5 Tips To Turn Your Employees Into Brand Ambassadors

by Raghu Nandhan | Jun 14, 2019 | Blog, Employee Engagement

We all know about brand ambassadors or at least we’ve all heard about “influencers” on social media who are being paid to endorse or promote anything let it be a product or service. What about employer brand ambassadors? Are you aware of this term? This is a largely unused marketing opportunity just waiting to be tapped into.

Before we get into our list of top tips for converting your employees into brand ambassadors for your recruitment marketing efforts, a quick dive into the idea behind the title, Brand Ambassador. Great commercials, strong PR, vivid social media strategy all warrant effort when building your company’s brand. But you would definitely agree that an army of loyal employees living and breathing your brand are best PRs. You know the type – folks with enthusiasm bursting from their veins–talking about your products and services with their friends at every place possible.

Here are tips and strategies you can use to motivate your staffers to be positively vocal about your brand:

Encourage to use social media:

No one wants to feel like their employer is watching over their shoulder, waiting to catch them sharing something on social media that shouldn’t be shared. You need to create a culture within your company that is supportive of employee engagement on social media.

Organize employee events:

Events and company outings are a great way to treat employees to activities they might not experience otherwise.  Unconventional team-building give employees the opportunity to get outside of their comfort zone, get to know each other and get invested in the company culture. And it’s quite obvious, fun work-sponsored events are incredibly the best to be posted on social media platforms like Instagram.

1. Communicate: Once you have a handle on your reputation, it’s time to start recruiting those brand ambassadors. Do you have a product launch coming up? Be sure everyone knows all there is to know about the updates being released, or the newest feature set of your whizz-bang, world-changing widget. That way they’ll be ready to toot their own horns about the part they played in bringing it to fruition.
2. Allow Them To Be The Hero: There’s nothing more frustrating to a frontline employee than when an executive swoops in and does EXACTLY what they would have done, but their hands were tied. Executives chalk this up to a common sense that apparently they think they have, but I’ve met many who question whether anyone they’ve hired to service their customers could possibly be that astute. Give your employees a few opportunities (at least) to do what you would do in such circumstances. Can you imagine what would happen if you could replicate that level of prudence and critical thinking?

3. Encourage participation: One way to maintain a sustainable, meaningful employee advocacy program is on incentives. Perks or swag can certainly keep people interested. Try weekly or monthly contests or giveaways. These types of activities keep your employees engaged, informed, interested and motivated too. So make your contests fun and compelling.
4. Make it easy to share: Create a weekly email that includes all shareable content (news, blog articles, photos, videos, etc.) that employees can share. This will ensure your employees are sharing the news that is timely and accurate. Encourage employees to follow, like and share the company’s social media updates.
5. Identify Ambition and Ability: Social media is still a bit of a frontier field; its exact boundaries are undefined and professional progression within the industry has yet to calcify into anything resembling the predictable paths of more traditional careers. Its connoisseurs are not necessarily degrees holders, because degrees are often obsolete before graduation, due to the fast-changing nature of the industry.

Often times, the top experts in social media are not the ones who went out of their way to pursue that career, but rather those who sort of just discovered a talent and stumbled into it. For all you know, your business might be housing a social media megastar in the making. All that’s needed is to identify ambition and encourage engagement.

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Employee engagement and Happiness at work what should companies focus on?

by Raghu Nandhan | May 28, 2019 | Blog, Employee Engagement

“Employee Engagement Definition”: Employee engagement is that the extents to that employee feel enthusiastic about their jobs, are committed to the organization, and place discretionary effort into their work.

And this can be the definition of happiness at work that we tend to use: Happiness at work is the extent to which employees feel smart regarding their jobs.

Just to make it clear: We think employee engagement is a useful concept and we are not arguing against it. We simply need to argue that of the two, it is rather more effective for an organization to target in creating their employees Happy than on creating them Engaged.

Here are the four main reasons why.

1: Happiness is easier to sell to employees

Whether you’re trying to make employee happiness or engagement, you would like your employees to be proactive partners within the method. This is not one thing you’ll do to them while not their active and willing participation or (even worse) against their will.

But seen from the employee side, it’s a way tougher sell. When a manager states that they want their employees to “be more engaged in their work” or “give more discretionary effort” it can easily come off as if they are easily demanding additional passion and work from individuals, while not giving something back.

2: Employee Engagement without happiness is untenable

A person can be incredibly passionate about their work and totally committed to the workplace, but still, be miserable at work this happens for instance when people are treated badly by their coworkers or manager or when they can’t do their job in a way that satisfies their own professional standards.

In this case, two things can happen:

The employee’s unhappiness will leech away any feeling of engagement, going away the person not caring regarding their work.

Or, even worse, the person remains engaged and sad – that end up in stress and burnout.

So although you would like to engage the workforce, you still need to focus on making them happy as a result of engagement without happiness is not sustainable.

3: What drives an employee to perform better and sustain happiness

What makes an efficient business within the same issue that makes an orchestra: People those that need to be there, who give everything they have, who are having a wonderful time doing it, whose eyes are shining, who are giving out energy to individual around them.

Furthermore, we all know from an outsized quantity of analysis that happy employees perform far better. In the workplace, we all know that happiness causes more-productive and more-creative employees.

If you recognize teacher, you recognize however careful they’re regarding using the word “causes.” During this case, we all know that happiness at work causes higher:

• Productivity – happy people get more work done with the same resources.
• Creativity – feeling good makes your mind more able to think of new ideas and approaches.
• Intrinsic motivation – happy people don’t need constant external motivators like bonuses or threats; they want to do good work.
• Loyalty – happy employees care about the company and stay longer in their jobs.
• Discretionary effort – employees who like their jobs go above and beyond for the customers, their co-workers, and the workplace.

4: Happiness causes engagement

You’ll notice that each loyalty and discretionary effort we tend to part of the definition of engagement that we give on top of

Of course, the results are circular and engagement and happiness can cause one another. But given the results on top as furthermore as the fact that engagement cannot last in the absence of happiness, it appears clear to me that happiness causes engagement more than engagement causes happiness.

The Upshot

Engagement could be a nice idea however ignoring employee happiness within the pursuit of engagement makes no sense. At the terribly least, sustainable engagement needs happiness at work, which means you can’t ignore the happiness side.

When do individuals feel “passionate regarding their work, committed to the workplace and provides discretionary effort?” When they’re happy at work! Last but not least- If you want engaged employees, focus on making them happy and engagement will follow.

When implemented properly, wellness can play a vital role in your employee engagement strategy. Healthy habits lead to increased happiness in the workplace, while engagement and happiness in the workplace improve physical and mental well-being. Employers will benefit from building upon the relationship between wellness and engagement. A happy and healthy employee will be your best employee!

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Are Employees Underperforming? 5 Tips to turn around an Underperforming Employee.

by Raghu Nandhan | May 3, 2019 | Blog, Employee Engagement

Think of your office as a rowing crew. As the workplace coxswain or person in command, it’s your responsibility to spot underperforming staff on your boat and facilitate them out of their slump. After all, it takes multiple oars to reach the finish line. When any member fails to drag his or her weight, it drags down the complete team’s performance.

If you’re in a management position for long enough, at some point, you’re probably to encounter an employee whose Performance isn’t up to mark. While you may be tempted to ignore the problem and hope it goes away, it is more likely that the problem will only get worse. An underperforming worker will have a negative upshot effect on the rest of the alternative staff because other employees are forced to choose up the slack. This can cause everything from feelings of resentment to burnout to high turnover.

The next time you’re feeling your team going adrift due to an underperforming employee, try these five steps to turn things around and boost productivity.

Address the problem immediately

Approach an underperforming worker immediately, therefore, you’ll discuss the poor performance and set a corrective course ASAP. But you need to be tactful. You don’t wish to launch right into a listing of things the executive skilled is doing wrong. Otherwise, your worker can become defensive quickly away and tune you out. When it involves this first spoken conversation, the additional constructive your criticism is, the better.

Explain that you simply have determined a decline in work quality and raise if there’s one thing happening. Listen for cues about interpersonal conflicts that might be hindering the worker. Perhaps he or she feels further training is needed to perform well in the role. Or there may be issues outside of work. Make sure you reiterate, and that the person grasps, the full scope of their responsibilities and expectations for the position.

Timing Is Everything

Try not to reprimand an employee in the heat of the moment, when you’re more likely to say something you’ll later regret. Once you’ve given yourself time to cool down off, schedule a one-on-one meeting with the employee. Be ready to have a two-way conversation that allows your employee to explain his or her side of the situation.

Be specific

Instead of simply speaking in broad terms, be as specific regarding the performance issue as you can; be ready with notes or documentation specifically wherever the performance drawback lies. If the problem is targets connected, have your figures prepared. If the employee incompliant with company policy, have the policy available.

The discussion ought to leave completely no area for mistake. You should be causation a transparent message and explaining your expectations during a method that’s simply understood

Let them know you’re on their side

Discussing employees’ underperformance could be necessary to opening move to firing them. They know these as well as you do. So after you sit somebody right down to tell them there’s a drawback with however they’re doing their job, that person might don’t have any plans whether or not you genuinely wish to help or are simply gathering ammunition.

Make your smart intentions as clear as you’ll with phrases like “We can get through this,” or “We can notice the way to beat this.

Encourage a sense of ownership

Many staff isn’t simply “earning a paycheck” and don’t have any real excitement regarding the corporate, its vision, or its opportunities— or do they see themselves as an integral part of the enterprise.

Performance reviews, training, and mentoring can help an employee see that their job is important and that their contribution is valued—helping to build a “sense of ownership”—but there also needs to be a cooperative, “we’re tried together” philosophy that’s perceivable throughout the corporate, starting at the top.

With underperforming employees, the spark to motivate positive change is often simply an attitude adjustment, so work hard to get them to see that their success and the company’s success are intertwined. Do this with respect and with a real plea for them to require “ownership” of their role within the company, and you’ll be afraid at the performance turnaround.

Conclusion

A good leader knows when to pause and change the gear for better functionality. So next time when you come across an underperforming employee, spend some time to find the root cause of their underperformance and implement the above-discussed suggestions to boost up their morale and productivity.

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10 Resume Writing Tips to help you land a Job

by Raghu Nandhan | Apr 29, 2019 | Blog, Employee Engagement

When you haven’t updated your resume in a while, it can be difficult to understand where to begin. What experiences and accomplishments must you include for the job roles you’ve got your eye on? What new resume rules and trends must be following? And seriously, one page or two?

Employers use resumes throughout the hiring method to learn more about applicants and whether or not they may well be a good fit. Your resume ought to be simple to read, summarize your accomplishments and skills, and highlight relevant expertise.

Well, search no more: We’ve compiled all the resume recommendations you wish into one place. Read on for tips and tricks that’ll confirm you craft a winning resume—and assist you land employment.

1. Look for keywords in the job postings

The best place to start when getting to put in writing a resume is to rigorously read the job postings that interest you. As you apply for various jobs, you should study each job description for keywords that show what the employer is trying to find in a perfect candidate. Include those keywords in your resume where relevant.

For example, if you’re applying for a job as a Medical Billing Coder, an employer might list keywords such as “coding”, “claims submission,” “compliance,” or “AR management” in the job description. Pay specific attention to something listed within the sections tagged “Requirements” or “Qualifications.” If you have the skills that employers are looking for, you can add these same terms to your resume in the expertise or skills sections.

2. Put the Best Stuff “Above the Fold”

In promoting speak, “above the fold” refers to what you see on the front half of a rolled newspaper (or, within the digital age, before you scroll down on a website), however basically, it’s your 1st impression of a document. In resume-speak, it suggests that you must confirm your best experiences are visible on the highest third of your resume. This top section is what the hiring manager is going to see first—and what will serve as a hook for someone to keep on reading. So target on putting your best, most relevant experiences fir

3. Choose a Basic Font

When formatting your resume, use a basic font that is simple to read, both for hiring managers and for applicant management systems. Google also favors the simple over the complex. Many fonts build your resume clear and simple to read whereas holding your individual style.

4. Include Contact Information, With a Caveat

Include all your contact information so that employers can easily get in touch with you. Give your full name, street address, city, state, zip code, phone number, and email address. If you’ve got a LinkedIn profile or skilled website, include those links as additional. Under some circumstances, you might want not want to include your entire mailing address, but it is generally a good practice to do so.

5. Move your education under work experience.

Unless you’re a recent college graduate, move your education towards the bottom of the resume. Why? Employers typically care additional concerning about work expertise, connected technical skills and evidenced success/results over education. And yes, that means if you went to an Ivy League school, you should put that the same place as the professional who went the two-year degree or four-year public school route.

6. Keep it fresh.

Document your career successes and achievements over time. The Recruiter.com article expressed, “Every few months, you should take a second to tweak and update your resume. It’s good to keep it current, even if you don’t actively job searching—you never know when you’ll need it for a promotion or volunteer opportunity.”

7. Back up your qualities and strengths

Instead of making a long (and boring) list with all of your qualities (e.g., disciplined, creative, problem solver) tries to attach them with world and work experiences. In different words, you would like to back these qualities and strengths up, else it’ll seem that you’re just attempting to inflate things.

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Employee Engagement and Employees Relation

by Raghu Nandhan | Jul 27, 2018 | Blog, Employee Engagement

Employee commitment depends on trust, uprightness, two way duty and correspondence between an association and its individuals. It is an approach that builds the odds of business achievement, adding to hierarchical and singular execution, profitability and prosperity. It can be estimated. It shifts from poor to incredible. It can be sustained and significantly expanded; it can be lost and discarded. Design is the establishment of commitment – it’s the crucial component that makes a connected with association conceivable and the initial step to making a drew in culture.

Worker Relations offers counsel, help and determination methodologies for work environment issues. Representative Relations aids correspondences amongst workers and managers, remedial activity and arranging, disciplinary activities, and clarification and elucidation of University approaches and strategies.

WHY EMPLOYEE ENGAGEMENT IS REQUIRED?

• Employee Engagement Can Help Your Cause Marketing: – Employees who are engaged at work will be more than willing to help out when the company they work for pursues a noble cause.
• Better engagement means better productivity:- When employees are engaged at work, they feel a connection with the company. They believe that the work they’re doing is important and therefore work harder.
• Engaged employees are less likely to quit:- If employees feel needed and wanted when they go into work each day, the connections they form with the company and their other coworkers are not easily eroded. By cultivating and maintaining these relationships, you reduce the risk that your employees will quit.
• Engaged employees are positive:- Workers who feel disconnected and disengaged are more likely to have negative things to say about your company. If a disengaged employee leaves or is fired, they are able to vent their frustrations on any number of social forums and sites.
• Employees feel satisfied when they’re engaged:- Employee engagement isn’t just beneficial for your company, however. Employees who are engaged at work feel satisfied with their careers and are generally happier individuals than employees who aren’t engaged.
• Engaged employees are better communicators:- Employees who care about their jobs are more effective communicators with their coworkers, leaders, and customers alike. Disengaged workers may mindlessly go through their day without remembering any of the conversations that they had.
• Engaged employees are more creative:- By creating an atmosphere of employee engagement, you can not only boost productivity and profits, but you can also help your employees reach their full potential and look forward to coming to work each day. Your workers will feel more satisfied and content with their careers, and your company will benefit from higher productivity and profits.
• Employee engagement strategies:- Have been proven to reduce staff turnover, improve productivity and efficiency, retain customers at a higher rate, and make more profits. Most importantly, engaged employees are happier, both at work and in their lives.

Pragna model of employee engagement

Pragna Solutions, an American owned and managed Recruitment Process Outsourcing (RPO) company

• We connect our staff to an Engaged Purpose that is written for them. An Engaged Purpose is a written statement that clearly communicates to your team what your company does, who for, and why.
• Many purposes, missions or vision statements are written for everyone but the employees – they’re written for the customers, or the shareholders.
• Measure engagement regularly. Too often, we as a company send out an employee engagement survey report once a year, which means their employee feedback is likely to only capture the mood of the moment
• Show that engagement is a permanent focus, not just a passing trend.
• Owners and leaders are clear and intentional about commitment to improving engagement and supporting the well-being of our employees.
• If our employees believe the new engagement program is just the fad of the moment, we run the risk of disengaging them further.
• Listen to our team on their terms. Provide them with a safe environment and mechanism that enables them to provide insights and feedback confidentially and anonymously.
• Take action on quick wins. Once our team has given us feedback, we use that employee engagement survey report to identify some simple actions we can take to show that participation does

WHY EMPLOYEE RELATION IS REQUIRED?

• Work becomes easy if it is shared among all:- A healthy relation with your fellow workers would ease the work load on you and in turn increases your productivity. One cannot do everything on his own. Responsibilities must be divided among team members to accomplish the assigned tasks within the stipulated time frame.
• Work becomes easy if it is shared among all:- A healthy relation with your fellow workers would ease the work load on you and in turn increases your productivity. One cannot do everything on his own. Responsibilities must be divided among team members to accomplish the assigned tasks within the stipulated time frame.
• An individual feels motivated in the company of others whom he can trust and fall back on whenever needed:-. One feels secure and confident and thus delivers his best. It is okay if you share your secrets with your colleagues but you should know where to draw the line. A sense of trust is important.
• Healthy employee relations also discourage conflicts and fights among individuals:- People tend to adjust more and stop finding faults in each other. Individuals don’t waste their time in meaningless conflicts and disputes, rather concentrate on their work and strive hard to perform better.
• A healthy employee relation reduces the problem of absenteeism at the work place:- Individuals are more serious towards their work and feel like coming to office daily. They do not take frequent leaves and start enjoying their work. Employees stop complaining against each other and give their best
• It is wise to share a warm relation with your fellow workers, because you never know when you need them:- You may need them any time. They would come to your help only when you are nice to them. You might need leaves for some personal reasons; you must have a trusted colleague who can handle the work on your behalf. Moreover healthy employee relations also spread positivity around.

What are the Ways of Improving Employee Relations?

1. Employee has expectation of fair and just treatment by the management. Thus, management must treat all employees as individuals and must treat them in a fair manner. Employee favoritism should be avoided.
2. Do not make the employees’ job monotonous. Keep it interesting. Make it more challenging. This can be done by assigning employees greater responsibilities or indulging them in training programs.
3. Maintain a continuous interaction with the employees. Keep them updated about company’s policies, procedures and decisions. Keep the employees well-informed. Informed employees will make sound decisions and will remain motivated and productive. Also, they will feel as a member of organizational family in this manner.
4. Employees must be rewarded and appreciated for a well-done job or for achieving/over-meeting their targets. This will boost them and they will work together as a team.
5. Encourage employee feedback. This feedback will make the employers aware of the concerns of employees, and their views about “you” as an employer.
6. Give the employees competitive salary. They should be fairly paid for their talents, skills and competencies.
7. Be friendly but not over-friendly with the employees. Build a good rapport with the employee. The employee should feel comfortable with the manager/supervisor rather than feeling scared.