If your workforce is made up for contractors, how do you keep them engaged and keep them on board? They’re more flexible in how they work, and they’re hugely valuable, so it’s important that you don’t lose touch with them. When you’re able to keep contractors engaged, energised and interested, your key assets are ready for activation.
Your HR software platform can be a crucial component for your organisation to become successful in a changing work environment. It is honestly critical you have a comprehensive understanding of the software you choose to use to manage your employees and ensure you are appropriately addressing their needs.
Personalised workplace benefits and a workplace culture that is designed for your people can create an environment which encourages employees to succeed. Every
Working on HR software on a day to day basis has taught us how to communicate both to customers and employees. We are passionate about making every person who uses our software happy both personally and professionally, and we are committed to keeping a positive image and attitude for our team.
With the exception of a few companies, it takes a lot of time and effort to make a real business case for buying HR software. We see it so often – there’s never a hesitation to spend on more marketing tools, there’s never a hesitation to buy a Salesforce licence, but people pause when there’s an HR line item. That’s why we want to start giving you all the tips here to help you sell your company’s HR needs to the leadership teams.
When looking at employee retention trends, it’s critical to recognise that your HR department might not have any data on your employees. If they do, you might see the average retention rate for your company in the 40-60% range and you want to figure out if it’s more in the 60% range or the 40% range.
The one thing founders and business owners and managers have to do is actually give their staff the ability to be involved with the culture. Give them the opportunity to come up with parts of it and evolve it. You have to look at a company’s culture as a patchwork blanket, and allow new folks to sew themselves and their values and ideas into the fabric alongside yours.