PRODUCTIVITY

  • RECRUITING’S TOP 7 BOTTOM-LINE BUSINESS IMPACTS THAT MOST IGNORE

    AUTHOR: // CATEGORY: candidate experience, corporate recruiting, Featured, Hiring Process, productivity, talent acquisition

    The ultimate goal of any business function should be to have a direct and measurable impact on their company’s bottom line and corporate strategic goals. Having a direct and visible impact on bottom-line results will make your team proud. But it will also get you more executive support and funding. Even though nearly every recruiting leader strives to “be more strategic,” few talent-acquisition leaders seem to be aware of the specific recruiting areas that generally have the highest impact on bottom-line business results like revenue generation and workforce productivity.

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  • REWARDS MATTER: 4 GREAT WAYS TO RECOGNIZE EMPLOYEES

    AUTHOR: // CATEGORY: Management, morale, productivity, Rewards and Recognition, Special Report

    Rewards matter.

    Sure, salary and benefits are key factors, too. But for any good employee worth having on your payroll, being recognized for their efforts is  as important to them as their paycheck – with the added bonus that a well-planned employee recognition program boosts retention.

    Of course, in most places there’s just not a lot of extra money for bonuses, expensive gifts or over-the-top employee recognition celebrations.

    Still, you need to do something to keep employees engaged or productivity will eventually slip – and that will affect your organization’s bottom line.

    Get Creative

    To do this employee rewards and recognition effectively, the best companies try to get creative.

    There are a lot of very effective ways to recognize employees without your CFO blowing a gasket.

    It’s not the size or the cost of the gesture that matters. It’s the thought behind it. Employees know the difference, and they’ll feel more valued if the praise is meaningful and truly relates to their day-to-day work, that is, if it relates to what they actually DO.

    For example, if they are Employee of the Month because customers won’t stop raving about them, you need to say THAT, and say what the customers said, too!

    That kind of recognition is worth its weight in gold.

    Are 42% of your employees looking to leave?

    Many employees leave their companies not because of small salaries or huge workloads, but because they aren’t recognized or rewarded.

    One popular poll on employee recognition found 42% of respondents are actively looking for new jobs, and many of them are leaving because of a lack of recognition.

    Out of these dissatisfied workers:

    • Over half (56%) don’t feel appreciated at their current job
    • Nearly three in five (59%) are dissatisfied with the lack of employee recognition at their companies
    • 37% feel that employees at their company aren’t rewarded for job performance, and
    • Close to half (45%) don’t feel their job culture is a positive one.

    From this, it’s clear: Recognizing good people is important to employee recruitment and retention.

    Yet, in spite of these finding, it’s worth noting that, in the same study, three of four managers erroneously reported back that their workers’ satisfaction was high.

    Hmmmmm, swing and a miss.

    So, if you are one of those folks who believe employees want to feel valued; that they want their companies to recognize their talent; that management can make the difference when it comes to employee retention; and that you can do a good job of that without breaking the bank, here’s help.

    Here is a breakdown of some of the most popular – and unique – ways to recognize employees, along with examples of how those rewards have improved morale and productivity in the workplace.

    Everyone loves flexible scheduling

    What’s the No. 1 perk that employees say they would love to see at their jobs: A flexible schedule.

    In the CareerBuilder survey, nearly 60% of workers said this would convince them to stick around at their jobs. Having a flexible schedule is so important to workers that many would take a pay cut in exchange for one.

    Flex scheduling can take many different forms, such as offering later arrival times for parents so they can take their children to school, or earlier departures so they can pick them up in the afternoon. Another option is allowing employees to structure their work week so it can be completed in four days instead of the standard five.

    Or, one of the more popular options is allowing employees to work from home on occasion. Employees appreciate this perk because it gives them better work-life balance, which relieves some of their stress. And a less stressed employee is a more productive one.

    As long as people can produce good results working from home, this is a great way to reward them for what they do. It’s worked wonders for a lot of companies.

    Making flex time work

    Flex time is best given to employees who’ve already demonstrated proven results. Managers know these workers don’t need constant supervision to get their work done, so they can trust them not to abuse this privilege.

    For the best people, allowing them to work from home occasionally will be appreciated. Many people thrive when working from home, citing fewer distractions and less stress than they experience in an office setting.

    Plus, it’s a key factor in achieving work-life balance, which most employees value highly in today’s world.

    Besides the obvious reward that comes from flex-time, that is, achieving a better work-life balance, putting this trust in employees is its own reward.

    Most rise to the occasion so the trust isn’t broken, and produce better work than they normally would on a typical 9-to-5 schedule.

    Allowing employees a flexible work schedule, with the ability to work from home if necessary, is a reward that’ll pay off in dividends.

    And having an established protocol for them to follow only makes this easier to stick with.

    When considering flex-time arrangements, it’s best to start by phasing the program in gradually, starting with a handful of high-performing employees.

    Tip: Managers should keep close tabs on employees’ performance and productivity in the beginning, so they know how well the arrangement works.

    Paid Time Off

    Providing extra paid days off is another perk that makes a difference in retention and serves as an excellent reward.

    This is a particularly great motivator for a job well done. If employees had to work hard to hit a tight deadline, they’ll really be happy for a bonus day of vacation or personal time.

    Another option for providing time off: Implement “half-day Fridays” where employees who meet certain performance objectives can get a jump-start on the weekend.

    Try giving employees extra time off right before a paid holiday so they’ll be able to extend their time away from the office and indulge in a little more relaxation.

    It’s a small token of appreciation that costs nothing – and it’s something employees appreciate and will value.

    Unlimited vacation time

    Some companies have gone even further in allowing their employees to have as much time off from work as they feel is necessary.

    How?

    They’ve implemented unlimited vacation policies. These policies are exactly what they sound like: Instead of having a set number of vacation days, workers are given virtually free rein to take as much vacation time as they feel they need.

    A policy of this nature is a drastic change from the normal approach toward vacation time and is likely to met by some C-levels folks with a big gulp.

    But it could be an effective way to reward people for completion of certain projects or objectives.

    Most companies who have implemented the policy have reported little abuse of the system. In fact, it’s been a real motivator for their people.

    One example is LRN, a New York-based company, that implemented an unlimited vacation policy for three years. When the policy first began, the company was very proactive about informing employees of the change and rolled it out gradually to allow workers to use their accrued vacation time.

    Results have been largely positive, with employees actually being more considerate of how their time away from the office will affect the company’s operations.

    Vacation abuse is rare; in fact, they average about three weeks a year per employee – the same as they were before the changes were implemented.

    The Wall Street Journal offered these three tips for companies that are considering such a vacation policy:

    1. Remove any unnecessary regulations. Before implementing an unlimited vacation policy, cut out any red tape adding an extra bureaucratic level to the process. Make it as simple as possible.
    2. Trust employees. Managers who have faith their workers will make good decisions when planning their vacations tend to have employees who live up to those expectations.
    3. Be clear about expectations. Make sure employees are fully aware that unlimited vacation time doesn’t mean they don’t have to fulfill their work responsibilities before taking time off. Communicate key goals and priorities to them so they know what must be handled before they leave.

    Sabbaticals

    Managers that really want to make their incentive programs stand out can go the extra mile and offer top performers the chance to go on a sabbatical.

    The difference between a sabbatical and regular time off: Sabbaticals can be used for professional development purposes.

    One company in Dallas, The Marketing Arm, has created a unique program for its long-term employees that incorporates sabbaticals as a reward for company loyalty.

    An employee who’s worked at the company for seven years gets a seven-day sabbatical, and employees who’ve logged 15 years at the company get 15 days.

    Workers get a small stipend for the sabbatical, and they must take all the time off at once. Many have used the time to develop a skill they’ve always wanted to learn more about or help others less fortunate.

    Offering this perk has been a real boon for The Marketing Arm: The company’s been able to recruit and retain top talent because of these sabbaticals.

    Managers may wish to offer this as a reward for particularly notable high performers, with the inclusion of a stipend being wholly optional.

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  • 3 WAYS TO REGAIN CONTROL OF YOUR DAY

    AUTHOR: // CATEGORY: Featured, productivity

    You may have great instincts — a knack for spotting talent, a drive for self-improvement, and a talent for empowering people — but unless you can get your priorities in order, you’re not likely to be much help to anyone, much less yourself. With incessant demands on our time and attention, it’s not easy beating the distractions coming at us from all directions.

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  • PILOT YOUR PROGRAM THE ‘READY, FIRE, AIM’ WAY

    AUTHOR: // CATEGORY: Featured, productivity

    “Ready, fire, aim. Do it! Make it happen! Action counts. No one ever sat on their way to success.” – Tom Peters, American business writer

    In the business literature, especially in articles written by academics lacking practical experience, you occasionally see tut-tutting about those who just “throw mud at the wall and see what sticks” in terms of execution. This deserves eye-rolling, because that mud-flinging is what people outside the ivory tower call testing.

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  • HOW PRODUCTIVITY ANALYTICS TOOLS ARE MAKING A DIFFERENCE

    AUTHOR: // CATEGORY: Featured, productivity

    Imagine my surprise when I started receiving emails from Microsoft last summer that included descriptions of my Office 365 activity, like how much time I spent multitasking in meetings, who is my “top collaborator,” how much “focus time” I had, and the amount of time I spent working “after hours.” After my initial shock at how little focus time I had each week, I realized how powerful this information could be for both me and my team. The fact that Microsoft is now categorizing it, organizing it and providing me with insights into my work patterns not only showed me how much more productive I can be; it also made me aware just how helpful and important this data really is.

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  • HOW TO OVERCOME 5 OF THE WORST HITS TO PRODUCTIVITY

    AUTHOR: // CATEGORY: engagement, Featured, productivity

    Productivity at its most basic, signifies the rate of output per unit of input. The phrase echoes an era where people were seen as elements in a production line, measured by the amount of time it would take them to produce a single item. But in today’s knowledge based economy, this measure of productivity no longer holds true, making it increasingly difficult to evaluate people’s’ performance.

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  • WHAT YOUR SUITCASE SAYS ABOUT HOW YOU MANAGE TIME

    AUTHOR: // CATEGORY: Featured, productivity, time management

    You can tell a lot about people based on how they manage their time. The ones who are notoriously late are the same people who are consistently a dollar short. They possess neither a mastery of time nor money.

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  • 4 WAYS OPEN OFFICE SPACES CAN DO MORE HARM THAN GOOD

    AUTHOR: // CATEGORY: employee health, In this week's e-newsletter, Latest News & Views, open offices, productivity

    While many companies are eliminating cube walls in an attempt to foster more collaboration between employees, a recent study shows this could be achieving the opposite effect. 

    Harvard University found that face-to-face communication between employees decreased by 70% after office floorplans were opened up. The study discovered workers withdrew from each other socially, preferring to communicate via email or instant messages.

    Other employees reported feeling less creative, citing the need for quiet, secluded spaces to work most efficiently.

    Other harmful effects

    Not only can open offices hurt collaboration and productivity, but they can actually do damage to employees’ physical and mental health.

    Business writer Geoffrey James shared on Inc.com some more unintended side effects of open office spaces that can cause problems for employees.

    1. Managers are inescapable. A recent poll by Gallup shows that bad bosses are the top reason workers leave companies. For those who stick around, a bad boss can cause stress or even depression. And in an open office, managers are unavoidable, which can make the stress even worse. It’s important for employees to have a private space they can go to decompress.
    2.  Sickness spreads more easily. Germy coughs and sneezes can travel up to 26 feet, and particles can stay in the air for ten minutes. When there are no cubicles or walls acting as barriers, the whole office can quickly get contaminated.
    3. Introverts will be uncomfortable. Roughly 50% of the population consider themselves to be more introverted than extroverted. This means the constant presence of other people can cause a lot of employees to feel anxious and uncomfortable. For some workers, forced interaction throughout the entire day can be too much to handle.
    4. It’s impossible to fully focus. When people around us are saying and doing things, our brains unconsciously pay attention to them. This makes it impossible for employees to work without any distractions in an open office. Constant multitasking can do major damage to workers’ productivity.

     

     

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  • THE SECRET TO PRODUCTIVITY MAY BE AIR CONDITIONING

    AUTHOR: // CATEGORY: HR Insights, productivity

    Call them dinosaur-brains or Neanderthals, there are people in every business who live to make us miserable. They aren’t necessarily actively toxic, but some are so rude, bureaucratic, and/or annoying, your automatic response may be to disengage from them and your work. As well all know, disengagement kills productivity.

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  • PUT AWAY THE PHONE. LEAVE THE OFFICE AND START MEETING THE PEOPLE WHO DO THE WORK

    AUTHOR: // CATEGORY: Featured, leadership, productivity

    Note: The following is an excerpt from the author’s new book, When Leadership Improves, Everyone Wins.

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