Your Business Is Doomed ! – Here is why…

WebHR_EmbraceTheChange

 

“Winter is coming” – No it’s spring actually, so you can smile! The agonies are finally over, or are they?

Look around you and try to absorb the fast pace of change, if you haven’t been to a public park in a long while, now is your time to go sit in the sun ( like the one we have here in California )

Coming back to what I want to share with you, if you haven’t had a reality check I want to send you to a verbal intervention, shake you up a bit. If you own a business, buckle up! I want you to rise from your sweet slumbers and witness the global shift in the way businesses work these days.

There was a time when big corporations ( the sharks) reaped all the benefits and dominated in every area you can imagine.

Fast forward to “today” where we see startups and small companies taking over the world. Something that was unimaginable 10 years ago.

Imagine, what your company is doing with 50 employees and the same is done by a 3 employee company, even more efficiently, what would you do?

Scary! isn’t it?

Sears, JC Penny, RadioShack etc these are the outlets we millennials have been visiting since we were  small kids, looking at them fading away today just breaks our hearts.

How to save them?

After every few decades, there is a paradigm shift, that changes the whole scenario and if you are not fast enough to move to the next paradigm, you will be left out.

AI, AR, VR, ML, NLP – Are these all just buzz words? I don’t think so, I think you cannot step into the future without them.

If your company does not board this super sonic flight of innovation, it will bite the dust and evaporate eventually.

In today’s age if your company is not well equipped with tools of technology, a startup will eat your lunch and eventually replace you.No matter how harsh it sounds, this is the reality. Kind of like what Uber is doing to the Taxis and AirBnB is doing to the hotels.

“You can run, you can hide but you cannot escape this apocalypse”

So, what is it that you are missing out on?

And what can you do to make sure, your company lives to see another day ?

  1. Get WebHR, sit back and relax and “walla” you are done! – “NO!” JK! There is much more that you have to do, Such as –
  2. Equip with technology in every possible way
  3. Go mobile wherever you can
  4. Meet remotely as much as you can
  5. Cut your costs and avoid extensive cash burn
  6. Automate! automate! automate!

Technology:

Fifteen years ago, businesses without a website were considered as stone-age companies, of course your business has a website today but does it have a chatbot?

Chatbots are a great way to engage with your customers by not hiring, expensive support team.

Of course a chatbot cannot replace a human but trust me, it can handle 60% of their tasks efficiently. The way 1-800 replaced a lot of customer support representatives 10 years ago. Today chatbots are replacing 1-800s

Go Mobile :

If your business is tied to a building, you should consider going mobile wherever you can. Gone are the days of brick and mortar, lets not forget, that every individual is equipped with state of the art smart phone in their pockets, who wants to have access to your business even when they are pooping!

 

Meet Remotely :

GoToMeeting, Xoom, Skype, Hangouts, etc these are some of the ways we are suppose to meet people these days, rather than flying or driving – That’s so yesterday !

Technology has made communication so fast and efficient that you can have a meeting with a prospect client based in Japan at 9:30 am and with another client in San Francisco at 10:00 am.

I met a few people probably in their 60s last month and they were constantly flying back and forth to meet their clients, result? They were out of business soon! I say cut the cost and cut the crap!

Avoid Cash Burn :

Let me just ask a simple but very important question, “Do you have to hire expensive HR people, when you can do the same for just $50 Amazon Echo device? ”

Think of cost cutting, a drone can bring versus the delivery guy. I feel sorry for all the jobs that technology will cut  – but this is unavoidable!  Time and again we have seen and witnessed the downfall of large corporations with more employees than some countries in this world, some of them just hiring to look bigger and the rest to burn the cash they got from making a fool out of wealthy people. The amount of pain and agony that some very dedicated teams have to go through, when the companies realize that they don’t have enough to have such large teams and begin their process of downsizing. The anger and resentment is just part and parcel of those procedures.

 

Automate :

Every industry is taking enormous advantage of automation revolution. Why should the small and medium companies be left out? If I must say, this is your chance to compete directly with the big bosses or the large enterprises. Regardless of what industry you are in, you can make a huge impact and set the sails of success in the right direction. This is when you define the character of your company by displaying the kind of ambitions and motto you follow. Be a champion by embracing the innovation and the boon of triumph will be served to you in the golden platter.

 

Technology is the only enabler that has brought everyone on the same page. Today any small or a medium company can buy sophisticated software, that were only affordable by large enterprises few years ago. Software as a service ( SaaS ) is becoming the de facto or mainstream choice for the companies, to acquire all of the latest tools at the fraction of a price.

You too, can survive the wave of innovation and stay afloat by using it as your “life buoy”

 

How Loyal Are Your Employees ?

employeesloyaltyThe workplace science and chemistry is directly reflective of inner harmony or devotion of an employee towards their employers. A strong allegiance often is a result of constant and untiring efforts on both, the employee and employers end. As of today, hiring is not that big of a hurdle as compared to engagement and retention of the best talent on the team. The feeling of belonging and merging with an environment comes with understanding and working with different mindsets. An attitude that emanates a sense of interest in the idea of commitment towards the employer, a sense of duty that clearly embodies that no employee should knowingly or willfully bring harm to the employer’s business or have conflict at work, that is due to the polarity of their self interests.

As businesses mature and companies go through phases of metamorphosis, it generally becomes more complicated to practically achieve this balance. A growing and successful business is more often a result of multiple tough decisions and a constant wave of restructuring, hiring, firing and resizing teams. In the midst of all that craze, any layoff can become an ugly next day news headlines.

We have seen this happening now, more than ever that with a wave of dozens of large companies that managed to hire too fast, without analyzing practical expenditures Vs. true earnings, had artificially inflated valuations. All of that drama is coming to an end and we have observed some of the very popular companies crumbling under such pressures by being carelessly extravagant. Then begins a cycle of layoffs, resulting in angered employees, who would magnify any discrepancies a company has; sometimes publicly in press.

A bad press is what scares many large corporations, or we must say that it should. There are many examples that we can directly relate to, Theranos, Zenefits and Uber top the charts for controversies and employee dishonesty. The problems were not mainly related to employee loyalty but a major set back happened due to that. I always say and stress on this, that if honesty pays back, dishonesty can bite back when one’s least expecting it. To expect a loyal and honest employee that you could present as a gold star standard, the leadership in a company must portray a major share of those traits itself, to ensure that it is a give and take scenario. If this sensitive equilibrium is not maintained, a back lash can hit hard. Many companies don’t realize the implications of downsizing , it doesn’t just immensely mar their image but the benefits they expect to reap from that restructuring are too little, as compared to the negative vibes emerging in the market about them. A loss of trust and respect are the major areas where the race is lost. It is a better approach, we must say, to build business with a hiring process that is not fueled and forced by the investment or profit but rather is more focused towards the goals it meets, through a number of employees that is just “enough” for its needs. Hiring a team, to look powerful and influential or just because some investor pumped more money into the business, makes no sense.

We are an impatient society that has weird ideals and want quick results, even if that means you need to fake it at times. “The growth at all costs” does not necessitates that one deals their conscience for money. The founders who rise above and beyond that notion, not just acquire that equilibrium but earn a long lasting employee loyalty.

How many times do we see employees actually beginning businesses that are in direct competition with an employer, steal business secrets, unlawfully take confidential customer lists and supply them to the competitors, lure the existing customers towards a new business, some even conspire and cause massive resignations of the key employees from the company( e.g the Co-founder of hyperloop ), delaying a deal intentionally so that they could direct it to their maturing business, vandalizing records or computer files etc. All these actions are however, crimes punishable by law but by the time the law gets to them a substantial amount of harm has already been caused.

To put an employee’s duty under a proper law and boundary a  mechanism is in place and this law is called a “Uniform Trade Secrets Act”  This act clearly hinders any embezzlement of trade secrets by illegal means.

There is a wide array of laws in this regard like:

  • Computer Fraud and Abuse Act ( CFAA )
  • A non-competition clause, also called a ” non-compete clause, a restrictive covenant, or a covenant not to compete”
  • A non-solicitation clause
  • A confidentiality clause
  • A work for hire clause

The details of these clauses can be looked up, while no employer is immune to fraud and theft but a certain amount of research done before hand can save them from a lot of future trouble.

A few important guidelines to follow are:

  • Background checks, specially with teams that handle and maintain finances
  • Securing company’s financial records ( regular password changes )
  • Thorough review of the payroll records to check phantom employees
  • Adopt a code of ethics or policy manual that is publicly known by the employees
  • Try to get employee dishonesty insurance coverage

An employee’s loyalty is not just a definition of their personality, it is also a reflection of a good leadership guiding and training them to enhance the culture of a company.

Give Your HR A Face Lift

webhrposter33

 

The diversification of teams at workplace is increasingly bringing up a question, that most of the HR industry has not been answering –           ” why is there no cost-efficient high quality tool with zero set-up cost that works like a charm for small-mid-sized companies. The key is to not break their budget and still be profitable”  The answer is there is a huge void left in that space and there is literally no one out there that does that.

There is an evident need of an HR face-lift for years now. Flexible All-In-One Platforms are going to be the next big game changers. There is an urgency for HR solution providers to revamp their age-old practices. Larger Enterprise solution providers scare companies away with their over the top prices and complex, multi-layered, hard to get use-to set-ups, that require extra service charges. Everything seems to be a trap, so the customers are paying a lot for too little. The other softwares offer limited HR services and leave huge gaps, leaving no choice for small-mid sized companies. Expensive is better, is no longer true these days, since there are cloud based SaaS solutions to solve that.

WebHR ( http://webhr.co ) is one of those unique All-In-One HR platforms that has an ample of capacity to customize itself according to the needs of its customer base. Rapid innovation, has set WebHR apart from mediocrity of slower more traditional platforms, charging ridiculous price from the customers. WebHR incorporates innovative techniques to tackle this and has been handling way more pain points than any other HR  operating model. It has become an “HR Manager” for companies that have just started and don’t even have an HR department, to going as far as an “internal HR consultant”, that replaces a whole team of people required to define talent practices. It has become the planning expert, analyst and an internal auditor, solving all problems at once. WebHR is innovating at a rocket pace using AI and automating things that have never been automated in an HR software before.

Data science has become an integral part of the face-lifts and WebHR has been researching the future prospects continuously. The new workforce around the globe is treading the margins and has crossed into a territory, where laws and rule books have to be re-written accordingly. The change is evident in the cultural and gender diversification including the dynamic nature of their job titles.

WebHR is the true digital HR that the markets have been searching, as it knows how to evaluate the trends and shapes it accordingly, designing enhanced tools for a better, more engaged and closely knit DNA of a team structure at at work. Allowing them to communicate through HR in a fun Facebook kind of way and still perform their hard-core HR activities with ease. WebHR’s fluent and easy app, is now the most reliable HR platform existing. WebHR is a platform that a company seeks when their employees join, to their exit, to even after they leave. This is by far, the most detail oriented platform to ever surface.

The perfect feedback is that, it is easy to use, since WebHR managed the difficult and intricate part of making it user-friendly at the back end, so that what shows at the front is a superior,  flawless,and fluent UX. A frequently noted feedback is that they haven’t seen anything like it. WebHR’s amazing advancement in AI and NLP has been ground breaking and people in this industry need to watch out for WebHR, as it is paving its own way to the top.

WebHR has a way of transparent goal setting, performance management, evaluation and enhancement, anonymous employee data converted into analytical reporting , access and evaluate data that the top management of a company wants to see , employee wellness, document sharing, advanced tool for on-boarding and managing different types of employees, mobile time and attendance, e-tracking, e-signatures, benefits management and a lot more. It  has forced the CEO’s to be more connected to their teams and conduct evaluations and surveys to generate a vibe that says, there is a sense of harmony across the team.

WebHR has stepped into uplifting the user experience and incorporating futuristic practices. WebHR is all ripe to disrupt this industry and is going to do it faster.