9 things to leave off your LinkedIn
In our rapid-fire digital age, the Internet has completely revamped the way we traditionally look at recruiting. Resumes are sent as PDFs, online portfolios reign supreme, and LinkedIn has become the new Facebook for recruiters in every industry.
Wondering what you shouldn’t include on your LinkedIn profile in order to appear as marketable as possible to potential employers? Read on to find out.
1. Job titles that don’t say what you really do
When trying to describe your previous positions, it works to your advantage to be as precise as possible. That way, recruiters know exactly what your skillset is, and how it might fit into their company.
2. Your age
Unfortunately, some people have reservations hiring someone they think is either too young or too old. Don’t get knocked out of the running for a job by including school graduation years or other age identifiers.
3. Bad spelling, punctuation, and grammar
When writing up descriptions of your responsibilities in each job, take care to avoid punctuation, grammar, or spelling mistakes. Look at it as a test of your writing and communication abilities—highlighted for everyone to see.
4. A goofy profile photo
Unfortunately, some people don’t seem to realize that LinkedIn is not the place to put a goofy or odd profile photo—unless you’re looking for a job at the local comedy club. Spend a little money on getting a quality headshot that will impress those who see it, not make them wonder if you’re a serious candidate.
5. References from previous positions
There’s no reason to include references with phone numbers or contact information on your LinkedIn page. If an employer is really interested in hiring you, they’ll contact you for them directly. However, do encourage people you’ve worked with or for to leave recommendations for you on your LinkedIn profile page. They can really make you stand out from other candidates.
6. Salary or pay
One of the most unprofessional things you can do is include your salary for each position you held at various companies on your LinkedIn profile page. Unless you’re asked, it doesn’t make sense to disclose such personal information on such a public platform.
7. High school jobs
Unless you just graduated from high school, then jobs you had in high school (or earlier!) don’t belong on your professional LinkedIn page. While you may have enjoyed your summer job flipping burgers or mowing lawns, it’s not going to make much of an impression on someone who’s doing the hiring for a position with much greater responsibilities. It’s much better to put your best foot forward by showcasing standout roles in more recent jobs.
8. Personal information
Refrain from adding information about your ethnicity, religious affiliation, political party, or other potentially sensitive or controversial information. Regardless of how open-minded your recruiter may be, saying less is definitely safer than saying too much when you don’t know your audience.
9. Unprofessional posts or memes
Don’t forget that your LinkedIn profile and any posts you make on LinkedIn are potentially going to be viewed by the very person who is going to interview you for your dream job. What do your posts say about you? What about those funny memes (silly cat photos and so forth) that everyone seems to be passing around today? Will they make the interviewer even more excited to make you a job offer, or stay far away?
Read the original article.
Source:
Economy P. (4 December 2017). "9 things to leave off your LinkedIn" [web blog post]. Retrieved from address https://workwell.unum.com/2017/12/9-things-to-leave-off-your-linkedin/
No mat needed: Yoga at your desk
A sticky mat seems de rigueur for modern-day yogis, but that doesn’t mean a long piece of rubber is required to take part in the ancient practice.
Yoga first and foremost is about being present, and it starts with attentive breathing. You can do that anywhere and without props.
Once you’ve got the hang of steady breathing, matching inhales and exhales to movements helps your body relieve tension and your muscles wake up. In fact, the key to the physical practice of yoga is matching conscious breath to movement. It’s also a big part of what makes yoga feel great. Without it, you’d be doing calisthenics.
We’ve rounded up a few yoga exercises you can do easily and safely at work. All require standing – good news, given sitting is pretty bad for us. It’s best to do them with your feet flat on the ground.
Stand with your feet hip-distance apart. Inhale as you bring your arms overhead. Keep your chin level with the ground. Exhale as you soften your knees and twist your torso to the right, letting your head follow and dropping your arms to shoulder-height. Inhale as you turn back to center, lifting your arms overhead. Do the twist to the left. Repeat this pattern several times.
Benefits: Strengthens abdominal muscles, shoulders and upper arms. Stretches back and chest. Lubricates joints of the spine, including in the neck, and shoulders.
Chair
Stand with your feet hip-distance apart, arms at your sides. Inhale as you lift the crown of your head. Exhale as you bend your knees (typically you want to track each knee over the middle of its corresponding foot), like you’re sitting back in a chair. Hinge at your hips, tilting your torso forward up to 45 degrees. Lift your arms to a comfortable height. Inhale as you return to standing, crown lifted, arms lengthening down. Repeat several times.
Benefits: Strengthens front thighs, buttocks, core, upper back and upper arms. Stretches calves and side torso. Lengthens spine. Lubricates joints of the ankles, knees, hips and shoulders.
Triangle
Stand with your feet slightly wider than hip-distance apart, toes pointing same direction as your chest, then turn your right foot 90 degrees to the right, and your left foot about 15 degrees to the right, making sure your left toes point the same direction as your left knee. Inhale as you extend your arms out from the shoulders and lengthen your spine. Exhale as you tilt your torso to the right, releasing your right arm toward your right leg and your left arm up to a comfortable height. Don’t turn your chest toward your right leg. Drop your gaze to the ground if you feel tension in your neck. Hold for several breaths, and repeat with the left leg.
Benefits: Strengthens front thighs, buttocks, side torso and neck. Stretches calves, back thighs and side torso. Lubricates joints of the hips and shoulders.
You can read the original article here.
Source:
Malek M. (2 May 2017). "No mat needed: Yoga at your desk" [Web blog post]. Retrieved from address https://worklife.coloniallife.com/2017/05/no-mat-needed-yoga-desk/?utm_sq=flegx3i374&utm_source=Twitter&utm_medium=social&utm_campaign=WorkLifeTweets&utm_content=Articles
6 tips to balance your work, family time
Climbing the career ladder as a bachelor or bachelorette is challenging enough, but having a partner or loved ones at home can add a significant level of complexity and even some guilt. There are a few ways to help manage the constant balance.
Drop Multitasking
It may be tempting to get on a work call while you are playing with your kid or out with your spouse, but the act makes you less present for your family and your client. Instead, whenever possible, choose which one you want to focus on at that moment.
Only Make Commitments You Can Keep
Stay honest in what you are capable of, as family needs sometimes will trump work needs, and vice versa. Frank conversations are easier than broken promises, particularly if you respect that both your family and your work are of equal importance and that which takes precedence depends not just on your values, but on the circumstances of the moment.
Build in Work into Vacations
It is counterintuitive, but consider setting aside an hour or so during family days or vacations to get work done. The thoughtful act puts you on the offensive (choosing your time) rather than the defensive (worrying about getting away), raises your chances of actually being productive and allows you to get the work out of the way so you can be completely focused on your loved ones later.
Know Your Family Absolutes
Most loved ones or families have absolute priorities, like always eating dinner together or always attending a partner’s event. Discussing and establishing the non-negotiables allows you to know the boundaries and creates a level of flexibility around the less important activities.
Separate Temporary From Permanent
A month of late nights and early mornings is different than a five-year career-only focus. Honestly look at the pattern of your work at the moment, assess where things are headed and avoid panicking over what could be a short-term imbalance.
Explain Your Work to Loved Ones
It can be easier to keep work at work, but try sharing some details of your current career track with your family. Even the youngest members or the least experienced loved ones may give empathy and perhaps will show more flexibility in their own needs after they better understand why you are struggling with balancing everything in your life.
You can read the original article here.
Source:
Brown D. (25 September 2017). "6 tips to balance your work, family time" [Web blog post]. Retrieved from address https://workwell.unum.com/2017/09/6-tips-balance-work-family-time/
It’s the most stressful time of the year: 5 tips to get your employees through the holidays
It’s that time of year again. Employees are preoccupied with thoughts of holiday shopping, party planning and visiting relatives, and the stress of it all can seriously impact their work. So what can you do to help?
While stress is a year-round issue, there are more obvious triggers for it around the holidays. Mark Malis, the head of global human resources at LifeWorks, assembled a list of five common causes of stressduring this time of year, and what you can do to tackle them.
1. Heavier workloads
Employees taking more days off means less time to get things done. It’s hard not to feel overwhelmed with work and holiday deadlines coming up fast.
The fix: Help your employees relax a little by making them feel valued. Let them know their hard work isn’t going unnoticed. You can even encourage employees to identify which colleagues are going the extra mile, and reward them with gifts.
2. Unhealthy eating
Plenty of sugary food options are always floating around during the holidays. All of the cookies and eggnog can really make your employees feel sluggish.
Encourage your employees to make better choices by hosting a healthy potluck. You can even turn this initiative into a weight loss competition to keep the good food choices going.
3. Finances
With the average American shopper expecting to spend almost $1,000 this holiday season, it’s no wonder money is on everyone’s mind.
Financial wellness workshops or budget planning seminars could really help your employees come up with a realistic budget and control their holiday spending. The less they’re worrying about money, the more employees will be able to focus on their work.
4. Depression
The holidays aren’t a joyful time for everyone. Some employees could be struggling with sad memories that resurface around this time of year.
When it comes to mental health, openness is always a good way to go. Encourage employees to discuss these feelings with each other in a supportive group setting. This can allow employees to help each other find solutions and make anxious workers feel less alone.
5. Illnesses
With the holiday season comes cold and flu season, too. Getting sick when you have a million things to get done can be disastrous.
It’s important to remind your employees about good hygiene practices. Make it clear that anyone who’s sick needs to stay home; the last thing you need is half the office out with the flu. Distributing handbooks or posters with tips to stay healthy can be a big help, too.
You can read the original article here.
Source:
Mucha R. (16 November 2017). "It’s the most stressful time of the year: 5 tips to get your employees through the holidays" [Web blog post]. Retrieved from address https://www.hrmorning.com/its-the-most-stressful-time-of-the-year-5-tips-to-get-your-employees-through-the-holidays/
4 tips for workplace gift giving
The holidays should be a time of bliss and celebration. However, this often isn’t the case when the stress of deciding if coworkers will make it on your holiday shopping list sets in.
So, as you make that list, check it twice, and consider these key points before you find yourself in an uncomfortable workplace gift exchange.
The company gift-giving policy
Almost every large company has one, and it isn’t just excluded to company clients and outside business partners. It also applies to gifts given between employees. While many companies allow for gifts to be given below a certain dollar amount, make sure to look for this policy or contact Human Resources before purchasing any gifts or organizing a gift-exchange.
Reasons for giving
While all gifts should be exchanged in the spirit of the holidays, some people may have ulterior motives. If you have recently begun negotiations for a raise or promotion, you will want to steer clear of buying your manager anything that seems to be trying to influence their decision. Typically, the flow of gifts should always be downward, not upward within a company.
Office culture
This is especially important if you are new to the company. Did people start talking about the annual gift exchange before Thanksgiving? Or have you already received an invite to the holiday team lunch?
Among a survey of U.S. workers, 45 percent say they give their office peers a gift during the holiday season, and 56 percent spend more than $20 doing so.
It’s important to use your best judgment to determine the office norm and if you need to, ask a co-worker to confirm your suspicions.
Be inclusive
If your company does allow for gifts to be exchanged, make sure everyone on the team is included. A great way to do this is by offering an opt-in vs opt-out gift exchange. This way everyone is invited, but not everyone has to choose to participate. This is mindful of employees who may be experiencing a financial hardship that won’t allow for unnecessary purchases this holiday season.
With all things considered, remember that gift giving at work is a company specific characteristic and the best place to look to find answers to your questions may be internal. Who knows, the coworker sitting three cubicles down playing Christmas music in October and the coworker next to him whose personality closely resembles the Grinch, may actually be in agreement on a policy like this one.
You can read the original article here.
Source:
Taylor K. (20 November 2017). "4 tips for workplace gift giving" [Web blog post]. Retrieved from address https://workwell.unum.com/2017/11/4-tips-for-workplace-gift-giving/
Taking A Page From Pharma’s Playbook To Fight The Opioid Crisis
From Kaiser Health News, here is the latest: an interview with Dr. Mary Meengs, medical director at the Humboldt Independent Practice Association, on curbing opioid addiction through the reduction of prescription painkillers.
Dr. Mary Meengs remembers the days, a couple of decades ago, when pharmaceutical salespeople would drop into her family practice in Chicago, eager to catch a moment between patients so they could pitch her a new drug.
Now living in Humboldt County, Calif., Meengs is taking a page from the pharmaceutical industry’s playbook with an opposite goal in mind: to reduce the use of prescription painkillers.
Meengs, medical director at the Humboldt Independent Practice Association, is one of 10 California doctors and pharmacists funded by Obama-era federal grants to persuade medical colleagues in Northern California to help curb opioid addiction by altering their prescribing habits.
She committed this past summer to a two-year project consisting of occasional visits to medical providers in California’s most rural areas, where opioid deaths and prescribing rates are high.
“I view it as peer education,” Meengs said. “They don’t have to attend a lecture half an hour away. I’m doing it at [their] convenience.”
This one-on-one, personalized medical education is called “academic detailing” — lifted from the term “pharmaceutical detailing” used by industry salespeople.
Detailing is “like fighting fire with fire,” said Dr. Jerry Avorn, a Harvard Medical School professor who helped develop the concept 38 years ago. “There is some poetic justice in the fact that these programs are using the same kind of marketing approach to disseminate helpful evidence-based information as some [drug] companies were using … to disseminate less helpful and occasionally distorted information.”
Recent lawsuits have alleged that drug companies pushed painkillers too aggressively, laying the groundwork for widespread opioid addiction.
Avorn noted that detailing has also been used to persuade doctors to cut back on unnecessary antibiotics and to discourage the use of expensive Alzheimer’s disease medications that have side effects.
Kaiser Permanente, a large medical system that operates in California, as well as seven other states and Washington, D.C., has used the approach to change the opioid-prescribing methods of its doctors since at least 2013. (Kaiser Health News is not affiliated with Kaiser Permanente.)
In California, detailing is just one of the ways in which state health officials are attempting to curtail opioid addiction. The state is also expanding access to medication-assisted addiction treatment under a different, $90 million grant through the federal 21st Century Cures Act.
The total budget for the detailing project in California is less than $2 million. The state’s Department of Public Health oversees it, but the money comes from the federal Centers for Disease Control and Prevention through a program called “Prevention for States,” which provides funding for 29 states to help combat prescription drug overdoses.
The California doctors and pharmacists who conduct the detailing conversations are focusing on their peers in the three counties hardest hit by opioid addiction: Lake, Shasta and Humboldt.
They arrive armed with binders full of facts and figures from the CDC to help inform their fellow providers about easing patients off prescription painkillers, treating addiction with medication and writing more prescriptions for naloxone, a drug that reverses the toxic effects of an overdose.
“Academic detailing is a sales pitch, an evidence-based … sales pitch,” said Dr. Phillip Coffin, director of substance-use research at San Francisco’s Department of Public Health — the agency hired by the state to train the detailers.
In an earlier effort, Coffin said, his department conducted detailing sessions with 40 San Francisco doctors, who have since increased their prescriptions of naloxone elevenfold.
“One-on-one time with the providers, even if it was just three or four minutes, was hugely beneficial,” Coffin said. He noted that the discussions usually focused on specific patients, which is “way more helpful” than talking generally about prescription practices.
Meengs and her fellow detailers hope to make a dent in the magnitude of addiction in sparsely populated Humboldt County, where the opioid death rate was the second-highest in California last year — almost five times the statewide average. Thirty-three people died of opioid overdoses in Humboldt last year.
One recent afternoon, Meengs paid a visit during the lunch hour to Fortuna Family Medical Group in Fortuna, a town of about 12,000 people in Humboldt County.
“Anybody here ever known somebody, a patient, who passed away from an overdose?” Meengs asked the group — a physician, two nurses and a physician assistant — who gathered around her in the waiting room, which they had temporarily closed to patients.
“I think we all do,” replied the physician, Dr. Ruben Brinckhaus.
Brinckhaus said about half the patients at the practice have a prescription for an opioid, anti-anxiety drug or other controlled substance. Some of them had been introduced to the drugs years ago by other prescribers.
Dr. Ruben Brinckhaus says his small family practice in Fortuna, Calif., has been trying to wean patients off opiates. (Pauline Bartolone/California Healthline)
Meengs’ main goal was to discuss ways in which the Fortuna group could wean its patients off opioids. But she was not there to scold or lecture them. She asked the providers what their challenges were, so she could help them overcome them.
Meengs will keep making office calls until August 2019 in the hope that changes in the prescribing behavior of doctors will eventually help tame the addiction crisis.
“It’s a big ship to turn around,” said Meengs. “It takes time.”
Source:
Bartolone P. (14 November 2017). "Taking A Page From Pharma’s Playbook To Fight The Opioid Crisis" [Web blog post]. Retrieved from address https://khn.org/news/taking-a-page-from-pharmas-playbook-to-fight-the-opioid-crisis/
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Data transparency, debt consolidation and ID protection lead open enrollment wish list
In the thick of open enrollment season, savvy employers and benefit advisers have eased the onslaught of information with complex benefit jargon by spreading out employee sign-up before the mad fall rush. Employee Benefit Adviser spoke with Jeffrey Faber, HUB International Midwest’s chief operating officer, to discuss how employers are urging employees to save with data transparency tools, use interactive services to learn about new benefits and to sign up for identity protection.
EBA: How is open enrollment going for you and your clients?
Faber: We’re in the middle of open enrollment season and we are trying to lock down the last-minute decisions our clients have. Predominantly our business is a renewal business.
Our large groups have made their decisions already but our smaller groups are just finding out what their renewals are from the major medical carriers. We have our hands full trying to make sense of it all. But open enrollment is the focus. This is absolutely our busiest time of year. From mid-August to Halloween, and even mid-November, it seems to be getting longer and longer every year with all the nuances our clients require.
EBA: How does this enrollment season differ from previous years? Is there confusion over the ACA’s status? Is there a greater emphasis on voluntary benefits?
Faber: On the repeal of Obamacare, a lot of those decisions have been made too late for our employers to really have to pivot and they are unaffected largely by the executive orders and the talk from Congress. Of course, there's the specter that Congress will act and make a decision in the next couple of weeks, but that impact would probably be a 2019 event instead of a 2018 event.
On the voluntary benefits side, our clients are asking for financial and holistic tools to meet the employees where they live in regard to student loans, tuition assistance and debt consolidation services. ID theft has been a big conversation point in the last three or four months and has been heightened by the Equifax breach, but it started three years ago with the Target breach. A lot of employers want to understand their role in their employee’s lives,
And for voluntary benefits, most of our customers are moving to the consumer-driven model with higher deductibles, so accident insurance, critical injury insurance, and hospitalization – those are all nice bolt-on benefits for the medical benefits they have. It almost allows the employee to self-insure their own health. And HSAs and HRAs are still popular. We see a large uptick year over year over year.
EBA: Any other trends for this year’s open enrollment?
Faber: A few years ago, we joked that overall enrollment was the HR Super Bowl. It happened once a year, it was a three hour event with a bunch of commercials and no one really talked about it a week or two later.
Our clients have asked, what can we do the other 11 months a year? We have seen an increase in requests for interactive PDFs, on-demand video, and interactive guides directing folks to microsites or apps on their phone. We introduce these in April, May or June and if the employee needs this, they don't have to go back into their memory bank and access it, they can get it online. It is that year round learning that engages the customer.
EBA: Is this because employees are bombarded with information during open enrollment?
Faber: Yes and no. There is a lot of information that is required and that is distributed this time of year and there are a lot of decision points that they have to make for themselves and the benefit of their families. We put in place decision helping tools like Jellyvision’s ALEX and some other proprietary tools, that can help employees better make decisions.
But I think it is more toward trying to be a circuit breaker in an employee's head when they are accessing healthcare. That makes them stop and check, “Is this in network, do I have to get pre-authorization? How do I check for a lower cost across the street from a benefit provider?”
These things come out of the workshops this time of year, but if you are not hitting employees where they live at the time of use, you are missing those opportunities for significant cost savings. And not on just on the employer side but the employee side especially with high-deductible plans.
EBA: Is data transparency a big push for this open enrollment season?
Faber: Yes, especially when you consider that standalone imaging facilities are three to eight times less expensive than an in-house hospital facility. Employees need to understand that they will pay 100% of that cost until they meet that deductible in that consumer-driven plan, so there is every effort being made to make sure the employee is checking those transparency tools.
At open enrolment time, we make every effort to employees in the room to ID the nearest urgent care and ER facility, to write those down on a note card and put it in the visor of their car. So, they know at the moment of crisis to know where those places are and make decisions ahead of time.
EBA: Accountants say that from January to April 15, they don't see their families. Is it the same for you during open enrollment?
Faber: (Laughs) I grew up in an accounting family and I can attest to that. It is all hands on deck but our goal is to help clients get their decisions out of the way in Q1 and Q2. We try to help them with decisions that don't require immediacy and don’t have to be made right away, like life and disability insurance, and voluntary and wellness benefits. You can make a lot of those decisions in April, May and June.
Source:
Albinus P. (30 October 2017). "Data transparency, debt consolidation and ID protection lead open enrollment wish list" [Web blog post]. Retrieved from address https://www.employeebenefitadviser.com/news/data-transparency-debt-consolidation-and-id-protection-lead-open-enrollment-wish-list-says-hub-international-midwest-coo-jeffrey-faber?feed=00000152-1387-d1cc-a5fa-7fffaf8f0000
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5 ways to empower employees to make smart healthcare choices
As an employer, it's important to help your employees out when you can - especially when it comes to making smart healthcare choices. In this article from Employee Benefit Advisor, Anne Stowell lists five different ways to empower your employees.
As uncertainty in healthcare policy lingers, creating a benefits package with real value for both employers and employees can seem increasingly complex and difficult to achieve. Striving to provide the right care services — ones that are easy for employees to use, and designed to increase engagement in their care while being mindful of costs — is undoubtedly a tricky balancing act.
So how can employers engage to help employers offer benefits that have real and lasting value, while empowering employees to make smart care choices? Here are five tips:
1) Learn your clients’ hot buttons. Value is one of the most important factors employers consider when shopping for benefits. Rise Broadband, for example, the largest fixed wireless service provider in the U.S., has a large number of employees working in the field to service remote customers. Accessing healthcare when employees are on the road was a real challenge. Jennifer Iannapollo, the company’s director of HR, says their telehealth benefit provides employees with real value, and was the clear answer for this Colorado-based employer.
Bloomberg/file photo
2) Recognize empowerment comes with confidence. Employees won’t use what they aren’t sure of. Iannapollo also was careful to choose a telehealth platform that focused on quality. “Some people needed reassurance about who would be treating them and how they would know their medical history. We reassured them that their medical records and history are collected when they register and that the physicians are all board certified and average 20 years of experience. That provided them with peace of mind,” she says. Security practices and certifications can also add a level of comfort, and are something advisers should keep in mind in their recommendations for any product to employers.
3) Remind employees to take charge of their own healthcare destiny. A recent Teladoc survey of more than 300 employers found that a whopping 66% stated that lack of benefit awareness negatively affects employee engagement with health benefits. That’s where advisers have an opportunity to shine by emphasizing the need to communicate and educate employees not just during benefit season, but whenever/wherever their moment of need might be. “Surround sound” reminders are proven to help. One creative idea that Rise Broadband adopted was dashboard stickers that help field technicians’ keep available benefits top of mind.
4) Combat “vendor fatigue.” Employers are inundated by the staggering number of benefits options, not to mention trying to manage countless vendors that all have a piece of the benefits package puzzle. Advisers can help clear the confusion by working closely with their clients to help them source solutions that meet a broad array of needs for everything from sinus infections to behavioral health to getting second opinions.
5) Educate employers that employee engagement is a winning strategy. Advisers agree with us that technology that provides real-time information for decision-making and access to quality healthcare for employees provides real value. Reed Smith, SVP/employee benefits practice leader, CoBiz Insurance, in Denver, believes that like other disruptive innovation (think Apple and Amazon) that has transformed consumer interactions, engaged telehealth, when deployed effectively, can result in a happier, healthier and more involved employee, which means a healthier bottom line for the employer.
Source:
Stowell A. (8 November 2017). "5 ways to empower employees to make smart healthcare choices" [Web blog post]. Retrieved from address https://www.employeebenefitadviser.com/opinion/5-ways-to-empower-employees-to-make-smart-healthcare-choices
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10 signs your workplace culture is toxic (and how to fix it)
Having a positive work environment is vital to the success and engagement of your employees. However, mainting that positivity, especially during busy quarters, can be dificult or even forgotten about. Today, we wanted to provide you with an informative article on staying away from toxic environments. From HRMorning.com, here are 10 signs your workplace culture is toxic (and how to fix it).
It’s a hard thing to admit … that your work culture may be toxic. But identifying the symptoms and finding the antidotes for them can quickly improve morale, engagement, retention and productivity. Let’s get started.
Here to help is Ross Kimbarovsky, founder and CEO of crowdspring, who has some unique insights into the signs of a toxic workplace and how to remedy them.
Are your employees tired? Discouraged? Burnt out?
If the answer is yes, you may have a toxic culture at work.
That’s a problem. Unhappy workers are less productive, make more mistakes, and are more likely to seek employment elsewhere.
Work culture exists on multiple levels. It isn’t just behaviors. It’s also an infrastructure of beliefs and values. To create real and lasting change, your business must tackle cultural issues on all levels.
You must act quickly to improve a negative work environment before productivity lags and employees abandon ship.
Here’s a step-by-step guide to help you turn around a toxic work culture:
1. Identify problem behaviors
Every company is unique. There is no one-size-fits-all solution for repairing a damaged work culture.
The first step is always to examine your business’s culture to identify your specific challenges.
Start by taking a critical look around you. Before you can change for the better, you have to face uncomfortable truths head-on.
Ten common warning signs a workplace is turning toxic are:
- gossiping and/or social cliques
- aggressive bullying behavior
- poor communication and unclear expectations
- dictatorial management techniques that don’t embrace employee feedback
- excessive absenteeism, illness or fatigue
- favoritism and imbalanced working conditions (discriminatory policies/wage gaps)
- workaholic behavior that sacrifices healthy work/life balance
- unrealistic workloads or deadlines
- little (or strained interaction) between employees or employees and management, and
- unsafe or morally questionable working conditions.
You probably won’t find all of these, and you may find problems not listed here. But whatever problems you find – take note. Those issues will inform your plan to rescue your work culture.
2. Evaluate the underlying support network
A toxic culture can’t take root without a fertile environment, and its symptoms can’t survive without a supportive infrastructure.
So, it’s time to dig deeper. What shared values and actions are helping to support those behaviors?
Examine your company’s leadership and their values. Then work your way from the top of the ladder to the bottom looking for issues like:
- discriminatory beliefs
- treating employees as assets, not people
- information guarding (poor communication/unclear expectations)
- aggressive or hostile leadership styles
- belief that employees are lazy, stupid and/or expendable
- resentment of Authority
- contrariness
- lack of accountability
- lack of appreciation for (or recognition of) good work
All of these are problematic and set the foundation for a negative work culture.
3. Plan your repair strategy
With a clear understanding of the illness, you can now strategize your treatment plan.
And remember – change is hard. Don’t try to fix everything at once. Prioritize.
Tackle the problem behaviors that have the biggest impact first, and smaller issues will likely begin to right themselves. Here are some strategic antidotes to many of the most common workplace problems:
- Listen to your employees. Hear their grievances, validate their experiences and make the changes necessary to address their issues. This can come in the form of one-on-one conversations, a town hall meeting with HR, or simple blind surveys. Listen, validate, and work together to find solutions.
- Assign realistic workloads and deadlines. This means taking the time to learn what your employees actually do. What are they responsible for, and how long do those tasks take? Remember that there are only 60 minutes in every hour and assign tasks accordingly.
- Communicate transparently. Employees can’t do their jobs well without understanding the context. Having the information to do one’s job reduces confusion and frustration, making employees happier and more efficient. Hold weekly meetings, and send frequent memos or a company newsletter. Share the information they need to know.
- Acknowledge work well done. A study by the Boston Consulting Group reports “appreciation for your work” as the most important factor to job happiness. Find ways to show appreciation. Tell employees what they’re doing well – they’ll feel appreciated (and be more likely to continue doing it). Build a supportive environment by sharing employee successes and make positive encouragement a group activity.
- Treat all employees by the same rules. Playing favorites breeds resentment. Examine your company policies – do they unfairly benefit one group over others? Be open to feedback; employees may see problems that you don’t. Then even the playing field, and require all employees to follow the rules.
- Foster emotional intelligence. The BCG Study included good relationships with colleagues and superiors among the top five elements leading to job satisfaction. Banish bullying, disrespect and dismissive behavior. Prioritize emotional intelligence. Provide resources to help employees expand their emotional intelligence. Improved emotional intelligence can cure a number of ills.
While these are all great suggestions for every company, be mindful of your business’ challenges, and choose your action items accordingly.
4. Implement your plan
John Kotter of Kotter International asserts that leaders are catalysts for workplace change. If you’re in charge, you have a powerful platform for motivating change. But, be prepared to live the changes you want to see if you want anyone to take those changes seriously.
Making change easy, rewarding and socially acceptable are the keys to success. Humans have a strong drive to be a part of the group. Normalize the behaviors you seek by asking the social influencers in your business to promote those behaviors, too.
Make it easy for your employees to implement positive changes by removing barriers to success. This, again, will require that you listen to your employees to know what those barriers are.
Finally, help your employees see how the changes you’re proposing will reward them with a more positive workplace.
5. Reflect and adapt
Give your new policies and practices time to take root. Change won’t happen overnight.
After a few months, take stock. What has changed? What hasn’t?
Meet with the influencers you enlisted to help with your implementation. Reflect on how things have gone. Different perspectives can offer useful insight.
Assess your progress, and adapt your efforts as needed. Keep the lines of communication open.
Cultural change is a big undertaking; but well worth the effort. Perseverance will lead you to success.
You can read the original article here.
Source:
Guest Author (6 October 2017). "10 signs your workplace culture is toxic (and how to fix it)" [Web Blog Post]. Retrieved from address https://www.hrmorning.com/10-signs-your-workplace-culture-is-toxic-and-how-to-fix-it/
How data analytics is changing employee benefit strategies
As technology continues to grow and expand, more employers are turning to digital platforms when it comes to managing their employee benefits program. With more access to technology, employers can use data accumulated from their employees to better personalize their employee benefits package to fit each individual's needs. Take a look at this column by Eric Helman from Employee Benefit Advisor and find out some more tips on how you can better leverage the data from an employee benefits program to fit your employees'es needs.
In the realm of employee benefits, surveys, focus groups and anecdotes about specific employee encounters with the benefits program typically drive the discussions about how that program should evolve in the future. Unlike the situation at Outback, it is difficult to “observe” how people actually consume benefits and tailor a program that is attractive to them.
Fortunately, recent developments in data analytics have unlocked the potential of using consumer behavior insights to drive employee benefits strategy.
Leading practitioners are beginning to leverage these developments to change the annual renewal process. The technologies that support data aggregation, normalization and reporting have been aggressively developed to support the provider and payer communities. Only now have these advancements been made available to employers and their advisers.
The most successful practitioners point to the value of standardized claims reporting based upon credible data. By combining current claims data with industry benchmarks and predictive analytics, employers gain insight into the ongoing performance of their benefit plans. They “see” for themselves what industry professionals have been telling them for years. Plan performance is based upon claims, both in terms of the number of units of healthcare consumed and the price of those units. In recent surveys, benefit professionals report the difficulty they have in convincing CFOs and CEOs to make the necessary changes to benefit programs. Standardized reporting from a credible analytics platform can greatly enhance the ability for benefit professionals to communicate their agenda.
But standardized reporting is not the panacea. Benefits are complex. And the relationship between risk and consumption of healthcare add to the complexity. Even in the best reporting environments where executives are well informed about the performance of their plans and how the key metrics compare to industry norms, they are often perplexed about what to do with the information. Advancements in the realm of “actionable analytics” are beginning to address this problem as well.
While artificial intelligence or AI is all the rage, the underlying concept of having a computer suggest a course of action based upon data is not a new idea. The new application to employee benefits is the ability to provide “suggestions” in the context of standardized financial reporting. The number of ideas to bend the cost curve are numerous. The challenge is matching these ideas with the appropriate populations, convincing decision makers to invest and engaging the appropriate cohorts of employees to take specific actions necessary to realize the return on investment for these initiatives.
New systems are now available to close the gaps on this execution continuum. The foundation for these new systems is a robust analytics platform. But actionable analytics build upon this foundation by evaluating the employer’s data to discern whether a specific cost-saving initiative might generate savings worthy of the investment. These new systems present the output of that analysis in an easy to understand graphical format for benefit consultants and HR professionals to effectively communicate the potential of cost savings initiatives to decision makers.
Targeted engagement maximizes compliance and ROI
Getting executives to commit to intentional actions to affect the rising costs of benefits solves one half of the problem. The second half of the problem is one of focus. Rather than attempting to engage all employees with generalized messaging, these new systems use analytics to focus their engagement on a specific cohort of individuals in order to drive the greatest impact. This focus allows for a concentration of resources on the targeted populations, resulting in increased compliance and larger return on investment. The best implementations are integrated with benefits administration platforms and can incorporate multiple initiatives simultaneously. Point solutions, from an engagement perspective, have been proven to result in single-digit compliance. The power of an integrated engagement solution allows for initiatives that, because they are both focused and automated, can be executed simultaneously.
Advancements in technology have created a new era in which the democratization of big data allows for non-technical professionals to access detailed information and convert that information into intelligence. According to a recent survey, more than 65% of employers confess they are not strategic when it comes to benefits cost management. In spite of the many cost savings ideas available, more than 40% say they are not engaging in any new initiatives in the upcoming year. While the future of healthcare reform is in doubt, the potential for actionable analytics to significantly change the trajectory of the employer’s benefits costs is certain.
See the original article Here.
Source:
Helman E. (2017 September 5). How data analytics is changing employee benefit strategies [Web blog post]. Retrieved from address https://www.employeebenefitadviser.com/opinion/closing-the-execution-continuum-on-employee-benefit-cost-savings
