How Can Job Hopping Affect One’s Career?

“It looks bad on your resume”

“It shows that you lack the sense of commitment.”

Have you ever heard these comments when someone reads your resume or an HR pro saying this during an interview?

These days, job hopping is a practical way of life. Gone is the idea of spending entire professional life at one company and ultimately retire with a gold-plated watch and a pension plan. If you talk to the Baby Boomer generation or older people, it’s not a surprising fact that they have worked for maximum 2-3 organizations in their lives. On the other hand, present generation employees, if we talk about those between 25-40 years age bracket, might have already switched 3-4 jobs.

job-hopping

In the present era, employees are more focused on finding their dream job which makes them fail to realize that such frequent job switching might jeopardize their entire career. Employees today are so much impatient that they don’t give their present jobs a chance to gain necessary skills and required maturity to succeed in their career. They don’t even realize that the next time they’ll face an interview, what questions might be red-flagging into their interviewer’s mind?

  • You’re potentially a bad investment.
  • You’re restless and will not stay for long.
  • You’re unfulfilled no matter how much ever is given to you.
  • You’re not focused on the long-term goals.

Frequent job hopping might hurt your career growth drastically. According to the Office for National Statistics (ONS), employees who stayed in the same job role in 2014, earn way more than those who left the job for a better opportunity.

Frequent job hopping-TeamWise

But, what makes an employee to switch jobs?

Professionals have a long list of reasons for departing from a company; including corporate downsizing, insufficient career growth, unfair employee treatment, desire to get advanced degree, more money or completely switch to a different field.

Here, organizations too need to take important measures so that employees don’t feel deprived of growth. Companies can retain their employees for a sufficiently longer time by supporting their value systems, providing them meaningful work, becoming more social and understanding the generation differences. All this can be done by properly managing each employee’s performance through a Performance and Talent Management System.

Employees want to have an assurance of long-time career which only the organization can provide by giving a diverse career path to its employees.

Is Sick-Selfie the New Leave Application?

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Yes, you read it right! The SICK-SELFIE!!

The recent incident that took place at a renowned restaurant search service company has become the talk of the town! This started when an employee accidentally sent her sick-selfie to her colleagues.

Though a funny event, but this took up on everyone and every member started getting involved in and created an ‘un’-official policy of sending sick-selfies to prove illness. Now it’s a tradition there- click your pic when you are sick!

Amongst the stringent leave and attendance policies in almost all companies and employees having to really fight tough to get leaves, this came as a rib-tickling event that might have even gave finicky managers a good laugh!

SICK-SELFIE-ZOMATO

Jokes apart, every company has its own policies for Leave And Attendance Management, and they must be robust enough to help employees apply for leaves easily and also get approvals (or rejections) on the same on real time basis.

As an effective employer, you must provide your employees with right resources and technology so that they can easily manage their leave accounts and don’t use such funny tricks to get leave.

Thus, to have a workforce, that is always thumbs up when it comes to following policies, give them the mobile application that makes them perform all HR functions (and not just apply leaves) on real time basis. With a mobile HR app, employees can even track their time-offs, schedule future leaves, manage payroll accounts, personal information and what not!

This will empower them to stay connected through accelerated information transfer, alerts and notifications. Moreover, this will help get quick insights during critical decision-making and letting employees optimize the facility for maintaining the organizational decorum and integrity.

The Astounding Cost Of Making Wrong Hiring And How To Avoid One?

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“If you don’t have time to do it right in one attempt, how will you have time to do it again?”

Although your organization might be a growing one and you are in a great rush of filling positions; the process of hiring an employee shouldn’t be rushed in any way. Split second decisions might lead you to hiring a wrong employee for the job that can eventually end up costing you a significant amount of money. Moreover, your good employees may have to work harder in order to compensate for that single bad hire; this can lead to the risk of losing a good employee too.

The actual cost of hiring a wrong employee varies widely, ranging from one third of the employee’s salary to more than a million dollars, depending upon the position. There are some costs that cannot be measured, like the cost of negative interaction with clients or a sudden drop in team’s morale and thereby productivity. Bearing such a heavy loss just because of a wrong hiring cannot be afforded.

TeamWise-The Astounding Cost Of A Bad Hire And How To Avoid One_ReviewedWhy Do Companies End Up Making Wrong Hiring?

The major reason for ending up hiring a wrong candidate is the urgency to fill open positions. In this course, the employers fail to perform adequate research on the new recruit, his / her skills and the past experience. Sometimes, the cause could be failure in doing proper reference checks. Basically, sometimes recruiters miss out important stages of the process and therefore end up paying heavily for that mistake.

Bad hire incur some direct and indirect costs.

Direct costs include exit interviews, overtime pay for employees who perform the duties of the employee who is leaving, hiring a temporary employee from a staffing agency, cost included in advertising and searching for the new employee and investing time and money in on-the-job training.

Indirect costs include reduced productivity as the departing employee spends most of his/her last days performing poorly or completing exit interviews, work quality reduces as the new employee takes time in learning the job responsibilities and you might lose significant clients as a result of customer service gaps.

What Can Help To Avoid The Costs?

Performing effective interviews can significantly avoid the chances of a bad hire. It is also important to know that an effective resume doesn’t mean that the candidate is efficient. Professional resume writers can make anyone look good; so it is better to conduct the interview process cautiously and most importantly, verifying the past employer references.

  • Conduct 10-15 minute phone interviews while screening the candidates
  • Prepare a checklist of specific questions crucial to the position
  • Pay attention to the answers and the candidate’s body language while answering
  • Rephrase the questions if the answers you receive are insufficient or vague
  • Don’t forget to take notes during the interview process

For the assurance of performing the hiring process effectively, a Recruitment Management System can come handy. It caters HR with a complete end-to-end hiring cycle, right from requesting open positions to finalizing the appointed candidate. With a system like this, maintaining candidate’s data and other crucial information like the candidate’s status, etc. will definitely be extremely simple. Every minute detail will be in front of you that will be helpful in making right decisions for your business as well as workplace culture.

 

An All-In-One HRMS Solution Best Fitted For Every Organizational Level

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We know that the employees are your most valuable assets, thus it is important to encourage and reward them as and when required. Doing this the old-school way is not at all recommended; you need to be smarter than ever. TeamWise offers the most effective HR management solution to improve your workforce management and take better decisions all across your key tasks, thereby helping you make most out of every penny that is invested in your people. It provides an all-in-one integrated solution that caters all the building blocks of an organization – from employees to HR Managers to Senior Level Executives.

How Do Employees Benefit From TeamWise Self-Service Portal?

TeamWise-HRMS-One_Stop Solution

Personal Details Management

For the smooth flow of information and to avoid any data errors, get the power to edit / update personal details all by you.

Analyzing IT Declarations

Makes it easy to access individual payroll details, check IT declarations and accomplish Pay slips generation.

Pave the Way to Career Growth

Assess your performance for a better career growth and create new paths to success.

Complete Assessment of Daily Activities

Keep a record of your daily in-out timings, attendance and manage leaves without any hassles.

Optimum Level of Time Management

Fully automatic process enables employees to manage their productive hours, thereby increasing productivity.

Achieve Organizational Goals

Identify your roles and responsibilities towards your organization, using the précised performance monitoring.

What Makes TeamWise An Asset For HR Managers?

TeamWise-HRIS

Achieve More With Minimum Efforts

Get all core HR tasks done in a few clicks without having to get all the tasks done manually.

Let Employees Participate

Enable employees to efficiently manage routine activities like leave and attendance management.

Endorsing Right People

Have Line Managers handle their respective sub-ordinates solely and monitor their performance as and when required.

Skills Enhancement

Evaluate and enhance the strengths, skills and expertise of an individual through a summarized lot of employee data.

Fully Automated Process

All-automated process to manage routine tasks while utilizing the HR pros’ time in more strategic areas.

Self-Regulated Payroll Generation

A self-regulated Payroll Software that eliminates manual intervention and relieve HRs and payroll managers from getting into the hassles of this tedious task.

What Perks TeamWise Offer To The Top-Level Executives?

teamWise-HRMS-Solution

Leading Towards Growth

Analyzing market scenarios and new organizational approaches to direct business in the road to success.

Cashing In Useful Workforce Data

Have a deep look at the employee data to take better decisions on allocating resources in right directions.

Revamp the Meaning of Productivity

Helps in maximum time and resource utilization, thereby multiplying organizational productivity through strategic business initiatives.

Help Building Oneself A Better Leader

Make yourself a true leader by keeping your workforce happy and satisfied feeding them with latest technologies and business processes.

Superior Enterprise Workflow

Fill in the gaps in your business with the best technology for systematic workflow and optimized performance.

Drive Hard Work into Right Direction

Evaluate every individual’s hard work and transform it into achieving organizational goals.

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Having a single HRMS system benefiting all the organizational levels can prove to be very effective in terms of meeting organizational goals with minimum hassles. So, redirect your path to TeamWise, your very own personalized HR Software and leave behind the traditional way of managing your employees’ data for a better workforce with unmatched precision.

How to Tamper-Down the Toxic Employees’ Negativity?

An old adage states People are hired for their talents and fired for their behavior“.

To be sure that a noxious worker does not make your workplace culture sick, preventive measures are a must to take. Toxic employees like a cloud of noxious gas, can poison your work environment thereby affecting your staff. So, what is the best way to avoid hiring one like this?

Putting a little extra care and effort in the hiring process can prove to be a great time saver and help in reducing the hassles caused by the wrong employee down the line. But what an employer should do if a potentially hazardous resource has developed in the organization or was flourishing from a long time?

Know-How of Identifying and Dealing With Obnoxious Employees

What If The Employee Is Already There?

Sometimes, even after putting all the measures in avoiding the bad hire, companies end up with one or more employees of negative temperament. Now what?

Most experts agree that the first step should be a swift confrontation with the problem or the problematic employee, before trouble arises. Have a discussion with the employee to understand the problem and try to tackle it as soon as possible for minimum damage done to the organization.

By exhibiting some behavior patterns, people often fail at work and become hostile towards the organization.

Following are some characteristics of TOB (Toxic Organizational Behavior):

  • Aggressiveness: Diverting resources from productive work environment into fight or any other defensive operations.
  • Lack of Credibility: Credibility lacks and mistrust arises when people don’t do as per their commitment.
  • Egotism: Developing a culture of give-and take compromises to satisfy one’s own self-centered nature.
  • Disorganization: With the lack of personal organization, organizational requirement like focus, discipline and structure are hard to meet.
  • Passivity: An employees’ behavior that is completely opposite to taking initiatives for maximum performance.
  • Resistant to change: Rigidity and change resistance can guarantee failure in this ever-changing world which requires continuous adaptation.

Employee behavior is not generally included in the individual’s performance measurement, thus organizations often end up with toxic employees. Moreover, a hostile employee might indulge in indirect costs for an organization and can become a potential financial burden. Thus, the toxicity should better be avoided in the first place or diluted to minimize the damages.

Culling Out The Toxic Employee In Hiring Stage

Avoiding a bad hire seems to be easy to say rather than practically done. Checking references might help in this context and should be performed, even if it is time consuming. It helps in predicting the candidate’s behavior in different situations given. Along with this, to sense how an employee will function at work, behavior based questions can be asked.

These simple but effective interview tips might help you to uncover major problems early in the process.

  1. Ask potentially toxic questions like asking for five things that the candidate liked least about the current or last company he or she worked with.
  2. Have a team rather than an individual to sniff out the toxic employee while interview.
  3. Enquire how good the candidate is at handling difficult situations.
  4. Make sure that the references given by the candidate are actually reached.
  5. Look for “we” rather than “I”. Identify whether the candidate includes his / her team in the accomplishments achieved or all the words that come out are self-centered.
  6. Watch for any previous complaints and decide accordingly; remember history repeats itself.

Asking negative questions might force the candidate to give more authentic replies.

Determining whom to hire and whom to avoid isn’t that easy as it might look. So, implying these tips might help in reducing the threat of having a toxic Employee On-Board and minimize your chances of hiring negative workforce before things go out of hand.

Secrets To Retaining Quality Employees

Considering the increasing competition and thrive to survive, staff cut-off has risen in many organizations so that they do not deviate from the budget. As a result existing employees gets a lot of workload, disengagement and a feeling that they are under-valued. Subsequently a perception of low job satisfaction arises and they start looking for a better opportunity.

Retaining potential employees is a vital and challenging task for a company HR for the reason that new hiring and training for the desired task involves a lot of costs. To reduce the overall costing, it is better to cling to the existing employee and make efforts in retaining the talent.

Retaining Quality Employee

Following are some theories that an employers need to apply in effectively retaining valuable resources.

Valence Theory – Valence refers to the degree to which employees’ expectation matches the organizational rewards. It is very important for managers to maintain this valence and align organizational goals with the employees’ needs in order to retain him/her with a company. For this a proper reward system has to be designed to ensure maximum employee job satisfaction. A low degree of valence means that you might be at the risk of losing a potent employee.

Equality Theory – This theory mainly deals on the basis of fairness and equality among various employees of an organization. If an employee feels that he/she is being treated unequally and a fellow employee is given more preference, then it is a sign of dissatisfaction. This matter should be seriously taken into consideration and an employer must see to it that all employees get proper recognition.

Satisfaction Theory – There are many aspects of employee satisfaction, let it be equality, rewards, office environment or sometimes hygiene. If any of it is missing, then it creates dissatisfaction among the employees. Thus, in order to ensure maximum employee satisfaction, an employer is required to take care of all these factors.

Motivation Theory – There is a direct and casual relationship between employee retention and motivation. Motivation acts as a medium for an individual’s success and growth as well. A simple recognition like “Well done” or “Keep it up” might boost up your employees’ morale and he/she will be more interested in the work.

An employer who follows all these theories is sure to retain his employees for a long time. Having that said, a fully customizable and a comprehensive HRMS tool will also be of great help to effectively handle all the HR related functions.

To wrap-up it can be said that cost-saving technique might be good in the sense of surviving the on-going cut-throat competition, but employees’ gratification shouldn’t be affected due to this. By employing a proficient HRMS, an organization not only cut on costs but even recruits, develops and preserves the most capable employees.

What Cartoons Help Us Believe is, ‘Believe in Yourself’!

TeamWise Article_Cartoon Characters(By : Prateek Sharma)

We all have spent our childhood listening to fairy tales and watching cartoons. Remember how crazier the days were when we tried to personify our favorite superheroes.
These cartoons, carried a very strong message for us too, that we experience every now and then in our daily lives.
Here are a few lessons that our favorite cartoons taught us…

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