Basic metrics of effective work of the HR department. Part 3

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The HR manager is an important link in the life of the company. Its tasks include searching for candidates, improving the skills of personnel, and minimizing reputational risks while reducing staff. All actions of the HR manager have a direct impact on the level of efficiency of the company. If you let things take their course, and do not evaluate the effectiveness of the activities carried out, the company will stagnate, increase costs and reduce revenue.

In the first article of the cycle devoted to the use of analytics in the work of the HR department, we talked about the basic KPIs that allow evaluating the actions of the HR manager. In the second-about the parameters that need to be controlled by HR, and in the final material, we will continue this topic.

Average performance rating

Average performance rating – a system for evaluating work in percentages or points. It is important for the HR manager not only to implement this practice in the organization but also to regularly conduct cross-sections. Beginners should be evaluated at intervals of 3 months, “old — timers” – at intervals of six months. Do not forget to compare the dynamics of the work of the departments as a whole – these data can become a marker of changes in the atmosphere of the team.

The increase in the average value for individual employees indicates a qualitative improvement in training.

It is important not just to calculate the rating, but also to correlate it with profit. After all, firstly, the increasing contribution of employees should have a positive impact on financial flows. And, secondly, the increase in labor efficiency should always be higher than the increase in the percentage of salary expenses for the year. Simply put, while maintaining the cost fund at the same level, the profit from the activities of the staff, in a normal situation, increases.

“On paper” everything seems simple and obvious. But in life, unfortunately, it happens a little differently, and the average performance rating, with enviable persistence, does not move from the dead point. The HR manager begins to frantically search for the problem, inviting all sorts of business coaches, implementing “best practices” from the Internet and making a thousand and one more chaotic body movements that do not bring the desired effect. All this happens against the background of irrevocably passing time.

The software package Mirobase will help to cope with the task of HR. Instead of implementing incomprehensible tips that are based on someone else’s experience and completely different realities, it is easier to find working effective models in your own, native, company. To do this, it is enough to identify the “leaders “and analyze how their actions differ from the behavior of the “laggards”. The “Categories/Deviations” report can solve the problem. Differences in the performance of the same tasks are often the “success factor”. Companies using Mirobase conducted analytics and found that a productive manager responds to requests faster, sends out more correspondence, and has a wider circle of contacts than his colleagues. The indicators that distinguish a “leader” from an “outsider” vary from business to business. But the principle is always the same. As the famous English expression says – “the devil is in the details”. Only by detecting the little things that directly affect productivity, which are specific to a particular type of business in the current environment, we can achieve an increase in financial performance. The implementation of other people’s practices, in 9 cases out of 10, leads to a deterioration of the situation. It is impossible to find the notorious “small differences” by eye, without the use of digital systems.
Another key point for HR, which Mirobase will help to understand: the analysis of the performance rating of departments. There are often situations when, against the general background of growth, a division is not only showing dynamics, but also sharply losing ground. And this is despite the fact that the company has found and implemented effective work models.
The reason for this phenomenon is often a hidden conflict that has gone beyond the “one-on-one” confrontation. This can be a mass bullying of the “white crow”, during which Brothers in trade begin to think not about work, but about how to annoy a neighbor. Or the confrontation of groups in the team, differently assessing the current processes in the company. In the end, a change of head, and the non-recognition of the new leader as part of the subordinates – is a great reason for confrontation.

By monitoring communication in messengers, correspondence and the circle of contacts, the manager, and with him HR, will promptly detect such a situation, understand the root causes and stop the development of a conflict that negatively affects work processes.

The HR manager’s job consists of 90% analytics, and only 10% of the time is spent searching for new employees. The success of all 100% of the tasks depends on the availability of operational information based on facts, not assumptions. In order for newcomers to quickly feel like they belong in the team, labor productivity has reached the desired level, and KPI has worked, it is necessary to evaluate a number of key indicators on a daily basis. And this is not possible without analytics systems that aggregate data. Mirobase will help to collect the necessary information, conduct research activities, evaluate the implemented changes and will constantly have a keen sense of the pulse of the company’s life.

Thanks to the monitoring of personnel actions and a variety of reports, HR will finally be able to perform all the duties assigned to it and will no longer be a regular recruiter.

Basic metrics of effective work of the HR department. Part 2

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The HR manager’s work is closely linked to all aspects of the company’s life. His direct responsibilities include the adaptation of newcomers, supervision of employees and departments, participation in the formation of key performance indicators, and analysis of the company’s performance based on the profit received.

By leveling the role of HR, the head significantly complicates his life: expenses remain at the same level, but some of the work is not performed by anyone, and important nuances of the activity are out of control.

In the previous article, we discussed the basic metrics that should be tracked by the HR manager, as well as the KPIs that characterize the productivity of the HR department itself. Today we will talk about no less important parameters of HR’s work.

Time of achieving performance

The time to achieve productivity is the point when a new employee begins to demonstrate the minimum required level of labor efficiency.

By determining the average number of days it takes to reach this target, the head will be able to assess the quality of the adaptation program, as well as the work done by the HR manager.
If newcomers do not reach the specified KPIs in isolated cases, it is obvious that a mistake was made in the hiring process. However, if the problem has become widespread, it is necessary to pay close attention to the work of the personnel officer.

To find out whether HR works for the benefit of the company or prefers to deal with personal matters, the report “Activity feed”, provided in the Mirobase software, will help. If the HR manager turned out to be a workaholic, it will be necessary to dig much deeper.

First, you should find employees who have successfully reached the specified labor standards and analyze their behavior patterns. And then compare the algorithms of the “leaders” with the “laggards”. For this purpose, the report “Categories/Deviations” is suitable.

Differences in actions and approaches to tasks are the key to success, which allows achieving the desired KPIs. By identifying the deviations inherent in “leaders”, studying successful practices and, implementing them in the adaptation and training program, the manager will increase the percentage of employees who quickly reach the minimum productivity threshold.

Increase of employee efficiency

The assessment of changes in the effectiveness of each employee in particular and of the departments as a whole is a marker of the quality of recruitment and adaptation of personnel in the team.
If each new employee performs better than his predecessor, and the “old-timers” do not sit still, preferring to constantly develop, labor productivity will steadily increase, affecting the overall efficiency of the company.

Even though the importance of these indicators is not in doubt, because of the pitfalls, their assessment with enviable regularity is wrong.
How to track the productivity of each employee? The “correct” template solution is to force the staff to write reports, having previously stipulated the KPI. But will such pieces of paper reflect reality?

Firstly, a small change in the numbers in the documentation in a second turns the idler into a heroic worker. And, secondly, most of these reports are not based on objective figures of the labor day picture.

These problems are easily solved by Mirobase. The complex registers all the actions of the staff at the computer during working hours, and synchronization with the ACS complements the picture, recording movements around the office. Data collection does not affect the performance of computers, and the creation of reports takes a few minutes.

Creating personal reports is an excellent practice, which should not be abandoned, provided that it is supplemented with statistics of the electronic system, and there is no deception – distorting key performance indicators to please yourself. This can also be controlled by Mirobase, which has the tool “Verification of falsifications” in its database. Any “manual” intervention in the flow of numbers leaves an indelible mark, which immediately fixes the complex.

The HR manager is an important link in the life of the company. Its tasks include searching for candidates, improving the skills of personnel, minimizing reputational risks while reducing staff. All actions of the HR manager have a direct impact on the level of efficiency of the company. If you let things take their course, and do not evaluate the effectiveness of the activities carried out, the company will stagnate, increase costs and reduce revenue.

In the first article of the cycle devoted to the use of analytics in the work of the HR department, we talked about the basic KPIs that allow to evaluate the actions of the HR manager. In the second-about the parameters that need to be controlled by HR, and in the final material we will continue this topic.

Average performance rating

Average performance rating – a system for evaluating work in percentages or points. It is important for the HR manager not only to implement this practice in the organization, but also to regularly conduct cross-sections. Beginners should be evaluated at intervals of 3 months, “old — timers” – at intervals of six months. Do not forget to compare the dynamics of the work of the departments as a whole – these data can become a marker of changes in the atmosphere in the team.

The increase in the average value for individual employees indicates a qualitative improvement in training.

It is important not just to calculate the rating, but also to correlate it with profit. After all, firstly, the increasing contribution of employees should have a positive impact on financial flows. And, secondly, the increase in labor efficiency should always be higher than the increase in the percentage of salary expenses for the year. Simply put, while maintaining the cost fund at the same level, the profit from the activities of the staff, in a normal situation, increases.

“On paper” everything seems simple and obvious. But in life, unfortunately, it happens a little differently, and the average performance rating, with enviable persistence, does not move from the dead point. The HR manager begins to frantically search for the problem, inviting all sorts of business coaches, implementing “best practices” from the Internet and making a thousand and one more chaotic body movements that do not bring the desired effect. All this happens against the background of irrevocably passing time.

The software package Mirobase will help to cope with the task of HR. Instead of implementing incomprehensible tips that are based on someone else’s experience and completely different realities, it is easier to find working effective models in your own, native, company. To do this, it is enough to identify the “leaders” and analyze how their actions differ from the behavior of the “laggards”. The “Categories/Deviations” report can solve the problem. Differences in the performance of the same tasks are often the “success factor”. Companies using Mirobase conducted analytics and found that a productive manager responds to requests faster, sends out more correspondence, and has a wider circle of contacts than his colleagues. The indicators that distinguish a “leader” from an “outsider” vary from business to business. But the principle is always the same. As the famous English expression says – “the devil is in the details”. Only by detecting the little things that directly affect productivity, which are specific to a particular type of business in the current environment, we can achieve an increase in financial performance. The implementation of other people’s practices, in 9 cases out of 10, leads to a deterioration of the situation. It is impossible to find the notorious “small differences” by eye, without the use of digital systems.

Another key point for HR, which Mirobase will help to understand: the analysis of the performance rating of departments. There are often situations when, against the general background of growth, a division is not only showing dynamics, but also sharply losing ground. And this is despite the fact that the company has found and implemented effective work models.

The reason for this phenomenon is often a hidden conflict that has gone beyond the “one-on-one” confrontation. This can be a mass bullying of the “white crow”, during which brothers in trade begin to think not about work, but about how to annoy a neighbor. Or the confrontation of groups in the team, differently assessing the current processes in the company. In the end, a change of head, and the non-recognition of the new leader as part of the subordinates – is a great reason for confrontation.

By monitoring communication in messengers, correspondence and the circle of contacts, the manager, and with him HR, will promptly detect such a situation, understand the root causes and stop the development of a conflict that negatively affects work processes.

The HR manager’s job consists of 90% analytics, and only 10% of the time is spent searching for new employees. The success of all 100% of the tasks depends on the availability of operational information based on facts, not assumptions. In order for newcomers to quickly feel like they belong in the team, labor productivity has reached the desired level, and KPI has worked, it is necessary to evaluate a number of key indicators on a daily basis. And this is not possible without analytics systems that aggregate data. Mirobase will help to collect the necessary information, conduct research activities, evaluate the implemented changes and will constantly have a keen sense of the pulse of the company’s life.

Thanks to the monitoring of personnel actions and a variety of reports, HR will finally be able to perform all the duties assigned to it and will no longer be a regular recruiter.

Basic metrics of effective work of the HR department. Part 1

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In the mass consciousness, the phrase “HR manager” has long been synonymous with the definition of “recruiter”. The negative consequences of the substitution of concepts are obvious-professional degradation. From some average HR Julia is no longer required to conduct complex analytics and has a keen sense of the pulse of the company’s life. The main thing is to close the vacancies.

However, ” HR ” is not a recruiter, his duties include supervising each employee from the first interview and enrollment to dismissal. And the most serious layer of work falls precisely on the period of time that an employee spends in the organization as a unit of the team. The HR manager should participate in the formation of the KPI of employees and departments, monitor the efficiency of work, initiate professional development and in every possible way maintain a healthy atmosphere in the team.

Each of these points implies the presence of serious analytics for the entire state as a whole, and for individual employees in particular. And the data should be objective, not made up on the basis of personal feelings. Unfortunately, not all companies can boast of having tools that allow to collect detailed statistics. For businesses, the lack of basic knowledge always leads to an increase in employee turnover, a decrease in labor efficiency and, as a result, a drop in sales.

It is possible to avoid stagnation if you timely review the approach to personnel management and give HR the necessary tool-analytics. The Mirobase software package allows to collect all the data necessary for the productive work of the HR department and helps to solve the key tasks of the company’s development and employee adaptation.

Search Speed

Search speed is one of the main metrics that characterize the efficiency of the human resources department itself. At first glance, everything is quite simple: the more time it takes to fill a vacant position, the higher the company’s loss. After all, during this time, HR will receive a salary, and the tasks that require a new employee will not be completed.

When it comes to this indicator, almost all publications and business gurus speak in streamlined phrases that boil down to the thesis: “if you can’t find a new employee, there are problems in the company.” Which may be related to: incompetence of the HR manager, excessive requirements for the candidate, uncompetitive salary, too long resume processing process, and so on. The fact is that if you do not determine exactly at what stage the failure occurs, you will not be able to cut this Gordian knot.

With the help of Mirobase you can fix the situation in just a week. The analysis of work activity will allow to find out whether HR spends time on fulfilling job responsibilities or prefers to devote the working day to more “interesting activities”, such as coffee or social networks.

The study of correspondence in mail and messengers will give answers to questions: how quickly resumes are processed; how well HR reasonably and competently communicates with candidates; what difficulties exist with the current open vacancies and whether they meet the requirements of the labor market.

Having detected a “malfunction”, the manager will be able to reduce the time of filling an open position.

Losses from the quit of key personnel

The dismissal of an employee is a blow to the company, which leads to significant losses. And the higher the position, or the level of training of the outgoing, the more tangible the consequences.
HR should measure the percentage of voluntary layoffs relative to the total number of employees in a given position. But his duties do not end there. Ideally, the departure of a key employee should not come as a surprise to the company.

Finding dissatisfied people is not too difficult. Frequent visits to sites with work – the main indicator of the growth of dissatisfaction. Which can also be expressed in correspondence with colleagues. Well, sending emails with resume attachments is a direct alarm signal.

Fortunately, Mirobase allows to detect negative trends in a timely manner. And the HR manager will only have to hold a conversation and retain a talented employee or start looking for a replacement in advance.

The HR manager’s work is closely linked to all aspects of the company’s life. His direct responsibilities include the adaptation of newcomers, supervision of employees and departments, participation in the formation of key performance indicators, and analysis of the company’s performance based on the profit received.

By leveling the role of HR, the manager significantly complicates his life: expenses remain at the same level, but some of the work is not performed by anyone, and important nuances of the activity are out of control.

In the previous article, we discussed the basic metrics that should be monitored by the HR manager, as well as the KPI that characterize the productivity of the HR department itself. Today we will talk about not less important parameters of HR’s work.

Time of achieving performance

The time to achieve productivity is the point when a new employee begins to demonstrate the minimum required level of labor efficiency.

By determining the average number of days it takes to reach this target, the manager will be able to assess the quality of the adaptation program, as well as the work done by the HR manager.
If newcomers do not reach the specified KPIs in isolated cases, it is obvious that a mistake was made in the hiring process. However, if the problem has become widespread, you should pay close attention to the work of the personnel officer.

To find out whether HR works for the benefit of the company, or prefers to deal with personal matters, the report “Activity feed”, provided in the complex Mirobase, will help. If the HR manager turned out to be a workaholic, you will have to dig much deeper.

First, you should find employees who have successfully reached the specified labor standards and analyze their behavior patterns. And then compare the algorithms of the “leaders” with the “laggards”. For this purpose, the report “Categories/Deviations” is suitable.

Differences in actions and approach to completing tasks are the key to success, which allows you to achieve the desired KPIs. By identifying the deviations inherent in “leaders”, studying successful practices and implementing them in the adaptation and training program, the head will increase the percentage of employees who quickly reach the minimum productivity threshold.

Increase of employee efficiency

The assessment of changes in the effectiveness of each employee in particular and of the departments as a whole is a marker of the quality of recruitment and adaptation of personnel in the team.
If each new employee performs better than his predecessor, and the “old-timers” do not sit still, preferring to constantly develop, labor productivity will steadily increase, affecting the overall efficiency of the company.

Despite the fact that the importance of these indicators is not in doubt, because of the pitfalls, their assessment with enviable regularity is wrong.

How to track the productivity of each employee? The “correct” template solution is to force the staff to write reports, having previously stipulated the KPI. But will such pieces of paper reflect reality?

Firstly, a small change in the numbers in the documentation in a second turns the idler into a heroic worker. And, secondly, most of these reports are not based on objective figures of the working day picture.

These problems are easily solved by Mirobase. The complex registers all the actions of the staff at the computer during working hours, and synchronization with the ACS complements the picture, recording movements around the office. Data collection does not affect the performance of computers, and the creation of reports takes a few minutes.

Creating personal reports is an excellent practice, which should not be abandoned, provided that it is supplemented with statistics of the electronic system, and there is no deception – distorting key performance indicators to please yourself. This can also be controlled by “Mirobase, which has the tool “Verification of falsifications” in its database. Any “manual” intervention in the flow of numbers leaves an indelible mark, which immediately fixes the complex.

The HR manager is an important link in the life of the company. Its tasks include searching for candidates, improving the skills of personnel, minimizing reputational risks while reducing staff. All actions of the HR manager have a direct impact on the level of efficiency of the company. If you let things take their course, and do not evaluate the effectiveness of the activities carried out, the company will stagnate, increase costs and reduce revenue.

In the first article of the series devoted to the use of analytics in the work of the HR department, we talked about the basic KPIs that allow us to evaluate the actions of the HR manager. In the second-about the parameters that need to be controlled by HR, and in the final material we will continue this topic.

Average performance rating

Average performance rating – a system for evaluating work in percentages or points. It is important for the HR manager not only to implement this practice in the organization, but also to conduct regularly cross-sections. Beginners should be evaluated at intervals of 3 months, “old — timers” – at intervals of six months. Do not forget to compare the dynamics of the work of the departments as a whole – this data can become a marker of changes in the atmosphere in the team.

The increase in the average value for individual employees indicates a qualitative improvement in training.

It is important not just to calculate the rating, but also to correlate it with profit. After all, first, the increasing contribution of employees should have a positive impact on financial flows. And, secondly, the increase in labor efficiency should always be higher than the increase in the percentage of salary expenses for the year. Simply put, while maintaining the cost fund at the same level, the profit from the activities of the staff, in a normal situation, increases.

“On paper” everything seems simple and obvious. But in life, unfortunately, it happens a little differently, and the average performance rating, with enviable persistence, does not move from the dead point. The HR manager begins to frantically search for the problem, inviting all sorts of business coaches, implementing “best practices” from the Internet and making a thousand and one more chaotic body movements that do not bring the desired effect. All this happens against the background of irrevocably passing time.

The Mirobase software package will help to cope with the task of HR. Instead of implementing incomprehensible tips that are based on someone else’s experience and completely different realities, it is easier to find working effective models in your own, native, company. To do this, it is enough to identify the “leaders” and analyze how their actions differ from the behavior of the “laggards”. The “Categories/Deviations” report can solve the problem. Differences in the performance of the same tasks are often the “success factor”. Companies using “Mirobase software conducted analytics and found that a productive manager responds to requests faster, sends out more correspondence, and has a wider range of contacts than his colleagues. The indicators that distinguish a “leader” from an “outsider” vary from business to business. But the principle is always the same. As the famous English expression says – “the devil is in the details”. Only by detecting the little things that directly affect productivity, which are specific to a particular type of business in the current environment, can we achieve an increase in financial performance. The implementation of other people’s practices, in 9 cases out of 10, leads to a deterioration of the situation. It is impossible to find the notorious “small differences” by eye, without the use of digital systems.

Another key point for HR, which Mirobase will help to understand: the analysis of the performance rating of departments. There are often situations when, against the general background of growth, a division is not only showing dynamics, but also sharply losing ground. And this is despite the fact that the company has found and implemented effective work models.
The reason for this phenomenon is often a hidden conflict that has gone beyond the “one-on-one” confrontation. This can be a mass bullying of the “white raven”, during which brothers in trade begin to think not about work, but about how to annoy a neighbor. Or the confrontation of groups in the team, differently assessing the current processes in the company. In the end, a change of head, and the non-recognition of the new head as part of the subordinates – is a great reason for confrontation.

By monitoring communication in messengers, correspondence and the circle of contacts, the head, and with him HR, will promptly detect such a situation, understand the root causes and stop the development of a conflict that negatively affects work processes.

The HR manager’s job consists of 90% analytics, and only 10% of the time is spent searching for new employees. The success of all 100% of the tasks depends on the availability of operational information based on facts, not assumptions. In order for newcomers to quickly feel like they belong in the team, labor productivity has reached the desired level, and KPI has worked, it is necessary to evaluate a number of key indicators on a daily basis. And this is not possible without analytics systems that aggregate data. Mirobase will help to collect the necessary information, conduct research activities, evaluate the implemented changes and will constantly have a keen sense of the pulse of the company’s life.

Thanks to the monitoring of personnel actions and a variety of reports, HR will finally be able to perform all the duties assigned to it and will no longer be a regular recruiter.

Effective self-isolation: remote work strategy

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Many employees dream of working from home. Statistics published in foreign editions, as well as the latest research conducted by the Mirobase company, show that about 70% of the staff prefers remote work.

However, the personal choice of the format of work and the method of work imposed from the outside are not the same thing. Self-isolation as a result of mass quarantine was a psychological blow for many employees who are not used to or have not tried to work from home before. In addition, even under normal conditions, about 30% of the staff is not ready for the “home office” mode.
Psychologists around the world regularly post video blogs and publish guide articles with useful tips. We decided to combine valuable recommendations and supplement them with our experience: after all, in our company, a significant number of employees have been working remotely for many years.

Tip 1: Organize your Workspace

One of the priority factors that reduce the efficiency of homework is the lack of a “work zone”. Any space is always strongly connected with certain associations. For example, by opening the office door and performing a sequence of “morning rituals”, a person switches from the “rest” mode to the “work” mode.

In a home atmosphere, everything is the opposite: it is very difficult to focus on important tasks while sitting in your favorite chair, which is associated with watching football. The situation can be aggravated by relatives who are forced to stay in the same territory with a “home worker” and turn into a distraction.

The solution that will allow not only to solve labor problems effectively but also to avoid scandals – is the division of space.

For example, you can allocate a room or a place to work. That’s all, now from 9 to 18 it is a working area, within which only business issues are resolved. Lunch, watching movies, or other activities that are not related to the performance of official duties must be taken out of the designated perimeter.

As soon as the working day is over-everything that reminds you of work should be removed away, and switch to the “rest” mode.

The devil is in the details, and personal effectiveness is in the details. It’s hard to focus on multi-million dollar deals or an important project while sitting in a bathrobe and slippers with a plate of noodles in front of the monitor. Separating personal space from the work, removing all the distractions out of sight, bringing appearance in order and setting up a “battle rhythm” can solve most problems with concentration.

Tip 2. Time planning

Not only the place is important, but also the time: most difficulties arise when external factors begin to creep into the usual rhythm of work. On the Internet, someone is always wrong, Malakhov can start broadcasting on one of the channels, and the neighbors have an extraordinary exciting scandal.

Elements of distraction in a second unsettle the performance of routine tasks. All the plans fall into the mixer, turning into a mess of chaotic actions. As a result, the tasks are not done, and the employee is tired and psychologically exhausted. After all, instead of a full rest, there were incomprehensible throwing from side to side.

Working remotely, it is important to clearly build your schedule and follow it as accurately as possible. Get up at the same time, exercise, have breakfast, read the news, plan tasks, and start the work day with your brain already turned on and full awareness and understanding of what to-do list you have to complete.

Tip 3. Goals and enjoyment

All routine tasks can easily be divided into two conditional categories: achieving a goal and getting pleasure.

Everything that brings enjoyment and helps to relax, most often, does not bring tangible benefits. But it helps to distract and relieve stress.

At the same time, achieving both financial and personal goals can be associated with painstaking hard work and rarely brings pleasure.

The paradox is that both types of activities cannot exist without each other. Working in non-stop mode leads to nervous exhaustion and burnout. And the endless exploitation of the joys of home life is a path to dismissal and bankruptcy. In order not to get lost in the wilds of home self-organization, it is necessary to take into account all the activities and include them in the plan of daily tasks.

Let’s be honest: no one works in the office continuously from 9 to 18. Any employee is regularly distracted by communication with colleagues, coffee breaks, trips to the smoking room, entertainment sites and forums. At the best, 80% of the day is left to complete tasks. And this is an excellent indicator. Most often, office workers devote 50-60% of their time to fulfilling their official duties.

If the process cannot be stopped, it must be led.

Determine which activities help to relieve stress quickly, and plan them. To stay within 80% of the time of business activity, you can use time-tracking programs. They will help you find factors that distract you from your work and reduce your personal effectiveness.

The main thing – do not try to play “multitasking”. Julius Caesar is not the rule, but the exception. Usually, an attempt to do two things at the same time ends with the fact that one is done poorly, the second – even worse. Focus on something: either work hard, or take a break and relax without being distracted by incoming messages.

Tip 4. Social cooperation

Man is a social animal. When working remotely or in the case of self-isolation in quarantine, it is the lack of communication that negatively affects the psyche.

If you live alone, make it a rule to include communication with colleagues or friends in Skype in your daily plan. Any brainstorm or meeting can be an outlet in the face of a lack of communication.
For those who share a living space with their family, there is a great life hack: spend your lunch break together, discussing the latest news or a previously viewed movie. Communication will help you switch and remove the accumulated psychological burden.

Tip 5. Take the time to be creative

The worst thing about isolation is self-exploration. Constant attempts to analyze the situation, concentration on personal problems and failures, obsession with negativity – a direct path to prolonged depression. And, as a consequence, the low efficiency of labor. You can break out of the vicious circle by switching to creativity.

Write songs and stories, draw pictures, and play musical instruments. It doesn’t matter how well or poorly you do it. The main thing is to get maximum pleasure from the process itself. This approach can be combined with additional social activity, organizing competitions with friends or spending evenings reading stories or singing songs together.

Don’t think of creativity as wasted time. This is an opportunity to have fun, and it doesn’t matter what happens as a result. The process itself is important.

Tip 6. Learn a new skill

Quarantine is a great reason to learn how to do something new. Firstly, any skill, you will be able to “monetize” in the future. Secondly, you will spend your time usefully. And, thirdly – you will practice in setting and achieving the goal.

Gaining new knowledge broadens your horizons and, in the future, helps in personal and professional growth. Fortunately, on the Internet you can find manuals, training videos, paid and free courses for every taste. The main thing is the desire to learn.

But even here you can not do without planning and clear time management. Any educational process is based on regularity. You can only achieve success by training new skills every day. And to do this, you need to select a “gap” in the plan.

A well-organized organization of “labor” and “entertainment” activities will help you not lose your current “work efficiency”, reach new professional heights, and minimize stress from unusual working conditions.

If self-organization is not your strong suit, you can always use an electronic assistant that will assess the current situation with time management, identify “bottlenecks” and tell you how to properly reorganize the working day, combining maximum efficiency with a minimum level of stress.

Identity Management and Mirobase: user case

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A large insurance company, with a network of geographically distributed offices, faced a number of difficulties in the process of creating a security perimeter.

The main problem is the formation of stable links between information and physical security. Most often, such systems exist separately from each other and are not connected in any way.
In the process of investigating an information incident, the company must use a network of video cameras to identify the violator’s personality. Only a photo and video recording of the actions of a certain employee can guarantee to confirm or deny the fact of violation.

The introduction of video surveillance systems is associated with a number of difficulties. Firstly, you need to buy and install expensive equipment. And this is a significant cost of material and human resources. Secondly, it is necessary to allocate an employee who would be able to monitor the work of surveillance cameras during the working day. And, thirdly, in any emergency, you will need to study the recordings from the cameras retrospectively. This process significantly complicates and slows down the investigation.

In addition, in the case of geographically distributed teams, the system will have to be established in each specific region. Despite the fact that the study of video recordings can be carried out from the central office, the algorithm for placing cameras with the maximum coverage area, connection, and configuration will have to be performed for each office individually.

The problem was solved by the introduction of the Mirobase Software with a face recognition system from a webcam.

The technology is based on an already trained neural network and artificial intelligence. The main advantage is that the system does not need access to the Internet. All processes are carried out inside the network, without connecting to third-party servers. This not only reduces the risks, but also allows you to use the complex inside a closed perimeter.

In addition to identifying the employee at the entrance, the system records the presence of the employee at the workplace, determines the fact that someone else is using the computer and reports this to the security service. The biometric authorization function is available on any computer equipped with a webcam.

Thanks to the introduction of Mirobase the insurance company was able to change the logic of the investigation of incidents, increase the efficiency and speed of the process.

In the event of an emergency, the security service representative records the time of the incident and examines its details. Further, the face recognition system determines which employees violated the rules of corporate ethics and data protection. There are cases when unauthorized copying or access to the database is carried out not by the legitimate “owner” of the working PC, but by his colleague, using someone else’s username and password. Mirobase will record and prevent an emergency, and the report “Face Recognition” will establish who exactly performed the dangerous action.

It is enough for the security service representative to print out or save the reports of the complex in a document, attaching to them the data of the “Face Recognition” system that recorded the violator’s face and identified his personality.

Having received actual confirmation that a particular employee performed a potentially dangerous operation, having assessed the motives and level of risk, the chief needs just decide what further actions and sanctions could be. In the case of malicious intent on the part of an employee, for example, when trying to sell data to competitors or develop their business at the expense of the employer’s resources, business owners can use the reports of the complex as a justification for dismissal and evidence in the event of a lawsuit.

What should staff know about data protection? Part 2

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Any company wants to secure its data. However, many business owners forget that the greatest threat to information is the “human factor” — employees. To minimize the risks of leakage, it is enough to implement personnel control systems and regularly conduct educational work that will allow employees to understand the full extent and degree of responsibility for the safety of information assets. And it is important not just to “talk and disperse”, but to fix the key points on paper, undersigned receipt.

In the previous article, we talked about the main nuances of using office equipment and software. Today we will continue this topic.

Complex passwords

Attackers can sleep in peace, while the most popular username-password combination is “admin/12345”. As soon as the company’s employees are able to choose their own access codes, the security system is immediately threatened. After all, not everyone is able to invent and remember a combination of 16 characters in different registers.

Even if the security service comes into play, distributing complex passwords, you can not escape from the usual human carelessness: sheets of codes are glued directly to the monitor and anyone can immediately log in using someone else’s profile.

A number of rules implemented in the company will help reduce the risks:

  • Passwords must contain 8 characters or more.
  • Employees should not pass access codes to their colleagues without the permission of management.
  • Passwords must be changed once a quarter or more often.
  • Pieces of paper with codes absolutely can not be left in accessible places for viewing.

Phishing

Today, most attacks start with phishing. The danger may be hidden in emails, messages in messengers or attached files. To minimize risks, employees need to:

  • If you receive unexpected emails with an attachment, contact the sender by phone and check whether he is really the author of the message.
  • Do not click on suspicious links.
  • Do not run executable files from attachments.
  • Forward suspicious messages to higher-level management or the security service.

However, even compliance with all the rules does not guarantee absolute protection. At the moment, the only effective way to counter phishing is to monitor user behavior around the clock. Unfortunately, the means of masking dangerous correspondence have reached such a level that even a competent person is not always able to recognize the “fake”.

It is much better to trust a security system with an analytical apparatus. It will be able to predictively identify security bottlenecks and detect the most trusting employees, whose actions can lead to serious problems.

Walking in the Internet

In the Internet, there are millions of sites that can deliver a powerful blow, both to the security system and to the company’s reputation. The “ban all” option stopped working a long time ago. The locks do not keep up with the dangerous resources that appear daily. And cunning users quickly figure out how to bypass them.

The most sensible solution is to constantly monitor web surfing, and introduce personal responsibility of employees for incorrect and dangerous walks in the Internet:

Working hours are paid for by the business owner. Accordingly, visits to entertainment sites can be controlled by the employer without notifying the staff.

  • Downloading software or installing extensions without notifying the system administrator is not allowed.
  • Viewing illegal content is a blow to the company’s image.

Control and monitoring web surfing is not a whim. Thoughtless publications on forums and social networks can cause irreparable image damage. Correspondence in messengers can become a source of data leakage. And downloading “adult” content is a great reason to initiate criminal cases. During the working day, the company is fully responsible for the actions of the staff. As a result, business not only has the moral right to demand that employees comply with discipline and the Criminal Code, but also to monitor the implementation of these norms in every possible way.

Computer monitoring

The analysis of the activity of the staff is not a Cerberus, constantly monitoring the employees. In most situations, this is a bodyguard protecting responsible staff from negligent colleagues.
Think about it, do you often log out of your accounts and turn off your computer when you go on a break? This is regularly used by insiders, pumping out gigabytes of information with the help of other people’s PCs. Security systems with keyboard handwriting analysis, such as Mirobase, will be able to quickly detect a “substitution” of the user and identify the real “mole”.

Data Analysis

Every employee sends dozens or even hundreds of various documents every day, and the manager does not always know what their future fate is. What if some of the important files have already gone “left”?

Interception of information and analysis of deviations is one of the key elements of preventing information leaks.

Employees must understand and realize that all the developments made in the time paid by the company are the intellectual property of the employer. The assignment of content, its unauthorized sending to third parties, even storage in a personal “cloud” or on private mail, is a serious violation. The employer has the right to fix such rules in the employment agreement and conduct round-the-clock monitoring of their implementation.

The “human factor” will remain the main threat to the safety of valuable commercial information for a long time to come. Nowadays, the training of personnel, the legally established responsibility of the parties and software packages that allow monitoring the implementation of information security standards and rules help to minimize risks.

What should staff know about data protection? Part 1

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Information security is the key to a successful business. Any data leak or failure in the operation of the enterprise network inevitably leads to serious negative consequences. However, in most companies, the means of protection exist separately from the staff. Employees are busy with their own business and have no idea about the basic rules that allow for preventing risky situations. At the same time, security systems are focused on working with problems that have already arisen to be successful and are unsuitable for the preventive elimination of threats.

In order for these worlds to meet, and the head can sleep peacefully, it is necessary to follow two simple steps. Firstly, make sure that there are software tools that allow you to track not only the dangers “from the outside”, but also respond to the “internal threat”. And, secondly, engage in educational work. The “human factor” is the cause of the vast majority of leaks. And it’s not about the evil intent of the company’s employees. Many of them do not even suspect that their actions endanger the business.

Staff training helps to minimize risks, and the signed agreement establishes the areas of responsibility of the “employer-employee” pair. The main thing for a manager is to focus attention correctly.

A corporate computer is not equal to a personal computer

Most employees do not spend the night after night in heavy thoughts about what they can do on a corporate laptop, and what they can not. They simply use it is thought to be suitable, undersigned unless they have previously been given other introductions. The task of the business owner is to clearly describe “what is good and what is bad” and it is desirable to fix it on paper, undersigned receipt. Moreover, such actions should not be carried out on a one-time basis, when applying for a job, but become an annual practice. This will not only increase the level of information security but also provide legal support in the event of an emergency.

The main theses that need to be informed on each employee of the company:

  • Corporate PCs are the property of the business. Only heads have the right to transfer access to equipment, usernames, and passwords, as well as change the configuration of “hard” and “soft”.
  • The concept of “privacy” does not apply to equipment purchased at the expense of the employer. Representatives of the company have the full right to read e-ail, correspondence in messengers, or to monitor the user’s actions even without notifying him.
  • It is unacceptable to perform illegal or unethical actions on corporate PCs.
  • The management of the company has the right to reset or change the passwords set by the employee at any time without notifying him.
  • It is not allowed to use laptops excessively for personal purposes, if the actions of the staff do not threaten the business. The framework for such activities is always determined by the employer.

In American practice, such rules are a help in court cases, and their violation is a reason for punitive sanctions and dismissal.

Patches

Does antivirus again offer to install the update? Why, if everything works fine anyway. Laziness or a banal lack of understanding of the importance of software updates regularly leads to serious information incidents. That is why the employer should include a kind of “patch management” in the document flow, regulating the responsibility of the staff for the late installation of “patches”:

  • All critical security updates must be installed within a week of release.
  • You can’t install updates or programs from suspicious sites.
  • If the installed software or its update causes malfunctions – it is necessary to notify the system administrator or any other responsible person as soon as possible.

These simple techniques will significantly increase the level of corporate security. However, this is not a complete list of threats that the employer needs to inform subordinates about.
Any company wants to secure its data. However, many business owners forget that the greatest threat to information is the “human factor” — employees. To minimize the risks of leakage, it is enough to implement personnel control systems and regularly conduct educational work that will allow employees to understand the full extent and degree of responsibility for the safety of information assets. And it is important not just to “talk and disperse”, but to fix the key points on paper, under signed receipt.

In the previous article, we talked about the main nuances of using office equipment and software. Today we will continue this topic.

Complex passwords

Attackers can sleep in peace, while the most popular username-password combination is “admin/12345”. As soon as the company’s employees are able to choose their own access codes, the security system is immediately threatened. After all, not everyone is able to invent and remember a combination of 16 characters in different registers.

Even if the security service comes into play, distributing complex passwords, you can not escape from the usual human carelessness: sheets of codes are glued directly to the monitor and anyone can immediately log in using someone else’s profile.

A number of rules implemented in the company will help reduce the risks:

  • Passwords must contain 8 characters or more.
  • Employees should not pass access codes to their colleagues without the permission of management.
  • Passwords must be changed once a quarter or more often.
  • Pieces of paper with codes absolutely can not be left in accessible places for viewing.

Phishing

Today, most attacks start with phishing. The danger may be hidden in emails, messages in messengers or attached files. To minimize risks, employees need to:

  • If you receive unexpected emails with an attachment, contact the sender by phone and check whether he is really the author of the message.
  • Do not click on suspicious links.
  • Do not run executable files from attachments.
  • Forward suspicious messages to higher-level management or the security service.

However, even compliance with all the rules does not guarantee absolute protection. At the moment, the only effective way to counter phishing is to monitor user behavior around the clock. Unfortunately, the means of masking dangerous correspondence have reached such a level that even a competent person is not always able to recognize the “fake”.

It is much better to trust a security system with an analytical apparatus. It will be able to predictively identify security bottlenecks and detect the most trusting employees, whose actions can lead to serious problems.

Walking in the Internet

In the Internet, there are millions of sites that can deliver a powerful blow, both to the security system and to the company’s reputation. The “ban all” option stopped working a long time ago. The locks do not keep up with the dangerous resources that appear daily. And cunning users quickly figure out how to bypass them.

The most sensible solution is to constantly monitor web surfing, and introduce personal responsibility of employees for incorrect and dangerous walks in the Internet:

  • Working hours are paid for by the business owner. Accordingly, visits to entertainment sites can be controlled by the employer without notifying the staff.
  • Downloading software or installing extensions without notifying the system administrator is not allowed.
  • Viewing illegal content is a blow to the company’s image.

Control and monitoring web surfing is not a whim. Thoughtless publications on forums and social networks can cause irreparable image damage. Correspondence in messengers can become a source of data leakage. And downloading “adult” content is a great reason to initiate criminal cases. During the working day, the company is fully responsible for the actions of the staff. As a result, business not only has the moral right to demand that employees comply with discipline and the Criminal Code, but also to monitor the implementation of these norms in every possible way.

Computer monitoring

Employee activity analysis is not a Cerberus that constantly monitors employees. In most situations, this is a bodyguard who protects responsible staff from negligent colleagues.
Think about it, do you often log out of your accounts and turn off your computer when you go on a break? This is regularly used by insiders, pumping out gigabytes of information with the help of other people’s PCs. Security systems with the analysis of keyboard handwriting, such as “Mirobase”, will be able to quickly detect the “substitution” of the user and establish the identity of the real “mole”.

Data Analysis

Every employee sends dozens or even hundreds of various documents every day, and the head does not always know what their future fate is. What if some of the important files have already gone “left”?

Interception of information and analysis of deviations is one of the key elements of preventing information leaks.

Employees must understand and realize that all the developments made in the time paid by the company are the intellectual property of the employer. The assignment of content, its unauthorized sending to third parties, even storage in a personal “cloud” or on private mail, is a serious violation. The employer has the right to fix such rules in the employment agreement and conduct round-the-clock monitoring of their implementation.

The “human factor” will remain the main threat to the safety of valuable commercial information for a long time to come. Nowadays the training of personnel, the legally established responsibility of the parties and software packages that allow monitoring the implementation of information security standards and rules help to minimize risks.

Bullying is a threat to business. Part 2

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Bullying – organized harassment of one or more employees, a distinctive feature of which is the presence of a pronounced leader. According to the latest research, there are no companies left in the modern world that are completely free from various forms of pressure.

In the previous article, we talked about the general statistics of “victims” of violence in the office. Today we will talk about the numbers: how much does bullying “cost” for the average organization?

Axiom: any harassment means a drop in productivity. For example, a victim who fights off attacks from colleagues spends at least 7 hours a week in vain. And this is without taking into account the general decrease in work efficiency, which leads to a constant stay in a stressful situation. Over the course of a year, including sick days (the frequency of which is inevitably increasing), and going on vacation, without which an exhausted employee simply can not do, the number of “underworked” hours can accumulate from 200 to 400.
It is extremely difficult to estimate how much time the “beaters” spend on merciless harassment, but it is obvious that part of the day paid for by the employer is also spent on such “entertainment”.

The damage in money amounts to about $ 8,800, per victim per year. This is the amount that the company simply spent on an employee who is unable to perform their duties due to bullying. Business owners should not forget about the collateral damage, such as: failed transactions, broken deadlines, and endless reworking of the same tasks. Such problems can at one time lead to losses of tens and hundreds of thousands of dollars.

Another problem is employee turnover. The victim, sooner or later, resiresignsm the company. And the memories of the employer will not be the rosiest. For the business owner, this will result in two difficulties. Firstly, we will have to urgently plug the holes, and search for and train a candidate for the vacant position. And, secondly, to correct the image in the information field. After all, the anger and resentment experienced during the period of humiliation will definitely spill out on the forums and in all sorts of “black lists”.

You can avoid losing valuable financial and human resources and avoid a number of problems by identifying “non-statutory” working relationships in a timely manner. Do not expect the employee to come and tell you everything. Walking around the office, confidentially looking into the eyes of the staff in the hope of hearing the truth about the team, is also not the best solution.
It is much more effective to use modern personnel monitoring systems. They will not take up too much time from the manager, dragging their heads into local scandals, intrigues and investigations. And they will quickly provide objective information that is not clouded by emotions and biased personal attitude.

The first stage of studying the situation in the team is the search for deviations and the analysis of behavior patterns. Sudden or gradual changes in the algorithms of personnel actions clearly indicate the presence of danger. It’s not necessarily about bullying. But if an employee suddenly starts to work worse, he is clearly affected by some external or internal factors. Don’t want to bring the situation to a crisis? Understand the root causes as soon as possible.

The second stage is a detailed study of possible risks. This will help the analysis of correspondence in mail and messengers. Hidden or pronounced hostility is a clear marker of the beginning of bullying. It is important not only to find the “leader-instigator”, but also his accomplices. To identify the bullying cell, “Connection Graph” will be suitable, which will quickly detect active communications between “aggressors” within the company.

The third stage is the study of the psychological state of the staff. Under pressure, any person falls into stress, which can be recorded by analyzing the keyboard handwriting. The threat is not only bullying: all reactive states are extremely dangerous, both for the health of employees and for the business as a whole. After all, they can lead to all sorts of emergencies.
A normal, healthy atmosphere is the key to effective work of the company. Unfortunately, the manager is not an all-seeing deity and cannot physically keep track of all the staff. The only way to avoid financial damage and a number of undesirable problems is to use modern tools for analyzing the actions of employees. Such digital systems, without significant material and time costs, will control all areas of employees ‘ life, identify a risk situation in a timely manner and nip it in the bud.

Effective remote work: a myth or an optimal solution to the personnel issue?

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Who works more efficiently: remote employees or office staff? This difficult question excites the minds of bosses around the world. The company “Mirobase” does not stay away from the hot-button issues related to working productivity. After all, our mission is to help the business develop and reach new heights.

And while the work on studying statistics and actual data are in full swing, we decided to raise one of the philosophical questions: why is remote work the thing of the future, and what are the basic benefits that businesses will get by implementing this form of work?

The company needs to expand its competencies

Probably, somewhere there is a region that is lucky to be “average” in the best sense of the term. The cost of living in such a location is not too high, the prices for services are available, and the choice of specialists in the labor market is for every taste.

Unfortunately, such a place is utopian in its nature. After all, the same universities – which produce future employees, are concentrated in large cities. And in a megalopolis, life can not be cheap. If you play out the chain further, it turns out that professionalism is not only a diploma but also experience. Which can be obtained only by working in specialized organizations, and they also tend to migrate to large regional centers.

For the province, this means the following: there are practically no narrow-profile specialists because no one trains them. And if a provincial university provides a good starting base, thanks to which a potential candidate becomes a trainee, there is no guarantee that he will not wave goodbye and go to conquer the capital. At least because there are much more career prospects there.
Those who decided to stay have long felt like kings of local importance: after all, regional companies are fighting for them, offering salaries that will make the native of the capital city salivate. Business needs a pro, the choice is limited, and there are no other options.

In the capital, the situation is different. Candidates with different skill levels are a dime a dozen. But everyone wants a high salary that allows them to experience all the delights of life in the megalopolis. Of course, this is not a bad thing and we are not talking about working for food and slaps on the head. But is such work profitable for the employer company if the costs per employee exceed the theoretically possible profit?

Remote work removes all restrictions, opening up local personnel markets for enterprises located in any geographical point. A provincial business needs a specialist who can’t be found in the home region? It doesn’t matter – you can “headhunt” the cadre personnel from the neighbors.

Remote work erases boundaries, allowing you to solve current business problems as profitably and efficiently as possible by hiring staff with the right competencies and realistic requests. At the same time, employees themselves respond with great enthusiasm to such offers, since they exceed their expectations formed by the labor market of their hometown or country.

Social responsibility of the brand

As soon as the business grows to medium or large, and turns into a brand, the question of social responsibility arises. After all, if certain actions help not only earn money, but also solve a number of social problems – the company will benefit and promote a positive image.

Today, issues of equality are more relevant than ever. With the development of high-speed Internet and technology, people with disabilities have a chance for a successful career and professional development. For business, this is an opportunity to get a highly motivated employee into the team with minimal risks.

Another category of potential candidates that should not be overlooked is women who have chosen motherhood. Let’s not be deceitful: at many interviews, representatives of the fair sex, who are not married or have children, are refused. Employers are afraid that such employees will quickly get married and run away to the decree, and these are the expenditures for training, plus a new search for a candidate for a temporarily vacant position. Or they are afraid of employee absenteeism, because small children are unpredictable and require attention. One research suggested that 56% of women in the high-tech industry were forced to quit in the middle of their career development. And 51% of working mothers claimed that it was difficult for them to move up the corporate ladder because of having a child.

An adequate solution to the problem is a flexible schedule and the ability to work remotely. By planning her day so that the children are happy and the work is done, the employee will be able to realize herself as a mother, develop professionally and career wise, as well as bring profit to the company, without the harm of the task performance quality.

How the bad apple doesn’t spoil the whole barrel

All of the above makes no sense if the remote staff “relaxes” in the atmosphere of home comfort and ceases to perform tasks in a timely and high-quality manner. And such employees are about 30%. In the office, even if the chief is absent, you will not spoil much: colleagues who diligently perform tasks and achieve high KPIs are not only a silent reproach, but also competitors to the lazy person. But at home, in the atmosphere of pillows, a blanket and a cup of tea, the stopcock does not work and the employee decides that everything is possible.
The only effective solution to the problem is monitoring and controlling remote personnel. At the same time, one of the main tools is time tracking, which allows you to estimate the amount of real time worked.

After overcoming endless breaks, and coping with the factors that distract the attention of the staff, it is worth paying attention to the issue of efficiency.
The analysis of the work models of the most productive “remote workers” will allow you to form job descriptions and recommendations that significantly increase labor productivity. This means that while reducing the cost of equipment and office space, the business will be able to significantly increase its profitability by forming a professional, highly motivated team.

Mythbusters in HR: how not to fire a “star”. Part 2

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It is difficult to imagine a human resources management system without a human resources manager. Competent HR is not only a “nanny” for employees but also a loyal assistant to the head. The fate of personnel, line managers, and even entire departments often depends on his words and advice.

But what if the HR manager is wrong? What if HR went to the “dark side of the force” and turned into a gray cardinal: he began to lobby for the interests of some employees and “betray” others in favor of his personal desires?

In the previous article, we told which categories of employees HR managers want to get rid of and how to check the objectivity of such decisions. This material will complete the topic.

Liars and gossips

Liars and gossips are the quintessence of harm to the company. Firstly, distorting the facts and trying to avoid responsibility causes a significant blow to the efficiency of the business. And, secondly, the spread of false information destroys the normal working atmosphere in the team.

But, before you cut all the staff that fell into this category at one fell swoop, it is necessary to make sure that the unflattering characteristics are true.

The easiest way is to analyze employee communications. Distortion of information and distortion of facts is very easy to find by studying the correspondence of the staff.
Monitoring communication in popular messengers, such as Skype, will help to detect gossip. Usually, it is difficult for them to keep the “latest news” to themselves for a long time and they need to “share the secret” with the widest possible audience as soon as possible.

If the accusations are confirmed and the liar-gossip is found, it is worth going further and studying the circle of his contacts in the company. People who are prone to this behavior prefer to gather in small flocks, and the most effective solution for the head is to say goodbye to the entire group as a whole.

Bored loafers

Perhaps this is the simplest and, at the same time, the most complex group.

It is extremely easy to detect loafers. It is enough to monitor the activity of the staff and analyze how much of the time is spent on fulfilling work needs, and how much is spent on counterproductive activity.

But, if the company has not yet implemented a personnel control system and does not analyze the time management of employees, you should be ready for the fact that it is the accusations of laziness and inefficiency that will become an occasion that will help get rid of the unwanted.

Most often, such incidents occur during the “war for the chair”, of which HR also becomes a part due to a misunderstanding or as a result of collusion. There are two most common patterns of action.

The first is that an employee with higher motivation, professional knowledge and leadership qualities appears in the department. Naturally, sooner or later, he will become a threat to his immediate supervisor. To keep a warm chair, it is important for the head of the department to sabotage the work of a subordinate: to make him guilty of all failures and miscalculations. Such plan is very vulnerable, because the truth can come out. The support of the HR manager will strengthen the position: in addition to the reports of the conspiratorial head, the HR’s characteristics appear in the case. As a result, a TOP manager or business owner will receive a low assessment of the professional skills and personal qualities of the employee who is trying to survive. And this is at least two negative reviews against the words of one employee. The situation is likely to end with the dismissal of a promising specialist.