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Improve Work Culture

Using HR Tech to Strengthen vs. Separate Your Company Culture

How many of us have ever been out to dinner and looked around to see that every person at the table is on a mobile device? Or observed a group of young people hanging out “together” while barely lifting their eyes from a screen? When we see technology being used this way (or are guilty of too much screen time ourselves) it can be easy to assume technology is pushing human beings apart.

And while internet addiction is a real thing (as one psychologist put it, we’re “carrying around a portable dopamine pump”) there is little evidence proving that technology as a whole is hurting our ability to communicate or empathize. In fact, when used correctly, it can improve these qualities.

In our personal lives, the proper use of technology can give us greater exposure to different perspectives and ways of expressing ourselves. In the workplace, HR tech can strengthen company culture by providing more avenues to engagement and socializing, while increasing productivity.

Here are five ways you can use HR technology to strengthen your company’s culture:

  1. Make Communication Comfortable (and Fun)

Many HR tech platforms include social feeds that allow employees to chat as a group, in smaller channels, or one-on-one. These channels are constantly adding fun features like emojis, reward badges, and GIFs that make using chat applications similar to how employees communicate with friends outside of work.

Far from making it less likely that employees engage with each other face-to-face, internal social channels enhance communication. They allow employees to connect, collaborate, and share a laugh, even during busy periods. They also create the freedom for employees who are introverted or not comfortable in a live, large group setting to be involved. And they create opportunities for employee recognition, particularly for remote teams.

  1. Create Transparency

Transparency is a bit of a buzzword in the modern workplace. It’s important to company culture because it implies trust, which is the basis of any strong relationship. But transparency can be hard to facilitate. First, leadership and managers across the organization must agree on what transparency means to your company. Next, a company must ensure that transparency is equitable. Is your CMO sharing profitability data with his team while your CTO is failing to share the same with hers?

HR tech can revolutionize the way you approach transparency. You can use social feeds to ensure the same messages are going company-wide, create universal trainings in your learning management system, and democratize access to your company leadership. You can also compile and share data on company culture itself, so employees can monitor progress.

  1. Prove the ROI of Culture Initiatives

When budgets are tight, it’s often employee-focused expenses such as team outings or performance awards that get the boot. These costs have long been considered as “nice-to-haves” that may bring out the smiles, but won’t bring in the revenue.

Using HR tech, you can disprove this line of thinking by tying real analytics to your company’s culture initiatives. After each culture effort, you can track real-time data to see how both performance and engagement have been affected. You can then use that data to discuss the ROI of these initiatives with your leadership. Happy employees impact the bottom line in a couple of ways. First, they are more productive. Second, they are less likely to leave (or even be absent) which means less money needs to be spent recruiting, hiring, and training replacements.

  1. Increase Benefit Engagement

HR teams spend vast quantities of time researching and implementing employee benefits that they believe will strengthen company culture. However, many employees aren’t taking advantage of those benefits from employer 401k matching to health and wellness to time off.

Often, lack of engagement with benefits is due to a lack of knowledge — the options, setup, or fine print are confusing; vacation days aren’t properly tracked; the right channels don’t exist to answer questions. HR tech can make benefits more approachable upfront and manageable in the long-term. You can use them to house benefits training opportunities, to make set-up simple, and to make it easy for employees to monitor their own usage. You can also automate reminders to both employees and managers, so that everyone knows, for example, when you need to push someone to take a vacation day.

  1. Revamp Employee Recognition

In our high-speed lives, it can be difficult to find time for “niceties” like employee recognition. And with only so much bandwidth available to focus on their teams, managers often turn their attention to employees who need extra support to succeed, assuming their top-performers are just fine on their own. While those people may be independent operators, it’s still vital that they’re acknowledged for their work. Recognition for a job well done is a huge component of employee satisfaction. In fact, 93% of employees hope to be recognized at least quarterly, if not more.

HR tech can automate both the reminders for and the process of recognizing employees. It can also track these efforts so you know if some employees are being accidently left out.

HR tech is no longer just about payroll and performance management, it’s about people. When you shift your thinking of HR tech as a help, rather than a hindrance, to communication and connectivity, you’ll see your company culture shift as well.

To learn more about the evolution of HR technology, check out Achievers’ blog post A Brief History and Future of HR Technology.

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About the Author
Taylor Burke is a contributor for TechnologyAdvice.com. She’s passionate about great company cultures. When she’s not in front of her screen, you can find Taylor reading, cooking, running, or hanging with her dog—but rarely all four at once. Connect with her on LinkedIn.

 

Mindfulness at Work

4 Tips: How to Cultivate Mindfulness at Work

Mindfulness by definition is, “the practice of maintaining a nonjudgmental state of heightened or complete awareness of one’s thoughts, emotions, or experiences on a moment-to-moment basis.” Seems simple enough, right?

However, achieving a state of mindfulness as defined above, while balancing the busy schedule of a working professional seems like another impossible task on the grand to-do list. According to the Global Wellness Institute, the health and wellness industry hit a record high of $3.4 trillion dollars in 2014, and that number continues to grow as more and more businesses seek to launch health and wellness initiatives of their own.

While mindfulness is a highly personal state of being, to me, it is the feeling of being more aware of myself and what’s happening around me. This takes dedication and a willingness to be fully aware of even the most-minute aspects of my daily life, both at home and at work. Mindfulness can give you the tools to handle the ups and downs of office culture. No matter how you achieve it, once you experience the effects of having a mindfulness practice, it can help you to successfully navigate all areas of your life.

To get started, here are four areas of focus that will help cultivate a mindfulness practice within the office:

  1. Awareness and Breath

Despite the ubiquity of health and wellness programs in contemporary office culture, it feels as though our society is more stressed than ever. Most of us work at least 40 to 50 hours a week, and then juggle personal tasks like looking after kids/pets, rushing to the gym, staying in touch with friends, a monthly book (read: wine) club, etc.

Our lives get so jammed packed, we need multiple calendars just to keep up with it all. The American Psychological Association found that “…money and work are the top two sources of very or somewhat significant stress (67 percent and 65 percent in 2015.)”

Next time you are feeling overwhelmed or out of control, take a few minutes to simply take some deep breaths. By completing the easy task of breathing, you are already more mindful because you acknowledged how stressed you felt before reacting. From there, take it one step further by aiming for balanced breath; equal lengths of inhaling and exhaling through the nose.

While continuing this breathing exercise, observe how the signs of stress in your body reveal themselves. Were your shoulders up to your ears? Was your jaw clenched? Is your breath short and chest tight?

After you’ve identified the symptoms of stress, try to relax that specific area of tension by at least 20%. As little as 2-5 minutes of controlled breathing will bring you to a greater state of control over your feelings and help take your physical being out of fight or flight mode. By increasing circulation to the brain and slowing your heart rate, you’ll have greater clarity, allowing you to better assess the situation at hand. If you would like to go one step further and give meditation a try, Headspace is a great app for beginners.

  1. Forgive Yourself

Gary Hamel, one of the world’s most influential business thinkers said, “You can’t build an adaptable organization without adaptable people.” To me, the essence of this quote is understanding that none of us are superheroes; it can be very difficult to finish everything within the work day and still live a balanced, healthy personal life.  This is why it is crucial to let go of any emotional baggage you might carry with you, in both your personal and professional life.

Forgiving yourself when things are not going as planned is critical in accepting the way things truly are and gives us the ability to move forward toward a more productive mindset. Feeling guilty, mad or frustrated can render us unwilling to be open-minded.

Instead, use this as a learning experience to reflect on what you can do better next time these feelings of frustration emerge, focusing on understanding why the end goal is important and then letting go of whatever is out of your control. Flexibility within the workplace is key to success, regardless of the environment in which you work. Behind every great person, company or business success, there was probably a moment where the prospect of failure was faced and overcome. The difference between losing and victory was likely a reinvention or evolution of an approach that turned failure into triumph. So make a conscious effort to learn from difficult situations in the moment and then, let go.

  1. Lighten Up

If you’re a “Yes Person” like me, your workload can rapidly become overwhelming. One way to counteract the weight of a stressful week at work is to lighten up and laugh more often. If you’re laughing while reading this, you’re off to a great start.

We’ve all had moments when things took a wrong turn and it feels like the WORST has happened. In these situations, it’s hard to remove the typical ‘should have, could have, would have’ narrative that is on constant loop in your mind. Next time, break the habit of being hard on yourself by focusing on a positive aspect. Ask yourself: what is it that is making me so upset? Why do I feel like this is so important?

Once you have answered the questions above, approach this situation with gratitude for what you DO have, it will likely help illuminate the problem and help reshape your frame of mind from “this is what I need to do… [Fill in what you are dreading]” to “this is what I want to do because… [Fill in what you are grateful for.]”

If you still need a lift, reach out to your colleagues; the people around you are there for support and will offer much needed perceptive on some of the challenges you’re facing.

  1. Recognize Others

The average American spends over 2,000 hours a year in the office, which means aside from sleep, we are spending more time with co-workers than anyone else in our lives. This is why ‘working with great people’ is such an important core value for many working professionals.

Recognizing the fact that your team plays a major part in creating a positive office environment is crucial for work happiness. Treating work relationships with mindfulness will open your eyes to the great things people are doing around you every day.

In, The Neuroscience of Trust, published by The Harvard Business Review, the author states, “Neuroscience experiments by my lab show that when people intentionally build social ties at work, their performance improves.”

A Google study similarly found that managers who, “express interest in and concern for team members’ success and personal well-being outperform others in the quality and quantity of their work.”

In the daily flow of work, a simple ‘thank you’ can go a long way to boost morale. A company that fosters a culture of mindful employees leads to a team that is recognizing, communicating and celebrating the accomplishments that make the organization successful. Increased employee mindfulness will also contribute to reduced stress, increased productivity and a better bottom line for the company; a win-win for all.

For more information on creating a culture of recognition, check out this ebook on Recognition Culture: The MVP of Employee Experience.

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About the Author
Phoebe Licata
Phoebe Licata is a Customer Success Manager at Achievers by day and inspirational yogi by night. Her endless positivity propels her along her journey of consulting with companies on their employee engagement and rewards and recognition strategies. Connect with her on LinkedIn.

 

 

 

Positive Work Culture

5 Company Initiatives That Improve Office Culture

In today’s competitive market for talent, office culture is everything. With employees spending most of their time (some upwards of 50 hours a week) in the office, it’s should come as no surprise that HR leaders consider developing and nurturing corporate culture and employee engagement to be their number one challenge.

Luckily, you don’t have to reinvent the wheel to improve company culture. Initiatives that promote health, work-life balance, kindness and gratitude already exist and can go a long way in bolstering a positive office culture while also increasing engagement.

If you’re unsure where to start, here are a few initiatives to consider:

Employee Health

Companies have been holding organization-wide health challenges and the like for some time now, but the kinds of health initiatives employees desire are different than they once were, where end results were all that was emphasized. People don’t want to step on a giant scale and see how much weight they lost (or didn’t lose!). Instead, they want measurable processes that lead to overall well-being; to track progress with technology, get stronger, healthier, and feel great. With that in mind, here are a few modern health initiatives to try:

Supply organic lunches: According to a 3-month Communispace study. millennials care deeply about what they eat: “More than a quarter say organic, natural and non-toxic products are part of maintaining their health and may see them as alternatives to traditional medicine, signaling an opportunity for brands well beyond the traditional health care sectors,” If your organization can’t pay for lunch every day, choose a couple days to provide an organic lunch for employees or consider partnering with a catering company or bringing in a chef.

Strength challenge: You are probably familiar with popular health hashtags such as: #Healthyisthenewskinny and #progressnotperfection. With the idea of encouraging progress towards health goals in mind, why not hold a fitness challenge and then give employees a period of time to prepare for a re-test, challenging them to improve their performance and beat their old numbers. The friendly competition will encourage camaraderie and morale among employees while emphasizing greater personal health through competition.

Sleep goals: According to the American Academy of Sleep Medicine, the more sleep an employee gets, the less likely they are to call in sick: “Results show that the risk of an extended absence from work due to sickness rose sharply among those who reported sleeping less than 6 hours or more than 9 hours per night,”

With fitness trackers and other wearables, people can now track how long and how well they’re sleeping every night. Set a sleep goal for employees and have them track their sleep over a period of time to earn rewards like gift cards, merchandise or PTO. Employees will feel better and they’ll love telling people they have “sleep goals” for work.

A Kindness Initiative

We could all benefit from more kindness in the world these days; not only at work but throughout our daily lives. In a recent poll, 76 percent of respondents said the world is a less kind place than it was 10 to 20 years ago. One way to bring more kindness, respect, and empathy into the workplace is with a kindness initiative.

It should include the following components:

Create a set of kindness “pillars” that everyone follows. Examples include: When giving constructive criticism or performance feedback, always give “compliment sandwiches” (compliment, criticism, compliment), assign work based on people’s strengths to set everyone up for success, exhibit small acts of kindness like holding the door open for coworkers, etc.

Institute regular recognition of employees. For this to stick, it has to work top down. Managers and team leaders can plan a monthly meeting where one or a group of employee(s) is called out for their excellent work. To ensure a tangible element for this type of recognition, employers can also create a wall of fame to post photos of these high performing employees. For larger organizations, an employee recognition platform is a great way to create and embed a culture of recognition.

Encourage employees to “give props” to their peers. If you use a tool like Slack to communicate within your office, this is easy to facilitate. Set up a channel where employees can recognize one another with a timely “thanks” or “nice job” regarding recent business successes. Using Slack, colleagues can not only tag the recipient of the “props”, but the entire channel, so everyone sees what that person did. Some recognition software providers, like Achievers, even allow the integration of popular tools like Slack within their recognition platform to further encourage “recognition in the flow of work”.

Employees will love getting the extra recognition, and more kindness may help reduce drama and sticky office politics.

A Volunteer Initiative

Giving back is not only good for the soul of your organization, it’s also good for attracting and retaining millennials: But sadly, only 57 percent of millennials believe that business leaders are committed to improving society. A volunteer initiative is relatively easy to set up and gives you a chance to boost your employer brand while also increasing loyalty and engagement among millennials.

Here are a few suggestions for setting up a volunteer initiative:

  • Hold a bi-annual volunteer event, where employees volunteer their time rather than go into the office for the day. Don’t do it on a Saturday—not only will you likely cripple turnout, but employees will likely not appreciate having an initiative such as this scheduled during their free time.
  • Reward employees who volunteer on their own time with “free” half-days.
  • Give every employee one workday a year, month or quarter to take part in a volunteer activity of their choosing.

In addition to the inherent value of the good deed itself, participating employees will feel good about themselves and gain more respect for your business, making volunteer initiatives especially valuable.

A Work/Life Balance Initiative

In the aforementioned Communispace study, 49 percent of millennials reported work-life balance as an important part of their health and wellness, followed by relationships with friends and family (47 percent). Employees of all generations care greatly about achieving a proper Work/Life balance, making it an important part of any culture campaign.

Luckily, there are many ways you can help employees foster desired work-life balance:

  • Half-day Fridays: Offer this once a month, or during a specific quarter. Many companies do this in the summer, when people tend to go on more weekend escapes.
  • Flexible work hours: Instead of limiting office attendance to the standard 9-to-5, allow employees to work when and how they can personally be most productive, whether that means coming in and leaving early, or working through the night. As long as they are performing up to expectations and making themselves available for meetings and other requests from colleagues, allow them the flexibility to manage their own schedules.
  • Work from home: If possible, allow employees to occasionally work from home, be it once a week or month.
  • Unlimited time off: This is something many startups and even larger companies are starting to offer. Employees can take as much, or as little time off as their job permits, without worrying about PTO caps or tracking their remaining vacation days. Fostering trust among your employees does wonders for engagement and it also benefits employers as it has been suggested that employees may actually take less time off when they have unlimited PTO.

A Shadow Initiative

This initiative allows employees to shadow their peers for a period of time. Business departments often get siloed and have little understanding as to what each other is doing. Shadow initiatives give everyone a chance to understand the roles of their collegues and see how their two positions can work together to achieve even better results.

To keep it organized, allow one department to shadow each month. For example, in March, members of the marketing team will shadow whomever they want. Set your time period (4 hours, an afternoon), and ask each shadow pairing to come up with one way they can work together in the next month.

Employees will love spending time doing something new and the business will flourish as connections are made that take projects and ideas to the next level.

To learn more, download the white paper All For One and One For All: Uniting a Global Workforce With Company Culture.

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About the Author
Jessica Thiefels
Jessica Thiefels has been writing and editing for more than 10 years and spent the last five years in marketing. She recently stepped down from a senior marketing position to focus on growing her own startup and consulting for small businesses. She’s been featured on Forbes and has written for sites such as Lifehack, Inman, Manta, StartupNation and more. When she’s not working, she’s enjoying sunny San Diego with her husband and friends or traveling somewhere new. Follow her on Twitter @Jlsander07.

 

Employee HR Policies for retail stores

5 ways to improve employee health and wellness in the retail industry

When we consider which occupations pose a risk to employee health, retail positions don’t ordinarily come to mind. However, the OSHA category that includes retail workers suffers the second-highest number of on-the-job injuries and fatalities of all industry sectors. Fatalities in retail work are almost exclusively the result of assaults and violent acts, according to a report by the Centers for Disease Control. Hazards leading to injury include long periods of standing, heavy and awkward lifting, falling from ladders, problems from indoor air quality, and repetitive manual tasks. Fortunately, you can address the hazards your workers face with a variety of straightforward adjustments. Provide a safer workplace with the top five health-related HR policies for retail stores:

  1. Stools and cushioned mats

Standing for long hours can result in swollen legs, back aches, joint damage, varicose veins, high blood pressure, and foot deformities. The best solution is to let your employees sit on stools while they work. If this is impossible, cushioned floor mats can ease discomfort and reduce the incidence of foot problems.

  1. Ergonomic lifting instructions

Many retail positions require employees to lift and move heavy objects. While back braces are often thought to reduce the risk of injuries, the National Institute for Occupational Safety and Health reminds employers that scientific evidence does not support this. Your workers will be far safer if you fully instruct them on safe ergonomic lifting techniques.

  1. Security planning

Employees who work alone, especially at night, are vulnerable to violent assault. You can help keep your workers safe by training them to recognize and respond to workplace threats. Physical security measures include pairing workers when possible, ensuring their easy access to a phone, and removing large amounts of cash from registers during night shifts.

  1. Enforce breaks

Employees’ productivity and well-being will suffer if they work straight through lunch, breaks, and vacation days. Insist that all staff members take their allotted time off and that working excess hours will not be viewed positively at evaluation time. Ensure that store managers are trained to enforce all required breaks.

  1. Encourage healthy snacking

Team spirit may be bolstered by the occasional birthday cake or donut run, but you can set a different daily standard. Provide free snack plates of fresh vegetables and low-calorie dip for those times of the day when employees usually grab a fast-fix snack. A working fridge and microwave in the staff room will encourage your employees to bring lunches from home rather than relying on unhealthy fast food.

Employee engagement depends on many factors, but addressing basic health and wellness issues is essential for adequately engaging your staff and creating a positive, safe workplace for all.