#employee experience
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10 QUESTIONS YOU SHOULD ASK DURING YOUR NEXT MARKETING INTERVIEW
Marketing jobs are only getting more competitive and standing out is becoming harder than ever. You’ve got the resume and the interview, but what is one simple way to stand out from your competition: ask the right questions.
While it can be intimidating to flip the script and ask the interviewer questions, it’s important because finding a job is a two-way street. In order to have success, you need to ensure that you’ll gel with the team, be challenged and fit in culturally.
Now’s your chance to learn about the people you’d be working with, management style and your role (the job description may not have outlined everything!) Just as you would answer interview questions, stay positive in your questions to the hiring manager.
Ask 3-5 questions, depending on time and tailor them based on the research and information on the role available.
What type of person succeeds here?
What are the current goals of the company and how does this position fit in?
If I were offered the position, what could I do to be considered a stellar performer and to exceed your expectations?
How would you measure success for this role?
If I started tomorrow, what would my top two priorities be?
What is the biggest challenge someone will face in this job in the first six months?
What are the top three qualities you are looking for in the person you hire to join this company?
What would a typical day look like for this role?
What sort of management style would you say you have?
What’s your preferred style off communicating with staff?
Notice that this list DOESN’T INCLUDE any questions about pay, benefits, background checks or promotions. Focus on this role and exuding a positive attitude on what you can bring to this role, not what you’d get out of working for the company.
It is important to listen when the interviewer is speaking. You want to avoid asking one of these questions if it has already been addressed in the interview!
For more information or resources, check out OUR WEBSITE or LINKEDIN PAGE. And as always, use a recruiter when necessary! Good luck!
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Take your workplace into a new era with Enalytix
Every employee, regardless of their official designation or their remuneration, is valued with a common metric - time. On an average, an employee dedicated 6-9 hours for 4-6 days a week to their work. As a business leader, are you managing their time effectively? That’s where Enalytix can help.
Our AI-powered face recognition attendance system is a smart choice when it comes to more focused time and productivity management. In 2022, the solution any workplace needs should offer:
● Smart biometric check-ins and checkouts.
● Ability to connect and coordinate with staff with 100% security.
● Ability to track store staff productivity.
● Ability to recognise standout performers.
With our AI-based Employee Experience solution focused on productivity and time management, your organisation can transform instantly into an employee-centric workplace that incorporates all of the above in a cohesive and streamlined manner.
Our solution gives you details of which employees are working, where they are working from, and what they are working on. This allows you to track productivity and employee efficiency, all in real-time, like never before! It gives insights into where the maximum efficiency of your employees lies and nurturing the same to boost performance, engagement, and productivity.
With a single intelligent AI-based solution, you get:
● Geofenced facial attendance
● Leave, shift and overtime management
● Location tracking for each in/out marked
● Work and expense reports
● Task management and automated timesheets
● A shared data repository
● Company broadcasts
● Secure peer-to-peer chats
● Employee recognition
You can deploy Enalytix solution with absolutely zero dependency on hardware! All you need is a smartphone and you’re good to go! This makes the solution easy-to-adopt, works for all types of employees and does not need any IT expertise to maintain in the long-term!
Take the next step to evolving your organisation into a AI-powered workplace with Enalytix! Reach out to us at http://www.enalytix.com
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Driving Employee Happiness at Workplace
Employee happiness is not just about providing a few additional perks and annual appraisals. Every organization does that and there has to be a specific differentiating factor between you and others to ensure employee satisfaction indicators are at an optimum level. The global landscape of workforce management is evolving at a rapid pace. Organizations need to adopt an innovative approach to ensure that employees are content. A satisfied employee is the foundation of progressive work culture which in turn aids tremendously in boosting productivity levels. A holistic approach in terms of human resource management has become the need of the hour and we, at Hexaware have been taking several proactive steps on this front.
Hexaware’s work culture is its biggest strength. At work, we have a diverse workforce who, over the years have adapted themselves to deliver terrific results through seamless collaboration. A large credit for this culture goes to our various employee well-being initiatives whose core focus is to foster team spirit. The feeling of oneness can be created by developing empathy and inculcating a habit of looking at the bigger picture. And employees can start looking at the bigger picture only if they are content in their own personal as well as professional spheres.
Our initiatives like the Employee Assistance Program (EAP) are one of the many Hexaware initiatives focused on employee happiness. Through EAP, employees are provided with counseling on various professional as well as personal issues round the clock. Such programs are a great way of conveying our unending support and acknowledgment for their contributions to Hexaware. An employer and employee relationship must transcend geographical limitations especially considering the current virtual environment.
Through programs like #WeDifferent, Hexaware has taken another giant step in spreading happiness in the workforce. The program celebrates diversity and promotes inclusiveness which in turn plays a massive role in making each employee feel welcome. Such inclusive measures are critical in keeping employee spirits high and fostering mutual growth.
For the last 3 decades, Hexaware has created a unique brand identity through its dynamic work culture and employee engagement measures. We thrive on feedback and employees are often encouraged to voice their opinions. Our human resource management tools are designed on this very principle where every feedback is treated as valuable learning. Hexaware’s policy-making is a reflection of our employee voices and this is why have been immensely successful in creating an environment of trust and growth.
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We have found our Monday Motivation for today hope you all find out yours too 😉🙌
#employee testimonial#employee experience#employee engagement#team#joinus#workculture#growth#MondayMotivation#employeespotlight#hr#hrcommunity#hr department#trending#tumblr
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NHS and Employee Surveys
Our latest blog is a case study based on one of our NHS Trust Clients and is a great example of the power of comparing data across different surveys.
Many of our clients run multiple employee surveys, which presents a real opportunity to build a bigger picture of what your employee experience survey data is telling you.
There are key insights as to the shift in engagement between new starters, employees and leavers. Also the impact that managers have on engagement and how disempowerment can have a devastating effect.
To read the full blog, click here>>https://rworld.co.uk/how-to-compare-data-across-different-employee-surveys/
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ExitPro’s exit interview software provides a report of “eNPS by Locations and Department”, it represents various locations where the company operates, offering a comprehensive view of the employee net promoter score (eNPS) across different branches and departments. This visualization enables companies to assess employee sentiment and advocacy levels within each location and department.
By categorizing eNPS scores based on location and department, organizations can identify areas of strength and areas that require attention.
Furthermore, the visualization facilitates comparisons between different locations and departments, enabling organizations to benchmark performance and identify best practices that can be replicated across the company.
Overall, the visualization of eNPS across different locations and departments provides valuable insights into employee sentiment and helps organizations make informed decisions to enhance the employee experience and drive organizational success.
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Survey on Future of HumAIn Work
Asking my network to respond to a 4 question, 5 min survey I created for my new trend report entitled Future of HumAIn work - hopefully the clue of topic is in the title. Survey and more info in this post. Thanks in advance 🙏🏼
This is a short post to update you on my work on a new trend report and share a survey. When researching a new report, it’s inevitable that as one’s knowledge and understanding increases as you research the topic, the scope changes, the hypotheses might differ, etc. I have just updated my landing page to reflect a new direction.
I have also included a survey in that page but am including it in…
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5 Low-Cost Employee Retention Strategies That Actually Work
While competitive salaries are important, money isn't everything when it comes to retaining top talent. As we've seen in the past few years, employees will leave higher-paying jobs if they feel they need to be more appreciated or have a better employee experience elsewhere. If your budget is tight or you want employee retention ideas beyond just raising pay, here are five affordable strategies that really work:
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How can HR Help Improve Employee Experience
In any online search for current trends in HR, “improving employee experience” is highlighted as a critical way of increasing not only engagement, but also the employee value proposition (EVP). In fact, a report based on a survey of 800 global HR leaders recently released by Gartner lists “Employee Experience” as one of the top 5 priorities for 2021 (Source: Gartner 2021 Future of HR Survey).
The pandemic has prompted businesses to realign their human resource strategies and to look at ways to innovate and create a more personalized, flexible and attractive working environment for employees, as well as to position the organization to attract the best talent in the future.
So, what practical steps can you take to help personalize the employee experience in your organization?
01. Recruitment
Consider adapting your recruitment model to reduce dependence on the interview process. The fact is that some people excel at interviews and others find them an impossible hurdle. In either case, interviews are not always the best indicator of future performance. Recruitment, hiring managers, and candidates all benefit from more creativity in the hiring process, and from assessments that consider personality, fit to corporate values, and potential. Consider recruitment activities not focused on specific roles, but on identifying where individuals could fit and add value across the organization.
02. Onboarding
Typical onboarding usually involves the new employee arriving at the office to be introduced to their new team, and then visiting HR to read through numerous documents on company rules and regulations. Consider whether you can personalize the experience by tailoring to suit individual new joiners. Can you allocate a “buddy” from the team whose responsibility includes supporting and guiding new joiners through basics to help them feel taken care of in the initial few months of joining? Try to ensure that what they learn is relevant – both in terms of their role, but also in terms of timeliness. It’s frustrating to be told all about the annual performance review process when they won’t experience this for at least 3 months or maybe more, but it’s very important that they know how their performance will be monitored and what role they are expected to take in the process.
03. Job Roles
Wherever possible give employees the chance to influence their job roles. If an employee can help craft their role and define their own objectives, not only will buy-in be greater, but they are also likely to perform better.
04. Compensation and Benefits
Traditional salary-focused compensation has taken a hit with the impact of the pandemic meaning that salaries have been frozen and sometimes even reduced in real terms. As an alternative, consider offering employees the option to select from a range of benefits to suit their own circumstances, needs and values.
Be aware that these preferences and needs may change over time, and so it’s good practice to revisit periodically. For example, employees may choose from free or subsidized child-care facilities or free fitness classes. Another option could be between flexible working hours or an extended vacation allowance. Benefits need to be sustainable to implement and manage, but this is a potential competitive edge to attract talent.
05. Physical Work Environment
Working environments have long suffered from being victim to the latest trend or idea on the optimum use of space. To some extent new models are being forced by social distancing requirements, and now is a good time to re-look at working spaces and consider the value that individuals place on open plan vs. cubicle, team vs individual, or standing vs. seated space for example. An added layer is location – at home or at head office, in a café or formal rented working space closer to home, or in a rural or urban setting. There is no one solution that works for all organizations, but a flexible mindset to consider options for individual employees and teams is now more important than ever. This also crosses over into recruitment, where one consideration for new employees will be where they can be based.
06. Communication
The pervasive influence and accessibility of technology means that there are now many ways to communicate with employees. Consider whether it is feasible to introduce a wider range of communication options, particularly when employees are working remotely or on flexible hours.
Other than the standard email route, options to consider include corporate and peer to peer online communication channels such as Yammer, personal channels such as WhatsApp or Instagram, use of visual communications rather than text – for example, video or infographics, and the inclusion of QR codes or NFC smart posters to link employees to more detailed information.
07. Performance – Mapping to Managers and Teams
Traditionally performance reviews are used to identify strengths and gaps in performance and identify ways to develop and fill those gaps. Why not consider using the review to also consider mapping the individual to the best team or manager to maximize performance? For example, an employee that values freedom in the workplace is not going to perform to their full potential if placed with a directive manager, whereas some employees require a more directive management style.
08. Learning and Development
Consider broadening your view of learning and development to looking at how you can support informal learning or learning “in the flow of work”. This leads to a more personalized approach and engages employees with their managers and supervisors for development and performance improvement. Giving employees choices as to how they learn a particular skill or gain knowledge is another way to increase buy-in and encourage a culture of self-development. This changes the role of learning and development teams to guides, coaches and producers or curators of content, supporting individuals to identify relevant learning opportunities and resources from a variety of options to suit individual needs and preferences.
09. Systems and Processes
A core factor in improving employee experience is ensuring that HR systems and processes can leverage the latest technology, provide you with the data you need to be able to monitor and adapt your working practices, and are simple and accessible by employees to provide them with visibility and opportunities to interact directly with HR teams.
In summary, improving employee experience is something that touches upon each stage of the employee lifecycle. It’s about creating an environment where employees can influence their experience, and where there is flexibility about where, when, and how they work, and how they are recognized and rewarded.
Thinking creatively about how to improve the employee experience is now a core success factor for HR teams in developing a positive organization and in impacting bottom line results.
To find out more about how our unique HR solution can help you improve your employee experience and simplify your HR operations, click here.
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Unlock Success with Wunderland Group: Your Path to Professional Excellence
In the competitive landscape of today’s job market, securing a fulfilling career path can be a daunting task. However, with the right guidance and resources, navigating through career opportunities becomes more manageable. Enter Wunderland Group, a beacon of hope for job seekers and businesses alike, offering a plethora of services designed to unlock professional success.
Wunderland Group: Empowering Your Career Journey
Embark on a transformative journey with Wunderland Group, where opportunities abound and success is within reach. Our comprehensive range of services is meticulously crafted to cater to diverse professional needs, ensuring that every individual can realize their full potential.
Navigating the Job Market Landscape
In today’s dynamic job market, finding the right opportunity can feel like searching for a needle in a haystack. Wunderland Group streamlines this process, providing invaluable insights and guidance to navigate through the complexities of job hunting with ease. From resume optimization to interview preparation, we equip you with the tools needed to stand out from the crowd.
Tailored Solutions for Businesses
For businesses seeking top talent, Wunderland Group offers customized solutions to fulfill staffing requirements efficiently. Our extensive network and industry expertise enable us to connect businesses with skilled professionals who are poised to make a difference. Whether it’s temporary staffing or permanent placements, we have you covered.
Empowering Professionals Through Knowledge Sharing
At Wunderland Group, we believe in the power of knowledge sharing to foster professional growth. Our platform serves as a hub for industry insights, trends, and best practices, providing professionals with the resources they need to stay ahead of the curve. From informative articles to interactive webinars, we strive to empower individuals with the knowledge to thrive in their careers.
Harnessing the Power of Networking
Networking is a cornerstone of career advancement, and Wunderland Group facilitates meaningful connections through networking events and workshops. Whether you’re a seasoned professional or just starting, our platform offers ample opportunities to expand your network and forge valuable relationships within your industry.
Continuous Learning and Development
In today’s rapidly evolving job market, continuous learning is essential for staying competitive. Wunderland Group offers a myriad of learning resources, including online courses, workshops, and certifications, to help professionals upskill and stay abreast of industry trends. With our support, you can embark on a journey of lifelong learning and development.
FAQs (Frequently Asked Questions)
How can Wunderland Group help me advance my career?
Wunderland Group offers a range of services, including resume optimization, interview preparation, and networking opportunities, to help professionals advance in their careers.
Does Wunderland Group provide staffing solutions for businesses?
Yes, Wunderland Group offers tailored staffing solutions for businesses, including temporary staffing and permanent placements, to meet their specific needs.
Are there any networking opportunities available through Wunderland Group?
Absolutely! Wunderland Group hosts networking events and workshops to facilitate meaningful connections and foster professional growth.
What kind of learning resources does Wunderland Group offer?
Wunderland Group provides a variety of learning resources, such as online courses, workshops, and certifications, to support professionals in their continuous learning journey.
How can I stay updated on industry trends and best practices with Wunderland Group?
By joining the Wunderland Group community, you’ll gain access to informative articles, webinars, and other resources that keep you informed about the latest industry trends and best practices.
Is Wunderland Group suitable for professionals at all career stages?
Yes, Wunderland Group caters to professionals at every stage of their career journey, from entry-level to executive positions.
Conclusion
In conclusion, Wunderland Group serves as a guiding light for professionals navigating through the intricacies of the job market. With our comprehensive range of services, knowledge-sharing initiatives, and commitment to continuous learning, we empower individuals to unlock their full potential and achieve professional excellence.
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Microsoft Viva Learning | Employee Experience Platform |TeBS
Microsoft Viva learning is a employee experience platform (EXPs) which empowers employees and their teams to enhance their effectiveness and reach potential.
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Recent Trends in Talent Management
The last couple of years brought a massive overhaul in the ways businesses function as well as the way they approach workforce management. Empathy, collaboration, and agility became the buzzwords and the organizations that couldn’t board this ship of change saw massive attritions or worse- a premature closure. Talent management has now become a topmost priority for organizations the world over. From real-world to virtual to hybrid models now, organizations are undergoing rapid change, and organizations need to introspect quickly on the effectiveness of their talent management systems. Many organizations have successfully adapted to the emerging trends in this sphere and resultantly are doing much better than their respective industry standards. While the needs of each sector is dynamic and there’s no one solution to all problems, here are the most commonly followed talent management trends that have emerged as a silver bullet to many.
Dynamic HCM
This has been one of the core focus areas for Hexaware and is something that we actively track to analyze and resolve employee concerns. Human Capital Management tools have existed for quite some time but it’s in the last few years that the majority of organizations have started utilizing them to their true potential. These tools are not just a database of employees but their pulse! A successful HCM tool can play a vital role in nurturing and even retaining talent. These tools are now being made to understand the voice of employees and are engaging them more effectively leading to enhanced employee interactions and high satisfaction levels. Dynamic HCM tools have become an increasingly popular method to improve talent experience and a proactive approach in this aspect will take you miles.
Upgradation of L&D Modules
It’s about time organizations evolve from the monthly seminars and training sessions in the name of learning and development. These sessions add absolutely no value and do more harm than good. The recent pandemic was one of the glaring examples of the failure of many L&D systems. It was the first time a large number of our talent pool experienced remote work and many organizations quite visibly suffered because of a lack of training on this front. This ended up wasting some crucial business hours in many cases.
The organizations that successfully surfed the wave of change were the ones that were well trained and prepared in advance. Robust and interactive sessions with real-world applications are the way to go and Hexaware’s Maverick programme does exactly this by empowering the employees and fostering their growth. It is designed to keep the young talent on top of the game from day one. The training programmes provided through Hexavarsity run throughout the year and are not a one-time event. These sessions boost employee confidence and add value to their work. Similarly, even for the more seasoned employees, we have programmes that aim to widen their spectrum and give them deeper insight into critical business functions and their global applications. This plays a pivotal role in shaping them into future business leaders.
Empathetic Approach
Businesses that have championed empathy in their approach have historically been more successful than the ones that were numbers-focused. This is primarily because employees value an organization and show more loyalty if it has ears for them. Affable top management and a crystal clear communication channel are the need of the hour. At Hexaware, employee welfare activities have been an integral part of our functioning for decades. It’s absolutely essential that employees are in the best state of mind and are bereft of any distress. Our initiatives like Amelio Assist Programme where we provide nanny care and home learning for employees with children between 6 months to 6 years is one such endeavour. In addition to this, our Pay it forward initiative, mental and physical well-being sessions and flexible working hours have done wonders in employee satisfaction growth leading to effective talent management.
Diversifying Talent Pool
Conscious hiring decisions that revolve around bringing demographic and cultural variety to your talent pool are on the rise. A diverse talent pool brings a wider perspective to business along with fresh ideas that foster growth. The evolving global business landscape has made it pertinent to have a diverse talent pool that understands and connects to different contexts. This makes every employee feel valued and helps immensely in talent retention and management
Remote Management and Collaborations
Remote work has become an integral part of our workspace. This implies a change in not just work locations but also in management style. Managers need to be more collaborative and inclusive in their approach to their teams. Organizations world over are investing heavily in infusing empathy and enhancing collaborative culture in their leadership teams. These attributes are playing a critical role in employee engagement and many business leaders are now warming up to this reality.
Workforce management trends will continue to evolve at a rapid pace in the coming days. This is why Hexaware has been making conscious decisions to adopt an agile approach that enhances employee satisfaction. And it’s time business leaders across the globe invest in a robust talent management system and ensure the employees are heard.
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Positive feedback from our employees is our main motivation. We truly appreciate the time and efforts they put into their work 😊🙌
#employee testimonial#employee experience#team#joinus#work culture#employee engagement#growth#employee spotlight#business development#flexibility#workculture
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What are diversity equity and inclusion (DEI) surveys?
You may well have heard the term DEI being bandied about but do you know what it really means?
DEI stands for diversity, equity, and inclusion. These are the three pillars to building strong teams that support an organisation’s success.
What is diversity?
Diversity is about respecting differences between people based on things such as their gender, race, ethnicity, religion, sexual orientation, disability, or age.
Where you have a culture of diversity, people from all backgrounds will feel safer and more welcome.
What is equity?
Equity in the workplace refers to providing employees with the opportunities and resources they require according to their unique individual needs.
Where you have a culture of equity people will feel as though they all have the same opportunities to shine and to grow.
What is inclusion?
Inclusion is about ensuring that people feel heard and valued among their peers and managers.
Where you have a culture of inclusion people will feel at ease speaking up and being themselves.
The aim of a DEI survey is to collect data and insights on your organisation’s employee experience by looking at the reality of different demographics.
DEI surveys are an essential part of creating a culture of diversity, equity and inclusion.
To find out more about how to create a well-designed DEI survey and how it can help you identify areas for improvement in your organisation, click here>>
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#employee lifecycle#employee life cycle#hr employee lifecycle#employee lifecycle stages#employee experience lifecycle#employee lifecycle best practice#employee#lifecycle#lifecycle events#employee training#employee law#employee surveys#employee training video#employeebenefits#workplace lifecycle management#employee onboarding video#employee engagement#employee experience#employeeengagement#voice of the employee#asset lifecycle management#Youtube
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Video for communicating with attention sapped employees
As if TikTok, Instagram’s Reels, and Snapchat haven’t zapped Gen Z’s attention spans enough, YouTube's new feature allows users to automatically jump to the best parts of a video. How do you create effective employee comms in light of this?
As if TikTok, Instagram’s Reels, and Snapchat haven’t zapped Gen Z’s attention spans enough, YouTube is now experimenting with a feature that allows users to automatically jump to the best parts of a video. How to create effective employee communications in light of such an environment is what prompted this post.
I work with customers on many aspects of technology adoption and more recently…
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