New Recruitment & Training Techniques for HR Management

Staffing is one of the biggest employer challenges, especially in the growing healthcare industry, for example. The unemployment rate in the field has dropped to a mere 2.0%, making employee recruitment and retention critical to your organization’s success. Technology can aid your HR department in the process.

Recruitment

It’s important to understand who best fits your company’s culture (and what they’re looking for in return) to recruit the top talent in a competitive market. Ensure your efforts to attract and hire new personnel is well focused and that your organization understands a prospect’s needs.

Consider streamlining the hiring process by requiring prospects to test for the position. Doing so will save you time on meetings and interviews with individuals who may look good on paper but may not be a match. Culture indexing uses technology to assess and qualify top talent for better hiring. These short online tests determine whether or not an organization is the right fit for you and the recruit.

It’s also important to collaborate with other HR staff to understand what ideal hires look for in a new employer. To know what your target talent wants, it’s sometimes best to know what they don’t want. A report by the Work Institute listed the top reasons employees quit their jobs. Retirement and the work environment were among the top 10. While the former is unpreventable, the latter can be altered; use the information provided to find solutions to the main employee complaints and position your organization as one of the top companies in the field.

Career Development

The report found that the No. 1 reason workers leave is to further advance their careers (22%). Does your company offer benefits that allow for staff to train and move up in the organization? If not, start developing a system now. Otherwise, when recruiting, emphasize your company’s commitment to employee advancement and training programs.

Consider including the discussion of career goals as part of the regularly-scheduled employee performance review. Find ways to implement an online training program or on-the-job learning where staff can expand their current skills. The medical field is a busy and fast-paced industry. Asynchronous learning may be the best solution for employees interested in ongoing education because they can study around their busy schedules.

Help employees meet their career goals by assigning a manager or lead who can guide them and document the staff member’s career goals. Your organization may already have a system for HR files. Include a career goal profile in the employee’s personnel file so that HR and other support personnel can stay updated and track their progress. 

Work-Life Balance

Even the best personnel can experience burnout. The Work Institute’s report found that 12 out of 100 people left their job to attain a better work-life balance. Offering staff more flexible work hours using flextime, job sharing, or telecommuting where staff work from home (when possible) are some solutions to address the work-life balance challenge.

Telecommuting or remote work may be the best solution for personnel who may be in danger of burnout. Can your company implement processes and technology so that employees may work remotely from home? Airtasker.com surveyed 1,000 full-time employees and found that remote work made employees more productive and allowed them to have more time for their personal lives. 

Working from home saved employees an average of 8.5 hours per week previously wasted on commuting. And most importantly, remote workers were more focused and productive, with an average non-productive time of 37 minutes while at the office and 27 minutes while at home.

Work Environment

Several of the reasons employees quit their job have to do with the work environment itself. The reasons employees left included:

  • Manager behavior: 11 out of 100
  • Well-being: 8 out of 100
  • Job characteristics: 8 out of 100
  • Literal work environment: 5 out of 100

Reducing conflict and high-pressure in the work environment may be difficult in certain healthcare facilities like an urgent care facility or an ambulatory surgical center. Still, it’s worth the effort if your organization wants to attract and retain employees. The benefits go well beyond team morale — improving the work environment can enhance the quality of care and reduce costly errors. Consider how the following improvements can benefit your company:

Redesign the Office Layout

Improve flow by separating patient traffic from areas where medical staff frequently access. Separate entrances make it easier for staff to enter and exit patient rooms and work with less interruption. Besides separating patients from staff, give management their own area away from staff, so that team members can work freely without feeling overly observed.

Create an Environment With Well-Being in Mind

A calm and inviting environment is ideal for patients, but consider your staff’s needs as well. Repaint walls in a soothing neutral color; there are many options, from soft whites to bolder grays. Simple improvements like natural or improved lighting, live plants, and ergonomic office furniture add comfort and function in the workspace.

Improvements Start at the HR Level

Attracting new hires and retaining existing personnel is essential to your company’s growth. It’s one of the most important tasks of the HR department. Implementing new ideas and technology to create an ideal work environment can better position your company as one of the most sought-after in the job market. 

Ways You Can Develop a Healthy Work Environment for Your Employees

Almost all business leaders realize that the happier and healthier your team is, the better they will perform. And of course, great performance by employees means that your company grows and succeeds more easily.

However, too many leaders don’t put a lot of thought or planning into their work environment. They let it be whatever it is – which is often something not conducive to high productivity and engaged work. 

The good news is that you can create a work environment where your employees are healthy and happy. Here’s what you need to know. 

Provide a Sense of Mission For Everyone

Too many company mission statements are a mish-mash of corporate-speak that doesn’t really mean anything to anyone. It goes on the wall, but it isn’t lived out day-to-day. But your business can be different.

People’s lives at work are greatly enriched if they feel that they are doing something meaningful. It gives them a sense of ownership and encourages them to do their best work. Pay alone doesn’t encourage creativity and engagement. Mission-driven workers are 54% more likely to stay for five years at a company and 30% more likely to become high performers. 

Making your mission the front and center of every day isn’t just good for employees, either – it’s essential to a successful organization. The mission makes your team cohesive.

Patagonia is a great example of this. They have an explicit mission to be a steward of the planet and among other initiatives, don’t make metal pitons that are hammered into rock. Their clothing is made from organic cotton. And it doesn’t stop there. Their headquarters welcomes employees’ children and the company allows surfing breaks, flexible schedules, and volunteering sabbaticals. 

The result? A successful company, 4% turnover, and 9,000 applicants for new openings. 

Pretty impressive!

Offer Health and Wellness Resources

A company that wants a truly healthy and happy environment will offer the resources to make it happen. 

A big part of this is allowing workers time off when they’re ill, and encouraging them to treat their illness rather than being a “hero” and coming to work sick. Using a natural treatment method such as CBD can help employees battle a number of cold and flu symptoms at once, such as aches and pains, fatigue, and even nausea.

You can also offer workplace wellness programs. Wellness programs encourage healthy behaviors, give options for treating problems, and encourage employees to be consistent in their health efforts. 

As a result, your company will save a significant amount of money. The average financial return on these programs is $3.27 in health savings for every dollar spent, along with $5.82 for every dollar spent in lower absenteeism. 

Employees appreciate these programs, both for the impact on health and on the overall culture of the company. In fact, 87% consider these options when choosing an employer.

If you want a happier, healthier workforce, consider offering a variety of health-related programs employees can take advantage of. This may include health educators, counselors, and even massage therapists. Health educators and counselors can provide in-depth education on preventive care employees can engage in to keep themselves in tip-top shape. These educational programs often teach lifestyle changes and choices such as diet or exercise programs or meditation techniques.

Don’t Overlook Mental Health

Americans are among the most stressed populations in the world, and nearly half feel worried on a regular basis. Helping your employees handle these pressures is important. Some of the cause is work stress, but many Americans also feel stressed about finances, their health, and their families. 

Offering access to confidential mental health programs like an Employee Assistance Program can also make a big difference. You can also encourage the use of technology, like mobile apps, to monitor and improve mental health.

Be sure you don’t stigmatize or punish employees — officially or unofficially — who take advantage of these programs. Otherwise, you’re working against the health and happiness you’re spending money to provide.

When you prioritize physical and mental health in the workplace, you’re sending a message that your employees matter and aren’t just a worker to you. You see them as people, and that’s important for a healthy work environment.

Give Consistent Praise and Recognition

Not receiving praise and recognition for good work is a consistent complaint among employees. Too many workplaces focus on correcting mistakes and overlook when people do a good job. It’s simply expected.

Unfortunately, not giving praise and recognition puts your employees on the fast track to leaving the company. Being unappreciated is the number one reason employees look for other jobs. 

Make a plan and include recognition as a regular part of the workday. Whether it’s encouraging employees to brag on each other or getting a thank you from a manager, your staff needs to feel appreciated. Be sure to solicit feedback from your employees on a variety of things — did your team deploy a new product?  How did it go? Have you implemented that new recognition program? What’s working and what isn’t? Great bosses ask for feedback and put it into practice. It’s yet another way to recognize your employees’ contributions.

Healthy and Happy Workers Matter

Why should you bother with employee health and happiness? Because it matters to your business and your bottom line. Companies with happy employees outperform competitors by 20%. Plus, when your employees are happier it impacts how they do their job.

Unhappy employees telegraph their attitude to customers. So do happy ones. So if you want excellent customer service, you want to have a happy, healthy staff.

You’ll also save significant money on health costs, turnover, and absenteeism when your team is healthier and happier. 

Most of all, you’ll be treating employees as what they are – real people who really matter. That, alone, is plenty of reason to invest in a healthy work environment.

HR Onboarding Techniques for New Companies

A startup’s onboarding process can be less process — and more improvisation. But as your company scales, a system is needed to get your new administrative hires started on the right foot. A Bamboo HR poll found that employees who quit in the first six months of being hired felt that the job wasn’t what they expected. More than half (54%) said they quit because they didn’t want to do the job any longer, or their role wasn’t what they expected from the interview.

Considering the amount of time and effort it takes to find and onboard a new hire, retaining staff should be a priority. And it all starts with the Human Resources manager and team — the employee’s first point of contact for onboarding. Across all industries, HR managers are hired for their abilities to communicate and present information. Here are some techniques and security tips for new HR managers to present the best possible onboarding process for their new hires.

Best Cybersecurity Practices for HR Professionals

The HR department is responsible for sensitive employee information, including:

  • Social Security Numbers (SSN).
  • Medical records.
  • Birthdate.
  • Home address and family member information.

In most cases, the sensitive information is kept digitally in computers or on the cloud. This practice is generally safe, but there are vulnerabilities you should look out for to prevent the data from being compromised.

Comply With Recordkeeping Regulations

Keep updated on federal, state, and local privacy laws on how records should be kept and make sure you and your department are following the rules. Regulations may change, so it’s essential to review your company’s process, compared to current laws, and update the company privacy policy as needed. Consider the following regulations:

  • Employee record retention: The S. Department of Labor outlines how long a company’s HR department should keep records. Employee payroll documents and collective bargaining agreements must be kept for at least three years. Time cards and employee schedules must be kept for at least two years.
  • Medical records location: The Americans With Disabilities Act requires employers to keep confidential medical records such as health exams, worker’s compensation history, and leave requests separate from employees’ personnel files.
  • Data breach reporting: HR professionals in California must notify employees if the company reasonably believes their personal information was accessed by an unauthorized individual.

Know the Proper Method of Disposing of Sensitive Paperwork

Disposing of employee data is a combination of company policy and federal, state, or local regulations. Know how long you should legally retain documents and data, as well as how your company disposes of it.

Sensitive records may need to be burned or sent away to an outside service to be destroyed in compliance with federal regulations. Following your company’s guidance on the disposal of data and documents is essential to avoid data being reconstructed, read, or distributed illegally.

Look Out for Internal Cybersecurity Threats

Most HR employees are aware of the danger of external cyber attacks from hackers, phishing, or viruses. But company software or an employee’s access to internal systems can also create threats.

An example of an internal threat is email. You send a requested employee file to the wrong email address and end up compromising your hire’s private information. To minimize internal threats, follow these steps:

  • Never use or disclose an individual’s full social security number in correspondence.
  • Turn off the auto-fill feature that remembers numbers or email addresses in your email and word processing programs.
  • Regularly run virus and malware checks on your company computers.
  • Take your cue from the healthcare industry and keep software and operating systems maintained and up to date.

Best HR practices for New HR Employees

Onboarding new hires is a critical aspect of the employee’s future in the workplace. The HR department is responsible for reinforcing the company’s image, projected during the recruitment process. Getting off on the right foot is essential. The HR department should implement specific practices to ensure new employees know what to expect on their first day and beyond.

Start the Onboarding Process the Day Before the New Hire Starts

The reasoning behind this step is so that everything is organized before the recruit arrives. Have employee handbooks and documents ready. Set up and equip the new hire’s work station. Create logins and email credentials beforehand. Make sure staff know about the new hire’s arrival and assign a mentor in advance. Having the important elements prepared in advance allows onboarding to go more smoothly on his or her’s first day.

Create a Welcoming Environment

The new hire’s first day sets the tone for the employee’s time at the company. A welcoming environment and a little creativity during the onboarding process doesn’t take much effort but makes a big impact on new hires. There are several elements that can create an ideal work environment — the office space, the initial point of contact, and the support team available to guide new employees. Consider these ideas:

Set the Stage With Good Lighting

The dark corner without a window can be demoralizing to staff. In fact, a study found that employees think good lighting is the No. 1 office perk. If your office environment lacks natural light, replicating the effect using certain lighting techniques can make a difference:

  • Create different lighting zones including overhead lighting, ambient lighting, and desk lighting
  • Use lightbulbs of a specific temperature (6500k) to replicate natural outdoor light and switch to LEDs to avoid overloading the office’s electrical system
  • Use light or white colors for surfaces and walls to reflect light and provide a brighter environment

Get Creative With Employee Perks

The best way to welcome a new employee to HR or other administrative role is with a surprise or an unexpected detail. Most new hires know what to expect on the first day — a pile of paperwork to be completed, handbooks to read, and an overload of information. But imagine welcoming them with a gift basket featuring a massage gift certificate, snacks, or a gift card. The small gesture could break the ice and shake the first-day nerves off.

Personalize the New Hire Welcoming Process

You’ve staged a well-lit environment that encourages productivity and created a thoughtful welcoming gift as part of the new hire onboarding process. Ensure new hires know what team members they can reach out to if they have any questions. Personally welcome each new employee and introduce them to key support staff, available to guide them through the initial work stages, to set recruits up for long-term success.

Onboarding for Future Success

Developing an effective onboarding process takes time. The effort will be worthwhile — your new hires are investments into your company’s future and should be given the best start possible.

Protecting their privacy with proper record keeping of their personal data, providing an environment that’s bright and conducive to productivity, supporting their growth in the company, and delivering on the promises made during the interview process will likely increase your chances of nurturing a long and successful work relationship.

Image Source: Pexels

How Company Safety Responsibilities Are Evolving

Is your company keeping pace with the evolving dangers in the workplace? If you answered no, and you’re doing the minimum, then you may be putting your employees and customers at risk.

While companies have evolved exponentially in recent decades, so has humankind, technology, and the risks that both can place on a productive workforce. Changes must be made to ensure that your employees and the people who use your products and services have total confidence in your organization. Below are some ways the world is evolving and how your company should respond.

Start with the Basics

While the world is constantly changing, it is essential to remember the basics of safety in the workplace and build up from there. According to statistics from the National Safety Council, a worker is injured on the job every seven seconds. These injuries include everything from being struck by equipment and back injuries due to repetitive lifting. In the wider world, workplace incidents involve children working in dangerous factories.

The first step to mitigate these incidents is to create and promote a culture of safety around the office where everyone is equal and every worker feels comfortable when they walk into work. Add signage about common threats, have an open-door policy for employees with concerns, and hold safety meetings where you encourage everyone to keep an eye out for each other. If someone is injured on the job, make sure to follow proper workers’ compensation procedures so workers can get the care they need and know that the company has their back.

Then there are the standard safety precautions that every business should have in effect, such as testing equipment to ensure it works properly and completing regular safety inspections. Trips, slips, and falls are a common occurrence, so clean spills immediately, close drawers and remove cords from walking paths, and keep hallways free of debris. You can even implement programs that encourage health and wellness with gym memberships and required breaks during all shifts.

Preventing Workplace Violence

Unfortunately, there is a growing trend these days of violence in the workplace. Every year, 2 million assaults and threats of violence occur in our nation’s workplaces, including those sad stories we see on the news that involve gun violence. Employers must take this evolving threat seriously and be proactive so employees can feel secure when they wake up to go to work each day.

The first step should be added security, whether that is with guards or metal detectors that not only alert staff if someone brings a weapon into the office, but are helpful in preventing theft. Still, while a company can spend thousands of dollars on equipment, reducing the threat comes down to creating that positive company culture. Establish a zero-tolerance policy that is communicated directly to all employees verbally and with signage. Such a policy should enforce the fact that anyone who makes a threat of violence will be relieved of their duties.

Security cameras also create a way of catching incidents and holding the guilty parties accountable. It is also recommended that you have a response plan in writing if an incident were to occur that includes how to properly document the events and what victims need to do for medical attention. If an incident does occur, management should have a meeting with all staff members so that everyone can understand what occurred and how it can be avoided in the future.

Effective Cybersecurity

As our workplaces evolve, so does our technology. With advancing computer systems, hackers are finding new ways to steal consumer information. Yes, protecting your employees is paramount, but protecting the confidential information of your customers should have equal importance. Even a stolen email address can provide a hacker with access to a customer’s account and the private contact information and pictures that could be used for blackmail or fraud. You simply do not want your company to be held responsible for a damaging data breach.

Your staff is the front line of security when it comes to protecting customer data, so it is necessary to educate employees on common threats and how to avoid them. For instance, a commonly used tactic includes sending phishing emails that look like authentic correspondence but instead include a link or attachment that, when opened, creates a doorway for hackers to access your systems. Employees should be made aware of the signs of such scams, which include but are not limited to:

  • Email addresses that look real but are off by a letter or two.
  • Emails with many spelling errors.
  • Any attachment or link that they were not expecting.
  • Emails with a sense of urgency.

All employees, from the CEO to the floor workers, should know how to keep their computers secure. Computers need to be locked whenever employees leave the area, and systems should have complex passwords that include letters, numbers, and special characters. Company websites should also be protected with antivirus software and updated firewalls to prevent intrusions.

It is the companies responsibility to help their employees and customers feel safe and secure when they do business. A company that evolves with changing trends will always be highly-regarded and stand the test of time.

Image Source: Pexels

Never Let You Go: Addressing the Challenges of Retaining Employees

Let’s face it: finding the kind of talent you need to give your business the competitive edge is tough, but what’s even tougher is holding on to that talent. Gone are the days when a gifted young upstart fresh out of college takes a job with a company and remains there throughout her professional career. According to estimates from the Bureau of Labor Statistics, today’s younger baby boomer will have held an average of 12 different jobs in their lifetime. If you’re a millennial, the number is even higher, with the churn rate of young workers three times that of preceding generations.

And that’s not good news if you own a business. If your company is hemorrhaging employees, that also means it’s hemorrhaging money. When you lose an employee, not only have you lost the skillset for which they were hired, but you also lose productivity. And lost productivity means lost profit.

What you gain, however, are additional costs in recruiting and retaining new talent. In fact, the costs to replace an employee can be as much as 50% of annual salary for an entry-level worker—and for a senior executive, those costs can soar to as much as 200%! So, what can you do today to hold on to your most talented employees for many tomorrows to come? Read on to find out!

Find the Right People

The first step to holding on to your most talented employees is to make sure they’re the right fit before you even hire them. If your company is understaffed or there’s a particular position that needs to be filled urgently, the temptation to rush the recruiting process can be great. But that’s a mistake.

It’s far better to take the time you need to ensure that the candidate you have your eye on is a good fit for your company’s future as well as its present. Incorporating this long-term strategy into the hiring process is going to help you weed out those candidates who are only interested in or fit for a short tenure, versus those who are willing and able to invest in your company for the long haul.

Make a Good First Impression

It might feel like onboarding and retention don’t have much in common, but that’s actually not at all the case. In fact, your new hire’s onboarding experience is probably going to set the tone for how they feel and think about the company. Unfortunately, though, onboarding is something not many employers pay adequate attention to. Want proof? An estimated 42% of new hires don’t even have their own computers or workstations on the first day!

If the onboarding process is confused or haphazard, if the company seems unprepared for the introduction and integration of the new employee, that’s certainly not going to reflect well on the business, its staff, or its processes. And once you’ve lost your new hire’s trust, it takes a lot of time and effort to get it back. Worse, if your employee doesn’t trust you or feel good about the company in general, you’re probably not going to keep them very long.

If a new employee is being integrated into an existing team with a strong bond, your onboarding is going to have to include more than just making sure the new recruit has a workstation and some tasks for the first day. Team building will be essential to cultivating trust not just between you and your new hire but between them and their new team. At this early stage, encourage team building via more informal activities like daily huddles or team outings. These will allow all parties to get to know each other and foster bonds that will help everyone succeed.

Grow Your Talent

While it’s key that you screen your candidates carefully and that you provide your new hires with a seamless and skilled introduction to your company, your work is far from over. It’s just beginning, in fact. Because once you have your talent in place, you need to cultivate it. People don’t like to be bored. They don’t want to stagnate. And no matter how skilled your employees may be, there’s always room, opportunity, and desire for growth.

This is why professional development needs to be central to your retention strategy. Hiring a chief learning officer (CLO) for your business is a wonderful way to help you cultivate—and keep—your best talent. The goal, ultimately, is to provide your employees with robust opportunities to learn new skills and expand existing ones, to pursue new degrees, certifications, and licensures, and to advance within the company. Essentially, if your employee can see a future with your company, they’re more likely to stick around to make it happen.

Run the Numbers

Thanks to the brave new world of data analytics, employers now have more and better tools than ever to know their business and their employees. In fact, people analytics are a powerful way to monitor the performance, engagement, and satisfaction of your workforce. Best of all, these resources can help you spot emerging trends that might compromise morale or lead to the loss of your best people. And once you’ve identified the threat, you can do what you need to end it before it escalates.

The Takeaway

Now more than ever, business owners need savvy to ensure their businesses thrive in an increasingly competitive global business environment. Developing successful employee retention strategies is one of the most potent weapons employers have for cultivating an efficient, cohesive, and high-performing workforce to cope with the formidable challenges of doing business in the new millennium. What it takes, though, is a strategy of careful recruiting, seamless onboarding, continuous talent development, and the integration of the latest and greatest in people analytics software.

Image Source: Pixabay

 

How Promoting Health in the Workplace Helps Your Employees Productivity

A recent study conducted by the Social Market Foundation links the happiness experienced by workers to heightened productivity in the workplace. There was a 12% to 20% increase in work productivity in another study, which has prompted the claim that a happier worker is a more prolific worker in his or her workplace. With that said, there are countless implications of benefits to companies that can raise production by evoking authentic happiness in their employees.

On the other side of the coin, unhealthy employees will have a harder time being happy if they are struggling to achieve wellness in the workplace. If the focus were to shift to more investments in their employees’ wellness, businesses would see not only see the benefits of increased productivity, but workplace health promotion would lessen the employee absenteeism and presenteeism. By promoting workplace health, employers can encourage morale among workers and keep the retention rate of its valuable employees high.

Across the country, an increasing number of companies, particularly workplaces with 50 or more employees, offer a minimum of one perk to their workers that promote health and wellness. More attention by employers has also shifted to programs that deal with stress tolerance and stress management, physical fitness, controlling blood pressure, weight control and nutrition, cholesterol reduction, and even addresses chronic back pain. But what else can companies do to improve their workplace environments?

Benefits of Workplace Health Promotion

Encouraging things as simple as hydrating and sleeping will help your employees show up to work as their best selves. Your employees benefit from such programs and ultimately gain more happiness on the job, which carries over into the lifestyle choices at home with their families.

The positive effects of workplace health and well-being programs are also shown to increase engagement among team members, cultivate a cohesive company culture, and elevate the production rate of workers. Research suggests that healthier and happier staff are 12% more productive. Related to this, when in place, it makes sense that wellness objectives and initiatives lead to fewer days of disability leaves or callouts for sickness.

When your workers are healthier, they tend to be happier, and the occurrence of absenteeism is not so frequent. Employees in good health have an intrinsic motivation to remain at work. As research continues to reveal the link between the mind and body when it comes to healing, employees who are less stressed can also heal faster when they have a positive disposition. Also, practicing gratitude has shown to have tremendous impacts on a person’s risk of long term illness.

When it comes to your organization’s bottom line, consider that for the flu alone, in the U.S., 17 million workdays are missed at an estimated $7 billion loss in productivity and sick days. Also, take into account the rise in workers’ compensation rates and health insurance premiums. The health of businesses depends on seeing to it that measures get made to help employees remain well, with an estimated 25% reduction in those costs when employee wellness practices and programs are instituted.

The Significance of Inhibiting Presenteeism

Across from absenteeism is presenteeism, which is when employees come into work despite feeling sick. It’s terrible for business when employees work while under the weather because it can decrease productivity since workers aren’t able to perform at their best.

By working when sick, employees also deprive themselves of much needed rest which could help them to recover in less time. During cold and flu season, for example, those seemingly dedicated staffers who come into the workplace ill spread germs that could make others sick and further lessen productivity.

With well-being initiatives and workplace health promotion strategies in place, employees will make their health more of priority and take preventative measures to remain healthy and not inadvertently cause a productivity decline by not taking of themselves. Take, for example, U.S. food service workers. The Centers for Disease Control and Prevention found in their 2014 study that there is a high prevalence of presenteeism among employees in the industry, with 12% of flu-infected workers showing up for work despite diarrhea and vomiting.

Ways to Promote Health at the Workplace

These are a few ways some companies promote wellness throughout their organization:

Access to nurse advice lines

You may want to consider having a yearlong nurse advice line that is available 24/7 to staff. Nurses either via phone or the Internet can answer health questions and offer non-emergency assistance to help workers identify illness and know how to manage symptoms and diseases.

Even if you don’t want to extend personnel in this way, still your organization can be a resource of health information for your employees. For example, you could publish a monthly newsletter dedicated to health, new medical research and other health news. Or you could ask medical professionals in your area or your insurance company to host wellness fairs that introduce holistic approaches, mental health and other health services.

Manage air quality

Ensuring there is proper ventilation for indoor spaces is another way to keep your workers healthy. Poorly ventilated indoor spaces, in particular, with all the volatile organic compounds released from office furniture and equipment, could contribute to what is known as sick building syndrome, which could be counterintuitive to any wellness promotion by making employees ill and less productive.

Mindfulness Training

According to reports, 40% of workers say their jobs are “very or extremely stressful.” Workplace stress can manifest as emotional or physical harm in response to inadequate resources or unbalanced capabilities with an employee’s needs. An excellent tool for managing stress and encouraging relaxation is mindfulness training.

Mindfulness practices can help workers reclaim balance, which could have immediate effects on increasing their productivity. Employees will be more engaged and focused on completing day-to-day tasks. Mindfulness is a type of meditation that staff could use every day along with breathing techniques or yoga, which would bring the practitioners to the present moment while working for greater efficiency.

Fitness Amenities

To promote health and wellness in the workplace is a benefit in itself, but could go hand-in-hand with incentives and benefits like paid memberships to a gym or spa. Just as monetary rewards boost motivation and cultivate employer appreciation, offering these types of fitness associations will encourage employees to remain active, which is key to good health.

An on-site gym, when it’s feasible, will let workers workout together and regularly. One of the reasons many employees don’t take time to exercise is because they are too busy. However, by allowing flexibility in employees’ schedule for a half hour to go to an on-site gym or join an exercise class, it will be convenient and motivate them to keep physically active and boost anti-sedentary attitudes and productivity.

Have a discussion with your employees about workplace wellness. Allow for feedback, questions, and discover what issues concern or interest your staff. If you don’t have any programs in place or looking for ways to get started, you can contact your company’s health insurance provider to see if your group plan offers wellness training. Some providers may have educational materials that you could distribute to get the workplace wellness conversation started among your employees. Promoting health on the job and developing a well-being program for your workers doesn’t have to be complicated. Still, there are many resources available to take advantage of so your workers can be healthier, happier and more productive, which is a win-win for your business.

Image Source: Pixabay

How to Build a Positive and Healthy Company Culture

If you think back to the different companies you’ve worked at over the years, each likely left a different impression on you. This is because every company has a different company culture consisting of different of unique values, ways of operating, and management style.

Company culture matters because it not only helps create a unified workforce, it can also be a key to success. In fact, Deloitte’s core beliefs and culture survey discovered 94% of executives and 88% of employees agreed that distinct workplace culture is imperative to run a business successfully. The survey also found a correlation between those who described themselves as being happy at work and their company having a distinct culture.

Positive company culture can lead to more engaged employees who are fully-present and passionate about the work they do. After all, ultimately, employees want to have a positive experience when working at an organization — and it’s your job as a leader to provide that. HR plays a significant role in creating an office culture as it begins with hiring candidates whose beliefs and values fit into that culture. As Jessica Herrin, founder Stella & Dot states; “shaping your culture is more than half done when you hire your team.” On that note, here are ways you can build a positive and healthy company culture.

What is Company Culture?

When you think of company culture, what first comes to mind? Perhaps it’s a state of the art gym and having access to unlimited snacks, or maybe it’s the daily flexibility and laid-back atmosphere. While these can be elements of company culture, there is so much more to it.

Edgar Schein, author and former MIT professor defines company culture this way: “Culture is the deeper level of basic assumptions and beliefs that are shared by members of an organization, that operate unconsciously and define in a basic ‘taken for granted’ fashion an organization’s view of its self and its environment.”

In essence, company culture is about deciding what your values and beliefs as a company are and ensuring you have a team of people ready to live by them. Harvard Business Review concludes that there are six components of great corporate culture, which include:

  1. Vision
  2. Values
  3. Practices
  4. People
  5. Narrative
  6. Place

When all of these elements are fused together, you should have a differentiated culture, improved performance, and a lasting organization. But how do you go about creating a company culture that supports the fulfillment of your overall mission and business objectives?

Hire the Right Team

Your staff are the people that will embody and create the company culture, so they’re a good place to start if you want to improve it. It is imperative that you hire new employees based on cultural fit as they will create your company culture.

A job interview is a good way to help you hire for culture fit, but you have to go beyond the information you find on their resume. Ask questions that will give you a sense of their values such as what motivates them to do their best work, or whether or not they’re still friends with old colleagues. Behavioral assessments are another good way to see how they approached work situations in the past and if they’ll fit well with your team.

Once you hire the right people, you also have to familiarize them with the new culture. Shoe and clothing retailer Zappos did this by creating The Culture Book, which consisted of employees’ definitions of company culture. This is a single example of how you can get new recruits to understand your company, what you value, and how to function within the confines of these beliefs daily.

Prioritize Job Satisfaction

Satisfied employees are likely to be happier, better engaged, and more productive. For this reason, if you want a positive company culture, you need to ensure your employees are satisfied. Monster composed a list of top ten companies based on worker satisfaction, and one member of this list includes a holding company run by Warren Buffet. Just a few of the reasons his company made it there are reportedly because of the fun atmosphere, great leadership, diversity, and flexibility.

To achieve employee satisfaction, you need to find out what their needs are and how you can help them create a balance between work and their personal lives. Know that it also doesn’t have to be a guessing game as you can get feedback directly from your staff to enhance their employee experience. For example, if you receive feedback that there isn’t enough opportunity for growth and development, you could put training programs in place. If not, your most valued employees could choose to resign in favor of another company where they see themselves growing. Seeing as turnover causes employers hundreds of thousands every year, it’s a cost worth avoiding.

Next, acknowledging employees for the contributions they make to your organization is important. Research by Gallup found one of the main reasons an employee leaves a job is because they don’t feel appreciated. Recognize yours in a way that’s meaningful to them, such as by verbally praising them or sending out an email. For those that like to be recognized with rewards, you could offer employee stock options or another form of physical of financial incentive. It’s a way of rewarding them for helping the business meet their objectives which can have good returns in terms of productivity.

You can learn more lessons about company culture from successful organizations like Apple, Virgin, and Airbnb. Two key lessons incude the golden rule — essentially, focusing on how essential it is to treat your staff how you want to be treated. Doing so not only ensures your employees are happy, but it’s also a way to preserve the reputation of your company.

Lead by Example

When it comes to company culture, it’s critical that you lead by example. Good leaders should be able and always willing to listen and show empathy, as these are integral components of a healthy business setting. Being empathetic towards employees sends a message that their feelings matter and they are seen as well as heard. This, in turn, can help you develop a staunchly loyal and more connected workforce. Additionally, you’re teaching them how to behave and treat others within your company. When you see others embodying positive company culture, champion and encourage them.

Building a positive and healthy company culture isn’t a single day’s work. It requires the upholding of core values and consistency, and at other times, it requires tearing down values or old traditions that don’t resemble the company culture you’re aiming to build for the sake of integrity. At the end of the day, positive company culture is an impetus behind a thriving business.

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The Challenges of Self-Employment

Self-employment is becoming more popular than ever. Freelancing currently makes up about 35% of workers in the U.S. Additionally, more than 7 out of 10 small business owners say they’d rather focus on growing their business than going back to a traditional form of employment.

But, just because self-employment is popular, it doesn’t mean it’s easy. In fact, it can be quite scary to branch off on your own to follow your dream or build off of an existing business. The responsibilities solely fall on your shoulder, and if you can’t make it work, you risk not being able to pay the bills.

If you’re tempted to dive into the world of self-employment, there are plenty of benefits. You get to be your own boss, set flexible hours, decide exactly how you want your business to be run, and you don’t have to answer to anyone else. It’s great for people who are tired of their traditional job, people with unique skills, or those who want to try something new. For example, self-employment is often a great option for new moms or stay-at-home parents.

But, there are also challenges you’ll undoubtedly have to face. The more aware you are of those challenges ahead of time, the easier it will be to face them and overcome them.

Paying Yourself What You’re Worth

When you’re just starting out with self-employment, one of the biggest challenges you’ll face is knowing how much to charge people for your services. You can create your own policies that can help to determine your costs, and use a time card calculator to clock your hours. That can be helpful if you’re charging an hourly rate to your clients.

Unfortunately, it’s not always as simple as working a set number of hours. Your pricing should be less about income and more about the quality of life you want to have. You could have 50 clients at one time and be completely burnt out, or you could have a handful of clients, be well-rested, and make more money.

Don’t set your pricing so low that you have to take on more than you can chew just to stay afloat. Consider what your services are worth. How much time and detail are you putting into what you do? What would you pay for your services? Developing pricing strategies that answer those questions is an honest way to know how much you should be charging.

If you burn yourself out because you’re not charging enough, your self-employment will fizzle out quickly because that’s not a sustainable way to live. Set boundaries for working hours and for how much work you can reasonably take on. The best clients are usually willing to pay a little bit more, so go for those big fish and don’t underestimate how much you’re worth.

Facing Personal Challenges

When you decide to take the plunge into self-employment, you should anticipate that it will be stressful – at least for the first few years. First, you’ll have to devote nearly all of your time and attention to making your “business” work. That can impact your relationships and even your mental and physical health.

You might also not be an instant success. Your first few years will undoubtedly consist of building a client base and getting consistent work. It takes time to build up that kind of loyalty from people, and at times you might feel as though you’re failing. That can take a huge toll on your self-esteem.

It’s important to build your confidence by doing things like talking positively about yourself, banning negative self-talk, and staying focused on your goals. Building confidence will help you to stick with it and can provide you with the motivation you need to make your self-employed career a success.

Planning for the Future

Once you get a large client base and it seems as though your business is taking off the ground, the last thing you’ll probably want to think of right away is what you’re going to do when you retire. Self-employed workers often face the challenge of not having a retirement fund. Not only that, but many don’t even have an “emergency” fund for the future in case something were to happen.

It’s hugely important to save for retirement when you’re not working for a business that will do it for you.

As an individual, you can contribute to an IRA with the income you make. Self-employed individuals also currently get social security benefits. While the amount given by social security usually not enough to cover living expenses, it can help when your self-employed business is slow.

Planning ahead as much as possible will help you to stay secure for the rest of your life. Hopefully, you can continue to do what you’re doing for many years to come, but everyone needs to retire at some point.

Have you been thinking about becoming self-employed? The best thing to do is to weigh out the pros and cons. If you believe the advantages of self-employment outweigh the risks, you could be the dreamer the world is looking to with the next big idea.

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The Future of Work: What Will Jobs Look Like in the Coming Decade?

Once upon a time a farmer grew up in the fields, owned a family farm, and bequeathed it to his offspring upon his death — offspring that were raised with the singular purpose to carry on the family tradition of farming.

While being “born into an occupation” is a concept as old as time itself, though, it has never been more outdated than the present. The modern work world is awash with change. Everything from workspaces and tools to employers and the employed themselves are all in a state of flux. The 21st-century has already witnessed shocking developments that have rewritten the employment script, and the situation only looks primed to heat up heading into the 2020s.

A Look at the 2010s

While it’s interesting to consider where the future of work will take us at this point, the speculation is made especially poignant when it is juxtaposed against the backdrop of the previous decade or two.

There’s no doubt that the 2010s (and to some degree the decade that preceded it) were times of incredible change for the average business. The steady creation and proliferation of new technological marvels — things like social media, smartphones, and cloud computing — served up a steady hum of digital disruption that turned the average workplace on its head.

Many of these shifts focused heavily on communication. Video and text-based electronic communications, the internet, and the instant transmission of news around the world forced companies to adapt to a more global business mindset. Even the marketplace as a whole shifted as consumers began to rely heavily on mobile phone usage. They shopped online and adjusted to free two-day shipping expectations. By the end of the decade, even traditional, non-digital advertising spending had been surpassed by its online counterpart.

To further complicate matters, the incoming millennial generation prompted a dramatic shift in workplace culture and expectations. Topics like work-life balance and addressing a toxic workplace environment began to take the front seat.

Corporate social responsibility percolated up the ranks to upper management, and businesses began looking for ways to reduce their carbon footprint through things like eliminating waste or shifting to solar power. Even small items addressing work-life balance that had previously been brushed under the rug, such as bringing your dog to work, were brought up and addressed.

From one end to the other, the first decade or two of the 21st-century was riddled with transformation, experimentation, and in many ways, a complete overhaul of the traditional workplace.

A Look at the 2020s

With so much change in the rearview mirror, a question that must be asked is if the trend shows signs of slowing in the future — and the short answer is: not likely. The 2020s promise to be at least as transitional if not more than the previous two decades combined.

For instance, the millennial generation served, in many ways, as the guinea pigs of a technological world. They were born into a world with corded phones and boomboxes, only to have things like social media, self-driving cars, big data, and widespread internet use thrown in their face.

In contrast, the 2020s will be Generation Z’s chance to shine. As the first generation to completely grow up in a technologically steeped world, Gen Zers won’t have to face the need to learn to adapt. They’re already used to it.

Rather than shift the job landscape out of a necessity to adapt to change, Generation Zers are likely to take the workplace by the bit and bridle and turn it to their own will. They expect job stability, diversity, social responsibility, and flexible schedules, and they’re not afraid to question the benefits of technology.

Many Gen Zers have also eschewed a traditional degree, focusing, instead, on more entrepreneurial opportunities. When commenting on the termination of Doritos’ popular “Crash the Super Bowl” crowdsourced commercial contest, chief marketing officer Ram Krishnan pointed out that, “If you look at when we started the program, millennial consumers were the target…[Now] Our Doritos target is Gen Z consumers and they’re already content creators.” This recognition of their creative abilities speaks volumes to their potential as entrepreneurs in the 2020s job market.

Apart from the generation change, there are several other major factors that will likely shape the next decade of jobs, starting with the gig economy. In the waning years of the 2010s, the gig economy exploded. Remote work had become both easy and expected — by 2018 70% of the global workforce worked remotely at least once a week — and the rise of the freelancer began to erode the remnant of the traditional work office environment at an accelerated pace.

While controversial laws have recently been enacted looking to bring gig economy workers under the umbrella of common workers’ rights, it’s unlikely that they’ll fully bring a stop to the freelance movement.

How will this movement look over the next decade? While only time will tell, there are several likely adjustments coming down the pike including a proliferation of entirely remote offices and a further elimination of the need to commute to work. And then there’s the topic of automation. While automation already wrested numerous low-skilled jobs from workers throughout the early 21st-century, the trend only looks likely to accelerate going forward.

Balancing out the effects of automation and the gig economy is a natural rise in the demand for more skilled professionals. As employees prioritize work-life balance and flexibility, more skilled professional positions are becoming available in fields like technology, data science, and skilled trades.

Also adding fuel to the first is an increased pressure for businesses to shift their operations to more sustainable methods. Solar power and other alternative forms of energy are being pursued more aggressively than ever as part of larger business objectives. Waste is also being systematically eliminated, as has been clearly demonstrated by the coffee chain Starbuck’s continual efforts to increase the sustainability of its operations.

All Hail the Ever-Changing Changing Business Landscape?

With so much change continually swirling, a natural question that arises is whether or not things will ever slow down again. The 2020 election is already setting the tone for the future, with employment remaining a hot topic and some candidates pushing fairly radical agendas, such as Andrew Yang’s plan for universal basic income.

While many of these changes are easy to predict in general, though, time will only tell how the specific changes in the workplaces will play out as the 2020s unfold.

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Creating an Employee Benefits Package that Will Attract and Retain Talent

As you may have heard, our economy is doing quite well, and the unemployment rate is lower than it has been in many years. This boom has led to more opportunities for qualified applicants to find their dream jobs, and now is the ideal time for companies to bring in the best and brightest. However, there is a lot of competition among companies, often in your same industry, so you need to come up with a benefits package that will not only attract the top talent but keep them with your organization for the long haul.

Times have changed, and meager benefits such as free coffee and soda or the company lunch now and then are no longer enough to draw in the best people for your business. Instead, you need to think bigger, with benefits that both make a candidate’s professional life better and improve their personal lives as well.

Flexible Scheduling

The idea of driving into the office every day to work eight hours with a 30-minute lunch is no longer as appealing as it used to be. In fact, over 88% of candidates reported that having a flexible schedule was one of the most attractive factors when considering a job. People want to have a work-life balance, so they are not too stressed at the office, and they have time to care for their loved ones.

Flexible schedules could mean split shifts where an employee comes in a few hours in the morning and then returns later that evening. It could also entail a modified week where employees work four 10-hour days and have a three-day weekend. With either of these routines, people can schedule their appointments or set a predetermined day to spend with family. This schedule could also help the company: when employees know that management trusts them to work flexible hours, they can also be more productive.

The opportunity to work remotely for at least half of the week excites about 63% of applicants because it lets them skip a costly commute, save money on clothes, and allows the chance to work from the comfort of their own home. Providing this opportunity creates a feeling of trust between the employer and the employee and can also increase productivity and improve their health. Again, this benefit is a win-win for the company as it cuts costs on office space, utilities, and equipment.

Health Plans

These days, health insurance is more important than ever. When a company provides affordable, comprehensive, and easily accessible health insurance, they show that they genuinely care about the health of their workers, and potential candidates see that. In some cases, the only place that a person can afford health insurance is at their job, so it makes a big difference. 

A good health insurance plan shouldn’t drain the paycheck and should offer plenty of options and plans from which to choose. Great health plans will have a soft spot for pre-existing conditions. So if a warehouse worker had a bad back and wanted to go to a new job, they would want to know that if they were injured again, they would still be covered with the health plan, or at least under workers’ compensation insurance

Wellness programs are also great perks and could include complimentary gym memberships, smoking cessation programs, or healthy food or snack options at lunch. Some companies also have a wellness plan built into their health insurance premiums, so if the employee passes regular health assessments, their monthly payment would be lower. This is a unique benefit, so candidates will surely notice if your business includes this perk. The point is showing the potential employee that you genuinely care about their wellbeing.

Benefits for the Future

Getting a new job is no small task, so when people look for a place to work, they want a company that they can stay with for the foreseeable future. They also know that life happens, and things can change as the years go by. A company with great benefits understands this idea. If they offer perks that encourage employees to live their lives to the fullest, then the employee will appreciate the business even more. 

For instance, companies that offer extended paid time-off programs give the employee the impression that they are free to live a life outside of work. The time off also provides the employee the chance to refresh so they can return to the job more focused and productive. Your business should also offer a minimum of six weeks of paid family or paternal leave for both mothers and fathers. Again, this gives the impression that your company cares about their outside life and offers parents a chance to cherish their children, so they are happy when they return to work. 

A good retirement plan shows the candidate that you are hoping to retain and mold them at your company for the rest of their working career and people like that kind of job security. Retirement plans might include a pension plan or a 401k with an employer match. Some of the more highly ranked 401k plans include an incentive like a 6% match after the employee puts in 1% of their income or matching 100% of their first 6% of contributions. Companies that want to draw in more talent for the long term should highly consider such options. 

In the end, a company that genuinely values its employees will stand the test of time. People want to know that they are not working for a faceless organization, but instead, a business that truly appreciates its top talent. Incorporate these benefits now, and you could see an uptick in quality candidates.

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