Discover the features, benefits, and solutions that Khrova offers for your variable compensation needs.
Hidden expenses (or not so hidden) in companies
Hidden expenses (or not so hidden) in companies
In companies there are different expenses that are hidden among the normal processes of these. One of these expenses originates in the calculation of compensation, especially when companies keep growing and a single person does all the numbers in an Excel spreadsheet.
This type of hidden expenses may not even appear in the accounts, nor in the final closing of each month, do you want to know how to avoid them?
Nowadays, we live in an era where different processes can be automated, freeing time and attention of people within an organization. To know which processes can and should be automated, you can consider: the availability of tools, the time and effort they are consuming and whether the people who perform them could make better use of their resources. In the case of compensation, the time invested in making this calculation, usually performed by a Human Resources person, could be reinvested, both in the well-being of the team and in the development of the company towards its growth.
The hidden expense becomes an elephant, when in the end, a process costs much more than it contributes, either monetarily, in time and effort or wear and tear of the team. This calculation, as can be seen in different companies, becomes more complicated as it grows, and it is part of prevention to give it the update it needs.
At Khrova we offer you a solution that is easy to use and implement in different companies and in different industries, because as long as they have a variable compensation scheme, we have an innovative tool.
The generation that changed the work paradigm
The generation that changed the work paradigm
They work to live and not the other way around
Generation Z has been judged by their predecessors for bringing new concepts such as “aesthetic”, matcha, returning to the fashion of the 2000s, and today, for changing their perspective on work. Today, there is a great generation that sees work as a means to live, but not an end in itself. From living to work, this generation wants to work to live. That is why today they are looking for remote options that allow them to travel or relocate, a scheme by results, in which they can make the most of their time, among others.
This is why many companies have such a high turnover of personnel and why it is difficult for them to keep the talent of this generation until they reach maturity. Generation Z’s goal is no longer to be the best in their field or to be a boss’s favorite, but to make enough to be able to live the quality of life they want. So it’s a generation that is not motivated by a promotion or the ability to travel for work, many already do so with remote jobs.
What do you give to a generation that doesn’t want to live by working to motivate them to reach their goals? From this same concept arose the emotional salary, ways in which the collaborators of the team are paid, even if it is not remunerated, to motivate them. An example is the Home Office, benefits that a company has, recognition, results schemes that give them flexibility, variable compensation schemes depending on their performance.
At Khrova we help you keep your team.
We give you the facility you need in variable compensation.
Turnover in companies
Turnover in companies
The poison that kills your development
Do you know how employee turnover can affect your company? In addition to the time it takes to retrain a person, turnover not only becomes a delay in the development of the employee, but of the company. How do you know what you are doing?
Some of the reasons for talent turnover are lack of growth opportunities within the company, lack of identification of the team with the company’s values and rationale, lack of empathy and closeness between the team and its management, and, lack of compensation for everyone’s work, emotionally and financially. This causes not only a physical abandonment, but also the famous “silent resignation”, where the team does not leave, it just stops giving its maximum potential.
Interact with your team
Inattention in a work team can make the difference between a motivated and recognized team and one that may spend half of its time looking for another job. This interaction should be both professional and personal, because we work with people and not machines, and the latter can directly affect their performance.
Create a clear professional growth path for everyone
When talent grows and matures, it looks for new opportunities, new challenges, because it is part of our nature. As long as there is a clear growth path for each employee, it is even more likely that they will stay with the company longer.
Include benefits and compensation along with this growth
It has become common to hear that in different companies the team takes on more activities and more responsibilities, without compensation. In this case, it is easy to think that it will be the best for the company in terms of team and money, but is it so? What is cheaper: compensating that person or a resignation and having to hire two and train them from scratch? Compensation, both monetary and emotional, is important to keep your team.
Do you know how to calculate how to compensate each one? Find out with us. A team with a transparent vision of how their effort affects their compensation is more motivated to reach the objectives of each company.
Make it happen with Khrova.