Do stories in your newsfeed look like this:
“Every robot has its day—and that day happens to be your last day at work”
“I went to the robot invasion and all I got was this lousy USB drive … oh yeah, and I got fired”
“AI Advice: Ask for the human’s job”
Overall job satisfaction is closely linked to the efficient management of office space. According to Gartner, employees who are satisfied with their physical workplace are 16 percent more productive, 18 percent more likely to stay, and 30 percent more attracted to the company over competitors (report available to clients).
Small and midsize businesses must rethink how they use space by designing workplaces that improve productivity and retain talent.
Most businesses recognize the importance of a pre-implementation plan when it comes to business software, but many also fail to realize the importance of a post-implementation plan. Post-implementation is when the real work begins: Getting staff on board, knowing your post-sales rights, and integrating your software are just some of the challenges you can expect to face.
Field service management organizations in particular face some of the most difficult challenges, with multiple siloed departments and a dispersed and field-based workforce. Field service organizations that fail to realize the importance of the post-implementation period will suffer from software deployments that are devoid of value and will lose out on opportunities to capitalize on the product’s extensive functionality.
A small business’s HR challenges are felt not only by the HR team. They can include compliance management, workforce training and development, compensation management, and recruitment.
And, addressing these challenges can involve IT, legal, all managers and employees, and external stakeholders (clients, investors, contractors, etc.).
Some of the most common HR challenges U.S.-based small businesses face today are:
- Fifty percent of small businesses view hiring a new employee in a specific time frame as a daunting task.
- Staying compliant with changing federal and state laws is especially tough for small businesses given limited resources and HR staff.
- Seventy-three percent of the U.S. workforce is actively disengaged at work and wants a job change.
It’s not breaking news that employees often face challenges in the workplace: We’ve all heard stories about toxic workplaces from our friends and family members. And we all enter the workplace with certain expectations.
Let’s look at an example of what a bad workplace does to employees.
Martina joins a small business and discovers:
- A toxic workplace with unethical management practices and rampant gender inequality.
- Lack of bottom-up communication; employees are discouraged from discussing their ideas with senior leaders.
- Most senior positions are held by male employees.
- Managers don’t provide objectives or clearly define employee goals.
- Most employees work long hours and late nights.
Uncomfortable with all of these factors, Martina quits the company within a month.