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employee information management system

employee information management system

Importance of Feedback

What exactly is feedback? We hear this term all the time, but do we truly know what it is and why it is so important? Feedback shows a pathway for betterment. Effective feedback, both positive and negative, is widely used as a management device by professionals. Top performing companies remain on top as they consistently search for ways to make the best company even better. A focus based on true feedback, across the organisation including customers, employees, clients, etc. helps in continuous improvement.

1. Motivation: Feedback can actually motivate employees. They feel valued and appreciated by the feedback they get from their managers. Any feedback from clients, suppliers, stakeholders can be used to motivate and build better work relations. Feedback is often taken as criticism. Negative feedback helps to formulate better decisions to improve and increase performance.

2. A Tool for Continued Learning: Feedback helps in aligning goals, creating strategies, develop products, improve service and relationships, and much more. Continuous learning is the key to improvement. Invest time in learning and asking about an employee’s experience with your organisation. This investment can save time in the long run.
 
3. Elevates Engagement: Employees seek feedback; regular feedback is essential for their professional growth. Consistent communication between an employee and manager helps in higher engagement. Correct feedback can motivate staff to perform better and can be a tool for building and maintaining communication. A performance management program can help in promoting and improving employee engagement.

4. Improves Work Relationships: Feedback can open all communication channels in the workplace. It is useful in avoiding conflicts or tension between employees. Feedback is one way of getting things out in the open so that there would be no issues. Small issues can be resolved before they get a chance to grow into something bigger. If employees get feedback on their performance, they may improve on their job roles. An organisation needs a healthy open culture where employees can give and receive feedback on a regular basis.  

These best feedback practices can help you in work and life. Use these ways to be proactive in your organisation and make your workplace better and improve your skills. Promote feedback within your team and give time to get used to open-minded and new feedback friendly environment. Give time for a feedback session in your organisation. Include feedback sessions in your planning process.

 

eHRMS by Neural IT is a cloud-based software helping HR’s to simplify their daily tasks. Digitize your HR function & let eHRMS empower HR’s to easily onboard new hires, track employee progress, and analyze data to support employee development and organisation.

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Feedback is important for success at every organisational level. Learn ways of how feedback can help an employee and organisation.
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Importance of Feedback | eHRMS

How To Deal With Under Performing Employees?

There are many parameters involved in a recruiting process which tests if a particular candidate would prove to be a gem or just another employee. However, it is only after a certain period of time that you may notice the lags in your choice of candidate. Are you one of those who wonders how to deal with an underperforming employee? Do you think your employee motivational activities are not working well? Here are 3 tips to help you through such situations.

What You Should NOT Do

If you notice that some of your employees are not performing as expected or utilising their full potential, what would you do? Would you fire them right away? No, you shouldn’t. Because that would mean wastage of resources and time involved in training the new hiree.

What you can do is follow a new way of dealing with it. Sudden negative feedback can spoil the morale of an employee and that can impact the team’s overall performance.

Give proper & timely feedback

Before criticising an employee for his lack of efforts, it is important to give that person adequate feedback whenever possible. An open conversation is all it takes to express the changes needed on an immediate basis and on a later stage. Communication makes it easier for the employee to understand what went wrong in his or her approach and what can be done to get the right direction.

Empower The Employee

Finding a solution to the performance issue must not seem like a burden to the employee. Let the employee take charge of the situation and suggest ways to deal with the performance lapse. This gives them added motivation to improve their confidence level. Outline clear objectives and must-do steps to meet those objectives. Check with the employee if there were loops in the training provided or any additional training will be required in the future.

Follow-up Often

A good mentor never forgets to follow-up with the employees. Once the objectives are outlined, make sure to monitor the progress. Showing interest in the employee’s progress can be beneficial in boosting their morale and the company’s culture.

 

Letting your employee discontinue working for you must be the last resort. Unless the employee continues to break the rules, underperform or show lack of enthusiasm, you should refrain from cutting the ties permanently. Instead, focus on implementing performance management systems to encourage positive workplace relationships and personality development opportunities. Set high priority on recruiting the right people into the team and provide adequate support to get the best out of every employee.

Tell us how you deal with underperformers in your organisation. If you are looking for employee management solutions like payroll, tax management or leave processing, just drop in your queries at ehrms@neuralit.com. You can also book a free demo right away.

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There are many parameters involved in a recruiting process which tests if a particular candidate would prove to be a gem or just another employee. How
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How To Deal With Underperforming Employees?

The Unseen Gap Between Employer and Employees

The Employee Outlook

 

All Employees in an organisation are assigned certain responsibilities to be completed within a certain amount of time. There are times they feel like they are working day in and day out with limited resources and tools. The constant question ringing in their mind is, ”Am I at the right place? Am I utilising my skills well?”

 

Employees may or may not always see things beyond their own capabilities. Their desire to outperform every single task assigned may not be aligned with the organisation’s core objectives.

 

The Employer Outlook

Employers may or may not always see beyond their existing business potential as they are inclined towards the company’s overall reputation. They probably have a business plan in mind linked to certain company objectives. Their main motto is maximizing resources and tools crucial in achieving good profit.

They keep thinking often whether the employees are putting in enough effort to generate impressive results pointing towards business growth.

 

Employer and employees may not always think on the same track because their reason to join the organisation was different from Day 1. Here lies the gap that needs to be intervened at the right time and in the right way.

 

HR’s Role in Bridging the Gap

Define the Impact of Effort on Targets

When employees are aware of how their work quality is impacting the team’s combined targets, it is a major ego boost for them. This must be put into the employee’s conscience from the first day itself.

 

Invest in Peak Performers

When it comes to hiring top talents, go for the ones who fit your organisation's business goals. If he/ she has been hired for job A, you can also evaluate his skills for future needs. The main advantage in this is that you are utilising full capabilities of the employee if he turns out to be skilled in more than one field.

 

Create an Effective Work Environment

When organisations get to utilise those skill set of employees which are aligned with the business performance, change occurs. When performance expectations are clear, there is no room for a negative cycle of dialogues like, “This is not what I want..” or “This is not how it is done...”

 

HR professionals always face some challenges in meeting the demands of employees’ and employers’ while ensuring a smooth workflow.

If you are an HR looking for automated solutions to all HR processes, register here: https://goo.gl/iBXdBS

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All Employees in an organisation are assigned certain responsibilities to be completed within a certain amount of time. There are times they feel like
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The Unseen Gap Between Employer and Employees

The Impact of Employee Engagement on Employee Productivity

An organisation mainly hires a candidate keeping in mind a predefined set of tasks to be finished as per deadlines. Once they are hired, it is in the best interest of the companies to make sure the employees are actively engaged and not just filling up a vacant seat. Engaged employees perform better each day and feel a connection with the company they work for.

If you are willing to provide a better experience to the employees while they are still at your organisation, one thing that can definitely help is an HRMS software. The Employee Self Service (ESS) module in an HRMS is an essential tool to elevate how employees interact with the management, how employees get access to useful information, or how employees connect with the HR department.

Let us dive into how HRMS is redefining employee experience:

 

Data At the Fingertips
In the HRMS dashboard, an employee’s basic profile details like family, education, employment history, shift details, statutory details, and designation are filled and updated as and when required. An employee can easily check the dashboard to fetch details rather than enquiring with the HR.

 

Quick Actions
Employees planning for long leaves are often worried about their leaves being rejected. Gone are the days when we used email formats for leave application with the chances of getting missed by the managers most often. With HRMS, a simple leave request applied from the leave-dashboard is all it takes for an employee to apply for leave. Even managers can approve/reject with just a few clicks. An HRMS also includes a to-do list to set tasks of the day, important dates, or simply set a reminder for project milestones. The HR department can reach out to employees through the system for feedback or get any kind of quick action from them.

 

Effective Communication 
In any working environment, effective communication is the key to a smooth flow of processes. An HRMS is something which connects employees internally through a network, making it easier for them to deal with routine follow-ups and group discussions from the comfort of their desk. An interconnected communication channel between different departments is essential to take care of assigning tasks, reporting and sending analysis. An HRMS acts as a strong bridge between employees and HR for an uninterrupted flow of processes.

 

Speaks On Behalf of The Company
An HRMS also provides loan and advance ledger, loan request status, history related to loan applied/ rejected. Employees can visit the ‘loan and advance’ module to get information and status of their requests. Employees can keep a check on the company's loan agreement terms, interest rate and life cycle of their loan. The system facilitates to upload supporting documents through the module. Loan and Advance amounts are automatically reflected in the employee payroll slab, making it easier for HR also to generate monthly payroll. An HRMS also reflects any change in company policies with respect to work hours, dress code or holidays. 

 

In short, an HRMS represents your company on a shared platform in the organisation.

Do you like to bestow upon your employees the benefits of ESS?

Get the bigger picture with eHRMS. Book your Free Demo here.
 

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An organisation mainly hires a candidate keeping in mind a predefined set of tasks to be finished as per deadlines. Once they are hired, it is in the
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The Impact of Employee Engagement on Employee Productivity
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