A Short Guide to Enhancing People Skills at Work

Shefali Vasave | January 19, 2022 | 87 views

People skills in the workplace are often overlooked in favor of more technical skills. But, to be successful in any environment, you need to have people skills. Many employers require their employees to have people or soft skills, especially in customer service, retail, and hospitality. And yet, having the skills to deal with people effectively is handy no matter where you work.

When it comes to human resources, people skills are the number one requirement. It makes sense, since you are dealing with the people part of an organization and must manage people one on one and in groups.

There is no doubt that developing people’s skills is essential for career success. Not only do they make the workplace more enjoyable, but they also help you get ahead. It's not only about being a nice person or having a warm personality. The skills that help you manage your colleagues and work environment are precious. Every organization must focus on how to improve people's skills in the workplace.

“It's not just about the hard skills that workers need, it's the soft skills.”

- Vanessa Tierney, CEO at Abodoo
Here’s a list of a few of the skills to improve on at work and that everyone must develop.


Being a Better Listener

There is no such thing as a perfect listener. It's important to understand that everyone has different strengths and weaknesses in listening and dealing with people in general. To become a better listener at work, you should actively focus on what your co-workers are saying and not just wait for them to finish before you speak again. You also need to give your full attention when they are speaking and avoid getting distracted by your phone or anything else that’s going on around you. Here are some quick tips you can put to use today:
  • Make eye contact with the speaker
  • Avoid interrupting the speaker
  • Use "I" statements
  • Refrain from judgments
  • Ask questions to clarify the speaker's meaning
  • Summarize what you understand from the speaker

Being a good listener is one of the most practical people management skills. When you demonstrate that you don’t just hear people’s responses but have a relevant response in the form of feedback, constructive criticism, or even acknowledgment, it can do wonders for your career arc.


Showing More Enthusiasm in Sharing Interests with Your Colleagues

It can be challenging to start a conversation with your coworkers. This is especially true if you are new or do not spend much time outside of work with them. But that is all the more reason to ask questions, get clarity on the work process, and be an effective team member.

One of the most proven ways to connect with someone is to genuinely listen to them talk about their interests. It is also an instant ice-breaker. It’s essential to show your colleagues that you are attentive to what they say. This is how you can do it:
  • Ask your colleagues about their interests and hobbies
  • Try to find common interests you share
  • Smile when you talk about their interests

Ask them more questions about how they got into what they like, whom they learned it from and how they maintain their interests.

It is very easy to show enthusiasm when sharing interests with your colleagues. Some people think that the best way to break the ice is by asking a question. But, if you want to start a productive conversation, it may be more beneficial to ask a lighthearted question instead.

It could be as simple as asking them what they are reading, listening to, or who they follow on social media. Talk about your interests and share some of the things you like doing outside of work. Building conversations in this manner is a simple way to improve people’s skills at work.


Asking for Feedback from Your Co-workers

The ability to ask for feedback from your coworkers is one of the most of the many good people skills to have to succeed in your career. It’s one of the most underrated people skills. When you ask for feedback, you acknowledge that you have much to learn and that your coworkers have much to teach you. It’s a valued trait that can instantly boost your professional reputation.

An excellent way to ask for feedback is to have a specific question in mind, such as “What do you think I could do better?” or “What can I do differently that would make your job easier?”. These questions will focus on the feedback you get and provide you with specific information on how to improve your skills.

The best way to ask for feedback is to ask! You can prepare questions ahead of time or come up with them on the fly. Ask coworkers individually if they have time or create a meeting with them.


Identifying Appropriate Topics of Conversation

One of the ways to engage your coworkers and improve people skills is to lead interesting conversations. However, the topics you choose should be appropriate for the work setting and enhance your workplace discussions.

There are many ways to use your creativity to generate conversation starters. For example, you can use a poll for a group, do a "show of hands," or ask an open-ended question such as "What is the most important thing in your life?"

You must be able to identify appropriate topics of conversation, but it is also important to know what to avoid. You want to make sure that you’re not talking about sensitive subjects and making people feel uncomfortable or embarrassed. Some don’ts include:
  • Avoiding sensitive and personal topics
  • Avoiding confrontations over political topics
  • Avoiding gossip or sharing confidential information
  • Sticking to ‘safe’ topics like current affairs, popular culture, interests, lifestyle and wellness topics


Actively Listen During Meetings

Being an active listener during meetings starts way before the meeting. Knowing the agenda of the meeting and the goals of those attending is an important start. Active listening is different from just sitting and waiting for someone to talk, it involves paying attention and responding with body language cues. It is also one of the most handy work skills to improve on if you are looking to build leadership qualities.

Some good ways to actively listen are: repeating what the speaker said in your own words, asking clarifying questions, giving feedback on the speaker’s opinions or ideas.


In a Nutshell

An organization with powerful people skills is a force to reckon with. Businesses are based on interpersonal relationships shared across teams, divisions, vendors, and stakeholders. The skills mentioned above are just some of the work skills that need to be improved, and they can be improved with just a little practice and training. Whether you are an employer or an employee, managing people is a valuable ability. It is what defines the relationships you have with your colleagues and leaders.


Frequently Asked Questions


What are some tasks where people need to have strong people skills?

If you’re in a customer-facing industry, then answering the phone, helping customers find what they need, and talking with coworkers are just some of the daily tasks that will require you to have effective people management skills.


Does a person's personality affect how well they perform in a job that requires strong people skills?

Strong people skills are required in many jobs. However, many people have shy personalities and feel uncomfortable speaking to others. Personalities do not affect how well a person performs in a job but developing people’s skills can ensure a growing career.


What are some of the most important skills people have in their jobs?

Some of the most important skills to improve at work are working well with others, staying calm under pressure, and the ability to think quickly.

Spotlight

WORKLAND

We specialize in recruitment technologies, services and solutions. ATLAS by Workland is a new generation, intelligent talent acquisition platform that automates job posting and social media sourcing, allows for instant processing and filtering of CVs, and tracks high potential candidacies from the beginning to the end of the hiring process. ATLAS is the only bilingual technological solution developed to help achieve the end result targeted by Recruitment Agencies: Achieving ultimate recruitment performance: Speed, Quality of results & Cost efficiency.

OTHER ARTICLES
HR PRACTICE,HR STRATEGY

5 Best Practices for Developing an HR Change Management Program

Article | August 8, 2022

In times of significant change in the organization, HR management teams are often faced with the most challenges. Employees resist change and eventually, introducing new policies or guidelines becomes a long, tedious process. Whatever triggers the change, its impact is felt beyond the HR department and the organization as a whole. This is why effective change management is so essential. Fast-growing organization are bound to experience change, whether it’s implementing a hybrid work policy, setting up a new HR application or something that has to do with better compliance. Not letting the change affect your people negatively is important to staying agile. Here are five best practices for change management to ensure smooth transition no matter the reason. Build a Business Case It all starts with an idea. Explore the value and outcome that the organization aims to achieve with the change being considered. This will ensure you’re able to manage expectations as well as justify why things need to be different. It will also give the HR team time to prepare a business case and analyse its impact in order to get the necessary approvals. Outline the Change Management Action Plan Once the project is backed; the next step is to plan the roll out. From the purpose of the change to the implementation, the action plan will act as a baseline to link back to if things get hazy in the process. This will also provide the HR team a framework to put together a timeline, key stakeholders, dependencies, and guidelines for the change management project. Get Stakeholders On-board Change can often feel unsettling due to the uncertainty it brings. Keeping stakeholders in the loop about what impact it will have on those affected can help assuage any serious concerns and reduce friction. The HR team can start by determining with whom they need to communicate and clarifying any misconceptions. Get Employees Involved Springing a new change on your employees is never a good idea. They need time to warm up and understand how they can adapt to it. People are more likely to accept a change if they have a say in it. HR teams should assess employee concerns and how to address them in time so the implementation is as smooth as possible. Do a Retrospection This isn’t going to be the last change management project you execute. So, it’s critical for the success of any future changes that you do a retrospective review of what went well and what didn’t work. Identify answers to questions like, did it produce the anticipated outcome? Was everyone taken in confidence successfully? Is the change been accepted? The Future Change isn’t uncommon in today’s business landscape. However, many organizations take it up without considering the impact on its people and lose the plot on the way. This is why it’s important to have a change management plan to reduce resistance, prepare your people adequately and eliminate misconceptions about the impact of the change.

Read More
HR STRATEGY

5 Elements to Retain Millennial and Gen Z Employees

Article | June 7, 2022

Talent retention is one of the biggest issues faced by firms that are expanding quickly. It's easy to neglect retention, soit's crucial to keep your existing workforce engaged while onboarding new ones. This is especially true of Gen Z and Millennial workers. These generations are more inclined to change jobs frequently, as the Great Resignation has brought to light. As a business grows and changes, it is also important to have younger employees who are dedicated and skilled. When it comes to retaining millennial and Gen Z employees, here are five elements to consider emphasizing in your organization. 1 Flexible Work Remote work, flexibility, hybrid culture aren’t just buzzwords for millennials and Gen Zers, it’s what they expect and what makes them consider staying or quitting. The business case for providing more flexibility is that it helps organizations reduce costs incurred from absenteeism, workplace accidents, and employee attrition. 2 Access to Mentorship A CNBC study revealed that 90% of employees with assigned mentors report that they are happy at their jobs. There’s no doubt that greater employee happiness causes higher retention. Both Gen Z and millennials seek mentorship at work as it allows them to pursue their self-development goals. Since virtual mentorships are not limited by geography, more employees are able to connect with a wider range of mentors. 3 Diversity and Inclusion Young employees value a diverse workforce, and diversity, inclusion, and equity are vital expectations to meet. It is one of the factors that help candidates choose their employers. 4 To Wrap It Up While hiring newcomers, it's crucial for growing organizationsto retain their employees. Additionally, since they have a unique set of values and are willing to change employment, your youngest employees deserve special consideration. When engagingthese employees and ensuring the long-term success of your firm, a flexible working style,mentoring programs, and an inclusive atmosphere are essential.

Read More
TALENT MANAGEMENT,HR STRATEGY,RECRUITMENT & RETENTION

Is it Time to Upgrade Your Benefits Software?

Article | August 2, 2022

Employee benefits is a crucial piece of the puzzle in the big picture of employee retention and engagement. Many organizations use benefits as a way to attract top quality talent and offer recognition. Not only this, but many more organizations use it to retain employees and provide a meaningful workplace experience. This is why delivering the benefits seamlessly is critical. There has been an exponential increase in the number of organizations adopting benefits software to optimize and automate the process. The ideal benefits software you’re using is efficient, cost-optimized, and sleek, but how do you know it’s time to upgrade. Here are three signs to identify whether it is time to consider a change. It’s No Longer Serving Its Core Functions Sure, when the first time you went digital, you sighed in relief at the amount of paperwork and repetitive tasks you didn’t have to do any longer. Now, as you continue using your current system, you spot gaps in the features, especially in areas that can be easily automated. If you’re wondering whether you need more automation, there’s probably a solution out there that can offer just that. As a human resource management process, this means it’s time to shop for more functionalities that address your concerns. The User-Interface Feels Stale Does your benefits system’s user-interface feel like it doesn’t meet your needs? Ideally, it should simplify the process of delivering benefits and maintaining accurate records, but if it feels tedious to use, this demonstrates that it needs an upgrade. Your benefits software should enable HR to access data in real time, pull up records in a jiffy and create reports on the dashboards. These are just some of the features that modern benefit software offers that make life easy for human resources professionals everywhere. It Isn’t Integrated with Other Systems in Your Technology Infrastructure Today HRM software come with integration-ready solutions. If your benefits software cannot be integrated with other software in your HR tech stack, it’s a clear signal to upgrade. It should also be integrated with your onboarding system, employee engagement, wellness, performance management, and vacation policies. Your tech stack should continuously share data to keep all of the systems and records updated. What’s Next? Now that you’ve established it really is time for an upgrade, what comes next? Whether you need more automation, better compliance or simply a more API-ready system, there are plenty of benefits software providers that offer an integrated solution. Start by identifying the areas that need to be optimized so you can not only address existing issues but overhaul how you deliver benefits. A good benefits software can help you contribute to a better employee experience.

Read More
EMPLOYEE ENGAGEMENT

The Anti-Checklist of Designing the Ideal Recognition Programme

Article | July 6, 2022

When employees feel they are valued in their workplace, they work better and stay longer. There’s no two ways about it. This is why recognition programs are so critical for performance and productivity. It has a proven positive impact on retention, and that’s just another reason why organizations need to cultivate a culture of recognizing and rewarding employees. Recognition comes in many shapes and forms and is demonstrated in tangible and intangible ways. But many companies get it wrong and then wonder why it isn’t delivering the expected impact. Here are just some things organizations shouldn’t do when designing a recognition program that leads to meaningful appraisals. #1 Leaving Equity Out of the Equation A recognition program isn’t mutually exclusive with your company’s diversity, equity, and inclusivity initiatives. It can either feel equitable and improve employee experience or highlight the bias within the organization. A Gallup and Workhuman survey revealed that only 25% of employees think that recognition is equitably given in their organizations. It is also found that recognition is highly impactful for black and Hispanic staff members. One way that companies can avoid neglecting the DEI factor in recognition is with the help of public recognition. It allows employees to feel seen and cement their place within the company. It also fosters the employees’ sense of belonging and helps build employee happiness through mutual recognition. #2 Separating Recognition from the Company Culture Many organizations treat reward and recognition programs as ‘nice to have.’ Without creating an environment of free-flowing appreciation, gratitude and praise, organizations will find it difficult to encourage and nurture employee morale. One way to embed recognition into the company culture is by aligning the principles and values of the company with the recognition program. This creates a meaningful understanding of the values and consistency in how employees identify with the company and its mission. #3 Making Recognition Impersonal and Generic Recognition cannot be one size fits all and many organizations neglect this simple fact. As individuals, your employees will have different ideas and opinions on what builds up the right amount of recognition and how, when and where they’d like to receive it. The best way to ensure you’re on the same page as your employees when it comes to recognition is to ask them. It will provide you with a starting point to design a flexible recognition program. A significant number of employees prefer both formal and informal recognition, which includes peer-to-peer praise and verbal appreciation from their managers and leaders. Incorporating a way to award badges and give shout-outs into the communication channels of the company is the simplest way to achieve this. Final Thoughts Organizations that put the time and care to understand their recognition initiatives are better able to maintain their competitive edge. This anti-checklist gives a glimpse of the many pitfalls that organizations fall into when designing recognition programs. Using it will equip your team to provide a better employee experience and increase the engagement that recognition programs generate.

Read More

Spotlight

WORKLAND

We specialize in recruitment technologies, services and solutions. ATLAS by Workland is a new generation, intelligent talent acquisition platform that automates job posting and social media sourcing, allows for instant processing and filtering of CVs, and tracks high potential candidacies from the beginning to the end of the hiring process. ATLAS is the only bilingual technological solution developed to help achieve the end result targeted by Recruitment Agencies: Achieving ultimate recruitment performance: Speed, Quality of results & Cost efficiency.

Related News

EMPLOYEE EXPERIENCE

WorkTango Unveils Holistic Employee Experience Platform Accompanied by New Brand Identity

WorkTango | October 03, 2022

WorkTango, a SaaS-based employee experience technology company headquartered in Austin, Texas, today announced the launch of its holistic WorkTango Employee Experience Platform and the unveiling of a new brand identity. Formerly known as Kazoo + WorkTango following an acquisition completed in April 2022, the software company provides the only holistic employee experience platform built for modern workplaces that enables meaningful recognition and rewards, offers actionable insights through employee surveys, and supports alignment through goal setting and feedback within a single solution. According to Gallup, the percentage of engaged workers in the U.S. declined last year for the first time in over a decade. In fact, just over one-third of employees (34%) were engaged. "'Quiet quitting' and employee disengagement have become urgent C-suite and board-level imperatives, These are not truly new phenomena, however, and nearly a decade ago, we built the first iteration of our employee experience platform to address these same challenges head-on. The holistic, enhanced WorkTango platform we announced today is a proven solution for improving employee engagement, motivation, and alignment – and has a direct impact on our customers' bottom lines as a result." -Patrick Manzo, CEO of WorkTango WorkTango's platform is currently used by over a thousand enterprise, midmarket, and SMB organizations that derive a range of measurable outcomes from the software investment. WorkTango's unified employee experience platform kept our company's culture alive even through the pandemic. We can continually measure both the pulse of our employees and see our data in real time, We rely on WorkTango to understand trends and the engagement of our global employee base. The ROI of WorkTango has been impactful culturally and organizationally,said Judy Hendriks, Chief People Officer of Harris, a provider of mission-critical global software solutions. WorkTango's holistic Employee Experience Platform offers organizations: Recognition & Rewards: The ability to amplify and incentivize key values and behaviors across the business. Employee Surveys & Insights: Functionality to measure employee and team engagement across the entire employee lifecycle and collect authentic feedback to support action. Goals & Feedback: Integrated technology to champion employee success with continuous alignment conversations, individual goal-setting, and company OKR tracking. When it comes to human resources technology, organizations are often faced with the choice of purchasing multiple best-of-breed solutions to meet their needs, or buying an expensive platform that offers hundreds of features yet still falls short in one or two critical areas, WorkTango has built an elegant and affordable platform inclusive of everything needed to: help organizations regularly gather and act on company-wide, team, and individual insights; measure employee engagement and recognize and reward employees in real-time; and support employee-company alignment through integrated goal setting and feedback,said Bret Starr, Partner and CEO of work-tech analyst firm The Starr Conspiracy. WorkTango's platform is the recipient of a number of awards, including Talent Culture's 2022 HR Technology Leader award. In 2022, WorkTango was named as a Leader across seven categories in G2's Summer Grid Report, including Employee Engagement and Employee Recognition. Beyond this industry recognition, WorkTango's platform is enabling greater employee retention and satisfaction for customers. Meredith, an agency customer who uses the WorkTango platform, credits it with a 50% reduction in staff turnover within 12 months. Randolph-Brooks Federal Credit Union attributes adopting WorkTango with a 68% increase in member service scores. About WorkTango WorkTango revolutionizes how the world's most forward-thinking companies engage and inspire their people. WorkTango offers the only Employee Experience Platform that enables meaningful recognition and rewards, offers actionable insights through employee surveys, and supports alignment through goal setting and feedback. WorkTango is built for the workplace we all want to be a part of – where priorities become clear, achievements are celebrated, and employees have a voice.

Read More

HR STRATEGY

Randstad Sourceright Partners with Scoping and Statement of Work Authoring Platform Deployed

Randstad Sourceright and Deployed | September 29, 2022

Global talent solutions leader Randstad Sourceright is pleased to announce its partnership with Deployed – a Scoping and Statement of Work (SOW) authoring software platform – to deliver 'Services Procurement 360', a statement of work management service that allows business leaders to strengthen the link between talent acquisition and the utilization of project-based expertise. Global organizations are increasingly turning to external service providers to deliver projects through a combination of contingent as well as distributed teams through statements of work. Deployed's software provides the scope and services procurement digital standards to create streamlined ways of assessing maturity and enhances the ability for organizations to scope complex service requirements against predefined, dynamic scope templates. "Randstad Sourceright is committed to transforming the way that our clients can leverage and deploy their total workforce, Our continued investment in a global services procurement center of excellence and our unique MSP 4.0 model which offers innovation-led, technology-enabled and AI-driven workforce management services provides customers with broader access to highly qualified professionals at a time when talent scarcity is at its highest levels." -Mike Smith, global CEO of Randstad Sourceright Paul Vincent, global head of Services Procurement at Randstad Sourceright, added, "We wanted to make it much easier for organizations of all levels of maturity and ambition to benefit from a services procurement solution. We know that organizations will potentially have a different support need for different categories or levels of expenditure. So, we can now be very adaptable in allowing them to choose different and, if required, multiple combinations of support depending on where we can add the most value to their current approach." Kayleigh Kuptz, co-founder of Deployed commented: "We're delighted to be partnering with Randstad Sourceright to deliver this innovative statement of work assessment solution. Services Procurement remains the largest opportunity in the future of work and the Global MSP market; and the ability to assess maturity, gaps and opportunities for services procurement and compare to peers is significant first step in bringing broader digitization and standardization to knowledge-based services. Deployed is rewriting the language of work with our unique scope authoring platform for projects that start smarter and finish stronger. We believe that the Future of Work is already here, and services procurement is the most important foundation of the new Project Economy ($20 trillion of economic activity year year). Deployed partners with innovative companies who want to deliver more successful projects through better preparation of work; defining, collaborating and agreeing services in one specialized platform. About Randstad Sourceright Randstad Sourceright is a global talent solutions leader, driving the talent acquisition and human capital management strategies for the world's most successful employers. They empower companies by leveraging a Human Forward strategy that balances the use of innovative technologies with expert insights, supporting both organizations and people in realizing their true potential. As an operating company of Randstad N.V. the world's leading global provider of HR services with revenue of € 24.6 billion Randstad Sourceright's subject matter experts and thought leaders around the world continuously build and evolve our solutions across recruitment process outsourcing (RPO), managed services programs (MSP) and total talent solutions. About Deployed Deployed is project Scoping and Statement of Work authoring platform that streamlines the process of defining the work to be done for any services projects. We make work more meaningful, measurable and successful. It's a powerful, modular, no code scope and SoW template builder to allow any organization to start getting insights into services procurement demand. Backed by Microsoft Ventures and other Silicon Valley funds, they won the Melinda Gate's Female Founders Competition in 2020 and were a finalist in Tech Nation's Rising Star 4.0 Awards earlier this year.

Read More

WORKFORCE MANAGEMENT,HR PRACTICE

BHG was Named One of the Nation's Best Workplaces for Women by 'Fortune' Magazine and Great Place to Work®

BHG Financial | September 30, 2022

Today, BHG Financial (BHG) has been honored as one of the 2022 Best Workplaces for Women by Great Place to Work® (GPTW) and Fortune magazine. This is the second subsequent year BHG has made this prestigious list. The women leaders of BHG drive a great deal of the success and this representation is integral to how BHG operates. BHG's persistence towards equality is one of the reasons the leadership team comprises over 40% women, compared to the national average of 21%. The recognition on this list is meaningful because it's the only company culture award in America that selects winners based on how fairly women say they're treated at work. At BHG, 98% of women agree that people here are treated fairly regardless of gender. "Since BHG's inception, we have always focused on nurturing a diverse and inclusive workplace, Even as our company has grown geographically and in employee count, we've committed to providing personalized development programs that ensure women have equal opportunities. Our placement on this list emphasizes our dedication to offering a safe and fair workplace." -Katie Barnes, Chief Human Resources Officer at BHG Financial To determine the Best Workplaces for Women, Great Place to Work analyzed the survey responses of over 640,000 women who work for Great Place to Work-Certified™ companies that employ at least 50 women. Companies must also have at least 20% of non-executive managers who are women, and at least one executive who's a woman. In the Great Place to Work survey, 96% of BHG's women said BHG is a great place to work. This can be compared to the average US company, where only 57% of employees would say the same thing, according to Great Place to Work. BHG Financial has been certified as a Great Place to Work® since 2016 and has been recognized among Fortune and GPTW 24 times on numerous reputable lists. About BHG Financial BHG Financial is transforming the financial industry, leveraging the power of data, analytics, and cutting-edge technology to become one of the best sources for high-performing loans, and the creator of one of the largest community bank loan and product networks in the country. Since 2001, BHG has originated more than $12 billion in loan solutions to top-quality borrowers, which community and midsize banks can access via a state-of-the-art loan delivery platform. BHG Financials' dedication to providing services that meet the needs of its clients has led to the creation of a full family of brands that range from business, consumer, and SBA 7(a) loans to credit cards, collection services, risk management services, and point-of-sale financing. With record growth year after year, BHG continues to be recognized regionally and nationally, earning a spot on the Inc. 5000 for 15 years running and receiving accolades from Great Place to Work® and Fortune magazine, among others. BHG Financial is partially owned by Pinnacle Bank (PNFP) and has headquarters in Davie, FL and Syracuse, NY. To represent the company's growth and dedication to continuously expanding their services, Bankers Healthcare Group became BHG Financial in 2021.

Read More

EMPLOYEE EXPERIENCE

WorkTango Unveils Holistic Employee Experience Platform Accompanied by New Brand Identity

WorkTango | October 03, 2022

WorkTango, a SaaS-based employee experience technology company headquartered in Austin, Texas, today announced the launch of its holistic WorkTango Employee Experience Platform and the unveiling of a new brand identity. Formerly known as Kazoo + WorkTango following an acquisition completed in April 2022, the software company provides the only holistic employee experience platform built for modern workplaces that enables meaningful recognition and rewards, offers actionable insights through employee surveys, and supports alignment through goal setting and feedback within a single solution. According to Gallup, the percentage of engaged workers in the U.S. declined last year for the first time in over a decade. In fact, just over one-third of employees (34%) were engaged. "'Quiet quitting' and employee disengagement have become urgent C-suite and board-level imperatives, These are not truly new phenomena, however, and nearly a decade ago, we built the first iteration of our employee experience platform to address these same challenges head-on. The holistic, enhanced WorkTango platform we announced today is a proven solution for improving employee engagement, motivation, and alignment – and has a direct impact on our customers' bottom lines as a result." -Patrick Manzo, CEO of WorkTango WorkTango's platform is currently used by over a thousand enterprise, midmarket, and SMB organizations that derive a range of measurable outcomes from the software investment. WorkTango's unified employee experience platform kept our company's culture alive even through the pandemic. We can continually measure both the pulse of our employees and see our data in real time, We rely on WorkTango to understand trends and the engagement of our global employee base. The ROI of WorkTango has been impactful culturally and organizationally,said Judy Hendriks, Chief People Officer of Harris, a provider of mission-critical global software solutions. WorkTango's holistic Employee Experience Platform offers organizations: Recognition & Rewards: The ability to amplify and incentivize key values and behaviors across the business. Employee Surveys & Insights: Functionality to measure employee and team engagement across the entire employee lifecycle and collect authentic feedback to support action. Goals & Feedback: Integrated technology to champion employee success with continuous alignment conversations, individual goal-setting, and company OKR tracking. When it comes to human resources technology, organizations are often faced with the choice of purchasing multiple best-of-breed solutions to meet their needs, or buying an expensive platform that offers hundreds of features yet still falls short in one or two critical areas, WorkTango has built an elegant and affordable platform inclusive of everything needed to: help organizations regularly gather and act on company-wide, team, and individual insights; measure employee engagement and recognize and reward employees in real-time; and support employee-company alignment through integrated goal setting and feedback,said Bret Starr, Partner and CEO of work-tech analyst firm The Starr Conspiracy. WorkTango's platform is the recipient of a number of awards, including Talent Culture's 2022 HR Technology Leader award. In 2022, WorkTango was named as a Leader across seven categories in G2's Summer Grid Report, including Employee Engagement and Employee Recognition. Beyond this industry recognition, WorkTango's platform is enabling greater employee retention and satisfaction for customers. Meredith, an agency customer who uses the WorkTango platform, credits it with a 50% reduction in staff turnover within 12 months. Randolph-Brooks Federal Credit Union attributes adopting WorkTango with a 68% increase in member service scores. About WorkTango WorkTango revolutionizes how the world's most forward-thinking companies engage and inspire their people. WorkTango offers the only Employee Experience Platform that enables meaningful recognition and rewards, offers actionable insights through employee surveys, and supports alignment through goal setting and feedback. WorkTango is built for the workplace we all want to be a part of – where priorities become clear, achievements are celebrated, and employees have a voice.

Read More

HR STRATEGY

Randstad Sourceright Partners with Scoping and Statement of Work Authoring Platform Deployed

Randstad Sourceright and Deployed | September 29, 2022

Global talent solutions leader Randstad Sourceright is pleased to announce its partnership with Deployed – a Scoping and Statement of Work (SOW) authoring software platform – to deliver 'Services Procurement 360', a statement of work management service that allows business leaders to strengthen the link between talent acquisition and the utilization of project-based expertise. Global organizations are increasingly turning to external service providers to deliver projects through a combination of contingent as well as distributed teams through statements of work. Deployed's software provides the scope and services procurement digital standards to create streamlined ways of assessing maturity and enhances the ability for organizations to scope complex service requirements against predefined, dynamic scope templates. "Randstad Sourceright is committed to transforming the way that our clients can leverage and deploy their total workforce, Our continued investment in a global services procurement center of excellence and our unique MSP 4.0 model which offers innovation-led, technology-enabled and AI-driven workforce management services provides customers with broader access to highly qualified professionals at a time when talent scarcity is at its highest levels." -Mike Smith, global CEO of Randstad Sourceright Paul Vincent, global head of Services Procurement at Randstad Sourceright, added, "We wanted to make it much easier for organizations of all levels of maturity and ambition to benefit from a services procurement solution. We know that organizations will potentially have a different support need for different categories or levels of expenditure. So, we can now be very adaptable in allowing them to choose different and, if required, multiple combinations of support depending on where we can add the most value to their current approach." Kayleigh Kuptz, co-founder of Deployed commented: "We're delighted to be partnering with Randstad Sourceright to deliver this innovative statement of work assessment solution. Services Procurement remains the largest opportunity in the future of work and the Global MSP market; and the ability to assess maturity, gaps and opportunities for services procurement and compare to peers is significant first step in bringing broader digitization and standardization to knowledge-based services. Deployed is rewriting the language of work with our unique scope authoring platform for projects that start smarter and finish stronger. We believe that the Future of Work is already here, and services procurement is the most important foundation of the new Project Economy ($20 trillion of economic activity year year). Deployed partners with innovative companies who want to deliver more successful projects through better preparation of work; defining, collaborating and agreeing services in one specialized platform. About Randstad Sourceright Randstad Sourceright is a global talent solutions leader, driving the talent acquisition and human capital management strategies for the world's most successful employers. They empower companies by leveraging a Human Forward strategy that balances the use of innovative technologies with expert insights, supporting both organizations and people in realizing their true potential. As an operating company of Randstad N.V. the world's leading global provider of HR services with revenue of € 24.6 billion Randstad Sourceright's subject matter experts and thought leaders around the world continuously build and evolve our solutions across recruitment process outsourcing (RPO), managed services programs (MSP) and total talent solutions. About Deployed Deployed is project Scoping and Statement of Work authoring platform that streamlines the process of defining the work to be done for any services projects. We make work more meaningful, measurable and successful. It's a powerful, modular, no code scope and SoW template builder to allow any organization to start getting insights into services procurement demand. Backed by Microsoft Ventures and other Silicon Valley funds, they won the Melinda Gate's Female Founders Competition in 2020 and were a finalist in Tech Nation's Rising Star 4.0 Awards earlier this year.

Read More

WORKFORCE MANAGEMENT,HR PRACTICE

BHG was Named One of the Nation's Best Workplaces for Women by 'Fortune' Magazine and Great Place to Work®

BHG Financial | September 30, 2022

Today, BHG Financial (BHG) has been honored as one of the 2022 Best Workplaces for Women by Great Place to Work® (GPTW) and Fortune magazine. This is the second subsequent year BHG has made this prestigious list. The women leaders of BHG drive a great deal of the success and this representation is integral to how BHG operates. BHG's persistence towards equality is one of the reasons the leadership team comprises over 40% women, compared to the national average of 21%. The recognition on this list is meaningful because it's the only company culture award in America that selects winners based on how fairly women say they're treated at work. At BHG, 98% of women agree that people here are treated fairly regardless of gender. "Since BHG's inception, we have always focused on nurturing a diverse and inclusive workplace, Even as our company has grown geographically and in employee count, we've committed to providing personalized development programs that ensure women have equal opportunities. Our placement on this list emphasizes our dedication to offering a safe and fair workplace." -Katie Barnes, Chief Human Resources Officer at BHG Financial To determine the Best Workplaces for Women, Great Place to Work analyzed the survey responses of over 640,000 women who work for Great Place to Work-Certified™ companies that employ at least 50 women. Companies must also have at least 20% of non-executive managers who are women, and at least one executive who's a woman. In the Great Place to Work survey, 96% of BHG's women said BHG is a great place to work. This can be compared to the average US company, where only 57% of employees would say the same thing, according to Great Place to Work. BHG Financial has been certified as a Great Place to Work® since 2016 and has been recognized among Fortune and GPTW 24 times on numerous reputable lists. About BHG Financial BHG Financial is transforming the financial industry, leveraging the power of data, analytics, and cutting-edge technology to become one of the best sources for high-performing loans, and the creator of one of the largest community bank loan and product networks in the country. Since 2001, BHG has originated more than $12 billion in loan solutions to top-quality borrowers, which community and midsize banks can access via a state-of-the-art loan delivery platform. BHG Financials' dedication to providing services that meet the needs of its clients has led to the creation of a full family of brands that range from business, consumer, and SBA 7(a) loans to credit cards, collection services, risk management services, and point-of-sale financing. With record growth year after year, BHG continues to be recognized regionally and nationally, earning a spot on the Inc. 5000 for 15 years running and receiving accolades from Great Place to Work® and Fortune magazine, among others. BHG Financial is partially owned by Pinnacle Bank (PNFP) and has headquarters in Davie, FL and Syracuse, NY. To represent the company's growth and dedication to continuously expanding their services, Bankers Healthcare Group became BHG Financial in 2021.

Read More

Events