Most people assume that team collaboration is the same thing as teamwork — but it is not. We know that teamwork means discussing tasks that need to be done, who will do those tasks, and then you are off and running. But it is important to know that a collaborative team is more than that, and their difference is not just a matter of semantics. What is team collaboration?   Collaborative teams are slightly different from traditional teams because their members have different skill sets. When there is collaboration in a team, they are able to share similar goals, resources, and leadership despite having varying areas of expertise. And by using their diverse set of expertise, they’ll be able to solve problems as a group. One best example of group collaboration is rope-pulling. A group may have an engineer to explain the mechanism of rope-pulling, a foreman to decide the members of the team and other roles who will use their expertise to solve the problem. Using their varying expertise, they’ll be able to solve their common goal, which in this case, is to pull the rope. 10 Simple Ways to Build a Collaborative Team Collaboration for teams is a key factor in building small businesses because it cultivates productivity, energy, and success. Here are simple ways you can do to transition from a traditional team to a collaborative team. 1. Establish a common goal and purpose We are told that a collaborative team means being able to solve problems despite their differences in skills. To make those differences work, they must have a common goal and purpose.  Some ideas you can do to create a common goal include creating and reviewing the team’s charter. If you’re thinking about re-creating your charter, you may add the following: Team purpose Goals Team member’s roles Work processes Communication You can also discuss the purpose of your team, and allow each team member to express commitment.  Read: 6 Essential Tips When Writing Email Professionally 2. Institute new team collaboration policies Feel free to institute new policies within your team. For instance, require all your team members to answer during meetings and brainstorming (“We All Answer” Policy). This will help you avoid having only your stronger employees participate. Additionally, you will be able to develop a more diverse plan that can ignite innovative ideas.  You can also institute a “No Bad Ideas” policy. This policy involves encouraging your team members to suggest and say anything without judgment. Doing this will make them feel confident. In the future, they might be able to come up with creative and better ideas without fearing rejection. 3. Assign leaders who are not just task-oriented — but also relationship-oriented Some may argue that being task-oriented is the best leadership style. Though, others suggested that relationship-oriented leadership is the most appropriate, especially in complex teams. But if you want to instill collaboration in teams, you must assign leaders who are both task-oriented and relationship-oriented. The most productive and innovative team we know are led by leaders who are both task- and relationship-oriented. They make their goals clear, engage in debates, and clarify the responsibilities of their team members.  At the same time, they also know how to socialize with their employees. This shift often happens when tensions around sharing knowledge of team members begun to emerge. Read: 7 Easy Steps to Delegate Tasks Effectively 4. Foster unity between team members A collaborative team foster cohesion within their people. This makes them successful because every team employee is included in as many decisions as possible. This makes them feel like they belong and that their role is significant which causes them to naturally perform better.  To establish cohesion, your team should participate in daily huddles to discuss your goals and objectives for the day. This will help them draw out duplication of effort and competition among team members. Additionally, daily huddles will keep everyone on the same page and will enable them to redirect their efforts. 5. Maintain clear-cut HR practices Obviously, human resources are part of establishing collaboration in a team. After all, collaboration is not solely in the hands of the executive team. During our study, we found out that the impact of a wide variety of HR practices (including selection, promotion, rewards, and training) is influential to one’s team performance. One thing we learned is that HR’s type of reward system had no discernible effect on the team’s productivity. If you truly want to improve team collaboration, the HR department must invest in both of these practices: training in collaborative behavior-related skills and supporting informal community building.  Read: 8 Leadership Goals That Will Make You Successful 6. A collaborative team must communicate their expectations The bare minimum of every collaborative team is to have clear communication between one another. To promote this, the team leader must provide its members with defined individual and collective roles and responsibilities within the team. When they have a clear knowledge about their role, it helps them work more effectively and prevent unforeseen conflicts. Read: The Importance of Good Communication in the Workplace and How to Improve It 7. Appreciate your team’s diversity By now, we all know that team members come from all walks of life. They have different backgrounds and perspectives which makes their strategies and knowledge different from one another. To build a collaborative team, you must take advantage of your team’s diversity. Remember that each person differs from one another. But luckily, you can use that as an opportunity to learn from other people’s experiences. At the end of the day, the more diverse a group is the more innovative your ideas can be. 8. Trust each other Your team exists for the purpose of solving problems and reaching goals. Having a shared vision and goals means you must trust each other despite the differences in personality and mindset. The best thing you can do to foster trust in your collaborative team is to instill honesty. Encourage your team

One of the telltale signs of a growing company is when you see a lot of new faces at work. Obviously, it’s a good thing, but for HR employees, these new faces at work also mean that they’ll need to train all these new employees. From an HR staff’s perspective, preparing for an orientation for a new employee can be pretty tiring and tedious. But it’s an inevitable task to secure a continuous growth for their business.  What is a job orientation? Job orientation is the process of introducing and welcoming new hires to their jobs, co-workers, teammates, and responsibilities. It is also the perfect start to a comfortable relationship between the new hire and their new teams, departments, and roles within the company. An effective orientation for a job must answer all the questions or concerns the new employee has in mind and makes them aware of the policies and expectations of the company from them. Why is a job orientation for a new employee important? A job orientation for a new employee is a make-or-break experience for them. At its best, the process of new hire orientation can solidify the relationship between the new employee and the organization. It also fuels their enthusiasm and productivity, which is where a company depends on for success in the long run.  To support this, a statistic shows that 69% of employees are more likely to stay with a company that provided them with a fun and informative job orientation prior to their first day at work. And depending on the quality of the orientation, it can take anywhere between 8 months and 2 years for a new employee to attain full productivity.  How to have a successful orientation for a new employee? Orientation for a new employee takes more than just colorful handouts and flashy visuals. The key to a successful orientation is to make your new hire feel welcomed, appreciated, and productive from day one. Here are the goals you need to follow to create an effective new hire orientation. 1. Make employees feel welcomed and appreciated. Most of the time, companies are so good at celebrating the departure of a coworker. But why are companies so awful at welcoming a new employee?  Imagine how it feels to start a new job only to have your supervisor and colleagues ignore you during the first week. If you understand the effectiveness of the orientation of new employees, why not show them a little bit of love during their orientation? You can do a simple celebration method, like a letter of welcome signed by the CEO or a company shirt signed by all department members. If you are feeling extra, why not schedule a welcome dinner for families during the employee’s first month? Read: 6 Essential Tips When Writing Email Professionally 2. Provide an overview of each department’s function during the orientation for a new employee Employers and HR staff tend to overlook the most important question of a new hire: “How will my work impact my department, and ultimately, the company?” When orienting employees, place yourself in the new hire’s shoe. If you were them, of course, you’d be thrilled to know your function as well as the overview of each department’s function. So make sure that you include information about the specific process of each department, from their inputs to their outputs. To make it clear for the new hire, provide examples of how these functions relate to the employee’s function. Discuss your expected contributions from them and how they will help the company. You may also want to provide a glossary of the company’s acronyms, buzzword, and FAQs (a handbook, basically) so they don’t have to ask even the basic questions. Make yourself available for inquires and questions. You may also opt to provide them a departmental mentor who can assist with questions and processes during their first month. 3. Manage the specific training for the new hire Ideally, the new employee’s supervisor must also participate in the new employee orientation. While the human resources department handles the company overview and other basic information, the supervisor must handle the work-specific and departmental orientation.  On the first day, the new employee should meet with their new supervisor. The supervisor should plan a comprehensive meeting about their plan for specific training. During the meeting, both the supervisor and the new employee are encouraged to share their expectations as they build a positive relationship together, including fears or reservations they may have. As the manager, make sure to keep the meeting positive and assign the employee on a meaningful task. Read: 7 Easy Steps to Delegate Tasks Effectively 4. Measure the success of the new employee orientation A good training program always asks for participant evaluations at the end. To do this, you may want to offer a brief, five-question survey that focuses on the presentation. Encourage the participants to provide feedback about what information they would like to have received during the orientation program. Find out what information was deemed unneeded, so you can cross it out on your next new employee orientation.  Always remember that your new hires are human. I know a lot of new hires who question their decision of joining the company even on their first day. That’s because their anxieties are fueled by mistakes that companies make during the orientation. Remember that your new hires are human — not robots. Don’t overwhelm them with facts and names into one eight-hour day. Before initiating the new employee orientation, ask yourself: “What first impression do I want to make?” First impressions indeed last in a company set up. It is what cements the deal for a newly hired employee. By incorporating these guidelines, you will be able to seal the deal with your new hires and create a positive relationship with them for years to come.

Payroll software for construction firms is as substantial as accounting software is for small businesses. With the help of payroll software, HR managers can automate the process of managing multiple payroll tasks, including calculating payments, withholding tax, and labor compensation reports. In short, payroll software for construction businesses aids the streamlining of the process of making payments to employees. But before you purchase one, it is important to know the basics first. Like, what advantages will it bring to your company? What features should you look for in payroll software? Most of all, will your top payroll of choice be worth its price? To utilize your payroll software for construction to its full extent, make sure you consider the following: 1. Critical features you should look for in your payroll software Payroll management– Obviously, this one is on the top of the list. Your payroll software must be able to process and manage payroll. Of course, it must ensure that all your employees are compensated correctly using their preferred payment method. Tax filing– Tax filing is one of the essential features for construction firms. Make sure that your software has this feature as it allows you to calculate the local, federal, and state taxes that your business owes. Employee self-service– Whenever your employee asks you anything about their salary, this feature can take the burden off your shoulder. By giving access to your employees, they can view their salary and update their information. Having this feature also improves their level of autonomy — which is a good motivator! Reporting– Good payroll software for businesses must have a reporting feature. For one, payroll reports provide a high-level review of your budget, compensation, taxes, and payroll data. Such reports can provide HR and accounting departments with patterns they can use for their operations. 2. The benefits Most construction companies have already switched to payroll software, as it showed a huge advantage to their business operations. A research report even shows that the global HR payroll software market will reach USD billion by 2025 due to its popular demand. Because of its several benefits, chances are payroll software for construction businesses will continue to rise in the market. So make sure you purchase the best payroll software before the price shoots up in no time. Payroll software for construction firms has a lot of benefits. It works out payroll calculations, and it makes deductions easier. With payroll software, all payroll tasks are made easier, plus, you don’t have to worry about making errors.  Payroll software is truly a saving grace for companies who rely on paper documentation. Simply put, it makes storage of data so much easier and accessible. By getting payroll software, you can record additional types of information, so you don’t have to purchase a separate system for that purpose. 3. Choosing the best payroll software  When choosing the best payroll software for your business, you need to reconsider your company’s needs. Make sure that you do considerable research about the most cost-effective payroll software. Also, it is best to consider the UI and UX, functionality, and utility of the payroll system. SprintHR is the best choice if you are looking for the best payroll software for construction firms. With its automatic features, you don’t have to worry about overpaid workers. Apart from the common features, what makes SprintHR unique is its auto-sync biometric feature — there’s no need to prepare manual attendance. Plus, the employee’s attendance automatically syncs to SprintHR in real-time. There’s no human intervention, so rest assured that the whole payroll process is really stress-free.

Have you ever had those days when you feel bummed out at work? When you feel so unmotivated that you constantly check how long until you can go home? And in the worst case, do you feel like snapping at your colleagues over the sound of their breathing? Sometimes, what you’re feeling is not a typical type of stress. Perhaps, those are signs that you’re burnt-out at work.  A lot of people feel burnt out at work — it’s a common phenomenon, if I may say so. The word “burnout” became a buzzword that is often thrown at by employees and students. But despite the fact that it has become a buzzword, it’s still a tough concept to wrap our arms around. So what does burnout really mean? While job burnout is not a medical diagnosis, it is a special type of work-related stress that involves a sense of reduced accomplishment and loss of personal identity. In May 2019, the World Health Organization claimed on its 11th revision of its International Statistical Classification of Diseases and Related Health Problems (ICD-11) that it is a “syndrome conceptualized as a result from chronic workplace stress that has not been successfully managed.”  Apart from that, the WHO described burnout at the workplace as a sense of exhaustion and cynicism about work. 6 Telltale Signs of Burnout at Work In order to assist the feeling of burnout at work, you must be able to acknowledge that it’s happening in the first place. Sure, you already know what burnout means, but how would you know if you are experiencing it yourself? Below are the most common and prevalent signs of burnout at work. 1. You are burnt-out at work if you don’t feel excited about it anymore. One of the telltale signs of burnout is a lack of enthusiasm for what you’re doing. Almost, if not all, burnout workers feel uninterested even in the projects that used to make them feel fulfilled.  According to Alice Domar, Ph.D. (Director of the Domar Center for Mind/Body Health), people who are experiencing burnout don’t get the same level of satisfaction anymore. The worst scenario that could go from here is that it can extend beyond one’s work. It could negatively impact the different aspects of your life outside the workplace.  Read: 7 Easy Steps to Delegate Tasks Effectively 2. It becomes difficult to perform work-related problem-solving tasks. As you might expect, people who are burnt out simply don’t care enough to do good in their tasks which can lead to poor performance. Workplace tasks, especially those that require problem-solving skills become more difficult when you’re burned out. Due to lack of motivation, your comprehension skills start to slow down and you find yourself struggling to do even basic computations.  Read: 7 Workplace Conflict Areas and How to Deal With Them 3. You don’t put too much effort into your output. Generally, this can be one of the biggest symptoms of burnout at work. Some people are normally compulsive about double-checking their work and submitting before deadlines. But due to burnout, they don’t really put too much effort into the quality of their output, and they let submission dates slide without a single care. The lack of excitement caused by burnout often leads to an apathetic attitude. Most of the time, those who struggle with burnout are those who are high achievers. So these signs of burnout on the job show a striking difference when compared with their normal outputs at work. 4. You become easily forgetful. You’re burnt-out and your mind is elsewhere. It could be at home where family problems reside, or it’s just in the pit of nothingness.  As a result, burnout can instigate a lack of focus and mild forgetfulness. As it gets worse, these problems may get to the point where you can’t get any work done until everything begins to pile up. Read: 6 Tips For Dealing With Difficult Co-Workers. 5. You’re burnt out at work if you’re always exhausted. Two of the most common indicators of burnout are fatigue and overall feeling of exhaustion. Not only will you feel a lack of energy physically, but you’ll also feel emotionally drained and depleted. So if you find yourself struggling to get out of bed and go to the office every day, you could be tiptoeing into the burnout zone. 6. You’re dealing with some physical ailments Although burnout doesn’t have a consistent physical manifestation for everyone, numerous physical complaints were reported along with burnout. These are just some of the examples: Insomnia Chest pain Heart palpitation Shortness of Breath Fainting Headaches Dizziness Gastrointestinal pain Weight loss due to loss of appetite While there could be another reason for these sorts of ailments, these could also be a cause of emotional changes due to your burnt-out state. Read: 8 Ways to Help Maintain Focus at Work How to deal with burnout at work Now that you’ve recognized all of the common signs of burnout from work in yourself, what can you do to slow down the burnout train and eventually stop it entirely?  Oftentimes, people would tell you just to take some time off. I mean, sure, it can give you room to breathe, but it only offers you a band-aid solution for your deep wound. Domar explained that “if you take a day or even a week off, you’re still coming back — you’re still the same person and the job is the same job.” Instead of taking a break from the root of your problem, why not do something to actively change it? Domar highly suggested that if you want to overcome your burnout state, you need to change two things: your attitude and your workload. To change your attitude, you must learn to recognize your negative habits and stop them when they happen. You must learn to challenge yourself and don’t give yourself an ultimatum (for example, stop thinking, “If I don’t do this perfectly, I’ll be a failure.”). Don’t

What makes a person a leader? If I were to sum it up, I’d say that a person is a leader when he knows how to influence, communicate, and motivate. But I know that deep down, in the grand scheme of things, that a leader is much more than that.  For construction companies, being a great leader, in the form of a contractor, is truly a complex duty. They need to effectively plan, monitor, and control the progress of a project. Without them, their team won’t be able to operate effectively, which can gravely affect the reputation of the company. Apart from that, a successful contractor knows how to put things in perspective and turn goals into habits. If your goal is to become one, then you need to study their habits too. But remember that a great leader does not just have cookie-cutter habits; they make sure that their habits are actionable and can render real results. For reference, we made a list of those habits that every successful construction leader possesses. 1. They have an eye for talent. Successful contractors know talent when they see one. Just from observing a candidate’s actions and way of speaking, a leader must know whether that person will be of great contribution to the company. But this is not an easy habit at all. After all, leaders are no psychics.  To successfully do this, a contractor takes time to assess their employees — the way they speak, work, and all— to find their common denominator. That common denominator will then serve as his criteria when hiring new employees. 2. They go beyond their limits. Great leaders do not just settle for the bare minimum. They know how to satisfy their clients’ needs by surpassing their boundaries, be it their ideas, effort, or energy, Keep in mind that doing this does not only take a risk but a lot of practice too. To surpass their limit, they attend brainstorming meetings, give encouragement and support to the team, and are open and willing to grow and learn. Most of all, great leaders know how to challenge their belief limit. They do not remain complacent with what they already know and believe. Instead, they do extensive research and undergo personal experience to challenges those beliefs. 3. They practice safety policies and procedures. Safety is a huge risk that every contractor must face daily. Every leader knows that their employees are at risk from equipment, materials, and working conditions while on the project. They know that they could face legal actions and fees if they failed to provide a safe working environment for their employees And by knowing that, they make sure that their team practices the safety policies whenever on site.  4. They embrace technology. Construction may be an age-old work, but mixing it with technology can contribute to the company’s efficiency and success. For example, mobile devices are now used to allow contractors to stay connected. Companies even invest in project management software to help with accounting and timecards. With that being said, it is important to know that being a great leader calls for adaptability, especially when dealing with technology’s constant progress. 5. They are proactive. Leaders do not wait for a risk to happen before acting on it. Instead, they accept the fact that they can’t avoid all risks, and not everything will smoothly go as planned. They carefully assess all the risks they are likely to encounter and prepare a plan to mitigate them. Most of all, they know how to choose the right policies to combat all possible risks. All these habits sound easier said than done — that’s true. It may even take a lot of practice and effort to make them stick to your life permanently, but there’s no need to lose hope. After all, remember that all successful leaders started in square one too.

We all know that email is one of the most common platforms for exchanging messages. These days, I do not know anyone — let alone an employee — who doesn’t own an email account. Because of its efficiency, you’ll more likely use email in some capacity no matter what your role is in a company. Writing email professionally is something that you need to learn one way or the other.  If you don’t know how to write an email professionally, don’t worry as you are not alone. Most people don’t know how to write a formal email. Sure, it’s way easier to write casual emails to friends or family, but writing formal email takes more time and practice.  In this article, you will learn how to write a good email that will surely help you in the workplace. Now, let’s get started learning. What is a formal email?  A formal email is typically sent to someone who’s in authority or someone you don’t know well. Oftentimes, a workplace with a formal environment uses formal emails with their boss and colleagues. 6 Tips When Writing Email Formally According to a survey, the average employee receives around 80 emails every day. With that amount of mails, it’s easy for an employee to overlook individual messages. Using these tips can help get your emails noticed and acted upon. 1. Write a meaningful subject line Before hitting the “send” button, take a few minutes to think of a subject line that accurately represents the content of your message. Remember that your message is not the only one on the recipient’s box. A meaningful subject line will help a busy recipient decide whether to open the email immediately. Here’s an example of a formal subject line: Subject: Required Marketing Team Meeting: October 12, 3:00 PM Compare that with this vague and informal subject line: Subject: Upcoming meeting tomorrow It is also worth noting not to brashly announce that the contents of your message are inexplicably important: Subject: Important! Read Immediately!! 2. Keep message clear and focused Just like traditional business letters, emails need to be clear and concise. Keep your sentence short but straight to the point. When writing emails, always ask yourself the purpose of your email. Are you apologizing for an error on your part?  Or are you responding to a request? Keep your email organized. It’s human nature for readers to only get partway through a complex message. They will hit the “send” button as soon as they have something to contribute and forget to read the rest of the email. It also helps to split unrelated points into separate emails. This will determine whether any part of the email applies to them. 3.  Identify yourself clearly when writing emails When talking to someone outside your circle over the telephone, you would probably say something like, “Hello, this is Mr. Murphy.” But it’s not the same for routine workplace communication.  When writing an email to your colleagues, you don’t usually use a formal salutation such as “Dear Ms. Gates.” That’s why you have to ask yourself whether the recipient knows you well enough to recognize your email address. As much as possible, use an email address that is recognizable enough for your recipient. The standard when devising a professional email address is to create them using the most common format:  First name initial + surname + domain ([email protected]) For the signature, make sure to keep the tone formal. Use your first and last name. And if you’re writing on behalf of the organization and you know the title of the recipient, feel free to use it.  4. Always be kind when writing emails Before sending it, you should be aware of the tone of your email. If you know to yourself that you’re writing in anger, go save a draft, and get a cup of coffee. Imagine someone reading your email the next day. Would your friends and associates be shocked by your attitude? Of course. Instead, wouldn’t it be better to show them how you kept you cool and how you carefully explained your position — whether it’s an error on your part or theirs. At the end of the day, you wouldn’t want to work with someone for several months with whom you had bad blood. Would you?  5. Review your email Now that you’ve written and formatted your email, you’re almost ready to send your message. As an email writer, you have to review your email carefully. Look for grammatical and spelling errors, typos, and mistakes in a name. Always remember that a slapdash email leaves a bad impression. 6. Respond promptly.  When writing emails, you wouldn’t want to wait in vain only to end up without receiving any reply in the end. This goes the same way around. When you’re the recipient, make yourself available to your online correspondents. Even if your reply is, “Sorry, I’m too busy to respond to your favor right now,” at least it’s better than receiving no reply at all.  Establishing Email Etiquette in the Workplace For managers and HR employees, it is necessary that you highlight the importance of respect when writing emails. Not everyone in the team has much experience writing formal emails, so be sure to educate and teach them the proper way of writing an email professionally. By using the above tips, they’ll be composing effective emails in no time. 

One of the leadership goals of every successful manager is to delegate tasks effectively. While the delegation of tasks seems like a child’s play, doing it requires a lot of trust and communication. Still, if you learn how to do it, it’s a win-win situation for everyone on your team. Why is it important to delegate tasks?  Tasks delegation helps a leader in many obvious ways, like freeing up time and achieving more on a daily basis. Plus, it helps them learn how to identify who is best suited for a particular task or project.  It may seem like it does more for the leader — they’re the ones who get stuff off their plate, after all. But delegated tasks actually benefit the employee more than the leader.  For one, effective delegation empowers existing skills of employees, which promotes the development of new knowledge and skills along the way. As a result, the workplace becomes an open space to share roles in times of need. On the other end, the mutual benefit of delegating tasks is that it gives a sign that you respect your subordinates’ abilities. Because of that, employees feel that they are trusted and respected, which in return promotes employee productivity and good relationships among the team. 7 Easy Steps to Delegate Tasks Effectively Delegation of tasks is not as simple and as cruel as barking orders in hopes of employees falling in line. Here’s the best way you can do to delegate tasks effectively.  1. Ask yourself, “When is the right time to delegate tasks?” Effective delegation is not simply handing out tasks to the closest person in the room. Before giving out orders, you must first ask yourself, “Should I be in charge of this task? Or can someone else do it?” Some tasks can be critical and highly sensitive, so before you free your plate, make sure to ask yourself if it’s worth delegating. If the task can provide new skills for employees, then it could well be worth delegating the job. By knowing the right time to delegate tasks, it will be easier to connect people with tasks that perfectly suit their talent. Rest assured that you will get the best end-result when done properly. 2. Who is the perfect person for the job? When passing the torch to a team member, your goal is to pick the person equipped with the right skills and experience. But while skills and experience are important, you must also consider their willingness to learn. Willingness to learn makes a person more capable and coachable which can render better output. If the task needs to be done as soon as possible, you may want to delegate the tasks to the seasoned veterans. Inexperienced workers need more guidance, it wouldn’t be fair to delegate the task to them. 3. Sell it to the right person. So you’ve found the right person to delegate the task to, what’s the next step? Well, you have to sell the idea to your chosen employee. Let them know why you chose them for the job. The reason must be because you believe in their talents, and you’re willing to help them grow. Showing others that you support their growth helps build a culture of trust. Consequently, they will see the delegated tasks as an opportunity, and they are more likely to be invested in the outcome. 4. To delegate tasks, you must be clear and specific about the work. Including straightforward instructions from the get-go can help you avoid problems in the future. Even if the task seems easy and repetitive, it won’t hurt to include instructions every time you delegate tasks. If you have specific preferences on how you want them to carry out the task, you may include that information. Also, don’t forget to highlight the deadline or milestones, if there’s any. 5. Always provide support for your employees As a leader, it is your job to support and provide resources for your subordinates. As much as possible, you can connect them with training and materials even if they haven’t asked for it in the first place. It may take time to make resources available, but it’s a surefire way to get the best possible outcomes.  While it is important that you keep track of their performance, don’t make it seem like you’re micromanaging them. You can ask for updates and offer support, but don’t overdo it! Just by making it clear that you are always free to answer questions is enough to make them feel your thoughtful presence. 6. Show your appreciation During check-ins, make sure that you recognize the job well done so far. Acknowledge the effort and progress that your employee is putting to reach the object. In this way, they will be more effective and dedicated because they know that you value their efforts.  When you recognize their accomplishments, it is more likely that they will work with you again on future projects. Here are simple and unique ways you can do to show employee appreciation. 7. Ask for feedback to improve delegation in the future Asking for feedback works both ways. First, if your employee has done well with the delegated task, you can recognize them publicly. But if they’ve fallen short, give them some constructive criticism privately.  Second, you can invite your employees to share their thoughts on how well you’re delegating the tasks. In the end, it’s not every day you get the chance to determine if you’re doing delegation the right way. Delegation isn’t always easy and there sure is no clear cut. That’s why you need to ask for opinions and feedback. And in the future, you will be a much-respected leader who knows how to delegate tasks effectively.

A recruitment process looks so simple from the surface. To be fair, what most people know about it are only the end parts: finding a candidate and hiring them if they fit the job description. But what most people don’t know is the middle part of the recruitment process, which can be the most complex part of it all.  What is the recruitment process? The recruitment process is the main function of the Human Resources department. It is an organization-specific model that involves identifying, attracting, screening, shortlisting, interviewing, and hiring employees.  Typically, the Human Resources department is responsible for the process of recruitment. But some companies may wish to use third-party recruiting firms to do the job for them.  No, the recruitment process is not always the same. Some people wonder if the recruitment process for all companies is the same — and the answer is no. What works well for your company may not work well for another. Therefore, it is crucial to be self-aware of your recruiting process. This means you have to formulate your own process that works well for your organization. Yes, you’ve read it right. As an HR employee, you have to know what works for your company and what doesn’t. But there’s a little more to it than that. In order to recruit the top talent for the job position, you need to rely on a recruitment flowchart to keep you on track. With all of this in mind, here are the 7 basic steps in the recruitment process to help you hire the right person. 7 Basic Steps to Guide You in Your Recruitment Process 1.  Identify your hiring needs.  You can’t find what you need if you don’t know what you need in the first place. With that being said, your recruitment process must start with identifying the existing vacancies, then analyze the job specifications you’ll be looking for in every candidate. This includes the skills and experience needed for the role. To determine your hiring needs, you must first figure out where the gaps are in every team. Do you have new needs in terms of ability and personality? Do you need someone to take care of what’s being addressed currently? It also helps to keep track of the input and output of the team. See if there is an increase in workload, which signifies the need to hire a new employee. Keep in mind that you need to act urgently every time you recognize that there is a hiring need before it becomes a pressing matter. 2.  Time to prepare the job description. During the first step, you were able to identify the knowledge, skills, and experience you’ll be looking for in a candidate. Now is the time to determine the duties and responsibilities of the job. To ensure that you get applications from the right candidates, you must prepare a comprehensive job description. Specifically, a job description must include all of the following: Title Duties and Responsibilities Qualifications and Skills Location Compensation and Benefits Of course, the content of your job description is not limited to what’s listed above. You can make it more comprehensive if you want. But make sure that you personalize and keep the tone conversational when writing the job description. 3. Talent Search This is the most important part of the recruitment process. Talent search can be done in different ways. You can advertise the job listing internally to generate referrals. At the same time, you can advertise it externally on popular social networking sites, like LinkedIn. Recruiting through external sources can offer you a wider scope for the selection of qualified candidates. External talent searches can be done through advertisements, job portals, the company’s career site, and even social networking platforms.  Once you’re able to gather a huge number of interested applicants, you’re on to the next step. 4. Screening and shortlisting of the candidates This is where your recruitment process gets tricky and challenging. To resolve this, you must sort applications based on the minimum qualifications. On the other hand, sort the resumes that have the ideal credentials, like certifications, relevant experience, and expertise. You can shortlist candidates who have both the minimum qualifications and ideal qualifications. Finally, make sure to mark any concerns or queries in the resume so you can clarify them during the interview. 5. Interviews I won’t go into great detail about how to conduct a good interview, but it is worth mentioning the importance of this process. After all, it is the first time you meet the candidate in person (if you’re doing it face-to-face). Just a tip when doing interviews, be sure to prepare questions that give you deep insights into the job applicant’s professional background. This will help you assess whether they’re a good fit for the role. Most of all, always remain courteous and respectful and be sure to sell the benefits of the job role. 6. Evaluating candidates and offering of employment There are things you must do once you zero in on a candidate. Specifically, now’s the time to check the candidate’s professional references and verify all their employment details. Once you get to confirm all of those, it is time to draft your contract and make an offer. When making the job offer, make sure to include everything — from the start date to work hours and compensation. Make sure to keep every detail clear and unambiguous. As an extra tip, you can win the heart of your new hire by putting in some effort to help them settle in. Allow them to feel welcomed by making special arrangements for lunch and get them to know everyone on their team. 7. Once you’re done with the recruitment process, it’s time for the induction of the new employee. Now that they’ve become an official part of the company, you still need to do another extra step. Make sure to perform pre-employment screening, which includes reference and background checks. Once the verification is

When we think about leadership, the first thing that comes to mind is power, popularity, and influence.  We often think about the leaders we see on television and the leaders we see on posters. But the truth is, true leadership is more than just the superficial appearance that is often portrayed in the media. True leadership means setting leadership goals for the common good of the team and organization. The goals of a leader are oftentimes in the background, hiding from the spotlight. Because they are confident and comfortable in their capabilities, they do not care for power nor popularity. Rather, a strong leader measures their success by the people they inspire and empower. Let’s take a look at these leadership goals that make a leader strong and capable. 8 Goals for Leaders That Will Make You Successful 1. Their first leadership goal is to develop self-discipline. If you want to be a better leader, you must first learn to lead yourself. In order to teach others to take responsibility, a true leader sets an example for their people to follow.  Self-discipline means taking full control of your thoughts, action, and habits. It means doing what needs to be done even if you don’t feel like doing it. A strong leader puts self-discipline in their list of leadership goals. They train their thoughts and self-awareness, so they can command respect from others and lead by example. 2.  They know how to manage time properly. One of the best goals of leaders is to manage their time properly. For them, time needs not to be wasted. If you are aspiring to become an effective leader, start by making use of your time to do rational activities. Use bullet journals or time-tracking applications, so you can document your upcoming tasks for the following days.  Leaders exhibit self-discipline through proper time management. They believe that with time management, they can gain motivation to stop sitting around and pursue their goals. 3. They are effective listeners. You learn a lot from being curious. Just from asking questions, you’ll uncover handy insights from your people that will help you lead better. But strong leadership isn’t all just about asking questions. One of their leadership goals is to actively listen to their people to truly understand the meaning behind their words.  As a leader, you have to achieve the highest level of active listening: reflecting. Before jumping to another topic, try to share what the team member said using your own word. The better listener you become, the more respect you’ll gain from those you’re leading. Most of all, you’ll also gain wisdom that is innate in every person, including your employees. 4. They know how to manage their stress and stay positive. As a leader, your mood can greatly affect your team members rampantly. If you’re happy, the entire team will pick up on the vibe you’re giving off and become happy too. And it goes the same way if you’re stressed — they become stressed too.  While it is normal to feel stressed, leaders must give themselves space to sit back, think, and manage their emotions. They’ve been putting out fires all the time, so it’s only right to take a break when needed. 5. Great leaders are regular readers. Every leader knows that learning is a continuous journey. And by forming a regular reading habit, they’ll be able to gain new knowledge. If you’re a leader who is new to reading, you can put together a curated list of books you can find on the internet. I also suggest that you read How to Win Friends and Influence People by Dale Carnegie. How to Win Friends and Influence People breaks down numerous insights on how to give praise, the power of listening, and how to motivate others. Surely, this book will help you develop your people management skills that are important to your other goals as a leader.  6. One of their leadership goals is to micromanage less or not at all. Some leaders tend to micromanage because they fear their loss of control. A study shows that 48% of bosses like to be seen as experts —  and it shouldn’t be that way. What a truly skilled leader does is they put their trust in their employees through delegating tasks and encouraging them. Instead of correcting tiny details, they try to see the bigger picture.  Learning to manage well instead of micromanaging helps improve team member’s job satisfaction. For new leaders, always remember that spending less time in the weeds means more time for planning and big picture thinking. 7. Leadership goals are not just for yourself — true leaders must identify and foster leadership in others. A leader’s role is to mentor, delegate, and direct others. They understand how important it is to create a new leader that will step into the role they currently occupy. Furthermore, they do not fear being replaced; they are not concerned with maintaining a top rank nor preserving their ego. Instead, they encourage others to improve and be better for themselves. And while they’re becoming the better version of themselves, they are also helping the leader reach their goals faster — it’s a win-win situation. 8. Strong leaders build resilience. A strong leader builds resilience even in times of hardship. When an unexpected event comes, they still remain flexible instead of allowing that challenge to bend them.  While some people are not resilient in nature, the good news is, it can be learned and developed. The key aspect to it all is to look on the bright side even in stressful situations. But don’t mistake it for complacency. Look at the bright side — BUT take actions to improve the situation.  Real leaders may not be common in our society. At the end of the day, it’s always the popular and the influential who gets the spotlight.  But those who lead by example, who put trust and loyalty to their people, and who always

We all know that one key to a successful job is knowing how to work well with other people. I know it can be quite challenging for some, especially when you are the shy type.  But if you are a manager or an HR employee, you cannot afford to say “no” to this task. Because apart from working with them, you are also assigned to be the one managing your people. Managing people is a unique craft; it’s a craft that you will have to carry for the rest of your life as an employee. While some people are naturally well-versed in people management, some need a little bit more assistance and practice. And I know it takes time to master people management, but you can make improvements starting right now using these tips. But first, what is people management? People management is a set of practices that surround the processes of acquisition, optimization, and retention of talent. It is the process of providing support for the business and guidance for the people of an organization.   The art of managing people requires several skills. Those who manage their people need to be open and honest when communicating. They must know how to empower their employees, so they can develop new skills and be more productive. Most of all, people managers need to instill trust when managing people. Instilling trust means you are confident enough to rely on their abilities — and assistance when you need it most.  But it doesn’t stop there, though. As a people manager, you are assigned to address conflicts in the workplace, if there’s any. If there’s a miscommunication, you must act as the mediator between the opposing parties and help them achieve a collective understanding. The bottom line here is people management is a multi-faceted task. From empowering employees to organizing them, you must be equipped with skills that can better help you interact with your employees and perform management tasks.  The following tips will help you on how to manage people effectively.  7 Essential Tips When Managing People at Work 1. Manage yourself before others They say that to become an effective manager, you must first learn how to manage yourself — and I believe that’s true. While you are giving instructions to other people, you should also know your roles as a leader. One of your roles as a leader is becoming involved with the day-to-day activities of your business. This is what Larraine Segil, a management consultant, refers to  as a “working element of the overall machinery of your business.” 2. Be fervent about managing people As a leader, you must be fervent about three things: your people, your customers, and your products or services. Some leaders tend to overlook the importance of being passionate about their people. Little did they know, it will help create a progressive and inspiring work environment for their employees.  Also called “employee service”, being passionate about your people means providing them the benefits they deserve and improving your way of communication. By improving your employee service, you will be able to reap the benefits of motivated employees, including increased employee commitment and satisfaction. 3. Keep your emotions in check Managing people means keeping your emotions in check. We may be emotional creatures, but emotional outbursts at work could negatively impact your working environment.  Learn the 10-second rule. When you feel your temper rising, try and count to 10 and recompose your emotions. If it helps, you can excuse yourself from the situation to get some time and moment to unwind.  Always remember that the workplace is no room for decisions made out of emotional outbursts. Most of all, yelling at your people will do you no good, it will only cause your people to lose their respect for you. 4. Understand each of your employee’s purpose Before being able to communicate well with your employees, you have to understand their purpose. An employee’s purpose is part of what keeps them satisfied at work. Knowing what pushes them to do their work will help you understand how to help them succeed which can also benefit your company.  Most of the time, employees want to work on projects they believe they can perform well — it makes them feel more connected to their work. As a manager, you should be able to hand them the tasks that give them purpose. 5. Know when to praise and criticize Giving praise might seem like an easy task for most of us, however, studies show that it doesn’t hold water it comes to the workplace. A survey shows that 44% of managers found giving negative feedback stressful. To make it worse, a shocking 40% of the same group never gave positive feedback to their employees.  In order to thrive, your employee needs a mixture of both praise and criticism. If you don’t give criticisms to your employees, you are hindering their growth. At the same time, not giving praise will cause your employees to be on-edge. When giving criticisms, try to help them with solutions to work go through their weaknesses, instead of simply pointing out their mistakes. Doing this shows that you believe in their ability to improve. But don’t forget to finish your criticisms on a positive note! 6. Give negative feedback in private when managing people As a follow up for tip #5, remember to always give negative feedback in private. Sure, giving praise in public is a good thing, but you should know it doesn’t work that way for criticisms. Your employees are more likely to listen to criticisms in private, unlike in public where they’re more likely to react defensively. Your employees will admire and respect you for being discreet. 7. Check in even when nothing is wrong Managers should always check in on their employees even when nothing is wrong. Even if it seems like the sea is going pretty smoothly for your employee, you must regularly communicate with them to provide an easy