We all get stressed at work now and then by a busy day, a looming deadline, or an annoying boss. It’s normally harmless – you get home, glug a glass of wine, inhale a bar of chocolate,  and forget about it by the time your head hits the pillow. But when it’s not harmless, it’s a serious problem.

Read the full article at: timetastic.co.uk

Happiness at work. While that may sound silly to those who keep their noses to the grindstone for their careers, it is a goal worth chasing: happy employees are engaged, contributing, working harder, and making your team that much more effective.

In today’s hyper-competitive workplace, you might expect employers to focus on the acquisition phase of hiring and employees to focus on the retention phase. However, it has been shown that tremendous success lies with employers who expend energy recruiting motivated salespeople – not just finding anyone eager to work. 

Read the full article at: salesforlife.com

As businesses and individuals face a shaky economic landscape, employee retention may not be the top issue on many employer’s minds—but there’s no time like the present to take steps to improve team spirit, encourage performance improvement and ultimately, instill loyalty.

Here are five ways employers can proactively focus on employee retention:

1) Encourage employee creativity. When an employee feels like they’re stuck doing the same job day after day, it will be an easier decision to jump ship if offered the chance. One of the best ways to help prevent this type of drone-like feeling is by giving your employees a new project every six to 12 months with a focus on something they find engages their creativity. It’s a win-win for both the employee and employer.

2) Create an environment of positive feedback. Giving positive feedback on a routine basis motivates employees to put their best foot forward. While constructive feedback is necessary, think about how much positive feedback you’re giving compared to constructive. The first step is being aware of the ratio of positive to constructive feedback and then moving the ratio toward six positive comments for every constructive comment.

3) Challenge your employees and encourage failure. When the right situation arises, challenge your employees beyond what they’re used to doing. Allow them to see failure as a learning opportunity and give them a chance to take a risk. The idea of finding a balance between supporting what they do and challenging them is not an easy task, but starting with small projects outside an employee’s wheelhouse can help retain employees and create growth opportunities at the same time.

4) Make your employees feel like their input matters. Every employee wants their voice to be heard and their work to be recognized. At the end of the day, they are there to help the business achieve its objectives. Instead of employees being another cog in the wheel, sit down with each of your employees and have a conversation about their duties and role within the company.

5) Foster a better work-life balance. Work-life balance is a common topic of conversation, but not easily implemented. While expectations are high for most employees, it’s important to make sure team members have adequate time to take care of themselves and enjoy what life has to offer. It’s important to make sure employees take the time to reset, recharge and take advantage of some “me time.”

These steps are high-impact and low-cost, but take some conscious effort on the part of the company to implement. With any new initiative, it’s important to walk before you run. Survey your employees this month, see what is most important to them and take action based on the results. This will ensure you’re offering perks or growth opportunities that are important to your employees.

Your team is looking to you to help lead them through this adversity, and even though you definitely have a lot on your mind, you have to find a way to juggle all of your responsibilities while supporting your team. Here are nine ways you can achieve that goal.

1. Prioritize health and well-being.

Your team is anxious and stressed about their health and the future of their careers. They may also be working too much or struggling with procrastination, depression or issues at home.

As a leader, you can support your team by suggesting mental and physical health tips. Ideas include meditating, eating healthy snacks, at-home exercises or fostering positive thinking. You could also organize digital health events or offer subscriptions or allowances for digital therapy. Most importantly, just let them know that you are available to speak to them whenever they need someone to talk to. 

2. Don’t sweat the small stuff.

As I just mentioned, your team already has a lot on their minds. There’s no need to add even more stress and anxiety to their lives by micromanaging or obsessing over perfection.

A better direction? Grant them autonomy, think done instead of perfect and keep their workload at a minimum. I know that there are a million things to get done. But, right now, encourage your team to only focus on their priorities. If you want to have a great company culture like Google's, everything else can be saved until later.

3. Create resource lists for support.

“The best way to support your team during a crisis is creating a comprehensive internal messaging strategy,” writes Rebekah Grmela. “In addition to the helpful tips with in-person and virtual communication above, you must also simultaneously create strategic resources that will curate helpful links, applications, news sources, company-wide announcements and more.”

In addition to the email with bullet points, consider developing and sharing a Google Doc, FAQ sheet or dedicated Slack channel. However, keep in mind that during a crisis, not everyone may be available online. 

4. Allow flexible schedules with asynchronous communication.

“If employees can’t meet their basic needs because their schedules are not flexible enough to allow them to do so, it’s going to have a massive impact on their productivity,” says Shannon Burns, an engineering manager at Slack. Studies have actually found that people with flexible schedules have less emotional exhaustion, psychological distress and work-family conflict. They’re also healthier, more engaged, and productive.

If you want to support flexible schedules, here’s how you can make a smooth transition:

• Evaluate performance with results, not time. “Before the pandemic began, I encouraged my team to work the optimal hours for their productivity, with the flexibility to meet for difficult-to-schedule meetings,” Burns says. You can track results by documenting everything.
• Improve your asynchronous communication skills. All this means is that you shouldn’t always expect an immediate response.
• Communicate your schedule in advance. If possible, share a team calendar so you can see when your team is available and when they’re not.
• Have better meetings less often. Scratch those low-value meetings and seek alternatives like email or one-on-ones.

5. Be a true leader and not just a boss.

What’s the difference between the two? Well, leaders influence, inspire and mentor. They’re also empathetic and a part of the team. As for bosses, they command, explain and discipline. They also view their team members as subordinates.

Who do you think your team needs more during a crisis: a leader or a boss?

6. Foster fun and connection.

Yes, you can have fun at work, and studies have actually found that a fun workplace creates happier employees. Additionally, they’re more satisfied, motivated and less stressed. It’s also a solid way to forge relationships. It’s a win-win.

Need some ideas? Well, you should never rule out tried and true techniques like celebrating accomplishments, birthdays or holidays. There’s also team-building activities, virtual lunches, friendly competitions or volunteering together. You could also have a movie night, happy hour or Slack channels dedicated to non-work related topics.

7. Acknowledge and reward.

Even the most modest of us want to be appreciated. The reason? Recognition, according to Harvard University Faculty of Arts and Sciences, “serves as a tool for reinforcing the behaviors that drive an organization to excellence ... through recognition, we also build a culture that attracts and retains the best talent.”

It doesn’t always have to cost an arm and leg. In fact, recognizing a team member before a meeting, writing a thank you note or giving them a shoutout on your website, newsletter, or social channels are free.

With all the talk about “employee engagement,” it’s only fair to ask, “Can I really get all the people in my organization to give their best – every day?”

The short answer is probably not “all.” But with the right amount of effort you can get “most” of them to give their best … most of the time. And that’s a lot better than where most companies are right now.

Boiled down to its simplest parts, employee engagement is about connecting with employees and getting them focused. It requires an ongoing and consistent effort by managers to bring out the best in people.

Employee engagement takes practice

You don’t need to be good friends with every employee – but it does help to build cordial relationships. That makes working with people more productive and cohesive.

People get more engaged in their work when the work means something to them, when they understand their role in the organization, and when they can see and appreciate the results of their own efforts.

Here are some “hands on” ways leaders can work to improve interactions and create a deeper connection with employees and colleagues:

• Make it personal. Use people’s names when talking to them – from the janitor to the CEO. Even better, use the names of their significant others – spouses, kids, parents – when possible.
• Say more than hello. Sometimes it’s necessary to cut to the chase and get to the business at hand – a project, deadline, important question, etc. But in other circumstances, there’s time to show interest in employees’ and colleagues’ lives. Instead of a generic “How are you?” ask about something that affects them.
• Talk about their interests. People surround themselves with hints of what interests them outside of work (for instance, sports ticket stubs, photos of beach trips, logo T-shirts from local events, race medals, certificates of appreciation from philanthropic groups, etc.). Look for those hints and ask about them. Once you know a little about what they do outside work, you have a starter for other conversations: “How did your son’s soccer game turn out?” “Where did you volunteer this weekend?” “Planning any vacations?”
• Show appreciation. Avoid waiting for the end of a project or annual reviews to thank employees and coworkers for their contributions. And it’s OK to say thanks for the little things they bring to the table – a good sense of humor, a sharp eye for errors, an impeccable work station, a positive attitude.
• Make others feel important. Feeling important is slightly different than feeling appreciated. Employees need to know they’re relevant. Let them know you recognize their contributions by referring to past successes when you talk to them personally and to others in meetings. Explain why their work was important.
• Recognize emotions. Work and life are roller coasters of emotions. Leaders don’t have to react to every peak and valley, but they’ll want to address the highs and lows they see. For instance, “You seem frustrated and anxious lately. Is something wrong that I can help with?” Or, “I can sense you’re very excited and proud. You deserve to be.”

How to show respect:

I was asked during an interview, “How do you respect your customers when all you need is for them to make a purchase?” My thoughts went beyond customers to respect in general. The word ‘compassion’ came to mind.

Compassion feels like respect.

#1. Show respect by acknowledging personal struggle. Some team members have wayward children, others have financial stress, still others struggle with their marriage.

When you learn of a person’s struggle:

Resist the urge to solve struggles for people. You disrespect the struggle when you offer off-handed solutions.
Listen with interest.
Express compassion. “I’m sorry you’re going through this difficult situation.”
Express empathy. “It must be tough to face this challenge.”
Offer kindness. “I can’t pay your bills, but is there anything I can do to make today a little better?”
Show appreciation. “I appreciate your contributions while you’re carrying these personal concerns.”
#2. Show respect by acknowledging responsibility. Employees carry important responsibilities. Leading is tough and often under-appreciated.

You show respect when you:

Appreciate the burden, even if you don’t feel it yourself.
Realize that easy for you may be heavy to another.
Notice strengths. “You’re really good at … .”
Acknowledge progress. “I believe you’re an important factor in the way our meetings are improving.”
Research adds 5 ways to show respect:

Delegate important tasks.
Receive advice.
Provide freedom to pursue creative ideas.
Take an interest in someone’s nonwork life.
Stand with people during critical situations.

Find Out How Your Employees Feel About Compensation

Do you know what your employees really think about their compensation, benefits, employee experience, company culture, and everything else your organization has to offer? If not, your retention strategy is floating adrift. Retention is high on HR and business leaders’ list of priorities, and a key part of retention is offering the environment and total compensation package employees really want.

Read the full article at: www.bamboohr.com

As corporate campuses begin to fall from favour, businesses will need to find new ways to attract and retain the best and brightest of Generation Z, writes Jacqueline Anderson, HR Director, Nintex.

Before the coronavirus pandemic began up-ending economies and societies around the world, the campus-style workplace had been strongly positioned as a preferred benefit for the younger generation. Since the 1990s, major organisations have vied with each other to offer more and fancier facilities to their employees.

"Managers will need to invest time in understanding what motivates each team member and then look for opportunities to align the individual’s interests with the work that needs to be done."

Google’s Silicon Valley Googleplex, for example, features free laundry rooms, swimming pools, multiple volleyball courts, eighteen cafeterias and a fleet of bicycles to enable employees based at a nearby development facility to shuttle between the two sites.

Facebook’s headquarters boast ball-pit meeting rooms, acres of rooftop gardens, complete with walking trails and tepee swings, a coffee shop, burrito bar, pizza window and a sit-down restaurant.

Here in Australia, we also have our share of organisations which present their workplaces as homes-away-from-home, with video games, free food and permission to bring pets in for the day.

Although presented as a benefit to employees, these facilities and perks have invariably been designed with a couple of purposes: to attract the best and brightest young talent and to make being on campus a preference to being at home. In the main, they succeeded in both aims.

Motivating young employees in a post-COVID climate
And then along came COVID-19. The shutdown restrictions put in place to slow the spread of the virus back in March meant remote working became the norm overnight. Signs increasingly suggest it may remain that way indefinitely, even as the economy continues to reopen. Many companies, particularly those in the high-tech space, have already stated employees can now work from home permanently, should they choose to do so.

On July 1, NAB announced its headquarters in Melbourne’s Docklands would be mothballed indefinitely, to save on utilities and running costs, while employees continued to work remotely. The bank has flagged the fact that its future real estate requirements are likely to be more modest than they were in pre-pandemic times.

That’s a shift that’s likely to be replicated across Australia and around the globe and it begs the question: what will organisations use to create an environment and a benefit program that keeps employees wanting to be a part of it?

It can’t be flexible hours and work life balance because, just like that, the virus has made them a reality for millions of knowledge workers who’ve been asked to carry on from home for the foreseeable future. Many are likely to continue to work remotely, some or all of the time, after the risk posed by COVID-19 recedes.

Providing the workforce of tomorrow with purposeful employment
Given research suggests Gen Z is strongly motivated by personal convictions and what management consultancy McKinsey & Company has dubbed ‘the search for truth’, the answer may lie in providing them with opportunities to undertake work for which they are able to feel a sense of passion and purpose.

As part of that process, companies need to get better at communicating their purposes; using internal marketing and communications to articulate the value they deliver to customers and the community, to existing employees and potential new hires. Every employee needs to know what their company does and how it gives value to its customer.

"It can’t be flexible hours and work life balance because, just like that, the virus has made them a reality for millions of knowledge workers who’ve been asked to carry on from home for the foreseeable future."

Managers will need to invest time in understanding what motivates each team member and then look for opportunities to align the individual’s interests with the work that needs to be done. This will have not only the benefit of retention but will also lead to a more engaged workforce.

Those which fail to do so may risk losing top talent to organisations which are able to feed their intrinsic motivation more effectively.

Time to think differently
The COVID-19 pandemic has disrupted the way organisations operate and altered the way employees think about work and workplaces. As businesses rebuild their operations in the wake of the virus, the challenge will be on to find new ways to engage with and motivate the next generation of Australian workers.

Motivation is at the heart of employee productivity and retention. Organizations with highly motivated and engaged workers are 21 percent more profitable, but only 19 percent of employees consider themselves “very engaged.” Employers need to know how to motivate employees, or they risk falling behind their competitors.

This article offers 13 effective ways to motivate employees by focusing on critical aspects of your organization, such as culture, recognition, and feedback.

1. Build a culture that motivates employees daily

To sustain employee motivation over the long term, you need to develop a culture that supports all team members and inspires them to bring their best on a daily basis. Otherwise, even the most enthusiastic employees will find their motivation waning. Almost all job seekers — 88 percent — consider culture as an important factor when deciding where to work, and the culture of an organization is a top factor that impacts employee satisfaction. Entrepreneurs know that a great culture leads to improved employee performance across the organization — 86 percent have seen a link between culture and productivity.

There are a few steps any organization can follow to build a culture that motivates employees and means business. Start with identifying traits you want your culture to exemplify and that your employees will value, then get your leadership on board with building that culture. This second step is key, as almost half of employees say leadership is “minimally” or “not at all” committed to improving organizational culture. Once leaders start actively focusing on culture by implementing and participating in cultural initiatives, your employees will feel more connected to your company’s values and mission. Ensure your team members can weather difficult times and remain motivated all-year round by maintaining culture continuity.

2. Take advantage of the motivational power of recognition

Research shows that recognition is one of the most effective ways to motivate employees. 80 percent of employees say that recognition is a strong source of motivation, and 90 percent say that receiving recognition motivates them to work harder. However, many companies continue to neglect recognition: a lack of recognition is the third most common reason employees choose to leave an organization.

Any recognition strategy needs to incorporate both monetary and social recognition. According to a report by Aptitude Research Partners, organizations using social recognition have 40 percent higher employee productivity compared to organizations not using it.

Here are some recognition best practices to help you start using it as a key motivator:

• Recognition should be provided frequently — not just during work anniversaries — and in the moment.
• Any time you send a recognition, be specific and transparent when describing the key behavior demonstrated. This is extremely important because 92 percent of employees agree when they’re recognized for a specific action, they’re more likely to take that action again in the future.
• Tie recognition to company values to show employees that those values are more than just words and incentivize employees to practice them.
• Consider using a points system for rewards, which allows employees to redeem their points for a reward of their choosing that they find meaningful.
• Finally, use an employee recognition platform so your team members can provide recognition from anywhere, whether they’re on desktop or mobile. You should also leverage data insights to properly measure and adjust your recognition program for optimal success.

3. Collect and respond to employee feedback

Employees are far more motivated when they have a voice. 73 percent of employees who feel heard by employers say that they are motivated to perform their best work, and 90 percent of workers are more likely to stay at a company that listens to and acts on feedback.

Collecting feedback frequently gives employees a chance to express themselves and makes them feel valued. Use employee pulse surveys to get a check on how your employees are feeling and see whether your motivational efforts are succeeding. You can also implement a workplace chatbot that provides an always-on channel for employees to confidentially share feedback.

Listening to employee feedback is just the first step; employers need to take visible actions addressing it. After conducting and closing your employee pulse survey, set aside time to measure and analyze the results carefully. What are employees telling you? How do results compare to the last study? What trends are you seeing? Consider the response rate, evaluate the data as well as the comments, and review with managers and leaders. When an employee sees that their feedback has an actual impact on business decisions, they know that their voice matters and they’ll continue to provide honest, valuable feedback.

4. Focus your leaders on motivation

Employees look to management to steer the organization and rely on them to make the right decisions for the business. Because of this trust, leaders have a significant impact on employee motivation. “The quality of senior leadership” is one of the top two factors of employee satisfaction, but only 2 in 10 employees strongly agree that their performance is managed in a way that motivates them to do outstanding work.

Emphasizing that leaders need to prioritize and understand how to motivate employees is the first step. Once the leadership team is on the same page, there’s no lack of opportunities for them to start motivating employees, and one of the best is recognizing team members. Receiving praise or a reward from your manager or another leader can make a huge impact. A Gallup workplace survey revealed nearly one-quarter of employees said the most memorable recognition comes from a high-level leader or CEO. The more that leaders recognize employees publicly, the more likely it is employees will feel valued and motivated.

Coaching is another way that managers can build stronger teams and boost employee motivation. Practicing workplace coaching ensures that managers understand the importance of their role in guiding and developing employees, and it helps them improve core skills like observation and communication. It also directly speaks to millennials’ desire to have a different type of relationship with managers.

Increasing employee engagement isn’t just a checkbox exercise for HR; it’s a long-term strategy that is crucial to business growth. And the best news is that it doesn’t have to be expensive. Here are five cost-effective ways to improve employee engagement. 

1. Implement some environmental policies

This year taking an environmental stance in your office will be welcomed by staff. Earlier this year, research released by TopLine Film examined workplace sustainability and employees’ feelings towards it. Nearly a quarter (24%) of the 1,000 respondents said they would refuse a job at an organisation with a poor sustainability record. And almost three quarters (73%) said they wanted to see a greater commitment to sustainability in their workplace.

Single-use plastic should be banned in the office, and also make recycling mandatory. What’s more is that you could also include a ‘switch off’ policy for everyone to turn off their computers and other devices at the end of every day.

I’m quite confident that all workplaces could enforce these rules quickly and easily, and at no extra cost to the business. Those that do might want to look into getting certified as a B Corporation, the only certification that measures a company’s entire social and environmental performance. 

2. Share information

Your employees want to know what is going on in the company, whether it’s good or bad. Conversations that happen in management meetings can seem tedious when you’re in them regularly, but the rest of your team probably feel differently.

Having a regular staff update meeting allows you to celebrate successes, talk about the future and all get-together. Plus, it shows that you respect them enough to keep them in the loop on business development.

3. Go flexible

Employers have some seriously talented people who wouldn’t be able to perform to their high standard if they couldn’t indulge in a work from home scheme. 

You should try to implement a work-from-home policy for everyone in your team. Not only is it cheap and easy to implement, but it is without a doubt the most valued work benefit. HR practitioners regularly get feedback from their team saying that it makes their lives so much easier to organise. 

4. Let people bring their pets to work

Bringing pets to work is such a simple little benefit, but so valuable in terms of employee engagement.  Research shows that dogs in the workplace help lower stress levels throughout the day. 

And this is also not just a benefit for your employees, but their pooches too!. as they do not have to be left alone at home, waiting for their owner to return.