidates that ask for it. A little transparency goes a long way!
  • On-boarding: How proficient are your current processes in getting new hires up to speed? (We’ll discuss this in a blog quite soon)
  • A brilliant new hire, with the matching skills and personality can not only fill the vacancy, but also improve motivation and cohesion in your current team, add value to the department, and provide a person who may become a leader in the organization one day.

Improving hire quality in an ever increasing competitive market is a challenge for even the most dedicated recruiter, but modern HR tech platforms, like ours here at skeeled.com, can rapidly enhance your quality of hire, and help you build a team for the long run. If you want a real return on investment from your recruitment processes; come talk to us!

Thanks for reading! As always, your feedback is very welcome!

-Team skeeled.com

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Source: Hire Quality = Higher Quality | skeeled.com