How To Handle Working From Home

How To Handle Working From Home

How To Handle Working From Home

Even before 2020 brought us a global pandemic that changed everything, an increasing amount of people and businesses were embracing remote work.

After all, there are many positives to working remotely. Working from home provides flexibility, can help improve productivity and provide a healthy work-life balance.

But it’s not all sitting around in your pyjamas tapping away on your laptop! Remote work brings a host of challenges. This is particularly true if businesses have needed to pivot rapidly to adjust to new restrictions.

Whether you are a remote working pro or new to this whole work from home gig, we’re here to provide insight on the benefits and challenges of working from home remotely, plus give you some tips on how to stay productive and help your team adapt.

The Benefits Of Remote Working

For employees, the benefits are numerous. No more jumping out of bed and skipping breakfast to sit in traffic every day. Life is just better when you have a little extra time. Instead of arriving at work frazzled, you can sit down fully-fed and raring to go!

Stress levels tend to be lower as the work-life balance improves. You have more control over your work environment and can make it as pristine or messy as you like. There’s the option to work outside your “office” set up in cafes or co-working spaces (or during times of restrictions, your deck or backyard!). And best of all, your schedule can work around your lifestyle.

Employers get benefits too, such as improved employee retention, access to a wider pool of applicants when hiring, lower costs in office space, and increased employee productivity and performance, according to a range of studies.

Things To Be Aware Of

It’s not all roses and rainbows, particularly for those not used to the remote work lifestyle.

If you are a people person, working out of the office environment can be a little lonely. More effort is often needed to build a sense of community, camaraderie and engagement. The lack of interaction and human connection can be difficult for some people.

Not to mention, there are a ton of distractions at home to contend with. For those that are not used to it, there’s likely to be an adjustment period needed. You may find you aren’t that productive for the first week or two, until you find your groove.

How To Stay Productive When Working From Home

It can be very tempting to be distracted by the fridge, the couch or the call of Netflix when you are working from home. But they are all going to impact your productivity. Stay on task by following these guidelines …

  • Set up a space. Yes, it’s tempting to work from bed, but this is a no-no. Set up a dedicated workspace – whether it’s a dedicated desk space in your spare room, a stand-up kitchen bench or a corner of the dining table or bedroom.
  • Get dressed! At least, change out of your night PJs into your day PJs!
  • Set a schedule and stick to it
  • Eliminate distractions: use apps to block social media for set periods, and do not watch “just one episode” on Netflix!
  • Take regular breaks, get some fresh air, and clock off at the end of the day – don’t be tempted to work all day every day.
  • Have allocated work time. Now, this doesn’t mean you need to follow the 9 to 5 grind. If you are an early riser, then get in a couple of hours before your household wakes up. Likewise, if you are a night owl, maximise those hours too.
  • As well as that allocated work time, have allocated family or rest time too. That way, you will have a nice balance to fill your week.
  • Have a list of three tasks that you must complete each day. This will keep you progressing on the most important things on your To Do List.

How To Manage Remote Workers Effectively

Managing a team remotely is not the same as managing one in the office. You can’t pop your head into someone’s office or drop by their desk for a quick chat.

But, it is possible to still manage them remotely…

  • Provide clear expectations for communication. Do you prefer staff to email, text, or chat? Will you communicate with the wider team through video calling or mix it up and also use online tools like Slack or Trello? How should they connect with others when something is urgent? Clarify these guidelines for everyone from the outset.
  • Keep up the one-on-ones. Group video calls are great to maintain team cohesion, but ensure you schedule regular one-on-one chats with each employee.
  • Use multiple channels to communicate. Tools such as Zoom, Slack, Trello, Google Suite, Facebook Teams and more are great for planning, delegating, and keeping in touch.
  • Trust your team. Keep in touch and be available, but avoid micro-managing. Using some of the above collaboration tools will help you keep tabs on the work being done without becoming overbearing.
  • Proactively facilitate socialising. Arrange after work video drinks, breakfast catch ups, or allow extra time at the beginning or end of group video chats to catch up and bond.

While there are many benefits to working from home remotely, it can be challenging if it is thrust on you without warning. This is the case for many of us in the current situation.

An important thing to remember is to stay in touch with your experts throughout this period (and beyond!). Even though this new working situation is uncharted territory for many businesses, you still need to ensure you are adhering to process and legalities.

If you have any questions, queries or concerns about how to provide the best environment for your people during these times, then get in touch with the Spice Gals. We are operating from home during the Level 4 lockdown period and are more than happy to help you navigate these uncertain waters.

How Is HR Different Today Than It Was In 2010?

How Is HR Different Today Than It Was In 2010?

How Is HR Different Today Than It Was In 2010?

Let’s ponder this: How is HR different today than it was a mere ten years ago. Even though it feels like the blink of an eye for many of us!

We have seen the meteoric rise of social media and the rapid advancement of technology. The millennials are well and truly grown up, and Generation Z is entering the workforce hot on their heels.

The way in which businesses manage and interact with their employees has had to transform to keep pace with this new culture. HR still deals with people, but the fundamental values and trends have evolved.

Let’s look into the key differences in how the approach to HR has changed in the last ten years.

A More Individual Focus

A decade ago, employee benefits tended to be “one-size-fits-all,”.  But, this has given way to a more individualised and flexible style today.

Not every employee wants or needs the same perk: while one person might value daycare facilities and family health insurance, another might prefer a remote work schedule or training and development incentives.

Employers know they need to understand individual employees’ needs if they want to earn their loyalty. So, they offer a more individualised approach to employee incentives.

More Informal Performance Reviews And Feedback

Performance reviews used to be a massive task that no one enjoyed. And they weren’t overly effective.

Thankfully, the annual, formal (and let’s face it, often tedious) performance review process is fading into obscurity. To replace it, companies are using a more flexible, frequent, and casual approach that values timely and useful performance-based conversations.

This allows both employer and employee to have open lines of communication, giving credit when it is due and addressing any issues as they arise – not 11 months down the track when they are no longer relevant!

The Rise Of The Gig Economy

In the days of the Boomer, the best way to get ahead in life was to stick with one company and work your way up the career ladder. You will see this less and less in the following generations. It is thanks, largely, to the rise of the gig economy.

Few people stay in one organisation for decades, and many even change fields several times throughout their working lives. Different experiences are more valuable to millennials than staying in one place for years.

HR has responded by providing remote positions or flexible work schedules – a trend that will only increase in the coming decade. To encourage employees to stick around longer rather than seeking new experiences elsewhere, businesses are providing purpose, variety, and growth opportunities within the existing job roles.

The Evolution Of “Culture Fit”

In the early 2010s, the buzz was all about culture fit: namely, how well an individual would slot into the company’s culture. There is less of an emphasis on this now. Businesses are more interested in a general alignment of values and intention.

It’s more about how a candidate can enhance a culture, rather than how they can fall in line with it.

A Focus On Employee Experience

Employee wellbeing is much more valued than it was ten years ago. Workplace wellbeing and employee wellness have a significant impact on productivity and profitability, which most organisations now recognise.

As technology makes it easier for us to communicate and work from anywhere, the lines between work and home have become increasingly blurred. This can lead to overwork, overwhelm and stress. Today’s HR departments acknowledge this transition and encourage work-life balance in a variety of ways.

Employee engagement is prioritised, and HR strives to ensure that employees have a positive experience within the company – from the onboarding process onwards.

In such a fast-paced world, it can be hard to keep up, particularly as technology advances in leaps and bounds. “Bots” can replace people, and AI can facilitate work processes, but there is still a need for compassion, adaptability, and understanding in the modern workforce. This is obviously an area where Human Resources can continue to shine.

If you want to shine a light on your practices and move with the current HR trends, then get in touch with us here at Spice HR.

Tackling The Beginning Of An HR Decade In Your Business

Tackling The Beginning Of An HR Decade In Your Business

Well, a new decade is underway, and you know what that means, right?

Yep; it’s now been nearly 30 years since the Spice Girls hit it big!

How time flies, it feels like just yesterday that we were listening to them (maybe that’s because it was!)

Our favourite 90s girl power band were together for less than half a decade. Poor planning, perhaps? Don’t let their tragic end be the fate of your business.

The dawning of a new decade is the perfect time to start with a clean slate, plan some long-term HR objectives, and get to work on powering towards your goals. 

Begin With The End In Mind

Someone once said that every minute spent organising is an hour earned, and we couldn’t agree more. Every successful business works from a plan, and yours should be no exception.

When you and your team are clear about the priorities for the months and years ahead, you have structure, direction, and a shared vision that just makes everything flow.

Review your company’s vision, mission, and strategy, come up with SMART objectives, review past successes and failures, and you can start charting your course to success.

Ten-Year Planning

Granted, it can be daunting for any business to try and come up with a ten-year plan. In most industries, it is impossible to predict global trends or events that might impact how things go.

Staying on top of the latest research helps, but a ten-year plan will need to be flexible and adaptable.

However, when it comes to HR, it is a little more manageable to come up with a plan for the next decade. You may already have a general idea of which key employees may retire or move on. That means you can develop a succession plan complete with training and incentives to retain and attract high-performers to keep things running smoothly.

Snack-Size Your HR Objectives

“Plan in decades. Think in years. Work in months. Live in days.” We love this quote from Nic Haralambous. It perfectly sums up how you should approach your long-term business goals.

While it’s hard to imagine what the world will look like in ten years (let alone your life), it is relatively simple to predict the next 12-24 months.

After all, it’s what you do in the next year or two that will impact that ten-year plan. Take those ten-year goals and chop them up into annual objectives.

From there, divvy those goals up into bite-sized monthly and weekly plans. This is your best way to make 2020 a stepping stone for a successful decade.

Communicate Your Mission, Values, And Objectives

Great, so you’ve done the hard work and know where your ship is sailing to for the next decade. Now it’s time to let the crew in on the plan. After all, your map is nothing if you don’t give it to the people helping you navigate.

Here’s how to effectively communicate your strategy to all employees, both existing and incoming:

  • Summarise it into easy to digest, bite-sized, consumable snippets of information
  • Tell a story to create purpose and vision
  • Make the strategy part of everyday company culture
  • Clarify every individual’s role in achieving objectives to ensure buy-in
  • Check-in regularly with your employees to review the mission
  • Engage employees in the strategic process
  • Align individual goals with broader business goals
  • Acknowledge and reward progress
  • Keep everyone updated on where you stand in relation to your objectives
  • Walk the walk at all levels

The beginning of a decade is an exciting time. The years stretch out ahead of you and you can take steps to control the outcome of those years now.

Any good business is only as strong as its team members. Ensure the success of your business with the right people culture. Get in touch with the Spice Gals today to help ensure your HR practices are on the right path for future success.

Why Good Communication Is So Important

Communication begins the second we’re born.

We soon discover that making loud noises usually gets us what we want! Hopefully for most of us, our communication skills become much more advanced from then on. Though, you may meet the odd person who seems to still operate on this premise.

In business, as in life, communication is essential for survival. Done effectively, it helps your team be happy, creative, and productive.

Think about all the positive attributes you want your team to possess – trust, loyalty, efficiency, passion for the job (and the business as a whole), and commitment. Good communication is essential in creating each of these factors.

Let’s dive a little deeper into why good communication is essential to your business.

Why Good Communication Is So Important

Creating Buy-In

If an employee doesn’t understand or buy-in to the values and purpose of your organisation, they are unlikely to go the extra mile in any aspect of their role. So basically, you end up with someone who clocks in and out and does the bare minimum.

However, when you are able to effectively communicate your company’s “why,” you start to build a sense of belonging.

When employees understand how their role contributes to the bigger picture, they will take more pride in their work and serve as powerful advocates for your business. The side effects of buy-in include engagement and loyalty.

Increasing Productivity

Productivity is a key component of a successful business. Without being productive, you and your team are just wasting your own time… and company time.

One sure-fire way to increase productivity is to work on communication within your organisation. To do their job well, employees need to understand what is required of them. With the right information, they can do that job faster and more effectively.

Foster A Positive, Happy Workplace Culture

Nothing builds resentment faster than not listening to your employees – which equates to not valuing or respecting them. Communication is not a one-way street that only goes from the top-down. You must allow two-way communication. That means giving employees an avenue to voice their ideas and opinions without fear of being shut down.

It’s incredibly empowering for people to trust that if they bring a concern or idea to a manager, they will be heard. And who better to know how to improve the way things are done within your organisation than the people doing them!?

Building Cohesive Teams

Small issues can quickly develop into major HR issues in a workplace environment. Good communicators know how to listen without overreacting, which is essential in preventing misunderstandings and conflict.

Teams that work well together naturally create good morale, which, of course, is great for productivity!

Inspire Innovation and Creativity

When you encourage everyone in your organisation to openly share ideas, you foster an environment of innovation and creativity. Your employees are your biggest asset. They know the business inside out and potentially have so much to offer.

But if you make them feel as if their voices aren’t important, they’re not going to share these insights with others. Instead, foster an environment of open sharing. You never know what your team might come up with!

Building Trust

Trust is hard to earn and easy to lose. Trust affects engagement, culture, and ultimately, productivity, so you don’t want to lose it. Communicating clearly helps managers to be transparent, which in turn builds trust throughout the entire organisation. Down the line, this translates to transparency and trust among your customers and clients.

Encouraging multi-directional, good communication within your teams shouldn’t be an afterthought. It should be one of the foundations of your business strategy. If this is an area you think needs some work, trust us –it’s well worth the time and effort to improve.

Luckily, the Spice Gals are here to help you develop great communication within your business. Get in touch with us today if you want to discuss the power of communication further.

What is the Gig Economy?

Today’s workforce is a different beast than it was even one generation ago. The rapid advancement of technology and the power of the internet has transformed the way many people approach their careers.

It is interesting to think that digital nomads and remote workers will soon outnumber traditional office workers. This will create the “gig economy”.

What is the Gig Economy?

Well, it is a marketplace where people choose the freedom of short-term contracts or freelance work over permanent jobs.

With an estimated 35 percent of the US workforce and up to 70 percent of Australians working remotely at least some of the time, most businesses will be faced with a mixture of in-office staff and gig workers.

So what does it all mean?

For a start, it will provide some new challenges for managers as they adjust to a rapidly changing and flexible workplace and juggle the different requirements of each type of worker.

But it’s not all bad! As they say, variety is the spice of life! Learning how to manage your entire team — remote or otherwise — will enhance your communication and management skills.

Let’s dive in and look at some tips on how to integrate the freelance or remote members of your team.

Be Available

In a physical workspace, it is easy for workers to pop in and see you, stop you in the hall to ask a question, or catch up with you over lunch. But if you aren’t in the office, you don’t have those opportunities. Instead, you will need to make a conscious effort to ensure your remote workers have a similar level of access. Do this by responding to messages promptly and make yourself available as much as you reasonably can.

Stay in Touch

Don’t get sucked into the “out of sight, out of mind” mentality. Your remote employees still need to feel included and important in order to be engaged and invested in their tasks and your business. Set up short daily check-ins and longer catch ups at a time that suits you both. If your worker’s feel like they are less important or forgotten about, you will find it hard to get the level of buy-in you are after from them.

Upgrade Your Tech Tools

There is no excuse to have poor communication, even if your team are spread all over the globe. With excellent collaboration tools to keep everyone up to date and engaged with projects, nobody needs to be excluded. Try applications like Slack, Trello, or Google Hangouts to enhance the efficiency and organisation of your team.

Forge a Connection

Positive work relationships contribute hugely to employee engagement. Think how much more you enjoy going to work if you have some good workmates to interact with during the day. Remote workers often miss out on this kind of camaraderie. Put some effort into building personal connections with your freelancers. Instead of being all business during your catch-ups, take the time for some meaningful small talk.

Get Some Face Time

A vast amount of communication between people is non-verbal. We pick up cues on mood and hidden nuances through facial expressions and body language. Sometimes, emails or online messages can be misinterpreted. But it is not always possible to get face to face with people. Thankfully, technology comes to the rescue again! Schedule video chats with your remote workers regularly to overcome these hurdles.

Using the Gig Economy To Your Advantage

The emerging gig economy is great for business. It means you can hire the skills and expertise you need in the here and now. By using digital nomads or freelancers to cover high season or specific projects, you won’t need to employ unnecessarily.

Making your workplace an attractive place for remote workers means you can attract the best of the best from around the globe. You may need to adjust and upgrade a few practices, but the effort you put in will be reflected by the commitment and engagement brought to your business by your entire team.

If you are intrigued to know how you can utilise the gig culture in your business, we’d love to help. Book a time to chat with us face to face, by phone, or by video call today!

How to Complete Effective Performance Reviews

Do you groan when the time for performance reviews roll around?

You are not the only one!

Shocked? We didn’t think so. Managers and employees alike dread the traditional annual employee review, which has persisted throughout the business world for decades.

What might surprise you is that the traditional way of conducting staff reviews is not only a total drag, but it is ineffective, if not downright bad for business.

Research shows that a whopping 30 percent of performance reviews actually decrease employee performance. Oops!

But just because the old style of review has become irrelevant to a modern workforce, it doesn’t mean the process should be scrapped entirely. There are plenty of ways to reinvent and adapt your staff reviews so that they are quick, easy and infinitely useful for your employees and the business.

Here is what you can do…

 

How to Complete Effective Performance Reviews

Give Prompt and Regular Feedback

Scrap the idea that performance reviews should only happen once a year at a formal sit down. There are so many reasons this idea just does not work, such as:

  • It is difficult to summarise a whole year in one review, especially if items you want to discuss took place months ago
  • It is stressful for all parties
  • Feedback is commonly only from one person (who may be unwittingly biased)
  • There is little feedback or follow up during the year
  • Managers suffer from “the recency effect” (only recollecting events from the last few months rather than the entire year.)

Staff reviews should be about coaching and developing your staff, not just reviewing past performance. Employees want immediate feedback – even if it is negative. The quicker you can provide feedback, the more likely it is that you can change (or reward) behaviour – resulting in a higher performing individual.

 

Mix It Up

You don’t have to trash the entire concept of the annual staff review. When combined with regular informal catch-ups and slightly more in-depth quarterly conversations, it can be a valuable tool to sit down with your employee and renew their goals and aspirations for the year ahead.

Just make sure it is supplemented with those regular catch ups!

 

Ditch the Numbers

Trying to condense an entire person’s work ethic, success, challenges, goals and behaviours into a single number or rating is not only one-dimensional, but it is also ineffective. Numbers tell you very little about the growth or development of an individual.

Instead, focus on capturing information in a more expansive way. Don’t be limited by a score. The key is providing honest feedback on all areas of their performance. You can tell very little from a number on a page. But real constructive feedback can work wonders.

 

Keep It Positive

It is no surprise that 90 percent of employees are more motivated by positive feedback than “constructive feedback.” Managers who are afraid of conflict might save up all their unpleasant conversations to have at a performance review – preferring to get it all out of their system in one go. But a staff review should focus more on the good than the bad.

Take note of all the good things that your team do. Not just their work, but their attitude around the office, how they help their colleagues, even if they pitch in to clean up the break room. Positive reinforcement is really helpful and will help make performance reviews so much more manageable.

 

Look Forward, Not Backwards

If you are providing feedback to your staff on the spot as it is needed, then reviews can be used more as “previews.” Spend time with your employee creating goals and objectives, rather than spending an hour rehashing old material.

That switches the focus from the past to the future. Talk openly about their goals for the year if they want to upskill and if there is the chance of more responsibility and progression. They will leave feeling energised and ready to take on the year head.

 

Listen Don’t Lecture

This is a conversation between two people. And part of being a good conversationalist is to listen openly. Allow your employee to lead most of the discussion, and listen more than you speak. This shows them that you respect and value their opinion. It will ensure they feel a valued member of the team.

 

Include the Rest of the Band

Studies show that often, reviews and ratings are more reflective of the person doing the rating than the person being rated. Translated, that means the manager may have biases (even if they’re not aware of them). To avoid this, and get a well-rounded, more accurate insight into a person’s performance, bring in peers and other managers, or even request customer feedback for a 360-degree review.

 

If you are still groaning and scratching your head about the performance review process then feel free to get in touch with us here at Spice HR. We can help you to establish a review process that works for your workplace. Drop us a line today.

 

The Importance of a Mission and Company Values in the Workplace

Does your business have a mission?  Is there a strong set of company values clearly set out that describe the reason for its existence?  We are not just talking a couple of sentences containing corporate jargon at the top of your business plan to make it look fancy.

What we are talking about are the meaningful, powerful principles that unite your team and produce the drive and common purpose that is essential to any business.

Your mission and company values set the tone for your entire business culture. They can be powerful tools to guide decision-making, attract and retain top performers and build an invincible team environment. If you don’t have these in place, then your team and business may not be performing to its full potential.

Let’s have a look at the importance of missions and company values in the workplace, and why it is worth the investment to get them right.

 

The Importance of a Mission and Company Values in the Workplace

The Purpose of Your Business

So, you know the basic purpose of your business, right? Maybe it is to sell tyres or help people invest their money. Knowing your purpose is the basic starting point. Then you need to look beyond your purpose to discover the next level. Your mission and values are about how and why you do something, not just what you do.

Why is it important to get clear on this?

A solid mission and clear company values will guide every aspect of your business. They will help you and your employees make consistent decisions that align with the business, as well as drive the outlook and behaviour of every individual in the workplace.

 

The Importance of the ‘Why’

When everyone on your team understands their “why,” there is a kind of magic that happens. People are united, work relationships are generally strong, and everyone works towards that delicious common goal.

In contrast, if your values aren’t aligned, you will find people working against one another, job satisfaction and productivity declining – and bam, your business will suffer because of it.

Think of it like trying to insert Baby Spice into a thrash metal band. While an entertaining thought, it is a match that just isn’t going to work out. That is because (presumably) the performers have vastly different values and goals.

 

Giving People Something to Strive For

Today’s employees are looking for more than just a pay cheque. They want a sense of purpose to give their work meaning. If a salary is your employee’s only motivator, they aren’t going to be personally invested in the success of your business and will move on to where the money is.

Conversely, those that believe in your mission and values are engaged, positive, and will go above and beyond in their day to day tasks.

This is particularly true in the case of Millennials and Generation Z. Numerous surveys and studies have shown that the majority in these generations prefer to be led not managed, and want to make a difference. Having a sense of purpose is hugely important to their loyalty.

 

Trust and Transparency

Having a crystal clear mission and company values also creates much-needed transparency and trust between management and employees, building accountability.

It tells potential employees who you are and what it would be like to work for you, so a powerful mission can attract high performers who share your passion.

Lastly, but of equal importance, the reputation of your business will only be enhanced by abiding by these key values and working towards that admirable end goal. Engaged employees who understand and buy into the culture of your business will be passionate about communicating it to customers and clients, boosting your reputation and enhancing customer satisfaction.

 

Setting Your Mission

As you can see, creating your business mission and company values should not be something you dash out in a 10 minute smoko break. They need careful consideration.

Your mission should drive your business. It is what you do – the core of the business – and from it comes the objectives and finally, what it takes to reach those objectives.  It should be something that aligns with your overall purpose. But most of all, it should be genuine. If you choose a mission that you feel you should have, rather than one that resonates, then it will not have the impact you want it to. So, select something that your business is passionate about.

If you are having some trouble developing the process around your company values or even the mission itself, then get in touch with us here at Spice HR. We can help you to get everything down on paper and then implemented within your team. Drop us a line today.

What Is Your HR Data Telling You About Your Business?

Data. Many people think of it as numbers that someone rapidly types into a spreadsheet and then uses a complicated formula to calculate something.

But data comes in many forms. Including HR data. That is data that you can use practically in your business to tweak processes, increase staff morale and look after your people better.

We tend to think that if the Spice Girl’s management team had spent more time analysing their HR data, the band would not only still be together today, they would have a level of success to rival the Beatles…

Okay, maybe not. BUT they may have been able to stretch the gig out a little longer, keep their most talented members – ahem, yes, there were a couple! – from jumping ship early and had a much more positive team culture.

How are the Spice Girls relevant to your business? Well, HR is so much more than just crunching numbers, dealing with disputes and endless piles of paperwork. In fact, HR analysis is a rapidly growing field of expertise that modern, successful businesses are using to their advantage.

Let’s look into how you can use this data in your business.

What Is HR Data And How Can You Use It?

There is plenty of useful information in your HR functions if you know where to look for it. Using the data you collect from performance reviews, exit interviews, training information, staff satisfaction surveys, staff retention and even sick days, you can make smart decisions that add immense value to your business.

HR data collection is not a new thing, but utilising it effectively – if at all – is a relatively recent advancement. It is all well and good conducting exit interviews and monitoring sick days, but what is the point if you don’t use that information? It’s like buying a rack full of spices to improve your cooking and leaving them sitting in the back of the cupboard.

The key to using this information to drive success is knowing what to look for. Is there a specific issue or question you want an answer to? Do you want to know how to reduce absenteeism, evaluate staff training, or predict which new hires are going to stay the distance? HR professionals can nail down the questions, use the freshly gained or existing data to do all of these things and more.

Here are just three things your HR data will tell you if you know how to ask:

How To Retain Your Top Talent

Does your data suggest that once your employees become proficient at their jobs and reach a certain level, they will leave? Then it is time to dig a little deeper to find out WHY this happens. Then you come up with solutions to keep your top achievers on board, such as more opportunities and training, or a better work environment.

You will only find out the reason for their departure by asking them. We suggest conducting an exit interview with each team member that leaves the company. Not all will be leaving because of the happenings at your business, some will leave for personal reasons. But, you can find out a lot about the culture, processes, work environment and available resources by asking people their opinions.

 

How To Keep Your Employees Happy

Everyone knows that a happy employee is a productive, loyal employee. Do you really know if your top performers are satisfied with their work?

If not, find out. You can look at absentee rates between departments or individuals, assess who your most efficient team members are, then use those insights to make improvements. The bonus of a happy workforce is staff retention, which saves big money on recruitment and increases efficiency.

You can also ask your team to answer some survey questions. To find their true feelings, you can make it anonymous. You just need to ensure that you are asking the right questions to get the targeted data that you need.

 

Assess Performance

Did Posh Spice work harder than Baby Spice? Did Sporty bring in more money than Ginger?

They are important questions to ponder within your own team. If you know which employees work faster and produce a higher quality of work, you can aim to replicate that productivity across the board. A key thing to understand is, what is making them so much more efficient than the rest of the team?

Once you understand that, you can act accordingly. It might mean offering further training for underperformers, boosting staff morale, offering flexible working conditions, team building, or any number of other things.

 

If you would love to access the hidden gems in your HR data but you aren’t sure where to start, then give us a call here at Spice HR. We can help you sift through the information and boost business at your place. Get in touch today.

Stop. Collaborate and Listen …

 

Stop.  Collaborate and Listen … Spice is back with a brand new invention.

Got an HR problem yo, we’ll solve it. Check out our skills while the Spice Gals resolve it!

Spice, Spice baby!

Listening is Everything

Listening in Orange

 

The art of listening is a learned skillset that can have a tremendous impact on your work environment.  It will ensure you actually hear when your staff tell you what they want, what they really, really want!

Call the Spice Gals today to spice up your listening life – if you really, really, really wanna zig-a-zig-ah!