unremot.com

Developer marketplace

admin

Administrative Assistant Job Description | Top 15 comprehensive tasks of an admin assistant!

Career

What are the key tasks performed by an admin assistant? Here is a comprehensive list of the administrative assistant job description. Read on!

Administrative assistant job description

“What is an administrative assistant and what does an administrative assistant do?” An administrative assistant definition stands for planning and coordinating the administrative duties of a company. An administrative assistant job description is focused on managing the admin tasks, scheduling appointments and meetings.

They are expected to possess strong communication and interpersonal skills. Efficient time management also qualifies in the job description for administrative assistant. In this article, we will focus on

  1. office assistant definition and what do administrative assistant do
  2. office assistant jobs description
  3. administrative assistant job duties
  4. administrative responsibilities
  5. office assistant tasks
  6. what are the required qualifications for administrative assistant and
  7. what exactly is an administrative assistant role.

Also Read: Employee management | A complete guide

Admin assistant job description

An admin assistant job description includes the activities elaborated below. It is recommended to create an administrative assistant job description template including the mentioned requirements and then includes/excludes based on the experience level desired. Now here goes an answer to your query on, “What is an administrative assistant job description?”

  1. Managing the daily administrative tasks is the primary inclusion in the list of an administrative assistant job description
  2. Strong communication skills are one of the mandatory requirements in an administrative support job description
  3. Arranging travel for employees is a key element to be penned down in the administrative assistant job description sample
  4. Creating contact lists
  5. Capability to handle multiple projects is one of the key criteria to be included in the job description of administrative assistant
  6. Planning meetings is a mandatory inclusion in the office administration description for jobs
  7. Generating letters and memos is also another mandatory inclusion in a sample job description administrative assistant
  8. Maintaining stock of inventory
  9. Proficiency in MS Office tools must be mentioned while you plan for administrative assistant job posting
  10. A Bachelor’s degree or a high school diploma in administration
  11. Excellent problem-solving skills
  12. Time management skills must be an inclusion while penning admin support job description
  13. Knowledge in office management tasks
  14. Administrative support experience or administrative assistant experience of 3 years and above is a vital inclusion in job description administrative assistant
  15. Resolution of administrative problems is also a vital inclusion in office administrative assistant job description

Also Read: Grapevine Communication | Critical items that you must know!

Administrative assistant duties and responsibilities

Let us now try to understand administrative assistant duties and responsibilities. It will eventually assist in creating an administrative assistant job description. Here is the administrative assistant duties and responsibilities list, illustrated below to answer your query on, “What are the duties of an administrative assistant? Or “What is office administration duties?”

  1. Arranging meetings and appointments between employees and customers
  2. Responding to phone calls and emails from employees
  3. Noting down minutes of meeting
  4. Acting as a single point of contact for internal and external stakeholders is a must inclusion for administrative assistant description for jobs
  5. Preparing the necessary documents required for a meeting
  6. Drafting and circulating important emails and announcements
  7. Arranging travels for employees is the job of an admin assistant
  8. Stocking inventory supplies must be considered in the job description of administrative assistant
  9. Maintain and reconcile expense reports is a requirement for the administrative assistant position
  10. Handle requests from executive leadership is one of the answers to your query on, “What are the duties of an admin assistant?”
  11. Prepare status reports
  12. Training the administrative staff
  13. Book transport, conference calls, meeting rooms, hotels, etc. falls under the admin assistant description for jobs
  14. Create and maintain folders and files
  15. Maintain the leave and holiday calendars

Also Read: Millennials in the workplace | A how-to guide for everyone

Administrative assistant responsibilities

Administrative assistant responsibilities are not simple but tied up with immense vigilance. Being prudent and meticulous are the key administrative job responsibilities and important elements in the definition of administrative assistant

In this section, we will focus on the responsibilities of administrative assistant which will help in curating administrative assistant job description, define administrative assistant role, and understanding what is administrative support experience.

  1. Ensuring all the daily administrative activities are performed seamlessly is one of the key responsibilities of an admin assistant
  2. Scheduling meetings is a part of office administration description of jobs
  3. Acting as an interface between the internal and external stakeholders is one of the critical admin assistant responsibilities
  4. Maintaining the minutes of the meeting
  5. Writing important emails and announcements
  6. Overseeing preventive maintenance of equipment, and purchasing new equipment is also one of the important responsibilities of an admin assistant
  7. Arranging travel and accommodation fall under the administrative assistant responsibilities list
  8. Booking of conference halls and meeting rooms is one of the crucial responsibilities of an administrative assistant
  9. Handling confidential information is one of the critical office assistant duties and responsibilities.
  10. Proactive in resolving admin problems
  11. Preparing progress reports constitutes one of the office assistant duties and responsibilities
  12. Educate the administrative staff
  13. Creating expense invoices is one of the crucial admin assistant duties and responsibilities
  14. Assist in answering queries from employees; one of the important administrative support duties
  15. Maintaining the filing systems

Also Read: Employee Morale | An ultimate read for best results

Administrative assistant job skills

Now that we have understood what does an administrative assistant mean, administrative professional job description, office assistant duties and responsibilities list; let us focus on the list of the administrative job skills as elaborated below. Eventually, the skills will serve as input to an administrative assistant job description.

  1. Excellent communication skills are one of the mandatory administrative assistant requirements
  2. Planning and organizing skills must be present in the jobs description for administrative assistant
  3. Time Management skills are a vital inclusion in the office assistant jobs description
  4. Accounting knowledge for preparing expense invoices
  5. Interpersonal skills
  6. Preventive and proactive monitoring of equipment
  7. Prompt in recording minutes of meetings is one of the important job duties of an administrative assistant
  8. Problem-solving skills
  9. Analytical skills
  10. Multi-tasking abilities are also one of the mandatory duties of office assistant
  11. Supervision skills must be mentioned in the jobs descriptions for administrative assistant
  12. Skills in writing emails and announcements
  13. Conducting learning classes
  14. Office management skills is a must inclusion when you create a sample administrative assistant job description
  15. Capability to handle confidential data is one of the critical administrative assistant job requirements

Also Read: Employee Evaluation | A priceless list of tips to succeed

Administrative assistant qualifications

Administrative assistant qualifications are not mandatory yet it’s good to specify them in the assistant administrator job description. The below-mentioned degrees are good for administrative support role and including them in the administrative assistant job description would increase the chances of hiring the right candidate.

  1. High School Diploma
  2. Bachelor’s Degree in Business Administration
  3. Proficiency in MS Office
  4. Knowledge of Google Docs
  5. 3 years and above work experience

Besides you can ask for certificates and training programs in the administrative assistant position description.

Also Read: Democracy at Work | A comprehensive guide

Role of administrative assistant and job titles

By now, you are familiar with what is an admin assistant, administrative assistant meaning, what does administrative assistant do, office assistant duties and responsibilities list and administrative assistant job description. Let us now concentrate on what are the different administrative assistant roles and the administrative assistant tasks linked to each of the roles.

1. Administrative Coordinator

Managing and coordinating admin tasks is one of the key jobs for admin assistant under this title

2. Administrative Specialist

One of the crucial admin assistant duties in this role is to introduce creativities and innovations in the administrative processes

3. Personal Assistant of Admin Head

Supporting and coordinating the admin head tasks is one of the mandatory administrative assistant duties under this role

4. Administrative Support Manager

Managing the admin staff or the admin department is one of the vital duties of administrative assistant as the support manager

5. Administrative Support Supervisor

Supervising the tasks and activities of the admin department employees is a key inclusion in the administrative assistant duties list of a supervisor role

6. Administrative Services Officer

Managing the daily admin tasks and guiding the staff in executing their daily jobs falls under the purview of the administration assistant duties in this particular role

7. Senior Administrative Coordinator

Same administrative tasks list as that of a coordinator but with 7 years and more work experience

8. Senior Administrative Services Officer

Same administrative duties list as that of a services officer but with 7 years and more work experience

9. Senior Executive Assistant

Supporting and assisting the executive admin leadership is a key entry into the administrative assistant job duties list of an executive assistant

10. Human Resources Administrator

Specializing in admin activities of the HR department is one of the HR admin assistant job duties

11. Senior Support Assistant

Coordinates plans and manages the administrative support duties

12. Senior Support Specialist

Same office assistant job duties as that of a support assistant but with 10 years and more work experience

13. Senior Special Events coordinator

Organizing, planning and managing special events fit into the administrative assistant job summary of an events coordinator

14. Administrative Services Manager

Managing and coordinating the admin services and facilities for the smooth running of an organization are the duties of an administrative assistant in this role

15. Executive Services Administrator

Assisting and supporting a CEO or a senior manager of the organization are the job duties of administrative assistant

Cashier Job Description | List of top 20 tasks that an expert cashier does!

Remote work

What are the key tasks done by a cashier. Here is a list of the top 20 most compelling cashier job description. Read on!

Cashier job description 

What is Cashier? A Cashier is a person who handles the cash register at different locations such as the sales area in a retail store.  What is the job description of a Cashier? The Cashier job description includes the cashier duties list and cashier responsibilities list as part of the duties and responsibilities of a cashier.

Cashier description also lists out different skills and qualifications required as part of the job. This article will take you through a cashier description for a resume sample to understand more about cashier job descriptions.

Also Read: Employee management | A complete guide

Cashier job description

Job description for cashier generally includes the following points,

  1. The cashier job description mentions excellent customer service skills.
  2. The cashier job description mentions an individual with a strong work ethic and high accuracy level.
  3. The restaurant cashier job description mentions that the individual should be able to respond to complaints, process payments, take feedbacks, etc.
  4. The job description for cashier mentions a responsible individual with attention to detail.
  5. Cashier jobs description include that the individual is responsible for processing different kinds of payments.
  6. Resume description for cashier includes a minimum qualification of a high school diploma or equivalent.
  7. The Retail cashier’s job description mentions an individual should be proficient in scanning the customer-selected items and ensuring the prices are correct.
  8. A Retail cashier job description also includes processing of refunds or exchange of items.
  9. The Job description of a cashier includes providing relevant information to the customers such as item location.
  10. Cashier associate job description includes assisting customers in the in-store check-out process.
  11. The Cash handling job description is also part of the cashier job description.
  12. Abides by pre-established guidelines.
  13. Works under immediate supervision from supervisor and follows instructions.
  14. 0-2 years of experience
  15. Redeem stamps and coupons

Also Read: Grapevine Communication | Critical items that you must know!

Cashier duties

What are the duties of a cashier? Cashier responsibilities and duties are varied which revolves around giving the customer the best shopping experience. We have listed down few duties which are common in grocery store cashier duties, restaurant cashier duties, retail cashier duties, supermarket cashier duties, etc. Here is a list of cashier duties according to the cashier job description,

  1. Cashier duties include handling different modes of payments such as card, cash, etc
  2. The duties of a cashier include scanning the barcode on each purchased item
  3. Cashier job duties comprise doing a price check on selected items.
  4. Cash register duties such as keeping a check on the cash amount in the till.
  5. Give back the correct change, receipts to the customer.
  6. Handle refunds, exchanges, and replacements of items.
  7. Process coupons and discounts.
  8. Handle discount cards on applicable purchases.
  9. Bagging the items properly is another one of the job duties of a cashier.
  10. Answer customer queries if any.
  11. Cashier’s duties include maintaining a record of transactions.
  12. Return unbought items to their respective shelves.
  13. Help customers sign up for reward points or membership cards.
  14. Maintain a clean and tidy checkout area.
  15. Check for ID on certain items such as alcohol.

Also Read: Millennials in the workplace | A how-to guide for everyone

Cashier responsibilities

What is the cashier’s responsibility? Cashier duties and responsibilities may vary based on the industry. For example, the duties and responsibilities of a cashier in a supermarket revolve around bagging, resolving complaints, collecting money, organizing the cash register, etc. The following are the responsibilities of a cashier based on the cashier job description,

  1. Cashier job responsibilities include bagging and wrapping purchases in a safe manner to ensure easy transit.
  2. Resolving customer complaints is one of the cashiers’ responsibilities.
  3. Job responsibilities of a cashier include balancing the cash drawer by counting the cash at the beginning and end of the shift.
  4. Cashier’s responsibilities are to discount purchases by redeeming coupons.
  5. Provide pricing information by answering queries.
  6. Enter price change by referring to the sales bulletin.
  7. Provide a positive customer experience.
  8. Follows proper workplace procedures, rules, and regulations.
  9. Collects payment by accepting cash or card.
  10. Registers sales on the cash register by totaling the purchases made by a customer.
  11.  Verifies credit acceptance by reviewing government-approved ID cards.
  12. Restaurant cashier responsibilities might include asking customers to provide feedback.
  13.  Greet customers while entering or leaving the establishment.
  14. Process returns and ensures that the returned products are in good condition.
  15. Maintain tidy checkout areas.

Also Read: Employee Morale | An ultimate read for best results

Cashier skills

A Cashier should have the following skills in order to fulfill the duties and responsibilities properly. These are some of the top cashier skills that are good to possess according to the cashier job description,

  1. Under cashier job skills, basic maths is an essential skill to have as calculations are an everyday part of the job.
  2. Product knowledge is another beneficial skill that comes under cashier skills and responsibilities.
  3. Cashier Skills and duties include Interpersonal Communication as part of the cashier job description.
  4. Telephone Etiquette is a cashier skill that helps in managing customers.
  5. Cashier skills like Customer Service are useful to provide a positive customer experience.
  6. Basic Computer knowledge is an important part of cashier skills.
  7. Maintaining a positive attitude is the most important amongst all the other cashier skills.
  8. Punctuality is one of the cashier skills that makes a person look more professional.
  9. Dispute resolution ability amongst other cashier skills is good to have.
  10. Cashier skills like dependability make a person desirable for the job.
  11. Efficiency is another cashier skill that is important for the job as a cashier.
  12. Cashier jobs include flexibility as the desired cashier skill.
  13. Attention to Detail
  14. Time Management
  15. Point of Sale systems

Also Read: Employee Evaluation | A priceless list of tips to succeed

Cashier qualifications 

Here are the top 5 cashier qualifications based on the cashier job description,

  1. A high school diploma or equivalent is required to apply for jobs of a cashier.
  2. Basic math and computer skills are important cashier qualifications that are useful in carrying out cashier roles and responsibilities.
  3. Attention to detail is amongst cashier qualifications as per the role description of a cashier.
  4. Exceptional communication skills are part of the cashiers’ job description.
  5. Customer service experience is an essential cashier qualification to have. The major duties of a cashier include giving a positive experience to the customers.

Also Read: Democracy at Work | A comprehensive guide

Common cashier job title in companies

Job titles for cashiers are different based on the work industry and the roles of a cashier. Front end associate and Sales associate are some of the most commonly seen cashier job titles as part of the marketing industry.

Cashier’s job description will wary based on the different job titles. Grocery store cashier job description would mostly include the different roles and responsibilities like bagging, managing the cash register, accepting payments, etc. Let us look into some common cashier job titles as part of the cashier job description,

  1. Order entry/ processor is a cashier job title generally used for a person responsible for making entries and processing payments.
  2. Front-end associate is a very commonly used cashier job title in retail.
  3. A checker is usually used for a cashier in a supermarket.
  4. Stockers is a cashier job title who is mainly responsible for filling up the shelves.
  5. Sales associates are responsible for selling products while providing an excellent customer experience.
  6. Customer Service Representative help in addressing customer issues and resolve them in a timely manner.
  7. Cashier
  8. Inventory Taker
  9. Retail customer service associate
  10. Retail Sales Associate
  11. Retail Sales Consultant
  12. Stock Clerk
  13. Display Assistant
  14. Supervisor
  15. Floor Area Manager

8 Tips to help you hire a freelance writer | An ultimate guide

Remote work

Well-written content is essential to increase traffic to your website. Whether it is in the form of blogging, content writing, copywriting, or email advertising, a good piece of content will always catch the attention of readers. Now that we have established the importance of good writing, let us see how you can hire a freelance writer. 

1. Create your project requirements

A clear and detailed job brief is essential before you head out to hire a freelance writer. Discuss with your teammates and stakeholders to come up with the project requirements. This way the freelance writer for hire will be aware of what is expected of them.

Provide a clear and concise outline of your expectations to the writer. A well-written job description is more likely to attract talented freelance writers. The more direction you can provide to your writers, the higher the possibility of getting exactly what you are expecting.

Remote training guide | Strategies to effectively train remote employees

2. Start Looking around

The first step is to start looking for freelance content writers around you. Ask for references from colleagues, friends, and family. Check on the internet, you can find freelance writers, essay writers with professional skills on CustomWritings, for example, and freelancing platforms such as Upwork, ProBlogger, Unremot, etc.

Stay away from cheap content mills as they focus more on generating quantity rather than quality. 

Another way to hire a freelance writer is to look for published content on your favorite industry websites and contact the writers for some freelance work. You already know their writing style and content quality. 

3. Look for the right attributes

Before you hire a freelance writer, try to see if they have the right set of qualities. Let us look into the qualities of the best freelance writer,

  • Time Management – The ability to follow a deadline is an important attribute to seek in a potential candidate. Managing time efficiently is an important skill.
  • Curiosity – One of the most important qualities of the best freelance writer is the desire to keep learning more. Hire a freelance writer who is eager to learn as much as possible about you, what you do and your organization.
  • Technical Knowledge – Hire a writer who is technically proficient in their field, and can produce addictive content. Good creativity skills are desirable.

Employee Management 101 | Best practices of employee management in 2021

4. Ask the right questions

Find freelance writers who are fit for your business requirements, by asking them the right questions. These questions will help you determine if they are a good match for your business. 

  • What kind of content have you created in the past?
  • Are you familiar with SEO and keyword search?
  • How many words can you write in an hour?
  • What are your prices?
  • Do you have any ideas on how to improve the content on my website?

You need to ensure to hire a freelance writer who is equipped with all the skills to provide you with quality content.

5. Get Sample work done

This is an important step before you hire a writer for your project. If you have a long-term requirement, ask selected candidates to send you a sample of their work. It could be on the topic of their choice or based on the guidelines provided by you. The sample work provided by a freelance writer for hire will give you an insight into their work and whether they will be a good match or not.

Hire a freelance writer who fulfills your requirements and submits the content within the deadline. Pick someone whose writing style appeals to you and your business.

6. Work on a communication plan

The next step on how to hire a writer is to work on a communication plan that works for both of you. Your freelance writer and you will be having a long-distance relationship which means coming up with a communication medium is important. Phone, email, or video conferencing applications like skype, zoom are perfect ways to keep in touch. 

You will need to communicate regularly to discuss new ideas, get progress updates, and request revisions if any. An instant messaging tool is another great way to communicate quickly with each other.

22 Best Remote Working Tools That Make Life Easy

7. Look for red flags

How to hire a writer you have met online? We have covered all the basic steps above but before making the final decision it is important to look for any red flags. These are the signs that indicate that the writer is not for you. Here are some great hiring freelance writer tips that you should keep in mind,

  • Talk to their previous clients and get their feedback. This would help in understanding their work ethics and technical proficiency. Any negative feedback might be a potential red flag.
  • If the writer has no other clients unless they are new to the industry, this could be another red flag.

8. Determine Payment Rates 

Determining payment rates in advance is one of the most important hiring freelance writer tips you should be aware of. Once you know whom to hire, it is also important to pay your writers well. Payment for writers can be done either by the hour, by the word, or by per piece of article written. 

Essay writers for hire usually charge per article basis. Initially commit to a trial period of 30 – 90 days. It is important to first agree on the payment before extending an assignment to the writers. Start with the onboarding or briefing process once you settle on a mutually agreed price rate. 

Workplace Harassment | Startling realities and how to address it in 2021?

Remote work

Keen to discover the unknown realities of workplace harassment? Find effective ways to tackle it legally. Read on!

Workplace harassment

What is workplace harassment? OR What is harassment in the workplace? Workplace harassment is an unruly behaviour threatening the dignity of an individual. It may be in the form of preventing the career growth of a person, excessive micro-management and criticising what a person does.

But then harassment in workplace must be vehemently prevented for the security of the employees. Irrational behaviour towards employees with regards to race, religion, gender, physical and emotional aspects are the major contributors to work harassment.

In this article, we will discuss workplace harassment definition, types of workplace harassment and examples of harassment in the workplace.

Also Read: Democracy at Work | A comprehensive guide

What is harassment in the workplace?

How to define workplace harassment? Harassment in the workplace or work harassment definition can be termed in different ways. Workplace bullying, workplace abuse, workplace awkward criticism are the multiple types of definition of harassment at workplace.

Eventually, workplace harassment leads to mental trauma, affinity towards alcohol, and other psychological effects. Physical harassment in the workplace, sexual harassment on the job, labor harassment, management harassment, supervisor harassment etc. are the many examples of job harassment.

Companies must provide due attention to prevent any forms of workplace harassment. Federal workplace harassment laws, employee abuse laws are now in effect to protect employees from harassment at work by manager or coworker.

Also Read: Diversity Activities | Everything you must know

Why harassment at work must be stopped?

It is critical to stop harassment at work. Let us try to understand why harassment in the workplace needs to be prevented and is harassment a form of discrimination.

1. Mental disorders

Workplace harassment leads to mental disturbances like anxieties and, tensions. Surveys on harassment at the workplace have proved that the majority of employees are mentally stressed, and depressed. While others suffer from nightmares, and humiliation due to sexual harassment in the work place.

2. Addiction to alcohol

Employees often resort to alcohol to cope up with harassment workplace or to forget the office harassment. Women are more prone to alcohol than men to deviate from office sexual harassment and any other form of harassment in the workplace. It is often termed as economic harassment definition.

3. PTSD or Posttraumatic Stress Disorder

PTSD is a very common form of stress experienced by employees introduced to physical or verbal harassment in the workplace. They become extremely sensitive and vulnerable; a perfect example of harassment definition at work

Also Read: New Hire Orientation | A complete guide

What constitutes harassment?

Our next focus is on what constitutes harassment? What constitutes workplace harassment? Or what is considered workplace harassment? Workplace harassment is an illegal and unlawful means to humiliate employees by resorting to undue threatening, bullying, and constant criticizing.

What counts as harassment majorly is that it may assume the form of physical abuse, mental distress, violent acts, scaring someone without any valid reason and even stalking an employee on social media.

Manager harassment or sexual harassment workplace can be verbal or through emails. To understand what is considered harassment in the workplace, you need to follow the behaviour of the abuser. It is intentional and performed continually.

Also Read: Employee Attrition | Critical items that you must know!

What is harassment and what is not?

It is very important to understand what is harassment and what is not. The reason being you may need to resort to legal or police support to protect yourself from harassment at work by boss or being harassed at work by another employee. Signs of workplace harassment involve constant humiliation by a person verbally or physically.

It is repetitive and conducted purposefully with adverse intentions. You also need to be aware of what falls under the definition of harassment at work. Mutual consent on a hug or a remark on someone’s physical appearance that does not necessarily threaten a person’s dignity publicly – is not what constitutes harassment or what is harassment at work.

Also Read: Problem solving activities | Everything you must know

EEOC definition of harassment

As per the US Equal Employment Opportunity Commission, EEOC definition of harassment – is a form of employment discrimination that is against the rules and norms defined in Title VII of the Civil Rights Act of 1964, the Age Discrimination in Employment Act of 1967, and the Americans with Disabilities Act of 1990. Workplace harassment is a conduct that is unlawful discriminating on religion, race, gender, age, disability, or national origin.

The EEOC guidelines harassment states that any offensive conduct that is pursued continuously and is severe enough to create a hostile, and abusive environment is punishable under law. The EEOC workplace harassment committee members define harassment in the workplace as unwelcome and illegal.

Also Read: Voice echoing | A complete guide

11 types of harassment

We now understand what is the definition of harassment in the workplace or what is work harassment and the effects of workplace harassment. Next is to be aware of the different types of harassment and types of workplace bullying.

It can be verbal harassment at work, sexual harassment in workplace, coworker harassment, economic harassment, indirect harassment or a manager harassing employee. In the subsequent sections, you will receive an answer to the question: what are the different types of harassment?

Workplace sexual harassment via emails and personal messages

Workplace sexual harassment is one of the most prevalent forms of harassment at work. With the advancement of digital technology, sending out emails and messages in social media platform have been convenient.

Workplace harassment has piped up wherein the abusers repetitively send out uncomfortable messages and emails to harm the dignity of individuals. This form of sexual harassment at the workplace creates continual discomfort at work.

Gender bias stimulating employees harassment

Another prevalent form of employees harassment is gender discrimination suffered by men and women employees. Stereotyping a particular job for gender is considered as workplace harassment subjecting employees to struggle in their career or pursue their ambitions.

It is one of the types of harassment in the workplace that has been continuing for generations and predominantly in industrial sectors like banking, healthcare, military services.

Personal humiliation leading to job harassment

Job harassment involving personal humiliation is a form of non sexual harassment and not related to any race, gender or religion. It can be inappropriate comments, micromanagement of activities, publicly ridicule a person or any other form of workplace intimidation behaviour.

This particular kind of workplace harassment subjects the victim to an offensive and uncomfortable work environment. It is a type of harassment that cannot be ring-fenced under anti harassment laws, yet companies are recommended to prevent the occurrence of such work harassment cases.

Also Read: Synchronus & asynchronus communication | A complete guide

Discriminating race as an employee harassment

Employee harassment based on race, colour, skin, country of origin etc. is experienced by companies in various regions of the world. Companies that hire people from different backgrounds must strictly monitor racial workplace harassment proactively.

Any indications or signs of harassment at work related to racial discrimination must be punished under the jurisdiction of the company’s HR and ethnic policies. This particular type of harassment by coworkers or supervisors lead to the down-gradation of employee morale and subsequently hamper the company’s productivity.

Religious harassment at workplace

Religious harassment at workplace is an intolerable way of harming the beliefs, customs and traditions of employees. An employee may be cornered by coworkers by demeaning his or her religious sentiments and suffer workplace harassment.

Sometimes crude jokes are used as a weapon to target employees. Such a kind of harassment in the work place is illegal and punishable under the law. Companies hiring professionals from different religions must be rational when it comes to defining religious official holidays.

Verbal sexual harassment at workplace

There are different types of sexual harassment in the workplace. One of them being verbal sexual harassment at workplace. It openly affects the dignity and respect of an individual. Such kind of workplace harassment demean a person’s value and leads to severe mental trauma.

Companies must invest in a harassment investigation unit to hear out individuals experiencing sexual harassment work behaviour. Sex harassment at work is a heinous crime even in verbal mode, since such allowance may lead to physical harassment and much more grievous situation.

Disability based work place harassment

Work place harassment concerning the disability of an individual has two variants. One of the two types of harassment is mocking people who are physically challenged. And the second one is illegally utilizing disability services provided by a company by applying for sick leave or similar kind of leaves with inappropriate medical certificates.

The first one is more serious since a person may be subject to workplace harassment and experience unprofessional and improper comments from co-workers.

Also Read: Virtual water cooler | A how-to guide for everyone

Boss harassment as a power monger

Boss harassment or power harassment is another prevalent and common workplace harassment. It is a huge concern when companies HR department or leadership discuss the various forms of workplace harassment and their prevention techniques.

Announcements and awareness sessions are the best ways to help protect the employee rights in the workplace harassment and to acquaint the employees on what is considered harassment on the job by bosses or managers.

Coworker harassment leading to assault

Coworker harassment often turns out to be as severe as an assault involving physical attacks or threats. To understand what qualifies as workplace harassment under the category of assault, you need to judge the behaviour of the person towards the victim.

Sometimes friendly gestures may seem to be a form of workplace harassment. An Assault or physical harassment definition is usually termed as the conduct that leads to a major uncomfortable situation violating the mental peace and physical stability of an individual.

Employment harassment involving offensive pictures

Employment harassment by sending out or clicking offensive pictures is illegal and punishable under law. It is one of the types of harassment at work that disbalances the mental stability of a person.

Victims face embarrassment and feel insecure to work comfortably in the office. Companies must prevent such kinds of workplace harassment to protect the dignity of the employees, allowing them a safe and secure place to work in.

Harassment on the job by offensive jokes

Similar to offensive pictures, offensive jokes also bring in harassment on the job. If you are wondering what qualifies as harassment, this is a classic example as an answer to the question.

Jokes imparted in a friendly manner is acceptable but when shared intentionally to harm a person’s beliefs, or feelings are considered offensive and a type of workplace harassment. Demeaning or belittling a person’s value is unacceptable and comes under the purview of the definition of workplace harassment.

Also Read: Deep work summary | An ultimate read for best results

Workplace harassment laws

Workplace harassment laws have been especially been created to punish and prevent workplace harassment. There are workplace abuse laws, boss harassment laws, employer harassment laws and many more. What three factors are commonly used under federal law to determine unlawful workplace harassment?

Its race (including colour, national origin, religion), sex and genetic background. Federal law defines harassment as unwelcome behavioural conduct against these three factors.

Boss workplace harassment law

Boss workplace harassment law is defined to prevent any kinds of abusive and unlawful behaviour by supervisors or managers. In case you experience such workplace harassment, you must adopt the following ways

  1. Address your supervisor directly to stop such behaviour
  2. Report to the head of the unit or department and complain about your boss
  3. Report to the HR department
  4. Raise a grievance to the company’s Ethics counsellor
  5. Raise a security and ethics violation issue in the company’s grievance address cell

Employee harassment laws for abusive behaviour

The EEOC has defined employee harassment laws for abusive behaviour against employees. When you face workplace harassment related to offensive attitude, here is what you need to do,

  1. Raise a legal action against the abuser or co worker harassment at work
  2. Report to the police by lodging a complaint
  3. Speak to your immediate supervisor
  4. Send emails or verbally communicate to the company’s HR department
  5. Raise a complaint with the company’s Ethics Counsellor

Also Read: Depth of knowledge | A priceless list of tips to succeed

Workplace threats law or labor law

As per employee harassment rights, there are workplace threats law or labor law harassment, if you need to specifically complain about workplace harassment.

  1. Communicate to the abuser for refraining from threatening behaviour
  2. Inform the higher leadership in the unit or department
  3. Raise a complaint with a designated officer addressing the company’s harassment issues
  4. Consult a legal attorney for guidance
  5. Lodge a complaint with the police

Sexual work harassment laws

Sexual workplace harassment is one the most common types of harassment in workplace. But the EEOC condemns it and has its own set of sexual work harassment laws defined to help victims.

  1. Immediately contact the HR department for reporting on sexual harassment
  2. Lodge a complaint with the police
  3. Consult a legal attorney for help and guidance
  4. Refrain from further interaction with the abuser
  5. Intimate the management of the company

Job harassment laws for co-worker harassment

Is there a question popping up your mind on, what to do if a coworker harassing me outside of work? Well, there are job harassment laws or co worker harassment laws for that too.

  1. Consult and report to your supervisor
  2. Report to the Ethics Counsellor of the company
  3. Report to the HR department of your company
  4. Consult a legal attorney for adopting legal actions
  5. Lodge a police complaint

Also Read: Remote work habits | A comprehensive guide

Workplace harassment examples

In this section, we will discuss workplace harassment examples. This will help you to understand what are the ways adopted by an abuser for workplace harassment.

You will be acquainted with sexual harassment examples at work, verbal work harassment examples, examples of workplace harassment by supervisors, physical harassment at work examples, and discrimination harassment in the workplace examples.

Physical assault as examples of harassment

One of the rising concerns or examples of harassment is a physical assault on the victims by the abuser. The examples of physical workplace harassment include,

  1. Threatening to attack physically by verbal communication, or emails is an example of physical harassment at work by coworker or supervisor.
  2. Direct physical attacks by hitting or using any object to inflict injury
  3. Demonstrating threatening behaviour like approaching aggressively, showing fists etc.
  4. Destroying any asset or property of the victim
  5. Using abusive languages for a direct physical confrontation

Discrimination at work harassment examples

Work harassment examples related to discrimination are elaborated below,

  1. Racial discrimination is a common example of workplace harassment
  2. Hurting the religious beliefs of an individual is another classic example of harassment
  3. Employees often report being harassed at work by manager or a coworker on skin colour
  4. Gender-based discrimination on a man employed in nursing jobs or women being hired for military services
  5. Disability based harassment like walking defects, hearing impairment, physical appearance etc.

Also Read: How to prioritize task | Everything you must know

Example of sexual harassment

The example of sexual harassment will help you to understand what is sexual harassment in the workplace or what is considered sexual harassment at work.

  1. Sexual workplace harassment faced by a heterosexual person working in a salon
  2. Forcing physical intimacy against a person’s will is what is considered sexual harassment in the workplace
  3. Attempting to provide benefits in exchange for sexual behaviour is another common sexual harassment workplace example
  4. Queries or inappropriate remarks on a person’s personal life
  5. Stalking a person through social media platforms

Examples of verbal harassment in the workplace

Some of the common examples of verbal harassment in the workplace are elaborated below,

  1. Threatening a person at work is considered a verbal workplace harassment
  2. Imparting offensive jokes is another verbal harassment workplace example
  3. Insulting a person publicly
  4. If you are wondering is yelling in the workplace harassment punishable? Yes it is and is an example of job abuse
  5. Remarks to demean or disrespect an individual

Supervisor harassment examples

Here are some of the supervisor harassment examples that often lead to employee dissatisfaction and mental distress,

  1. Among the different types of harassment in the workplace, harassing an employee to work overtime forcefully is a very common example
  2. Not willing to allow leaves as per employee entitlement
  3. Micro-managing a person’s work
  4. Constantly criticizing an individual’s work
  5. Among the work harassment types, shying away a person on assigning respectable roles is another example of what is harassment on the job.

Also Read: Office management | A complete guide

How to handle workplace harassment?

Is workplace harassment illegal? What is harassment at work? What is the legal term for harassment? For that, you need to know the key steps to handle workplace harassment.

A ready reckoner on what should be your elements of harassment claim, harassment at work definition, how to handle employer harassment, what to do if a “co worker harassing me” and details on employment law harassment.

  1. Understand the definitions of harassment in the workplace and how to define harassment in the workplace. More importantly the legal definition of workplace harassment.
  2. Figure out what constitutes harassment in the work place and when is it considered harassment
  3. Learn how to prove harassment at work and what’s considered harassment at work
  4. Go through the harassment law definition and be acquainted with the labor laws harassment management
  5. Awareness on the ways of suing for harassment in the workplace

Employee Attrition | Innovative ways to tackle attrition in 2021?

Remote work

Struggling with employee attrition? Searching for ways to keep the team motivated and stay back? Read on!

Employee Attrition

It is rare for an employee to spend their entire careers in the same company. The employee may move on to new opportunities or be fired from the job. Employee attrition is when the size of the team shrinks over a period. Attritions are unavoidable, like when an employee relocating or retiring.

But beyond a certain threshold, employee attrition can affect productivity and your bottom line. At this point, personnel attrition becomes a matter of concern. In this blog, we elaborate on different types of attrition, the difference between attrition and turnover, the causes of attrition, ways to prevent attrition, and when attrition can be beneficial.

Also Read: Remote team building activities | Critical items that you must know!

Define Attrition

The Cambridge dictionary defines attrition as a reduction in the number of people who work for an organization that occurs by not replacing people who leave. In this section, we elaboration on what is employee attrition? And what it means for an HR professional.

What is attrition?

Let us start with what is attrition? Attrition is the decrease in staff size that occurs voluntarily or involuntarily. Employees leave for both personal and professional reasons. Reasons for attrition can be due to voluntary resignations, layoffs, not returning after a leave of absence, illness, or death.

Employee attrition occurs when someone leaves the organization and is not replaced for a long time. Many large organizations operate under the assumption that attrition is inevitable and is an unavoidable cost of doing business. As a result, they do not calculate attrition rate and attribute high staff turnover to the challenging environment.

Definition of attrition in the knowledge economy

Companies all over the world find it challenging to retain knowledge workers. When employees leave a company for better career opportunities, it leads to substantial financial loss and a loss of productivity. The definition of attrition in the knowledge economy is the reduction in the number of employees through resignation, retirement, or death.

Also Read: Welcome to the team | A how-to guide for everyone

What does attrition mean for an HR professional?

The HR department is involved in workforce planning. For the HR department, the meaning of attrition is the reduction in the workforce without plans to fill in the vacancy. If your organization is unprepared for resignations or retirements, it can prove costly, leading to loss of productivity or loss of institutional knowledge.

Businesses can reduce workforce attrition by becoming supportive employers. If you appear to be supportive of your employees, they will be inclined to share their plans. Make contingency plans for when an employee resigns or retires.

While speaking to an employee about their retirement plans, you have to tactful, or you may appear to be discriminatory. Companies identify high-performing employees and groom them to take on additional responsibilities.

Define attrition rate

But how do you define the attrition rate? We use attrition rate as a metric to measure employees or customers lost over a time that has not been replaced. Attrition rate or churn rate, are terms used by human resources to determine the ability to retain employees. A high attrition rate can indicate organizational issues.

Examine the attrition rate of your business to ensure you are not losing more employees than you want. The formula for the attrition rate

Employee attrition rate = (Number of employees who left and position was left unfilled in a period) divided by (the average number of employees in the period) X 100

Also Read: People Analytics | An ultimate read for best results

What is staff turnover?

Staff turnover is a concern in most organizations. If you run a business, you will have to deal with employee turnover at some point in time. According to a survey done by Gallup’s Workforce Panel, 51% of employees are looking for jobs. There is a cost associated with the company when an employee leaves. Employers look for ways to retain their staff to keep employee turnover rates low.

Employee turnover defined

Employee turnover defined can be defined as the number of employees who leave an organization during a specified period, usually a year. Most company’s measure employee turnover for the business as a whole, but turnover can also apply to a particular department.

You measure the employee turnover rates when you want to examine why your business has high turnover or find the approximate cost-of-hire for budgeting purposes. If your company has a high turnover, then employees work for your firm for a short duration. High turnover is harmful, especially when highly skilled employees leave and you need to depend more on entry-level staff.

Attrition vs Turnover

Attrition and turnover both result in employees leaving a firm and are used interchangeably. We emphasize that both attrition and turnover costs your company money, time, and effort. If we compare attrition vs. turnover, we realize they are very different. Employee attrition refers to the time of an employee within the organization.

Attrition can occur due to resignation, relocation, sabbatical to complete education, health problems, or death. Employee turnover refers to an employee leaving an organization for reasons like poor hiring decisions, pay scale, hostile work environment, lack of learning or growth opportunities, finding a better job, etc. A high job turnover rate reflects poorly on your company.

Also Read: Employee Retention | A priceless list of tips to succeed

The five types of attrition   

A survey involving HR heads showed that 87% of the despondences are concerned about employee attrition rates. To improve retention rates in their organizations, HR executives needed to understand the rationale behind the attrition. There are five types of attrition are:-

1. Voluntary attrition

Voluntary attrition is when an employee chooses to leave an organization. It is the most common type of attrition. The employee decides to leave for professional or personal reasons. Voluntary attritions are more common when the economy is growing. Employees decide to resign from a company if they feel overworked or underappreciated. Other reasons for leaving can be job-hopping, experiment with their careers. Young employees look for job fulfillment and resign when they cannot find it.

2. Involuntary attrition

Involuntary attrition is a decision made by the company. The employer decides to end the relationship with the employee. Businesses make decisions on involuntary attrition after great thought. There can be several factors that may force you to take decision such as,

  1. Mergers and acquisitions
  2. Structural reforms
  3. Layoff
  4. Reduction in workforce
  5. Elimination of job position

The elimination of job positions is the most common type of involuntary attrition. The company proactively decided to eliminate a job position. In other cases, the business chooses to fill the vacancy.

Also Read: Employee Relations | A comprehensive guide

3. Staff attrition through retirement

At the end of an employee’s professional life, they retire and leave the organization. Most organizations account for some employees retiring every year. Retirements are not statistically included in staff attrition. However, if a sizeable number of employees retire together, it can cause attrition.

There could be other reasons that are not age-related that can lead to staff attrition. Senior staff may retire for reasons like branching out as consultants. In the UK, 26% of employees retired because they had substantial savings.

4. Internal attrition

Internal attrition occurs either due to the employee or the business. Employees quit their jobs in one department to join another department within the company. The management should be concerned if attrition rates in a particular department are high.

Possible reasons could be poor leadership, a hostile work environment, or failure to meet targets. The HR department in your firm should launch an investigation. Internal attrition could be part of the company’s game plan, wherein talented employees are placed in a more profitable position. ‍

5. Demographic attrition

Demographic attrition is a concern for businesses that are keen to build an inclusive organization. Demographic attrition occurs when a single group (women, ethnic group, differently-abled employees, veterans, or older employees) are leaving the company in sizeable numbers.

Ideally, you should investigate cases of demographic attrition immediately. Attrition attributed to demographics can affect the office environment. The management needs to work towards improving workplace culture.

Also Read: How to engage employees | Everything you must know

What is forced attrition?

Forced attrition refers to the slow depletion of your company strength usually due to external factors, beyond the control of the management. It is a term associated with attrition warfare, where smaller forces reduce the strength of superior forces through series of smaller combats. The combats are initiated by the smaller forces and they gradually weaken the stronger force.

What is natural attrition?

Natural attrition is the natural reduction of the workforce because of employees leaving on their own. Employees leave when they retire, relocate, or pursue other opportunities. Natural attrition is also called voluntary turnover and is inevitable across all companies and industries. Companies in the US lose 23% of their workforce a year due to natural attrition.

Natural attrition has its pros and cons. Reduced workforce means reduced overheads due to salary. However, when a senior executive leaves, it forces other employees to take up their job responsibilities. Companies try to retain these employees, providing opportunities to advance their careers, fresh responsibility, and feedback.

What is positive attrition?

We view job attrition negatively because of the costs and challenges involved in hiring new talent. All attrition is not bad. Positive attrition is when the staff turnover benefits the organization. The employee could be a poor performer or submit error-prone work, have a bad attitude, or delivers problematic customer service.

When the employee quits, their supervisor can replace the employee with someone more suitable. The cost of hiring a new employee is offset by a more productive employee who is a better fit for your company.

Also Read: Employee management | A complete guide

Key reasons causing attrition in business

Employees today are informed and empowered. The employee-employer dynamics have changed, companies struggle to retain their performances. Attrition in business has emerged as a chief concern for business. Attrition costs US businesses more than $ 1 trillion every year.

1. Toxic work environment causes attrition in HR

The effects of a toxic environment have cost US companies $233 million in the last five years. A toxic workplace can cause a loss in productivity and impact relationships at multiple levels. Toxicity can impact relationships between colleagues, client relationships, and result in loss of business. Beyond professional relationships, toxicity can spill over to your personal life. If not tackled, it can increase attrition; you may lose some of your best employees.

2. Poor management increases attrition in business

Employees look to their management for direction, some guidance, and defense when required. Today employees want some autonomy in their roles irrespective if they work remotely or on-site. Employees want to avoid being micromanaged or overlooked. Employees look for transparency and regular feedback. Poor management practices increase the chances of attrition in business.

3. Lack of opportunity leads to higher employee attrition rate

Top performers are keen to move forward in their careers, take on exciting opportunities, and learn new skills. High-performing employees are driven by more than salaries, they are looking for a solid career path and with a clear path forward towards their career. Employee attrition rates are higher if employees feel there are no positive growth opportunities or blocked from moving into appropriate roles.

4. Lack of recognition causes higher employee attrition rates

Managers are often too busy or distracted to give employees distracted. They may feel intimidated by high-performance and take credit themselves. Employees who are overlooked or not given credit where deserved feel demotivated, frustrated, or resentful. Driven employees are keen to contribute positively and are keen for feedback about their work. Lack of recognition and visibility causes higher employee attrition rates.

5. Lack of employee enablement results in a higher employee attrition rate

Your team needs the appropriate environment, tools, and resources to work effectively. Employees may feel engaged with their company but may feel they have all the tools to succeed. Lack of enablement can make employees feel frustrated and leading to a higher employees attrition rate.

Also Read: Grapevine Communication | Critical items that you must know!

Attrition management – Top 6 tips

Employee attrition can be either voluntary or involuntary. Attrition can occur due to natural means like retirement or resignation, termination of the contract, or when the company decides to do away with the position.

Attrition rates can be tangible (cost of potential employee) and intangible (temporary loss of productivity and loss of institutional knowledge). Attrition management can prevent your employees from leaving. Here are the top 5 attrition management tips,

1. Communicate your vision to prevent attrition at work

If you are unable to articulate your business ideas or vision, employees may think you do not have a clear picture of what your business stands for and where it is going. To prevent attrition at work, share your plans with your employees and share your passion about what drives the business. It will help you earn their commitment and dedication.  

2. Job attrition will improve if you optimize recruitment

Improve your job attrition rates to optimize your recruitment process by making a recruitment checklist. Start by making a detailed job responsibility and what value addition the post brings to your business. An objective-oriented job profile will focus on what knowledge and experience you expect for the post.

Ask the candidate to fill in an employment application form that they self-certify. The form may help you identify gaps in the resume. Positions like finances may require you to perform a background check. Improve business attrition management by utilizing the interview process. Base your questions to evaluate their skill sets, work experience.

Also Read: Millennials in the workplace | A how-to guide for everyone

3. Improve employee engagement for low attrition

When you have a talented team you need to find ways to improve and expand their skill sets. Interacting with your employees regularly will result in low attrition. Lack of engagement can result in boredom. A good boss should challenge their staff and push them to achieve the impossible and out of their comfort zone.

4. Improve workforce attrition by improving work conditions

Improving workforce attrition by improving working conditions, offer your employees work benefit. Large organizations in the US have a comprehensive benefits program that often extends to families of the employee. It may be difficult to compete with the benefits offered by major IT companies in the US, but you can offer flexible work schedules to promote work-life balance.

5. Improve attrition employee by working on benefits and perks

A poor salary is the most common reason why people look for new jobs. The job needs to meet the financial needs of your employee. The salary package offered to your employees should be at par with prevalent with current market range.

It can help lower attrition employee rates. Many organizations add to the salary by including benefits. Some options available are paid time off, stock options, or education assistance. Give your employees an annual statement of compensation they receive.

Some popular perks offered include remote working privileges, flexible timings, and assistance programs for your employee. Some companies offer perks daycare services for their staff’s children, transport pickup, travel discounts, etc.

6. Improve attrition rates by creating a pleasant workspace

Employees spend a large part of their day in their workplace. Every employee wants to spend their day in a place that is productive, happy, and healthy. As per a report published by Gensler’s Workspace Index, ideally, your office should have spaces for collaboration, learning, socializing, and for more focused work or activities. Improve your attrition rate by creating a place where your staff can work productively.

Also Read: Employee Morale | An ultimate read for best results

Benefits of attrition in HR

Employers are always looking for ways to reduce overhead costs. When employees leave an organization, the management has to contend with the costs of recruiting and training new manpower. But there may be benefits of attrition in HR,

  1. Decreases of labor costs – Employers have the flexibility to put a freeze on hiring to prevent layoff. Layoffs occur when there is a change in business plans or volume. Layoff reduces employee morale and makes it difficult to hire fresh candidates once business resumes. When voluntary attrition occurs you have the flexibility to decrease costs while making hiring decisions if required.
  2. Shifting of resources – Employers can reallocate resources and not fill the present vacancy. Instead, they have the option to change workflow and assign the work to other employees.
  3. New dynamics – Employee attrition offers an opportunity to implement new ideas. It can give a new lease of life and offer new job opportunities. New employees often have a fresh perspective.
  4. Higher performance – Positive attrition can result in low performers leaving the organization. Employers now have the flexibility of hiring fresh recruits.
  5. Culture change – Changing the company culture can be difficult without replacing the entire team. Natural employee attrition allows employers to hire recruits without firing or layoff.

Also Read: Employee Evaluation | A priceless list of tips to succeed

Use unremot to manage company attrition

High company attrition can cause many organizational issues. Due to the present pandemic, remote employees have been isolated and attrition rates have risen. unremot virtual water cooler can help remote employees interact and form a human connection. The virtual water cooler is a virtual room that mimics the water cooler in your company.

Employees can communicate via instant message or emails and form a connection. Remote employees are generally accustomed to working alone. Our virtual water coolers become the perfect forum to form a bond with their colleagues. It helps to improve employee engagement and productivity. Interacting with colleagues in an informal setting can spark new ideas.

New hire orientation | How to organize an indulgent employee orientation program in 2021?

Remote work

There is a way to create long enduring relationships with an indulging new hire orientation. Read on to know more!

New hire orientation is a process of welcoming a new employee to your office. It helps to introduce new employees to their job tasks, team members, company culture, processes, etc. The orientation program makes it easier for the new employee to get familiar with the new job and workspace.

It is also the beginning of a relationship between employer and employee. Effective employee orientation program handles paperwork formalities and answers any questions or concerns employees have before starting their respective jobs. New employee orientation is necessary as it provides employees a smooth transition into their new jobs.

Also Read: Problem solving activities | Everything you must know

What is orientation?

What is orientation? Orientation definition explains it as a process that is designed to bring the new employee all the information they would need. According to the dictionary, orientation meaning is the act or process of being oriented. Let us define oriented, to be oriented means to adapt yourself according to specified circumstances.

Orientation definition in traditional workplaces

Let us define orientation in traditional workplaces. Employee orientation as part of the new hire orientation has been defined as the process of introducing new employees to their new job roles, work environment, and workplace.

Work orientations provide a platform for employers to showcase their work policies and the value that they follow. The base definition of orientation has not changed much since the years but the methods keep on evolving as time continues to pass.

Orientation meaning in the new remote work culture

What does orientation mean when it is applied to remote work culture? Orientation for remote joiners can be done through video conferencing software. Effective job orientation as part of the new hire orientation is essential for remote employees to integrate them with the company’s process. 

When a worker joins remotely, managers or leaders must ensure that they feel part of the team. Employment orientation is a great way to introduce employees to team members.

What does orientation mean for a new joiner?

What is the meaning of orientation for a new joiner? New job orientation is a great way for employees to get introduced to the new workplace and their team members. A major purpose of the employee orientation program is to make the employee feel welcomed to the new company. A new joiner can take advantage of several benefits of orientation such as understanding the company’s culture, and vision while they attend the new hire orientation programs.

Also Read: Voice echoing | A complete guide

Significance of job orientation

Why is orientation important? What does orientation mean for a job? Orientation as part of the new hire orientation program is important to help the new employees adapt to the work culture. It helps in making the employees feel more relaxed and fight initial stress and anxiety of starting a new job. A relaxed and happy employee is more likely to be productive which is directly benefitting the organization.

An effective hr orientation asks for feedback from the employees and allows them to ask questions regarding the job. The data collected is helpful for organizations to work on their problems that employees are facing. The new employee orientation agenda is to build relationships between new employees and their team members.

Orientation is the human resources function that aims at making the new hire orientation feel welcomed, comfortable, supported, etc. A positive and impactful orientation ensures that the employee starts their day with pride and feels a sense of loyalty towards the company. Many organizations have great orientation programs that help them in retaining a talented pool of people.

Another significance of job orientation is to help employees with all the information they would need in the course of their work and avoid any confusion.

Also Read: Synchronus & asynchronus communication | A complete guide

Benefits of conducting formal employee orientation for new members

The new employee orientation program is helpful in making an employee feel welcomed in the new company. We will discuss several benefits of conducting formal employee orientation for new employees,

  1. Helps in acclimatizing new employees to the organization – The purpose of the orientation process is to help new employees get familiar with the organization and how it functions. 
  2. Makes the onboarding process smooth – New staff orientation is beneficial in making the employees feel welcomed and reduces the stress and anxiety of starting a new role.
  3. Increases the overall productivity of an organization – An effective orientation process ensures that the new employee is happy, motivated, and excited to start their new role.
  4. Establishes relationship between employer and employee – New employees orientation program creates a strong bond between an employer and an employee.
  5. Increases employee retention rate – The job orientation process reduces staff turnover rates and increases the chances of retaining employees for a longer period of time.
  6. Establishing clear company standards – The new hire orientation process makes employees aware of company standards to avoid future disputes and disagreements. 
  7. Clarifies employee’s concerns and queries – Work orientation provides a platform for the employees to place their concerns and queries.

Also Read: Virtual water cooler | A how-to guide for everyone

Key items to be included in new employee orientation

An employee orientation checklist created as part of the new hire orientation would ensure that you are not missing out on anything. Every organization has a core of information that needs to be shared with the employees. Here are some key items to be included in new employee orientation,

The employee-oriented process should start with a welcome note

Employee oriented process in an organization should start with a welcome note to keep the employees happy and excited about their day. A welcome message during company orientation will tell employees that they are a valued part of the team.

It can also include a brief about the company’s vision and mission. Let the new hire orientation come a little late so that they can get adjusted with the routes.

Completing documentation at work orientations

The second and the most important key element that must be included as part of the work orientations is to get all the necessary documents filled and signed.

Employees’ orientation can get tiresome due to all the paperwork hence keep in mind to spread them throughout the day. Keep a bunch of fun activities to initiate new employee introduction. Ensure that they have filled all the paperwork for the human resources department before the new hire orientation is kicked in.

Also Read: Deep work summary | An ultimate read for best results

Background check verification is part of the new employee orientation program

Before hiring or onboarding an employee, it is important to get a background verification done. It helps in ensuring that you are hiring the right kind of person before providing a new hire orientation program.

The new employee orientation program will make sure that all the employees getting oriented have successfully cleared their background verification checks. It is usually done just after an employee accepts the offer letter extended to them.

Get everyone to know each other through new employee introduction activities

New employee introduction is another key element that helps the employee to get to know one another and a must-have in the new hire orientation process.

A big part of orientation for job includes introducing new joiners to their colleagues with whom they will be working. If possible either the manager or a senior member of the team can take the new joiner for lunch and introduce to everyone in the team.

New employees orientation program should include information about critical employer’s policies

New employees orientation program helps employers gain information about the different employer’s policies. A journeys employee handbook is another great way of giving everything a new employee would need in one place, which shall be included in the new hire orientation process.

The organization’s policies regarding office timings, commute, mobile, and data plans, etc. should be conveyed during the people-orientation process. Equip employees with proper tools to be prepared for their new job role.

Also Read: Depth of knowledge | A priceless list of tips to succeed

Orientation job requires collecting legal employment forms

One important part of the orientation job is to collect legal employment forms such as Form W-4, Form I-9, direct deposit documents, state tax withholding documents, etc. These are the forms required by state or federal law.

Ask if they have any questions regarding these forms and help them fill them out efficiently. These forms should be collected from each and every new employee duly filled and signed during the new hire orientation. 

Work orientation is a great place for sharing information about the company’s core values and culture

Work orientation is a process through which employers inform employees about their company and the work ethics expected from the employees.

Your orientation plan included in the new hire orientation process should include a session where employers share about their company’s vision and what values do they believe in. It is essential for employees to feel connected with these values and be ready to accept the company culture.

Provide necessary work items during the company orientation

Another key element to keep in mind during the company orientation during new hire orientation is to provide necessary work items to the new hires. Essential items may include laptops, desktops, access cards, meal passes, uniforms, etc.

Arrange a visit to the IT department to help them set up their workstations and be ready to start their job. Check with the respective managers to see if the employee has any special requirements.

Also Read: Remote work habits | A comprehensive guide

Orientation for a job generally includes a tour of the workplace

Include a tour of the workplace while organizing an orientation for a job. Take them around the office premises and give a tour of the important places such as parking, medical center, cafeteria, IT department, gym, recreational area, watercoolers, etc. It would help them get around easily during their initial days at work and navigate their way around the office easily and hence a must to include in the new hire orientation.

Include a team lunch as part of people-orientation

A team lunch as part of people orientation is a great idea to include in the new hire orientation to acclimatize the new employee with the team. It can either be organized by the manager or a senior team member, who can take the employee for the lunch along with the entire team.

This would help in connecting with everyone informally and break the ice. This practice helps employees ease into the work without stress.

Provide welcome gifts as part of orientation training

Who doesn’t like gifts? Create a welcome gift hamper for all the new joiners to express your gratitude towards them. It would keep the employees in high spirits and start the relationship on a positive note. Simple gifts such as a fridge magnet, coffee mug, t-shirts, gift cards, etc are advised to give a nice touch to the entire orientation for work process during the new hire orientation.

Also Read: How to prioritize task | Everything you must know

Convey details about company-oriented safety information

Inform the new joiners about company-oriented safety information on the very first day and include this item in the key list of aspects to be covered in the agenda of the new hire orientation. If there are any insurance or medical policies available for the employees and their families, let them know about it.

Ask everyone to complete the respective forms in order to avail the policies. Any other job-related safety information should be conveyed as well during the new employee orientation training conducted by the organization.

Tell employees about food and beverage policies during the job orientation process

If your company has food and beverage policies, then let the new hires during the new hire orientation know about them during the job orientation process. Tell them where the pantry is and how does it work. What kind of snacks or food is available as part of the job free of cost. Let them about different meal plans that your company provides and the cafeteria policies. 

Give a list of important company contacts during orientation for job

New employees often find themselves lost in all the sea of information thrown at them during the initial days. To make it easier for them provide a list of important company contact numbers during orientation for job that might come in handy during their course of work.

This might include the contact details of the transportation department, HR department, postal department, IT department, medical department, etc.

Ask feedback once the employee orientation program is complete

Ask general feedback from each employee to understand their experience of the employee orientation program. It helps in fixing the loopholes and making the process better each time. Get everyone’s opinion on what they liked and disliked about the orientation for job process. This data can be used as input to improve the upcoming new employee orientation programs.

Also Read: Office management | A complete guide

New employees orientation checklist

A new employee orientation checklist makes it easier for employers and employees to have a great first day. Here is a new employees orientation checklist that you can follow,

  1. Collect all mandatory forms duly filled and signed,
    1. I-9 Form
    2. W-4 Form
    3. Employee contract
  2. Signed copies of the document,
    1. Employment offer
    2. Terms and conditions of employment
  3. Give a policy overview of the company and get the following documents signed by the employees,
    1. Non-disclosure agreement
    2. Non-compete agreement
  4. The new hire orientation checklist includes detailed information about company benefits such as mobile phones, company car policy, stock options, etc.
  5. Employee Uniform (if any) or Dress-code
  6. Access Card/ID card
  7. Help from the IT department to set up a new workstation.
  8. One-on-one with manager to understand job role and responsibilities.
  9. A tour of the workplace to get familiar with different departments.
  10. Provide them with basic stationery for their day-to-day work activities.

Also Read: Cybersecutity during work from home | Critical items that you must know!

New employee orientation best practices

Going ahead, we will discuss some new employee orientation best practices to be followed for a smooth transition,

  1. Make your employees feel welcomed by arranging an informal reception.
  2. Do not bore employees with facts and figures, rather lead them through hands-on activities.
  3. Explain how they and their work are valuable for the organization.
  4. Spread out the paperwork periodically throughout the orientation process.
  5. Ask your employees for feedback after they have completed the orientation process.
  6. Get your new hires during the new hire orientation excited about the entire process by sending them the day’s agenda in advance.
  7. Ask the new hires during the new hire orientation to introduce themselves and encourage them to get to know each other.
  8. Provide training to the new hires as part of the new hire orientation on cultural aspects of the organization.
  9. Assign a mentor to help them get ramped up for the work.
  10. Include realistic information that would help employees during their initial days at work.

Also Read: How to measure productivity | A how-to guide for everyone

New employee orientation ideas

Here are few new employee orientation ideas to make the process hassle-free,

  1. Set up team lunch
  2. Let new hires come late
  3. Assign office buddy
  4. Introduce department heads
  5. Give office tour
  6. Offer tech help
  7. Run through company benefits
  8. Set clear expectations
  9. Ensure a 1-1 with the new manager
  10. Ask for feedback

Also Read: Time blocking | An ultimate read for best results

Use unremot for new hire orientation

unremot virtual watercooler platform is a great tool to organize new hire orientation programs for remote new employees. It helps in creating different types of water coolers dedicated to a particular purpose. All you have to do is create a separate water cooler for the staff orientation and send them an invite to join the water cooler at a scheduled time.

It enables employers and employees to connect with each other and create a strong bond. Virtual watercooler by unremot helps to create a feeling of team belongingness amongst team members by encouraging conversation. 

Blockchain & Crypto

Show More

Don't have a
personal office yet?

Nurture healthy conversations at your office with 360-degree virtual experiences of your real-office water coolers, cafeterias, and game zones!

...it’s not nice to talk about people behind their backs, but that’s not to say that gossip doesn’t have any social value. In fact, it has plenty. Gossip is the foundation of our species’ survival...

Sapiens: A Brief History of Humankind,
by Yuval Noah Harari

Select from many spaces?

Cafeteria | Watercoolers | Virtual Gym
Game Zone | Conference Rooms | Virtual Spa
Ping-pong Tables | Fun Zone | Office Rooms
and more...

Cancel
Get 14 days free trial