Introduction
You need happy employees in your team to think ahead, giving laser-sharp attention to work. In 2024, work mode is going to be more complex and non-linear. Employees to take actions based on limited information and take ownership of their project deliverables.
They have to learn new skills every other quarter and be change and future-ready in no time. This pressure creates a lacuna for them. They often can be prone to negative emotions and workflows like investing too much time in trivial work, having no clarity on how to achieve their goals in 2024, or how to scale their operations with limited resources.
When that happens, their emotions at work take a dip. They are less happy and content with their work. But, as a talent manager, you have to step in continuously. The same task is for the team leaders as well.
If they cannot keep their staff happy, how do they expect them to perform exceptionally without much guidance?
So, this blog is for all such managers and leaders to ensure they have the right knowledge, medium, and tools to mentor their team players to be happier and more satisfied at work in 2024.
What are the steps to mentor your teams to be happy with modern HR software or tools?
1. Identify employee sentiments regularly.
HR managers mut identify the current levels of the employee’s moods. This is possible with the Happiness Metre or a mood-o-meter installed in the virtual biometric system. Every staff member would punch in and punch out with their current mood levels. This shows if they are happy, sad, tired, or feeling average when they are at work.
Team leaders, talent managers, or even the HR leaders read this data to gauge a trend in the workplace. They find out if the culture is becoming burdensome for all. If the mood is dipping or fluctuating only for a person, it means the problem lies with their workflow or the way they are dealing with the work.
That way, the team leader can approach them personally. They will mentor or guide them accordingly. Otherwise, they can assign them a buddy in the organisation to elevate their mood and business performance. They can also put them in the performance improvement plan to streamline their workday challenges with smart HRMS.
2. Let employees take ownership of their workdays with a holiday calendar.
HR managers must provide employees with a holiday calendar to make plans for vacations. They need time off from work life regularly when the going is getting tougher. They have personal commitments as well to meet. Thus, a holiday calendar helps a lot. They know in advance about the holidays they will be eligible for in the coming months. Otherwise, they can apply for an optional holiday when they know the leave balance.
All this data is easy to view and access on the mobile-enabled HRMS software. So, when the staff members take leave as per their schedule, they can take ownership of their workdays easily or without micromanagement.
When the employees are able to do so, they are happier. They feel that sense of belonging, ownership, and authority in their work life. This way, they can find the right work-life balance they craved for so long.
3. Set automated chain of approvals for lesser follow ups and improved TAT on requests.
A modern HR tech provides an automated chain of approvals, reducing an employee’s dependency on the administrator. They can send requests on the platform and not be stuck in the feedback or follow-up loop. This process saves 100s of hours of manual effort, which they can invest in pushing forward their deliverables and creating a major impact.
When employees have a faster turnaround time to complete projects, they feel honoured and are more disciplined. Then, their workplace happiness remains intact and even elevates when they feel that they are adding great value to their team and the firm.
4. Delegate tasks according to expertise and skills instead of experience.
HR managers must delegate crucial tasks depending on the skills of employees in 2024. This will change the way a workflow is set up in the organisation. It means, the workflow will be more linear, depending on who can carry a particular task with a faster turnaround time and higher impact.
We know that when the processes are streamlined, anyone can do the work. There is a written rule or policy already in the form of job roles and descriptions. Employees are also learning new skills every other quarter to remain relevant.
So, now, the work is more valuable in terms of the skills an employee has and the impact they can create for the assigned task. At the same time, the reporting manager must be concerned about how many tasks to assign to a particular person.
They must not overburden the star performer and not let anyone slack with only a few tasks. So, the project and task management modules come into the picture and give visibility to the manager about each team member’s tasks, productivity, skill sets and more relevant information.
Now, the role of the manager has changed to be an advisor and a coach. They will have to have a sharpen and analytical mind to delegate and distribute tasks accordingly so that each employees feel that they’re doing the best job possible and remain happier.
5. Allow team members to teach and coach one another for fun.
One of the best ways to make your employees happy is to allow them to teach and mentor one another. When you have there are a lot of star performers in your team, you need to capitalise on their talent. Do that by offering them an eLMS platform to create, design, and upload training sessions and webinars for the internal talent or stakeholders.
This creates a collaborative emotion and feeling in the team. Even the slackers can feel the urge to give a lesson, lecture, or training session the next time. This platform must be equally accessible and viewable to all members of the team.
The ones who are feeling sad or demotivated can revisit the training session again in the eLMS module whenever they want to. The reporting manager can also grant them permission to download the course or mentorship program to consume it offline to learn the content at their own pace.
Conclusion
Read the 5 steps in this blog to make your employees happier with smart HR tech. If you’re new at managing people, this is a blog copy that can be your guide. Read it thoroughly to know how to balance fun and targets at the same time at work for your diverse teams.
