There are many benefits to taking accountability in the workplace. Workplace accountability can encourage teamwork among employees, strengthen transparency, and improve or benefit employee performance.

In this article, we discuss everything you need to know about accountability in the workplace and why it is important, and provide examples of model accountability in the workplace.

What Taking Accountability in the Workplace Means

In order to meet deadlines and expectations in the workplace, it is necessary to take accountability. Accountability is about much more than owning up to mistakes. It also includes taking ownership of or responsibility for your tasks and striving to do the best you can.

How is Accountability Important?

Accountability is important for a company’s development because it breeds a sense of commitment to work and meeting others’ expectations. It allows team members to hold each other accountable, and for employees to take responsibility for their actions and the actions of others.

More accountability in an organization’s culture increases the ability to be responsible and creates a working environment where employees don’t pass the blame to others, but instead learn to take ownership when something goes wrong.

Examples of Workplace Accountability

Many people in the workplace agree to commitments, but never follow through with them. This sets a bad example of accountability and can damage the trust of other team members, or between leaders and employees.

Here are some great examples of employee accountability in the workplace:

Suggesting Solutions to Problems

Managers want their employees to be proactive and take initiative at work, and one way to achieve this is by bringing solutions when there is a problem. Bosses and colleagues who neglect to find solutions to problems can cause frustration in the workplace.

While you may not have all the answers to every problem, accountability starts by taking a positive and proactive approach. This can be done by getting involved in finding solutions and can boost morale within the team, earn trust from leaders or team members, and promote accountability from other employees.

Proactivity

It’s easy to get so caught up in day-to-day work tasks that you forget to sit back and reevaluate what is and what is not working in terms of yourself, your work environment, and the coworkers around you.

However, accountability requires taking an honest look at the things that can help you understand where to make proactive changes so that you will be able to move forward and progress – as opposed to taking a reactive approach.

Coachability

Being coachable and having the willingness to learn are some of the best examples of accountability in the workplace. It is important to listen to advice from others, as this may help you to avoid issues in the future that could have negative effects on your career or personal life.

There is always more than one way to do something, and others may know something you don’t. Be sure to ask when you don’t know, and be open to accepting skills and knowledge when it is passed on to you.

Responsibility

Personal accountability includes accepting responsibility for mistakes you made and taking the necessary steps to resolve the problem and avoid making the same mistake in the future.

While admitting you were wrong can sometimes be difficult, it is important to remember that making mistakes is part of human nature. The best way to deal with such situations is to admit your mistake, actively search for solutions, and learn from them.

Speaking Up and Saying What Needs to be Said)

If you see something wrong happening in your workplace, it may be difficult to speak up. However, ignoring the problem is just another way of contributing to it, and showcases a lack of accountability. This can lead to problematic situations continuing and escalating when they could have and should have been dealt with sooner.

It is better to be brave and speak up when you notice a problem. As a result, you contribute to the working environment improving for everyone once the problem is resolved.

Accountability also includes taking a strong stance where others won’t. This could mean saying something others won’t like hearing, but having the courage to do so anyway.

Accept Criticism Gracefully

Apart from being able to accept responsibility for one’s actions, one of the most important accountability skills is being able to accept criticism with grace. In order to do so, you must be able to let go of your ego and listen to others when they provide you with constructive criticism and feedback.

Taking such feedback and growing from it can help you grow and develop, both in your professional life and your personal life.

Stay Focused

The workplace is always filled with distractions that need to be dealt with. As a result, you may need a lot of resilience, determination, and patience to focus on your work tasks and other things that require attention.

How you handle yourself in such situations demonstrates your values and your work ethic. Effective prioritizing of tasks can mean more respect from colleagues and superiors and forms part of accountability in the workplace.

Good Communication despite Disagreements

It’s impossible to agree with everyone. In the workplace, teams are made up of several people, each with their own personality and views. As a result, there tend to be differences of opinion.

While it may be difficult to remain calm in a situation where you feel that you are right and another person is not, being mature enough to handle disagreements calmly and patiently is an excellent way to become more accountable. This way, you will be able to successfully communicate your ideas and thoughts during a disagreement in the team, without emotions getting the better of you.

In turn, others will be able to learn from and follow your example when dealing with differences of their own.

Sincere Apologies

A sincere apology can go a long way in the workplace.

It is a good idea to apologize first after a disagreement or making a mistake, especially once you realize you are at fault. When apologies are sincere, others can see that you are taking accountability and learning from you.

Policies and Procedures

Workers tend to lose trust, respect, and confidence in people who do not follow protocol or established procedures in the workplace. Having such procedures in place is an excellent way to measure accountability and keep tabs on employees trying to cut corners.

Show Up

Constant absenteeism or missed deadlines are quick ways to lose respect and value in a workplace. Workers who take accountability are those who consistently show up for work, either at the right time or early, and rarely miss important briefings or team meetings.

In order to take accountability for tasks assigned to you, and the conditions laid out in your work description, you will need to be involved and present on a daily basis.

Confront Problems

Accountability means being able to confront problems. Dealing with them directly shows bravery, and that you are not afraid to deal with shortcomings and challenges in the workplace.

In turn, this can be a great way to show others that they are being counterproductive when they actively avoid problems.

Initiative and Leadership

While most companies hold employees accountable and expect each team member to showcase a sense of accountability, you may still find yourself in situations where people around you are unable to perform tasks.

However, part of being held accountable is helping and guiding colleagues who are struggling, even when you won’t benefit from it directly. This shows your leadership skills and a willingness to take initiative.

Transparency and Sharing Information

Accountability can help to foster positive relationships, employee engagement, and higher job satisfaction in the workplace. It also fosters an environment of openness and transparency when you show others that you can be honest with yourself and your team members.

While this goes for taking responsibility for your mistakes and being transparent about issues that may halt progress in the workplace, it also includes sharing ideas or knowledge that could help coworkers and team members to perform better in their jobs.

Additionally, sharing ideas and information with others can help to avoid misunderstandings. It also ensures that every team member understands the goals of the team or company as a whole, and is able to work towards them.

This also helps to improve efficiency with teamwork and communication across different teams and departments. This is also a good way to encourage accountability and honesty in others.

Assisting Colleagues

When you showcase your ability to be held accountable, it earns the respect of coworkers and creates a safe space wherein employees feel that you can be trusted to help them complete tasks if needed.

This, in turn, shows your commitment and willingness when it comes to teamwork, and can result in high-performing teams.

Resolve Issues Before They Escalate

Another great way to embed accountability in your everyday work life is by being proactive when it comes to issues, and working to resolve them before they have a chance to escalate. Things can get out of hand quickly if problems are allowed to build up.

Take the time to resolve a problem as soon as it’s identified, instead of letting it get bigger. This can save everyone a lot of trouble and encourages employees to voice problems before they escalate, too.

Honesty and Openness

Being honest and open with superiors is a great way to earn their trust. This can mean simply speaking up when you have a problem or when a situation falls outside of your skill set.

Another way to earn trust is by consistently achieving great results without needing to be micro-managed by superiors.

Responsibility for Team Performance

Someone who is accountable is someone who also accepts responsibility for what happens in a team, as this is a reflection on the team leader.

When a team isn’t performing well, it is the responsibility of the team leader to improve those results by working with the entire team and showing commitment to achieving team goals. Similarly, a high-performing team reflects well on the manager.

Attention to Detail

Double-checking work for flaws or potential improvements before submitting it is a disciplined way of working and shows accountability. Creating the habit of checking your work, or the work of team members, carefully before submitting it is also a great way to avoid mistakes further down the line.

However, employees are protected against these kinds of acts by employers and have the right to file retaliation claims against them under state and federal law. This ensures that employees who step forward to report misconduct are not punished for doing the right thing.

In this article, we will explain what are considered acts of retaliation in the workplace, signs of workplace retaliation, and how and when to file a retaliation claim.

What is Workplace Retaliation?

Workplace retaliation essentially involves a leader or employer taking negative action against an employee who filed a complaint regarding harassment or workplace discrimination. According to the Equal Employment Opportunity Commission, filing a formal complaint is a protected activity. Therefore, retaliation in the workplace after a complaint is filed is an illegal activity.

Human resource employees supervisors, and other employees must be well-versed in understanding the concept of workplace retaliation to ensure the proper measures are taken, and employment discrimination is addressed appropriately.

Common employer reactions considered as workplace retaliation include the following:

• An employer takes adverse action by keeping employees from attending business events or meetings.
• An employer transfers an employee to another location or a different department.
• An employer withholds a promotion to a desirable position or raises from an employee.
• An employer gives an employee an unnecessarily negative performance review.
• An employer makes an employee feel unsafe or uncomfortable or makes working conditions undesirable.
• An employer limits the number of hours an employee can work.

In addition to the actions outlined above, there are also several subtle adverse employment acts that may count as workplace retaliation and must be addressed.

Subtle forms of workplace retaliation include:

• Ignoring an employee and excluding them from group activities, which is also referred to as “cold shoulder” treatment.
• Being excessively critical and micromanaging an employee’s tasks that were deemed sufficient in the past.
• Spreading false rumors about an employee.

5 Signs of Workplace Retaliation

Workplace retaliation takes many forms, but if an employer executes a negative action that causes a reasonable employee to exercise their legal rights, it is more than likely enough reason to file a legal workplace retaliation claim.

The following actions by an employer or company leader are commonly observed in cases of workplace retaliation:

1. Termination – An employer fires an employee for unclear or unnecessary reasons.
2. Demotion – An employer causes an employee to lose their status, seniority, and responsibilities and places them in a lower-ranking position.
3. Deduction of hours or salary – An employer gives an employee a pay cut or shortens the hours on their work schedule.
4. Reassignment – An employer assigns certain duties and responsibilities that cause an employee undue hardship.
5. Exclusion – An employer intentionally excludes an employee from training sessions, staff meetings, or any other group activities in which other employees participate.

There are many other forms of adverse employment action, such as unwarranted and unexpected negative performance reviews and using such reviews as grounds for a promotion denial.

How to Prove Retaliation for Retaliation Claims

Proving workplace retaliation definitively requires you to establish three things:

1. You executed a protected activity according to the Equal Employment Opportunity Commission
2. You suffered negative consequences after exercising such an activity
3. The adverse actions that occurred were the direct result of the legally protected activity

Below is an inexhaustive list of legally protected activities:

• Filing a complaint against sexual harassment or other forms of employment discrimination, including race and national origin discrimination in the workplace
• Requesting disability or religious accommodation
• Talking to the police regarding an employer’s action that you believe is unlawful
• Filing a workers’ compensation claim
• Acting as a witness for a colleague in case retaliation occurs
• Talking to your manager, supervisor, or the human resources department about harassment or discrimination in the workplace
• Intervening with or resisting sexual harassment or other illegal practices
• Refusing an order that can lead to discrimination
• Taking a leave of absence that you are entitled to
• Filing a formal complaint with the Labor Commissioner in good faith
• Inquiring about salary differences if you suspect discriminatory wage gaps
• Participating in political actions
• Inquiring about your employer’s policies on immigration

Several federal and state laws protect employees and job applicants when they execute these actions. Anti-discrimination laws explicitly protect workers against retaliation in the workplace following a protected activity.

The most challenging part of a retaliation case is often proving causation. The invoked law determines the connection between the adverse employment action and the protected activity, and some are more precise than others. For clarification, consider these examples:

• Retaliation claims made according to the Sarbanes-Oxley Act are required to prove that the protected activity was a major contributing factor that caused the employer to retaliate.
• A retaliation claim made under the FEHA is required to prove that protected activity was the primary motivator for the retaliation.
• A retaliation claim made under Title VII or ADEA is required to prove that protected activity was the significant action that led to retaliation.

More often than not, it is very difficult to prove that an employer’s actions were a form of retaliation. Circumstantial evidence often serves as the primary grounds to prove that a protected activity led to an adverse reaction. Such circumstantial evidence often includes:

• The close proximity between the negative action and the protected activity
• A dramatic decline in work performance review after the protected activity was exercised
• Co-workers do not face the same level of increased scrutiny for similar activities following the execution of the protected activity

Before filing a complaint against an employer, consult a human resources representative or an experienced employment lawyer to ensure the evidence is sufficient to take the matter further. It will also strengthen your case if a witness is willing to get involved in the retaliation case.

FAQs

What happens if the benefits or salary of a reasonable employee are reduced?

If your salary or benefits are suddenly reduced following the execution of a legally protected action, it is considered an adverse employment action, and you have the right to file a complaint and exercise your legal rights.

An unwarranted reduction in any of the following areas is deemed an adverse employment action:

• Monthly salary
• Hourly wage
• Paid leave
• Commission
• Sick leave
• Medical leave according to the Family and Medical Leave Act
• Overtime payments

Can an employer demote or terminate an employee for performing a protected action?

Termination and demotion are some of the most grievous forms of workplace retaliation. It is common for demotions to occur shortly after the execution of a protected activity. Until such time, an employer will likely reprimand you for minor things and write poor reviews regarding your work performance to justify the demotion.

Is a reassignment considered retaliation?

If an employer transfers you to another work location or reassigns you to a different role without cause, it may be a form of workplace retaliation.

You can distinguish a reasonable reassignment from retaliation by considering whether the transfer puts you in a problematic position, either related to location or duties. Employers are notorious for making an example of an employee by reassigning them. They often reassign staff members to show other employees what will happen to them if they speak up, which is undoubtedly a form of retaliation.

What should I do if I suspect workplace retaliation?

If you suspect that you are a victim of workplace retaliation, it is essential that you see an employment lawyer as soon as possible. Several employment laws entail distinct procedures, so getting the proper guidance is advised.

Some federal and state laws require employees to report their complaints to the organization’s human resources department before further measures can be taken.

If the retaliation claim aligns with Title VII, you must file a discrimination charge with the EEOC, which will effectively serve as a mediator between you and the employer.

The EEOC will conduct a thorough investigation if no conclusion can be reached or if the employer fails to act in good faith. Thereafter, the EEOC will take complete control of the case and sometimes even issue a Right to Sue letter, giving you the right to pursue the claim in the Supreme Court.

Workplace training does not only benefit the organization. In fact, there is scientific evidence linking learning to happiness. Providing training courses to your employees allows them to develop skills and gain new knowledge, therefore increasing their satisfaction with the company and improving overall employee retention.

Each person has their own learning style. Some are visual learners, others have better knowledge retention through on-the-job training. The employee training method you choose can affect the outcome of training programs.

How important is it to choose a training method?

Choosing the best training method from a long list of employee training methods can be quite daunting. However, taking the time to figure out the best employee training method to use can go a long way toward ensuring that the program is effective.

Some training methods target a range of learning styles, whereas others only focus on one particular style. We’ll explore the features of the most popular employee training methods below.

Types of Training Methods For Employees

1. Instructor-led Training

Instructor-led training, also known as classroom learning, is one of the most traditional training methods for employees. This method mimics other classrooms in that an instructor is preparing and leading the program. Normally, instructors use a lecture-style presentation with visual components.

Instructor-led training is popular as it can easily be customized to meet the organization’s specific needs, making it one of the most effective employee training methods. Additionally, it can also be done in several ways, i.e. through in-person training or through online training.

Classroom learning has many benefits, one of which is giving employees the time to interact with their trainers and ask any questions that might otherwise go unaddressed in other training methods.

That being said, instructor-led training can become ineffective if the classroom is too large as it can inhibit trainers from interacting with all students.

2. Role-playing

Role-playing is a type of interactive training where participants are assigned a role to work through difficult real-life situations, thus training employees on how to manage issues effectively.

Role-playing is an effective employee training method, especially for workers whose job roles include interacting directly with clients or customers. It is also effective in teaching employees how to utilize critical thinking and problem-solving skills.

It is important to note, however, that role-playing requires more time from employees, which means their productivity might suffer. It is also not the most effective employee training method when the topic is simple and straightforward.

3. Hands-on Training

Hands-on training or on-the-job training is one of the few employee training methods that allow employees to jump straight to the more technical skills or practical skills needed to efficiently do their job.

For instance, new hires begin working immediately with this training method, thus giving them the opportunity to learn the ropes while getting paid. Conversely, the company also immediately benefits from the work of new hires.

There are different types of employee training methods, specifically for on-the-job training, such as:

• Internships – Interns obtain guidance and support from the company that hired them. They also gain more knowledge about what a certain job entails, improving their future success.
• Rotations – Job rotations expose employees to different business areas, allowing them to develop a variety of skills and have a deeper understanding of business processes and the company as a whole.

On-the-job training produces results quickly. It is also one of the best training methods for developing leadership skills.

That being said hands-on training can be risky and costly. New hires are less experienced, which means they can make more mistakes that can cost the company.

4. Coaching or mentoring

One way to onboard new hires is by pairing them with a mentor. Doing so gives your new hires one-on-one attention and the chance to ask their questions (and be given answers) on the spot. In addition to learning, coaching can also help foster a relationship between employees that continue well after the training.

Contrary to some beliefs, coaching sessions can be implemented both in-person and virtually, making it ideal for office workers or remote employees.

There are several downsides to choosing coaching as the training method. First, it requires a significant amount of time from the supervisor. Second, the relationship formed between the mentor and the learner can be a deciding factor for a successful training program.

5. Simulation Training

Simulation training is a type of employee training that lays out different scenarios to allow participants to practice tasks that mimic the actual work they are expected to perform for a specific role. Often a computer-based training, this method is more commonly used in high-risk or high-stakes fields, such as pilots, military personnel, or doctors.

Simulation training helps employees build skills, including problem-solving and critical thinking, under pressure. They can also make important decisions in a risk-free environment and experience the consequences of different choices.

While it is one of the effective training methods of choice for employees in the medical and aviation industry, simulation training can be quite expensive, especially because it requires the company to conduct regular updates and maintenance based on the ever-changing industry trends. Simulation training also cannot completely recreate all real-life situations.

In some cases, simulation training can desensitize its users as it gives them a faulty sense of safety.

6. Job Shadowing

Job shadowing allows new hires to observe what their colleagues are doing and what techniques they use to carry out their jobs effectively. This type of training is most useful for employees working in the restaurant, medical, manufacturing, administration, and trades industries.

Compared to coaching and internship, job shadowing is less time-intensive. It also gives new hires access to first-hand information or knowledge while observing a veteran employee.

That being said, observers should be given initial knowledge of the field, and the workplace behavior required in it before they begin job shadowing. Additionally, job shadowing may not give observers enough time for in-the-moment questions due to the fast-paced nature of this training method.

7. Video training

Video training is fast becoming one of the most preferred training methods over the past years. Unlike traditional training methods for employees, video training delivers sophisticated learning experiences at a lower cost. It also allows viewers to digest information in an easy-to-understand format, which they can go back and rewatch at any time.

There are plenty of ways companies can approach video training, including:

• Animations – this style involves explaining simple to complex topics through visual illustrations
• Live-action – live-action videos are great for showing appropriate and inappropriate interactions through role-playing scenes
• To-camera – this style involves a narrator who directly communicates information to the viewer. This takes a more lecture-style format
• Screen recorded – screen recorded videos feature a recording of things happening on a lecturer’s computer screen. This is a great style to use if you’re teaching employees how to use digital tools

Videos can make difficult material more interactive and engaging. Additionally, the material is easily accessible and users can learn at their own pace. That being said, making videos can be time-consuming.

8. Gamified Learning

Gamification is the process of learning that involves different game-like elements to make training programs and lessons more entertaining and impactful. Psychologically, gamified training keeps learners engaged and more willing to take on repetitive tasks.

Gamified learning gives participants instant feedback, badges, and rewards as they progress through the many stages, thereby increasing employee motivation.

There are several game-like elements you can use as part of any training program, including:

• Challenges (allow mapping and learning objectives)
• Levels (carves a learning path for users)
• Instant feedback (aids in the progress of participants)
• Scores and points (give users a sense of accomplishment
• Competition (assesses where learners stand against their colleagues
• Collaboration (encourages teamwork)

Games can be used to enhance different types of training sessions, be it traditional or online training methods. It can also be used to involve learners in their own learning experience, thereby helping them retain information more easily.

Before you choose gamification as your training method of choice, do note that the cost of additional resources required to enhance gameplay can be expensive.

Choosing the right training methods

When it comes to choosing the right training method, it is crucial to take the organization’s culture, size, employees’ skills, and training needs into account.

Choosing training methods does not mean having to stick to one particular approach for all employees. You can opt for more than one training method to cover different employee groups.

To choose a training method, here are some things you need to determine:

• What is the goal of your training program?

Different types of training programs have varying aims, which means the best methods to use will also change.

If you’re aiming to teach and develop leadership, emotional intelligence, and change-management skills, coaching may be the best training method to use.

If you’re aiming to disseminate information on new company policies to your entire workforce, or if you have a large group of entry-level employees, e-learning methods such as video learning and online courses, are among the top choices.

• Who is your target audience?

When choosing a training method, you should aim for one that would benefit your target audience the most. Older employees often find instructor-led training more comfortable while younger workers usually prefer gamified training or videos.

Additionally, all online training methods are effective for remote employees or senior-level staff with limited availability or who travel a lot.

In Conclusion

Employee training is key in ensuring the success of a company. Without investing in training to develop their employees’ existing skills or teach them new skills, companies cannot succeed against their competitors.

Training is also crucial to keeping employees engaged and improving employee satisfaction, both among existing workers and new hires. Choosing the right training methods in integral to ensuring effective training.

One of the best ways to maximize your employees’ potential and increase productivity is through workplace coaching. Also known as professional, management, or leadership coaching, workplace coaching is invaluable for achieving company objectives. In fact, it should form part of regular employee performance management.

Failure to coach employees can cost your organization money and result in a disengaged and unproductive workforce. Thus, HR directors need to act quickly to ensure their companies stay in the running by utilizing the most effective coaching techniques.

In this article, we provide you with a full breakdown of workplace coaching, from what it entails to why it is important and the advantages it can offer your business.

Let’s get started.

What is Workplace Coaching?

Workplace coaching is the process of empowering employees by providing them with the necessary knowledge, tools, and opportunities to help them become more effective at their jobs.

It involves a professional helping relationship that focuses on the needs of employees with the aim of addressing company objectives.

Furthermore, we can define workplace coaching as a management and leadership strategy that promotes shifts in behavior and thinking which can contribute to an individual’s personal and professional growth. In other words, coaching helps employees to develop their talents and become the best versions of themselves.

Workplace coaching can also increase organizational resilience in today’s fast-paced world by encouraging employees to continuously renew their skills, helping them adapt to an ever-changing environment.

What Workplace Coaching Is Not

Workplace coaching is not simply a re-packaging of management skills, even though it does rely on several key management skills. To elaborate, coaching focuses on employee growth and development by removing any obstacles that may hinder performance, which leads to increased productivity. Management, on the other hand, involves evaluation, supervision, and meeting objectives.

Similarly, workplace coaching is not counseling or therapy, despite it using some of the same communication processes. Coaching involves creativity, action, and performance, whereas counseling involves listening to and empathizing with an employee.

Additionally, employee coaching is not consulting or mentoring, although coaches will use their experience and occasionally offer their opinions or advice. Instead, coaching goes a step further and equips employees with the resources to develop their own best practices and connections.

Finally, employee coaching is not training or merely providing feedback. While coaches do provide information, they also support the employees they coach in developing their knowledge and skills which, in turn, helps to promote changed behavior.

Who Does Workplace Coaching?

Coaching in the workplace can take place in one of two ways.

In the first, coaching occurs internally in the form of either formal or informal coaching sessions that are carried out by a person in a leadership or management position. This is known as leadership-style coaching. Managers with coaching skills can also engage in peer-to-peer coaching as a means of supporting and guiding one another in challenging environments.

In the second, the company hires an external coach to conduct the coaching sessions. These sessions may involve positive psychology interventions, which are strategies that aim to promote an individual’s well-being.

Regardless of the kind of approach your business decides to adopt, your workplace coach should be focused on:

• engaging employees,
• making sure employees understand company objectives, and
• equipping employees with sufficient resources to reach organizational goals independently.

Note that these outcomes can only be achieved by coaches and leaders who don’t follow a cookie-cutter approach to coaching employees and that the best workplace coaches are those who tailor their coaching style to the needs of those they are coaching.

The Importance of Coaching in the Workplace

Every organization requires a means to remain competitive in today’s fast-paced and ever-changing field of business. The most successful organizations have identified coaching as an excellent way to do this since it promotes creativity, resilience, and breakthrough performance.

As many organizations are finding out, the traditional ‘command and control’ management style is no longer effective in the current environment, which calls for rapid response, resilience, leveraged creativity, and individual effort and performance. In other words, these are the factors that businesses need to remain competitive by today’s standards.

Another key aspect of company success that can be achieved through coaching is employee retention. Workplace coaching supports employee career advancement and higher job satisfaction which, in turn, helps to retain the most valued employees. In addition, coaching employees to performance, rather than managing them, makes them more committed to their work and meeting organizational goals.

Successful organizations have also realized that the ongoing training of employees is essential for maintaining their competitive edge. However, training is only effective when paired with coaching since the coaching process ensures that the knowledge that was imparted actually results in lasting behavioral changes.

Why Coaching in the Workplace is Critical Both at Present and in the Future

For most businesses, change will be the standard moving forward. Similarly, team and organizational success will be determined by individual resilience and performance.

Coaching will be key in both regards since it harnesses individual abilities and strengths, resulting in maximum performance.

Furthermore, coaching offers direct on-the-job training as well as just-in-time training designed for a specific situation.

Coaching also promotes shifts in behavior that allow people and projects to move forward without difficulty.

Finally, because a change in business is often not straightforward and requires rapid readjustment to entirely new models, workplace coaching helps employees to adapt and respond accordingly to meet changing business demands.

Advantages of Coaching in the Workplace

Developing a coaching culture in the workplace can be beneficial for your business because it:

Leads to More Engaged Employees

Employee engagement describes the level of commitment that employees feel toward their jobs. It plays a key role in organizational success since engaged employees are likely to perform better at their jobs, leading to increased productivity. Successful coaching results in higher levels of employee engagement because it makes workers feel valued. In a nutshell, when you invest in your employees, they, in turn, are more likely to invest their time and effort into achieving company goals.

Lowers Employee Turnover Rates

Employee retention is one of the biggest challenges organizations face today. One of the best ways to retain top talent and maintain productivity is through employee coaching because it leads to higher job satisfaction. Employees also interpret coaching as a sign that they are being cared for. As a result, they feel like their contributions are necessary to the organization. Such employees are more likely to stick around for the long haul.

Increases Productivity

Engaged employees, combined with lower turnover rates, resulting in increased productivity. Coaching in the workplace provides employees with direction, purpose, and goals to work towards. Employees also become more confident in their own abilities when they achieve the set goals. Likewise, workers who remain with the company for a long time will become more competent in their jobs. This gives you room to improve your existing skills, which costs less than hiring and training new employees.

Increases Team Effectiveness

Coaching in the workplace helps to create stronger bonds between team members within an organization. It also improves the relationship between managers and their staff, so workers feel more comfortable approaching their superiors for help in case of problems. Another advantage of this is that it opens the door to positive communication and honest feedback.

Advantages of Coaching in the Workplace for Managers

Being a manager comes with its own set of responsibilities and challenges. For an individual to succeed in this role, they need to be equipped with the necessary leadership skills. This includes the ability to coach staff when the need arises. For this to happen, the managers themselves need to be coached and given the necessary tools to develop their coaching skills.

Some advantages of workplace coaching for managers include:

Better Management Skills

Executive coaching for managers allows them to develop their skills, such as the ability to communicate effectively and provide high-quality feedback. These skills put managers in a better position to support and grow their teams which, in turn, benefits the entire organization.

Improved Productivity

Successful managers know how to prioritize their time and attend to the needs of their team members. Executive coaching teaches those in leadership positions better time management skills and how to balance their responsibilities, both of which are key to improved productivity.

When to Implement Coaching in the Workplace

Workforce coaching can be implemented at any time a manager sees fit. However, it is important to identify which employees need coaching and which require a different approach.

For example, coaching can greatly benefit an employee who has the necessary skills and ability to perform their job, but who lacks the confidence, motivation, or drive. On the flip side, coaching will be of no help to an employee who is struggling with personal issues such as divorce. In this case, counseling may be a better-suited approach.

The Bottom Line

In the current marketplace, adding value is key to company success. One of the best ways to do this is through coaching in the workplace, which can make employees feel valued in their jobs. In return, employees add value to their organizations by working harder to reach company goals.

Employees who have received coaching also tend to have a more positive outlook on their careers, which makes them more likely to succeed. Furthermore, research shows that employees perform better when they are being positively coached instead of constantly being evaluated.

Finally, coaching skills improve management and leadership, strengthen the relationships between co-workers, motivate sales production, and promote diversity awareness and leveraging.

We also know that ongoing coaching will play an important role for businesses in the future since it will prepare employees for the inevitable shifts in business demands.

All in all, coaching is a tool that can be used to foster a positive working environment that recognizes every employee’s contribution and allows for continuous career development, providing a win-win for employees and the organizations they work for.

Performance management systems can have various focuses, including the performance of individual employees, specific departments, or the company as a whole.

Keep reading to discover everything you need to know about managing performance, its benefits, and the importance of performance management systems.

What is Performance Management?

Throughout the year, supervisors and employees have ongoing communication regarding the strategic objectives of the organization and how to go about achieving those objectives.

This can include making performance expectations clear, identifying goals, setting objectives, giving and receiving feedback, and reviewing the results. This process is referred to as performance management.

To increase efficiency in both management and employees, performance management systems should have clear targets.

Performance Management System

Performance management tools can be used by supervisors and managers to monitor and evaluate performance of team members and senior executives. Effective performance management systems also need to help employees achieve goals by clarifying manager expectations, reviewing performance to pinpoint strengths and weaknesses, and creating opportunities for training and development.

Benefits of Performance Management

There are a variety of tools that senior management can use for managing employee performance, each of which has its own benefits in a company.

Some of these tools and their benefits include:

• Incentive Programs – Can boost productivity among employees
• Company-wide Goals – Can encourage teamwork
• Using Development Strategies – Provides measurable data
• Constructive Feedback – Promotes a healthy work culture

Five Stages of Performance Management

Performance management is a continuous process that goes both ways. Feedback to and from employees is important to ensure that employees understand what is expected of them, and how they are contributing to the overall goals of the organization.

In order for this feedback to be successful, however, it needs to happen in real-time, be specific, and improve performance rather than hinder it. In other words, criticism is not encouraged.

Employee performance conversations should include both strengths and weaknesses in the employee’s work, i.e., what employees do right as well as what they do wrong.

There are five stages in all performance management processes. These include:

Performance Planning Stage

This is the first stage in the process of performance management. In this stage, managers discuss current performance, the working environment, goals, and how to achieve objectives with employees.

Employee Development

Managers use training opportunities to develop employees and ensure that they have the required mindset and skillset to perform well.

Tracking

Managers use tools and software to track and measure performance, in order to pinpoint issues and areas for improving performance.

Performance Appraisal

Using interviews, self-assessment, and 360 feedback, managers (together with employees) review employee performance.

Rewarding Good Performance

In the last stage, managers reward employees for whom the performance management process results in the desired outcome.

Importance of a Performance Management System

Having a performance management system in place aids in employee recruitment and retention. Other benefits of performance management include:

• Encouraging Employees (via incentive programs)
• Boosting Employee Engagement and Productivity
• Aiding in the Creation of Development Strategies
• Promoting Feedback
• Encouraging Team Building

Encourages Employee Reward and Recognition

Employee retention tends to be higher when employees are recognized and rewarded for their hard work. Statistically, eighty-three percent of employees who work for an organization with a good recognition and reward strategy are likely to stay with that company long-term.

For this reason, it is important to accurately identify activities that reward recognition and rewards, using effective performance management.

Boosts Employee Engagement and Productivity

Employee engagement refers to how emotionally committed an employee is to the goals of the organization and the organization itself. In other words, it is about how much an employee cares about their company and their work. In turn, this influences how employees attempt to help advance the business.

Employees who are engaged, or care about the company they work for, tend to use discretionary effort. This means that they will put in extra effort without being asked to do so by superiors. They feel the need to be proactive and are willing to put in more effort. In so doing, they increase their individual performance.

Engaged employees tend to create their own goals and stay with the company longer. They also produce better results and are more involved in the workplace.

This can lead to a boost in company-wide productivity and a better Return of Investment.

Using a continuous performance management process can help employees become more engaged. It fosters trust by providing a space where employees feel comfortable regarding open communication and feedback and creates an air of support and encouragement.

When employees believe that the organization they work for and their managers or superiors have their best interest at heart, they are more likely to reciprocate.

However, this can only be achieved with an effective performance management system.

Aids in the Creation of Development Strategies

Effective performance management strategies allow for employee performance to be tracked without wasting valuable resources or company time. When the right strategy is created, it allows companies to take a proactive approach to the needs and development of their employees.

When open communication is fostered, companies can come up with strategies that develop employees by growing and evolving their natural talents. Employees can reach and even exceed their potential.

To develop an effective performance management strategy, you may need to:

• Analyzing employee needs
• Identifying gaps in employee skillset
• Prioritizing skills that need to be addressed
• Planning development and offering needed training

Creates an Environment for Feedback

Performance management relies on transparent communication and continuous feedback. This includes feedback from management to employees, as well as feedback from employees on company goals and their own performance. It allows employees to freely express their opinions.

In an organization, feedback should be both structured and unstructured. Structured feedback is typically systematic and planned, like during a performance review. Unstructured feedback is more frequent and occurs whenever there is an opportunity.

Keep in mind that, during this process, it is important to first share positive things about an employee’s performance with them, before pointing out areas that need improvement and devising strategies to do so.

Employee Performance Management Programs

In order to evaluate performance successfully, every organization needs a custom program. Employee development differs between companies, and while the end goal is the same (improving employee performance), each company’s development program should be tailored according to the kind of organization it’s for.

However, there are still some primary elements included in every performance management program, such as:

• Synchronization between organization objectives and employee development
• Specific outcomes to be achieved on a day-to-day basis
• Creation of strategic and measurable goals
• Regular feedback to and from employees
• Year-round engagement (as opposed to an annual review)

However, not all talent reviews are executed well, and in some cases, the process used to perform these reviews lacks leadership and is unnecessarily vague or complicated. Stale talent review processes, or the lack of any process, can be detrimental to the strength of a company.

For this reason, it is important to ensure that your talent review process is as efficient as possible. An efficient talent review enables a company to keep up with opportunities and gaps in talent, and for top talent to be identified, developed, and retained.

When talent reviews are done well, they can fuel success in any company. In this article, we discuss everything you need to know before conducting your next talent review.

What Are Talent Reviews?

When a company’s management team meets and discusses the performance, future potential, and scope of improvement of employees, it is referred to as a talent review meeting. While performance reviews focus specifically on employee performance over a certain period, talent reviews focus more on the big picture.

This process is a great way to map out the company’s talent requirements, and which employees would do well in future positions. Talent reviews highlight employee talents and weaknesses and help management identify which employees would be able to fill vacancies.

The need for new positions may also be uncovered through talent review meetings.

In short, talent reviews enable businesses to make strategic decisions when it comes to talent.

When companies prioritize talent review meetings, it can:

• Boost the company’s bench strength
• Help to retain talent
• Reduce employee turnover
• Demonstrate adaptability
• Demonstrate agility
• Cultivate growth and opportunities in the company
• Identify and develop natural leaders and innovators

Typically, management rates an employee’s work on one of several scales. These include:

• Elite Performance – The best performers, considered for future roles
• Far Exceeds Expectations – Employees with an outsized impact
• Exceeds Expectations – High performers who need consistent nurturing
• Meets Expectations – Employees with a lot of scope for improvement
• Below Expectations – Bottom-ranking employees that need to be put on a performance improvement plan

Conduct Talent Reviews

Ideally, talent reviews should be performed by business leaders and senior executives. The size and type of organization usually determine the size of the review team and the members involved. In an organization with fewer than fifteen employees, it may not be necessary to involve business leaders and senior executives.

However, in a large business where it is impossible to gain visibility into the performance of individual employees, it is important to appoint leaders, executives, and managers with insight into employee performance.

Common Criteria in a Talent Review

No two companies have the same challenges or objectives, which means that performance and talent review criteria typically differ between organizations. However, there are some common talent management review criteria used in most businesses to identify high-potential employees. These include:

Handling Pressure

Pressure can bring out the worst and best in employees. Talent reviews are an excellent way to identify employees that flourish when working under pressure.

Solving Problems

Identify the employees that are good at solving problems independently, instead of consistently bringing small matters to senior executives.

Making Decisions

Find employees that are capable of making crucial decisions and have great analytical skills.

Adaptability

Talent reviews are also an excellent way to identify employees with the important skill of adapting easily to changes and new environments.

Productivity and Efficiency

Because efficiency and productivity are so important in a company, look for employees that know how to make the most of the resources and time at their disposal.

Collaboration and Cooperation

Look for employees that have reached across the business and connected with other teams. These employees are typically natural leaders.

Leadership Skills

Find employees with a natural talent for inspiring others and leading the herd (i.e., proven leadership skills).

Outsized Impact

While some employees are only concerned with finishing tasks and going home, other employees go above and beyond to add value to the company. These employees have an outsized impact on the organization.

Positive Attitude

Use talent reviews to identify employees that have positive attitudes, aren’t afraid of facing challenges, and get tasks done no matter what.

Ethical

Find employees with strong moral values and ethics. These employees tend to be trustworthy, loyal, and honest.

How the Talent Review Process Works

Assess

Talent reviews typically start with managers completing and reviewing the performance management documentation and outcomes. This can include gathering supporting evidence of current levels of performance and determining the strengths, improvement areas, ratings, and level of potential for all team members. It can also include analyzing critical roles and key people in the business, as well as reviewing the strategies and corporate plans of the business.

Keep in mind that the data may include the following limitations:

• Difficulty making across-the-board comparisons due to different processes being used in different areas of the company
• Inconsistencies in the objectives and their quality
• Varying degrees of leniency between different managers while assessing the achievement of objectives
• Different requirements and challenges found in different roles

For this reason, it is important to look at the gathered data critically before making important talent decisions.

Document

Once each team member has been assessed, managers usually document the outcomes of the assessment in preparation for the talent review meeting. HR professionals often provide templates for this purpose. Some of the methods and tools that can be used to gather this information include:

• Performance/Potential Grid (also referred to as the ‘9-Box’)
• SWOT
• Talent management databases and systems
• Talent review templates or spreadsheets

Prior to the talent review, managers in many companies complete and provide bespoke talent review spreadsheets, which are used to record information such as

• Current role and level of employee
• Employee’s achievement of objectives
• Employee’s behavior and competencies
• Overall performance
• Overall potential
• Possibility of promotion
• Strengths and weaknesses
• Position on the 9-box grid

Keep in mind that the 9-box method is not without its limitations and does not necessarily ensure the best talent decisions when used on its own.

During talent reviews, line managers place individual employees on the 9-box grid, based on debates, peer challenges, and moderation that takes place during the review meeting. Whether or not such plotting is useful can depend on several things, but the following is important for successful talent reviews:

• The validity and quality of criteria used to determine potential and performance
• Convincing and reliable assessments by line managers
• Consistent and high-quality performance assessments
• High-quality discussions about employee placements

Discuss

Usually, the next step in the process is the talent review board meeting, which should include a kind of Gap Analysis. During this analysis, managers should aim to get a bigger picture by comparing the needs of the company with the current talent pool.

As mentioned, this meeting typically also includes discussions about placements in the 9-box grid. Managers should come to an agreement regarding the potential of talent in the company, as well as how to support and manage talented individuals.

Follow-Up

Once the review board has concluded, the responsibility of putting the wheels in motion usually lies with the various stakeholders. This includes:

• Updating succession plans to include the new data
• Inviting employees to join leadership development programs, talent pools, or fast-track schemes
• Promoting employees who were deemed ready to fill talent gaps
• Supporting employees who are underperforming or preparing for new roles

It is important for the follow-up process to maintain momentum and structure for the conclusions of the talent review to be implemented successfully.

Ensuring Effective Talent Reviews

The decisions made during the talent review process can impact the organization in terms of objectives, leadership, and mindset. For this reason, it is important to conduct a successful talent review process.

Keep reading to discover some of the best practices to help to ensure an effective talent review.

Flexibility

The talent review process and the HR software used to track employee performance need to be agile enough to allow for changing challenges, objectives, and needs. One way to make talent review meetings more efficient, is by scheduling them as needed, instead of annually.

Employee Potential

It is also important to focus on the big picture and consider performance throughout the year. While talent reviews are often performed more frequently, they should not focus solely on performance from recent months as this could lead to losing valuable employees.

An employee’s performance should also be reviewed beyond company revenue. Consider the value employees add to the business by improving culture, raising morale, and assisting coworkers.

For a truly effective talent review, be sure to capture talent data such as:

• Overall performance
• KPI
• Goal achievement
• Strengths
• Progress or growth (since joining the organization)

Be on the lookout for reasons why employees may want to leave the company. This can be a great way to find areas for potential improvement in the company, boost employee morale, and improve employee retention.

Evaluate Talent Throughout the Business

It is a common mistake to only conduct talent reviews for high-level positions in the company, such as managerial level or higher. While it may be tempting and save time, this approach can be disengaging and limiting. Lower-level employees play major roles in the success of any business, and you may find many junior employees with a lot of ambition, valuable skills, great performance, and potential for leadership.

Analyzing employees across all levels and departments can be a great way to encourage organizational growth and empower rising talent in the business.

Software

Because the growth of an organization often relies on making the right talent decisions, it is important to root talent decisions in accurate and high-quality data. However, using manual techniques in talent reviews can be time-consuming and unreliable.

Instead, data can be collected, organized, and analyzed using a variety of reliable automated tools, including performance management systems and recruiting software. These tools can also aid in scheduling.

Using software can make information more accessible and make it easier to share data. This allows leaders in the business to engage and collaborate in the talent management process.

Encourage Collaboration

Most organizations in this day and age are highly collaborative. Employees can communicate freely and work closely with senior-level management, as well as leaders and teams from other departments. An effective talent review should encourage collaboration and calibration, and account for the relationships and experiences within that.

One way to make talent reviews more collaborative is by allowing other leaders (not just managers and team leaders) to contribute and offer input on an employee’s review. When talent reviews are based solely on one manager’s perception of an employee, they can be inaccurate or biased. This can lead to politics disrupting strategic talent decisions in a company.

Another way to encourage a collaborative company environment is by making talent review data easily accessible to managers and leaders throughout the entire organization. In this way, leaders can be aware of rising stars in the talent pool that possess the right skills to fill key positions or talent gaps in other departments.

• typically have a white-collar job,
• earn an annual salary instead of an hourly wage, and
• are not entitled to overtime pay.

There are five types of exempt employees in California. These include:

1. Professional employees
2. Administrative employees
3. Executive employees
4. Outside sales employees
5. Inside sales employees

Non-exempt employees, on the other hand, are entitled to certain rights under California wage and hour laws. These include:

• meal and rest breaks as well as
• overtime pay.

For an employee to be classified as exempt, they must perform specific duties as set out in the California Labor Code. Thus, California employers cannot afford exempt status to their employees simply by:

• paying an employee on a salary basis rather than an hourly wage, or
• having an employee sign a contract stating that they agree to be an exempt employee.

Below, we discuss the differences between exempt and non-exempt employees in California, the five categories of exempt employees, the consequences of employee misclassification, and how it can be avoided.

What is an ‘Exempt Employee’?

Under California law, an exempt employee is not subject to minimum salary requirements, overtime wages, meal and rest breaks, and several other legal protections afforded to non-exempt employees.

Therefore, one of the most critical decisions that California employers must make before offering a job to an individual is whether they should be classified as exempt or non-exempt.

Unfortunately, employee classification can be tricky and it is possible for employers to make a mistake. When this happens, they become vulnerable to lawsuits from employees who are misclassified as exempt, who may sue them for unpaid wages and various statutory penalties. In this case, the employer is responsible for the cost of defending and settling the lawsuit, which can amount to a large bill in the end.

The California Industrial Welfare Commission Wage Orders

The California Industrial Welfare Commission (IWC) Wage Orders govern the wages, hours, and working conditions of California employees. There are 17 Wage Orders in total and each one applies to a different occupation and industry. This means that employers must comply with the IWC Wage Order and California labor laws that apply to their business.

The Wage Orders also list the categories of employees who are classified as exempt under wage and hour laws. In other words, those workers to whom overtime wages and other wage/hour laws do not apply.

There are five categories of exempt employees under the California Labor Code. Each exemption lays out specific job duties that the employee must perform to be considered exempt, as well as other factors like minimum salary requirements and whether the employee can regularly exercise their discretion and independent judgment as a requirement of their job.

It should also be noted that the Wage Orders’ exemptions are both quantitative and qualitative. In other words, how often is the employee engaged in the alleged exempt work and what is the nature or quality of it? These are questions that an employer must ask when it comes to classifying their employees since doing so correctly ensures an affirmative defense in a wage and hour lawsuit.

The Five Exemptions

The five primary categories of exempt employees in California, as outlined in the Wage Orders, include:

1. The Professional Exemption;
2. The Administrative Exemption;
3. The Executive Exemption;
4. The Outside Salesperson Exemption; and
5. The Inside Salesperson Exemption;

1. The Professional Exemption

To be exempt from wage/hour laws under this category, the employee must be engaged in one of eight specific professions that are not subject to the first 12 sections of the California Labor Code. These include accounting, teaching, engineering, architecture, optometry, dentistry, medicine, and law. Software coders, pharmacists, and registered nurses may also qualify for Professional Exemption in some cases.

In brief, qualifying for this category of exemption requires the worker to pass two tests. The first test pertains to the employee’s earnings and requires them to be paid a monthly salary as opposed to hourly rates. Their salary must also be equivalent to at least two times the state minimum wage for full-time employment to satisfy this requirement. The second test requires that specific work duties are completed in relation to a ‘learned’ or ‘artistic’ profession.

A ‘learned’ profession requires the employee to have advanced knowledge in a field of science. In other words, the employee needs to have received specialized intellectual instruction over a prolonged period to satisfy the ‘learned profession’ requirement. Note that this is not the same as receiving a general academic degree or even an advanced degree.

An ‘artistic’ profession refers to an occupation in a recognized field of artistic and creative endeavor, where the work is the result of the employee’s talent, imagination, or invention. Note that artistic professions do not include skilled trades or the mechanical arts.

Also, note that the employee must regularly exercise discretion and independent judgment under all professions in this test.

2. The Administrative Exemption

Sometimes referred to as the ‘White-Collar Exemption’, the Administrative Exemption applies to workers in fairly high-level positions that relate to general business operations. In other words, if an employee devotes more than half of their work time to low-level production activities with a few administrative tasks thrown in, they are unlikely to qualify for Administrative Exemption.

This category of exemption has long been a point of contention among courts and government agencies. However, what is certain is that the result of any suit over the application of the Administrative Exemption involves a thorough examination of the facts i.e., an analysis of the actual work performed by the employee juxtaposed against what the employer reasonably expected the employee to do.

3. The Executive Exemption

California employees who are subject to Executive Exemption must have primary duties pertaining to business management, supervise a minimum of two employees, have a say in employment-related decisions such as recruitment, and regularly exercise their discretion and independent judgment. This generally means that at least 50% of their work time must be devoted to these activities to meet the test of the exemption. In addition, the employee must earn a monthly salary that is equivalent to at least twice the state minimum wage for full-time employment.

Essentially, the Executive Exemption requires employers to carefully evaluate the work the employee performs daily instead of basing their classification on job title. It should also be pointed out that an employee’s Executive Exemption status is subject to change (as with all of the exemptions). For example, if an employee’s team of two subordinates is reduced to one on a long-term basis, s/he may no longer qualify for the exemption since it requires the supervision of at least two workers.

4. The Outside Sales Exemption

An outside salesperson refers to any employee, 18 years of age or older, who regularly spends more than half of their working time away from their employer’s place of business selling items or procuring contracts for products or services.

Under California labor law, the Outside Sales Exemption exempts an organization’s outside salespeople from certain wage and hour laws. In other words, these workers are not entitled to minimum wages, meal periods, rest periods, or overtime wages when they meet the conditions of the above description.

5. The Inside Sales Exemption

An inside salesperson refers to an employee who is primarily engaged in selling their organization’s products or services via online channels, such as phone and email. There are two requirements for this type of employee to be exempt from overtime. Firstly, the employee’s earnings must exceed one-and-a-half times the minimum wage. Secondly, more than half of the employee’s wages must be earned through sales commissions each work week. If these two requirements are met, the worker is exempt from overtime pay. However, if either one (or both) of the requirements are not met during a work week, then the worker no longer qualifies for exemption.

Put simply, an inside salesperson’s exempt status can change weekly, which can catch employers off guard. Another scenario that employers need to watch out for when it comes to classifying inside salespersons is when sales take a long time to move from proposal to contract. In a case like this, it is possible that an employee will not earn any commissions at all while the deal is being completed, and that they might work many overtime hours in the meantime. When this happens, the employer may be required to pay the employee overtime wages on all the overtime hours worked during those weeks when the employee’s earnings comprised less than half of sales commissions.

What are the Consequences of Employee Misclassification?

If an employer makes an error in determining employee exemption, and the error results in the worker not receiving overtime pay, they can file a wage and hour lawsuit against their employer. Misclassified employees can also demand compensation for meal and rest breaks in their wage and hour lawsuit. If this is the case, they may receive up to an hour’s pay for each missed meal and rest break.

It should also be noted that, in addition to paying the employee’s unpaid overtime, employers are responsible for covering the costs of a misclassification lawsuit. This can easily amount to hundreds of thousands of dollars in attorneys’ fees and settlement costs in a single plaintiff misclassification case, while a multiple-plaintiff or class action case can multiply that number.

So, unless they can prove that the employee was correctly classified as exempt under one of the five exemptions, employers will be faced with hefty penalties in the event of an employee misclassification.

The Bottom Line

Before we conclude, it should be pointed out that the majority of employee misclassification cases are resolved through a confidential settlement due to the nature of the risks involved for employers.

In addition, making the wrong decision when it comes to classifying an employee as exempt or non-exempt is avoidable through careful analysis of the actual work that the employee performs as opposed to relying on their job title or description.

Performing regular re-evaluations of an employee’s exemption status is another way to ensure that a company’s decision remains the right one in the long run, especially since an employee’s exemption status is subject to change.

It encourages employees to perform well, eliminates inefficiency, and can assist in building a happier working environment. On the other hand, major workplace communication problems can arise across various fields if communication barriers are ignored.

There are numerous benefits to effective communication in the workplace, including exchanging important information more easily, promoting discussion between workers, encouraging feedback from employees, and boosting employee engagement. It also supports change, lessens employee turnover, and instills the company values and vision.

It is a core function in leadership that helps managers to cope better during times of crisis.

Keep reading to discover some of the most common workplace communication problems, some industry-specific communication challenges, and how to communicate more effectively in the workplace.

Examples of Poor Communication in the Workplace

Reactivity vs. Proactivity

During times of crisis, change, acquisitions, or mergers, a need for proactive behavior may arise.

Reactivity implies that events are out of control and that there is a communication emergency that needs to be dealt with. When there is a lack of effective communication, it can lead to gossiping – an additional problem on top of existing challenges.

However, proactive behavior allows for planning and decision-making ahead of time. It also allows for adjustment of messages based on employee feedback.

Communication needs to happen before, during, and after situations of crisis or change in order to be effective. Simply updating staff members once the situation has already dissolved is not considered effective workplace communication.

It can be much more effective to anticipate when a crisis is on the way and behave proactively by planning and strategizing ahead of time.

Shadow Communications

While there is a place in business communication for private calls and messages, it can be a threat to use social media regularly for business communication.

When management regularly shares information via WhatsApp or Facebook chats, it sets an example for private conversations between employees. Management no longer has control over these conversations, and they are referred to as shadow communications.

Conversations between employees that happen “in the shadows”, or outside the control of management, can easily become a breeding ground for gossip and misinformation. It can also be extremely difficult to discredit these communications, as they are not accessible to communications staff and HR.

Another thing that can cause shadow communications, is unfit tools given out to employees.

To solve this, management can establish official channels of communication that cater to the needs of employees. This helps to ensure healthy workplace communication.

Wrong Communication Tools

Using the right tools for internal and external communication can get the desired results in a timely manner. Some examples of using the wrong communication tools include:

• Large group e-mails that don’t allow for targeting
• Notice boards in difficult locations that need to be updated manually
• Information screens that don’t allow for two-way communication
• Suggestion boxes that are not anonymous

A good rule of thumb is to use modern communication tools that make little noise, allow for detailed targeting, require little to no physical presence, enable two-way communication, and offer the option of anonymous feedback in order to protect the staff’s privacy and security. It is also a good idea to cater to the needs of staff members without computer access.

Front Line Managers

It is often the case that front-line managers are made solely responsible for conveying messages to team members. However, this means that their highly complicated role is not sufficiently supported by the company’s internal communication strategy.

One way to solve this problem is by providing staff members with a direct channel to post worries and questions or contact the necessary employee directly.

It can also be helpful to encourage employees to ask questions during team meetings, as opposed to contacting their manager privately. Doing so may prevent redundancy, as several employees could have the same question. It also encourages the solving of problems through teamwork.

Passive Listening

Passive listening in and of itself is not a bad thing and is appropriate in certain settings – such as listening to a podcast while working out or enjoying the background music in a restaurant. However, passive listening in workplace conversations can cause problems.

Passive listening refers to hearing what someone is saying, without actually listening or understanding the meaning. When someone is listening actively, they provide feedback, mirror thoughts, and validate that the meaning of what was said is being understood fully. This requires awareness, communication skills, and being present in the conversation.

While listening passively can cause problems and misunderstandings in the workplace, active listening can increase efficiency and help to build better workplace relationships.

Exclusion

One of the often overlooked but common communication challenges that occur especially in first-line and frontline communication with employees, where there are big differences between individual employees, is some employees being excluded.

There are many reasons why some employees may be left out of the loop, including being remote employees, not having access to corporate devices or e-mails, or working under insufficient management.

In other cases, especially within companies with hundreds of staff members, it can be a waste of valuable time for internal communication managers to communicate with employees via phone calls.

One way to solve this problem is by choosing a communication tool that can be used across multiple devices, including smartphones, tablets, laptops, and computers. This ensures that employees without access to computers can still make use of the communication tool via their smartphones or other devices they may use for work purposes. It is also important to ensure that employees can register for this communication tool via several different ways, such as e-mail, phone number, and QR or pin codes.

If you have employees from different areas across the globe, it is also important to ensure that the communication tool caters to several different languages.

Another way to solve the problem of employees being left out of the loop due to a lack of computer access is by providing access to company computers during work hours or setting up stands with tablets for work use.

One-way Communication

In many companies, it is assumed that employees always understand the information given to them, without needing to ask questions. While that is not the case, some managers still opt for communication solutions that do not allow for things like feedback, questions, or comments. These types of one-way conversations can lead to a variety of communication issues in the workplace.

When deciding on which communication tools to implement in the workplace, it can be better to opt for solutions that encourage and increase employee engagement. Implementing things like leaving time for questions at the end of meetings, suggestion boxes, feedback forms, group discussions, comments sections, report forms, post creation, or pulse surveys can be a great way to make employees feel like they have a say, fix communication issues, and improve communication skills.

Lacking Communication Standards

A great rule of thumb to improve workplace communication is to make sure that the main communicators in the company are familiar with the basic rules of communication and interaction. This includes things like eye contact during conversations, the signals of body language, and non-verbal communication etiquette. For example, it can be much more effective to send a workplace communication that includes appropriate images, as opposed to a big block of text.

If a team member suffers from poor communication skills, it can benefit them and the company as a whole to provide them with resources to help them improve.

Missing Positive Feedback

Sometimes, positive customer feedback never reaches employees. While there is a variety of reasons why this may happen, it is often the case that there simply isn’t an easy way for first-line workers to get the message to other employees in a timely manner. In other cases, the feedback may get lost in a stream of emails from one department to another. As a result, the positive feedback never reaches the employee it was meant for.

A great way to combat this is by adding a channel to internal communications specifically and exclusively meant for good feedback and praise. There are many benefits to this, including that the positive message reaches who it was intended for, the morale and energy of the team get boosted, and business values get highlighted.

Little or Inconsistent Communication

Irregular communication or a lack thereof can send equally strong messages as communicating often and consistently. However, the message is often negative and can give the impression that management doesn’t consider employees a priority.

Inconsistent communication can happen for many reasons, such as work schedules getting too full. In cases like those, it can be very helpful to take a strategic approach. Internal communications can be planned ahead of time using scheduled posts and an Excel planner.

You can also look into analytics to see how communication in the company may be affecting employees. Good employee relationships are often just as valuable to a company.

Not Following Up on Employee Feedback

One of the workplace communication challenges often faced is not following up on feedback from employees.

As mentioned, implementing weekly pulse surveys for employees to report their satisfaction and general well-being can be an excellent way to encourage two-way conversations and boost effective internal communication. However, it is important to also follow up on employee input and show employees how their feedback has made a difference. Doing this ensures that employees are motivated to keep providing feedback and are not left confused.

A great way to do this can be by implementing a monthly overview of all the pulse survey results and issues raised by employees, and how they have impacted decisions in the company. This can boost engagement and enhance business transparency.

Industry-Specific Communication Challenges

Many of the internal communication challenges faced by an organization depend on the specific industry it’s in. For example, the poor communication found in the retail industry will be different from the poor communication found in logistics. Similarly, different industries may require different communication tools for communicating effectively.

Logistics and Warehousing

Companies in the logistics industry tend to face many communication challenges because some employees spend most of their time on the road for deliveries. As a result, face-to-face communication is not always an option. In this case, it can be helpful for companies to provide their employees with mobile-first communication solutions.

On the other hand, workers who spend most of their time in the warehouse itself may need internal communication channels specifically for reporting urgent safety concerns and receiving feedback.

Manufacturing

Manufacturing companies typically have many locations with several factories. For some of these companies, workplace communication is sometimes distributed to employees via front-line managers or leaflets, which can lead to different employees receiving the information at drastically different times. This can hinder productivity in the workplace.

Another thing that can affect productivity and employee engagement negatively, is being uninformed about the end-users of the company’s products. In cases like these, it can also be the case that positive customer feedback gets lost instead of reaching the original product creator.

Construction

Employees working in the construction industry are often scattered across several different construction sites, and only have contact with direct colleagues. This can lead to them lacking a proper view of the organization in its entirety.

It can be helpful to provide such employees with mobile-first internal communication channels, as opposed to printed leaflets or e-mails that could increase the gap between the company and employees even further.

Hospitality

The hospitality industry faces communication problems in the workplace that encompass day-to-day messages, specific units, and company-wide challenges.

For example, things can get unorganized in restaurants or hotels when housekeepers and reception staff are not synchronized. In other cases, issues are brought up but never reach senior management or headquarters.

Wholesale and Retail

Customer service is the area where workplace communication mistakes can become the most evident. Examples include missing information on products or sales or missing price tags.

Another problem that companies in the retail industry may face is a delay in issues reaching management or headquarters, due to things like a static mobile intranet or forgotten e-mails.

Energy and Utilities

Developing working relationships in the energy and utilities industry can be difficult due to a scattered workforce. Such employees may be difficult to reach, have never visited your office, or are difficult to hear back from. You may also have a difficult time getting to know staff members and briefing them on tasks.

Information is typically delivered to employees through one-on-one conversations.

Communicate Effectively

Using the right communication tools is one of the best ways to ensure effective workplace communication. For companies with frontline workers, tools that are inclusive, affordable, and mobile-first can be very helpful in overcoming challenges like language barriers or information overload. The right tools can also boost employee productivity and lift company morale.

Other ways to ensure effective organizational communication are by improving your listening skills, ensuring employees understand instructions by encouraging questions and feedback, and building healthy relationships in the workplace with things like group initiatives.

Employee rosters can motivate employees to perform their best, help to solve problems like over-or under staffing, and maximize profitability in the company.

Keep reading to discover everything you need to know before creating and implementing an employee roster.

What Are Employee Rosters?

Often referred to as schedule management or workforce scheduling, staff rosters are crucial to running a business, even for the smallest of teams. An employee roster is important for keeping operations clear, organized, well-managed, and running smoothly.

An employee roster functions as a schedule that contains important data such as employee names and contact info, staff attendance, business operations, current projects, contracts, and vital information for employees or staff members. This can also include the job location, required working hours, the time frame of the project, employee responsibilities, and much more.

An employee roster can also help to ensure that management has enough employees working on projects and help keep track of their productivity while projects are underway. It gives managers the necessary insights to make informed decisions with regard to talent management, workforce planning, and profitability.

Additionally, staff and shift rosters play an important role in employee satisfaction in the company. Typically, an employer will create rosters and customize them according to their unique business requirements.

Perhaps the best and most efficient way for employers to do this is online, via a web or device application.

Different Types of Employee Rosters

There are three main roster types used in business operations across all industry levels and types.

Duty Rosters

A duty roster is designed to avoid excessive shifts and is typically used in the hospitality industry. It solves the problem of having too many members of staff working the same shifts and performing the same tasks while on duty.

As a result, it increases efficiency by making the most of employee time, minimizes the chances of burnout due to working unnecessary shifts, and reduces redundancy in the organization.

Flexible Rosters

A flexible roster is a way for employees to work at various hours that suit their and the company’s schedule. It allows workers to work hours that don’t necessarily coincide with traditional work hours. This means that the time of starting and finishing the workday can be different for each member of the team. It may also mean the inclusion of half-days.

While the total hours worked within the week will remain the same, when those hours are made up remains flexible.

Staggered Rosters

On this kind of roster, the start times for employees are staggered. These are typically used in workplaces that experience customer fluctuations throughout the day. It is often seen in restaurants or the retail industry.

It provides flexibility and ensures that there is always a member of staff available to tend to customers, especially while another member of staff is on their lunch break, has not arrived yet, or is leaving for the day.

Why Are Employee Rosters Essential To Business Management?

Being understaffed or overstaffed, or having employees work on projects that are not suited to them, can all impact the success of your business. Effective rostering is one of the best ways to avoid such problems.

It is also a great way to motivate staff. When employees work hours that suit their own schedule and lifestyle, such as someone with children working only while they are at school, it increases motivation and job satisfaction. It also encourages higher attendance, reduces unpunctuality, and avoids absenteeism.

Rostering effectively can also help the company save money, by enabling management to hire only as many employees as needed.

In this way, it also ensures that members of staff are healthy, well-rested, and not overworked. When members of staff are happy and healthy, performance levels are at their highest and workers can excel in their job.

Additionally, it tracks and records employee productivity, which in turn helps management plan even better.

Ultimately, it maximizes client and customer satisfaction.

How To Create Effective Employee Rosters

There are several things you can do to ensure an effective employee roster.

Reliable Software

Using the right software solution when making an employee roster is something that can greatly increase its success of it. It can help streamline the process of managing employees and creating a staff roster.

There is a wide variety of apps and software that can aid in scheduling and tracking shifts, keeping track of salary payments, updating employee information, and so much more.

Read our list below for some of the best employee roster apps.

Planning Teams

Planning teams are all about choosing employees for jobs and projects that suit them, giving them suitable work hours, and making sure that coworkers get along. Conflicts between team members can have a negative impact on productivity and in such cases, you may want to adjust shift times.

Keep in mind how many employees are necessary on any given day – especially on public holidays or weekends. Depending on staff availability, you may decide to have more experienced members of staff working on busier days, and leave the slower days for newer employees.

Consider Roles

One of the best ways to create an effective staff roster is by writing down which roles are necessary on which days and allocating staff to time slots, accordingly. It saves money and reduces overstaffing.

Sharing The Roster With Staff Members

Sharing the staff roster with your team is a great way to build trust with employees and ensure that they are available to work during their allocated time slots. It also gives employees a chance to change their shift times or trade slots with other employees when they know they won’t be available.

When using software for employee rostering, members of staff often have access to their shifts and can change shift times or apply for leave manually.

Starting The Week

As most workers are unlikely to take leave on the first day of their workweek, it can be smart to start the week on the company’s busiest day. This is especially true for the retail industry. This ensures that businesses are adequately staffed on the days when they need the most hands on deck.

Allocate Enough Time

While it is important to have the right staff on duty, it is equally important to provide employees with enough leave. This helps to keep employees refreshed and well-rested, reduces the chances of burnout among workers, and helps to boost productivity levels.

Things To Consider When Creating Employee Rosters

Before choosing software for creating an employee roster, there are some crucial components to consider. Not all software solutions are the same, and it is important to choose something that will add value and ensure success in a business.

Functionality

The rostering software should enable managers to schedule and roster their employees quickly and efficiently, both automatically and manually. It should also enhance flexibility by facilitating shift changes and applications for leave.

Integration

When software can be integrated easily with other systems already being utilized, such as the administration of benefits, payroll systems, or capability reports, it enhances the process of onboarding. It also enables the employer to consolidate information from a single location, making it easy to perform tasks faster, manage human resources, and integrate the payroll process.

Tracking Time

Tracking the amount of time it takes for every employee to complete jobs and projects is crucial. It gives an employer valuable insights into productivity and task management and can highlight problems or issues that may be affecting it negatively.

Automation

Reporting, metrics, and analytics are all essential components of understanding where a company needs to improve. The software solution chosen for rostering should be capable of providing an employer or manager automatically with insights needed to make informed decisions, plan workforces, manage talent, and keep track of profitability.

Forecasting Demand

Keep demand forecasting in mind when deciding on an employee rostering tool. The software a manager uses to create an employee roster should also allow them to look at historical data and predict future demands or trends that may impact the business. Doing so helps ensure that customer demand is accurately planned for and met. It also allows for effective recruitment in relation to customer demand.

Best Employee Roster Apps

Manually rostering can be complex and time-consuming, which is why using the right tools are so important. It replaces outdated ways of creating an employee roster and keeps everything in a single location for easy access – from the duties of different employees in different departments to scheduled leave dates.

What to Look For

Keep the following features in mind when choosing a staff rostering app:

• User-friendliness (for both the employee and manager)
• Features that save time and money (like shift duplication)
• Easy communication (between the employee and manager)
• Roster templates/examples
• Use on multiple devices
• Existing software integration

Connecteam

Connecteam offers an all-in-one app for employee rostering that is easy to use and highly customizable, allowing users to adjust the platform according to the needs of companies.

The software includes time-saving capabilities, like assigning shifts, copying or duplicating shifts, swapping shifts, marking recurring and open shifts, or using an existing roster template that can be customized. It also flags inconsistencies in the roster to avoid scheduling conflicts.

Connecteam also has a built-in time clock feature, which workers and management can use to document and track time spent on individual projects, jobs, or client work.

Additionally, it offers direct, in-app communication between workers and managers.

Pricing starts at around thirty USD a month, but there is also the option of a free basic plan or a free fourteen-day trial before purchasing the full plan.

Homebase

Homebase was designed with a focus on hourly working and small businesses. The rosters can be created according to labor targets and sales, in order to optimize workforces.

It includes features such as auto-scheduling and working from an existing template. Homebase allows for flexible schedules, and for workers and managers to adjust the roster, update availability, and track things like work hours, overtime work, and breaks. This can be done from anywhere, at any time.

Homebase automatically calculates the total hours that each employee works, and in so doing, streamlines the payroll process. The app includes direct communication between managers and workers.

Pricing starts at around twenty USD per month. There is also the option of a free basic plan or a fourteen-day free trial before purchasing.

mHelpDesk

mHelpDesk is focused on field service businesses and offers an all-in-one solution for staff roster generation and management. It aims to automate processes that are commonly found in field service industries, which saves money and time in the business.

It has a similar layout to Outlook or Google Calendar and allows users to easily see team availability, roster technicians in the field, view job details, view customer information, and automate notifications. It limits overbooking and underbooking, which maximizes efficiency in the workplace.

mHelpDesk also offers a fourteen-day free trial, but users have to contact a representative in order to get a quote for the full plan.

7Shifts

Designed with restaurants in mind, 7Shifts is a cloud-based software solution for rostering. Users can manage availability, time sheets, and employee communication all through a single platform.

Workers are automatically notified about an upcoming shift or any roster changes, which helps to reduce the risk of absenteeism. Any staff member can swap their shift with another if it is approved by management. The paid plan also includes budget tools where labor costs can be tracked.

Pricing starts at thirty-five USD, with the option of using the free plan or the free fourteen-day trial before purchasing the full plan.

Fourth

Fourth is designed for use in the hospitality industry. It offers a wide range of features for managing workforces, including a tool for scheduling (formerly called HotSchedules).

Using this tool, workers can view their roster, request leave, change an upcoming shift, and chat with other members of the team. Managers have total visibility through the app and can use a forecasting tool to prepare schedules and reduce the risk of overtime. Fourth ensures that the staff roster is consistent with staff availability and complies with labor laws.

Google Sheets

While Google Sheets was not designed specifically with staff rostering in mind, it is a great free tool for freelancers and small businesses with a limited budget. The website is cloud-based, with an easy-to-use layout similar to Excel files.

Managers can access free online templates or create a roster from scratch and can make use of several sheets. When shared in “editing mode” workers can make changes, ask questions, or add comments.

If necessary, managers or workers can export or download any sheet.

In this article, we discuss the principles of human resource management. We will begin with a brief outline of HRM and HR, followed by an explanation of the seven HR fundamentals every HR professional should know. You can also skip to the FAQs section at the end for a quick breakdown of everything we are about to cover.

Human Resource Management Basics

What is Human Resource Management?

Let’s start with a definition. Human resource management, or HRM, is the practice of managing people to perform better in the workplace. When you hire individuals for a company, for example, you want candidates who will fit in with the corporate culture because they will be more content, stay longer, and be more productive than people who don’t. Employee engagement is another factor that benefits companies when those involved in HRM develop strategies to increase it.

Simply put, human resource management is about improving an organization’s chances for survival and success through effective human resource management. The next question that needs answering is thus, who are these human resources?

What is a Human Resource?

While it may seem strange to refer to people as ‘human resources’, the term collectively refers to all the individuals who comprise a company’s workforce. They may be contractors or regular employees, but the bottom line is that they all contribute to the business in some way.

With that being said, there is a major difference between the way regular workers and independent contractors are managed since they are all involved in the company to varying degrees. An independent contractor, for example, may work for many different companies in a year, whereas an employee may work at the same company for 20 years.

Then, there is the rise of robotization. Businesses are increasingly employing non-humans to perform everyday tasks, and the relationship between man and machine is becoming an integral part of an organization’s journey to success. While computers and other information processing systems are not typically considered ‘human resources’, there is a debate that they should be included in some way because they fulfill the duties of employees.

The Seven HR Basics Every HR Professional Should Know

There are several factors that influence the effectiveness of a company’s human resource management policies. These include:

1. Recruitment and selection
2. Performance management
3. Learning and development
4. Succession planning
5. Compensation and benefits
6. Human Resource Information System
7. HR data and analytics

We will cover each of these HR fundamentals in more detail below.

1.  Recruitment and Selection

Recruiting and selecting candidates to fill vacant positions is probably the most visible aspect of an HR professional’s job. After all, one of the most significant roles of the Human Resources Department is hiring the best applicants to come work for the company.

When an existing job becomes available or a new position is created, a request for new hiring is usually made. Once this is done, the direct manager sends a job description to the HR Department, which initiates the process of recruiting candidates. HR professionals have a wide selection of tools at their disposal for locating the best person for the job, including background checks, various tests, and interviews. When there is a large number of applicants, HR may also use pre-screening methods to sort potential recruits. Successful candidates progress to the next stage in the recruitment process, where they receive a more thorough evaluation.

2. Performance Management

Once a candidate has been hired, performance management becomes the next critical step in human resource management. Performance management involves assisting employees to do their jobs to the best of their ability, thereby improving the company’s overall performance.

Employees usually have specific duties assigned to them. Performance management provides employees with feedback on their work, giving them scope for improvement while also recognizing the effort they put into their jobs.

Some of the approaches that HR managers use to provide feedback to their workers include peer, client, and other relationship evaluations, 360-degree feedback instruments, and formal one-on-one performance assessments. However, note that successful performance management is a shared responsibility involving both the person providing the feedback and the person on the receiving end of it.

3. Learning and Development

Human beings are the sum of their cultural beliefs, life experiences, and the time and location in which they were raised. The third HR fundamental ensures that staff are able to adapt to changes in society, technology, processes, and legal changes. In a nutshell, learning and development helps employees to improve their existing skills and master new ones.

The majority of organizations will factor learning and development into their budget since it will help them to achieve their long-term goals. These funds are distributed among staff, with new recruits, future leaders, and other promising candidates typically receiving more training than others. Thus, learning and development can help to bridge skill gaps and create opportunities for existing employees to grow into leaders.

A well-known talent management tool that HR professionals and managers use for evaluating their employees’ potential is the 9-Box Grid. This tool combines learning and development with performance management, providing a useful framework that Human Resources can use to guide employees based on their performance and potential ratings.

4. Succession Planning

Succession planning is vital for prolonging the lifespan of any organization since it ensures continuity in the event that key personnel leave the company. It involves establishing a talent pipeline through a combination of learning and development initiatives and performance ratings. A talent pipeline refers to a pool of qualified candidates who are ready to fill (senior) positions should the need arise. Good human resource management is responsible for developing this pipeline.

5. Compensation and benefits

Another HR fundamental is ensuring that employees are fairly compensated for the work that they do. This is vital for motivating and retaining employees, as well as attracting top personnel. Of course, employee wages also depend on the company’s profit margins and budget.

Human resource management involves keeping track of pay raises and establishing merit-based pay criteria. The HR Department may also carry out a compensation audit from time to time. There are two types of compensation in this regard: primary and secondary compensation. Primary compensation can be defined as the fixed sum of money that is paid to employees on a monthly or weekly basis. This includes their salary or wages, allowances, and performance-based pay. All non-cash benefits, on the other hand, are considered secondary advantages. These may include a company car and a laptop, pensions, daycare, flexible working hours, and extra vacation time, to name a few. The aim of it all is to motivate employees to work harder by rewarding them for their efforts.

6. Human Resource Information Systems

Up till now, we have been discussing HR practices that increase the effectiveness of a company’s human resource management policies. Here, we will shift our focus to the last two HR fundamentals, which are not HR practices, but rather instruments that help HR professionals to do their jobs more effectively. The Human Resources Information System (HRIS) is one such tool. It supports all the other principles we outlined above.

During the recruitment and selection process, for example, HR professionals often use an Applicant Tracking System (ATS) to monitor applications. Likewise, a performance management system is used to record individual goals and allocate performance ratings for performance management. A learning management system is also typically implemented for handling budgets and training approvals, while a payroll system is used for keeping track of employees’ salaries. In addition, there are digital tools that assist with succession planning.

The majority of these tasks are carried out by one system – the HRIS. However, the management of these tasks is frequently divided into separate HR systems. The fact of the matter is that there is a substantial digit component involved in human resource management, which is why the HRIS is included in discussions on HR fundamentals.

7. HR Data and Analytics

HR has become increasingly data-driven in the last half-decade. Thus, the final element of HR fundamentals is data and analytics. As you may have gathered from the previous section, the HRIS is mainly a data-entry system that can be used to make better-informed judgments.

One of the ways to gauge the effectiveness of an organization’s human resource initiatives is by using HR metrics, also known as HR KPIs. These are measurements that demonstrate a business’s performance on a particular metric. The process of preparing business reports that assess HR data is known as HR reporting.

Conclusion

This article has discussed the 7 human resource management basics every HR professional should know. It has demonstrated that none of these HR basics can function in isolation, but rather influence and interact with one another. Thus, we can regard these seven elements as building blocks in the sense that the effective management of one contributes to the performance of another.

Simply put, these HR basics not only improve a workforce’s performance, but they also enable it to perform at its peak.

Frequently Asked Questions

What is human resource management?

Human resource management, or HRM, is the practice of managing people to perform better in their jobs, thereby improving company performance as a whole.

What is a Human Resource?

Human resources is a collective term that refers to all the people in a company’s workforce or who are actively involved in the organization to some degree. In other words, they may be full-time employees, freelancers, contractors, on-call workers, or any other type of ad hoc worker.

What are the 7 Human Resource Management Basics?

The seven HR basics include:

1. Recruitment and selection
2. Performance management
3. Learning and development
4. Succession planning
5. Compensation and benefits
6. Human Resources Information Systems
7. HR data and analytics