3 easy and cheap ways to improve employee motivation

3 easy and cheap ways to improve employee motivation

3 easy and cheap ways to improve employee motivation

More than half of UK firms plan to hire new staff
If you’re looking for innovative ways to keep your team excited about coming to work every day, then keep reading.

It’s totally normal for employees to face dips in motivation, but it becomes a problem when your colleagues are consistently disengaged. That’s why we gathered some great tips to help keep you and your team motivated, day in and day out.

 

Lead with trust and respect

 Employees want to have autonomy and independence at work. It feels good to be the master of your specialism, respected to plan and structure work according to how you work best. So the most important thing managers can do is actually trust their employees and never micromanage.

Allow your workers to self-manage their workloads; if you have a big project, let them pursue it how they feel comfortable. This allows your team members to work according to their own productive cycles, and know that you respect their abilities. Giving employees responsibility and ownership over their work helps them feel more valued and integral to your company – and helps cultivate an overarching framework for long-term motivation.

Invest in your employees

Another way to inspire and motivate your employees is by investing in them. Offering things like tuition reimbursement, a mentoring program, one-on-one coaching, and job shadowing with people in higher positions sends a clear message: you care about their career and their future. Some companies, in fact, have periodic meetings with their employees to discuss their career paths and make sure they stay on track.

Aside from improving skills and increasing staff knowledge, this kind of investment in employee career pathing gives them a reason to stay with the company for the long haul rather than be on the lookout for a better offer.

Include them in the big decisions

Asking for their input creates a sense of belonging in the company, making them feel like they matter.
This goes hand-in-hand with employee investment, and giving them a purpose: by asking for their insight and opinion on how the company can improve, you will further engender their trust and loyalty to the company.

In today’s highly competitive workplace, where people switch jobs every few years, employee turnover can be a big concern. You can stem the tide, though, by putting a focus on employee engagement and training. Doing so builds a solid foundation for employee management and growth, ensuring your staff is always motivated and inspired.

No matter how big or small a company is, employee motivation is always one of the biggest employers’ goals. Do you want to know more about how to make your company profit and hire the best employees with low costs and high benefits?  Contact Us

3 ways to hire and pay remote workers

3 ways to hire and pay remote workers

3 ways to hire and pay remote workers

More than half of UK firms plan to hire new staff
It is a good time to hire employees from other parts of the world. Need help to do it?

More flexible work arrangements may be one of the pandemic-driven changes that will endure for businesses across industries for years to come. Many companies have realized their employees can be just as productive working remotely. That´s why it can be a good time to hire employees from other parts of the world. Need held to do it?

 3 ways to hire and pay remote workers:

1. Pay as an independent contractor

Given the current economic uncertainty, it will be tempting to just hire a new worker as an independent contractor and avoid long-term employment obligations altogether. The problem with this approach is that every country has their own statutory guidelines on classification of workers, and just because a company claims the worker is a contractor does not guarantee that status.

If a contractor is hired full time, paid a regular amount like a salary and has their schedule and work methods controlled by the company then they could be classified as an employee. That would lead to non-compliance claims against the company, back taxes and contributions and in some cases fines in the foreign location.

 

2. Use a local partner

One interim method of hiring a new employee is to use a local partner/supplier in the host country where the company has an existing business relationship. The partner could agree to put your employee on their payroll and take care of all employment administration for your company. This can work well where your company has a solid business relationship with the partner, who may be willing to help during a transition.

 

3. EOR solution

A final option is to outsource employment administration to a Global Employment Organization (GEO) using an Employer of Record (EOR). The EOR in the host country will be familiar with local restrictions surrounding COVID-19 and can assist with navigating those rules for employees and residents.

Even if your company is planning on eventually setting up their own corporate entity, using a GEO will allow you employ your workers temporarily until the pandemic eases and business life returns to normal.

In this articles you can read more information about EOR solutions

On the other hand, if you are planning to hire remote workers, in Roots EOR we’re able to handle most of the details of the hiring process for you.  Contact Us

Why is it a good moment to use an employer of record provider?

Why is it a good moment to use an employer of record provider?

Why is it a good moment to use an employer of record provider?

More than half of UK firms plan to hire new staff
As we have seen, employment is recovering and more and more companies are seeking to hire new workers. How to do it? Here some tips than might help you.

Advanced technologies, growing economies, access to new markets and a skilled workforce are all factors that motivate companies to expand outside their borders. When considering expanding internationally however, many businesses think that the only one way to achieve this goal is by setting up their own entity in a foreign country.

It is certainly true that this option can work extremely well for companies who are building infrastructure and have pre-defined long-term plans for the country. However, if a business is looking to expand quickly without delays then working with an EOR provider could be the solution.

So, if you’re a company is looking for a fast way to expand their business and hire workers then an Employer of Record (EOR) solution could be considered. Why? Here a list of some of the benefits:

 

Faster expansion

If a business is looking for a quick expansion strategy that enables them to employ remote workers in different countries at the same time, then EOR solutions will help achieve this goal. This is a great way to test the market without having to set up a subsidiary. EOR solutions make it easier for businesses to expand into new international markets quickly and in a safe and potentially profitable manner.

 

Talent Retention

An EOR solution allows a business to retain valued workers who may move to a different country for personal or other reasons.

Enables companies to focus on their core business activities
EOR solutions make it easier for business to concentrate on the running of the core day-to-day business. Business can focus on core activities without the hassle of organizing global payroll and HR. EOR solutions save valuable time and resources that would be spent on understanding the complexities of setting up in country.

 

So… Why use an employer of record provider?

  • Lower Cost
  • Lower Risk
  • Faster set-up

If you are thinking of expanding your business and looking to hire internationally,  Contact Us

Three positive labor changes thanks to the Covid

Three positive labor changes thanks to the Covid

Three positive labor changes thanks to the Covid

More than half of UK firms plan to hire new staff
The pandemic could have a lasting, positive impact on workplace culture.

Everything bad has something good, and this pandemic is going to leave us positive things in the workplace. In fact, we are already seeing some positive changes in the labor market.

Remote work has caused a relaxation in the traditional rules of professional presentation and resulted in a virtual workplace that is not only more flexible, but also more humane.

Here 3 changes that will improve the labor market thanks to COVID:

1. Reinvent workplaces as spaces for real collaboration

Reinventing the workplace and the office. We probably won’t be going back to the office like we did before, so companies will also need to reimagine the workplace as a place where people meet, brainstorm, have social gatherings, build social identity

Workplace should become a place where people come to collaborate, share and exchange information, creatively solve problems, build a community and identity.

2. Encourage individual flexibility

The future of work will be one of co-designing the workplace together with individuals: people who have different individual needs, values, strengths and aspirations.

Don’t make assumptions about people’s home situation. People will have different ways of working and different schedules. Give autonomy and be flexible.

3. Challenge yourself as a leader

Good leadership has always been one of the most complex human problems as it is especially challenging to learn. And while leadership can work well from a distance, it takes a unique set of skills to be good at this style of leadership.

Now, we need to do it from a distance, virtually, in a very uncertain crisis and in a workplace that might completely change. It might be that the traditional leadership styles that have been successful in the past, no longer work.

So other aspects of leadership might now become more critical, while tactics of the past, such as dominance in a meeting, may become obsolete. Specifically, remote leaders should:

 

  • Clearly state their values that will guide institutional actions;
  • Understand and openly discuss the travails and hopes of their organizations;
  • Communicate an ambitious vision of the direction that the unit will head toward;
  • Demonstrate confidence that strategic goals can be achieved.

As we can see, after some difficult months; jobs and businesses are emerging and changing. So this could be a good time to hire more people. Want to know more more about how to do it?  Contact Us

Good signs for employment

Good signs for employment

Good signs for employment

More than half of UK firms plan to hire new staff
Covid-19 wiped out millions of jobs. But the vaccination effort is bringing them back.

Now, as vaccinations increase and companies are again able to make projections, they’re staffing up to capture booming demand, with the number of open positions across all online listings soaring 5 million above the pandemic’s start.

 

The EEUU labor market went on a hiring spree in March, adding 916,000 jobs amid the fast-paced coronavirus vaccine rollout.

“With the vaccination program likely to reach critical mass within the next couple of months and the next round of fiscal stimulus providing a big boost, there is finally real light at the end of the tunnel,” Capital Economics said in a research note.

Economists surveyed by The Wall Street Journal are predicting the US will add an average of 514,000 jobs each month over the next year, for a total of more than 6 million. While such a gain would represent the best 12-month stretch of job creation in decades, the US is not expected to regain all the jobs lost to the pandemic until later in 2022.

The new job listings are in areas that are reopening, like travel, leisure, and hospitality, but also in remote work and tech areas. Demand remains for workers in jobs that got a pandemic boost like construction, delivery, logistics and warehousing, and vaccine administration.

Nearly half of job seekers say they would like a remote job, even after the pandemic, according to ZipRecruiter.

Now, companies are trying to coax people off the sidelines by increasing wages, allowing for more remote work, looking at skills and not just experience. That’s a marked contrast to the rehiring after the recession of 2008 when employers could be quite picky and would layer on skill requirements.

After the storm always comes the calm and companies are hiring more people. But as we know, doing this takes a lot of time and money. Do you want to know more about a way to hire employees saving time and money?  Click here