Introducing: Employee Experience and Wellbeing
Building a positive employee experience requires two things: (1) commitment of the leadership to invest in developing ideal working conditions, and (2) using the right tools. The capability of HR is oftentimes limited by the tools they have at their disposal. That ends now.
With Sage Employee Experience, you can now manage employee, payroll, and benefits data in a single, end to end, cloud-based software solution — cutting down manual admin costs and saving you lots of precious time.
5 Tips on How to Create a Positive Employee Experience
Employees thrive and excel in working environments where they have the freedom and support to be innovative and creative. In an organization, fostering this type of mindset or culture begins at the top. Leaders who are invested in creating ideal workplace conditions enjoy both the tangible and intangible benefits of having productive, engaged, and happy employees.
So, how do you create a positive employee experience that can bring out the best in your organization and keep them from seeking another employment?
Here are some tips from some of the world’s best business leaders:
1️⃣ Avoid micromanaging your team
If you hire someone for a function, it should be because you trust their skill set and expertise beyond your own or those of the existing team. Therefore, don’t overcomplicate the hire’s day-to-day functions by jumping in and dictating their schedules or how they do certain work. It’s important to maintain quality standards and consistency, but balance that with freedom and flexibility! – Maurice Harary, The Bid Lab
2️⃣ Inspire and empower your team
Innovation and creativity flourish when the team is inspired and empowered to flourish themselves as individuals. When a company provides the framework for teammates to feel inspired by the work they are doing, people start to look at their role as more than a job and start to care about the company like an owner. This shift fosters much more creative energy that leads to innovation. – Kristen Sieffert, Finance of America Reverse
3️⃣ Provide direction, alignment, and commitment
Great leaders provide three key things: direction, alignment and commitment. When people have direction, things become clearer. When the internal and external components of a business are aligned, processes and tasks get completed strong and fast. Most importantly, stay committed and always have your employees’ back. – Wilbert Wynnberg, Think Act Prosper
4️⃣ Stay true to your promises
Keep your promises to employees. There’s nothing that exits employees from your organization faster than feeling duped or unclear about what their job is. Be honest and upfront about expectations. Then hold yourself and your managers accountable to deliver on what you promised with clear, open communication. – Melissa Pepper, Total Solutions, Inc.
5️⃣ Be an inclusive organization
Be an inclusive leader and work to ensure you are hearing from all the voices on your team. While you may have some less vocal introverts that may have an innovative idea. Given our new ways of working, be intentional about redefining collaboration as teams are moving into new flex working arrangements and creating new standards for collaboration that work for your team. – Jamie Jacobs, Gig Talent
What HR Policies should a Small Business Have?
How important are HR policies? Very. HR policies are designed to provide control, structure, fairness, and consistency for every employee in an organization. These policies help companies operate efficiently and give them a foundation on where to stand when issues arise.
- Most of your employees will be unhappy, making them less effective and productive at work.
- Your customers will not be satisfied with the service your give.
- There will be a high employee turnover. If your workers are not happy with the way you run the company, don’t expect them to stay.
- Loss of clients. Experienced employees have valuable knowledge and network. They may end up bringing some of your customers with them.
- Higher costs. Hiring and onboarding new employees is very costly. And with a high turnover rate, the books can get ugly real fast.
HR Policies for small businesses
When creating an HR policy for your small business, it’s always best, to begin with, the main policies required by law. In the UK, these are:
- Health & Safety Policy
- Grievance Policy
- Disciplinary and Dismissal Policy
Below are some of the not legally required but considered best practices that your small business can emulate:
- Drug and Alcohol Policy
- Harassment and Bullying in the Workplace Policy
- Flexible Work / Remote Work Policy
- Code of Conduct
- Internet and Email Policy
- Social Media Policy
- Sickness Policy
- Training Policy
When it comes to writing an HR policy for your small business, consider these tips:
- Make sure there is a need for the policy
- Identify and assign a key person or team who will be responsible for developing, communicating, and enforcing the policy
- Use clear language in all your communications about the policy
- Your HR policy doesn’t necessarily need to belong. Keep it short and simple.
- Don’t use information that can become obsolete quickly.
The Top 5 Benefits of Integrated HR and Payroll Software
Managing a large workforce can be very confusing and time-consuming especially if you are juggling multiple tools and software to run your HR processes and payroll. Businesses who have been through this route can tell you how painful it is and how a change to existing systems is badly needed. Here are some of the pain points most companies face when using integrated HR and payroll software:
- Maintenance takes a lot of time
- Any issues can lead to delays and incorrect payroll much to the dismay of your employees
- Prone to error
- Small discrepancies from one system to another will create more issues in the long run
Enough with these. So, what are the benefits of using integrated HR and Payroll software? Let’s have a look below.
1️⃣ There are fewer papers to deal with
Let’s say you are onboarding a new employee. If you are using separate systems, you may end up spending lots of time loading employee information on payroll software, an HR information system, a benefits system, and your time tracking software. And do you know what’s the by-product of all these? Tons of paperwork. With an all-in-one system like SageHR, you only have to upload employee information once while self-service features enable your employee to complete all the necessary paperwork digitally.
2️⃣ Better employee experience
Employees appreciate it more when they receive much-needed information sooner rather than later. An integrated HR and payroll software with self-service features can give your employees seamless access to up to date information about their benefits, salary, etc. when they need it. No more knocking on the doors for photocopies of forms, pay stubs, and the likes.
3️⃣ Seamless and more powerful reporting
Some data are missing? Good luck trying to find that across different systems and tools. An integrated HR and payroll system, on the other hand, can save you precious hours in chasing a missing metric or number. What makes this feature even better is powerful reporting. Traditional payroll software can only generate names and their corresponding earning breakdowns. With an all-in-one solution, you can also include vital information like employee performance rating, his manager, and other metrics that can help support your performance review process.
4️⃣ Across the board updates
As part of an integrated solution, any update on employee data gets updated across the board. For example, if employee A is paid overtime, this change will be promptly reflected on employee A’s attendance and timesheet records too. The same is true for employees who go out on paid leave as well as for employees who leave the company.
5️⃣ Better compliance
With an integrated HR and payroll system, managing taxes, overtime, and attendance records are almost automatic — saving time, reducing headaches, and saving money. You can also pull data easily when needed for reporting and compliance requirements.
How can Integrated HR and Payroll Software Support Employee Wellbeing
Employee wellbeing relates to all aspects of an employee’s working life. From the quality and safety of a workplace to how an employee feels about the work, the company, and the culture of the organization. An integrated HR and Payroll software can impact employees in several positive ways.
First, the HR which is primarily responsible for developing employee wellbeing will have all the data it needs to create and refine policies and programs — all stored in a single, centralized software. Partner this data with powerful reporting tools and you will gain valuable insights into what’s working and what’s not.
Second, it is the ease of use. When an employee has questions about his pay or benefits, he no longer needs to schedule an appointment with HR and fill up forms just to get the information he needs. With an integrated payroll and HR system, an employee can get access to vital information and get answers to questions fast.
Lastly, there are fewer mistakes in an integrated system. Hence, fewer delays and issues in payroll processing. Nothing makes an employee happier than receiving his pay fairly and on time. Prompt payroll processing also sends a message that your company cares which in turn translates into better employee satisfaction.
Say goodbye to managing and maintaining multiple tools and say hello to the future of developing people, managing employees, and paying people promptly and accurately. Sage Employee Experience’s all-in-one solution helps you save lots of time instead of switching back and forth across different providers. Get the expert support you need, when you need it.
Now, you can focus on building your business while we empower and automate your admin.
With a redesigned look and a completely remastered user experience, the new Sage HR app is the perfect companion to our award-winning web-based HR solution. Download the app now on the App Store or Google Play.