Create A Positive and Inclusive Work Environment

The example you set for your office can greatly impact the success of your organization. It is important to create a positive, fun work environment that makes team members feel included and respected. A happy employee is a more productive employee. You can create a diverse and inclusive work culture by exemplifying good behavior on a daily basis, as well as implementing occasional team bonding activities.

You should frequently provide recognition for team successes (even small ones). Great leaders recognize their employees and express their gratitude whenever possible. Employees want to feel appreciated and have their work noticed. When you credit them for a job well done, it motivates them to keep working hard. “Simply put, great bosses pause frequently to praise others and promote the positive, rather than harping on shortcomings and mistakes,” said Shtull.

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Offering praise can boost team morale and build a positive work culture. If you fail to give positive feedback and recognition, employees may think their work is going unnoticed and start to care less. In addition to daily recognition, Leah de Souza, leadership communication coach and managing director of Trainmar Consulting, recommends motivating people through team bonding and celebration.

“Set aside time for team bonding (pure fun) and team celebration (reward for a milestone team achievement),” she said. “Each of these team events are important to the cohesiveness and element of fun in the team. What is fun can differ culturally and from team to team, so make sure to get feedback on ideas.”

Ask your team what types of recognition they prefer and how often they would like team events to occur. These events can be related to work, volunteering or just general fun, but take precautions to ensure that each event is inclusive and appropriate for your workplace.

Know More About Define Your Audience

Defining your audience starts with establishing a buyer persona to serve as a fictional representation of your customer. Start with your most common type of customer and consider their geographic location, their interests, their aspirations and their needs. Flesh out a full picture of how this person comes into contact with your brand and what would help usher them along your sales funnel until they make a purchase?

Make sure your goals are both measurable and timely. For example, “Increase organic traffic to service landing pages by 15% year over year” is a goal that is easily measured and has a clear time frame associated with it.

Analyze your content – Even if you have never created a content strategy before, you have likely used content to interact with your audience. Look over what you have created. Consider content on your website, social media channels, email, text messages and more. What have you done well? What hasn’t worked? What could be improved on? Pull whatever analytics are available to you to understand what types of content have succeeded and which ones haven’t driven engagement.

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Learn from your competitors – Just as you analyze your content, you should analyze your competitors. Visit their websites, follow them on social media, and subscribe to their email newsletters. What do they do well? What doesn’t work? Replicate the approaches that have been successful for them, and fill in the gaps where they haven’t built a strategic advantage.

Think about keywords – Analyze your own keywords with tools like SEMRush and Moz so you better understand where you rank. You can also use search engines and Google Keyword Planner to find keywords that you may have missed.

What are the Benefits of Telematics for Business

Telematics offers a wide range of benefits to businesses that operate a fleet of vehicles. It improves efficiency and productivity https://www.whatismyreferer.com. Telematics uses GPS tracking to monitor a vehicle’s location in real time. You can use the data it collects to create safer and more efficient routes for drivers, which can reduce delivery times and fuel usage. You can also use geofencing to track and compare driver performance against delivery schedules and reduce driver detention time.

It reduces fuel and operational expenses. You can use telematics to plan smarter routes, which can reduce fuel usage and other expenses. For example, you can use the software to track and reduce vehicle idling agen judi slot. By comparing the idle time of different drivers and vehicles, you can quickly determine who needs improvement in this area. Reducing idle time further reduces fuel costs, which is a fleet’s largest expense.

It automates payroll management. Telematics provides exact data on how long and far specific vehicles have driven. This enables you to automate employee records and payroll management. This reduces the manual administrative and clerical work required and minimizes potential errors.

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It promotes proactive vehicle maintenance. Telematics enables you to identify and address vehicle maintenance issues remotely. You can use hours-of-service information to schedule preventive maintenance. Real-time alerts can notify you of vehicle fault-code detection so you can correct maintenance concerns before they escalate. This helps you keep your vehicles operational for longer, saves on large repair expenses, prevents critical safety violations, and protects your Compliance, Safety, Accountability (CSA) scores.

It streamlines organizational and customer communications. Fleet management software enables your company to support real-time, two-way communications between office staff and drivers. Telematics also allows your customer support agents to provide better service, as they can use real-time data on vehicle locations to give accurate delivery estimates.

It increases driver safety.
Motor vehicle accidents are bad for business as well as drivers’ health and safety. You can use telematics to improve your drivers’ behavior and increase overall road safety. Fleet management software can collect telematics data on your team’s driving behavior and rank your drivers by safety score. You can then coach your drivers on safer driving habits and improve your fleet’s overall safety levels.

How to Bringing on Your New Employee

With more businesses hiring remote employees, likely including yours, it is critical to have an onboarding plan that works for employees who won’t be coming into the office, bringing them up to speed and making them feel welcome without the benefit of colleagues’ physical presence and a dedicated office space.
These are the five most important aspects of onboarding, according to Deosingh:

Give an orientation. It might be remote, but a broad overview of the company is important for any new hire to hear.

Explain your company’s core values and expectations. This is always important as you embark on a journey with a new hire. The sooner you set expectations, the better off your company and the employee will be.

Go over job responsibilities. You have likely covered a lot of this during the interview process, but it is helpful to go into more detail now that they have the job.

Give a starting project. Many new hires are eager to get started. Instead of just having them sit through orientations and company overviews at the beginning, give them something to sink their teeth into right away.

Assign a mentor. A mentor in a similar position to the new employee’s role gives them someone to answer their questions and steer them in the right direction.
Roberts said her company’s onboarding process starts with a welcome package (offer letter, new-hire paperwork, benefits information and employee handbook) and carries through orientation and training to the employee’s first day performing their new duties.

“It should include introductions to key staff members, employer resources, office tours, etc., [anything] that will help a new hire assimilate to their new role as a member of your team,” she said.

According to Schwartz, onboarding should also consist of any necessary personal data encoding, explanation of your company’s mission and vision, training on your standard operating procedures, and issuance of supplies and uniforms if there are any.

“Onboarding is about first impressions and engaging the new hire in their commitment to work with your firm,” Handrick said. “It’s much more than paperwork.” She added that you should map out, in a checklist format, every task and activity necessary to help the new hire feel welcome, be productive and want to stay.

Handrick also noted that, while first-week activities tend to focus on paperwork, the real value of onboarding is what happens in the first 30-90 days and its effects going forward.

Key takeaway: The hiring process doesn’t stop once an offer has been accepted. You need to spend time properly onboarding and training new employees to help them hit the ground running.

Hiring remote employees, Tatyana Tyagun, HR generalist at Chanty, said you should pay special attention to two specific areas when hiring a remote employee.

“First, the recruitment stage, because you need to find someone who actually does what they claim,” Tyagun said. “Second, onboarding should be even more detailed, because you can easily lose new remote hires if the onboarding is not done right.”

Deosingh said hiring and onboarding is in a much different place now from several months ago. The majority of onboarding is happening remotely.

“While the core principles of onboarding remain the same, there are differences,” said Deosingh. “They cannot see your physical space. Much of the onboarding process includes the opportunity to see the space and get acclimated to the physical location.”

These are some ways you can adapt the process for remote hires:

Set the employee up before their first day. When looking at technology specifically, make sure their employee credentials and logins are all set and they have all the equipment they need prior to day one.

Give them an enthusiastic welcome. This might sound basic, but it can go a long way. Set up a video introduction with the new hire’s team so they feel welcome. Remember, they are entering your organization at a much different point from where others have started in the past. Make them feel welcome even if you can’t be in the same physical location.

Be available. It’s easy to say you’re available while overlooking it in practice. Your new hire will undoubtedly have questions, and instead of walking to your office or asking their teammates, they have to feel comfortable reaching out to your over remote communication channels. Overcommunicating information and making yourself available and open to questions is crucial in a world of remote onboarding.
Deosingh also noted that all materials will be online, so it’s important to have a thorough and clear online guide, since the new employee will not have handouts or physical paperwork with them.

Hiring Employees, Step by Step

A clear and thorough hiring process is critical to landing the right new employees. Your employee hiring process should be methodical and well thought out.
The first step is preparing for the process by researching market hiring conditions and getting all of the proper paperwork in order. Once you start the process, you need to consider the exact role you are hiring for and how much you are willing to negotiate once you make an offer.

This article is for businesses that are looking to hire new employees and want a complete guide on the steps of a successful hiring process. It probably won’t come as a surprise to hear this, but businesses don’t run too well without employees. That’s why the employee hiring process is such a lengthy and detailed one. If you do it right, you’ll find and hire high-quality candidates who stick around and represent your business the way you would.

As a small business owner, you might not know quite where to begin with hiring if you don’t have experience in HR, as many small business owners don’t. Keep reading for advice from experts on hiring employees.

  1. Evaluate what positions you need to fill.
    Sonya Schwartz, founder of Her Norm, said this step is important to prevent redundancy of positions in the company.

“The best thing you can do is approach the process with the mindset of filling needs, not desks,” added Deosingh. “You are looking for the best person to fill a specific need, not just getting someone in and calling it a day.”

  1. Figure out your recruiting strategy.
    You always have options when it comes to recruiting. Dailly suggests first figuring out whether you are going to use a recruiting firm. “If not, state on job recruitment forms ‘no agencies, please,’ as this will save a ton of incoming sales calls.”

It can also be beneficial to have your current employees tap into their networks.

“Ask the help of the current employees to spread the news,” Schwartz said. “The more applicants to choose from, the better.”

While the hiring process can be a lengthy one, you still want to make sure you find the right candidate for specific job you are hiring for. That doesn’t always mean the best candidate overall.

“Recruiters and hiring managers should take their time to find the best candidate for the role and not settle for the best candidate in the applicant pool,” said Lori Rassas, HR consultant, executive coach and author of The Perpetual Paycheck. “If you interview 10 candidates and none are a fit to their role, there will likely be pressure to just pick the best candidate. Hiring managers should resist this pressure and go back to the hiring pool to secure other candidates.”

Where to post your job
Most businesses use online career websites to advertise a new job opening. You could first start listing on your company website to reach a targeted audience. If you want to widen your reach, turn to free and paid online career classified. Here are some job posting sites to consider:

Careerbuilder: Established more than two decades ago, Careerbuilder provides resources for employees and employers, including localized search capacity. The site advertises to more than 80 million jobseekers around the globe using its database to search for positions. The posting price is low and is based on the number of positions you are hiring for your company.

Monster: On Monster, job seekers can search by location, skillset, keywords and job title. The company recently added new features to make classifieds stand out, like video. Pricing varies based on hiring need and company size.

ZipRecruiter: On ZipRecruiter, you can create a hiring account for free. ZipRecruiter has innovative matching tools to help you find the right talent for your job posting. All communications are managed on the platform.

LinkedIn: LinkedIn has various channels that can be used for recruiting. LinkedIn has a huge candidate base with more than 690 million users. Job postings are free, but it charges you to use more comprehensive recruiting tools.
Avoid unregulated websites like Craigslist since you may only receive spam emails and calls instead of high-quality job seekers.

  1. Write the job description.
    Before posting a job listing, you need to confer with your team managers about the ideal candidate for the job so you can get a good idea of what exactly is needed, according to Walden. It’s also good practice to make existing employees aware of the opening.

It then comes down to what exactly the role is.

“The hiring process begins with assessing what tasks will be involved with the role and building out a relevant job description based on the skills needed to complete those,” said Jesse Silkoff, co-founder and president of MyRoofingPal.

Ethan Taub, CEO of Loanry, said to make sure the role listing is exactly matched to what you need. People like to follow specific role types, so make sure that your description is specific to the kind of person you are looking for.

Dailly said that you should also ascertain the salary so you can state it in the job description and not recruit under- or overqualified candidates.

“In some situations, hiring managers are less than upfront about exactly what challenges the candidate will face, and this leads to mistrust, high turnover and an overall negative impact on workplace culture,” said Rassas. “But that can be prevented by being explicit with what is expected of the person filling the role and making sure the candidates you’ve chosen can fulfill it.”

  1. Post job listings and sift through applicants.
    The next step after writing a proper job description is to get it out there on various job boards.

“When we select and hire our employees, we start with a job posting,” Walden said. “We’ll usually advertise this to target specific groups for certain skill sets. Applications are sent in, and we look through resumes first to immediately rule out anyone who’s just completely unqualified or not what we’re looking for. If we’re on the fence, we read cover letters and narrow down the pool.”

If you can’t find the right candidate for your job opening from the current applicant pool, you may need to revisit your job description.

“If you are not seeing the right type of candidate, pivot so you do see the best candidates,” Rassas said. “Yes, work is probably piling up, and yes, you want to get a candidate in the role right away, but a bit more effort on the hiring process before extending the offer is going to save you a lot of time in the long run.”

  1. Interview the most qualified candidates.
    Before interviewing the candidates, give them enough notice to make sure you get the best out of them.

“Inform the applicant about the interview ahead of time so he/she could prepare more,” Schwartz said. “This will allow you to know the applicant better and to know if they are a perfect fit for the role because you have given them the time to prepare.”

Walden said the first round of interviews at WikiLawn comes after they narrow down the applicant pool even further, and then they follow up with a second round of interviews.

“Whether it is in person or virtual, [the interview] remains the most important part of the hiring journey,” said Deosingh. “It is when you get to ask the necessary questions and ideally form a bond with the candidate.”

  1. Follow up with the interviewees.
    This stage isn’t just for calling the applicant or sending an email. Deosingh said post-interview evaluation is also important.

“Don’t fall victim to the halo effect and be blinded by any potential weaknesses,” he said. “Maintain perspective and take everything into account – not just the interview or resume but the totality of what you’ve seen. Get input from others, but limit it to a small group to avoid brain drain.”

Follow-up can take many forms. It might be as simple as a thank-you note for the interviewee’s time, all the way up to a formal job offer.

  1. Extend the job offer.
    If you’ve interviewed a lot of people and found high-quality candidates for the position, you want to move quickly.

“Don’t delay in making a decision,” said Deosingh. “Make sure all the stakeholders (if applicable) are available to interview and give feedback in a timely fashion. The demand for skilled employees is still high, and you can lose a potential hire to other opportunities if you delay.”

The exact offer you extend also matters.

“Make sure to give an irresistible job offer,” Schwartz said. “Most high-quality employees demand higher pay and good benefits.”

Regardless of how good you think the offer is, prepare for a bit of negotiation on salary and employee benefits.

“Allow the potential employee to think about your offer, and if he/she doesn’t agree, try to negotiate,” Schwartz said. “Negotiation should always be a win-win situation.”

  1. Conduct a background check.
    A final step you should consider is to conduct a background check to ensure there are no significant red flags before bringing the person into your workplace.

“If you think the prospective applicant suits the position you require, you can do a background check,” Schwartz said. “This will confirm the decision you made.”

Preparing Your Business for Hiring Employees

Whether it’s your first hire or your thousandth, the process should be pretty smooth, and it will become more streamlined the more employees you hire. With any hire, you should take these steps to get your business ready for the new employee.

  1. Do your research.
    Rich Deosingh, district president for the Robert Half office in Midtown, New York, suggests researching the local market before even looking at open roles within your company.

“Research who is hiring, what the economic landscape is in your region, and review other job postings,” he said. “It will give you an idea of things like salary and competition in the market – who else is looking for someone with these particular skill sets?”

Once you know that, you can tailor the rest of your hiring process to fit with what others are doing – or go in the other direction, trying your best to stand out so job candidates will be more intrigued by your company than others.

  1. Get your paperwork in order.
    In some cases, this paperwork could be one and done, where you create a template and just plug in the necessary information for each new hire. In other cases, it can be totally automated.

These are some of the forms that new-hire paperwork can include:

W-4: This helps you figure out the correct amount of taxes to withhold from each paycheck.

I-9: This verifies the employment eligibility of the new hire.

Direct deposit form: This gives you an employee’s banking information for easier and faster payment.

Noncompete agreement: This will usually specify an amount of time that the employee is barred from working for, being a consultant for, and conducting other activities for a company that conducts similar business to yours.

Employee handbook: An employee handbook usually lays out the company’s mission, vision, policies, dress code, code of conduct, etc.

Acknowledgment form: The new employee confirms that they have read and understood all the necessary documents.

Consent to drug testing: Some companies require new hires to consent to drug testing prior to employment, and to random drug testing throughout the duration of employment.
Jennifer Walden, director of operations at WikiLawn, said that her company has added a home network security checklist, with a field for the employee to let the company know if they’ll need new hardware to ensure a secure network.

“And we make sure new employees have login info ready to go, as well as contact information for anyone they’ll be working with frequently,” Walden said.

It seems like a lot of paperwork, and it is, but it’s all necessary. The good news is that there are online resources available to make it easier for you or your hiring manager.

“Use an HRIS (human resources information system) like Gusto, ADP or Paycom that provides the HR back-end paperwork to the employee in a self-service mode,” said Laura Handrick, HR professional at Choosing Therapy. “There’s no reason a human should be shuffling paper these days. Online systems with e-signature streamline the paperwork for you, ensuring data is captured accurately, and saving everyone (including the new hire) time.”

No matter what system you use, the key is having it all ready before you start the hiring process.

“All of these items should be prepared beforehand and easily accessible online,” said Deosingh. “Communication before the first day is key – if you need the new hire to provide paperwork or identification, it should be noted ahead of time.”

Matthew Dailly, managing director of Tiger Financial, agreed with Deosingh, and suggested, “Using previous hires as a template, look over all the information gathered from them, and then update or add more important documents that have been implemented since.”

  1. Outsource if you need to.
    Not every small business has an HR department, or even someone on staff who is familiar with HR processes, and that’s OK. It’s better to find someone who can do the job well than to consistently make mistakes in hiring and end up with high turnover or employees who aren’t the right fit.

“For businesses that have an HR department of one, utilizing outsourced resources for recruiting, payroll, benefits administration, etc. can be very helpful to handle the heavy lifting of compliance and reporting requirements for new employees, as well as the current employee base of the company,” said Karen L. Roberts, SHRM-SCP and director or human resources at Flaster Greenberg P.C.

One of the best tips for hiring is to leave it to the professionals. “Don’t delegate hiring to an untrained supervisor,” Handrick said. “Interviewing, and being able to discern talent, is a skill.”

Key takeaway: Don’t just jump into the hiring process. Take the time for some pre-work, like studying the market’s hiring conditions and gathering the proper documents.

What Should be Included in an Employee Departure Email?

There are several key details you should include in an employee departure email. Follow these steps to make sure you cover all of the important points:

  1. Direct the announcement appropriately.
    If your entire team knows the employee who is leaving, address the announcement to the whole team. If not, send the announcement only to the employee’s department. Sending the news to a department that never interacts with the employee is distracting and unnecessary.
  2. Get to the point.
    Avoid starting the announcement with a few flowery sentences. Instead, immediately make it clear that this announcement is about an employee, whose name should be stated, who is leaving the company.
  3. Include the departure date.
    If you send an email announcing that an employee is leaving but you don’t state when they are going, the employee is going to get a lot of questions about their departure date. Don’t put them in an annoying situation. Instead, state the employee’s departure date at the beginning of the announcement.
  4. If appropriate, include the circumstances of the employee’s departure.
    If your employee permits you to say what’s next for them, feel free to do so. If the employee is being fired or laid off, however, you should not mention that.
  5. Discuss the next steps.
    Let your team know whether you are looking for someone to fill the departing employee’s position or have already hired a replacement. You should also discuss whether you’ll need to delegate the employee’s usual tasks to the remaining employees for the time being.
  6. Invite your team to a farewell event, if applicable.
    If you’re hosting any sort of farewell event for the employee, such as a quick lunch or a larger event, detail it in your announcement email with the time, date and location of the event.
  7. Show your gratitude.
    Many employees feel underappreciated, so it’s important to show your gratitude to the departing employee for all the work they’ve done for you and to invite your colleagues to do the same. In showing your gratitude, you imply to the rest of your team that you might be noticing and appreciating their work, too.
  8. Sign off.
    Make your employee departure email official by signing your name and title at the bottom. Inserting your official signature rather than just your typed name is an important formality.

Key takeaway: An employee departure email should include the employee’s departure date, how their work will be handled in their absence, whether you’re searching for a replacement and whether there will be a farewell event.

Templates for an email announcing an employee is leaving, Here is a template to help you get started on writing your announcement. Be sure to customize it by filling in the parts in brackets.

Dear [company name] team [or department name if not directed to the whole company],

I am writing to inform you all that [employee name] is leaving the company on [departure date]. [Employee name] is departing to [describe their reason for leaving in at most 10 words if you have permission to do so; if not, do not write this sentence].

After [employee name] leaves, please direct all communications you would normally send to [him/her/them] to [interim contact name]. Once we hire a replacement for [employee name]’s position, I will reach out again to inform you of our new communications protocols [if you aren’t replacing the employee, don’t include this sentence]. I will also reach out to individual team members as needed to discuss the temporarily handling of [employee name]’s tasks until we hire a replacement [if you’re not hiring a replacement, delete the words ‘”temporarily” and “until we hire a replacement.” Additionally, if you’re not hiring a replacement, state so in one final sentence: “At this time, we have no plans to hire a replacement.”]

Before [employee name] leaves, we invite you to join us at [time] on [date] at [location] for a farewell event [only if you’re having one]. We’re immensely grateful for all the contributions that [employee name] has made during [his/her/their] time here, and we hope you’ll take the farewell event as an occasion to express similar sentiments. I speak for the entire company when I say, Best wishes, [employee name], on your next venture. We’ll miss [his/her/their] [insert a few skills and personality traits, such as professionalism, meticulousness or empathy], but we’re excited for [his/her/their] next steps.

Sincerely,

[Your signature]

[Your name]

[Your title]

If you are looking for more examples, here are three more templates you can check out.

Key takeaway: To ensure your employee departure announcement is the right length and covers all of the key info with the proper tone, use a template like the one above.

Why An Employee Departure Should be Announced

When an employee is leaving your company, it is best to send an email to the rest of your staff informing them of the news. There are several social and business reasons to announce employee departures. It’s best to announce that an employee is leaving your company in a brief but informative email. Some of the most important details to include in an employee departure email are the departure date, new workflow protocols and whether you’re seeking a replacement.

This article is for new business owners and HR professionals who need to know how to announce that an employee is leaving the organization.
When an employee is leaving your company, it’s more than just a nice gesture to let the rest of your team know; it’s critical to the smooth continuation of your operations. In most instances, you should tell your staff about the departure as soon as possible, but only after the employee tells those who should know first. Read on to learn why it’s important to send an employee departure announcement, how to announce that an employee is leaving and what templates to use to write the announcement.

There are a few reasons why it’s important to announce that an employee is leaving the company. First, the departing employee’s co-workers need ample time to say goodbye. They also need to know how to oversee the departing employee’s tasks until a replacement is found. Finally, it’s essential to announce an employee departure so your team can know exactly when the departing employee is leaving, what’s next for the employee and whether there will be a farewell event.

Key takeaway: You should announce an employee’s departure for several key social and business reasons, including farewell events and workload changes.

How to announce an employee is leaving, The most effective and efficient way to announce that an employee is leaving your company is to send an email with all of the key information. This email should include who the departing employee is, when they are leaving and who will be handling their responsibilities in the short and long term. Sending the announcement in an email allows you to avoid hosting one-on-one meetings with employees to tell them the news or holding a larger group meeting that would ultimately take everyone away from their work and put the departing employee on the spot.

Key takeaway: Sending an email to your staff is the best way to announce that an employee is leaving the company.