Your company’s workplace culture and brand are permanently linked. Business leaders often view it as a one-or-the-other undertaking, but that’s a mistake. If you want to build or refresh one, you should couple them both together.
Impossible, you say? Too much of a heavy administrative lift? Keep reading, you’re in for a surprise.
Many prominent surveys have shown that most employees want a permanently hybrid work environment – or at least more flexible workplaces. This is a shift that has been coming for some time – the pandemic simply accelerated it.
For employees, hybrid workplaces combine in-person work and telecommuting. For organizations, this shift brings many questions about how to manage the new hybrid workplace. For many leaders, managing a distributed team of people engaging in various work modes – such as in-office, hybrid, remote and outside sales – is unfamiliar.
In a tight recruiting economy, the pressure is on employers and their HR teams to hire the right people and engage them in their organizational culture.
A change in business hours, layoffs, a reduction in benefits, a department reorganization, an elimination of bonuses, elimination of casual Fridays: Change in business is as relentless as it is inevitable.
Small and midsize businesses have many challenges in common when it comes to HR technology. In most cases, these challenges can be overcome by using a single human resource management system – sometimes called human capital management (HCM) system – that can:
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