With summer over and another COVID winter upon us, motivation can be hard to come by. One surefire way to drive productivity this autumn is through an employee motivation questionnaire or survey. There are plenty of free staff motivation questionnaire templates and resources out there for HR professionals. 

Throw on your favorite cashmere sweater, light that fall-scented candle, and get cozy with our top five tips for work motivation this season.

Pumpkin spice it up

Staff motivation is more than just one latte away. Research shows that today’s employees are looking for more than salary and traditional perks. Especially since COVID began, workers everywhere expect a new kind of culture that prioritizes work flexibility and mental health. Millennials and Gen Z, for example, value purpose, teamwork, challenges, and work-life balance over profit. Switch things up in your company by offering long-term hybrid work structures, mentorships, or hackathons to get those creative juices (and collabs) flowing. These efforts should be part of a larger and inclusive company culture.

These Uggs are made for walkin’

A war for talent and the Great Resignation are upon us. Employee motivation, with its peaks and valleys, directly correlates with retention. If your people are not happy with their roles, teams, or company culture, it’s easy to walk out and onto the next opportunity. To prevent employee turnover and increase employee motivation, make an effort to recognize and reward your people beyond the payslip.

All the leaves are brown

As the leaves change colors, so do your people’s wants and needs. HR leaders should take steps to be in touch with their people and hear their feedback in a safe space. So, how can you use employee engagement to increase motivation levels? First, give your employees a safe space to anonymously voice their concerns and opinions. Next, establish the goals of your employee motivation survey and align with your management team. Then, run some anonymous polls and surveys with Bob to truly understand your people and visualize their responses.

Pump(kin) up the energy

As the weather gets colder, it’s time to pump up your people’s productivity. Get creative with packages of sweet treats (apple cider donuts, anyone?), socially distanced fun days (apple or pumpkin picking!), or switching things up in the office environment (Fall decor) if you haven’t gone fully remote. Or, create your own unique company traditions! Sometimes, all it takes is an inspiring podcast or Instagram account to get people going.

Give thanks … for Halloween and Thanksgiving 

In today’s world of remote and hybrid work, separating your workspace from your personal space can be even harder than it used to be. Whether it’s taking time off for vacation or simply separating from your home workspace every night, make sure to let your people know that time spent away from work is not only acceptable but actively encouraged. Eliminate vacation shaming by establishing a clear time-off policy and leading by example.

The benefits of motivation in the workplace are countless. HR leaders, it’s time to put your employee motivation questionnaire to the test! This Fall, while you finish up the quarter and prepare for the New Year, make sure to pause and check in with your people. Whether it’s a complete motivation survey or quick one-on-ones, HR leaders should keep employee engagement and motivation at the top of their minds.

The post It’s time to fall into Fall: tips for motivating your people this season appeared first on HiBob.

We hear it all the time from our clients: onboarding is a painful process. It’s saturated with endless paperwork that hinders an employee’s ability to get excited on their first day at work. Limited areas for customization also destroy a positive onboarding experience because they place new hires in a box that doesn’t consider their unique preferences or needs as individuals. We fixed all that, though – which is why we can’t wait to introduce you to our new and improved onboarding experience, using a template builder made to personalize the current processes for your people. 

Meet our upgraded onboarding experience

Personalized onboarding, available now in Bob, optimizes onboarding at first touch and boosts engagement with a stunning and seamless updated user interface. Our upgraded onboarding experience is mobile-friendly, built to provide new hires with a smooth setup that sorts the people stuff on the spot. Say goodbye to one-size-fits-all cookie-cutter processes and hello to tailored flows that meet your new-hires diverse needs. 

Our new personalized onboarding capability makes Bob’s onboarding feature easier than ever, offering an efficient way to set up. Create as many onboarding templates as you want (or need!) using only the fields and docs relevant to each new-hire, so you can ask for the right information before their first day in a timely and proactive manner. 

So, what’s new in Bob’s onboarding experience?

Fast-growing companies need flexibility, which means you need to be able to support your diverse workforce even with individual flows. Create multiple onboarding templates for each of your sites, tribes, departments, or any other grouping and use them in parallel.

You can design your onboarding templates with custom welcome messages (add a video or image!), a pre-boarding email to the new hire’s personal address, and a start-date email to the new hire’s work address. To make things more convenient, you can also make introductions to teammates and key people within your organization to your new hire. Make these introductions a bit more personal by sharing teammates and key people’s hobbies or interests with your new hire, so they can get to know each other quicker through Bob.

Get your new hires acquainted with your culture before their first day by showcasing your company’s visual identity and messaging, while they get to know their coworkers. Control the font, add emojis, and autofill fields to include the new hire’s name, manager’s name, buddy, and more for an added layer of personalization. 

HR leaders can finally say hallelujah for this time-saver; you can request that new joiners upload specific documents to streamline paperwork protocol and ask that they fill out individualized, specific fields so that logging their information happens without hassle. Say goodbye to sifting through papers and daunting forms that need to be filled out manually. 

What can you expect with Bob’s personalized onboarding?

You’re all set and ready for a smoother, more efficient onboarding experience. Bob’s onboarding template builder allows you to support your diverse workforce across global sites wherever and whenever – whether your people are in-house, working remotely, or part-time, you can help them feel connected from the start through one single portal that was customized by you.  

Can you expect to ease operations and reduce time to productivity? You bet! The messy parts of onboarding are long gone, and the battle with paperwork is far behind you. By solving these time-eating, yet traditional HR challenges using Bob’s onboarding template builder, we’ve made more time for attention to culture. 

We’re always working hard to improve our features and make Bob work better for you. In this case, our personalized onboarding feature is intended to maximize productivity by allowing you to adjust onboarding to different types of new-hires, minimize paperwork, connect people through common interests, and ease the first-day jitters by getting the relevant admin stuff out of the way early and making their first day the best it can be.

To learn more about personalized onboarding in Bob, visit our help center.

The post Say hi to our new personalized onboarding experience appeared first on HiBob.

According to an international survey, only 17% of executives view HR departments as able to measurably prove their value to the business. Anonymous surveys and feedback check-ins are a great way to gain an understanding of how people view your role and function. From there, you can break down the barriers and let your true value shine.

We’re breaking down the three main myths about the HR role and how to debunk them.

Quick Navigation

1. HR practices are outdated.

Popular opinion tends to hold that HR loves paperwork, which couldn’t be further from the truth. Prove this one wrong by getting rid of the piles and embracing HR technology.

2. HR managers lead with emotions, heart, and instinct.

While many HR professionals have backgrounds in psychology, it’s a myth that they’re all mind readers who base their decisions purely on gut instinct. Get around this misconception by driving with data and people analytics instead.

3. HR has no power and therefore can’t affect change.

Modern-day employees struggle to see HR as change agents. This provides an opportunity to establish your role as a strategic business partner, joining the C-suite to best manage workplace change.

What’s in a name? It’s all semantics

People leaders often find themselves helping management define the scope and title of new hires. Ask anyone in HR (or finance!) and they’ll tell you the value of finding accurate job titles for new hires. This same principle holds true for HR professionals themselves, with a wide range of responsibilities and fitting titles to match. In order to be taken seriously, your people need to understand your specific HR function. Are you an HR generalist or is your niche in recruitment, analytics, operations, benefits, employer branding, or culture? Just look at these new HR titles to get a sense of the quirky options out there and find the one that’s right for you. 

In the same vein, the terminology for your initiatives should match your particular brand. It’s important to be mindful as the names you use will set the tone for the activity. Instead of human capital, try referring to it as the human experience. Take the formality out the conversation by replacing HR performance appraisals with ongoing, holistic lifestyle feedback. The options are endless for your role and company. For example, Fiverr HR makes sure to personalize every activity by playing with the ‘do-er’ phrase, connecting it to their company mission.

HR doesn’t work in a vacuum

HR interacts with every other department in the company by nature of the role. Take a note from other teams and get them involved in the rebranding process to make it a collective effort. It’s easy to see the transformation other roles have experienced simply through title changes. Account managers have now become Customer Success Managers, while Sales Managers are now Account Executives and consultants. The weight of words matter by reflecting the evolution of the positions. People teams can also learn from marketing, the experts in rebranding projects big and small, and product, who constantly pivot and reinvent themselves.

Reinvent yourself and cement your place in the organization 

Think of yourself as a brand with your own reputation and image. Rebranding is about your people seeing your specific value so you can be more productive. If you’re in a corner office and the majority of your work is confidential, they might have little insight into your world. Once you debunk the myths, rebrand your initiatives, and get other departments involved, it’s time to announce your new brand. Communication is key here. All of your efforts will be useless if they’re not communicated properly to your people! Once you take your first steps to rebrand for the new world of work, you’ll enjoy the benefits of being understood and appreciated.

At HiBob, we know that when you grow your people, you grow your business. In the new world of work, people management is crucial to driving business success for fast-growing companies. However, when it comes to your role, old habits tend to die hard. It’s time to break the belief that HR practices are outdated, purely instinct-driven, or powerless in affecting organizational change. On top of your day-to-day HR responsibilities, it’s worth investing time and effort in rebranding the HR role so your people can truly see your value.

The post HR needs a makeover: Tips for rebranding the role appeared first on HiBob.

To celebrate Bob’s integration with Slack, we decided to share our tips for the top 4 ways Bob saves the day when it comes to workplace communication and productivity.

1. When you have no idea where your coworkers are…

Whether they’re taking a personal day, holiday, out sick, or working from home, it can sometimes be hard to keep track of your coworkers and their schedules. Is the walk down the hall really worth it to find out?

Enter daily digest, a customizable summary of all the events on the channels of your choice. This allows your people to quickly view a snapshot of who’s in and out of the office.

2. Who’s the new person? When you want to find out about your new joiners…

Event notifications and shoutouts in real-time make sure you never miss a thing. Meet the new member of the sales team and get updates on your friend’s birthday happy hour! Right to your own Slack channels.

This is especially relevant for fast-growing companies that scale quickly and are in need of a tool that grows with them.

3. When you have a quick question…

Bob Slack commands to the rescue!

Are your coworker’s #holidaygoals Instagram posts giving you major FOMO? Wondering when they’ll be able to join you for lunch again? Just ask Bob directly through Slack commands.

4. When the meeting could have been an email…

It’s easier than ever to review and approve time off, including vacation days, work from home, and sick days all in Slack. Save time by skipping the in-person meeting or Bob platform request and simply respond with a click of a button.

Our seamless integration allows you to receive and manage Bob updates where you’re already spending your time, in Slack channels. Slack presents digestible Bob insights that allow for easier decision making on your end. Spend more time focusing on what matters most by integrating Bob with your favorite productivity tools.

Curious about our integrations and partners? Learn more here

The post Best Ways to Use Slack’s Integration with Bob appeared first on HiBob.