Articles & Resources for Human Resources | Wrike Blog
Please enter your email
Server error. We're really sorry. Wait a few minutes and try again.

Human Resources

Please enter your email
Server error. We're really sorry. Wait a few minutes and try again.
Why job analysis is important, with real-world examples
Project Management 10 min read

Why job analysis is important, with real-world examples

Job analysis is more than just a routine HR process — it’s a strategic approach that can significantly contribute to effectively managing your human resources.

How To Simplify Employee Transition: An Offboarding Guide
Project Management 10 min read

How To Simplify Employee Transition: An Offboarding Guide

Here’s how to ensure your employees seamlessly transition out of the company while maintaining a professional demeanor.

Nailing the Onboarding and Offboarding Process: A Comprehensive Checklist
Project Management 7 min read

Nailing the Onboarding and Offboarding Process: A Comprehensive Checklist

In today's competitive job market, attracting and retaining top talent is crucial for the success of any organization. One way companies can oversee a smooth transition for new employees and a positive departure for departing ones is through effective onboarding and offboarding processes. These processes play a vital role in shaping the employee experience and can significantly impact their engagement, productivity, and overall satisfaction. Understanding the Importance of Onboarding and Offboarding Onboarding refers to the process of integrating new employees into an organization, helping them adapt to their roles and the company culture. Offboarding, on the other hand, involves managing the departure of employees and allowing for a seamless transition for both parties. Introduction to the Processes Onboarding is more than just paperwork and orientation sessions. It encompasses a holistic approach to welcoming new employees, providing them with the necessary tools, resources, and information to succeed in their roles. It involves clarifying the company's expectations, introducing them to key team members, and establishing a supportive network. Offboarding, although often overlooked, is just as important. It involves understanding the reasons for an employee's departure, conducting exit interviews to gather feedback, and wrapping up any remaining administrative tasks. It also involves maintaining positive relationships with departing employees, as they may become important advocates, clients, or recurring employees in the future. Why These Processes Matter Effective onboarding sets the stage for successful employee integration. It helps new hires become productive more quickly and increases job satisfaction. Research has shown that employees who go through a structured onboarding process are more likely to stay with the organization for a longer period of time. They feel more engaged, committed, and connected to their work and the company.  A well-executed offboarding process ensures a smooth transition for both the departing employee and their team. It helps to preserve the organization's reputation, maintain relationships, and minimize disruptions in workflow.  Conducting exit interviews and gathering feedback from departing employees sheds light on a company's strengths and weaknesses. This information can be used to refine recruitment and onboarding processes and create a more positive and supportive work environment. Maintaining positive relationships with departing employees can lead to them returning in the future. If not, they may become brand ambassadors, referring potential candidates or clients to the organization. The Onboarding Process: A Step-by-Step Guide Successful onboarding starts even before the new employee's first day. The organization needs to prepare for their arrival, ensuring that everything is in place to make them feel welcome and supported. Preparing for Arrival Arrange the necessary paperwork and logistics ahead of time: This includes providing the new hire with all the necessary forms, contracts, and documentation. You can also personalize the process by sending them a welcome package with company merchandise or even a personalized note from their future team members. Prepare workstations, equipment, and access cards in advance to avoid any delays on the first day. First Day Essentials Begin with a personalized welcome message and a friendly introduction to the team. Provide and introduce the detailed orientation agenda to help the new employee feel supported and connected. This agenda could include not only training sessions and introductions to key colleagues, but also a tour of the workplace.  Organize a welcome lunch or team-building activity on the first day, so that the new hire can mingle with colleagues. Training and Integration Provide comprehensive training to help new hires understand their roles, responsibilities, and expectations. This can involve formal training sessions, job shadowing, mentorship programs, or access to online learning resources. Integrate the new employee into the company's culture, values, and mission via as team-building exercises, workshops on company values, or even inviting the new employee to participate in company-wide initiatives. Evaluating Onboarding Success Measuring the effectiveness of the onboarding process is key to identifying areas for improvement. Regular check-ins, surveys, or feedback sessions with new hires can provide valuable insights into their experience. But evaluation shouldn't stop at just gathering feedback. It's important for the company to take action based on the feedback received. This could involve making changes to the onboarding program, addressing any concerns or issues raised by new hires, or even recognizing and celebrating successful onboarding experiences. The Offboarding Process: A Detailed Walkthrough When an employee decides to leave the company, the offboarding process begins. It's important to handle offboarding with care and professionalism, ensuring a positive exit experience for all parties involved. During this phase, managers and team members can work together to create a comprehensive transition plan. This plan should outline the employee's responsibilities, identify key contacts and stakeholders, and allow for a seamless transfer of knowledge and tasks. Additionally, promptly notify the necessary departments, such as HR and IT. This allows these teams to initiate the offboarding process on their end, ensuring a smooth transition and avoiding any potential disruptions. Conducting Exit Interviews Ask questions about the employee's overall experience, reasons for leaving, and suggestions for enhancing the workplace. This information can be used to address any ongoing issues and enhance the overall employee experience. Express appreciation for the employee's contributions and acknowledge their achievements during their tenure with the company. This gesture can help leave a positive impression and maintain a good relationship even after their departure. Finalizing Administrative Tasks Update the employee's exit documentation, including termination letters, non-disclosure agreements, and any other relevant paperwork. This ensures that all legal and contractual obligations are met. Have the HR and IT departments collaborate to update access rights and revoke any privileges that are no longer necessary. This includes deactivating email accounts, removing access to company systems and databases, and closing any relevant accounts or subscriptions. Maintaining Post-Employment Relationships Former employees can serve as valuable brand ambassadors, sharing their positive experiences and recommending the company to potential candidates. By nurturing these relationships, organizations can enhance their employer brand and potentially attract new talent in the future. Staying connected with former employees can provide opportunities for collaboration or rehiring in the future. Their expertise and familiarity with the company's culture and processes can make them valuable assets if the need arises. Consider organizing alumni events or creating online platforms where former employees can connect and engage with each other. This fosters a sense of community and allows for ongoing knowledge sharing and professional development. Common Mistakes in Onboarding and Offboarding While understanding the best practices is crucial, it's equally important to be aware of common mistakes that companies often make during the onboarding and offboarding processes. By avoiding these pitfalls, organizations can enhance the overall experience for both new and departing employees. Overlooking the Importance of First Impressions: Failing to make a positive impact during the initial onboarding stages can lead to disengagement, decreased productivity, or even early turnover. It's vital to invest time and effort in creating a welcoming and supportive environment from day one. Neglecting Continuous Training: Onboarding shouldn't end after the first few weeks or months. Continuous training and development opportunities should be provided to help employees grow and enhance their skills. By neglecting ongoing training, organizations risk stagnation, decreased motivation, and talent attrition. Inadequate Communication During Offboarding: Failing to address departing employees' concerns, sharing necessary information, or providing a proper farewell can leave a lasting negative impression. It's essential to handle offboarding with care and professionalism, regardless of the reasons for the employee's departure. Nail the Onboarding and Offboarding Process with Wrike Nailing the onboarding and offboarding process is key to efficient human resource management. With Wrike, you can effectively manage and nail your onboarding and offboarding processes. Wrike allows you to create individual folders for each process stage, serving as a central hub for all relevant information and updates. Beyond just nailing the onboarding and offboarding process, Wrike offers a comprehensive suite of tools designed to foster collaboration, and drive productivity. From real-time communication to intuitive task management features, Wrike provides everything you need to nail the onboarding and offboarding process. Ready to nail the onboarding and offboarding process and boost your human resource management? There's no better time to start than now. Get started with Wrike for free today. Note: This article was created with the assistance of an AI engine. It has been reviewed and revised by our team of experts to ensure accuracy and quality.

How To Effectively Use an Organizational Chart Template
Project Management 10 min read

How To Effectively Use an Organizational Chart Template

An organizational chart is a powerful tool that helps businesses visualize their structure and hierarchy. With the help of an organizational chart, employees can understand their roles, reporting lines, and how their positions fit into the overall organization. In this article, we will explore the basics of an organizational chart, the importance of using one in a business, the different types of organizational chart templates available, and the steps to effectively use one. We will also provide tips on maintaining and updating your organizational chart for optimal efficiency.  Understanding the Basics of an Organizational Chart Organizational charts are graphical representations of a company's structure. These diagrams outline the reporting relationships, roles, and responsibilities of employees within the organization; they let the staff see how they fit into the larger picture and understand the chain of command.  What's more, organizational charts can be created using various software tools, such as Microsoft PowerPoint, Visio, or specialized chart software. These tools provide templates and features that make it easy to create and update organizational charts as the company grows and evolves. Significance in a Business Setting An organizational chart serves several essential purposes in a business. Helps employees understand the structure of the organization and their place within it.  Aids in decision-making processes: Managers can flag bottlenecks and areas of overlap, along with flagging potential candidates for promotions or lateral moves. Serve as valuable tools for external stakeholders, such as investors, partners, or clients.  Different Types of Organizational Chart Templates When it comes to visualizing the structure of an organization, there are several types of organizational chart templates available, each suitable for different organizational structures. Let's explore three common types: Hierarchical Organizational Chart A hierarchical organizational chart is the most traditional type. It displays a top-down structure, with the CEO or president at the top, followed by senior management, middle management, and finally, individual employees. This type of chart clearly shows the chain of command and reporting relationships. Within this chart, there is a clear distinction between levels of authority and responsibility. Senior management holds the decision-making power and sets the overall direction for the organization, while middle management oversees the implementation of strategies and policies. Individual employees, on the other hand, contribute to the day-to-day operations and carry out specific tasks assigned to them. It is important to note that within each level of the hierarchy, there may be further subdivisions based on functional areas or departments. This allows for specialization and efficient coordination within the organization. Matrix Organizational Chart A matrix organizational chart is commonly used in project-based organizations or companies that emphasize cross-functional collaboration. It combines the traditional hierarchy with project teams or functional departments. This chart type allows for a better understanding of project roles and facilitates efficient communication across different departments. In a matrix organizational chart, employees report to both a functional manager and a project manager. This dual reporting structure ensures that individuals have a clear understanding of their project-related tasks and responsibilities, while also maintaining their functional roles within the organization. This type of chart encourages collaboration, as employees from different departments work together to achieve project objectives. Matrix organizations often require strong communication and coordination skills, as individuals must balance their responsibilities across multiple projects and functional areas. However, this structure also promotes flexibility and adaptability, as resources can be allocated based on project needs. Flat Organizational Chart A flat organizational chart is a more modern approach. It emphasizes a decentralized structure where there are fewer management layers and more autonomy for employees. This type of chart is often seen in startups or small businesses aiming to foster a more collaborative and agile work environment. In a flat organizational chart, there is a reduced emphasis on hierarchical levels and attention paid to equality and transparency. Decision-making authority is distributed among employees, allowing for quicker decision-making and increased employee empowerment. Employees have direct access to top-level management, fostering a culture of open dialogue and idea-sharing. This type of chart also allows for faster dissemination of information and promotes a sense of shared responsibility among team members. While a flat organizational chart offers many benefits, it may not be suitable for larger organizations or industries with strict regulatory requirements. In such cases, a more hierarchical structure might be necessary to ensure compliance and efficient decision-making. Steps to Effectively Use an Organizational Chart Template Here are several steps on how to effectively use your template. Identifying the Purpose of Your Chart Before creating or selecting an organizational chart template, it is crucial to identify the purpose of your chart, as it sets the foundation for the entire project. Are you creating it for a specific project, department, or for the entire organization? Clearly defining the purpose will help you choose the right template and customize it accordingly. For example, if you are creating a chart for a specific project, you may want to focus on highlighting the key roles and responsibilities of team members involved in that project. On the other hand, if you are creating a chart for the entire organization, you may need a template that provides a more comprehensive overview of the company's structure and hierarchy. Choosing the Right Template Once you have determined the purpose, select the appropriate organizational chart template. There are numerous templates available online, ranging from simple designs to more complex options. Consider factors such as the size of your organization, the level of detail you need, and the visual style that best suits your company culture. Try your best to come up with the overall aesthetic and design elements that align with your organization's branding and culture. Additionally, the size of your organization plays a role in selecting the right template. If you have a smaller organization with a flat hierarchy, a simpler template may be more suitable. However, if you have a larger organization with multiple departments and levels of management, you may need a more complex template that can accommodate the additional information. Inputting Data into the Template After choosing the template, it's time to input the necessary data. Begin by adding the names and roles of key personnel, starting from the top-level positions and moving down. Be sure to include relevant information such as job titles, departments, and reporting lines. This step may require input from HR or department heads to ensure accuracy. When inputting data, it is important to be accurate and consistent. Double-check the spelling of names, job titles, and other pertinent information to avoid any confusion or errors. Customizing the Template to Suit Your Needs While the template provides a basic structure, you must customize it to reflect the unique characteristics of your organization. Depending on the template, you may be able to adjust colors, fonts, or add additional information such as contact details or employee photos. Consider the preferences and needs of your employees when customizing the chart. What's more, adding additional information such as contact details or employee photos can enhance the functionality of the chart. It can serve as a quick reference guide for employees to find the relevant contact information or put a face to a name, fostering a sense of connection and familiarity within the organization. Tips for Maintaining and Updating Your Organizational Chart Here are some suggestions when maintaining and updating your chart. Regularly Reviewing and Updating Your Chart An organizational chart is not a static document. To keep it accurate and relevant, review and update it regularly. As employees join or leave the company, roles change, or departments restructure, confirm that these changes are reflected in the chart. Regular updates will help maintain clarity and avoid confusion. When reviewing your organizational chart, take the opportunity to assess the overall structure of your organization. Are there any redundancies or inefficiencies that can be addressed? Are there any emerging roles or departments that need to be included?  Using Software for Easy Updates In today's digital age, specialized software makes updating and maintaining organizational charts more efficient. Consider investing in software that allows for easy updates without the need for manual adjustments or reformatting. This saves time and reduces the risk of errors. Also, be on the lookout for software that offers automated syncing with HR databases. You will be able to automatically pull employee information, making it easier to keep the chart up to date with changes in personnel.  Moreover, investing in real-time collaboration features allow multiple team members to work on the chart simultaneously, making it a collaborative effort that fosters communication. You can even search for additional features such as analytics and reporting capabilities. These can provide valuable insights into your organization's structure, such as identifying bottlenecks or areas for improvement. Ultimately, an organizational chart provides a visual representation of a business's structure, roles, and reporting lines. By understanding the basics of an organizational chart and utilizing the appropriate template, businesses can improve communication, decision-making, and overall efficiency. Regular maintenance and updates ensure that the chart remains accurate and valuable to employees. So, harness the power of organizational charts to create a well-structured and cohesive work environment. Learn how to effectively use an organizational chart template with Wrike. Kickstart your free trial now and enhance organizational clarity for better team collaboration. Note: This article was created with the assistance of an AI engine. It has been reviewed and revised by our team of experts to ensure accuracy and quality.

SOP Success: Resolving Common Issues in Creating SOP Templates in Word
Project Management 7 min read

SOP Success: Resolving Common Issues in Creating SOP Templates in Word

Creating standard operating procedure (SOP) templates in Word can streamline business operations and ensure consistency in processes. However, many individuals encounter various issues when attempting to create these templates. In this article, we will explore the definition and importance of SOPs, common challenges in creating SOP templates in Word, a step-by-step guide to creating these templates, and tips to resolve the common issues that arise.  Understanding SOPs Standard operating procedures (SOPs) are not just mere documents; they are the backbone of any organization. SOPs provide a systematic approach to performing tasks, ensuring consistency, efficiency, and safety in various areas of business operations. From manufacturing to healthcare to customer service, SOPs are used in industries where following standardized processes is essential. Imagine a manufacturing facility where each machine operator has to follow a specific set of steps to maintain the quality and safety of the products being produced. Without SOPs, there would be chaos, inconsistency, and increased risk of errors. SOPs bring order and structure to these complex processes, streamlining operations and verifying that tasks are completed in a standardized manner. Why are SOPs Important in Business Operations? SOPs play a vital role in business operations for several reasons: Consistency: SOPs provide a consistent approach to completing tasks, reducing variability and ensuring uniformity in results.  Efficiency: By outlining clear instructions, SOPs help employees perform tasks efficiently, avoiding unnecessary steps and minimizing errors.  Training and Onboarding: SOPs serve as valuable training resources, assisting new employees in understanding how to perform their roles effectively.  Compliance: SOPs help organizations adhere to regulatory requirements and industry standards, ensuring legal and ethical operations. Continuous Improvement: SOPs provide a foundation for continuous improvement. By documenting processes and regularly reviewing and updating SOPs, organizations can identify areas for optimization and innovation.  Common Challenges in Creating SOP Templates in Word Despite the benefits of using SOP templates in Word, individuals often encounter certain challenges during the creation process. By being aware of these challenges, you can proactively address and overcome them: Formatting Issues One common challenge is dealing with formatting inconsistencies or errors. When creating SOP templates, it is essential to maintain a uniform and professional appearance throughout the document. In Word, inconsistent font styles, sizes, and spacing can affect readability and user experience. Additionally, incorrect use of headers, footers, and page numbering can lead to confusion and difficulties in managing the document. Imagine you are creating an SOP template for a manufacturing process. Inconsistent font styles and sizes can make it difficult for employees to distinguish between important instructions and supporting details. This can lead to errors in the execution of procedures and potentially compromise safety or quality standards.  Consistency Problems Maintaining consistency across different sections of an SOP template can be challenging. It is crucial to use consistent terminology, language, and formatting throughout the document. Inadequate consistency can hinder understanding, impede workflow, and lead to potential errors in the execution of procedures. You also want to maximize readability and user-friendliness; therefore, consistency would be the way to go. If you are creating an SOP template for a customer service process, inconsistent terminology and language can confuse employees and result in inconsistent customer interactions. To overcome this challenge, it is important to establish clear guidelines and standards for terminology and language usage. By providing examples and explanations, you can confirm that employees have a clear understanding of the expected consistency in the SOP template. Difficulty in Creating a User-friendly Layout The layout of an SOP template should be intuitive and user-friendly. When employees refer to SOPs, they should be able to quickly locate the relevant information without confusion or frustration. Creating a clear hierarchy, using headings, subheadings, bullet points, and numbering, can enhance readability and make the document more user-friendly. You could even incorporate visual elements like diagrams, flowcharts, or screenshots for a more engaging document. Picture yourself creating an SOP template for an IT troubleshooting process. In this case, it is crucial to organize the steps in a logical order and use clear headings to guide employees through the troubleshooting process. By breaking down complex procedures into smaller, manageable steps, you can make the SOP template more user-friendly and facilitate efficient problem-solving. Step-by-Step Guide to Creating SOP Templates in Word To overcome the challenges faced in creating SOP templates, follow this step-by-step guide: Starting with a Clear Objective Define the purpose and scope of the SOP template and clearly outline what the procedure aims to achieve and who will be involved in its execution. By setting a clear objective, you provide a solid foundation for the SOP template, allowing all stakeholders to understand its purpose and importance. This clarity will also help in gaining buy-in from team members who will be following the procedure. Detailing the Procedure Break down the procedure into clear and concise steps, so that each step is understandable and actionable. Use headings, subheadings, bullet points, and numbering to enhance readability and make it easier for readers to follow along. Remember to consider the target audience when detailing the procedure. Use language that is appropriate for the intended readers, avoiding technical jargon or complex terminology that may confuse or alienate them.  Adding Visual Elements Try incorporating relevant visuals such as flowcharts, diagrams, and tables. These visual aids can help readers grasp the sequence of steps, identify decision points, and understand the overall flow of the procedure. They also provide a break from the text-heavy content and offer a different way of presenting information. However, it is important to strike a balance between visuals and text, ensuring that the visuals complement the written instructions without overwhelming the reader. Reviewing and Editing the SOP Template Before finalizing the SOP template, it is crucial to thoroughly review the content for accuracy and clarity. Check for consistency in language, formatting, and terminology, seeing to it that the SOP template follows the organization's style guide or branding guidelines. Additionally, consider seeking feedback from subject matter experts or relevant stakeholders to ensure the completeness and accuracy of the SOP template. Tips to Resolve Common Issues in SOP Template Creation Creating SOP templates can be a challenging task that requires attention to detail and diligent execution. However, by following these tips and implementing the step-by-step guide, you can successfully overcome the common challenges faced in creating SOP templates in Word.  Ensuring Consistency in Formatting All headings, fonts, spacing, and overall layout should follow the same format so that the document appears visually appealing and professional. To achieve this, you can utilize Word's formatting options such as styles, templates, and themes. Recall that consistency in formatting not only enhances the readability of your SOP template but also helps in maintaining a cohesive look and feel. It ensures that your document appears well-organized and structured, enabling users to navigate through it effortlessly. Making the SOP Template User-friendly Your document needs to be easy to understand and navigate, allowing users to find information quickly and effortlessly. To achieve this, consider using headings, subheadings, bullet points, and numbering. Headings and subheadings help in organizing the content of your SOP template into logical sections, making it easier for users to locate specific information. As for bullet points and numbering, they can be used to list out steps or instructions in a clear and concise manner. Utilizing Word's Features for SOP Creation Word offers a plethora of features that can significantly enhance the creation of SOP templates, such as: Shortcuts and Macros: Assigning shortcuts or creating macros can save you time and effort when performing repetitive tasks. For example, if you frequently use certain formatting options or insert specific elements in your SOP template, you can create a shortcut or macro to automate these actions. Tables: Tables are a powerful tool for organizing information effectively. You can use tables to present data, create checklists, or even outline step-by-step procedures. By utilizing tables, you can make your SOP template more structured and visually appealing. Hyperlinks: Incorporating hyperlinks within your SOP template can greatly improve navigation. You can link relevant sections or external resources to provide users with easy access to additional information. This can save time and effort, as users can quickly jump to the specific information they need. Achieve SOP success with Wrike by resolving common issues in creating SOP templates in Word. Sign up for a free trial and standardize your operating procedures for optimal results. Note: This article was created with the assistance of an AI engine. It has been reviewed and revised by our team of experts to ensure accuracy and quality.

Change Is Now: Resolving Issues in Enacting Organizational Development in HR
Project Management 7 min read

Change Is Now: Resolving Issues in Enacting Organizational Development in HR

Organizations are constantly evolving to stay competitive and adapt to new trends and technologies. As a result, Human Resources (HR) departments are undergoing significant transformations to support organizational development. However, enacting successful change in HR can be a challenging task. In this article, we will explore the various aspects of organizational development in HR and discuss strategies for overcoming the challenges associated with it. Understanding the Need for Change in HR The role of HR in organizations has evolved significantly over the years, from transactional to more strategic and proactive. Traditionally, HR departments focused primarily on administrative tasks such as payroll, recruitment, and employee benefits. However, in today's dynamic business environment, HR has a presence in talent development, employee engagement, and fostering a positive work culture. Identifying Areas for Improvement in HR Practices Recruitment and selection process: HR professionals must ensure that they are attracting and selecting the right candidates who align with the organization's values and culture. This may involve revisiting job descriptions, reevaluating interview techniques, and implementing innovative recruitment strategies to attract a diverse pool of candidates. Use of technology in HR practices: With advancements in HR technology, organizations have the opportunity to streamline processes, improve efficiency, and enhance the employee experience. HR professionals should assess their current technology infrastructure and identify areas where automation or digitization can bring about positive change. Effectiveness of HR initiatives: This can be done through regular feedback sessions with employees, analyzing key performance indicators, and benchmarking against industry best practices. By regularly assessing the impact of their practices, HR professionals can identify opportunities for improvement and make data-driven decisions to drive positive change. Challenges in Implementing Organizational Development Implementing organizational development in HR can be met with various challenges that need to be addressed to ensure successful transformation. Let's explore two common challenges: Resistance to Change in HR One of the most significant obstacles to implementing change in HR is resistance from employees and other stakeholders. Change can be perceived as threatening, leading to fear and apprehension among employees. This resistance may stem from a variety of factors, such as a fear of job loss, a lack of understanding about the benefits of the proposed changes, or a general aversion to change itself. To overcome this resistance, HR professionals should focus on effective communication. It is crucial to clearly articulate the reasons for change and the potential benefits it can bring to both the organization and the employees. It is also suggested to include employees in the decision-making process so that they feel valued. This involvement can be achieved through focus groups, surveys, or regular town hall meetings where employees have the opportunity to voice their concerns and suggestions. Lastly, feel free to provide comprehensive training programs and support for all of your staff members during the transition phase. Lack of Resources and Support Another challenge in enacting organizational development in HR is a lack of resources and support. Oftentimes, HR departments operate with limited budgets and face difficulties in securing sufficient resources for training, technology, and process improvements. When faced with this challenge, HR professionals can advocate for the allocation of resources by demonstrating the potential return on investment. It is especially crucial to highlight how the proposed changes can lead to increased efficiency, improved employee satisfaction, and ultimately, better organizational performance. Collaborating with other departments can also help overcome resource constraints. By working closely with finance, IT, and other relevant departments, HR professionals can leverage existing resources and expertise to support the implementation of organizational development initiatives. You can also explore external partnerships to overcome resource limitations. By partnering with external training providers, consultants, or industry associations, HR departments can access additional resources and expertise that may not be available internally. Strategies for Successful Organizational Development in HR Overcoming the challenges in implementing organizational development requires the adoption of effective strategies. Let's explore two strategies: Building a Culture of Continuous Learning HR professionals should encourage employees to embrace learning and growth opportunities by providing access to training programs, workshops, and mentorship initiatives. By fostering a learning mindset, HR can ensure that employees are equipped with the necessary skills and knowledge to drive organizational success. Building a culture of continuous learning goes beyond simply offering training programs. It involves creating an environment where learning is valued and encouraged at all levels of the organization. This can be achieved by implementing initiatives such as lunch-and-learn sessions, where employees can share their expertise and learn from one another. Additionally, HR can establish a mentorship program where experienced employees can guide and support their colleagues in their professional development. They can incorporate online learning platforms and e-learning modules so that staff can learn at their own pace and on their own schedule. Leveraging Technology for HR Development Technology plays a vital role in enabling HR transformation. For instance, implementing a human resource management system (HRMS) automates various HR processes, such as employee onboarding, performance management, and payroll administration. Additionally, an HRMS provides a centralized database for employee information, making it easier to track and analyze workforce data for strategic planning purposes. Another technology tool that HR can leverage is an applicant tracking system (ATS). An ATS streamlines the recruitment process by automating tasks such as resume screening, candidate tracking, and interview scheduling. As for employee self-service portals, these empower employees to access and update their personal information, view their pay stubs, request time off, and participate in training programs.  Case Studies of Successful Organizational Development in HR Examining case studies of organizations that have successfully undergone HR transformations can provide valuable insights and learnings. Let's explore two examples: Innovative HR Practices in Leading Companies Leading companies such as Google and Netflix have been at the forefront of redefining HR practices. These companies prioritize employee empowerment, flexibility, and work-life balance. By adopting innovative HR practices such as unlimited vacation policies, flexible work hours, and creative employee engagement programs, these businesses have created a positive work environment that attracts and retains top talent. Lessons Learned from Successful HR Transformations When organizations successfully navigate HR transformations, valuable lessons can be learned. For example, effective change management, strong leadership support, and employee involvement are common factors in successful HR transformations. By studying these lessons, HR professionals can gain insights into the strategies and best practices that can be applied to their own organizational development initiatives. The Future of HR and Organizational Development Emerging trends such as the increasing adoption of artificial intelligence, remote work, and the gig economy are transforming the HR landscape. HR professionals must stay informed about these trends and adapt their practices to effectively attract, develop, and retain talent in this changing landscape. To prepare for the future, HR professionals need to be proactive in upskilling themselves and embracing technology. Developing digital literacy, data analytics skills, and staying updated with industry trends are vital for HR professionals to stay relevant and drive organizational development in the digital age. Ultimately, enacting organizational development in HR is crucial for organizations to thrive in today's rapidly changing business landscape. By understanding the need for change, overcoming challenges, implementing effective strategies, and learning from successful case studies, HR professionals can successfully drive organizational development. Change is now, and organizations that prioritize HR development will be better positioned to navigate the challenges and opportunities that lie ahead. Embrace change with Wrike by resolving common issues in enacting organizational development in HR. Try our platform for free and shape a thriving, development-oriented HR culture. Note: This article was created with the assistance of an AI engine. It has been reviewed and revised by our team of experts to ensure accuracy and quality.

How To Select and Maximize HR Management Software in Your Organization
Project Management 10 min read

How To Select and Maximize HR Management Software in Your Organization

The use of HR management software has become essential for organizations of all sizes. This powerful tool streamlines and automates various HR processes, allowing HR professionals to focus on strategic initiatives and employee development. However, with the multitude of options available in the market, selecting the right HR management software can be overwhelming. This article will guide you through the process of selecting and maximizing HR management software in your organization, so that you make an informed decision and fully harness the benefits of this technology. Understanding the Role of HR Management Software The role of HR management software cannot be underestimated. It serves as the central hub for all HR-related activities, facilitating seamless communication and integration between different HR functions. With HR software, organizations can efficiently handle employee recruitment, onboarding, performance management, payroll, benefits administration, and compliance. It enables HR professionals to streamline processes, reduce paperwork, and improve overall efficiency. Key Functions of HR Management Software HR management software offers a wide range of functions that cater to the diverse needs of HR departments. These functions include: Recruitment and Applicant Tracking: Streamlining the hiring process, from job postings to candidate selection. Create job postings, track applications, and manage the entire recruitment workflow in one centralized system. Efficiently screen candidates, schedule interviews, and collaborate with hiring managers. Employee Onboarding and Offboarding: Facilitating a smooth transition for new hires and managing employee separations. Automate the onboarding process, so that new employees have all the necessary information and resources to start their roles effectively. Make use of a handy checklist of tasks to be completed when an employee leaves the organization, so that all necessary steps are taken to protect company assets and maintain compliance. Performance Management: Automating performance reviews, goal setting, and tracking employee progress. Set performance goals, track employee performance, and conduct regular performance reviews. Streamline the performance evaluation process, provide feedback to employees, and identify areas for improvement.  Time and Attendance Management: Tracking employee attendance, leaves, and time-off requests. Employees can clock in and out electronically, eliminating the need for manual time cards. They can also request time off, view their leave balances, and track their attendance records. This functionality helps HR professionals accurately track employee attendance, manage leaves, and ensure compliance with labor laws and company policies. Payroll and Benefits Administration: Managing payroll calculations, tax deductions, and employee benefits. Payroll processes, including salary calculations, tax deductions, and direct deposit, are automated. Utilize the centralized platform for employees to view and manage their benefits, reducing administrative tasks for HR staff. Employee Self-Service: Empowering employees to access and update their personal information, view pay stubs, and request time off. Take advantage of the self-service functionality that allows employees to access their HR information anytime, anywhere.  Training and Development: Tracking employee training needs and providing learning opportunities. Identify employee training needs and create personalized development plans. Track employee training progress, manage training budgets, and evaluate the effectiveness of training programs.  Factors to Consider When Selecting HR Management Software Choosing the right HR management software requires a systematic approach. Here are the key factors to consider: Assessing Your Organization's Needs Assess your organization's unique needs and requirements. Identify the pain points in your current HR processes and determine the specific features and functionalities you seek in the software. Consider factors such as the number of employees, budget constraints, and integration capabilities with existing systems. For example, if your business has a large number of employees spread across multiple locations, you may need HR management software that offers robust remote access and multi-site functionality. On the other hand, if your company has a limited budget, you may prioritize software options that offer essential features at a more affordable price. Furthermore, consider the scalability of the software. As your organization grows, will the software be able to accommodate the increased workload and additional functionalities? Evaluating Software Features Evaluate the features offered by different HR management software providers. Look for features that closely align with your requirements, such as customizable workflows, reporting capabilities, mobile accessibility, and integration with other HR tools. Customizable workflows can streamline your HR processes and adapt to your organization's unique structure. Reporting capabilities allow you to generate insightful analytics and track key HR metrics. Mobile accessibility enables HR professionals and employees to access the software on the go, facilitating efficient communication and collaboration. Integration with other HR tools, such as payroll and performance management systems, can enhance overall HR efficiency. Pay attention to user interface and intuitiveness, so that the software is user-friendly and can be easily adopted by HR professionals and employees alike. A complex and unintuitive interface can hinder productivity and lead to resistance from users. Considering Vendor Reputation and Support Choosing a reliable and reputable software vendor is crucial to the successful implementation and support of HR management software. Research and evaluate the vendor's track record, customer reviews, and longevity in the market. Consider the level of customer support provided, including training, technical assistance, and software updates. A vendor that offers comprehensive training programs can help your HR team quickly adapt to the new software and maximize its potential. Technical assistance should be readily available to address any issues or concerns that may arise during the implementation and usage of the software. Opt for a vendor that offers ongoing support and regular software maintenance for smooth functioning and system updates. Regular updates are essential to address any security vulnerabilities and to incorporate new features and improvements. Additionally, consider the vendor's commitment to data security and compliance with relevant regulations, such as GDPR or HIPAA.  Steps to Implement HR Management Software Once you have selected the right HR management software for your organization, it is essential to follow a systematic implementation process.  Planning and Preparation Before implementing the software, develop a comprehensive implementation plan that includes a timeline, roles and responsibilities, and communication strategy. This plan should also take into consideration the specific needs and requirements of your organization. Consider factors such as the size of your workforce, the complexity of your HR processes, and any unique challenges that may arise during the implementation process.  Identify key stakeholders and involve them in the planning process. This includes HR staff, IT personnel, and other relevant department heads. By involving stakeholders from the beginning, you can gain valuable insights and perspectives that will contribute to the success of the implementation process. Additionally, involving stakeholders fosters a sense of ownership and commitment. Next, prepare the necessary data for migration and verify that the software is compatible with your existing IT infrastructure. This may involve cleaning and organizing your data to ensure its accuracy and completeness. It is also important to consider data security and privacy measures during this stage. Take the time to review and update your data protection policies to ensure compliance with relevant regulations and best practices. Installation and Configuration Work closely with the software vendor to install and configure the HR management software. This involves setting up the necessary hardware and software components, as well as integrating the software with other HR and non-HR systems. Collaborate with the vendor to define and customize workflows that align with your organization's processes and requirements. During the installation and configuration stage, thoroughly test the system to confirm it functions as intended and meets your organization's requirements. Conduct comprehensive testing scenarios to identify any potential issues or bugs. This includes testing different user roles and permissions, data entry processes, reporting functionalities, and any other specific features that are critical to your organization's HR management needs.  Training and Support Provide comprehensive training to HR staff and employees on how to use the HR management software effectively. This includes training on software features, data entry, reporting, and any other specific functionalities that are relevant to your organization. Tailor the training sessions to the different user roles and responsibilities within your organization, so that each user understands how to utilize the software to its full potential. Encourage employees to provide feedback during the training process. This feedback can help identify any areas of confusion or challenges that users may face. Address these concerns promptly and provide additional support and guidance as needed. You can have a dedicated support team on call, along with access to online resources and documentation for your staff members. Strategies to Maximize the Use of HR Management Software Implementing HR management software is just the first step; maximizing its use is equally important. Here are some strategies to get the most out of your HR software: Leveraging Software Features to Improve HR Processes Take advantage of the different features and functionalities offered by your HR management software. Automate repetitive tasks, such as data entry and time tracking, to save time and reduce errors. Utilize the software's reporting capabilities to generate insights and analytics, enabling data-driven decision making. Explore additional modules and integrations to extend the software's capabilities and enhance HR processes. Using Analytics for Decision Making Leverage the power of HR analytics to gain valuable insights into your workforce. Use data to identify trends, analyze employee performance, and make informed decisions. The software should provide robust reporting capabilities that allow you to customize and generate meaningful reports, dashboards, and visualizations. Use these insights to address issues, improve employee engagement, and align HR strategies with organizational goals. Ensuring Regular Software Updates and Maintenance Stay up to date with the latest software updates and patches provided by the vendor. Regularly check for new features and enhancements that can further improve your HR management software's functionality. Maintain open communication with the software vendor and promptly report any issues or bugs you encounter. Engage in continuous learning and professional development to keep abreast of industry trends and best practices. Overall, selecting and maximizing HR management software is a critical decision that can significantly impact your organization's HR operations and employee experience. By understanding the role of HR management software, considering important factors during the selection process, following a systematic implementation approach, and utilizing effective strategies, you can ensure a successful adoption and optimal utilization of this powerful technology. Choose the best HR Management Software and maximize its utilization with Wrike. Begin your free trial today and streamline your HR operations effectively. Note: This article was created with the assistance of an AI engine. It has been reviewed and revised by our team of experts to ensure accuracy and quality.

Employee Training Plan Templates
Project Management 10 min read

Employee Training Plan Templates

Find out what an employee training plan is and what should be included. Get started with three different and ready-to-use employee training plan templates.

Unlocking Effective Team Dynamics: Real-World Examples and Best Practices
Leadership 10 min read

Unlocking Effective Team Dynamics: Real-World Examples and Best Practices

You’ve brought together some of the best talent and people in your idustry. You should automatically have a dream team with no additional work, right? Well, a new team dynamic is not so simple. Now you’re searching for the trick to unlock the full potential for your team — big or small, and in any industry — to show their skills. In today’s workplace, effective team dynamics are essential to achieve organizational goals and desired outcomes. Organizations that have high-performing teams often have a competitive advantage in their respective industries. However, building and maintaining effective team dynamics can be a challenging task, especially when there are multiple factors and individuals involved. This article explores real-world team dynamics, effective examples, best practices, and common challenges. Try Wrike for free Understanding team dynamics Working in a team can be a challenging yet rewarding experience. In order to achieve success, it is important for team members to understand and effectively manage team dynamics.  Defining team dynamics Team dynamics are the interactions, relationships, and communication patterns among team members. This involves how individuals work together to achieve a common goal, make decisions, and solve problems. Effective team dynamics will require collaboration, trust, open communication, and a clear understanding of individual roles and responsibilities. When team members work together effectively, they can achieve more than they would individually. This is because each member brings their own unique skills and perspectives to the table, allowing the team to approach problems from multiple angles. However, when team dynamics are poor, it can lead to conflict, misunderstandings, and a lack of progress. Factors influencing team dynamics Several factors can influence team dynamics, such as: Team size: Larger teams may have more difficulty communicating effectively and making decisions, while smaller teams may struggle to complete tasks that require a wide range of skills. Diversity: Diverse teams may struggle to work together, but they can also offer a broader range of ideas and perspectives. Leadership style: Leaders who micromanage their team can create a negative work environment. On the other hand, leaders who empower their team can foster teamwork and open communication. External factors, such as market trends and competition, can also impact team dynamics. Teams that are under pressure to meet deadlines or achieve specific goals may experience increased stress and tension. The role of leadership in team dynamics Effective leaders also understand the importance of individual roles and responsibilities within the team. Leaders can strengthen the team by making sure everyone knows their role and has the needed skills and resources. Leaders who are able to provide constructive feedback and support can help team members to grow and develop their skills. This can lead to increased job satisfaction and a more positive work environment. Addressing underperformance and accountability Underperformance and lack of accountability are other roadblocks that can hamper effective team dynamics. When team members are not performing to the expected level, it can lead to frustration and resentment among other team members, along with a decrease in productivity and morale. Remember to provide coaching and feedback to underperforming team members and hold them accountable for their actions.  Best practices for fostering positive team dynamics In this section, we will explore some best practices for fostering positive team dynamics. Establish clear goals and expectations When team members understand what they are working toward, they are more likely to be motivated and productive. Goals should be specific, measurable, attainable, relevant, and time-bound (SMART). This makes it easy for management to evaluate progress and hold team members accountable for their contributions. If a team is working on a project, it’s important to have clear goals and set expectations for each team member’s role in achieving those goals. This will help prevent confusion and ensure that everyone is working toward the same outcome. Encourage open communication and trust Team members should feel at ease asking questions, providing feedback, and suggesting ways to enhance team performance. Managers can foster this by promoting open discussions and appreciating each member’s input. Regular team meetings can provide a platform for team members to share their thoughts and ideas. Managers can also provide training on effective communication and conflict resolution to help team members navigate difficult conversations and build trust. Promote diversity and inclusion Diversity in terms of skill set, experience, and background can help spark creativity, prevent groupthink, and enhance team morale. Also, creating a welcoming and inclusive environment can help promote collaboration and create a positive and productive work environment. Managers can promote diversity in three ways. First, they can hire people from diverse backgrounds. Second, they can provide training on unconscious bias. Third, they can support diversity and inclusion initiatives in the company. Provide opportunities for team building Team building activities can help foster positive team dynamics by promoting collaboration, communication, trust, and mutual respect.  Managers can organize team building activities such as sports tournaments, offsite retreats, volunteer events, or team outings. These activities can help team members bond and build trust, which can translate into better collaboration and productivity in the workplace. Overcoming common challenges to help improve team dynamics Now let’s cover some common team dynamic challenges and how to overcome them. Resolve conflicts and misunderstandings Conflicts can happen because of different communication styles, clashes in personalities, and misunderstandings about work. This can lead to communication problems, less productivity, and harm to team spirit. To overcome these challenges, managers should provide appropriate conflict resolution training to all team members. This training should include techniques for resolving conflicts, such as active listening and effective communication. Remember to establish clear communication channels and encourage active listening and a culture of respect among team members.  Navigate team member turnover When a team member leaves, it can disrupt the team’s momentum and cause stress or anxiety among the remaining members. To manage this situation, managers should pay attention to team morale and communicate openly about the hiring process. They should also take steps to ensure that the transition process is as seamless as possible. This can involve offering support to remaining team members and ensuring that new team members receive proper onboarding. Real-world examples of effective team dynamics Collaboration and communication are important for success in sports, business, and non-profit organizations. Let’s take a closer look at some real-world examples of effective team dynamics. Example 1: A high-performing sports team A high-performing sports team is an excellent example of effective team dynamics. The team members must work together to achieve a common goal, whether it’s winning a game or a championship. Each player has clear roles and responsibilities, and they communicate openly and honestly with each other. This communication helps to build trust and respect between team members, which is essential for success. One of the key factors in effective team dynamics is understanding each other’s strengths and weaknesses. A high-performing team understands the unique skills and abilities of each player and uses them to create a game plan that maximizes their chances of success. The coach also plays a significant role in fostering positive team dynamics. A good coach will encourage open communication, promote collaboration, and foster mutual respect among team members. They will also provide guidance and support to help the team achieve its goals. Example 2: A successful business team A successful business team is another example of effective team dynamics. In this scenario, each team member brings unique skills and experiences to the table. Business leaders encourage open communication and collaboration among departments. They do this by setting clear goals and expectations. This helps to break down barriers and ensures that everyone is working toward the same objectives. The team respects each other’s opinions and works together to solve important business challenges. This collaboration helps to build a strong sense of teamwork and camaraderie among team members. Example 3: A collaborative non-profit organization A collaborative non-profit organization is a third example of effective team dynamics. In such an organization, all volunteers and staff members have a shared mission and work together collaboratively. Non-profit organizations rely heavily on volunteers, and team dynamics are often dependent on the organization’s ability to support and appreciate volunteer contributions. In these environments, leaders must package work in a way that maximizes the organizational goals among a distributed and unpaid team. This requires a high level of communication and collaboration to ensure that everyone is working toward the same goals. Leaders must also be thankful for the contributions of their volunteers, even though they may not have much money or other physical resources to offer. Try Wrike for free What different tools can boost team dynamics? Project management tools, such as Wrike, play a pivotal role in enhancing team dynamics within any project or organization. These tools provide a centralized platform for communication, collaboration, and task management. This fosters a more cohesive and efficient team environment.  Features such as shared calendars, task assignments, and real-time updates allow team members to stay on the same page, leading to improved coordination and reduced misunderstandings. Moreover, project management tools often come with chat and messaging features for quick communication and information sharing. These tools make project progress and timelines clear, encouraging accountability and trust among team members, ultimately boosting teamwork and productivity. Conclusion Effective team dynamics are crucial to achieving organizational goals and creating a positive work environment. Managers should understand team dynamics, promote positive dynamics with best practices, and tackle common challenges. Leaders can also use strategies to create a strong team. This team should be able to handle change, communicate well, boost morale, and achieve great results in their projects or goals. Master effective team dynamics and enhance collaboration by applying real-world examples and best practices with Wrike’s comprehensive work management platform. Start your free trial today and bring out the full potential of your team. Try Wrike for free Note: This article was created with the assistance of an AI engine. It has been reviewed and revised by our team of experts to ensure accuracy and quality.

The Ultimate New Employee Onboarding Template for a Smooth Start
Leadership 10 min read

The Ultimate New Employee Onboarding Template for a Smooth Start

Starting a new job can be an overwhelming experience for any employee. From learning new faces and names to getting up to speed with company policies and procedures, the first few days on the job can have a significant impact on their overall experience with the company. That's where effective onboarding comes in.  In this article, we'll cover the importance of onboarding, the key elements of a successful onboarding template, how to customize a plan to meet your company's unique needs, and best practices for implementation.  Transform your new employee onboarding process with Wrike's intuitive work management tools. Craft bespoke onboarding templates and optimize every step of the way with a 14-day free trial of Wrike. Try Wrike for free Understanding the Importance of Effective Onboarding Effective onboarding goes far beyond simply introducing new hires to their coworkers and giving them a tour of the office. A well-structured onboarding process can set the stage for a positive and productive work experience, while a haphazard or nonexistent process can have the opposite effect. During onboarding, new employees should be given a comprehensive overview of the company's mission, values, and culture. This will help them understand how their role fits into the bigger picture and what they can do to contribute to the organization's success. Additionally, new hires should be introduced to their team members and given the opportunity to ask questions and get to know their new colleagues. The benefits of a well-structured onboarding process Here are some benefits of having a strong onboarding process: Increased productivity and efficiency: When new employees have a clear understanding of their roles and responsibilities, they are better equipped to get up to speed and start contributing to the company as quickly as possible. They can start making a positive impact on the company's bottom line sooner, which can help to justify the investment in their training and development. Improved employee retention: Employees are more likely to stay with an organization that has invested in their success from the start. By providing new hires with a supportive and engaging onboarding experience, companies can help to build a sense of loyalty and commitment among their employees. This can reduce turnover rates and save money on recruitment and training costs. Higher employee satisfaction: Starting a new job can be stressful, but an effective onboarding process can help ease some of the anxiety that new hires may feel. By providing them with the information and resources they need to succeed, companies can help new employees feel more confident and empowered in their roles. The impact of onboarding on employee retention and satisfaction The first few weeks on the job are critical to establishing a positive employee experience. This means that companies that invest in their onboarding process are more likely to retain their top talent and build a strong, loyal workforce. A good onboarding experience can also have a positive impact on employee satisfaction. When new hires feel supported and valued by their employer, they are more likely to be engaged and motivated in their work. This can lead to higher levels of job satisfaction, which means better performance and productivity in the long term. Key Elements of a Successful Onboarding Template Now that we've established the importance of onboarding, let's take a closer look at the key elements that should be included in any effective onboarding template. Preparing for the new employee's arrival The onboarding process begins long before the employee's first day on the job. Assign someone to reach out and confirm their start date and time. Parking or transportation information should also be provided, along with any necessary paperwork or instructions. This will help new employees feel prepared and excited to start their new role. Also, think about sending a welcome email or package to the new employee prior to their start date. This could include a welcome letter from the CEO, company swag, or other small gifts to make the new employee feel welcomed and valued. First-day essentials On the employee's first day, make sure to treat them like a priority. Assign a point of contact to greet and guide them through the onboarding process. This could include a tour of the office, introductions to key team members, and an overview of company policies and procedures.  Organize a welcome breakfast or lunch for the new hire to meet their new colleagues and start building relationships. A positive way to “break the ice” can help new team members feel more comfortable and connected to their colleagues from the outset. Setting clear expectations and goals New employees should have a clear understanding of their roles and responsibilities, as well as the goals they need to achieve in order to be successful. Setting concrete expectations and goals helps instill confidence in their abilities and an understanding of how they fit into the bigger picture; this can be done through an individual meeting with the new team member’s manager.  Providing necessary resources and support New hires will need access to certain tools and resources to do their jobs effectively. Make sure they have everything they need in terms of technology, equipment, and training to get started. Assign a mentor or buddy to answer any questions they might have and provide support as needed. Create a training schedule for the new employee to ensure they receive all necessary training in a timely manner. This serves as an opportunity for them to ask clarification questions, which could reduce the likelihood of mistakes or misunderstandings in the future. While you could outline this process in excel or in a written format, you can make the process much easier through the implementation of a project management tool like Wrike.  To illustrate some of Wrike’s capabilities, here's a snapshot of how projects are managed using a Gantt chart. Using a workflow like this can be particularly useful in planning and visualizing the onboarding process timeline. Try Wrike for free Ongoing communication and feedback Remember that the onboarding process shouldn't end after the first week or two on the job. Regular communication and feedback are critical to providing a supportive framework that encourages new employees to achieve their goals. Schedule regular check-ins to provide feedback, answer questions, and address any concerns new employees may have. Creating a Customized Onboarding Plan Since each company has unique needs, consider the following steps when customizing your onboarding process: Assessing your company's unique needs Prior to crafting your plan, assess your company's current onboarding process, especially the strengths and areas for improvement.  Also consider taking the time to evaluate your organization’s culture and values, as well as the specific needs of each role within the company.  If your company culture values collaboration and teamwork, you may want to incorporate team-building activities into your onboarding process. Alternatively, if your company is fast-paced and deadline-driven, you may want to focus on time management and prioritization skills. Tailoring the onboarding process to different roles Not all onboarding processes are created equal. Different roles within the company may require different training or resources. Tailor the onboarding process to meet the specific needs of each role, ensuring that new hires will have the skills and knowledge they need to succeed. If you're onboarding a salesperson, you may want to focus on product knowledge and sales techniques. On the other hand, if you're onboarding a software developer, you may want to emphasize coding best practices and software architecture. Incorporating company culture and values Effective onboarding goes beyond simply teaching new hires the nuts and bolts of their job. It should also include an introduction to the organization's culture and values, as this aids employees in understanding what makes the company unique and how they can contribute to its success. One way to do so is to have new teammates meet with key stakeholders within the company. This could include the CEO, department heads, or other senior leaders. These meetings can help new employees understand the company's values and goals, as well as their role in achieving them. Another way involves having new hires participate in team-building activities. These activities can help them feel like part of the team and understand how their role fits into the larger picture. Best Practices for Implementing Your Onboarding Template Here are some best practices to consider when implementing your customized onboarding template: Assigning a dedicated onboarding mentor or buddy Setting up a mentorship program or buddy system serves as an excellent way to provide ongoing support and guidance to new employees. In addition, there is potential for a more seamless integration into the company and fostering a sense of connection with colleagues. For instance, the mentor or buddy can help answer questions, provide guidance, and offer support throughout onboarding. This person should be someone who is knowledgeable about the company culture, policies, and procedures. They should be approachable and available to help the new hire navigate any challenges or concerns that may arise. The onboarding mentor or buddy can also help the new hire build relationships within the company. They can introduce the new employee to colleagues and facilitate introductions. Encouraging team-building activities and socialization Creating opportunities for new hires to get to know their colleagues and build relationships can help ease the transition into a new job and foster a positive company culture. Hosting team-building activities or social events, such as team lunches, happy hours, or volunteer events, can be fun and engaging, while also providing new team members with a chance to connect with their colleagues on a more personal level.  Regularly evaluating and updating your onboarding process Onboarding should be an ongoing endeavor. Regularly evaluate your process to identify areas for improvement and make updates as needed. Gather feedback from new hires to better understand their experiences and identify areas for improvement. This feedback can be collected through surveys, focus groups, or one-on-one conversations. Use this valuable feedback to make updates to your onboarding procedures, such as adding new training modules, adjusting the length of the onboarding period, or incorporating new team-building activities.  By following these key elements and best practices, your organization can create an effective onboarding process that sets new hires up for success and contributes to overall employee satisfaction and retention. Give your new hires a seamless onboarding experience with tailor-made onboarding templates in Wrike. Start your free trial today and accelerate the integration of new talent, promoting a motivated workforce. Try Wrike for free   Note: This article was created with the assistance of an AI engine. It has been reviewed and revised by our team of experts to ensure accuracy and quality.

Great Interview Questions for Hiring Great Project Managers
Project Management 10 min read

Great Interview Questions for Hiring Great Project Managers

Project managers are responsible for the successful completion of key projects for businesses, as they help navigate challenges and ensure that deadlines and budgets are being met. Because of their important role within the company, hiring the right project manager is a critical task that can be made easier if you screen for their technical knowledge and leadership abilities. Streamline your project management hiring process with Wrike's comprehensive platform. Explore the essential features that a great project manager can bring to your workflow with a 14-day free trial of Wrike. Try Wrike for free Understanding the Role of a Project Manager A project manager is an essential part of any project team. They oversee the entire project and make sure that everything runs smoothly. They also work hard to complete the project on time, within budget, and to the satisfaction of all stakeholders. Whether the task is a large-scale construction project, a new software development initiative, or a marketing campaign, the project manager is ultimately responsible for its success or failure. They must have a strong command of project management methodologies, tools, and software proficiency, as well as financial management skills. However, being an effective project manager requires more than just technical expertise. They must also possess strong leadership and communication skills, along with the ability to manage teams that produce successful outcomes. They need to be able to inspire and motivate team members, maintain a positive work environment, and keep everyone focused on the project goals. Key Responsibilities of a Project Manager A project manager wears many hats throughout the course of a project. They are tasked with defining goals and objectives, developing detailed plans, leveraging appropriate project management tools, overseeing progress, and ensuring that everyone is working together towards the objectives. Also, it is essential that they effectively communicate the project status and any risks and issues to the executives and stakeholders. One of the most important responsibilities of a project manager is risk management. They need to identify potential risks early on in the project and develop strategies to mitigate them. They must also be able to adapt to changing circumstances and make quick decisions when necessary. Another important trait of an effective project manager is resource management. They need to ensure that the project team has the resources necessary to complete tasks on time and within budget. This includes managing personnel, equipment, and materials. Essential Skills for Successful Project Management Project managers must be detail-oriented and possess excellent organizational skills. They should also be high-energy and team-oriented, with a talent for negotiation, conflict resolution, and decision-making. With strong communication skills, project managers can inspire and motivate team members. Project managers must also be able to think strategically and understand how their project fits into the broader goals of the organization. They need to be able to balance competing priorities and manage stakeholder expectations effectively. Finally, successful project managers must have a passion for what they do. They need to be committed to delivering high-quality results and be willing to go above and beyond to ensure project success.  With the right combination of technical expertise, leadership skills, and passion, project managers can help their organizations achieve goals and deliver successful projects on a consistent basis. Preparing for the Interview Effectively preparing for interviews involves more than just scheduling a time and date. As a hiring manager, it is important to take the time to carefully research the candidate, tailor your questions to your company's needs and set the stage for an effective interview. Researching the Candidate's Background Researching the candidate's background goes beyond just reading their resume and cover letter. Take the time to explore their online presence, such as their LinkedIn profile or personal website. By gaining a deep understanding of their background, you can prepare more targeted interview questions and ensure that you ask the relevant questions. Tailoring Questions to Your Company's Needs Each company has unique requirements for project managers, and the interview questions should be tailored to your specific needs. It is important to ask questions that seek to assess the candidate's skills in target areas, such as project management methodologies, tools and software proficiency budgeting, and team management. For example, if your company uses a specific project management tool or software, it is important to ask the candidate about their experience with that tool. Similarly, if your company has a specific budgeting process or team management structure, ask questions that allow the candidate to showcase their experience in those areas. Setting the Stage for an Effective Interview This step involves making the candidate feel comfortable and relaxed while also conveying a professional and business-like environment. Consider the physical setting of the interview. Is it in a quiet room with minimal distractions? Are there comfortable chairs for the candidate to sit in? These small details can make a big difference in how the candidate perceives the interview experience. It is also important to consider the structure of the interview. Consider asking open-ended questions that give the candidate plenty of room to speak, as they allow you to assess their fit for your organization and specific project needs. Avoid asking yes or no questions, which do not allow for much elaboration or discussion. Overall, preparing for an interview takes time and effort, but is well worth it in the end. By researching the candidate's background, tailoring your questions to your company's needs, and setting the stage for an effective interview, you can ensure that you find the right candidate for the job. Questions to Assess Technical Knowledge Questions that test a candidate's technical knowledge are an essential part of the interview process. These questions should assess the candidate's proficiency in project management methodologies, tools, software, and budgeting. Project Management Methodologies Asking situational questions and exploring a candidate's experience is an effective way to assess the candidate's knowledge of project management methodologies. You can ask questions such as, "What project management methodology do you prefer and why?" or "Have you ever managed an Agile project before, and if so, describe how you managed it." For instance, a candidate who is experienced in the Scrum methodology might describe how they have used daily stand-up meetings to keep team members accountable and on track. Alternatively, a candidate who has worked with the Waterfall methodology might explain how they have used detailed project plans to keep stakeholders informed and aligned. Tools and Software Proficiency Project managers require technical skills and expertise to use project management tools and software effectively. You can assess a candidate's proficiency by asking technical questions, such as "What are your five favorite tools for managing Agile projects?" For example, a candidate might mention JIRA, Trello, Asana, Wrike, and Smartsheet. They might elaborate on how they use these tools to manage tasks, track progress, and collaborate with team members. On the other hand, a candidate who is less familiar with these tools might describe how they have used spreadsheets and email to manage projects in the past. Budgeting and Resource Allocation Effective budgeting and resource allocation are essential for project success. To screen a candidate’s financial management skills, you can ask open-ended questions such as, "Describe your experience with budgeting and resource allocation" or "What tools and techniques have you employed to optimize your budget?" A candidate might explain how they have used historical project data to estimate costs or worked with finance teams to secure additional funding. They might also describe how they have used resource allocation tools to balance workloads across team members and ensure that projects are completed on time and within budget. Try Wrike for free Questions to Evaluate Leadership Skills Besides technical knowledge, leadership skills are equally crucial for a successful project manager. The right candidate should be an effective leader with skills like team building, conflict resolution, decision-making, and problem-solving. Team Building and Conflict Resolution Team building and conflict resolution are key components of managing project teams. You can assess a candidate's skills in this area with questions like, "Describe a complex team-building situation you've been in and what techniques you used to resolve the situation." Team building is the process of creating a cohesive and productive team that works together to achieve a common goal. A good leader should be able to identify the strengths and weaknesses of each team member and use that information to build a strong team. A leader should also be able to recognize and address conflicts within the team. Conflict resolution involves identifying the root cause of the conflict, listening to all parties involved, and finding a solution that satisfies everyone. Finally, a leader should be able to effectively communicate with team members and mediate conflicts to ensure a positive work environment. Decision-making and Problem-solving Successful project managers need to make quick and effective decisions and solve complex problems on the fly. Some effective questions to ask could be, "What's the most difficult situation you've faced in a project, and explain how you resolved it." Decision-making involves gathering information, analyzing options, and choosing the best course of action. A good leader should be able to make decisions quickly and confidently while taking into account the opinions and concerns of team members. Problem-solving involves identifying the root cause of a problem, brainstorming solutions, and implementing the best solution. A leader should be able to think creatively and outside the box to find innovative solutions to complex problems. Communication and Negotiation Effective communication and negotiation skills are essential for project managers. You can ask questions such as, "Describe a project where you had to negotiate a contract" or "How do you ensure effective communication between stakeholders and the project team?" Communication is the exchange of information between team members and stakeholders. A good leader should be able to communicate effectively with team members, stakeholders, and clients. Effective communication involves active listening, clear and concise messaging, and adjusting communication style to fit the audience. Negotiation involves finding a mutually beneficial solution when there are conflicting interests. A leader should be able to negotiate effectively to ensure the success of the project. Conclusion Hiring a great project manager is critical in ensuring successful outcomes for your business projects. Assessing the candidate's technical knowledge and leadership skills is a vital part of this process, and the right questions will help you identify the right candidate for your unique needs. Ensure you hire the best project managers with insightful interview questions, and then join forces with Wrike to set your team up for success. Start your free trial today and empower your project managers with a robust work management platform. Try Wrike for free Note: This article was created with the assistance of an AI engine. It has been reviewed and revised by our team of experts to ensure accuracy and quality.

Empower Employee Progress with Top Annual Review Templates for Success
Leadership 10 min read

Empower Employee Progress with Top Annual Review Templates for Success

Annual employee reviews are essential to the growth and success of a company. They provide valuable insight into performance, strengths, and areas for improvement. Moreover, they allow managers to identify goals and expectations for the upcoming year.  However, the process of conducting annual reviews can be time-consuming and challenging. To make this process more efficient, many companies use review templates that enable them to provide structured, consistent feedback.  In this article, we will discuss the importance of annual employee reviews, the key components of an annual review template, four effective sample templates, and how to customize yours to your company’s liking. Boost your company's growth by implementing impactful annual employee reviews using Wrike's advanced project management tools. Embrace systematic feedback generation and create custom templates with a 14-day free trial of Wrike. Try Wrike for free The Importance of Annual Employee Reviews Annual reviews are crucial as they help both employees and managers evaluate performance objectively. They offer an opportunity for constructive criticism and feedback to help employees capitalize on their strengths and overcome their weaknesses. Furthermore, annual reviews can also provide insights into how team members can improve their performance to meet organizational goals while fostering a culture of transparency and openness. Boosting Employee Morale and Engagement Annual reviews help to boost morale and engagement, as well as productivity levels.  For example, an employee may have been struggling with a particular task but was afraid to ask for help. During the review, the manager can show they care by providing assistance and resources to help the team member overcome the challenge. Doing so helps to foster an atmosphere of openness and transparency, where teammates can feel free to discuss areas where they need additional support. Another way annual reviews boost morale and engagement is by recognizing and rewarding employees for their hard work. A positive review can include praise for a job well done, which can motivate employees to continue performing at a high level. Identifying Strengths and Areas for Improvement Effective annual reviews should identify an employee’s strengths and areas for improvement. This feedback allows them to identify their areas of expertise and work towards developing those that require improvement. Additionally, it enables managers to recognize employees who have the potential to take on more responsibility or move up the ranks, making succession planning more straightforward. For instance, an employee may have excellent communication skills and work well in a team. The manager can recognize this strength and assign them to lead a project that requires these skills. This benefits the employee by providing them with a leadership opportunity and helps the company by ensuring the project's success. On the other hand, managers can also provide resources and support to assist team members struggling with time management, as this would boost their confidence. Setting Clear Goals and Expectations One of the key benefits of annual reviews is that they provide an opportunity to set clear goals and expectations with employees. By clarifying expectations, team members can focus on what is most important in their roles and what is expected of them to achieve success. This can serve as a motivator, helping your team members work towards and achieve defined goals with their personal growth and the success of the company in mind. During the review, the manager can work with the employee to set specific goals. The purpose is to set goals that are realistic and achievable and ensure that the employee has a clear understanding of job expectations. Moreover, setting clear goals and expectations can help the company achieve its objectives. If the company is looking to increase sales, the manager can set a goal for the employee to generate a specific amount of revenue in the next quarter.  Key Components of an Effective Annual Review Template A well-designed annual review template affirms that the process is fair and consistent across the organization. It also provides a structured approach to performance management, which helps to align employee goals with organizational objectives. Here are some of the key components of an effective annual review template: Employee Self-Assessment An employee self-assessment is a valuable tool that allows employees to reflect on their performance and growth within the organization. It encourages team members to take ownership of their professional development and identify areas where they can improve.  During the self-assessment, employees can reflect on their accomplishments, challenges, and areas for improvement. They can also evaluate their manager's performance and suggest ways to improve the working relationship. This feedback can help managers understand their employees' perspectives and make adjustments to their management style where necessary. Manager's Assessment The manager's assessment is another critical component of the performance review process. It serves as a chance for them to provide honest, specific, and actionable feedback on performance and any areas for improvement.  Managers should review performance against the goals and objectives set at the beginning of the year. They should also consider the employee's contributions to the team and the organization as a whole.  Goal Setting and Performance Metrics Goal setting and performance metrics are necessary parts of an effective review template. These components help to motivate team members and allow them to feel in control of their work. Simultaneously, they allow management opportunities to coach where needed and an efficient way to track progress and measure success over time. It’s recommended for managers to work with employees to set goals for the upcoming year, essentially creating a roadmap to success. Remember to align these goals with the organization's objectives and the individual person’s career aspirations. You can track goals using project management software tools like Wrike. With an online project management tracker, OKR tracking becomes automated and real-time project progress becomes effortless. Try Wrike for free Professional Development Opportunities An effective performance review must also include professional development opportunities. It should allow employees to suggest ideas for potential training or development opportunities, as companies should emphasize a focus on ongoing learning and development. By offering insights into future growth opportunities, employees can feel more engaged and committed to the company's future ambitions. While in the review process, managers should discuss potential development opportunities with employees, such as training programs, mentoring, or job shadowing. In the long term, employees can reach their full potential and contribute more effectively to the organization. Top Annual Review Templates for Success Creating an effective review template can be challenging. To help you get started, here are four top annual review templates for success: The Balanced Scorecard Approach The balanced scorecard approach is a methodology that measures an organization's performance from a strategic perspective. Here, managers create objectives and key performance indicators (KPIs) for individual employees that align with organizational goals. By doing so, the review template is uniquely aligned with the company's ideal outcomes and contributes to employee growth in the organization's desired target areas. For example, if a company values customer satisfaction, an employee's KPIs may include customer feedback and retention metrics.  The 360-Degree Feedback Model The 360-degree feedback model utilizes insights from managers, peers, customers, and other lines of management. By incorporating suggestions from other perspectives into employee reviews, immediate managers gain a more holistic perspective of the behavior, skills, and knowledge they may reflect in their job. Receiving feedback directly from those whom they interact with daily also helps employees gain more self-awareness regarding possible areas of improvement.  A peer may critique an employee's communication skills, while a customer may offer insights into their product knowledge and responsiveness. This allows for a more comprehensive view of an employee's performance and can lead to more targeted development plans. The Management by Objectives (MBO) Method The MBO method is a performance management technique that focuses on setting and achieving annual goals through collaboration between managers and employees. In an MBO review, managers and employees work together to create personalized objectives for the year that are measurable and achievable. Employees may set a goal to improve their project management skills, aligning with the company's objective to increase efficiency and productivity. By working collaboratively with their manager, the employee can create a plan to achieve this goal, including attending training sessions or shadowing a more experienced colleague. The SMART Goals Framework The SMART goals framework is a rigorous tool that improves goal-setting techniques for both managers and employees. Recall that SMART goals are Specific, Measurable, Attainable, Relevant, and Timely. This technique ensures that objective setting is transparent for both employees and managers and adds structure and accountability to the goals and objectives. By adhering to these principles, employees are more able to track progress, and managers can motivate employees to achieve greater performance more effectively. Instead of setting a general goal to "improve communication skills," an employee may set a SMART goal to "increase the number of successful sales calls by 10% in the next quarter by improving active listening skills and asking open-ended questions." This approach provides a clear and measurable objective that both the employee and manager can track and evaluate. Customizing Your Annual Review Template Aligning with Company Culture and Values Customizing review templates makes alignment with the culture and values of the organization much easier. By taking these attributes into account, the review process is tied to the goals of the company, creating a sense of shared understanding and buy-in. This customized approach also helps managers reflect upon the company's values in their feedback to employees, reinforcing commitment to those values within the review process. Incorporating Employee Feedback In order to make the review process more effective, it is essential to incorporate feedback from employees themselves. Management should regularly seek this feedback as it can help tailor review policies to individual employee needs. It can also allow for a more nuanced perspective on how to deliver effective and motivating suggestions for better results.  Adapting to Different Roles and Departments It's important to keep in mind that the process of conducting annual reviews can vary depending upon the role and department of individual employees. Team leaders may require a different template or specific areas focused on that may not be useful for staff within a different department. Therefore, companies should always create templates that can fit specific needs to align with the organizational mission and vision.  Empowering Employee Progress with Top Annual Review Templates for Success Effective annual review templates are essential in empowering employee progress. By providing a structured and effective review process, they help employees understand their strengths and areas for improvement, motivate them to perform at the highest level, and align employee goals with the company's mission and vision.  Annual reviews also provide a framework for honest and constructive feedback. This encourages teams to work towards meeting performance objectives, improving quality and productivity, and developing their professional potential. By leveraging the top review processes and customizing them to your team's needs, you can create a more engaged and motivated workforce that empowers progress and moves your business forward.  Enhance your team's growth and performance with strategic annual review templates crafted in Wrike's advanced platform. Begin your free trial now to facilitate productive discussions and continuous development that drives success. Try Wrike for free   Note: This article was created with the assistance of an AI engine. It has been reviewed and revised by our team of experts to ensure accuracy and quality.

How to Leverage the 30-60-90 Day Plan for New Hires
Project Management 10 min read

How to Leverage the 30-60-90 Day Plan for New Hires

In the process of recruiting new talent? Try the 30-60-90 day plan and see how you can streamline your onboarding process.

Job Description Templates: Attract the Right Talent
Project Management 10 min read

Job Description Templates: Attract the Right Talent

Wondering how to write job descriptions? Find tips, examples, and a helpful job description template to help you attract top talent to your open roles.

A Guide to Transition Plans
Leadership 7 min read

A Guide to Transition Plans

In a constantly evolving job market, change is inevitable. Whether it’s a career change, retirement, relocation, or business shift, transition is a part of life. A well-structured transition plan can simplify the daunting task of making a big change. In this article, we will explore how to develop a successful transition plan. Understanding the importance of a transition plan Transition planning is a crucial component for achieving success in any life change situation. Without a plan, you may find yourself floundering or struggling to adapt. A good plan helps you navigate your transition confidently with a clear and simple roadmap.  Benefits of a well-structured project transition plan Having a transition plan offers immense benefits. It makes you feel more in control, reducing anxiety and uncertainty. This, in turn, can help you to stay focused, leading to increased productivity, improved time management, and reduced stress levels. Furthermore, a transition plan can help you to identify potential roadblocks and challenges before they become significant issues. This will keep you on track to achieving your goals. Identifying the need for a project transition plan A project transition plan is important for professional, personal, or business goals. Knowing this from the beginning can help you prepare for the future. It’s important to identify areas in your life that require a plan for change. These areas may include switching careers, changing relationships, or setting personal goals. Keep in mind that a transition plan is not set in stone and may require adjustments along the way. However, having a plan in place can provide you with the foundation and structure you need to navigate through any life change with confidence. Use Wrike to start a project transition plan Trying to keep all the task planning and tracking in your head or on a spreadsheet can raise anxiety and lower productivity. Remember that there are tools to quickly track, see, and start getting your transition plan in motion. Wrike is one of them. Assess your current project transition situation Next, set aside time to evaluate your current situation. Assess your strengths, find weaknesses, and improve through self-reflection, assessment tools, or feedback from mentors or colleagues. Doing all of these can help you gain an understanding of yourself, your current situation, and how others may perceive you. When self-reflecting, think about your personal and professional goals, values, and motivations. Consider what you enjoy doing, what you’re good at, and what you find challenging.  When assessing yourself, try using tools like personality tests, skills assessments, and career aptitude tests to evaluate your strengths and weaknesses. Ultimately, you should use your strengths and work on your weaknesses for an easier transition period. When looking for feedback from trusted mentors or colleagues, ask for an honest opinion regarding your strengths and weaknesses, and listen carefully to what they have to say.  Identify areas for improvement Once your areas to improve upon are identified, consider learning new skill sets, finding a mentor, or seeking professional development opportunities.  Brainstorm the skills and knowledge you need to succeed in your desired career or life change. You could take courses or attend workshops to develop these skills. You could also look for opportunities to gain experience in areas where you need improvement, such as volunteering or taking on new responsibilities at work. Finding a mentor can also be a valuable way to identify areas for improvement. A mentor can provide you with guidance and advice, especially if they have experience in your desired career or life change and are willing to share their knowledge and expertise with you. Set realistic goals and expectations Maintain focus and ensure a smooth transition with realistic goals and expectations.  Take the time to identify what you want to achieve, and set a timeline for achieving it. Break your goals down into smaller, actionable steps, and track your progress along the way. It is also important to celebrate your successes and learn from your failures. Remember that transitions take time and that setbacks are a normal part of the process. Be patient with yourself, and keep your focus on your goals. With hard work and perseverance, you can achieve the life change you desire. Try Wrike for free Develop a clear vision for the future This is a crucial step towards achieving success in any area of life. It will assist you in creating a vision that is not only achievable but also aligned with your core beliefs and priorities. Define your desired outcomes This step allows you to define success on your own terms. Then you can create a roadmap that will guide you toward achieving your goals. Remember to keep your outcomes specific and measurable. This will help you track your progress and make adjustments along the way. It’s also important to consider any potential challenges or obstacles that may arise and have a plan in place to overcome them. Establish a timeline for your transition Timelines help you plan for factors such as finances, personal development, and accountability.  Avoid rushing the process, as it can lead to burnout. At the same time, try not to take too long, since it is a gateway to procrastination and loss of motivation.  Align your vision with your values and priorities Alignment is a key ingredient in the recipe for long-term success and fulfillment.  Reflecting on your values and priorities makes it easier to add in any necessary adjustments and ensure that your goals are sustainable and fulfilling.  Create a detailed action plan A comprehensive action plan is the final step to implementing a successful transition plan. This is an essential part of the process, as it keeps everybody on track and addresses problems before they become overwhelming for your team. Break down your goals into manageable steps This helps things fit together smoothly and makes the transition less stressful. It will also create opportunities for you to celebrate your progress incrementally. If your goal is to transition your business to a new software platform, you can break it down into smaller steps, like researching different software options, selecting the best one for your business, training your employees on how to use it, and implementing it. Assign responsibilities and resources This ensures that everybody involved in your transition knows their role — what to do and when to do it. Setting out the necessary parameters like budgets and personnel is a great way to map out your transition. Establish transition plan milestones and deadlines This enables you to measure progress and establish the necessary adjustments to keep you on track to meet your goals. If your objective is to transition to a new software platform within six months, you can establish milestones at the three-month and six-month marks.  Conclusion A well-structured transition plan provides a clear roadmap to achieving your goals effortlessly, while an unorganized plan can lead to confusion, frustration, and stress. By understanding the importance of a transition plan, identifying the need for one, assessing your current situation, developing a clear vision, and creating a detailed action plan, you can achieve the life, career, or business transition of your dreams. Follow this guide, and you will be well on your way to transitioning with ease and grace. Master the art of effective transitions by building a seamless transition plan with Wrike’s dynamic work management platform. Begin your free trial now and ensure smooth, well-executed changes within your organization. Try Wrike for free   Note: This article was created with the assistance of an AI engine. It has been reviewed and revised by our team of experts to ensure accuracy and quality.

Employment Verification Letter Templates
Collaboration 10 min read

Employment Verification Letter Templates

Need an employment verification letter? Here’s how to request one, along with employment verification letter templates for employers.

How to Write an Employee Code of Conduct
Collaboration 10 min read

How to Write an Employee Code of Conduct

Learn how to write a thorough and effective employee code of conduct document. Prevent misunderstandings, grey areas, and promote company values using Wrike.

An Introductory Guide to Project Management for HR
Project Management 7 min read

An Introductory Guide to Project Management for HR

Project management for HR professionals is crucial as teams optimize complex onboarding, recruitment, and training projects. Wrike can help every step along the way.

New Hire Orientation Icebreakers That Are Actually Good
Collaboration 7 min read

New Hire Orientation Icebreakers That Are Actually Good

Want to plan a warm welcome for your newest employees? Use these new hire orientation icebreakers to encourage team bonding.

How to Prevent Common Payroll Processing Mistakes
Leadership 10 min read

How to Prevent Common Payroll Processing Mistakes

Payroll processing mistakes are often completely preventable. Even in the worst-case scenarios, there are ways that accountancy firms and HR professionals can solve issues and keep everything all running smoothly . In this article, we’ll provide you with a deep understanding of why efficient payroll processing is important for your business. We’ll also detail common payroll errors and what steps can be taken to improve the payroll process, along with how Wrike can help.  What is payroll processing? Payroll processing involves entering payroll data into payroll software so that employees can get paid. This procedure involves handling various tasks such as calculating wages, processing payroll taxes, and producing checks or facilitating direct deposits. If you're a small business owner, you most likely handle payroll yourself. However, as the number of employees increases, you may want to hand this task over to a HR manager or an accountant. Larger businesses and corporations hire accountancy firms and HR professionals to manage payroll processing. It helps to involve experts in your payroll process because, aside from keeping track of all of the necessary details, their work will also help the company avoid getting into legal trouble. Common payroll errors Not tracking employee hours and overtime At first, it seems like a simple process to track employee time. Just enter the hours they worked and turn them in at the end of the week or month and pay them accordingly. Unfortunately, the process is much more complicated than that.  Tracking both your employees' and managers' time is very helpful for businesses. Timesheets and time cards are often the tools businesses use to measure how efficiently they use their employees. It can help them improve margins, bid projects, and overall business performance.  Not meeting deadlines Not meeting deadlines in payroll processing is more common than you may think. Although different states have different time frames, the basic rule is that payroll errors should be paid promptly. Doing so can help avoid penalties and minimize the risk of overpayment. Not being able to meet a deadline can damage an organization's reputation and affect employees' payment. Having a good payroll schedule is also important to keep employees' trust. Miscalculating overtime is a big payroll deadline issue. With all the various deductions and commissions that come with overtime, payroll administrators have their work cut out for them. When it comes to overtime, the general rule is that employees should be paid 1.5 times their regular wage for work that exceeds 40 hours in a workweek, but individual companies may have their own policies.  Poor time tracking software can also contribute to overpayment or underpayment. A payroll correction is also required when an adjustment is needed to be made to a payroll amount and may take longer than anyone would like.  Not reporting all forms of taxable employee compensation  Employee pay includes more than salary, overtime, and bonuses. Generally, you must report these forms of compensation to the IRS.  The biggest issue with this is forgetting to detail smaller exchanges that are outside of the standard salary or hourly payment. For example, not reporting sales incentive gifts, even if it’s just a $25 Starbucks gift card, to the IRS may result in penalties and tax liability for your organization. Employee misclassification Employee misclassification is one of the most common and costly errors. Not only can misclassification affect an employee's wages and benefits, but it can also cost the government valuable tax dollars, resulting in an audit. For example, if your company works with freelancers or independent contractors, ensure that they are not misclassified as W-2 employees.  Poor records management Having incomplete or inaccurate records is a costly expense that many companies face. Record keeping is a vital component of payroll management. It’s also a must-have when filing taxes.  Having an efficient record management solution in place can prevent many errors from happening, such as payroll miscalculations and tax filing delays. It sets the foundation for success and plays a large role in preventing other payroll processing mistakes from happening.  Consequences of payroll errors Every mistake made during the payroll process must be corrected to ensure that the correct records are kept. The IRS also has to know exactly how much money was allocated for each employee. In some cases, it can take longer to resolve errors than initially thought, as identifying and fixing these errors can be challenging. Most of the time, it is difficult to ensure your payroll process complies with all the laws governing a business. However, with the right systems and software in place, you can avoid getting caught in a situation where you have to pay a large sum of money or face other repercussions. When people work for you, they may be classified as employees or contractors. You may be responsible for paying them for various expenses, such as overtime. If a worker has been classified as an independent contractor, your company may have to pay back taxes and provide retroactive overtime pay. This can also be costly. Also, employees expect to be paid on time. When the money is not delivered as expected, it can greatly affect their lives and cause them to feel dissatisfied with their work. Some employees may choose to leave when payroll errors occur. As a result, this can lead to higher turnover rates and cost the company more than it intended to. How to correct payroll errors A smooth payroll process is one of the most important functions in a business and it can help keep employees satisfied. Although there are varying legal time frames for states, generally, it is the law that states that payroll errors should be corrected promptly. Doing so will help avoid getting hit with any penalties. Having the proper payroll software and a project management tool can help prevent payroll mistakes from happening. These systems will help you track all of your employee’s professional services, organize and assign payroll-related tasks, and they’ll save time on manual data entry and evaluation. Tools like Wrike also allow employees to track their hours and overtime directly on the platform.  Most payroll mistakes can be avoided with proper planning and education. Unfortunately, there are many places where payroll mistakes can occur. Most of the time, payroll errors happen because the payroll admin doesn't have the necessary information to properly handle the payroll process. Doing some basic research on the various terms and classifications of employees can also help avoid making mistakes. Having a few reports running before payroll can also help catch potential mistakes or prevent them from happening. A payroll checklist is another helpful tool to keep track of all of the steps in the process. Your administrators can use it to keep track of all of the details and ensure that everything is accurate. Another way to correct payroll errors is to keep a list of all the changes made during a given pay period. This will help ensure that the system is up to date. If you have already processed an incorrect payment, then it is important that you immediately report the issue to the federal and state entities involved. If the payroll error is small, you can either immediately cancel the payroll or run a manual payroll. Steps to streamline your payroll process 1. Spring clean existing records From the start, gather all the details about the employees, including their Social Security numbers and any other factors that affect their paychecks. Use a project management system to create a single file that will keep track of your employee's personal details. 2. Consult available experts If you have any doubts about the accuracy of your payroll deductions, talk to a bank representative. Some banks even offer workshops to help small-business owners get started with payroll processing. Your accountants can also help you with payroll tasks and give advice on how to improve your productivity. And if your business is a corporation or an LLC, you can also get a list of forms and due dates from your state tax agency. Hiring a payroll consultant is another great way to get started. They can help you get started by reviewing the books and creating a system that's personalized to your needs and easy to use. 3. Capture all facets of employee compensation Aside from keeping track of employee hours, a payroll system can also help you manage various factors such as employee contributions, 401K plans, and wage garnishments.  Having a system that's adaptable to potential future payment types can help you get started. Remember that as you grow, it's important to keep up with the payroll requirements to accommodate the additional employees. 4. Automate alerts Most payroll software has alarms and other warnings that can help you avoid missing important details. For example, suppose you forget to withhold taxes on any employee who earns more than $600 a year. In that case, your company could be responsible for the underpayment, so having an automated alert attached to this task is a must for accountability.  5. Use separate accounts Instead of using the company's operating cash, establish a separate payroll account specifically for paying taxes, compensating employees, and other payroll expenses. Your bank representative can also help you keep track of all your payroll details between the various accounts.  6. Solve problems quickly If the IRS or another agency informs you that money is due, don't delay to resolve the issue. It can cost you money in interest and penalties. Even if you're not a certified public accountant or a business major, hiring someone to help you set up a payroll system, for this reason, is a good idea.  How Wrike can improve your payroll processing services Wrike offers accountants the tools they need to manage their work seamlessly all year round. With Wrike’s features, accounting firms and teams can easily collaborate with their employees and managers to deliver better results. Here are some of the many ways we do it:  1. In-app time tracking Swap complex spreadsheets for a simple and secure time tracking software like Wrike. Wrike's pinned timer eliminates distraction and helps hourly employees keep track of all their task start and end times, which they can pause and resume when needed. 2. Timelog view Create or double-check billing using Wrike’s accurate Timelog View. Timelog view allows you to see all time entries added to tasks in certain folders, projects, or spaces and is completely customizable.  3. Task duration measurement Wrike allows users to keep track of all of their project and task durations in one central location. It will also give you insight into how things went, as well as what lessons were learned. 4. Color-coded calendars Pull historical data from Wrike’s calendars to cross-check data entry. Color coding makes them easier to understand at a glance and is especially helpful for teams managing multiple types of billing structures, including milestone billing.  5. Gantt charts Wrike’s Gantt charts are a great way to manage payroll projects. They allow you to track progress, communicate deadlines, and organize all other related details within a searchable file system.  6. Customizable payroll templates Wrike Blueprints is a tool that helps you organize and track all of your professional services and projects with recurring tasks, such as weekly salary calculations. Blueprints are template documents that allow you to create new work items and keep track of all your changes. They can also be used to create new payroll projects that need to follow payroll compliance or have a specific workflow.  7. Integration with Microsoft Teams With Microsoft Teams integration, you can easily create and respond to Microsoft forms payroll and add new employee data to them without having to duplicate data entry.  8. Integration with Zendesk Wrike's integration with Zendesk allows you to record all tickets assigned to a specific employee and add them to to-do lists. 9. Workload management Wrike's workload charts help you keep track of how much work is being done and how long it takes to complete it, which is useful for pulling historical data when a payroll error has occurred.  10. Shareable reports Reports in Wrike are built-in record analyses that allow you to gather data from your time logs, spreadsheets, and other important payroll data tools. They automatically update to include the most up-to-date information. Ready to turbocharge your payroll processing to avoid common mistakes and improve your business? Get started today with Wrike’s free trial. 

Top Tips for Motivating Disengaged Employees
Productivity 7 min read

Top Tips for Motivating Disengaged Employees

Grow business results and boost team performance by inspiring disengaged employees to perform better. Learn more with Wrike.

Why Great Culture is Essential for a Hybrid Workplace
Remote Working 7 min read

Why Great Culture is Essential for a Hybrid Workplace

The hybrid work model is here to stay, folks. The great work-from-home experiment of the past 18 months has been a success; companies realize that employees can be just as productive working from anywhere, and workers are embracing the flexibility of a remote or hybrid workplace.  Some 83% of workers want their company to offer a hybrid work model post-pandemic, and 39% would like the option to work from home up to four days per week. Many hyper-growth companies are listening to employee preferences, with 63% implementing a “productivity anywhere” workforce model and introducing the possibility of a hybrid workplace for employees.  It’s clear that hybrid work is becoming a permanent part of how we work, but what are the potential challenges facing such a model – especially for culture? The hybrid work model can lead to longer working hours, micromanagement, a dissolution of traditional company culture, and opportunities for miscommunication. Thankfully, there’s several ways to avoid these pitfalls and instead come out ahead by building a more productive, streamlined, and positive work culture. Building a positive hybrid workplace Along with the hybrid work model comes a noticeable change in company culture. Businesses are concerned with how they can preserve culture with a semi- or predominantly remote workforce. However, it’s important to keep in mind that culture is much more than just office perks and team-building events.  Looking beyond perks  Culture begins with a company’s unique approach to work. Consider the critical characteristics of your ideal culture and how they can be achieved in a hybrid workplace. For example, providing flexibility to employees and trusting them to complete their work from home will provide an excellent framework for creating a transparent, autonomous company culture.  Free lunches and snacks won’t help employees too stressed or busy to eat it. Helping your employees feel more comfortable about the work they do and the way they do it contributes much more to building a healthy hybrid workplace culture.  Setting employees up for success  A positive culture starts with positive workers, so focus on ensuring employees have everything they need to be productive at work. This includes:  Ensuring employees have the tools and equipment they need to work comfortably at home – including options if the internet or power goes out, as well as funding for new equipment Implementing new training opportunities to allow remote workers to gain the same level of onboarding and upskilling as in-office workers  Making sure remote managers are trained in supervising, managing, and coaching from a distance, along with remote team-building skills Ensuring that your hybrid and work-from-home employees have ample opportunity to engage with management  Employee involvement and work-life balance Changing to a hybrid work model is an excellent opportunity to reassess what constitutes great company culture. Recruitment company Morgan McKinley used surveys during the pandemic to discover what was most important to workers and, based on the results, built a culture that offered a better work-life balance.  To do this, they implemented ideas such as a company-wide 3 p.m. finish on Friday afternoons, cutting hour-long meetings to 45 minutes, and encouraging employees to block out lunchtime each day on their calendar. You’ll notice that all of these new measures provide equal benefits for both in-office and remote employees.  When building your culture, ask employees what’s most important to them and create a company culture that benefits all workers.  Better tools improve hybrid workplace culture  Perhaps the most critical aspect of hybrid work is creating a digital workspace that enables all employees to work together from anywhere. Collaboration is a key cornerstone of hybrid work culture, and it’s a great place to start.  These tools will ensure you are supporting in-house and remote workers to collaborate. Your digital workspace is essential to making sure remote workers don’t feel isolated from their team or that office workers aren’t getting more opportunities. All of this equates to happier employees, less turnover, and more productivity — critical foundations for a solid workplace culture.  Digital tools also support a flexible workplace by allowing employees to work to their own schedules. An emerging trend in hybrid work is asynchronous communication, which enables teams to communicate without the expectation of needing to respond immediately. Team members will have all the information they need to complete a task and complete it in their own time.  Asynchronous communication negates the need to be ‘always on.’ Employees can send questions or provide status updates without everyone being connected 24/7. You can also encourage teams to send daily or weekly updates, so everyone can be transparent in what they’re working on day-to-day.  So, what exactly are the essential tools employees need to foster a better collaborative culture in a hybrid environment? They include:  A comprehensive digital workspace that captures all work so that projects, resources, communications, and status updates are accessible to remote, hybrid, and in-office workers Asynchronous communication tools to combat the ‘always on’ mentality and minimize excess meetings  Security features to ensure the safety of company information and employee data  Companies can also achieve a comprehensive digital workspace without bombarding teams with excess tools that can cause miscommunication and unnecessary complexity. Businesses should focus on two core tools to facilitate the hybrid model and enable a better culture of digital collaboration.  IM communications tools  An IM tool such as Slack or Microsoft Teams allows employees to engage with each other regularly. Channels can be set up for teams and employees with similar interests to ensure all employees feel included.  IM tools allow employees to have instant and direct access to their colleagues no matter where they are working and help support relationship building in a hybrid environment. Streamlined IM communication and coordination can contribute immensely to building a healthier work culture and environment.  CWM platform  A collaborative work management platform is the core component of the complete digital workspace needed to facilitate hybrid work. Teams can track all projects and tasks in one place and gain full visibility over work across teams and departments.  These platforms allow for asynchronous communication, enabling workers to be flexible with when and how they work. They also integrate with other tools, allowing all work data to be brought together and stored in one workspace, minimizing the need to be logged in to several platforms at once. CWM platforms also have built-in security features designed to support hybrid teams to work from anywhere.  Security features It’s critical to ensure that work and information is protected regardless of where employees work. As businesses become increasingly digitized, bad actors will continue to devise new ways to access and potentially take advantage of your unsecured data.  Provide your IT teams with the tools they need to rigidly safeguard your company’s work, perform structured audits on a regular basis, as well as ensure your employees are educated on proper security protocols and practices before they delve into the world of digital collaboration.  It’s time to reimagine the way we work  The way we work has changed for good, making it the perfect time to reevaluate your workforce based on the changing needs and behaviors of your business and employees. For your company to be resilient and provide the best possible workplace culture, you need to reevaluate work through a lens of flexibility.  A collaborative, autonomous culture for workers provides considerably more benefits than the closed, siloed work culture of the past. A compassionate, flexible work environment will increase employee happiness and engagement, and it’s become more important than ever to break down silos in a hybrid workplace to ensure that employees are dedicated to teamwork and collaboration no matter where they are.  For more resources on hybrid work culture, check out:  Return to Work Management Guide: How to Manage a Hybrid Team  Research Uncovers the Technology That Will Power Hybrid Work  An Introduction to Hybrid Team Management  A Guide to Hybrid Remote Working WFH or Hybrid Office? How to Know Which Works Best for You

What is the Employee Lifecycle Model?
Leadership 10 min read

What is the Employee Lifecycle Model?

2022 will demand deeper HR action on employee wellbeing, even more so than 2020. In this article, we’ll explain how the employee lifecycle model can improve the employee experience and why project management may just be the key to perfecting your company’s lifecycle strategy. Keep reading to discover how to help breed longevity, success, and excellent employee engagement with just a few simple tools.  The employee lifecycle model explained The employee life cycle is a conceptual framework that explains the various stages of a worker's career. It helps track the employee's progress through various stages and provides employers with an opportunity to analyze data.  This tool also visualizes the different stages an employee goes through during their time at an organization, from initial awareness to the day they leave. The employee lifecycle model may also be called the HR life cycle or simply the HR cycle. Different phases & stages of the employee lifecycle model The employee lifecycle model is about more than just the employment period of an individual. Similar to the customer journey, the employee journey from first contact to offboarding has its own unique set of phases and stages.  HR personnel and team leaders should get familiar with each one because it will inform how they interact with employees (and potential employees), depending on where they are in the life cycle model. Paying attention to these details will ensure that each individual is valued and set up for success, whether they’ll be working in-person or remote.  Here is what they are, along with why they’re important and the actions to take during each phase to ensure success.  1. Attract The first step in the employee lifecycle is all about attracting the right people. Your relationship with potential candidates begins when they first learn about your brand. This is why dedicating a portion of your employee lifecycle model to recruitment and reputation is so important.  Not only does this help build a great product and consistent service, but it also helps retain and attract top talent. Action: Evaluate your recruitment materials with fresh eyes. Make sure social media accounts, landing pages, and physical marketing materials accurately reflect your brand while maintaining business continuity.  2. Recruit The creative recruitment stage is the second part of the employee lifecycle. It involves getting people looking forward to employment and developing a recruitment plan. This step-by-step process starts with the job ad, finding creative ways to demonstrate what your company does and what it values, and eventually leading to the hiring of a new employee.  An emphasis on career development, brand prestige, and a healthy work environment is hugely important.  Action: Map out potential career development tracks for leads so they get a sense of what the next one, three, and five years may look like at your company. Emphasize upward mobility, work-life balance, and companywide culture.  3. Onboard The onboarding process is a process that begins when a new hire accepts an offer of employment. It involves getting used to the organization's systems and expectations. Everything from the first day of the new hire's career to getting them up to speed with the systems, processes, and expectations of their role falls under this category.  On average, onboarding may last anywhere from an hour to a week and is often the shortest portion of the employee lifecycle model.  Action: Create an onboarding workflow that is easy for the new hire to follow and involves at least one executive-level manager on a personal level to better enrich the process.  4. Retain In this employee lifecycle model phase, employers must develop and meet the needs of the talent acquired in the previous three steps. You can choose to focus on keeping your top performers while improving on the strengths of others. The goal should also be to create a culture that encourages continuous improvement and development at every level.  Action: Set up and regularly maintain systems for employee feedback both formally and informally.  5. Develop  Now that you’re retaining a high percentage of staff, it’s time to further develop their skills, help them achieve their career goals, and support continued growth in all areas. This can be done through organized programs, scholarship opportunities for those going back to school, in-house mentoring, and skill development workshops.  Having a clear path forward for the next few years will also help employees see how their own personal development will influence the success of the entire company.  Action: Make a plan for what you’ll do to help employees grow and how you’ll do it.  6. Separate Separation means either one or both parties have decided to call it quits on your collaboration. But that doesn’t have to be a bad thing! This is an important step in the employee lifecycle and can be helpful if you practice great offboarding techniques.  Offboarding is a process that helps an organization improve its employee experience. It’s also a way to build a better relationship with its former employees. As part of a larger strategy, separation and offboarding are often used to shape the last impressions of the employees before they leave.  The goal is to make them feel like they are left with a satisfying last impression that may interest them in returning to or recommending your business to other potential employees in the future.  Action: Like onboarding, offboarding should follow a template workflow that is easy to follow and loops in someone higher up in the company to help them leave on a good note.  Advantages of an employee lifecycle strategy An employee lifecycle strategy makes a company's time with an employee easier and less stressful. It also helps evaluate an employee's performance over time.  For managers, mapping out the employee journey helps you improve both your reputation and talent retention. It will also go a long way toward improving employee health and wellbeing while they are with your company.  As you know by now, developing and training employees is an essential part of the employee lifecycle. It can help them improve their skills and knowledge, and it can also benefit the business by ensuring top talent stays in your business.  Maintaining an effective employee lifecycle strategy can help boost employee engagement and provide them with the necessary training to excel in their roles. How to measure and improve the employee lifecycle It may be challenging to capture data on the employee lifecycle journeys at first. However, key indicators such as average employment duration and anonymous employee feedback surveys will go a long way.  Another useful metric is the retention rate. A simple formula to determine the retention rate of an employee is by dividing the number of people working for you by the end of the year. As you measure progress over time, consider documenting your efforts the same way you track tasks for team management. It’s important to describe your HR activities in the form of a flow chart or a chart during the employee lifecycle. Doing so helps map out your employees' journeys and gives you more context when analyzing KPIs.  As you map out your HR journey, pay attention to the questions that you cannot answer completely. These will help you identify areas of concern that can affect the employee experience. This list will also provide great ideas for survey questions down the road.  How Wrike can help manage your employee lifecycle journey Project software like Wrike can help HR professionals and team leaders improve the efficiency of their work by allowing them to focus on the needs of their employees without sacrificing productivity in other areas. HR project software is commonly used for various tasks, such as planning, onboarding, and employee training. In Wrike, teams can collaborate and communicate across departments at every stage of their employee lifecycle journey. Another advantage of using Wrike is that it can help increase teamwide productivity. It eliminates the need to manually update email chains and other time-consuming tasks, which can easily decrease the quality of life for employees on the job.  Agile HR methods are flexible and can help you get started with a project without missing a beat. Wrike's robust project management software can also help you track and manage multiple tasks, including creating one task for each individual. It can also create and track project budgets for recruitment activities and employee enrichment programs.  If you’re working as a team to improve your employee lifecycle model, Wrike's ability to create to-do lists with public and private tasks makes it easy to add collaborators while still keeping tasks with the sensitive information in compliance. You can also attach deadlines to individual tasks so that everyone stays on track.  Use Gantt charts to map out the tasks and dependencies across multiple projects. For example, you can simultaneously interview multiple candidates while still polishing your recruitment materials for other roles at the same time.  Wrike will even help you identify areas of concern that may affect the timeline and resources. If a person or resource is strained, you can easily spot the bottlenecks before they happen, which is especially useful in complex organizations with hundreds of employees to monitor and engage.  And as the use of electronic employee scheduling and applicant tracking systems increases, it's clear that project management software like Wrike will be a must-have in the near future.  Ready to improve employee wellbeing? Get started organizing your new employee lifecycle strategy today with Wrike’s free trial. 

7 Tips to Nail Your Annual Review
Leadership 3 min read

7 Tips to Nail Your Annual Review

We asked our faithful Wrike users for their own tips on how to nail your annual review. Some tips are for managers, other tips are for employees. See what they have to say, and apply what seems wise in order to get through your annual review with minimal stress. Annual Review Tips for Managers We asked: "As a manager, how do you make sure you run a fair, efficient, and effective process?" Managers from various industries gave us their best tips to make sure everyone comes out of the review process feeling like they had a positive experience. 1. Be fair and consistent "Make sure you are reviewing everyone on appropriate standards." — Matt Graf "Have appropriate and fair measures in place." — Karien Bredenkamp 2. Communicate the process and goals  "Set clear and objective goals." — Nick Stelmazuk "Daily communication with everyone and planning ahead." — Sammy 3. Have tough conversations early on "Daily communication about tasks, even if they're conversations you don't want to have (i.e. when your employee isn't performing)." — Mitchell Moss Annual Review Tips for Employees We asked: "As an employee, what are some things you do to make sure you nail your annual review?" Employees from around the globe shared tips on everything from dress code to how to prepare so you rock your annual review meeting. Decide which tips will work best for you. 1. Prepare in advance "Prepare early, track goals throughout the year." — Nick Stelmazuk "Spend enough time preparing - don't try to 'wing it.'" — Karien Bredenkamp 2. Dress for the occasion "Look snappy, and be honest." — Tory Dirk Trone 3. Show proof of results, don't just tell  "Be honest about my standing of where I am with my projects, and what I have completed and how." — Matthew Miller "Give a detailed and honest description of how I've accomplished the things I worked on, and how I've completed the tasks that have been assigned to me. Also, I track the time I spend on each task so I can have some physical proof of my work." — Ivana Reyes "I make sure that I quantify my job with my tasks in Wrike." — Christina Anstett 4. Set new goals for the next year "Review or renew my short/medium/long-term goals; Put a wish list of things I'd like; Have questions for how I can improve." — Mitchell Moss What tips can you share? Not every piece of advice on this list will be applicable for you, but hopefully you've found something useful to nudge you in the right direction. Help out your peers by sharing your annual review best practices in the comments below. Read Next: Don't Become a Project Manager from Hell!