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8 reasons to quit your job

8 reasons to quit your job. Don’t let it happen to you!

HHRR

Work represents a third of our daily lives, and sometimes even more! It would be an exaggeration to say that we spend a third of our lives working because we have weekends and holidays, but we don’t go too far away to say it… That’s why it’s so important to work on what you love, what you like and what motivates you. And, if you don’t get it, at least it’s important that you feel comfortable in the company and with your colleagues. Otherwise, you may end up finding good reasons to quit, and that’s never pleasant. Just as it is not pleasant for the employee, it is not pleasant for the company to lose talent. Bad environment, poor communication or not knowing how to meet the ambitions of employees are some of the reasons to leave the job that we could consider more common. Right down here we leave you a list of 8 reasons to leave work. There are 8 reasons that we have considered relevant, but not the only ones, far from it. It should be noted that we have not added economic reasons, but have decided to focus on more motivational, emotional or conciliation aspects. 8 reasons to leave work I don’t like or motivate my work. It is true that there are jobs that can be expected to be temporary, which are given by circumstantial necessity or even by own contract. But, for a job that is supposed to be long-lasting, you have to take into account a number of aspects. One of the most important is that, both for the company and for the worker, the roles and responsibilities of the post must be very clear (and must obviously be fulfilled). A job is not something that should be sold to the candidate, but something that should be explained in detail. If that company-employee relationship isn’t clear from the start, things can go wrong sooner rather than later. I can’t stand my boss. It’s sad, but this is a very common reason even today. A boss, a leader, should know that a team is not something that should be adapted to their needs, but quite the opposite. If you want to make the most of your team, adapt to what they need, inspire them, understand them and motivate them according to their aspirations. Only then will you get a faithful, grateful and committed team. Otherwise, you will have provided a reason to leave the job to your entire team. In addition, as a company, it would be important to be aware of interpersonal relationships, as well as the opinion of employees regarding their bosses as anonymously as possible. Bad atmosphere, bad companionship. The toxic environment is not only for the employee who suffers it, but also for the company. It is so harmful to employee health that it directly influences the productivity of an entire team, department or organization. If behaviors or toxic environments are detected in a company, it is necessary to treat it and cut it at the root, taking the right decisions or actions (teambuilding activities, coaching, recreational activities in the office…) before reaching more drastic measures. I don’t learn, they don’t offer training. This is one of the motivational aspects that can influence an employee’s decisions. And is that, note that you are not learning anything new, can be a critical point in your job aspirations. It never hurts, on the part of the company, to offer training that keeps the employee alive, with ambition, expectations for the future and hopes of internal promotion thanks to this new knowledge. And not only that, but you’ll also get a grateful team. The position is too small. There are jobs to which you conform and get used so well, that there comes a time when you do it perfectly, without effort or any encouragement. At that point, the body asks for more work, new responsibilities. Otherwise, you’ll be bored. And that’s one of the big reasons to quit. Especially if you see that possible new responsibilities that could fall on you, they delegate them to other people or to new additions. From here, a message to the bosses: trust your team! I don’t feel fulfilled. Although very similar to the previous point, this is not so much related to the fact that the job is small for the worker, but with an ambitious and restless mentality of it. It’s not about workload, but responsibility, impact… the feeling that their work is important and has a real impact on the environment that is proposed. Avoiding this type of leave is complicated, but not impossible if you have a great knowledge of the ambitions and concerns of your staff members. There is no communication. When a worker goes to work routinely and without knowing what he is contributing to the company, it is a bad sign. Insufficient or non-existent communication is synonymous with neglect or disregard for the staff. If you do not want to be one of the reasons to leave your employees, interact with them, implement them in your goals, tell them the results, what they are helping the company and make them participate in the achievements. I don’t have time for anything. We finish the article as we started. If work is a third of our day, shouldn’t we still have two parts to enjoy? A huge workload, the need to work overtime continuously, having to take work home, a long journey from home to work… There can be many reasons why you run out of time to enjoy your personal life, and the company must be attentive to such situations to offer solutions before this becomes a reason to leave work. Offering the possibility of working from home, distributing responsibilities or hiring new colleagues to free you from that workload would surely be a detail that would not only avoid a drastic decision, but also appreciate. Do you think we missed a reason? Have you been through this? What

how to choose the employee of the month

How to choose the employee of the month?

HHRR

Human talent is undoubtedly one of the most valuable resources of companies, and as such it must be valued and cared for. Hence the importance of generating dynamics such as employee of the month to motivate the team and fill with pride who is worthy of receiving it. But do you know how to choose the employee of the month correctly? Sometimes we can be naive, and it is common for such initiatives to end up being viewed negatively by employees because some organizations do not manage them properly. Keep in mind that this is a tool that will allow you to improve the productivity of your company as well as strengthen the organizational culture and the spirit of your team as long as you do it well. Today you will learn how to choose the employee of the month in 4 simple steps and what benefits it will bring. Steps for choosing the employee of the month 1. Explore This will always be the first step for everything to go well. We recommend asking questions such as: What do I want employees to do better? If you know what they need to work on a little more you can have it as one of the goals to achieve to be the employee of the month. What are the goals of the month of the organization? These will also be within the employee performance measurement of the month. What are the motivations of my collaborators? By knowing what motivates them, what they like to work in your company you can have more clear what is the best prize for them. What channels do I count on to communicate the initiative? If all your employees don’t know about the dynamics you will have a big problem that will affect your organizational culture. What’s my prize budget? This is very important, remember that the prize should be proportional to what you choose to win it and clearly also according to your budget. 2. Plan ahead After having the clear information you must create the bases of the contest and for this, the most important is to make clear the goals that must be achieved to become the employee of the month, as well as the methodology, the period to be evaluated, the awards (this can be surprising too) and the Publication schedule of the winners. Keep in mind that the whole process must be carried out with transparency and objectivity. For this, the clearer the terms and conditions are, the easier it will be to communicate. Perhaps setting the goals to be achieved can be the most complicated. We help you with some examples, but not the only ones: Objective-based Each post has its objectives and is generally easy to quantify/measure. It’s a way to keep employees motivated to achieve and exceed their monthly goals and avoid making them a routine. In sales this is very clear. By tasks performed. This is another data very easily quantifiable and for which you can even use variousonline tools that will help you to measure them very accurately. Of course, you must decide whether to reward the quantity or the quality of the tasks performed. For punctuality:In this case, punctuality not only referred to the time of arrival at the office, but also in compliance with the established deadlines. It is a way to reward and maintain the discipline and good habits of employees. There are other more subjective variants such as teamwork and professional development, these could be subcategories for other awards that you could consider. For example, your collaborators might vote to give the teamwork award for the person who makes the team improve every day. Remember that the most important thing at this stage is to make it very clear what the evaluation process will be, what will be evaluated and the timeline of the initiative. 3. Take the time to choose a good prize Being the employee of the month means having worked very hard to achieve the objectives and goals proposed so the award must be special, and it is not something extremely expensive, but something well thought out. One of the questions at the beginning was about the motivations of your team, well there is the key. With this information you can provide a prize that motivates and fills with pride not only the winner but all the collaborators. It is said that the details are what is best and if so, if your collaborators see that you have taken the time to understand their motivations they will value all activities much more for their well-being. Any ideas? Well, it’ll depend on your team, but it could be an experience, couple hotel nights, extra vacation days, an increase in salary that month, a gift certificate. The best way to get to know your employees is to talk to them, do surveys and listen to them. 4. Evaluate and give continuous feedback It is very valuable that your collaborators participate in the process by giving ideas on how to improve this type of initiative. This is not a static process but a dynamic one, so we will have to constantly review whether all the points in the plan are right, if they are clear, if they are achievable. Something that you must take care is that if in the process you must modify some criteria you communicate it very clearly to the collaborators and the argument of the change must be very strong, which does not lead to misunderstandings. Bonus: Employee of the month in group The choice of the best employee of the month does not have to be always individual. If your company has a strong departmental culture, very cohesive teams and healthy competitiveness among them, this can allow you to create activities that also reward the “team of the month” instead of a single worker. In case this is not the situation of your company, it may be a good idea to encourage teamwork and improve

The best tools for teleworking

The best tools for teleworking

Digital Transformation

Just as last week we looked at how to lead a remote team, this week we want to bring you some of the tools for teleworking that you should consider implementing in your day-to-day work. The current situation has taught us that the option of working from home is not a negative thing. In fact, by applying it with the right tools, it can even increase employee satisfaction and productivity. That is why we have prepared a list of the best tools for teleworking. We have also organized them according to their field of influence or the task they perform. In this sense, we have tools to improve Communication, Organization, File Storage, Password Management and Management. Teleworking tools Communication Slack. This is one of the best tools for teleworking, as far as communication is concerned. It allows you to maintain fluid communication between colleagues, departments, work teams… You have the option of opening different channels according to the subject of each one of them, create private groups with the colleagues you want and open direct chats. This way you can cover a large part of your internal communication. Another very good option, and very similar, is Microsoft Teams. Skype / Google Meet / Zoom. If you want to humanize, liven up and speed up communication, there is nothing better than seeing and listening to the other person. So, for occasions when those details are a must, these three options are three of the best solutions. Organization Trello. Undoubtedly, a very effective teleworking tool to organize and prioritize tasks and projects. In addition, it allows the participants of each project to see the status and progress of each one of them. Another very similar option is Asana. Toggl. Working from home can break the habit and work times that the office provides. However, Toggl allows us to mark the start and end of each of our daily tasks, allowing us to set routines and times for each of our responsibilities. Sesame. Unlike Toggl, which allows each employee to control his or her own schedule, Sesame is a telecommuting tool for managers. Allows to control the schedule and location of each worker. In this way, despite being teleworking, the employee must comply with his or her schedule and do it from where it is his or her turn (home). Time and attendance systems, overtime management, shift management… a blessing for controllers and the HR department. Storage Google drive / Dropbox. These two tools are great file sharing solutions. By sharing them in the cloud, they do not take up space on the devices and, in addition, they can be shared in a common space that can be accessed by all interested parties at the same time. In the case of Google drive, as long as the document is editable, users can modify it in real time and also at the same time. WeTransfer is also a very interesting option if you want to share very large files. Passwords Dashlane / Lastpass / Keeper. These 3 tools are the most prominent in terms of password management. Their differences are minimal, as they all focus on password security and password storage. We invite you to take a look at them so that, according to your needs, you can choose the one that best suits you. Do you need an IT profile? Management Loomio. It is a very useful teleworking tool for decision making. On this platform it is possible to create debates in which each invited user can give their point of view, vote or abstain without having to be present at the same time, as it allows flexible schedules to adapt to each one’s schedule. If you are trying to agree to plan an event or meeting, Doodle is a very good option. TINYpulse. It is also important to have team management tools, and that is why TINYpulse is presented, a software that helps to measure employee satisfaction through surveys that will allow you to know the state of your team at a time when labor relations have changed a lot in a very short time. Which of these tools do you use? Do you think there are any others that are even more useful? Let us know in the comments! Try TalentFY in a Live Demo Try our recruiting platform without compromise. And if it doesn’t work for you, YOU DON’T PAY No small print. Schedule Demo Join our News Subscribe and receive our most exclusive content and news every month directly in your inbox.

How to lead a remote team

How to lead a remote team

Digital Transformation

Very rapid changes, unpredictable situations, constantly new challenges, adapting to unfamiliar environments… 2020 started and ended like this, and 2021 is on the same path; but we are no longer caught so unprepared. It must be clear that the changes are not only at the corporate level. On a personal level, each employee has his or her own struggle and adaptation process, and even more so if overnight you have to learn to lead a remote team: not an easy task that we will try to help you with in this article. Faced with one of the greatest historical changes in the social and work environment, it is necessary to know how to deal with certain situations that may surprise you or, at least, make your day-to-day life difficult. So, we want to share with you some of the keys to lead a remote team. Complete your IT team! 6 points to lead a remote team Using technology. Undoubtedly, the basic point of your strategy is this. You must be open to new ways of communicating and working. Slack, Teams, Trello, Loomio, Toggl, Google Meet… you have plenty of options to optimize your team’s communication and organization. Facilitate feedback channels. Telecommuting is not the end of communication, far from it! There are many tools that can make life easier, even at a face-to-face level, to generate channels that allow employees to give feedback at any time and on any topic. This aspect is very important for leading a remote team. If you cannot deal with them or see them on a day-to-day basis, you must be aware of their needs and opinions. Clear and fluent communication. Linked to the previous point, this aspect consists of taking advantage of the spaces that have been provided, but also in generating constant and transparent communication with all the necessary tools. Depending on the type of formality or fluidity you are looking for in each case, you can use email, send messages via Slack or call a meeting with Google Meet. You decide, but do it! Find your IT team! Individual and collective spaces. It is important that there are channels to receive and share feedback in order to lead a remote team, but we must also make it clear that we are open to both group and individual communication channels. It will be important for the team to feel that they can count on us at a multichannel level according to the needs of each moment. Not only that, but they must feel comfortable to do so; in other words: create bonds with your team. Build trust and delegate. It is clear that we need to build trust with the team. Employees should know that they can talk to you openly without holding back any concerns. However, one aspect that is not always taken into account is the motivation it gives the employee to notice that trust is bidirectional. Delegating responsibilities is also a great confidence builder. You should not only tell them “you can count on me”, but also “I am counting on you”. This is the moment when you will start to consolidate your team. Empathy. As the person in charge of a work team, you must know how to put yourself in the shoes of each of your team members. The current situation is a direct cause of many emotional instabilities, frustrations and changes to which not everyone adapts at the same pace. That is why, in order to start leading a remote team, you must be clear that the emotional aspects are NOT outside the workday. And you, do you already apply these actions in your team? Do you think it is difficult to lead a remote team or are you not finding it as hard as you expected? We are listening! Try TalentFY in a Live Demo Try our recruiting platform without compromise. And if it doesn’t work for you, YOU DON’T PAY No small print. Schedule Demo Join our News Subscribe and receive our most exclusive content and news every month directly in your inbox.

Top KPIs in Human Resources

Main Human Resources KPIs

HHRR

KPIs will help you to measure and evaluate your actions, as well as to achieve your objectives. Find out today what are the main Human Resources KPIs!

10 professions of the future

10 professions of the future

Digital Transformation

Digitalization is bringing about very significant changes in many companies and sectors. Such is the influence of technology at a global level, that the current trend of companies is to digitize to the point of, in some cases, even changing their business models to adapt to these new, multiple and sudden changes. What is undeniable is that, just as the so-called “professions of the future” directly related to these changes and technological advances have emerged and are emerging, they will undoubtedly emerge. Incidentally, these changes come at such a rapid pace that they make it very difficult for employees to keep up with the pace and learning curve. In this context, we are faced with a rapidly changing digital market, human resources in need of reskilling and upskilling, and a demand for IT talent that is very difficult to find and, therefore, to fill. These hard-to-fill positions are what we call “the professions of the future”. Thus, the professions of the future are above all those that demand very specific and specialized technical skills in the technology sector. However, it must be taken into account that not only hard skills are important, but also that in recent years certain skills that are considered appropriate and necessary to get used to working life in each company are being valued very positively. soft skills skills that are considered adequate and necessary to get used to working life in each company. The current labor market is intrinsically linked to a process of adaptation to this new era, in which thousands and thousands of professions and jobs will be lost in favor of the professions of the future that we will see below. Before mentioning them, we should clarify that, although they are known as “professions of the future”, they are part of the current labor market landscape and trend. 10 professions of the future 1. WHITE HACKER. IT security has become one of the major concerns not only of users, but also of any entity that moves and operates in the digital world. White Hackers are in charge of detecting vulnerabilities in the internal system of the entity they work for, so that they can correct and shield their systems before a Black Hacker gains access. 2. GROWTH HACKER. Growth Hacker is a term that is gaining a lot of weight in the context of the professions of the future, and it refers to the professional expert in increasing very quickly the notoriety and volume of users of the brand, especially at the digital level and social networks, with the minimum possible investment. A very valuable practice today. 3. AI PROGRAMMER. Artificial intelligence is an element that is making its mark in certain sectors (among them Human Resources, with the arrival of softwares such as TalentFY). The ability to create algorithms and program guided learning is and will be a highly valued skill. 4. DATA SCIENTIST. Big Data is another very relevant concept today, as digitization has enabled companies to be able to collect a much higher amount of data than in the past. Being able to handle and analyze such large volumes of data will be vital for a “professional of the future”. 5. DEVELOPER. The cell phone, for better and for worse, is practically an extension of our body and we all have our mobile phone full of apps. For many companies, creating their own app can mean an exponential growth in their business, or there are even many that emerge directly as a native app. The application developer is already a vital figure today. 6. UI/UX DESIGNER. Whether for an app or a website, both the interface and the user experience must be optimal to ensure that the user wants to repeat the experience of entering your site. That is the role of the UI/UX (User Interface / User Experience) Designer: to optimize the interface and the user experience, making the design and accesses simple and pleasant. 7. CONTENT CREATOR. Content is the first step to sales. Without content there is no digital presence, and without digital presence you are nobody today. Influencers are considered content creators, but a content creator is also anyone capable of generating digital content for any company. 8. DIGITAL MARKETING SPECIALIST. The Digital Marketing specialist is the one capable of carrying out the digital campaign, not only managing the creation of content, but also the analysis of the data obtained and devising new strategies based on the same and the objectives. 9. E-COMMERCE SPECIALIST. Virtual businesses are booming and online sales are experiencing exponential growth, so many companies are jumping on the e-commerce bandwagon to adapt to this new trend and way of monetizing. Undoubtedly, one of the most prominent professions of the future on the list in the current context. 10. VIDEO GAME DESIGNER. The world of gaming is another booming trend at the moment, with the birth of e-sports. Many companies are betting on joining this new trend either as sponsors, tournament organizers, participants… And the basis of all this are the designers themselves, capable not only of programming a video game, but also of creating all the storytelling behind them. What do you think is the most relevant profession of those mentioned? Are you thinking of specializing in any of them? We are listening! Try TalentFY in a Live Demo Try our recruiting platform without compromise.And if it doesn’t work for you, YOU DON’T PAY No small print. Schedule Demo Join our News Subscribe and receive our most exclusive content and news every month directly in your inbox.

The 10 Most Demanded Soft Skills

The 10 Most Demanded Soft Skills

HHRR

In this article we show you the 10 soft skills most in demand for the coming years. Undoubtedly, a list to keep in mind to capture the best talent!