Avoid these 3 mistakes when hiring IT talent
Avoid these 3 mistakes when hiring IT talent and they can be the culprits of blocking in the selection processes of your company.
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The role of women in technology
Gender equality in the workplace is a hot topic lately, and the technology industry is not exempt. We explore how to participate in this important movement.
Organizational commitment: essential for the success of your business
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The importance of good internal communication in your StartUp
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The technological profiles most difficult to cover
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Variable fee vs Fixed Fee. Which one to choose?
Do you want to outsource your recruitment but not know which payment method to choose? Today we explain the characteristics of the Variable Fee and the Fixed Fee.
8 reasons to quit your job. Don’t let it happen to you!
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?
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
4 Employer Branding mistakes to avoid
Today we want to show you 4 Employer Branding mistakes to avoid if you want to attract the best talent. Optimize your Employer Branding straight away!
Main Human Resources KPIs
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!