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The Unseen Trick to Employee Motivation

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Keeping one’s employees happy is half the battle in the daily grind of business. It’s one of the hardest techniques to master and even the greatest bosses mess it up sometimes. The key is education and experience, though. No guide can help with experience, but it can help with the education part. Education is the first step on the road to keeping employees engaged and motivated at all times.

Heavy Bonuses

Some employers believe that giving hundreds and hundreds in cash to an employee as a bonus is productive. It’s not. The Royal Society of Academics (RSA) actually conducted a study into this and measured employee satisfaction. The results were astounding as the RSA found that the level of satisfaction becomes level after a small amount of money is given. So, by all means, give employees a small cash bonus, but going over the top doesn’t help matters as it doesn’t increase happiness and employees will be disappointed if this level isn’t sustained in the future.

Allow Creativity

The most miserable people at work are those who do the exact same thing day after day after day. Countless studies have demonstrated that the best way to actually motivate employees and keep them engaged is to give them the chance to do something creative. This doesn’t mean that they can shirk their responsibilities, but once a week giving them an hour or so to think up ideas or be creative in other ways can make the world of difference.

Responsibility

Responsibility is a controversial aspect in the workplace as some believe it keeps employees motivated and engaged whereas others think the opposite. The truth is that both of these things are true. Giving an employee ultimate power, such as in the role of a manager, is not a good thing. It can make them feel awkward as they are forced to discipline their friends and it can make work quite uncomfortable. However, giving a group of employees control over a project can make the world of difference.

Responsibility is best administered like absinthe, in small doses.

Leaning

The concept of leaning is where a boss either decides to be a dictator or a friend. If the boss becomes a dictator then it just makes workers resentful and then they are naturally not going to work as hard. If a boss is a friend then they will think that they can get away with anything, and ultimately they will do less work. The best bosses are those who can be both. By all means, be friendly with the workers, but don’t be a pushover. When a deadline is nearing it’s time to get tough.

Philosophy

All of these things hinge on the concept of philosophy. The person has to go into this with the right philosophy. Those bosses who are the most successful are the ones who go into work and see it as a delicate ecosystem that has to be balanced out at all times. Those who are the least successful are the ones who see it as a battlefield.

This post is brought to you by Ochre House, the leading international partner for HR Outsourcing, recruitment process outsourcing (RPO) and strategic talent management.

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Hiring Practices of Fortune 500 Companies

Finding Employees

Good companies know that you can't always find the best employees in the same locations. While many Fortune 500 companies do have recruiting programs set up in Ivy League schools, they know that not everyone good can afford to go to one of these schools. Because of this, they often set up extensive recruiting networks in colleges across the country. They work with recruiters as well. These recruiters go out and scour the ranks of job seekers to find the best and brightest candidates for jobs. In many cases, Fortune 500 companies go to college and job fairs around the country.

Interview Process

Once the company has identified some potential applicants for jobs, they will initiate an interview process. The interview process for every successful company is different, but many companies are choosing to use unorthodox methods of interviewing people. For example, Google is known to ask very strange questions that force the applicant to have to use critical thinking skills on the spot. These questions are designed to cut through all of the other stuff that isn't important, and see exactly how good an applicant actually is.

Drug Testing

A large majority of Fortune 500 companies now utilize some kind of drug testing as part of the hiring process. Drug testing is voluntary, but applicants will have to submit to a drug test if they want any chance of being hired by the company that they applied for. During the drug testing process, the company can determine if the applicant is smart enough to avoid taking drugs before an important interview. While drug testing doesn't prove that an applicant never uses drugs, it can at least weed out some of the bad applicants that don't take things seriously enough to get hired.

Multiple Interviews

Many of the Fortune 500 companies use a multiple interview process to help select the best applicants. For example, they may have an initial interview with an applicant with an HR manager. Then if the HR manager likes what he sees, they may set up another interview with the applicant and a department manager. By getting the opinion of two different people within the company, this reduces the chances of hiring someone who will not work out in the long run.

Benefits and Perks

Big companies have to regularly offer great benefits and perks to be able to attract the best and brightest minds to their companies. They may offer higher salaries than the average company, better retirement options, free food, healthcare, and a number of other perks. These help separate them from the rest of the pack of employers out there.

Every Fortune 500 company has its own process in place for finding and selecting employees. By implementing some of these strategies into your own business hiring practices, you may be able to find better people to fill roles, and keep the best ones for an extended period of time.

Jerry Smith is a writer for proHR. When he's not writing he enjoys spending time with his family and outdoors. proHR is a leading HR management company that offers recruiting, payroll, PEO  & ASO solutions and much more. proHR is based in West Jordan, Utah.

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Increasing Employee Satisfaction on a Budget with Proven Effective Perks

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Many employers don't realize that just because you may not have the money to raise your employees' salaries doesn't mean you can't still improve employee satisfaction in other ways. Recent studies and surveys show that improving employee satisfaction is needed now more than ever, with less than half of American workers claiming to be satisfied with their jobs according to a 2010 report by Time magazine.

On top of dissatisfaction alone, the American Psychological Association found that 36 percent of employees complained of chronic work stress, while 32 percent were so severely dissatisfied that they planned on searching for a new job within the year. Before you even think about throwing another lame office pizza party, consider the following alternative perks you can offer employees to raise satisfaction and motivation while still adhering to a strict budget.

Stress in the workplace is the enemy to productivity. With harsh deadlines and strict schedules, the workplace becomes a haven for added stress and exhaustion. Although there needs to be some level of discipline and organization with any business, flexibility in scheduling often results in improved employee satisfaction and reduced stress. When employees are able to effectively manage their personal lives and their work lives together, the result is often a more positive attitude toward their work. When employers implement a flexible schedule, employees tend to feel a sense of personal desire to complete their work, rather than feeling forced due to schedule requirements.

2. Four-Day Workweeks

Employers may be hesitant to embrace the four-day workweek because it means several hours of lost work each week, but many companies have found that closing up shop early has actually led to improved productivity and savings in the form of reduced energy consumption. National Public Radio reported on the application of the four-day workweek in the state of Utah, which resulted in a 13 percent reduction in energy use and an estimated $6 million in savings on gasoline costs for employees. This initiative is expected to reduce the greenhouse gas emissions of the entire state by over 12,000 metric tons each year. As an added perk, 82 percent of state workers claim they want to keep the new schedule as a way to enjoy better balance of work and personal life.

3. Training Programs

A study by the Harvard Business Review revealed that the top factor that kept employees happy and engaged in the workplace was "making progress." When companies give employees the tools they need to succeed, employees are more fulfilled and stimulated at work. Training programs are excellent resources for giving employees the resources and time they need to develop into smarter and more productive professionals. Applying this simple solution in the workplace will not only increase employee satisfaction, but also result in a more experienced, knowledgeable and fully prepared team.

4. Education Reimbursement

In line with the concept of training programs, education reimbursement offers mutually beneficial opportunities for employee development and advancement. Employees can quickly lose interest and passion for their jobs when they can't see it leading to a better future. With education reimbursement, employers can help their employees gain the professional development they crave, while also making an investment in a more secure and better educated workforce. With the widespread availability of online institutions and other easily accessible degree programs, going back to school and extending education is feasible for virtually any professional.

With the pressure that business owners are feeling to keep profits high in a still recovering economy, making sacrifices to improve employee satisfaction can seem like a big risk. However, it's difficult to argue with all of the studies that have been conducted attesting to the efficacy of different methods of employee satisfaction improvement. So next time you notice a lull in the work place, prepare to make big changes in the structure of your company for a result that lasts longer than the last slice of pizza.

Melissa Crossman is an avid blogger who regularly writes at The Professional Intern about employment and job searching.  She lives in Indianapolis with her two dogs.

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Vegan Potlucks: Combining Healthy & Happy in the Workplace

Photo of Vegan Asparagus Soup by Caiti Borruso Lunch is an important part of the workday, and most of us plan ahead to make the most of our limited time.  We pack our own lunch, text friends with lunch suggestions, prep for an lunch meeting, or decide to work through lunch to make a deadline.  With all this individual planning, we may miss an opportunity to create a happier, healthier work environment. So how can we leverage lunch to make a more convivial office?  Try a potluck! The most successful potlucks require good planning and a central theme.  Summer’s a great time for recipes that require fresh ingredients, so why not go vegan for you next workplace potluck?  Here are 7 reasons to try a potluck with a vegan twist:

The most obvious benefit of any potluck is team building.  Bringing a large group of people together from various departments, locations, or even companies can strengthen existing relationships as well as foster new ones for a happy office.  Inviting clients to a potluck offers an opportunity to share successful completion of a contract as well as provide a more casual atmosphere to discuss future projects.  Observant managers can gain insight into their team’s dynamics in the less structured environment of a potluck lunch.  Whatever the makeup of the participants, this informal gathering provides an opportunity to strengthen your team and expand it’s contacts.

Providing a vegan menu helps you avoid concerns about dietary habits and allergies and allows those attending to make the most of their lunch hour without feeling awkward about their food choices.  Organizers may not know every attendee well enough to cater to the wide variety of food issues people face today.  With a vegan menu, you remove just about every troublesome ingredient.  Many vegan cheese substitutes contain nuts, a common food allergen, so when communicating the ingredients to avoid in vegan food to participants, you may want to caution against nut based alternatives to achieve this benefit.

Let employees who normally don’t lead take charge of your potluck.  Pay attention to the results.  You may find an individual who normally isn’t assigned organizational and leadership tasks shines at organizing your event.  A vegan menu provides unique challenges.  When you put together your next project team, remember what you observe.  Did your organizer rise to the challenge? If so, they may well be ready to assume a more prominent position on your team!

Today’s workforce is diverse, and this is a boon for employers.  We may work local, but most business these days is global.  Celebrate the cultural diversity of your workforce by integrating traditional dishes into your potluck menu.  Many cultural recipes are vegetarian and easily made vegan.  Encourage attendees to bring food from their own culture, or try a recipe from a region they’ve visited or where some of your clients may reside.  Challenge them to make it without animal ingredients; quite a few home cooks may enjoy tweaking familiar recipes.  Also, a potluck offers participants the opportunity to taste recipes and regional dishes without the fear that if they commit to a dish but don’t care for it, they’ll go hungry the rest of the day.  At a potluck, variety ensures that everyone will find something they enjoy!

In today’s economy, it may not be feasible to take an entire team, department, or company out to lunch for a celebration.  Potlucks are an economical option for a large group dining together.  Meatless Monday is catching on with families looking to cut their food budget, so why not take this concept into the workplace with a meatless Monday potluck?  To ensure success, provide a price range for ingredients or for purchased items like paper goods and soft drinks.  That way, everyone contributes equally and reaps the benefit of an inexpensive, healthy, and tasty lunch.

With insurance costs skyrocketing and employees assuming more of the burden, eating healthy meals can be a costs savings in terms of insurance premiums, doctor’s visits, and sick days.  A balanced diet composed of grains, fruits, vegetables, and protein provides more energy throughout the day.  Most vegans didn’t become vegan overnight.  They took it slow by choosing vegan foods a few days a week or eating animal products with only one meal.  Even these small changes have an effect on how we feel throughout the day.  A vegan potluck introduces diners to the benefits to both their own health and our environment on a small scale.  Having a dietitian or another vegan available to explain the benefits to both body and planet will promote discussion and share useful information employees can apply when making future food choices.

Any potluck provides the opportunity to introduce organizational and follow up tools to your employees.  Use Facebook or Evite to invite employees and coordinate attendance.  Create a Google Form for use by attendees when they select what they will bring.  The form can provide guidelines for vegan cooking, the price range for items, and provide categories that, once full, are no longer available.  This prevents that potluck nightmare of too many drinks and desserts, too few main dishes! Remember, you’ll need people to set up and clean up, so allow respondents the option to participate in this way if they aren’t interested in providing food.  Allow your home chefs to shine by sharing their recipes after the event through a PDF published on issuu, a Facebook group, or an wiki, where you can also inlcude more resources for vegan living.  Again, this offers the opportunity for employees to learn new resources and technologies without the pressure of a work related assignment.

Still not convinced a vegan potluck is right for your workplace? Start small with a salad potluck! Tossed salad, pasta salad, bean salad, the options are limitless and all are easily vegan.  Encourage people to attend but respect the decision of those who choose not to participate at first.  A successful event will grow over time and your benefit entire business community! This guest blog was written by vegan blogger and podcaster Laura Gesin. She’s currently a technology teacher in New Jersey where she’s planned many a faculty potluck in her time.  This June, she published a vegan digital cookbook entitled “The Market Vegan” which includes the asparagus soup recipe pictured above as well as others suited for a potluck meal. More information about vegan cooking and the cookbook can be found at her blog.

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How to Build a Successful and Happy Team

photo by Sebastiaan ter Burg

Team building and talent management is a hot topic in many management meetings and most people feel that “it’s all about the team.” However, effective team building is still difficult, confusing and is not undertaken by many employers properly. Building an effective team is essentially building a belief inside people that the whole is greater than its individual parts. It has a lot to do with mindset and being in line with the objectives of the department and overall company.

It’s important to distinguish between teamwork in terms of overall company goals and the completion of a specific task when building a happy office environment. It’s very easy to confuse the two areas and developing an overall sense of “the team” and a team assigned to a particular task is approached differently. Having said that, however, there are certain methods you can use to build a sense of teamwork that overlap the two different areas.

Firstly, when working within a team dynamic it’s important that the expectations of the team are clearly communicated to every member. This includes information of performance, outcomes, timelines and any other relevant information. Related to this is the act of putting everything into context for your team. Be clear about why the members of the team are being asked to do whatever has been asked. What is the purpose of this exercise and how will it fit within the greater context of organization as a whole? Information truly is key in these situations. The more clear and comprehensive (while still being concise and to the point) leaders can be, the more effectively the team can do their job.

Another important trait of effective teams is a real commitment to the task at hand or the overall objectives of the company. In order for this to happen, leaders need to instill a sense of importance to the tasks. Making team members feel as though their contribution is essential to helping the company move forward is a great way to instill commitment within the team. Commitment also comes from knowing that the team will be recognized and appreciated for their contribution. Incentivizing the task is also a great way to foster a sense obligation. But no matter what level of commitment the team has, they will be hindered in their progress unless leaders pay attention to the competencies of team members. It’s important that each member of the team has the skills, knowledge and ability to complete a specific function required by the team. Teams should never be chosen arbitrarily but skillfully selected based on merit and their potential contribution to the goal. At times, this is not entirely possible. If this is the case it’s important to have the resources and help the team may need in place and accessible easily.

Beyond this, the most effective teams are those that are able to fully own their tasks and objectives. If a team is micro-managed it cannot be effective. If a team does not have the freedom and empowerment to complete its job in the way they see fit, all is for naught. As mentioned above, teams should be chosen based on skills and expertise. If this is the approach taken to put the team together, then leaders should trust in the ability of that team to perform effectively. Allow the team to digest the information and design their own mission, vision and strategies.  When a team has real control over the task commitment to that task also goes up. Boundaries, however, are important to clearly communicate so that the team does not go beyond its scope. But beyond any limitations that are set at the start, teams should be able to fulfill their obligations in the way they see fit.

Allowing for creative innovation within the team environment is a great way to bring about positive and unexpected results. Change and improvement should be a part of any growing organizations mandate. This should be clearly communicated to all team members. As mentioned earlier, communication and collaboration is key to effective teamwork. Needless to say working within a team is inherently a collaborative effort. But making sure that your team is able to work together without debilitating conflict and that they have an effective forum for giving and receiving feedback is essential.

The openness and empowerment mentioned throughout this article needs to be tempered to really be effective. It’s important to make clear any consequences for failing to achieve goals, but not turn it into a restrictive trait of the team dynamic. You don’t want finger pointing or a fear of reprisals to hinder the work the team does. Attention should be paid to resolving issues and problems efficiently, not making them a focus. Empower and engage your team, but make sure their commitment is real.

There are many different aspects to effective team building and teamwork. What’s more is that every situation and every team will be different. It’s important to understand the people you are working with and tailoring tasks towards their strengths and competencies. Be open and up-front and engage your team members. They will help your business achieve its goals and objectives effectively and may even bring something new to the table.

Author Bio: Pierce Boylin is an author and blogger who often writes about business, human resources and recruiting. You can read his other articles all across the web or learn more about human resources solutions.

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Is Your Job Literally Driving You Crazy?

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The majority of Americans work 40 hours or more each work week. We usually spend more time with our co-workers than we do with our families. We try not to bring work home with us, but one way or another it walks through the door right behind us. You may not bring actual work home, but you probably bring your work attitude, stress, worries, or complaints about your day into your home. Some days, it can be nearly impossible to leave your work at the office when you’ve got something on your mind.

There are plenty of other risk factors that can hinder your psychological well-being. Many people are forced to choose between their family obligations and work. Do you stay late to meet your deadline and miss your son’s baseball game? Or, do you risk losing a client to make your son happy?  Sometimes your personal values conflict with your organization’s values. For instance, you may be told to promote a company that provides services you don’t agree with. Do you bite your tongue and do what you’re told? Or, do you stand up for your beliefs and risk losing your job? You may also find yourself questioning your integrity while at work. These are all risk factors competing with your mental health.

It is important to recognize these risk factors in order to take the proper steps to improve them and have a positive attitude in the workplace. It is also important to recognize if you are experiencing symptoms of a mental health disorder. According to the World Health Organization (WHO), depression is the leading cause of disability worldwide and is characterized by sustained sadness and loss of interest along with psychological, behavioral, and physical symptoms. The WHO also states that mental disorders are one of the most prominent and treatable causes of suicide.  Many people seek help from a professional. Talking to a psychiatrist can help you cope with many of the normal (and not so normal) stresses of everyday life.

With all of the stresses and risk factors, it is easy to see how your job could literally drive you crazy. Try some of the strategies below to learn how to make your workplace more conducive to your mental health.

Ask questions to fully understand and accept the reasons behind decisions you may not agree with at first.

Hold yourself accountable for your work.

Promote a workplace culture that provides a sense of belonging.

Commit to clear and open communication.

Recognize the acceptable differences of others around you.

Create clarity of your role and responsibilities within your position.

Once you have a measure of control over your job, this will translate into your daily life and vice versa. You will find yourself better able to achieve goals, hit deadlines without stressing out, and you’ll feel like a more valued member of the team. Eventually, you will get to the point where you can leave your work at work and be able to fully enjoy your time at home with your family.

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Employee Trips to Boost Workplace Morale

Break Free from the Ordinary Despite spending so much time at work, we don't always get to know our co-workers or employees on a personal level. And while very few people would feel affectionately enough toward the office to want to take them on vacation, something awesome happens when they get out of the office and have an opportunity to see each other in a new light. When you see a woman belting out an old Blue Oyster Cult tune on the karaoke stage, she becomes more than just Phyllis from accounting. Being out with co-workers and employees offers a much-needed shared release from work that is unique. Shared experiences between co-workers go a long way back in the office. New bonds and friendships at work are formed and the atmosphere relaxes, throwing aside some of the friction maybe observed before the trip. Employee travel boosts camaraderie within your organization.

Seminars, Trade Shows, and Exhibitions One of the best strategies to implement a travel incentive is to treat your most motivated employees to a trip centered around a professional experience, such as a seminar, conference or expo. Most of these events are held in convention cities that have lots to see and do and free time built into the travel package, so they're exciting for employees. They also put a purposeful spin on the trip that makes it easier to justify breaking free from the workplace to go and turn it into even more of an investment. The win doesn't just stop there; when your employees are bound together by close proximity, it is more likely that they will take the educational materials presented to them and discuss it in a more meaningful way. If everyone goes to a seminar, they take something individually for your business. When they go to a seminar as a group and then are slated for a cocktail party afterward, their thoughts are bound to come together to find new ways to apply the new material for your business. Not only will this boost productivity – it has the potential to add new dimensions to work processes and interaction with clients. This is a guest post by Lara Jamieson; a researcher and copywriter for JAM Recruitment (UK) - specialists in graduate engineering jobs.

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3 Ways to Find Happy Employees

image by Sebastiaan ter Burg Study after study demonstrates that employees work best where they feel valued and when they are happy about their positions and responsibilities. Although it’s important that workplaces make an effort to create a happy office environment that’s fun and inspiring, a big portion of the equation also depends on the employee’s personality. If you’re looking for an employee that’s naturally happy and upbeat, you’re going to need to establish that they have these personality traits during the hiring process. Once you’ve hired someone, it’s too late to change your mind if they turn out to have a completely different personality than what you initially perceived. Therefore, it’s essential that you get a good idea of what a candidate is about before you make a hiring decision. Here are 3 easy ways you to find happy employees:

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Five Creative Ways to Promote Your Small Business

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Great branding and advertising campaigns are keys to the success of any business. For small businesses, advertising is absolutely essential but can also seem like a burden. Many traditional advertising routes are very expensive and present an unreasonable cost burden to small business leaders. Fortunately, there are many creative ways for a small business owner to promote his or her enterprise. 

Any business can benefit from building strong relationships with existing customers. One of the best ways to do so is to regularly send follow-up letters and special offers via postal mail to customers. Businesses should have great stationery and custom envelopes in order to send such letters. Small business owners can also use the five ideas below to promote their products and services.  Hold a raffle. Individuals of all ages love participating in raffles. Using a raffle to promote your business is very easy. Decide upon a product or service that can be given away as the raffle prize. You should pick a product that demonstrates your business strengths. You can give raffle tickets to individuals who visit your business or can sell them on the behalf of a great cause. Choose a local club, organization or school that you'd like to support and offer to donate all proceeds from the raffle to that cause. Be sure to announce the winner of the raffle publicly and have photos taken with him or her to send to the local newspaper.  Connect with other professionals. Networking with other professionals in your community is a great way to promote your business. Consider joining your local chamber of commerce and organizations such as the Rotary Club. Make sure to attend mixers and networking events with business cards in hand. Small business owners are generally happy to spread the word about other local businesses.  Support a charity or become a sponsor. Local newspapers generally give free press to businesses that support a great cause. Choose a non-profit organization in your area and find out what kind of support the organization needs. You may wish to organize a volunteer project or offer a monetary donation. No matter how you choose to assist an organization, make sure that you publicize your goodwill efforts. Many small business owners also choose to sponsor local special events and youth sports teams. Such sponsorships offer free publicity and build a good name for your business in the community.  Take advantage of social media. Social networking sites offer a great venue to promote your small business. To make the most of social networking, make a fun video highlighting your products and services. You don't need to make a professional commercial to capture the attention of Facebook, YouTube and Twitter users. Keep your video short and fun.  Blog about your business. Most small business owners understand the importance of creating a strong online presence. One of the best ways to do so is by creating a blog that you can link to your business's website. Make sure that blog posts offer insights and advice that potential customers will find valuable.  Remember that the best advertising campaigns are creative and memorable. No matter the tactics you use to advertise, stretch your creative muscle when coming up with ad materials. Be sure to ask loyal customers for feedback and suggestions. Your customers can provide the best feedback about how your business is perceived in your community. Scott is a freelance writer on a variety of topics including custom digital printing. When he is not writing he is hiking in the mountains of upstate New York.

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Creating a Fun and Engaging Workplace to Increase Pleasure and Productivity

image by Andy Woo

Happy workers is a crucial part of the success of any company, and it is increasingly becoming a priority in the workplace to make sure employees are getting what they need to stay happy and motivated at work.  Whatever business you happen to be in there are some basic things you can do to provide a work environment that is pleasing to be in and actually makes people happy to come to work.

Employee work space can greatly influence the mood in the office.  If people are secluded and placed in cubicles they can often feel separated and closed in.  Think about it, even in a pleasant office space, the moment you step outside for a break or at the end of the day, the open air immediately has an effect on your mood.  Try to create open spaces in the office and allow people to easily communicate.  Get rid of the walls and enclosures; free open space always makes a difference.

Places to interact socially are a great way to stimulate people in the office.  Create a space to relax, play chess, or take some time to chat.  Throughout the day it is normal for people to need a distraction from the task at hand from time to time, so give them a place to enjoy a few minutes of down time.  Also, once you have created an open office space that will allow for more social interaction from time to time with your nearest co-workers.

Encouraging personal expression and indulgence can be a great mood motivator. Now, indulgence is along the lines of giving employees the opportunity to listen to music during the day, since most office work is done on the computer it is easy to find your favorite internet radio station and stay motivated with music.  Personal expression can be a loose dress code so people can come in to work comfortable feel more like themselves.  There can be limits of course, but for the most part let them have at it.  

Office fun and group outings are a great way to loosen the vibe and create a community atmosphere at work.  This one is a no-brainer, having fun people strengthens relationships and that positive energy translates back into the work environment.  It’s great to have everyone interact in a way that doesn’t center on projects or work tasks.  It lets them blow off steam, perhaps discover a new activity they have never thought of, and add much needed enjoyment to their lives.

Surround the office with positive and fun messages.  Custom decals, stickers, and mood enhancing colors all have an impact on the vibe in the office.  Stickers and decals can have inspirational quotes, reminders, and funny messages can keep the work day focused and stimulating.  

The bottom line is happy workers translate into increased productivity.  Most of us have worked in jobs that we dislike and it has affected the quality of our work.  It has been my experience that an open, fun, creatively stimulating work space can do wonders for your productivity.  Make the office a place that your employees enjoy coming to.  It will produce the results you are looking for in your business, and just make everyone’s day a whole lot better.

Scott is a freelance writer on a variety of topics including business tools for success. When he is not writing for Print360.com he is hiking in the mountains of upstate New York.

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Five Habits of Spiritually-Conscious Employees

My definition of spiritually conscious people is those who are awake to and aware of themselves, life, and the world around them. These people have a deep sense of Self and who they are (as opposed to ego which is the small self) and relate to life and its’ experiences through a more mindful state.

They practice being in the present and know the benefits of meditation and relaxation. Most are on a personal healing journey and exhibit compassion and care for Self and others.

Spiritually transformed people are able to make sustainable contributions to a workplace because of the habits they develop as they consciously choose to orchestrate their lives.  

Five such habits that will help create a happy workplace are:

1.They will not play the blame game.

They are aware that no one has to lose because when one member of the team loses, all lose. They are involved in supporting team members to win and to looking for solutions to problems. Because they bring understanding and compassion to the workplace they become advocates to team members as opposed to competitors.

2. They communicate more clearly and are prone to use I messages.

They are more in touch with who they are and therefore, own their feelings and speak their truth. They are usually powerful communicators due to their willingness to take responsibility for their actions instead of passing the buck.

3. They live out of integrity so they show up on time and do their job to the best of their ability.

An employer can depend on them to do what they are supposed to do. If for some reason they cannot fulfill their obligation they will have a conversation about it with the proper person.

4. They are in the habit of staying in the moment and usually will not get caught up in yesterday’s stories.

They are more able to detach from office politics and office gossip.

5. They are less stressed and therefore tend to be calmer and more relaxed.

Because they are already in the process of being present to life on a moment by moment basis, they have at their disposal the tools needed to resolve stressful situations.    Conclusion Spiritually conscious people are aware of their role in life and what they bring to the workplace. As such, they are more apt to be involved in making a difference and having a positive impact on the company and its employees. Brenda Marroy is an author and a blogger. She is the creator of Streams of Consciousness and facilitates women’s healing circles. Brenda also teaches communication and consciousness-raising seminars and workshops.

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5 Tips for Improving Teamwork Among Employees

image by Ahmad Alhomaid

Teamwork among employees is often necessary in order to get specific tasks accomplished by a given deadline. Other times businesses may organize teams to manage particular aspect or tasks of the business perpetually. Either way, finding methods for improving teamwork will improve performance and reduce the possibility for error or delay.

The following are some simple methods for improving teamwork and creating a more constructive and enjoyable atmosphere, and you won’t even need a master’s degree in human resources to pull it off!

Individuals that comprise a team must be made aware of how they will achieve their given goals. Managers must provide an outline that suggests reasonable timelines and methods for accomplishing tasks, if for no other reason than to provide a starting point. Nothing is absolute, and a given outline may prove to be ineffective for a given task, but by providing structure and framework a manager will remove indecisiveness from the start of a project. Individuals should be encouraged to provide feedback regarding a given outline, and others should be able to evaluate and discuss proposals in order to develop a dialogue and encourage cooperation. Encourage Collaboration

When working with groups or teams, it is important to stress the value in collaboration. Many individuals are used to working on their own or in a competitive atmosphere, and thus the challenge is to demonstrate the benefits of collaboration. When working with a team, a manager should allow individuals to present ideas and have others expand on or criticize (constructively) those ideas. By guiding the flow of ideas, the manager may be able to extrapolate the best ideas from each individual and then demonstrate how the group arrived at such decisions together. Team Based Rewards

To encourage continued teamwork, it is important to offer awards for success to the team as a whole, rather than individuals that make up the team. By identifying the team as a unit, and offering incentives to the unit, members of the team will be more inclined to work with one another in order to obtain rewards, be they financial or otherwise. It is important to note, that such awards should have a reasonably high value if they are to be offered. Conversely, failures should also be treated as group failures, even if a single person is responsible. This may encourage more cooperation and support between teammates. Team Building Activities

When first formed, team members may be unfamiliar with one another. By providing activities to encourage developing relationships with each other, team leaders facilitate the forming of bonds that will ease the process of working with one another. This may be accomplished through extracurricular activities, group lunches, or other means as deemed necessary or relevant by the team leader. Encouraging dialogue during such activities will further assist in moving beyond the boundaries of business, which in turn may prove beneficial in regards to work. Gauge Desire

Some individuals may prove to be incompatible with the overall make up of the team. This may be due to a lack of commitment or desire on the part of the individual. A team leader or manager should listen to other team members as well as use his or her own observational skills to determine if such an individual is present in the group. The most common course of action is to replace the individual, though in situations where such an act is not possible, confrontation may be in order. By trying to understand why the individual lacks the desire to participate a solution may be presented. If none is found, a reduced work load or decreased interaction with the team may be utilized. Such actions may assist in increasing the overall productivity and positive atmosphere of the team as a whole. About the Author: Koko Mouchmouchian writes for MatchCollege.com, a college and degree information website that assists students and career professionals find their perfect school. Check out their college search tool today!

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5 Tips for Improving Teamwork Among Employees

image by Ahmad Alhomaid

Teamwork among employees is often necessary in order to get specific tasks accomplished by a given deadline. Other times businesses may organize teams to manage particular aspect or tasks of the business perpetually. Either way, finding methods for improving teamwork will improve performance and reduce the possibility for error or delay.

The following are some simple methods for improving teamwork and creating a more constructive and enjoyable atmosphere, and you won’t even need a master’s degree in human resources to pull it off!

Individuals that comprise a team must be made aware of how they will achieve their given goals. Managers must provide an outline that suggests reasonable timelines and methods for accomplishing tasks, if for no other reason than to provide a starting point. Nothing is absolute, and a given outline may prove to be ineffective for a given task, but by providing structure and framework a manager will remove indecisiveness from the start of a project. Individuals should be encouraged to provide feedback regarding a given outline, and others should be able to evaluate and discuss proposals in order to develop a dialogue and encourage cooperation. Encourage Collaboration

When working with groups or teams, it is important to stress the value in collaboration. Many individuals are used to working on their own or in a competitive atmosphere, and thus the challenge is to demonstrate the benefits of collaboration. When working with a team, a manager should allow individuals to present ideas and have others expand on or criticize (constructively) those ideas. By guiding the flow of ideas, the manager may be able to extrapolate the best ideas from each individual and then demonstrate how the group arrived at such decisions together. Team Based Rewards

To encourage continued teamwork, it is important to offer awards for success to the team as a whole, rather than individuals that make up the team. By identifying the team as a unit, and offering incentives to the unit, members of the team will be more inclined to work with one another in order to obtain rewards, be they financial or otherwise. It is important to note, that such awards should have a reasonably high value if they are to be offered. Conversely, failures should also be treated as group failures, even if a single person is responsible. This may encourage more cooperation and support between teammates. Team Building Activities

When first formed, team members may be unfamiliar with one another. By providing activities to encourage developing relationships with each other, team leaders facilitate the forming of bonds that will ease the process of working with one another. This may be accomplished through extracurricular activities, group lunches, or other means as deemed necessary or relevant by the team leader. Encouraging dialogue during such activities will further assist in moving beyond the boundaries of business, which in turn may prove beneficial in regards to work. Gauge Desire

Some individuals may prove to be incompatible with the overall make up of the team. This may be due to a lack of commitment or desire on the part of the individual. A team leader or manager should listen to other team members as well as use his or her own observational skills to determine if such an individual is present in the group. The most common course of action is to replace the individual, though in situations where such an act is not possible, confrontation may be in order. By trying to understand why the individual lacks the desire to participate a solution may be presented. If none is found, a reduced work load or decreased interaction with the team may be utilized. Such actions may assist in increasing the overall productivity and positive atmosphere of the team as a whole. About the Author: Koko Mouchmouchian writes for MatchCollege.com, a college and degree information website that assists students and career professionals find their perfect school. Check out their college search tool today!

[workityworked-blog]

Working from Within: Employee Satisfaction Generates Profit

image by Qi-Leadership

Most companies and businesses use profit as the sole indicator and predictor for organizational stability and future growth.  Other companies review and monitor a myriad of external forces that impact upon their niche market.

The one metric most often overlooked by many companies is the level of staff satisfaction within their own organization. Few companies and managers analyze the arguably most crucial management skill which directly impacts upon their revenue stream- staff satisfaction. Staff are at the front lines selling products, interacting with customers, and serve as the face of the organization. Their sense of fulfillment on the job is the best indicators for the company’s success.   

According to many studies, companies that maintain consistently high levels of employee satisfaction generate anywhere from 15-20% more revenue than companies with low levels of staff involvement. Besides generating more sales, efforts to effectively increase employee satisfaction is ‘Human Resources 101’. By ensuring that your staff is happy, you will also reduce costs involved with turnover and training of new staff, music to the ears of any manager.   

If keeping your employees is so essential, what are some direct ways to keep your staff happy (and selling)? Here a few suggestions that have worked for me.

Empowering Environment

Problem:  One of the main reasons that staff under-produce is because they often fail to see the impact they have on the overall success of the company. In today’s meager financial climate, many companies asked their employees to take on more responsibility without ample reward. So an already ambivalent employee becomes an overworked and underpaid employee. Such an employee is probably NOT one you want to be endorsing your product to a potential customer.   

Solution: Rather than talk/ force new policies from above, let your staff do the talking. Encourage your staff to take an active role in the process of pitching and generating new innovative ideas. Again, your staffs are the ones doing the selling. So, if they think that they could do a better job (a general complaint by front-line staff) let them. Giving them the leadership role will directly impact on the bottom line.  

Sharing the Responsibility and Accountability

Problem:  Disconnect in the mutual sense of obligation between the manager and staff. Managers do not often share goals and milestones with their employees. What does it take to make your staff do a great job?

Solution: As a manager take an active role in your staff’s success. Don’t just lie back and assume they know what to do. Without being an overbearing boss, review goals and objectives, encourage their growth by offering incentives and discuss what practice methods will net the best result. A joint sharing of obligation develops a sense of trust, improves and bolsters morale, and escalates the possibilities of achieving mutually prescribed goals.

Open Communication

Problem: Many managers assume that no communication implies that they are satisfied with their employees. In fact, many think that ongoing approbation and praise conveys a message of over-involvement. This could not be further from the truth!

Solution: Communicate, Communicate, Communicate! As a leader and role model to your staff, they want to hear from you! In fact, they’d prefer to know where they stand and how their manager views their performance. The higher the level of communication the easier it will be to build a loyal staff that is not only satisfied with their position but is empowered to work harder .

As business leaders it is our mandate to pay careful attention to our staff and we are obligated to constantly strive to improve their level of satisfaction. While we may be tempted by the urge to reduce costs via outsourcing, increase the number of layoffs, and streamline the overall operations, all of these terms may be intricate solutions to a reasonably basic problem.

Instead of trying to devise initiatives that will preserve profit margins, investing the time to ensure that our staff remains satisfied and inspired to serve as our best ambassadors might offer the best ROI.     Mordecai Holtz is a Senior Partner at i-point Media Group, a boutique marketing and branding firm responding to the practical needs of small businesses and non-profits.

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A Safe Workplace Reaps Its Own Rewards

image by NazarethCollege

Employees are a business' most valuable asset. There is no fixed monetary value that can be attached to the loss of human resources. The impact of great employees is, however, quite evident in a business' bottom line.

Happy employees are generally productive employees. And productive employees operate best in a non-threatening environment that lends itself to open interaction and communication, a degree of (ergonomic) comfort and convenience, and the availability, encouragement, and commitment of safety and wellness information and training by management.

Every type of work involves some degree of hazard, and each such hazard produces its share of injuries. Safety and health studies show that an employer's investment in providing a safe work environment beyond just posting OSHA-mandated labor law posters and meeting minimal OSHA and state health and safety requirements, reduces stressors that cause accidents and would increase employees' down time due to accidents or illness, poor quality work, and high turnover.

Ergonomics is a rather simple but important workplace factor. Workspace, furnishings, equipment, noise, décor, and employee exchange availability all factor into the ergonomic workplace. Many workplaces offer kitchen facilities. Therefore, fire hazards, prevention, and emergency escape should also be regularly addressed and drilled for.

Workplace bullying, harassment, and violence also play a role in employee morale and productivity. Although there are general labor laws and rules that address these elements, they are generally created and enforced after the fact. Therefore, an employer must be proactive in creating an environment that is conducive to team building. They also should hold regular safety and harassment trainings letting employees know that harassment of any kind will not be tolerated.

Working with an insurance provider who actively promotes healthy lifestyles through health and wellness rewards programs also positively affect employees' cheerfulness and, therefore, efficiency.  Some larger employers even provide on-site gyms for employees to work out in during an extended lunch break or before or after work.  Giant corporations like Google have taken these to the extreme making sure employees are as comfortable as possible at work so they are working their best. While this may not be a possibility for smaller businesses, those businesses could participate in well-planned competitions (such as who can walk the most as tracked by their pedometers) which promote good health.

Overall, the key is to make sure you take care of your employees so they can focus on doing their work well. Fewer sick days and accident claims, as well as happier and healthier employees, improved employee morale, increased efficiency, and financial dividends.

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Happy Office Corner: Liqui-Site Designs

Liqui-Site Designs, Inc.

Kelly Campbell, President Number of employees: 30 Company Headquarters: Nyack, NY

Liqui-Site Designs, Inc. is a brand activation firm specializing in custom website design and development, SEO and social media management.

Why is a happy office important to your company?

We’re creative, tech-obsessed geeks who love to talk openly and collectively about search engine optimization, social media strategy and ideas for the newest app we’re developing. A “happy office” enables the ideas to flow freely, become streamlined. And the results speak for themselves.

What’s the most surprising thing someone would notice about your office or team?

Our headquarters has an open floor plan and feels like a nicely decorated home on the Hudson, even though we’re in an industrial building right off of Main Street. There are plants everywhere, and natural light from floor-to-ceiling windows on three sides. Everyone that walks through the door feels the vibe from the team and the space itself: cool, eco-conscious and laid back.

What’s the most unique company policy your office has?

As an employer, I think it’s pretty unique that our policy is: employees are #1, clients are #2. If you don’t have a great team, your business will not succeed, period. So, we have a grocery list of snacks and beverages, as well as a book list, where each employee can request anything they want. Every Friday is pizza Friday, and we have happy hour once per month, where we all go out together, paid for by Liqui-Site. Our dress code is jeans, t-shirts and tattoos – the latter being optional. Everyone gets a paid vacation week between Christmas and New Year’s. These are great ways for employees to kick-back, be themselves, and know that they’re appreciated for who they are and what great work they do.

Tell us about the most fun day you’ve ever had in the office.

We had a grand opening party at our new headquarters in Nyack, NY two years ago. We invited clients, friends, family. It was killer, probably about 100+ people throughout the night. We had SO much fun that we’ve got a VIP party planned for next May for our 10th  year anniversary! If you want an invite, let us know on our Facebook Page... http://www.facebook.com/Liqui.Site

Have you really noticed the benefits of trying to make a happy office culture and if so could you tell us about them?

Absolutely! I’ve noticed employees are excited to tell their friends and family about how much they love their job and “their company”. There’s a sense of ownership that each employee has here because they’re involved in a lot of the conversations that eventually turn into decisions – whether about new employees, office layout, new service offerings, or future expansion plans. And even though (or maybe because) the environment is extremely laid back, we are one of the most professional, efficient teams clients will ever work with.

What’s the one thing you want other businesses to remember when it comes to employee engagement and happy employees?

Even if you can’t afford to pay huge salaries, or even if you can, most people value pride in their work and appreciation of their hard work over a huge salary. I think that more people are beginning to understand, at a younger age, that quality of life and a great work environment are more important than having a huge bank account. Money can’t buy happiness, but loving your job and be excited to go to work each day can make your salary seem like it’s been tripled.

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5 Real Life Examples of How to Be an Awesome Employer

image by slworking2

Over the years I've worked for a lot of companies. From small, independent businesses and startups to global brands and huge corporations. Each business has their own ethos and culture and my motivation levels and love for the company varied wildly depending on how well they treated their staff.

Asking for employee feedback (and actually responding to it). When I worked for Virgin (you've heard of them, right?) they would send out an annual feedback survey for employees to provide opinions on a whole range of corporate issues, from brand values and awareness to how your manager is performing and everything in between. It was a great way to anonymously provide feedback on the company and give your own opinion. What made it truly work though was that Virgin would actually respond to the primary concerns and make positive changes on the most common issues. This is how businesses grow and create huge pride at working for a brand like Virgin.

Sharing success with your team. Another large corporation I worked for took great pride in treating their staff well. To build a strong relationship between the company and the employees, they would regularly encourage staff to vote for the company in the UK Times Top 100 Companies poll. This was done through fun days, competitions and trips and it got the employees to actually WANT the company to win the award. They did win, and every single member of staff (over 1,000 of them) got a bottle of champagne and a thank you note from the Managing Director. Heck, I got a bottle too and it was only my first day with the company!

Encouraging regular team building. Most team building exercises suck. There's nothing worse than being thrown into a room for a day and trying to engage in activities designed to help you bond. If I have to go round a room and introduce myself to one more person, I'll scream! One company I worked for had a totally different approach. The Managing Director had a huge sailboat, so twice a year he would pick 20-40 people to take sailing around the south of France and Spain. No business, no stupid activities, just friendships being made in the sun. There is nothing better than that to have your employees think you are totally awesome!

Being open to new ideas. One reason for poor motivation and productivity is a company that is set in its ways and refuses to change with the times. A good friend of mine actually left a company for this very reason. He actually got sick and rather than have a sick day, he worked from home for a while. Without the hustle and bustle of the office, and the long commute, he got more done in less time and really enjoyed it. He pitched the idea of remote working to his boss, who instantly refused. "What if you have to come in to meetings?" "How will I know you're really working?". The boss was unwilling to hear solutions to his reservations and my friend now works from home for an international travel hotel brand using modern technologies like Skype to attend meetings and show his boss what he is working on.

Using non-cash incentives. Offering money to an employee (like commission or bonuses) has always been a good way to motivate them. The problem with this is if a competitor offers then more commission or bonus to work for them. Money doesn't evoke loyalty. Instead, you can offer non-cash incentives to make an emotional connection with your staff. You can use money to do this, in the form of prizes like iPad's, experience days or trips to exotic places like Barcelona (which I won whilst at Virgin) and often the cost of these prizes is less than you would need to pay in bonuses. In fact, using these prizes as incentive for work can make you money. I can confidently say that the sales I generated as part of the Barcelona incentive will have made Virgin a hell of a lot more money than it cost to send me to Barcelona for a week - but I had a memorable time and dozens of memories that a simple cash bonus alone wouldn't give me.

Each of these companies have had a hugely positive impact on my life and I spent a great many years at each of them, despite having opportunities for a slightly higher salary elsewhere.

If you can adopt this kind of mindset to your own business, your staff will think you're awesome, stay longer, make more money for your business and you'll all be happier. It's the ultimate win win situation. How else could you be awesome for your staff? Google encourage engineers to spend 20% of their work time on personal projects to promote creativity and invention.

What can you do with your business to make it a work environment people love to be a part of?

This guest blog was written by finance blogger and motivated employee Ian Nuttall. For more information you can click here to visit his debt advice site and you can follow him on Twitter here.