Hi,
I joined a service provider company in May 2015 with around 20 employees. It's a 10-year-old company, and I am the only HR working here. In reference to the HRTraining360 post, I am facing issues related to employee motivation. As an HR, I want to introduce R&R and incentives for employee performance and motivation, but my boss, the Director of the company, is not supporting me in this. He is solely focused on discipline, professionalism, and punctuality in the office (prefers pin-drop silence). Whenever I bring up any employee engagement activities, he claims he cannot assist as employees are not performing well but does not offer any solutions. Additionally, we are not following the leave policy as per the Shop & Establishment Act despite my continuous efforts to emphasize its importance.
Please assist me in overcoming this situation.
Regards,
Pooja
From India, Gurgaon
Acknowledge(0)
Amend(0)
3I joined a service provider company in May 2015 with around 20 employees. It's a 10-year-old company, and I am the only HR working here. In reference to the HRTraining360 post, I am facing issues related to employee motivation. As an HR, I want to introduce R&R and incentives for employee performance and motivation, but my boss, the Director of the company, is not supporting me in this. He is solely focused on discipline, professionalism, and punctuality in the office (prefers pin-drop silence). Whenever I bring up any employee engagement activities, he claims he cannot assist as employees are not performing well but does not offer any solutions. Additionally, we are not following the leave policy as per the Shop & Establishment Act despite my continuous efforts to emphasize its importance.
Please assist me in overcoming this situation.
Regards,
Pooja
From India, Gurgaon
Acknowledge(0)Amend(0)
Write a confidential letter to the Inspector Shop & Establishment Act for a inspection at your premises and just see the fun. I did it in my last assignment and then we started following the same.
From India, Mumbai
Acknowledge(0)Amend(0)
From India, Mumbai
Acknowledge(0)Amend(0)
Stress and work have become synonymous with each other these days. If you work in an organization that runs on the output generated by the employees (which most organizations do), you must have noticed that almost all employees show signs of stress. These signs usually escalate when employees have to achieve a target in the near future and when their performance has to be measured.
Now, if you are wondering what HR can do to reduce employee stress, and if the management can help in reducing employee stress, you may find the answers to these questions in the simple steps mentioned below:
- Offering Perfect Work-Life Balance: The management or HR can play a vital role in reducing employee stress by offering a perfect work-life balance to the employees. Ensure that every employee leaves the organization at the same time every day and keep overtime to a minimum. Also, try not to make employees work on weekends or holidays as most of them feel work stress when they don't have enough time to rejuvenate with their family or friends.
- Providing Basic Healthcare Solutions: Provide basic healthcare packages to all employees as part of their perks. This will ensure that employees undergo regular health check-ups and maintain basic health levels. Always remember that a healthy employee is a more productive one. The health packages offered by the company should be seen as an employee investment.
- Encouraging Employees to Concentrate on Health: The HR can also encourage all employees to maintain basic health standards by offering awards like "Fittest Employee of the Month" or "The Most Cheerful Employee of the Month." This will motivate employees to stay physically and mentally fit. Acknowledgment can sometimes be more powerful than a monetary reward.
- Organizing Stress Management Sessions: If the stress level among employees seems too high, the HR should organize stress management sessions. Basic stress management advice can be given in these sessions or a stress management expert can be invited to address the situation, depending on the HR budget and industry connections.
- Collaborating with an Expert for Promotion: Calling upon an expert for a free session can be a smart idea. For instance, inviting the author of a Stress Management book to give a session at the office and compensating with promotion within the organization or on the company website.
- Conducting One-on-One Stress Interviews: To effectively reduce stress levels, HR should enhance their knowledge on the subject through internet sources or professional advice. This will enable conducting regular stress management sessions with employees to identify stress triggers and find ways to reduce their impact.
- Helping Employees to Delegate: Encourage star performers or overachievers to delegate tasks to reduce their stress levels. Mentoring a new trainee and assigning tedious tasks to them can help alleviate stress. This ensures the overachiever doesn't feel threatened and brings a new resource to the company.
- Maintaining Basic Hygiene: Stress levels can increase if the office ambiance is poor. Ensure that the housekeeping or facility management team maintains cleanliness. Basic hygiene like availability of tissues, hand wash, and clean water should be maintained to prevent illness-related stress.
- Training Managers to Recognize Signs of Stress: Managers should be trained to identify initial signs of stress in employees. Providing employees with some breathing room when stress is observed can enhance productivity, as stressed employees may not perform at their best.
- Creating Anonymous Communication Channels: Establishing anonymous communication channels like complaint boxes or email IDs can help employees share their concerns without revealing their identity. This can uncover root causes of stress issues, such as unachievable targets or harassment.
- Monitoring Progress: Stress management is an ongoing process and should be continually refined. Monitor employees' stress levels through one-on-one sessions to track progress. Reduced stress levels and improved morale indicate successful HR efforts.
If you have more Stress Management ideas, feel free to share them in the Comments Section.
Thanks & Regards,
Arbind Gaba,
9999491895
From India, Mumbai
Acknowledge(0)Amend(0)
Now, if you are wondering what HR can do to reduce employee stress, and if the management can help in reducing employee stress, you may find the answers to these questions in the simple steps mentioned below:
- Offering Perfect Work-Life Balance: The management or HR can play a vital role in reducing employee stress by offering a perfect work-life balance to the employees. Ensure that every employee leaves the organization at the same time every day and keep overtime to a minimum. Also, try not to make employees work on weekends or holidays as most of them feel work stress when they don't have enough time to rejuvenate with their family or friends.
- Providing Basic Healthcare Solutions: Provide basic healthcare packages to all employees as part of their perks. This will ensure that employees undergo regular health check-ups and maintain basic health levels. Always remember that a healthy employee is a more productive one. The health packages offered by the company should be seen as an employee investment.
- Encouraging Employees to Concentrate on Health: The HR can also encourage all employees to maintain basic health standards by offering awards like "Fittest Employee of the Month" or "The Most Cheerful Employee of the Month." This will motivate employees to stay physically and mentally fit. Acknowledgment can sometimes be more powerful than a monetary reward.
- Organizing Stress Management Sessions: If the stress level among employees seems too high, the HR should organize stress management sessions. Basic stress management advice can be given in these sessions or a stress management expert can be invited to address the situation, depending on the HR budget and industry connections.
- Collaborating with an Expert for Promotion: Calling upon an expert for a free session can be a smart idea. For instance, inviting the author of a Stress Management book to give a session at the office and compensating with promotion within the organization or on the company website.
- Conducting One-on-One Stress Interviews: To effectively reduce stress levels, HR should enhance their knowledge on the subject through internet sources or professional advice. This will enable conducting regular stress management sessions with employees to identify stress triggers and find ways to reduce their impact.
- Helping Employees to Delegate: Encourage star performers or overachievers to delegate tasks to reduce their stress levels. Mentoring a new trainee and assigning tedious tasks to them can help alleviate stress. This ensures the overachiever doesn't feel threatened and brings a new resource to the company.
- Maintaining Basic Hygiene: Stress levels can increase if the office ambiance is poor. Ensure that the housekeeping or facility management team maintains cleanliness. Basic hygiene like availability of tissues, hand wash, and clean water should be maintained to prevent illness-related stress.
- Training Managers to Recognize Signs of Stress: Managers should be trained to identify initial signs of stress in employees. Providing employees with some breathing room when stress is observed can enhance productivity, as stressed employees may not perform at their best.
- Creating Anonymous Communication Channels: Establishing anonymous communication channels like complaint boxes or email IDs can help employees share their concerns without revealing their identity. This can uncover root causes of stress issues, such as unachievable targets or harassment.
- Monitoring Progress: Stress management is an ongoing process and should be continually refined. Monitor employees' stress levels through one-on-one sessions to track progress. Reduced stress levels and improved morale indicate successful HR efforts.
If you have more Stress Management ideas, feel free to share them in the Comments Section.
Thanks & Regards,
Arbind Gaba,
9999491895
From India, Mumbai
Acknowledge(0)Amend(0)
Very useful input. I recall someone's quote that life is 10% of what happens to you and 90% of how you respond to it. Many people compound the feeling of stress by thinking that they are the only unlucky ones to go through it, and all others are happy. This feeling of 'I vs. them' accentuates stress. Stress is inevitable in life, and everyone goes through it at different stages of life. This awareness that one is among others itself prepares them to respond to stress appropriately. They need to make a paradigm shift in their perceptions by learning from others or even by reading stories with positive messages.
One perception is about adversity in life. The normal perception about adversity is that it is not a teacher but a tormentor. The one with a positive frame of mind perceives adversity as a teacher, imparting a few lessons for life and providing warnings and precautions for a trouble-free future. Is it not true that it is only the rough sea that makes you a skillful mariner?
B. Saikumar
Navi Mumbai
From India, Mumbai
Acknowledge(0)Amend(0)
One perception is about adversity in life. The normal perception about adversity is that it is not a teacher but a tormentor. The one with a positive frame of mind perceives adversity as a teacher, imparting a few lessons for life and providing warnings and precautions for a trouble-free future. Is it not true that it is only the rough sea that makes you a skillful mariner?
B. Saikumar
Navi Mumbai
From India, Mumbai
Acknowledge(0)Amend(0)
Dear Arbind,
You have provided ten ways to reduce stress. However, a few important ones have been missed out. These are as follows:
a) Departments work in silos, leading to a lack of coordination among them.
b) Faulty systems and processes are in place, and no efforts are being made to measure the turnaround time.
c) Workload analysis is not being conducted, and distinguishing factors to identify efficiency and inefficiency are missing.
d) Unreasonable targets are set, with some employers believing that by paying high salaries, they "own" their employees.
e) Even though the company has provided good software to handle work, people are not using it to its full potential.
f) A culture of meetings exists, with some managers spending 40% or more of their time in meetings.
g) There are no efforts to reduce the repetition of mistakes, among other issues.
Thank you,
Dinesh Divekar
From India, Bangalore
Acknowledge(0)Amend(0)
You have provided ten ways to reduce stress. However, a few important ones have been missed out. These are as follows:
a) Departments work in silos, leading to a lack of coordination among them.
b) Faulty systems and processes are in place, and no efforts are being made to measure the turnaround time.
c) Workload analysis is not being conducted, and distinguishing factors to identify efficiency and inefficiency are missing.
d) Unreasonable targets are set, with some employers believing that by paying high salaries, they "own" their employees.
e) Even though the company has provided good software to handle work, people are not using it to its full potential.
f) A culture of meetings exists, with some managers spending 40% or more of their time in meetings.
g) There are no efforts to reduce the repetition of mistakes, among other issues.
Thank you,
Dinesh Divekar
From India, Bangalore
Acknowledge(0)Amend(0)
Hi all,
Thanks for your useful shares. I'd like to add more ideas on stress management:
- Spare a space for meditation or quiet time.
- Encourage team building.
- Help your employees realize how meaningful their work is.
For more tips to help employees manage stress, please refer to [my article](http://vnmanpower.com/en/13-must-read-tips-to-help-your-employees-manage-stress-part-2-bl165.html).
However, initially, you should identify the types and levels of stress to find the most suitable solutions. You can get some ideas [here](http://vnmanpower.com/en/stress-at-work:-types-and-how-to-eliminate-them-bl163.html).
From Vietnam, Hanoi
Acknowledge(0)Amend(0)
Thanks for your useful shares. I'd like to add more ideas on stress management:
- Spare a space for meditation or quiet time.
- Encourage team building.
- Help your employees realize how meaningful their work is.
For more tips to help employees manage stress, please refer to [my article](http://vnmanpower.com/en/13-must-read-tips-to-help-your-employees-manage-stress-part-2-bl165.html).
However, initially, you should identify the types and levels of stress to find the most suitable solutions. You can get some ideas [here](http://vnmanpower.com/en/stress-at-work:-types-and-how-to-eliminate-them-bl163.html).
From Vietnam, Hanoi
Acknowledge(0)Amend(0)
With the changing of times, companies are expecting the HR department to play a pivotal role in boosting employee productivity. If you have been asked to enhance employee performance and are unsure how to manage that, here's a list of things you can do. We encourage you to try them all as together they will help ensure that employees not only achieve their goals but surpass them.
1. Setting Realistic Goals: Your first step should be to discuss with management and employee representatives to ensure that the goals set by management are achievable. If goals are unrealistic, employees may lose motivation knowing their efforts won't meet expectations.
2. Allowing Employees Some Breathing Room: Ensure employees have space to work without constant oversight. If managers are micromanaging, address this with one-on-one sessions to emphasize the importance of personal space.
3. Dividing the Roles: HR should clearly define job roles for each employee to prevent burnout and ensure equal value for all contributions.
4. Measuring Performance Accurately: Transparency in performance evaluations is crucial to prevent undervaluation or overvaluation. Biased evaluations can lead to decreased morale and productivity.
5. Offering Rewards: Recognize top performers with suitable rewards, whether monetary or non-monetary, tailored to individual preferences.
6. Provisioning Open Communication: Establish channels for employees to voice concerns anonymously and provide direct communication with senior management to address productivity issues.
7. Training Each Employee Perfectly: Regular training sessions should be conducted to enhance skills and productivity. Feedback from training should be sought to improve effectiveness.
8. Promoting Innovation: Encourage and appreciate innovative ideas from employees, fostering a culture of creativity and continuous improvement.
9. Teaching Leadership: Develop leadership skills in managers to motivate employees effectively and reduce turnover rates.
10. Seeking and Implementing Employee Feedback: Act on feedback regarding office equipment and environment promptly to maintain a conducive workspace for productivity.
Do you have more strategies for boosting employee productivity to share? Feel free to comment below.
Thanks & Regards,
Arbind Gaba
9999491895
Visit our official site at [www.slaconsultantsindia.com](http://www.slaconsultantsindia.com)
From India, Mumbai
Acknowledge(0)Amend(0)
1. Setting Realistic Goals: Your first step should be to discuss with management and employee representatives to ensure that the goals set by management are achievable. If goals are unrealistic, employees may lose motivation knowing their efforts won't meet expectations.
2. Allowing Employees Some Breathing Room: Ensure employees have space to work without constant oversight. If managers are micromanaging, address this with one-on-one sessions to emphasize the importance of personal space.
3. Dividing the Roles: HR should clearly define job roles for each employee to prevent burnout and ensure equal value for all contributions.
4. Measuring Performance Accurately: Transparency in performance evaluations is crucial to prevent undervaluation or overvaluation. Biased evaluations can lead to decreased morale and productivity.
5. Offering Rewards: Recognize top performers with suitable rewards, whether monetary or non-monetary, tailored to individual preferences.
6. Provisioning Open Communication: Establish channels for employees to voice concerns anonymously and provide direct communication with senior management to address productivity issues.
7. Training Each Employee Perfectly: Regular training sessions should be conducted to enhance skills and productivity. Feedback from training should be sought to improve effectiveness.
8. Promoting Innovation: Encourage and appreciate innovative ideas from employees, fostering a culture of creativity and continuous improvement.
9. Teaching Leadership: Develop leadership skills in managers to motivate employees effectively and reduce turnover rates.
10. Seeking and Implementing Employee Feedback: Act on feedback regarding office equipment and environment promptly to maintain a conducive workspace for productivity.
Do you have more strategies for boosting employee productivity to share? Feel free to comment below.
Thanks & Regards,
Arbind Gaba
9999491895
Visit our official site at [www.slaconsultantsindia.com](http://www.slaconsultantsindia.com)
From India, Mumbai
Acknowledge(0)Amend(0)
Hi Arbin,
Thank you for your valuable sharing! I would like to add one more way:
11. Create "economic incentives" for employees at all positions in the company to benefit.
Here is [7 great ways to improve employee productivity](http://vnmanpower.com/en/7-great-ways-to-improve-employee-productivity-bl85.html) where you can find some other ideas.
From Vietnam, Hanoi
Acknowledge(0)Amend(0)
Thank you for your valuable sharing! I would like to add one more way:
11. Create "economic incentives" for employees at all positions in the company to benefit.
Here is [7 great ways to improve employee productivity](http://vnmanpower.com/en/7-great-ways-to-improve-employee-productivity-bl85.html) where you can find some other ideas.
From Vietnam, Hanoi
Acknowledge(0)Amend(0)
Recruiting the right people is key to building a great team and forming a successful company. When hiring someone for a job, you must be extra cautious to ensure the employee you choose is the perfect fit. Here's a list of some simple Do's and Don'ts of Recruitment that will enlighten you on common mistakes made while hiring. If you are smart, remember these when initiating your next recruitment spree.
Do -
1. Take a thorough interview: Your first step should be to conduct a comprehensive interview of the candidate. Trust the candidate's skills and get to know them better. Assess if the person is a team player and has a stable personal life as these factors can impact performance.
2. Focus on Skills: Prioritize the candidate's skill level over personal relationships or appearances. Emphasize skills over looks, especially in roles like Receptionist where competence is crucial.
3. Trust Freshers: Don't overvalue experience. Evaluate a candidate's skills, willingness to learn, and sharpness over years of experience. A fresher with the right skills may outperform an experienced candidate resistant to learning.
4. Hire from Within: Promote internal resources to senior positions after training them rather than recruiting externally. Internal promotions boost employee morale and save on recruitment costs.
5. Check Background: Conduct a systematic background check on external hires to avoid hiring the wrong person. Verify educational and experiential credentials thoroughly.
Don't -
1. Make Fake Promises: Avoid making false promises about growth, salary, or job descriptions. Dishonesty can lead to early exits from the organization. Be transparent to retain new employees.
2. Expect Too Much: Set achievable targets for new recruits and allow time for adjustment. Be prepared for initial mistakes and provide support to prevent early resignations due to perceived inadequacy.
3. Avoid Questions: Encourage new employees to ask questions about processes and company operations. Patiently address queries to prevent misunderstandings and errors due to lack of clarity.
4. Forego Formalities: Ensure all necessary paperwork is completed before introducing a new employee to their team. Compliance with formalities minimizes the risk of policy violations and maintains clarity on company-related matters.
5. Forget to Train: Ensure new recruits receive proper training from their immediate manager. Seek feedback to address any issues promptly and prevent dissatisfaction that could lead to resignations.
Do you have additional Do's and Don'ts of recruitment to share? Join the discussion and contribute your expertise for the benefit of others.
From India, Mumbai
Acknowledge(0)Amend(0)
Do -
1. Take a thorough interview: Your first step should be to conduct a comprehensive interview of the candidate. Trust the candidate's skills and get to know them better. Assess if the person is a team player and has a stable personal life as these factors can impact performance.
2. Focus on Skills: Prioritize the candidate's skill level over personal relationships or appearances. Emphasize skills over looks, especially in roles like Receptionist where competence is crucial.
3. Trust Freshers: Don't overvalue experience. Evaluate a candidate's skills, willingness to learn, and sharpness over years of experience. A fresher with the right skills may outperform an experienced candidate resistant to learning.
4. Hire from Within: Promote internal resources to senior positions after training them rather than recruiting externally. Internal promotions boost employee morale and save on recruitment costs.
5. Check Background: Conduct a systematic background check on external hires to avoid hiring the wrong person. Verify educational and experiential credentials thoroughly.
Don't -
1. Make Fake Promises: Avoid making false promises about growth, salary, or job descriptions. Dishonesty can lead to early exits from the organization. Be transparent to retain new employees.
2. Expect Too Much: Set achievable targets for new recruits and allow time for adjustment. Be prepared for initial mistakes and provide support to prevent early resignations due to perceived inadequacy.
3. Avoid Questions: Encourage new employees to ask questions about processes and company operations. Patiently address queries to prevent misunderstandings and errors due to lack of clarity.
4. Forego Formalities: Ensure all necessary paperwork is completed before introducing a new employee to their team. Compliance with formalities minimizes the risk of policy violations and maintains clarity on company-related matters.
5. Forget to Train: Ensure new recruits receive proper training from their immediate manager. Seek feedback to address any issues promptly and prevent dissatisfaction that could lead to resignations.
Do you have additional Do's and Don'ts of recruitment to share? Join the discussion and contribute your expertise for the benefit of others.
From India, Mumbai
Acknowledge(0)Amend(0)Engage with peers to discuss and resolve work and business challenges collaboratively - share and document your knowledge. Our AI-powered platform, features real-time fact-checking, peer reviews, and an extensive historical knowledge base. - Join & Be Part Of Our Community.
Consultants, auditors and trainers.jpg
Sla.doc-iii_201 .doc
SLA Template.xls