Feb 142023

Every year an employer is obliged to deduct TDS from the salary payable by him to his employees. There are many practical difficulties faced by him in deducting TDS on estimated salary in determining the rate of TDS and estimated salary income on which such rate shall be applied. These difficulties are further increased due to amendments made by the authorities every year. Therefore an attempt is made to clarify all the practical difficulties faced by the employer.

1.      Method of Tax Calculation

A. Every person who is responsible for paying any income chargeable under the head “Salaries” shall deduct income tax on the estimated income of the assessee under the head “Salaries” for the financial year 2022-23.

B. The income tax is required to be calculated on the basis of the rates given in the image attached to this blog.

C. Person deducted tax as above shall ensure that the provisions related to the requirement to furnish PAN or Aadhaar number, as the case may be, as per sec 206AA of the Act,

D. TDS u/s 192 shall be deducted at the time of each payment.

E. The tax paid by the employer shall be deemed to be TDS made from the salary of the It may be noted that tax liability may not be the same in case the employee opts for a concessional tax regime under section 115BAC of the Act. Thus, it is not always open to an employee to deduct the tax of an employee under the new tax regime as this option is open to employees at the time of filing income tax returns for the relevant assessment year.

F. Any employee intending to opt for the concessional rates of tax under section 115BAC of the Act may intimate the deductor, being his employer, of such intention for each previous year and upon such intimation, the deductor shall compute his total income, and make TDS thereon in accordance with the provisions of section 115BAC. The intimation made to the deductor shall be only for TDS during the previous year and cannot be modified during that year.

G. If such intimation is not made by the employee, the employer shall make TDS without considering the provision of section 115BAC of the Act.

H. No tax, however, will be required to be deducted at source in a case unless the estimated salary income including the value of perquisites is taxable after giving effect to the exemptions, deductions, and relief as applicable.

2. Salary payable in foreign currency:

I. For the purposes of deduction of tax on salary payable in foreign currency, the value in rupees of such salary shall be calculated at the “Telegraphic transfer buying rate” of such currency as on the date on which tax is required to be deducted at source (see Rule 26 and Rule 115).

3. Adjustment for Excess or Shortfall of Deduction

J. The provisions of Section 192(3) allow the deductor to make adjustments for any excess or shortfall in Tax deduction arising out of any previous deduction or failure to deduct during the financial year.

4. Case

The income chargeable under the head “salaries” of an employee below sixty years of age during the Financial Year 2021-22, is Rs. 6,00,000/- (inclusive of all perquisites), out of which, Rs. 50,000/- is an account of non-monetary perquisites and the employer opts to pay the tax on such perquisites as per the provisions discussed in para 3.2 above.

Income Chargeable under the head ―” Salaries” inclusive of all perquisites Rs. 6,00,000/-
Tax as per normal rates on Total Salary (including Cess) Rs. 33,800/-
Average Rate of Tax [(33, 800/6,00,000) X100] 5.63%
Tax payable on Rs.50,000/= (5.63% of 50,000) Rs. 2815
The amount required to be deposited each month

(subject to adjustments in tax payable on account of change in salary structure)

Rs. 235= 2815/12

Software Solutions Available on:


Sensys Technologies Pvt. Ltd.

HO: 904, 905 & 906, Corporate Annexe, Sonawala Road, Goregaon East, Mumbai- 400 063.
Tel.: 022-6820 6100| Call: 09769468105 / 09867307971
Email: sales@sensysindia.com | Website: http://www.sensysindia.com
Branches: Delhi & NCR | Pune | Bangalore | Hyderabad | Ahmedabad | Chennai | Kolkata


Jan 242023

In today’s competitive job market, recruitment software is crucial in helping organizations find the right talent. Recruitment software is a powerful tool that helps organizations manage their recruitment process efficiently. It allows them to automate the process of finding, screening, and hiring the right candidate for the job. Not only does it save time and money, but it also ensures that the organization finds the best talent available. The software also helps organizations track their progress and ensure they are constantly updated with their recruitment efforts. It can streamline onboarding processes, manage job postings, and analyze data from past recruitment efforts. With this information, recruiters can make better decisions when hiring candidates. By using recruitment software, organizations can ensure that they are getting the most qualified candidates for each job opening. By utilizing recruitment software, organizations can save time and money while ensuring that they are finding the best candidates for their open positions.

What is Recruitment Management System

A recruitment management system (RMS) is software that helps organizations automate and streamline their recruitment process. It is designed to handle all aspects of the recruitment process, from sourcing and attracting candidates to scheduling interviews and onboarding new hires.

Some standard features of an RMS include:

  • Job posting and applicant tracking
  • Resume and application management
  • Interview scheduling and management
  • Candidate communication and collaboration tools
  • Onboarding and new hire paperwork management
  • Reporting and analytics

An RMS can be a standalone system or integrated with other HR systems, such as a human capital management (HCM) system. HR departments and recruitment agencies often use it to manage and track job openings, resumes, and candidates.

How Does Recruitment Software Work

Recruitment software is a powerful tool that can help organizations streamline their recruitment process. It helps employers find suitable candidates faster and more efficiently. The software collects and analyzes data from job postings, resumes, and other sources to identify potential job candidates. It then uses algorithms to match the best candidates to the positions they are applying for. Additionally, it can automate many administrative tasks associated with recruitment, such as scheduling interviews and sending out notifications. This helps save time and money while ensuring that only qualified applicants are considered for a position.

One of the most important features of recruitment software is employee self service. This feature allows employees to access their information and submit applications directly from their computers or mobile devices. This eliminates manual data entry and speeds up the recruitment process significantly. It also makes it easier to keep track of employee information, such as resumes, job history, references, etc., which can be used in future recruitment efforts.

What Benefits Come From Using Recruitment Software?

Recruitment software can be an excellent asset for any organization that wants to improve its performance management. It allows employers to quickly and efficiently track the performance of their employees and identify areas for improvement. Performance management software can also help organizations track employee performance over time, providing insight into areas where improvement is needed. 

There are several benefits to using recruitment software, including:

  1. Increased efficiency and productivity: Recruitment software can automate and streamline various aspects of the recruitment process, such as resume screening and interview scheduling, which can save time and resources for organizations.
  2. A larger pool of candidates: Recruitment software can enable organizations to source candidates from a broader range of job boards and career websites, potentially increasing the chances of finding the best fit for the job.
  3. Improved organization and standardization: The software can help organizations standardize and organize their recruitment process, making tracking and managing candidates and job openings easier.
  4. Better analytics and metrics: Recruitment software can provide valuable analytics and metrics, such as time-to-hire and source of hire, which can help organizations optimize their recruitment efforts.
  5. Compliance with equal opportunity and anti-discrimination laws: The software can help organizations comply with equal opportunity and anti-discrimination laws and regulations.

Overall, using recruitment software can help organizations improve the quality and efficiency of their recruitment process, which can ultimately lead to better hiring outcomes and a more vital workforce.

Frequently Asked Questions

Q. What are the main features of recruitment software?

A. Recruitment software is essential for any HR department, providing a streamlined way to find and hire the best candidates for the job. It helps recruiters to manage their recruitment process more efficiently and effectively. The main features of recruitment software include applicant tracking, automated screening, job posting, resume database search, candidate communication tools, interview scheduling, and assessment tools.

Q. How does recruitment software make the recruitment process more efficient?

A. Recruitment software is an automated solution that helps organizations to streamline their recruitment process. It enables recruiters to post job openings quickly, source candidates, evaluate resumes, and track the progress of each candidate. Automating the recruitment process makes it easier for recruiters to find the right candidate for a job in a shorter amount of time.

Q. What are the benefits of using a recruitment software system?

A. The benefits of using a recruitment software system include better visibility into job openings, quicker turnaround times for applications, and an easier way to manage applicants. It also provides employers with a more comprehensive view of potential candidates so they can make informed decisions about who to hire.

Software Solutions Available on:


Sensys Technologies Pvt. Ltd.

HO: 904, 905 & 906, Corporate Annexe, Sonawala Road, Goregaon East, Mumbai- 400 063.
Tel.: 022-6820 6100| Call: 09769468105 / 09867307971
Email: sales@sensysindia.com | Website: http://www.sensysindia.com
Branches: Delhi & NCR | Pune | Bangalore | Hyderabad | Ahmedabad | Chennai | Kolkata


Jan 102023

Performance management is an essential aspect of employee life. It can assess and improve performance, give feedback, identify training needs, and reward outstanding performance. Performance management helps employees achieve their goals by providing feedback on how they are performing in their job. It also gives employees a chance to review the company’s expectations for them and decide if they are meeting those expectations. It can help employees make improvements or changes in how they do things that will increase productivity or improve the quality of work.

Managers need to understand what they should look for when evaluating an employee’s performance and what kind of feedback should be given at each level. Managers should also know what type of rewards they can give out based on the level of performance that has been achieved.

How does the performance management system work?

Performance management systems are used to measure employees’ performance to reward or sanction them. The system is usually based on a set of objectives that both the employer and the employee have already agreed on. Performance management systems help organizations in many ways: they help with the recruitment process, they help with staff retention, they help with developing better leaders, etc. These objectives are typically grouped into categories such as ‘quality,’ ‘efficiency,’ and ‘customer focus.’ 

Performance management software is a system that helps HR teams and managers manage their employees’ performance. The system is based on various metrics used to measure employee performance. The metrics can vary from one organization to another, and the company’s strategy usually determines them.

An attendance management software helps to track employee attendance. This software has many benefits, such as increased productivity, reduced absenteeism, and improved quality of service.

What are the five stages of performance management?

Performance management is a process that every company should have in place. It helps managers and employees understand how they are doing and what they need to do to improve their jobs. 

There are five stages of performance management:

Setting goals-: Think about the results you want to see. Before you set a goal, take a closer look at what you’re trying to achieve. 

Monitoring progress-: Continuously measuring performance and providing feedback on progress toward the goals.

Providing feedback-: Note opportunities for improvement.

Taking corrective action-: Interacting with the employee to improve performance or behavior.

Reaching the goal-: To provide a clean and consistent working environment for both managers and staff, which will ultimately result in higher productivity.

How to evaluate employee performance

To evaluate an employee’s performance, Having a system in place is essential. One way to do this is by assigning specific tasks or goals and evaluating them regularly. Performance management software is a solution that helps companies to evaluate their employees’ performance. It provides a detailed overview of the employees’ work, what they do best and what they need to improve. It also allows managers to provide feedback and coaching.

Evaluating the performance of employees is a crucial component of the success of any company. It is essential to know how each employee performs on different tasks and how their performance changes over time. Leave management software lets you know how much time your employees have left for their leaves.

Frequently Asked Questions:- 

Q. What is a performance management implementation plan?

A. A performance management plan can help guarantee that individuals achieve their performance objectives and that those goals are consistent with those of the company.

Q. Why do you need to implement a performance management system?

A. Businesses need effective performance management. They are able to integrate their systems, resources, and personnel with their strategic goals through both official and informal approaches.

Q. What is a performance management process?

A. An employee’s job objectives and general contribution to the company are planned, monitored, and reviewed by managers and employees through the performance management process.


Software Solutions Available on:


Sensys Technologies Pvt. Ltd.

HO: 904, 905 & 906, Corporate Annexe, Sonawala Road, Goregaon East, Mumbai- 400 063.
Tel.: 022-6820 6100| Call: 09769468105 / 09867307971
Email: sales@sensysindia.com | Website: http://www.sensysindia.com
Branches: Delhi & NCR | Pune | Bangalore | Hyderabad | Ahmedabad | Chennai | Kolkata


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 


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;


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.


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.

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.

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.

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.

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.