Retaining company culture through growth

Company culture is a fundamental element of a business’s success. A strong sense of purpose and a clear set of shared values steer the organisation and bear an integral influence on employee attitudes, working practices, relationships and ultimately client satisfaction. As companies grow they can risk losing sight of these fundamental values - but growth, much like culture, is vital for continued and long-lasting success. So how can a business ensure they retain the values that allowed them to thrive in the first place through times of growth and change?

Spotlight

Octopus HR

Octopus is the award-winning, purpose-built web-based HR system. Delivered on demand, online it lets hr, managers and employees carry out all their day-to-day HR management and reporting tasks easily, when they want. Based in Flackwell Heath, Buckinghamshire, UK the Octopus leadership team is made up of a group of industry leaders in HR services, financial consulting and technology with extensive experience working in the SME and corporate business sectors. Octopus was voted best mid-range and best hosted HR software in the Business Software Satisfaction Awards.

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HR Practice, HR Strategy

HR Software Excellence: Top 15 Workforce Management Solutions

Article | August 8, 2022

Examining their role in business operations, understand why workforce management tools matter in 2024. Navigate the sea of cloud-based solutions and learn which top WFM tool best suits your needs. 1. Selecting Workforce Management Tool: What Factors to Consider? The adoption of workforce management tools has steadily increased in recent years, becoming a critical component of business operations. Businesses across various sizes are increasingly recognizing the strategic advantage of these tools, such as enhanced control over operations, streamlined communication, efficient task scheduling, and improved insights into employee performance. Nonetheless, choosing the right workforce management solution is not straightforward. The surge in technological innovation has given rise to various cloud-based options, presenting businesses with a wide array of choices in the market. When selecting a workforce management tool, there are many considerations to notice; it's important to thoroughly evaluate your specific needs. One such key factor to consider is the size of your company. While small businesses may find that basic tools for tracking time and attendance suffice, larger organizations typically require more sophisticated solutions equipped with advanced analytics and reporting features. Secondly, decision-makers must take into account their work model. Businesses operating with an on-site model generally have more straightforward requirements than those adopting a hybrid or remote work model. Different work models pose their own unique challenges, like real-time location monitoring, which is a must-have feature for tracking fieldwork. In addition, businesses should also carefully evaluate the compatibility of workforce management solutions with their current digital infrastructure. Aside from their benefits, it's important to recognize that workforce management tools may not cover all aspects of employee management within an organization. Therefore, seamless integration with existing systems, for instance, HR management software, is essential to facilitate efficient data processing and analysis. 2. Top Workforce Management Software and Tools in 2024 2.1 Hireology Hireology is the Applicant Tracking System (ATS) tailored for enterprises leading the industry in recruitment automation and backed by unparalleled customer support. Hireology's employee referral program enhances customer return on investment through comprehensive automation, talent relationship management, and beyond. It provides a comprehensive benefit package designed to enhance work-life balance and job satisfaction. The company has also secured the 8th position out of the top 50 HR products in G2’s Best of Software 2023 Awards and achieved the top rank in user satisfaction by G2 in Fall 2023. 2.2 HROne HROne is an end-to-end HCM software platform designed to streamline HR processes. It provides a comprehensive platform to manage various aspects of employee lifecycle management. HROne offers customizable functionalities and modules to fit diverse business needs. This includes employee data management, attendance tracking, payroll processing, performance management, Asset Management, Helpdesk Module, and a mobile app, providing mobile readiness and accessibility. 2.3 Assembled Assembled is a modern workforce management software designed to scale customer support operations efficiently. The tool is a leading all-in-one workforce management platform for customer experience (CX) teams and BPOs. It helps these teams make informed staffing decisions, improve schedule adherence, and offer better visibility into data to help improve performance. The platform is noted for decreasing manual reporting time by 80%, doubling SLA performance, and boosting agent productivity by 25%. 2.4 APS APS, also known as Automatic Payroll Systems, is a comprehensive workforce management solution that integrates various HR functions into a single platform. The tool provides robust solutions for core HR, payroll, benefits administration, attendance, recruiting, employee onboarding, and more. It enables efficient processing of employee pay, automates employee lifecycle processes, and eliminates inefficiencies associated with managing data across multiple systems. This integration allows HR departments to focus on more strategic tasks. 2.5 Deputy Deputy is a multifaceted workforce management software designed to streamline various aspects of team management. The tool simplifies creating and managing employee schedules with drag-and-drop functionality, allowing for easy assignment of shifts. Additionally, the platform features a time tracking feature where employees can clock in and out using mobile devices, with options for facial recognition and geolocation verification to ensure accuracy. Trusted by renowned organizations such as Amazon, Nike, Uber, and HubSpot, Deputy caters to a broad spectrum of corporate needs, offering flexible pricing plans for businesses of all sizes. 2.6 WebHR WebHR is a comprehensive cloud-based human resource management solution designed to assist organizations in managing the complete employment lifecycle of their employees, from hiring to retirement. The tool operates on the Software as a Service (SaaS) and Cloud Computing model. It integrates various HR and IT functionalities into a unified platform, offering a range of features such as recruitment, onboarding, payroll, time and attendance management, leaves and PTO, performance management, and more. WebHR's user-centric pricing structure starts at $2 per employee per month for an annual subscription. Alternatively, it offers a monthly billing option at $3 per employee. 2.7 Homebase Homebase is a versatile cloud-based time tracking and scheduling solution that caters to the needs of various businesses, particularly small businesses in various industries. It simplifies HR processes by providing tools for employee scheduling, timesheets, and payroll management. Users of Homebase appreciate its ease of use, intuitive user interface, and responsive customer service. It provides automatic scheduling, labor forecasts, GPS tracking, and automatic reminders to staff. Homebase offers several plans to cater to different business needs The Basic Plan is free for a single location and up to 20 users, and it includes basic features like time tracking, scheduling, employee management, and POS integration. For businesses with more than one location, there are three paid plans: Essentials ($24.95/location/month), Plus ($59.95), and All-in-One ($99.95). 2.8 Beekeeper Beekeeper is a digital platform designed primarily for frontline workers, providing a comprehensive suite of tools to enhance organizational productivity and communication. The platform is mobile-first, catering specifically to deskless employees, which sets it apart from traditional office-centric communication tools. • The software facilitates effective communication with features like inline translations, surveys, and polls to ensure that employees receive information in their preferred language and can collaborate efficiently. • Beekeeper offers digital solutions for onboarding new hires, providing training, and managing shift changes. • The platform includes functionalities for creating and managing digital checklists and automating workflows. 2.9 EPAY HCM EPAY HCM is an advanced human capital management and workforce management software that helps companies manage their hourly workforces and become more efficient. The platform encompasses a wide range of functionalities crucial for effective HR management. Key features of EPAY HCM include applicant tracking, onboarding, benefits administration, workforce management, time tracking, and payroll processing. The system is designed to easily conform to any labor environment, facilitating workforce control and compliance with labor laws while reducing labor costs. 2.10 Planday Planday is a versatile cloud-based employee scheduling platform suitable for businesses of various sizes and industries. Its key functionalities include managing employee hours, vacation requests, shift swaps, payroll, and communication. A standout feature is its ability to optimize schedules, helping businesses avoid overstaffing and reduce payroll costs. The platform also offers a location-specific clock-in function, allowing employees to clock in from any device, which gives managers an accurate overview of expected payroll and revenue forecasts. The pricing for Planday starts at €2.49 per user per month for the starter plan, with more advanced features available in higher-tier plans. 2.11 Employee Navigator Employee Navigator is a cloud-based benefits administration and HR management solution. It assists HR departments in offering comprehensive benefits packages and simplifies benefit administration operations. Key features include employee onboarding, PTO tracking, ACA reporting, payroll integration, and a self-service login. The software allows HR teams to manage and track benefits through an online dashboard, monitor enrollment status, manage benefit contributions, review documents, and enroll in benefit packages. Pricing for Employee Navigator starts at $630 per month for the enhanced plan. 2.12 Eddy Eddy is an all-in-one HR Suite designed primarily for small businesses. It streamlines various HR processes such as hiring, onboarding, payroll, time tracking, and people management. The software aims to move businesses away from paper and spreadsheets, offering a web-based HR solution. Eddy is particularly noted for its ease of use in managing digital employee documents, automating the hiring process, and integrating with job search sites. Its pricing starts at $6 per employee per month, with three plans available, each tier offering additional features. 2.13 Breathe Breathe is a multi-award-winning HR software primarily aimed at SMEs. The platform offers a range of functionalities, including employee data management, leave and sickness tracking, HR document management, training, performance, expenses, recruitment, rota scheduling, and more. Breathe's cloud-based, GDPR-compliant, and ISO27001-accredited platform ensures high data security levels. It supports up to 200 employees and is recognized for its ease of use and value for money. The pricing for Breathe varies based on the size of the business, starting at £18 per month for up to 10 employees. 2.14 Proliant Proliant is a comprehensive HR and payroll software solution designed to cater to various business needs. It offers a range of features, including applicant tracking and recruiting, employee onboarding, performance management, payroll and tax services, and an employee self-service portal. Proliant is highly regarded for its comprehensive range of HR features and responsive customer service, making it particularly suitable for businesses looking for a robust solution that covers a wide spectrum of HR and payroll functionalities. It's important to note that while the software does not offer a free version or trial, its pricing is considered competitive for the features it offers. 2.15 Cezanne HR Cezanne HR is a leading software designed for mid-sized companies, catering to 100-3,000 employees. This modern, feature-rich HR system is known for its quick implementation and adaptability, offering a fast return on investment. It provides integrated modules for core HR tasks, onboarding, performance management, absence management, recruitment, time tracking, pulse surveys, and career and succession planning. Its user-friendly interface, customizability, and excellent customer support make it an excellent choice for businesses. Cezanne HR not only complies with GDPR regulations but is also ISO27001 certified. The system is trusted in over 120 countries worldwide. 3. Final Note: Future Trends in Workforce Management As 2024 approaches, the landscape of workforce management is evolving, marked by several transformative trends. Foremost among these is the integration of automation technologies and AI in workforce management that is reshaping human resources by automating significant portions of work and enhancing employee experiences. Concurrently, the adoption of employee self-service tools is on the rise, offering employees greater control over their schedules, benefits, and other aspects of their work life, thus fostering greater engagement and efficiency. Reflecting a growing emphasis on work-life balance, hybrid and remote work models are becoming more commonplace, driven by their ability to offer flexibility and a better balance between professional and personal life. This shift is part of a broader trend toward digital transformation in the workplace, where technological advancements are streamlining operations and necessitating ongoing employee training to keep pace with new tools and systems. Diversity, Equity, and Inclusion (DEI) are also gaining importance as critical components of successful workforce management, with strategies being implemented to create more inclusive and equitable workplaces. All of these suggest that parallel to them, the nature of leadership and management must also evolve, with a greater focus on building an employee-centric culture and promoting fair and transparent practices. Collectively, these trends indicate a future of workforce management that is technology-driven, adaptable, and increasingly focused on enhancing the employee experience.

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Workforce Management

The Definitive Guide to Streamlining Workforce Management in 2024

Article | February 1, 2024

Modern workforce management plays a critical role in the success of an organization. As evolving trends reshape HR practices, they simultaneously enhance employee productivity and propel market growth. Contents 1 Significance of Adopting Workforce Management in 2024 2 Understanding Modern Workforce Dynamics 3 Future Trends in Workforce Management 3.1 Embracing Remote and Hybrid Work Models 3.2 Enhancing Employee Experience and Well-Being: A Shift in Workforce Management 3.3 The Integration of the Gig Economy into Corporate Culture 3.4 Leveraging AI and ML for Workforce Management 4 Top Solution Providers: Leading Firms in Workforce Management 5 Conclusion 1. Significance of Adopting Workforce Management in 2024 Automation AI, and ML (machine learning) are a few of the terms dominating the market today. These technological advancements are not limited to traditional operational domains but have extended their influence into Human Resources as well. As organizations strive to streamline their operations, reduce costs, and maximize the potential of their workforce, they are increasingly turning to these innovations in modern workforce management. In the era of digitization, companies recognize the need to optimize their workforce effectively and leverage the benefits of workforce management. This realization has led to a paradigm shift in HR practices, where 16% of employers are leveraging technology more frequently to monitor their employees. These methods include using virtual time clock systems, tracking work computer usage, and monitoring employee emails, internal communications, and chat platforms. Such monitoring ensures accountability and provides valuable insights into employee productivity and engagement. The growing adoption of these advanced technologies in HR and the broader workforce management domain underscores the urgency and necessity of embracing leading solutions. The statistics speak for themselves, as the global workforce management market is projected to soar to a staggering USD 9.3 billion by 2025, exhibiting a robust CAGR of 9.3%. This projection is a testament to the transformative impact that technology has on how organizations manage and harness the potential of their workforce. As businesses continue to operate in an increasingly competitive and dynamic environment, staying ahead of the curve in workforce management is paramount. Embracing these technological solutions not only enhances efficiency and cost-effectiveness but also empowers organizations to make data-driven decisions, optimize resource allocation, and ultimately thrive in the evolving modern workplace. The journey toward a more efficient and productive workforce is well underway, and the strategic integration of workforce management is a crucial step in that direction. 2. Understanding Modern Workforce Dynamics The evolution of workforce management is not only a reflection of technological advancements, but also a response to the changing demographics and preferences of the workforce. Businesses must note that millennials, who are tech savvy and internet native, constitute a significant portion (30%) of the workforce today. This shift necessitates that organizations not only adopt advanced technology but also to rethink their approach to workforce management, which has experienced a profound transformation, transitioning from traditional approaches to more sophisticated IT and technological solutions. Millennials are accustomed to the rapid pace of technological advancements, and their expectations regarding the workplace are high. To attract and retain this talent pool, businesses must align their workforce management strategies with the digital age. The integration of innovative workforce management solutions can transform how organizations operate. Advanced tools and software enable more efficient forecasting and budgeting, staff scheduling, and time and attendance tracking. Moreover, the focus has extended to more nuanced aspects like employee performance management, compliance, and benefits administration. This comprehensive approach ensures that all facets of workforce management are streamlined and efficient. Automation of these processes is a critical element, as organizations free up their employees by automating routine tasks to focus on more strategic and creative work. This enhances productivity and contributes to greater job satisfaction as employees are engaged in more meaningful work. Additionally, the data generated from these automated processes is a goldmine for insights. Analyzing this data can help organizations identify patterns, forecast future trends, and make informed decisions, thereby staying ahead in a competitive market. 3. Future Trends in Workforce Management Organizational needs are in a state of continuous evolution, reshaping the dynamics that define them. Workforce management, in particular, has undergone significant advancements in recent years, a trend accelerated by the COVID-19 pandemic. Experts predict this progression will persist in the foreseeable future. In response to this changing environment, businesses must adapt their workforce management strategies to meet the needs of the markedly different workforce of 2024. This adaptation is crucial for maintaining competitiveness in the years ahead. In today's fiercely competitive market, it is incumbent upon employers to cultivate an environment where employees are engaged and motivated. Understanding and embracing current trends can be a key strategy in achieving this. Therefore, when considering the adoption of workforce management software, it's essential to take these prevailing workforce trends into account. 3.1 Embracing Remote and Hybrid Work Models The pandemic has significantly reshaped the work landscape, introducing both organizations and employees to the potential of remote work. The preference for these models has grown since, and despite the initial eagerness of employers for a swift return to office-based work, employees have increasingly shown a preference for remote or hybrid models. Research conducted by McKinsey highlights the enduring nature of this shift, indicating that hybrid work is more than just a temporary trend. This survey found that 85% of employees currently engaged in hybrid work models prefer this over traditional on-site models. This preference comes at a time when many organizations are grappling with challenges such as employee burnout, mental health issues, and high turnover rates. Leaders who have been viewing in-person work as a pathway back to normalcy are now faced with the reality of employees' strong inclinations toward flexible working arrangements and growing power to seek such options. Therefore, organizations must adapt to this change not just as a temporary measure but as a long-term strategy. This includes investing in technology that supports remote collaboration, establishing clear communication protocols, and rethinking performance management in a way that is suited for remote and hybrid environments. 3.2 Enhancing Employee Experience and Well-Being: A Shift in Workforce Management In recent years, there has been a strong emphasis on enriching the employee experience. This trend reflects companies’ growing recognition of the value their employees bring to the table. Businesses are increasingly engaging their workforce in meaningful ways, fostering a sense of belonging and importance rather than treating employees as mere replaceable units. Today's workforce craves personalized rewards, enriching experiences, and tailored development opportunities more than ever, underscoring the importance of this approach in modern business practices. Investing in employee well-being is not just a moral imperative but also a strategic one, as it directly impacts productivity, retention, and overall business performance. These past few years have been quite educational, bringing forth new terms like quiet quitting and the great attrition, highlighting the evolving dynamics of the workplace. Consequently, for workforce management in 2024, it is important for corporate leaders to prioritize staff retention, maintain a healthy work-life balance, and encourage global collaboration to adapt to these changing trends. 3.3 The Integration of the Gig Economy into Corporate Culture As corporations adapt to increasingly flexible work environments, the percentage of contract workers and freelancers within the corporate culture is set to expand. A Gartner study forecasts that by 2026, freelancers will comprise 35% of the global workforce, a substantial rise from the 9% recorded in 2020. This trend requires organizations to rethink their workforce strategies to include more flexible and inclusive approaches for integrating this dynamic segment of the workforce. It includes adapting payroll systems, adopting effective collaboration tools, and creating policies that ensure a seamless integration of freelancers into the corporate culture. 3.4 Leveraging AI and ML for Workforce Management The next frontier in workforce management is the incorporation of artificial intelligence (AI) and machine learning (ML), which can prove to be game changers. These technologies can provide predictive analytics, enabling organizations to make proactive decisions. For example, AI can predict staffing needs based on historical data, helping managers to optimize schedules and reduce labor costs. Similarly, ML algorithms can analyze employee performance data to identify training needs or forecast potential compliance issues. 4. Top Solution Providers: Leading Firms in Workforce Management IntelliHR IntelliHR is an Australian company specializing in cloud-based People Management Software-as-a-Service. Its platform is designed to streamline HR processes, focusing on employee engagement, performance management, and data-driven insights. The company’s solutions provide tools for continuous feedback, goal tracking, and analytics, all integrated into a user-friendly interface. The platform emphasizes the use of analytics and automation to help organizations make informed decisions about their workforce, aligning employee performance with company goals. Additionally, IntelliHR offers features like compliance tracking and HR reporting, making it a comprehensive tool for modern HR management. Quinyx Quinyx is a workforce management software company known for its solutions that cater primarily to businesses relying on a frontline workforce. Its frontline platform offers a range of features, including employee scheduling, time reporting, communication, task management, and labor forecasting. The software is designed to streamline the complex processes of managing a flexible workforce, with a strong emphasis on the optimization of labor costs. Quinyx’s solutions aim to improve workforce efficiency, reduce administrative burdens, and enhance employee satisfaction. When I Work When I Work is a leading shift-based workforce management software solution provider. Its platform is known for its user-friendly interface and mobile app, which facilitates easy scheduling and includes a time clock and communication features. It's particularly popular in industries with hourly workers. Key features of the platform include employee scheduling, shift swapping, time tracking, and attendance management, all accessible through both web and mobile applications. The platform aims to improve workforce management by reducing the time spent on scheduling, minimizing labor costs, and enhancing communication between managers and employees. Arcoro Arcoro is a comprehensive workforce management software provider that offers solutions primarily for the construction industry. Its suite of products is designed to help businesses manage their workforce more effectively, focusing on aspects such as talent acquisition, time and attendance, core HR, performance management, and more. Key features of Arcoro's solutions include applicant tracking systems (ATS) for streamlined recruitment, employee onboarding tools, benefits management, and performance evaluation systems. The company software solution also offers workforce planning, compliance, and analytics modules. OnePoint Human Capital Management OnePoint Human Capital Management is an enterprise-class HCM solution provider offering a wide range of HR-related functionalities. The company's platform is known for its unified database architecture, which means that all aspects of HR, payroll, and talent management are integrated into a single system. This integration allows HR to save time, lower costs, stay compliant with streamlined workflows, automate processes, and integrate reporting across all HR functions. Key features of OnePoint HCM include payroll processing, time and attendance tracking, HR management, benefits administration, and talent management. Legion Technologies Legion Technologies, at the forefront of innovation, is a cutting-edge workforce management software provider. The Legion WFM platform, characterized by its intelligence, automation, and focus on employee needs, demonstrates an impressive capacity to yield a thirteen-fold return on investment. This is achieved through its effective schedule optimization, lowering of employee turnover, boosting of productivity, and enhancement of operational efficiency. Catering to a diverse range of sectors, including retail, hospitality, food service, and health and fitness, Legion Technologies stands as a versatile and impactful choice for businesses seeking to streamline their workforce management. Sentric Sentric is a provider of cloud-based Human Resources (HR) and payroll software solutions across various industries. Its platform, SentricHR, is designed to offer a comprehensive suite of HR functionalities in a single, integrated system. Key features of SentricHR include payroll processing, HR and benefits administration, talent management, and time and attendance tracking. The platform allows businesses to streamline their HR processes, from recruiting and onboarding new hires to managing employee data, tracking time-off requests, and processing payroll. Hubstaff Hubstaff is a software company that provides a suite of time-tracking and productivity-monitoring tools, primarily catering to remote and hybrid teams. The company's flagship product, also named Hubstaff, is known for its robust features that help businesses efficiently manage their workforce, especially in a remote or distributed work environment. Hubstaff's tools are designed to automate several administrative tasks, such as invoicing clients based on time tracked, and paying team members. The software integrates with a wide range of other tools and platforms, such as project management software, to provide a seamless workflow. Assembled Assembled is workforce management software specifically tailored for support teams. It focuses on helping businesses optimize their support operations through advanced scheduling, forecasting, and analytics tools. The platform is designed to address the unique challenges faced by customer support teams, particularly those working in BPOs or handling high volumes of customer interactions. The software's forecasting capabilities are another major highlight, providing accurate predictions of staffing needs based on historical data and trends. Deputy Deputy is a global workforce management software provider renowned for its workforce management solutions that cater to businesses of all sizes across various industries. The platform specializes in simplifying scheduling, time tracking, task assigning, and communication among employees and managers. Deputy's comprehensive suite of features aims to streamline operations, reduce administrative tasks, and ensure compliance, making it a highly effective solution for businesses of all sizes. 5. Conclusion As younger generations increasingly populate the workforce, a shift in focus toward enhancing employee experience is becoming evident. This shift is indicative of the future of workforce management. The challenges of managing a workforce have intensified due to evolving market dynamics and the growing diversity and dispersal of employees. Effective workforce management is now more crucial than ever. Organizations that fail to implement integrated workforce management technology risk detrimental impacts on their financial performance. In today's environment, employees seek greater flexibility and control over their work. Consequently, workforce solutions adopted by organizations must consider these preferences. Key focus areas for corporate leaders in the upcoming period will include employee retention, fostering work-life balance, and enhancing collaboration. The new era of employment requires unprecedented adaptability, and staying abreast of the emerging trends in workplace efficiency is vital for businesses aiming for long-term success.

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Workforce Management

Listen and act: how to get employee experience management right

Article | February 5, 2024

As the science behind employee engagement evolves, it’s become clear just how much businesses can gain from a happy and involved workforce. From improved performance, to reduced attrition, increased revenue and even a better customer experience, employee engagement is at the heart of business growth. Given these benefits, it’s no surprise that the role of HR departments is moving beyond just managing people and towards managing experiences.

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5 Things HR Can Do To Improve Employee Output

Article | February 10, 2020

Employees are companies most valuable asset – Without the talent, knowledge and expertise those employed bring to an organisation, it’s safe to say that the business world would be a very different landscape. Human Resources is often held responsible for owning the employee value strategy, where we’re now embracing tremendous improvements in how the value that employees bring, can be achieved. Here we’ll explore how data analysis, learning & development, employee engagement, 360 feedback and flexibility all offer a significant opportunity to improve employee output within every organisation in 2020.

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Spotlight

Octopus HR

Octopus is the award-winning, purpose-built web-based HR system. Delivered on demand, online it lets hr, managers and employees carry out all their day-to-day HR management and reporting tasks easily, when they want. Based in Flackwell Heath, Buckinghamshire, UK the Octopus leadership team is made up of a group of industry leaders in HR services, financial consulting and technology with extensive experience working in the SME and corporate business sectors. Octopus was voted best mid-range and best hosted HR software in the Business Software Satisfaction Awards.

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Workforce Management,Employee Experience

ExtensisHR Celebrated for Excellent Workplace Culture with Three Comparably Awards

ExtensisHR | December 21, 2022

ExtensisHR, a nationally recognized Professional Employer Organization (PEO) and HR Outsourcing (HRO) services provider, proudly announces it has received three awards from leading workplace culture site, Comparably. Selected out of thousands of companies across the U.S., ExtensisHR placed in the “Best Company Culture,” “Best Company for Women,” and “Best Company for Diversity” categories, with an overall A+ culture score. Comparably Awards are derived from ratings anonymously provided by employees about their workplaces in multiple categories on Comparably.com during a 12-month period. Winners are then determined based on 20 core culture metrics, ranging from work-life balance and environment to compensation and career growth. When asked to describe ExtensisHR’s company culture, employee sentiments revealed: 99% call their work environment positive 97% look forward to interacting with their team every day 95% say they are happy with their work-life balance “ExtensisHR has been one of the best places I have ever worked. I work hard and I have pushed myself more than I ever have in the past but in a good way. It has made me a better professional and a better person. The learning at ExtensisHR never ends.” “People truly care about one another, and we take great pride representing ExtensisHR. Creativity and individuality are encouraged, and there is a great deal of responsibility around client relationships and always looking to improve the client experience.” “It is an incredible honor to receive such positive feedback from our team, We continue to implement new changes and provide meaningful benefits to support our diverse roster of employees. Whether it’s promoting mental and physical health, prioritizing personal and professional development, ensuring pay parity, providing paid parental leave, and offering flexible work options, we’re so grateful that our employees appreciate our ongoing commitment to creating an inclusive and desirable workplace for all.” -David Pearson, Senior Vice President of People and Culture at ExtensisHR These awards are the latest of several noteworthy achievements ExtensisHR has received this year. The company was named a Top Workplace in New Jersey by NJ.com, earned a Great Place to Work® Certification™, and received multiple Top Workplaces Culture Excellence Awards for its dedication to employee engagement, satisfaction, and well-being. About ExtensisHR Founded in 1997, ExtensisHR is a leading national Certified Professional Employer Organization (PEO) and HR Outsourcing (HRO) solution provider, focused on delivering exceptional customer service. We specialize in tailored HR solutions for small- and medium-sized businesses, with a comprehensive portfolio including human resources, benefits, payroll, Work Anywhere™ technology, risk and compliance, employee management, recruiting, and more.

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63% of Employees Spending Less Time in Workplace Socializing as a Consequence of COVID-19 Despite Virtual Company Culture

Clutch | June 03, 2020

Workers are spending less time socializing with their colleagues, but businesses are introducing virtual events as more employees work remotely. While enduring the COVID-19 pandemic, businesses are likely to keep managers available to employees and invest more heavily in communication technology. Employees are saying that COVID-19 has damaged their corporate culture. Already, 63% of employees spend less time socializing with their colleagues — both in-person and virtually — since COVID-19 was declared a pandemic. This is according to new data from Clutch, the leading B2B ratings and reviews firm. Experts agree — the transition to remote work has hurt office socialization, despite efforts to adjust. When working remotely, there's not really the option to have a quick chat with your co-workers by the coffee machine, human resources coordinator at Online Optimism, a design agency. - Sara Bandurian Offices are increasingly investing in methods to communicate virtually, with 26% saying their company has provided its employees greater access to communication technology in the past 30 days, a number that is likely to increase. However, even with the adoption of Zoom and other tools, socialization is still suffering. "Fun" Initiatives Largely Fail to Be Adopted Despite experts believing that businesses will host more virtual social events as companies acclimate to remote work, one-third of employees (35%) report that their company has not hosted a virtual social event since remote work as a result of the pandemic began. George Kuhn, the president of Drive Research, a market research firm, says his company introduced two virtual events: social coffee hours and virtual games, providing an alternative to the standard small talk of virtual meals. Read more: 5 tips to improve company culture These games and opportunities can provide a fun competitive outlet for employees, yet they're not widely adopted. Only 13% report that their office is holding happy hours, while 9% say their office is hosting activities and games. Just 5% report virtual meals being held. The most popular virtual social event is professional development sessions, a fusion that can be both fun and beneficial. However, fewer than 1 in 5 (19%) say that professional development sessions have happened. Remote Work Creates Greater Managerial Availability One bright spot is the availability of managers during remote work. More than 4 in 5 (81%) say that their manager is as available or more available since the start of remote work. For companies, making sure employees have access to their manager while working from home is essential to maintaining company culture. When working remotely, it can be easy to get lost, confused, or overwhelmed without that leadership you're used to in a normal workplace. - Chane Steiner, CEO of Crediful, a personal finance website Only 19% of employees report that their manager is less available because of remote work, showing that America's managers are adapting to remote work well. About Clutch Clutch is the leading ratings and reviews platform for IT, marketing, and business service providers. Each month, over half a million buyers and sellers of services use the Clutch platform, and the user base is growing over 50% a year. Clutch has been recognized by Inc. Magazine as one of the 500 fastest growing companies in the U.S. and has been listed as a top 50 startup by LinkedIn.

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Employees won't tolerate inaction on sexual harassment — even for higher pay

HR Dive | February 22, 2019

Most employees won't tolerate company misconduct that conflicts with their values, especially inaction in the face of problems, according to a new study. A poll of 540 full-time employees from The Manifest found that 79% of the respondents would not accept a job with a higher salary from a company that failed to act in response to a report of sexual harassment. Additionally, 76% wouldn't join a company offering a higher salary that sells users' data without users' knowledge, and 72% wouldn't accept an employer that endangers the environment.In other survey findings, 71% of respondents won't tolerate companies paying women and minority employees less than others for doing the same job, and 69% won't accept companies that lobby against consumer protection regulations. However, most respondents said they're willing to accept a higher salary to work for employers that make donations to political candidates they dislike (54%), block labor unions from organizing (39%) and use legal loopholes to minimize their tax liability (38%).Generally, employees tend to be accepting of employers that work within legal structures, unless those behaviors are felt on an individual level, The Manifest said.

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Workforce Management,Employee Experience

ExtensisHR Celebrated for Excellent Workplace Culture with Three Comparably Awards

ExtensisHR | December 21, 2022

ExtensisHR, a nationally recognized Professional Employer Organization (PEO) and HR Outsourcing (HRO) services provider, proudly announces it has received three awards from leading workplace culture site, Comparably. Selected out of thousands of companies across the U.S., ExtensisHR placed in the “Best Company Culture,” “Best Company for Women,” and “Best Company for Diversity” categories, with an overall A+ culture score. Comparably Awards are derived from ratings anonymously provided by employees about their workplaces in multiple categories on Comparably.com during a 12-month period. Winners are then determined based on 20 core culture metrics, ranging from work-life balance and environment to compensation and career growth. When asked to describe ExtensisHR’s company culture, employee sentiments revealed: 99% call their work environment positive 97% look forward to interacting with their team every day 95% say they are happy with their work-life balance “ExtensisHR has been one of the best places I have ever worked. I work hard and I have pushed myself more than I ever have in the past but in a good way. It has made me a better professional and a better person. The learning at ExtensisHR never ends.” “People truly care about one another, and we take great pride representing ExtensisHR. Creativity and individuality are encouraged, and there is a great deal of responsibility around client relationships and always looking to improve the client experience.” “It is an incredible honor to receive such positive feedback from our team, We continue to implement new changes and provide meaningful benefits to support our diverse roster of employees. Whether it’s promoting mental and physical health, prioritizing personal and professional development, ensuring pay parity, providing paid parental leave, and offering flexible work options, we’re so grateful that our employees appreciate our ongoing commitment to creating an inclusive and desirable workplace for all.” -David Pearson, Senior Vice President of People and Culture at ExtensisHR These awards are the latest of several noteworthy achievements ExtensisHR has received this year. The company was named a Top Workplace in New Jersey by NJ.com, earned a Great Place to Work® Certification™, and received multiple Top Workplaces Culture Excellence Awards for its dedication to employee engagement, satisfaction, and well-being. About ExtensisHR Founded in 1997, ExtensisHR is a leading national Certified Professional Employer Organization (PEO) and HR Outsourcing (HRO) solution provider, focused on delivering exceptional customer service. We specialize in tailored HR solutions for small- and medium-sized businesses, with a comprehensive portfolio including human resources, benefits, payroll, Work Anywhere™ technology, risk and compliance, employee management, recruiting, and more.

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63% of Employees Spending Less Time in Workplace Socializing as a Consequence of COVID-19 Despite Virtual Company Culture

Clutch | June 03, 2020

Workers are spending less time socializing with their colleagues, but businesses are introducing virtual events as more employees work remotely. While enduring the COVID-19 pandemic, businesses are likely to keep managers available to employees and invest more heavily in communication technology. Employees are saying that COVID-19 has damaged their corporate culture. Already, 63% of employees spend less time socializing with their colleagues — both in-person and virtually — since COVID-19 was declared a pandemic. This is according to new data from Clutch, the leading B2B ratings and reviews firm. Experts agree — the transition to remote work has hurt office socialization, despite efforts to adjust. When working remotely, there's not really the option to have a quick chat with your co-workers by the coffee machine, human resources coordinator at Online Optimism, a design agency. - Sara Bandurian Offices are increasingly investing in methods to communicate virtually, with 26% saying their company has provided its employees greater access to communication technology in the past 30 days, a number that is likely to increase. However, even with the adoption of Zoom and other tools, socialization is still suffering. "Fun" Initiatives Largely Fail to Be Adopted Despite experts believing that businesses will host more virtual social events as companies acclimate to remote work, one-third of employees (35%) report that their company has not hosted a virtual social event since remote work as a result of the pandemic began. George Kuhn, the president of Drive Research, a market research firm, says his company introduced two virtual events: social coffee hours and virtual games, providing an alternative to the standard small talk of virtual meals. Read more: 5 tips to improve company culture These games and opportunities can provide a fun competitive outlet for employees, yet they're not widely adopted. Only 13% report that their office is holding happy hours, while 9% say their office is hosting activities and games. Just 5% report virtual meals being held. The most popular virtual social event is professional development sessions, a fusion that can be both fun and beneficial. However, fewer than 1 in 5 (19%) say that professional development sessions have happened. Remote Work Creates Greater Managerial Availability One bright spot is the availability of managers during remote work. More than 4 in 5 (81%) say that their manager is as available or more available since the start of remote work. For companies, making sure employees have access to their manager while working from home is essential to maintaining company culture. When working remotely, it can be easy to get lost, confused, or overwhelmed without that leadership you're used to in a normal workplace. - Chane Steiner, CEO of Crediful, a personal finance website Only 19% of employees report that their manager is less available because of remote work, showing that America's managers are adapting to remote work well. About Clutch Clutch is the leading ratings and reviews platform for IT, marketing, and business service providers. Each month, over half a million buyers and sellers of services use the Clutch platform, and the user base is growing over 50% a year. Clutch has been recognized by Inc. Magazine as one of the 500 fastest growing companies in the U.S. and has been listed as a top 50 startup by LinkedIn.

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Employees won't tolerate inaction on sexual harassment — even for higher pay

HR Dive | February 22, 2019

Most employees won't tolerate company misconduct that conflicts with their values, especially inaction in the face of problems, according to a new study. A poll of 540 full-time employees from The Manifest found that 79% of the respondents would not accept a job with a higher salary from a company that failed to act in response to a report of sexual harassment. Additionally, 76% wouldn't join a company offering a higher salary that sells users' data without users' knowledge, and 72% wouldn't accept an employer that endangers the environment.In other survey findings, 71% of respondents won't tolerate companies paying women and minority employees less than others for doing the same job, and 69% won't accept companies that lobby against consumer protection regulations. However, most respondents said they're willing to accept a higher salary to work for employers that make donations to political candidates they dislike (54%), block labor unions from organizing (39%) and use legal loopholes to minimize their tax liability (38%).Generally, employees tend to be accepting of employers that work within legal structures, unless those behaviors are felt on an individual level, The Manifest said.

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