Requirement of RERA Registration on receipt of Occupation Certificate vis-a-vis Completion Certificate.

 Requirement of RERA Registration on receipt of Occupation Certificate vis-a-vis Completion Certificate.  Compliances
Dec 032022
 

All real estate projects are required to be registered with the RERA of the respective State so that authorities have jurisdiction over the projects. However, there is a dispute over the issue as to the date on which the requirement of registration under RERA is applicable i.e. on the date of receipt of the occupation certificate or completion certificate.

Requirement of Registration under RERA

Under the ‘Real Estate Regulation and Development Act, 2016’, each State of India has to appoint Real Estate Registration Authority to monitor and adjudicate real estate disputes. The relevant extract of section 3 of the Act relating to registration of the real estate projects with their concerned authority reads as:

(1) No promoter shall advertise, market, book, sell or offer for sale, or invite persons to purchase in any manner any plot, apartment, or building, as the case may be, in any real estate project or part of it, in any planning area, without registering the real estate project with the Real Estate Regulatory Authority established under the Act:

Provided that projects that are ongoing on the date of commencement of the Act and for which the completion certificate has not been issued, the promoter shall make an application to the Authority for registration of the said project within three months from the date of commencement of the Act:

(2) Notwithstanding anything contained in sub-section (1), no registration of the real estate project shall be required-

(b) where the promoter has received a completion certificate for a real estate project before the commencement of the Act

Requirement of Registration of ongoing projects under RERA

A plain reading of the aforesaid section shows that a completion certificate is mandatory (before the commencement of the Act) and in absence of the same, one has to go for registration with the RERA authority.

Meaning of ‘completion certificate’

Section 2 of the Act provides definitions of various terms. Accordingly, —

Completion certificate means the completion certificate, or such other certificate, by whatever name called, issued by the competent authority certifying that the real estate project has been developed according to the sanctioned plan, layout plan, and specifications, as approved by the competent authority under the local laws. [Section 2(q)].

Meaning of ‘occupation certificate’

Occupancy certificate means the occupancy certificate, or such other certificate, by whatever name called, issued by the competent authority permitting occupation of any building, as provided under local laws, which has provisions for civic infrastructures such as water, sanitation, and electricity—[Section 2zf].

Completion certificate Occupation certificate
Completion certification is available once the project is developed on an approved plan and layouts An occupation certificate is available once necessities like water and electricity are done for the project

 

Case study: [based on – Ruling of Punjab and Haryana High Court in Experion Developers (P.) Ltd. v. State of Haryana]

The date on which RERA “the Act” come into force = 01st May 20017

The date on which the occupancy certificate is received = 2nd March 2017

Whether the project is required to be registered under RERA?

Analysis:

There is a difference carved out in the Act itself as to what is a completion certificate and an occupancy certificate, unless the petitioner had obtained a completion certificate for the project in question, before the date that section 3 of the Act came into effect, i.e. 1st May 2017, it was necessarily required to get itself registered with the RERA authority.

A completion certificate still not having been obtained, simply obtaining an occupancy certificate or having applied for such certificate in terms of the Haryana Building Code, 2017, the Court would not consider the petitioner to be outside the purview of the jurisdiction of the RERA Authority.

Conclusion:

Mere obtainment of an occupation certificate before commencement of the Act will not absolve the requirement of registration of projects under the Act as the requirement is to have a completion certificate and if the same was not available on the date of commencement of the Act, the requirement of registration of the project with RERA authority is mandatory.

What are the benefits of arranging corporate training for the employees?

 What are the benefits of arranging corporate training for the employees?  Compliances
Oct 072022
 

If anyone wonders whether corporate training is essential to employees, they should start wondering if a user manual is required to learn about a piece of heavy machinery. Well, the answer is as clear as a day, it is fundamental. Along with being significant, it is rather a lot beneficial, too. As a person who is about to embark on the corporate world, they must have an idea about the things that go down here and the way the work is carried around here. Also, they must be well aware of the all-around rules and regulations and company-exclusive conditions.

Corporate training makes it easier for an employee to fit in the company space and create a self-proclaimed identity amongst the team. It is a way of understanding one’s strengths and weaknesses and certainly helps one emphasize the areas of improvement. This could be contributed by an internal team or can be provided by an externally hired team.

Getting into detail about the benefits of this training:

 

Pre-instilled knowledge.

They were generally called ‘Knowledge Transfer’ or ‘KT’, in the corporate world. As the name suggests, it is the transfer or sharing of knowledge from a senior to a junior; a newcomer. This entitles nurturing of basic work knowledge then the employee will conduct into them. In such a case, the employee is not entirely unaware of his role. Even though guidance is still required, it wouldn’t be a lot of pressure because the employee has a gist about their tasks. This could be done before joining or while onboarding.

 

Improvement in team strength.

While KT, the bond between the senior employee and the newcomer blooms. This bond further enhances creating excitement among the team, to have a newcomer who is already efficient. This creates a good rapport amongst the team which delivers good results. The employee would feel useful and contribute more to the team wanting to achieve higher success, which ahead motivates the other members. All in all, everyone grows with the flow of new blood in the team.

 

Social awareness.

In the training, a part of the training would be etiquette. In a world where people earn, etiquettes are what makes a person remarkable and memorable. A person who behaves well and is a faster worker, a sweet talker, a charmer, etc, is the one who succeeds in this social network. As networking is an important aspect of growth, the employee learns how to behave, capture good deals and make good impressions, creating a good name for themself and the company. This is beneficial as the employee becomes ready to face an obstacle without fear and succeeds well.

 

Motivation and continuation.

When the seniors share their knowledge with the juniors, a sense of achievement forms within them that keeps them motivated and makes them want to perform better and be good role models to the juniors. This motivation also makes them continue working for the company which then reduces the number of attritions. This training is an easy way to make the senior employees motivated without putting in a lot of effort. This makes it easier for the juniors to communicate with the seniors and the seniors enjoy the delight of being a teacher.

 

Operational business plans.

When the employee is trained, it is expected of them to receive the knowledge and put it to good use. The company invests time in them, anticipating a worthy outcome. Given that the employee is pre-informed of their duties, they formulate action plans that will help the company grow. They have new ideas and they match them up with the new techniques and things they learned during the training. This surely makes good proposals and keeps the team engaged in formulating new ideas.

 

Engaged in the process.

One can only be involved in the process if one knows what the process is. Since the employee has already been given knowledge and sheds light on the company tasks, ideologies, tagline, etc, they can now be incorporated into the process. After the training, they are well accustomed and comprehend the process easily. They immerse themselves in the task apart from just being an onlooker, further, learning completely about each task ahead of the process. In the long run, they would excel at all the processes sooner making them want to learn more and indulge more, and the loop goes on.

 

Reality check.

This point is made not in a way to criticize an employee but as a sort of conclusion being conveyed to them by themselves. During the entire time of training, they have a chance to understand and explore various things taught by someone very experienced and also understand what they like the most. At the same time, they can learn to acknowledge what they do best and what they are not fit for. This gives them a clear mirror of what tasks they should focus on and what process they have a good understanding of. This can help them balance themselves and create equilibrium within all the tasks to excel at all of them.

 

Pushing limits.

Would a person who recently learned skating, keep the board aside? Definitely, not. The same is the case with everyone who learns new things. Just like the skateboarder trying to clear difficult stages by pushing themselves, the same thing happens with employees. Once they learn one thing, they keep pushing their limits, while practicing and trying to excel at it, by challenging themselves to do better. This is a self-challenge but the one who bears the fruit is not just the employee but also the company.

 

Concluding, it’s clear how the benefits of training don’t work just for the juniors but also for the seniors who teach them. It also creates a good bond while sharing knowledge. All in all, it seems like a very good option to keep the company growing and the employees going hand-in-hand to keep pushing themselves to achieve greater success.

 

Uttarakhand Minimum Wages Revised from 1st Oct 2022 to 31st Mar 2023.

 Uttarakhand Minimum Wages Revised from 1st Oct 2022 to 31st Mar 2023.  Compliances
Sep 272022
 

The Government of Uttarakhand, vide notification No. 3367/4-01/13 has released revised Minimum Wages effective from 1st October 2022 to 31st Mar 2023.

 

Please refer to the notification for more details.

The Uttarakhand minimum wages notification October 2022 DOWNLOAD 

 

What Are Exit Interviews and the Benefits of Carrying the Interview?

 What Are Exit Interviews and the Benefits of Carrying the Interview?  Uncategorized
Sep 222022
 

What Does Offboarding Mean?

HR pays much attention to onboarding and performance management, but less focus is on streamlining your offboarding procedure. Offboarding, however, is crucial for upholding your company’s reputation, improving the working conditions for your present staff, and retaining networking opportunities. 

Offboarding is the procedure that results in a formal breakup between a worker and a corporation via retirement, termination, or resignation. It includes every choice and action made during an employee’s departure. It may include:

  • Transferring the duties of that employee’s position using the employee database management system
  • Removing credentials and access rights with the help of HRM solutions
  • Delivering the equipment
  • Interviewing existing patrons to obtain comments

Additionally, you can learn from the process what you can do to make things better for your present and future employees.

exit interviews

What is the benefit of an exit interview?

1. It is cost-effective:- Exit interviews are unquestionably a great tool you can add to human resources because they don’t take up much time, cost little, and yield useful information. It’s also relatively simple to have a discussion or interview an employee to discuss the company’s strengths and flaws. It’s a tiny investment that will have a big payoff.

2. You will understand and come to know why people leave:- Finding out why people decide to quit your company will provide you with the information you need to address the problem. People will undoubtedly have different motivations; therefore, it’s essential to determine whether the company, management, or external factors are to blame. Possible reasons for the employee’s departure from their current position include receiving a job offer with a higher income elsewhere, failing to make the promised advancement, or having to deal with personal concerns. Knowing why someone departed will help you solve any problems and prevent them from happening again.

3. You will spot any issues with the company:- You want to grow your company if you’re considering holding an exit management process. People should want to work where you build it. Exit interviews provide the knowledge you need to increase employee retention and the working environment for employees. A lot of the inquiries made during a departure interview concern the workplace. Knowing how people under your management feel at work might be challenging.

4. Closure:- Exit interviews allow you to complete any outstanding business with a departing employee. You can talk to them about their reasons for leaving, their final salary, and any paperwork that needs to be finished by their last day, in addition to probing them about their decision. Additionally, it’s excellent if the company and employee can make amicably part ways. Even though an exit interview won’t tell you all you want to know, it’s a beautiful place to start understanding why people leave. Both existing and potential employees will have a better experience if you accept constructive comments and implement adjustments.

Components of a Successful Offboarding Program

  • Management Buy-In: The most crucial element of a successful offboarding program is a leadership team that is receptive to the suggestions for improvement and feedback the program will elicit. The knowledge gleaned from exit interviews will amount to little more than time and effort wasted without support from the management team. Companies should establish an executive committee to oversee their program’s creation, implementation, and outcomes to reap the above benefits.
  • Willingness to Change: A management’s desire to change and appreciation for employee feedback are indicated by their buy-in. Employees become disillusioned and start to think exit interviews are meaningless when they notice numerous coworkers leave for the same reasons, but nothing changes. Working for someone doesn’t thrill employees as much as working alongside them. An organization’s management team can develop collaboration and improve employee retention, morale, and performance by respecting and acting upon employee input.
  • Share the Feedback from Exit Interviews: To share the feedback from departure interviews, it’s critical to have a consistent protocol in place. The HR department should consolidate and analyze all the data they learn through exit interviews and then regularly meet with the right stakeholders to deliver this data, along with any change recommendations. Depending on how many exit interviews are conducted at any given time, this meeting’s frequency may change. A weekly or monthly feedback meeting may be helpful during high turnover. If not, quarterly gatherings might be sufficient.

Frequently Asked Questions(FAQs)

Q1. Why is an exit interview important?
A. When appropriately done, exit interviews can offer a steady stream of hr payroll software, insightful feedback, and insight on each of the three fronts. They can raise employee engagement and retention by outlining what functions well or poorly within the company.

Q2. Who should do exit interviews?
A. The most typical option is to delegate it to an internal HR representative. They ought to be familiar with your organization’s participants and its dynamics. This enables them to delve farther into problems and poses more direct queries.

Q3. What happens during the exit interview?
A. An employee may be questioned about their reasons for leaving, their opinion of the business, and any advice they may have for revision during an exit interview. The ideal foundation for the discussion is a well-structured questionnaire.

Top Handbook for Employee Training and Development.

 Top Handbook for Employee Training and Development.  Uncategorized
Sep 142022
 

Enhancing an organization’s workforce’s abilities involves training and development. It is a procedure that aids in raising worker output and effectiveness. A crucial component of any business is training. Employees not trained for their occupations can gain new abilities with the training. Depending on the needs of the employee or firm, an employee training program can be formal or informal.

 

What is Employee Training and Development?

Employee Training and Development provides employees with the skills and knowledge to perform their job effectively. It is also improving their competencies, capabilities, and performance.

Employee training and development is a process from recruitment to retirement. There are numerous different ways in which Organizations can implement Employee Training and Development. They can either train existing employees or hire new employees with the necessary skill set. Employee training and development are important for any company. They are essential for the growth of employees to make them more productive.

 

Need for training and development in an organization 

The need for training and development has been growing. It is a way to improve the skills and knowledge of current workers so they can become more productive.

The most popular method of employee development is training. Although there are many different ways to train, they all aim to expand a person’s knowledge and skills to increase production. An attendance tracking software is an excellent example of development in an Organisation.

What is the Importance of Training and Development?

An essential part of any firm is training and development. It aids in skill development and keeps staff members abreast of current developments in their industry.

The training introduces new hires to the organization’s culture, policies, and processes. Training initiatives give staff members a sense of community and offer them chances for personal development. Companies can use training initiatives to keep staff members interested in their work.

Here are 5 Benefits of Employee Training and Development:

1. Improved Employee Performance

Training is an essential factor in improving employee performance. It can be a part of the employee’s onboarding process and ongoing development. Performance monitoring tools help employees with the knowledge and skills they need to succeed in their new roles.

2. Improved Employee Morale

Training can also lead to improved employee morale. Employees are more likely to feel like they are part of a team when they know that their company cares about them enough to invest in their growth. Training can also help employees retain information better because it helps them understand how their role fits into the company.

3. Reduced Turnover

Employee turnover is one of the many serious obstacles that businesses face. It costs an organization a lot in terms of time and money to recruit, hire, and train new employees. Some employees may be unsatisfied with their work, or they may feel like they are not being paid well enough for the work that they do. Training and development promote a worker’s commitment to the company, which lowers the turnover rate.

4. Increased Productivity

Employees are the backbone of any organization. They are the ones who provide the productivity and output that are needed to keep a company running. Financing in their training and development is essential to increasing productivity. Employee database management software can aid in boosting productivity.

5. Enhanced Customer Experience

The “customer experience” refers to how a consumer views and feels about their dealings with your business. Culminating client encounters with business, including their use of your products or services, their dealings with staff members, and their perception of your brand. Research shows that training and development improve customer experience.

 

Frequently Asked Question (FAQ)

Q1. What is the need for training in HRM?

A. Training improves staff morale by fostering a positive attitude, job satisfaction, and better learning. As people grow in dedication, the organization gains loyalty.

Q2. Why employee training and development is necessary?

A. Training and development help companies gain and retain top talent, increase job satisfaction and morale, improve productivity and earn more profit.

Q3. What does employee training mean?

A. The term “employee training” refers to a set of systematic procedures for teaching employees in a way that improves the work abilities necessary for organizational growth. These skills could be technical, managerial, or professional. Keep in mind that learning and development are not the same as staff training (L&D).

How do cultural events or any kind of events affect employees’ mindsets?

 How do cultural events or any kind of events affect employees’ mindsets?  Compliances
Aug 162022
 

A culture is a form of representation and a portrayal of various values followed by different people. The world is loaded with various cultures and tons of different customs and traditions. Every culture has its anecdotes and heritage. It sure is a lot respected and valued amongst people. What is noteworthy is that every culture is sacred to their own but others do respect and celebrate it, too.

Amongst all the above, a country like India has cultural events going all-round the year. Every other month a festival arrives. And all the people celebrate it together which makes it even more fun. May it be any other country, cultural events are significant to all and make a good atmosphere around the people.

It is a good way to use it to boost the energy in the office, too, and make all the employees form close-knit community-like sentiments. It has numerous effects on the mindset of the employee and most of them are good ones. Below are all of them mentioned in detail;

Refreshment

As work goes on every day with a routine, surely, everyone gets bored after a while. Waiting for the same weekend to arrive so they could relax. But what happens when they have an event right in the middle of the week? Well, extra happiness to have a celebration right in the middle of the week. It gives them a delight and also makes them want to work more so they would get to relax at that time. No one can deny such a change in the weekdays, anyway. The event changes their mind zone so when they are back to work, they are fresh and energetic.

Change of atmosphere

This opportunity, if used to celebrate in the office, there will be another jackpot that would be hit. Celebrating a cultural event in the office is quite hectic but the amazing part about it is that the entire office is on wheels at times like this, and the fact that not on grudge-filled wheels but happy wheels. Everyone wants to take part in it and they complete their work soon just so they can contribute towards the preparations of the event. It makes the employees light up in excitement. It puts them in a good mood.

Effect of a group break

What’s better than a break? A group break! When activities are held during the celebration, everyone has to prepare for the activities during working hours. Who doesn’t like an entire crew of people sitting and working for something exciting and different from everyday tasks? This group break makes them cheerful and bubbly for no specific reason. It is just them being together and doing something fun that makes them jovial, like a festive spirit. It can encourage them to work fast and better just so they can join the activity crew to do the preparation. And who doesn’t want to get paid for having fun, right?

Learning about the team

There is no better way of learning about someone than by spending time with them. The celebrations in the office compel them to spend time with each other and open up about each other. Given that all events can’t be celebrated in the office so the employee takes a holiday. At times like these, the team members are curious about the event and have a small conversation wanting to learn about it. It makes the members happy to know that everybody cares about their culture. It’s a good way of showing respect and affection for the team while learning about them.

Teamwork

Well, in the stance that it is celebrated together, the teamwork doubles because everyone has a motive to work on. A celebration requires a lot of preparations and it’s no joke. Even if a little event is to be celebrated, a lot goes on because of work and preparations, both have to be taken care of in the same amount of time. At such times, the team is ready to take action mode and go all down to succeed at both the tasks while helping each other. In another case of a holiday taken by a specific employee, the team members cover for them which makes the member feel grateful and this boosts team spirit.

Mental stress buster

A change of environment does bring a change in thoughts and perceptions. Experiencing the events going around, energy is formed which makes everyone feel relaxed. It surely is a stress buster. It helps us discharge our mental stress and charge it with happiness. It has a climate going around, to the ones who celebrate and even to the ones who don’t. It makes a difference in people’s daily thoughts which makes a difference in their work.

Sharing of culture and values

Every cultural event has a message. When they are celebrated, every story creates a different sensation in the employee’s mind. It affects their mindset. While it mostly motivates them to do better since they know they have relaxed, they also have a feeling of respect for others. As the event passes, they understand what a cultural event is and what is its importance. Although over the years people comprehend it, recollecting it from time to time can be a good aspect for them to feel the change.

Motivational boost

Well, it is no surprise that every event has its highest point and the lowest point. It starts a few days earlier than the event day, reaches its highest point, and then comes to the lowest point. The peak makes everyone happy but when it’s over, it gets gloomy to go back to the same routine when they had a blast during the event. This will lose the focus and make them lazy but at the end of the day, they’ll pull together because that is what professional life is all about; pulling yourself together. In the end, they end up self-motivating, wanting to work hard until the next event arrives.

All in all, it is a journey that comes to an end. Employees go through an emotional rollercoaster as they become elated, excited, exhausted, etc. All the ‘E’s together are probably the best combination.

How to improve productivity through a goal-oriented approach?

 How to improve productivity through a goal-oriented approach?  Compliances
May 262022
 

If you want to go with the goal-oriented approach, the first step would be setting goals. It could be considered as nothing could be achieved without a goal. A company runs on goals and checklists to hit every quarter to be successful. Goals can be that fuel that keeps the engine going.

It is not like everyone has the same goal but, in a company, the common goal is to achieve success and that, too, as one. Achieving a goal for an individual seems like a hard task, achieving the same goal with various individuals would be the next level. Obviously, it’s not a day’s work.

What makes it arduous is the fact that improvements should be seen with this approach or it would be considered a failed attempt. Surely it isn’t an easy task and hard to stay on the path but there are always ways that would help plan and achieve it well.

1. Plan the goals.

Well, if you want to learn ‘ABCs’ start with A. Isn’t that how it is? A major task is planning the goals. First of all, the company values should be deduced and goals should be made. The goals should be a motive that the company is working for. It should mean something worth achieving. Planning what a goal should be is like putting the heart out and putting it in words. Also, it is necessary to plan goals that are possible and could be achieved in a definite period of time. Planning insensible goals can demotivate the employees which will make them lose their focus.

2. Deciding on short-term and long-term goals.

This separation of goals can be viewed as a stepping stone to achievement. The short-term goals could become a pathway to achieving the long-term goals. In this way, every achieved short-term goal will motivate the employees to reach for the next one. Without even realising they would achieve all the goals and reach the long-term goal. In this way, the stress is manageable, the work atmosphere is balanced and constant movement is being performed to reach the long-term goal. Also, as the saying goes, ‘Slow and steady, wins the race’. It surely is being put into action.

3. Distribute time to each task.

Distribution of time is important because it makes managing that time even better. It can be also viewed as an act of ‘Divide and Conquer. Dividing time for every task and conquering each task on time. This will declutter the worries and create a smooth pathway to finish the task. This can also make it possible to achieve more in less time. The organization of time and tasks makes it simpler to accomplish them.

4. Make a note of everything.

One of the good habits of all time. This habit can be a visual reminder of all the tasks that have been completed, going on and the ones that are still to be started. Jotting down things makes it quite clear about what is the goal plan and what is the current stats. It can also help to recognize any problem that occurs, such as locating where the actual problem is and what is that is hurdling the company from acquiring a particular goal. This way of tracking is very effective and if wisely used can prove a lot helpful, too.

5. Organize priorities.

In any task, priorities matter. Organizing tasks according to priorities can surely save a lot of trouble. Priorities can make it less stressful to stay on track of course. They can be arranged according to shorter ones first, early deadlines first, less complicated ones first, etc. It all depends on the way all the projects are timely completed because the specific goal here would be to complete all the tasks before the given time. This makes it a lot less complicated because it’s easier to note down the first goal/task that has to be accomplished.

6. Evaluate the progress.

This step is surely a great way to increase productivity through evaluation. When there are goals, focusing on goals can become addictive and wanting to complete them as soon as possible can become a need. While there is no saying that this is a bad habit, a person should be able to focus on all goals, not just work-related but also personal. At the same time, the mental sanity of the employees is also necessary. So, evaluating the progress can help you know when to push and when to take a break. These evaluations can also prove to become a motivation for them to work toward other goals.

7. Make necessary changes.

It is not always essential that the plans that are set will fall into stone. In everyday life, many things happen such as an employee falling sick, faulty machinery, late arrival of supplies, defective items, etc. These hurdles are unseen and sudden. So, you must adapt to these situations and make quick changes to the plan to stay on track. Quick improvisations in plans or extreme necessary changes should be made if required to keep continuing down the path to achieve a goal. For the start, it would prove difficult but continuous hard work and effort will surely achieve good results.

8. Work towards your goal.

Well, this could be considered the most important thing. All the above points that were discussed were regarding reaching a goal effectively and how to increase productivity through it but what is the most important is that all of the above-made plans are put into action. If reading this and just motivating yourself thinking that you will achieve this, it’s surely not how it is going to show any results. Follow all the steps and do it. Doing is the major part of it. Do not laze around or delay. When it is decided that this is how you are supposed to work towards a goal, work for it and achieve it. That is what will get you the results.

So, the above-mentioned things can be done if you want to achieve productivity through a goal-oriented approach. But remember, be it any goal, hard work is a must and there is no escaping it.

The most effective team-building strategies.

 The most effective team-building strategies.  Compliances
May 202022
 

Team building is as difficult as building a Lego building. It follows the same process of building every single piece to build the tall building but this doesn’t have a manual as the Lego structure has. What has to be considered here is that every piece of that Lego is necessary to build the building even if one is lost, the building is never complete. In the same manner, every member of the team is important to complete the team.

Often this segment of work is overlooked because of workload and it is sometimes considered not important, unnecessary and a waste of time. But all of it is wrong. It holds significance in an employee’s life. It is important to build a connection between people who are bound to work with each other daily.

Many ways could be put in motion to acquire a strong team but here are a few that seemed to achieve amazing results.

1. Team lunches.

Team lunches are one of the great ways to acquire bonding between the team. Well, lunches do have a special touch to them because they occur during work hours because of which no one has to shift any plans they have. And who doesn’t like to have fun while working hours anyways? Also, during such team lunches, a feeling of belonging can be experienced. People sit close to each other and have small conversations. They open up in this process. It is considered that food always has a special place for most people so it may be an easy way to get people to converse. It can also pave a path for the newcomers to talk to others because they get a chance to mingle with their team outside of work.

2. Team activities. 

To improve the team’s strength as a whole, assigning them an activity seems like a wonderful option. It doesn’t have to be something tough or something out of the box but something simple will do, too. A small task will get them to talk and they may find each other’s opinions on topics and this could create a common ground for them to converse on. This could also lead to understanding the team member’s interests and dislikes. They could smartly choose which member should be involved in which activity for their team to win. Simply, the teams get to know each other.

3. Team outings.

Team outings do play a very important role. Such outings should be taken a few times around the year. Everyone surely has an image that they withhold while they are on the office premises. But no one can maintain an image for the whole time. An outing allows the team to have fun without judging each other and also express themselves openly. There are types of outings that could be done. They could go hiking, camping, or just as much as a simple farmhouse stay. This could be an opportunity to freely enjoy and understand each other. It’s like killing two birds with one stone.

4. Team relations.

Understanding the title might be a bit tricky but the meaning of it is surely not. What can be classified in this section would be simple things such as birthdays and greetings or just small celebrations. When there is someone’s birthday, let the team and all the others take a moment to wish the person or cut a cake. This would make them happy and they’d feel gratitude. Gratitude is another form of connection that strengthens a bond. If someone is leaving then have a small farewell, this would make the team emotionally strong to face the emptiness of the other person but it will also increase their dependency on each other, improving their relations.

5. Team awareness.

If a team has committed a mistake, it is a given that there are aftereffects of it. Maybe it is a mistake of a single person making the team fail or the entire team’s effort, all have to be considered as one. The entire team has to be rebuked and made aware of the mistake that had occurred. This will surely have different reactions amongst the members but they will learn not to make a mistake and anyone’s mistake would be considered one. This will also make them learn the importance of each other’s reliance and how important it is to stay together and coordinate.

6. Team conflicts.

No team doesn’t have conflicts. It’s often a saying, ‘Where there is a will, there is a way’ but no one has ever heard a saying that says, ‘Where there are people, there are conflicts. Every person is different and not everyone can have the same opinion. There are often when disparities and disagreements occur in the group. Having different opinions is not wrong but not striving to find an agreeable spot is. At such times, showing them the mirror can be a way to urge them to solve their conflicts and find answers. This could help them tackle arguments and move ahead as one.

7. Team evolution.

This is a different segment in all the team-building strategies. It plays a different role somehow. A team is made of many people, some who have been there from the start and some who have come in the later stages and there are also the new arrivals. It may be a great way to motivate the entire team while making them know the evolution of the team from the start. The experienced could share their thoughts and it could raise a sense of emotion and motivation to keep going. The team goes through a particular emotion and it creates an internal understanding between them to hold onto this feeling and develop it further. These steps surely have sentimental values that’s why it is so different.

8. Team management.

Last but not the least, the management. Team management itself is teambuilding. How the team is being managed does make a difference. The difference lies in the action that the team head takes to make the work complete. It matters if the employee is pressured to work or is motivated to work. The building of a happy team depends right there.

These methods can achieve good results if implemented correctly.

How to acquire great performance from the employees?

 How to acquire great performance from the employees?  Compliances
May 162022
 

Oftentimes, there are days when people just don’t want to work. Everybody has mood swings, issues, personal problems, team rifts, etc, and that is acceptable. But does accept it mean it can continue? No! Whenever such phases arrive, they have to be sorted out and shoved back so that the momentum of the team which is parallel to the company’s growth shouldn’t cease.

Well, such phases don’t mean that you’ll fire an employee. (Obviously, not.) It’s just you have to clear the state of their mind and create room for motivation. It can’t be easy but it can’t be that difficult to achieve it either. But all you have to do is try.

There are a few ways to achieve this:

1. Have a one-on-one conversation.

A conversation can be presumed as a helpful action in any situation. Be it an individual or an entire team, a direct conversation can be proved as a better solution than just keeping all the things bottled up. Once things that are creating a rift are out in the open, a solution can be found that is deemed fit. This way, an individual’s problem or the cause of the team’s failing efforts can be known and solved. This also creates a bond of mutual trust amongst the team members which can achieve great results.

2. Have team-building activities.

Team building has proven to be a great effort. This doesn’t mean one thing but there are various types of activities that could be implemented. These activities have proved to achieve astonishing results in minimum time. Such activities also help with icebreaking, knowing each other, bonding, improving relations, and various other things among the team members. Including various teams in this can also cause teams to grow individually and progress together. This later depicts results in work, too.

3. Have active participation of members.

This is one of the subtle ways to open up the members to each other. Since all remain under the same roof but have different personalities, everyone needs to grow. Some are outgoing, extroverts, quick, and diligent while some are quiet, introverts, slow and sly. No matter what or who, all should be able to learn things. Including every member in one or another activity that suits their personality, likes or hobbies, etc, could be a good effort. There are so many festivals that come all around the year. Celebrating those little festivals to increase liveliness in the workplace is a great way to create a positive atmosphere to work and receive great results.

4. Create some fun little things to lighten up the place.

A workplace shouldn’t be boring or else people always feel lazy and tend to be less energized to work and be productive. Every workplace can’t be expected to be as glamorous as Paris Fashion Week but can be expected to be decent and cheerful. There could be a small implementation of things to enlighten the atmosphere. Such as creating a board with quotes, quirky writings, motivational thoughts, hanging of photos, etc. This could be kept on rotation to freshen up the place periodically. This refreshes the employee’s state of mind and creates a tinge of excitement to work and spot the changes, occasionally.

5. Install some group games in the workplace.

This is as fun as it reads. Games are one of the best stress-busters of all time. No one could argue that one is still exhausted after playing a game. It works like magic. So, some such games could be installed here and there for people to get relief from mental stress. Mainly, it is important to install group games as it will also help others to be involved in this and it will act as team building, too. Games like a Foosball table, Jenga, puzzles, table tennis, etc. could deem fit.

6. Scold, Motivate and Praise.

Everybody knows the trick to make a person work better. Yes, it is praise. A person always glows when receiving a compliment just like how they feel terrible when receiving a scolding. Scolding can be the first step to pushing them to do better. Soothe them down to motivate them to work better and inform them of your reasons and dissatisfactions. When they correct their doings, praise them. Motivate them often but don’t scold or praise them often. They should try harder not to be scolded and to receive a compliment. It surely makes them put an extra effort to receive that star on their hand.

7. Acknowledge their hard work and encourage them to progress.

When things go right and seem like they are continuing as planned, acknowledge their efforts. Acknowledging can mean a lot of different things to a lot of different people. Some people cry, some laugh, and some feel satisfied but it is expected to have positive effects on a person. Once acknowledged, the sense of relief that they feel makes them calm, composed and ready to face another challenge. This opportunity could be taken to implement another challenge, setting the bar higher every time. This would make the employee work harder to reach the goal and feel that calmness. Also, take time to encourage them to make more progress.

8. Have an understanding and empathy towards their situations.

Every day isn’t the same. Every member is going through a different daily life struggle. As a person who is supposed to look after them all, empathize with their situations. A person is getting married, someone is having a baby, some is experiencing a loss, and whatnot. In such situations, support the employee and it won’t be a waste. Try to make changes for them and they will be touched by your actions. When the situation surpasses, they will try to give their best just to repay you for your kind actions. This works in benefit for all and an unforced sense of trust and respect arises mutually amongst all.

Well, these are some ways that you can acquire great performance from the employees. There could be more if you tackle your employee’s needs and find a befitting technique to achieve so. There’s always room for more ideas and creativity.

How important it is to recruit a proper candidate?

 How important it is to recruit a proper candidate?  Compliances
May 132022
 

Recruiting can be called the hardest task of all ones that would be arriving ahead. It being the initial step in the hiring process, makes it the most difficult and significant one. Because a good start leads to a good end.

In all these, what is important is to recruit a candidate who will end up turning into a perfect employee for the job.

Often people worry about how to go through tons of resumes and sort out the suitable candidate and the not suitable ones. Though this feels like a heavy task, it is what your job demands you accomplish. It is a necessity to go through all the struggles even just to hire that particular employee that will do justice to your efforts and profit the company rather than bringing it to doomsday.

Not referring to it as a single employee can bring a company to its end but it’s just a saying because the start of one can grow and multiply, soon overbearing the workplace and exhausting it.

So, it’s better to be safe than sorry.

No one can completely explain why it is so important to hire a proper candidate but surely here are a few reasons listed below:

1. To save time, energy and effort.

If you have given a lot into hiring the candidate then why back out at the last step? Hiring in a hurry at the last moment will cost you double later. If the candidate is not right, it will take more time, energy and effort to teach the candidate the job and it will stop your productivity and more so the team’s. Also, adding an addition to the team should feel more like an addition than a division and subtraction of teamwork.

2. To maximize output with less input.

Candidates who have prior knowledge don’t need a lot of teaching to make them understand the process. There is no prejudice against candidates from different fields, it just means hiring someone who already has a gist of the position, irrespective of their field. What is required is a candidate who can quickly grab the notes and are ready to implement them. In this way, not much teaching is required and the candidate fits right into the team.

3. To strengthen the team spirit.

Whenever a new member is added, the team has to go through a few changes, intentionally or unintentionally. The addition of a new presence is sure a lot to get used to, too. Everyone has to learn about each other while also focusing on work, with a priority tag on it. At such times, the team gains momentum but the candidate might not keep up with it, losing the team spirit. This disheartens the other members and creates imbalance amongst them, which should not be the case with the team.

4. To avoid company details being out in the open.

For any employee to learn anything, it is a given that the company provides a lot of things. Most of them are licensed software accounts, company email IDs, computer passwords and a lot more things for easy access to the new member. This makes the company details known to one more person who is still not sure about staying in the company and growing together. If they leave, the information goes along with them and you can’t be quite sure if they would misuse it or not.

5. To avoid losing a good employee

Imagine choosing the wrong candidate from the circle, what is that you would receive? The answer is simple, a loss. Choosing the wrong candidate not only brings the wrong person in the wrong spot but also makes the right person unable to arrive at the right spot. You’d never know if choosing the other candidate would’ve given you better and desired results but you should be a better judge so you won’t miss a better candidate. Sometimes, a call back does work but it is not often that things happen the same way.

6. To abstain from making a loss.

This calls for a save. No one wants to make a loss on anything. If you wish to buy a thing for $10 and you get it at $5, you’re happy but what if the scenario is the opposite? You’ve paid $10 but received a $5 item? You’ll not like it. Just the same thing is to be applied here. The company is paying the employee a full payment but the work done by the employee is only half. Isn’t it such a waste and makes the company face a loss? So, it is better to get what you pay for, not less.

7. To experience positive growth.

When the employee is included in the team, it’s not just the employee taking time to learn things, the team also invests their time teaching the employee. The member should be able to adjust sooner and show good results. The team should feel like the presence of the new member has increased their overall value in the company’s growth scale. They should be able to reap profits for the company and keep pushing to reach new heights.

8. To avoid re-doing the whole process.

Nonetheless, no one wants to go through a lengthy process twice to hire the perfect candidate who was missed in the crowd. The process can either go by re-sorting or going to find a fresh one. In any case, the hard work and efforts stay the same which is a total waste of time and a disaster for personal mental balance. It is an unavoidable situation and ends up having to redo the process because of the necessity of someone to take the workload. It is better to do the job better on the first attempt and experience a positive environment than having to work again on it.

So, here are a few reasons stated that should surely awaken the desire in you to put some more effort and hire the right candidate. Also, these are the only few being stated here but in reality, there can be a lot of unsaid things that could occur and which don’t seem beneficial to the team or the company.

Henceforth, focus on what is needed rather than what is wanted.

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