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.

Image Source: Unsplash

How to Fast Forward your Employee’s Career

Your employees’ professional growth doesn’t happen overnight. Developing people’s skills needs investment of thought, time and love in order to create meaningful change. Ideally a manager becomes a mentor. They provide guidance and coaching to evolve employee skill-sets, knowledge and confidence. With managers acting as the catalyst for progression, we’ve pinpointed five ways to effectively advance your employee’s career path.

Align your business goals

When you’re working closely with your employees, don’t forget to feed back the “bigger picture” to them. You can coach people in leadership qualities all day long but it’s pointless if you’re not communicating why. Employees motivation to excel can diminish if they don’t feel valued or believe they can create an impact for the company. Realistically, how empowered would your employees feel if they’re given the freedom to make smart, informed decisions however they still need to run their ideas by you before making moves? Communicate the objectives and company goals before anything else, and provide freedom for them to actually reach these.

Create a career development plan

Having conversations around career progressions is the first step in gauging employee development, but it’s important to follow up with implementing achievable objectives. This encourages employees to formulate their goals so they can actively execute them. Create a space where you can collaborate openly on short-term and long-term career goals and most importantly how these can be achieved. If you’re not sure where role progression can evolve, check out Search Party’s Career Path Tool to see all possible options.

Articulate expectations

Objectives and Key Results (OKR) is a popular technique to setting and communicating goals and results in organisations. The main purpose for OKRs is to connect the company, team and individual’s personal objectives to measurable results, ensuring everyone is moving in the right direction. The structure is fairly straightforward.

  • Define 3-5 key objectives on company, team or personal levels. These must be qualitative, ambitious and time bound.
  • Under each objective, define 3-4 measurable results based on growth performance, revenue or engagement.

When OKRs are a place and remain transparent across all teams, employees have complete clarity of knowing what’s expected of them and have something to work towards. Defining these can take into account career progressions or onboarding new responsibilities or projects and when you’re able to measure you’re also able to mentor. No wonder OKR’s are loved by tech giants like Google, Twitter, and Oracle. It’s a proven process that genuinely works.

Actively identify new opportunities within the organisation

When employees begin to seek new experiences or want to build their portfolio of skill-sets, 9 times out of 10 they’ll leave their current organisation rather than take on a new role in a different area within their current company. And it’s no surprise that losing talent and re-training new starters is timely and costly for managers. However this behaviour can be avoided if there is real encouragement and facilitation of internal transfers. Speak with the individual about what skills they would like to gain or areas they wish to excel in and then identify all possible new opportunities and paths they can explore within the organisation. Mentors are those who can look beyond their own areas or personal needs for growth opportunities, even if it means they’re losing a great asset.

Encourage developmental assignments

Developmental assignments come from the opportunity to initiate something new that an employee takes the majority of the reigns with. Internal projects, new product lines or championing a change such as adopting new technology or a restructure in workflows are all great ways to allow employees to step outside of their comfort zones. These kind of initiatives are the gateway into harbouring new skill-sets and embracing areas not usual to their daily tasks. Enabling employees to lead or manage side projects or totally new initiatives are the stepping stones into project management fields and opens a huge number of doors into other leadership roles.

Although most CEOs understand the importance of employee development, the sad truth is that they don’t devote the necessary time into excelling them into greater things. But the proof really is in the pudding. The more effort you put into developing employees, the higher the employee retention, productivity, engagement, turnover…the list goes on!

If you’re unsure as to where career progression can take you or your employees, Search Party have developed a nifty Career Path Tool. Simply type in your current role, and see how careers of people who’ve been in your shoes developed. Or, type in your dream job and see which paths can take you there. Check it out and let us know what you think!


Originally published by Search Party on 29 August 2016.

Benefits of Using Humor in the Workplace

How can you benefit by making your everyday office life more fun?

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Why should you use humor at the workplace?

Using humor in the workplace has many benefits. Office humor can come in many different forms – it can be an office joke, prank or funny employee awards event.

Any event, no matter how big or small, infused with humor can brighten up a regular, everyday life at the office and bring a smile to everyone’s face.

The benefits of using humor in the workplace

Besides making you and your colleagues feels good and less stressed, using humor at the workplace has many additional, proven benefits. Dr. David Abramis at Cal State Long Beach has studied fun at work for years.

He discovered that employees who have fun on the job are more creative, more productive, better decision-makers and get along better with co-workers. They also have fewer absentee, late, and sick days than people who aren’t having fun.

Therefore, the main benefits of using humor at the workplace are:

  • Increased employee engagement
  • Increased employee productivity
  • Lower absenteeism
  • Decreased turnover rates.

These are certainly some very good reasons to have some fun at the office. Aren’t they?

Rules for using humor at the workplace

A good office humor is the one that everyone can enjoy and laugh about. Be careful not to go overboard and hurt somebody’s feelings or embarrass or humiliate your coworkers.  

How to introduce humor at your workplace?

Here are 2 great ways to introduce humor to your workplace:

  1. Funny employee awards

    Turn your old, boring “Employee of the month” award into something much more fun! Check out our list of ideas for funny employee awards!
  2. Funny office pranks

    There is nothing that can bring out so much fun and laugh like a well thought office prank. When was the last time you enjoyed making a practical joke on your co-workers? If you’re looking for inspiration, check out our list of the top 20 office prank ideas!

How to Make Your Employee Awards More Engaging?

Check out our this simple idea to make your employee wards more engaging and fun!

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The best way to make your employee awards more engaging

If your annual employee awards have become a bit stale and you want to make them more engaging, here is a simple, yet effective idea – add a bit of humor!

Funny employee awards should definitely be a part of your employee recognition program. Awarding your employees in a humorous, lighthearted manner will boost your office morale and keep your employees motivated and engaged.

4 ways to make your employee awards more engaging

1. Add a bit of humor

“Employee of the month” award is so…well, boring and way to common. Get creative and add a sense of humor to your awards! If you need some inspiration, check out our list of the 20 ideas for funny employee awards. Have fun with your awards, but make sure you don’t go overboard. Be thoughtful and careful not to embarrass your employees.

2. Include your employees

Ask your employees for their input on your employee awards. Ask them what type of employee awards they would like to see in your company. Make sure to implement all of their ideas! Also, find volunteers who are into the idea and let them help you plan and prepare the event.  

3. Get together and celebrate

Turn your employee awards ceremony into a party! You can geo fancy and set up a red carpet outside the meeting space and have one of your employees posing as a paparazzi photographer as the guests arrive. If your company culture is casual, host your employee award ceremony at the office, with a couple of snacks and drinks, one Friday afternoon.

4. Get creative with awards

Get creative with your awards! Certificates are so expected. Instead, do something surprising! Hand out interesting prizes or trophies. If you don’t have a budget for great prizes, don’t worry.

The prizes don’t have to be expensive. Go to a dollar store and pick out a variety of low-cost items related to the award itself. For example, a keychain flashlight can be a great award for your employee whose positive attitude shines even in the most darkest of times. 

How to Ensure Greater Workplace Safety

Occasionally, you’ll see a headline on your local news station about someone who tragically lost a limb at a local factory, and is now suing his or her employer for a grand sum. For someone who works in HR, the incident may bring into question the risk this lawsuit poses to the employer, who may or may not be a long-running local establishment. As the story rages on, you may find yourself mulling over two different thoughts: one, how could those in charge be reckless enough to allow this to happen? Two, I hope it never happens to me or my employees!

However, nobody is above reproach. If you find yourself harping especially on that second thought, then maybe it’s time to take a look at the things in your area of work that could cause an employee harm. Improving work safety will keep your workers feeling comfortable, operations running smoothly, and ensure you all have jobs!

Let’s take a closer look at just how to evaluate your workplace risks, and find things that need changing. It can be a hassle at first, but ultimately it could be saving a lot of time, trouble, and even lives if you address it quickly. After all, why do tomorrow what you could do today?

Catering to The Risks of Your Work Environment

Every work environment is different, and thus the dangers of each occupation vary. For instance, the risks a worker faces when they go to work on a construction project are vastly different than the dangers you experience in an office space like Dunder Mifflin. As an HR manager, it’s your job to cater your mindset to your work environment.

This typically starts by recognizing the dangers of machinery used by employees. It’s extremely important that you enlist safeguarding methods to stave off incidents that could result in amputation or another life-altering injury. Educate employees as well to be sure they understand the dangers of such an environment and the dangers of loose jewelry and clothing in these environments.

However, this moves beyond machinery and maintenance jobs. For instance, asbestos poisoning can be found in a variety of fields, from old office spaces to aeronautics fields. Even those who work in the outdoors have to be on the lookout for dangerous wildlife, including animals and plants. The point is that, as an HR professional, knowing firsthand what your employees work with on a daily basis and how it might affect them in the worst possible scenarios is a crucial step toward ensuring they are protected from these dangerous variables.

Setting Up Safety Nets

If you’re not setting up safety nets for your employees, one of the consequences you might be forgetting is potential financial ruin in the wake of a lawsuit. This could come by neglectfully putting employees in danger, but also by not hiring the best talent because you don’t have a reliable and trustworthy safety net in the workplace — and that’s not including the potential for legal recourse from governing bodies, as most industries have strict safety laws depending on the profession. For instance, this year FedEx was ordered to pay someone $5.3 million for mishandling a job injury complaint. Inevitably, workplace injuries happen, and it’s an HR professional’s job to figure out how they can be best prevented.

The most popular kind of protection that places of business establish is workers’ compensation (also known as “workers’ comp”). Workers’ comp is necessary for the wellbeing of employees, but don’t forget that it helps employers as well. While it makes the former feel safer about coming to work, it is put in place to ensure that employers don’t have to deal with reputation-damaging consequences or lawsuits.

Of course, establishing the right kinds of safety regulations for your particular work environment can be a difficult task. What if you miss something? For this reason, some HR teams hire Health Safety specialists to check deeper into these things, including individual job duties and where safety oversights might be occurring before a problem happens. Through their inspection, businesses can better prepare, compile, and implement important safety net programs. Additionally, they sometimes offer prizes and incentives for such a thing, as seen in this rate-based incentive program from 2008 from Walter Scott Energy Center.

Opening the Doors for Communication

As we have already established, it’s HR’s job to be in the know about potential dangers, including allergens. Additionally, it’s their job to listen to employees, hear their concerns, and take action to address them. Employees make a company go round and are the cogs in the machine that allow their peers to pay the bills. More than anyone else, they need to be heard, or else the machine will stop running.

Here are some ways that you can ensure the employees at your place of business are being heard:

  • Making time for open, one-on-one discussion while you’re in the office.
  • Establishing an HR e-mail inbox designed to take complaints and requests from employees.
  • Setting up an anonymous suggestion or concern inbox.
  • Making a list of all concerns and bringing them up at scheduled meetings with other HR representatives or company heads.

If you are able to establish an open environment, the attitude of your work environment will be more positive for both employees and employers. After all, studies show that a positive work environment brings out more productivity. The willingness to work with employees to build that environment, including listening to them, protecting them, and serving them, will not only help create a safer work environment but also train and build a team that is equally dedicated to keeping the workplace safe.

In Conclusion

Every work environment is different, but the need for safety standards applies to all. To ensure you’re putting the right employee protections in place, speak with your employees, walk a mile in their shoes, understand and address their concerns, and consider the tasks they undertake every day. With the right safety nets and a culture of communication, you’ll foster a work environment that’s both safe and healthy.

Employee Feedback: How Do Netflix and Pixar Deliver It?

Learn the exact methods Netflix and Pixar use for delivering feedback to their employees!

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Employee feedback: A key to successful employee performance

Providing feedback to employees is an essential component of every successful and productive company culture. Delivering feedback regularly helps to make sure that employees are on the right track and achieving their goals as targeted.

Unfortunately, most companies don’t utilize this powerful management tool. The Globoforce study found that 65 percent of employees say they’d like to receive more feedback than they currently get.

Recent Gallup research finds that only about one in four employees “strongly agree” that their manager provides meaningful feedback to them – or that the feedback they receive helps them do better work.

So how can you ensure providing regular and useful feedback to employees in your company? Learn from the leading companies! Let’s examine the methods Netflix and Pixar use for delivering feedback to their employees.

Pixar’s method for delivering employee feedback

Plussing is Pixar’s magic formula for giving feedback. Plussing has played a game-changing role at the film company Pixar. The general guideline is that you may only criticize an idea if you also add a constructive suggestion. Hence the name plussing.

Here’s an example:

An animator working on “Toy Story 3” shares her rough sketches and ideas with the director. Instead of criticizing the sketch, the director will build on the starting point by saying something like: “I like Woody’s eyes, and what if his eyes rolled left?”

Netflix’s method for delivering employee feedback

Stop-Start-Continue is another employee feedback model that was popularized by Netflix. In this drill, each person tells a colleague one thing they should start doing, one thing they should stop doing, and one thing they’re doing really well and should keep doing.

Netflix also created a system for sending “Stop, Start, Continue” feedback to anyone at the company once a year. The company picked an annual feedback day and asked that everybody send their comments, in “Stop, Start, Continue” format to everyone they had feedback for.

For those who want to know more

If you’re looking for more great tips for managing employees, sign up for our FREE 7 days email course: Short Leaderships Tips for Managers!

Top 5 HR Conferences to Attend in the Summer of 2019

Discover great HR conferences you should consider attending during hot, long summer months of 2019!  

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Best HR conferences to attend in the summer of 2019

If you’re looking for great HR conferences to attend in the summer of 2019, you’ve come to the right place. We’ve put together a list of the 5 best HR conferences around the world that will take place in the summer of 2019!  

Top 5 summer HR conferences

Here is a list of the best HR conferences taking place in the summer of 2019 around the world:

1. HR 360 European Summit

Date: 4 – 5 June, 2019

Location: Hilton Vienna Danube Waterfront, Wienna, Austria

Short description: HR360 is the meeting place for global and european HR leaders from the world’s biggest companies to share practical insights on how to boost the business bottom line. You can choose from more than 40 interactive sessions and listen to more than 50 speakers from IBM, Amazon, Microsoft, Vodafone, etc.

2. CIPD Festival of Work

Date: 12 – 13 June 2019

Location: Olympia London, London, United Kingdom

Short description: The CIPD Festival of Work brings together two unmissable CIPD events, the Learning and Development and HR Software and Recruitment shows. The result is a pivotal event that will power your working future. This event has more than 160 speakers, 300 exhibitors and 7 000 attendees.

3. HR Leaders Summit Hong Kong

Date: 13 June, 2019

Location: New World Millennium Hotel Hong Kong

Short description: HR Leaders Summit Hong Kong is the country’s premier gathering of HR professionals. This event is perfect for industry leaders at South East Asia’s who are interested to hear the freshest insights, exchange big ideas and expand their professional network.

4. HR Tech Summit

Date: 18 – 19 June, 2019

Location: Toronto, Enercare Centre Toronto

Short description: HR Tech Summit is Canada’s leading independent HR tech event. This event will feature keynote presentations, industry panel discussions, a contemporary trade-expo, tech talk & tech demo stage, main stage, interactive workshops, thought-leadership interviews, engaging activities, entertainment and more.

5. SHRM19 Annual Conference & Exposition

Date: 23 – 26 June, 2019

Location: Las Vegas, Nevada

Short description: This conference offers more than 200 concurrent sessions on different topics such as Workplace Strategy, Technology, HR Leadership, Talent Management, Compensation & Benefits, etc. SHRM Exposition is the world’s largest HR marketplace which provides access to thousands of solutions-providers in every industry. Lionel Richie concert is also a part of this event!

Bonus HR conference: Visit Bali!

And now a special treat – a great HR conference in the beautiful Bali island!

4th Asia Pacific HR Forum will take place at the end of August in Nusa Dua Beach Hotel in Bali! The 4th Asia Pacific HR Forum in 2019 is one of serial events annually designed to educate, develop, update, share and inspire today’s industry professionals about people, market, business which can help to determine a strategic planning in organization related with people and business.

Choose your perfect summer HR conference

Attending these HR conferences is an incredibly fun way to learn about the latest HR industry trends, best practices and useful HR tools. It is also a unique opportunity to network with other HR professionals from around the world!   

We can’t think of a better way to spend those long summer nights. So what are you waiting for? Pick a few of these HR conferences and plan your perfect summer getaway! 🙂

What Do Steve Jobs, Tim Kobe, Dan Goman and the like Have in Common? Disruptive Leadership

Evolution of digital technologies is gathering greater momentum each day and it has a great impact on the way markets are changing. With all these changes taking place, organizations and businesses need to become prepared for any disruptions coming their way.

How can businesses belonging to any industry do that? By listening to the disruptive voices of leaders like Steve Jobs, Tim Kobe, Dan Goman and the like.

What does disruption mean?

This term has been a buzz word in the tech industry in recent years. Basically, the term means changing the way of thinking or the way of doing things, in a business context. Disruption has the power to completely erode or alter markets by providing a more efficient alternative to existing products or services. Also, it can be the change-driving force of entire industries.

Disruption is closely connected to innovation, even though they do not mean the same. Startups are changing industries, innovators are changing the modus operandi, and nearly everybody can agree that a disruption carried out well is a positive thing.

How does this have anything to do with leadership if leaders are usually relied upon to help people work together towards the same, predetermined goals?

What is disruptive leadership?

A disruptive leader is a person holding a leadership position and who is always on the verge of finding new solutions, developing processes, their organizations and businesses. These leaders are ready to change things from the ground up to achieve the necessary results.

Steve Jobs belongs to this category and Apple’s unprecedented success can definitely be attributed to his leadership style and creative vision. He was known for his unapologetic criticism, which he defended by pointing out the results his team achieved.  

How industries benefit from disruptive leadership?

This type of leadership definitely benefits both organizations and the industries they belong to. The founder and CEO of OWNZONES Dan Goman has leveraged his team to come up with a cloud-native platform solution that has set new grounds in the entertainment industry. Dan Goman and his team didn’t want to accept standard benchmarks for success in the industry and disrupted the digital landscape by coming up with a post-production platform that helps content creators manage and deliver their content more effectively.

The disruption lies in creating software on the cloud itself and using a new IMF format to future-proof the content creation and distribution work and eliminate all the pain points of on-prem servers.

How disruption changes the customer experience?

An example of disruptive changes can be seen in the moves by Time Kobe. The CEO and founder of design firm Eight Inc., which has been the designer of Apple’s stores for the last two decades, led the disruption of the car dealership experience. The first things that visitors to The Lincoln Way store in China is the absence of salespeople. The showcased vehicles stand alongside displays where customers can find more information and configure their own features for a real luxury purchase experience.

Kobe advocates “returning to experience” where consumers who interact with a company have a simpler, easier encounter compared to what they’ve experienced before. If we look at their China store example, the company created a diametrically opposite experience to the one seen in high-pressure environments most car buyers get into today.  By doing so, they created an emotionally positive and memorable experience eventually resulting in a stronger connection with the brand.

Conclusion

Changes are certainly not an easy thing to accept but the times we live in dictate the need to adapt quickly. Leaders like Dan Goman and Tim Kobe and the organizations they are in charge of are ready to deal with difficult times and accept risk-taking and experimentation as mechanisms for thriving in a change-driven environment.

People who have disrupted their industries are aware that decisions and changes are not made at their whim and they never lose sight of the overarching goals. They trust their teams to steer projects in the right direction and, most importantly, they trust their vision of reaching new heights.

Only 1 in 10 People Possess the Talent to Manage Others

Discover how to recognize people with this rare talent!

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1 in 10 people possess the management talent

Did you know that Gallup’s research revealed that about one in 10 people possess the talent to manage?
Though many people are endowed with some of the necessary traits, few have the unique combination of talent needed to help a team achieve excellence in a way that significantly improves a company’s performance.

How to recognize a great manager?

What makes a great manager? What are the traits and characteristics of a great manager?

Gallup has found that great managers have the following talents:

  1. They motivate and engage employees
  2. They drive outcomes and have the ability to overcome adversity
  3. They create a culture of clear accountability
  4. They build relationships that create trust, open dialogue and full transparency
  5. They make decisions based on productivity, not politics.

McKinsey surveyed 189,000 people in 81 diverse organizations around the world and found out that four kinds of behavior account for 89% of leadership effectiveness.

According to McKinsey, successful managers:

  1. Solve problems effectively
  2. Operate with a strong results orientation
  3. Seek different perspectives
  4. Support others.

Google also wanted to know what makes a manager great, so it conducted its own research and got some interesting results. Google identified 5 key behaviors of its best managers. According to Google, a great manager:

  1. Is a good coach
  2. Empowers the team and does not micromanage
  3. Creates an inclusive team environment, showing concern for success and well-being
  4. Is productive and results-oriented
  5. Is a good communicator – listens and shares information.

In short, great managers are able to naturally engage team members and customers and sustain a culture of high productivity.

Hiring managers?

If you need to find and hire great managers, you might be interested in our useful resources: