The d’frens blog
Referrals trump advertisements. With the growing distrust of brands, the one way that organizations can ensure they remain the first choice of both their employees and customers is by employing a successful employee advocacy program!
Referrals trump advertisements. With the growing distrust of brands, the one way that organizations can ensure they remain the first choice of both their employees and customers is by employing a successful employee advocacy program!
We interviewed people who had recently joined a new company and found that some misses in the remote onboarding process have led to serious ramifications for both organizations and employees. These include lack of development of mutual trust, varying impact levels for different employee groups, and inability to properly discuss critical topics while interacting remotely.
Covid-19 has brought with it a drastic shift in how we all live, work, and rejuvenate. The same with employees world-over. No wonder old promises made by employers don’t meet the employees’ current needs and expectations. There is a pertinent need for an Employee Value Proposition Refresh if organizations want to remain relevant, keep their employee groups engaged and motivated, and wish to have a great relationship with their employees.
The processes of Induction, Orientation, and Onboarding all need to be executed properly in order to lead to successful Employee Integration.
Ever since the pandemic, remote working has become our lives. And where on one side it has improved productivity, it has also transformed organizational culture in three major ways.
Your organization’s culture has never been as important as it is today! Which is why, a culture transformation that takes into account the changing times is a must to show your employees the way forward.
Covid-19 overnight changed a lot of processes and functions, especially within HR. So, it would seem that employee orientation would also take a hit. But a series of interviews that we undertook with people who recently changed organizations proved otherwise!
With changing times, it becomes pertinent that we reassess the learning and development initiatives of our organization. So as to ensure that the right learning paths are made available for the employees in the right manner.
There is no escaping the reality of virtual teams. But with most leaders and managers unexpectedly finding themselves in a hybrid workplace, it can be challenging to realize its true potential. So, here are 3 crucial steps that can help you leverage the best out of your virtual teams!
Almost every organization today organizes inclusion and diversity programs. But the question is, how many of those programs and efforts are actually contributing towards building and fostering a positive work environment?
To make an actual impact, I&D efforts need to be planned regularly, should address causes head on, and should always communicate the ‘whys’ and the purpose behind the initiatives.
Remote working has brought with it various disruptions in how employees relate and engage with each other and the organization itself. To help combat work-life balance issues and a variety of stressors, it’s crucial that organizations introduce new and unique employee experiences in the virtual landscape that are relevant, purposeful, and impactful for employees.
To make your employer brand stand out, there are three key focus points: looking within, getting the right word out to the right people through the right channels, and transforming employees into advocates.
Most managers are now facing a challenge they never signed up for – leading fully remote teams! This brings new problems to the front, along with the need for them to adopt new skill sets and responsibilities almost overnight. But empowering your managers can be the key to all these problems.
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