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The Complete Guide to HR Risk Management Every Manager Needs
Do you want to find a better way to manage employees at your business and keep people at all levels of your organization happy? Are you interested in finding a better way to protect yourself from potential problems that could affect your business?
If you answered yes to both questions, then you need to invest in HR risk management.
You may have heard about risk management for businesses. But, you may not have heard about the different ways human resource risk management could benefit your company as a whole.
Read on for a quick rundown on what HR risk management is, along with common HR risks companies face and strategies that could mitigate certain problems.
What is HR Risk Management?
Simply stated, risk management involves looking out for potential risks to your business and figuring out the best solutions to handle them.
Running a business comes with a variety of unique risks that could cause problems for your company. Risk management specialists try to anticipate and prepare for potential risks that are most likely to happen.
HR risk management focuses on the specific risks employees pose to the business. This could involve risks around improper employee management, employee behavior, or the way you hire and lose employees.
Proper HR risk management doesn’t just focus on entry-level employees. Everyone from part-time employees to c-level managers are taken into account to help HR measure risks and potentially stop problems before they start.
Why Risk Management Matters
HR risk management should be an important part of any business regardless of industry or size. Essentially, a comprehensive risk management plan should have a place on your business’ overall roadmap to success.
Employees play a pivotal role in the success of a company. You could have a fantastic product or service, but if you don’t have the right employees, your business won’t be able to succeed.
If a potential problem occurs, a well-prepared business plan that utilizes risk management may be able to minimize the potential impact. Some of the areas of impact include reduced earnings, lost time, and even negative impacts on important customers and employees.
A good HR risk management strategy could help you find ways to deal with problematic employees, make good hiring decisions, and help you better manage people across your organization.
Common HR Risks and How to Solve Them
Now that you know a bit about risk management in the HR space, we can take some time to talk about some of the more common problems you’ll find and how you can mitigate them.
It’s important to note that every organization has its own unique needs. These strategies and suggestions are meant to be a baseline you can use to ensure that you’re planning against risks the right way.
If you want to create a true strategy around HR risk management, be sure to pay attention to these issues:
Compliance and Regulations
If you work in HR, you’re well aware of the complicated laws that can surround employment. This is why it’s very important for people in HR to be aware of local labor laws and regulations to ensure that they’re compliant.
All of your HR processes should be regularly audited to ensure that you’re as compliant as possible. HR professionals who want to ensure that they’re always compliant with the latest laws should follow these important tips:
Stay Up to Date on Legal News
Did your state legislature pass a new law around family leave? Was there a recent update on what can be considered a reasonable accommodation for an employee with a disability?
Laws can change seemingly overnight, and if you aren’t aware of any new changes, you could be at risk for a lawsuit or fines. Subscribe to local legal publications and set up news alerts for employment law so you can ensure that you stay in the know.
Sync with IT
New technology may make employees more efficient, but it also leaves you vulnerable to new potential problems with security and compliance.
Talk to people in IT about the best way to keep devices secure. Educate your employees on the right way to share sensitive data that is tied to important client information.
Bring in Outside Help
Do you want to ensure that your company’s HR practices are as up to date as possible? Are you worried about neglecting an important compliance issue?
Staying compliant in a constantly changing world can be difficult. This is why we recommend bringing in outside sources to help your organization with compliance issues.
It’s always a good idea to get an employment lawyer to look over contracts and HR policies to ensure that you’re staying compliant. You may even want to consider hiring a compliance specialist on a contract basis to fill in any holes your plan may have.
HR plays a significant role in staffing. People in HR often handle recruiting, order background checks, and can have some say in who gets hired and who employers pass on.
Hiring people is very important, but it comes with its own unique risks if it’s not handled properly.
Improper resource planning could lead to understaffing, or even worse, overstaffing employees. Scrambling to bring in new hires or letting go of people can cause a lot of chaos in the workplace.
If you want to hire the right people and keep employees happy, make sure you follow these important tips:
Build a Solid Recruiting Program
Having the right structure around recruiting could help drastically reduce some of the problems associated with bringing on new people.
Getting referrals from already trusted employees could make the vetting process a lot easier. Encourage employees to recommend people they know for roles and make it easy for them to submit internal suggestions.
Focus on building up a pipeline of potential contractors and direct hires so you can reach out to them when you need to bring on somebody in a hurry. When you already have a robust group to pick from, you won’t have to scramble to fill a spot on the team.
Revamp Your Onboarding Process
Does it seem like it takes a while for employees to get up to speed on certain important tasks? Before you put blame on the new hire, take some time to evaluate your onboarding process.
A confusing onboarding process can make it difficult for employees to understand how to do important tasks, and may make prioritizing tasks nearly impossible.
Talk to some recent hires to hear their feedback on your hiring process. Get management involved and see what they would change about the way you bring on employees.
Cut Your Losses
Have several people complained about the work of a certain employee? Is there an employee that still struggles with basic job tasks months after they’ve been hired? Are you dealing with someone that just isn’t a good fit for the company?
It doesn’t take long for HR to find a problem employee, but it can take them a long time to actually deal with them. Sometimes it’s best to cut your losses instead of spending precious time and money trying to salvage an employee that isn’t working.
Some HR representatives are hesitant to fire people because they don’t want to deal with the paperwork and potential risks of letting someone go. However, if you’ve done everything right on your end such as performance improvement plans (PIPs), formal warnings, etc., there’s no use in prolonging the inevitable.
Have you ever heard the phrase that people don’t quit jobs, they quit managers? It may be a cliche, but it also has some truth to it.
If your organization has shaky leadership, you’ll start to see problems pop up in other areas. Eventually, you may lose business, employees, or even professional clout because your managers and people in leadership aren’t doing their jobs well.
As an HR leader, you have a unique responsibility in ensuring that managers are doing right by their employees. If you want to mitigate potential problems in management, consider these strategies:
Hold Managers Accountable
If you notice that a lot of employees are leaving a certain department or if there’s a dip in work quality, then it’s time to have a serious talk with managers.
There are some things that will be out of your manager’s control, but overall, many can and should be held responsible for the work employees in their department produce.
Don’t be afraid to have a one-on-one talk with a manager that could be causing issues. They may not be aware that there’s a problem or could be eager for help in solving an issue.
Train Your Managers
It’s far too common for businesses to assume that managers automatically know the right way to deal with employees. That’s why it’s important for people in HR to take the time to periodically check-in with managers and train them.
Hold quarterly training sessions that can reinforce the right way to handle employee conflicts. Ask employees to give feedback about their managers so you can see if they’re lacking in some areas.
Make Managers Cultural Ambassadors
Employees are going to follow the lead of their managers. It’ll be difficult to say that everyone needs to dress professionally and on time when their managers come in late and wear stained jeans to the office.
Your business’ culture is very important to your brand and your employees. The managers you hire should exude certain important tenets of your culture.
When you check in with managers, stress the importance of making sure that they represent the company’s culture at all times. Employees will soon follow their lead, and you could see the entire team improve.
Managers should play an important role in the growth and professional development of their employees. However, involving HR in the process can help ensure that everything is being handled properly.
Employees who feel like they aren’t growing won’t hesitate to leave the company. If they end up not leaving, they could grow bored and complacent. Eventually, you’ll see their work suffer.
Employee growth isn’t just important for individuals, it’s good for your organization, your products, and your clients. Happy employees that feel like they’re growing are more likely to stay at your company, and they’re able to produce better work.
If you want to ensure that your employees are growing, try to implement these strategies:
Give Employees Opportunities to Learn
A lot of companies claim that they encourage employee development, but they do very little to help their employees grow. Don’t expect your employees to only learn outside of office hours, give them ample opportunities to grow at work.
Consider giving employees a set amount of hours a week to devote to learning a new skill. Look for opportunities for online training courses from sites like Khan Academy or look for educational webinars people can use.
Remember, employees can be an important educational resource of their own. Hold monthly lunch-and-learn meetings and encourage employees to do a quick presentation on an important topic.
Empower Managers to Help Employees Grow
It isn’t uncommon for people to view HR as a barrier that could hinder employee growth. Show everyone at your organization that isn’t the case by working with managers to help ensure that their employees can reach their growth goals.
Managers should be interested in the growth of their employees. Encourage them to ask employees about their future work goals during their check-ins.
Once managers find out what employees want to learn and how they want to grow, work on a plan with them to help make their goals possible. Find courses they can take and consider what kind of work you can give them that can help them grow.
Take it a step further and make assessing and reaching certain goals a part of your annual performance review. Give employees extra incentive to reach their goals by tying it to bonuses and potential office perks.
Get Professional Help Today
HR risk management could be the key to keeping your employees happy and growing your business. When you focus on managing risks around hiring, management, compliance, and employee growth, you set your business up for success.
We only considered a few issues surrounding HR risk management. There are still lots of other things you can do to protect your business and make your employees happy.
If you’re ready to bring in professional help to grow your company, Solvo is here to for you. We invite you to contact us today so we can start talking about how we can help your business.
Ideal Labor Solutions to Help Your Company Grow
Labor solutions can help your company to grow, both directly and indirectly. With business success, you will see business growth. As your business grows you will find a lot of processes and tasks are also growing. In these times of rapid growth, you will not be able to keep up with all the changes and all the work involved. It is at this time that you may realize you need the help of a labor solutions firm. With that type of help, you don’t have to do all the work and you can keep your overheads down, as well as reap other benefits.
The Benefits of Using a Labor Solutions Service
Let’s explore some of the advantages of using a labor services firm:
Hiring with a Growth Mindset
You want your hiring to be done in a way that benefits your business. You want employees that love what they do and are not simply working for a paycheck. You want a qualified candidate who is looking to build their career in a particular field. When your employees are genuinely interested in learning within their roles, you will have a team that will want to grow with your company.
Nobody wants to run a mediocre business. So, even if you don’t see growth yet, you should always have a growth mindset even when it comes to hiring. There are a lot of benefits to choosing a firm that offers labor solutions. It takes the load off your shoulders as you don’t have to source your internal team of professionals. You can get the employees you need when you need them the most.
When you choose to leave the hiring to the labor solutions experts, then you can rest assured that you will be getting well-vetted professionals. You will get workers that are not only suitable for the job at hand. You will also get those with the skillset to grow with the company as your business continues to boom.
Shorter Fill Time
Filling a position is a very time-consuming process. When you are trying to fill a position on your own it can take up a lot of time that could be better utilized elsewhere. You have to get a job ad out, then sift through the applicants to find the most suitable candidates. Next, you have to interview those you deemed suitable. The next task is to make a shortlist and possibly do a second round of interviews with the best candidates. This entire process can take a while especially if you want to ensure you are getting one of the best.
But, with labor solutions, you don’t have to put in all that work. As such you can fill a position in a shorter amount of time. A firm will have qualified candidates they can reach out to quickly and can reduce the fill time drastically. This allows you the opportunity to complete other tasks geared toward business growth.
Lower Overhead Costs
Lower overhead costs are one of the main benefits of allowing a professional team to do the hiring for you. When you opt to use labor solutions you can cut down on overhead as well as time to fill. You can source employees for virtually every task that can operate out of remote locations when it is ideal to do so. You can find employees for benefits administration, payroll, recruitment and so much more. When you don’t have these people on staff, your overheads are reduced significantly. Most companies see a very distinct ROI when they switch to this model. By reducing costs you can have the opportunity to free up working capital that can be reinvested into further growing the business.
Save Money While Delighting Clients
When you choose a firm to handle these hiring tasks for you, you can stop worrying about falling behind on projects. You also don’t have to worry about slow periods when you are struggling to keep your staff busy. When you choose to use a labor solutions service, you only need to engage new staff when they are needed. This allows you the flexibility to scale back when there is less going on within your operations.
Your clients will always be satisfied even though you are controlling the expenditure of the business. You can get great workers when you need them the most so that your clients always get the high-quality results they expect from you. You will be able to meet deadlines, stay on budget and so much more when you don’t have the added task of hiring and monitoring employees yourself.
When you have this type of flexible workforce you have more certainty so you don’t have to worry about budget shortfalls. That way, your business can grow, remain profitable and keep up to speed with all your client’s needs being met.
Fitting the Workplace Culture
It is important for an employee to not only have the skills and experience for the job but also to have the right culture fit. Even if the task is for a one-off engagement it is important to find someone who will be a great fit for the workplace culture of your organization. Work can be done so much more efficiently when the entire team loves what they do and how they do it. Relaxed employees are more productive and think clearer which equals more productivity for the firm overall.
Statistics show that a bad hire can cost a company up to 30% of the employee’s salary for the first year. So you don’t ever want to make a bad hire. That is why it is important to look beyond skills, education, and experience and find the individual with the right personality to fit the culture of your workplace. A hiring service can properly vet a potential candidate to ensure they fit the bill.
Variance can be expected from one quarter to the next. When you have a staffing partner, you don’t have to worry about what happens during these seasons of variances. A staffing partner is flexible enough to scale hiring based on your needs at any given time. With a staffing partner, your current employees can continue business as usual so that when there is a spike in demand nobody has to be overrun to meet these added stresses. Instead, more people can be added to meet the needs of the business so it can service the demands of the customers.
The HR Selection Process
When you don’t have to do all the hiring yourself, you find more time to grow your business. Traditional hiring is time-consuming, expensive and there is a very long administrative process that must be followed. Posting job advertisements online and in newspapers takes time that you could be using better on a different task. Then you have to wait for weeks or even months before you can find the right person for the job.
After a lengthy process of searching and the most suitable candidate is chosen, there is the step of training them as well.
Each of these processes in and of themselves can be very time-consuming. However, when you hire the professionals to get this done for you, all of these tasks are already taken care of. This frees your focus to be placed on meeting deadlines and winning the projects that will lead to increased business growth.
Our economy is fast-moving, as there is constant disruption. Everything is always changing and you need to adapt. Move forward into the future of hiring to allow you to spend more time bettering your business. Leave the hiring and all its complications to the experts. That way you can allocate more of your time on your areas of natural strength. Your company will grow when you can focus on meeting the demands of your clients and have a firm in the background taking care of your staffing needs. Don’t do it alone, your company can grow despite the changes in the economy. You just need the right team to back you.
There are several advantages to partnering with a hiring solutions firm. There are a variety of firms in the marketplace. So, it is necessary to understand the specific criteria to ensure that you are working with the right labor solutions firm.
Choosing the Ideal Staffing Solutions Firm
Here are a few tips to help you choose the right staffing solutions firm for your business.
- Look for a firm that specializes in your field.
You will find that these firms will have experience in different industries. They will have contacts and often would have already vetted potential candidates suitable for your business. If you can find one that specializes in providing employees for your field, then you will get better quality candidates for your job openings.
- Evaluate their terms.
When you find a company that has experience sourcing candidates for your industry, you should then take a look at their terms. Do their terms match up with your needs? Are they as flexible as you need them to be? How quickly will they move with a task? These are all things to look out for in their terms to determine their suitability. Pay attention to guarantees and anything else that will be in the fine print.
- Define your needs.
Before you start contacting firms you want to be clear on what it is that you need. You want to be as clear as possible when defining your needs and imparting this information to a potential firm. You want to pay attention to how well they listen to what you are looking for and what they suggest off the bat. Take notice of how they communicate, the methods they use and how quickly they get back to you. This can give you an idea of the type of customer service you can expect once you start working with them. And that can help you decide if you will be able to work with them for the long haul.
- Look at pricing plans.
Staffing solutions firms have terms that are important to note, including pricing. You want to choose an affordable firm. One of the main benefits of these firms is that they help you save money. So you want to ensure that their costs are not so high that you will not be able to truly benefit from their services. Compare the firm’s prices as much as possible before making the decision. Try to have at least three firms on your shortlist so that you’ll have good points of comparison.
- Check their experience in the field.
Don’t just take their word for it. The last step is to find out just how long they have been in service and how satisfied their previous clients are. If you can also find out how satisfied the people they hire out are, then that is a definite plus. Compare their quality of work with their competitors. With a little research, you can then decide which hiring solution company most perfectly fits your needs. Pay attention to social media presence and see if they are a part of any “top” lists.
Contact Solvo for the Best Labor Solutions Services!
You can help your company grow without having to do all the work yourself. Work smarter, not harder, by getting the help you need, when you need it. You get these benefits with flexible staffing opportunities offered by our team of hiring experts at Solvo. So, leave the hiring process to us while you focus on doing other things that will contribute to your company’s growth. Contact us today to discuss how we can provide the labor solutions that your company needs to excel in your industry.
How to Improve HR Function for Your Business
Quick! What’s your HR department doing right now? Depending on the size of your staff and company, they might be advertising open positions, recruiting new employees, onboarding new staff, managing payroll and benefits, investigating complaints, writing and policing company policies, changing employees’ status forms, overseeing staff training and development, and much, much more.
When they’re this busy, it’s not surprising that your HR staff can’t see the forest for the trees. They don’t have the time or energy to see some of the very things that would help them the most. How can you improve HR function so they can be more efficient at their jobs?
3 Things Your HR Department Needs to Be (But Probably Isn’t) Doing
Here’s where you can come in. Take a good look at your company and see how many of these your HR department is (or isn’t) doing right now:
1. Share the Responsibilities
Whether working for the official department or not, everyone in your company is involved in human resources – or should be.
Employees should be motivated enough to want to excel. Managers should be deeply invested in developing the people they manage. The leadership team should be harnessing the talents of the entire staff to drive company goals. And your trusty HR department should be behind them all, pointing the way.
Not only does this shared responsibility alleviate some of the HR overload, but it creates employee engagement and can inspire real, heartfelt ownership in the company.
In addition, working together from a consolidated system improves communication and keeps everyone in the company on the same page.
2. Consolidate Systems for Efficiency
Payroll information in one computer system, basic employee data in another system and benefits in a third. Sound familiar?
Not only does storing information in separate systems force some poor HR staffer to type an employee’s requests and information into multiple databases, but it also requires that every change made over the years – benefits modifications, address changes, tax adjustments, pay increases – be made in triplicate.
In addition to being an extremely inefficient use of time, multisystem processes can practically guarantee mistakes.
Put all your information into one unified system, however, and your team can spend a lot less time on mundane data entry. And that gives them more time to work on a strategy that can help grow your business.
3. Spend More Time on Your HR Strategy
There are a couple of ways to give your HR staff some breathing room. Some companies choose to outsource part of their HR responsibilities to another entity. But if you already have a capable and fully-staffed HR department, you may just want to improve your technology so you can streamline numerous functions.
With more time, HR can focus on big-picture plans for people and processes such as:
- Developing training programs so employees reach, and exceed their potentials
- Motivating staff to excel
- Developing competitive compensation
- Methods to reward and retain the best employees
- Best practices in measuring performance
- Building succession plans
Remember, technology is your friend. According to Scientific American, people tend to buy new cell phones approximately every two years. Shouldn’t your company’s HR system deserve the same attention?
Now granted, a new HR system costs a bit more than the latest iPhone but if it helps your company reach its business goals, shouldn’t it be more important than a device that lets you play Candy Crush?
The latest human capital management (HCM) systems relieve HR departments who are drowning in data by consolidating HR data and processes such as:
- Employee administration
- Employee and manager self-service functions
- Benefits administration and enrollment
- Payroll management
- Tax compliance
- Reporting and analytics
Future Proof Your Human Resources Strategy: 5 Critical Steps
If you think it’s important to have a business plan and strategic vision, you need a human resources plan, too. It’s just as critical.
An HR plan gets your people ready to execute your business strategy and goals. It helps you prepare your current staff and anticipate the people you’ll need to add in the future. It preps your business for employee turnover and your managers for making future hiring decisions more strategically. A good HR plan should also include a succession plan, so you can limit disruptions to your business should there be a change in management or structure.
Follow these five critical steps to creating an effective HR plan:
1. Assess Your Current Workforce
Your first step in strategic HR planning is identifying your current employees’ knowledge, skills and abilities. This includes evaluating your employees’ strengths, education levels and additional training or certifications.
But you shouldn’t stop there. You should also consider what talents they have beyond their current job descriptions. For example, your data entry employee may also have a knack for building customer relationships. You can pick up on these less obvious talents by getting to know your employees through regular conversations, both formal and informal.
Chances are your personnel files already contain a wealth of information you need to help monitor your employees’ talents and skills, such as their resume, continuing education history, performance reviews and completed projects.
Having a system (like an interactive organizational chart) to capture and archive your employees’ information can make keeping track of your employees’ talents easier. At the same time, your employees will feel more valued if it’s clear that you’re making note of their strengths.
In addition, performance reviews can help you determine when employees are willing and able to assume additional responsibilities. When employees consistently rank high in all categories, it is a good indicator they may be ready to take on some more challenging work. Not all employees want to move to other positions, though. If this is the case, look for ways to challenge them in their current roles.
2. Create Employee Development Plans
Having qualified employees is only one step when building a long-term, winning workforce. To make a real impact, your employees’ work needs to support the company’s growth goals.
You can do this by making an employee development plan for your staff. This will help you create clear direction on how to increase their skills and advance their careers so that your business can forge ahead. Follow these steps to help make sure your employees’ development plans are on point.
- Consider your business goals. – Before you set objectives for employees, you should try to align their development plan with your company’s needs.
- Talk to your employees. – Don’t just assume you know your employees’ skill levels and career aspirations.
- Decide what skills your employees need. – Once you’ve looked at each of your employees’ abilities and experience, as well as your company’s needs, decide exactly what skills each person needs to acquire.
- Create an action plan. – Once you know what the objectives are, you can figure out how your employees will go about achieving them.
- Apply new skills in the workplace. – Set up some opportunities where your employees can quickly apply their new skills to the job and get feedback.
It’s important that your company doesn’t neglect the employees it already has, especially top performers. Even for your high achievers, there’s always room for improvement, and they still need development-focused attention from you.
The top reason employees stay with a company is they feel challenged by their work, according to an Aberdeen report. In fact, 34 percent reported that they are sticking with their current employer because they foresee an opportunity to be part of the future growth of the company.
3. Create a Succession Plan
With business growth comes change. It’s inevitable. Whether it’s a shift in the executive team or a reorganization of departments, you need to be prepared. A succession plan can help you minimize disruption by identifying critical roles in your business and employees who have the skills to immediately assume these positions if someone should leave.
You may choose to involve employees directly in creating your succession plan. This would mean having conversations with all of your employees to find out what their career goals are, where they see themselves in the future, and what development they feel they need to get there.
You can also create your succession plan behind the scenes. The choice really depends on what your organization’s culture is like.
In addition, you should always be prepared to keep your employees well informed about changes and explain how exactly a change may affect them. Transparency eases anxiety and keeps your employees from imagining negative reasons for the changes.
4. Perform a Gap Analysis
A gap analysis helps you identify what resources your company has and what you’ll need in the future. When performing a gap analysis, you’ll assess your HR practices and infrastructure to determine where your company is falling short. For example, some of your HR practices may be designed to fit where your company was five years ago, but don’t meet your needs today or where you plan to be soon. After a gap analysis, you can improve your current procedures and implement new practices that will better support the growth of your business.
When conducting a gap analysis, take a look at your:
- Job descriptions – Do they match the expectations you currently have for your employees and outline all the necessary skills and requirements?
- Employee handbook – Have you reviewed and/or refreshed it in the last two years? Check to see if your policies are still aligned with employment laws. This is especially important if you’ve expanded into new cities or states where you may be subject to different regulations. When was the last time your employees read the handbook? Consider asking them to re-read it once you make updates.
- Training programs – Are your employees being prepared for their roles in an organized way that still makes sense according to business needs?
- Health benefits – Are you providing what is required by the Affordable Care Act (ACA) while also meeting the needs of your employees?
- Sick days – New paid sick day standards are emerging across the country in a few states and a growing number of cities. Check the current sick days laws to be sure you’re in compliance.
- Business performance – If revenue is climbing, it may make sense to up your contributions to your employees’ retirement accounts or award more days of paid time off, which will add value to your total rewards package. If revenue is down, consider scaling back on some of those benefits to help stabilize your business.
5. Decide If/How to Increase Resources for the Future
As your business grows, so will your staffing needs. To find the best people for the job and your business, you must know what you’re looking for.
Review the information you have gathered about your current workforce. Do you have enough people? Do they have the right skills and know-how to help you achieve your business goals?
This information can help you decide what jobs need to be filled and who would be the best fit. From there, you may determine if you can promote from within or if you’ll need to recruit new talent as your business grows. Many times a current employee is a good fit with some additional training.
Incentivize Improvements in HR Function by Considering a Rewards Program
To keep your employees happy and motivated, you should reward them. Their wellness should be your number one priority. People who get acknowledged for their hard work are more productive and will be happy to spend eight hours every day working for you.
Employee rewards programs offer numerous benefits to both companies and employees. For example, less than a third of all workers feel valued or appreciated in their position. Those employees who don’t feel like they’re a vital part of the company could leave their jobs, hurting companies who need those positions filled.
Talk to your employees about their needs and consider offering incentives for the completion of weekly team goals. You can buy them lunch, cinema tickets, a gym membership or take the whole office for a team-building picnic.
Some employers even take rewards a step farther by offering experiences instead of money, a selling point with the millennial generation. Employees can earn everything from dinner to a Hawaiian vacation. There are tools that can make this task easier.
Today, many companies offer employee rewards programs from continuing education opportunities to cash bonuses or paid time off. These rewards are more than giving an employee a tangible reminder of a job well done. A well-structured employee rewards program can create a bond between companies and employees, ensuring a long partnership for years to come.
Give These HR Tips a Try
Try any (or all!) of these helpful tips on how to improve HR function for your business. Your employees will be happier and your business will prosper. Alternatively, give us a call at Solvo Global and let’s achieve a better workplace through an efficient HR department.
How to Find the Right Staffing Solutions for Your Company
Staffing solutions can give your company a huge boost, no matter the type of business you operate. That’s because it’s always important to have the right people for the respective jobs if you want to succeed. And finding those people can be a huge challenge.
Generally, it takes about 23 days to hire a new employee. It’s a laborious process. You have to review applications, interview potential candidates, and negotiate salaries. Even if you find a great candidate, your competitors will be vying for the same talent. To add insult to injury, all the effort you spent might even hurt your business in the long run. Why? It takes time away from your existing business obligations.
Working with a company that provides professional staffing solutions can dramatically reduce the amount of time you spend looking for an employee. Staffing companies have one goal: to make sure you have the right person for the job. They give you access to a database of talented employees, so you always have someone available when you need them. Staffing solutions might even save you money since they take care of the employees’ health insurance and benefits.
But how do you choose the right staffing company? There are so many options available that it can be difficult to find the right one for your needs. So, here are a few things to keep in mind when looking for staffing solutions from a staffing company.
Know What Kind of Help You Need
There are 3 main types of staffing positions:
- Short-term assignment
- Long-term assignment
- Permanent job placement
Think about what kind of position you are looking to fill. A good staffing company will have a wide database of available talent. This is important since you want to ensure that you’ll be able to get the right candidates for the job in a timely manner.
You can also ask prospective staffing companies for their opinions on how many employees you will need, or what kind of assignments work best for your company. For example, you may need short-term staff from time to time, such as when regular employees go on leave, or when you have a new major project coming up. Conversely, you may need long-term employees when you have open positions available, but you aren’t yet comfortable with a permanent job placement.
Then, ask prospective staffing companies if you can have a hand in the selection process. Can you submit job interview questions? This is especially important if you are looking to fill a permanent position or a position that is likely to become permanent.
If you need staffing for an upcoming project or event, then make sure the prospective companies can do thorough reviews and background checks. You should also make sure that they give you a detailed presentation before you commit to their services.
Know What You’re Looking for in an Employee
Many people make the mistake of starting the hiring process before they have taken the time to understand what it is they’re really looking for. An employee who can do it all is every hiring manager’s dream. But don’t waste your time chasing unicorns. Your time will be much better spent focusing on what skills are needed to do the job well. Additionally, consider how flexible your requirements are with regards to years of experience. And what is the minimum required level of education for the position? Are you willing to overlook a lack of a college degree for a candidate with a solid portfolio?
Make Sure the Staffing Company Proves Their Expertise in Your Field
You should visit several websites to narrow your search. You will want to focus on staffing companies that specialize in your industry. Yes, culture fit is critical. But at the end of the day, it is often the staffing company’s understanding of your industry that proves critical. As such, it only makes sense to choose staffing companies that have experience with your industry. After all, you wouldn’t want a staffing company that specializes in hiring art designers, if you seek to staff factory positions.
It might also be helpful to think about the kind of employees you need. For example, there are some staffing companies that specialize in leadership roles, like CEO. There are also staffing companies that specialize in filling entry-level roles.
Either way, make sure the staffing company visits your business. They need to get to know your corporate culture if they’re going to make successful job placements.
Make a Note of Your Impressions When Interacting With the Company
Contact the staffing companies on your shortlist. What was the experience like? They should provide you with useful information even before you hire them. This is their time to make the sale and prove their expertise. Did you learn something new when talking to them? If not, move on.
Were they professional, and friendly? Did they respond to you in a timely manner? This should give you a clue about the kind of business you are dealing with.
Here’s why that’s important: You need to be able to trust the staffing company you choose. Think of them as a strategic advisor for your business. So, they need to prove to you that they are a professional and capable organization. After all, they will be recruiting, hiring, and training your future staff. How they run their business will have a huge effect on the quality of the employees you’ll be getting. In short, they will be playing a huge role in the growth of your company.
How Happy are Their Talent?
When people are unhappy, they are more likely to quit on you. This can cost you money down the road. That’s why it’s so important to work with a staffing company that has happy talent.
One simple way to gauge how happy employees are is by reviewing the staffing company’s testimonials and satisfaction scores.
You should also have a look at the compensation and benefits packages the company offers. This will give you an idea of whether or not the staffing company is able to attract good talent. Generally speaking, the better the benefits and compensation packages, the higher the caliber of employees you’ll be getting.
Find out How the Staffing Company Recruits and Trains Its Talent
Look at their ads.
Find out what techniques the company uses to verify the applicants’ skills. You should also find out if the staffing company conducts background checks and drug tests on their employees.
Find out how they train their talent. Some staffing companies train their employees for specific skills. This might mean software tutorials or even business etiquette. Get details. Would you say their training techniques are proactive, or passive?
Do you need employees to be trained for proprietary software that only your company uses? If so, then ask the company if they would be willing to train their talent to use the software.
Find out what kind of talent database the staffing company maintains.
All of these questions will help you get an estimate of the quality of employees you will be getting from the staffing company.
Learn What They Mean When They Say a Placement Was “Successful”
Chances are, the staffing companies you are considering advertise some sort of placement success rate. In fact, the majority of staffing companies probably do this.
It’s easy to get swayed by the numbers. But before you do, ask them what exactly they mean by a “successful” placement. What are the criteria they use to judge whether or not a placement was successful? Some staffing companies will call it a success if they are able to just get a new worker for a company. That is probably not enough. A successful placement should consider how long the talent stayed on staff, and how satisfied the client company is with the employee. Furthermore, be sure to also ask about the staffing company’s turnover rate for their talent.
What Is Their Turnover Rate for Internal Staff?
Think of your staffing company as a business partner. You need someone you can trust. You need someone who knows you. That means your account manager and recruiter need to know you. They need to have a feel for your business, as well as your industry. This will be difficult for them to do if they leave your chosen staffing company.
Set yourself up for a smooth, long lasting relationship by choosing a staffing company that has a lower turnover for their internal staff.
What’s the Process Like?
What do you do when you need a new temporary employee? Do you call them, or do they prefer an email? How much lead time do they need to fill in the spot?
What happens if there is an urgent, last minute need? Will they be able to respond right away? You should also find out how to reach them outside of regular business hours.
Square Away All the Legal Stuff
You need to make sure that all the legal details are taken care of. In most cases, the staffing company will be the official employer as far as the IRS is concerned. But that doesn’t mean that you can sit easily. You will want to make sure that worker classification and payroll taxes are settled. You should also ensure that the staffing company confirms the workers you get are W2 employees, not independent contractors.
Have a look at the contracts, and make sure your lawyer reviews them as well. Make sure that the proper provisions are in place when it comes to indemnification. This protects both parties in case any issues come up in the future.
Have a Look at Their Reviews and Ask for Referrals
What is the staffing agency’s most recent client satisfaction score? How do they rank against the competition? Make sure to read more than 3 testimonials to get a better idea of what you’re dealing with.
Don’t be shy about asking the staffing company for a few references. A good staffing company will have a long list of satisfied clients that you can contact. When speaking to a reference, ask the following questions:
- What was the outcome of the placement?
- How did you feel during the placement process?
- Was the staffing company open and communicative during the placement process?
- How would you rate the performance of the employee the company placed?
How Do Their Rates Compare to Other Staffing Companies?
Think about how the staffing company’s rates compare to others in the market. More importantly, how do they think their rates compare? Determine whether they think their rates are lower, higher or about the same as their competitors’ rates.
Picking the staffing company with the lowest price doesn’t always translate to getting the most savings. You need to base your decisions on value, as well. Otherwise, it could cost you more money down the line.
It’s not necessarily a bad thing if a staffing company is more expensive than their competitors. But they need to be able to justify their higher price tag by letting you know what makes them different from their competitors or the unique value they offer. Make sure you aren’t falling for a persuasive, but empty sales pitch. A good staffing company should be able to give you access to talent that you wouldn’t otherwise be able to tap into.
What Do They Expect From You?
Good relationships are a two way street. Both sides need to put in work. That means you will also need to invest some time and resources to make the onboarding process go smoothly.
This is yet another reason why finding a staffing company you trust is so important. You need to be able to trust them enough to allow them access to your business. Otherwise, they won’t be able to do their job well.
Getting the Staffing Solutions You Need
Hiring a staffing company can give your business a huge boost. It can set you up for continued growth and success. You’ll also have the flexibility that is necessary for coping with the ups and downs of changing markets. Finally, working with a company that provides reliable staffing solutions can give you the freedom to focus on growing your business. With the right company, you’ll likely even end up saving time and money down the line.
At Solvo, we provide expert staffing solutions in a variety of industries. We have a track record of satisfying our clients’ needs and partnering with them to grow their businesses. So, contact us today to discuss how we can help your company get to the next level with as little hassles as possible.
How to Find Employees That are the Right Fit for Your Company
Hiring employees that do not fit is a costly business. There are the costs of recruiting and training, as well as the cost of revenue lost due to productivity loss. As a business owner, large or small, you want to find employees that will be the right fit.
Today, more companies are focusing on hiring people that are considered the right “cultural fit”. When you find employees with the right fit, you will find this is beneficial to both employee and employer. Employees will be more satisfied and engaged. Additionally, employers will benefit from higher employee retention rates and will be able to save money once they reduce their employee turnover.
While more companies are seeing the right cultural fit is important, this is something that can be hard to define. Like anything else, there is a good side and a bad side to hiring for a cultural fit. The downside is that it can be easy to lead with unconscious biases and create an organization that does not offer much diversity.
This is where a hiring firm can come in handy. You can count on Solvo to remain unbiased but still able to find employees that are the right fit, and also ensure a diverse workforce within your company.
How We Find Employees That are the Right Fit
Define Your Company Culture
We strive to provide you with the best candidates for the job. But, you need to know your company’s culture. This will put us one step closer to providing you with optimum satisfaction. We understand what cultural fit is and what it is not. We understand that it doesn’t mean that we need to hire people similar to those who already work for you. We understand that it does mean that you want employees with the same drive. These are employees that are on the same page and who will share your company’s goals and values.
We keep sight of the important things that are necessary for finding the employee with the right fit for your needs. When you are doing the hiring yourself it is easy to want to choose an individual that you get along with. We won’t allow that kind of bias to cloud our vision when hiring an employee for you. We will instead focus on your workplace culture and if the candidate will add to your current team. While you may be tempted to feel that someone with a different approach (or personality) is not a good cultural fit, this is often a wrong belief. Hiring a candidate that has a fresh approach or who excels in a different communication style can be a positive for your company. These persons can help the team to think differently and may cause an overall strengthening of an entire team of employees.
At Solvo, we strive to understand your company’s goals and values. This comes in handy when we’re interviewing potential candidates as we’ll know what to look for and who will be a great fit.
Identify Key Factors
Key factors are also known as the KSAs – Knowledge, Skills, and Abilities. These are the key things the ideal candidate must have to be able to perform job tasks. Companies need to have job descriptions that incorporate these KSAs. We often find companies with job descriptions that are generic and vague enough to be used for any random business. When it comes to finding the right fit, that is a definite no! You must have a job description, and a specific one tailored to fit your company and its needs.
A job description should clearly state the necessary KSAs. It should also state expected behaviors that are qualifying factors for the position. Why? Because you want a candidate that can perform the tasks of the job. But, you also want a candidate who will fit the organization’s work culture.
Then, you get down to the personality of each individual or prospective employee. Here are some of the most important things to take note of when you are looking to find an employee that is the right fit.
Work Ethic and Integrity
Everyone wants employees that have integrity and a good work ethic. This is how your company can continue to maintain the good reputation you have worked so hard to achieve. This is especially easy to do in our current technology age where online reviews make it so easy for your company to be praised or defamed.
Individuals with both strong work ethics and integrity will always be a complement to any workplace.
Motivation Beyond a Paycheck
You want employees that are motivated to work not just because they are getting a paycheck. You want employees that are interested in their position and your company. When they have this interest, they will have the drive to perform well and also stay and grow with your company. While there should be programs and incentives to motivate employees, it is important to find employees that have inherent motivation.
You want employees that will be goodwill ambassadors, those who believe in the product or service that you offer. Employees that are excited and enthusiastic can pass their passion on to other employees. Passionate employees do better at their job tasks and are better for the entire team.
The employee that is the right fit is the employee that takes initiative. This way you can spend less time ensuring they are getting their work done. This coincides with an individual’s inherent motivation. An employee who loves what they do will be more likely to take the initiative to get the job done. Employees that will work well with little to no guidance and supervision improve productivity and efficiency.
Since you have an existing team, you’ll want someone who is adaptable. Not every member of your team will have the same personality, the same communication methods, etc. So you want employees that can be flexible, who are willing to work with other people who may have different work styles.
It is easy to determine how adaptable someone can be by asking the right questions. There are also random exercises that can help to assess if a candidate is adaptable. The latter option is the best as these exercises don’t allow the candidate time to prepare. So you will be able to truly see how adaptable they are.
For example, we ask interviewees to provide an alternative use for a notebook or pen. Depending on the originality of their answer, we can tell how well they can adapt to situations. This can also help to determine if they are quick and analytical thinkers capable of looking beyond the obvious.
The employee that can take an unexpected question or task in stride and won’t get unsettled and flustered is one that would make a shortlist.
The Importance of Asking the Right Questions
To identify all of the above, it comes down to asking the right questions. Just as every company has a different culture, every employee is different. Finding the employees that will fit the culture and values of an organization can be a daunting task. The interview process alone can take up a lot of time as well as physical and mental energy.
The 2013 American Gallup Poll done on a cross-section of 150 thousand workers showed that 70% of workers hate their jobs. The truth is, two decades ago employers weren’t considering cultural fit. Instead, candidates would mold themselves into a job role and to company values. It was with the arrival of the likes of Zappos where Tony Hseih the CEO showed that employees fitting into a corporate setting were more important than their resume skills. It is then that “cultural fit” started getting some attention. With various departments getting more and more collaborative in modern work spheres employees must have the ability to work well and communicate well with each other.
Considering cultural fit is the way of the present and the future. It is how you can stop hiring employees that will only quit within the first few months. And we can help you with this.
So you may now be wondering how we find the right employees for your company. How can we, as outsiders, provide you with the employees that will be the right cultural fit? No need to play a guessing game. Let us give you a peek into our process and how we go about finding the right employees for you.
At Solvo, we pride ourselves in asking the right questions. We ask all potential candidates questions that are deliberate and specific. We then use these questions to determine if a potential candidate has values that align with your company’s own.
Types of Questions to Ask in Interviews
These questions tend to have no right or wrong answers and they may or may not be the same for all candidates. The answers to these questions give us an idea of how a potential candidate thinks. Discovering their thought patterns can give us an idea of how well they will be able to thrive in your workplace.
Question: What type of work environment makes you happy and productive?
Answer: I prefer my workspace. I like to be given direct instructions and be left to complete the task. I tend to be more productive when I work on my own. If I need help I will ask for it but otherwise, I like to work by myself.
In this example, if your company values teamwork very highly this individual will not be a good culture fit. This employee may very well be able to get their job done efficiently, but how will their need to work alone to stay happy affect them overtime? Moreso, how will it affect the rest of the team who are all team players and love to work in groups?
Examples of behavior-based open-ended questions include:
Outline a time when you may have lost patience with a coworker, customer or client and tell me what happened?
Can you remember a time when you followed the policy and procedure of an organization even if you thought you had a better idea? Can you tell me about that?
Was there ever a time when you made a serious error at work? Tell me about the circumstances and what you did?
Can you relate a time from your last job when you were supportive of your coworkers?
These are questions that will be directed to all candidates. The answers to these types of questions will provide a clear demonstration of how well candidates will perform on the job and how well they meet the KSAs. We observe the candidate as they answer these questions to see how they analyze a situation. We look for logic and rationale to determine their suitability for the organization and not just for the role.
These questions tend to be general. They will help to identify skills and behaviors that may be necessary for the job. They include situational and behavioral-based questions. Since these questions are specific we know what the ideal answer for each one is. There is a rating system to measure the answers of each candidate at the end of the interview process. The candidates will be rated based on how well or how close they were to the ideal answer.
Examples of Specific/Measurable questions include:
- Why would you like to be a part of this team?
- What do you understand about the responsibilities as specified by the job description?
- What is your definition of teamwork?
- What experience and skills do you bring to the table that other candidates may not?
Examples of Specific situation-based questions include:
- You have 10 minutes left in your shift and your manager asks you to stay an additional 2 hours to help recover some lost production. What is your response to the manager?
- You are approached by a vendor who is looking for the manager. If you assist the vendor you will fall back in your production. What would you do?
- You get a call from a customer who received a short order. You check the records and they show that the delivery was done on time and in full. What would you do?
Solvo Can Find Employees That Fit Your Company!
These are just some of the questions that we ask potential candidates to help determine if they are a good fit. Our team of experts at Solvo can help you find employees that are perfect for your company’s culture. So contact us today to discover how our labor solutions can take your company to the next level.
How Can I Manage Workflow For My Company Better?
Business success often requires that you manage workflow effectively. This means allocating employees with varying skills to complete different tasks. Workflow refers to the sequence of processes (administrative, operational and otherwise) through which a task passes from the initiation to the completion stage.
Optimal workflow management ensures that employees work in situations where they are assigned to duties that match their natural abilities. When persons are forced on tasks that they don’t align with, then there’s a greater likelihood of job stress. Alternatively, if someone’s work duties fall below their skill level, then they will be bored, apathetic, and perform less than desired.
So, it’s essential that managers improve how they manage workflow. So, let’s consider the importance of workflow management and how your company can get better at it.
An Overview of How to Manage Workflow for Your Company
First, you’ll need to evaluate the strengths and weaknesses of members of your team. You’ll need to also consider not only the natural strengths of your staff but your natural inclinations as well. This will help you to create the appropriate tasks and responsibilities for each team member.
Once you figure out everyone’s skills and passions, then everyone will be happier coming to work each day. So workflow management will help boost your organization’s productivity.
However, this is a tightrope act! You don’t want anyone to become too comfortable in their roles, because then boredom sets in. If anyone keeps doing the same tasks each day, they can lose interest. So, to keep everyone interested in their job functions, it’s important to build opportunities for variations within their daily tasks.
Change is never easy and making changes within your business can remove the comfort of familiarity. However, positive changes help everyone to feel more fulfilled in their careers. Improving how you manage workflow within your organization allows you to engage in appropriate risk-taking to enhance your business growth.
It’s important to not avoid difficult processes, as this is generally the way in which you will experience growth. Increased profitability means that you and your team members will need to take some risks. It’s the acceptance of these small and large risks that will help you and your team to find the right workflow. Oftentimes, taking the right risks leads to the rewards that you seek. So, get yourself and your team comfortable in taking risks.
Elements of Workflow Management
The process of managing your workflow usually involves automation, comprehensive documentation, delegation, and effective communication. These elements are vital for the efficient use of time and a reduced possibility of human errors. But, these elements themselves need to be well-defined and time-efficient.
Automation is particularly useful in the documentation process. This will avoid your team getting lost in the bureaucratic red tape of assembling these documents. You do not want your managers spending more time entering data, instead of analyzing this data and drawing vital insights for important decisions.
So, you should invest in productivity software and technologies that can help you automate tasks that give lower returns. For example, utilizing tools like 10to8 for appointment planning and Asana for project management will help everyone become more effective in their roles.
Choosing to implement such productivity tools will likely make a significant difference in helping you better manage workflow in your business. You can choose to take such automation on board by:
- Establishing an internal automation platform
- Purchasing an existing product that’s available on the market.
The first option means that your IT team could create a system with flaws and delays. This could lead to continual adjustments that keep disrupting your organizational workflow. However, purchasing an existing product means that it’s already proven and tested by previous companies using it.
Documentation and Delegation
Workflow management has many benefits which include providing comprehensive documentation and effective task delegation. Good documentation, especially the ones that document processes, help to onboard new staff as it gives them the requisite guidance. This documentation also increases overall productivity, as existing members have a reminder of the acceptable way to complete different tasks.
Effective task delegation means that all persons will know their assignments. Furthermore, they will know the deadlines for various projects so that they can plan accordingly. This entails:
- Mapping out the objectives that each team member needs to achieve in their projects
- Assigning each project/task to the person who best fits the task’s requirements
- Confirm that each member has a firm understanding of what’s expected of them
- Encourage accountability by having each person give regular updates at every phase of their assigned project(s)
Good communication is important when you manage workflow for your business. It’s important that you transmit the vision, missions, and goals of your company to all members of your team. There are some communication skills that you need to keep in mind whenever you communicate. You need to be:
- Self-Aware: This calls for a keen awareness of yourself. You should be aware of your inner monologue and emotions so that you can self-regulate. That way, you will communicate confidently and respectfully at all times. You also need to be aware of and effectively manage your non-verbal communication as well.
- Audience-Centric: You need to know your audience. Always know each audience’s motivations, preferred communication styles, and learning styles. Then, you need to adapt your message accordingly. Try to make genuine personal connections with your audience to put people at ease and gain trust.
- Brief: Too many words and information can bog down your team. Being brief will help you to immediately highlight what needs to be accomplished.
- Clear: Avoid unnecessary jargon. Effective communication is always easy for everyone to understand.
- Receptive: Communication is a two-way street. So, you should not only focus on giving information well. You also need to be an active and engaged listener. Give each person your full attention and ensure that there are no miscommunications. Keep an open mind and avoid knee-jerk reactions. Focus on building rapport with each engagement.
- Strategic: Every time you communicate with your team, you should have a clear goal in mind. Being strategic means knowing what and why you’re communicating, as well as the intended outcomes of each engagement.
- Credible: Your team members should be able to trust you. They need to know that there are no hidden agendas and that your word is your bond.
- Persuasive: Effective communication requires persuasion. To get support for your new workflow and other initiatives, you will need to convince others to see the merits of your company’s new system and procedures.
These skills combine to create an integrated communications workflow. This will help you and your managers communicate effectively.
Detractors from Good Workflow Management
A part of good workflow management means identifying and avoiding possible pitfalls. Let’s consider a few of these pitfalls:
One of these pitfalls involves multitasking. Some corporate leaders may believe that doing several tasks at once creates more value for their businesses. However, this may not be the case.
Multitasking means that persons will have to constantly switch their mental gears as they move from one diverse task to the next in a short time. The truth is that this transition is not a seamless and quick process. This means a loss in focus, a decline in quality, and a productivity loss.
Furthermore, multitasking can lead to burnout among your team members. Stressed, overworked, depressed, and unmotivated staff are not a winning formula. So, multitasking is not a good idea for optimal workflow management.
Automation can help to eliminate the need for multitasking. Adopting the right technologies will ensure that projects are arranged by deadlines and assigned to persons that are most suitable for them. This prioritized system eliminates the need for multitasking and ensures a stress-free experience for all.
Another pitfall to having an effective workflow is procrastination. Even the most motivated team members have some aspects of their roles that they would rather avoid. However, this can lead to disaster, as projects are put off until the last minute. This then results in adverse outcomes for all concerned.
There are two ways to overcome procrastination. The first is to take on the difficult or ugly tasks first. This means taking immediate decisive actions that create significant results. Such members should also avoid shortcuts and develop a love of accomplishing goals.
Another method is the 2-minute rule. This means breaking down each task into actionable 2-minute steps that become habit-forming. For example, responding to emails can be broken down into responding to 2 emails in 2 minutes. Once a gateway habit is formed, then it is more likely that a person will continue doing more of that activity, thus overriding procrastination.
You can apply this 2-minute rule in any scenario. If a task takes two minutes or less, then do it immediately.
As a corporate leader, you should ensure that all team members make regular status reports. This accountability structure will reduce the likelihood of procrastination and its undesirable fallout.
Lack of Boundaries
It’s important to have a structure for projects, your teams and the time dedicated to working on those projects. When there are no limits, then mayhem is inevitable as you will have overworked team members for sub-par results.
Instead, you should ensure that you:
- Clearly define all team members’ responsibilities in each project
- Have a clear understanding of the time availability of each member
- Manage the length of meetings
- Encourage team members to work uninterrupted for the best results
Top Tips to Manage Workflow for Best Results
Let’s consider some essential tips to better manage workflow within your company.
Outline Key Steps
It’s best to specify the essential steps to manage workflow better. This means listing the hours needed to complete a project, the tools needed for an assignment, and the content that’s required.
Pursue Productive Habits
You and your team will need to follow a list of specific productive habits. This will help you to accomplish important benchmarks.
Develop and Maintain Your Brand
Your brand is your most important marketing tool. So, you and your team need to develop and maintain a brand handbook for the content created by your business.
To manage workflow effectively means regular reviews and analysis of each process.
Invest in Effective Tools
You should invest in project management tools to help team members collaborate. You should also use templates, repeatable processes, workflow diagrams, and automation to save time.
Utilize Cloud Software
Cloud software programs can help your team receive on-demand notifications.
These investments also include training personnel. You can create a system of local experts to help train your newly hired team members.
Encourage In-House Experts
Once you have effective training programs, this will increase the expertise of your team. However, some persons will emerge as internal experts in various aspects of the new workflow. You should give these experts support to help other team members become proficient in their roles.
You also need to carefully manage company messaging to improve your marketing outcomes.
Set the Basic Requirements
It’s important to focus on basic requirements when managing your business workflow. You’ll need to identify your audience, assign and delegate responsibility, and define the end goal of each project.
Improve Workflow Processes
You and your team should refine more complex workflow processes to gain further efficiencies. This will help your company to experience greater profitability and growth.
Solvo Can Help You Manage Workflow for Your Business!
As you can see, it’s a lot of work to manage workflow so that your company can perform at its best. However, if you don’t have the time to do it yourself, then that’s no problem at all! At Solvo we provide the full-service solution for all your staffing needs. Whether you need back office or front office support, HR services, logistics, sales or accounting requirements, we’ve got you covered! Contact us today to discuss how we can help you serve more customers, maximize your performance and exceed your company’s goals.
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