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Are my employees staying productive? Is their workload too heavy too light? How do I know if someone is struggling? If you’re a business owner, manager, or supervisor with remote employees, you might find yourself asking questions like these! While allowing employees to work from home has many benefits, it can also lead to a sense of disconnect and an increased risk of miscommunications, halted productivity, and unmotivated teams. To make sure your remote employees are staying caught-up and connected, consider these three tools for managing and monitoring your remote teams. #1: Create a Self-Reporting System One of the simplest ways to track your remote employees is to create a

In the past few years, businesses of all kinds have been impacted by worldwide issues like the COVID-19 pandemic, labor shortages, and global supply change delays. Issues like these have prompted business owners to embrace new trends, especially when it comes to hiring and recruiting practices. To make sure your business and managers are up-to-date on new trends and the best practices for recruiting and hiring great new talent, learn more about some of these recent trends. Going Virtual, at Every Stage of the Process At the height of the COVID-19 pandemic, many businesses shifted to a virtual model to protect their employees from illness exposure. However, many employees found

When it comes to keeping track of the hours your team members work, letting them clock in and out themselves might seem like the easiest solution. But when your employees have to manually clock in and out, it can lead to a plethora of issues, including accidental time theft, payroll inaccuracies, and even safety issues if you don’t have an idea of how many employees are working. Luckily, there’s a way to address these issues: using automated timekeeping. What is Automated Timekeeping? Automated timekeeping involves using various software and tools to keep track of the hours that your employees work. It eliminates the need for an employee-controlled system, such as

Imagine this scenario: your employee bends to pick up a heavy box and feels a twinge in their back. He is able to continue working without any major pain, assumes that he isn’t injured, and doesn’t say anything to his supervisor about the pain. But then a few days later, he starts experiencing severe back pain, which prevents him from doing his job. In a scenario like this, injury reporting could have made a big difference! To prevent an example like this from occurring in your own workplace, encourage your employees, managers, and supervisors to learn these four easy steps for workplace injury reporting. Step One After an injury or

As a business owner or manager, have you ever had to deal with a back injury at work? There’s a good chance you have—according to the United States Bureau of Labor Statistics, back injuries account for one out of every five work-related injuries. Back injuries can occur across a wide variety of industries, from construction to office work, and can lead to serious pain. In many cases, someone with a back injury may be unable to work or unable to do their previous job duties, which can be stressful for everyone. To prevent back injuries at your workplace, have your team follow these tips! Before You Lift, Size Up the

When you’re getting ready to add a new employee to your team, you want to ensure they’re the best possible fit. One way to do this is background screening, which examines areas such as: Previous employment Education Criminal record Financial records Driving history But while you may be looking at common areas like these to asses your new employees, there could be a few areas you’re overlooking! To get the most out of your employee background screening, consider adding these three areas to your search. Social Media During background screening, one area you might be overlooking is social media. By checking a potential employer’s social media profiles, you might be