Employee Wellbeing Archives | NOVATIVE

Virtual Recruitment Explained | Everything You Need to Know

Heba Bakr — Thu, 06 Feb 2025 15:12:21 +0000

Virtual recruitment was never a temporary trend, it’s the result of a gradual evolution that began years earlier. Long before remote work became the norm, companies were already leveraging technology to streamline recruitment processes and connect with talent across borders. In fact, as early as 2017, a survey found that 47.3% of HR professionals believed online recruiting accelerated the hiring process.

In this blog post, we’ll explore virtual recruitment what it is, its benefits, its evolution, and how you can transition every step of your hiring process to a virtual approach.

What’s Virtual Recruitment?

Virtual recruitment is the process of using digital tools and technology to attract, assess, and hire candidates without requiring in-person interactions. It includes everything from online job postings and AI-driven resume screening to video interviews and virtual onboarding.

Benefits of Virtual Recruitment

Easier Access to a Global Talent Pool

With virtual recruitment companies can source candidates from anywhere in the world, enabling them to find specialized skills that might not be available locally.

Faster Hiring Process

Tools like Applicant Tracking Systems (ATS) and automated processes reduce the time spent on manual resume reviews and make coordinating with candidates across different time zones much easier.

Cost Efficiency

Companies save on expenses related to travel, accommodation, physical job fairs, and in-person events.

Data-Driven Decision Making

Virtual recruitment platforms track metrics like time-to-hire, candidate drop-off rates, and interview performance, helping recruiters make informed decisions.

Resilience During Crises

Virtual recruitment ensures that hiring processes continue uninterrupted during crises like pandemics, natural disasters, or political instability.

The Evolution of Virtual Recruitment

Early 2000: The Digital Revolution in Hiring

As the star of the millennia, platforms like LinkedIn, online job boards, and applicant tracking systems (ATS) have transformed how companies find talent. Recruiters can now reach thousands of candidates with a single post far beyond traditional newspaper ads and job fairs.

2010s: Globalization and the Need for Remote Talent

The rise of faster, more reliable internet globally marked a turning point in how companies approached hiring, making virtual communication seamless and enabling effective collaboration across continents.

These tools revolutionized recruitment strategies, allowing companies to build hybrid teams by blending full-time, in-house employees with remote freelancers and contractors. As a result, many aspects of the hiring process shifted online, especially for junior and entry-level roles:

Virtual Interviews: Conducting initial interviews via video conferencing tools like Zoom.

Online Skill Assessments: Evaluating candidates through coding challenges, digital portfolios, or remote assignments.

Remote Work Infrastructure: Businesses invested in collaboration tools like Slack, Zoom, and cloud-based project management systems to maintain productivity.

Early 2020s: The Rise of Remote Workforce

While virtual hiring had been steadily growing for years, the COVID-19 pandemic acted as a catalyst, accelerating its adoption on a global scale. What was once considered a flexible option quickly became a necessity for businesses to survive and adapt.

Companies had to completely rethink their recruitment approach, replacing office tours with virtual orientation programs, shifting HR processes to e-signatures and cloud-based document management, and transforming training and development through e-learning platforms, webinars, and virtual mentorship programs. By the end of the pandemic, these changes became no longer a temporary solution but a long-term strategy, setting the stage for the borderless recruitment era of the mid-2020s.

Mid-to-Late 2020s: What’s Next for Recruitment?

Recruitment is becoming truly borderless, with companies sourcing talent globally across various roles, not just niche positions. Global employment solutions like EOR and PEO are streamlining international hiring, payroll, and compliance, making it easier for businesses to expand their workforce beyond borders.

Meanwhile, AI and automation are streamlining hiring, VR and AR are creating immersive candidate experiences, and global employment solutions are simplifying international hiring. With these changes, how will companies balance innovation with fairness in recruitment?

How Turn each step of recruitment into a virtual process?

Identifying Hiring Needs

To make identifying recruitment needs a virtual process, companies can implement the following strategies:

Use data-driven insights to assess skill gaps, workload distribution, and future hiring trends.

Implement digital survey tools to gather employee feedback on workload and staffing challenges.

Utilize shared digital dashboards to track job roles, required skills, urgency levels, and hiring priorities.

Job Posting & Sourcing Candidates

Many companies already use virtual tools for job posting and sourcing candidates, but to stay ahead of the competition, companies can take the following steps:

Us job posting writing tools to not only optimize job descriptions but also ensure they are reaching a diverse and global talent pool .

Leverage automated job distribution systems to post openings simultaneously on a variety of job boards, social media channels, and professional networks worldwide, increasing visibility and outreach.

Implement candidate sourcing tools to identify and re-engage past applicants or employees with the right skills and experience, reducing the need for entirely new searches.

Screening & Shortlisting Applications

Improved Employee Well-Being

The adoption of cloud-based tools such as NOVASmart leads to transform the process by enabling faster, more collaborative, and data-driven decisions. Here’s how cloud tools can make a difference:

Skill-based assessments and digital tests can be hosted on cloud platforms, enabling candidates to complete them anytime, with results stored and analyzed for quick review.

Hiring teams can review applications and assessments instantly, speeding up the decision-making process.

Cloud platforms enable seamless collaboration, so teams can provide feedback and make decisions together, regardless of location.

The ability to disconnect from work allows employees to focus on activities that nurture their well-being, whether it’s spending time with family, exercising, or pursuing hobbies.

Job Offer & Negotiation

To make Job Offer & Negotiation a virtual process, companies can implement the following strategies to streamline and enhance efficiency:

Use e-signature platforms to enable candidates to review, sign, and return offer letters electronically.

Implement automated offer templates within HR software that can be quickly personalized and sent to candidates, reducing administrative time and ensuring consistency across all offers.

Utilize online document-sharing platforms to collect and share the required papers for the hiring process.

Onboarding & Integration

This is the final part of the recruitment process, setting your new hires up for success. Digital tools help create a smooth transition by providing everything from learning materials to virtual team introductions. This step is crucial in turning a great candidate into a successful, engaged employee. Want to learn more? Check out our article on LinkedIn Remote onboarding, reimagined: Strategies for a smooth start , where we dive deeper into virtual onboarding.

Virtual recruitment is here to stay. It allows companies to reach a wider talent pool, speed up hiring, and reduce costs while keeping processes flexible and resilient.

As businesses continue to refine their approach, the focus will be on balancing technology with a human touch ensuring a smooth, efficient, and fair hiring experience for candidates everywhere.

The post Virtual Recruitment Explained | Everything You Need to Know appeared first on NOVATIVE.

Managing Employee Burnout | From Awareness to Action

Heba Bakr — Wed, 29 Jan 2025 15:18:56 +0000

Most employees genuinely care about their work. A Deloitte survey found that 87% of professionals are passionate about their current roles, highlighting the dedication many bring to their careers. However, passion alone is not enough to prevent employee burnout, with more than 50% of these employees experiencing it more than once in their careers.

To ensure passion does not turn into exhaustion, managers must recognize the early signs of burnout and implement strategies that support employees in staying productive and fulfilled.

In this blog post, we are going to explore the meaning of employee burnout, its types, how to recognize it, and actionable steps managers can take to address it while nurturing their employees’ passion for work.

What is employee burnout

Psychologist Herbert Freudenberger first coined the term in 1974, describing it as a condition experienced by overworked professionals, especially in “helping” fields like healthcare.

He defined it as a state of chronic stress that manifests as extreme physical and emotional fatigue, a sense of detachment from work, and feelings of ineffectiveness.

Today, however, burnout no longer discriminates, it can affect anyone, from corporate executives to freelancers.

How to Spot Employee Burnout

Managers hold a critical position in maintaining the health and productivity of their teams. Spotting the signs of burnout early allows them to intervene effectively and prevent long-term damage to both employees and the organization.

Look for early signs

The first step in tackling burnout is identifying its early signs. A manager’s ability to recognize these signs and respond appropriately can be crucial in preventing burnout from escalating. These signs often present as subtle changes, such as a shift in attitude, diminished enthusiasm, frequent illnesses, or signs of emotional exhaustion.

Monitoring workload and working hours can help managers identify changes in work patterns that could be a red flag for potential burnout such as:

These behaviors can lead to reduced productivity, exhaustion, and even long-term health issues. Employees who skip time off may fear falling behind or feel pressure to constantly perform.

Monitor Workload and Hours

Monitoring workload and working hours can help managers identify changes in work patterns that could be a red flag for potential burnout such as:

Excessive Work Hours or Not Taking Holidays

These behaviors can lead to reduced productivity, exhaustion, and even long-term health issues. Employees who skip time off may fear falling behind or feel pressure to constantly perform.

Underwork and Absenteeism

On the other end of the spectrum, frequent sick leave or working fewer hours than usual can signal disengagement, personal struggles, or even underlying health problems. These shifts in behavior might indicate that an employee feels overwhelmed, unmotivated, or unsupported.

Effective monitoring allows managers to spot both extremes before they escalate into bigger issues. By ensuring workloads are balanced across the team, managers create a healthier, more sustainable workplace where employees can thrive and stay engaged.

Schedule Regular Check-Ins

Frequent one-on-one meetings are an invaluable tool for spotting burnout. These private discussions provide a safe space for employees to share their concerns and struggles. During these meetings, managers can:

Ask Open-Ended Questions

Phrases like “How are you feeling about your workload?” or “What’s been challenging for you recently?” encourage employees to open up.

Observe Nonverbal Cues

Tone of voice, body language, and facial expressions can reveal stress or dissatisfaction that employees may not verbalize.

Provide Reassurance

Let employees know that their well-being is a priority and that support is available.

By fostering trust and openness, managers can gain deeper insights into their employees’ emotional states.

Budgeting for Bonuses and Incentives

Holiday bonuses are a great way for companies to enhance employee morale.However, Bonus payments are typically subject to taxation and may affect withholdings and income tax rates based on individual circumstances. If you’re paying out large bonuses, it’s a good idea to remind your employees how the extra check might affect their tax filing.

For businesses with international employees, cross-border tax complexities can arise due to varying tax rules, exchange rates, and local employment laws, making it challenging to calculate and distribute bonuses correctly. Partnering with global payroll experts, such as Novative, ensures compliance with international payroll standards and helps businesses avoid legal and financial risks, all while providing a seamless experience for their global teams.

How Managers Can Help with Employee Burnout

Lead by Example

Managers set the tone for workplace culture. When leaders demonstrate healthy work habits, such as setting boundaries, taking breaks, and prioritizing well-being, employees feel empowered to do the same.

For example, managers who refrain from sending emails after work hours signal that downtime is valued. Similarly, openly discussing challenges and solutions fosters trust and encourages employees to voice their concerns.

Provide Mental Health Resources

The World Health Organization (WHO) states that Every US$ 1 invested in scaling up treatment for depression and anxiety leads to a return of US$ 4 in better health and ability to work. Recognizing this impact, managers can demonstrate a genuine commitment to employee well-being by offering resources and encouraging their use. These efforts help reduce stigma and empower employees to priorities their mental health.

Cultivate Fulfilling Work for Employees

Creating a fulfilling workplace goes beyond salary and benefits; it involves fostering purpose, autonomy, recognition, and a supportive culture. Employees who find meaning in their work are more engaged, resilient, and motivated to perform at their best.

For example, in a hotel, a front desk employee suggests a small change to the check-in process that makes guests feel more welcome. When the manager implements the idea and recognizes the employee’s contribution in a team meeting, it reinforces their sense of purpose and value, boosting engagement and motivation.

Promote Work-Life Balance

Encouraging work-life balance is a proactive strategy for reducing burnout. When employees have the opportunity to recharge, their productivity, creativity, and motivation all see a boost. Here are the key benefits of promoting work-life balance:

Improved Employee Well-Being

The ability to disconnect from work allows employees to focus on activities that nurture their well-being, whether it’s spending time with family, exercising, or pursuing hobbies.

Higher Job Satisfaction and Loyalty

Well-rested employees are less likely to be distracted, make mistakes, or experience the negative effects of mental fatigue. With renewed focus, they are more efficient and bring their best work to the table.

Higher Energy Levels and Better Focus

If you’re interested in diving deeper into this topic, check out our LinkedIn article to learn more about employee burnout and the fine art of work-life balance.

Overcome Your Desire to Micromanage

Setting clear expectations and providing guidance without excessive control, managers empower their teams to perform at their best. This is because when employees have the freedom to make decisions and take ownership of their work, they experience less stress and greater job satisfaction.

Here’s how to break free from micromanagement and cultivate a culture of empowerment:

Acknowledge the Habit

The first step in overcoming micromanagement is recognizing when and why it happens. Conduct self-assessments, seek feedback from colleagues, and reflect on situations where you might have been overly involved. Awareness is the foundation of change.

Develop a Leadership Mindset

True leadership is about guidance, not control. Instead of focusing on every small detail, shift your mindset to providing direction, setting clear expectations, and supporting your team’s development.

Trust the Process

Mistakes are inevitable, but they are also opportunities for learning and growth. Instead of intervening at every turn, allow employees to experiment, take calculated risks, and learn from experience.

Delegate with Confidence

Trust your team’s capabilities and step back to let them shine. Assign tasks based on employees’ strengths and provide them with the necessary resources and autonomy to complete their work.

Monitor Without Overstepping

Focus on results rather than rigid processes, allowing flexibility in how tasks are accomplished. Use tools like project management software, periodic check-ins, and open communication channels to stay informed without being intrusive.

Employee burnout can be managed with the right strategies. Encouraging open communication, work-life balance, and mental well-being helps employees stay engaged and productive.A workplace that prioritizes well-being fosters motivation and long-term success, benefiting both employees and the organisation.

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Employee Net Promoter Score: Key Insights & Benefits

Heba Bakr — Thu, 09 Jan 2025 11:59:41 +0000

A positive workplace culture makes employees feel valued, motivated, and ready to do their best. This energy radiates into every aspect of the business, laying the foundation for exceptional customer experiences, fostering innovation, and building a lasting brand.

Being an employer is about fostering an environment where people feel purpose and belonging, not just focusing on policies or goals. Motivated and passionate teams drive success in ways that no strategy alone can achieve. A great culture doesn’t just support your vision; it brings it to life.

Employee Net Promoter Score (eNPS) is a valuable tool for understanding and strengthening the connection between company culture and employee engagement. Specifically, by gauging how likely employees are to recommend your organisation as a workplace, eNPS offers key insights into satisfaction, loyalty, and engagement—all of which are shaped by your company culture.

What’s Employee Net Promoter Score (eNPS)

The Employee Net Promoter Score (eNPS) is a metric used to measure employee satisfaction and loyalty within an organization. Moreover, it is adapted from the Net Promoter Score (NPS), which is commonly used to assess customer loyalty. eNPS provides insight into how likely employees are to recommend their workplace, reflecting engagement, morale, and culture.

How to Measure eNPS

Survey Question

Employees are asked a single, simple question: “On a scale of 0 to 10, how likely are you to recommend this company as a great place to work?”

Classification of Responses

Promoters (9-10): Highly satisfied and loyal employees who would happily recommend the company.

Passives (7-8): Neutral employees who are satisfied but not enthusiastic enough to promote the company.

Detractors (0-6): Dissatisfied employees who may discourage others from joining.

How to Calculate eNPS?

eNPS = %Promoters − %Detractors

Example

Imagine a company conducting an eNPS survey to understand how its employees feel about their workplace. After gathering the responses, the results show that 50% of employees are promoters. They love their company and would eagerly recommend it to others. 30% fall into the passive category, meaning they are satisfied but not enthusiastic enough to actively promote the company. Finally, 20% are detractors, who are dissatisfied and unlikely to recommend the workplace.

To find the eNPS, the company subtracts the percentage of detractors from the percentage of promoters. In this case, 50% (promoters) minus 20% (detractors) equals a score of +30.

Budgeting for Bonuses and Incentives

What is a Good Employee Net Promoter Score (eNPS)?

A good eNPS score typically depends on the context of your organisation and industry, but here are some general guidelines:

+50 or higher: Excellent. A score in this range shows most employees are satisfied, loyal, and likely to recommend the company.

+30 to +50: Good. This range suggests a positive level of employee satisfaction, with more promoters than detractors. However, there’s still room for improvement.

+0 to +30: Average. The company has more promoters than detractors, but employee satisfaction might be mixed, and there’s an opportunity to address areas of concern.

-10 to +0: Needs Improvement. There are more detractors than promoters, meaning employee satisfaction may be low. Immediate attention is required to improve morale and engagement.

Below -10: Poor. A negative score indicates that dissatisfaction is widespread, and significant efforts are needed to address underlying issues.

How to Conduct eNPS Surveys Effectively?

Make it Easy

Keep the survey simple and anonymous. A single, clear question (“How likely are you to recommend this company as a place to work?”) makes it easy for employees to respond.

Regular Surveys

Conduct eNPS surveys regularly, such as quarterly or bi-annually, to track changes and gather actionable feedback over time.

Collect Follow-Up Feedback

Ask open-ended follow-up questions to understand the reasons behind the score. This can provide valuable insights into areas for improvement.

Act on Feedback

Analyze responses and address the issues raised by detractors. Be transparent about the actions being taken and communicate any improvements made.

Track Trends

Monitor trends over time rather than focusing on individual scores. This helps identify long-term patterns and areas that need attention.

Close the Feedback Loop

Share the eNPS results with employees and explain what changes are being made based on their feedback. This builds trust and shows that their opinions matter.

Employee Net Promoter Score (eNPS) is more than just a number; it’s a reflection of your organization’s culture, morale, and employee satisfaction. By regularly measuring eNPS, analyzing feedback, and taking actionable steps to improve, businesses can create a workplace where employees feel valued, supported, and inspired.

A positive eNPS not only fosters a thriving internal culture but also strengthens customer relationships, boosts productivity, and ensures long-term success. When employees feel empowered and connected, their enthusiasm drives innovation, collaboration, and exceptional performance.

To elevate employee engagement and performance, explore NOVAsmart’s Performance Appraisal Module. This tool provides meaningful insights, assesses employee satisfaction, and supports continuous improvement—all essential for building a thriving workplace that attracts and retains top talent.

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Christmas Holiday Leave Around the World | Unique Traditions, Calendars, & Policies

Heba Bakr — Thu, 05 Dec 2024 14:56:13 +0000

Christmas is a season of joy, togetherness, and celebration. But when it comes to Christmas holiday leave policies and traditions, the practices around the world vary as much as the twinkling lights on a Christmas tree. From Western-style festivities to unique cultural adaptations, this article explores how people take leave during the Christmas season worldwide, even when calendars differ.

Understanding Christmas Holiday Leave Policies

In most countries, where Christmas is a widely recognized holiday, workers enjoy either paid or unpaid leave during the festive season. However, differences in labor laws, religious observances, and calendar systems influence how this is implemented.

Regions like North America and Europe designate December 25th as a statutory holiday, often with additional days off. The structure of holiday leave varies, with some employers offering extended breaks to align with seasonal celebrations or year-end closures.

The Global Diversity of Calendars

Christmas is celebrated on various dates across the globe, influenced by different cultural traditions and calendars. From December 25th to January 19th, these celebrations often require unique holiday leave policies to accommodate the diverse ways people observe the holiday. Below are the key dates when Christmas is celebrated in different cultures:

December 25th: The Gregorian Calendar Christmas

December 25th is the most widely recognized date for Christmas, celebrated in countries like the USA, UK, and most of Europe. Leave policies often extend to Boxing Day on December 26th, providing employees with a festive break to enjoy time with family and friends.

January 7th: The Julian Calendar Christmas

For many countries that follow the Julian calendar, January 7th marks the celebration of Christmas. In places like Russia, Egypt, and Ethiopia, this date is observed as a public holiday, with leave policies designed to allow employees to participate in cultural traditions and spend time with loved ones.

January 6th: Armenian Christmas

In Armenia and some surrounding areas, Christmas is celebrated on January 6th. Leave policies typically offer time off for employees to enjoy the occasion and participate in local festivities, often coinciding with New Year’s celebrations for an extended break.

December 24th: Christmas Eve in Nordic Traditions

In Nordic countries and Germany, December 24th, or Christmas Eve, is the main day of celebration. Many businesses close early or provide the entire day as a holiday, with leave policies often extending to cover the festive period from Christmas Eve through Boxing Day.

January 19th: Old Julian Calendar Observance

Some communities still celebrate Christmas on January 19th, following the Old Julian calendar. Leave policies in these areas typically allow employees time off to observe the occasion.

Budgeting for Bonuses and Incentives

Unique Cultural Christmas Holiday Leave Policies and Celebrations

Some nations incorporate Christmas into broader cultural practices, resulting in unique leave structures.

Philippines

The Philippines boasts the world’s longest Christmas season, starting in September and ending in January. While official holidays include Christmas Day and New Year’s Day, employees often use vacation days to participate in Simbang Gabi (Night Mass) and other traditions.

Venezuela

In Venezuela, Christmas is celebrated with community-driven traditions like parrandas (musical street performances). Public holidays cover Christmas and extend to the New Year.

Australia

With Christmas falling during summer, Australians blend holiday traditions with vacation culture. Many employers close for the week between Christmas and New Year’s, enabling workers to enjoy beach outings and barbecues in the sun.

How Global Companies Handle Christmas Holiday Leave

Managing holiday leave in a global workplace requires thoughtful planning to respect cultural diversity while keeping operations running smoothly. As festive seasons like Christmas approach, companies with international teams must balance various traditions and observances to ensure fairness. A flexible holiday policy promotes a positive work environment and supports employee well-being across regions.

One effective way to accommodate diverse cultural needs is by implementing floating holidays. This policy allows employees to take leave for celebrations that are personally significant to them—such as Christmas in the US, Diwali in India, or Eid in other regions—rather than following a one-size-fits-all schedule. Offering this flexibility fosters inclusivity, strengthens employee morale, and shows respect for individual traditions.

To avoid disruptions during the holiday season, early planning and proactive communication are key. Encourage employees to submit leave requests in advance and use tools like NOVAsmart’s to track and manage time-off schedules across different time zones. Collaborating within teams to coordinate coverage can prevent staffing gaps and ensure a smooth workflow, helping every department navigate the busy holiday period with ease.

Want to know more? Check out our blog on 6 PTO Policies for a Smooth Holiday Season to learn how you can streamline holiday leave management in your organization.

Create a Clear, Customized Holiday Calendar with NOVAsmart

Tailoring your holiday leave calendar to reflect the public holidays and cultural celebrations of each country is essential for inclusivity. It also ensures compliance with local labour laws where your employees are based.

Managing diverse schedules becomes effortless with tools like NOVAsmart Shared Leave Calendar , which provides a centralized Schedule View.HR teams can easily track public holidays and employee leave across multiple time zones, ensuring clear visibility. This feature helps identify potential conflicts early, allowing teams to plan coverage efficiently and maintain smooth operations even during busy holiday seasons.

Conclusion: Managing Currency Exchange Rates in Payroll

In conclusion, Christmas holiday leave policies offer a unique opportunity to embrace the diverse ways people celebrate this festive season worldwide. By tailoring these policies to reflect various observances and utilizing tools like NOVAsmart’s Shared Leave Calendar, organizations can manage global teams effectively while respecting individual traditions. This approach not only ensures operational efficiency during the holidays but also fosters a sense of belonging and appreciation among employees, creating a more harmonious and connected workplace.

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Parental Leave in the 2020s | Adapting to Modern Family Needs

Heba Bakr — Thu, 10 Oct 2024 07:44:15 +0000

This decade has brought significant changes to parental leave policies around the world. Governments and companies alike are recognizing that to support modern working families, traditional leave policies need to evolve.

From expanded leave for both parents to flexible work arrangements, these changes are shaping a more inclusive environment.

This blog explores how laws are evolving to meet modern family needs, with examples of countries leading these reforms.

Expanding Parental Leave for Dads

In the past, maternity leave was the primary focus, while paternity leave was often limited or non-existent. However, in the 2020s, more countries are expanding policies to ensure fathers can take time off to be with newborns.

For example, in 2022, Japan introduced a new act granting fathers the right to take up to four weeks of paid paternity leave following the birth of their child. Since this act the Percentage new fathers taking paternity leave increased from has doubled according to Statista.

While also in 2020, the UAE became the first Arab country to offer paternity leave to private sector employees. This made fathers entitled to five working days of parental leave, to be taken within the first six months of their child’s birth.

Flexible and Inclusive Parental Leave

The 2020s are also seeing more flexible and inclusive parental leave options. This includes policies that allow parents to take time off intermittently rather than in one continuous block. As a result, flexibility helps parents juggle the demands of both work and childcare, making the return to work smoother.

Moreover, policies are becoming more inclusive of non-traditional families, such as adoptive parents.As of January 2023, Swiss parents who adopt a child under 4 can take two weeks of paid adoption leave. In addition, payments are handled through the Social Loss of Earnings Allowance System.

Remote & Hybrid Work

The pandemic at the start of this decade has normalized remote work, and this has had a significant impact on how working parents manage both their professional and personal lives. Consequently, many companies now offer remote or hybrid work options, allowing parents to work from home, which can ease the transition back to work.

The Future of Parental Leave

Looking ahead, the future of parental leave and support for working families appears promising, with advocacy for policy changes gaining momentum. Many organizations and movements are pushing for national government policies that support paid parental leave. Several trends and developments are shaping this evolving landscape, and here’s what we can expect:

Increased Focus on Inclusivity

Future policies will likely be more inclusive, recognizing the diverse structures of modern families. This includes not just recognizing non-birthing parents but also supporting single parents, adoptive families.

Enhanced Flexibility

Flexibility will continue to be a key feature of parental leave policies. Companies may offer various options, such as phased returns to work, extended leave periods, and the ability to use leave intermittently.

Integration of Technology

Advancements in technology will play a significant role in shaping parental leave. Companies might utilize digital platforms Such as Novasmrt’s to manage leave requests, provide resources for new parents, and offer virtual support services, making it easier for families to access the support they need.

Workplace Culture Shifts

The future will likely see a cultural shift within organizations, where supporting parents becomes a core value. This shift can foster an environment of empathy and understanding, encouraging open discussions about the challenges of balancing work and family life.

Conclusion |

In Conclusion, the 2020s have ushered in a new era of parental leave that is more inclusive, flexible, and responsive to the diverse needs of modern families. As companies adapt to these evolving expectations, managing parental leave efficiently has become more complex, particularly for global organizations navigating diverse regulations. To meet these demands, many are turning to technology for support. Innovative solutions like Novasmart’s absance management software offer a streamlined way to handle leave policies, ensuring compliance across regions while providing a smoother experience for both employers and employees in this rapidly evolving landscape.

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The power of EQ | Building an Emotionally Intelligent Workplace

Heba Bakr — Thu, 29 Feb 2024 08:12:37 +0000

Introduction :Building an Emotionally Intelligent Workplace

Many believe that emotions and intelligence are opposites, but researchers in emotion psychology have recognized emotions as it’s Owen unique form of intelligence known as emotional intelligence (EQ). In the workplace these findings highlight that understanding and managing emotions is vital for a well-rounded and effective environment.

Forbes magazine emphasized this by mentioning that 90% of top achievers show strong emotional intelligence. This highlights the importance of fostering an emotionally intelligent workplace for an employee’s overall success.

In the following article, we will discover what emotional intelligence (EQ) is and how having an emotionally intelligent workplace contributes to the establishment and maintenance of a collaborative and high-performing work environment.

What’s emotional intelligence (EQ)?

Emotional intelligence is the ability to understand, use, and manage your own emotions in healthy ways, recognize and understand the emotions of others, and use this knowledge to navigate relationships and interactions effectively. It includes 5 key skills:

Self-awareness

The ability to know what you are feeling and why—and how it affects what you are trying to do. You sense how others see you, so you align your self-image with a larger reality.

Self-control

The capacity to regulate disruptive emotions and impulses. Which ensures the effectiveness of your actions in the face of stressful or hostile conditions.

Empathy

The comprehension abilities of others’ emotions require the capacity to step into their shoes and perceive situations from their point of view.

Motivation

The drive to improve and achieve with a commitment to your goals, or readiness to act on opportunities, and optimism and resilience.

Social skills

The skills needed to handle and influence other people’s emotions effectively.

Advantages of having an emotionally intelligent workplace

By understanding and honing EQ skills, individuals and teams can navigate challenges and enhance performance. The recognition of EQ’s pivotal role is not merely coincidental. It‘s ranking in the top 10 most in-demand work skills by the World Economic Forum, reflects its integral part in helping to create:

Effective leadership & decision-making

Leadership decisions go beyond rational factors; it includes understanding the emotional implications of choices. Developing leadership EQ allows leaders to become more effective, provide support, maintain composure, and positively influence the emotions of those around them.

Supportive well-communicated work environment

Practicing EQ helps the team interact with each other professionally, modulating one’s tone of conversation based on the emotional state of the counterparty and communicating clearly to prevent conflicts. This fosters a supportive workplace and a positive culture.

Administrative efficiency

Emotional intelligence (EQ) enables you to understand your employees better, allowing you to tailor processes to improve efficiency in administrative tasks, handle challenges, and address inquiries. This, in turn, significantly enhances the overall efficiency of the organization.

Enhanced performance & reduced turnover

Investing in EQ skills can unlock the full potential of every employee. Employees with strong emotional intelligence are better equipped to handle workplace stress, maintain productivity under pressure, and adapt to changes, resulting in higher levels of engagement, loyalty, and better long-term performance.

Holistic performance measurement

Emotional intelligence (EQ) is a valuable addition to performance measurement, considering not only technical skills and task accomplishments but also the interpersonal and emotional aspects of an employee’s performance. Providing managers with a broader perspective not only gauges current performance but also predicts future success.

How to create an emotionally intelligent workplace?

Building an emotionally intelligent workplace involves more than constant niceness; it’s about recognizing how emotions’ impact on thoughts, speech, and actions. Leadership support is pivotal for this cultural shift. Establishing specific, measurable goals for emotional intelligence development is key, as is providing a roadmap and ensuring organizational accountability.

work on emotional awareness

Emotional awareness, a key component of emotional intelligence (EQ), plays a crucial role in enhancing team dynamics by enabling teams to navigate the intricate social and emotional processes at play. This strengthens team cohesion and paves the way for success.

Teach emotional intelligence skills

Assess the team’s current emotional intelligence, identify challenges, and implement exercises that address it for ongoing emotion regulation. Involve every team member in the process and integrate this development exercise into everyday practices and interactions with clear metrics to measure progress in team members’ emotional intelligence development.

Implement conflict resolution strategies

Effective conflict resolution plays a pivotal role in building emotional intelligence. It empowers individuals to navigate disagreements constructively. This leads to positive resolutions that not only strengthen relationships but also create a positive emotionally inelegant environment.

Encourage your team to reflect and debrief.

Reflecting on both positive and negative experiences fosters self-awareness and emotional vocabulary. Sharing reflections through open dialogue builds trust and a supportive environment. This collective effort strengthens your team’s EQ.

Conclusion | 4 Strategic Advantages of Global Hiring

In conclusion, the landscape of professional success has shifted, with technical skills alone proving insufficient. Recognizing emotional intelligence (EQ) as the new differentiator is imperative.

As we move forward, encouraging continuous EQ growth becomes integral, ensuring both individual and organizational triumphs in the dynamic world of work.

The post The power of EQ | Building an Emotionally Intelligent Workplace appeared first on NOVATIVE.

6 PTO polices for a smooth holiday season

Heba Bakr — Thu, 07 Dec 2023 07:14:58 +0000

With the holidays’ festivities approaching, it’s not unusual to see decorated desks left unattended. It’s the perfect time for people to go on trips or enjoy quality time with family and friends. Yet, for employers, it’s like everyone’s trying to catch the same holiday wave, and suddenly, scheduling turns into a bit of a festive puzzle.

So not to have a Silent night at the office while keeping your employees happy you can consider these 7 PTO polices that will get you through this PTO rush.

#1 Establish a cutoff date

Establishing a clear timeline for PTO approvals and requests within the team assures a celebration devoid of eleventh-hour astonishments. This a win-win situation, ensuring a holiday work crew’s precision by instituting unequivocal deadlines.

Maintaining proactivity in PTO processing becomes essential, guaranteeing seamless approvals and empowering employees to strategically organize around their schedules.

#2 Adapt a floating holiday system

In today’s workplace, Diversity is at its peak, reflecting varied cultural and personal backgrounds. However, during major holidays with extended closures, employees may feel pressured to use vacation time, even if these holidays hold little personal significance.

Introducing floating holidays eases the Christmas time-off rush and adds flexibility for everyone. For those not celebrating Christmas, it’s a chance to customize time off to personal preferences.

Imagine an employee happily taking time for family or cultural celebrations, creating joyful moments without you having the stress of scheduling gaps created by the holidays.

#3 Set a plan for Requests Prioritization

Navigating time off during the holidays demands a fair process. Defining the criteria, you use to approve or deny leave ensures a seamless balance between festive celebrations and smooth operations.

You can take the traditional route, basing your assessment on employee hierarchy or seniority, or on a first-come, first-served basis, but this system might lead to operational disruptions, overlooking individual circumstances or varying workloads.

Embracing modern approaches like a rotational schedule for time off, aligning with business needs, and encouraging team coordination ensures that everyone gets a turn, fostering appreciation among your team.

#4 Encourage flexibility

Since everyone has different holiday plans, giving your employees some options to alter or adapt their workdays to match their needs to celebrate their usual holiday traditions while making sure you have enough employees on staff. You might consider:

Partial-Day PTO: Employees can contribute during crucial work hours while maintaining productivity levels even during peak holiday periods.
Remote work for those employees who can perform their tasks outside of the office allows them to participate in holiday festivities without taking a day off.
Shift swaps Employees can swap shifts to accommodate their holiday preferences.

For example, an employee can celebrate their usual holiday traditions then have a later shift during the day.

#5 Offer Incentives and Rewards for Working

While the idea of working during the holiday season might not be everyone’s cup of cocoa, high consumer demand requires us to be ready with more productive workers.

So, to encourage workers to take up the hours during the season, you might consider some incentives like:

Cash bonuses whether it’s a few dollars or a large sum it adds a touch of sparkle to your employee’s hard work
Holiday pay rate Holiday pay is a great way to make it worth your employees’ time.
Parties and events Alleviate the potential stress of working during busy holiday periods with celebrations in the workplace, creating a festive atmosphere.
Extra PTO encouraging employees to approach holiday shifts with a positive mindset, knowing that they have the opportunity to relax and rejuvenate afterward.

#6 Implement a clear request system

But before doing all the previous you must have a seamless process for employee time-off requests. This process includes guidelines outlining the method for requesting time off, identifying the designated recipient for these requests, and articulating the criteria governing the approval or rejection of vacation leave.

Conclusion - 6 PTO polices for a smooth holiday season

While using an Excel spreadsheet may seem convenient, it often proves time-consuming and susceptible to human errors, potentially leading to scheduling mishaps. Opt for a more efficient and foolproof approach to ensure a smoother holiday season.

Want a Stress free holiday season?

The post 6 PTO polices for a smooth holiday season appeared first on NOVATIVE.

Diversity in the Hospitality Industry: How to Promote It

Ahmed Khaleel — Thu, 06 Jul 2023 13:46:22 +0000

Diversity in the Hospitality Industry

Diversity in the hospitality industry is a must because it is a customer-centric industry. It relies on people to provide exceptional customer service.

As travelling nowadays becomes easier, it becomes imperative to promote and demonstrate cultural sensitivity when interacting with clients (not only clients, but between the employees themselves).

Promoting diversity in your hospitality business will not only enhance your customer experience but also enhance employee engagement. Research has demonstrated that diverse workforces exhibit heightened creativity, accelerated problem-solving, increased innovation, and enhanced decision-making capabilities. According to studies, diverse teams make better decisions than non-diverse teams up to 87 % of the time.

Interested in learning how to promote diversity in the hospitality industry? Check out our article to learn more.

#1 Assess Current Policies

If you want to move to a more diverse organization, begin by digging deep into your current practices, policies, and procedures to get a comprehensive understanding of your situation. Examine all the hospitality business areas, such as talent acquisition, hiring, onboarding, promotion, performance evaluation, work-life balance, etc.

This means that you will need to create a new policy or amend the current ones to support diversity and inclusion in the workplace. For example, but not limited to:

Offer different holidays that allow employees to take time off based on their religious or cultural situation, which promotes more diversity.
Offer your organization’s policies in a translated version so every employee can communicate in his or her preferred language.

#2 Build a Bond of Trust to Promote Diversity in the Hospitality Industry

Creating workplace diversity policies is half the way to a more diverse workplace. In addition to assessing your current policies, creating a bond of trust and enhancing mutual respect is essential for promoting diversity in the hospitality industry. All your team members must share and apply the values of understanding and respect to avoid any potential conflict. If a conflict arises because of the language barrier, for instance, you will have to act as an intermediary while respecting the cultures of each party.

To build trust within your team, encourage speaking up and communicating verbally. Be aware of any signs of misunderstanding and don’t let it fester. You can hold regular one-on-one meetings with your employees to ensure their well-being.

Another tip is that you can have your employees volunteer together in your communities to forge deeper connections with one another. This can help create opportunities for your diverse workforce to understand each other.

#3 Have A Look at Your Own Team.

The hospitality industry lags behind other sectors when it comes to addressing diversity. According to studies by the Castle Project, the report found that in 2021, representation of black leaders in the hospitality industry fell from 2.7 percent at the director level to 1.6 percent at the chief (C-suite) level.

Additionally, the hospitality industry deals with people from different cultures, races, ages, etc. Thus, it is incongruous to claim diversity and inclusion without demonstrating it through your employment practices.

You can start by transforming and changing your own workplaces. There are a lot of different ways to promote diversity in your business, such as by promoting pay equity, making your managers and employees aware of unconscious bias, developing a diversity training program, and more.

#4 Create A Recruiting Strategy for Diversity in the Hospitality Industry.

Did you know that more than 3 out of 4 job seekers and employees (76%) report that a diverse workforce is an important factor when evaluating companies and job offers? Some recruiting strategies that can promote diversity are:

Building a diverse talent pool: Although it is a good idea to have a predefined list of skills and characteristics, remember to be flexible. Be open to all cultures, differences, and, of course, different experiences.
Mitigating Bias: investing in training to inform your employees of these biases and what actions continue to reinforce them can be a vital step towards promoting diversity.
Using Recruitment Software: If you are not investing in recruitment software, you should consider doing so. With such a tool, you can expand your search for candidates. Get your hospitality vacancies in front of different candidates. Additionally, recruitment software will help you automate your recruitment process, giving your team the opportunity to focus more on diversity. Did you know that 41% of companies claim they don’t have the time to implement diversity initiatives?

#5 Measure, Track, Assess, and Adapt.

Promoting diversity in the hospitality industry is not a quick fix. It’s an ongoing process that requires you to set diversity-related goals and establish metrics to measure progress in the process. Regularly review data on employee performance, employee satisfaction, and retention rates to identify areas that need improvement.

Another tip is to seek regular feedback from your team and create opportunities for open discussions, as we mentioned above, by building a bond of trust.

Conclusion - Hospitality employee performance reviews

Have you found this article useful? Then stay tuned for more articles on how to streamline the entire HR process in the hospitality industry.

Are you ready to promote hospitality diversity by digitizing the HR process to focus more on your strategic tasks? We can support you every step of the way!

Novative offers both smart and powerful HR management software and global payroll outsourcing services for the hospitality industry. Learn more.

Diversity in the Hospitality Industry: How to Promote It

Diversity in the hospitality industry is a must because it is a customer-centric industry. It relies on people to provide exceptional customer service.

As travelling nowadays becomes easier, it becomes imperative to promote and demonstrate cultural sensitivity when interacting with clients (not only clients, but between the employees themselves).

Interested in learning how to promote diversity in the hospitality industry? Check out our article to learn more.

#1 Assess Current Policies

This means that you will need to create a new policy or amend the current ones to support diversity and inclusion in the workplace. For example, but not limited to:

Offer different holidays that allow employees to take time off based on their religious or cultural situation, which promotes more diversity.
Offer your organization’s policies in a translated version so every employee can communicate in his or her preferred language.

#2 Build a Bond of Trust to Promote Diversity in the Hospitality Industry

#3 Have A Look at Your Own Team.

#4 Create A Recruiting Strategy for Diversity in the Hospitality Industry.

Building a diverse talent pool: Although it is a good idea to have a predefined list of skills and characteristics, remember to be flexible. Be open to all cultures, differences, and, of course, different experiences.
Mitigating Bias: investing in training to inform your employees of these biases and what actions continue to reinforce them can be a vital step towards promoting diversity.
Using Recruitment Software: If you are not investing in recruitment software, you should consider doing so. With such a tool, you can expand your search for candidates. Get your hospitality vacancies in front of different candidates. Additionally, recruitment software will help you automate your recruitment process, giving your team the opportunity to focus more on diversity. Did you know that 41% of companies claim they don’t have the time to implement diversity initiatives?

#5 Measure, Track, Assess, and Adapt.

Another tip is to seek regular feedback from your team and create opportunities for open discussions, as we mentioned above, by building a bond of trust.

Conclusion - diversity in the hospitality industry

Have you found this article useful? Then stay tuned for more articles on how to streamline the entire HR process in the hospitality industry.

Are you ready to promote hospitality diversity by digitizing the HR process to focus more on your strategic tasks? We can support you every step of the way!

Novative offers both smart and powerful HR management software and global payroll outsourcing services for the hospitality industry. Learn more.

diversity in the hospitality industry

Diversity in the hospitality industry is a must because it is a customer-centric industry. It relies on people to provide exceptional customer service.

As travelling nowadays becomes easier, it becomes imperative to promote and demonstrate cultural sensitivity when interacting with clients (not only clients, but between the employees themselves).

Interested in learning how to promote diversity in the hospitality industry? Check out our article to learn more.

#1 Assess Current Policies

This means that you will need to create a new policy or amend the current ones to support diversity and inclusion in the workplace. For example, but not limited to:

Offer different holidays that allow employees to take time off based on their religious or cultural situation, which promotes more diversity.
Offer your organization’s policies in a translated version so every employee can communicate in his or her preferred language.

#2 Build a Bond of Trust to Promote Diversity in the Hospitality Industry

#3 Have A Look at Your Own Team.

#4 Create A Recruiting Strategy for Diversity in the Hospitality Industry.

Building a diverse talent pool: Although it is a good idea to have a predefined list of skills and characteristics, remember to be flexible. Be open to all cultures, differences, and, of course, different experiences.
Mitigating Bias: investing in training to inform your employees of these biases and what actions continue to reinforce them can be a vital step towards promoting diversity.
Using Recruitment Software: If you are not investing in recruitment software, you should consider doing so. With such a tool, you can expand your search for candidates. Get your hospitality vacancies in front of different candidates. Additionally, recruitment software will help you automate your recruitment process, giving your team the opportunity to focus more on diversity. Did you know that 41% of companies claim they don’t have the time to implement diversity initiatives?

#5 Measure, Track, Assess, and Adapt.

Another tip is to seek regular feedback from your team and create opportunities for open discussions, as we mentioned above, by building a bond of trust.

Conclusion - diversity in the hospitality industry

Have you found this article useful? Then stay tuned for more articles on how to streamline the entire HR process in the hospitality industry.

Novative offers both smart and powerful HR management software and global payroll services for the hospitality industry. Learn more.

Are you ready to promote hospitality diversity by digitizing the HR process to focus more on your strategic tasks?

We can support you every step of the way!

The post Diversity in the Hospitality Industry: How to Promote It appeared first on NOVATIVE.

How to retain employees in the Hospitality Industry

Ahmed Khaleel — Wed, 19 Apr 2023 22:00:26 +0000

Retain Hospitality Employees

Retaining hospitality employees is a critical aspect of success. A high level of turnover can lead to a decrease in productivity and customer satisfaction and an increase in the costs associated with recruitment and training.

According to the Bureau of Labor Statistics, the sector has an annual turnover rate of 73.8%, with over 6% of staff leaving every month.

The number itself is concerning, but the issue goes beyond that. When almost 75% of the employees leave every year, it raises the question, What is the financial impact of this high turnover rate on the hospitality industry?

According to a study by Cornell University’s School of Hospitality Management, employee turnover costs hospitality companies an average of $5,864 per employee. It’s a substantial amount of money that could be applied to different projects to improve the overall profitability of the business. Furthermore, the hospitality industry has a long-standing track record of experiencing high levels of employee turnover and frequently encounters challenges in retaining employees.

With all that being said, you may be curious about what measures can be taken to improve your rate of employee retention. Every business is different; however, presented below are some tips and tracks that may help you through the process of how to retain your employees in the hospitality industry and keep your employees happy and wanting to stick around in the industry.

#1 Retain Hospitality Employees with an Effective onboarding process.

Research by the Brandon Hall Group found that companies with a strong onboarding process improve new hire retention by 82 percent.

The first thing to do to retain your hospitality employees is to have an effective onboarding process. We can say that the secret to a well-crafted onboarding process is a good first impression. First impressions have a lasting impact on how a person thinks about something.

The better the first impression and the longer you maintain a positive impression, the more likely it is that you will keep and retain your employees.

You can start before your employees take their first step in your company by going through a checklist of things like an offer letter, an employee agreement, a welcome email from the direct manager, and so on. Then you can move on to the “welcome onboarding process,” where you help your new hires transition into new roles.

Want to get deep into learning more about crafting a well-rounded onboarding process? Discover how our steps to mastering the hospitality onboarding process can help!

#2 Retain Hospitality Employees with Fair Compensation

It’s no secret that one of the most effective ways to retain hospitality employees is by offering competitive compensation and benefits packages. Research indicates that 95% of employees consider compensation important to their job satisfaction.

The more you offer a competitive salary package that includes health insurance, paid time off, retirement plans, and so on, the more your employees will feel valued and be more likely to remain loyal to your company.

#3 Retain Hospitality Employees with Continuous Reskilling and Upskilling

Reskilling and upskilling are effective strategies to retain hospitality employees by providing them with opportunities for career advancement and personal development.

A recent Udemy survey showed that the upskilling demand grew to a whopping 38% in 2020. As a comparison, in 2019, this figure was only 14%.

In addition to this, providing continuous reskilling and upskilling will help you face any urgent cases. For example, during the pandemic, employees had to step into unfamiliar roles and tasks. Unfortunately, they frequently lacked the necessary preparation, leading to heightened stress levels and decreased self-assurance.

But pre-training and preparation for employees can make them feel empowered when taking on new roles. Another tip is encouraging cross-departmental or job training so people know more about other roles, which can provide them with a sense of confidence if they have been asked for help.

#4 Retain Hospitality Employees with Recognition and Appreciation

Another tip that helps you retain hospitality employees is recognizing and appreciating their achievements. It is easy to change jobs, especially in the hospitality industry. If your employee doesn’t feel he or she is appreciated, they will search for it in another place.

Everyone likes to be appreciated for doing a good job, so implement a staff recognition program as part of your employee retention strategy.

There are many ways to appreciate your employees, for example, but not limited to:

A simple “thank you” can make your employees feel valued and positive about the company. Thank your employees and encourage your managers to thank their teams.

Another way is by shouting out employees on the company’s social media profiles, which is one of the simplest free employee appreciation ideas that can enhance employee wellbeing.

#5 Automate HR Tasks

Automating HR tasks in the hospitality industry can actually provide a sense of freedom to employees.

By implementing mobile-centric automated HR software, employees can easily avoid the hassle of searching for and filling out the right paperwork and tracking the right employee to submit it to. This not only saves time for both employee and employer but will also help the HR department get rid of routine tasks and focus more on strategic ones. Plus support the business and the employees in more meaningful ways.

#6 Be flexible

Effective staff scheduling is crucial to the success of any hospitality business, as it helps to ensure that the right people are available to meet the needs of customers. But at the same time, life is messy. Employees ask for last-minute time off from work maybe because their children get sick, schools close, or an employee can’t just get to work.

Understanding and trying to balance the needs of your hospitality business with those of your employees can help you create effective hospitality staff scheduling that will lead to employee retention and reduce high rates of absenteeism.

With Novative Scheduling Software for Hospitality you will have the ability to allow managers to quickly and easily communicate important information. Automatically notify staff if changes to the schedule have been made, and more.

Conclusion - Payroll Trends 2023

Have you found this article useful? Stay tuned for more! At Novative, HR in hospitality is a subject we discuss regularly. Follow us to make sure you don’t miss any of our content on this subject!

Are you ready to increase productivity and save time by automating your hospitality HR processes while retaining your employees? We can support you every step of the way!

Novative offers smart and powerful HR management software for the hospitality industry. Learn more.

Retain hospitality employees

According to the Bureau of Labor Statistics, the sector has an annual turnover rate of 73.8%, with over 6% of staff leaving every month.

#1 Retain Hospitality Employees with an Effective onboarding process.

Research by the Brandon Hall Group found that companies with a strong onboarding process improve new hire retention by 82 percent.

The better the first impression and the longer you maintain a positive impression, the more likely it is that you will keep and retain your employees.

Want to get deep into learning more about crafting a well-rounded onboarding process? Discover how our steps to mastering the hospitality onboarding process can help!

#2 Retain Hospitality Employees with Fair Compensation

#3 Retain Hospitality Employees with Continuous Reskilling and Upskilling

Reskilling and upskilling are effective strategies to retain hospitality employees by providing them with opportunities for career advancement and personal development.

A recent Udemy survey showed that the upskilling demand grew to a whopping 38% in 2020. As a comparison, in 2019, this figure was only 14%.

#4 Retain Hospitality Employees with Recognition and Appreciation

Everyone likes to be appreciated for doing a good job, so implement a staff recognition program as part of your employee retention strategy.

There are many ways to appreciate your employees, for example, but not limited to:

A simple “thank you” can make your employees feel valued and positive about the company. Thank your employees and encourage your managers to thank their teams.

Another way is by shouting out employees on the company’s social media profiles, which is one of the simplest free employee appreciation ideas that can enhance employee wellbeing.

#5 Automate HR Tasks

Automating HR tasks in the hospitality industry can actually provide a sense of freedom to employees.

#6 Be flexible

Conclusion - Payroll Trends 2023

Have you found this article useful? stay tuned for more! At Novative, HR in hospitality is a subject we discuss regularly. Follow us to make sure you don’t miss any of our content on this subject!

Are you ready to increase productivity and save time by automating the scheduling processes while staying compliant? We can support you every step of the way! Novative offers both smart and powerful payroll and scheduling software and compliant HR and payroll outsourcing services. Learn more.

Retain Hospitality Employees

According to the Bureau of Labor Statistics, the sector has an annual turnover rate of 73.8%, with over 6% of staff leaving every month.

With all that being said, you may be curious about what measures can be taken to improve your rate of employee retention. Every business is different; however, presented below are some tips and tracks that may help you through the process of how to retain your employees in the hospitality industry and keep your employees happy and wanting to stick around in the industry.

#1 Retain Hospitality Employees with an Effective onboarding process.

Research by the Brandon Hall Group found that companies with a strong onboarding process improve new hire retention by 82 percent.

The better the first impression and the longer you maintain a positive impression, the more likely it is that you will keep and retain your employees.

Want to get deep into learning more about crafting a well-rounded onboarding process? Discover how our steps to mastering the hospitality onboarding process can help!

#2 Retain Hospitality Employees with Fair Compensation

#3 Retain Hospitality Employees with Continuous Reskilling and Upskilling

Reskilling and upskilling are effective strategies to retain hospitality employees by providing them with opportunities for career advancement and personal development.

A recent Udemy survey showed that the upskilling demand grew to a whopping 38% in 2020. As a comparison, in 2019, this figure was only 14%.

#4 Retain Hospitality Employees with Recognition and Appreciation

Everyone likes to be appreciated for doing a good job, so implement a staff recognition program as part of your employee retention strategy.

There are many ways to appreciate your employees, for example, but not limited to:

A simple “thank you” can make your employees feel valued and positive about the company. Thank your employees and encourage your managers to thank their teams.

Another way is by shouting out employees on the company’s social media profiles, which is one of the simplest free employee appreciation ideas that can enhance employee wellbeing.

#5 Automate HR Tasks

Automating HR tasks in the hospitality industry can actually provide a sense of freedom to employees.

#6 Be flexible

Conclusion - Retain Hospitality Employees

Have you found this article useful? Stay tuned for more! At Novative, HR in hospitality is a subject we discuss regularly. Follow us to make sure you don’t miss any of our content on this subject!

Novative offers both smart and powerful payroll and scheduling software and compliant HR and payroll outsourcing services. Learn more.

Are you ready to increase productivity and save time by automating your hospitality HR processes while retaining your employees? We can support you every step of the way!

We can support you every step of the way!

The post How to retain employees in the Hospitality Industry appeared first on NOVATIVE.

6 hints to support employee wellbeing during the holiday season!

Patricia Maniscalco — Mon, 19 Dec 2022 11:20:12 +0000

Introduction

The further we get into the busy Christmas period; the more employee wellbeing becomes important. But why?

For many businesses, the holiday season is a busy time where opportunities are everywhere. However, this intense period can increase stress and compromise the well-being of your employees.

Nowadays, employee wellbeing and happiness are the responsibility of the entire business management.

A study by the Health and Safety Executive in the UK shows that de-motivated employees average around 2.17 sick days per month, while engaged employees only take 1.25 sick days per month. This decrease in absences translates into an increase in revenue.

Ensuring employee wellbeing will benefit your organization. And what better time of year than the holidays to set up a wellness policy in your company? But how do we get started?

With these 6 tips from the Novative team, you will support employee wellbeing over the holiday season

Introduction

The further we get into the busy Christmas period; the more employee wellbeing becomes important. But why?

For many businesses, the holiday season is a busy time where opportunities are everywhere. However, this intense period can increase stress and compromise the well-being of your employees.

Nowadays, employee wellbeing and happiness are the responsibility of the entire business management.

Ensuring employee wellbeing will benefit your organization. And what better time of year than the holidays to set up a wellness policy in your company? But how do we get started?

With these 6 tips from the Novative team, you will support employee wellbeing over the holiday season

#1 Improve Wellbeing by Understanding What Makes Your Employees Happy

Firstly, absorbing the meaning of “wellbeing” is crucial.

The whole mental, physical, emotional, and financial wellbeing of your staff is referred to as “employee wellbeing.”

Wellbeing includes happiness, job satisfaction, integration, engagement, sense of belonging and work-life balance. But the order of priority may vary from company to company or employee to employee. This is why it is important to understand what is most important to your employees. But how?

To better understand your employees and what motivates them, you can start by conducting a survey and asking what would support them over the Christmas period. Some will tell you that they would like more time off to enjoy their family, others prefer a few days of remote working or a special bonus. Knowing this, you can tailor your measures to the priority needs.

It is entirely beneficial for your company to encourage the expression and communication of needs. This helps to reduce the frustration of your teams and increases the commitment of your employees. And we all know that motivated and happy employees are always more productive. Supporting employee wellbeing during the holiday season is therefore the smartest move for your business.

Highly engaged teams show 21% greater profitability.

Gallup

#2 Get the Team into the Holiday Spirit

Embrace the festivities & get the team into the holiday spirit. And even if part of your team works remotely, it is possible!

Holiday spirit is a powerful motivator. It is a time of joy and goodwill. Start by decorating the office, organize Christmas activities such as a party or a meal, give gifts to your employees and above all, make sure that you… thank them! There is nothing more satisfying than recognition.

Running out of ideas? No problem, here is our selection of the best Christmas activities in the office:

Plan a Secret Santa! You can even arrange it with your remote team. Find out how!
Hold a competition for the best decorated tree
Start a company advent calendar with a surprise every day!
Launch the best Christmas Sweater competition
Create a shared Christmas playlist, ask your employees to add their favorite Christmas song and start a Music Trivia Game.
Host the best Christmas party ever!

Set up one or more of your activities to support employee wellbeing during the holiday season!

#3 Celebrate the holidays or not, it is up to your employees

Hiring internationally is now a common practice, and your team will undoubtedly include people from various religious and cultural backgrounds. This means that Christmas is not for everyone.

You need to make sure that your employees are not under pressure to attend the Christmas party or activities. This way, everyone will be free to choose and no one will feel bad about not coming if they don’t want to or can’t participate.

Also, if you are planning a Secret Santa or gift-giving event, make participation optional. Some employees may not have the time, money or inclination to participate. And there is nothing wrong with that!

The holiday atmosphere should be festive and joyful and should not add extra stress to employees.

#4 Surprise your team with a free day off

Did you know that the majority of American workers don’t use their paid time off? According to the U.S. Travel Association, American workers left an average of 33% of their paid time off on the table.

It’s critical to understand that achieving targets with tight deadlines, especially during Christmas, forces people to put in extra hours. Such a situation can increase your employees’ stress and dissatisfaction as they can’t get some good rest.

Surprise your employees with a free day off to help them renew their energy. With Nova Smart NG, you can apply a day off to your entire teams in just 3 clicks. Check how!

#4 Surprise your team with a free day off

Did you know that the majority of American workers don’t use their paid time off? According to the U.S. Travel Association, American workers left an average of 33% of their paid time off on the table.

Surprise your employees with a free day off to help them renew their energy. With Nova Smart NG, you can apply a day off to your entire teams in just 3 clicks. Check how!

#5 Enhance Employee Wellbeing through Social Media Shout Outs

Shouting out employees on the company’s social media profiles is one of the simplest free employee appreciation ideas that can enhance employee wellbeing. It can also be beneficial if you manage a remote team.

Creating shout-out content will cost you nothing. All you have to do is take a high-quality photo, make a list of the best performers’ names, positions, departments and mention their key achievements.

Make them feel like SUPERHEROES .

You can also post a simple and funny mini-interview, asking random questions to show the funny side of your employees.

Identify the best performers across the departments and contact your marketing team to create content and plan it in their content calendar.

#5 Enhance Employee Wellbeing through Social Media Shout Outs

Make them feel like SUPERHEROES .

You can also post a simple and funny mini-interview, asking random questions to show the funny side of your employees.

Identify the best performers across the departments and contact your marketing team to create content and plan it in their content calendar.

#6 Support your employees in coming back to work

Coming back to work after a break can be hard, but you can overcome this by planning ahead on how to settle back into work.

By encouraging departments and individuals to plan for the return of the office, you can help to ensure their wellbeing.

Ask your employees to send an email with all the tasks, the status of each one of them, and who you have appointed to oversee any task while they are on vacation.

Also ask them to set up an email autoreply with a simple message indicating how long they will be off and who to contact in the event of emergency.

It’s also an opportunity to remind your employees that holidays are for resting and that they don’t need to answer their emails during this period.

During the holiday season or any other time of the year, the well-being and engagement of your employees is crucial to the success of your business.

At Novative, this is a subject we discuss regularly. Follow us to make sure you don’t miss any of our content on this subject!

During the holiday season or any other time of the year, the well-being and engagement of your employees is crucial to the success of your business.

At Novative, this is a subject we discuss regularly. Follow us to make sure you don’t miss any of our content on this subject!

Want more tips to meet end-of-year HR challenges?

The post 6 hints to support employee wellbeing during the holiday season! appeared first on NOVATIVE.