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The impact of performance appraisal is only to the extent of how effective is the process behind it. Know how to set up the best performance management process. Read on!

Performance management process

Performance management process is a communication-based collaborative process in which both managers and employees work towards creating a plan to determine year-end goals and objectives. The employee performance management process is a continuous process of planning, training, and reviewing the employee’s performance over a specific period of time.

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What is an appraisal process?

An employee performance appraisal process definition states that it is a periodic and systematic review of an employee’s work and overall contribution towards the organization. Appraisal processes are useful in assessing an employee’s skills, performance, achievements, and growth. It is usually conducted by managers where they review their team members and direct reports.

The employee appraisal process helps managers in taking decisions regarding promotion, pay raise, bonus, termination, rewards, etc. Appraisals are an important part of the performance management process to reward high-performing employees and identify issues faced by employees who aren’t meeting the work standards.

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Objectives of performance appraisal process 

Objectives of the performance appraisal process are,

1. Goal setting is integral to the performance management process. Setting employee’s goals and objectives for the year is an essential part of the performance appraisal process done collectively by both managers and employees.
2. Performance appraisal plan consists of frequent feedback resulting in increased job performance. Performance appraisal process involves providing constant feedback to employees based on their work results.
3. The employee performance appraisal process helps in counseling poor performing employees. The performance appraisal process helps in identifying low performing employees and providing them actionable feedback to help them grow.
4. Appraisal process steps determine training and development needs. Performance appraisal process determines the strengths and weaknesses of employees. Managers can use this information to plan training and workshops needed.
5. An appraisal plan helps managers in awarding suitable recognition. Performance appraisal is the process that helps managers in making the right decision regarding compensation, rewards, and promotions.

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Benefits of formal performance review process

Benefits of formal performance review process are,

1. The employee performance review process helps in identifying business areas that can be improved. Effective performance review process is useful in increasing business productivity by identifying areas that can be improved further.
2. The employee evaluation process boosts team morale. Performance review process done systematically and periodically helps in motivating the employees. Managers can intervene in time and lead their employees towards growth and productivity.
3. The performance review process spots low-performing employees. Performance management process steps involve identifying employees who are not meeting the work standards.
4. The appraisal process improves productivity and profitability. One of the most important benefits of conducting appraisal processes is to enhance productivity which in turn leads to higher profits.
5. The performance review process identifies training needs. Performance review processes are useful in identifying if there are any specific training needs for an individual employee or the entire team.

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6 steps in performance management process

The performance management process is an ongoing process of developmental performance discussions and feedback. While building a performance management process, a concept such as a performance management cycle is used around which the entire process is built.

To understand in detail, it is required to go through the different steps involved in creating an effective performance management process. It has evolved in a more continuous process rather than the 12-month traditional cycle.

1. Planning appraisal processes

The planning process in the performance management process indicates how to do performance appraisal. Managers and Employees should mutually discuss the goals and objectives which are established as performance standards for the duration of the appraisal process.

The goals set should allow employees to develop new skills and effectively use the existing ones. Planning process involves different steps such as,

1. Organizational Goal setting
2. Employee Goal Setiing
3. Create Development Plan
4. Review Job description

2. Performance appraisal consists of setting clear objectives

Setting clear objectives is a crucial step in the performance management process. It helps employees to know what is expected of them. Managers and employees should not only discuss the goal but also work on a detailed action plan for an employee to reach them. Managers must keep track of the employee’s performance and check if they are heading in the right direction. Early intervention helps in avoiding mistakes.

3. Appraisals process include monitoring progress

Monitoring is the step wherein employees are actively involved in their day-to-day tasks. During this phase of the performance management cycle, employees may also undergo training and learn a new skill as part of their development goals. Manager’s responsibility is to ensure proper support and resources are available in time. They are also required to do regular check-ins with the employees, to monitor their work progress.

4. Performance evaluation process reviews performance

Performance review is usually done once or twice a year. Monitoring is done usually on a monthly basis that consists of short check-ins. The review process is a comparatively longer discussion that focuses on the overall performance of the employee. The review process consists of assessment and feedback. Based on the feedback, managers usually suggest further steps to improve the growth.They also identify the reasons behind slow progress if there are any.

5. Performance appraisal consists of improving productivity

The fifth step in the performance management process focuses on improving employee productivity which collectively results in higher company productivity. This requires setting an actionable plan based on the individual feedback provided by the manager. The managers should figure out what measures to take in order to enhance growth and productivity. Training and workshops are the ways to help employees develop new skills and broaden their knowledge base.

6. Performance measurement through employee appraisal process

The final step of the performance management process is rewarding employees based on their work performance. Good work should be recognized. The performance of the employees must directly be tied up with the rewards. This helps in motivating employees to do better work. The different ways in which an employee can be rewarded are,

• Pay raise
• Bonus
• Public Recognition such as awards, privileges, etc.
• Promotions
• Opportunity to work in special projects

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Top 5 things to note while creating appraisal process steps 

Creating steps in performance appraisal can be tricky. Preparing effective performance steps is essential to increase work productivity of the employees in a company. We are listing below the top 5 things to note while creating performance appraisal process steps,

1. The best type of performance appraisal involves comparing performance to standards 

How to assess performance? The best way of assessing performance is by comparing an employee’s actual performance with the set standards at the beginning of the appraisal process. The job standards are mutually agreed upon between manager and the employee at the start of the appraisal cycle. An employee is expected to meet these basic job standards to get a positive review from the manager.

2. Managers should be trained on how to evaluate an employee

Creating an effective performance management system is futile if the managers are not trained properly. Make sure everyone who is going to review employees has been properly trained to evaluate employees in a fair and responsible manner. Training ensures that everyone who is involved in the appraisal cycle is aware of the process and agrees to comply with the rules set by the company. 

3. Both managers and employees must understand the appraisal flow

Make sure that both the managers and employees are aware of how the appraisal flow works. Managers must know how to evaluate employee performance appraisal without any prejudices.  Employees must be made aware of on what basis they will be evaluated. The entire appraisal process should be completely transparent with no hidden steps by the management. Workshops to explain appraisal processes must be held by the human resources department. 

4. The first step in the performance appraisal process is to set performance appraisal standards for the employees

What is the first step of any performance appraisal? The first step in the performance measurement process is setting performance appraisal standards. The goals and objectives of an employee are set collaboratively by the manager and employee. These standards may vary from employee to employee based on their job role. The manager tracks employee’s progress throughout the evaluation period. 

5. The last step in performance appraisal is to initiate corrective action

The last step in the performance appraisal process is to provide actionable feedback. The appraisal process helps managers in identifying employees with low work standards. Managers should not only have a conversation with poor performing employees and try to identify the issues but also create an action plan to help them grow. Any management issues hindering performance must be handled on priority by the managers.

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How to use unremot for performance management process? 

Managers who are working with remote teams can use unremot virtual watercooler feature to conduct a performance management process. Let us discuss further how to assess employee performance through Unremot virtual watercooler. unremot allows users to create separate platforms dedicated to specific functions.

One such platform can be created to schedule meetings for performance management. Monthly, half-yearly, and yearly performance reviews must be scheduled to monitor and review work performance based on the set standards. Managers can remain in sync with employee’s progress through regular discussions via unremot virtual watercooler.

Performance appraisals are important for an organization to track and motivate employees to remain productive. Learn everything about performance appraisals and how to set them up. Read on!

Performance appraisal

The performance appraisal process is the periodic evaluation of an employee’s job performance and overall contribution to the company. It is a measure of skills, achievements, growth in a given duration of time. The performance review process majorly focuses on the outcome of the efforts of an employee.

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What is performance evaluation?

Performance evaluation is another term for performance appraisal, defined as the measure of an employee’s work and results based on their job roles. The results of the performance evaluation process help in determining the appraisal, bonus, improvement areas, strengths, and promotion of an employee. 

Performance appraisal definition 

What is performance appraisal? The performance appraisal definition states that this is a systematic method of assessing an individual’s job performance. Based on the evaluation, the manager provides feedback to an employee that includes steps to improve in order to enhance the productivity of the team.

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Objectives of employment performance appraisal 

1. The employee appraisal helps in identifying the strengths and weaknesses of employees – Performance appraisal consists of different steps that help an employee in identifying their strengths and weaknesses. It is the responsibility of the manager to assign work based on employee’s strengths.
2. Motivate high performing employees through employee performance appraisal – The purpose of performance evaluation is not only to identify problem areas but also to appreciate the hard work done by the employees during the given duration.
3. Determine overall training needs through the employment performance appraisal – Effective performance appraisals of employees help in determining the training and learning needs of the team.
4. Employee appraisals are useful to set goals for the employees – Job performance appraisals are held to set goals and objectives for the employee in line with the company’s annual targets.
5. Conducting performance appraisals help in determining compensation – Manager performance appraisals help in deciding factors such as pay, bonus, etc.

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Benefits of performance appraisals 

Here are the benefits of the employee performance appraisal process,

1. Performance appraisals help in determining the strengths and weaknesses of each employee in an organization.
2. Motivate employees to work better through a merit-based compensation system. Compensation can be in the form of pay raise, bonus, etc.
3. Help in identifying low-performing employees who need further improvement to meet the job standards. 
4. Help in identifying the areas for training and workshops.
5. Results are a major factor in making decisions such as promotion, transfers, and rewards of the employees. 

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5 steps in the performance management process

Let us look into the 5 steps in the performance management process,

1. Planning – The planning stage of the performance management appraisal includes determining the goals and standards of an employee. Both managers and employees are involved in this process. The employee’s job description must align with the company’s goals and objectives.
2. Monitoring – The second stage of the employment performance management process is to continuously monitor the results achieved by an employee. Both employee and manager track the progress and development of the aforementioned goals and objectives.
3. Reviewing – In the third step, the employer and the employee review the results and accomplishments of the employee. They determine if there is a need for any additional training to further improve employee performance.
4. Improvement – The fourth and most important step of the performance management evaluations is to understand the reason behind the lack of performance of an employee. Managers should discuss with their employees to identify the issues.
5. Measurement – Performance measurement is a process of collecting data that helps managers in taking important decisions. Performance measurement helps in determining the factors to increase the organization’s productivity. Performance measurement results should be used responsibly by the managers.

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Performance appraisal methods 

Different performance appraisal methods are, 

1. Management by Objectives – Management by objectives is a performance appraisal method in which managers and employees together identify and organize objectives and goals to focus on during the set appraisal period.
2. 360-degree-feedback – A 360-degree feedback method is a multidimensional performance appraisal method in which an employee’s performance is evaluated based on the feedback collected from the employee’s circle namely peers, managers, clients, direct reports, etc.
3. Assessment Centre Method – The assessment center method involves employees taking part in social simulation exercises to not only assess the current performance but also predict future job performance. 
4. Behaviorally Anchored Rating Scale – The behaviorally anchored rating scale is known to bring both qualitative and quantitative benefits to a performance appraisal method. The employee performance is compared with specific behavioral examples that are tied to different numerical ratings.
5. Psychological Appraisals – Psychological evaluations are particularly handy in determining the hidden potential of an employee. The major focus of this kind of performance appraisal method is the future performance rather than the past work of an employee.
6. Human-Resource (cost) accounting method – The human resource accounting method assesses an employee’s performance based on their contribution towards the monetary benefits of a company.

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Performance review examples and comments

Conducting performance appraisal reviews is not an easy task. Here are few performance review examples with one positive and one negative comment each, 

1. Attendance – Punctuality is a desirable trait in an employee.
   • You meet the company standards of attendance and punctuality
   • You repeatedly exceed your tea/coffee breaks which have been observed to interfere with your work productivity.
2. Leadership – Managers and team leaders must have leadership qualities to treat their team fairly and equally.
   • You treat your employees fairly without any personal prejudices.
   • You fail at delegating tasks to your team fairly based on their competency.
3. Communication skills – Team members are required to communicate with each other honestly and clearly.
   • You are adept at communicating messages skillfully to your peers and clients.
   • You interrupt other employees in between meetings and discussions.
4. Teamwork – Employees should collaborate with each other to attain results faster.
   • Your peers find you very reliable.
   • You have been known to take credit for others’ work.
5. Problem Solving – Employees with high authority should be more skilled in problem-solving.
   • You come up with simple and practical solutions for complicated problems
   • You do not contribute to the team to come up with a solution.

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Performance Rating Scale

The performance rating scale is a sliding scale to measure an employee’s performance during a specific time duration. Few common examples are, 

1. The 5 point performance rating scale – 5 point rating scale method is the most commonly used performance rating method in companies worldwide. The employee is rated from 1-5 based on their performance, 1 being the least productive and 5 is an exceptional performance.
2. The three-point performance rating scale – 3 point rating scale is not that common but is a more easy and quick way to evaluate employees. It has one negative rating, one neutral, and one positive rating.
3. The four-point performance rating scale – 4 point scale is another important rating scale method that contains only 1 negative rating number. It aims at providing more ratings for performing employees and fewer ratings for employees who fail to meet expectations.
4. The 10-point performance rating scale – The 10 point rating scale is a more elaborative and time-consuming method to evaluate employee’s performance. As the name suggests, there are 10 different options to rate each employee.
5. Likert performance review rating scale – Likert rating scale uses five options same as the five-point performance rating scale but the options are written out instead of numeric.

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Employee performance management best practices

10 employee performance management best practices that managers should follow to increase productivity at the workplace,

1. Identify the purpose of employee performance management beforehand.
2. Set the goals of your employees through employee performance management. Also, tell them what is expected of them and what they can do to achieve them.
3. Proper training should be provided to the reviewers for conducting employee performance management.
4. Recognize the efforts of your employees during performance appraisal and reward them appropriately through bonuses, promotions, etc.
5. Identify the sources that might be the reason for ineffective performance.
6. Create an appropriate action plan based on the results obtained from employee performance management to increase the company’s productivity.
7. Continuously monitor your employee’s progress towards performance targets. If there are any interventions necessary due to a change in plans, ensure that they are done early.
8. Management should give actionable feedback in a constructive manner. Managers should focus on the future success of the employees.
9. Keep an open mind while discussing problems. The issues might be part of the management system instead of being employee-based.
10. Ensure that the entire employee performance management is professionally dealt with. Personal biases should not come in between the performance management process. 

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How to use unremot for a management performance review? 

unremot virtual watercooler is an online platform used to connect with peers and managers located remotely. It allows employees to connect socially with one another for official and unofficial discussions. The unremot virtual watercooler allows users to create different platforms dedicated to a specific purpose.

Managers can use this platform to hold management performance reviews and performance appraisals for their employees. Schedule 1-1 meeting with the employees to discuss the annual goals and objectives. Regular discussions with employees to track their progress by evaluating employee performance based on the accomplishments and results.

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.

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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

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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.

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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.

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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

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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.

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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

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.

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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.

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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.

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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. 

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.

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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.

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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

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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.

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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.

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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.

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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.

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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.

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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.

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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

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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

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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.

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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.

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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

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.

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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.

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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

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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.

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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.

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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.

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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.

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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.

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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.

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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.

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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.

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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.