6 Ways the Pandemic has Changed how we Work

From individuals to businesses, we have all been affected by the global COVID-19 pandemic. While we understand that businesses all around have had a difficult time, still many of them have managed to turn the fates and become profitable all over again. As a matter of fact, a number of businesses out there are enjoying innumerable affirmative changes that have derived out of the ongoing situation.

It is no surprise that the way in which we work has changed significantly. However, in several ways, it has only changed for the better. During the unprecedented times, we have observed employees and organizations of the world embrace new skills while developing new behaviors to improve the way in which we operate. Most businesses have managed leveraging the global pandemic to their advantage to bring about progressive change

How has the Pandemic Changed the Way We Work?

While HR professionals have been known to toil through challenging times before, the spread of the coronavirus pandemic across the world has served to be a troubling change. The uncertainty has indeed made the job of HR professionals difficult. At the same time, the pandemic has also highlighted the importance of HR professionals within organizations like never before. 

Just like other major events across the world, a number of changes brought forth by the pandemic might subside with time. Things will go back to normal or previous scenario without much notice. However, the coronavirus pandemic will indeed change a series of elements with respect to how we work.

#Office Culture to Supportive Culture

For several years, we have been forced to believe that the typical office-centric 9 to 5 work was the best aspect of any business. As employees currently have been asked to work from home, and organizations all around have embraced the change, we are experiencing a major shift in employee independence and productivity.

The shift in work life has encouraged organizations to consider the best aspects of office culture. It has also made it possible to free employees from poor habits and inefficient processes. Leaders continue switching their overall focus from typical office culture to a highly supportive culture. The all-new focus now is on improving the lives of employees while also receiving the best inputs from them.

#Virtual-first Organizations

Most organizations are taking steps towards the direction of hybrid working environments. In this work environment, teams are capable of working both in offices and remotely.

The shift in the manner in which we work has observed a significant rise in organizations going ‘virtual first.’ It implies that modern workplaces will be distributed across homes and offices. As such, employees will have more independence in choosing the way in which they work.

For organizations working in the innovative way, they are expected to be virtual-ready. Leaders should know how they should effectively manage, evaluate and train virtually. At the same time, technology should be in proper place to ensure virtual working. Remote communications are applications of modern technology that businesses should consider embracing. This implies that cloud storage is being used for security and data in multiple modes of working. 

#Overlapping Professional and Personal Lives

For several years, we have managed to keep our personal and professional lives at a par -with minimal overlapping between the two. However, with the rise of remote working and Zoom meetings, it has given us insight into the private spaces of the team members.

Every virtual meeting or video call will make the personal lives of clients, managers, and employees visible. We are now fine with seeing pets and children of the team members on screen along with phone calls and interrupted meetings on a daily basis. 

While it might appear as distraction on a regular working day, still these smaller glimpses into each other’s personal lives can only help in strengthening workplace relationships. When you work from home, it is not possible to keep up with the completely professional persona. 

#Improved Focus on Mental Well-being

The covid-19 pandemic has observed a steep rise in a wide range of mental health issues. While it is no positive impact, it has made businesses focus more on the overall mental well-being of the employees. Organizations continue doing more than ever before towards protecting and promoting employees’ well-being amongst teams. It is a trend that is expected to continue even when the world will turn to normal.

The focus on mental health and well-being amidst workplaces will help in keeping momentum -even in the post-pandemic era. A number of businesses are forced to acknowledge and understand the importance of mental health and well-being at work. 

#Detailed Overview of Modern Technology

During the pandemic, the entire workforce was left with no choice but to design and hone new experiences and skills. Our modern population has been forced to train on revolutionary technologies at workplaces. As a result, more employees now have more skills and expertise than ever before to function efficiently -anywhere, any time.

Businesses have been forced to implement high-end technologies like never before. For instance, Nike is one company that has embraced modern technologies to switch the way in which they work during such challenging times. The teams have managed to work quickly and efficiently to ensure more stock to be sold online in comparison to previous times. 

#A Human Touch

The global pandemic has made HR professionals and managers to rethink the manner in which they communicate with the employees. Some organizations went ahead with offering continual, concise, and clear communication for helping employees be more prepared than anxious. 

During such times of crises, the best HR managers and professionals have managed to maintain personal contacts with individual employees. It is a great practice to continue even when the pandemic ends.

Conclusion

We hope that most of the positive work outcomes such as improved focus on mental health & well-being, amazing innovations, and so more will help in keeping workforces happy & healthy. At the same time, businesses can continue remaining responsive, creative, and successful throughout. 

Mental Health Challenges in the IT Sector

Over 90% of people working in the tech sector have been diagnosed with a mental health disorder, per the OSMI Mental Health in Tech (2021) Survey. Around 64.7% of them, meanwhile, report that their productivity has been affected by their struggles. The main reasons for the phenomenon include long working hours, a stressful working environment, and the competitive nature of the sector.

What Mental Health Issues Affect IT Workers?

Three of the most common health problems that impact IT workers include anxiety, depression, and burnout. Workers can also feel a sense of isolation, since many work numerous hours by themselves. A smaller percentage can have Posttraumatic Stress Disorder (PTSD). The latter is more prevalent among military and law enforcement workers, but in reality, any worker can be develop PTSD, so long as they feel in danger or threatened. Simply having a bad boss can be a source of traumatic stress.

PTSD is just one workplace injury that can bring compensation to those affected. In order to be compensated for this disorder, workers have to prove that they were exposed to a traumatic event, that it caused them harm, and that it is interfering with their daily lives.

Workers who are burnt out, depressed, or battling PTSD should seek help in order to nip their problem in the bud. Sadly, many employees soldier on in an attempt to pay their bills and satisfy their companies’ demands, aware of the competitiveness of the industry and fearful of their chances to obtain employment in another organization.

Communication is Key

Companies that are truly committed to improving the mental health of IT workers need to begin by putting in the hours required to dialogue with these employees. They need to find out what circumstances would lower stress for workers and make important concessions. For instance, flexible hours, working some days from home, and having childcare in the office may be what their employees desire.

However, every office, job, and employee is different, and each employee should be consulted to determine their source of dissatisfaction or stress. Managers should also be trained to recognize the signs of stress and other mental health issues, so they can offer appropriate resources.

Offering an Array of Health Benefits to IT Workers

Because of the known high level of mental distress among IT workers, companies should offer employees access to a professional therapist at no (or low) cost. They should additionally create employee resource groups, which introduce employees to other workers who have similar interests and demographics.

Finally, companies that offer employees wellness benefits (including gym memberships, in-office yoga and mindfulness classes, and talk therapy) should ensure that employees have set times of the day to avail of these benefits. Company and wellness goals should be aligned, so that stress-busting incentives are not mere ‘marketing’ strategies that most people never actually have enough time to enjoy.

Stress is high in the IT world owing to factors like long hours and strict deadlines. Companies wishing to avoid burnout and PTSD in their employees should begin by talking to employees, investing the required time to discover what truly plagues them, and what actions could make a difference. They should also offer free or low-cost therapy and wellness activities, making sure that employees  do not have goals that are so unrealistic, they never have time to take advantage of these benefits.

Important Considerations when Recruiting Senior Staff in Dubai (UAE)

Recruiting senior staff is quite different from hiring entry-level staff. That’s because the pool of candidates in this group is very narrow. Moreover, you need to thoroughly vet a candidate because he or she will have a lot of authority over the organization in MENA region.  

Knowing what to look for hiring a senior staff can help you find a suitable candidate who can help your business grow.  

When it comes to recruiting senior staff, employers have two options. You can:

  • Post ads and search for the staff yourself on jobboards;
  • Contact an agency to help you find the best worker according to your requirements.

Both approaches have their pros and cons. But generally, most employers prefer to contact a recruitment agency to help them look for the best candidates. Besides, these agencies know some of the strategies that they can use to get the best hires.

Most employers prefer to contact a recruitment agency to help them look for the best candidates

Important considerations when recruiting a senior-level position in the UAE

When recruiting senior staff in UAE, there are plenty of essential considerations to help you get the best candidate. Whether you are looking for senior staff to fill an executive position for a short period, or you want the staff permanently, these are some of the considerations you have to put in mind.

  1. Skills and qualifications

When it comes to hiring a senior staff in the UAE, one of the essential things you need to do is to clearly define the skills and qualifications you are looking for in the candidates. The best thing you can do is to outline the business needs so you can set your expectations, hence helping you to identify the best candidate. Moreover, when recruiting senior staff, their qualifications should be a priority. The last thing you want to do is to hire unqualified candidates.

  1. Personality traits

You should also clearly define what traits you want in senior staff. The personality traits play a significant role in determining how the senior staff will manage the team as well as engage with the departments within the organization. And of course, you don’t want to hire a candidate whose behaviors and character don’t align with those of your business. 

  1. Set realistic expectations

When looking for the senior staff, you need to hire someone who can engage with your team regardless of their skills or background. Experienced and qualified senior staff can take your business higher, but they can also run the risk of bringing down the performance of the company. So before you hire the senior staff, it’s a good idea to set clear expectations so that the potential hires know what is expected from them.

Why you should contact a recruiting agency when hiring senior staff?

Why is it important to contact a recruiting agency when recruiting senior staff in Dubai? Well, there are plenty of benefits if you let recruiting agencies help you find the best candidates for your business. These benefits include:

  • They will be able to find matched talent for your organization
  • They have wide access to passive candidates
  • They will assist you through the recruitment process
  • Assistance with all the paperwork

Why It Makes Sense to Look After Your Employees

In any business – whether you have an in-house team or a full team of freelancers – employee retention is one of the most important goals. A high rate of employee turnover can be extremely costly, and it can have a negative impact on your team’s morale and your brand reputation. It makes sense to look after your employees and make the necessary changes to improve working conditions should you need to. We’re going to dive into this topic a little further as we explore the high cost of staff turnover and the reasons why every business owner needs to stand up and look after their team members. 

The Cost of Turnover

The cost of staff turnover is often underestimated and the reason for this is the direct monetary costs are easy to tally, but the indirect costs can be more difficult to quantify. There is a niche group of people out there creating careers through job hopping to be aware of. The most obvious cost of turnover is the direct replacement cost. This includes the price of advertising, recruiting, and training new employees. 

These overheads can be significant, especially in industries that generally experience high turnover rates. There are also indirect costs that most people don’t think of. These can include decreased productivity, morale problems, and a loss of institutional knowledge. Turnover can also lead to increased stress levels for remaining employees, which can lead to a drop in their performance. All of these factors can have a negative impact on your company’s bottom line and take-home profit.

The Benefits of a Happy Workforce

A happy workforce is a productive workforce. When employees are content at work, they are less stressed, more engaged, and more productive. Lower stress levels, in turn, leads to improved focus and concentration, which translates to better work quality. 

How to Keep Your Employees Happy

Communication is key when it comes to keeping your team happy. Let each person know what’s going on in the company, and give them a chance to voice their opinion and be heard. Do what it takes to create better and safer work conditions. This can include outsourcing tasks that can be automated or hiring a third party to handle specific operations. A good example of this would be a company in the logistics industry using fleet management software and installing dash cams in each of their vehicles. Not only will installing dash cams and using the software for tracking and reporting improve driver safety, but it will also help to reduce costs and increase productivity levels going forward.

Appreciation also goes a long way to creating a team that’s content with how the business is run. Show your employees that you value their hard work with regular acknowledgement and reinforcement. Finally, development opportunities show that you care about your employees’ growth and development. Offer training and development opportunities regularly to help each person reach their full potential. Allowing employees time off to continue further education (as long as it doesn’t interfere with your operations and goals) is also a great way to show them that you’re invested in their futures as well as the future of your business. 

Building a Career Through Job Hopping

According to job seekers, there is nothing wrong with job hopping. After all, everyone wants to earn more and, at the same time, improve as a specialist. How much do recruiters agree with this point of view when they see from the resume that the candidate is inclined to job changes 2-3 times a year? In general, is it possible to count on successful career building with job hopping? Let’s figure it out.

How Do HR Managers Assess the Situation?

A few years ago, employers considered applicants who have changed jobs more than once a year to be “flyers” and often denied them employment. However, times have changed, and these changes have affected the idea of ​​the workers’ constancy. Today, those candidates who have changed 2-3 jobs during the year have serious reasons for concern. Although, a loyal attitude toward them also has its limits. What do HRs think about those who frequently change employers and are currently searching for a job?

Most likely, this is a conflicting person with a quarrelsome character. Perhaps they are constantly dissatisfied with everything: the corporate culture, the team, the attitude of the boss, the level of wages, so they easily move from place to place. Apparently, this applicant does not know what they want. They do not set clear goals for themselves and quickly lose interest in any work because they simply do not strive for anything.

Perhaps the reason for the frequent change of work lies in the incompetence of a person. Maybe they cannot adequately endure even a trial period, so they go from one employer to another. If the recruiter is interested in the professional qualities of the candidate, then they will try to find out the reason for such inconstancy during the interview. Therefore, be prepared to give good arguments for your behavior and do not leave the interlocutor the slightest opportunity to build their assumptions.

For example, moving and inconvenient transport interchange, which significantly increases the time spent on the road, can be considered a good reason for changing jobs. Or perhaps you are renting an apartment and are forced to look for new sources of income after a rent increase. Try to make the reasons for your decisions logical and justified.

Along with this, “frequently migrating” candidates may also suffer financial losses. Indeed, in such a situation, it is hard to develop a business reputation, which has a positive effect on the level of wages. First, the company is in no hurry to offer a high salary to an employee who may soon go back in search of better working conditions. Secondly, frequent changes do not contribute to career growth, and it is also not necessary to count on a salary increase for long service.

Frequent changes do not contribute to career growth.

Job Hopping: Arguments For and Against

So, the disadvantages of regular job changes include:

  • The biased attitude of the interviewer, if the applicant could not provide a clear explanation or the motives of his actions;
  • Difficulties in increasing the market value of their labor;
  • Lack of stability.

From the job seeker’s point of view, the benefits of job hopping include the following:

  • Opportunity to find the best working conditions, improve your skills, and not stop in your professional development;
  • Broaden your horizons, gain experience of cooperation with different people;
  • Master innovative methods of building a business process;
  • The opportunity to “find yourself” as a result of the search, choose your specialization.

Three Tips for Applicants Who Frequently Change the Job

If you want to make a good impression on your interviewer, you should keep in mind these three tips for job hoppers:

  1. When you start looking for a job, decide on your goals. Carefully evaluate the potential employer, position, and reputation of the company in the market. Try to ensure that each new job increases your value and opens up prospects for moving up the career ladder. Ask yourself a question: am I ready to work here for 2-3 years? If you feel doubts, once again weigh all the pros and cons of the vacancy.
  2. If you’ve been changing jobs a lot lately, point out your strengths to the recruiter. After all, the skills and strengths of a specialist are much more important than the period during which they worked.
  3. Be sure to explain to the interviewer why you are currently searching. Try to convince your interlocutor that you are seriously interested in long-term cooperation and want to work in this particular company.

How to Understand That Your New Job Is the Path to Development?

Recent studies on leadership intelligence have shown that professionals constantly learning something new are 10 times more likely to feel interested in their work. Unfortunately, only 35% of respondents admitted that their work provides an opportunity to learn new things. Few companies make sure that their employees are constantly learning and growing professionally. In most cases, you will have to conduct an independent search to understand how much the employer is interested in the professional growth of their employees. To do this, there are two simple questions that you can ask during the interview process:

  1. Can you tell about an employee who developed his competencies and acquired new skills while working for you? The purpose of your question is to understand how attentive the manager is to his subordinate’s development;
  2. How often do you meet with your subordinates as a mentor or coach? It seems natural that a manager should serve as a mentor to his employees. But a recent study showed that only 20% of employees say that the CEO takes an active part in their development as professionals. If in response to this question you cannot even be given a general answer, this is a reason to be wary.

Of course, both of these questions should be asked at the interview with the manager. Even a qualified HR does not always know about all the processes within the team. If you notice that the interlocutor has taken a defensive position, it is worth recognizing that employee training is far from a crucial issue for the company.

What is Amazon ERC Number? How do I contact Amazon’s HR department?

Amazon ERC number is an identification number that Amazon assigns to each employee. The HR department is the best place to contact for any employment related queries.

The Employment Resource Center (Amazon ERC) is a contact number (888) 892-7180 where you can direct contact Amazon HR (Human Resources) and ask any questions related to their employment. If you have a job offer and are looking for more information about the benefits, you can contact HR by sending a message to their email address, an ERC Amazon number or by phone.

Introduction – ERC Amazon

Thanks to this pandemic, every day or week hundreds of employees contact their HR teams requesting covid-19 related leaves. The Amazon case managers that we use at the ERC are handling all these requests with help from Amazon’s ERC.

Organizations today face many challenges in getting their workforce and employees on the same page. Amazon ERC is here to help solve employee queries with our state-of-the-art chatbots and call assistance service.

What is the Amazon ERC Number?

The Amazon ERC number is (888) 892-7180. Just simply, can call or contact HR.

If you’re facing any issue, like if you applied for a job or near past and didn’t receive an offer letter or your payslip, then you can discuss it on a call.

When should I Contact Amazon ERC Number?

If you want to find out more about the job application details or your joining date, then contact Amazon’s human resources team. the Amazon HR number is 00 1 206-922-0880.

The timing of the Amazon ERC contact number is from 10:00 AM to 5:00 PM, this number is given by the HR department.

If you need help, Amazon’s Employee Resource Centre is there for you. Just remember to call (number), email, or message them on their website if you have any questions – they’ll reply in a short time!

ERC Amazon phone number is used for solving the issues of employees. You can contact amazon HR in the following ways:

  • Call Amazon ERC phone number at (888) 892-7180.
  • Make a connection on Linkedin.
  • If you are looking for a job, you can visit the amazon career or can chat on the career portal and collect information on queries.
  • If you live in the city where Amazon has an office, you’ll have a better chance to explore your career. They’ll help with finding jobs for those who apply or are looking for them.
  • If you are interested in doing Job in Amazon, you can reach or take help from referral employees.
  • Around the globe, there is 9 location where the amazon employment resource center associated with the amazon ERC no.
  • If you want to know the best availability to contact, you should call between 10 am to 11 am.

How does Amazon ERC Number work?

ERC Amazon phone number is generated with the HR department. The ERC helps to solve the problem of employees and create good relationships with partners as well as the administration.

The ERC team is ready to help the number of employees and analyzing the problem within 24 hours. The Amazon ERC team works hard to collect all the information regarding the work, payout, skill, etc.

It provides the perfect solution with detailed descriptions and it contains a team of 2500 to 3000 members.

  • The Amazon ERC number is (888) 892-7180. You can contact Amazon Human Resources and ask your queries.
  • ERC Amazon phone number is available from 10:00 a.m. to 5:00 p.m. on normal business days.
  • We would love to invite you to join us. If you are interested, please call us during the specified time.
  • If we talked about Amazon customer service, then it is available 24/7 via phone call, email, and chat. You can book your order at any time without hesitation.
  • ERC Amazon team deals with lots of employees range from 2500 to 3500 that offers to employees around 48+ countries and about 15 different languages.

Benefits & Environmental – ERC Amazon department

The Amazon ERC and HR department play an important role in every company or organization. They can make a major difference to your business, whether it be the growth, development or success of the company.

  • If the HR department works properly then it ensures the development of the organization increases. So, it plays an important role in any company’s development.
  • If anyone wants to join this organization and wants to develop their skills, then he/she can work in this organization.
  • Amazon’s HR department will help you to join Amazon and is ready to help in every manner.
  • It also offers a training program to guide you for the work. This department also helps to develop their competitive skills.
  • Amazon ERC department, learns how to deliver productive work, and how to polish their skills?
  • The ERC department team can track every call with an amazing level of accurateness.

Number of Amazon employees

The total number of employees at Amazon company.

  • Approx 80,0000 employees are working and it includes all the departments.
  • You can check the vacancies on the Amazon jobs website.
  • Check out the following step-by-step video that will help you fill your form.

Conclusion

Amazon employees get an ERC Number from HR and use that to solve any problems you have. It gives employment to 1,25,300 full and part-time and also provides temporary employment to 1750,000 seasonal employees.

With Amazon ERC, you can learn new skills and flex your creativity, which will go a long way in developing yourself.

And it is one of the largest companies around the globe and this Amazon ERC phone number is available to solve the problems of employees within 24 hours.

  • Amazon ERC provides a good opportunity to work and create new skills. T
  • The Amazon ERC phone number is (888) 892-7180.
  • The Amazon HR number is 00 1 206-922-0880.
  • If you would like to contact directly at customer service, you can call on this number also 1-888-280-4331.

5 Ways to Enhance Employee Management Through HRMS

Despite various efforts and techniques being used by the organizations, almost all are failing at proper employee management. To keep up with the fast-changing world, new techniques should be introduced to enhance employee management

One way of ensuring this is by integrating powerful HRMS software. All the new-age HR Management Solutions are built with features that can ease the burden of HR as well as the employees.

To be satisfied and engaged with their jobs, the employees prefer to be in an environment where they feel valued and appreciated. 

Let’s have a look at the top 5 ways a good HRMS software can better employee management- 

Transparency

This is one of the key benefits of installing HRMS software. It ensures that all the workers in an organization have a crystal-clear view of their policy, as well as other organization policies. 

The HR department can easily add all the employee-related information on the dashboard, like their leave balance, holiday calendar, performance graphs, etc. All the employees need to know is login onto the portal, and all the data is a click away. This helps the workers in becoming aware of their benefits policies, provident schemes, etc. 

Correspondingly, it benefits the HR department as well, as they too can view the employee-related data such as their work schedules, skill sets, leave applications, etc. 

Onboarding

It is said that the first impression is the last impression, and rightly so. When new hires join the organization, they have expectations and aspirations for their job. Through the onboarding process, the employees come to know all about the organization, that is, the targets, goals, work schedule, culture, etc. 

A good HRMS software can help in making this conducive by making the interaction of the employees with the organization lasting and positive. The software will help the new hires in realizing their targets and responsibilities towards the organization and thus help in aligning their future with it. 

The onboarding process is equally easy for the HR department as all the documents required can be uploaded by the employees themselves. They can directly upload it on the portal, making it seamless for the HR department too. 

Common Platform

The modern HRMS software provides a common platform for all the employees in an organization to share their thoughts and ideas. By creating surveys and group activities, employee engagement can be enhanced to a great level. 

The software is also capable of organizing online training for new hires or a particular team of the organization if needed. Such activities boost up the morale and engagement of all the employees. 

Employee Self Service Portal

A new aged HRMS software comes with a built-in ESS Portal (Employee Self Service). When an organization makes the wise decision of investing in an HR software, one of the key reasons is to lower the burden of HR. 

With the help of the ESS portal, employees can perform many tasks on their own without getting HR involved, like applying for a leave. 

Earlier, the employees had to manually fill out a form and wait for days and weeks for the manager’s approval. Now it has all become simplified and quicker with the help of HRMS software.

Rewards

Unjust appraisals are worse than no appraisals. A good HRMS software provides performance assessment to the managers, lets them peruse which employee has done how much work. This helps the managers in making an informed and fair decision on the appraisal. 

Takeaway

Thus, the advantages of HRMS software to improvise employee management are plenty. A new-age HR software is designed to increase the efficiency and productivity of the employees and the organization.