The Role of HR in Reputation Management

Most people think of recruiting and hiring when it comes to the HR department of any given company. But HR needs to be involved in much more than just interviewing potential employees. In fact, one of the most important aspects of HR work is reputation management. By guarding the company’s image and making sure employees are happy, it’s easier to not only harbor more interest from potential employees but to let the world know your company is a great place to work, grow, and find success. 

A human resource team should be properly trained when it comes to representing how the business looks to the rest of the world. It’s their responsibility to build and sustain a positive image for the business itself as well as its employees. That includes training for proper employee management and creating an environment where strong, respectful communication is expected and encouraged. Strong communication involves skills like being respectful, listening actively, knowing your audience, taking note of body language, and even habits as simple as putting your phone away.

When communication isn’t open between HR personnel and employees (especially unhappy employees), it will make matters worse and could result in an extremely stressful situation for your business. 

So, how can your HR team develop and sustain a positive reputation for your company? Let’s look at a few practices that your HR department should start committing to right away. 

Building a Better Company Culture

One of the best ways an HR team can focus on reputation management is to build a better company culture from the inside out. The way to do this will look a bit different for every type of business. It’s important to understand what’s important to your company and how you want to portray that not only to your employees but to the rest of the world. 

You want to make sure when any potential employee walks into your business for the first time, they get a full feel of what your company represents. They should understand your atmosphere, what’s expected, the culture surrounding other employees, the culture surrounding customers/clients, etc. It’s up to your HR team to make sure an environment of community and purpose always shines through. 

Other tactics that can be put into place to boost your company culture include things like: 

  • Encouraging your employees to share their positive experiences with the company on their own social media pages or on your company website. 
  • Encouraging your team to talk to potential hires before they start the job. 
  • Creating an environment in the workplace that motivates people to do their job well. 
  • Being flexible with people’s personal lives and schedules. 
  • Building a team — not just a group of individual workers. 
  • Having a strong company mission and making sure everyone knows it. 
  • Communicating with one another to keep things as clear as possible between employees and management. 

When your HR team chooses to create a positive company culture an environment that ensures employees are happy, the benefits will speak for themselves. Not only will you have a crew of employees who are excited to do their job and who are likely willing to go above and beyond, but you’re also more likely to recruit better employees to come work for your company. The trickle-down effect of a great workforce is self-evident. When you have the right people in the right positions, your customers — and in turn your business — will reap the benefits. 

It doesn’t end there. There are personnel techniques your HR team can utilize to highlight the net impact of each employee. Once you’ve found those people who love the work and are willing to go above and beyond, a good management structure won’t let them stagnate. For example:

  • If an employee shows a proclivity toward working with customers, you can create a customer success position in which their strengths can shine. 
  • If a member of your team is highly detail-oriented and organized, consider how they can help your organization by becoming a company auditor to ensure legal compliance with regulations and optimal efficiency.
  • If a member of your team is good at networking, they may be a good candidate when it comes to finding someone to manage your brand’s social media account.

Give employees the opportunity to play an active role in their own career development and the growth of the business. Professional empowerment is a force of nature, so keep an eye out for the unique skill sets that each of your hires bring to the table. 

How to Handle Unhappy Employees

Though reputation management is a big deal when it comes to finding new employees, it starts from the inside, and any successful HR team needs to realize that when they’re working on company culture. The old saying goes that you can’t make everyone happy all the time. But, people who work in HR should make it a constant mission to keep employees content. Yes, it starts with creating the right culture, but that culture needs to be continuously fostered to take care of employees who are already working hard. 

Some signs of disgruntled or unhappy employees typically include things like attendance problems, poor work quality, negative attitudes, or complaints about the job. Sometimes, though, employees won’t say anything about how dissatisfied they are, and they may just opt to quit. A high turnover rate within your company is a sign that your HR team isn’t doing what is needed to ensure everyone’s satisfaction. 

That might seem like a small problem to have, but if employees start leaving, they could do damage to your company’s reputation.Word of mouth goes a long way, and what a former employee says to a customer could result in a negative review. This could lead you to have to hire some serious reputation management. If not the negative reviews can be a huge red flag for people who might have otherwise been interested in working at your business. 

Additionally, an HR team has to be prepared for unexpected situations. For example, if an employee gets hurt on the job, reputation management is still an important consideration. Typical job injuries include things like: 

It’s up to the HR team to make sure an injured employee gets the care they need. If they don’t, that employee could take legal action, which could seriously damage any company’s reputation. 

Reputation management is important for any business. But, it’s not just about making sure customers and clients see you in a positive light; it’s making sure you’re attracting the right people to work for you and keeping your current employees satisfied with your company culture. This should fall on the shoulders of a quality, driven HR team. Putting some of these ideas into action immediately can make a big difference for your business by providing a boost to your reputation.

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Understand the Importance of Content Marketing Today Before You Regret!

From the last few years, the importance of content marketing was increasing. Along with lots of marketers and the companies that are overflow the internet with unique, related, and the attracting content for creating and maintaining demand for the products and services. That’s why more and more business owners realize the significance of content marketing to go ahead from the competitors.

Therefore, it is not a compulsion that each plan of the content marketing is felicitated with success and some of the business owners be inclined to slip back to wrong shortcuts when they down with the failure. It is the negative approach for expanding a business online, and we must avoid. To reduce these type of case in the first place, it is great for us to have a great understanding about some of the best strategies for the content marketing for small and even for the big businesses:-

  • If not the content allows is the high quality and attracting, people are surfing the web will ignore it and go elsewhere. So, you must have emphasized on creating only the high-quality content; it is based on facts and free from errors.
  • A piece of the content is the waste, if not it serves the big purpose of creation. It must provide possible customers to make informed decisions to help them in knowing about the unique selling ways of the products.
  • It is the marketing which always emphasizes on developing the reputation of the business by using the right ways. It is easily becoming the first step towards success and getting popularity on the internet and also motivating our industry expert in several ways.
  • Content marketing must concentrate on a specific audience. If you are running the business which believes in every person on the earth is a customer, even if you are selling the products which have some boundaries or not promoted well, you are living in an illusion.
  • If marketing done by the content must not be the cold and unfriendly. It ought to be a positive and strong voice and personality. A short note from the heads of organizational or experts within the organization converse the advantages of products and services that are always phrased as the better content.
  • In today’s world, people are very busy and don’t have the proper time to read all the long content pieces. You must have to give customers what they want inaccurate ways. You make your content in short, attracting, informative, and unique.
  • Actually, you don’t believe or not, but it is real that people surfing the web can excuse small defects. On the other hand, perfection is highly overvalued while you still can’t expect people to like wasted things.
  • Not the marketing plans in this world which can be termed to be successful, if not giving the human touch. You must have to be sure to have the content personalized and impressive.
  • You must promote your content on a regular basis by social media and online and offline platforms.
  • The last strategy is to encourage your site visitors and the potential customers to leave feedback, comments, suggestions, and what they want and expect. When they received, then take your proper time to look for incorporate them into your business’s content marketing strategy. If all the things are meaningful, then you have to make some changes and let the visitors, and the users should know that you appreciate their feedback.

These are the strategies which you must take if you are going for content marketing for your business.

Golden rules for content marketing:-

Now, we are going to tell you about some rules for your content marketing; then it will change the way people look at your content.

  • Personify your content

The main part about your content marketing is that which you can maintain and exhibit the brands individually, as like that you don’t have to follow any standards. You must find the voice of brands and skill your content consequently. You have to remember that people like talking to people; no one likes to talk with the company.

  • Maintain consistency

As we know, content marketing is a cool and fun task, but the discipline is here, which doesn’t be compromised. If you are going to promise with your users, that you are delivering something on the specific time, then you must be sure that you do exactly that thing without fail. A lot, so studies express that the organization delivers content on time, then their trust and the respect on their customer more than others.

  • Share your point of view, not the fact

The third thing which you must keep in your mind is that you don’t have to be the fact machine for your users. You should share your point of view and do all the things with power. The most important thing about content marketing is that when you are expressing you take on each topic, then the chances of the users is increasing on that content.

  • Serve fresh content

You are making a very big mistake if you think that your users are not updated on the content front. We all know that almost all people are spending a lot of hours on a regular basis. Due to this reason, users have become habitual to fresh and good content.

  • Be the best at what you do

It is the last and the golden rules of content marketing; it is not actually as it sounds. When you have the great vision of arrived the peak, then your every step towards that attempt must be attractive enough to convert your users into your fans. The success parameter of your content marketing strategy must be the favorite content of your users.

Conclusion

At last, we conclude that content marketing does not become the new idea, but the new techniques and strategies can bring your content marketing operation out of the dust and push your business forward. With adequate content market research, you can make optimum use of your contents.

Five Tips To Nail Your College Entrance Essay

Type, research, edit, type again, re-read, review, and print out.

Do more grammatical edits and send to your references. Get it checked.

Edit again and re-write.

Then finally: hit send.

The time to impress your college admission officers with an outstanding essay has arrived. An essay for a college application can be the key and walk the borderline between getting accepted or rejected.

This process could take a lot of time researching and structuring, months even on just writing one essay, but the college admission officers will screen it within just  a few minutes.

Just like all great authors and writers know, it is important to attain their maximum attention—in the first few words.

If your main concern is how to make your essay stand out (which is should be since there are many other applicants with similar backgrounds), here are five good tips that will get the most attention from the college admission officers:

  • Allocate your Time: If you’vewritten your essay in one sitting, your ideas have not had a chance to sit.

Take your time after you’ve written it to let it sit for a while before going back to edit.

On the other hand, if it takes more than a month to complete your essay, that time’s much too long, your ideas will have lost their energy and may not be able to maintain the same excitement as it was when fresh.

Generating an original and considerate essay will inevitably take a good amount of brainstorming but if your start early enough, you’ll be able to finish it within a good amount time, without losing focus and maintaining your excitement for admission. It’s important that you feel good about your submission.

  • Read instructions carefully and start with a convincing introduction: Starting an essay is the toughest part.

Mentioning that you need to read instructions carefully may seem redundant but considering all the stress and excitement that describe this time of your life, highlighting it is required.

The college admission officer won’t be slow to assume that you are not be able to follow the university’s program if your first impression is that you can’t follow guidelines to the application essay.

You should be able to follow the rules like: page and word limit, and the organization of your submission. Take a few minutes to go through instructions, gather notes, and the start to generate a vivid introduction.

The university will spend a small amount of time to review your essay therefore, writing a compelling introduction will keep the college admission officer engaged.

Open with an anecdote that will reveal the best side of your personality and character, giving an insight into the admission officer to get to know who you are.

  • Evade clichés: When selecting a topic for your personal statement, it is important to avoid common or cliche topics because they will not differentiate you with other applicants.

You will get encouraged when you go through some examples of prodigious essays and get inspired, which is a good exercise. However, many students allow themselves to be carried too much by these examples anduse too many clichés in their urge to impress their college admissions (and emulate those examples).

Such common topics (and clichés) are generic and applicants should avoid them.

As an applicant, focus on an essay that makes you unique and which you can speak about in depth and personally. Pick something that shows who you are.

  • Pick one topic and stick to a clear essay plan: Many students try to stuff awards, activities, and distinctions in their essays—which is simply spewing off their resumé in essay-form.

A personal statement in your essay can help youpaint a picture of who you are apart from GPA, co-curricular activities, and standardized examinations. The admission officer wants to know who you are—it’s important that you inject your personality within the text.

To help you do so, pick one subject, occurrence or event to help show you off as a person and more so—as somebody whom the college wants to bring in.

Sticking to a clear plan will enable you to avoid writing many words without meaning. You only get a set number of words—use them wisely.

  • Remember who the reader is and ask someone to go through your work before you submit: The most important is to remember why the admission officers are reading your essay among other essays.

The admission officers receive many essayson a daily basis. Since they don’t have a lot of time to dedicate to each essay, they want a piece that will distinguish your essay from the rest.

Your first paragraph should be attention-grabbing and the background of your anecdote should be well-explained as well as able to pull the reader into your story.

Lastly, you should ask someone to proofread your work before submission.

Since you want to create a good college application and essay, it will be important to look overit for grammar, spelling, and typo errors.

As we focus too hard on things, we become blind to mistakes that can be conspicuously obvious to others.Therefore, ask somebody else to have a look at your essay.

It is important to ask only two or three people because if you ask too many people, numerous types of feedback could confuse you, lowering the quality of your essay as you review according to each person’s advice.

Wrapping Up Your Essay: Conclusion

Writing a college essay can be overwhelming, particularly when one is uncertain of what to write about or how to write it.

However, an essay that is sincere and thoughtful about an experience or event that is important to you, can be powerful and express the unique qualities that you will bring to college.

Creating an original and in-depth essay needs time. Write it and let it breathe. Brainstorm and edit it to make it flow.

Ensure you proofread your work to make sure it is captivating and impressive to the university admission officers.

Before staring at the blinking cursor on your blank page, take a deep breath, follow the above tips, and write a killer essay.

Author Bio

Anne Baron is highly experienced educator, writer and copywriter specializing in academic research.  She has a Ph.D. in Educational Administration with almost 25 years of experience in teaching and academic writing.  She spent a dozen years managing a large college peer-tutoring program and another dozen years in the classroom teaching college students.  She has since retired from teaching and devotes her time and efforts to freelance writing for institutions, businesses and colleges like Patrick Henry College.

Tips to Consider While Writing Your Employee Handbook

Many companies have an employee handbook to clarify and dictate proper behavior, social norms and legal issues. Creating a handbook is a big project, and companies strive to write their guide in a way that’s thorough and clear, without being boring – employees should actually read the guide, after all. Moreover, companies have to make sure that they’re covering everything necessary to protect themselves and to avoid liability in the future.

Create the Handbook with the Masses in Mind

Every business is going to have a few bad seeds who like to push boundaries, break the rules, and get themselves or even the company in trouble. This is why creating a clear employee handbook is important, as a handbook will clarify what is okay and what isn’t, with little room for interpretation. Most employees will appreciate a guide to what conduct is expected at work, but if you create a handbook that sounds threatening and that scolds your employees before they even do something wrong, you’ll put your employees on edge and build mistrust from the beginning. Instead, you can clarify and outline the rules and repercussions while still being respectful of your employees.

Avoid Boilerplate Policies

You can easily find employee handbook templates online, but copying and pasting this information into your own handbook isn’t going to provide the information your employees need or the protection your company needs. Boilerplate information is meant to be used as an example or a starting point. You have to adapt this information to account for current laws, your industry and your location.

The same goes for covering scope of employment. The handbook should clarify what’s expected of an employee depending on their role. This can protect the business if the employee breaks a law by performing an act that falls outside their scope of employment. Usually, an employer is only liable if the unlawful act falls within the scope of employment.

Include Disclaimers

Every employee handbook should include disclaimers. Here are a few things that these disclaimers should make clear:

  • The employee handbook does not serve as an employment contract.
  • The employee is still considered an at-will employee.
  • The handbook can be modified at any time by the employer or HR department.

Disclaimers serve two purposes: they help the employee understand what they’re agreeing to and they also give the company the flexibility to make amendments as needed.

Don’t Skip Company Culture

Your employee handbook has to cover legal bases, but you shouldn’t skip over the backbone of your company: its values, mission, and ethos. That’s what employees truly care about, especially if you’ve vetted and hired the right people for your team. To the right employees, that sort of information is going to be a lot more important than the minutiae of lunch break and work shift policies. On the same note, think in terms of the culture you’re in, such as the industry you’re part of and the age group and interests of your employees. This will help you create an engaging handbook instead of a dry and boring one.

Explain the Thought Process Behind Policies

If you on’t explain why a policy is the way it is, employees are going to make assumptions and guesses, and they may talk themselves into being displeased with the policy. For example, let’s say one of your company policies is that no more than five employees can take their lunch break at the same time. To the employee, this may sound like the company doesn’t want coworkers to mingle or get to know one another. In reality, though, this could be so there are always enough people monitoring communication so that there’s never a long wait for a customer.

Here’s another example: your employees may not realize why proper retention and disposal of customer records is important. They may assume that you’re just being picky and over-cautious. By explaining that those records have personal information or health information protected under HIPAA law, employees will take document retention and shredding more seriously.

Ask for Feedback

There’s nothing wrong with asking your employees for their opinions about the employee handbook. You may find out that something is unclear, that they were told different information during the hiring process or that your policies aren’t aligned with industry best practices. While you don’t have to make changes to the employee handbook simply because some employees have a problem with it, you’ll open yourself up to new viewpoints you may not have thought of yourself.

Make the Handbook Accessible Online

Employees will get the most value from a handbook if it’s accessible and searchable. Storing your employee handbook online means that employees (and management) can access it from anywhere and search for exactly what they want without thumbing through page after page. Also, any changes made to the handbook can be highlighted or mentioned on an introductory page. It’s also a good idea to let employees comment on parts of the handbook in case they have questions or concerns. This is especially important for remote workers and freelancers who need to be able to digitally communicate with the company from wherever they are in the world.

The Future of Your Employee Handbook

There’s no such thing as a final edition of your employee handbook. You’ll update and revise the handbook as necessary when policies change or need to be clarified, and also when laws change. Make sure that you’re keeping up with any updates or additions to employment law so that your handbook can reflect the changes. In many cases, it’s better to start with a broad handbook and then expand and add detail over time. As long as you’re covering your legal bases (it’s best to consult a lawyer), you don’t have to worry about your handbook getting you in trouble.

Cultivating Workplace Culture Through Technology

Although individual employees’ wants and needs differ, one point remains true for so many. That beyond salary, they want to feel valued and work in an environment where company culture is a priority. Employers therefore need to take the lead in prioritizing company culture in a number of meaningful ways, from benefits to flexible working.

Technology has given us the opportunity to stay connected wherever we are but is often blamed for creating our “always-on” culture. Employers and employees grapple with the question of whether this way of working is actually contributing to or hindering workplace culture from evolving. But technology in the workplace has huge potential when it comes to promoting overall company culture by bringing personalized benefits to life, while transforming the way we work.

Technology in the workplace 

In recent years, the use of technology has been under fire for having negative repercussions on both mental and physical wellbeing, from creating eyesight problems to producing a sense of social isolation. Thanks to technology, we can work anywhere, at any time which is very convenient, but it can also lead to an always-on culture in the workplace.

On the other hand, technology has enabled people to access all the information they need about their benefits in one place, from a range of devices, making them feel valued and appreciated by their organization. In fact, Our Global Employee Benefits Watch report found that 81% of employees who can easily access their benefits said they feel loyal to their employer, while 79% of employees who can easily access their benefits said they were proud to work for their organization. This flexibility also means that previously admin-intensive tasks, such as submitting expenses or choosing benefits for example, have become quicker and easier, not only for the employee but the HR department as well. HR teams no longer have to waste resources on manual tasks. Instead, they are able to use technology to automate these activities to free up time to focus on larger, more strategic initiatives. It’s important that organizations recognize the power of technology as a vehicle to communicate and support their culture, enabling the changing needs of the modern workforce.

Company culture remains top priority

A great company culture is now essential for attracting and retaining employees. Taking it a step further, giving employees a purpose and reason to work for you over a competitor, aside from just pay and compensation, can be a differentiator. Culture manifests itself everywhere from the office environment, the values the company operates by, to company policies and benefits offerings.

A quick win is to look at the benefits you offer your employees and ask – do they align to your values? Do they help to promote the culture you want to create? A key part of that exercise will be examining how employees access and interact with their benefits. Benefits technology not only allows employees working anywhere to access their benefits and engage with their organization, but allows the HR team to examine which benefits are resonating most with their employees and deliver an offering that is reflective of their culture.

Business leaders paving the way

Change must happen from the top. Business leaders need to take charge in promoting a culture of technology as a force for good. In order to do this, there are foundational changes that need to happen.  Executives need to ensure that all their operations are set up to provide employees with the same workplace experience, wherever and whenever they’re working.

From a cultural perspective, being able to access benefits from anywhere is as important as having access to email. Employers need to be able to provide remote access to all platforms – benefits included – so that employees aren’t forced to go into the office to access the information they need.

Benefits offerings require flexibility 

Benefits offerings speak volumes about an organization and exemplify what values they truly believe in. For example, if a high proportion of an organization’s employees work from home, offering a cycle to work program or gym membership tied to office locations is not only useless, but exemplifies a lack of consideration for the needs of their employees.

Instead, employers need to offer personalized benefits that match individual needs based on preference, location and schedule. This will help build alignment between culture and benefits. If businesses wish to develop a flexible culture, offering benefits that employees can enjoy from anywhere is important. But businesses can’t stop there. It’s also vital that these benefits are communicated to all employees in an effective manner, and that they’re accessible whenever needed. Benefits technology bridges this gap.

When developing company culture, technology should be a major cornerstone. We live in a technology-enabled world, and employees expect this same connected experience at work. Employees want to feel both appreciated and supported by their employers and technology can be the first step in cultivating an authentic workplace culture.

 

 

 

 

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!

Providing Support to Employees With Serious Health Conditions

When an employee has a serious health condition, a certain level of accommodation is legally required. However, an employer’s obligation doesn’t stop there. Every person with health issues has their own needs, which may change over time.

Building and supporting employee wellness in the workplace means using effective communication tools, supporting employees by helping them access information, providing flexible work opportunities, and staying attuned to their changing needs.

Confidentiality, Empathy, Openness, and Support (CEOS)

Fostering a positive workplace culture is essential. CEOs, as well as management, needs to embrace the importance of CEOS. This acronym stands for confidentiality, empathy, openness, and support — the necessary foundation to build trusting relationships on. These tools can help you communicate with your employees about health challenges and support them:

  • Confidentiality: The last thing you want is a distrustful employee who ghosts you and fails to communicate, and the last thing an employee wants is to lose their job due to health issues or needing time off for appointments at the doctor’s office. By ensuring confidentiality when discussing healthcare concerns, you provide a foundation for better communication.
  • Empathy: When an employee faces a healthcare crisis, they may feel conflicted. They want to feel heard and understood, but they also need to remain professional and carry out work obligations. Many employees simply quit or find themselves laid off after facing a health crisis, so they may feel that it’s a risk to have a conversation with you about health-related topics. You can retain an employee’s trust by showing empathy. Listen actively and ensure you understand their needs and concerns by summarizing and confirming. A little empathy can go a long way.
  • Openness: Openness means you’re ready to support your sick employees when they come to you. This involves preparation. It’s also about how open the employee wishes to be about their illness. Some may find help in sharing details about their struggle, while others will wish to remain extremely private about it.
  • Support: Confidentiality, empathy, and openness are paths to support. If you’ve managed to implement these objectives, you can offer support to the employee. The best thing you can do here involves asking the employee what they need and helping them find a solution you can employ.

Understanding Invisible Illnesses

Invisible illnesses are especially important for managers and HR professionals to understand. Especially when it comes to chronic health pain and related conditions, you can’t always see that someone is in pain or understand their pain level.

When individuals suffer from chronic conditions like rheumatoid arthritis or fibromyalgia, they may experience periods of remission (when there is little to no pain), as well as flare-ups when symptoms are at their worst. For some, this status can change in a matter of hours, and factors like the weather or office temperature are not-so-obvious contributors to pain for some patients.

Regular treatments for some conditions can create more pain in the short-term to improve health overall. Examples include physical therapy and chemotherapy.

Many employees facing invisible illnesses, including digestive illnesses like GERD, also need to make significant lifestyle changes, including new medications. Further, new diets and exercise routines can impact how employees relate to family and friends — and they may entail a real adjustment period for the employee.

Overall, managing chronic health conditions is different than curing them. Accepting major life changes after being diagnosed with a chronic health condition can be traumatizing, and finding specific solutions for pain management is often a challenging road.

Mental Health Considerations

One in five people have mental health issues, and these are not immediately obvious. Does your company have a policy allowing for mental health days? What do you do to take mental wellness as seriously as physical health? Thinking ahead can help you support employees in this regard.

Mental health conditions often accompany serious physical health conditions. Dramatically changing pain levels, various medications, and the strain of being sick is very taxing on the mental health of people with physical illnesses. Plus, it’s not always obvious: Many car accident survivors develop PTSD, so even the act commuting into work can be extremely stressful for them.

Three out of four PTSD patients respond well to medical marijuana, but many businesses are a zero-tolerance policy when it comes to marijuana use. Does your company policy on drug testing accommodate employees suffering from mental health issues or chronic pain?

The Insurance Problem

If you’ve ever been sick while covered by employer-sponsored health insurance, you likely understand how defeating and demoralizing it can be to deal with the insurance company. This problem magnifies when you have a serious condition like cancer.

To help employees access their insurance, make sure you have the insurance company’s contact information on your employee portal and in your welcome materials. Ensure this information is clear when you provide employees with any information about benefits packages as well.

While you aren’t customer service for the insurance company, survey your employees routinely. Stay aware of recurring gripes about the health insurance coverage and attempts to communicate with the insurer.

Human Resource Technology

Especially for larger organizations, human resource technology is crucial to supporting employees with health conditions. Provide a centralized location that harbors documentation and contact information for employer-sponsored insurance. Include contact information for the National Suicide Prevention Hotline — not only to provide the resource, but to show that your organization values conversations around mental health.

Software tools like Zenefits and Bamboo HR allow you to provide digital resource centers to your employees. Additionally, many employees struggling with serious health conditions have a more challenging time with professional development. Your digital resource center can provide a framework for employees to learn about and express interest in new positions, participate in self-training, and provide feedback on whether they feel you’re using their skills fully, which is crucial for neurodiverse employees who require direct feedback.

Managing Remote Employees

The most common accommodation for employees with serious health conditions is work-at-home flexibility. In the United States, 36 million people miss work due to pain at least once per year. Most of these workers lose between four and five hours per week due to pain issues, and most chronic pain sufferers feel like they are not effectively managing their pain alone or with the help of a doctor.

For a chronic pain patient, working at home can mean the difference between missing work and showing up. For the person having a panic attack every time they get in the car due to a recent car accident, a temporary work-at-home solution not only enables them to work but shows you have empathy for their experience.

Off-site employees can interface with on-site teams easily by leveraging tools like:

  • Skype for Business: This provides face-to-face and text-based communication instantly.
  • Time-tracking tools: Time-tracking software allows all employees to log in and out electronically, preventing the need for micromanagement, especially for at-home workers.
  • Project management tools: Programs like Trello and Asana allow employees in various locations to work with one another to complete pieces of projects.

With communication, compassion, and reliance on technological resources, you can support employees facing serious health conditions and enable continued productivity through flexibility. Only then will you reap the benefits on employee engagement.

Buying the Best Dust Collector for Fulfilling All Your Needs

Dust collection means different things for varying people. Traditionally, sweeping dust with a broom or collecting debris by hands was used in factories and industries. It is important to keep commercial premises free of dust to prevent accidents, fall and any kind of health hazards. Today the market is filled with varying models which collect dust effectively and efficiently. The best dust collector machine is needed to be invested in any industry set up where types of machinery are used such as the grain packaging industries, woodworking machines, tea factories, etc. In such areas, dust is considered as one of the primary waste products created during the process of manufacturing.

Basic Function of The Best Dust Collector:

  • A dust collector works with the suction system where the machine inhales all the airborne dust and manufacturing dust by-products. This helps in keeping the work area completely clean and dust-free.
  • A dust collector essentially makes use of the vacuum system and an electric motor which is operated with high-speed fan driving the air. There is an in-built filtration system as well that blocks as well as collects the dust from the air. This operation is very similar to those vacuum cleaners which are being used at home.
  • The best dust collectors keep the work area completely dust-free and promote a healthy environment for working and easy breathing. The dust-free environment is good for the lungs and enhances the overall quality of air.

Here are a few specifications of the best dust collectors that determine what features are most crucial for an effective dust collector for your industrial environment.

  • Filtration Capacity – This is a very crucial thing to check before purchasing a dust collector. The filtration capacity of the dust collector determines the overall efficiency of the machine in removing the suspended air particles from the surrounding air. A standard dust collector would probably come with airbags that can screen dust particles through a diameter of about 2.5 microns. If you are particularly looking for the best dust collector, then you may try out the HEPA filters that are highly efficient ones currently in the market.
  • Air Suction Capacity – The air suction capacity of the dust collector determines the overall capacity of the tool to manage the rate of air flow. The airflow is usually measured in terms of cubic feet per minute which is popularly referred to as CFM. The CFM limit of the dust collector specifically ranges from low to high and indicates the overall strength of the dust collector’s motor. This is to be noted that the CFM usually varies from one dust collector model to another. The portable models of the dust collectors come with the capacity of 150 CFM while those models which are designed for the industrial purpose start from the capacity of 1500 CFM or around.
  • Power – The power of the dust collectors varies as well from one model to another. Dust collectors used for home uses are usually small and portable models with very low horsepower while the industrial dust collectors are bigger ones which range from 1 horsepower to 2 horsepower.
  • Performance and Quality –It is crucial to conduct a market review of various brands in order to understand which one the best in the market is.

When shopping for the best dust collectors for your home or industry you must also check and compare the operational and maintenance cost, replacement and repair criteria, energy consumption, performance track records, and durability and then make the best choice. Only the most suitable one will provide you the best return on investment. When you’re looking to help reduce your dusting from your business, consider some builders bins Shellharbour to help with this as well.

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. 

Boolean Search: Something Every Recruiter in 2019 Should Know

Every recruiter who wants to find top talent in 2019 should know how to perform the advanced Boolean search.

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What is a Boolean search and why is it important for recruiters?

In 2019, we’re dealing mostly with passive candidates. With low unemployment rates, only 12% of people are actively looking for a job.

This is why recruiters must use different methods to source great candidates.

Lately, there has been a lot of buzz around employee referrals and recruitment marketing. But there is another, very effective method you can use to proactively source candidates – Boolean search.

Boolean search is one of those recruitment tactics that everybody has heard of – but nobody really knows who to apply it. It seems complicated and hard to grasp.

Advanced Boolean search can seem a bit intimidating. Those loooong search queries look like math equations. Yuck!

But bear with me for a moment and let me show that learning at least some basic Boolean search tips and tricks is definitely worth a bit of your time and effort.

What are the advantages of using a Boolean search in sourcing candidates?

By using a Boolean search, you can find better candidates faster. You can effectively search through any online repository of potential candidates, such as:

  • Search engines like Google, Yahoo or Bing
  • Social networks such as LinkedIn, Facebook, Twitter, Instagram, etc.
  • Search resume databases
  • Applicant Tracking System.

Thus, using a Boolean search will make your life easier and save your time and money!

How to do a Boolean search?

It’s quite simple actually. You go to Google, type in your keywords and add a few additional words (called operators) and symbols (called modifiers) to get more relevant results.

There are 3 key operators: AND, OR and NOT.

There are also 3 key modifiers: asterisk (*), quotation marks (“”) and parentheses (()).

This 6 words and symbols are at the core of Boolean search.

How to use Boolean search operators and modifiers?

If I got you interested and you would like to know how to use these operators and modifiers, check out our comprehensive, but easy to understand Boolean Search Guide for Recruiters.

Don’t want to bother with learning Boolean search?

Luckily, you don’t have to. 😉
As I said, it’s 2019. These days, you can simply type your keywords into advanced sourcing tools and let them do their magic.

Ever heard about TalentLyft?

Our recruitment software TalentLyft has a powerful, machine learning powered sourcing solution as well as sourcing extension.

Check it out! 🙂