Easy Source HR Solutions

In the evolving business landscape of 2024, payroll is no longer just a backend administrative function—it’s a strategic tool that can directly influence business growth. More and more companies, from startups to large corporations, are opting for payroll outsourcing solutions to focus on core operations, cut down compliance risks, and drive scalability. Let’s dive into how a fast-growing tech startup in India transformed its operational efficiency by outsourcing payroll.

The Payroll Problem: A Tech Startup’s Struggle

In 2022, a Bengaluru-based tech startup was experiencing rapid growth. Their team had expanded from 20 to 150 employees within a year, a phenomenal leap that presented new challenges. As they expanded, managing payroll in-house became increasingly complex. With new hires, changing tax regulations, and multi-state operations, the internal HR team struggled with: Compliance issues across different states Manual payroll errors, resulting in incorrect salary disbursements Time-consuming payroll processes, draining resources The growing pains were clear: in a competitive tech ecosystem, they needed to fix payroll management to prevent legal risks and improve employee satisfaction.

The Decision to Outsource

After months of inefficiencies and error-prone payroll runs, the Client contacted an Indian payroll outsourcing service provider for help. Their decision was based on three factors:

1. 1. Risk of Non-Compliance: They needed a partner who could seamlessly handle India’s complex labor laws and tax regulations.
   2. Scaling Needs: Payroll had to scale effortlessly with their projected employee growth.
   3. Technological Integration: The in-house system was outdated, and they required cloud-based payroll solutions for real-time tracking and seamless integration with their existing HR software.

  The Transformation: From Chaos to Control Within three months of partnering with Easy Source, Client saw significant improvements: Compliance Mastery: With experts handling payroll, the Client was finally free of tax-related anxiety. Easy Source’s in-depth knowledge of multi-state laws ensured that every new employee and salary structure adhered to local laws. Error-Free Payroll: Manual payroll mistakes became a thing of the past. The outsourced provider used advanced payroll technology that automated calculations, reducing errors by over 90%. Efficiency Boost: The HR team, once bogged down by payroll tasks, could now focus on core responsibilities like talent acquisition and employee development. The Results: Measurable Impact on Growth By outsourcing payroll, Client was able to: Reduce Payroll Costs by 30%: Outsourcing payroll freed up resources previously dedicated to hiring additional HR personnel and investing in costly payroll software. Boost Employee Morale: Employees noticed the improvement in the accuracy and timeliness of their salaries, which led to a more satisfied and motivated workforce. Achieve 100% Compliance: The payroll outsourcing provider ensured adherence to all statutory requirements, minimizing the company’s legal risks.

Market Trends Shaping Payroll Outsourcing in India

The experience of Client isn’t unique. Indian startups and businesses across sectors are now shifting towards payroll outsourcing solutions for similar reasons. Here are some trends fueling this shift:

1. Cloud-Based Payroll Systems: The future of payroll lies in cloud-based solutions that allow real-time data access, integration with HR platforms, and easy updates as laws change. Payroll providers are now integrating AI tools to predict errors and optimize payroll processes further.
2. Compliance Complexity: With the introduction of newer labor laws such as India’s Wage Code and expanding compliance regulations, businesses face increasing challenges in maintaining accuracy. **Payroll outsourcing companies in India** are stepping in to offer seamless, end-to-end compliance solutions.
3. Rise of Gig Workers: Payroll solutions now need to account for non-traditional employees. Outsourcing firms are developing innovative models to manage payroll for freelancers, gig workers, and contract employees, offering businesses greater flexibility.

Conclusion: The Strategic Move For most businesses, outsourcing payroll isn’t just a tactical move—it’s strategic. It empowers them to focus on innovation and growth, leaving the complexities of compliance and payroll management to the experts. As the Indian startup ecosystem continues to grow, payroll outsourcing will remain an essential component of operational success. At Easy Source, we specialize in delivering customized, cloud-based payroll outsourcing solutions for companies. If your business is grappling with payroll complexities, it’s time to consider outsourcing as a strategic move to power your next phase of growth.

In today’s rapidly evolving business landscape, organizations are seeking ways to streamline operations, optimize costs, and enhance workforce flexibility. Manpower outsourcing is no longer just an option—it’s a strategic necessity. As a company with over 15 years of expertise, we have been at the forefront of this transformation, offering unparalleled solutions in managing and scaling workforce needs.

Why Manpower Outsourcing is Key to Business Success

The benefits of outsourcing manpower go far beyond just filling positions. It’s about ensuring the right talent is deployed at the right time to drive business growth. With the rise of globalization, India has emerged as a top destination for manpower outsourcing solutions, thanks to its vast talent pool and cost-effectiveness. Companies now increasingly prefer outsourcing manpower to specialized agencies to manage recruitment, compliance, and HR tasks efficiently.

The Role of Manpower Outsourcing Agencies in Indi

Over the past decade, manpower outsourcing agencies in India have evolved into comprehensive HR solutions providers. They not only help businesses recruit skilled professionals but also handle complex compliance and administrative tasks. For companies that want to maintain lean operations, outsourcing these functions to experts is an efficient way to stay agile. At our agency, we simplify workforce management through tailored manpower solutions. Whether it’s managing short-term staffing needs or long-term employee engagements, we have the experience and tools necessary to help businesses scale.

Market Trends Shaping Manpower Outsourcing in 2024

As the business world adjusts to post-pandemic realities, certain trends are reshaping how companies approach workforce management:

1. Rise of Gig Economy and Flex Work: Businesses are increasingly looking to outsource manpower for short-term projects, leveraging the flexibility of freelance workers to meet specific needs without long-term commitments. This trend aligns with the growing popularity of the gig economy.
2. Focus on Compliance: With labor laws constantly evolving, especially in India, companies are seeking reliable manpower outsourcing service providers who are well-versed in local compliance regulations. Our team, with over 15 years of expertise in managing complex legal frameworks, ensures your business stays compliant while you focus on growth.
3. Emphasis on Cost Efficiency: Manpower outsourcing enables companies to reduce overhead costs associated with hiring and managing full-time employees. Instead of handling recruitment, payroll, and compliance in-house, organizations are turning to outsourcing experts to optimize costs.
4. Technological Integration in HR: Leveraging technology for seamless employee onboarding, payroll management, and performance tracking is the new norm. Top manpower outsourcing firms in India are investing in cutting-edge technology to offer automated HR solutions that enhance operational efficiency.

Why Choose Our Manpower Outsourcing Services?

With more than 15 years of experience in manpower outsourcing services in India, we are dedicated to offering clients a seamless HR experience. We understand that each organization has unique needs, which is why we provide customized solutions tailored to your industry and goals. Expertise in Compliance: Stay compliant with Indian labor laws and regulatory requirements without the hassle. Scalable Solutions: Whether you need a few temporary employees or a large-scale workforce solution, we have the capacity and network to meet your needs. Cost-Effective Services: Outsourcing through our team enables you to lower operational costs while maintaining high levels of workforce efficiency. In an ever-changing business environment, manpower outsourcing offers companies the flexibility and efficiency needed to stay competitive. With our proven track record in India, businesses can confidently outsource manpower and focus on what truly matters—growth and innovation. If you’re looking to outsource manpower services in India, Easy Source is one -stop shop for reliable and efficient workforce solutions.

Expanding into India brings immense growth potential, but navigating the complex landscape of employment laws and compliance can be daunting. That’s where Employer of Record (EOR) services come into play, allowing you to hire talent in India without the hassle of establishing a local entity.

Many global EOR providers offer solutions across various countries, but when it comes to India, you need a partner who truly understands the local business environment and its intricacies.

Why Easy Source?

With over 15 years of experience in the Indian market, Easy Source goes beyond offering EOR services. We specialize in compliance and staffing, combining deep knowledge of India’s employment regulations with a practical approach that global providers often lack.

• Deep Indian Expertise: Unlike providers offering global services, our focus is solely on India. We take care of everything—from payroll management to navigating local compliance—so you can concentrate on scaling your business.
• Cost-Efficient & Hassle-Free: No need to invest time or resources in establishing a local entity. We streamline the hiring process in India, ensuring full compliance while saving you significant costs.
• Tailored Human Approach: We believe HR is about more than just automation. Our dedicated team offers personalized solutions that cater to your specific needs, ensuring a smooth experience while managing your Indian workforce.

 

How We Stand Out

Global providers often spread themselves thin, offering services in multiple countries but lacking the local expertise needed for specific markets like India. Easy Source stands apart by providing in-depth knowledge of India’s regulatory framework, ensuring your business stays compliant and efficient.

Ready to Expand into India?

Easy Source’s EOR services make hiring in India simple and effective. Let us handle the complexities of employment so you can focus on growing your business. Reach out today to start your journey into India’s thriving market.

If you are looking for global expansion for your business, then you must hire a global or international PEO. Yes, a global PEO is the one-stop answer for all your overseas dreams and needs. Small, medium or even large companies intending to expand globally can easily accomplish their mission through a global PEO.

Large companies might find it difficult to handle a global workforce and this is where the global PEO pitches in! Moreover, your business might have decided to expand in countries wherein your employees tend to face barrier of language. Here again, a global PEO through its in-house local expertise can help to solve the communication problem and ease your business. So, if your business is desirous of expanding in more than one country, a global PEO is the right choice. A global PEO helps to handle payroll, HR, employee compensation and benefits, recruitment, medical insurance and compliance related matters.

Why Should You Hire A Global Or International PEO?

It is vital to understand that by hiring a global PEO, you can begin operating your business in foreign lands within days instead of waiting for months. When your business expands in numerous foreign countries, you tend to face multiple problems such as adherence to local laws, language barrier, global recruitment, legal and financial issues, tax compliance and data security to name a few.

However, by selecting the right global PEO, your business expansion goals can easily succeed in a short span of time.

Operating Technique of a Global PEO

Once you hire a global PEO, this is how it begins working on your behalf.

• A global PEO begins operating on the foreign land within days without establishing any foreign entity; thus, saving time and money.
  
  
• A global PEO easily manages to hire local employees within 48 hours as per the local laws of the country.
  
  
• A global PEO through its local team of professionals is able to handle the HR and payroll related matters, employee insurance, compensation and benefits as well as termination.
  
  
• While all this is being handled by a global PEO, you can easily manage daily communication and control the working of your employees.
  
  

Hence, it can be easily understood that a global PEO becomes a kind of ‘co-employer’.

Primary Functions of a Global PEO

After selecting a global PEO for your business expansion needs, it is vital to understand the primary functions of the global PEO.

1. The employment contract is prepared by the global PEO. This contract is thoroughly examined by the client and then via mutual agreement both the parties sign it. This contract mentions the terms and conditions as per which the employees will work in the foreign country for the client.

2. The offer letter is prepared and sent to the employees and the client. The employees need to sign it and send it across to the client.

3. Next, the global PEO ensures that all administrative tasks related to the employees are conducted in a manner which is conducive to the local working environment.

4. The global PEO calculates and disburses the salary through proper payslips. All this includes tax computation, paid leaves, travel allowance and medical insurance—completely in compliance with the local set-up of the respective countries.

5. The global PEO provides complete administrative support to the client in terms of handling all employee related matters ranging from benefits, compensation, disputes, disagreements, and even termination.

Conclusion

To make global expansion of your business simple and successful, hire a global PEO. A global PEO will provide customized solutions to your needs in different countries, coming up with cost-effective and compliant ways of entering foreign markets. A global PEO will function as one dedicated partner to handle your global workforce with ease.

You tend to bless your stars if you are working under a great and considerate boss. But, what happens if your boss is a terrible manager! Yes, if you happen to work under an awful boss, it might be time for your make the change. How do you decide that your boss is good or bad? 

Let us go through some of the significant signs which help you analyse that you are working under an awful boss:

1. Your ideas are constantly rejected by your boss: Your boss might a person who is not interested in making any changes to the manner of working of your team. So it could be possible that your ideas, views or opinions are rejected at the workplace by your boss. This will make you feel dejected and less motivated to work.

2. Your hard work never gets appreciated or acknowledged by your boss: An awful boss will never appreciate or let alone appreciate your work or extraordinary task accomplished by you. This will hinder your growth prospects in the company.

3. You are expected to be a perfectionist in your work by your boss: An awful boss never considers you a human prone to making mistakes. In fact, he wants you to deliver numbers without any delay or mistakes. This kind of behaviour is prone to make you feel disheartened and demotivated towards your work profile.

4. You are spoken to in a disrespectful and rude manner by your boss: It could be possible that your boss speaks in a rude manner to you and that too in front of the entire team. An awful boss is also at times disrespectful to you. All this makes you feel that you are no longer a valuable asset of your company.

5. No constructive feedback is provided by your boss: Your desire to evolve as a person professionally requires constructive feedback about your work from your boss. What if your boss fails to provide that? Yes, it is extremely discouraging if your boss speaks nothing about the manner in which you completed your project or the time taken to accomplish the task.

6. No freedom to work on your own in your work profile: It is quite possible that your boss constantly monitors your work and maintains constant supervision. An awful boss will limit your way of functioning and will coerce you to follow the mandated way of completing your project instead of applying your mind to your task.This happens to diminish your creativity and makes you dull-headed and dumb at your workplace.

7. You are constantly left out of significant projects by your boss: An awful boss will hinder your growth prospects in the company. Your boss might assign an important project to his favourite team member instead of assigning the task according to the calibre and potential of every team member. This will have a detrimental impact on your productivity in the company.

Conclusion

Therefore, to conclude, you should always look for signs which hamper your productivity and growth in the company. And, an awful boss is certainly a great impediment in your growth trajectory. However, you can either look for ways for modifying the habits and behaviour of your boss or simply change your company and work under a new, visionary boss.  

The work from home concept has now become a reality in the backdrop of the outbreak of Covid-19. The year 2020 has proved that the concept of work from home has become successful and is here to stay. Earlier, employees used to travel to their offices and work from their office. But now, the traditional concept of working from office space for specific hours has been replaced by the work from home concept. The sudden outbreak of the Corona Virus globally has made work from home environment a reality to reckon with.

It is to be noted that the advancements in the field of technology have enabled businesses and corporate houses to operate their business as usual by adapting their policies to the changed working environment. The new norm is work from home and it is here to stay for a while till a permanent cure comes up for the dreaded Corona Virus.

The changed working scenario has come up with its own set of challenges to be faced by both employees and employers. Employees, on their part, are concerned about job security and their family. The employers, on their part, are not just concerned about running their business but also how to keep their employees engaged and motivated in the remote work from home environment.

So, let us go through some of the innovative ideas adopted by employers to keep their employees engaged and motivated while working from home.

Building a community-like feeling among employees: This sudden transition from the office space to working from home has created a feeling of aloofness among the employees. While working from home, an employee has to create his virtual office like environment at home which might make him demotivated and less engaging in office work. The onus here lies on the employer to keep encouraging the employees (workforce) while working from home. This can be done by conducting a videoconference with all the team members together. Here, online discussion can be done not just about office work but also about each other’s routine at home, or pursuance of any hobby and so forth.

Basically, the idea is to develop and retain a connect among the team members via the online medias. This will help in overcoming feelings of anxiety, restlessness and isolation among the members of the team while they continue to work from home.

Building vigorous communication: As discussed above, the need of the hour is to take the assistance of advanced communication tools and ensure connectivity among the employees of the organization. Thankfully, today the companies taking advantage of robust communication tools such as Skype, WhatsApp, Microsoft Team and so forth can connect with their employees spread across the globe. This is how MNCs have been able to establish and retain their network among the employees of their organization spread across geographical boundaries.

Hence, companies and HR personnel should ensure to communicate with the employees at least on a weekly basis to ensure the mental and physical well-being of their employees via online communication tools.

Recognition and encouragement of employees: Appreciation and acknowledgement for good work goes a long way in boosting the morale of the employees of the organization. When you recognize the employee for his/her outstanding work or for delivering as per the deadline, the employee feels elated for his contribution to the organization. This not just acts as a morale booster but also provides motivation to continue working for the organization with renewed vigour and zeal. And this is actually what the employer is looking for and that too in the work from home environment.

Provide infrastructure and necessary equipment: Since the work from home concept is here to stay for a while, companies are coming up with novel ideas to enhance the productivity and the quality of work. The quality of work delivered by employees is directly associated with the kind of tools and equipment provided by the organization. These days, several companies as an add-on to the work from home policy, are offering table and chair to their employees for comfortably working from home. In addition, labtops with fast speed Wifi are also being provided by the organization for smooth functioning from home.

Moreover, the organizations can also offer perks and discounts, or conduct online classes for acquiring new skill—all these steps will certainly benefit both the employer and the employee while trying to balance work and home together.

Therefore, to conclude, the outbreak of the Covid-19 pandemic has brought several challenges for the business community. Still several novel ways and means have come up to keep the employees motivated and engaged while working from home.  

Are you thinking of outsourcing the payroll function of your company? Payroll management is an integral part of the functioning of your company. Outsourcing this major function can be beneficial to you as it helps in saving cost and time, improves productivity and efficiency of your employees. You need to find the right service provider which suits your budget. So, before you decide to outsource your payroll function, you need to be careful of certain essential aspects. Let us go through the vital points to be considered when outsourcing your payroll function.

1. Providing accurate and reliable information: Payroll is one such business function which needs to be completely accurate and provide reliable information. The payroll service provider should provide accurate and reliable information in terms of tax filing, salary computation, leave balance management, regulating attendance and other aspects.

2. Data security: In this age of cybercrime, it has become all the more essential to secure the data especially of your employees. You must ensure that your payroll service provider has proper data security system in place. You should enquire about handling issues such as data breach of the employees, the auditing process of the data centre and others.

3. Compliance: Another essential parameter to be considered while outsourcing the payroll function is to ensure that your payroll service provider adheres to the central and state rules and regulations. Compliance with the financial rules and regulations is extremely vital to avoid penalties and fines. So, you must select a payroll service provider who adheres to the laws of the country.

4. Cost: One of the significant points to be considered while outsourcing your payroll function is the cost being paid to the provider. It is generally believed that outsourcing your payroll function will cost more. However, this is not true. It is quite possible that you are tired and exhausted of doing the payroll in-house and want to switch to outsourcing the payroll function. Else, it could be possible that you are finding the payroll function to be extremely complicate and so want to outsource it.

Whatever, be the reason, evaluate the various options available in the market and then select the appropriate payroll service provider to suit your business needs.

5. Workforce Variation: Outsourcing your payroll function can be extremely beneficial if your employees are spread across the globe. Or perhaps, you are thinking of expanding your business to other countries of the world. This is where payroll outsourcing is highly rewarding. You can easily save time involved in payroll complexities and focus more on the expansion of your business.

Moreover, if you have different types of employees working in your company such as full-time, part-time, freelancers or contractual, it becomes easy to handle all with ease by outsourcing your payroll function.

Therefore, to conclude, do not go by the brand name of the payroll service provider in the market. Do a thorough analysis and check for customer reviews and then select your payroll service provider. Outsourcing the payroll function is not mandatory but when done diligently and within your budget, it can prove to be a great asset for your company or business.  

You must have certainly come across an instance wherein a former colleague of yours joined your company after having worked elsewhere. Does this surprise you! Why is it that the employee who left the company for a better pay package is willing to join his former company? Mostly, employees quit for a better organization due to personal reasons such as pay hike, career growth, flexible working hours and other reasons. It is to be noted that if you share a good rapport with your former manager or HR personnel then chances are there that you can be welcomed back in your former company.

Benefits of Rehire

In the present uncertain scenario, the HR is increasingly adopting innovative ways of recruiting skilled manpower who deliver best results for the organization. One such method is that of rehiring former employees. Indeed, it sounds unbelievable! But, rehire has its own benefits. Primarily, the employee is familiar with the work culture of the company and will thus easily get attuned with the company environment. Moreover, the employee returns with enhanced experience, knowledge and adds value to the company. The HR personnel needs to keep in mind few points to ensure that the process of rehiring candidates turns out to be a win-win situation for both the company and the former employee.

• Maintaining an Efficient Database of Employees: It is vital for the HR of your company to maintain an efficient database of employees. This should include all categories of employees such as on payroll, contractual, freelancer or even a consultant. You should have their updated contact details in your record so that you can keep them posted about the latest developments and any vacancies coming up in your company.
• Formulate a Rehire Policy: The HR of your company needs to formulate a rehire policy in order to ascertain clearly the criteria for rehiring former employees. For instance, an employee who left the company due to violation of company policies, poor performance or due to allegation of misconduct will not be rehired again.In simple words, a list of guidelines has to be prepared to ease the process of rehiring former employees for your company.
• Schedule an Interview before completing the Rehiring Process: The HR of your company should ensure that the former employee gets interviewed just like any other new hire candidate. In the interview, you can cross-check the reasons given by the former employee for making his exit from the company. In addition, you will get to know about the experience and knowledge that he has acquired during this time which would be useful to your company.
• Reboarding: The reboarding process is the way of reintroducing the former employees to the ways in which the company has been functioning all these years since the employee left the company. Moreover, since the outbreak of Covid-19, several companies have reformulated their policies and procedures.The HR personnel would need to introduce the former employee to the following features of the company:
  • The latest technologies and softwares being used in-house
  • Office working hours along with work from home policy
  • Collaboration with team members
  All this can be done easily by incorporating the former employee in the existing onboarding process involving the new recruits.
• Open Deliberation about Compensation and Benefits: Once the HR of your company has been satisfied with the interview process of the former employee, it is time to hold discussion about compensation and benefits. Moreover, it is advisable to be candid with the former employee as the latter might be expecting a senior position in the company. Else, the employee could be on the lookout for a far better package than that in hand.

In simple words, the HR has to absolutely clear with the former employee in terms of compensation and additional benefits which the company would offer him in case of a rejoin. Therefore, to conclude, the idea of rehiring former employees is indeed catching up in India. For instance, companies like Tata have a track record of hiring former employees back into its organization. Moreover, the Covid-19 scenario has prompted the employers to bring back former employees (especially who left with a good rapport) in their organization.

PEO outsourcing refers to a third-party company with whom a client enters into an agreement with the objective of handing over the HR related and employee related liabilities to it. A PEO enters into an agreement known as the Client Servicing Agreement (CSA) wherein, the two parties clearly decide upon the terms and conditions to be adhered to for a financial year. The contract gets renewed or terminated after a year depending upon the satisfaction level of both the parties.

So, everything you need to know about PEO outsourcing is going to be clearly stated in this article.  When you avail the services of a PEO, it provides you with the requisite professionals, infrastructure and resources through which you can focus primarily on expanding your business.

How does a PEO operate?

It is vital to understand that the two parties enter into a co-employment’ kind of relationship. In this kind of business relationship, the client enters into an agreement with a PEO, according to which employee responsibilities and liabilities are shared by a PEO. The fee of this (CSA) agreement is calculated either on per employee basis or as a percentage of the payroll.

What are the benefits of using a PEO?

A PEO is the one-stop outsourcing solution for all your HR related and employed related responsibilities. By using the services of a PEO, your company happens to

• Saves time and money;
  
  
• Minimize exposure to risk;
  
  
• Avail proficient manpower in foreign lands
  
  

What are the services provided by a PEO?

Every kind of organization—big, small and medium—all set to gain from the plethora of services provided by a PEO.

1. 1. Primarily, small enterprises hire the services of a PEO to be able to provide medical, life insurance, retirement plan and other benefits to its employees. This will help them to attract talent and retain them as well.
      
      
   2. Secondly, a PEO helps to provide coverage to you from any kind of exposure to risk. For instance, any kind of employee claims on termination, or unemployment are tackled by a PEO. Also, tax deduction and submission as per the laws of the respective country are done by a PEO.
      
      
   3. Thirdly, a PEO supports your HR team as well by working on payroll management, recruitment, training and development, preparing and sharing employee handbooks, performance management and so forth.
      
      

Misconceptions about PEO

Everything you need to know about PEO outsourcing includes the wrong notions or misconceptions held about this entity. Several believe that once you enter into an agreement with a PEO, you tend to lose control over your employees, in short, your business. Here, it is necessary to comprehend that while a PEO handles all employee-related tasks and risks, you maintain control over your business and its operations.

Many also believe that the hiring of a PEO implies the removal of HR staff. Well, it is vital to understand that a PEO provides the necessary support and assistance to your company HR staff in running the business operations seamlessly. A PEO comes very handy to the HR in cases related to employee compensation, resolving conflicts and designing training programmes.

Lastly, a PEO does not hamper or intrude in the normal way of functioning of your organization. All the more, it aids, facilitates and improves the employee-employer relationship with entire focus on the growth and expansion of your organization.

Conclusion

Everything you need to know about PEO outsourcing is essential before you to set to avail the said benefits of a PEO. Also, remember, PEO outsourcing is of immense help if you wish to expand your business across new horizons without getting stuck in legal complications and without losing focus on your business goals.  

A strong company culture is a vital element for every organization small, big, large or mid-sized. The culture of the organization provides the backbone for the successful running of the organization. The organizational culture takes into account the beliefs, values of the organization, the functioning of the management body, the behaviour of the employees and the manner in which the customers are dealt with. All these aspects when together taken into consideration come to define a strong company culture. The organizational culture is defined and created by the senior management personnel and put into practice by the HR department through the means of the Employee Handbook which encompasses the code of ethics. Companies such as Google, LinkedIn, HubSpot, Microsoft, Facebook and others are credited to creating a strong and vibrant company culture.

Now, you must be wondering about the significance of a strong company culture. Have you ever wondered why you enjoy going to office every day? It is a proven fact that employees enjoy working at the office which offers a good working environment.

An amicable company culture is often liked by employees who enjoy working in such an environment. In return, the organization tends to gain employees who tend to stay longer; thus, avoiding attrition. This aspect also helps in building strong working relationship among the co-workers as well.

Another significant advantage of having a strong company culture is that your organization comes to acquire a good name in the market. Your customers tend to acknowledge the reputation of your organization associated with the products/services that you offer. Moreover, the presence of a strong company culture promotes healthy relationship between its customers and the company.

You must have now comprehended the paramount importance of a strong company culture. Yet most mid-sized organizations are still not capable of creating a good company culture. They face several difficulties in this process. So, let us understand how a mid-sized organization can create a strong and vibrant company culture.

1. Clarity about the Company’s Goals: It is essential for a mid-sized organization to be clear about its goals and vision. For instance, if you are the owner of the organization producing footwear then you need to have clarity about the sources of procurement of raw materials, the line of products to be manufactured and the process of marketing and selling. Likewise, your employees should also reflect the goals and vision of the company. The employees should be committed to pursue the company’s goals in the long-term. This can simply be achieved by establishing a strong company culture revolving around the achievement of the company’s goals.

2. Recognition and Reward: The second significant factor which helps in creating a strong company culture is by recognizing and rewarding the employees of your company. The employees of your company make things happen at the workplace and so they indeed play a vital role in the functioning of the company. The company should ensure to recognize the extra efforts taken by an employee in fulfilling his duties and responsibilities towards the company. Moreover, the company can also go ahead and reward the employee for his efforts. This will not only boost the morale of the employee but also will help in employee motivation and employee retention for the company. Hence, by creating such a positive company culture—the company as well as the employees tend to develop a mutually beneficial relationship which is bound to go ahead in the future as well.

3. Provide flexibility: One of the significant aspects which goes into the creation of a strong company culture is the feature of looking after the requirements of the employees. In these uncertain and unprecedented times, it is vital for organizations to relinquish mundane functioning practices and embrace the new ones. This includes the provision of flexible work timings and work from home option. The MNCs and other big companies are today offering both these options to their employees.In other words, the creation of a flexible work environment is bound to keep the employees happy and thus, motivated. Motivated employees facilitate in improving the productivity of the company.

4. Establishing collaboration among team members: A vibrant company culture can be created by ensuring that the members of a team collaborate with each other while working on the projects. This kind of healthy work relationship helps in quick completion of tasks/ targets and also enhances the revenue of the company. In addition, the manager should also engage in team building activities among the members of the team.

Therefore, to conclude, the creation of a strong and vibrant company culture has helped large companies in boosting their employee productivity and in enhancing revenue. So, the mid-sized companies should not lag behind and leverage this feature to expand and enhance their business.