Employee Wellness Blog

The Must Haves In Your Resume 2025

According to Dr. Arnsten, professor in Neuroscience at Yale University, people have a shorter attention span due to stress post pandemic. Hence, managers have a shorter attention span in reading piles of resumes on their computers. Not to mention the stricter guidelines that the company might have set before recruitment, picking only the best among the best.Applying for a new job became more difficult during these times. You have little time or opportunity to make it to the cut, or else your resume would end up in the recycle folders.To catch the attention of hiring managers, you must be able to come up with a superb resume that contains all the qualities they are looking for. Getting interested? Don’t go away and keep reading as we reveal the must-haves of a standout resume. Essential Social Skills That Must Be Added to Your Resume Social skills or Interpersonal skills allow us to communicate and interact with other people efficiently. These skills involve those non-verbal aspects such as emotional intelligence and active listening.Social skills are the first must-haves in your resume. Don’t forget to include the social skills you are good at, so hiring managers would definitely see you as a strong candidate for their job position.Whether you are talking to a potential client, mingling with your officemate, or understanding people, these interpersonal skills will help you ace any battle involving people. Here are some of the skills that you may pick or decide on your resume: 1. Empathy Have you once sympathized with your friend who wasn’t able to land on his first job yet? Are you compassionate with the people around you? If yes, start writing this trait in your resume because you might be the one that the manager is looking for.Empathetic people are needed in the office because they have the sincerest care that relieves challenging times. Compassionate people are most likely to have the potential to become good leaders because they understand and interpret people’s emotions and harness those feelings to create a tornado of possibilities. 2. Active Listening Active listening can be viewed by many applicants as an unneeded skill because everyone can listen; however, not everyone is willing to listen. Active listening involves your full attention to the speaker for you to show empathy.In the workplace, active listeners play a vital role in hearing out instructions from the manager and interpreting them to perform practical actions. For example, suppose the boss says that the company will undergo an economic recession. In that case, active listeners won’t just hear the report but think of creative solutions that will help the company.Remember that the first step in finding a solution is identifying the main problem, but you can’t if you don’t know how to actively listen. 3. Emotional Intelligence If you are the type of person who can manage and understand emotions very well, you can be regarded as emotionally intelligent.People that can work on their emotions are linked to good leadership skills. The more you know, the more you can create solutions that will dissipate the stress in the workplace.Hiring managers are looking for emotionally intelligent individuals because they can manage stress on their own. Stress can negatively impact work ethics, but emotionally intelligent individuals can remain intact to their work. 4. Conflict Resolution Conflict resolution is perhaps one of the most important interpersonal skills because it allows you to solve problems in the office in your own way. Conflict is an inevitable incident in the workplace that may cause internal affairs. Hence, conflict solvers are highly demanded during the hiring process. Conflict may affect productivity in the office using unsolicited information-sharing like gossips and scandals. 5. Writing Communication Social skills involve all types of skills involving interaction with others. Writing communication involves business writing, client persuasion, and report making.If you are good at conveying messages through writing, then this is another add-on to your resume. Hiring managers like people who can effectively write, given that this pandemic has only allowed virtual interaction. Virtual Work Skills That Must Be Added to Your Resume The pandemic has caused companies to shift into a skeletal work operation. Some people who are not in the office are either tasked to do virtual works or nothing at all. Hence if you are applying for a job that does not require you to attend the physical office, here are some of the skills that you might add to your resume: Self-Motivation. Working in a virtual office has a lot of distractions. Assuming that you have no personal office area in your house, the distraction of social media, the internet, movies, and sleeping are always on the side. Often, the focus is compromised since the things and people around you keep battling on your professional mindset. Hence, having a solid motivation could help you fight these disturbances. Adaptability. When your internet was suddenly lost, you will find a way to connect to your laptop with your mobile data; that is adaptability. During virtual set-up, all the free things offered in the offices should be facilitated by yourself. Hence, you need to be adaptable to deliver your work without hassle. If you believe that you can adapt to this working scenario, add this to your resume Digital Competency. Don’t know how to enter a video conference? You should be agile in learning how to utilize virtual applications to perform your work effectively. Take time to watch tutorials online in navigating these applications. Hiring managers would love to hire someone keen on learning new tools. What Teamwork Skills Are Essential? To be able to play well in a team is a skill developed through constant interaction. A strong team leads to a successful goal. Hiring managers would want to recruit applicants who are team players. Here are the skills that you must have so the HR manager believes you have what it takes: 1. Reliability Reliability is perhaps the most essential teamwork skill. Being reliable roots from the trust and companionship formed when

Preparing to Work Again in the Amidst of the COVID-19 Pandemic

We can all agree that adapting to change isn’t always easy. The COVID-19 pandemic was one of the biggest changes the modern world has ever faced. Not only did the global population’s physical and mental health suffer, but so did our once-safe work environments. In other words, protecting workers and maintaining our employees’ well-being has never been more important than in the 2020s. On the bright side, returning to work amidst the pandemic taught many organizations how to implement workplace safety measures. In today’s guide, we want to re-emphasize those workplace safety tips. By the time you’ve finished reading this article, you’ll know how to help your business maintain its post-pandemic work strategies. Why You Should Maintain Your Workplace Safety Measures Although the COVID-19 restrictions have been lifted for some time now, COVID-19 is still dangerous. Michelle Williams, Dean of the Faculty at Harvard TH Chan School of Public Health, sums it up perfectly: “Of course, the virus is not done with us, and what we really need to do is make sure that policymakers understand that we’re continuing to see new variants.” So, what you should take away from this statement is that safety in the workplace is just as important as it was when we first returned to the workplace. Making your work area safe won’t just prevent injuries and illnesses either. By creating a safe workplace, you will improve your employees’ engagement. Source: Engage for Success After all, how can your employees engage with their work if they don’t feel like you value their safety? What’s more, employee engagement has its own perks. Just look at this quote from Gallup’s State of the American Workplace report: “Employees who are engaged are more likely to stay with their organization, reducing overall turnover and the costs associated with it.” What this means is that employee engagement is crucial for employee retention. Ultimately, fostering a workplace safety culture is of monumental importance, pandemic or not. Tips To Help You Protect Your Employees’ Wellbeing At Work The return to the office represented the return to safety and normalcy (whatever that is). We want you and your employees to enjoy that safety indefinitely. For that reason, we’ve provided you with some tips to help you create a happier, healthier, and – above – all safer workplace. Install Hand Sanitizer Dispensers 🧼 Hand sanitizer is an effective way to stop a disease in its tracks. You should place dispensers for hand sanitizer around the office. You should also place them in common areas like the kitchen, outside the elevator, inside the doors, and so on. Put up signs to let people know where to find the dispensers and encourage everyone to use them. Provide Personal Protective Equipment (PPE) ⛑️ PPE is the equipment that will protect your employees from health and safety risks at work. During the pandemic, we all had to get familiar with PPE, such as face masks and clean gloves. And while you should still provide such equipment, PPE covers more than just COVID-related protective measures. For instance, goggles, high-visibility clothing, and safety helmets are all forms of PPE. Of course, depending on the nature of your business operations and services, you won’t need certain forms of PPE. Needless to say, you won’t need to provide helmets to your employees if they work in an office all day. But, regardless of which PPE you provide your employees with, it’s important that you do it to prevent any workplace injuries or illnesses. You should also provide adequate training that shows your employees how to use the PPE provided. Source: National Institutes of Health (NIH) After all, PPE is there to protect your employees, so they should know how to use it confidently, right? Offer Health & Safety Training 🧑‍⚕️ As an employer, you’re no stranger to providing your employees with valuable resources. And health and safety training is one resource that you should always provide. Source: National Institutes of Health (NIH) Here is a list of some courses that you should offer and encourage your employees to participate in: First aid training ➕. Mental health first aid training. Electrical safety training ⚡. Computer security training. Asbestos awareness training. Manual handling training. Fire safety training 🔥. Risk assessment training. You should also take part in these courses. You know what they say, lead by example. When you and your employees have the appropriate training, you’ll inspire confidence. Not only will everyone feel safer at work, but in the case of a crisis, you’ll all have the knowledge to handle it effectively. You never know; you could save one of your employees’ lives with this training. Promote Positive Mental Health 🧠 Look at this quote from an article written by the Mayo Clinic: “Worldwide surveys done in 2020 and 2021 found higher than typical levels of stress, insomnia, anxiety and depression.” It’s no secret that our mental health suffered on a global scale as a result of the pandemic. And since the pandemic, a lot of us have been working remotely more than ever before. Source: Owl Labs So, how does this relate to your employees’ mental health? Well, if your employees have remote or even hybrid work schedules, they can face the negative impacts of social isolation. Social isolation can lead to an increased risk of mental health problems like anxiety and depression. So, what can you do as an employer? You can invest in some modern messaging software that will help your employees stay connected to one another 📳. You can provide resources that support open, honest conversations about mental health. You can schedule regular meetings with your employees to discuss any issues they might be facing. You can increase mental health awareness through training and campaigns. You can educate the workforce on the significance of mental health. You can appoint workplace mental health champions 💪to challenge stigma and encourage positive mental health. Send Sick Workers Home 🏠 There’s nothing worse than managing a huge stack of work when you’re

What Does the Mad Sad Glad Retrospective Entail?

If you’re part of a Scrum team, it’s your lucky day – today, we’re talking about the mad, sad, glad retrospective. This framework helps agile teams collect insight into each team member’s emotions during the sprint retrospective phase. It’s more than an opportunity to chinwag. It’s a type of feedback that can change the way you approach future sprint planning. In today’s article, we’ll explore this agile retrospective framework in more depth. By the time you’ve finished reading, you’ll know how to get the most out of your team’s constructive criticisms. What Is An Agile Sprint? 🏃 If you aren’t familiar with agile sprints, you’ll scratch your head when you see us talk about Scrum masters and software development. So, let’s get you up to speed. In agile software development, a sprint is when a Scrum team breaks down a project into short, iterative phases. Source: Broadcom Note: That being said, the sprint process and mad sad glad retrospective aren’t limited to software development teams. You can even run shift-based sprints and retrospectives! These sprints are time-boxed, too. During a sprint, a team will work to complete specific tasks, reach certain milestones, or produce a set amount of deliverables. Sounds like a productive way of producing high-quality work, right? For that reason, you probably want to know about the Scrum sprint process… The Sprint Process 🧠 Source: International Institute for Learning Scrum sprints start with the Product Owner, who creates and prioritizes a list of items called the product backlog. After a sprint planning meeting, the Scrum team knows how many items they can take from this backlog to develop into sprints. Throughout the sprint, everyone gets together for a daily scrum meeting. This meeting is a chance for team feedback – after all, you need to know what obstacles they’re facing, right? With the team’s constructive feedback, the Scrum master will then try to remove those obstacles. At the end of the sprint, the team will showcase their deliverables to stakeholders for feedback during a sprint review. Last of all, there will be a sprint retrospective meeting. In this meeting, everyone will look back on the previous sprint and determine what worked and what didn’t. So, you can treat sprint retrospectives like performance reviews, where continuous improvement is the ultimate goal. So, About The Mad 😡Sad 😢Glad 😄Retrospective… Now that you know the basics, we can get down to brass tacks. The mad sad glad retrospective is a way of collecting data during a sprint retrospective meeting. It simply calls for every team member to consider which stages of the sprint made them mad, sad, or, of course, glad. While Scrum teams regularly review sprints – even while working on one – the mad sad glad retrospective allows every team member to vent. That’s why it’s so important to implement this framework. The last thing you want is for your team to feel too frustrated or distressed to continue improving the team’s performance. Plus, your team will have a safe environment where they feel comfortable to share their perspectives. As an added bonus, your team will feel much happier for having that safe space. Source: Harvard Business Review Did you know about the study that shows that 40% of 1860 employees said they don’t feel confident sharing their ideas? Well, the mad sad glad retrospective is one way you can lower that percentage. It’s a great way for the team to get things off their chests before the next sprint, which will help them identify action items. Tip: Action items are measurable tasks that the team agrees to complete to improve the sprint process and its outcomes. To give you a better idea of this framework in action, we’ve provided a few examples: ‘I’m mad that I have to attend a lot of many meetings.’ ‘I’m sad that I’m overwhelmed with my workload.’ ‘I’m glad that I got positive feedback from my managers.’ How To Stage A Mad Sad Glad Retrospective This part is a doddle. If you’re staging a mad sad glad meeting in person, start by drawing three columns (Mad, Sad, and Glad) on a whiteboard. Then, you can gather your crew in the conference room 🤝. If you’re hosting an online meeting, we recommend using a retrospective template from TeamRetro or Miro. From here, give your team some time to reflect on the previous sprint. After they’ve had time to reflect, instruct your team to grab some sticky notes and write down what made them feel – you guessed it – mad, sad, or glad. When your team has penned their thoughts and feelings, ask them to place their sticky notes under the appropriate column. The next thing you should do is read the team’s notes 🗒️and see if there are any common themes. These common themes make for great talking points in your upcoming discussions. On the topic of that upcoming discussion, it’s important not to point fingers or dish out blame. You simply just need to discuss how everyone can avoid the events that caused their anger or upset. You should also discuss the events that inspired joy and how you can incorporate those events in future sprints. This is how you’ll find those action items we mentioned earlier. Tips For Your Agile Retrospective Meetings We want you to get the most out of your mad sad glad retrospectives, so we’ve provided you with some tips below! Allocate 30-60 minutes of the day for your team to reflect on how they feel 🕜. Make sure the conference room is in a quiet location. Encourage your team to write out a lot of notes if needed. Assure your team that there are no right or wrong answers. Keep the focus on the team’s emotions rather than actions. Ask your team to turn their phones off or on silent for the retrospective 📴. Give equal consideration to each of your team member’s thoughts and feelings. Offer guidance on how your team can express their emotions constructively

How To Manage Your Mental Health This Pandemic

Work looks so different from what it was twenty (or even ten) years ago. The COVID-19 pandemic accelerated the change. As the pandemic spread, our “new normal” came into effect. One of the major adjustments was working from home. Some organizations kept the changes. Specifically, they kept ‘working from home’ as part of their major policy. And yes, while remote work has given employees more control over their time, there are also downsides. Working alone all the time without your colleagues and bosses can impact your emotional, psychological, and social well-being. Anxiety. Depression. Burnout. All of these things can be caused by isolation. Still, there are ways to manage your mental health when working remotely. Here’s how. How Did Covid-19 Affect Remote Work? Whether you remember it or not, remote work was rare before the pandemic. Normally, employees would commute to work every day. They’d even enjoy the odd social interaction in the workplace! In March and April of 2020, this all changed. Many organizations embraced remote work. Not that they had much choice–everybody had to stay home to support the healthcare system. From social distancing to lockdowns, everybody had to do their bit. And so, remote work was on the rise. It changed the working landscape in a few different ways. Source: intuition.com Work From Home 🏠 To keep operations running as smoothly as possible, organizations had to act quickly. They had to prevent the mixing of employees while keeping the business going. Everyone from startups to multinationals embraced the WFH life. New Technology Introduced 🖥️ Video conferencing tools. Messaging software. Cloud-based collaborations. To support the working-from-home process as much as possible, organizations introduced new technology. Workers had to adjust to these new technologies and use them to remain as productive as possible. Juggling Work and Life 🤹 The shift from working in an office to working at home can destabilize a very delicate balance. There’s already a fine line between work and home, but when your living room becomes your office, that line is suddenly very blurry! Many workers struggled with the transition, feeling increased pressure to stay online. This had a knock-on effect on mental health. Impact on Mental Health 🧠 The first year of the pandemic saw a global 25% increase in anxiety and depression. For many reasons, people felt uncertain about the future. Isolation caused loneliness to creep in. Health anxiety and fear of the new normal (coupled with the stresses of being cooped up with family members) were a dangerous mix. How to Manage Your Mental Health When Working Remotely The world may have moved on from the pandemic, but some organizations still allow their employees to work remotely. This works great for some people. For example, with more flexibility, some employees find it easier to manage their work-life balance. There’s also the freedom you get from being at home and the lack of a commute. Not to mention the convenience. What did people do before they could get a laundry load done on their breaks?! On the flip side, working remotely can trigger those aforementioned mental health issues. Source: Royal Society for Public Health (RSPH) To manage these negatives and put your well-being first, there are some steps you can take. Stick to a Routine ✅ Daily routine disruptions go hand-in-hand with symptoms of mental health conditions. So, while the pandemic might be behind us, sticking to a consistent schedule is still important. Without a reliable schedule, the line between work and personal time becomes blurred. Treat your remote working schedule like a regular 9-5 in the office. Follow your usual sleep and work patterns, getting up at the same time you normally would. Get dressed and have breakfast, using what would be your ‘commute time’ to exercise, read, or listen to music. Then, when your workday ends, it’s time to switch off from work in every possible sense. Shut down your laptop, leave your workspace, and stop checking work-related emails/messages. Now is the time to enjoy your personal interests and detox from work. Take Regular Breaks 🌷 Taking care of your mental health includes taking regular breaks, no matter how pressing your deadlines/tasks are. Allocate time during your work schedule for a lunch break and regular screen breaks. Why not try the Pomodoro Technique? Even just taking five minutes away from your work can really boost your productivity. Better yet, exercise your green thumb in the garden during your breaks. In fact, several studies have shown that spending time in green spaces is great for your mental health. Stay Connected 🗣️ Feeling isolated can be difficult. It’s enough to negate the positives of working from home. That’s why it’s so important to connect with your loved ones and co-workers. Source: Sage Journals So, ditch the emails and make time for video and phone calls. Call a friend on your break, or arrange a meet-up outside of work. Don’t forget that your co-workers are in the same boat here. So, reach out! Ask how they are doing and see if you can find ways to support each other. Celebrate Positivity 😄 When you’re not interacting with your coworkers, you might not feel like you’re contributing to your team’s performance. Get over this by celebrating your own accomplishments. Embrace positive thinking and celebrate every day, regardless of how small your achievements are. Maybe you went above your targets on a particular day. Maybe you used your break time to read a chapter of a book that has been collecting dust on your shelf. Everything is worth celebrating. It’s the small wins! Managing Your Mental Health: Final Thoughts Your mental health matters whether you work remotely or on-site. Make sure you adopt healthy lifestyle patterns to protect yourself. Most importantly, always strive to stay connected with those around you. Together, we can strengthen and protect our mental health. For more advice relating to employee wellness, check out our blog! How Did Covid-19 Affect Remote Work? How to Manage Your Mental Health When Working Remotely

Useful Ways To Reduce Stress In The Workplace

In our everyday lives, stress plays a large part in our well-being. From personal relationships, financial issues or even daily tasks, stress can immerse our minds and affect our moods. Workplace-related stress is a common concern and affects everyone, no matter their profession. According to Gallup’s State of the Global Workplace 2023 Report, Australia and New Zealand have the second-highest stress rate of 47%. As a manager, considering your employee’s mental health is vital when creating a positive work environment. By implementing strategies to reduce the stress of your employees, you’ll foster a culture of support where productivity thrives! Are you ready to learn more about stress reduction? Let’s take a closer look at work-related stress. What is Work-Related Stress? The World Health Organization claims that work-related stress is a response that “…people may have when presented with work demands and pressures that are not matched to their knowledge and abilities and which challenge their ability to cope.” Source: The World Health Organization Workplace stress occurs in jobs of all kinds, and, unfortunately, it often spills into other aspects of a person’s life. According to a study in 2023, “60% of UK employees claim that a poor work-life balance has had a negative effect on their relationships at home.” Some possible reasons for workplace stress are: Heavy workloads Tight deadlines Changes in the organization A lack of work-life balance Intense pressure 😫 Conflict with colleagues Feeling overwhelmed Long work hours 🕥 Lack of growth opportunities ↗️ Lack of support from senior members of staff 🧑‍💼 What’s the Impact of Workplace Stress? The impact of work-related stress goes beyond the physical workplace. Stress can affect a whole range of factors, like an employee’s physical and mental health 🧠. Thus, stress has a detrimental impact on both the individual and the organization as a whole. Here are some examples of workplace stress: Employee Well-Being Stress can have a significant toll on a person’s well-being. Worry and stress can lead to a whole range of symptoms that impact a person’s physical health as well as their emotional state. For example, high levels of stress can lead to high blood pressure, heart disease, diabetes and strokes. According to the Mayo Clinic, some common effects of stress are: Headaches Muscle tension/pain 💪 Chest pain Fatigue Change in sex drive Sleep problems 💤 Stomach upset Weak immune system 🤮 These health problems alone can lead to bad moods, increased heart rate and blood pressure, low self-esteem, anger and, in some cases, depression. Overall, stress is extremely powerful in diminishing a person’s well-being. Poor well-being can lead to a person lacking motivation and productivity and, therefore, altering their performance at work. Productivity and Performance at Work As previously mentioned, stress can change a person’s performance at work by having a negative impact on their productivity. High levels of stress can impact a person’s cognitive function, making it harder for employees to focus on tasks. In the workplace, this might have a negative effect on a worker’s performance. Employee Morale Employee morale is a critical factor in the workplace. High morale creates a positive work environment where people feel more comfortable, engaged and happy. If your workplace has stressed employees, they might find building friendships or positive relationships at work too challenging. As a result, morale will decrease. Staff Retention Issues If your employees are suffering from stress in the workplace, they’ll likely search for a job elsewhere. This can lead to a high turnover rate, causing disruptions to workflow and an increase in costs for training and recruitment. Overall, work-related stress can have a wide range of negative impacts on not just employees but organizations. However, by recognizing and understanding the significance of stressed employees, you can implement strategies to address it. In the following section, we’ll look at some ways you can cope with stress in the workplace. Ways for Employers to Reduce and Cope with Workplace Stress As an employer, it’s your role to implement strategies to reduce and help employees overcome stress in the workplace. For individuals and organizations, putting strategies in place to support stress can foster a positive work environment. Here are some ways to support your employees and help them deal with stress: Offer Flexible Work Options Implement flexible work options for your employees and allow them the option to work some days a week. You could introduce flexitime, compressed workweeks, and remote work 💻. This will allow your employees to separate their professional and personal lives more effectively. As a result, employees can spend time with family members or enjoy some alone time away from work, guilt and stress-free. Encourage Breaks Promote the importance of taking a break away from work to recharge your batteries 🔋. Encourage your employees to take regular breaks throughout the day to give them a break from their workload. Studies found that breaks can reduce or prevent stress. They can even help to maintain performance throughout the day and reduce the need for a long recovery. Source: The Wellbeing Thesis Furthermore, encouraging your employees to take their vacation days ⛱️ can also help with their stress levels. A long break away from work will have a positive impact on their well-being. As an employer, leading by example is vital. So, make sure you take your breaks, too! By doing so, you’ll create a workspace where personal time is not only a luxury but a core value. Promote Healthy Communication There are many ways to promote healthier communication but for this article we will focus on one that is easy to do and will have an outsized effect on your team if implemented. Real-time communication tools are everywhere in todays work environment but thanks to the “Read” status that is a feature on many messaging tools where a status of if the message sent has been “shown” to a user we are often tricked into a cycle of a needing a quick reply vs a considered reply in ones own time. Disable that “Read” receipt

7 Proven Ways to Reduce Employee Absenteeism - MyTommy.com

Employee absenteeism has an incredible financial impact on businesses around the US. In fact, absenteeism costs businesses $225.8bn a year. This is a huge amount of money to be losing annually, so how do you limit absenteeism and save your company money? In this article, we’re going to take a look at the steps you can take to tackle and reduce employee absenteeism to save your company money and ensure you’re running an efficient business. Take a look below to learn more now. Source: Expert Market 1. Implement an Attendance Policy ✅ Implementing an attendance policy is the first step to setting out rules regarding employee attendance. It can improve attendance, punctuality, and fairness when it comes to management and shift distribution. Your attendance policy should include processes for requesting time off, reporting absences, and handling tardiness to ensure that managers and employees all know what the standards are. You will also need to specify acceptable reasons for absence, for instance, a family emergency or illness, so employees know where they stand. You might even consider implementing a method of monitoring and tracking attendance, like using our app, which makes tracking and reporting attendance simple. 2. Continue to Share and Discuss the Attendance Policy 🗣️ When you first implement your system to tackle absenteeism in the workplace, you may find some team members or managers object to such a formal method of tracking and monitoring attendance. So, it is important that you continue to discuss, share, and train people in the use of the system for managing absenteeism. It is important that they understand how absence rates affect the business and other employees and that they are aware of what is an acceptable reason for absenteeism and what is not. 3. Monitor Absences 🧑‍💻 Monitoring absent employees, as well as the overall absenteeism rate within your company, can give you a number of helpful insights, including which employees use sick days most often, employees that miss work for issues that don’t qualify as valid reasons for absence, and which employees are covering shifts for those who are absent. Monitoring absences can also be beneficial for the following reasons. Early identification of patterns, like frequent Mondays off or sick leave after vacations To prompt intervention and support when necessary To boost accountability among employees who know they will be monitored To identify the root causes of absences, like employees who call in sick based on the manager on shift or those who dislike morning shifts To implement preventative measures, like wellness initiatives, childcare support, and more To improve workforce planning, i.e. shift scheduling 4. Address Instances of Absenteeism as They Occur 👀 When instances of absenteeism occur, it is important to encourage employees to give their reasons, whether a personal issue or a health problem; you need to know why they’re off work. This is because you may need to plan for long-term coverage if the health issue is serious, and it is important for your own tracking data. Addressing instances as they occur can have a number of benefits, including the following. Maintaining productivity: With employees absent, your workflow may be disrupted, which can impact productivity. If you address each case as it happens, you can minimize its impact. Preventing Escalation: If you ignore absenteeism, then it may normalize the behavior. If you address it as soon as possible, you will send a clear message that it isn’t acceptable, and you can encourage employees to take absenteeism seriously. Identifying underlying issues: By addressing instances as they happen, you have the opportunity to take steps to address the underlying issue early on so that it doesn’t become an ongoing issue. Maintaining team morale: Absenteeism leads to an increased workload for other employees, which can also lead to decreased morale. If you have addressed the absenteeism and gotten information on how long-term it is going to be, you can work collaboratively with employees to ensure that work is distributed fairly. Preventing abuse of policies: If employees see that you do not address unscheduled absences, they may take the opportunity to abuse these policies, too. Demonstrating leadership: Prompt action on absences can demonstrate your leadership to your employees. 5. Attempt to Understand the Cause of the Absenteeism 🫂 Source: Gitnux Once you have the data, you can begin to look at the common causes of absenteeism in your staff. You can work out whether employees are struggling to complete certain work hours, i.e., they may miss more morning shifts due to child drop-off times, and you might also find that certain employees have repeated personal issues. With this information, you can attempt to understand issues that individual employees face. You might find that you could implement childcare services or offer flexible hours to allow employees with families to attend work around childcare responsibilities. In cases where employees’ mental well-being is impacting their attendance, you might consider implementing services that help employees with their mental health. This could be an app or wellness service that employees can use to reduce stress. 6. Reward Employees for Good Attendance Levels 🥇 While encouraging a work-life balance is always going to benefit your staff, it might also be helpful to reward employees who have good attendance rates. This could be part of wider recognition awards where staff get the chance to benefit from good work, good attendance, and good punctuality. Benefits of rewarding good attendance can include: Motivation for other employees to boost their attendance rates Better engagement when at work, knowing that employees recognize hard work Boosting morale among employees Enhancing team dynamics and showing dedication to each other Reducing overall absenteeism 7. Create a Culture of Motivation 👏 Lastly, creating a positive workplace culture can have a huge impact on ensuring that employees actually want to come to work. So, how do you go about creating a culture in the workplace where employees want to work hard for you? Set clear goals and expectations: Clear communication is at the heart of all positive workplaces.

How to Win your Employees’ Love and Respect

As a leader, having the respect of your employees is key to getting what you need from them. Respect from your staff can improve morale, engagement, and productivity–all of which will benefit your business. So, how do you ensure that your employees have respect for you and actually want to work for you? This article will cover a few ways that you can ensure that your staff respects you. Take a look below to learn more now. 1. Be Proactive, Not Reactive 🏃 Proactivity as a leader means taking action before it is needed. This might mean implementing strategies or processes that benefit workers, like flexible working hours, childcare support, or mental well-being services. It could also mean streamlining operations so that staff can work as efficiently as possible. Ways to be proactive as a leader include: Set goals for your team and clearly communicate expectations 🥅 Anticipate challenges before they arise and build in contingencies Encourage open communication between staff and yourself Empower your team to make their own decisions regarding their time and projects Stay flexible where possible 🤸 Evaluate and reflect on changes to ensure that they are working Proactivity means taking the initiative for yourself and your employees. It demonstrates good leadership and can show workers that you’re taking actions that benefit them without needing to be told to do so! 2. Don’t Micromanage 🧐 Source: Acuity Training Micromanagement is defined as excessive control, close supervision, and a high level of involvement in the day-to-day tasks and activities of employees. Managers who micromanage their employees closely scrutinize work and make frequent interventions and corrections. Micromanaging your staff can have many negative consequences. It can lead to a lack of trust, with employees feeling like they don’t believe that they can perform their jobs independently. It will impact morale and productivity, with staff feeling disempowered and demotivated, and may even lead to an increased workload for yourself as you frequently intervene in work that should have been delegated to others. If you have a tendency to micromanage, it is time to take a step back. You need to trust that your employees can do their jobs and only step in when entirely necessary. Let staff look for ways to overcome challenges first and provide insight when they need it. 3. Make Your Expectations Transparent 📄 Clear communication is necessary for an engaged and motivated workforce. Simply put, if your staff doesn’t know what you want from them, then they’re not going to be able to provide it. When setting out goals and expectations, make sure that all staff are aware of what you expect and what goals should be met. 4. Show Respect to All Employees 👊 If you want respect from your employees, then you need to show it to them, too. Showing respect includes actively listening to staff when they have problems or want to give you feedback. Listen to what they have to say and implement changes when you can. You should show that you value contributions made by staff and be respectful when giving feedback. Always communicate openly and honestly with employees, too, and ensure that even when the company is going through challenging times, you respect employees enough to keep them updated. Respect people’s time by offering flexible working hours when you can and empower them to take initiative in their own projects. Allow them to manage their time themselves but provide support and resources to ensure they still meet targets. Recognize the individuality of each employee and understand their strengths and weaknesses. Give them opportunities to develop weaker areas and take initiative in their stronger ones. When conflicts arise, ensure you handle them with respect and humility. Listen to issues and try to understand them before resolving them. 5. Get to Know Your Team 🧑‍🤝‍🧑 One of the best ways to show respect to your staff is actually to get to know them. You could plan social events where staff may relax and socialize in a more casual setting or take the time in 1-2-1s to get to know each employee individually. If you, as their leader, know them as a person and not just a cog in a wider machine, your staff are more likely to feel motivated and happy at work. It will also give you the chance to tailor opportunities to their future plans and areas they want to improve. 6. Provide Opportunities for Growth 💪 Source: BetterBuys Offering opportunities for growth among your staff will help them feel more engaged, more motivated, and have more respect for you. On top of this, having staff who are actively upskilling means that your workforce will be ahead in terms of new processes, new thought leadership, and training in general. It can put your business ahead in the industry and means that when it comes time to promote people, you can take on people from within your company who already have the skills rather than looking for talent outside. Employees thrive when they’re given the chance to grow and learn. It shows them that you’re actively invested in their careers and gives them a chance to work their way through different employment levels with you. It will also boost respect and loyalty. Conclusion Having employees love and respect you will benefit the company as a whole. Employees will want to come to work, will be motivated when there, and will be less likely to leave. Giving employees the opportunity to take initiative, grow in their careers, and give open feedback where possible can all empower employees and help you earn their respect. For more support with employee engagement, check out our solutions and apps to support your business today. 1. Be Proactive, Not Reactive 2. Don’t Micromanage 3. Make Your Expectations Transparent 4. Show Respect to All Employees 5. Get to Know Your Team 6. Provide Opportunities for Growth Conclusion

How Happiness Grows Profits & Why Relying on Profits for Happiness is Dangerous

How Happiness Grows Profits & the Dangers of Relying on Profits for Happiness

A 2019 study from the University of Oxford found that happy workers are more productive workers, 13% more productive in fact. More productive workforces tend to be more engaged, have better customer satisfaction, and are more profitable. While this knowledge is out there and well-known by many in research fields, often owners and managers of companies forget that happy workers are good for business. Instead, they rely on profits and their bottom line, not just for happiness among workers but as a way to boost morale. More and more we’re seeing profits be the number one goal of companies everywhere, and while profits are obviously important, a focus solely on them can actually be detrimental. In this article, we’re going to look at employee happiness, its impact on company culture and performance, and how relying on profits for employee happiness doesn’t work. Learn more below. Source: University of Oxford How Employee Happiness Affects Company Performance 📈 Happy workers are known to be more productive, and engaged teams show reduced rates of turnover and absenteeism. This means that not only are happy employees going to produce more work of a higher quality, but they’re also less likely to be absent from work and leave the job altogether. Studies show time and time again that happy employees are engaged employees and engaged employees are more likely to: Be more creative and innovative 🎨 Offer better customer service 🗣️ Contribute to a positive company culture 👍 Adapt to change more easily 💪 And perform better overall 🥇 If your staff are performing better, then the company overall is going to perform better. Happiness Creates Profit & Resolves Problems – Relying on Profits To Create Happiness Creates Problems 💰 So, if happiness can improve your profit margins, as happiness research suggests, then what are the dangers of relying on profits for happiness, over other things like good mental health and work-life balance? Neglecting the emotional state of employees: Focusing only on your operating profit and ignoring whether you have happy people working for you tends to make employees feel undervalued. By rejecting their well-being as something that is not important, you are suggesting they are only there to make a profit Unsustainability of the practice: If your sole focus is on profit growth, then you’re likely overworking your employees, cutting corners, compromising on the quality of goods sold, and may even be neglecting ethical and legal standards. This kind of work can have an impact on the long-term success of the company. Poor employee engagement: Employees who perceive a company to have a sole fixation on financial outcomes are much less likely to be engaged. If employees don’t feel a sense of connection to the company’s values or goals then they will lack creativity, motivation, and any commitment to meeting the company’s goals. Increased turnover rates: If employees have no sense of happiness at work then this will play a role in a higher staff turnover rate. This can have multiple effects on your company. To begin with, higher turnover means you’re constantly spending money looking for, interviewing, and training new staff. In addition, a higher turnover rate may make it more difficult to find staff to replace those leaving as rumor gets around that your staff doesn’t feel happy. The level of happiness among current employees can have an impact on whether people actually want to work for you. Customer relationships and satisfaction: Prioritizing profits over anything else will more than likely have an impact on your customer satisfaction levels. Poor customer experiences can lead to a lack of loyalty and may even tarnish your brand image. Limited room for innovation: Employees working in profit-focused companies are unlikely to take a risk on new ideas lest they reap less than profitable results. While you may make good profits, a lack of innovation can mean you slowly lose status within your industry. Competitors that foster innovation will encroach on your market share and take over your leadership status quickly. There are so many negative outcomes for prioritizing profits over employee happiness, and as we have seen, happy people with good life satisfaction are more likely to want to try new things, are motivated to meet goals, and will go above and beyond for their company. A Checklist for Managers in Maintaining Employee Happiness for Better Profits ✅ So, if you’ve decided it’s time to stop focusing on your net profit or gross profit goals and focus instead on greater happiness for your employees, where should you start? Encourage a Good Work-Life Balance ⚖️ Source: Lorman For many workers entering or currently in the workforce, having a solid balance between life and work is of the utmost importance. As a manager, you should be encouraging a work-life balance by ensuring employees leave on time and considering things like hybrid working or 4-day work weeks. Managers can also implement better work-life balance in their own lives to lead by example. If employees always see you at work well into the evening, they may feel obliged to stay late too. Set an example and foster balance in your own life first. Invest in Employee Development and Training 📚 Giving your employees the opportunity to develop their careers and learn can have a huge impact on their happiness and how they see their company. By giving them this opportunity, you are essentially telling them that you care not just about the work they do for you, but their career in the future too. Utilize performance reviews or 1-2-1s to get an idea of where your employees would like to develop. You could come up with ideas together to foster development among your workforce. Recognize Good Work 🏆 Source: The Retail Bulletin Recognition is key to giving your employees purpose and boosting their happiness. Think about how you feel when someone publicly tells you you’ve done a good job. It feels good, right? If you want to show your employees that you don’t just think they’re cogs

A Look at How Introverts and Extroverts Managed the Pandemic - MyTommy.com

Since the pandemic caused most people to stay at home, people think introverts were in paradise, and extroverts weren’t doing well. But is that the case? Read below to learn how introverts and extroverts dealt with this crisis. Also, learn tips for everyone in the spectrum that you can use in post-lockdown life How Did Introverts Deal with the COVID-19 Pandemic? 📖 An introvert is a trait characterized by introversion: a reserved or quiet person who prefers spending time alone and is contemplative. People expected that introverts would work better from home during this pandemic. However, this was not the case. Introversion connects more with uneasiness and dread. The uncertainty of this crisis was tough for them. For many introverts, the lockdown was a welcome change from normal life, and a chance to stay home. However, it quickly became isolating. Source: Bloomberg Introverts also found it challenging to return to the office. They often hide their frustration and bottle it up, increasing their anxiety when returning to their original working environment. Introverts will avoid social situations and activities. They will find small talk awkward, and they might be unable to say anything. They might even be sensitive and misunderstand what people say to them. However, there are reports to show that the mortality rate was lower for introverts than for extroverts during the pandemic. Our Tips for Introverts After the Pandemic Don’t keep your emotions to yourself because they might bottle up. Ignoring your feelings will not help or make them go away. If it’s hard for you to return to the office, plan what you should do to increase your happiness. Tell your boss so they understand your situation. Use self-help resources or ask for help from professionals if needed. How Did Extroverts Deal with the COVID-19 Pandemic? 🥳 An extrovert is a personality trait characterized by extroversion: a normally outgoing and unreserved person who enjoys and seeks out social engagement. Extroverts fared better in this pandemic than introverts—extroversion links with optimism, positive emotions, and resiliency. However, extroverts prefer socializing and working with their office mates rather than at home. They can handle working from home, but it can also increase stress and anxiety. When they got a chance for social connection, they often forgot the safety protocols and hygiene requirements; this can cause regret. For example, drug taking in the party scene increased, according to a UNSW report. The number of people taking ketamine jumped from 43% to 52% in their study. Source: The New Daily Our Tips for Extroverts After the Pandemic Be cautious about what you say. When you’re excited, you might overshare or mention sensitive topics to others. Be responsible for how you celebrate events. Try to avoid overdrinking liquor and consumption of drugs. Take care of yourself by washing and sanitizing your hands, following safety protocols, and being sensitive to others when socializing. Show social support. Tips for Introverts and Extroverts After the Pandemic Here are some tips that introverts and extroverts can follow now that the pandemic is over. Connect With Others Virtually and In Person to Maintain Consistent Communication 👭 Extroverts might automatically connect with their friends and family through social media and meet-ups. However, introverts might be more reluctant to do so. However, introverts must connect with their loved ones so their mental health will not diminish. Extroverts might organize parties or meetings with several people. Meanwhile, one-on-one communication will work better for introverts. Also, eat with your family, have a movie night, or do something else with your loved ones so you don’t feel alone. Social interaction is essential for great mental health. Keep Yourself Occupied with Tasks and Activities Although most entertainment is now available (clubs and concerts, for example), you may still need something else to entertain you at home (not including remote work). You can read a new book, learn a unique skill, or study a foreign language. Keeping yourself busy will enhance your outlook and give you a sense of purpose. But try not to overdo it and tire yourself. Go Outside to Exercise or Relax ☀️ You should go outside occasionally. Sunlight and fresh air will help uplift your mood. You can go for a walk, travel on a bike, or work in your garden. Here are some examples of what you can do outside to keep yourself occupied. Final Thoughts on Introverts and Extroverts During the Pandemic The pandemic was hard on everyone, and we all dealt with it in our own way. Now that life is returning to normal, remember that you may still feel the effects of extended isolation, so follow our tips to keep busy and see your loved ones. Remember that you are not alone if you are an extrovert or an introvert. Head to Tommy if you need more help adjusting to work after the pandemic. A Look at Introverts and Extroverts During the Pandemic How Did Introverts Deal with the COVID-19 Pandemic? 📖 Our Tips for Introverts After the Pandemic How Did Extroverts Deal with the COVID-19 Pandemic? 🥳 Our Tips for Extroverts After the Pandemic Tips for Introverts and Extroverts After the Pandemic Connect With Others Virtually and In Person to Maintain Consistent Communication 👭 Keep Yourself Occupied with Tasks and Activities Go Outside to Exercise or Relax ☀️ Final Thoughts on Introverts and Extroverts During the Pandemic

Asynchronous Communication for Better Employee Productivity

What Is Asynchronous Communication? What are the Benefits of Asynchronous Communication? Implementing an Asynchronous Approach Balancing All Types Of Communication: Both Synchronous and Asynchronous⚖️ Conclusion In the fast-paced world of modern work, expectations for employee productivity are high🤩. Workplace efficiency is critical for a company to thrive and succeed, so ensuring employees feel motivated is essential. In a general work setting, meetings, phone calls📞 and instant, synchronous communication dominate. But what if there was an easier way? According to statistics, “The majority of employees (52%) prefer asynchronous communication to synchronous communication, with 42% saying asynchronous communication is the future of work.” Asynchronous communication is any method of communication that doesn’t require real-time communication or interactions🗣. This could be sending emails, audio recordings, pre-recorded videos and more. As organisations become aware of the advantages of this type of communication, there’s a general shift towards it to increase employee productivity🤝. In this blog, we’ll look at asynchronous communication in more detail, its benefits, and how to implement it in your workplace. Let’s get into it. Source: Go1 What Is Asynchronous Communication? Comparing asynchronous communication to its counterpart, synchronous communication is the most straightforward method to explain it. So, what exactly is the distinction between asynchronous and synchronous communication💬? To communicate information, synchronised communication necessitates that all participants be on the same platform. Calls, Zoom meetings, in-person meetings, and simply passing by a colleague’s desk for a chat are all examples of synchronous communication🧍‍. Meanwhile, asynchronous communication entails sending a message without anticipating a response right away. All parties don’t need to be present to share information. Emails📧, instant chats, texts, and voicemail, for example, are all asynchronous ways of communication we utilise in both our personal and professional lives. When it comes to adopting a work-from-home mindset🏡, asynchronous communication is a viable option when teams are distributed and have complex schedules. Employees can use online collaboration tools to share files and communicate with each other. Source: Asana What are the Benefits of Asynchronous Communication? Communication is essential in many facets of life and business, but is there such a thing as too much communication🤔? Yes, according to HBR research, employees can spend up to 80% of their workdays talking with coworkers through emails, meetings, and instant messaging apps. But it doesn’t stop when you leave the office🏢. Thanks to our mobile devices, it’s never been easier to check and respond to work messages at any time of day or night. All of this isn’t motivating us to produce our best work. In fact, the frequent pulls on our attention make it impossible to devote our full attention to our objectives and duties🥱. Employees generally try to work faster to compensate for workplace interruptions, resulting in more stress, irritation, time pressure, and effort. This can lead to burnout and a lack of job satisfaction👎. Asynchronous communication offers benefits to employees, making it a popular way to interact with people in the workplace. Here are some benefits of asynchronous communication: 1. Enhanced Focus🙇‍♂️ Without the demands for real-time, always-on communication, there’s less pressure and stress. This gives employees a greater ability to pick their preferred time to complete critical objectives that matter, rather than simply being present but doing less mentally strenuous work such as sorting emails. Employees can dive into tasks with fewer interruptions, improving efficiency and a better quality of work. 2. Reduced Interruptions🗣 Asynchronous communication takes away the pressure of instant responses, reducing the amount of interruptions. This increases employee engagement, as they can focus on a task with all their attention. This style of communication lets people address people at different times, meaning they can do it when it’s convenient, and they’re able to focus more. 3. Improved Work-Life Balance⚖️ Employees will experience an improvement in their work-life balance without the pressure of needing to respond instantly. According to statistics by Sony, “61% of employees say asynchronous communication results in a better work-life balance.” This type of communication is ideal for remote workers, as it also helps to decrease stress and the risk of burnout. Instead, they can draw the line between their work and personal life, doing remote work during their actual working hours. Source: Sony 4. Adaptability to Different Work-styles👩‍💻 Every worker has different times or situations in which they’re their most productive. Asynchronous communication allows all styles of workers to work when it’s convenient for them. Team members can work, reply or engage in communication when it works best for them. 5. Global Collaboration🌏 When your team has employees located all across time zones, communication can get complicated. Employees can go on to other tasks while waiting for their international colleagues to clock on. This will increase employee productivity, as there’s less need to waste time waiting for a response. Instead, tasks can proceed as usual, keeping the flow of business running swiftly and smoothly. 6. Promotes Better General Communication💬 When an immediate reaction isn’t guaranteed, you have to think more carefully about what you’re saying. Instead of a quick reaction, asynchronous communication allows you to craft a considered response. Studies show that 69% of employees say this kind of communication gives them time to perfect ideas💡 and responses. In conclusion, the benefits of this type of communication go beyond the office work environment. Not only does the company benefit from an efficient workforce, individual preferences and well-being are prioritised👍. In the following section, we’ll look at how you can implement asynchronous communication in your company. Implementing an Asynchronous Approach While challenging, the benefits of adopting asynchronous solutions practices, especially in larger organisations, are significant. Asynchronous methods can drastically minimise the amount of time spent on each task⏳. Implementing this approach into your business will help not only the company but the individual workers, too. Here are some ways you can implement this approach into your business: 1. Evaluate Existing Communication💬 Look into the current channels of communication that already exist in your company. Identify any strengths or weaknesses, and see where a new type of

10 WAYS to put employees first and why you should do so

10 Proven Marketing Strategies for UK Restaurants - MyTommy.com

In the dynamic and competitive world of work, the success of any business is closely linked to the well-being and satisfaction of employees😁. This can lead to employee advocacy, meaning employees will positively spread awareness of the company. Employees are the force behind each company, working to effectively deliver a high standard of work to keep the company going⭐️. Without them, organizations would struggle. If your employees feel valued, respected, and appreciated, their input will improve, as well as their efficiency, productivity, and motivation to succeed📈. In this blog, we’ll look at ten strategies to put your employees first and why this is important. Do you want to know more? Let’s get into it. Source: Access The Importance of Putting Employees First Employee well-being is vital for a business to remain thriving, and putting them first is essential. The importance of putting employees first goes beyond an ethical responsibility and becomes the epitome of company success. Here are some reasons why putting employees first is so important: Better productivity🙇‍♂️. If your employees feel valued and appreciated, they’re more likely to be committed and engaged with their work. By creating a positive workplace culture, employees are likely to work harder and feel more motivated to use their efforts to help the company succeed. Improved employee retention👨‍💻. You’ll reduce high turnover rates if you put your employees first, as they’ll feel more fulfilled at work. High turnover can be disruptive and costly for a company, so avoiding it as much as possible is essential. Positive company culture🤝. By creating an environment where your employees feel valued and like their efforts are appreciated, you’ll create a more positive company culture. Encouraging open communication and building a sense of trust with your employees, the overall company culture will become more positive as a result. Good reputation for top talent🤩. By retaining employees, putting them first, and ensuring their well-being at work is at the top of your priority list, you’ll get a good reputation. This will make your company more attractive to new talent, as they’ll want to experience the desirable workplace culture for themselves. Overall, putting your employees first is essential for your business to thrive📈. Companies that prioritize their employees create a positive work environment and increase their productivity and motivation, leading to long-term success and sustainability. 10 Ways to Put Your Employees First If you want to increase your employee satisfaction and workforce engagement, we’ve compiled a list of ten ways you can run an employee-centric organization 🤗. In the competitive business landscape, ensuring your employees are satisfied is vital. Here are ten ways you can run an employee-first business: 1. Foster Open Communication🗣 In every workplace or environment, communication is key. According to LinkedIn, “80% of employees believe that employee communication is crucial.” One of the best ways to put employees first is to ask for their opinions and suggestions🤔. Many businesses fail to communicate, and this can alienate employees. When someone feels valued and able to express their ideas, they’re more willing to work harder and to keep improving their skills. Empowering employees with responsibility and ownership in the direction of the business places employees in the center. This, in hand, encourages a positive work environment as it’ll boost employee engagement and motivation. Source: LinkedIn 2. Promote a Healthy Work-Life Balance⚖️ Recognise and prioritize the importance of a healthy work-life balance and implement policies that ensure employee’s time is respected. This proves to your employees that you appreciate their life outside of work. Allowing employees the chance to recharge will improve their well-being, reduce burnout, and improve their productivity when they do work. Statistics show that “94% of employees think work-life balance is important” and your business should cater to this. Planning employee schedules can improve well-being by making sure employees have an appropriate work-life balance😁. Further, managers can reduce planning time by using a scheduling system that streamlines flexible hours, shift changes, swaps, and unexpected issues. Use a time and attendance software to ensure your employees aren’t working unnecessary overtime and encourage regular breaks and for them to switch off from work at the end of the day💻. This will reduce employee turnover and boost your company’s reputation. Source: Clockify 3. Provide Development Opportunities📈 If your employees have the chance to improve their skills or move up in the company, their motivation and productivity will increase. To invest in their personal growth, host training sessions, programs, workshops, and opportunities for skill development. This allows employees to reach their full potential and helps the business thrive as a result🤩. 4. Recognise Achievements🏆 Acknowledging and recognizing your employee’s performance or achievements will make them feel valued and appreciated. This will lead to them feeling more motivated, efficient, and productive at work. Whether you offer rewards or even just praise their hard work, it’ll help to boost morale and create a positive work environment that fosters appreciation. 5. Create a Positive Work Environment👍 Foster a positive work environment to keep your employees feeling comfortable and happy at work. Alongside the mental side of creating a positive work environment, the physical side is just as important. “88% of employees believe a distinct corporate culture is essential to a business’s success”, according to statistics. Ensure the workspace is clean and comfortable and that it caters to the needs of all of your employees😁. This will help them to feel more comfortable and able to work to the best of their ability. Source: Zipdo 6. Hold One-to-One Meetings🤝 Some employees may hold back from voicing their opinions or ideas in group settings. One-to-one meetings with managers or superiors can create a feeling of open communication without judgment or fear of failure. These types of meetings “give managers and their direct reports uninterrupted time to discuss projects, review performance, remove blockers, and more”, according to Culture Amp. By having fewer public discussions, some employees may feel more able to communicate their suggestions for improving aspects of your company🗣. This will improve employee engagement as

Leader or Manager? Using Influence vs. Power - MyTommy.com

In the world of business🌎, the roles of leaders and managers are significant. A leader sets the goals and looks at the bigger picture. A manager runs the day-to-day operations to help reach these objectives 🎯. While both roles work towards a common goal, the difference between a leader and a manager is how they guide their team towards success.🤝 According to Indeed, “Leaders are people who inspire their teams to achieve their goals, while managers are people who strategize ways to meet those goals.”🥅 In the competitive world of business, the ability to lead with influence is a respectable and effective way to help a business succeed. In this article, we’ll look at how to become a leader vs a manager and how to use influence over power.🤩 Source: Indeed Understanding Leadership vs Management In any organization, the distinction between a leader and a manager is often unclear. However, these two roles can determine the success and effectiveness of a company📈. To navigate the path between leadership and management, understanding the differences is essential. Source: Zippia Understanding Leadership Leadership is the process of guiding a team or organization to success by outlining clear goals and using a set of essential qualities to influence and inspire others. Leaders are in a position of power, as they can effectively use their role to oversee the success of a company. Great leaders have a crucial skill set. Here are some examples: A clear vision 👀: For an organization to succeed, a leader should have a clear vision. Once a clear vision is established, a team can work towards a shared goal to achieve success for the company. Clear direction 🗺: Effective leadership requires having a clear direction of what an organization can achieve. They provide a sense of direction for their team, giving them a goal to work towards. Effective communication 🗣: Leaders must have practical communication skills in order to articulate their vision and goals. By effectively communicating with your team, you can seamlessly provide information and guidance if necessary. Emotional intelligence and empathy 🧠: Good leaders consider their team members, especially when making decisions. By using this leadership skill, better relationships and connections can form. Good decision-making 🤔: Being a good leader requires the ability to make decisions. Being decisive is highly necessary, especially in stressful or challenging circumstances. Leaders must consider many factors and make influential choices based on the happiness and success of the company. Accountability 🙋‍♀️: Good leaders take responsibility for their actions and hold themselves accountable for the choices they make. They also hold their team members responsible for any success they’ve contributed to the company. Influential leaders tend to display these qualities, working to contribute to the success of an organization. Having a good leadership style is vital for a company to grow and thrive. By encapsulating all of these traits, leaders can effectively inspire and influence a team. 🤩 Understanding Management A manager is someone responsible for the planning, organizing, and running of a company. Based on the precise direction of leaders, managers work to help a team achieve objectives and company goals. According to statistics, 70% of employees in the US are unhappy in their jobs due to negative management. Managers play a vital role in a company, ensuring efficiency and the successful execution of tasks. Source: GoRemotely Great managers have a key set of skills. Here are some examples: Efficiency ⏰. Managers are responsible for ensuring the workflow is efficient and successful. They must ensure the best outcomes are achieved with the resources available and the specific skills of a team. Organisation 👍. Managers must be organized and ensure tasks are completed on time and up to a good standard. They must keep on top of the workflow and organize tasks. Task delegation 📑. Managers must assign tasks and resources to the right people to ensure all operations run smoothly. An effective management style means assessing individuals’s strengths and ensuring they can handle a specific task or supporting them if not. Communication 💬. A good manager must have good communication skills in order to discuss ideas, challenges, and goals for a company. This will ensure everyone on a team is on the same page and up to date with everything. Statistics show that 79% of employees will quit their jobs due to a lack of appreciation from leaders, so communicating praise is important. Good oversight of operations👀. Managers must ensure the day-to-day operations of a business are completed on time and up to standard while keeping the overall goal in mind. Good team coordination🤝. Effective managers make sure all members of a team contribute, collaborate well, and use their strengths to achieve goals. These management skills are essential as a successful business requires strong guidance and organization when it comes to the day-to-day operations. A successful organization utilizes the skills of leaders and managers to create a streamlined, productive company🏆. Source: GoRemotely Using Power vs Influence By using influence to inspire others, you can motivate coworkers and staff to push beyond their limitations, create groundbreaking products, reach groundbreaking sales figures and provide exceptional customer service. If you can make them better at what they do, it will lead to respect. 👍 So, what is the difference between power and influence, and how can we use them effectively? Power: the capacity to get others to act based on a position of authority exercised over others. Power can often lead to resentment. Influence: the ability to modify how a person develops, behaves, or thinks based on relationships and persuasion. This will often lead to respect. If you want to motivate and inspire your team in the best way possible, understanding the difference between power and influence is essential. 🤩 The Perils of Using Power to Motivate Leveraging power means understanding the types of power and the benefits/costs of using it as a source for motivating staff. You can only use power and threats (such as you will “lose your job”) so many times before

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