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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

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.

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!

What are Assessment Centers

What are Assessment Centers?

Digital Transformation, HHRR

Selection processes represent a critical moment in HR, as they are the basis of talent management, the point where it all begins. A bad hire can cost a company a lot of time and money, which is why selection techniques are constantly evolving. The “Assessment Center” method, among others, responds to this need for innovation and precision in personnel selection. We have already mentioned it previously among the 5 trends in selection processesbut now we analyze it in depth: What is an assessment center? “Assessment Center” refers to a personnel selection method that aims to measure, through a series of tests, all those “soft skills” and abilities that a candidate must have to fill a specific vacancy. In this sense, it should be noted that everything related to the technical and specific knowledge required by the vacancy, in the case of Assessment Centers, remains in the background. In order to do so, we give full prominence and priority to analyzing the behavior of each of the candidates, so that they are able to predict their behavior once they are working in the company. What types are there? Assessment centers can have different formats depending on the needs, budget or time available to the contracting company. Thus, we can speak of assessment center… Classic. This is the most common, in which recruiters ask the group of candidates to take a series of tests, which can be individual or group tests, with which they will be evaluated. Individual. The same process is followed as in the classic assessment center, but the difference is that, in this case, the process is executed individually for each candidate, thus avoiding possible biases in comparisons or competitive frictions during the process. Online. It is the most modern way of conducting an assessment center, as well as the cheapest and the one that allows eliminating recruitment boundaries. However, recruiters often value, above all else, being able to see candidates in person. Although it may sound strange, we can also carry out an internal assessment center, which will help us to analyze and evaluate our own employees. Development. Although this is not a personnel selection method, it is important to consider it as well. It consists of an internal evaluation of workers to detect competencies that need improvement (development) for possible training plans. Management. Just like the development assessment center, the management assessment center consists of detecting areas for improvement in the company’s own employees, but in this case in team management positions. Steps to execute an Assessment Center Analyze the position to be filled. To begin to outline the profile of the candidate we need, we must take into account all the characteristics of the position, as well as those of the company itself and the workers surrounding the position. Establish the required competencies. To fill the position we have just discussed, what skills will be required? In this case, we must consider both technical and specific skills (“hard skills”) and the aforementioned “soft skills“. Establish the activities that will assess these competencies. In this process we must choose the type of assessment center we will carry out and the activities we will use to test the candidates. Once all this is defined, we can carry out the Assessment Center, analyze the data obtained with the entire selection team and choose the best candidate. What activities are performed? Solve cases in groups. In this way, the teamwork skills of each candidate can be analyzed, since in this case they are not competing with each other, but must cooperate to reach a conclusion. Resolution of labor problems. In this test, a conflict in the workplace is simulated and the candidates, also in groups, must investigate the issue in order to reconcile the situation. In this way, research, analysis and problem-solving skills will be assessed. Presentations. A presentation on a topic related to the process itself will allow us to evaluate the candidate’s public speaking ability, the confidence with which he/she expresses him/herself… Roleplay. Each candidate plays a role under the context that the recruiters have established, and they must interact with each other to get to the desired point. In this case, skills such as persuasion, negotiation and conflict management are evaluated. Psycho-technical tests. Candidates must pass a series of tests in a set time frame, which will assess their numerical, verbal and spatial skills. Pros and cons of the Assessment Center And you, have you ever performed or participated in an Assessment Center? How was your experience? Do you think you get good results? We are listening! Prueba TalentFY en acción Prueba nuestra plataforma de recruiting sin compromiso.Y si no te sirve, NO PAGAS. Sin letra pequeña. Agendar Demo Únete a nuestra News Suscríbete y recibe quincenalmente nuestros contenidos y novedades más exclusivas directamente en tu bandeja de entrada.

How to Do an Exit Interview

How to conduct an Exit Interview

HHRR

The exit interview is an excellent source of information to detect areas for improvement and talent retention. Find out what it is and how to make it😉.