Hear more from the team in our Blog! Reporting on developments in technology, delivering pro-tips on workforce management, and examining the changing needs of workforces in a digital world.

Establishing Performance Goals to Garner Success

Establishing employee performance goals ensures that all employees are operating at an optimum level, both professionally and personally. Before setting individual performance goals, be sure employees are aware of the long-term ‘big picture’ organizational goals first. This way everyone starts on the same page. Make sure that each employee understands how their performance fits into the big picture and what is expected. When setting goals, be specific about what you want to accomplish. Devise a way to measure whether the goal was achieved, be it qualitative or quantitative. Additionally, make the goal attainable – the point of the goal is to motivate your employees, not discourage them. Lastly, set a realistic timeline in which the goal is expected to be achieved. A performance timeline ensures accountability and provides a sense of urgency. The goals you set should be relevant to your organization, while at the same time, motivating your employees and investing in their professional development.

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Busting Through Writer’s Block: Giving Employee Feedback Without Losing Your Mind!

Employee performance appraisals are imperative for many businesses to function smoothly, as they ensure that everyone is communicating and doing their job at an optimal level of performance and efficiency. However, sometimes it is difficult to give employee feedback – wording something incorrectly can cause misunderstanding and may even come across as offensive, even if that was not the intention. If an employee is struggling with their performance, it is important to clearly phrase their need for improvement in a positive light to avoid any chances of miscommunication or offense.

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5 Ways Timeclock Fraud Hurts Your Business & How to Stop It

Timeclock fraud is an ever-prevalent problem for businesses, big or small. Fortunately, an increase in technology usage with time tracking has reduced the ability of employees to commit timeclock fraud. Timeclock fraud happens when an employee records hours that they did not work and collects a paycheck for them. While still somewhat damaging to larger corporations, for smaller businesses, even just a few instances of timeclock fraud can severely cripple their finances. The Fair Labor and Standards Act says that the burden of tracking employee hours falls completely on the employer, but it does not specify how to track the hours worked. That being said, there are plenty of ways for businesses to have their employees log their time, but many have issues with efficiency and even more deal with major inaccuracy. Below are some common ways timeclock fraud happens:

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Employee Appraisal Types for Maximum Visibility

Choosing the right type of performance appraisal for your employees can be daunting. From manager only, employee and manager, or peer-review, to 360-degree feedback, 360-degree extended feedback, and even a custom review group. The variety of methods available allows managers to choose the type of appraisal that best identifies strengths and weaknesses of employee performance for the particular employee based on the type of role they have. For example, someone who works in the back office primarily by themselves might benefit most from an employee and manager review, while someone in sales may benefit from a 360 degree extended appraisal that includes key clients.

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