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How To Ensure Business Success When Starting Up

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Although you were hesitant at first, you finally decided to start up your own business. You think this decision is best for you because you’re stuck in a dead-end job and you don’t get to spend too much time with your family. You were happy that you finally came up with this decision but on the other side of the coin, you’re also scared. You’re thinking of how you could possibly become successful with your business when you’re still a neophyte in the industry.

Feeling nervous of what is in store for you the moment you step in in the business world is typical. Just because you have the business and the desire doesn’t mean that everything will fall into place and you will become a success overnight. There are a lot of things that you should do first; and you can start by these implementing these tips to ensure business success when starting up:

  1. Pinpoint the right market: Although it can be tempting to cater to every single human’s needs and wants, you can’t. You’re still new in the industry and doing this at once can never be feasible.
  • For example, if you would want to reach out to young professionals, you can come up with an app which could allow them to book their travels (flight and accommodation), remind them of important meetings and keep track of how their friends are doing. You can market this app on various social networking platforms because this is where you can easily communicate with young professionals.
  • The key here is to find the right people (aka your potential customers), give them the right products and services, and entice them the right way.
  1. Put the right people on your side: You’re the business owner, but that doesn’t mean that you have to work on your own. That could mean severe stress which would eventually compromise your business.
  • Since your business is still young, it’s normal for you to treat this as your baby. You would want to know everything and be in-charge of everything. But as a business owner, you should slowly let go of too much responsibility and have people do tasks on your behalf.
  • You should hire the right people and invest in their skills. Yes, this might be risky, but this is one way of ensuring your business success. You too have limitations, and you can also do so much for the business.
  • Micromanaging has its pros and cons, but if you’re looking into your business’ future, you should put the right people in the right job as early as possible. This will give them ample time to be adapt to your business and have actual experience. So when your business grows exponentially in time, coping with change will be a piece of cake for them.
  1. Iron out the processes: You just started a business, and you basically have a workforce of seven people. While everything is still manageable as you can easily talk to your staff, you should iron out the processes now. Don’t wait for problems to arise before acting on it.
  • No matter which industry your business is operating, you’re required to meet the standards set by your state laws when it comes to occupational health and safety and labor practice. Doing all of these can be tedious, but if you would want your business to run smoothly, you should fully comply with all of them.
  • When your business grows in the future, you won’t have the time to orient new employees on what are your business’ processes and what are you expecting from them. This is where contracts and manuals should come in.

Once you decide to start a business, you should also be prepared to exhaust your time and effort to ensure that your business will eventually become successful. You didn’t start the business just for the sake of starting one, right? You started a business for it to grow and earn over time. The tips presented in this article can jumpstart your business success. You just have to be patient and determined to implement all of them, and for sure, you’re a step closer to ensuring business success.

For your business to become a success, you should strive to ensure it strays away from bankruptcy. And when you’re aiming towards that goal, this website can help you in more ways than one.

Gail Wilson has more than 12 years of experience under her belt when it comes to business, which she is currently sharing with her clients and peers as part of the law industry. She writes pieces on various law topics that she hopes could help the common reader with their concerns. A family oriented, Gail loves spending time with her husband and two sons during her free time.

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Compelling Statistics about Workplace Discrimination

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Workplace Discrimination

Today’s modern workplace is one that is inclusive, diverse, and collaborative. This is partly due to advancing technologies like the internet and open concepts and environments.

People from all over the world are more connected than they’ve ever been before because there is a need to collaborate for the projects they are working on and produce an outcome that is favorable for them and the company in general.

There is also more care for the company’s culture and the employees’ morale, mental health, and work-life balance. By making these a priority, employees have become more productive and happy, and the company more successful. However, this is not the case for all organizations.

Defining Workplace Discrimination

Recently, discrimination has been at the forefront of everyone’s minds. All over the world, many instances of discrimination, ranging from gender, race, age, disability, citizenship status, sexual orientation, medical condition, marital status, religion, and national origin, to name a few, have been put in the global spotlight.

Unfortunately, the majority of these types of discrimination occur in the workplace. Work or employment discrimination can be defined as treating someone in the workplace differently or less favorably than others because of their race, color, age, religion, sex, gender identity, and so on.

Employment discrimination also includes harassment by managers and co-workers, denial of reasonable workplace change based on religious beliefs or disability, improper questions about or disclosure of genetic or medical information, and retaliation from the company after an employee files an investigation or lawsuit against them.

There are many instances of unconscious bias and workplace discrimination, some beginning even before an employee starts working with the company. Even during the hiring process, a company can discriminate against an applicant.

Common Types of Discrimination and Their Effects

The International Labour Organization (ILO) blames the continuing discrimination on prejudices, stereotypes, and biased institutions that have resisted legal efforts and policy measures made by governments, organizations, workers, and employers against unequal treatment at the workplace.

The most common types are subconscious and systematic or institutionalized discrimination. Subconscious discrimination or unconscious bias is the behavior that stems from learned stereotypes that will automatically show up when interacting with people. This type can be harder to prove because it is more subtle unless reflected in its atmosphere.

Systematic or institutionalized discrimination occurs regularly in the workplace because it is an inherent part of its culture and practices, thereby creating a disadvantage for people who are different from their more preferred employees.

Aside from being morally wrong, discrimination in the workplace often traps people in low paid, informal economy jobs. Meaning, the discriminated population will get stuck in the worst jobs and be denied benefits, social protection, training, capital, land, or credit. What’s more, women are more likely to be engaged in the more invisible and undercounted activities than men.

The ILO presented a report that shows those who suffer from discrimination, particularly based on their sex and race, face a persistent equality gap. This gap divides them from dominant groups who enjoy a better life or benefit from anti-discrimination laws and policies.

Workplace Discrimination in Numbers

Since it was established in1997, the Equal Employment Opportunity Commission (EEOC) has been investigating charges of discrimination against an employee or job applicant and enforcing laws that protect employee rights. It has received over 1.8 million complaints since then.

Workplace discrimination is illegal in the U.S.; however, studies have also shown that despite state and federal laws addressing discrimination based on race, there are still biases against hiring black and Hispanic employees in over two decades.

Of the 1,889,631 discrimination complaints EEOC received from 1997 to 2018, 49% were cases of retaliation, 34% were race-related, 32% disability, and over 30% were based on sex. From the total number of cases, 64% were officially dismissed as having found no issue after investigation, while only 3.2% were considered for legal action.

In addition, 18.3% were closed for administrative reasons, 8.1% were settled, 4.8% were withdrawn by the charging party, and 1.4% resulted in an informal resolution between parties. According to the government agency, cases closed for administrative reasons include the charging party deciding not to pursue the case, lack of communication, or withdrawal request from the charging party.

Steps to Take Against Discrimination

In light of the high numbers of discrimination cases, companies should work hard in eradicating workplace discrimination. But this can be done successfully only if everyone is involved in promoting a culture of equality and diversity and equal opportunities for all. Here are some ways to reduce and eradicate workplace discrimination in your company:

  • Analyze your current employee population and form a committee for equality and diversity. Ensure that the members came from diverse backgrounds. Set goals and policies that would enable the company and the employees to grow. A company that embraces diversity will reap the benefits of having a wider talent pool, which translates to improved productivity, a broader market, and a raised profile within the community.
  • During the hiring process or recruitment, treat all applicants fairly and equally. Evaluate each against the same set of criteria. Another way to evaluate applicants fairly is to have a panel interview so that more than one person gets to decide who the best candidate out of all the applicants is.
  • In terms of compensation and benefits, ensure that no employee is compensated any more or less than their other colleagues based on their race, sex, gender identity, religion, or disability. Offer the same benefits that all employees in that level are enjoying. For employees with children, offer both maternity and paternity leaves.
  • Review your current work policies and processes, or ask a lawyer to review them for you. Make changes wherever necessary. These may include implementing a comprehensive equal opportunities policy, training employees in sensitivity and diversity issues, providing accommodations for those with disabilities, and setting disciplinary actions. Establish open communication to report incidences of discrimination and treat them seriously, sensitively, and confidentially.
  • In the office, install wheelchair ramps and other accessibility options. Have a room where employees can do prayers, mothers can pump milk, and they can have some quiet time. Make sure that all employees can access the same office facilities and amenities.
  • When it comes to promoting an employee, ensure that all have an equal opportunity for promotion regardless of their sex, gender identity, race, etc. At the same time, provide equal opportunity for training and ensure that everyone has access to mentors.

End Discrimination Today

Discrimination in the workplace will not vanish by itself, but failure to eradicate it helps perpetuate poverty, creating an intricate web wherein the discriminated will continue to experience a low quality of life or social exclusion.

By eliminating discrimination, individuals, businesses, and society at large will benefit: a boost in one’s self-esteem and morale, enhanced productivity and competitiveness of companies, and a better economy.

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5 steps to shape company culture around hybrid work- Are you ready for the big change?

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remote work

You are probably going to lose a major chunk of your workforce if you’re planning to call your employees back to the office full-time. According to Microsoft’s recent survey, 74% of employees are keen on flexible remote work options. Meaning- The future of work is here and it is hybrid. With the current business ecosphere showing employee dominance, your best bet is to go hybrid.

Nevertheless, historically, it has been seen how employees slack off if they aren’t within the sight of their boss/manager. Or has this been passed on as a baseless claim? Some managers do have their insecurities as they feel employees are working in the dark. Though they are suffering from “perceived work productivity” syndrome, their concern cannot be completely brushed off.

This is where the need for a balanced and apt hybrid work culture comes into picture.

Before the pandemic, merely 15% of companies, as per a survey, had flexible working policies. That jumped to 76%in the year 2020 with the pandemic casting a shadow over the world. While shrinking global economies forced to shut many companies, several others chose to take the only working option left- Remote.

The business world cannot go back to how it functioned in pre-covid times. Hence, it is vital for leaders to build a hybrid work environment that accentuates, rather than depletes, employee productivity. For this, they need to consider the elements that charge the ions building their foundation. These include energy, focus, coordination, discipline, and cooperation. A good leader imbibes all of them in the company culture to align employee expectations and company plans.

Smart leaders are those who stay a step ahead by identifying the needs of tomorrow and creatingtheir solutions today. With the cards in favour of the hybrid workplace model, your best bet is to develop one with a positive attribute at your organization. Here are the steps to follow to create a positive hybrid work culture essential for any company’s growth:

Invest in the right tools:

Collaboration, document sharing, communication, attendance marking- are some of the many benefits the right kind of tools can provide to a remote working organization that mostly remains in the dark if it doesn’t clench onto technology. This, in turn, hampers the company culture- affecting employee productivity.

Technology soared to become a vital support system since the pandemic began. Though it has its own share of boons and banes, this man-made innovation can tremendously boost the productivity of a company, given it is utilized in the right way. A good HRM software is the first step towards this. If you do have one in place, determine its usability for a hybrid workplace.

Match flexibility with consistency:

The complex web containing different hierarchies of an organization needs to be grouped into appropriate teams for regular but comfortably gapped WFO days. It is vital for everyone in the company to meet each other in-person after certain time intervals. This ensures the human touch isn’t lost and collegial relationships blossom.

Assign different days of the week to different teams but provide autonomy over their workplace of choice. However, you allocate the days, make sure it doesn’t coincide with the major chunk of the workforce.

Step up your employee experience game:

If 2020 has taught us anything, it is that employee experience is more than just perk-system. It is about putting care, trust, honesty, purpose and motive at the top of the heap. While hybrid work means a dispersed workforce and greater hardships in enriching this domain, recruit your CEO, stakeholders and higher management to show the care, build the trust, create belonging and hear everyone in the business. Focusing on diversity & inclusion and employees’ mental health can prove to be the other aspects beneficialin creating positive hybrid work culture.

Streamline communication processes:

Physical proximity makes innovation and teamwork easier, but not necessarily better. Read that again. The factor that strikes a chord between both is communication. Group projects are delivered faster and with the best outcome when completed with proper collaboration. And collaboration requires the right form and tense of communication.

To get things going at the regular, if not faster, pace, ensure there is no communication gap between employees. Any form of hinderance can negatively impact the behavior of a worker, ultimately hampering the work culture.

Sowseeds of transparency:

Organization leaders should be aware of the implications their actions can have on the company culture. Their moves should be shared transparently in the workplace to build trust amongst employees and keep them informed despite being away from the office physically. Detachment and a fear of missing out develops in remote working employees who previously used to work on-site.

This fear can be stopped from turning into anger if leaders step in to share a range of inputs, strengthening their bonds with the company.

Don’t let company traditions die:

The last thing you’d want to do when creating a positive hybrid work culture is erasing the old traditions the company followed when “normalcy” prevailed. Instead of discarding them, find new ways to keep the traditions alive. These are the ones that helped employees stick with your company. Scratching them would mean bringing down the morale of your workers. Put your best minds on identifying methods to bring these to life in a new way.

Creating a positive hybrid workplace culture requires fostering of the desired environment in leaders’ minds first. Take charge of the shipas shifting workplaces mark the beginning of a new odyssey. Don’t refrain from change, the world has already embraced it.

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3 ways Gamification will Revolutionize your Business

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Gamification in business

The coronavirus pandemic has accelerated employee engagement levels. A recent Gallup study shows that employee engagement had increased from 36% in 2019 to 39% in 2020. There are various reasons behind this sudden jump, such as:

a. 45% of employees said they got feedback in 2020 compared to only 26% in 2019.

b. 38% of employees working from home were more engaged than 32% of those working on-site.

But the same study shows that 14% of employees are actively disengaged. Although the engaged to actively disengaged ratio had gone down from 2.7-to-1 in 2019 to 2.6-to-1 in 2020, companies need to identify the vacant spaces and fill them.

Gamification is an excellent strategy for increasing employee engagement levels to all-new higher levels. Many statistics show that employees who have fun at work are more productive and engaged and finish their work well before deadlines.

a. Research by Catapult shows that absenteeism costs UK businesses £554 per employee. Absenteeism can significantly decrease when employees have fun at work.

b. A survey sponsored by Alfresco shows that 65% of employees interact and collaborate with their colleagues multiple times a day. Thus, if employees enjoy time with their colleagues, they will work better and communicate more effectively.

c. According to a study by the University of Warwick, happier employees are 12%-20% more productive than those who are not.

These statistics prove why gamification is essential for your business. Now, let’s see three use cases of how gamification can revolutionize your business.

1. Make your training sessions compelling instead of grueling.

We all know how boring training sessions can get. I have participated in several L&D programs sponsored by the companies I have worked in. It wouldn’t be an exaggeration to say that most people are either busy chit-chatting with their colleagues or sipping extra cups of free coffee. Thus, the primary purpose of training sessions is somewhere lost.

And, why do you think that happens?

People can give various explanations, but the primary reason is boredom.

Employees get bored of training sessions because there are no fun-filled activities to hold their interest.

This is where gamification comes in. Instead of after-session surveys or post-training tests, you can provide real-time polls to check what they have understood and what they have skipped.

And it has never been as easy as it’s today. You can ask the participants to install apps when they enter the L&D room, where they will take polls, surveys, and tests.

You can plan some group activities and hands-on sessions where learners move their hands and legs, as it has several therapeutic benefits. A mild physical activity will go a long way in helping participants to drop boredom.

2. Start a “boredom removal program” at your workplace.

Yes, you heard that right.

A “boredom removal program” is similar to a “pest removal program” frequently conducted by municipal corporations. Boredom is not very different from pests. The latter contaminates the external environment while the former infects our minds, but they function along the same lines.

Follow the steps below to cut of the roots of boredom in your company:

a. Arrange for face-to-face meetings (or online conferences if physical meetings aren’t possible) with managers and junior executives to find out reasons for boredom.

b. Avoid asking closed-ended questions that have simple “yes” or “no” answers. Instead, learn the technique of asking open-ended questions that brings emotions into the equation. You can better judge the employee’s psyche by understanding their feelings.

c. Gamify your interactions. Instead of reading out notes or displaying dull PowerPoint presentations, say what you want to say in the form of games. Online Games have a unique power to engross players for hours. Give puzzles, assign collaborative tasks, and do some physical exercises to suck the boredom. In short, allow the participants to think. Employees who think and come up with innovative solutions never get bored.

d. There is nothing else that gets people more excited than competitions. No matter how much you see, listen to, or talk about equality, people still like winning and watch others losing. Our brains have reward centers that activate when we win a competition. Moreover, our minds are hardwired to experience the thrill of winning over and over again. So, organize branch- or nation-wide competitions and you will be surprised to look at the results.

3. Gamification stimulates the ideas creation process.

Companies conduct pre-market release surveys and research to get an idea of how their products will perform in the market. Gamification can completely transform this process by augmenting our mental processes that dictate our ability to analyze, respond, and react in different situations. There are two ways of doing this: alternate reality games and live-action role-playing games (LARP). Let’s discuss them one by one.

In alternate reality games, the players remain as they are, but the reality around them changes. Jane McGonigal, a gamification expert, has developed a game called “World Without Oil” to show how companies can stimulate the ideas creation process. In the game, the participants become part of a world with an extreme oil shortage. The players receive reminders about the change in oil prices, notifications of oil shortages, and alerts about countries fighting over remaining oil reserves. Players constantly share insights about how the new changes in the world are impacting their lives. This data is collected and is used by different industries for long-term planning scenarios.

On the other hand, in LARP, players take on new roles but the reality around them may or may not change. A new role allows players to shed off traditional social norms and observe the world without predefined criteria and beliefs. For example, researchers at the University of California developed a game called Battlestar Galactica to study the impact of wearable devices.

In this game, the players act as the survivors of an alien attack on their home planet. They need to adjust to new communication patterns based on mental and physical health signals that originate from the clothes they wear. Through this game, researchers gain valuable insights into how wearable technology can positively change human interactions.

Conclusion

Companies across a broad range of industries are using gamification techniques to significantly improve their processes and give a powerful voice to their employees. Gamification plays a vital role in holding the employees’ interest by fostering creative thinking, re-imagining resource consumption, and exploring future challenges interactively. Traditional industries like the automobile industry can also use the gamification technique to understand the benefits and drawbacks of electric cars and the strategies they can implement to emerge as industry leaders.

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