39503779 – businessman holding sledgehammer hitting 3d fear mottled concrete word with business doodles wall background, overcoming fear concept.
You’ve likely heard this saying many times before: “The only constant in life is change.” Yet if change is the one thing in life that’s inevitable, then why are we employees so horrible at dealing with it? One word: fear. Our fear of change in the workplace can inhibit our ability to embrace the new and better and focus our attention on something much more disengaging – the unknown.
Change within organizations often brings with it the unknown, and the unknown can cause people to go into panic mode. David Rock, author of the Handbook of Neuroleadership, explains that uncertainty registers as an error, gap, or tension in the brain: something that must be corrected before one can feel comfortable again. Not knowing what will happen next can be profoundly debilitating because it can overload cognitive resources, which can diminish memory, undermine performance, and disengage people from the present.
With that in mind, it’s essential that you make a conscious effort to overcome your fear of change in the workplace and remain engaged in the present. Keep reading for the three A’s on how to overcome your fear of change.
#Acknowledge your comfort level with change.
We all cope with change differently, moving through it at varying speeds as we navigate our unique levels of uncertainty and ambiguity. For some employees, high uncertainty may be caused by a new manager, whereas other employees may only feel uncertain during full reorganizations of teams and reporting structures. One of best things you can do when dealing with fear of change in the workplace is acknowledging your own level of discomfort. How have you felt during prior changes? What were those changes? How long do you typically feel that way? Are you excited for changes or do you dread a potential new direction, role change, or expanded responsibility? Once you acknowledge your own level of comfort, you can recognize how you may impact others’ fear of change in the workplace and, more importantly, how to overcome your own fear of change.
#Articulate the facts.
When an organization is evolving and confronting a change, water cooler discussions often become more frequent and less engaging. It’s easy during these times of uncertainty to latch onto details that provide you some level of comfort, even if it’s false certainty. We often imagine worst case scenarios just to provide what we think is clarity on a situation; however, it’s typically far from the reality. When trying to reduce the fear of change in the workplace, take time to articulate the facts. What did the organization communicate? Is there a timeline? What haven’t they communicated? What does the environment actually reflect? Have you been told how your role will change or if it will change? Can you discuss how you feel with your manager? Writing down the facts may help you distinguish fact from fiction and reduce the likelihood that you will fall victim to rumors. Focusing only on the facts is a big milestone on the path to overcoming your fear of change.
#Activate on the change.
Instead of hiding from your fear of change in the workplace, overcome it by being open and flexible to taking on new challenges and tasks that align with the occurring changes. Maintain a high level of performance and engagement by actively participating and focusing your energy on developing new behaviors. Adopt an attitude of anticipation and excitement. Welcome change as an opportunity to involve yourself in new projects and teams. That way, you will more likely feel empowered and less fearful. Look for positivity in the path forward in order to develop new behaviors.
The next time you feel like your fear of change in the workplace is causing stress and disengagement, apply these three tips. For even more guidance on how to effectively communicating change to alleviate fear, check out the templates and communication tools below.
Businesswoman Stands To Address Meeting Around Board Table
Managers can make or break your employee engagement and performance. Below we’ll cover how to leverage your most effective engagement resource to motivate, empower, and retain your workforce.
Why managers are key to employee engagement
Top 3 things employees want from their managers
How HR can help managers engage employees
Why managers are key to employee engagement？
If you’ve ever had an ineffective manager, you know how much they can impact employee engagement. According to the Gallup Business Journal, 70% of the variance in team engagement across business units is explained by the quality of the manager.
In other words, engagement is a management issue.
And this makes sense. Employees naturally gauge their connection and engagement with an organization through their local relationships and environments. And no one has a greater influence on those day-to-day interactions, processes, and operations than the managers on the ground with them.
Fortunately, leadership is a learned skill and you can train your current management to better understand and address their employees’ needs. To do this, you first need to know what your employees want.
Top 3 things employees want from their managers
The first step to upping your management game is understanding what your employees actually want. (Hint: It’s not ping pong—even though we love ping pong).
Research by Quantum Workplace found there are three main ways managers can do better. And the good news is anyone can learn and apply these principles. Let’s dive in.
1. Growth and development opportunities
Employees want opportunities to grow and develop at your company. Growth opportunities consistently rank high for employees across the board including
#1 for new employees who have been at the company less than one year
#2 for employees age 26-35
#5 for employees of all demographics
This means that prioritizing employee development can have a significant impact on engagement no matter what your team looks like.
Our recent employee development research found that 79% of employees who had a formal development program were engaged, compared to 58% who said their organization doesn’t have a formal program.
Not only do growth opportunities impact engagement, but they also impact performance. Employees who take advantage of development programs are more motivated, more empowered, and feel more equipped to do their jobs.
Pro Tip: Managers can help by working with their employees to create individualized goals and roadmaps for their career, assigning work and recommending employees for projects based on those goals, and communicating with their team about development opportunities within the company.
2. Recognition and appreciation
Everyone wants to be appreciated for the work they do. Yet employee recognition and appreciation remains one of the top reasons for disengagement and dissatisfaction among employees.
When you look at the numbers, it’s no surprise why. Our recent employee recognition research found that over 52% of employees report wanting more recognition from their immediate supervisor. But 22.1% of employees say they never or rarely receive that appreciation.
Managers that want to engage employees must work on bridging that gap.
One of the top five drivers of employee engagement is believing the leaders of the organization value people as their most important resource.
An employee recognition strategy is a great way to demonstrate you care.
Managers are the first line of defense in an employee recognition program. Managers are the ones working with individuals and can see and respond to progress and performance in real-time.
Managers also have personal relationships with their employees, so recognition from their immediate supervisors is often more meaningful and authentic.
Pro Tip: Employee recognition doesn’t have to be a huge initiative. As you build a recognition program, consider incorporating the following strategies:
Ask your employees how they want to be recognized.
Give specific and detailed praise.
Aim to recognize each employee weekly.
Small and consistent praise can be just as empowering as bigger recognition events.
3. Communication and feedback
Today’s workforce values regular feedback and honest communication from their leaders.
Often, companies consider annual reviews to be sufficient—but they’re missing a valuable opportunity to connect with their employees if they only provide formal feedback once a year.
Regular one-on-one meetings with each team member are crucial for making personal, authentic connections with employees and give managers valuable insight into what motivates (or demotivates) their people.
By meeting regularly with their team members, managers can build trust, better address employee concerns, and help them meet their goals—resulting in happier and more engaged workers.
Pro Tip: The frequency of your one-on-ones will depend on the needs and experience of your team. A brief weekly check-in or a more in-depth monthly review may work well. Experiment with the frequency to find what works well for you and your employee(s)
Whatever cadence you choose, make sure to schedule it as a recurring event on the calendar and respect your employee’s time. This means:
Be on time.
Come prepared.
Don’t cancel. (If you must cancel, be sure to reschedule it immediately for the next earliest availability).
How HR can help managers engage employees
Gather employee feedback.
Managing people can sometimes feel like throwing spaghetti at a wall and seeing what sticks. HR can help take the guesswork out of employee engagement solutions by helping managers gather and analyze employee feedback through formal surveys.
Engagement surveys are a great way to:
Uncover employees opinions
Identify potential points of friction in processes or operations
Pinpoint gaps between organizational initiatives and the employee experience
Gather actionable recommendations for improvement
Break down engagement metrics into actionable items.
To improve employee engagement, you need your managers to buy in and make it a priority. The easiest way to do this is to demystify the data and break it down into actionable takeaways.
When managers know both what the problem is and how to solve it, they are much more motivated to tackle it.
For instance, when HR presents their engagement findings, show the actual engagement questions (and how they scored) like “In the last seven days I have received recognition or praise for doing good work.
By presenting the individual items that make up an engagement score, managers are better equipped to solve the problems at the source.
Leverage engagement software.
Employee engagement software can help HR enhance communication, improve data collection and insights, and support management initiatives.
Quantum Workplace makes it easy for HR to understand and improve engagement across the organization and share key insights with management. The intuitive interface seamlessly integrates into your existing workflow so managers can surface real-time insights and use smart suggestions to prioritize engagement activities that will have the greatest impact.
Engaging employees doesn’t have to be a mystery. With the right tools and smart management, organizations can connect with and empower their employees for mutual success.
Who is responsible for employee engagement at your organization? That may or may not seem like a simple question, but stop reading and honestly consider it for a second. If you had to identify exactly who determines the success or failure of your employee engagement strategies, who do you point to? Is it leadership, HR, managers, or individual contributors? Each member of your company has important responsibilities, and if your organization is going to commit and truly make engagement a priority, everyone needs to buy in and do their part.
Employee Engagement Roles: Who’s Responsible for Employee Engagement?
#Senior Leaders
Organizational leaders are employee engagement advocates. They are the most powerful influencers of the organization’s culture, and their attitude toward engagement trickles down and influences every part of the company. Their example sets the tone for everyone else – if leaders prioritize engagement, the rest of the organization will follow.
Responsibilities:
Demonstrate an enthusiastic attitude toward engagement
Craft the long-term vision for employee engagement strategies
Communicate changes in strategy
Provide large-scale updates on organizational progress
#HR
HR is the behind-the-scenes maestro that puts an employee engagement strategy into action. HR takes ownership of engagement initiatives, ensures everything runs smoothly, and irons out potential hiccups.
Responsibilities:
Hold managers and employees accountable for engagement initiatives
Serve as the go-to source when engagement issues arise
Support managers and supply them with useful tools and resources
#Managers
As the number one touchpoint for employees, managers are responsible for implementing the engagement initiatives determined by leadership and HR. Managers serve as sounding boards for employee opinions and concerns and are responsible for relaying these to HR and leadership.
Responsibilities:
Develop strong, trusting relationships with each team member
Recognize and celebrate strong individual and team performance
It’s impossible to know if your employee engagement strategy is really working without getting honest feedback from those on the front lines. Employees need to understand why initiatives are put in place and how those initiatives will make an impact. Employees should carefully consider what would improve the employee experience and share their ideas.
Responsibilities:
Provide feedback about what is and isn’t working with the current engagement strategy
Brainstorm solutions to improve the employee experience
Participate in employee focus groups
Seek out development opportunities and learning experiences to facilitate personal growth
Provide updates on personal goals
Real change can’t happen until everyone involved buys into your employee engagement strategies. Once everyone understands, accepts, and embraces their role, you’ll begin to see improvements in, productivity, turnover, and the customer experience.
Making up one-third of private sector GDP and employing approximately 47.9 million people, middle market companies (ranging from 500 to 4,999 employees) are vital to the health of the U.S. economy.
In fact, a National Center for the Middle Market report states that “the health of these businesses and their respective outlook serve as a solid indicator for the greater U.S. economy as a whole.”
However, as mid-sized companies experience revenue and employment growth, recruiting, engaging, and retaining top talent remains a challenge. And if the middle market can’t overcome these challenges, our entire economy could suffer.
5 Employee Retention Strategies for Middle Market Companies
#1. Hire for Alignment
One of the top three middle market turnover predictors is misalignment with future. Meaning, when middle market employees are uncertain of how they fit into the company’s future, they’re more likely to leave. Remember this when hiring. Ask applicants what their career goals are and how they plan to achieve them. Then, it is up to you to make sure that the applicant and the position are aligned with your company’s plans for future success. Remember, the cost of hiring the wrong candidate is far greater than the cost of ensuring the right fit.
#2. Collect Employee Feedback
How can you expect to retain talent if you don’t know what’s motivating employees to stay or what might drive them to leave? Collecting regular employee feedback (via annual engagement surveys, pulse surveys, and one-on-one meetings) sends a strong message that you value each individual employee voice even as headcount grows. Plus, employee feedback trends and analytics can actually help you predict employee turnover – by identifying where engagement might be slipping and intervening before it is too late.
#3. Offer Training and Development Opportunities
If middle market employees don’t think their jobs are interesting, challenging, or utilizing their strengths, they’re likely to make a beeline for the door. In fact, the number one predictor of middle market turnover is lack of job satisfaction. Give employees the chance to develop new skills, challenge themselves, and advance their careers by offering training and development opportunities. Any investment you make in your employees’ career growth and professional development will only benefit your growing company.
#4. Create Positive Team Dynamics
When employees like their manager and believe their team collaborates effectively, they’re more likely to be engaged (and less likely to leave). This is especially true in middle market companies, where close-knit team members are often expected to rely on each other to reach department goals. To foster positive team dynamics:
Train managers on how to build and nurture a passionate team
Create a culture that expects and values open and honest communication
Encourage team members to learn and understand each other’s strengths and working personalities
Clearly define team roles and responsibilities; set public goals to ensure accountability
#5. Motivate in Meaningful Ways
When employees believe their contributions and efforts are recognized, they’re more motivated, more engaged, and more likely to stay at your organization. But as headcount grows, responsibilities increase, and unexpected challenges surface, making it easy for genuine employee recognition to slip through the cracks.
Keep employee recognition at the forefront of your middle market retention strategy by implementing best practices and software that make employees feel valued and fit your culture. Develop a detailed bonus strategy, foster a flexible work environment, or utilize a public recognition board.
Middle market companies are facing real challenges, but none that are too large to overcome.
Stress is one of the most daunting obstacles to employee engagement in the modern workplace. In the workplace, employee-environment fit should be the primary focus. If it’s a good match, the employee is likely to be relaxed. A poor fit increases tension and stress. As managers and companies, we need to examine our employees and the environments we create for them. We need to make sure we are providing an office that fits our employees’ definition of “not stressful,” not just what we think that looks like.
We have a few broad ideas that can be used to alleviate workplace stress, but make sure you tailor them to your workforce. Put these ideas into action; and remember, the best strategies start with leadership’s example.
7 Simple Ways to Reduce Stress in the Workplace
#1. Encourage workplace wellness.
Exercise and healthy living are two of your best weapons against workplace stress. Exercise takes employees’ minds off the stress of their job to focus on the task at hand. It also improves moods by increasing the production of endorphins, the brain’s feel-good neurotransmitters.
Encourage employees to go on a walk during lunch breaks
Subsidize gym memberships
Bring a yoga instructor into the office once a month
Hold a steps contest among teams for those who own fitness trackers
Employees feel valued when they think you’re looking out for their health! A study by Peapod.com reported that 66% of employees felt extremely or very happy when their employer regularly stocked the refrigerator and cupboards, and 83% said that having healthy and fresh snack options was a huge perk. Something as simple as keeping fresh fruit or cartons of yogurt in the fridge goes a long way with employees.
#2. Revamp the habitat.
A lot of stress comes from environment. Think about every aspect of your office space and what it does (or doesn’t do) for the wellness of your team. Simple things like the quality of the coffee or the height of the cubicle walls can affect employee engagement.
Update the office with an upbeat color scheme, additional plants, or new silverware. If you have the space, think about adding a ping pong or foosball table to allow employees to take their mind off of their stress for a few minutes. Any changes that increase employee enjoyment will leave them feeling less stressed.
#3. Allow for flexible hours and remote working.
You hired your employees because you have confidence in their ability to do their jobs well and in a timely manner—so let them prove it. Your office shouldn’t feel like a cell, but rather a place that facilitates getting a job done. Let your employees know that their job is defined by the quality and timeliness of their work, not when they punch the clock.
Allow your employees to work remotely, and give flexibility for start and end times. This freedom is great for office morale, and the policy shows employees that you trust them enough not to babysit.
#4. Encourage social activity.
Employees spend a lot of time together, and the more comfortable they are, the less stress they will feel. As coworkers get to know each other, expectations and communication barriers are broken down, greasing the wheels for easier future interactions.
#5. Create quiet time.
Stress can’t be completely avoided, but you can help alleviate it when it arrives. Ensure your employees have a place where they can take a break.
Our research shows that more than 80 percent of disengaged and hostile employees preferred the opportunity to have stress-relief breaks, such as a nap, massage, or required break. A small room, a lounge space at the end of the hall, and even an outdoor bench can be perfect places to find refuge from the chaos of the daily grind. Think about longer, retreat-style vacations, which can serve the same purpose.
If your organization can afford to do so, consider implementing “No Meeting Mondays” or something similar, essentially blocking off time for employees to focus in on individual task and keep from getting bogged down with meetings or overwhelmed by a heavy workload.
#6. Provide onsite or distance counseling.
Many companies have also begun providing counseling as a way for employees to help deal with stress; in a recent study, almost half of workers felt they needed help in learning how to handle the stresses of their jobs. This strategy—in or out of the office, in group settings or individually—can help employees prepare for what stress will come their way.
#7. Recognize your employees.
Employees love being praised for a job well done, and recognizing their success results in a serious boost in engagement. Each employee has a different personality, so be mindful when considering how and when to recognize. Some employees appreciate a call-out during a meeting or praise in a company-wide email, while more reserved types might prefer a card on their desk or a thank you in person.
However you choose to recognize, your employees will appreciate that you are aware off their success and want to share it with others. This makes them happier and more comfortable, in turn lowering stress levels.
It’s terrifying to know that the person you’re speaking to is weighing your every word—and could hold the power to change your future. This is why interviews can be so stressful, and why sometimes it can be hard not to blurt out the first thing that comes to mind. No matter how long you prep for the interview, it’s actual practice that gets one better at interviewing. And while there are many things you should say in a job interview, it can be harder to focus on the things not to say. We’ve got the seven things to steer clear of mentioning if you really want that job.
7 Things to Never Say In a Job Interview
#1. “Whatever”
This is an overlooked word that can highlight a negative aspect about yourself. Even if used in the nonchalant “oh, it’s ok” way, the word’s connotations imply that whatever the subject at hand is, your indifference is the only thing that sticks out. The word is lazy, and it will reflect poorly on how you handle questions, let alone tasks. There are many instances this word might seem appropriate to even begin a statement, but remember that it isn’t, even in cases from “What would you like to drink?” to “What type of role do you see yourself working towards?” If you can’t make your mind up during an interview, this will easily become obvious to the interviewer.
#2. “How many days do we get for vacation?”
Perhaps you’ve got a family wedding coming up in a few months and you want to plan ahead or you’re just curious about the vacation policy; hold off on asking this question. You’ll find out the answer soon, when and if you receive the offer, and there’s no better way to ensure you get one than to not ask when you can take your first days off.
#3. “Not my fault”
When faced with explaining something that did not work out as well as hoped for, try to explain the situation with grace instead of blame. Whether it was a project that did not succeed or a blow up in the office, do not point fingers. Instead, use this as an opportunity to showcase to your future employer just how you resolve conflicts and issues that arise. Not only will your explanation of a situation indicate your ability to solve issues, but it will signal that you are able to look past “who is to blame” to “how do we handle this situation?”
#4. “Ugh, my last employer…”
Bad mouthing your current or past employer(s) doesn’t reflect poorly on them, it reflects poorly on you. Even if you have conflicts with your boss, don’t say that. There is to be no complaining in an interview. This would not only let the interviewer know that you cannot handle trying situations, but it would also really upset your employer if they ever found out (and they just very well could). However, if you’ve got an example of a difficult situation you had to overcome, then it is appropriate to mention it as it displays your ability to see a problem and solve it.
#5. “I don’t know”
There is nothing worse than an interviewer asking something that they need to know about you, and then finding out that you don’t know that thing either. Before an interview, it’s paramount to refresh yourself on the basic interview questions most companies ask and then to dig deep into the company’s history, ethos, and your role’s requirements. If these two things are done effectively, then “I don’t know” should not have a chance to enter your brain as an answer. If, for some reason, you really do not know the answer, then ask a counterquestion that might help you figure it out on the spot.
#6. “I’m not sure what my weakness is…”
Heralded as the dreaded question of all interviews, this is a no-brainer that it will come up. Therefore, you have been warned. Everyone has a work flaw, and answering “I’m a perfectionist” just won’t cut it. Think about when you felt like you struggled at your job, and it can be anything from time management to organization. Find the area you struggle in, and then come up with solutions as to how to combat this firsthand. By being self-aware, you are not only showing this to your interviewer, but you are helping yourself for future work.
#7. “I don’t have any questions.”
Never leave an interview without asking at least one question. And while there are no bad questions per se, it’s important to have something smart prepared. While researching the company, jot down things you would like to know and things that might even apply directly to your job. Bring this sheet to your interview and if they are answered throughout your conversation, you can always counter something that was mentioned earlier with a question. If all else fails, asking about the day-to-day responsibilities, the important areas of growth within the role, and where the company hopes the new hire will be in 6 months are all good ways to finish off an interview.
There might have a few times in your career that when you decide to move on from your current job. The reason can vary depending workplace and personal life.
Why it’s important to know reasons employees leave? Because when company has a high turnover rate, this could signify low employee job satisfaction. By knowing the reasons, employers can directly solve a reoccurring issue and make a more pleasant work environment for everyone.
Common Reason Employees Leave Job
#1 Needing More Challenge
After working at same job for a while, employee start to get to know all of the tasks and responsibilities quite well. When there’s little more to learn in the role, employee may start to feel like ready for more challenge.
This is a natural part of growing in the career, especially as the employee become interested in learning new skill.
#2 Looking for Higher Salary
When employee feel underpaid for the work that he/she do, it may be time to move onto a new job. Likewise, they may be ready to accept more responsibilities and with that comes more pay.
As lifestyle changes or family grows, employee may decide that you need to make more money to afford your living expenses.
#3 Feeling Uninspired
When employee start to feel uninspired over time, finding a new job is a way for them to feel passionate about the job once again. Current company may not have opportunities for you to do meaningful work, which is why it’s important that next employer’s values and mission align with the own.
#4 Wanting to Feel Valued
Feeling replaceable at the job may make employee want to search for a position where he/she efforts are valued more. It’s feeling good to know the work is important and making an impact on the success of the company.
Sometimes entry-level positions can make this challenging since have fewer responsibilities. In this scenario, employee is ready for a higher-level job, so they might leave current job.
#5 Seeking a Better Management Relationship
Some employees will discover that he/she get along with some people better than others. Finding a new job may give employee the opportunity to build healthier relationship. If they feel like need a more supportive manager or supervisor, it may be time they look for a company that values employee-manager relationships more.
#6 Searching for Job Growth and Career Advancement
If current employer is limited in the number of promotion or learning opportunities they can offer, employees may want to find an employer who have these resources. Having room to grow in the career is an important part of feeling fulfilled.
A quality employer will offer continued education, like workshops, seminars, lectures or even tuition reimbursement.
#7 Needing More Feedback or Structure
Some people thrive off a more fluid work environment while others need more structure. So while some people required a manager to look on about the progress and effort, but current employer didn’t, he/she will look for a new job.
An integral part of improving performance is to get regular feedback from employer, so some employee will tend to find a job where they have regular performance reviews.
#8 Wanting a Different Work Environment
Every company provide different kind of working environment. This could be actual structure of the workplace and also refer to company’s culture. Every employee may want to find a job that offers he/she a work environment that feel most comfortable working in.
#9 Feeling Conflicted with Workplace Policies
Many employees enjoy workplace offers flexible scheduling and telecommuting opportunities. If they feeling that work policies in current company make it challenging to do this, they might finding other companies that offer such benefits. Some people like fixed schedule working hours, so they will tend to find the company which align with this policy.
#10 Need a Better Work-Life Balance
Having time with friends, family and hobbies is an important part of maintaining a healthy work-life balance. Some manager will always contacting employee out of working hours. This might impact employee’s personal time and making him/her feel burnt out.
The only can finding a new job that values employee’s personal time can achieve this balance.
Although hiring is a quite difficult process for HR, training process is also important element. By taking the time to adequately train your team, you can lower employee turnover rates and improve productivity.
By using some effective ways to train employee you can make your team grow better.
#1 Focus on Hard and Soft Skills
Along with focusing on technical skills, such as learning programs or software, it’s important to focus on developing your team members’ soft skills. These are skills that help them work well with others. By focusing on both hard and soft skills, you can help them become a more well-rounded employee.
#2 Make it Personalized
Even every employee should learn their policies of the company, you may want to personalize the rest of their training. Prior to a new employee starting their job, ask them to fill out a survey that ask them about their preferred learning styles.
By catering your training to their learning style, they can remember new information more effectively.
#3 Use Multiple Platform
Offering training through multiple platform can create a more engaging experience. Blend in-person learning with online videos, quizzes, real-life projects and other ways to teach employees. By having multiple ways they can get to know the material and work on their skills.
Creating a comprehensive how-to guide is a great way to encourage independent learning.
#4 Have Employees Train Each Other
You can assign the experienced team members as a mentor to do a good job teaching the newbie. Make it clear that the new employee can direct any of their questions to this employee. Having a peer do some of the training can make it more comfortable experience.
#5 Try Cross-Training
Depending on your workplace, it may be beneficial to cross-train an employee in different departments. When cross-training, choose the skills that may overlap between two positions. This may help your employees be even more skilled at their main job.
#6 Help Employees Set Goals
Before begin training, have your employees set training goals for themselves. Inform them where you’d like to see their progress at the end of the training session.
Help them find ways to measure their progress and stay focused on meeting these goals. You could offer an incentive like a free lunch or gift card to reward them for their hard work.
#7 Provide Ongoing Education
Ongoing education is a way to further develop your team and encourage professional growth. Opportunities like workshops, seminars, retreats, lectures, conferences, online classes, one-on-one meeting are all helpful ways to continue their learning.
Asking employees what kind of ongoing education they’d like to try is also a great way to show you value their development.
It’s important to train employees in order to create a successful team. But why so important to create a training for your team?
#1 Employee Satisfaction
When employee feel they’re doing their job well, they tend to feel happier at work. Proper training also gives them a sense of support, which can lead to increased job satisfaction.
#2 More Innovation
Giving new employees a solid start to help them stay focused on their work and start thinking of creative ideas.
A continued training can help them gain more skills that help with new possibilities and achieve higher quality of job.
#3 Higher Productivity
When employees knows what they’re doing, they can working their task without waiting for direction. A continued training can start to help your team work toward the company’s goals.
#4 More Efficiency
Rather than having new hires guess how to do their work, training can help them do their work properly. Fewer mistakes lead to more efficiency for the company.
#5 Improved Reputation
Employees who feel satisfied with their employer may spread this information to others who are looking for a job. This can increase your talent pool and give your company a positive reputation.
#6 Lower Employee Turnover
When you invest time in your staff, they are more likely to stay with the company. A proper on-boarding process can make them feel welcome and acclimated to the company.
#7 Better Consistency
A more consistent training process can ensure all employees get an equal opportunity when they first start with the company. When everyone is aware of company policies and procedures, your company may run smoother.
#8 Increased Engagement
Employees who knows that what they should be doing can develop good work habits. Giving them the chance to learn can lower idleness and keep them more invested in their work.
#9 Encourage Future Leadership
By giving employee resources from the start, you can help them feel more motivated to improve their leadership skills. This is especially true if you focus on leadership development initiatives.
In this decade, working mom is a very normal scenario. Being a working mom takes some skill to make sure you’re performing your work duties and not compromising on important family time.
So, today we’re sharing how can balance work life and home life.
#1 Create a Schedule
As working mom, you have a lot of responsibilities both at work and at home. It can be helpful to create a schedule for yourself. With it, you’ll be able to show your family that you have the ability to keep yourself on track to both succeed at work and have quality family time.
#2 Reevaluate your Expectations
You might have high expectation for work and home life. It’s good idea to check in on your expectations and reevaluate if you find they’re not realistic or causing you and your family undue stress.
By adjust your expectations, you many find less stressful and better able to meet your expectations.
#3 Speak Honestly with your Kids
It may be hard to leave your kids to work, but with an honest conversation, you can help them manage their expectation too. You can talk with your kids about what you do for a living, how you impact people or processes and why you like your job.
#4 Create a Work/Life Balance
It’s important to have a good work/life balance, so you don’t accidentally overwork and miss out on quality family time. To achieve it, you need to have a dedicated stop time to your days, establishing normal working hours. If your manager expect you to answer work calls or work after hours on a project, consider asking if they is a way to adjust part of your week, so you don’t have to compromise family time.
#5 Feel Empowered
Instead of allowing yourself to feel guilty about stretching yourself between work and your family, feel empowered to do well at home and with your family.
Empowerment is important, so you can show your children the value of hard work. Eliminate guilt by knowing when you’re at home, you’re giving it your all, and when you’re at work, you’re doing the same.
#6 Set Boundaries
As working mom, it’s crucial that you set boundaries for both yourself and your children. Boundaries can means when you’re with your children, you put technology away and do not allow yourself to work.
Another way to set boundaries is by saying no. If you say yes to everything, you may not have time for important work tasks or quality family time. You can suggest another method for completing project within your capacity.
#7 Expand your Circle of Friends
Being working mom is a lot of work and balance that only other working moms can relate to and understand. It’s important to be able to speak to others who can provide support and acknowledge that hard work of working moms. This can uplift you and remind you that you’re doing an outstanding job committing to your work and your family.
#8 Develop Shortcuts
If there is an easier or quicker way to get to an end goal, try to take full advantage. Think about other ways to develop shortcuts around your home or office without compromising quality.
Consider looking at project management tools which can integrate with your calendar and task list. Try to avoid long meetings, learning keyboard shortcuts that can help you type quicker.
#9 Practice Self-Care
A big part of working mom is taking time for yourself. It’s important to be able to step away from both work and home at same time and do something that you enjoy. You can read a book, spend time on skincare routine, going for a walk, catching up with friends.
Besides, getting adequate sleep, eating foods and drinking plenty of water. Self-care will gives you freedom to step away from your responsibilities for a moment and come back with more energy and focus.
#10 Prepare the Night Before
The morning can be one of the busiest parts of the day for a working mom. If you can plan for your morning the night before, you may spend that time connecting with your family and starting your day more leisurely than stressed.
