Archive for the ‘WorkPlace Culture’ Category
by Joe Blattner | June 19, 2024
The traditional workplace model is undergoing a seismic shift. Gone are the days of employees simply showing up, clocking in, and putting their heads down for eight hours. Today’s workforce prioritizes purpose, growth, and well-being, demanding a more holistic and engaging work experience. This is the dawn of the Employee Experience Revolution, and organizations that prioritize building a workplace people love will reap the rewards in terms of talent acquisition, retention, and overall business success. Last month we shared Part I of the report. In this Part II, we include five additional ways to help create a workplace people love.
6. Empowering Employees: Giving Them Ownership and a Voice
Employees who feel like they have a say in their work are more likely to be engaged and productive. Organizations can empower their workforce by encouraging employee feedback and participation in decision-making processes. This can involve conducting regular surveys, holding open forums, and establishing employee resource groups. By giving employees a voice, organizations can tap into valuable insights and create a more collaborative work environment.
7. Promoting Work-Life Balance: Boundaries and Flexibility
With the rise of remote work and technology blurring the lines between work and personal life, it’s crucial to set clear expectations and encourage healthy boundaries. This includes implementing policies that discourage after-hours emails and promoting flexible work arrangements that allow employees to manage their time effectively. Organizations that prioritize work-life balance demonstrate their commitment to employee well-being and create a more sustainable work environment.
8. The Power of Listening: Building Trust Through Effective Communication
Open communication is the cornerstone of a positive employee experience. Organizations can build trust with their workforce by creating clear and consistent communication channels. This includes regularly sharing company news and updates, actively listening to employee concerns, and addressing them in a timely and transparent manner. When employees feel like they are being heard and their voices matter, they are more likely to feel engaged and committed to the organization.
9. Leading by Example: Authenticity and Transparency from Management
Leaders play a crucial role in shaping the employee experience. By embodying the company culture and demonstrating the behaviors they expect from employees, leaders can set a positive example and inspire their teams. Transparency is also key. Leaders who are open and honest with their employees build trust and create an environment where employees feel comfortable taking risks and speaking up.
10. Data-Driven Decisions: Measuring Employee Experience
Building a great employee experience is an ongoing process. Organizations can measure and continuously improve their efforts by utilizing surveys, pulse checks, exit interviews, and other data points. By analyzing employee feedback, organizations can gain valuable insights into employee sentiment, identify areas for improvement, and demonstrate their commitment to creating a positive work environment.
Conclusion: Building a Workplace People Love – A Continuous Journey
The Employee Experience Revolution is not a one-time fix. It’s an ongoing commitment to creating a workplace that fosters growth, purpose, and well-being. By prioritizing the suggestions outlined above, organizations can begin to design a workplace people love. This translates into a more engaged and productive workforce, lower turnover rates, and ultimately, a competitive advantage in today’s dynamic talent market.
Remember, the key is to listen to your employees, adapt to their needs, and continuously strive to create an exceptional employee experience. As Richard Branson famously said, “If you take care of your employees, they’ll take care of your business.” By prioritizing your people, you’re investing in the future success of your organization.
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Category: WorkPlace Culture
by Joe Blattner | May 24, 2024
The traditional workplace model is undergoing a seismic shift. Gone are the days of employees simply showing up, clocking in, and putting their heads down for eight hours. Today’s workforce prioritizes purpose, growth, and well-being, demanding a more holistic and engaging work experience. This is the dawn of the Employee Experience Revolution, and organizations that prioritize building a workplace people love will reap the rewards in terms of talent acquisition, retention, and overall business success. In this Part I of the report, we include five ways to help create a workplace people love. Next month we’ll share five more in Part II.
1. From Transactions to Transformation: Redefining the Role of HR
The role of HR is undergoing a critical transformation. Moving beyond transactional tasks like payroll and benefits, HR professionals are now tasked with designing and implementing a comprehensive employee experience strategy. This strategic shift focuses on the entire employee lifecycle, from onboarding and development to recognition and offboarding. By fostering a culture of growth, purpose, and belonging, HR can become a true business partner, driving employee engagement and contributing to the organization’s overall success.
2. The Power of Purpose: Why “What” Matters Just as Much as “How”
Helping employees connect their individual goals with the company’s mission is a powerful tool for boosting engagement and motivation. When employees understand how their daily tasks contribute to a larger purpose, they feel a greater sense of ownership and satisfaction in their work. Organizations can achieve this by clearly communicating the company’s mission, vision, and values, and by providing regular opportunities for employees to see how their work aligns with these goals.
3. Building a Culture of Recognition and Appreciation: The Power of “Thank You”
Taking the time to acknowledge and reward employee achievements, both big and small, is crucial for building a positive and supportive work environment. This can take the form of formal recognition programs, public shout-outs, or simply a sincere “thank you” from a manager. When employees feel valued and appreciated, they are more likely to be engaged, productive, and loyal to the organization.
4. Prioritizing Well-being: It’s Not Just About Perks
Employee well-being goes beyond free snacks and ping pong tables. Today’s employees are looking for organizations that genuinely care about their physical and mental health. This means implementing initiatives like flexible work arrangements, on-site fitness programs, and access to mental health resources. Demonstrating a commitment to employee well-being not only improves employee satisfaction but also reduces absenteeism and healthcare costs.
5. Investing in Growth and Development: Equipping Your People for Success
Employees crave opportunities to learn new skills and advance their careers. Organizations that invest in employee development programs not only boost employee morale and retention but also cultivate a future-proof workforce. This can include offering internal training programs, tuition reimbursement for external courses, and mentorship opportunities. By empowering employees to grow their skillsets, organizations position themselves for long-term success.
Conclusion: Building a Workplace People Love – A Continuous Journey
The Employee Experience Revolution is not a one-time fix. It’s an ongoing commitment to creating a workplace that fosters growth, purpose, and well-being. By prioritizing the suggestions outlined above, organizations can begin to design a workplace people love. This translates into a more engaged and productive workforce, lower turnover rates, and ultimately, a competitive advantage in today’s dynamic talent market.
Remember, the key is to listen to your employees, adapt to their needs, and continuously strive to create an exceptional employee experience. As Richard Branson famously said, “If you take care of your employees, they’ll take care of your business.” By prioritizing your people, you’re investing in the future success of your organization.
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Category: WorkPlace Culture
by Joe Blattner | April 18, 2024
According to a survey conducted by Forbes, a whopping 98% of workers want to work remotely at least some of the time. It’s no surprise why many employers are now offering a remote work setup, or at the very least, a hybrid one. But for this setup to be sustainable in the long run, employers should know how to manage remote workers effectively. The following tips can make for a good start.
1. Strengthening the onboarding process
It’s more challenging to onboard new hires in a remote environment, so your company should review the current onboarding process to see if it’s been tailored well enough for remote workers. Create engaging videos and interactive presentations, set up electronic meet-and-greets, establish a virtual buddy system, etc. Right from the start, new hires should be welcomed to your company and trained to fit into everyday operations as smoothly as possible, so they won’t feel like a fish out of water for long.
2. Scheduling regular team meetings
It’s easy for employees to feel alone in a remote work setup, so make sure that they have a camera-on meeting at least once a week with their teams to establish rapport within. Collaboration is easier when employees feel affinity with the people they’re working with, so it’s important that they build strong professional relationships with each other even if only virtually.
3. Scheduling regular one-on-one check-ins
Managers should connect with their direct reports individually so that they can be on top of both the successes and struggles of the members of their teams. Twice a month is a good number of check-ins, although new and/or junior employees will benefit from a weekly meeting with their manager. The frequency can be adjusted during busy seasons; nevertheless, encourage your company’s managers to always make time for a quick check-in at least once a month, and top executives should monitor that these are happening by your managers.
4. Focusing on the results, not the hours
For output-based jobs, it doesn’t make much sense to focus on login/logout times and number of hours rendered. The quality of the work matters much more, so your company should consider giving employees more autonomy by allowing flexible work schedules. Focus more on providing the necessary support to ensure employees meet their deadlines, quotas, and other key performance indicators.
5. Using monitoring tools only as needed
Monitoring tools can be effective if they’re not intruding on remote workers’ activities, and if your company is not using these as a way to micromanage employees. Instead, use these tools to gain insights on tasks your employees struggle with and to identify processes that can be improved upon with the right solutions. Also, be upfront with your employees about the data being gathered and the activities being monitored. They need to understand that your company wants transparency, not total control.
6. Implementing self-reporting
In a remote work setup, it’s harder for remote team members to know what their teammates are working on without explicitly talking about it – so make sure they do talk about it. Require employees to inform their team about their tasks and the corresponding statuses through self-reporting. For team members working on the same projects, these updates will be especially helpful for tracking overall progress.
Remote work is here to stay whether your company likes it or not, so might as well embrace and perfect it in order to attract and retain top talent. Also, what’s not to like? Satisfaction is high when employees enjoy more time and convenience, and this satisfaction translates to better performance at work. If done right, remote work can result in a win-win situation for your company and your employees.
by Joe Blattner | February 7, 2024
The last few years have been a game changer for employers and employees alike, making boosting employee engagement a big priority.
It started with the Pandemic, which showed people that a lot of jobs could be performed just as well remotely as in person.
Soon after that came the Great Resignation, which saw a 20-year high for employees quitting their jobs, often as a result of poor treatment or-low wages.
Next, there was “quiet quitting” – employees putting in only the bare minimum effort, rather than striving to excel.
The fact is, more employees than ever are realizing that their only motivation for work is the paycheck. Plenty of other companies would pay them just as much or more, so why go the extra mile for an organization that wouldn’t go the extra mile for them?
In this new employment landscape, if you want to keep your employees engaged and motivated, you need to show them why your organization is worth their loyalty – as more than just the signer of their checks. To get them to stick around, and to excel in their productivity, you need to foster a genuine sense of belonging.
Here are a few ways you can make boosting employee engagement work in your environment.
Ways to Boost Employee Engagement
- Make It About Values. What does your company stand for? Are you committed to lowering your carbon footprint? Do you sponsor programs that benefit your local community? Engage your key employees in establishing your corporate values; then let your employees know what your company values are and what you’re doing in support of those values. Then, offer volunteer opportunities and other ways employees can support those values too. If you can engage them on issues they care about, it makes your company feel like it’s worth caring about as well. And in working for you, they can feel like they’re helping make the world a better place.
- Call Out Good Work. Most managers will call out an employee to reprimand them for a mistake or subpar performance. But many of those same managers do nothing when their employees do well. Praise is a much better motivator than criticism, and taking the time to recognize when an employee has done a good job makes them feel better about themselves, their work, and your company, and can make them more productive going forward.
- Offer Career Advancement. This means more than just dangling the possibility of a promotion. Take an individual interest in your employees and find out what their goals are in your field. Then, work with them to help them achieve those goals. Offer to pay for their education or provide the training and tools required to build the skills they’re looking for. By investing in your employees now, it will pay dividends later.
- Prioritize Wellbeing. Encourage your employees to prioritize their own mental, physical, and emotional health over the company’s needs. Don’t make them feel like if they stay home when they’re sick or take time for their family instead of their job, that they’re letting you down or their career is in jeopardy. Taking an interest in their wellbeing will both show that you care and help them perform better.
- Foster Community. Keeping employees engaged means ensuring they get along and work well with their coworkers. Sponsoring team-building activities, retreats, and regular social events can help with this, as can encouraging collaboration and providing an environment where employees can bounce ideas off one another.
Employee engagement is a two-way street. The more you care about them, the more they care about you. If you take the extra time to help your employees and make life better for them, you’ll create loyal, motivated, productive workers who help drive your company and retain these engaged team members for years to come.
by Joe Blattner | January 17, 2024
While baby boomers are retiring, zoomers are getting their first jobs. According to a report by Glassdoor (one of the biggest job search and company review platforms), zoomers will overtake the number of boomers in the workforce in 2024.
The workforce demographics are changing to new generations (next-gen) that have different expectations and values from older generations. To attract and retain top talent, your company policies must include the following five key elements:
1. Multi-generational knowledge exchange programs
Though generation gaps can’t be fully removed, they can be narrowed. To help build smooth working relationships among employees of various ages, your company can establish knowledge exchange programs wherein colleagues can share their expertise with one another. For example, zoomers can teach older generations how to communicate through various forms of media, while boomers can share their tried-and-tested leadership advice to Gen Xers and younger. There’s a lot of knowledge to go around if given the right avenues.
2. Flexible work arrangements
Different generations have different priorities, but all can benefit if your company offers more options beyond the traditional 9 to 5 office setup. Although boomers are used to that, they may want to work more flexibly in terms of hours and locations to help them transition to retirement. Gen Xers and older millennials want the same flexibility to give them the time to raise their children and take care of their aging parents. Younger millennials and zoomers also want the same thing so that they can pursue their personal interests or take on gig work.
3. Support for new technologies
Millennials and zoomers are comfortable with technology, so they expect companies they work for to give them access to the latest tools and platforms. Boomers and Gen Xers are less receptive to new technology, but they’re aware of the convenience and efficiency it can deliver, so they’re willing to adapt as long as they get the right support. Your company should provide comprehensive training to help them adopt new technology and make them feel comfortable using it alongside younger employees.
4. Enhanced rewards and recognition program
A competitive compensation package is appealing to most employees regardless of age, but rewards and recognition work best when personalized according to what they want. Millennials and zoomers appreciate non-tangible benefits such as additional days off, wellness programs, personal development opportunities, and similar rewards that facilitate work-life balance. Gen Xers and boomers want tangible benefits such as bonuses, salary increases, and gift cards for a job well done. For best results, your company can offer a menu of various rewards to your employees so that they can make the choice themselves.
5. Well-defined career path
Younger employees tend to stay at a company for two years or so before moving on to the next opportunity. But they don’t change jobs just for the sake of changing; they do it in search of better pay and experience. If your company can offer growth both in terms of pay and role to your millennial and zoomer employees, they will stay — maybe not up to retirement, but at least longer than one or two years. On the other hand, older employees choose job security, so they tend to stick around, but a long tenure doesn’t equate to job satisfaction. Gen Xers and boomers also need a clear direction in their careers to remain effective in their roles.
The workforce landscape is changing fast, but your company can keep up if your policies are inclusive enough to accommodate diverse employees. More importantly, listen to what your employees have to say. They’re your best source of information about these matters.
by Joe Blattner | March 7, 2023
A couple of decades back, being in possession of cannabis would land you in big trouble. That’s because the substance was classified as a schedule 1 drug alongside other drugs like heroin and LSD. The general perception was that using marijuana has negative side effects and was a gateway drug to other stronger substances.
However, there has been more research looking at the effects of cannabis in different regards. Countless studies highlighted the positive effects of marijuana use. These include ameliorating pain, nausea, PTSD, cancer, glaucoma, and much more. Consequently, this led to significant changes in how the drug is perceived.
Over the last few years, marijuana has been legalized for medical and recreational use and is quickly becoming one of the most used drugs in the United States and many other countries. This change of perception and widespread use means someone (maybe many people) you know is likely using marijuana, either for medical or recreational purposes.
Marijuana legalization and the workforce
According to a study published in the Society Human Resource Management Journal, over two-thirds of the workforce is in favor of marijuana legalization and use. This clashes with the current employers’ drug test that screens for various substances, including cannabis.
With the cannabis legalization trend on the rise, new policies are needed to monitor what substances should be included in a drug test. Currently, employees with authorized medical marijuana use are exempt from the ramifications of testing positive for the drug test.
What effect does marijuana have on your staff?
Marijuana is classified as a drug as it has physiological effects when ingested. Consequently, any employee regularly using cannabis or cannabinoid products will experience these effects. Some of the notable physiological effects of marijuana use are:
- Reduces pains and aches
- Alleviates nausea and vomiting
- Causes short-term memory problems
- Slows reaction time
- Relaxes the body and mind
- Reduces stress and anxiety
While research on how marijuana affects you have greatly progressed, there are still challenges to conducting these studies and research. As such, many employers have internal policies on marijuana use. Some professions are arguably more tolerant of marijuana use compared to others.
In many cases, modern jobs like those in the tech industry are more tolerant of cannabis use compared to traditional jobs. The generational shift of the workforce to include a younger workforce will likely influence the future of marijuana use in the future.
Does cannabis use affect employee output?
An employer’s bottom line is driven by having a productive workforce. Employers who view marijuana use as a deterrent either discourage the use or create policies to prohibit use. At the federal level, marijuana is still an illegal drug. Many employers set in-house policies to manage the use and perception of marijuana.
General studies reveal marijuana can have a negative effect on aspects like short-term memory and attention span. Admittedly, additional studies are needed to shed more light on the effects of marijuana use. As such, most employers will stick to setting internal guidelines.
Should a company continue to not hire, or terminate an employee who is a cannabis user?
In the past, failing a drug test for cannabis meant termination for many employees. This may no longer be appropriate for many companies. In this author’s opinion, most companies shouldn’t be terminating people because they use cannabis outside of work. But, if they come to work high, you should consider sending them home with a warning. If they do it more than once, you might have more severe consequences, including termination. Of course, there might be certain industries and job functions that need to enforce strict restrictions on the use of cannabis. We’re not suggesting they change. But for most jobs, employers may want to rethink their policies.
As seen above, marijuana use and legalization are rising trends and the perception of cannabis use is gradually shifting. This implies current and future generations are much more likely to be using cannabinoid products. With more states legalizing marijuana use, employers need to address how to tackle the issue.
This article is brought to you by COMPackage, the leader in DIY total compensation reports. Help your recruiting and retention efforts by clearly showing your employees and recruits the total package you offer.
Sources:
- https://www.dea.gov/sites/default/files/2020-06/Marijuana-Cannabis-2020_0.pdf
- https://www.ncbi.nlm.nih.gov/books/NBK425767/
- https://www.nih.gov/news-events/news-releases/marijuana-use-historic-high-among-college-aged-adults-2020#:~:text=Marijuana%20use%3A%20Annual%20marijuana%20use,2015%2C%20representing%20a%20significant%20increase.
- https://www.shrm.org/resourcesandtools/legal-and-compliance/state-and-local-updates/pages/can-employers-still-test-for-marijuana.aspx
- https://www.ncbi.nlm.nih.gov/pmc/articles/PMC4410963/
- https://www.ncbi.nlm.nih.gov/books/NBK425757/
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Category: WorkPlace Culture
by Joe Blattner | October 10, 2022
Since the start of the pandemic, much has been written and said about The Great Resignation. Amidst this conversation, a new term has emerged and is dominating on social media: Quiet Quitting. This term refers to employees exclusively performing the tasks they are paid for without taking on any additional responsibilities or engaging in extracurricular activities at work.
But what is it really? Is it a problem for the workforce, and should business managers be concerned about it? In this article, we will explore the concept even further to have a better understanding of this new concept. Let’s dive in.
What Is Quiet Quitting?
Contrary to its name, quiet quitting has no connection with resigning from your employment. It entails accomplishing nothing more than what is required of you by your employer. You still report to work, but you scrupulously adhere to the constraints imposed by your job description. This includes things like refusing to go to unnecessary meetings, turning down projects, refusing to answer the phone outside work hours, and much more.
While it differs in definition, it is motivated by many of the same underlying motives as genuine resignations. Millions of Americans had to endure a deadly pandemic, a poor economy, the eroding of our civil liberties, and the gradual dissolution of democracy. As a result, we have working-class people who are exhausted, overworked, and burned out, and are attempting to reclaim their agency and reject employment and working situations that are unfit for them.
Quiet quitting, which has grown in popularity as a reaction to pandemic-induced exhaustion, is undoubtedly becoming a trend. This is especially true among the younger workforce, who, in many ways, have experienced the worst of these unusual times.
Is Quiet Quitting a Problem for the American Workforce?
Quiet quitting might not seem like a problem initially, as your employees aren’t abandoning their primary duties. They’re just not willing to go above and beyond them. However, since most employers cannot adequately and fully describe most professions in a written job description or contract, they must rely on their staff to rise to the occasion and take on additional responsibilities. Therefore, it is no surprise that many leaders have reacted somewhat harshly to the trend.
Should You Be Worried as a Manager?
If you notice that an increasing number of your employees are quietly quitting, you should question whether it has something to do with yourself, your leadership qualities, or your direct reports. In either case, give your strategy for working with your team a critical evaluation. Start with this: Do you try to ensure that your employees feel valued and appreciated? Do you make efforts to support your staff in having a supportive work-life balance? Do you take for granted the work they do that is above and beyond? Is it time to sit down with each of your employees and have a frank conversation about their commitment to the job, and the company’s commitment to them.
The Reality of Quiet Quitting
Workers are being asked to put in more effort while receiving insufficient support from their employers. If this doesn’t change, this silent option of work dissociation is expected to gain popularity as the economy worsens and outright quitting becomes less realistic for many people.
One potential way to help ameliorate your employee’s relationship with your company is by showing how generous you are with benefits. Most employees don’t really understand the financial investment you make to their benefits – and, moreover, the dollar value these benefits have to the employees. Tools like total compensation reports from COMPackage make it very easy and cost effective to show employees what you are giving them above and beyond their base pay.
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Category: WorkPlace Culture
by Joe Blattner | September 13, 2022
Covid-19 caused a total shift in the corporate world and created trends bound to last into the future. Below are six effects of Covid-19 that you can expect to have a lingering impact on companies. As a business, understanding the implications of major events like the recent pandemic allows you to plan and adjust to the prevailing circumstance to ensure survival, growth, and relevance. Sticking to old ways may not work.
1. Hybrid Workplace
As part of the containment measures, most companies required employees to work from home to minimize the spread of the virus. The move made most companies (and employees) realize the benefits of remote work and acknowledge that employees can still be productive away from the office. It also came with cost savings for companies and flexibility in working hours and workplaces.
Since not all employees can work from home, companies created a hybrid workforce by adding flexibility to their working hours and allowing employees to work remotely in shifts. After implementing such measures during the pandemic, getting back to working entirely from the office will be a challenge.
2. Increased Digitization
With remote working, companies had to digitize their operations. They shifted from in-person to virtual meetings, which required companies to invest in digital conferencing tools like Microsoft Teams and Zoom. Also, the uptake of packages like Microsoft 365 increased as it comes with benefits like sync and the ability to access files remotely for home workers.
As more businesses move online the focus on cybersecurity also grows, with more companies investing in cloud services and tools like VPNs. Digital investment during the pandemic also means companies will continue adopting new digital solutions after realizing their effectiveness and security. This may also impact employment rates as companies can work effectively even with labor constraints.
3. Changing Consumer Behavior
Covid-19 caused changes in consumer behavior, resulting in a shift in demand for specific products and services. Consumers shopped more intentionally and consciously, with brand loyalty dropping. They also went online for goods and focused on buying locally.
Conscious shopping means less waste and choosing more sustainable options. With this in mind, brands that make sustainability a crucial offering are bound to enjoy the benefits in the future. Also, companies will have to invest in connecting with local consumers and tailor their offerings to meet local needs to stay relevant and prosper.
4. Increased E-Commerce
As people stayed home and social-distanced, consumers opted to shop online to avoid going to the store. E-commerce provided access to different products for consumers in the comfort of their homes. It has also ensured that companies continue operations despite Covid restrictions.
The convenience that e-commerce affords buyers means consumers will continue shopping online. Also, the sales incentives and lower business costs make it a possible alternative for brands seeking to benefit from an online presence. Companies that would otherwise shut down their physical stores in such a crisis can consider e-commerce to stay in operation in the future.
5. Resilience
Given the threats the pandemic posed to businesses, companies that survived the tumultuous era are likely to become more resilient. After adapting and overcoming the crisis through measures like better products and services and improved processes, many companies can handle future disruptors without crumbling. Also, the pandemic forced most businesses to put their best foot forward and change how they conduct their operations through digitalization and automation, improving productivity and efficiency.
6. Recruiting
The advent of an increased workforce means that companies are no longer limited to the pool of employees living near their offices. This opens up staff sourcing opportunities really wide for employers. This includes specialized workers that might be hard to find in your city. It also opens up the possibility of paying less for workers who reside in cities where the cost of living is much lower than your city (e.g., someone from a remote town in North Dakota being hired for a job in Manhattan can probably be paid a lot less than those living in or around Manhattan.
The Covid-19 pandemic had significant implications on business operations, and the above effects are likely to be around for much longer.
This article is brought to you by COMPackage, the leader in DIY total compensation reports. Help your recruiting and retention efforts by clearly showing your employees and recruits the total package you offer.
by Joe Blattner | April 28, 2022
The last couple of years have seen a paradigm shift in most workplaces. As a result of the Coronavirus pandemic, most employees had to work remotely. Fortunately, the restrictions caused by COVID-19 have been gradually easing.
Now, employees are slowly coming back to the office. But, just how easy is it for your employees to transition from remote working to be in the office? More importantly, what can employers do to ensure a smooth transition? Read on to learn how to smoothly get your employees back to the office.
How easy is the transition from remote to office working?
Some employers and top managers do not see a problem with the transition from working from home to moving back to the office. However, if you look at it from the employee’s point of view, you’ll realize why you need a transition plan. Essentially, your staff has been working from the comfort of their homes for a while now.
Working from home presents a new experience, and it will take time before the staff can get used to working from the office. There’s no definitive timeline or guideline on how long it will take. Since every workplace is unique, it may take your staff anywhere from a few days to weeks or even months.
What can employers do to ensure a smooth transition?
Admittedly, employers have a key role to play in creating a conducive work environment. Here are a few practical tips on what you can do.
1. Get feedback from your staff
As an employer, you may feel the entire burden of creating a smooth transition falls on you. However, it is important to remember you are dealing with the lives of other people. Taking some time to engage with your employees will make the transition process easier.
Basically, you want to ask your staff what works best for them and how you can improve the working space to match the experience they had. Take up these ideas and work on implementing them. For example, most people got used to dressing down. You can, for example, come up with a more lenient and accommodating dress code.
2. Consider changing the working hours
One of the most significant changes when working remotely is the freedom of working hours. Some employees got used to working at different hours of the day. Now that the staff is transitioning back to the office, perhaps you should reconsider changing when the staff can work.
Since most economies operate throughout the day and night, implementing better working hours could also open up new opportunities for your services and products. In addition, changing the working hours could positively affect productivity. Since everyone works when they are most productive, you may experience increased output.
3. Rearrange the working environment
Traditionally, offices were built without significant consideration for the staff. However, since your employees have gotten used to working in a conducive environment, getting back to the generic office setting may increase the transition period.
You can get ideas from your staff on what they would like to see in the new workspace environment. Some of the options to consider include a practical and functional break room with some nice amenities.
4. Give your staff ample time to adjust
As mentioned above, there’s no one definite time limit that your employees need to officially get back to the comfort of the office. This applies to both general workplaces and individual employees. Employers and managers should be understanding and let employees take their time and transition at their speeds.
Ultimately, it is important to recognize that getting back to the office comes with its own set of challenges. Taking time to understand what your employees need and what you can do to help will go a long way in creating a smooth transition. These steps will help you get the best from your employees and a creative work environment.
Improving the office experience is one way to help workers be comfortable in the office. Those considering changing to become freelancers would be well served by understanding their current situation better with total compensation reports. They might be surprised to learn that if they go off on their own, they will be giving up a lot of money in benefits they’ll need to provide themselves.
by Joe Blattner | March 10, 2022
Gender bias and inequality in the workplace is something we’d like to think of as a thing of the past. In reality, that isn’t the case. This remains a significant issue today.
Every company should certainly make an effort to eliminate gender bias and inequality. Not only is this the right thing to do, but making a deliberate effort towards the same can help you attract and retain top talent.
Towards this end, there are several approaches a company can take. One such approach is by increasing female leadership in the following one or more of the ways.
1. Implementing a Gender-Neutral Recruitment Process
Review your entire recruitment process to eliminate any loopholes that would otherwise encourage gender bias. This starts with the language used in the job description when putting out job ads.
Indeed, some words commonly used in job descriptions have masculine connotations, which may put off women from applying for the advertised positions. “Competitive” is one such word; another is “rock-star” On the other hand, words such as “co-operation” and “collaboration” tend to attract women more.
The bottom line remains that you should be sure to inquisitively review your job postings and remove any gender-charged phrases, both masculine and feminine.
The next step is to ensure you standardize interviews and implement blind evaluation processes. Blind evaluation processes, such as neuroscientific tests, help to remove any bias from the recruitment process.
2. Support Women into Senior Roles
Big names across different industries have set gender targets. These companies break down targets by function and business lines. This means that the company sets out a certain number of seats on the senior management board for women and finds the most qualified women to fill these roles.
Of course, like men, all these women in senior positions should have clearly defined roles, and their performance gauged against set targets and required milestones. They should be held accountable for meeting these targets just like anyone else.
3. Actively Encourage Women to Progress
Ensure your female employees are applying for advertised promotions and asking for pay raises. Some companies have made a point of ensuring that line managers check if the high-potential women in their team have applied for these positions. If not, the line managers have a responsibility to find out why that is the case.
Actively encouraging it will get more women to apply for positions of progress. Line managers should make a point of doing follow-ups to ensure that more women apply, provided they are a good fit for the advertised positions.
4. Establishing Mentorship Programs
It isn’t enough to just encourage women at your workplace to apply for higher-paying and more senior roles. It’s best to provide the much-needed guidance and mentorship. And the higher up in the organization you are, the more widespread will be your effect.
Indeed, a solid mentorship program will help to diversify the work hierarchy. These programs give women in your organization the organizational knowledge, skills, and networks to be able to climb the corporate ladder.
Through these programs, you will be pairing the women in your organization with other women, or even men, who can impart to them the knowledge required to get to that promotion or power the transition to the next step.
Beyond Leadership
As highlighted, you can bridge gender inequality at the workplace by encouraging and increasing female leadership. In addition to encouraging more women to fill senior positions or positions of leadership in the organization, you will do well to review salaries and standardize pay. This will help bridge any gender pay gaps. With total compensation reports, you can show potential employees and recruits the total package you offer, which will, in turn, help your talent recruiting and retention offers.
