Three Effective Tips For Engaging And Motivating Gig Employees

The easy connectivity options resulting from the advances in technology have resulted in the development and popularization of Gig workforce. The versatility and flexibility offered by the members of this workforce enable organizations to cheaper and more efficient services without compromising their quality. However, given the temporary nature of the relationship between companies and gig employers, most organizations tend to overlook the need to motivate such workers.

According to top Outplacement Services Consultants, this can have a significantly negative impact on the overall performance efficiency of these employers and minimize the benefits for an organization. However, before learning about the best ways to engage and motivate gig employees, it is important to first gain a better understanding of the concept of the gig economy.

What Is Meant By Gig Economy?

The gig economy is based on hiring independent contractors and freelancers rather than full-time employees and works by connecting with clients and customers through an online platform. This economy proves beneficial for workers, organizations, and customers by making the tasks more adaptable to the need of the moment and fulfilling the specific requirements of changing market and customer expectations.

Business organizations are mainly attracted by the concept of hiring gig employees as it offers them the benefit of a flexible workforce that available as per-demand. Moreover, these employees do not come with the long-term challenges and responsibilities associated with managing a permanent workforce. However, these employees need to be motivated and engaged at the same level as permanent employees. Discussed below are the three effective tips suggested by experts of people management consulting India to engage and motivate gig workers.

Provide Meaning And Structure

Gig employees seek context and structure in the task assigned to them just like any other member of the workforce. Hence organizations should make sure that they communicate the mission and purpose of a project in a manner that makes these employees feel proud and worthy of their time and skills. Companies should clearly establish the manner in which performance is linked with rewards and recognition so that the gig employers feel great about making a valuable contribution towards the fulfilment of a task or an objective.

Create A Sense Of Belonging

One of the biggest challenges that organizations need to overcome for ensuring better engagement and motivation of the gig workers, is to make them feel belonged. According to the professionals from Career Transition Services Consultants, fostering a sense of being a part of the community is essential for motivating gig employees. They need to feel a sense of belonging with the organization to feel confident about sharing their experiences and ideas and enhance the return on investment for the business.

Respect And Value Their Efforts

Many times, organizations might not get the desired results even after hiring the most efficient gig employees. However, rather than blaming them for the failures, organizations should show respect for the efforts of these employees and value their contribution. In most cases, the reasons for failure tend to be more company-centric than due to the inefficiency and lack of dedication on part of the gig workers, which makes it even more important to appreciate their hard work.

4 Reasons Why You Need Lean Coaching Training Consultants While Implementing Lean In Your Company

Lean is an effective method for managing teams in some of the most dynamic and demanding industries such as manufacturing, software development, construction and many others. The methodology is easy to understand and quick to make an impact provided it is implemented properly and hence hiring a lean coaching training consultants in this phase of your company is very important. Not only during transition but they also can have a huge impact on day to day training of your employees in the future.

One of the top manufacturing consultants in India believe the initial stage of lean manufacturing to be the most difficult to manage and hence many companies end up giving up on the whole process.

Here is a list of the 4 reasons you absolutely need them:

1. Preparing The Teams Before The Change 

It is not the change that is difficult but the willingness to accept it and prepare for it is what makes me not want to change. Whenever a new process is put in place with lean being no exception, preparing the employees beforehand is very important, something a consultant can do efficiently.

According to job evaluation consultants in India, poor adaptability is one of the major reasons of poor job performance and hence you need to make sure your employees are fully adaptable towards the lean system.

2. Establishing The End To End Processes

Lean system is very easy to understand and gives quick result provided it is implemented properly. A lean consultant can help streamline each and every step of the transition thus making sure that all the processes and resources are in place before the company switches to lean. From mapping the value streams to preparing the flow charts, having an expert by your side in these exciting times can help you achieve a faster and smoother transition.

3. More Adaptability And Less Fall Outs

Apart from preparing the mind set of the employees, it is also important to train them aggressively in lean so that there are no fall outs once the new system in place. Training consultants can thus help prepare your company lean-ready before the actual day. 

Proper training plan can help reduce panic in the employees towards any kind of change in the company. Once trained, the adaptability would eventually increase and so is the efficiency and productivity of the employees.

4. Ensures Quick Implementation And Smoother Transition

This point can’t be stressed enough. As we move towards a change, making sure everything is planned in advance and each and every stakeholder is equally involved is very difficult. A major impediment in creating a smooth flow are the possible bottlenecks in the process. Having a consultant helps you plan and implement everything with ease, thus ensuring a smoother and quicker transition. Implementing Lean management system needs a deep understanding of the concept that stands behind it, something that a consultant has.

Inclusive Hiring – Understanding The Concept And Its Significance For Organizational Success

Ensuring diversity in their workforce has become essential for organizations consistent growth and success. This has, in turn, led companies to focus on inclusive recruitment strategies for attracting and hiring the best talent from the broadest pool. This is essential for creating a more cohesive, collaborative and creative work environment critical for driving continuous growth. Most importantly, having an inclusive workforce helps organizations to establish their identity as a company that cares for and values diversity. Even though inclusive hiring should be practiced at all levels within an organization, its significance at senior executive positions is far greater. In fact, it has been observed that companies committed to ensuring diversity in leadership hiring tend to be more successful.

Inclusive Hiring – A Brief Overview

A good work environment should reflect the reality of the society in terms of the diversity of people from different, races, religions, abilities and even sexual orientations. A workplace celebrating such diversity fosters innovation and creativity, which helps it to stand apart from its competitors. This can be ensured only through an effective inclusive recruitment strategy that provides a competitive advantage to organizations implementing the same. This is because it helps in bringing a greater variety of life experiences in the workforce. As a result, the organization ends up having multiple teams of professionals with different perspectives and problem-solving capabilities.

Benefits Offered By Inclusive Hiring

According to the experts from leading executive search firms, when implemented properly, inclusive hiring can offer a multitude of benefits to business organizations. The most important of these benefits are discussed in brief as follows.

It Helps In Building A Strong Employer Brand

Organizations following inclusive hiring practices in a stringent manner are known to be a preferred workplace choice for top talent. In addition, the employee retention rate of such organizations is also significantly higher than those that overlook the importance of workplace diversity. These factors combine to create a strong employer brand for the organization, which helps in drawing the best quality candidates to their doorsteps.

It Enhances Employee Happiness And Performance

Surveys have suggested that employees tend to feel happier working in a diverse environment. This is because they are able to meet and interact with people having different perspectives, opinions, and experiences. This provides them with an opportunity to improve their knowledge and skills and help others to do the same, which makes them feel happy and satisfied. Since happy and satisfied employees tend to be more productive, it helps in enhancing their overall performance and makes them more committed towards the achievement of organizational objectives.

It Helps In Improving Innovation And Creativity

Most top executive search firms are of the opinion that working in a diverse environment helps in enhancing innovation and creativity among employees. Companies nurturing inclusive environments promote employees to think out of the box and come up with innovative and creative solutions for various business problems. The employees do not feel ashamed or fear being judged for their unique thinking or way of working if it helps them to get the desired results. Most importantly, it helps in opening up new opportunities of growth for employees as well as organization.

5 Things Organizations Need To Steer Clear Of During Onboarding Of New Employees

The considerable time and effort invested by organizations in recruiting top talent can all go to waste if the new recruits do not feel happy and satisfied in their new work environment. It is the awareness of this fact that leads companies to have a well-thought-of onboarding program in place for their new employees. The primary objective of this program is to make the new joinees feel comfortable and part of the team from day one. To ensure the success of these programs, the top recruitment firms in India advice their clients to steer clear of the below discussed five things during the onboarding process.

Delay The Commencement Of Onboarding Formalities

Most companies start the documentation of onboarding process only on the day of joining of these new employees. However, this delayed commencement of formalities can result in delaying the process of getting the employees acquainted with the organization, its culture, and its processes. This might make them feel out of place in a relatively foreign environment and create a sense of alienation quite early on in their tenure. The best way to avoid this situation is to start the onboarding documentation process before the day of joining through a personalized outreach.

Loads Of Extensive Paperwork

Even though paperwork forms an essential aspect of any new recruitment, it should be restricted to a minimum. Loads of extensive paperwork often makes the new joinees feel confused and demotivated. Moreover, it makes them feel delusional about the technological capabilities of the organizations they have chosen to be a part of. Hence, the executive search consultants advise their clients to adopt digitization and automation of processes to minimize the paperwork and maximize the convenience and innovation for the new joinees.

Lack Of Buddy System

One of the best ways to ensure the success of an onboarding program and make the new employees feel comfortable in their new environment is to assign an onboarding partner or buddy to them. This strategy makes it easier for the employees to get settled in their new job and feel connected to their immediate teams as well as the organization as a whole. Furthermore, the buddy can help them to better understand the policies and procedures of the company more rapidly and efficiently.

Overload Of Information

Most companies still make the common mistake of overloading their new employees with too much information immediately after their joining. This, according to the experts from the leading recruitment firms in India, results in poor comprehension of their employer's mission, vision, core values, and business objectives. This situation can be avoided by prioritizing topics that need to be covered and then educating the new employees about the same at an appropriate pace.

Lack Of Effective Communication

One of the key issues faced by new joinees is the lack of proper communication from their peers and superiors. This results in a reduction in engagement and a sense of connectivity amongst the employees and makes it more difficult for them to settle in their new environment. It is important for organizations to ensure that the supervisors and co-workers hold informal communication sessions with fresh recruits to make them feel valued.

Integrating Compensation Planning With Financial And HR Objectives For Better Employee Retention

For most organizations today, the ability to attract and retain top talent in a highly competitive environment is at the forefront of their business development efforts. Contrary to the popular belief, attracting, motivating and retaining a highly-skilled and diverse workforce in a limited budget is quite possible. For this, companies need to have a more strategic approach to compensation management.

Taking A Closer Look At Compensation Management

Compensation management is the process aimed at ensuring that any investment decisions related to paying the employees of an organization are made in an effective manner. In this context, organizations generally seek the help and advice of HR strategy consultants and compensation professionals for developing a well-defined compensation management process. The processes focus on the key objectives of ensuring appropriate compensation to professionals with different skills and experience levels, generating a return on investment and maximize the productivity of employees with the help of rewards and benefits. In addition, the process also uses compensation data to accurately predict the likely contributions of the employees to the organization in the future. This data is provided by managers based on their understanding of individual employees and their complete skill set and capabilities.

Developing An Efficient Compensation Management Program

An efficient compensation management program aims to enhance employee engagement besides aligning the business objectives of an organization. However, developing such a program is not an easy task as it involves the alignment of compensation plans with the financial and HR objectives. This helps in placing compensation as the key component of the overall talent strategy of an organization and fostering a culture based on performance. According to the experts from strategy execution consulting firms, employees feel valued in an organization that follows trusted performance feedback and promptly delivered reward system. This, in turn, helps in driving performance and ensuring better returns on compensation investments.

Promoting Manager- Employee Communication

An important aspect of developing an efficient compensation management program is efficient communication between managers and employees. Promoting a transparent dialogue between managers and employees helps the leaders to efficiently communicate the basis of staffing and pay decisions. It also helps them to explain any compensation discrepancies to the employees with the support of reliable and fair data. Professionals offering leadership consulting services also stress on the importance of promoting a coaching dialogue between managers and employees. Such dialogue helps the managers to gain a better understanding of the employee capabilities and their significance towards fulfillment of business objectives. This information can then be used for taking more accurate and effective compensation decisions in the future.

Significance Of Rewards And Recognition

It has become important for business organizations to ensure that they invest in employees, who contribute more to the organization while staying within their compensation budget. Moreover, frequent and informal rewards and recognition also need to be factored in for efficient compensation planning. A well-planned compensation program aligns award categories with employee behaviors that the organizations need to encourage. For this managers need to gain a clear understanding of both the financial and HR objectives of the company. It helps in incorporating a company culture where rewarded behaviors are supported by organizational values.