PAN-Aadhaar linking deadline extended to 30 June 2023.

 PAN-Aadhaar linking deadline extended to 30 June 2023.  Compliances
Mar 292023
 

It has become a mandatory process to link your PAN with your Aadhaar. This is an important process because this will allow your income tax returns to be processed.

To provide some more time to the taxpayers, the date for linking PAN & Aadhaar has been extended to 30th June 2023, whereby persons can intimate their Aadhaar to the prescribed authority for PAN-Aadhaar linking without facing repercussions.

Checkout for more details: CLICK HERE

Software Solutions Available on:

TDS | PAYROLL | WEB PAYROLL | WEB HRMS | XBRL | FIXED ASSET |INCOME TAX| SERVICE TAX | DIGITAL SIGNATURE | ATTENDANCE MACHINE & CCTV | DATA BACKUP SOFTWARE | PDF SIGNER

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

5 Performance Management Problems.

 5 Performance Management Problems.  Compliances
Mar 102023
 

Performance management is essential to HR management, but many organizations need help with effective performance management. Fortunately, HRMS software can help mitigate these issues, providing a more streamlined and efficient approach to managing employee performance. Here are five common performance management problems that can be solved with the help of HRMS software.

1. Inefficient and Inaccurate Performance Reviews Many organizations need help conducting performance reviews, which can be time-consuming and prone to errors. However, HRMS software can simplify the process by automating the performance review process, from scheduling to feedback collection and even generating performance reports. 

2. Lack of Clarity in Performance Goals Setting clear and measurable performance goals is crucial for employee motivation and productivity. HRMS software can assist in defining performance goals that are specific, measurable, achievable, relevant, and time-bound (SMART).

3. Inadequate Feedback and Coaching Effective performance management involve providing timely and constructive feedback and coaching to employees. However, managers often need help to provide regular feedback and coaching due to time constraints.

4. Inconsistent Performance Evaluation Criteria Inconsistency in evaluating employee performance can lead to a lack of trust among employees and result in potential legal issues. HRMS software can provide a standardized framework for evaluating employee performance, ensuring consistency and fairness in performance evaluations.

5. Limited Access to Performance Data In many organizations, performance data is spread across multiple systems and platforms, making it difficult to access and analyze. HRMS software can provide a centralized platform for storing and analyzing performance data, enabling HR managers and executives to access real-time performance reports and data analytics.

Why Is Performance Management Important

Performance management is critical for the success of any organization. It helps managers to set clear goals and expectations for their employees, monitor their performance, and provide feedback and coaching to improve their performance. It also helps identify areas of strength and opportunities for development, which can lead to better job satisfaction and engagement. Performance management encourages communication, accountability, and transparency, essential for effective teamwork and collaboration. It also enables organizations to measure the success of their strategic objectives and make data-driven decisions to improve the performance of their workforce.

One essential component of performance management is employee data management software. This software allows organizations to collect, store, and analyze performance-related data, making monitoring performance over time and identifying patterns and trends more accessible. With employee data management software, managers can quickly access individual and team performance information, identify areas of strength and weakness, and make data-driven decisions about training, coaching, and other performance improvement initiatives.

What Are the Most Common Performance Management Problems that Managers Deal with on the Job

Effective performance management is essential for the success of any organization, but managers often face common challenges when managing employee performance. These problems can include a lack of clear and measurable goals and expectations, inconsistent performance evaluations and ratings, ineffective feedback and coaching, failure to address poor performance and behaviour, and limited opportunities for growth and development. These issues can lead to disengagement, low morale, and reduced productivity. Effective performance management is critical to overcoming these challenges and achieving the desired outcomes. It requires managers to communicate clearly with their employees, provide timely and specific feedback, and create opportunities for growth and development, among other strategies.

How Can You Solve The Problems

One solution to these performance management problems is using performance management software. Such software automates performance management, enabling organizations to set and track goals, provide regular feedback, and measure employee performance more accurately. By automating these processes, performance management software can help ensure that the performance management process is consistent and transparent, improving employee morale and increasing productivity.

Moreover, performance management software can provide managers and employees with real-time performance data that can be used to identify trends and patterns and to track progress toward goals. This can help identify and address performance gaps early on, allowing for more targeted interventions to improve employee performance.

Frequently Asked Questions

Q1. Why is Hr management Software Important?

A. HR software is important because it allows HR teams to streamline and automate many day-to-day tasks and processes, such as managing employee records, tracking time and attendance, and processing payroll. This saves time, reduces administrative burden, and allows HR to collect and analyze data more effectively.

Q2. How Does Performance Management Software Make the Process Smooth?

A. Performance management software can make the performance management process more smooth by automating many steps, such as setting goals, providing feedback, and tracking progress. This can save time and reduce administrative burden while providing a centralized performance data and feedback platform.

Q3. How Easy is it to Setup Performance Management Software?

A. The ease of setting up performance management software will depend on the specific software chosen and the level of customization required. However, many performance management software tools are designed to be user-friendly and intuitive, with straightforward setup processes.

Software Solutions Available on:

TDS | PAYROLL | WEB PAYROLL | WEB HRMS | XBRL | FIXED ASSET |INCOME TAX| SERVICE TAX | DIGITAL SIGNATURE | ATTENDANCE MACHINE & CCTV | DATA BACKUP SOFTWARE | PDF SIGNER

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

 

 

Why Is Recruitment Software So Important To An Organization?

 Why Is Recruitment Software So Important To An Organization?  Compliances
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:

TDS | PAYROLL | WEB PAYROLL | WEB HRMS | XBRL | FIXED ASSET |INCOME TAX| SERVICE TAX | DIGITAL SIGNATURE | ATTENDANCE MACHINE & CCTV | DATA BACKUP SOFTWARE | PDF SIGNER

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

 

Scope of Reasonable Cause For Not Levying Penalty Under Section 221 For Non-Payment of TDS.

 Scope of Reasonable Cause For Not Levying Penalty Under Section 221 For Non-Payment of TDS.  Compliances
Dec 192022
 

Penalty under section 221 is levied when there is a default in payment of tax. Under sub-section (1) of section 221, the assessing officer is empowered to impose a penalty where an assessee is in default or is deemed to be in default in payment of tax. The said penalty is leviable in addition to the amount of the arrears and the amount of interest payable under section 220(2). Further, in the case of continuing default, the assessing officer may direct to pay further amount or amounts by way of penalty, so, however, that the total amount of penalty does not exceed the amount of tax in arrears. However, such a penalty is discretionary and can be waived where reasonable cause exists for such default.

Here an attempt is made to explain and examine what constitutes the reasonable cause for not levying a penalty under section 221.

 

Depends upon the facts of each case

The exercise of discretion u/s 221 is not to be arbitrary but is dependent on the facts and circumstances of the case

 

No penalty where the reasonable cause is proved

According to the second proviso to section 221(1), the penalty cannot be levied where the assessee proves to the satisfaction of the assessing officer that the default was for good and sufficient reason.

 

Penalty leviable even if the tax paid before levy of penalty

Penalty under section 221 will be exigible even in a case where the tax is paid after the due date but before the levy of penalty.

 

Impact of the outcome of final order regarding default in payment of tax

According to sub-section (2) of section 221 whereas a result of any final order, the amount of tax with respect to the default in the payment of which the penalty was levied, has been wholly reduced, the penalty levied shall be canceled and the amount of penalty paid shall be refunded.

 

Financial crises for not levying penalties under section 221

The assessing officer passed an order under section 201 treating the assessee as the assessee in default as it had not remitted the amount collected by way of TDS to the government account during the relevant assessment year. The assessee did not file any appeal against the order under section 201 and remitted tax deducted at the source along with interest.

The assessing officer also initiated penalty proceedings under section 221.

The assessee said that it was facing severe financial hardship and the same constitutes a good and sufficient reason for not levying a penalty under section 221.

It is true that a mere default is not sufficient for the levy of penalty, but in the instant case, the assessee used the TDS amount to meet various business commitments. Further, it was continuously making defaults on payment of TDS to the government account, which is very serious in nature.

One can understand the financial difficulties the assessee was facing if it was in defaulter for a short period. But in this case, the assessee’s conduct was that it continuously defaulted the payment of the TDS amount to the government account.

The only reason the assessee mentioned for non-payment of TDS was financial difficulties, which under these circumstances, did not appear to be sufficient. Accordingly, the penalty was confirmed.

 

No waiver of penalty on grounds of payment of self-assessment tax

Penalty under section 221(1) cannot be waived merely on the ground that self-assessment tax is paid before such levy of penalty. There existed good and sufficient reasons to mitigate said default.

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.

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 

 

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.

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