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Employees are the lifeblood of your organisation, and adapting your recruitment to their ever-changing world is essential if you want to hire the best people. Around 63% of South Africa-based professionals say their productivity increased while working from home.

Employees and companies across the country are embracing remote work, which points to a potential shift in recruitment practices. This article explores remote recruitment, its methods and how businesses can leverage this recruitment trend into the future.

If you require a more immediate solution to your recruitment needs, you can get in touch with Greys Recruitment Agency today. Greys specialises in next-level sourcing of the best candidates online through implementing cutting-edge digital channels, SEO practices and push & retrieval technology.

What is remote recruitment?

Recruitment during a pandemic has led to a significant shift in the interview and onboarding process that traditionally focused on hiring based on defined geographical boundaries. It took a global shutdown of society and the economy for organisations to explore remote-first recruitment as an alternative.

Beyond current challenges, companies may be considering remote hiring in today’s socioeconomic landscape to build a more robust working culture or save money. The flexibility of a remote working environment gives employees the freedom to work from home while allowing companies to expand their talent pool without location-based limitations. 

For example, if a company in Pretoria needs a website designer, recruiters are no longer bound to search for candidates within this particular area. Instead of limiting themselves to one location, they can expand their search country-wide or internationally.

“Over the past two years, at least 5% of the roles we have seen can be worked from anywhere, and this proportion is likely to grow,” says Advaita Naidoo, the managing director of the African division at Jack Hammer Global.

The more obvious remote positions can include but are not limited to:

• Software Engineer
• Project Manager
• Virtual Assistant
• Writers and Content Creators
• Customer Service Reps
• Teachers
• Marketing Lead
• Graphic Designer
• Accountants

Employers can also hire recruiters remotely, and recruitment agencies themselves are building expanding databases of potential candidates for remote positions. The goal is to offer companies on-demand hiring for vacancies through a network of remote workers ready and equipped to deliver value.

Naidoo also points to a broad range of remote job positions centred on leadership roles in:

• Digital transformation
• Artificial intelligence
• Data science
• Other related fields

This digital-first approach indicates a mental shift by forward-thinking companies that are aware of one crucial fact: The future is digital. Companies can capitalise on today’s opportunities and position themselves for long-term success by hiring technology-driven roles that remote workers can fulfil.

The benefits of remote recruitment

Even though a growing majority of white-collar employees desire remote work, that doesn’t mean their requests will all be fulfilled. Having people work from home can seem daunting to managers and employers who are used to seeing their staff in an office.

Old-fashioned ways of thinking still exist in the working world, and companies may need extra convincing to consider remote hiring for their own reasons. So, let’s break down some of the main benefits of remote recruitment.

Wider talent pool

One of the most notable differences between remote recruitment and the traditional model is the lack of geographical limits. Companies can expand their hiring pool significantly to source talent from virtually anywhere in the world, as long as they can meet language and connectivity factors.

Meeting employee expectations

Many employees got a taste of remote work during the height of the pandemic when companies had no choice but to adapt their operational models. Now, more people prefer to work remotely from the comfort of their homes, and companies can satisfy their employee’s desires and boost morale through remote-first recruitment.

Cost savings

On-site work comes with considerable expenses for companies essential for the day-to-day running and management of a traditional work environment. 

• Real estate
• Utilities
• Cleaning
• Workshops and events

Instead of these costs, companies will cover data, software and hardware expenses to give employees what they need for remote work. 

Productive employees

Allowing employees to work remotely where they are comfortable can increase morale and the desire to work harder if managed correctly. This flexibility, paired with adequate support structures, can increase employee productivity, whether they choose to work from their own homes, cafes or coworking spaces.

Expedited hiring

Remote employees, particularly those with years of expertise, are better accustomed to working virtually. They are familiar with the tools and can adjust rapidly, streamlining the hiring process.

In the remote recruitment process, companies can conduct video chat interviews with candidates rather than in-person ones. Since the recruiters and remote work candidates have the experience, the entire process is quicker and more efficient.

Tips and best practices for remote recruitment

For most, changing your local recruitment strategy to a remote one is complicated and overwhelming. Recruitment teams, HR leaders, hiring managers, and individual interviewers should implement custom remote-first recruitment strategies that fit their business to achieve a fair and pleasant hiring process.

Recruitment agencies like Greys can help with personalised recruitment solutions tailored to a company’s needs and specifications. However, here are some tips that you can note to get the ball rolling:

Define your remote positions clearly

As obvious as this seems, defining what remote means to you is essential before putting up a job ad and starting the hiring process. Candidates might mistake “remote work” for a full-time job when it isn’t for you. You will avoid time wastage and misunderstandings if you clarify this before looking for applicants.

Use an applicant tracking system

Hiring employees might be a headache without an applicant tracking system (ATS), especially for remote recruitment. Companies will often have thousands of unqualified people applying for the same job post on several platforms, wasting time as you analyse their resumes. 

An ATS will help you save time and effort by helping you identify individuals who meet your specifications. It will also aid in structuring your hiring procedure by identifying talent, analysing potential, monitoring the interview process, and reviewing performance.

Conduct an impactful remote interview

The first step in conducting an impactful remote interview is to have a video call application. This is the step where you get a clearer understanding of a candidate’s knowledge and skills throughout the interview. Some of the many tools that support the success of remote businesses are Zoom, Skype Business, and Google Meet.

Establishing a connection with the candidate while the camera is off during a remote interview is challenging. It’s simpler to interpret their body language and learn more about the candidate when you have your camera on.

Include a job trial period

If you don’t need to hire someone immediately or urgently, think about incorporating a job trial period into the remote recruitment process. This approach is now more viable because many people are available to work remotely due to temporary or permanent layoffs. You will have the chance to evaluate a candidate’s suitability for the position and their fit with your team and corporate culture over a 1-2 week employment trial period. 

The candidate will also benefit from this by getting a clear idea of your expectations and a sense of what working life is like in your company.

The future is in your hands

Following the pandemic, most businesses chose remote hiring for two primary reasons: they can provide easy contracts to attract superior people and expand their business while cutting costs.
Remote recruiting is not the only optimal method for assembling a skilled staff. Additionally, it’s among the most vital tactics for maintaining market dominance over time. A powerful way to secure the longevity of your business is partnering with an experienced and future-driven recruitment agency.
Greys Recruitment is a preferred staffing supplier of blue-chip corporates globally, specialising in white-collar permanent and temporary recruitment. We use the latest technology and marketing strategies to attract top talent from the global marketplace, supplying a vast network of vetted, mobile professionals to companies worldwide.

Contact us now to learn more about how we can boost your company’s recruitment efforts.

Payroll is necessary to run a business to ensure your employees get paid accurately and on time. Unfortunately, payroll can be confusing, especially for small business owners who don’t have a dedicated department to handle these responsibilities. Payroll is then left entirely on the business owner’s shoulders, which can be daunting and overwhelming.

When it comes to running a business, there are a lot of moving parts. And one of the most important – and often overlooked – pieces is payroll. Just think about the different elements that go into processing payroll: employee hours, wage rates, tax withholdings, benefit deductions…the list goes on—cue an automated payroll system.

It’s no wonder that so many businesses choose to automate their payroll process. Payroll automation can save companies time and money – not to mention headaches.

But what exactly is payroll automation? And how can businesses make sure they’re doing it effectively? Here’s a quick rundown:

What is payroll automation?

Payroll automation is the use of technology to streamline calculating and paying employee wages. This can include using software to track employee hours, calculate taxes and deductions, and generate paychecks or direct deposit payments.

What functions can be performed by an automated payroll system?

An automated payroll system can perform various business functions. The goal of payroll automation is to streamline the responsibilities that the in-house payroll manager usually handles.

These are just some of the functions that an automated payroll system can perform:

• Track and update payroll data
• Run payroll
• Time tracking
• File taxes
• Calculate overtime, double-time, bonuses, raises, etc.
• Tax reduction calculation
• Improved recordkeeping
• Financial planning for both the employer and employee
• Make changes to important documents

Automated payroll software can do this for you in just a few minutes. As you can imagine, this can save you significant time during the month.

Why automate payroll?

There are a few key reasons why businesses choose to automate their payroll:

To save time: Automating payroll can save businesses a lot of time. No more manually calculating hours worked or figuring out tax withholdings – the software can do all of that for you.

To reduce errors: When done manually, payroll calculation and payment are susceptible to human error. But when you automate, you can ensure that the math is being done correctly and that employees are being paid the right amount (on time). This can help to avoid costly mistakes – like overpaying or underpaying employees.

To improve efficiency: Automating payroll can help make the entire process more efficient. For example, if you use software to track employee hours, that information can be automatically sent to payroll when it’s time to run calculations. This can help eliminate the need for manual data entry, saving a lot of time.

How to automate payroll effectively

If you’re thinking about automating your payroll process, there are a few things you’ll need to do to make sure it’s done effectively:

Choose the right software: Not all payroll software is created equal. When choosing a software solution for your business, be sure to consider your specific needs. There are various features and adoptions available, so you’ll want to make sure you select a solution that’s right for you.

Get employee buy-in: Automating payroll will likely require some changes for your employees. For example, they may need to clock in and out using new software or submit their hours worked in a different format. Be sure to get employee buy-in before making any changes. 

This will help ensure a smooth transition and minimise disruptions to your business.

Train your team: Once you’ve selected a software solution and gotten employee buy-in, training your team on how to use it is essential. This will help ensure that everyone is on the same page and knows how to use the system properly.

By following these tips, you can ensure that your payroll automation process is done effectively.

When is the right time to switch over to automated payroll?

Automated payroll is beneficial for businesses of all different sizes. Regardless of your number of employees, managing payroll is time-consuming if you don’t have the right tools on your side. But switching over to automated payroll can ease the burden and free up resources for your business.

You might be holding off due to budgetary concerns; after all, many small businesses find themselves strained in the first few years. However, while manual payroll may work if you have a few employees, keeping up with it will become increasingly difficult as your business grows. That’s why it’s beneficial to set up automated payroll before you get to a point where you’re overwhelmed, and things start slipping through the cracks.

The Bottom Line

Automating the payroll process can go a long way in helping you streamline workflows, ensure all procedures are consistent and reduce errors.

But even the most sophisticated systems require human intervention at various levels. So, prepare your employees for the move to automation and keep abreast of the changing rules and regulations to ensure compliance with your country’s payroll laws.

The sooner you switch, the sooner you can take advantage of freed-up time and resources. Doing so will help ensure a smooth transition and minimise disruptions to your business.

In today’s modern work environment, it’s more important than ever for companies to stay on top of employer and employee expectations. Human resources are vital in ensuring both groups are kept happy and productive. 

When it comes to workplace expectations, employers and employees are often on different pages. In some cases, they’re reading entirely different chapters. In fact, mismatched expectations are one of the leading causes of tension and conflict in the workplace. So, what can HR professionals do to align these expectations better and create a more harmonious workplace?

For instance, compensation matters because employers need good benchmarking tools to understand what their industry and competitors are paying. But money is not the only factor in attracting and retaining talent. Organisations also need to appreciate the importance that employees place on their work, their hours, time off and their relationships with their direct managers.

Understanding everyone’s expectations

The first step to effectively managing the different types of employer and employee expectations is understanding them. Employer expectations can be divided into two broad categories: job performance and personal conduct. 

Job performance expectations are relatively straightforward – employers expect employees to complete their work tasks satisfactorily and on time. Personal conduct expectations are more nebulous but generally relate to an employer’s expectations for how an employee will behave inside and outside work.

Employee expectations, on the other hand, can be divided into three categories: those related to job duties, those related to working conditions, and those related to compensation. Job duties expectations are similar to employer performance expectations – employees expect to be given precise task requirements and adequate resources to complete them satisfactorily. 

Working conditions expectations relate to the physical and emotional environment of the workplace – employees expect a safe and comfortable work environment where they feel respected by their colleagues. Compensation expectations are also similar to employer expectations – employees expect to be fairly compensated for their work, in line with industry norms.

Once you understand the different types of employer and employee expectations, you can start to identify areas of mismatched expectations that may be causing tension in your workplace. It can be helpful to conduct regular surveys or interviews with employees to get feedback on what they feel are the most critical expectations from their job.

Strategies to align expectations

Once you understand the areas where expectations are mismatched, you can develop strategies to align them better. There are a few key strategies that HR professionals can use to achieve this level of alignment:

1. Be clear about job requirements and expectations from the outset

One of the best ways to avoid mismatched expectations is to be clear about job requirements and expectations from the outset. When posting job ads, make sure to include a detailed list of required qualifications and duties. During the interview, take the time to detail the expectations for the role with candidates. And finally, when extending job offers, include a written job description outlining the expectations for the position.

2. Set realistic expectations

It’s crucial to set realistic expectations for both employers and employees. If an employer expects an employee to work 60 hours per week, but the employee is only available for 40 hours, there will inevitably be tension. Similarly, if an employee is expecting a promotion after six months, but the employer isn’t planning on offering one until after 12 months, there will also be tension. By setting realistic expectations from the outset, you can avoid these mismatches.

3. Communicate regularly

Another key strategy for aligning employer and employee expectations is to communicate regularly. This means setting up regular check-ins with employees to discuss how they’re meeting their job requirements and what changes they need to make. It also means being open to feedback from employees about their expectations and how well they feel the company is living up to them.

3. Be flexible

Finally, it’s essential to be flexible regarding employer and employee expectations. Things change, and sometimes the expectations people set at the outset no longer make sense. For example, if an employer suddenly needs an employee to start working weekends, they should be willing to adjust their expectations accordingly. Similarly, if an employee’s personal circumstances change and they can no longer work the hours they initially agreed to, the employer should be willing to be flexible.

4. Provide examples of why expectations are important

Offer concrete examples as to why you’ve set certain expectations, and explain to your team how these expectations connect to the ‘big-picture’ goals of the company:

• Being on time for work ensures operations run smoothly.
• Adhering to the dress code casts the company in a professional light among customers.
• Displaying a positive attitude at work helps employees deal with stress and keeps morale up.

5. Get an agreement and commitment

Formalise the expectations by requiring employees to sign off on them. When employees sign off on your expectations, it makes them feel more serious. If they don’t meet your expectations, you will have the documentation to hold them accountable and make a case of how they have fallen short of the agreement.

Aligning employee and employer expectations allows both parties to thrive in a workplace that meets everyone’s emotional and career needs alongside the company’s goals. All in all, both parties will benefit when there is harmony between the expectations.

Expect the best. Prepare for the greatest!

At MASA, we take our hiring and recruitment strategies seriously and have done so as industry leaders for the past40-plus years. So, why not partner with us to ensure you find the most suitable candidates whilst focusing on your business? Allow the MASA HR & IR specialists to help you effectively handle your employer and employee needs. 

You can visit our website to learn more and contact us to speak to our team!

By 2030, the number of Gen Z employees is expected to triple. That means that people born roughly between 1995 and 2015 will soon make up 30 percent of the global workforce and will play a vital role in shaping the workplace for decades to come. 

Generation Z is digital. They don’t recall a world without the internet, smartphones or video games. They have been exposed to the global marketplace of ideas and commerce. These workers know the endless possibilities and intend to make their mark. 

Gen Z job seekers also know their value: a Kronos study revealed that almost one-third believe they are the ‘hardest working generation’; another 36% say they ‘have it the hardest’ when entering the workforce compared to those before them. Only 4 in 10 believe that their education has prepared them for the working world, and rightfully so — 65% of students in primary school today will end up in jobs that don’t exist yet. Organisations aware of these trends can better attract and retain Gen Z.

Gen Z recruiting strategies

Generation Z is entering the workforce during a global talent shortage. Paired with Generation Z’s increasing demands for a short time-to-hire, more face-to-face communication, and a high-tech hiring process, the competition for top talent is more significant than ever.

That means recruiters will need to get creative in attracting Gen Z candidates. If you’re looking to recruit members of Generation Z into your workforce, you should keep a few things in mind. This generation is known for being highly connected, social media savvy, and entrepreneurial. Here are five tips to help you get started:

1. Use social media to your advantage

 Gen Zers are very active on social media, so it’s essential to have a strong presence on platforms like Snapchat, Instagram, and Twitter. Use these platforms to showcase your company culture and values and ensure you’re responsive to potential candidates’ questions or concerns.

2. Be clear about your company culture

Gen Zers place a high value on finding a workplace that aligns with their values. When recruiting, make sure you’re clear about your company culture and how it can benefit potential candidates.

3. Offer competitive benefits and perks

This generation is known for being very savvy when it comes to finances. They understand the value of a rand, so be sure to offer competitive benefits and perks that will appeal to them. They care for things like Medical Aid and a retirement fund.

4. Be flexible with work hours

Many Gen Zers value work/life balance and are looking for employers willing to be flexible with work hours. If you can offer this, it will definitely help you stand out from the competition. Consider hybrid working options as well.

5. Use technology to your advantage

Gen Zers are digital natives who are comfortable using technology in all aspects of their lives. When recruiting, make sure you’re using technology to your advantage. For example, you can use video conferencing to connect with candidates who may be located far away.

6. Onboard like you mean it

Hiring Gen Z talent is just the beginning. Retaining them — that’s where the real work happens. And it all starts with the onboarding process. They are looking for an authentic connection with their employer, which is why those first few days on the job are crucial in setting the tone for your company. Studies show that effective onboarding can boost employee retention by up to 82% and productivity by more than 70%. Yet Gallup found that only 10% of employees felt their organisation did a good job onboarding them. 

The trick to doing it right? Sweat the small stuff. Invest the time, energy, and thought to do it effectively. Beyond a warm welcome and some fun company swag, you’ll want to get technology into a new hire’s hands immediately, set them up with an onboarding buddy, and dive into the company’s culture and values. The goal is to create opportunities for them to meet and connect with teammates and give them lots and lots of time with their direct manager.

The future is nimble

In a fast-changing world, Gen-Z has been remarkably fluid in their approach to the future. They watched as the pandemic essentially closed down industries like hospitality while others, like supply chain logistics, were overwhelmed. These massive shifts lead many students to adjust their career plans and expectations to align with the job market better.

The challenge for employers? Be as nimble as Gen-Z in convincing them that you’re the right fit. Partnering with a top recruitment like Greys could give your company the boost it needs to keep up with the next generation of employees. Greys Recruitment is a preferred staffing supplier of blue-chip corporates globally, specialising in white-collar permanent and temporary recruitment.

Get in touch to learn more and take your recruitment game to the next level!

Company culture is a vital part of any organisation, and it can be the difference between attracting top talent and struggling to fill positions. To improve company culture for better recruitment, you need to understand what it is, how it affects employees and potential recruits, and what you can do to change it.

This article will discuss the definition of company culture, different types of company culture, and how they impact employees and recruitment. We will also give 5 tips to improve company culture for better recruitment.

If you’re looking for a more hands-on approach to boosting your recruitment efforts, Greys Recruitment Agency is here to help. We are a preferred staffing supplier of blue-chip corporates globally, specialising in white-collar permanent and temporary recruitment. Contact us to learn more.

What exactly is company culture?

For a term thrown around so often by businesses, one must dig deeper to understand what it truly means and how it impacts an organisation. To give you an idea, 46% of candidates believe culture is critical in the application process. This number alone clarifies that company culture is a vital factor in business.

Although it takes on many different meanings, company culture can be defined as the shared values, attitudes, standards, and beliefs characterising an organisation and guiding its members. It shapes the environment in which employees work and dictates how they interact with customers, clients, and other stakeholders.

Types of company culture

Every organisation is unique, which means company culture will look different from one business to another. There are, however, four main types of company culture:

Autocratic

This type of company culture is very top-down. Employees are expected to follow orders, and there is little room for creativity or independent thinking. This can be an effective company culture for businesses that need to move quickly and decisively, but it can also be quite restrictive.

Democratic

In a democratic company culture, employees are encouraged to share their ideas and opinions. This type of company culture values collaboration and creativity, and it can help foster a more positive work environment. One can already imagine how a democratic company culture might improve recruitment and hiring.

Laissez-faire

This company culture is similar to a democratic one but with even less structure. In a laissez-faire company culture, employees are given plenty of freedom to work independently. This type of company culture can empower employees, but it can also lead to chaos if not managed properly.

Hierarchical

In a hierarchical company culture, there is a clear chain of command, and employees are expected to follow the orders of their superiors. This type of company culture can be quite rigid, but it can also be very efficient.

What type of company culture does your business have? Now that we have a better understanding of company culture in its different forms, we can further identify how it affects recruitment in an organisation.

How company culture affects recruitment

Company culture can have a significant impact on the recruitment process. Candidates are often looking for more than just a job; they want to find a company that shares their values and where they will be happy working.

Strong company culture can help attract top talent, while weak culture can deter potential candidates and make it challenging to attract the level of applications your business needs.

Let’s explore a point-by-point breakdown of the multiple ways company culture can impact recruitment.

The type of candidates your company attracts

The company culture will dictate the type of candidates attracted to the organisation. For example, a company with an autocratic culture will likely attract candidates looking for a more traditional, hierarchical company.

On the other hand, a company with democratic company culture is likely to attract candidates looking for a more collaborative environment. It is important to keep company culture in mind when recruiting to target the most optimal candidates for your organisation.

The ease at which you attract top talent

The company culture will also dictate how easy it is to attract top talent. If the company culture is strong and attractive, it will be easier to recruit top talent. However, if the company culture is weak or off-putting, recruiting top talent will be more challenging.

The quality of applications you receive

The company culture will also impact the quality of applications you receive. If the company culture is attractive, you will likely receive more high-quality applications. On the other hand, if the company culture is not appealing, you are likely to receive fewer high-quality applications.

The attraction and retention of employees

Company culture can also affect the attraction and retention of employees. If the company culture is strong, it will be easier to attract and retain employees. However, if the company culture is weak, it will be harder to attract and retain employees.

Now that we have a better understanding of how company culture can impact recruitment let’s look at some tips to improve company culture for better recruitment.

5 tips to improve company culture for better recruitment

There are many things that businesses can do to improve their company culture and make it more attractive to potential candidates. Here are five tips to improve company culture for better recruitment:

#1 Make company culture a priority

The first step to improving company culture is to make it a priority. Company culture should be an essential part of the business, and leaders should give it attention and resources. Making company culture a priority will show employees and candidates that the company is serious about its culture and is committed to improving it.

#2 Communicate company culture

Another vital step to improving company culture is to communicate company culture. Employees and candidates should be aware of its culture and what it entails. Companies can do this through their values, mission statements, code of conduct, etc.

#3 Encourage employees to live company culture

One way to improve company culture is to encourage employees to live company culture. Companies can provide training and development opportunities, offer incentives, and create company culture ambassadors.

#4 Make company culture visible

Another way to improve company culture is to make it visible. This can be done by creating company culture displays, sharing company culture news, and celebrating company culture milestones.

#5 Involve employees in company culture

Finally, another way to improve company culture is to involve your employees. Companies can do this by soliciting feedback, conducting surveys, and hosting company culture events.

Improving company culture can be a challenge, but it’s worth it if it means better recruitment and hiring more top talent. By following these tips, you can improve company culture and make your business more attractive to potential candidates.

Do you need help with your recruitment?

Understanding the impact of company culture on your business is one thing, but improving your recruitment process to drive actual results takes a little more know-how.

If you need help with your recruitment, Greys Recruitment Agency is the team for you. We are a leading white-collar temporary and permanent recruitment agency with years of experience helping businesses find the right candidates.

Not only do we understand the people-driven ideas of company culture in recruitment, but we also leverage an extensive database of top talent to help businesses achieve their recruitment goals.

Get in touch with us today to learn more about how we can boost your recruitment efforts.

Hitting a wall is one of the worst feelings in the world, especially at work. Employees can tell when they have the potential to do more but lack the authority or resources to make it happen ー or a voice to ask for them. Working in this state is highly frustrating, which leads to demoralisation, reduced productivity, and disengagement from one’s work.

Thankfully, with the right approach and tools, any organisation can empower its employees. Human Resource (HR) Departments are often equipped to implement programs to empower employees. However, they may require additional tools and resources to develop the processes and best practices effectively, which we will discuss in this article.

If you would like more direct assistance with boosting your workforce, the MASA HR division is here to help. We provide specialist HR and industrial relations solutions to support and empower your business. Contact us to learn more.

First, let’s understand what an empowered employee is?

Empowered employees are confident, productive, motivated and engaged. They typically complete their tasks with little to no supervision and are confident to make their own decisions and generate new ideas because they feel trusted by their manager. They are also often willing to go the extra mile for their team and take ownership of their work.

Above all, empowered employees find meaning and purpose in their work, and this commitment helps them perform well in their roles.

What are the benefits of empowering employees and HR?

When your human resources department feels empowered to do their jobs more effectively, they can manage tasks better, giving them more time to brainstorm, research and develop programs that empower employees. To make your human resources department feel more empowered to complete their daily work, it may be necessary to invest in technology that helps the HR team automate routine tasks to focus their efforts on employee performance.

Empowering employees in the workplace can lead to:

• Increased dedication to performing daily duties
• Motivation to take on extra work and leadership opportunities
• Increased productivity and efficiency
• Improved customer service and communication
• Being more flexible and adaptable to the team, departmental or company changes
• Better adherence to company policies and practices
• Positive company culture

The last and arguably most important benefit is a greater trust in leadership.

A meta-analysis published in Harvard Business Review states that leaders who empower their employees are more likely to be trusted by their subordinates than leaders who do not empower their employees. This is not to say that empowering employees involves pushing work onto underlings that managers don’t feel like doing themselves.

Leaders who empower their employees act as coaches, pushing their employees to do their best work and supporting them along the way. Empowered employees felt that their leaders would not take advantage of their hard work ー. Instead, they would recognise and celebrate their wins.

There’s definitely enough evidence to show the benefits of an empowered workforce, but what can you start doing to ingrain empowerment within your organisation or business? Here are six tips below:

1. Encourage employee input and feedback.

One of the best ways to empower your employees is to encourage their input and feedback. This shows that you value their opinions and want to hear what they have to say. Furthermore, it gives them a chance to share their ideas and suggestions for improving things within the company.

2. Promote a healthy work-life balance.

It’s essential that employees feel like they have a proper work-life balance. This means they don’t feel like they’re continuously working and have time for other aspects of their life, such as their family and hobbies. When employees feel like they have a solid work-life balance, they’re more likely to be productive and motivated at work.

3. Offer flexible working arrangements.

Another way to empower your employees is to offer them flexible working arrangements. This could involve flexible hours, the ability to work from home, or part-time working. Flexible working arrangements show that you trust your employees to get the job done in their own time and in their way.

4. Encourage professional development.

Investing in your employees’ professional development is a great way to empower them. It shows that you value their skills and want to help them progress in their career. Additionally, it can make them feel more engaged and motivated at work.

5. Recognise and reward good work.

Recognising and rewarding good work is another excellent way to empower your employees. This could involve giving them verbal praise, bonuses, or awards. When employees feel like their good work is being recognised, they’re more likely to be motivated and engaged in their job.

6. Support employees’ mental health.

Mental health is a vital issue for all employees, and it’s something that the company should support. There are multiple ways to do this, such as offering counselling services or promoting a healthy lifestyle. When employees feel like their mental health is being supported, they’re more likely to be productive and motivated at work.

The role of HR in employee morale, health and productivity is essential. By taking steps to empower your employees, you can create a more positive and productive work environment.

Now that you have got the tips and outline on creating an empowered workforce, you need the steps you can follow. Here are five steps you can use to create a more empowered workforce that can better contribute to your organisation’s success.

1. Encourage employees to take the initiative and be proactive in their roles.
2. Support employees in taking on new challenges and responsibilities.
3. Help employees develop their skills and abilities.
4. Promote a culture of open communication and collaboration.
5. Encourage employee involvement in decision-making processes.

Empowering employees starts with listening and recognition

It’s quite simple, and companies and human resource departments often don’t get it right. A more detailed focus needs to be put on empowering employees if you want to get the best out of them as individuals and employees to help drive your business forward.

One of the most impactful ways to influence positive change in your workforce is specialist human resources and industrial relations solutions. MASA excels at managing and streamlining your HR so that your employees can focus on more high-level tasks. Contact MASA today to learn more.

We hope this article was insightful and brought value to you whilst reading it. You can visit our blog page for more articles like this one.