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Tips on how to make your workforce happier – without raising salaries

19 Aug

The saying, “Money doesn’t buy you happiness,” is as true in the workplace as it is in real life.

Do you want a happy staff? If you pony up some extra funds, you may be able to make them more satisfied in their roles, but that doesn’t necessarily mean they will enjoy coming to the workplace every day.

Keeping your employees happy

Today we are sharing how trust, recognition, and a flexible work environment can have a greater long-term impact on Return On Employee Investment (ROEI) without giving constant pay increases.

How can you create an environment that engages, motivates, and encourages your people to stay with a small budget?

A recent research study from CareerBliss.com on how to keep staff members satisfied while on the job showed that as salary increases, happiness levels grow slightly. However, managers and executives care deeply about their daily tasks and their company’s reputation. As you can see, compensation is important, but good pay isn’t the be-all and end-all when it comes to their happiness.

“Employees used to be happy just to be paid consistently and, hopefully, paid well,” said Heidi Golledge, CEO at the job site CareerBliss.com. “Now, overall job and life satisfaction, sense of well-being, and the work that they do are intricately tied together.”

Here are three tips from Globoforce on how to ensure your workforce remains happy:

1. Ask employees to recognize the success of others

Building camaraderie among the staff is key to ensuring that they will enjoy the company of the their co-workers. This is why you must encourage your team to notice a job well done by other members of staff. The blog post stated that employees who are asked to recognize their teammates will be more engaged in the office and more willing to form relationships with them.

2. Build a flexible work environment

The blog post referenced statistics from research conducted by Georgetown University and the Alfred P. Sloan Foundation that revealed that 80 percent of employees would be happier in their roles if they had the opportunity to telecommute. Not only can this contribute to a better work/life balance, but it shows that you trust your staff.

3. Encourage workers to trust each other

When team members can rely on one another to help them with their tasks, it builds respect throughout the workplace. Nancy Etcoff, the lead researcher on a Harvard University study cited by the blog post, said that interpersonal trust and quality personal relationships can contribute to a more productive workforce.

For more tips on how to tips on how to make your workforce happier, visit SageHRMS.com

How to attract millennials to your workplace

11 Aug

millennials-at-work_2

LaDonna Lewis, product manager at Sage Payroll HCM shares how to attract millennials to your workplace.

By 2020, Millennials will make up 50 percent of the workforce as baby boomers continue to retire. In any competitive industry, Millennials aren’t going to find your company attractive if you do not have a good talent recruitment process in place.

Here are five key elements to consider when marketing your place of employment to Millennials.

•    Have a good brand Identity. Millennials are searching for employers who are known as being trusted advisors in their industry. Reputation is everything. If your company does not have good branding, Millennials will look the other way. When considering your brand image, your business must be able to facilitate knowledge about vision, values, and employer value proposition.

•    Make your recruiting process mobile friendly. Our recent global study on Millennials shows that 41 percent of this generation believe that technology will make the concept of “your desk” defunct and that, in the future, everyone will work through a mobile platform. How does this affect your workplace? Is your business ready for the boom of mobile use by 2020?

•    Have a social media presence. Whether you have a large or small workforce, it’s important to have a social media presence and an external facing career portal. Most of recruiting today is done through social media. A 2016 survey conducted by SHRM reported that 84 percent of organizations are using social media to find the right candidates. When most people think of social media, they refer directly to the marketing department. It’s essential that HR professionals also have the training and skill set of the latest social media tools to attract the right candidates. When interviewing candidates or potential business partners, the first thing I do is search their social media channels to see how they represent themselves online. If you are going to be an employer of the future, your human resources department should have the tools in place to automate.

•    Create a great environment for your employees. With the power of social media good news travels quickly, and bad news travels faster. For an organization with a limited talent pool, one bad employee experience can destroy a company. Businesses looking to attract Millennials should make sure their workplace is one where employees can have a good work-life balance, thrive in their careers, and learn from one another.

•    Have a good onboarding process in place and remain innovative. Seventy-seven percent of employees who have a formal onboarding process meet their performance goals. In today’s world, onboarding Millennials is different from the orientation process you implemented five years ago. For the Millennial generation, the onboarding experience should begin before the first day and continue past the one-year anniversary mark. Millennials are asking for ongoing peer mentoring from organizations. This generation is always digitally connected, and it is critical you meet them where they are and connect with them at all times. You have to facilitate knowledge to employees electronically through an online solution that gives them access to your company’s resources and events. One of the biggest HR challenges is that employers spend capital on bringing employees in but forget to continue the process afterward. It’s important that your workplace continues to thrive and remain innovative as technology evolves.

Millennials are the future of the workplace, and it’s important for businesses today to understand what this generation wants and needs. Learn more about Millennials by downloading our recent research report on the generation.

Help! I need people, now!

5 Jan

Negative WorkplaceWhen you start out as a relatively small company, do you really have a dedicated resource for recruiting top talent for your organization? My guess is … probably not. A portion of your day is spent doing a plethora of other tasks. After your hectic day doing those other HR/benefit/payroll- related tasks, you probably find that a majority of your time is also spent speaking with candidates at night when it’s convenient for them (even when it may not always be convenient for you). You do the obligatory phone screens, take your detailed notes: then what? What do you do with them? If you are working for a small company, you might be using spreadsheets to keep track of everything. If you are lucky enough to know about database structure and have a resource at your company to assist you, maybe you’ve even gone the route of creating a database using a slick database program. But, every time you need to make a change to that database, you need to ask for external assistance. Now, you need to wait until it fits into their schedule to help you. Helpful, maybe so, but you eventually become frustrated; especially if you are used to being very self-sufficient at your HR, benefits, or payroll role. Sound familiar? Housing all of this information can be done in any number of ways, but what happens when you have the need to create reports after you’ve entered your data into those spreadsheets or other “applications”?

That’s a tough one for sure. How about if you have responsibility for providing data in support of Affirmative Action plans? Hmm, looks like your frustration level has just kicked it up a notch and your job got even tougher. How about if you need to create a report for an audit or external source that requests drilled-down data on your candidates? Harder … Tougher? Well, almost impossible; especially if you don’t have the skill or expertise in performing systemic data metric calculations or creating and formatting customized reports using your data. After all, you’re not really a system expert, so, what do you do now?

Stop spinning your wheels, that’s what you need to do! Invest your time into evaluating a really great applicant tracking system that can do all that work for you. Selecting the right tool to get this job done isn’t as hard as you think it is. Let me point you in the right direction … Sage HRMS Cyber Recruiter by Visibility Software should be the first place you look. Why?

Simply put, this software can automate and streamline your recruiting and hiring processes from start to finish. You’ll eventually find yourself spending less time on paperwork and more time finding fantastic candidates. Really! Take the first step and start here … Visit our website: www.sagehrms or call Sage at 866-271-6050 and learn more about how you can make this product work for you.

 

 

Been there, done that!

22 Oct

Woman Working From HomeI’ll never forget the day I started with my new company (several years ago). My first project was to canvass for new external talent, track candidate skills, coordinate interviews and then onboard the new hires. Sounds easy enough, doesn’t it? It was for a while. Until my job role quickly expanded into other areas of HR, we started hiring like crazy and as we grew in size, I now needed to formulate processes to support the varying federal and state legislation (based on our new company size). Time out! I knew using a spreadsheet to keep track of everything wasn’t going to cut it any longer. Instead of waiting, I decided to dive right into looking for a HR and recruiting solution that would support the company’s growth, fulfill legislative obligations and keep my sanity in check! I knew I needed to do it quickly but at the same time, didn’t want to act hastily. Since I’ve had the opportunity to use many solutions prior to this role, I knew where I needed to look. Hence, my reason for writing this blog piece.Let me save those of you who either are new to the role or the HR/payroll profession or have not had the opportunity to use any automated HR/payroll systems in your past. There are a couple of products that I can specifically recommend to you to help automate your processes. If you are looking to wean yourself off of using spreadsheets to keep track of candidates and/or processes and you use multiple formulas to calculate and report on things, look into Sage HRMS and Sage HRMS Cyber Recruiter. Right away, these products will help you solve these issues (as well as a myriad of others).

Oh, yeah, getting back to my story. Remember, I was telling you about that first project I was tasked with doing in my new job several years ago? The one where I was canvassing for new external talent, tracking their skills, coordinating all interviews, and then onboarding them as they were hired using a spreadsheet: that story. Well, unfortunately, my computer crashed, and I lost everything I had worked on that first month into my new job. Words can’t accurately describe how I felt at that exact point in time. Let’s just say, it wasn’t a pleasant experience at all!

Don’t wait for something like that to happen to you; visit www.sagehrms.com or call 866-271-6050 and have them show you how they can make your life easier, automate your processes, and keep everything centralized so you can create reports without using formulas and linking spreadsheets.

Top do’s and don’ts of video interviewing

30 May

Overcoming Workplace NegativityFor HR professionals to nail virtual interviewing, they need to be just as careful as job seekers.

Many HR professionals can’t do without their human resource information systems these days, preferring their software solutions to more traditional ways of keeping track of the recruiting process and employee data. One of the biggest types of technologies that is making an impact on HR is video interviewing. While not everyone is on board with the technology-Kevin Ryan, founder and CEO of Gilt Groupe, told Inc. magazine he doesn’t think CEOs should waste their time with the software-video conferencing with candidates can actually make it easier for HR professionals to get in touch with a wider range of candidates.

Prevalence of virtual meetings
There are dozens of web conferencing companies and programs on the market today. PC World even made a list of some of the best video interviewing platforms in 2013. The software has become so popular that, according to an infographic by web meeting tech firm PGi, six in ten hiring managers now turn to video interviewing to conduct face-to-face meetings with job candidates during the hiring process.

With web meeting platforms being cost-effective and easy to use for both hiring managers and job seekers, video interviewing has taken off among human resources professionals in recent years. In fact, the PGi infographic noted 74 percent of recruiters and 60 percent of hiring managers feel video interviews make it easier for them to do their jobs, and 90 percent of recruiters and 88 percent of hiring managers believe it speeds up the recruitment process.

HR professionals and hiring managers can get a better picture of who the candidate is during video conferencing because they can see the person’s body language. In a blog, VidCruiter, a video recruiting software company, advised job seekers to wear the same professional attire to a virtual conference as they would for an in-person interview, and also to ensure all of their surroundings are free of clutter and remain mindful about their facial expressions.

For HR professionals to nail virtual interviewing, they need to be just as careful as job seekers. While challenges can happen no matter how ready you are, HR professionals still should prepare as much for a video interview as for an in-person or phone meeting.

Here are some do’s and don’ts recruiters need to follow when conducting video interviews:

Do: Check first to see if the candidate has access to web conferencing technology
Don’t: Assume all candidates have webcams or video communication
Even though many people use the Internet and various types of web-enabled devices, not everyone may have a webcam on their computer or have access to video conferencing technology. If you wish to conduct web meetings with candidates, speak to them beforehand to ensure they have an Internet connection and have technology compatible with your video conferencing software. Also, ensure there are no issues with your company’s Internet connection and your web meeting software to avoid confusion and issues arising during the interview, according to Accountemps.

Do: Use a private space
Don’t: Conduct the interview in public company areas

Just as how job seekers need to be aware of their surroundings, so too should recruiters. Don’t conduct a video interview in an open part of the office or in a public space. Reduce the level of distractions in the area by holding the interview in a private conference room or walled-in workspace. This way, you and your interviewee aren’t disturbed, and the job seeker feels respected.

Do: Ask questions that showcase the person’s actual experience
Don’t: Quiz about information that can be easily faked with a google search
Be careful of the types of questions you ask candidates during video interviews. According to a Q&A on online recruiter resource ERE.net, the site recommended HR professionals and hiring managers not to change their questions too much, but to be careful about questions that have answers that can be searched online. Textbook questions can be easily aced during a video interview, so ask open-ended questions about the person’s professional experience or problem-solving ability to prevent candidates from looking up notes online.

Do: Ensure the camera is centered and quality is good
Don’t: Adjust the webcam or screen during the interview
Nothing may be more distracting or irritating than having to stop a video meeting or postponing one because the other person didn’t check his or her equipment beforehand. It can be a red flag to recruiters for job seekers to disturb their webcam because it isn’t positioned properly, and it can throw the interviewee off if the HR professional or hiring manager does the same. Technical issues can happen, but if you adjusted your equipment and something still seems off when you start speaking to the interviewee, try not to let it distract you. ERE.net suggested not focusing on the quality of the video, camera framing, or lighting, but on the person you are talking to.

Video conferencing may continue to take off, and recruiters need to ensure they follow some best practices to ensure they are using the technology correctly.

The Challenge of 2014: Retaining Talent

10 Mar

It’s no surprise that positive associate relations are necessary to support a safe, happy, and productive workforce. Many organizations pride themselves on their relationships with employees and work hard to ensure workers have a fruitful work/life balance. Yet, how important are these things, really? What are the consequences should an employer choose not to focus on employee satisfaction and talent management? According to recent studies, some employers may have underestimated the importance of keeping their workers happy.

For example, according to career management firm Right Management’s new survey, as many as 83 percent of the 900 employees surveyed reported they would voluntarily leave their jobs in 2014. As active job seekers and established members of the workforce begin to gain higher rates of confidence in the labor market – and as more jobs are becoming available – they are more likely to take employment risks and look for better opportunities.

In fact, in October 2013 more than 2.4 million Americans left their jobs, accounting for 56 percent of all voluntary and involuntary separations that month, according to the U.S. Department of Labor. In short, this means employees have the upper hand in making decisions based on their career prospects, and are less dependent on employers. Conditions have vastly changed since 2009 when, according to Right Management’s survey, only 60 percent of employees said they would actively seek new jobs. The upward trend is most likely attributable to economic conditions directly following the 2008 financial crisis, which left many workers dissatisfied and “stuck” in their positions amid financial uncertainty.

Yet now as economic tides turn and workers gain more autonomy, employers must utilize their talent management software to retain top performers and engage their staffs.

Employees Desire More
One of the biggest changes to the labor market is the influx of millennial workers and how their attitudes and preferences have begun to shape the work environment. According to a 2012 Forbes infographic, there are more than 80 million millennial adults in the U.S. and 36 percent of the workforce will consist of these workers this year. This number increases to 46 percent by 2020. Millennial employees differ greatly from their baby boomer and Generation X cohorts in that they are much more technology driven, have reached higher levels of educational attainment, and can make companies appear more attractive to shareholders and prospective workers.

But they also drive the need for employers to offer its employees more than simply a paycheck. According to Forbes, millennials also require purpose and a sense of accomplishment to stay loyal to their employers – a trend that is catching on. A Hay Group study that looked at global job outlook, retention and turnover found that in North America, more than 36.7 million workers will have departed from their jobs between 2014-18, with a spike in 2014. Employees who responded to the Hay Group study also reported a supportive workplace, opportunity for career advancement, and competent leadership as the top reasons to stay with an employer.

“With retention a growing concern for organizations – not just for key high performing employees, but also core employees – understanding the factors that drive commitment and loyalty is essential for managing increasing turnover risks in the months and years ahead,” said Mark Royal, a senior consultant with Hay Group. “Now is the time for organizations to understand where they stand on and tackle these influences, to keep employees from taking flight.”

These trends indicate a growing need for companies to hone in on talent management strategies to ensure the business retains its top performers in 2014. As economic confidence influences employees’ decisions to migrate to better jobs, prioritizing talent management strategies will be essential to the company’s long-term success.

Stop Talking and Listen For a Change

13 Jan

Positive and Constructive CriticismWhat do you look for in a good candidate?  That’s the magic question.  There is an easy answer.  It’s the candidate who is the best qualified candidate to do the job, right?  Well, yes in that respect but, there are other factors to consider.  Aside from the legal-type considerations, and believe me there are plenty, there is something called behavioral interviewing that you should really consider.

So, what is behavioral interviewing?  Long story short, it’s getting the candidate to talk about their previous (work related) experiences and describe past projects, success stories, failures, reflections and how they may have handled their failures differently with a more favorable outcome.  What does all this mean to the interviewer?  It means you need to SHUSHHHHHHH…listen to the candidate talk.  One of the most interesting things that occur during interviews is that the interviewers talk more than the candidates do.

Stop for a minute and think back to every job you’ve ever interviewed for.  How many times has that happened to you?  My guess is that it’s happened a lot of time throughout your career.  Why does this phenomenon occur?  Well, the easy answer is that most people don’t like long gaps of silence. It falls outside of their conversational comfort zone.  They like to “fill up” the dead air space.  Additionally, listening is not the same as hearing.  You can hear a lot of things but, are you really listening?  Have you really honed the skill of being able to filter out all external stimuli thus being able to focus on only one thing solely?  Most people would probably not admit to being able to do that though.  Let’s face it, we are told continuously by our teachers, peers, mentors and supervisors that being able to multi-task adds great value to our job and works well for meeting overall objectives.  In the interview though, not only could your multi-tasking be mis-interpreted by the candidate as being rude (for example looking at your email, sending a quick text or answering a call), you are also missing out on actually listening to the candidate talk about their experiences.

Bottom line, ask your question.  Hopefully, its open ended and behavioral based.  Then, listen to the candidate’s response.  Process their response, and then ask another probing question to their response.  Do this until you are satisfied that you have a good feel for the fit in matching the candidate’s professional experiences to your company’s mission and where you want that candidate to add the most value for you.

After all, you want to feel extremely comfortable that you know this person will grow to be your star top performer!

How Far Do You Reach in Your Outreach Programs?

6 Jan

Have you ever heard someone say, “It’s all cannon-150x150about the journey, not the destination”?  Sure you have.

If you’ve never heard the term “outreach program”, it’s all about seeking to hire qualified women, minorities and veterans into your open positions.  Mostly, government contractors and others doing business with the Federal Government are required to create Affirmative Action Plans as part of their ongoing recruitment efforts.  As part of those plans, there are some components that deal with outreach.  As part of their compliance efforts, that’s how some companies try to fill positions with qualified candidates from specific sectors within the labor market.  So, how does that saying fit into a company’s outreach program?  It’s all about setting out to do what you say you are going to do with respect to informing segmented groups about your company and “reaching out” to them with your job opportunities.  It’s as simple as that.  If you create and follow a comprehensive plan or program that branches out to these specific sectors and you aren’t successful (through no fault of your own) on attaining your goals it may go a long way in assisting you during an audit by demonstrating to the auditor that you put forth your best effort in trying or at the very least, demonstrate how far you were willing to “reach out” to the various groups in your program.  But, how far do you reach?  That’s what’s up for debate currently in the legislation.

If you earnestly go about creating a solid outreach plan, attend diversity job fairs, volunteer to speak at various diversity group meetings and/or training sessions, partner with your local department of labor office and take the time to meet the reps at your local veteran’s office, you should be on track to a great plan.

For more information on how you can track your progress in support of your goals, check out www.sagehrms.com and see how the Sage HRMS system can generate the reports you need to get the job done!

The Pros and Cons of Open Book Management

20 Sep

Open book management is a term that has been around for years, although there is still much confusion around the subject. The term itself is easy enough to understand – open book management is a business philosophy centered on involving a full staff in making a company more successful. Under the theories of open book management, involving more people in decision-making and planning can make a company thrive financially and organizationally. However, actually carrying out an open book management plan can be challenging, making it important to understand the pros and cons of such a program:

Pros of Open Book Management

Increased Transparency
Allowing a staff access into company financials is a powerful way to increase transparency among a workforce. Businesses that keep decisions separated by department or allow only the top executives at a company to have any influence on large decisions may be successful, but at these some companies, staff may feel left in the dark.

Open book management, on the other hand, leaves room for employees to contribute to the way a business is run, while increasing transparency and trust in management. When staff members feel they can trust their supervisors and are fully informed on the inner-workings of a company, they may be more likely to trust for executive decision-makers at a company.

Sense of Community
Sharing ideas can bring staff together and foster an environment in which employees feel open and honest with one another. A sense of community can positively affect a company on numerous levels, as camaraderie and developed relationships enable others to connect on a personal and professional level. This can increase happiness and employee engagement at the office, as well as open dialogue for workers to get to know the way other workers think.

Unique Ideas
By sharing financial and operational information with staff, executives may find more unique and exciting ideas coming from an office. Armed with pertinent information on how a company is working, individuals may be able to give new insights on how to approach a particular problem, or may come up with an idea to streamline operations. Sometimes, it takes a fresh perspective to solve a problem – involving an office in decision-making can provide unique insights and may result in improvements across a company.

Cons of Open Book Management

Information Overload
Too much of a good thing can be a hindrance when it comes to open book management. While some workers may be excited by the prospect of understanding company profits and becoming more financially literate, others may be overwhelmed by the onslaught of information. Some workers are excellent in their current roles because they are focused on the task at hand and do not have to worry about extraneous information.

Involving these staff members in increased decision-making can result in information overload, which can be distracting. If a company is implementing an open book management plan, it would be wise to involve only those who are most enthusiastic about the prospect of more responsibility and fiscal involvement to join in the new initiative.

Increased Worker Demands
Revealing financial and operational information to employees can have some unexpected consequences. According to the Society for Human Resource Management, some employers are nervous to let their employees know how much profit a company makes.This may be for a few reasons – companies that are not performing well may not want their employees to know the ins and outs of a troubled business.

Companies that are beating expectations and bringing in large profits may not want to show their employees this information for a different reason entirely. Some supervisors fear if workers see how well their department is doing, or that the company recently brought in dozens of new clients and has more cash to go around, that employees will be more inclined to ask for raises or become complacent. If a company is worried about this outcome, they may want to take it slow in opening up their management style.

Difficult to Implement
Involving employees in business decisions is a great way to move business forward, but not everyone starts off as a financial expert. Many companies switching to open book management plans offer financial training sessions to acquaint employees with financial operations.

After these training sessions, communication is essential, so weekly meetings and reports are often necessary to keep an open book management plan working. For certain companies, the involved nature of open book plans can prove to be too complicated.

Open book management plans aren’t right for every company, but when they’re used right, they can be the perfect solution for many business needs.

Align Employee Goals With Company Objectives

12 Sep

Creating career development plans and setting out company objectives are often seen as separate events. However, in order for a company to succeed, it is important to recognize the relationship between these two business components and how powerful a company plan can be. Exactly how does a company go about interweaving employee goals with business objectives? Keep reading to find out how:

Plan For Success
Before launching into a new employee management strategy, it’s important for company leaders to identify areas for improvement as well as routes to success. Executives and HR professionals can begin by conducting an honest and objective company overview.

Executives should ask themselves how sales are adding up, if company morale is low, if a company is efficient, and how each of these answers stack up against mission statements and objectives. Leaders should measure the difference between company realities and goals set forth in a mission statement.

However, as companies should always be striving to move forward, mission statements and company objectives need to be evaluated and revised. Perhaps in order to compete an increasingly digital world, a company needs to focus more on using smart technology like HR software and mobile devices. Others may need to factor in changing markets and adjust goals accordingly.

Communicate With Staff
Once an organization has identified new objectives and areas of growth, it’s time to share the results with staff. It is valuable to tell employees their performance matters not only for short-term goals, but for long-term organizational success.

During a presentation, an executive can show employees the difference between current company practices and goals the business should be striving for. It’s vital for success that company leaders communicate honestly with staff about future changes and new plans that will help them thrive.

Set Challenging Goals
Establishing new goals for employees is essential to tying individual goals to overall company objectives. One of the best ways to ensure positive outcomes is to include each staff member in their own planning session.

Certain employees’ sales numbers may be lagging because they are not being challenged – these same workers may be perfect for leadership roles and can help drive a company forward to new heights. HR representatives can sit down with employees and map out new ways for them to succeed. For example, if a company needs to improve new hire performance, an HR professional can set up a new program in which company veterans work with new employees to get them up to speed quickly and efficiently.

Or, if sales numbers are not where they should be, a company can challenge employees to achieve greater sales numbers each month. The main thing to remember here is that goals need to be both challenging and attainable. Lofty goals that are impossible to reach will not encourage workers to thrive – rather, they may discourage staff and make them feel they cannot succeed in their current roles.

Consider Compensation Plans
Sometimes, employees need more than encouragement to help get a company on track to meet business objectives. This is where compensation plans come in. These programs are especially important in sales-based organizations, where individual performance adds up to company profits on a daily basis.

A company can bring about higher sales by tying achievements – such as a 10 percent increase in sales over a quarter – to financial incentives. Bonuses and commission rates will motivate employees to perform better, and along the way they will be guiding a company toward achieving its main objectives.

Track Success
It’s not enough to implement a strong plan to align personal performance with company objectives – progress also needs to be monitored on a regular basis. After a plan has been put in place, HR professionals need to set aside time to track a plan’s success to ensure high return on employee investment.

Company leaders can request regular meetings with employees to talk to them about their performance, make adjustments to individual plans, and to receive honest feedback from staff. These meetings will give insight into how an employee can most benefit from a plan, and how an employee can simultaneously benefit the company as a whole with their success.

Another way to track program success is by using customer surveys. Whether a company works with businesses as clients or directly with consumers, surveys can be invaluable to monitoring performance. If a company has an overarching objective to improve the level of customer service, it can ask clients and customers about their experience with salespeople, or ask about their opinions of the brand as a whole.

Every company should always be striving forward to achieve more and better their business practices. It is always important to remember that employee performance directly affects company behavior, which is why HR professionals should guide staff toward the kind of performance that will improve a company overall.