Connecting with your temporary, seasonal workers can be a challenge for many employers. How do you connect with an employee that likely won’t be around in just a few months? We know that building the connection between you and your workers will make everyone’s experience better, but you cannot motivate seasonal workers the same way you motivate traditional employees. Today on the WorkBright blog, we are going to talk about what you need to do to create those connections.
Retaining workers is key to creating a stellar environment at work. Rampant turnover can directly impact employee morale. How do you create a company culture that keeps workers around? Well, it all starts with how you onboard employees. At WorkBright, we make it easy for you to do the paperwork related to onboarding. We make it seamless for your employees to fill out necessary documents on the go. While this part of onboarding is crucial, we know that we have to do more to make great employees stick.
Including remote workers in day-to-day conversation can be difficult, especially if you have a headquarters or office space. Today, we wanted to share some tips for communicating with your remote workers so that you can build a welcoming environment for your employees across the country and the world. Take Extra Steps To Include Remote Workers Daily Remote work is a new phenomenon that is often difficult to understand for many employers/employees.
As employers, we have to consistently think about the perks and benefits that will serve our employees. Our employees matter, and if we want to stand out in a crowded workforce, we have to offer the incentives that our employees will find most useful. Today we are going to chat about five employee perks that will incentivize your workers, but creating an employee perk program takes effort on your part.
The work that we do on a day to day basis will not always be rosy. Often, we do things that push us to the limits, make us upset, or cause us to be stressed. What happens when a stressor becomes too much to handle, though? A small amount of stress for a short period can lead to workers kicking into high gear and getting things done. The problem comes because many employees aren’t able to manage their stress and create a more calm work environment for themselves.
At WorkBright, we are all about serving our amazing clients and customers. Our software helps businesses with massive onboarding needs get paperwork submitted without the hassle of traditional paper documents. While our customers reap the benefits of digital files, we often get questions about printing our digital files once they are completed online. We understand that many businesses are used to this practice, but we wanted to share a few reasons why you should avoid printing your HR files.
Hiring a home healthcare employee can be challenging. You may have a ton of roles that you need to fill, but you have to be careful about who you hire in these positions. Home healthcare employees have a huge responsibility on their shoulders. You want to make sure that you hire people who can excel in these positions. Today, we wanted to look at three key traits you should look for in a successful home healthcare employee.
As a human resources professional, it’s important to keep learning top of mind. You are always trying out new techniques that will help you serve the people who work for your company best. Besides being well-versed on all the best tools, you should also think about other professional development techniques. If you are an HR professional, you should add a few of these books to your reading list! 1. Good to Great: Why Some Companies Make the Leap…and Others Don’t by James C.
Showing appreciation for your workers is key to maintaining an excited and eager workforce. We often think about our regular workers when it comes to recognition and appreciation, while seasonal and gig workers get left out of the equation. If you are trying to build an environment that makes people excited to return year after year you need to show appreciation for your gig and seasonal workers. Hiring isn’t cheap, so that means retention is critical.
We create HR policies to set expectations for our employees and create a better place for them to work. As times change, we must reevaluate the policies we set to build better relationships with our employees. There are a few policies you may want to remove from your policy in 2019, and we are going to break down why today. Proof For Sick/Funeral Leave We’ve all been there: being sick enough to know you shouldn’t be at the office, but not sick enough to waste hours of your day at a doctor’s office.