Latest news with #hybridteams
Globe and Mail
14-07-2025
- Business
- Globe and Mail
Online Payroll Services Modernized by IBN Technologies
"Online Payroll Services - [USA]" IBN Technologies has launched upgraded online payroll services tailored for hybrid teams and global operations. The new solution offers secure cloud integration, real-time reporting, and automated compliance with multi-jurisdictional laborlabour laws. Serving industries from retail to healthcare, the platform enables error-free processing, reduces administrative load, and supports expansion into new markets. Miami, Florida, 14 July 2025 - In response to the growing complexity of managing hybrid and geographically dispersed workforces, IBN Technologies has unveiled a powerful upgrade to its online payroll services. The latest enhancement focuses on delivering highly adaptable, compliant, and cloud-integrated payroll solutions that cater to global businesses navigating ever-evolving employment laws and multi-region tax frameworks. With over 26 years of experience in financial process outsourcing, IBN Technologies brings a modern approach to payroll processing —one that emphasizes automation, international compatibility, and precise reporting. The enhanced online payroll solutions are tailored to serve sectors such as coordination, healthcare, retail, eCommerce, and financial services, where payroll accuracy and adherence to legal requirements are essential. The new solution integrates seamlessly with top-tier HRIS and ERP systems, ensuring secure data flow and up-to-the-minute insights. From startups to multinational firms, organizations can now manage compensation workflows with greater accuracy, visibility, and assurance. Streamline your payroll operations with expert support. Challenges that still Impact Productivity: Despite technological progress, many companies continue to encounter persistent barriers in payroll management. Familiar challenges include: Frequent changes in local, state, and international labour regulations Handling payroll across multiple countries and regional authorities Manual errors causing missed deadlines or tax penalties Disconnected systems slowing down tax submissions and payments Safeguarding confidential employee compensation data Growing administrative loads on HR and finance departments Lack of consistent payroll workflows in remote or distributed teams Why More Businesses Choose Payroll Outsourcing Outsourcing payroll to IBN Technologies brings clear, measurable benefits: Compliance Assurance – Reduce penalties with accurate, regulation-aligned processes Data Protection – Advanced security safeguards payroll and employee data Growth Support – Seamlessly scale into new markets without disruption Faster Cycles – Automation speeds up payroll and simplifies management Partnering with companies like IBN Technologies allows HR and finance teams to focus on high-impact business priorities. IBN Technologies' Online Payroll Solutions: Precision Meets Flexibility IBN Technologies' enhanced online payroll services were created to address the rising operational and compliance demands faced by modern businesses. The system automates every aspect of payroll—from onboarding and attendance tracking to compensation disbursement and tax filing—while adjusting to jurisdiction-specific regulations and legal structures. Highlighted features include: ✅ Tracking continuous updates to national, regional, and local payroll rules ✅ Calculating taxes and benefits accurately to avoid mistakes and regulatory consequences ✅ Preventing late wage disbursements and compliance-related interruptions ✅ Coordinating timely tax submissions and payments to relevant government agencies ✅ Offering employees secure, digital access to pay slips and tax documentation ✅ Reducing the increasing administrative workload on HR and accounting personnel ✅ Standardizing payroll procedures throughout multi-regional business operations Each deployment is customized to the client's structure, goals, and operating regions. IBN Technologies' payroll teams provide comprehensive guidance to ensure seamless transitions, error-free execution, and continuous legal alignment. Payroll: A Trusted Track Record of Excellence As payroll management becomes more demanding, many U.S. organizations turn to experienced partners to improve accuracy, stay aligned with labour laws, and enhance employee experience. The need for reliable calculations, timely submissions, and policy adherence makes outsourced payroll services a vital part of operational success. IBN Technologies has earned a reputation for consistency by offering adaptable system frameworks and efficient workflows that simplify onboarding and regular payroll cycles. 95% of companies that delegate payroll report fewer regulatory concerns On average, outsourcing reduces payroll expenses by 20% The firms' skilled professionals work closely with client departments to meet regulatory obligations and strict timelines—ensuring that payroll operations align with corporate priorities and contribute to sustainable success. Looking Ahead: Making Payroll a Strategic Asset Payroll is no longer a routine administrative task—it has become a foundational part of maintaining compliance, employee satisfaction, and financial clarity. As legal frameworks evolve and workforce expectations increase, businesses require more nimble, transparent payroll systems to stay competitive. IBN Technologies upgraded online payroll solutions are crafted to meet such demands. Supporting clients in the U.S., U.K., Middle East, and Asia-Pacific, they deliver: 24/7 multilingual support tailored for international teams Geography-specific legislative tracking and compliance alerts Seamless onboarding and integration from outdated systems Flexible pricing models suited to different industries and scales Whether managing a single-country team or expanding globally, IBN Technologies provides accuracy, transparency, and peace of mind—turning payroll into a powerful component of long-term growth Related Service: Outsource Bookkeeping Services: About IBN Technologies IBN Technologies LLC, an outsourcing specialist with 26 years of experience, serves clients across the United States, United Kingdom, Middle East, and India. Renowned for its expertise in RPA, Intelligent process automation includes AP Automation services like P2P, Q2C, and Record-to-Report. IBN Technologies provides solutions compliant with ISO 9001:2015, 27001:2022, CMMI-5, and GDPR standards. The company has established itself as a leading provider of IT, KPO, and BPO outsourcing services in finance and accounting, including CPAs, hedge funds, alternative investments, banking, travel, human resources, and retail industries. It offers customized solutions that drive AR efficiency and growth.
Forbes
30-06-2025
- Business
- Forbes
Digital Employees: The Invisible Workforce Of The Future
Anton Alikov, CEO and Founder, Arctic Ventures. In our rapidly evolving digital world, AI employees (also known as AI agents) are already becoming a transformative force in traditional workplaces. It is possible that in the next two or three years, digital employees will cease to be a futuristic concept and become integral members of high-performance teams in various spheres of human activity. I believe this evolution of the workforce will also create opportunities for human workers to develop new skills and take on more meaningful responsibilities that require creativity, intuition, critical thinking, off-the-shelf skills and emotional intelligence. The Microsoft 2025 "Work Trend Index Annual Report" indicates the emergence of "frontier firms" that fully integrate AI agents into their business processes, leveraging "intelligence on tap" and hybrid human-agent teams where every human employee becomes a colleague or supervisor of a digital agent. It is not yet easy to assess the market for such technologies, but the Boston Consulting Group forecasts that the AI agent market will grow by an average of 45% and reach $52.1 billion by 2030. In my own experience, the combination of digital employees and human teams can increase efficiency without seriously reducing jobs for people, and a number of both established players and startups are at work developing the technology even further. What exactly is a digital employee? A digital employee is a complex AI-based software structure designed to autonomously perform tasks that are traditionally performed by trained people. Unlike traditional rule-based bots that follow simple instructions, well-designed AI employees are able to learn and adapt to a complex environment and make decisions similar to humans. In addition to AI technologies, digital employees also use machine learning, LLMs, deep learning, robotic process automation and cognitive computing technologies to "think" and propose solutions to complex problems. This powerful combination makes it possible for them to solve a wide range of tasks that previously required the intervention of qualified people. Digital employees can analyze large amounts of data, offer solutions to problems and even make complex decisions with high speed and accuracy, avoiding human errors and providing consistent task execution. They can work 24/7 and hyperautomate entire business processes end-to-end. In my opinion, one of the most impressive aspects of digital employees is their versatility in various roles and divisions of companies. They can perform various tasks in the field of customer service, personnel and financial management, etc. This feature can make them a valuable asset in any organization, as they can be configured to support teams from different departments simultaneously. Last but not least, thanks to natural language processing (NLP), AI employees can be designed to effectively communicate with customers and company staff, including detecting context. This allows them to provide accurate and relevant answers, helping to make their interactions more natural and productive. How does a digital workforce function? As AI grows in relevance, a number of developers are striving to seamlessly integrate AI employees with their existing systems in order to increase the efficiency of their entire organization. Many modern AI platforms use low-code/no-code software and offer plug-and-play deployment options, enabling enterprises to achieve immediate benefits without as many technical obstacles. AI employees are designed to work with people, with the latter providing training, control and feedback to fine-tune processes. In my experience, this collaborative approach can significantly increase team productivity by allowing employees to focus on strategic priorities while the AI program performs routine tasks. Humans can have constant access to huge amounts of information, process it quickly and receive recommendations. This can help transform them from narrow specialists into diverse professionals with both broad and in-depth knowledge, potentially increasing their productivity. Who will be the main customer for AI employees? Based on the above analysis, a wide variety of organizations can benefit greatly from the introduction of digital workers. For example, I've observed that they are already in high demand by small businesses right now, as AI can help these companies address a variety of common problems, such as: • Difficulty finding and retaining qualified people, which can lead to a hesitancy toward training human employees • Inability to serve customers 24/7 • Challenges with scaling a business without loss of quality Many of these problems are already being solved by the introduction of digital employees, helping to turn more SMEs into strong candidates to become frontier firms. What challenges can leaders expect? Although AI employees have great potential, their implementation may still be burdened with certain difficulties, including: • Risks of security breaches and data theft • Lack of emotional intelligence in AI programs • The formation of excessive trust in digital employees, which could lead to a lack of human oversight necessary to catch incorrect AI outputs • Technical problems of integrating AI employees into legacy systems I believe overcoming these challenges will be a top priority for developers and business leaders alike in the coming years. Will digital workers be able to completely replace people? This question scares many people, but I believe the answer is no: Despite their impressive capabilities, AI employees are not able to completely replace people. Most likely, we will never see fully automated and peopleless organizations. On the contrary, I see a future in which both digital and human employees will work in tandem, using their unique strengths to achieve various synergies. As history has shown many times, new technologies can destroy jobs, but they also usually go on to create many more new jobs. Conclusion In sum, AI employees are rapidly becoming important components of many organizations. By automating routine tasks and empowering staff, digital workers are revolutionizing the way businesses operate. I encourage business leaders to look at digital employees not as AI replacements for humans but rather as a way to create powerful partnerships that can help ensure high levels of productivity, innovation and job satisfaction. Forbes Business Council is the foremost growth and networking organization for business owners and leaders. Do I qualify?
Fast Company
16-06-2025
- Health
- Fast Company
5 signals that make you instantly more trustworthy at work
Believe it or not, first impressions are biological. When meeting someone for the first time, well before your résumé or title is considered, your brain and body are sending and receiving subtle signals that influence trust. In today's workplaces, where hybrid teams and digital interactions dominate, those signals matter more than ever. The good news is that you can learn to send them more intentionally. In my work developing Leadership Biodynamics, a biology of behavior approach to executive presence, I help leaders become more aware of how trust and connection are built at the behavioral level. The signals that trigger trust are not abstract: they're cues the human brain is wired to read quickly and deeply, because in evolutionary terms, deciding whether someone was safe to approach was once a matter of survival. That's still true in the modern workplace. Whether you're onboarding to a new team, pitching an idea to executives, or building rapport with clients, the signals you send, especially those of warmth, create the foundation for influence. Here are five warmth signals, rooted in behavioral science, that can make you instantly more trustworthy at work. 1. Listen With Full Attention In any conversation, your body gives away whether you are truly listening. Direct eye contact, open posture, leaning slightly forward, and subtle nods all signal active attention. These cues calm the other person's limbic system, reducing social threat and increasing openness. Research on neuroception, the brain's unconscious scanning for cues of safety, shows that listening behaviors have an outsized impact on trust. When someone perceives you as fully present, they are more likely to see you as trustworthy. 2. Acknowledge and Validate Others Warmth is not just about being friendly. It's about making others feel seen and valued. Small behaviors, such as verbally acknowledging good work, validating concerns, or thanking colleagues meaningfully, send powerful signals. In Leadership Biodynamics, I teach that validation is a key biological mechanism of social bonding. When you acknowledge another's contribution, you activate neural circuits linked to oxytocin release. This reinforces affiliation and trust. 3. Focus On Others In Conversation It's easy to let a conversation drift back to your own experiences or ideas. However, warmth signals are amplified when you keep the focus on the other person. Ask questions. Draw them out. Let them shine. Behavioral science research supports this. Studies show that people rate conversations more positively when the other person shows genuine interest and curiosity about them. This behavior is linked to increased perceptions of trustworthiness and likability. 4. Be Approachable and Easy To Relate To Approachability is a behavioral signal with deep biological roots. From a neuroscience perspective, a smiling face, relaxed tone of voice, and nonthreatening posture lower others' cortisol responses and increase approach behaviors. Even small shifts in physical demeanor can change how others regulate their own behavior in response to you. Warmth cues such as smiling when greeting colleagues or using humor appropriately make you easier to approach. As a result, you are more trusted. 5. Show Thoughtfulness In Small Actions Trust is cumulative. Seemingly minor actions, like following up after a conversation, remembering a colleague's birthday, or offering help without being asked, signal consistency and care over time. Behavioral scientists have shown that such acts trigger reciprocal altruism mechanisms in the brain. This strengthens relational bonds. In leadership terms, they contribute to what I call a positive relational 'microclimate,' a state in which trust, loyalty, and collaboration flourish. Why These Signals Matter Now In hybrid workplaces, where informal trust-building moments are fewer, warmth signals become even more important. They help compensate for the missing relational glue that office proximity once provided. The latest research on team trust and psychological safety confirms this. Teams that build trust quickly perform better, especially under uncertainty. Warmth signals are often the fastest path to that trust. It is not status or credentials, but behavioral cues that others can feel in the moment. Trust is not built by charisma. It is built by signals your biology already knows how to send. The opportunity is to send them more intentionally. The bottom line is this: if you want to become more trustworthy at work, start small. Tune your warmth signals. Listen fully, validate openly, focus on others, be approachable, and act thoughtfully. In the biology of behavior, these are the cues that connect. And connection is what drives trust and influence.
Fast Company
07-05-2025
- Business
- Fast Company
7 ways leaders must evolve to lead AI-augmented teams
As far back as records of the subject go, the art and science of leadership has always addressed one constant question: How should humans lead other humans? Today, that paradigm is shifting. Leaders must now learn to guide hybrid teams —composed of both human professionals and AI systems that support and augment human team members, while increasingly also performing complex tasks independently. Already, more than 75% of knowledge workers report using AI at work. Meanwhile, Gartner predicts that 100 million workers will collaborate with 'robo-colleagues' by 2026. This is not a minor evolution. It may be the most profound transformation in human history of how we conceive of and implement leadership. As AI systems grow more advanced, we must reimagine what it means to lead. The skills that ensured success in the past will not be sufficient for what lies ahead. Through my research and my work with organizations undergoing this shift, I have identified seven essential ways that leaders must evolve if they are to lead effectively in this new age of AI-augmented work. 1. Become a Conductor of the AI Orchestra Shift: from task director to systems orchestrator As AI moves into the mainstream, and as agentic AI begins its rollout in workplaces around the world, leaders must understand how humans and AI systems interact across their organizations. They must become skilled conductors of what I call the 'AI orchestra.' This requires more than just tool proficiency. It means enabling and supporting every human team member with the skills they need to coordinate across multiple AI systems. It means learning to give clear and strategic direction to AI systems, human team members, and the unified system of which they both form a part. Critically, it also means learning how to assess AI-generated outputs with discernment. Just as a conductor ensures harmony and rhythm without playing every instrument, today's leader must orchestrate intelligent collaboration between humans and machines. Exercise: Assign a team project that requires the use of three distinct AI tools to solve a single challenge. Afterward, debrief together: How did team members coordinate their use of the tools? Where did friction arise? What did the exercise reveal about managing complexity? 2. Gain Firsthand Experience of Collaborating with AI Shift: From delegating AI adoption to modeling it You can't lead what you haven't lived. Leaders must personally engage with AI tools—not to become technical experts, but to develop an intuitive understanding of their evolving capabilities and limitations. When team members see their leaders using AI thoughtfully, it normalizes adoption and sets the tone for healthy human-AI collaboration. Just as importantly, this firsthand experience equips leaders to make better strategic decisions about where and how to implement AI. Exercise: Use AI for three leadership-related tasks this week—writing a summary, analyzing trends, and preparing communications. Note what worked, what didn't, and share your reflections with the team. 3. Intentionally Create Skill Development Opportunities Shift: From assuming organic growth to designing skill resilience As AI handles more cognitive tasks, human skills like critical thinking, reasoning, and interpersonal judgment risk erosion. Leaders can no longer rely on natural work progression to build these abilities. Paradoxically, we must sometimes introduce friction—by designing projects that intentionally limit AI use—to preserve the skills AI cannot replicate. Exercise: Create 'AI-free zones' within select tasks or stages of a project. Ask teams to complete these without assistance, then reflect: Which human capabilities were most essential? What gaps became visible? 4. Master the Art of Asking Questions Shift: From providing answers to elevating inquiry The most effective leaders of hybrid teams will distinguish themselves not by giving commands but by asking better questions. Prompting AI well requires the same clarity, curiosity, and critical thinking that great leadership has always demanded. This shift also enhances team dynamics. Asking questions encourages dialogue, surfaces blind spots, and builds collective intelligence—both human and machine. Exercise: Create a 'questioning matrix' focused on five areas: ethics, data quality, user experience, regulatory impact, and business value. Apply this to your next AI initiative to guide both human discussion and machine prompting. 5. Cultivate Clarity of Purpose Shift: From doing more to focusing on what matters most AI dramatically expands what is possible. But when everything becomes feasible, the leadership challenge becomes discernment—knowing what is worth doing. Purpose provides direction amidst the noise. It ensures AI is deployed to amplify what truly matters—not just what's trendy or easy. Exercise: Draft a one-sentence 'AI purpose filter' (e.g., 'We implement AI only when it deepens customer trust or improves outcomes'). Then evaluate all current AI initiatives through this lens and realign as needed. 6. Develop Enhanced Emotional Intelligence Shift: From performance oversight to emotional stewardship The AI transition is deeply human—and often unsettling. People worry about their relevance, identity, and future. Leaders must acknowledge this emotional landscape and create psychological safety. Leading AI-augmented teams requires greater empathy, openness, and emotional clarity. Teams need help not just with tools, but with meaning. Exercise: Host 'AI concern circles' where each person shares one fear and one hope about AI in their work. Listen without judgment. Follow up with individuals who express high anxiety and help them envision new roles for their unique human strengths. 7. Transform Into a Moral Agent Shift: From operational decision-maker to ethical guide AI raises urgent questions about bias, surveillance, accountability, and human dignity. These questions cannot be outsourced or automated. They are leadership responsibilities. Studying AI ethics is important—but ethical leadership begins with cultivating your own moral compass. Leaders must be willing to pause, challenge assumptions, and prioritize long-term human impact over short-term gains. Exercise: Run an 'ethical pre-mortem' for your next AI project. Imagine it has failed ethically one year from now. What went wrong? Who was harmed? Use this scenario to build safeguards and accountability from the outset. The Future of Leadership Is Human + Machine The integration of AI across the workforce will not make human leadership obsolete—but it will reshape the role of leader from the ground up. In this new era, the most successful leaders will be those who evolve from directive to facilitative, from efficient to intentional, from reactive to reflective. Leading AI-augmented teams requires more than technical adaptation. It demands a deeper humanity—one that blends curiosity, ethics, emotional intelligence, and purpose.
