How To Show Future And Current Employees They Have Value In Your Company

Recruiting, hiring, and retaining high-quality employees is becoming a more challenging task every day. With a large volume of open positions available, employees now have the luxury of being selective with their chosen jobs. You want to make your company inviting to attract and maintain the best people possible. Make these moves today to ensure your business has what it takes to keep your team satisfied and gainfully employed with you - all while scaling and increasing profitability.

Happy Employees = Productive Employees

Have you noticed a general grumbling among your staff or a lackadaisical attitude throughout the workplace? There is a virtual wealth of ways to remedy the mood and low productivity of your employees. Sure, you can try multiple ways to see which one fits best for your unique business setup or patchwork multiple concepts together to boost morale. Instead, try a proven employee engagement platform to seamlessly incorporate a variety of programs into one streamlined platform that everyone will enjoy using.

By initiating an employee engagement platform into your company’s business model, you are giving your staff the opportunity to engage one another in new ways. They will be able to acknowledge one another’s accomplishments with pride and positivity. Company-wide recognition will be readily noticed by everyone. A valuable asset to this configuration is that of easy communication. Employees can use social recognition to quickly reward one another for doing their jobs well. This concept is a win for your employees and the company as a whole because when people are happy and take pride in their work via recognition, they feel motivated to work harder for the company and those around them.

Effective employee engagement platforms also factor in the employees' opinions and suggestions. It is essential to know and understand the hows and whys of your team’s motivations. What brings them to work each day beyond just the paycheck? Why do they choose to keep coming back versus going elsewhere? Use your employee engagement platform to query your people about everything from their answers to the previous questions to what their ideas are for positive change within the company. Once you receive their comments and input, take them to heart and use them to lead better. When people feel heard, they feel valued. When they see that you have valued their ideas and opinions enough to proactively implement them they know they are respected as well.

• Offer Perks

The mere idea of going to work is not as simple as that. With employment comes the logistics of getting there, acquiring child or elder care, eating well while in the office, and the list goes on. Many employees spend too much of their own money getting to the job every day. It becomes difficult for them to spend money to make money only to turn around and do it all over again. Instead, offer them a variety of desirable perks to incentivize them to work for you in the first place and stay with you for the long haul.

• Transportation Allotment

With rising gas prices affecting everyone, offering your staff pre-loaded and reloadable gas cards will help. Other ways to mitigate transportation costs are with rideshare reimbursement incentives or pre-paid parking passes and Metro cards. If people prefer to bike or walk to work, offer them incentives for being healthy.

• Flexible Working Options

The last couple of years has shown bosses and employees alike that a variety of flexible working options are desirable. 

• Telecommuting allows people to arrange their day around other responsibilities or prioritize their health. Employees with mobility issues may appreciate the option of staying in their comfort zone while being productive and part of the team virtually.

• Working in the office is desirable for some as they thrive off camaraderie, in-person motivation and support, and the workplace structure.  

• Hybrid working conditions allow for flexibility when an employee falls ill and needs to stay home but is still able to work or has a lapse in reliable childcare

Here is an informative video on how employees or prospects may view your company’s perks and benefits.

Whether it is through a continuous flow of coffee, tea, or even kombucha on tap, keeping your employees happy and inviting new ones is essential to your company’s continued success. Use an employee engagement platform to keep positivity and productivity part of your bottom line. Engage your employees in the workplace in person or virtually to generate greater cohesion. They will appreciate your efforts and reciprocate them with hard work and dedication.

4 Employment Laws All Businesses Need to Be Aware Of

Hiring your first or second employee? Need to outsource work to an independent contractor or agency?

Having a small knowledge base of employment law isn’t enough when you’re an entrepreneur who will be hiring support. You need to know the ins and outs of what’s legal and what isn’t to protect yourself, your business, and your employees.

Employment law is an essential factor that both small and large businesses should be aware of when they start the hiring or recruiting process. Unfortunately, many small businesses and large companies are completely oblivious to the fact that they are committing crimes by not paying attention to the most common and relevant employment laws. One wrong decision could cause your business to be dragged into legal disputes when it comes to managing your employees and their rights. Obeying with employment law will ensure your company is safe from having to undergo a tribunal, which could not only leave your business bankrupt but lead to a tarnished reputation. Be sure to stay apprised of the latest laws and trends and consult an experienced and capable employment law attorney, when needed.

Here are the most common employment laws and things to know in when you’re a business owner:

Don’t confuse independent contractors with employees. Make sure your independent contractors understand their position, tasks, and entitlements.

Some businesses refuse to hire employees, but instead, aim to integrate as many independent contractors into the company as possible for cost reasons. Businesses pay out thousands of dollars every year towards employee wages, vacation/parental leave, taxes, health benefits, and sick pay which can become extremely expensive for smaller businesses, (especially when the employee leaves).

In contrast, independent contractors have far fewer benefits and rely on the company a lot less. Businesses themselves don’t decide if individuals should become employees or contractors – this is in the hands of the authorities. It’s essential to ensure you have properly categorized the worker to prevent legal disputes occurring. Still, if you have made a mistake, it would be recommended to seek help from Spillane Law to win your business trial. Spillane Law lawyers are professionals in dealing with a range of employment disputes.

Ensure your employees and independent contractors understand your organizational health and safety policies and procedures. Ensuring the safety of your employees and other team members is of the utmost importance.

Employers are held accountable for the wellbeing of their employees (and independent contractors) when they at the workplace physically. This is especially true if they are required to use specific equipment, machinery, or hazardous chemicals that could pose of injury or illness. Workplace injuries occur daily, but all businesses should make sure that employees are kitted out with the necessary safety gear and ensure that risks are kept to an absolute minimum by putting health and safety strategies in place. Employers should also make sure to hang relevant signage for employees and independent contractors to see safety protocols.

Beware of discrimination, what’s legal and what’s not during the hiring and employment process, and how it can impact your business.

The Equality Act is a policy to ensure that all employees are treated with equal rights while in employment. Discrimination of all types is prohibited, and it doesn’t have to be intentional to be seen as illegal, leading to legal disputes. Some of the most common examples of discrimination in the workplace include:

·       Disabilities

·       Sexual orientation

·       Religion

·       Race

·       National origin

·       Marital status

·       Genetic information

·       Illnesses

·       Pregnancy or parental responsibility

·       Age

·       Gender identity

With this in mind, discrimination in the workplace isn’t always obvious and may be taken wrongly or misinterpreted by an employee. As an employer, you may have good reasons to put your point across without being discriminative. If the employee brings the matter up with you, it is your responsibility to try and resolve the issue as soon as possible, but they have every right to seek legal action if they aren’t satisfied with the outcome. It’s important to keep that in mind going through the hiring process.

Be fair to all employees when it comes to benefits, vacation, paid time, and wages. Pay according to skill level and job responsibility.

All employees are entitled to at least the minimum wage when hired on a full-time or part-time basis. To prevent being faced with a lawsuit, you must research and meet the current National Living Wage. Employees should also be entitled to around a four to five-week vacation allowance with full pay.

If you want to attract and retain the best team members to your business, then you need to ensure your organization is fully compliant with all employment laws. One little mistake or mishap can cause significant legal issues for your business.