anaandi

[anaandi]

Can’t We All Get Along?: Managing Office Cliques

It’s lunchtime or afternoon break: you head over to the pantry and you see several small groups of your colleagues clumping together in their own little space, chatting about the fun stuff they did over the weekend.

You listen in on the conversations and wonder if you should join in or feel like you’re stepping into ‘secret’ territories, or what is commonly called “office cliques.”

A study by Career Builder finds that 43 percent of full-time private-sector employees in the US say their office is populated by cliques and that it has been affecting workplace culture and their career development negatively.  

Reluctant Adaptive Behavior

It’s common to find employees adapting new behaviors they don’t really want to do, have no interest in, or feel uncomfortable with just to fit into office dynamics. 20 percent find themselves admitting that they’ve done something such as:

• Watching a certain TV show or movie to discuss the next day (21 percent),

• Pretending not to like someone or making fun of someone (19 percent),

• Pretending to like a certain food (17 percent),

• Taking smoke breaks (9 percent),

• Hiding political affiliation (15 percent),

• Not revealing personal hobbies (10 percent),

• Keeping religious affiliations and beliefs a secret (9 percent).

Solution: Self-reflection

Reflect inwardly from time to time and try to notice if you’ve acquired an office alter ego or if you’ve been presenting two different personas at work and at home. If you can relate to this, then it’s a sure sign you should be re-evaluating your relationship with your work circle.

Exclusive Nature, Being Branded the Same as Your Clique’s Image   

Engaging in gossip, bullying, backstabbing, ostracizing other employees they don’t like, only wanting to hang out with members of the clique, and requiring conformity are just some of the common things office cliques do. When it gets really bad they won’t even know they’ve demoralized someone enough for them to leave altogether.

Whatever the image your clique projects— fashionable slackers, cool bullies, chatterbox, the life of the party, among others— will be put upon you as well, whether or not you actually embody these attributes. This can potentially damage your career development when both good and bad things happen in the company.

Solution: Analysis and Variety

Analyze if you’re in a clique— if you are in a group of friends at work but you’re afraid to speak out about a specific behavior because you don’t want to go against the collective opinion, you might want to rethink your friends at work.

Then, think about bringing variety into your work relationships. Broaden your horizons by spending more time with different people who build you up to slowly lessen your clique involvement and eventually make way for a sensible departure. Allow yourself to develop new interests.

Office Politics, Bosses in Cliques

Even supervisors and the upper management are at times part of cliques, intentionally or not, that can fuel office politics—favoritism, power trips, forcing homogeneity, or driving a small pack of brown-nosers.

Coworkers in a clique meanwhile will tend to cover for another member’s faults and duties, reinforce only each other’s opinions, and fail to take account of non-clique members’ ideas, which leads to subpar output and ineffective teamwork.

Solution: Setting an Example and Clear Enforcement of Policies  

It’s troublesome for the management when one of its executives is part of a clan as the right behavior, atmosphere, and cultural tone should start from here. If you are part of management, you must show transparency, inclusion, and open dialogue in meetings to gain their employees’ trust and fuel their ideas.

You must be a good listener and show them you value their opinion even when you may have to disagree. Promote healthy competition and collaboration while rewarding individuality, innovation, and authenticity.

You should also have clear policies set about digital etiquette to avoid cyberbullying, guidelines on how to report harassment issues, and develop mentoring programs in HR, investigate employee complaints thoroughly, use standard performance review procedures, and require tangible evidence to support a promotion or pay raise.

Create interactivity—team lunch or after hours occasionally but don’t make participation mandatory. Celebrate everyone’s success and don’t just praise a few.

And while being part of a clique may seem fun, provides a safety net, even advantageous connections—most especially for the socially conscious generation of millennials— there’s absolutely no rule that you should be part of one to ensure your happiness and place at work.

 The post Can’t We All Get Along?: Managing Office Cliques appeared first on Sprout.

source https://sprout.ph/blog/managing-cliques/

[anaandi]

Julie — On Her Passion for Payroll and Her Team

Julie is Sprout Solutions’ Head of Payroll Professional Services. On this Sprout’s Rockstar of the Month, she speaks about how she found herself in payroll and managing her team.

 Seeking Education, Trying Sales, Finding Payroll

“I took up BS Clinical Psychology in college because I wanted to be a teacher. After I graduated, I went into my first job as an HR assistant and on weekends, I was taking my masters for psychology.

The company I worked for was in the HR and payroll industry. Though I worked in HR I would often join events and it was then the marketing manager in my office asked me to be a part of the sales and marketing team. She said she saw my potential to be a salesperson, so I ended up working two positions: in HR and sales. I took up all responsibilities that came with being in sales and beyond— I was handling implementation as well.  

After a few years of that, I was promoted to operations as a manager, which entailed the outsourcing services of the company and software implementations. This position is where I started learning about the accounting, financial and payroll side of the industry.”

The Turning Point

“There was a situation in my job that I really had to learn payroll in depth; one of the supervisors had made a mistake in the computations and ended up paying the wrong amount to one of our clients’ employees. During that time I was on vacation but I needed to step in and resolve the issue. It was then I realized I enjoyed payroll.

At that point, I had been doing payroll since 2010, so I decided it was time to take my knowledge and venture to a new environment. I enjoy the challenges of payroll, especially in the year-end, like annualization. It could be a repetitive task but every now and then you have to check new rulings or policies and that’s when it gets exciting. So when I was looking for new work, I searched within the payroll industry and that’s where I found Sprout and joined their payroll outsourcing team as head manager.”  

On Managing a Team

“I believe that my background in clinical psychology helped me prepare for the client-facing position of payroll outsourcing. It teaches you how to understand the human psyche so it helps me be a keen observer and patient listener when I communicate with clients as well as my employees.

On top of my educational background, I also learned a lot from my manager from my past job. When I started in sales, she taught me how to present myself to clients, most especially in negotiation. By urging me to try out sales from an HR position, she took me out of my comfort zone, and it was then I gained more confidence in myself and in handling a team.”

Managing Style

“I am very maternal… People often look to me for advice. So when I first took on a managerial role, it wasn’t hard for me to adjust to having people work under me.

I believe that my team is my responsibility, so it is in my instinct to take care of them. But that doesn’t mean that I baby them either: I always tell my team that I will not be the micromanaging type because I trust that they will do their jobs. I expect my team to manage themselves and they will only hear from me when they are not meeting my expectations. However, if they need help from me, they can always approach me.”

When building my team, I value willingness to learn over skills. One of my greatest peeves is someone with an attitude problem; I would much rather handle someone that doesn’t hold that much experience but is open to learning than someone with a higher skillset but refuses to new ideas.”

Outside of Payroll and Future Plans

“Outside of payroll, I enjoy crafting. I make accessories and do hand stamping whenever I’m free. These are the activities I like to do to de-stress.

I was recently thinking about enrolling myself for a masters degree. When I used to want to be a preschool teacher I took school psychology for masters, but now that I’ve found payroll I want to further my learning again.”

 The post Julie — On Her Passion for Payroll and Her Team appeared first on Sprout.

source https://sprout.ph/blog/julie-rockstar-of-the-month/

[anaandi]

Shifting the Perspective: Prioritizing Employee Engagement

It’s no secret that the workforce is changing— gone are the days when employees’ output and time worked were the only priority in businesses.

Now that the workforce has transformed, so have the standards for a productive and efficient workspace.

Some companies are still reluctant to prioritize it as it does seem unnecessary and deviates from actual work, but the reality of it all is that efforts to increase employee engagement will affect performance in the long run.

In fact, employee engagement is one of the main drivers of results.

What exactly is employee engagement?

Do take note that employee engagement is not the same as employee satisfaction: the former has to do with aligning with employees of the company’s main purpose and how they play a role in its growth. The latter, on the other hand, focuses more on whether your employees are content working at your company.

The key difference between the two is employee satisfaction is not as difficult to increase as employee engagement. Engaged employees are more likely to “go the extra mile” to accomplish something because they believe in your company’s goals and understand what they are working towards.

Measuring Employee Engagement

Employment surveys are often done to measure the level of engagement in the company. Then, increasing engagement requires efforts and strategic planning among management— from the HR team to the CEOs, and managers of each department.

Employee engagement activities also come in the form of activities, games, or events to really emphasize the goals of the company.

The Problem

It is common for traditional companies to allot a budget for employee engagement efforts as they do not see the direct benefit of taking time off employees’ working hours to participate in “extra” activities.

This can cause disengagement in employees— they are not actively thinking of what the company’s goals are and can even cost company money from the lack of productivity. Not only that, it also kills morale around the office. Disengaged employees do not only affect their own work but others around them as well.

So in reality, it is in any company’s best interest to make the effort to keep engagement among their employees high to ensure that they are working to the best of their abilities.

What Companies Need to Do to Increase Engagement

As a company, your people need to believe in your company and its values.

Even before people are onboarded, recruiters need to be clear with candidates on your company’s main goals and beliefs. That way, you are able to filter ones whose values do not align with that of your business’s.

After onboarding, it is then important to have an open line of communication to build a foundation of trust in your employees and management so that they are not afraid to give any feedback as well as receive any evaluations you may have as well. With this, they are also able to show their employees how they play a role in the company’s vision.

So it is clear exactly why employee engagement is important—  the challenge for employers now is how to increase and maintain high engagement to avoid attrition. Though these efforts are done through activities that traditional employers may deem futile, these do affect the business in the long run.

Employees now have an infinite number of resources and opportunities to work elsewhere. If they don’t feel they are not working towards a common goal with your company or they often forget how their productivity affects the overall output, then your business will be left behind by the fast-moving industry standards.

The post Shifting the Perspective: Prioritizing Employee Engagement appeared first on Sprout.

source https://sprout.ph/blog/prioritizing-engagement/

[anaandi]

7 Essential Hiring Tips for Startups

The world of startup companies – unpredictable, flexible, thrilling, evolving, and gratifying.

Offering plenty of possibilities, it’s no wonder so many candidates are eyeing opportunities in the industry – recognizing a startup’s merit, placing trust in its passion and mission, and welcoming probable risks.

The initial stages of hiring can be challenging, but as we well know, the people in a company are its core foundation to success, perhaps more so for startup companies.

Hire Someone When the Need Comes  

Nathaniel Koloc, co-founder and CEO of ReWork, a mission-driven talent firm recommends startup founders to put away their reluctance of hiring just because they can’t entirely afford it.

An additional mind, hands and legwork that another person provides will be worth it given the right candidate. The rewards of hiring talent when the need arises will outweigh the costs of low-quality output that comes when employees are overstretched.

Hire Purposely While Looking for Potential

For startups, hiring is not just simply filling another position; every candidate it takes in will play a significant role in building the culture and future of the company. Can they align well with the startup’s ideas and missions?

Years of experience, graduate degrees and track records are not everything; an efficient hiring manager, knowing the clear purpose of where the company would like to be, will be able to make the first few hires successful.

It is also important to spot and tap into the underlying potential of a candidate – namely their potential to acquire and utilize skills, their potential leadership qualities, and their potential to grow with the company. At the same time, take into account notable achievements from the past to evidence that a candidate can walk the talk.

Attitude Will Identify the Cultural Fit

A startup is a good place of learning. When the company is relatively small, it’s easier to instill new skills into employees. But while a good set of skills is noteworthy to begin with, there are also things that can’t be learned such as attitude and work ethics.

As motivation and willingness cannot be taught, a candidate’s attitude will decide whether they have the ability to make a productive work dynamic with different personalities in the workplace.

To do this, have all key people interview the best candidate using behavioral interviews alongside the standard kinds.

While knowledge is important, focus as well on personality, determination and emotional intelligence. Candidates who are self-motivated and keen to learn will likely be a good cultural fit in a startup.

Allow Applicants to Demonstrate Skills with Little Direction

It can be easy for some applicants to display confident answers in interviews, eventually winning the hiring manager over, but what’s more important is the demonstration of their skills to know how valuable they can be.

Have applicants undergo an actual work situation where they need to complete a specific task, with only few directions to guide them. Doing so will reveal how they will navigate tasks, whether they can take initiative, and if they will go that extra mile.

Making Them Feel Vital to Your Success

It’s important to recognize that your people are dedicating their skills and effort the moment they start with you. In return, as responsible employers, you should show that you care about their development and future with the company.

Your people are the ones that drive your company forward and it’s important for them to feel to that their efforts and contributions are not only being put to use, but also that they are treated as vital parts of the company’s success.

Build an Onboarding Process

The best way to show a company’s culture and goals is to have a proper onboarding process, as well as to ensure your new hire’s first weeks flow smoothly.

A week before a new hire’s start and after preparing all the paperwork, set up their workstation and the tools and tech they need. Create an office tour, team welcome, and session to discuss the company history, goals, culture, among many others.

As a startup, no matter how young the company, it’s also important to ensure the legality of your documents for your new hires so that they know they are legally protected.

Find People Who Can Roll with the Punches

In a startup, where coming onto unpredictable circumstances in the norm, creativity and flexibility should be hand-in-hand.

Ideal candidates should have a combination of innovative thinking and high flexibility, in order to solve problems efficiently, while being adaptable enough to take on tasks that may not be within their role. Startups need people who can demonstrate resolve. They also need the ability to take ownership of their actions and turn a vision into reality. With limited resources and the need to be fast, flexible and innovative, it is essential to hire candidates who can truly demonstrate their ability to adapt, turn words into action, and align themselves with the culture and mission of the startup — can they walk the talk?

The post 7 Essential Hiring Tips for Startups appeared first on Sprout.

source https://sprout.ph/blog/essential-hiring-tips/

[anaandi]

3 Reasons Why Recruiters SHOULD Call Candidates Back

There are several articles on the internet for candidates that don’t receive a call back from recruiters: “X Reasons Why Your Recruiter Hasn’t Called You Back” “Why Recruiters Don’t Call Back” “Is Your Recruiter Ignoring You?”

But the real question is: should this even be a norm?

Should calling back an unsuccessful candidate to let them know they didn’t get the job be the recruiter’s obligation?

Well, if you want to be at the top of the game in your industry… it should.

It Helps Your Employer Brand

A lot of candidates will primarily judge a company by their reputation and oftentimes will make a decision based on that— which is why employer branding is so important.

To do this, businesses have to figure out what they want their identity as an employer to be. With the employer brand they create, the goal is to attract their ideal candidates. This extends beyond an employee’s experience in the company after being hired and into the very beginning in the job application process.  

With a good employer brand, companies can establish the culture they want in their company by hiring candidates that fit their vision. As a result, employees are able to thrive in their own departments and help the company grow into what it aims to be.

First Impressions are Critical Decision Makers  

It is in the job application process where the candidates will get their first peek into the company’s culture. Candidates use this first impression as an indicator of how your company treats your people — and should they choose to work with you — how you’d treat them as well.

That’s why a bad application process can do your company more harm than good.

Not only would you risk losing a possibly good candidate, you also risk several potential candidates as well. As a result, your reputation as an employer is tarnished in the candidate market.

Your Bad Rep Will Help Your Competitors

Word of mouth travels faster than ever before: with the myriad of online platforms for candidates to blast a bad experience, companies should make it a priority to give them an encounter that will have them sing praises about your company.  

Letting unsuccessful candidates know that they didn’t get the job could be easily overlooked as recruiter schedules are packed, leaving the task put at the bottom of the list of to-dos. But leaving them with a good experience will get them to recommend your company to others in their network.

A bad experience, on the other hand, will have them warning their peers to try somewhere else, in the same industry— possibly with your competitors. And do note that a bad experience is shared twice as often as good ones.

The main takeaway here is that it’s not an employer market anymore — no one is lining up at your door to be your employee.

It is now up to you as an employer to figure out the most efficient way to build your brand to attract the best candidates as well as have them spread the word about your company to other great candidates.

To do that, your application experience is the way to go. It’s where you meet the most candidates with a different collection of networks that they could possibly share their experience with your company with; good or bad and whether or not they get the job.

So it’s best to give them a job application experience that they come out feeling satisfied with despite the outcome. That way, you boost your company’s reputation as an employer in your industry.

Oh, and don’t forget to call them back to give them the news!

 The post 3 Reasons Why Recruiters SHOULD Call Candidates Back appeared first on Sprout.

source https://sprout.ph/blog/recruiterscallback/

[anaandi]

Philippine Recruitment Trends in 2019

The workplace is ever-changing, affecting the culture, the environment, and the techniques being utilized at work such as in recruitment, one of the key points of a successful and continuously growing company.

As technological advancements continue to take the world by storm, everyone else must follow suit, and the Philippine recruitment landscape must only look forward and keep its doors open to the oncoming developments.

Various recruitment consultancies identify the following as emerging recruitment trends that are expected to continue to shape the industry in the coming years: Cognitive Automation (CA), Natural Language Processing (NLP), Virtual Reality (VR), and General Data Protection Regulation (GDPR).

Cognitive Automation: Human-like thinking ability

Companies are currently using robotic process automation (RPA), where employees allow a robot to process data, manage transactions, and more.

But RPA still needs improvements for it to complement the recruitment process– which brings us to cognitive automation (CA). With CA, robots will have the thinking ability close to humans, but worry not, as experts emphasize that this does not mean that human capabilities will be replaced.

CA’s key point is to complement our human skills. With these technologies at hand, many tasks can be broken down so that HR people can devote more time to important human capacities such as devising strategies, sourcing talents, screening and evaluating, and developing workplace culture.

Natural Language Processing: Understanding human language

Computers will also need to understand human language better by speaking it and even distinguishing human emotions through natural language processing (NLP).

With the use of NLP, recruitment procedures can be more accurate and more efficient. Some examples are extracting data in resumes, identifying right candidates, monitoring social media channels and analyzing employee feedback. NLP would help to streamline these tasks and will be important in making hiring decisions.

Virtual Reality: No longer just for gaming

Virtual reality (VR) is no longer exclusively for gaming development. In fact, Hanover Recruitment thinks virtual reality (VR) will also have a big impact on recruitment.

VR is predicted to make waves in talent acquisition, interviews, office tours, on-boarding, and learning and development.

Companies need to show potential new hires that they are innovative. For instance, conducting a virtual office tour would attract the interest of many millennial applicants in a candidate market.

In interviews, on-boarding and training, VR can save time and cost for the company. Recruiters can carry out live face-to-face interviews wherever they are, have applicants go through virtual situations to assess their abilities, speed up the process of new hire orientation, and learn skills or attend workshops in different locations.

General Data Protection Regulation: Data audit and safety guarantee

The general data protection regulation (GDPR) was approved by the European Union (EU) last year. While the GDPR is generally applicable to companies within the EU, the Philippine landscape is bound to be affected, especially for those with subsidiaries and partners from the region.

For now, we have the Data Privacy Act (RA 10173) to guide companies and its respective recruitment departments to organize a data audit – to maintain as little personal information as possible, and to ensure the safety of company websites as more candidates submit applications online.

Recognizing employee rights is also important in 2019 and beyond – letting them know the how’s, why’s and who’s when it comes to sharing their data.

Much like most industries, technological advancements and creativity will influence the future of recruitment. As recruitment is the backbone of any company, it is even more important to pay attention to these industry trends.

The post Philippine Recruitment Trends in 2019 appeared first on Sprout.

source https://sprout.ph/blog/philippine-recruitment-trends-2019/

[anaandi]

Lisanne — Finding Passion in Events Planning (Sprout Rockstar of the Month)

Lisanne is a Marketing Communications Officer at Sprout Solutions. This month she shares with us her experiences finding herself in her career in events.

 Moving to Manila

“I grew up in Baguio and only moved to Manila when I was 16 years old for college at Ateneo de Manila University.

It wasn’t so difficult to adjust because Manila has always been my second home. I would be here every holiday and a lot of my relatives live here. When I started school I moved into a dorm and I was lucky enough that we were like a family: everyone in the dorm including the guards, secretaries, and other students were all really close it was like a big sleepover every day.

The hardest thing to adjust to was the weather. It was so hot my cheeks were always so red and got a tan!”

 Love for Events

“When I was a kid I wanted to be a doctor. Even until high school, I was so sure I wanted to take that route but then after watching my cousin who went into med school, I realized the lifestyle wasn’t for me.

Then I did a semester of environmental science when I was a freshman in college, which I found also not to be a good fit for me so considered all the things I was good at and interested in, and it led me to communications. I shifted into BS communication technology management— which was basically my school’s version of marketing.

Ironically enough, I used to be a shy kid. I couldn’t even talk to family members I couldn’t recognize. But people saw my potential when I did speak out so I decided to keep practicing in front of a mirror first. Then slowly, I involved myself in more projects and progressively more comfortable in front of a crowd. I even tried hosting and enjoyed it a lot.

I thought I’d end up in a PR firm because it was in college my love for events grew and I knew that’s what I wanted to be doing afterwards. I joined a lot of organizations— 7 throughout my 4 years— and I planned a lot of events for each.

I love bringing plans to life, particularly executing them and seeing ideas materialize piece by piece. I also love the bond that I form with the people I work with for the events. You go through a lot of hardships. You’ll often reminisce and ask each other, “Remember when we didn’t sleep for 24 hours just to plan that one event?”

 The Challenge with Losing a Mom

“It was almost finals week of my first semester of senior year. I was hosting a big event and my mom had called me that afternoon because I had borrowed money from her for one of my events and she was asking for it back. I told her I’d call her back later.

Right after the event, I got a call saying that they had rushed my mom to the hospital. I wasn’t aware of how critical the situation was until I got to the hospital and the doctor told me that she had suffered a cardiac arrest and to expect the worst. The next day, she passed away at noon.

My siblings live abroad and have their own families and I never met my dad so it was really just my mom and I. I was 19 when my she passed away, and it was at that moment I realized I had been plunged into adulthood because I now had the responsibilities of taking care of myself.

I was scared and never felt so abandoned in my entire life— of course, I had my friends and family, but it’s not the same as having an immediate family. I was at the transitional stage from college to the “real world” and I didn’t have my mom to guide me.

It was finals week when my mom passed away, so I had many responsibilities to return to after her cremation. Waking up was hard knowing that I didn’t have my mom anymore, but I knew all she wanted was for me to graduate, so that’s what pushed me through my last semester.

I thought I wanted to work right after graduation, but my brother planned a trip for me so I took a few months off to grieve and realign with myself. At first, it was hard to not have anything to do. When my friends were getting jobs I would get pressured but I really did need to take the time. It turned out for the best because I needed to be surrounded by family again.”

 Getting the First Job

“After my 6-month break, I got a random call for a position that I didn’t even apply for. I didn’t know what Sprout was and I had done little research with what they did but when you’re job hunting you just take every opportunity that comes to you.

Apparently, my manager then had found me through Kalibrr and it just so happened that one of his team members knew me from college and had confirmed that I was a good fit. I went to the interview and I was hired on the spot. I knew from there that I was going to be in good hands.

I started as an HR tech consultant (sales position). It was scary because I had no idea about tech, HR and payroll and no background in sales. I actually avoided sales jobs when I was job hunting and turned down many offers.

But because I trusted the people I was working with, I gave it a chance. They were very patient with us while we were learning the industry and product. I ended up doing well for the first half of the year but I struggled in the latter part. I knew I wasn’t hitting my numbers in sales and that lead me to question whether I should stay in Sprout or not. But though I wasn’t hitting my quota management wanted me to stay with Sprout so we decided that I could try marketing because my skillset matched what they needed. I also worked closely to the marketing team throughout my sales experience having been there go-to sales representative for events. I had grown close to marketing as well.

So now I handle events, press releases, and help the customer success, product, and sales teams wherever they need me. And that’s where I found my place in Sprout.”

 Plans for the future

“Some things I’ve been toying around in my head is wedding planning, events styling, or interior design.

Lately the last two years, I’ve been into interior design because I love styling events. I watch a lot of HDTV and read a lot of articles in my spare time, so these plans aren’t too far off from what I do now.”

 The post Lisanne — Finding Passion in Events Planning (Sprout Rockstar of the Month) appeared first on Sprout.

source https://sprout.ph/blog/lisanne-sproutrockstar/

[anaandi]

Get Back Into Work Mode After the Holidays

So you get to a few days off to relax and enjoy time with your family or clear your mind before work begins again and you have to get right back to it.

Before you know it, you’re sitting at your desk trying to recalibrate to the hectic pace of work. You might even feel the post-holiday blues that hold you back from getting you into normal “work mode.”

But alas, there is work to be done and you have to get back to it. Here are some ways to ease yourself into the rhythm of work.

 Make a To-do List

When you first get into the office and plop down at your desk, you might be left wondering— where do you even start? Spend the night before your first day back or even the last day before you go on vacation listing the things you need to get done when you return.

 Get to Work Early

Ease yourself back into the work environment and arrive at a time when the office is still quiet and relatively empty. Use the time to have time to sit and organize your thoughts and tasks for the day. It’s also a good time to get tasks that you can get done before your coworkers need to ask you for help in other things.

 Breakdown Your Tasks

If you need to accomplish things that seem long and arduous, break them down into smaller tasks. This way, you aren’t overwhelmed with one big assignment and can tackle more manageable ones one by one.

 Take Small Breaks

Trying to accomplish tasks one after the other straight out of vacation might burn you out quickly. Don’t tire yourself out right on the get-go and take a quick break every few hours to reset your mind before delving into work again!

Plan Something Exciting After Work

Organize a dinner or book a spa appointment after work so you have something to look forward to when you get back. It’s normal to dread coming back to work after a relaxing vacation, but if you plan a treat on the same day, your first day back won’t look so bad.

 Sleep Well the Night Before

Don’t start the first day back at work sleep-deprived— it’ll make your day much harder than it should be. Wake up refreshed and ready to tackle the day by getting the full 8 hours of rest before the day after your vacation. That way, you are mentally prepared for the day.

 Coming back to work after the holidays can be tough: one day you’re relaxing somewhere on holiday then the next you’re at the office trying to wrap your head around the things you have to accomplish.

Bottom line is you really have to ease yourself into it and go through the process of getting used to the fast-paced work environment. But with some preparation and the right mindset, you’ll get right through it.

Sprout Solutions is an automated HR and payroll software that takes care of your manual administrative tasks. Book a demo with us here to find out how we can help your company grow.

The post Get Back Into Work Mode After the Holidays appeared first on Sprout.

source https://sprout.ph/blog/get-back-work-mode-holidays/

[anaandi]

It’s 2019: Time to Automate HR and Payroll

In the midst of the new year, it’s just about time to think about how your company plans to tackle 2019.

We are in the middle of a digital revolution— which means the global economy is transforming and evolving with the rise of technology.

What this also means is that the businesses have to realize that the HR function in a company has evolved from solely administrative work to one with more strategic human resource planning that greatly affects the whole growth process of a company.

Nowadays, HR teams are multifaceted; they are required to have high skills in problem-solving, strategizing, and creativity as they are the very core of any business’s growth. They are in charge of selecting candidates that match the company’s vision, nurture the employer-employee relationships, and provide an office environment that allows its people to thrive in their own positions.

The role of HR is redefined and requires more bandwidth and responsibilities from the team. Because of this, with the help of technology, administrative tasks, although just as important, can be automated to save several hours or even days of work for HR teams.

This forces the industry to be more tech-oriented. With the heavy workload, menial tasks should be offloaded into the software so that HR teams can focus more on employee and company growth.

The HR and payroll processes in a typical company in the Philippines is done manually, which often takes days or weeks of processing and leaves plenty of room for error.

The Philippines is bursting with potential in joining the global business scene, but not without making some changes to be able to focus on growth.

Unfortunately, local businesses are typically reluctant to make the switch to automation; whether it be allotting budget for the software, concerns about job security, or reservations about putting information in the cloud.

However, businesses need to focus and embrace the change that is coming with the rise of technology. Because as the world moves forward with technology, it’s easy to get left behind.

Sprout Solutions advocates the transformation in HR in emerging markets. Businesses in Southeast Asia, particularly in the Philippines, is bursting with potential and can join the rapid development of the global economy. But to do that, companies need to start investing in automating HR to prioritize growth.

The post It’s 2019: Time to Automate HR and Payroll appeared first on Sprout.

source https://sprout.ph/blog/2019-time-automate-hr-payroll/

[anaandi]

Official Philippine Holidays 2019

Plan your holidays accordingly with the Official Philippine Holidays for 2019!

Proclamation No. 555 signed by President Rodrigo Duterte states that there will be 10 regular holidays and 9 special non-working holidays.

The dates of Eid’l Fitr and Eidul Adha are still yet to be confirmed.

https://www.officeholidays.com/countries/philippines/2019.php

 You can refer to our graphics below:

 You can also check out our list here:

Regular Holidays in 2019:

 January 1, 2019 (Tuesday) – New Year’s Day

April 9, 2019 (Tuesday) – Araw ng Kagitingan

April 18, 2019 – Maundy Thursday

April 19, 2019 – Good Friday

May 1, 2019 (Wednesday) – Labor Day

June 12, 2019 (Wednesday) – Independence Day

August 26, 2019 (last Monday of August) – National Heroes’ Day

November 30, 2019 (Saturday) – Bonifacio Day

December 25, 2019, (Wednesday) – Christmas Day

December 30, 2019 (Monday) – Rizal Day

 Special (Non-Working) Holidays in 2019:

 February 5, 2019 (Tuesday) – Chinese New Year

February 25, 2019 (Monday) – EDSA Revolution Anniversary

April 20, 2019 – Black Saturday

August 21, 2019 (Wednesday) – Ninoy Aquino Day

November 1, 2019 (Friday) – All Saints’ Day

November 2, 2019 (Saturday) – All Soul’s Day

December 8, 2019, Sunday – Feast of the Immaculate Conception of Mary

December 24, 2019 (Tuesday) – Christmas Eve

December 31, 2019 (Tuesday) – last day of the year

 ——————————————————————————————————————————- Sprout Solutions is an HR and payroll software company in the Philippines. We would love to help you grow your company with our products- book a demo with us here.

The post Official Philippine Holidays 2019 appeared first on Sprout.

source https://sprout.ph/blog/official-holidays-ph-2019/

[anaandi]

Sprout Goes Mobile

We are always finding ways to make the Sprout experience better: every day, everyone at HQ is working hard to make Sprout Solutions develop and grow towards our goal, which is to improve business in the Philippines.

What is Sprout Mobile?

This year, we released Sprout Mobile— designed for employees that are on-the-go.

With the app, employees can log in or out from wherever they are. With the geo-tagging feature in place, managers are able to track where each employee checks-in and out.

 Users are also able to resolve attendance discrepancies, search contact information, call and message, and view payslips all in the app. It’s Sprout HR at the palm of your hand.

 Building the App

If you just look at the numbers in the Philippines, smartphone penetration is growing exponentially, and any software or tech company that’s not moving towards mobile first is already behind the power curve.

So the Sprout Mobile was always in the line-up for us, we were just waiting for the chance to execute it. 

It was never a question of whether or not we would do it, but rather— when. Then last year, we started seeing more mobile usage from employees that are using Sprout.

When we gained bandwidth from our engineering side, we pulled the trigger and began developing the mobile app. 

Future Plans

The mobile landscape is exciting because it provides unique experiences for users: it is personal and interactive. This provides a lot of room for development for Sprout Mobile and without going into too much detail: we definitely plan to leverage these in the future. While we are so excited about what Sprout Mobile will grow into, it has a long product roadmap. We can’t wait to see employees be able to do so much on their mobiles in relation to our products!

 The post Sprout Goes Mobile appeared first on Sprout.

source https://sprout.ph/blog/sprout-goes-mobile/

[anaandi]

A Quick Guide to 13th Month Pay [UPDATED FOR 2018]

What is 13th month pay?

The 13th month pay is a mandatory benefit provided to employees pursuant to Presidential Decree No. 851, which requires employers to grant 13th month pay to all its rank and file employees.

Who is supposed to receive 13th month pay?

All employers in the private sector are required to give 13th month pay to rank-and-file employees who have worked for at least one month during the calendar year, regardless of resignation or termination.

The following is a list of employers who are not required to give 13th month pay under PD 851:

Government

Employers already giving their employees 13th month pay or its equivalent

Employers of household helpers and persons in the personal service of another

Employers of those who are paid on commission, boundary, or task basis, and those who are paid a fixed amount for specific work

13th month pay should be given on or before December 24. Alternatively, it can be given in two batches: one half before the school year starts, and the remaining half before December 24.

What happens when employers don’t comply?

As proof of having handed out 13th month pay, employers have to submit compliance reports to DOLE on or before January 15 of the succeeding year.

Employees who don’t receive their rightful 13th month pay can file a formal complaint and even sue in court.

How do you compute it?

To calculate 13th month pay, get your basic salary earned for the entire calendar year and divide it by twelve.

For example, if your total basic salary earned is P50,000:

P50,000 / 12 = P4166.67

If you don’t know your total basic salary, you can come up with an approximation by taking your basic salary per month, multiply by how many months you’ve been working in the company, and divide by 12. So if your basic salary is P10,000 per month and you’ve been in the company for 3 months:

P10,000 * 3 months / 12 =  P2500

Getting the correct amount can be a source of confusion, mostly because people aren’t sure about what basic salary consists of. According to PD 851, basic salary consists of “all remunerations or earnings paid by an employer for services rendered.” However, it doesn’t include:

Cost-of-living allowance

Profit-sharing payments

Cash equivalent of unused leave and vacation credits

Overtime pay

Premium pay

Night shift differential

Holiday pay

Other allowances and monetary benefits that aren’t considered part of the basic salary

This graphic is based on the National Wage and Productivity Commission gives an example of how to compute for basic salary:

Based on the graphic, leaves without pay, undertime, and tardiness have a negative effect on your basic salary (and thus your 13th month pay); maternity leave benefits are also not included.

On the bright side, taxes are not deducted from 13th month pay, unless it goes past P90,000.  

Isn’t this the same as Christmas bonus?

Nope—13th month pay is mandatory, but employers can choose whether to give Christmas bonus or not. Additionally, Christmas bonus can be handed out anytime—there’s no strict deadline. It’s possible for (lucky) employees to get both 13th month pay and Christmas bonus.

If you want to learn more about our HR and Payroll Services, visit our website.

The post A Quick Guide to 13th Month Pay [UPDATED FOR 2018] appeared first on Sprout.

source https://sprout.ph/blog/quick-guide-13th-month-pay-updated-2018/

[anaandi]

Vince — Growing with Sprout (Sprout Rockstar of the Month)

Vince is Sprout Solutions’ Product Manager. In this month’s Sprout Rockstar of the Month, he shares his journey of growth with Sprout as the company expanded through the years.

 Before Sprout

“Before I found Sprout I was looking for a variety of jobs— I studied computer science major in software engineering but I looked at sales opportunities as well. I was actually set on working abroad, so whatever position I found, I didn’t plan on staying long.

When I applied for Sprout I came in with the intention of leaving pretty soon, but little did I know… I was there for the long haul.”

The Adjustment from Corporate to Startup

“Sprout was the first ever startup I worked for; so even though I had work experience, I felt that I was learning how to work again.

I used to work in medium to large corporations, but in Sprout, I was employee number 20. It was a big adjustment, but definitely for the better: before I moved, I felt that I was an underachiever in that outside of “The 8-5,” I did not give work a second thought.

I would go through the motions of the company, which was usually well-established since they were corporate. At Sprout, there was no solid structure yet— I was a part of the pioneer team so I felt pressured and responsible for contributing and establishing methods to grow the company. The vibe was different from what I was used to. When there was work to be done, I had to do it. I was the only QA, so there was no one else to pick up any slack.”

Growing with Sprout

“As Sprout expanded, I had to take on more roles and I was usually the first to do them.

I was initially hired as Sprout’s first Quality Assurance Engineer: I tested the two products at the time, Payroll Pie (now Sprout Payroll) and HR Hub (now Sprout HR). The workload was heavy since I was doing all the testing myself: I would come in at 8 am I’d leave at 2 am. But come back 8 am the next day again… Needless to say, I no longer felt like an underachiever. After a few months, I decided I needed help so I started a QA team, which gave me more bandwidth to oversee other things.

I was assigned more tasks outside of my QA role— I started handling the whole engineering team. After working close to that team, they made me the engineering manager. I handled 11 people, a mix of developers and QAs.

While I was Engineering Manager, a lot of Customer Success Managers would involve me with meetings with clients because I knew the product well (since I tested it) and how to explain some issues to the client. From that, I got to know the problems that clients would encounter with the software, so I would be in charge of coming up with solutions for them. This is when Alex made me a Product Manager. This role had me coordinate with all departments of Sprout: from HR, marketing to sales and CS.”

Finding Balance

“Being Product Manager has made me busier now more than ever— we used to only have 2 products but now there are six: HR, Payroll, Insight, Recruit, Perks, and Mobile app, 4 of which I’m handling.

But now that there are more people involved and we have several teams working on different aspects, it’s easier to make solutions into product features to further solve the problems of our customers. And now, my work hours are more regular, from 10am-7pm, leaving me extra time for my personal hobbies.”

Outside of Sprout

“Before Sprout, I was a triathlete, skater, hiker, and adrenaline junkie. But now that my priorities are different, I have no time for those activities but I do still like to stay active.

I join the free Muay Thai lessons we have at Sprout and the most recent hobby that I’m enjoying is yoga every morning before work.”

Plans for the Future

“I’m here to stay with Sprout and see it grow towards its goals… and into a unicorn company (a startup valued over $1 billion).

I saw this company grow and I want to keep on looking for problems to solve in the HR industry in the Philippines, then eventually to countries abroad.”

 The post Vince — Growing with Sprout (Sprout Rockstar of the Month) appeared first on Sprout.

source https://sprout.ph/blog/vince-sprout-rockstar-month/

[anaandi]

Innovate: The Modern HR Recap

Early last week (and the months before that!) everyone at Sprout HQ was bustling in preparation for our last client event of the year, Innovate: The Modern HR.

We invited clients to come celebrate our partnerships with them in 2018 as well as welcome in all the exciting projects we had in store for 2019.

Here’s a recap of what we did last Thursday at the event:

We invited Flip Ruby, HR Director of Zalora Philippines and Entrego Fulfillment Solutions to talk about his knowledge of the newest in the HR industry. He showed us how mobile usage and the development of technology has affected employee experiences. With that, he encouraged the use of data-driven analytics to aid in the development of employee experiences in their company.

We also had Marie Ampeloquio, Chief People Officer at SPi Global, speak about the importance of future-proofing your employees. The concept of upskilling employees to prepare them for the digital age should start as early as now through tried-and-tested programs that help employees grow in both a professional and personal level.

After, we had Bernice Locsin, Head of Customer Success at Sprout Solutions, lead a fun activity where she asked the audience to write down their best takeaway from our speaker’s talks and post them on a board. This way, the audience is able to share what they learn to each other.

After, our CEO and Cofounder, Patrick Gentry announced the latest developments at Sprout Solutions.

It was an exciting afternoon as we comemorated Sprout’s journey through 2018 and into the next year. We are so grateful to have such wonderful clients to continue to grow with and work towards our goal of improving business in the Philippines!

The post Innovate: The Modern HR Recap appeared first on Sprout.

source https://sprout.ph/blog/innovate-modern-hr-recap/

[anaandi]

Arlene (aka Atty. A) — Chasing ALL Your Dreams (Sprout Rockstar of the Month)

Arlene, or more commonly known here at Sprout as “Atty. A”, is Sprout Solutions’ Legal Counsel / HR Consultant. She shares with us how she realized that if you have more than one dream, you are capable of achieving them all. 

The Early Years

“People always think I had it all easy.  They are wrong. Well, yes, one could say I was lucky growing up. I was living a comfortable life and didn’t really have to worry about money and expenses. There was, however, a point around college where my dad got sick and most of our funds had to be used to support him. My mom even asked me to stop going to school just so we could save money— it was one of the most difficult times in my life.

From there, I realized that I needed to help myself for me to continue my studies.  This was the first time I had to take charge of what I really wanted. So the first thing I did was apply for a scholarship grant for university. Next, I applied for a job.  Initially, the odds weren’t in my favor– I received a lot of rejections due to inexperience and minority. After a dozen applications and repeated begging, I was accepted at Malacañang as a Researcher Intern.  This, however, was not enough to shoulder my day-to-day expenses.

 Because of the struggle to make ends meet, I wrote a letter to the Scholarship Committee to possibly consider granting me a full scholarship. Albeit reluctantly, the committee granted the request on the condition that I maintain an overall grade of 1.5 (89-93%). In my head, this was an almost impossible ordeal given that (1) I was working, (2) I was elected as the Policy Board Officer in our organization, and (3) I was being tapped for competitions left and right by the university.  There were a lot of distractions— I barely had time to sleep.  

By a stroke of luck and determination, I managed to reach that “unreachable” grade. I was also given recognition by the Organization and won in all the competitions. Most importantly, for the first time ever, I was able to make ends meet by myself. The thought that kept me going was that “I can do all things through Christ who strengthens me.” By the time I graduated, employers were the ones knocking on my door and not the other way around.”

Dream Chasing

“After graduating, my main goal was to have a high enough salary that could pay for my fees to go to law school. Logic dictated that I should be in a sales position. As such, I applied to a sales position with no background in sales at a small company. On my first week, I was the top salesperson in our office.

This caught the attention of management and they asked me what I really wanted to do career-wise. They told me I had the “potential” to be great.  I told them I had always wanted to be a lawyer and that this sales job was just to help save up for law school. In line with this, they moved me to HR where I was in charge with all facets including Labor Relations. It is where I learned the tricks of the trade.  I was a self-starter and worked 18 hours per day on the average. Why did I do it? I was hungry to learn everything and was focused on my goal. From an HR Assistant, I became the HR Specialist then HR Manager then HR Director. I became an HR Director at age 24.”

Straying from the Goal

“At the time, with more responsibilities than when I began and the company grew to a thousand, management convinced me to quit law school.  Why would I want to be a lawyer when I could make money and hire my own lawyer? So I was then convinced that making money was more important than becoming a lawyer and took a 5-year “leave of absence” from school to focus on working. During that time, and with management’s blessing, I had become a board director for 3 different companies.

However, despite the financial success, I wasn’t completely happy. Something was missing but I couldn’t figure what it was. After careful thinking, I decided to go back to law school. More challenges arose when my professors and classmates advised me to quit work because they felt that what I was doing was suicide. I almost quit when I developed serious health conditions such as over fatigue and other stress-related illnesses.  

I proved everyone wrong.  I graduated from law school and started reviewing for the bar exam (while still working, of course!)”

Passing the Bar and Entering Different Industries

“Passing the bar was one of the highlights of my life. I cried like there was no tomorrow… No words can describe how I felt that day.

But that kind of joy and relief didn’t ease my fear of not “making it” in the legal profession. Because of that, I considered kindling entrepreneurial spirit and opened up my own salon and spa. Given that I am always stressed, I wanted a business that caters to “Beauty and Wellness.”

Initially, my law classmates were doubting the idea– but I knew this is what I wanted and trudged on. In a span of six months, I got my ROI and decided to put up a second branch. It is still doing well and will be up for franchise early next year.

On top of that, several of my former employers and friends reached out to me to hire me as their lawyer. It was then I decided to form my law office. For 2 years, I was doing litigation and corporate work. However, because of the criminal as well as civil and labor cases I was handling, I made a lot of enemies. It reached a point that I was so scared for my own life because of the death threats I had received.  I was forced to rethink my career.”

Becoming a Sproutling

“This is when I found Sprout, perfect timing I should say! It was like Sprout was the answer to my prayer to have a career where I do not have to think about making a lot of enemies and at the same time doing what I do best.  Sprout hired me as Legal Counsel / HR Consultant and Data Protection Officer. I am so grateful to Sprout because here, I can have work-life balance and integration.

With Sprout, I can be myself.  I fell in love with the culture and with the people.  Sproutlings are its greatest asset and I am now proud to be one!”

A Shift in the Meaning of Happiness

“When Matthew came, that was it!  My world stopped and suddenly, I felt happy. I felt complete.  My definition of success has changed significantly. Before, it was having a lot of money. Then, it was fulfilling my dream. Now, success for me is being able to do all the things I want in life while maintaining a healthy relationship with my family. Success is spending time with Matthew and ensuring that he grows up to be the good boy that he is.”

“From my journey through my career, I learned that you should always dream big. Growing up, I always wanted to be a lot of things: a lawyer, a singer, an entrepreneur etc.  When people get older, it’s natural to narrow down your goals. But you can do all the things you want if you put your mind to it. The only limit is you quitting.”

Success

“Through the years, I also learned that there is no secret to success.  It’s really (1) faith in God, (2) faith in yourself, (3) proper planning, (4) hard work, (5) learning from failure and rejection and (6) pursuing that elusive road to happiness.

Always remember, the ultimate pursuit of success is happiness.   Nothing is worth it if you are not happy.

I hope that this has inspired you even in a small way.”

The post Arlene (aka Atty. A) — Chasing ALL Your Dreams (Sprout Rockstar of the Month) appeared first on Sprout.

source https://sprout.ph/blog/arlene-sprout-rockstar-of-the-month/

[anaandi]

Sprout Solutions at the Asia CEO Awards 2018

The Sprout Solutions team was hand-picked to be a part of the Circle of Excellence awardees last Tuesday, October 16, 2018, at the Asia CEO Awards, the largest business awards event in the Philippines.

The Awards 

Sprout was in the running of three categories under SME Company of the Year, Technology Company of the Year, and Young Leader of Year (for Sprout’s founder, Patrick Gentry).

The companies chosen to be in the running of the SME Company of the Year were from any Profit-Making Company that achieved important success

The Technology Company of the Year nominees were chosen among a group of corporate organizations, academe and startup companies that focus on Information and Communications Technology, Bio Technology & Material Science, Sciences and Math & Engineering.

The candidates of the Young Leader of the Year award were chosen based on the exemplary work of developing young leaders (35 years old and under) that have accomplished remarkable achievements.

The Asia CEO Awards 

This awards event is the largest of its kind in Southeast Asia. Asia CEO Awards aims to promote the Philippines as a premier business destination to the world. Their purpose is to Southeast Asia’s fastest growing economy and celebrate the people and companies that move the country and region forward in the global economy.

To Sprout, we take these awards as a sign of growth and development closer to our goals. We will continue to use these accomplishments to remind us to keep striving for excellence.

    The post Sprout Solutions at the Asia CEO Awards 2018 appeared first on Sprout.

source https://sprout.ph/blog/sprout-solutions-asia-ceo-awards-2018/

[anaandi]

6 Office Personality Types and How to Manage Them

The Cheerleader

This type of employee is ambitious and full of team spirit.

The Cheerleader will be the first one to join (or even the one that plans) company events and activities and will be the one rounding up the rest of the office to attend. This employee is passionate about their work at the company and encourages camaraderie and community.

How to manage them: The Cheerleader’s own personal goals are most likely aligned with the company’s and thus, won’t be so difficult to manage. They are very active in community-building activities but also is aware that the main goal is to help grow the company. Because of this, the Cheerleader knows how to separate work and play when need be.

The Problem Solver

This personality type is naturally hard-working and will often go above and beyond what they’re told to do— not for brownie points, but rather to satisfy their own appetite to find a solution to a problem.

How to manage them: Problem Solvers are passionate about what they do and will have no problem staying late for work just to finish up their tasks. But— if they feel like their work in your company no longer challenges them or does not fulfill their career needs, they will seek better opportunities elsewhere.  

This is a personality type that your company will benefit from, so you will need to give them ample opportunities to grow both as an individual and an employee for them to stay for a long time.

The Natural Leader

The Natural Leader is always one to take charge of any task or project that is given to them and will take the initiative to collaborate with their fellow coworkers.

People tend to gravitate to them for leadership in group projects and knows how to effectively delegate tasks to get things done.

How to manage them: Similar to Problem Solvers, they are also enthusiastic about their jobs but need opportunities to further develop their career in your company. If they do not feel like they are improving or constantly learning, they will have no problem looking for other, more fulfilling job opportunities.

The Ninja

The Ninja is the type of employee that is the last to arrive in the morning and the first one to leave. They are most likely to accomplish the bare minimum of what is expected of them and will not go above and beyond what they are told what to do.

They are often absent in most or all of the company activities and events and won’t be seen hanging out with his or her co-workers outside of the office. The Ninja does not take initiative and may even speak negatively about their experience in your company to their peers.=

How to manage them: This type of behaviour may be signs of a burnt out employee, or one whose goals do not align with the company’s. It’s best to get to the bottom of their disengaged employee by having a discussion on how you as a company and them as an employee can meet halfway and improve the relationship.

To avoid a disengaged employee, you could recruit people who seem to agree with your company’s goals and values, that way, you know that you are both working towards the same direction.

The Office Wallflower

This type of employee is quiet around the office; it could be that they are naturally quiet or they’re just new.

The Office Wallflower prefers to work alone or collaborate based on results rather than be a part of a discussion. They won’t necessarily say no to company activities, but they will typically be found on the sidelines observing rather than participating.

How to manage them: While their timidness does not actually affect their productivity they are easily overlooked for promotions or recognition, which could leave feel underappreciated for their efforts at work. To alleviate that, you could provide them with alternative avenues to show their talents and abilities. You could also have consistent one-on-one meetings so they have the opportunity to share their thoughts and progress in their work.

Mr/Ms. Congeniality

This personality type is friendly with everyone at the office and most probably the first to greet any new recruits. They could hold a conversation with anyone and will most likely be found hanging around different departments at any time.

But because of that, there is a chance that they could be too talkative, disturbing other people or making the office environment unproductive.

How to manage them: Being friends with everyone is harmless, but when it’s time to get work done, all employees are expected to do so. To prevent this personality type from being disruptive, you could establish the work environment is results-based. With that, you would have to give ample opportunities for employees to tell you if they feel like they are being interrupted to the point that they are unproductive. That way, you can base your actions accordingly.

Find out what personality type you are with our quiz! Click here to find out

The post 6 Office Personality Types and How to Manage Them appeared first on Sprout.

source https://sprout.ph/blog/6-office-personality-types-manage/