Tag: provider

The GigCX platform provider shares its guiding principles as seasonal peak in temporary work ramps up London & San Francisco; 27th October, 2020: Companies should ensure their contingent or gig-work workforces are treated equally and paid in their local currency, according to the GoodGig® Charter released today by AI-driven gig customer service platform Limitless. The platform provider, which enables those in the gig economy to earn money for providing customer service for well known brands…

Source: RealWire

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Date: 28th October 2020 at 14:40
Author: realwire –

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(Editor’s Note: Today’s article is brought to you by our friends at Kronos, a leading provider of workforce management and human capital management cloud solutions. Want to create an inspired workforce where employees swipe right? Check out Kronos CEO Aron Ain’s new book “Work Inspired: How to Build an Organization Where Everyone Loves to Work”. Enjoy the article!) 

Swipe left is a pop culture term that means to reject someone. It’s used in the dating app Tinder to say “no thanks” to a potential date. (For the record, I do not have a Tinder account or app. I’m getting this information from the internet. Honest.) Anyway, over the course of time, swipe left has become the term for rejecting someone or something.
Today’s Time Well Spent from our friends at Kronos reminds us that employees have choices when it comes to their work environment. And if they’re not engaged then they might decide to swipe left and leave. Or even worse, swipe left and stay.
Companies need to connect the candidate and employee experience. Because recruiting is so tough, organizations are very focused on the candidate experience. Keep in mind that once you hire that candidate, the job is to keep them. Creating a smooth transition from candidate to employee is key. Activities like preboarding, orientation, and onboarding can facilitate the transition.
Employee check-ins keep little issues from becoming big issues. In my experience, organizations know the big things that bother employees. The hard part is finding out about the little annoyances. Employees don’t want to bring them up personally because they might seem petty, but they can quickly become big challenges. Use pulse surveys and one-on-one meetings to find out (and fix!) the little stuff.
Technology can enhance the employee experience. Since we are talking about a technology term, it’s only fitting to remember all of the wonderful things that technology can do for us – both personally and professionally. Today’s technology allows employees to have experiences that are similar to what they have access to in their personal lives.
When it comes to their careers, employees don’t want to swipe left. It’s up to organizations to create a work environment that makes employees want to swipe right.
The post Organizations: Are You Creating a Swipe Left Employee Experience appeared first on hr bartender.
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Author: hrbartender
Date/time: 21st June 2019, 18:03

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(Editor’s Note: Today’s post is brought to you by our friends at Kronos, a leading provider of workforce management and human capital management cloud solutions. Want to create an inspired workforce with more heart? Check out Kronos CEO Aron Ain’s new book “Work Inspired: How to Build an Organization Where Everyone Loves to Work”. Enjoy the article!) 

I’ve noticed some articles recently that talk about the idea of following your passion when it comes to your career as being passé advice. I get it. Not everyone has a passion. Not everyone wants the pressure of creating a passion.
But that doesn’t mean employees can’t have or shouldn’t have heart. While this Time Well Spent from our friends at Kronos was a play off from Valentine’s Day, it has a message that applies year-around. To me, having heart is about strength and perseverance. We want employees to enjoy their work, focus on customers, and be proud of the company. Even if they’re not following their passion, work doesn’t need to be drudgery.
This places some pressure on career development programs to back off the notion that everyone has a passion and they need to follow it. Here are a few things to consider:
Instead of saying passion, call it rewarding. I think it’s fair to say that people want rewarding work and to be productive. Regardless of their passion, employees don’t want to have their time wasted or unappreciated. Ask employees to spend some time thinking about what is rewarding about work. Maybe a follow-up question is to find out what makes them feel productive and/or unproductive.
Use one-on-one meetings to receive employee feedback. This ties into the first bullet point. Managers should ask employees to share the answers to the workplace questions during one-on-one meetings. Companies want to create work environments that allow employees to feel rewarded and be productive. This will lead to employee engagement and, ultimately, retention.
Support employee self-management training. If employees are struggling to find their most productive selves, consider giving employees the tools to discover the answers. Self-management training can provide employees with insights about themselves and the way they like to solve problems, resolve conflict, and make decisions. These answers can help employees identify their most productive selves as well as what makes them feel rewarded.
Employees want to have heart about their work. I believe they want to care about their responsibilities and the results. Organizations want the same. So, if individuals or organizations think that a little heart is missing, are they asking themselves why. And putting some activities in place to rekindle work that is rewarding and productive.
The post Do Your Employees Have Heart – Friday Distraction appeared first on hr bartender.
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Author: hrbartender
Date/time: 31st May 2019, 18:03

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