Metrics for measuring work-from-home happiness and productivity

Moving from shared offices to working from home is a big transition demanding thoughtfulness and attention to the smallest details. From hiring to firing, every HR process needs to be redesigned to fit this new reality. Redeveloping your onboarding process, rebuilding your performance management, and helping your employees maintain work-life balance is only the beginning. Because once you’ve done it all, you have to take the next step: reviewing the data, drawing insights, and figuring out what your work was worth.The impact of work from home on your teammates can’t…

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How to help your employees understand their workplace rights and protections

The traditional workplace model was hierarchical, inflexible, and authoritative, and some organizations still cling to it. But, for many companies, modernizing and staying competitive means embracing a culture of open communication, collaboration, flexibility, and mutual respect.  So how can you tell if your workplace is prioritizing cultural safety? This is not about protecting basic rights and avoiding litigation: it’s about going above and beyond the law.  From HR’s office you can do your best to help and support employees, but they need to know their rights: what they can ask…

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Who cares about time-to-hire—and how is it different from time-to-fill?

When talking about recruitment metrics, time-to-hire and time-to-fill are two of the most important—but they’re not the same. While time-to-fill speaks to organizational politics and needs, time-to-hire is about the recruitment experience. Time-to-fill measures the amount of time between deciding to open a new role and signing a contract with a new hire; time-to-hire is the amount of time between a job’s first applicant and signing a contract. Let’s get into: The crucial differences between time-to-fill and time-to-hireHow to measure time-to-fill and time-to-hireHow these metrics will help you tighten up…

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9 tips for increasing employee engagement

Engaged employees—those who feel like a real part of their company—stay with an employer for longer, are more productive and are higher-performing than disengaged employees. They're your best advocates and any organization's prized asset. Employees, however, don't engage themselves. Employee engagement is the natural result of a people-first culture: one that connects employees to each other encourages growth and development and allows employees to bring their true selves to work. Increasing engagement takes work at all levels, from the C-suite down to every individual contributor. These nine tips will help…

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How COVID-19 impacted employee wellness

Across continents, genders, and seniority levels, it seems we’re all feeling the same thing: we’re having a hard time. We checked in with 2000 workers across the US and UK about their mental health at work and how it’s been affected by the pandemic. To get the full picture we surveyed full-time employees from all walks of life, spanning different industries, seniority levels, and genders, and talked to them about how their lives have changed since COVID-19 took over the world. We discovered that, across the board, we’ve all been…

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Championing cultural safety with Nirit Peled-Muntz, Hibob Chief People Officer

We all want to feel safe and supported at work—and, according to Maslow’s hierarchy of needs, we need to feel safe and supported in order to be productive. Cultural safety incorporates physical and emotional safety, acknowledging that when either one is missing, we can’t be expected to perform optimally. We spoke with Hibob’s Chief People Officer, Nirit Peled-Muntz, about her work to ensure a physically and emotionally safe environment for Hibob’s employees as the pandemic and social volatility continue. Hibob: How do you handle sensitive discussions at work, such as…

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Understanding compensation expense factor

When building our compensation management for coming cycles, we have a lot to think about: cost of living increases, recruitment needs, retention issues, and organizational budget changes. We have to balance our growth plans with organizational realities, and while we may want to full our teams with senior talent, we have to make sure it’s a financial possibility. Compensation expense factor is the metric that will determine the present and future of your compensation management processes. While compensation is often an organization’s most significant expense, it doesn’t dictate the organizational…

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The future of compensation management is simple

When I joined Hibob as a product manager, that marked a shift in my career. Before that, I was in HR for fifteen years, specializing in compensation. I know the challenges of the compensation management process. I know the moment of stress before you send Excel spreadsheets to managers, the sleepless nights hoping nothing was missent or misplaced. And the long hours. The endless cycles. Pulling information from countless sources. This is why I moved from compensation management to product management at Hibob: so I could use my knowledge to…

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Top six strategies for organizational goal setting

Among its many duties, goal setting is probably a human resources department’s most important responsibility. Goal setting is the process of establishing objectives, guidelines, and ways that can help your employees understand the individual, team, and company-wide business goals. Goal setting has to be specific, measurable, achievable, and time-bound. Effective goal setting boosts employee engagement and empowers HR and team leaders to effectively evaluate team members, increasing the likelihood that an employee will thrive and contribute to an organization’s long term success. Below are six proven strategies for HR leaders…

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How your compensation strategy can address the gender pay gap

No single compensation leader or HR professional can solve the gender pay gap, which is a cross-industry issue. We are, however, all responsible for our own organizations, and by working independently, we can together begin to overcome what has become a global systemic problem. To address the gender pay gap, we need to take a close look at the composition of our organizations and the disparities in title, seniority, and compensation that may be rooted in gender expression—and then take concrete steps to rectify these differences. Defining and calculating the…

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Performance management strategy for HR leaders

Performance reviews of the past were traditionally limited to a once per year appraisal where employees were judged according to past performance. With end of year reviews often tied to financial bonuses, promotions, or other incentives, this model was found to cause anxiety and competition among employees, thereby limiting collaboration and innovation. But things are changing. Continual performance management is increasingly being adopted by the world’s biggest companies. By keeping communication about goals and objectives fluid, effective performance management fosters engagement and breaks down silos for enhanced productivity and long…

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3 ways to encourage physical fitness for your people

It’s been a strange year in the workplace, and we’ve all been stuck at home for way too long. Time has stood still, and many of us have too. As we slowly start venturing back out into the light, now is the perfect time to encourage physical fitness and activity among our people.  HR’s responsibility is to help employees gain the tools that they need to stay healthy, no matter if they’re working from the office or home. Giving employees the tools to embrace physical fitness benefits everyone. Let’s explore…

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How to measure diversity in your teams

It’s no secret that diverse teams work better. They’re a must-have—but they don’t build themselves. The remote opportunities that have unfolded over the last few months have knocked down barriers in diverse recruitment and hiring practices: we can hire nearly anyone from nearly anywhere. What’s left to unpack is how we objectively measure our efforts. The unfortunate truth with HR successes: if it wasn’t measured, it didn’t happen. To keep up with our diversity wins, we need to be keeping an eye on sets of diversity-specific hiring and retention metrics.…

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12 metrics for measuring workforce planning

Workforce planning is the cornerstone of any good recruitment plan. Understanding how to translate organizational needs into new hires is the best way to guarantee a strong team with high quality of hire and low attrition rates. To help you understand how successful your plans are and what you should be working on improving for the future, we’ve put together a list of 12 metrics that will give you insight and guidance into your workforce planning process’ effectiveness. HeadcountAttritionBench strengthQuality of hireRetention rateCareer path ratioTenure distributionAbsenteeismVoluntary vs. involuntary turnoverTime-to-hireeNPSTraining ratioAge…

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HR leader Kate James on productivity and performance in a pandemic

Kate James, Head of People Operations at Curve, has been working hard at keeping employees engaged, productive, and performing, even in the midst of a global pandemic. She shared her tips and ideas and ideas with us on: Performance management without micromanagingAvoiding Zoom fatigueWhat we can learn from Netflix about managing teams Hibob: How do you measure productivity without creating a “big brother” feeling among your employees when you’re all working from home? Kate James: It’s been a relatively easy transition because even before Corona we had practices in place…

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