Olumo, 379 S Main Street, Pleasant Grove, UT (2026)

08/20/2023

Outsourced Recruiting & Onboarding To Improve Retention; Flat-Fee Model
Whitmarsh Consulting Group has partnered with Recruiter Share and HireMojo - bringing you a cutting-edge recruitment management solution to help grow your business!

For a flat fee, you can work with Recruiter Share and HireMojo to simplify the hiring process and fill your vacant roles with the best talent to achieve your growth goals. Just fill in the form on-site, and the expert recruiters will do the rest!

Visit https://bestpracticeinhr.com/flat-fee-recruiting/ for more info!

The difficulties facing companies in traditional recruiting processes can be numerous, from lengthy job posting periods to high costs per hire. Whitmarsh Consulting Group aims to alleviate those pain points through a fully managed solution that is suitable for businesses of all sizes.

The company provides a four-tier structure to connect you with the caliber of talent you seek. Tier 1 caters to executive-level openings of $150,000 salaries or more. Tier 2 connects you to candidates earning between $70,000 and $149,999. Tier 3 focuses on openings from $35,000 to $69,999, while Tier 4 aids in recruiting for roles up to $34,999.

Payments are split into an initial charge and a subsequent fee once the position is filled to allow you to only invest further once they have acquired the right hire.

Whitmarsh Consulting Group connects you to qualified and thoroughly-vetted candidates while reducing expenses and relieving the HR department of talent acquisition demands. The external focus of Recruiter Share and HireMojo also lends itself to high-touch candidate relationship building that keeps applicants engaged.

By expanding and optimizing the hiring process, the service can also reduce employee turnover rates. Retention originates from the beginning by ensuring company culture fit and setting new hires up for success through comprehensive onboarding. These measures lead to longer tenures and reduce recurring recruiting costs.

A spokesperson states: "Within minutes, we will have a professional recruiter reach out to you and establish communication, asking for details about the position, your culture, what makes your firm special, and why people want to work with you. The only thing you need to do is answer a few questions and pick your tier."

Do you want to outsource recruitment to take your business to new heights? Don't miss out on this opportunity!

Go to https://bestpracticeinhr.com/flat-fee-recruiting/ for all the details you need!

02/28/2023

The Importance of People Data

Data is taking over the world. Sector by sector and department by department, the value of data is being discovered anew. Human resources are no exception to this trend. More and more HR departments are uncovering the immense value that great data can provide. While we often think of people as specializing in soft skills, if your team can learn to utilize data, you’ll be shocked at what they can achieve.

The power of people data is remarkable. In this post, we’ll clarify just what this data is, why it matters, and how you can improve yours.

What is People Data?
People data is any data collected to help HR perform its function in the workplace. In other words, it’s the information collected for recruitment, employee screening, hiring processes, payroll, training, benefits, employee relations, employee surveys, and much more.

Examples of useful data might be tracking the time it takes to hire a new person from start to finish, gathering key information on performance, collecting anonymous feedback on the workplace experience, or uncovering your organization’s turnover rate.

As you can see, you have potential access to a great deal of valuable employee and candidate data whether your organization makes use of it or not!

Why is People Data Important?
People data provides insight from the very beginning of the hiring process, all the way through the everyday workplace experience, and ends in a person’s termination or resignation.

With this information, you can pinpoint the best areas to expand or improve with the precision of a surgeon. Data allows you to uncover specific ways to increase employee retention, enhance performance, make smarter hiring decisions faster, and improve employee engagement. All of these changes have great potential to improve productivity, morale, and even company profit margins.

Read more https://www.olumo.com/blog/the-importance-of-people-data

02/22/2023

How to Achieve a Great Workplace Experience with the Power of WE

Without a doubt, the most utilized universal business buzzword is team. For proof, all you need to do is perform an internet search of the word teamwork, and after the obligatory definition of the word you’ll find article after article about teamwork as part of the workplace experience.

Once upon a time, searching for the word teamwork would have displayed more information about the ballpark than the boardroom, but no more.

Of course, the concept of teamwork began with games and sports, and that’s why the web is replete with blogs and articles comparing sports teams with businesses. The similarities are hard to miss – in both cases, teams are composed of a group of people brought together to work toward a common goal. To achieve it, all members must play their individual roles to the best of their abilities, and they must respect and support the others in their roles. All for the power of WE.

The Emergence of Teamwork
While the concept of teamwork in the workplace is rampant, it’s comparatively new. Directly following World War II, and for decades thereafter, the business paradigm was one of command and control.

An employee’s workplace experience was shaped by where he or she was situated on the work pyramid, with the president of the company at the top, senior executives below him, and so on, down to the support staff who formed the base of the pyramid. According to the American Management Association, “Orders traveled in one direction: downward. Information filtered up slowly. Employees were expected to do their job, collect their paycheck, and be satisfied.”

However, with the dawning of the digital age, things have changed. Technology has altered the way and speed in which people complete work, and communication is now paramount to staying competitive in a rapidly shrinking global marketplace.

Read more https://www.olumo.com/blog/how-to-achieve-a-great-workplace-experience-with-the-power-of-we

02/20/2023

Big Leap Case Study

The hospitality industry was particularly hit hard by the outbreak of COVID-19. For Terrapin Hospitality, effective decision-making was critical

Read here Big Leap is a shining example of a “people company” as they’ve prioritized gathering feedback and listening through this critical time.

Organizations that conducted a layoff or furlough during the pandemic saw a 91% decline in ENPS. Olumo helped Bigleap achieve a 31% increase*

In 2008, Bryan Phelps founded Big Leap with the sole intention of providing brands with a trustworthy source of organic, sustainable
growth. What began as a small one-man startup flourished into the agency they are today — built on people and trust, focused on relationships, and motivated by the long-term success of every client they work with.

Big Leap is a shining example of a “people company” as they’ve prioritized gathering feedback and listening through this critical time.

The Problem
Amid a worldwide pandemic and all the external pressures facing the organization, how were they to maintain their culture and connection with their people especially now that they were all working remotely?

Early in the pandemic, the governor closed schools and overnight Big Leap transitioned everyone to work from home. Fear in the marketplace caused many organizations to reel in spending, and Bigleap was put in a difficult position as revenues were reduced and furloughs were on the horizon.

Big Leap was in need of an effective technology that could help them actively listen to their people in order to understand the difficulties their people were experiencing. Executive leadership knew that they could not fix what they did not understand, and listening is the key to understanding. But how do you do this at scale? A survey?

Traditionally, organizations have long looked to surveys to gather feedback from their people, but more are recognizing that surveys are intrinsically flawed.

Read more https://www.olumo.com/blog/big-leap-case-study

02/16/2023

Terrapin Case Study

The hospitality industry was particularly hit hard by the outbreak of COVID-19. For Terrapin Hospitality, effective decision-making was critical if they were to overcome the several challenges and setbacks created by the pandemic.

The hospitality industry was particularly hit hard by the outbreak of COVID-19. For Terrapin Hospitality, effective decision-making was critical if they were to overcome the several challenges and setbacks created by the pandemic.

Through their partnership with Olumo, they were able to gather crucial, timely insights from their people to identify how to navigate the pandemic and create a human experience at work.

THE PROBLEM
Decision-Making During Crisis

The outbreak of COVID-19 has ushered drastic change and uncertainty across industries and organizations. This is especially true for the hospitality industry that has faced unparalleled challenges due to travel bans and social distancing. With these new policies, 2020 was the worst year on record for the hospitality industry with all-time lows in occupancy and revenue per available room.

Read here https://www.olumo.com/blog/terrapin-case-study

02/14/2023

Using Negative Employee Feedback to Improve Your Company

In the workplace, receiving and giving negative employee feedback can be a delicate matter. As a manager, knowing how you’re helping employees is critical to the growth of the business. You wouldn’t want to stop doing things that motivate employees, right? What may be just as important is understanding what doesn’t help or resonate with employees, along with the things that employees wish you’d do.

Nobody likes getting negative feedback. As humans, we crave affirmations as a way to tell us we’re on the right track. And because we hate getting negative feedback, we also refrain from giving it.

Focusing on the positive doesn’t help us grow, though. Sure, you want to know what’s working so you can keep doing it, but you won’t make any changes if you don’t recognize what isn’t working. Without change, you can’t develop and grow, whether it’s personal or professional.

In the workplace, receiving and giving negative employee feedback can be a delicate matter. As a manager, knowing how you’re helping employees is critical to the growth of the business. You wouldn’t want to stop doing things that motivate employees, right? What may be just as important is understanding what doesn’t help or resonate with employees, along with the things that employees wish you’d do.

This is where negative employee feedback comes in. Let’s cover how negative feedback can help your department and organization thrive, as well as what you can do to get negative feedback without putting employees in a situation that makes them feel threatened or uncomfortable.

Read here https://www.olumo.com/blog/using-negative-employee-feedback-to-improve-your-company

02/09/2023

4 Ways to Get Unfiltered Feedback from Employees

Gaining unfiltered employee feedback is critical to understanding the issues your teams are struggling with and the ideas from the front line on how to address them.

There’s room for improvement for even the best companies and getting employee feedback from your team is one of the most effective ways to see how and where you can grow.

Not all feedback, however, is of equal value. Managers who seek improvement want honest information on the workplace experience of their employees. Though it may be tough to hear unfiltered feedback, it’s the quickest and best way to deeply understand how engaged employees are, gain insight into their strengths and weaknesses, and to learn the areas where improvement is needed.

Yet, in virtually all companies there’s limited access to unfiltered employee feedback from the lower levels of the organization. Layers of management separate executives from understanding the true workplace experience that’s being provided to employees.

Gaining unfiltered employee feedback is critical to understanding the issues your teams are struggling with and the ideas from the front line on how to address them. When managers can swallow their pride and profoundly listen to employees, everyone benefits. The question is, how might they go about acquiring this vital information?

Let’s go over several ways to get unfiltered feedback from employees so you can begin to gain an honest perspective of your company’s workplace experience.

1. Keep Employee Feedback Anonymous
To get the real perspective from employees, you must keep feedback anonymous. Make sure everyone knows that when they give feedback, their thoughts, feelings, complaints, and suggestions will not be attributed to them.

It’s essential that people know their thoughts are anonymous and their identities will be protected. If you fail to communicate this or

Read here https://www.olumo.com/blog/4-ways-to-get-unfiltered-feedback-from-employees

02/06/2023

How to Use Surveys to Improve Corporate Communication

While operating a business it can be hard to get effective feedback from your people. Their health and happiness influence your success. If people are happy, so too will your customers be. Good feedback allows for new opportunities and innovations, and a transparent workplace creates a strong brand positioned for growth.

Surveys are one of the most effective tools to provide you with the feedback needed to improve corporate communication. But for surveys to work, they must be created the right way, focused on simplicity and targeted for direct purposes. An effective survey leads to actionable results, and when you gather data from your people you can use it to create a stronger workplace.

By providing surveys, you can jumpstart multiple areas of the business, including:

Corporate communication
Employee engagement
Better customer service and client relationships
Improved pipeline for innovation
Healthy workplace culture and brand DNA
Effective synergy and teamwork
Here are ways you can use surveys to benefit your team communication.

Increase Your Feedback: Make it Easy to Respond
The most common barriers to entry for surveys is the difficulty in completing them and people worrying about their feedback could result in repercussions. How do we solve these issues?

When we use platforms that make it very easy to respond, people are more than willing to provide their input. What does that look like? Employee surveys should be the following:

Convenient (like on their phone or computer)
Easy to understand
Quick to complete
Clear and straightforward
When these points are met, you encourage people to complete their surveys as soon as they have access. If the survey is easy, you’ll get more responses more often.

Read the remainder here https://www.olumo.com/blog/how-to-use-surveys-to-improve-corporate-communication

02/02/2023

How to Tap into the Mindset of Your People to Drive Results

Empowered people can transform a company. They create effective teams full of resilience and innovation that can create an opportunity out of any obstacle.

Designing an environment where people thrive doesn't have to be difficult, and if you can practice essential steps to tap into the mindset of our teams by creating a thriving employee experience, you’ll accomplish great things.

When people are inspired, they share a common goal. To inspire a team, successful leaders consistently seek ways to understand their people and when using methods to tap into their mindset, like using anonymous surveys to get feedback or investing in the employee experience, you can propel their growth.

Here are five ways to jumpstart the mindset of your people and begin driving results.

1. Encourage Risk
It’s natural for people to hesitate when trying new things. A safe and comfortable position can be more attractive, but this stifles growth and slows down results. The best way to combat this is by creating an employee experience that encourages risk and accepts failure.

When people are no longer afraid to fail, they’ll be innovative and find ways to be more efficient at their jobs. They may analyze a situation and question if there’s a better way to do it. If their leaders make it known that it’s okay to fail, they’ll keep stretching the limits for the benefit of the company.

How do we treat failure? First, identify the boundaries of risk as there are times where it’s appropriate and times when it’s not. This can be typically found in areas where there’s a potential for financial losses or safety hazards.
But once those boundaries are communicated, people can be free to fail.

Read the remainder here https://www.olumo.com/blog/how-to-tap-into-the-mindset-of-your-people-to-drive-results

01/30/2023

6 Ways to Increase Employee Retention

The balance of power has shifted. Employers used to be in the driver’s seat when it came to workplace longevity, but people are now squarely behind the wheel in today’s competitive business environment.

An estimated 41 million people voluntarily quit their jobs in 2018. By 2019, that number is projected to increase to 47 million, or 1 in 3 workers.
Each employee exit costs the organization about one-third of that person’s annual earnings in recruitment fees and lost productivity.
In January 2019, the unemployment rate was just 4%. That number makes this one of the tightest labor markets in the last 50 years.
Why People Leave
Now more than ever, leadership needs to focus their attention on creating an attractive workplace experience for the purpose of employee retention. To most effectively do so, know the top reasons for why people leave:

Career development – They found a better job or one where they feel there’s a greater chance to advance their career.
Work-life balance – They feel overworked or their job doesn’t fit with their life preferences.
Manager behavior – They may feel managers are too demanding, controlling, micro-managing, or even dishonest.
Relocation – They move away from physical proximity to work. Even this reason is somewhat within your control, for if people are having a great workplace experience, they’re less likely to want to move.
Compensation and benefits – They may feel that pay and benefits are lacking at your organization, or they may have found a more attractive package elsewhere.
Personal, family, or emotional issues – This reason for leaving is a matter over which management has little control, unless a negative workplace experience is causing the issues.

Obviously, some of these reasons for departure are easier to mitigate than others. When it comes to employee retention, knowing what you can control regarding the workplace experience is crucial.

Read the entire article here https://www.olumo.com/blog/6-ways-to-increase-employee-retention

01/26/2023

Engagement and the Needs of Your People

Up until the early 1900s when the government enacted factory and child labor laws, nobody showed much concern for the well-being of the average worker. The realization that happy, healthy people improve productivity and increase profits has been comparatively recent, historically speaking.

Now that managers and business owners understand the importance of a positive workplace experience and the benefits of high employee engagement, it’s imperative they learn to gauge how their organization is faring in both areas. Common signs of disengagement can include:

A decline in productivity
Overactive PTO (paid time off)
Negativity
Colleague complaints
Decline in Productivity
Happy people are productive people. They’re self-motivated, meet deadlines, make sales, and get positive results in whatever capacity they operate. If you notice that the quantity or quality of an individual’s work starts to diminish, you can be sure there’s an underlying problem.

With a loss in productivity, it’s possible the person may be experiencing personal problems unrelated to work. A good manager will take the time to get to the bottom of the issue, regardless if he or she can solve it.

Read the full article here. https://www.olumo.com/blog/engagement-and-the-needs-of-your-people

01/23/2023

Why Annual Employee Engagement Surveys are Dead [And What You Can Do About It]

If you’re relying solely only annual employee engagement surveys to gather feedback on the workplace experience, good luck. While popular, such surveys provide little more than incomplete information at best. Gathering accurate employee engagement feedback may seem like an impossible task, but it’s far from it. With today’s technology, it couldn’t be easier. For all intents and purposes, annual employee surveys are dead. Here’s what you can do about it.

What’s Wrong with Annual Employee Engagement Surveys?
So many things are wrong with annual employee surveys, but we’ll list a handful of the most important here, keeping in mind that what follows is not your only option to acquire employee feedback.

A Lot Can Happen in 12 Months
A year is a long time. In fact, 43% of millennials intend to leave their current positions within two years. Without an accurate understanding of your employees’ experience throughout the year, you’re likely to have a staff itching to jump ship even sooner.

Read the entire article here https://www.olumo.com/blog/why-annual-employee-engagement-surveys-are-dead-and-what-you-can-do-about-it

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