Internal Mobility

INTERNAL MOBILITY

Internal mobility is the movement of employees in their career in the same company, whether it is to a different department a promotion, demotion etc.

 

One of the reasons companies consider internal mobility is because it saves costs as the company does not have to hire externally and can just make use of the internal employees when opening new roles or departments. 

This increases employee retention rates, as employees feel needed and important in the company since they are excelling in their career and also it brings greater diversity and innovation to the workplace.

The types of internal mobility are promotions, Intradepartmental & interdepartmental transfers, new roles, mentorships, job swaps and supplementary projects. 

Some benefits of internal mobility excluding the increased retention rates are more good talent being attracted to your company as with internal mobility your company will make a good name for itself it terms of employee satisfaction thus attracting more talent from outside, another benefit is also employees being more skilled as they are being promoted etc.

Some ways to start internal mobility in a company is having an internal talent acquisition team, cross-train employees and also using technology to enable internal mobility. This can map out internal career paths and provide you with insights into your employees and job roles using AI solution tools. Educating the managers about internal mobility is also very important when starting it.

Companies must also look at this as a long term investment since it can be a huge investment at first, most companies are thrown off when they see how much they need to invest at first but it will always be worthwhile.

In short internal mobility helps you maximize the potential of your workforce. Giving your employees ample opportunities to move within the company will bring a lot of business benefits, including employee retention, innovation, bridging skills gaps, and ultimately increasing the company’s performance.

Article written by Shani Jay

Adapted by Peter-John Saal

Key Ingredients Missing from Remote Onboarding Programs

KEY INGREDIENTS MISSING FROM REMOTE ONBOARDING PROGRAMS

Employees who were hired in the pandemic are struggling to fit into companies’ cultures, but the fact of the matter is that not a lot of employers are observing these patterns. 

This resulting in 34% less employee recognition compared to employees in 2019, also these employees are 20% more likely to not acknowledge company values.

This unobserved problem can be taken care of by placing management’s attention on your organization’s mission and values and investing in a mentoring program.

When Covid 19 hit many companies had to learn how to work remotely, and that included onboarding new hires in a remote manner as well. Although new hires are saying they are happy with their overall onboarding, their behavior is proving otherwise. Some can blame lockdown or work from home for this because it’s difficult to have small chats on non-work items when colleagues are far from each other.

With employees being away from colleagues and working from home they can also drift from company values and fall into their own value system as they become more and more unfamiliar with what the company set as values.

Newly hired employees will not develop the habit of working in a team because they will be trained to work by themselves to undergo the requirements of remote working.

With all these changes that Covid 19 brought, it is guaranteed that remote-only, remote-first, and hybrid jobs will definitely increase as this becomes the new norm as companies start waving out traditional office work.

There are two major things that companies can do to minimize employees not being aligned with the value system of the company and help employees feel more part of the company. They are Emphasizing organizational values and creating a mentoring program.

When talking about Emphasizing organizational values it is proven that employees’ identification with organizational values is associated with increased frequency of recognition given to their peers.

Therefore a few ways to reinforce company values are repeating values during all-hands meetings and emphasizing the real-life experiences of people who have demonstrated those values, going over examples of values in action in company communications, and Providing rewards to individuals who live out company values externally to customers and internally to employees.

When it comes to creating a mentoring program, there are a few things to take in place as mentoring has positive effects on work performance, interpersonal relationships, career success, and many other work-relevant end results.

When onboarding new employees it is very important to take all of these things into consideration so that they can feel as welcome as possible and 100% part of the team, this inevitably increases their productivity and boosts employee satisfaction which makes the company a better place to work at.

 

Adapted by Peter-John Saal                                                                     12/02/2021

 

Employer Brand/Marketing Your Business

Employer Brand/Marketing Your Business

Employer brand is the reputation the company has built in the sight of current and future employees.

78% of candidates will look at a company’s reputation/employer brand before deciding to apply.

A good employer brand will lead to an average of 50% more qualified candidates applying for a vacancy

In order to strengthen your employer brand, you need to know what people want.

 

 Studies show that that; 55% of people look at compensation before applying for a company.

 45% look at company culture and 40% look if there are new skills to be learned.

Business owners must focus on these things if you are looking to build a strong employer brand.

 You have to know where your potential employees are looking to help them form opinions on the company; studies show that 92% look at reviews and the company’s online presence. So if you build your company and invest in those areas your employer brand will get stronger as a result better candidates will consider your business an option when making a career move.

Another important factor is the authentic stories that get shared by your company.

Unique company culture is non- negotiable when it comes to the business world because people want to feel proud of where they going.

They should already have an image of themselves being at your company that is why if there are great stories of your business on social media or internal newsletters you are already heading towards a good employer brand congratulations.

Plainly put, if you want to build a good employer brand you have to think like a marketer and identify your audience (Ideal candidates), build your portfolio (Library of content/culture) and measure your impact (interest by top talent).

 

Author Peter-John Saal

GREAT BENEFITS OF BECOMING A HUMAN RESOURCE MANAGER

GREAT BENEFITS OF BECOMING A HUMAN RESOURCE MANAGER

The Human Resources Manager and the Human Resource Department are vital to the success and growth of an organization.

A great thing about being in the human resources profession is that you will be rewarded to help others. People will come to you for personal problems, work-related concerns, and all kinds of matters in between. While sometimes, you might feel submerged in issues and more like a personal mentor, career director, and psychologist all encased into one, the role you play can be satisfying, and you’ll feel accomplished at the end of the day.

As an HR manager, you are an integral member of the business or organization where you work. You’ll not just be working with the employees, but also the company’s legal team, finance team, etc. Your organization will rely on your expertise, knowledge, and skills to help lead them through critical issues.

It is almost unlikely to work in human resources and not regularly socialize with people. You may engage with new and exciting people during an interview, training session, community workshop, or a mass hiring exercise.

Even though the pay of a Human Resource Manager is great, it fluctuates extensively within industries, and you shouldn’t necessarily expect to begin at a top-level management position.

Though recruiting people and managing their employment is one aspect of being a Human Resources manager, you also take care of all the financial authorities of the employer and the employee.  You are also accountable for the company’s profitability.

A position in human resources comes with an air of wisdom. Even fresh talent in starting-levels of human resource management appears wise because of their understanding of policies, systems, and training.

You’ll observe that all tiers of staff, including fellow managers from different teams, will solicit your advice and guidance on a broad variety of issues. After all, you’re the one who has the wizard’s hat!

You will enjoy all the benefits mentioned above, provided you’re able to showcase your talent and fulfill your responsibilities to the best of your ability and experience.

Author (Augusta Free Press)                                                                           08/04/2020

Adapted by Peter-John Saal

HOW TO STAND OUT ON LINKEDIN AS A HUMAN RESOURCE PROFESSIONAL

HOW TO STAND OUT ON LINKEDIN AS A HUMAN RESOURCE PROFESSIONAL

As an HR professional, your personal brand is incredibly important. It has the potential to help you establish professional relationships, build your company’s employer branding through employee advocacy and even land you a brand spanking new HR role.

Having a strong LinkedIn presence is an important piece of your employer branding puzzle. LinkedIn is the most popular social media to find potential candidates; therefore it’s important your profile is up to standard so you can let them know you mean business from the start.

First of all you want to have a professional photo. It’s important to remember that building your professional network needs to be personal. Your LinkedIn headshot should be professional and a reflection of your role; remember that creating a professional network is different from growing your followers on Instagram. If your company has taken headshots for the website, you should use them. If not, ask your company if they can take headshots for everyone so the entire team can refresh their LinkedIn profiles. No matter your experience or job seniority, it’s important to create a LinkedIn profile that helps build your own professional network.

At the start of your profile, LinkedIn gives you the option to describe yourself. This space is the perfect opportunity to write about your previous experience, goals and accomplishments.

Adding a banner image to your profile can set you apart from the rest, especially when it comes to improving those ever-important first impressions.

If you want to be a person of influence in the human resources space, you need to start creating content to show you’re a thought leader.

Be active with your community. This is where lots of HR and

 people managers let their LinkedIn profile slide. While you may have a great looking profile, it’s no use if you’re not actively engaging with your community and this goes beyond the once-every-blue-moon like.

Be personable when inviting others to connect with you.

Author employment hero website                                                                   22/04/2020

Adapted by Peter-John Saal

WHY LEADERS SHOULD MAKE COMMITMENTS AND NOT PROMISES​

WHY LEADERS SHOULD MAKE COMMITMENTS AND NOT PROMISES

When leading an organization through a challenging season, it’s often wise to lead with a message of hope and optimism in the face of adversity. For some, this may include making promises about the future.

Instead of promises, make commitments.

 

During normal times, trust helps inspire your staff to achieve your business common goals and motivates them to give voluntary effort. In challenging times, trust in leadership can help calm anxieties and fears that might otherwise cripple the business. When you make a promise that you can’t deliver on, you damage and potentially destroy people’s trust in your word even among groups that support you and believe you’re doing your best. If you feel the need to make a promise, be careful about what you say and be sure your promise is achievable. Otherwise, you put yourself and your business at great risk.

Leadership commitments are bigger and more powerful than promises. They’re also less specific but stronger in their intention. Commitments can and should be backed by action, but leave room for those actions to evolve based on new information and attitudes. There are also no inherent deadlines. With a commitment, your strategy may change, but your word stays true as long as your actions are in alignment.

During a challenging leadership situation, make commitments based on your values and company identity. Communicate early and often and follow up more than seems necessary about where your organization stands.

Any small victories you make that reinforce your leadership commitments will help you build trust with your employees and customers. When your team believes in where you’re going, what you’re committed to, and what you’re doing, they’ll follow you.

Author Chris Brennan (Insperity Blog)                                                                        11/05/2020

Adapted by Peter-John Saal

LEADERSHIP QUALITIES MANAGERS NEED TO POSSESS​

LEADERSHIP QUALITIES MANAGERS NEED TO POSSESS

Leadership skills will always be in high demand, certain traits and characteristics will never go out of style and for leaders, and these traits are non- negotiable.

Leaders today need to be honest and have integrity in the face of problems and challenges. Nothing detaches employees and makes them want to leave the company more than seeing their leaders act dishonorable and be deceitful.

A leader without a clear vision and purpose won’t be able to lead through the uncertainty and inevitable confusion that lies ahead in the journey of every business.

Having a strong vision can excite people around a single cause and make them push through their limits.

The more integrity the leaders have, the tougher the decisions will be during crises. But, ultimately, the rewards will be more impressive.

Because when the going gets tough, you don’t abandon your values. You adapt your strategy instead.

 

Clear communication remains incredibly important to a successful organization. Unfortunately, in a world where everything is designed to steal our attention, communicating effectively can be a big challenge.

But a leader should always prioritize this because they lead their employees by example and thus inevitably leading to employees following their leader’s steps

A leader should learn to have empathy and resilience towards their employees too.

A leader should be creative. The reason for this being they are usually the driving force of the company which decides on new ideas and big decisions.

Lastly but most importantly a leader has to be accountable for all their actions, Leaders who show that they can walk the talk will be the ones who surprise people the most with lasting results.

Author Peter-John Saal                                                                                                                                 3/12/2020

REASONS FOR HIGH TURNOVER RATES​

REASONS FOR HIGH TURNOVER RATES

Some industries and businesses seem to naturally have higher turnover rates than others. In fact, there’s lots of scrutiny on the jobs that have the highest employee turnover rates. 

But, regardless of what your business does, high turnover doesn’t always have to be the case. You can help ensure that your business is the exception to the rule by following a few key strategies that can drastically improve your odds of keeping quality employees. Keep in mind that there are always better solutions to reduce worker turnover rates for all facets of employee recruitment and retention.

Before you begin building such a reduction strategy, it’s important to determine why the turnover rate is so high in the first place.

Start by doing a little research to see where you stand. Ideally, you’ll be able to compare your current turnover rate with regional competitors.

Perhaps one reason could be you hire a lot of entry-level employees who don’t plan to stay in the position for very long

If you own or manage a call center, fast food restaurant, or other business that’s popular for having many entry-level employees, not even the best employee retention techniques will work. A few of your employees may stay with your company long term, and maybe even some of them will move into management positions. Others may enjoy the work as a long-term source of extra income or as a low-stress job in retirement.

Taking the nature of your business into account and how you’re hiring a lot of entry-level employees, you’re providing a fantastic opportunity to these employees. Instead of focusing solely on employee retention ideas, a better move is to invest more in your employee training programs. 

This will help you get newcomers up to speed faster in the work environment and with fewer obstacles along the way. Provide more value to your entry-level employees so they can also succeed in their next steps. In doing so, it sets them up for moving up the ladder to a management role and sticking with your company longer because they can use their knowledge to its full potential.

Another reason might be your competitors are offering more.

 

“More” doesn’t necessarily have to mean overtly financial through salaries, although it can. It can also refer to more flexible schedules, more benefits, and more of just about everything else.

When researching your competitors, keep an eye out for what they’re offering beyond hourly rates and salaries. These extra perks and benefits such as gym memberships or telecommuting are going to lure your employees away and decrease your employee retention rate.

Believe it or not, some of these perks hold a top value for certain workers like remote work.

 

Author Lori li (TinyPulse Blog)                                                                                    14/05/2020

 

Adapted by Peter-John Saal

WAYS TO MEET YOUR GOALS WITH TIME MANAGEMENT

WAYS TO MEET YOUR GOALS WITH TIME MANAGEMENT

One of the most powerful and valuable skills you can possess in life is effective time management.

Time management is a process that allows you to gain complete control over how you spend every second of your day at work and outside of the office. Poor time management usually results in disorganization, missed deadlines and little free time. A lack of punctuality and prioritizing and an overarching tendency to postpone work indefinitely are the underlying causes behind poor time management.

Some benefits of time management are less procrastination, setting a schedule you can stick to every day will provide you with the necessary paths to never stray away from the work you need to do in order to reach your goals. 

You also meet deadlines, when you’re not procrastinating; you also end up with more available time to focus on the activities that truly matter to you. You will also become more accountable to yourself as you will be responsible for tracking and analyzing your own time correctly. Measuring your time is an extra step you need to take in order to create accurate estimates.

Once you know you are able to meet your goals and reach deadlines, you will have less anxiety. Just seeing progress alone can rid you of many worries.

Some tips to help you achieve those goals is knowing your goals, If you don’t set your goals the right way, then you’ll most likely miss something, which will force you to go back and redo things or otherwise veer off-track. To set yourself up for success, make sure you are actually writing your goals down.

Understand how you currently spend your time, Prioritize while managing time, Get the most important and daunting tasks done first. 

Once you have an idea of where your priorities are, another tip for managing your time is to plan ahead. The time you spend thinking ahead and planning your activities will be time well spent. Making to-do lists does take time. But it is time that helps you effectively set goals for the day.

If you don’t take breaks every once in a while, you’ll burn yourself out.

Just remember balance is key.

 

Author Lori Li TinyPlus Blog                                                                            24/04/2020

 

Adapted by Peter-John Saal

BEST PRODUCTIVITY HACKS FOR REMOTE TEAMS​

BEST PRODUCTIVITY HACKS FOR REMOTE TEAMS

Since most employees now work remotely and things aren’t likely to change in the immediate future, it’s important to learn how to approach workers during these times to keep them productive. 

It’s possible to become even more productive during these times and here are the eight best productivity hacks for remote workers that you can use to help out your team.  

The best thing about working remotely is also the worst thing about working remotely: a flexible schedule. 

Flexibility can be really great since it allows you to work at the most convenient times. But that can also be a challenge because you don’t have dedicated working hours.

A team’s productivity depends on every person becoming high-performing individuals and keeping things that way. Not everyone can perform at optimal levels at the same times. Some of your employees will work afternoons and nights while others will prefer mornings, for example. 

The important thing here is to keep everyone on the team informed of when everyone works so that there aren’t any hiccups in the communication flow to stifle productivity. 

The best way that you can help your team transition to remote work and stay productive is by letting them design their workday when their working day starts and when it finishes. You can do this by making sure that your team members play on their strengths not their weaknesses.

For the best results, schedules should be consistent. Even though employees can create their own schedules and can keep them flexible, it’s wise to keep it the same day in and day out. That’s how you create and keep a work-life balance and how your team becomes productive. 

Just because you’re working at home doesn’t mean you should work in bed despite how tempting it might seem. While it might look comfortable, it completely destroys your routine and habits. 

Working from bed for a long time sends mixed signals to your brain when you actually go to bed. You might have a hard time falling asleep. Your brain then thinks that it’s time for work and puts you in a state of work instead of one for bed. 

The way you fix this is by setting up an office that you use for work and nothing else. That way, you signal to your brain when it’s time to work, eat, exercise, and sleep. Believe it or not, you can lose up to two weeks of productivity each year if you mess with your sleep pattern.

Don’t be a slave to your routine. The key is to keep yourself alert by measuring your routine to your goals and daily priorities. There are two ways you can go about this and we recommend both. 

The first way is to have a weekly check of your routine. You go over everything your routine consists of in that week and, over the course of 30 minutes, analyze what was good and needs to continue, what was bad and needs to be discarded, and what is still missing that needs to be added in the future. The best time to do this is at the end of the week. 

Don’t forget to reward yourself and your team at the end of the day for a job well done. There will certainly be times when your team won’t meet your standards. Maybe they miss deadlines or maybe they don’t accomplish their daily priority.

This isn’t just for your team, mind you. You also need to reward yourself as well for a job well done. Being productive isn’t just about working. It’s about resting properly and motivating yourself in a way that would make you feel good about achieving tasks and accomplishing daily priorities. 

At the end of the day, people work for money. But they go the extra mile for recognition, praise, and rewards. 

Author Lori Li (TinyPlus Blog)                                                                                     26/05/2020

Adapted by Peter-John Saal