This year threw the workforce for a major loop, as millions of people exchanged office cubicles for their own sofas and kitchen tables. And while this shift in daily scenery is one thing for existing employees, for new team members there’s a different story altogether. In a matter of months, remote onboarding has become an even hotter topic.
Leaders are facing an unparalleled workplace experience. The degree of uncertainty we are now navigating is extraordinary for most businesses everywhere in the world. Nobody knows when this sanitary crisis is going to end or what is going to happen in a couple of months from now. And nobody can predict the impact on employees, customers, even the supply chain.
We can all agree that the COVID-19 pandemic has changed everything in the way we live, socialize, interact, communicate, and work. With a majority of companies moving away from the offices, nothing took a greater hit than organizational culture.
Suddenly a good portion of the workforce finds itself working remote. If you’re an HR professional or manager who had new hires lined up pre-pandemic, you might be wondering how to onboard remotely. When you’re already dealing with an experimental distributed workplace, bringing on a new team member might seem at best, daunting, and, at worst, a nightmare.
When you think of brand image, is your focus on external marketing plans like social media campaigns, fonts and logos? While these are crucial to your brand communication strategy, how the business communicates internally is just as important as how it’s presented externally.
Onboarding new employees is often a difficult and somewhat frustrating process for everybody involved. New hires are struggling to navigate a completely new and unknown environment, while supervisors are eager to turn them into productive members of the team.
In every aspect of life, long-term relationships are more rewarding for all parts involved than short-term alliances. Of course, the latter can make useful strategies at key moments and for achieving immediate goals. However, if you are running a marathon and not just trying to win a race, you definitely want reliable partners you can actually count on along the way. Therefore, if you are looking to building your company up in the future, you should see long-term collaboration as a priority.
Team engagement makes or breaks team accomplishments. In fact, team engagement plays a huge role in meeting deadlines and reaching set goals.. Even though it is crucial to team success, engagement is challenging. To emphasize the importance of team engagement, we offer this concise guide. Included are some practical takeaways that you can apply at the heart of your team.
Reward teams and you get to build motivation, boosts productivity and develops team trust. Indeed, offering people recognition boosts their self-esteem, confidence and happiness at work.
Some other advantages are increased employee engagement, less staff turnover, higher customer satisfaction ratings and the fact that organization grows in its sense of purpose. To be sure, there are plenty other good reasons to reward teams. But only a few great ways to do it.
Sorting through types of entrepreneurs is not something human resources get to do. Entrepreneurs, especially founders, often are the first employee. They set the tone and the future company culture. In effect, types of entrepreneurs translate into types of companies.
At the same time, hiring based on personality type is a big deal nowadays. More and more human resources managers include some sort of personality testing into hiring. Why? Because more and more organizations want to make sure they onboard the right candidate. Personality testing seems to be a safe way to ensure employees will fit in.
Yet, oftentimes the same results don’t apply to types of entrepreneurs. In fact, it appears that entrepreneurs that “make it” constantly change the paradigm for which personality type does what. Hence, let’s cover personality types for a bit, and then go into types of entrepreneurs.