Professional findings and answers to practical questions.

In today's dynamic workplace environment, keeping a finger on the pulse of employee sentiment is more important than ever. Understanding and addressing employees' needs and concerns is crucial for maintaining high morale, productivity, and overall business success.

It's the annual employee interview season that's on the horizon. In an effort to make this more than just another post on why these interviews are significant, this time, we bring forth key guidelines and pitfalls as identified by by Žiga Zore, HR and Organisation Development Officer at Salus, d.o.o. and Martin Stariha, Client Service Director at Luna \TBWA.

Employee engagement in the workplace is crucial for the success of any company. It's not just a passing trend but a fundamental requirement for the success of modern organizations.

Employee satisfaction is crucial for maintaining motivation, productivity, and the long-term success of companies. Understanding this concept and measuring satisfaction are key steps towards improving the work environment.‍

Organizational culture and climate are key factors for the success of any organization. Measuring and understanding these factors are crucial for improving work processes, increasing productivity, and ensuring employee satisfaction. However, it often happens that measuring only organizational culture and climate isn't sufficient as it does not encompass the complete picture of an organization's operations.

A big project is steadily knocking on the door. Schedules are busy, employees are (over)burdened, the entire organization is struggling to keep up with order requirements. And for a while things flow. Until it doesn't go any further. Overload, low efficiency, stress...

As an HR professional, you are probably interested in the state of the culture and climate (engagement, satisfaction, commitment, psychological safety...) in your organization. You may already be using internal surveys to measure these constructs, but they probably take a lot of time to prepare and interpret.

Constant and sudden changes in the labor market and the economy have displaced the solid ground beneath our feet again and again, bringing uncertainty to our work environments. How can we create an organizational environment where employees feel safe and want to stay, despite the uncertainties?

Constant and sudden changes in the labor market and the economy have displaced the solid ground beneath our feet again and again, bringing uncertainty to our work environments. How can we create an organizational environment where employees feel safe and want to stay, despite the uncertainties?

We live in unstable times; when it seems that we are over with one crisis, sooner or later a new one appears, with its specifics and requirements. If the various crises taught us anything, it is that we must stop being reactive and become proactive.

Elektronček Group, majority owned by entrepreneur Joc Pečečnik, has invested half a million euros in the Slovenian start-up CirrioSoft, d.o.o. The company develops tools and services for organizational (HR) diagnostics under the brand Quantifly.

The annual interview contains a systematic interview or review and performance assessment of each employee, a joint assessment of the realization of goals and tasks, and a joint performance assessment of the employee and the manager.

The basis of any organization’s growth and success are the hard-working employees. So, it is an organization's responsibility to ensure that hard work is recognized to support employees’ belief that they are an asset to the organization. Motivation and performance are directly correlated and serve as tools for the long-term success of any organization.

HR workers in the 21st century must be able to apply their psychological and professional HR knowledge through various technological interfaces. Through digital innovations, such as digital and computer technologies and tools, they can optimize HR processes and improve the efficiency of employee selection and management. With the growing number of digitally literate employees, digitalisation is becoming increasingly important for the human resource department.

In every company, there are teams that work successfully and achieve the set goals. However, there are also those that are ineffective and simply fail. Although the differences between them are influenced by many factors like knowledge, energy, talent and personality of the individuals in the team, the experts discovered one variable that separates a successful team from a failed one. This deciding factor is the communication dynamics between team members. With the help of technology, we can now measure and quantify communication between employees and, based on the analysis, make suggestions for its improvement. Namely, open and transparent communication according to the principles of meritocracy leads to greater efficiency, more satisfied employees and better decision-making. The meritocratic method of management is also actively used at the quantifly HQ (headquarters) among employees. Find out more about how we work and how you can take a step towards meritocracy with the quantifly analysis.

It is your responsibility to choose the best person for the job. It sounds simple, but in practice things are different. The pressure is growing and the first candidate is already knocking on your office door. Here are 5 questions you should not omit when choosing the right candidate for your vacancy.

With advances in technology and the ever-increasing amount of data that HR staff have to manage, their role is becoming increasingly difficult to define. Many believe that data will replace the human factor and displace personnel, while others believe in the importance of personal contact. In this article, we reviewed the literature related to the changes brought about in HRM by technology. In this way, we tried to determine what the future of staffing looks like. Our suggestions can help you improve your decisions and increase the added value of your team.

Have you ever wondered who the most desirable employers are? If you have, you might have noticed that all of these employers' companies have something in common. They are known for their strong organizational culture. No wonder, as companies with the right organizational culture are quick to attract the best job candidates, while retaining committed employees at the same time. A strong organizational culture motivates employees to work better, which is why it is important for brand identity and company growth.

Is it possible to quantify and measure an individual’s leadership potential? The quantifly tool makes it possible - based on psychological science. So far our results have shown that we can often find individuals with leadership potential who are hiding in teams and are being unnoticed by their superiors. Because of their temperament or modesty, management often overlooks them and does not assign them a formal leadership role, yet the other team members regularly turn to them for help, instead of the »official« team leader. Learn more about what competencies are specific for managers, what roles do they most often play and how quantifly measures their leadership potential.

The impact of technology in the workplace is extremely strong and can facilitate many processes or services with the help of various tools like applications, platforms and software. In the current unpredictable times, it is especially useful in the HR department, which can manage HR with the help of technology - no matter where they are. HR staff remotely manage employee relationships, take care of their mental health, build the company's culture and take care of transparency at every turn. In this way, they make sure that the needs of their employees are met. Only satisfied employees are motivated and productive, which is reflected not only in the business results of the company, but also in its public image and reputation. Rapid implementation of technology in the HRM system is therefore essential for all companies that want to progress and improve their business.

The concept of the Perennials encompasses a much broader view of individuals than categorization based on demographic data, as is the case of millennials and Generation X. When hiring and developing management strategies, companies often focus on these characteristics, which we attribute to certain generations. But that changes with the Perennials...

Skilled and successful employees are key to any business and it is essential to know why they stay, why they leave and how the organization needs to adapt to retain them. If the exit interview is done correctly, it can have a tremendous power. Here are some key tips on how to avoid useless exit interviews.

Have you ever taken a test to find out the strengths and weaknesses of your business, work or the motivation level of your co-workers? The answer is almost certainly YES. But if we ask you if that test has ever made a long-lasting and visible difference, your answer will probably be NO. This is usually due to complicated reports, unclear and unreliable results, or the organisation's lack of interest in actual change. But at quantifly, we want to do things differently. We want to empower the HR department, the whole company and its employees to perform better and to evolve. By using the subjective opinions of all employees and turning them into objective data, we are able to understand the strengths and weaknesses of each individual and how their skills affect the success of the team. We also take into account the distribution of team roles and are therefore able to understand and explain the success of the company. Based on these results, we provide suggestions and practical ideas for improvement and also monitor your changes over time.

Do you have co-workers in your team, who are full of ideas and plans that they never realize? Are there many experts in your team who do not know each other well enough? In this article, we will introduce you to the roles of employees inside an organization and ways of using them to increase the efficiency of individuals and teams in your company.

Successful intergenerational collaboration in the workplace is the key to success of any business. Each generation has their own view of the business and personal world, they have different habits and prefer different ways of communication. Nevertheless, all of these differences do not mean they cannot work together successfully. But how can we ensure successful cooperation?

As an HR professional, you are always looking for ways to improve the work environment. You want to create an organization that is not only productive and efficient, but also a stimulating and enjoyable place for everyone.