5 Tips to Improve the Employee Experience from an Employee Happiness Director
From SHRM, here are some helpful tips to improve happiness within your workplace.
Gone are the days of delighting customers at the expense of employees. Organizations today understand the value of employee happiness and are increasingly looking for ways to attract and retain top talent. This includes delighting employees at every touch point along the way from orientation and beyond.
And while this may mean something different for every organization, the following few tips may help to improve the employee experience, and if your employees are happy, your investors, customers and clients will follow.
Find employees who follow your north star. Hire employees who align with your core values. Our organization is mission-driven and focused on transforming lives. As a result, we look for good eggs who are driven by doing something for the greater good and leaving the world a better place. Big egos need not apply.
Prioritize happiness. Happiness means something different to every employee. Encourage your employees to find what makes them happy and prioritize that. Employee happiness is our CEO’s number one priority, so we held a workshop to design our culture of happiness together with input every single employee. We now measure employee happiness monthly and look for ways to delight our employees at every turn.
Ask and you shall receive. We constantly ask our employees about what’s working, what’s not working and how we can come together to build a culture of happiness through weekly, anonymous surveys. This provides leadership with valuable insights and empowers employees at all levels to help create an environment where we will thrive. Commit to delivering on employee suggestions that impact happiness when you can. You may not always be able to implement a suggestion but always ensure that the employee’s input is valued and was heard by leadership.
Be culturally relevant. While some may appreciate yoga breaks during all company meetings, others may want time off to volunteer with family and friends. Get to know your employees and understand what is truly meaningful to them. And always check back - life moves fast and personal priorities shift. Make sure your benefits and perks evolve to keep up with your dynamic population.
Give that gold star. It’s not all about perks. Offer work that’s challenging, acknowledge a job well done and reward employees in creative ways that are motivating to them. A company that successfully fosters a positive employee experience reaps the benefits in the form of enhanced engagement, happiness, productivity and retention.
Read the original article.
Source:
Andrade C. (4 December 2017). "5 Tips to Improve the Employee Experience from an Employee Happiness Director" [Web blog post]. Retrieved from address https://blog.shrm.org/blog/5-tips-to-improve-the-employee-experience-from-an-employee-happiness-direct
SaveSave
Why a Strong Employee/Employer Relationship Is Important
Tied to the success of a company is the loyalty of its customers. While this customer-first mentality is necessary for the continuation of a company, employers sometimes forget to honor another intrinsic element of success and growth — the employee and employer relationship.
Employers are not drill sergeants who belt out orders for employees to follow. Why waste all that employee talent by burning them out? Work to build a strong and positive relationship with your employees, and they will grow as professionals and give back tenfold.
- Rethink Hierarchy: Help Employees Navigate the Organization
Employees have a place in the hierarchy of the company, but that doesn’t mean anyone should feel less than another or be demoralized. Every leader must understand the functions of their organization and its politics. Your organization’s culture sets the precedent for the professional personalities it hires. It should be clear to each employee why they were hired and why they are the best fit for a particular role.
Unfortunately, many employees simply exist in the vacuum of a cubicle and may not grow out of it. They feel boxed in and clueless about how to navigate the hierarchy and how to climb the ladder of success. An employee may need hand-holding or to be left alone, but that’s not the employee’s fault.
An employer has to find a way to meet them in the middle. Each employee has a hierarchy of needs that should be addressed, such as good benefits to meet basic needs, a positive work environment, a sense of place to develop a feeling of belonging and a way to become professionally self-actualized.
- Invest in Employee Networks and Loyalty
Just because you’ve moved up the ladder as a leader doesn’t mean you stop building relationships with those around you, including those under your supervision. You are a model of success for your employees, and you never know where your paths will lead or cross in the future.
Do your employees feel they can trust you? Do you empower and equip them with tools necessary to boost their influence and opportunities for success? Employee interoffice relationships and networks sculpt their reputation over the course of their careers.
Invest in employee networks to build loyalty and employee morale. Leaders should encourage networking inside and outside of the office. By strengthening influential networks, your employees will feel confident about their professional objectives and goals. They must learn that even professional relationships are not mutual all the time, and this negative exchange should be avoided. Loyalty is earned and learned when employees align with others who reciprocate support in networking, and that’s first gained from the employer.
Leaders should look at their own professional paths as an example for personal consideration. Name three others that have been in your network for years, and ask yourself if these are reciprocal relationships. Retrace the steps of your career, and remember leaders who held you back and why. Don’t be that leader. When employees climb the ladder, they will be in your network. Maintain reciprocal relationships with your employees, and teach them to do the same with others in their network.
- Broaden the Scope of Employee Experience
Don’t let employees become bored with their jobs. Of course, there are mundane tasks to every role that feel like chores, but employees should be allowed to challenge their knowledge. Let employees develop their skills by teaching them how to do the job of a leader. Broadening the scope of an employee’s experience prepares them for what comes next in their career, and they won’t fall short of expectations or feel their ambitions are neglected by an employer they trusted.
Many employers feel an employee should only understand what’s in their job description and nothing beyond fulfilling those duties. Wasn’t that why the employee was hired in the first place? An excellent leader sees the employee for their ambition and ability to grow, and then teaches them about the ecosystem of the workplace to advance.
Encourage employees to step up to the plate, beyond being a bench warmer, and take a swing at a big project or pitch an idea at a meeting. When an employee has the confidence to speak out and act independently, they gain the confidence to take risks, make involved decisions and lead.
Strong employee/employer relationships are vital to the success of the organization. The people and their relationships behind the scenes are the gears that move the mechanism of your company.
When your employees do their jobs well, achieve a new goal or do something successfully, reward them with networking opportunities and better benefits. Make the employee and employer relationship a strong and reciprocal one to be remembered for an entire career.
Read the original article.
Source:
Craig W. (20 September 2017). "Why a Strong Employee/Employer Relationship Is Important" [Web blog post]. Retrieved from address https://www.forbes.com/sites/williamcraig/2017/09/20/why-a-strong-employeeemployer-relationship-is-important/#480edb564d91
5 Tips For Employers To Earn Respect From Employees
Today, we are going to take a look at how to make respect something that revolves around the workplace. Use these tips to help you identify if you're doing what you need to do to earn and have respect with your coworkers.
In a previous blog (R-E-S-P-E-C-T: How To Earn Respect At Work), I discussed ways employees can earn respect at work. But earning respect shouldn’t be a one-way street – it should also be embraced by employers. Respect isn’t just something subordinates are forced to give managers. It’s a valuable asset for employers to show and earn in the workplace. Earning employee respect isn’t always easy, but when employers find ways to build respect at work, positive benefits ensue. How do you build employee respect at work?
According to Bruce J. Avolio, Ph.D., executive director at the Center for Leadership and Strategic Thinking in the University of Washington’s Foster School of Business, five tips for employers/managers to earn the respect of employees include:
-
- Be authentic: Be an authentic reflection of your organization’s espoused values and principles while promoting transparency and justice.
-
- Promote ‘ownership’: Make all employees feel like ‘owners’ versus ‘renters’, that their voice matters, and that people in positions of power listen to learn and engage with their employees.
- Develop potential: Help each individual feel like they are reaching their full potential and achieving their performance goals by investing in development.
- Create an energized culture: Create a positive climate where your followers’ energy is directed towards winning against competitors versus defending against internal detractors from what you’re trying to accomplish.
- Sacrifice when necessary: Be willing to sacrifice for the greater good of the organization when such sacrifices contribute to everyone’s success.
Bill Mixon, president of Universal Hospital Services, Inc., believes the key to earning employee respect is to empower employees and model the leadership behavior you desire by treating employees with dignity and respect. “If employees respect a person’s leadership, they are more prone to put those same leadership qualities into practice. Empowering employees to make decisions also builds trust. When you show employees you trust their knowledge and skills, you allow them to make smart decisions that benefit the company.”
Developing employee potential is also important. Notes Mixon, “When employees feel valued and appreciated, they take stronger ownership of their work and seek new opportunities to grow in their roles. This not only benefits the employee, but also the company and its customers.”
Howard Behar, retired president of StarbucksCoffee Company, used this same tactic of showing employees they are appreciated to help establish the Starbucks culture, which stresses the importance of people over profits. For example, Starbucks made sure there were no special perks for executives. “All employees are called ‘partners’ and there is no separation in any way of partners and the management team. Outside of pay and stock, every partner gets the same, even the same health insurance. We did this because it was the right thing to do, not because we thought it would help us build respect,” Behar explained.
In addition, the Starbucks management team held ‘open forum’ meetings where any partner could ask anything and they would address it. “It was open dialogue, and I mean really open dialogue during these meetings. If they wanted to debate what I was paid as the president of the company then they could,” said Behar. “No topic was off-limits.”
The management team also included a feedback card in every partner’s paycheck asking for comments on anything that seemed in contradiction to the company’s values and morals – with Behar reading every feedback card submitted. If an executive didn’t live up to the values and morals of the company, the organization would eject that individual. Behar added, “You could get fired a lot faster for not living the values than not achieving the financial numbers.”
Bottom Line: Are you a manager/employer looking to earn the respect of your employees? Then focus on relationships and trust. The foundation for earning respect is establishing good relationships with employees by building trust within the organization. Explains Behar, “If people are feeling trust, they will be more productive, are more willing to take risks, be creative, and solve difficult problems. It doesn’t mean issues won’t arise, but it means you can withstand just about anything because you can talk things through.”
Read the original article.
Source:
Quast L. (17 September 2012). "5 Tips For Employers To Earn Respect From Employees" [Web blog post]. Retrieved from address https://www.forbes.com/sites/lisaquast/2012/09/17/5-tips-for-employers-to-earn-respect-from-employees/#5c3c8a1826ac
7 Ways Your Company Can Lead by Example by Supporting the Lives of Others
Be a business the gives back. In this article, adventure into some great ways to support your community and be a charitable employer.
Business moves the world. So how do you want your company to contribute?
To one degree or another, many of us feel the world today lacks quality leadership. But what better way to fight against that trend than by inspiring greatness in our future leaders? It all begins with leading by example. That’s a tall order, though, and not very specific — so let’s explore seven ways your company can assume thought leadership in the ongoing search for a better quality of life for all.
- Giving Back to the Community
If no person is an island unto themselves, that goes double for companies. We tend to think of our careers as somehow separate from the rest of waking life, but the truth is that communities and businesses are very much intertwined. Communities are responsible for the growth and success of businesses — and the other way around, too.
So? Give back as often as you can to the community that has made your business what it is today. We’ll talk in greater detail in a moment about what corporate citizenship should look like, but just getting that sentiment into your corporate culture and set of values is a great place to start.
- Be a Better Global Citizen
Making your business the source of positive influence in your community is one thing. But how are you being a global citizen?
Some folks in America seem to believe globalization should be feared and fought against, but rational business leaders know better. As the world draws closer together, we’ll be better prepared than ever to tackle some of the problems that affect us all in equal measure. But first we have to recognize our place in the larger global community.
One example would be The Exterior Company, based in Lancaster, PA, which recognizes their role on the global stage by contributing some of their profits to organizations committed to raising the standard of living in the poorer parts of the world.
- Know Your Values
Let’s get philosophical. Do you know what you value, personally? Would an onlooker identify your company as a “principled” one, even if they might not agree with the principles themselves?
The world needs businesses and leaders who know what they believe in. Not so we can blindly agree with them, but because all viewpoints help make the conversation a richer one. Even Hobby Lobby helped improve the conversation surrounding LGBTQ rights in America — even if they are, manifestly, and according to most Americans, standing on the wrong side of the issue.
American consumers wish for and respect companies that take the time to craft cohesive and forward-thinking sets of values. Why not show thought leadership here, and in the process, improve your company’s standing in the public eye?
- Donate Your Time
Money is a very valuable resource. But to many folks who don’t come from privilege, time is an even more precious commodity.
You can help support the lives of others — and lead by example in the process — by committing some of your free time to pro-social pursuits. Think of what would happen in the world if every employer allowed and encouraged their team members to commit some of their billable hours to charity work or another kind of community service.
Think of it like this: Corporate America boasts some of the most gifted and thoughtful people in the world. Folks for whom problem-solving comes naturally. What a shame and a waste it would be if all that talent were used merely to generate profits for private enjoyment.
- Raise the Standard of Living
If you’re new to business, you’ll recognize quickly that the conversation around workers’ well-being has changed in recent years. For example, global competition has thrown into sharp relief the ways that American corporate culture lags behind the rest of civilization. We have not yet joined the consensus on the fundamental right to paid sick leave and parental leave, for example.
There may be no better way to lead by example than to demonstrate how worthy your employees are of living high-quality lives. Your workers are your brand ambassadors — you want them to be able to go out into the world and proudly say their needs are taken care of. This improves the quality of our conversation everywhere.
-
- Raise Your Employees’ Awareness of the World Around Them
With FX Builds, we’ve helped establish a culture within our organization that ties daily excellence to funds-matching for charitable giving. We’ve already helped break ground on schools in distant countries where public education isn’t something that can be taken for granted.
The point, simply, as it is with other entries in this list, is to make your local team more aware of the larger world and to look for ways to live more fully and conscientiously within it. It’s probably easier than you might think. And if you do it thoughtfully, you can leverage the passion your team already brings to the table.
- Focusing on Sustainable Living
According to the scientific community, Earth is experiencing its sixth major extinction event even as we speak. Is that enough of a wake-up call?
It is clear that the individual has failed planet Earth. None of us could reuse enough plastic shopping bags in fifteen lifetimes to reverse the climate change that is already making life difficult in the poorer parts of our planet. And nothing about this is going to improve until we admit there’s a problem and agree on who’s in the best position to make a difference.
That means business leaders must actually lead by example, doing the heavy lifting the individual cannot on their own. It means taking advantage of cheaper-than-ever solar power everywhere you can afford to have it installed. It means not using more paper or other finite resources to do your work than is strictly necessary. It means turning off the computers in your office overnight.
To be perfectly honest, company leaders don’t have to look very far at all to lead the way in sustainable living. And if we can do it in the fight for sustainability, we can do it in every venue that requires decisive, progressive-minded leadership.
If every employer in the world used their resources and influence to help solve this and other crises we face in the world today, the future would be very bright indeed. Word is getting out that pro-social companies — being, after a fashion, like families themselves — are in a truly unique position to change life as we know it for the better.
Read the original article.
Source:
Craig W. (5 December 2017). "7 Ways Your Company Can Lead by Example by Supporting the Lives of Others" [Web blog post]. Retrieved from address https://www.forbes.com/sites/williamcraig/2017/12/05/7-ways-your-company-can-lead-by-example-by-supporting-the-lives-of-others/#786463064bbe
Building A Diverse Workforce In A Small Business
Shutterstock
There can be little argument against the value a diverse workplace. It’s a critical element of driving innovation, increasing creativity and securing market share, but diversity also makes growth and recruitment more manageable and helps to limit the word all employers want to avoid -- turnover. Diversity is significant enough that two-thirds of people polled in a Glassdoor survey said the level of diversity was important when evaluating job offers. This can prove to be a difficult task for a small business in the tech industry.
So what is workforce diversity? It’s more than simply not discriminating based on race, gender, national origin or disability. Diversity offers an alternative view or difference in opinions. Hiring employees with differing backgrounds in religion, from varying age ranges, sexual orientation, political affiliation, personality and education can become invaluable to an organization.
That being said, it can be nearly impossible to implement or force onto a set of employees. According to Harvard Business Review, researchers examined the success of mandated diversity training programs. While it’s simple enough to teach employees the right answers to questionnaires on bias or and appropriate responses for a given situation, the actual training rarely ever sticks, not more than a few days anyway. There have even been findings that suggest these mandated diversity training courses actually have adverse effects.
In the same article from HBR, managers said that when diversity training was mandatory, it is often met with confrontation and even anger. Some, in fact, reported an increase in animosity toward a minority group. On the other hand, when workers see the training as voluntary, the result is improved attitudes and an increase of 9-13% in the hiring of minorities five years from the training.
So if diversity is crucial to the success of a company or organization, but it's also something that can tough to implement, how does an employer ensure that they are fostering a work environment that is diverse? There are a few things employers can consider when they want to step up their game in building a more well-rounded and diverse workforce.
Evaluate The Hiring Process
Assess the level of diversity in the company. Does it reflect the general workforce of the industry or of the community? Figure out which departments are behind or lacking and what the source might be. Is a team diverse in most areas but still behind in management positions? Are managers hiring based on personal biases?
Top leadership needs to be an advocate for diversity in all hiring decisions, from the entry level to leadership positions. If there is a hiring test, see that managers are adhering to it. The HBR articles noted that even when hiring tests were in place, they were used selectively and that the results were ignored.
Having a hiring panel, or a system of checks and balances, would ensure that no one person would abuse the hiring process to lean too much on their own biases. Employers should also seek out new methods or places to network.
Mentoring Programs
Implementing a mentorship or sponsorship program will create a casual relationship between employees that will help alleviate some biases a manager might have and vice versa. Providing an opportunity for stewardship and responsibility allows the mentor to bestow knowledge on their mentee as they watch them grow.
Mentees will see the value in this experience and come to respect their mentor, laying away any preconceived biases or prejudices. They will become more invested in their work and the organization. Much like training programs, mentoring programs should be optional, not mandatory.
Inclusion
Similar to soldiers who serve together on the frontlines, employees who are part of a self-managed team and working as equals who work to complete projects will learn to dismiss biases on their own. Fostering an environment where employees can connect and collaborate increases engagement and allows for more contact than they may make when left to themselves.
In order to succeed in a global market, a tech organization must move past using "diversity" as a meaningless buzzword and step into action by developing and implementing an equal opportunity employment policy, following the Federal EEOC guidelines. Building and maintaining a diverse workforce is essential to growth and innovation in any industry, especially tech. But when handled poorly, or forced upon employees, it will cause more than a few headaches or even lawsuits. It requires change, a new take on leadership and creating a company culture based the business or service rather than a culture based on individual preferences or ideas.
Read the original article.
Source:
Cruikshank G. (4 December 2017). "Building A Diverse Workforce In A Small Business" [Web blog post]. Retrieved from address https://www.forbes.com/sites/forbestechcouncil/2017/12/04/building-a-diverse-workforce-in-a-small-business/#2b42986a4250
SaveSave
Employers using fast-feedback apps to measure worker satisfaction, engagement
In this article from Employee Benefit Advisors, we take a look at measuring worker satisfaction and engagement through the use of feedback applications. Let us know what your verdict is!
The days of employers conducting employee engagement surveys once every year might be coming to an end.
Thanks to “fast feedback” applications, employers can conduct quick online surveys of their employees to measure how engaged they are at their jobs. The data from these polls is then collated and presented, often in real time on dashboards, to employers to show their workforce’s level of engagement and satisfaction. Some of these web-based programs also can present CEOs with steps they can take to improve their environment and culture.
These tools are available from Culture Amp, Glint, TINYpulse, PeakOn and others.
One of the main benefits of fast feedback, according to Glint CEO Jim Barnett, is that it cuts down on “regrettable attrition,” which occurs when talented employees leave for better jobs.
Glint customers include eBay, Glassdoor, Intuit, LinkedIn and Sky Broadcasting. These clients send out e-mail invitations to workers and ask them to take a voluntary survey, which can feature either stock employee engagement questions or queries that can be fine-tuned for a specific workplace.
Glint recommends 10 to 20 questions per Pulse — what it calls employee engagement survey sessions — and results are sent back to the employer’s HR directors and senior executives. According to Barnett, the Pulses are confidential but not anonymous. Barnett explains that while anonymous surveys do not record the respondent’s name and job title, a confidential survey means that only Glint knows who took the Pulse. The employer is only presented data from specific job groups or job descriptors within an enterprise, such as a production team or IT support.
This month, Glint announced two new capabilities to its real-time employee feedback program, called Always-On and On-Demand Surveys. Always-On allows workers to express their concerns at any time and On-Demand Surveys gives managers and executives the opportunity to perform quick, ad hoc surveys of staffers.
“Some of our companies use the Always-On Survey if they want people on their team to give feedback at any time on a particular topic,” he says.
Firms also use fast feedback for onboarding new hires, Barnett says. Companies have set up Glint’s program to gauge new workers at their 30 and 60 day-mark of their employment to “see how that onboarding experience impacted their engagement,” he says.
Culture Amp also provides fast feedback tools via a library of survey templates that cover a range of employee feedback topics including diversity and inclusion, manager effectiveness, wellness and exit interviews. Culture Amp’s clients include Aligned Leisure, Box, Etsy, McDonalds, Adobe and Yelp.
“We encourage customers to customize surveys to make the language more relevant, and to ensure every question reflects something the company is willing to act on,” says Culture Amp CEO Didier Elzinga.
Culture Amp presents its survey results to employers via a dashboard that displays the top drivers of employee engagement in real time. “Users can then drill down to understand more about each question, including how participants responded across a range of different demographic factors,” Elzinga says.
Sometimes CEOs are presented with news they were not prepared to hear, according to Elzinga. Some customers take to the employee survey process with the mindset of ‘myth busting,’ he says. “They want to know if some truth they hold dear is actually just a story they’ve been telling themselves. Every now and then, an employee survey will provide surprising results to an HR or executive team,” he says. “Whether people go into a survey looking to bust myths or gather baseline data, the important part is being open to accepting the results.”
Glassdoor takes the pulse of its workforce
Glint customer Glassdoor, the online job recruitment site that also allows visitors to anonymously rate their current employer’s work environment, compensation and culture, not only urges its employees to rate the firm using its own tools, the company also uses Glint’s software to view employee engagement at a more granular level.
Glassdoor conducted its first Glint Pulse in October 2016 and has rolled out three since then. The next is scheduled for January 2018, according to Marca Clarke, director of learning and organizational development at Glassdoor.
“We looked at employee engagement and the things that drive discretionary effort [among employees who work harder],” Clarke says. “This is strongly correlated with retention as well.”
Clarke said that one Glint Pulse found that the employees’ view of Glassdoor culture varied from location to location. Of its 700-person workforce, people working in the newer satellite offices were happier than the employees in its Mill Valley, Calif., headquarters. She speculates that this response could be due to newer, more eager employees hired in brand new, recently opened offices.
“People think culture is monolithic that should be felt across the company but we could see that there was some variation from office to office. With Glint, we were able to slice the data not just by region and job function but [we could] go to the manager level to look at how people with different performance ratings think about the culture,” she says.
Recent research from Aon Hewitt found that a 5% increase in employee engagement is linked to a 3% lift in revenue a year later. According to Barnett, Glint clients that regularly conduct surveys and take steps to engage their employees often see a boost in the price of their company shares.
“Companies in the top quartile of Glint scores last year [saw] their stock outperform the other companies by 40%,” he says. “They now have the data and can see that employee engagement and the overall employee experience really do you have a dramatic impact on the result of their company.”
Read the original article.
Source:
Albinus P. (5 December 2017). "Employers using fast-feedback apps to measure worker satisfaction, engagement" [Web blog post]. Retrieved from address https://www.employeebenefitadviser.com/news/employers-using-fast-feedback-apps-to-measure-worker-satisfaction-engagement?brief=00000152-1443-d1cc-a5fa-7cfba3c60000
SaveSave
7 Ways Employers Can Support Older Workers And Job Seekers
Credit: Shutterstock
With the unemployment rate (4.1%) at its lowest since 2000, employers are struggling to retain their best workers and attract qualified new ones. Although their efforts are often directed at Millennials, in places where people in their 20s and 30s are increasingly hard to find, employers are equally focused on people in their 50s and 60s.
For example, in May, more than 170 New England employers, policymakers and business leaders came together for an event notably titled, Gray is the New Green: Unleashing the Power of Older Workers and Volunteers to Build a Stronger Northern New England. And at a recent Manchester, N.H., workforce strategies event, AARP-N.H. State Director Todd Fahey urged HR professionals to talk with older employees about the possibility of continuing to work on a flexible basis after they hit the traditional retirement age of 65.
As a boomer and a career coach, I’m heartened by this turn of the events. Of course, I’m not so naïve as to think age discrimination is over. I agree with what Chris Farrell just said in a Next Avenue post: “Older workers still face a serious uphill climb in the job market in many respects.”
So how can employers do a better job of finding, retaining and supporting older job applicants and employees?
To find out, I interviewed Greg Voorheis, the mature worker program coordinator and Governor’s Award coordinator for the state of Vermont. I also watched a video he conducted with executives from the 2017 Governor's Award winner, Chroma Technology Group, a manufacturing firm in the biotech space, based in Bellows Fall, Vt. Incidentally, workers 55 and over currently make up nearly 30% of Vermont's workforce.
7 Tips for Supporting Older Workers and Job Seekers
Here are seven tips from Voorheis and Chroma:
1. Advertise job openings in newspapers in addition to online outlets. “One of the things we’ve learned over the years is that the mature population still really likes written material, like newspapers,” says Voorheis.
The Chroma Technology Group advertises its openings in print and welcomes hard copy applications to accommodate people who might not be comfortable applying online.
2. Display photos and videos of older people in recruitment marketing materials. That helps make it very clear that all ages are welcome to apply.
3. Cut down on ageism by using a group-interview model. HR departments are often staffed by younger workers, and that can result in unnecessary age bias — conscious or otherwise. This is why Chroma uses teams of four to eight people to do its hiring. “That way, no one person’s perspective carries too much weight. And if there are biases, they are minimized,” says the company's HR director, Angela Earle Gray.
4. Encourage mentoring. When older workers mentor younger workers, that helps the employees and it’s good for the company, too.
“Experience is an important thing to pass on,” says Chroma President Paul Millman. “Work habits, ways of doing things, and attitudes towards work all mature over time.”
Chroma uses peer work trainers to both help onboard employees and to continue mentoring them until they’re able to demonstrate competency in their new roles.
5. Provide ample training for older workers. Experienced employees are usually eager to get training that will keep their skills sharp and make them more employable. Yet sometimes employers hesitate to provide it because they worry about the return on investment for workers who might retire soon. Chroma takes a different tack by encouraging all workers to seek training opportunities.
“If you can show us how that is going to benefit you, we’ll find a way to get you that training, or something similar,” says Gray.
6. Offer flexible work arrangements.Voorheis says seasonal work, such as the snowbird programs offered at IBM, can be especially attractive to older workers.
Even though Chroma prefers employees to work full-time, it offers telecommuting and flextime to accommodate workers’ needs. And when staffers have needed to go part-time for a stretch, the company has tried to make that work. “We’re not fond of ridding ourselves of employees,” says Millman.
Sabbaticals are another popular option at Chroma. Long-term employees have the option to take an extended leave, for up to 11 weeks. The leave is unpaid, but the company continues to pay for medical and dental coverage.
7. Provide a wide range of benefits. Chroma also offers generous retirement benefits, company stock and a variety of wellness programs, including reimbursement for gym memberships and fitness programs. It runs monthly employee education programs, too, on topics like retirement planning, wellness and advance-care planning.
“We take very good care of mature workers at Chroma,” says Gray. “But it was never a conscious choice to do that. The conscious choice was to take very good care of all our employees.”
Voorheis echoes that sentiment, saying: “Good behaviors and programs that benefit mature workers benefit workers of all ages
Read the original article.
Source:
Collamer N. (27 November 2017). "7 Ways Employers Can Support Older Workers And Job Seekers" [Web blog post]. Retrieved from address https://www.forbes.com/sites/nextavenue/2017/11/27/7-ways-employers-can-support-older-workers-and-job-seekers/#443ed6745ff0
SaveSave
R-E-S-P-E-C-T: How To Earn Respect At Work
It's important to feel respected in the workplace. Here are some helpful tips for keeping and earning respect at work.
Someone I was coaching recently wrote in their development plan that one of their goals was to “earn the respect of more people at work.” I thought that was an interesting goal and asked her to tell me more about her comment. She said, “I just don’t feel like people respect me so I want to earn more respect.” When I asked her specifically what behaviors she thought she needed to exhibit in order to earn respect, there was a long pause and she gave me a blank stare.
You’d be surprised how many times I go through this same “respect” discussion. So here’s the deal…respect is something you have to earn – it’s not something handed out free on a silver platter. If you want to earn respect then you need to ask yourself this question, “How can I change my behavior to earn more respect from others?”
Here are some of my personal suggestions for earning respect:
- Use active listening skills – really listen and hear what people are saying.
- Treat others with dignity and courtesy at all times.
- Keep all your commitments – and never make a commitment you can’t keep.
- Be patient with people; realize that most people want to do what’s right.
- Treat others as they would like to be treated; in other words, learn to flex your social style so you can work better with others.
- Don’t state your opinions unless you can back them up with data. And be sure you fully understand the situation before you comment on it.
- Be sincere.
- Be generous.
- Be humble.
- Be confident, but exhibit confidence without arrogance.
Sometimes I think we speed through life so quickly that we don’t take enough time to really hear other people. To do so takes the ability to be patient, generous with your time, and sincerely care about others. These are all behaviors that will lead to earning more respect from co-workers.
Read the original article.
Source:
Quast L. (27 February 2012). "R-E-S-P-E-C-T: How To Earn Respect At Work" [Web blog post]. Retrieved from address https://www.forbes.com/sites/lisaquast/2012/02/27/r-e-s-p-e-c-t-how-to-earn-respect-at-work/#164b42015749
Health Resolutions You Can Stick To In 2018
We ask the experts which resolutions we should be making this year, and how we can actually stick to them.
Whether it's giving up smoking, exercising more, or getting our 5-a-day, most of us have usually given up before January ends.
But with a little help from the pros, you can live a happier, healthier life in 2018...
1. Drink more water
Health and fitness mentor Sarah-Anne Lucas (birdonabike.co.uk) says starting a daily ritual is the answer to New Year resolutions. She suggests drinking more water: "Water intake is massive. Most people do not drink enough, but what we'd all like is more energy. That comes down to what you put in, so increase your water intake. It's the first thing you put in your body in the morning. Go and get yourself a minimum of 100ml water and get it into you. To progress that practice, add lemon, to make the body alkaline. Lemon water is amazing, it also adds a bit of flavour."
2. Learn to meditate
Life-coach and mindfulness practitioner Dr Caroline Hough (aspiring2wellness.com) says we can train our minds to reduce stress, making us more likely to achieve our goals: "It involves sitting and meditating for 20 minutes. Bring yourself into the moment and be aware. That's an awareness of your external environment, so just looking at the flowers and the trees and the sunshine and appreciating it instead of rushing through life. Be aware of your internal environment, by noticing if you're very stressed, for example if you're clenching your muscles. We tend to live our lives at a level of stress which is unhealthy."
3. Start self-watching
Professor Jim McKenna, head of the Active Lifestyles Research Centre at Leeds Beckett University, advises we record our successes to motivate ourselves: "Whatever you want to do, whenever you achieve, write it down. You're trying to achieve it every day, so it needs to be nice and small, and all your job is then is to keep the sequence running. It's really as simple as that. What you're capitalising on there is positive self-regard, but also the fundamental process of self-watching. There's a lot of success in seeing your own achievements. When you collect all that up, you can start saying, 'Actually I've got nearly 10 occasions there when I did well, I'm doing well, I'm someone who can change'."
4. Look after your skin
Louise Thomas-Minns (uandyourskin.co.uk), celebrity skin therapist, recommends we pay more attention to protecting and caring for our skin: "Wash your skin nightly. Not removing make-up, daily dirt, oil, grime and pollutants from the skin every night will result in infections and outbreaks. Your skin regenerates at night too, so give it a helping hand. And don't pick! Picking at your skin will result in scarring and create more spotty outbreaks. Wear SPF every day to slow ageing and protect from the harmful effects of UV rays. Find out your skin type from a skin health expert, so you stop wasting time and money on incorrect products."
Read the original article.
Source:
Go Active (6 December 2017). "Health Resolutions You Can Stick To In 2018" [Web blog post]. Retrieved from address https://www.goactiveincumbria.com/get-started/other/article/Health-Resolutions-You-Can-Stick-To-In-2018-e9f9d40d-ca39-48ed-be2e-b2f88f4061eb-ds
SaveSave
SaveSave
Benefits to plants at your desk
Leaves on trees have turned, and a walk to the office often feels like a walk through an icebox. Open windows are a thing of months past. Cooped up, breathing dry indoor air, no one could blame you for feeling down.
But you can brighten your mood and boost your health by adding a plant or two to your workspace. You don’t even need much natural light or a green thumb.
Plants bring a bit of nature inside, along with other good stuff.
They make people happy, and taking care of them can make people even happier. That’s especially true if you’re digging in a garden – horticultural therapy helps sharpen memory and cognitive skills – but desk-side pruning can do wonders for your mental state too.
Plants are also terrific air purifiers.
The air in your office (and home) might be more polluted than air outside – especially if you’re in a big city. Furniture, carpet, plastic items and other synthetic materials are to blame, according to the Environmental Protection Agency.
Plants help by wicking away airborne chemicals and the carbon dioxide we puff out, and then give us oxygen, research from NASA shows.
Four decades ago, NASA scientists found more than 100 volatile organic compounds floating through the air of the Skylab space station. The bad stuff came from synthetic materials off-gassing low levels of chemicals such as formaldehyde, benzene and trichloroethylene – known irritants and potential carcinogens that are in earthly buildings too.
When the chemicals are trapped in an area, people breathing within that same area can get sick because the air isn’t getting “the natural scrubbing by Earth’s complex ecosystem,” as NASA puts it.
Hail plants.
Here are two that demand next to nothing and tolerate very low light (but are just as happy with lots of it). Expect them to live for years and years, without repotting. I speak from experience, but you’ll also find them on plenty of lists and in lots of books about easy-care plants that are good for your health.
Snake Plant or Mother-In-Law’s Tongue (Sansevieria trifasciata)
A sturdy plant with upright and stiff leaves. Ideally, its soil should dry out between waterings. It will grow bigger and look better if you water it as soon as the soil dries (not wait forever) and if it’s in medium light. But it still will live for months if you ignore it, and spring back to robust happiness when you give it a little love.
Pothos (Epipremnum aureum)
A flowing plant with vine-like stems that can easily take over your desk. Ideally, its soil should stay a little moist. But if you let the soil dry out completely, you can jolt the plant back to life with watering. It’s perfectly happy with all kinds of lighting, including florescent, but it will be fuller with better color when it gets decent natural light.
Read the original article.
Source:
Malek M. (4 December 2017). "Benefits to plants at your desk" [web blog post]. Retrieved from address https://workwell.unum.com/2017/12/3255/