HR Forum: productivity

Showing posts with label productivity. Show all posts

Time-management tips for working smarter, not harder

As a hard-working professional, you’re so busy you probably don’t even have time to read this post. But here’s why you should:

With some tweaks to your time-management tactics, you can stop feeling overworked and overwhelmed and start gaining some much-needed control in the office.

Let’s take a few minutes (just a few!) to explore some valuable tips and tricks:

Did you know … 43% of Americans consider themselves disorganized, and 21% have missed vital work deadlines? Nearly half say disorganization forces them to work late at least two times a week.

What you can do:

Write everything down. Don’t keep your to-do list bottled up inside. Write everything down and post your list in a highly visible place on your desk.

Prioritize your tasks. Put your to-do list in order, with the most important tasks at the top of the list. Knowing your priorities will help you focus more on what matters and less on what could wait until later.

Group like tasks together. It’s easier and faster to do similar jobs while you’re in that particular mental mode. Read and answer email in batches; make several phone calls at one sitting; allocate part of the day for writing and editing reports.

Just do it. If something on your to-do list can be completed within two minutes, do it right then and there. Completing the easiest tasks first will quickly eliminate tasks from your list and make you feel like there’s less on your plate.

Find your best time to work. Everyone has a part of the day where they get the most done in the least amount of time. Work on the most important tasks during the time of the day when you are most productive. You’ll produce better work, faster.

Take a break. Give yourself a break from time to time. When you start feeling stressed or tired, get up and take a walk. Whether it’s to the break room or around the building, a quick walk will help clear your mind and improve your personal productivity back at your desk.

Did you know … On a typical day, office workers are interrupted about seven times an hour (or 56 interruptions day), 80% of which are considered trivial?

What you can do:

Guard yourself. Avoid distractions at all cost. Shut the door to your office, schedule a meeting with yourself or put on headphones to block out any unnecessary distractions.

Build in some “buffer time.” Inserting a few minutes of buffer time between scheduled meetings and tasks helps you deal with emergencies and interruptions without falling too far behind.

Anticipate and avoid time-wasting encounters. This means, for example, holding stand-up meetings that discourage people from hanging out afterward; meeting with colleagues in their work area, which makes it easier to depart; setting up a prearranged signal to have an assistant interrupt a long-winded visitor or telephone caller; and using a vacant office or other space to do important work without being interrupted.

Manage the email onslaught. Consider turning off the email notification feature, check email only when you’re ready (and at set times of the day) and manage client and coworker expectations regarding your response (a 24-hour turnaround time is acceptable in most cases.) In more demanding situations, simply let the emailer know you got the message and are working on an answer/response.

Be aware. Do your best to focus on one task at a time and to fully engage in the activity. The more “centered” and less distracted you are, the more you will be able to accomplish.

Hurricane season is here! 5 tips to help you prepare

Today's post comes from G.Neil's HR News Weekly:

The 2011 hurricane season has officially begun … and the forecast isn’t pretty. Experts predict an “above normal” season with approximately 17 names storms and nine hurricanes (five coming in as a Category 3 or higher). If such predictions hold true, businesses can expect disruptions, whether from emergency response measures, power outages or actual damage to facilities.

To stay connected and prevent significant setbacks this hurricane season, you should:

1)    Invest in a back-up generator and stock up on batteries. If you’re unable to maintain electrical power, you’ll lose your Internet connection.
2)    Subscribe to a resilient, high-speed Internet service (such as satellite broadband) to secure communications between company decision makers and emergency operators, as well as to ensure your email, product orders and other essential information are maintained if your terrestrial network fails.
3)    Determine which applications and data are essential (such as emergency response plans, accounting documents and inventory logs). Then, back up the information regularly, and store it in a safe, dependable location. (Consider an off-site location, in case of flooding.)
4)    Keep one or more corded phones connected to a wall jack, so that you have telephone service in the event of an electrical-only outage.
5)    Do not hesitate to put your Web hosting provider on alert, especially if you suspect you’ll lose service for a long period of time.

Planning is key! To be certain your company is ready for a natural disaster (or other on-the-job emergency or hazard), follow the above tips and check out our emergency preparation and response items.

Until there are more hours in a day ...

This Sunday, March 14, Daylight Saving Time begins. Every year, as I’m adjusting the clocks scattered throughout my home (in the hall, by my bed, on the microwave, on my cell phone, on my laptop, etc. etc. etc.), I’m struck at how easily we can manipulate time. Yesterday, it was dark when I was leaving work; today, by the turn of the hour hand, it’s still light!

Which makes me think: On those days when the items on your to-do list are in the double digits, wouldn’t it be nice to just add an hour or two to the daily 24? There, I got all my work done AND I still have time for me, my family and a full night’s rest.

But until we can bend time (or freeze it so we can get “caught up”), we’re left to manage it. Like the clock-adjusting scramble every spring, it requires tweaks and changes that will help you stay one step ahead of your to-do list while keeping your sanity intact.

From an article on workplace productivity in G.Neil’s HR Library here are some tips:

Put it in writing. Write everything down and post it in a highly visible place to help clear your mind and allow more creativity to flow.

Prioritize. Organize your to-do list in order, with the most important tasks at the top of the list and those that can wait toward the bottom.

Just do it. If something on your to-do list can be completed within two minutes, do it right then and there for an immediate sense of accomplishment.

Be aware. Do your best to focus on one task at a time and be fully conscious in whatever you’re working on.

Find your best time to work. Tackle the most important tasks during the time of the day when you are most productive.

Guard yourself. Shut the door to your office, schedule a meeting with yourself or put on headphones to block out any unnecessary distractions.

Take a break. When you start feeling stressed or tired, step away from your desk or workspace and go for a walk.

Work with what you have. Accept the fact that there will always be something left on your to-do list at the end of the day. Go home, relax and deal with that task tomorrow.

Enjoy your time off. Use your days off to regroup and refresh. Time away from work is healthy and will improve your productivity when you return to the office. (See earlier post, Take your vacation days – you need ‘em! )

Happy Boss's Day! - 7 attributes management and employees love about leaders

Long gone are the days when dictatorial management delivers top-notch results. Sure, CEOs want leaders who boost the bottom line, but they also want mentors who develop the next generation of leaders by showing employees how it's done. Employees, on the other hand, want a player's coach, someone who understands them as a person and creates an environment in which to thrive. Is a combo of the two possible? You betcha!

According to Jim Collins in his best-selling book, Good to Great, the most effective bosses fall into the category of "Level Five Leaders". These managers recognize their personal strengths and weaknesses, hire/place employees in roles where they shine, and set really high (and achievable) long-term goals that employees believe in. The key to success for these leaders? They inspire employees to willingly and passionately do more with less, which makes CFOs downright giddy. Here are seven characteristics that make bosses great to both management and employees:

1. Great bosses understand corporate goals and skillfully explain them to their teams – “this is why we're here, this is what we need to do and this is how we're going to do it.” Setting a clear vision and informing employees that they will be held accountable for the task at hand sets expectations everyone can rally around. It also helps employees keep each other accountable.

2. Great bosses listen more than they talk. Leaders who employ Stephen Covey's mantra "seek first to understand before being understood," will always serve their employer and employees better than know-it-alls. The best ideas to improve efficiency or enhance products often come from line employees. Bosses who listen, listen, listen are the ones who can move great ideas through the pipeline quickly.

3. Great bosses take an interest in each employee as an individual. They get to know the person and his or her personal life. They spend time understanding employee career goals and guide them on a path to get there. They remember birthdays and anniversaries and they ask, "How'd your son do in his Little League game last night?"

4. Great bosses hold employees accountable. When goals aren't met or deadlines are missed, the issues are addressed immediately to find out the whys. Inspired bosses always look for ways to improve and move forward, rather than punishing in the moment. They also move quickly to dismiss under-performing employees, which always makes management happy. Staff members are thrilled, too, with quick assessment and action, because they usually recognize poor performance before managers do.

5. Great bosses don't seek personal accolades. They never take credit for the work of the team and are always looking for ways to recognize and reward their staffs. They write hand-written thank you notes and recognize superior efforts with tickets to the ball game or an afternoon off.

6. Great bosses manage individuals based on strengths rather than weaknesses. Collins calls this "putting the right people in the right seats on the bus." Having people do what they do best always enhances productivity and efficiency. Too many managers spend months trying to shoehorn people into roles they're not prepared for or skilled in, rather than finding someone with the right skill set for the task. Managing to strength is a win-win for the company, the boss and the employee.

7. Great bosses hire people who are better than them in the areas where they don't perform well. Bosses who are good with strategy and not execution are always better served in surrounding themselves with doers, and vice versa. They also go out of their way to acknowledge their deficiencies rather than cover them up: "I wouldn't be successful without your contributions."

If you have leaders in your company who exhibit these traits, consider yourself extremely lucky! And go out of your way today, National Boss’s Day, to let them know how much you appreciate them.

What does happiness in work look like?

Is there a formula for finding happiness in our work?

Many have tried to explain it, but few have been able to create a clear picture of the road to happiness.

Among those creative few stands Bud Caddell, author of the blog What Consumes Me. Earlier this month, he put his idea of what happiness in business looks like in a Venn diagram:

As someone who has been working at start-ups and small businesses since he was 14 years old, Caddell was able to put what he learned over the years into a beautifully crafted diagram.

Caddell’s idea of happiness in work is based on three overlapping factors: what we do well, what we want to do and what we can be paid to do.

Find all three and ‘Hooray!’ you’ve got happiness.

Or is it that simple?

Take a look at Caddell’s full blog post and read his tips for finding your way to the ‘Hooray!’ point. Then come back and let us know what you think of Caddell’s happiness formula.

How do you find happiness in work?

What workers want most this summer: Time

Flexible schedules and leaving work early on Fridays are the the benefits employees want most this summer, a new survey by OfficeTeam suggests.

More than 450 office workers were asked, “Which of the following summer benefits would you most like to have?” They answered:

Flexible schedules 38%

Leave early on Fridays 32%

Activities (e.g. company picnic, potluck) 6%

More relaxed dress code 5%

“Employees appreciate flexibility in their jobs because it gives them greater control and enables them to handle other commitments without sacrificing their work performance,” said Robert Hosking, executive director of OfficeTeam.

Flexible scheduling can be an inexpensive way to motivate employees during the summer months, adds Hosking. For businesses worried that customer service will suffer, he suggests staggering workers’ schedules to maximize the total number of hours employees are able to assist customers.

“Companies should pilot flexible schedule programs before rolling them out permanently,” Hosking recommended. “This gives businesses time to evaluate the impact on workflow and productivity.”

If flex time isn’t an option, allowing employees to occasionally leave early on Fridays can boost morale. Many workers plan activities and weekend trips during the summer months and would appreciate the extra time to get started, says Hosking.

How employees aim to impress during tough times

As eight out of ten companies continue to cut labor costs by such means as reducing salaries, worker hours and job perks, many employees are taking extra steps to ensure their jobs aren’t part of those cuts.

A recent Randstad survey revealed exactly how employees aim to impress their bosses and improve their job security during times of economic unrest. While some employees are willing to put in the extra work to make a good impression, most won’t take it much farther than working some overtime.

  Some key findings of the survey include:

Only 47 percent are willing to work overtime to impress their boss in order to create more job security for themselves

Only 37 percent reported a willingness to come in early or stay late to impress their bosses

Less than half of employees (43 percent) think their boss is open to new ideas

A mere 19 percent view their boss as their biggest advocate

Despite all that these employees are willing to do to impress their boss, taking a pay cut is not one of them (4 percent)

More women are willing to take on more work and responsibilities than men (11 percentage points more), 63 and 52 percent respectively

Mass layoffs and downsizing can have a severe impact on the morale of employees in surviving positions. The stress of watching their coworkers leave and working in an office with a growing number of empty cubicles may have some workers wondering if they’ll be the next to go.

Even companies that are economizing by eliminating low-cost perks like coffee cups and plastic utensils can be seriously damaging employee morale. While finding ways to save money, companies may be unintentionally pushing employees out the door.

“Employees’ professional development and morale should always be a priority for employers, and especially in an economic slowdown when employees may feel additional burdens,” said Eric Buntin, managing director, marketing and operations for Randstad USA.

“A healthy employee-employer relationship greatly contributes to an overall positive workplace attitude. Employers who connect with their employees create an environment where workers are more engaged in their jobs. Ultimately, this increases retention and productivity, both of which tie directly to a company’s financial success.”

As an employee, have you been doing anything differently to impress your boss since the recession began? As an employer, do you notice your employees putting in any extra effort to create better job security for themselves?

Please leave a comment and tell us all about it.

Chatty employees more productive than quiet coworkers

Though email and other communication technologies have made office communication more convenient, they may be doing little to improve workers’ productivity. A new study suggests that giving employees more time to chat around the water cooler could actually help them get more done back at their desks.

People who interact with each other in person are more productive than people who rely on electronic forms of communication, according to a recent report by researchers at MIT and New York University.

By outfitting workers in a Rhode Island call center with wearable sensor packs, or “sociometers,” researchers recorded details of individuals’ social interactions throughout the day. What they found was that employees who had more in-person conversations with coworkers tended to be more productive than those who did not.

The same team of researchers conducted a similar study last December that backs these recent findings. The December study examined a tight-knit team at an IT company, finding that face-to-face communication improved worker productivity by about 30 percent.

"The big idea is that what you do on your coffee break and over lunch really matters for productivity," says Sandy Pentland, a professor at MIT's Media Lab, who led the study. "Face-to-face networks matter, and the implications are huge."

Researchers cite two main reasons for the connection between in-person communication and productivity:

Face-to-face conversations help employees maintain strong relationships with coworkers, those relationships help workers solve complex problems and complete calls more efficiently.
Support networks among coworkers increases overall morale and job satisfaction - two major factors of productivity.

Researchers suggest that giving employees time to interact with each other will “likely bolster information transfer across individuals and departments,” a vital ingredient in organizational success.

"The underlying theme here is that humans are social beings," says Pentland. "Technology pushes us toward the abstract, and away from richer face-to-face communication."

The moral of the story: Encourage employees to interact and work with each other in-person. Improved face-to-face communication could be the key to your business’ success.

Fear, lack of paid time off drive sick employees to work

Despite daily news coverage of the swine flu outbreak and reports of flu-related deaths, U.S. workers continue to show up for work sick, according to a recent Monster.com poll.

The nationwide poll revealed that 71% of almost 12,000 U.S. workers who responded between May 11 and May 18, 2009, said they report to work even when feeling ill.

“Of those who go to work sick, 33 percent fear losing their job if they take a sick day, while 38 percent admit their workload is too busy to take a day off from work even when they are ill,” said Norma Gaffin, director of career content, Monster.com, in a press release.

When asked “Do you go into work sick?” respondents answered:

Yes, work is too busy for me to miss a day: 38%
Yes, in this economy, I’m afraid I’ll lose my job: 33%
No, I work from home if I’m sick: 10%
No, I rest up to get better: 19%

Even if they wanted to, many workers can’t stay home when they’re sick. An estimated 57 million working Americans have no paid sick days. For these workers, staying home from work means losing pay or possibly losing their job.

"The problem has really come into sharp relief the past few days," said Debra Ness, president of the National Partnership for Women and Families, which has long pushed for paid sick leave. "Many people don't even realize that almost half the private sector — 48 percent — has no sick days, not even a single one."

"We have officials telling people to stay home when they're sick," she added. "Well, guess what? That can be the beginning of economic disaster for many, especially in this economy."

A 2008 study on sick leave found that 68% of workers without paid sick days had gone to work with a contagious illness like the flu or viral infection. Additionally, one in six workers reported that they or a family member had been fired, suspended, punished or threatened with firing after taking time off to care for themselves or a family member, according to the 2008 study by the University of Chicago's National Opinion Research Center.

Currently, the U.S. is the only country out of the top 20 world economic powers with no federally mandated sick days. But that may be about to change.

On May 18, 2009, Sen. Edward M. Kennedy, D-Mass., and Rosa DeLauro, D-Conn., reintroduced the Healthy Families Act (H.R. 2460), which would let workers earn up to seven paid sick days a year. Those paid sick days could be used to care for themselves or a sick family member.

“As Congress works hard to pass quality, affordable healthcare for every American, they must make sure workers are able to do the things necessary to keep themselves and their families healthy. Paid sick days benefit both workers and employers, as there is substantial evidence that it improves productivity and the bottom line,” said DeLauro in her address to the House of Representatives last week.

Our legal team will continue to watch the Healthy Families Act and how the legislation may affect your business. Check back regularly for the most up-to-date information.

Do you still show up to work when sick? Why? Do you think the U.S. should have federally mandated paid sick leave? Leave a comment and let us know what you think.

Lonely cubicle graveyards killing employee morale

Since the recession began, companies have been forced to make difficult decisions, including mass layoffs and downsizing. Among a list of other negative repercussions, those difficult business decisions are transforming once bustling gray mazes full of busy employees into barren “cubicle graveyards.”

Workers may now have more room to stretch out, but the ever-growing emptiness is having a harmful effect on remaining employees’ morale.

During the past year, the average square foot per office occupant has risen to 435 square feet, up from 415 square feet in 2008, according to International Facility Management Association (IFMA) in a recent MSNBC article.

Compared to last year, there are fewer people working in a greater amount of space. A spokesperson for the IFMA attributes the growing amount of empty space to the economic downturn and mass layoffs our country is experiencing.

While the sight of empty cubicles can be depressing to remaining employees, many organizations aren’t doing much to improve the situation.

"To some extent, companies are waiting until things stabilize so they can look at their options," says Ilene Gochman, an organization effectiveness expert with consulting firm Watson Wyatt. "People are not sure they have the right size organization yet. They don’t want to move people and then have to move them again."

Unfortunately, it’s not that easy on those left behind.

"Emotionally, workers look around the empty office, and it brings the depth of the economic crisis home for them in a personal way," says Leslie Seppinni, a clinical psychologist. "They wonder: 'Am I next?' and a tremendous amount of anxiety and depression builds as they try to figure out what steps to take next." (MSNBC)

Other workplace experts featured in the article offered some tips for offices dealing with cubicle graveyards:

If you’re an employee upset over the empty office landscape, speak up. Some managers may be unaware of how the empty cubes are affecting morale and usually all it takes is a simple conversation to bring it to their attention.

Rearrange the office and test different layouts. Take a look at how employees are using the space they already have and ask, “Do they need more conference rooms or more collaboration space, such as informal meeting areas?”

Let in natural light. A simple way to immediately improve the mood around the office is to allow more natural light flow through windows. Disassemble cubicles and give more employees a window view. Set up Wi-Fi in the office so workers can become more mobile and collaborate easier.

Want to cut costs? Send employees home.

To work, that is.

While it can hardly be considered a new idea in the business world, telecommuting may deserve a second look if your company is searching for ways to cut costs, according to a recent Entrepreneur.com article.

“Rather than thinking outside the box, you may want to think outside the office.”

In 2008, more than 17 million U.S. workers telecommuted at least one day a month, according to a WorldatWork report. Telecommuters account for slightly more than 10% of the workforce and their numbers have grown almost 40% from 2006.

Over the next seven years the U.S. telecommuter population will reach 63 million, amounting to almost a third of all U.S. workers, according to Forrester Research predictions.

Both U.S. business owners and their employees are proponents of telecommuting. More than 70% of the U.S. workforce and 53% of small businesses are interested in telecommuting, according to Citrix Online’s Worldwide workplace survey.

The benefits of telecommuting on the business’ side range from lower energy costs, to improved employee retention and lower payroll costs. About 1 in 5 workers are willing to give up 5% of their salary to telecommute just a couple days a week, according to the Citrix survey.

However, simply sending employees home to work won’t immediately reduce your payroll. There will always be some management and logistical issues to work out before putting an employee telecommuting program in place.

From Entrepreneur.com:

If people share workstations when they are in the office, you need a schedule of when they'll be home and when they won't. There's also the question of oversight and management--some business owners and managers want to see their employees (and, let's face facts, some employees need to be seen). Plus, not every business function is conducive to remote work. Point being you need to pick your spot.

There's also a technology hurdle to clear. To be effective, your remote workers need access to communications and applications and you need to figure out how to provide everything from a phone extension to secure IT access.

These days, every company is looking for ways to get more done with less and telecommuting offers a major advantage. After working out the logistics, telecommuting gives employees the benefit of flexibility and employers will stay competitive by cutting operating costs and having the ability to hire top talent regardless of their location.

Of course, telecommuting won’t work for every business or career, but it’s worth taking another look at. Depending on your situation, it has the potential to deliver some real perks.

Citrix’s “Worldwide Workplace: The Web Commuting Imperative” is available at www.workshifting.com.

Has your company saved money by allowing employees to telecommute? What benefits/drawbacks to telecommuting have you experienced?

Employees hit the road for National Start! Walking Day, tomorrow April 8

Thousands of Americans will bring along a pair of sneakers to work tomorrow and embark on a new journey to fitness that starts with one 30-minute walk.

The initiative is part of the American Heart Association’s National Start! Walking Day, a nation-wide effort to get more people of all physical ability levels on the path to wellness.

The American Heart Association chose walking as the main activity in their program because it’s the most accessible, affordable and successful of any type of exercise routine.

"With over 66 percent of Americans considered overweight and obese and nearly 70 percent of the population not engaging in regular light to moderate physical activity five times a week or vigorous activity three or more times per week, we realized there was a dire need to incorporate more walking into people's daily routines," said Timothy Gardner, M.D., American Heart Association president. "Just a few extra steps each day is a simple and easy way to take an active role in maintaining a significantly healthier life."

Research has proven that walking programs have the lowest dropout rate of any physical activity and are the most effective method to get employees to exercise during the workday without hurting productivity, according the the American College of Sports Medicine.

“It’s good business to have physically fit workers,” says David Josserand, executive vice president and chief strategic officer of The Dalton Agency in Jacksonville, Fla., and 2008-2009 national chairman for the American Heart Association.

“A recent four-year sutdy reported in the Journal of Occupational and Environmentla Medicine found that employers can save $1.65 in healthcare expenses for every dollar they invest in fitness programs. Reducing just one health risk in a workplace can increase productivity by 9%,” Josserand said in a Forbes magazine article (pdf).

In addition to healthcare savings, studies also suggest that implementing a workplace physical activity program can help companies reduce absenteeism and lower turnover rates.

Businesses can register for the Start! Fit-Friendly Companies Recognition Program, which recognizes employers who advocate the health of their employees and work to create a culture of physical activity in the workplace. Nearly 1,000 companies were designated Fit-Friendly since the program was launched in 2007.

Participants in the Start! Fit-Friendly Companies Recognition Program are given free access to program resources, including materials to promote employee wellness programs, internal newsletter templates and consultation on CPR/AED programs.

Encourage employees to wear their sneakers to work tomorrow and take a 30-minute walk outside. Even if you can't pull things together to get started tomorrow, set a date in the near future and put your company on the road to wellness.

You can find free, downloadable walking plans and a list of walking paths in various cities at startwalkingnow.org.

Related posts:

Obesity linked to more expensive workers’ comp claims

Economic stress impacts employee health, productivity

Employee wellness best practices: Offset the rise in health care costs

Rising health care costs motivate employee wellness programs

Better work-life balance improves employee productivity

Second only to compensation, work-life balance is now one of the most important attributes people look for in an employer, according to research by the Corporate Executive Board. In their survey of more than 50,000 global workers, the company also found that employees who feel they have a better work-life balance tend to work 21% harder than those who don’t.

In the BusinessWeek video below, Accenture CHRO Jill Smart explains how her company found a way to make work-life balance work for their organization. By listening to their workforce, from the bottom up, management has created successful programs that work for both employees and the company.

Achieve more with small goals?

The recession has been creating adverse effects across the business world, from a severe drop in sales to stressed-out employees. Right now, everyone seems to be feeling the pain.

Research shows that financial stress has a direct impact on employee performance and morale, landing many businesses in a state of immobility. Whether it’s from shock or stress, it’s difficult to get moving.

Companies across the country are searching for a stimulus that will cure the paralysis that has been plaguing employees and motivate them to move forward. Instead of overwhelming yourself and looking at it as one giant task, some experts suggest that baby steps are the best way to go.

Setting smaller goals is the secret to improving employee performance during tough times, as Dan Heath and Chip Heath explain in their Fast Company article, Set Smaller Goals: Get Bigger Results.

Dan and Chip believe that during times when we feel empowered, stretch goals are a great way to spark motivation. However, when we're feeling overwhelmed, stretch goals can cause immobility.

They recommend setting "whisker" goals, with targets that fall just slightly lower than average.

From the Fast Company article:

We need these more modest steps because they help us get past the "startup costs" -- the apprehension and fear -- that deter us from doing the tasks we hate.

Adversity calls for change, and change doesn't arrive via a miracle: It arrives via a kick start.

For most organizations, now is not the time to make major changes. Many are focused on working through the adversity in order to land safely on the other side.

Whisker goals could be the solution to kick starting any team that is stuck in a rut. It takes small steps to get the ball rolling.

Start a movement in your organization with small goals and keep that movement going with small recognition. By focusing on the small stuff, you may find that the big problems just don't seem so big anymore.

Do you think it’s possible to achieve more at work with small goals? How does your organization work to get employees motivated during difficult times?

For more information on goal setting and employee recognition, take a look at a few of these posts and HR Library articles:

New research suggests exercise makes you smarter

We know that regular exercise can help the human body ward off a slew of physical ailments including heart disease, obesity, certain types of cancer, diabetes and hypertension. Now, along with the benefits to our bodies, new studies show that exercise can be just as beneficial to our brains.

Until recently, the only link scientists had to connect exercise and brain function was the fact that aerobic activity increases the amount of oxygen flowing to the brain and nourishes brain cells. A recent study is suggesting that exercise helps brain cells form new connections, increasing the brain’s capacity for knowledge, according to an article at HRGuru.

Neurologist Scott Small from the Columbia University Medical Center and Fred Gage of the Salk Institute co-authored the study that illustrates how exercise could improve our ability to learn and develop.

Here’s a breakdown of what happens to your brain as you exercise:

As you exercise, your muscles contract.
This releases chemicals, including a protein called IGF-1.
IGF-1 travels to the brain and stimulates the release of several chemicals, including brain derived neurotropic factor (BDNF).
Regular exercise increases levels of BDNF.
BDNF stimulates neurons (brain cells) to branch and connect in new ways.
New junctions between neurons are the basis of learning.

“Bodies that exercise regularly stimulate brains to have higher levels of BDNF; brains with higher levels of BDNF have greater capacity for knowledge,” explains author Kristin Wehner, “Healthy & Wealthy” columnist at Entrepreneur.com.

If you’ve been looking for more reasons to encourage employees to start exercising, you can now add knowledge to the list. It may involve a small investment, but promoting exercise with an employee wellness program will pay itself back in reduced health care costs, a boost in productivity, and an even smarter workforce than what you have now.

Access to technology keeps workers creative and efficient

The majority of U.S. workers place a high value on technology in the workplace, some would even take drastic measures to work for companies that value technology in the same way.

Almost 40 percent of workers would consider changing jobs to work for a company that is more committed to providing access to and training in the latest technology, according to a national survey commissioned by the Fairfax County Economic Development Authority (FCEDA).

Key findings of the survey include:

Four out of five workers said access to technology is important to their ability to be creative (78%) and productive (80%) at work.
80% of workers said that such technology gives their employer and edge in the marketplace.
39% of workers would consider leaving their current jobs for an employer that makes better use of technology with access to more up-to-date technology.
37% would contemplate a job change if better technology-related training were offered.

Retaining top performers is key to an organization’s success and is many times their top worry during a recession. Holding on to prized employees is a top concern for employers, even in today’s economy, according to a survey developed by Robert Half International.

Nearly four out of 10 (39%) of senior executives cited employee retention as their greatest staffing concern, according to the survey.

Another top concern included bringing in new employees (22%) along with productivity and employee morale (17%).

“Many firms are operating with lean teams in which every staff member plays a key role in the business, making retention a greater concern,” said Max Messmer, chairman and chief executive of Melo Park, Calif.-based Robert Half International. “Companies that lose top performers may not only experience declines in productivity but also incur significant costs in replacing these professionals.”

If your business is concerned with retaining top performers, maybe it’s time to take a look at the technology your employees are using to complete their daily tasks. Making an investment today to update your in-house technology and offer technology training may save you thousands of dollars in diminished productivity and the hardship of losing top performers in the future.

Economic stress impacts employee health, productivity

According to recent reports, you can now add employee health to the list of victims of the recession. Studies show that financial stress due to the current economic recession is having a dangerous impact on employee health and productivity.

Results from the AARP survey, Impact of Economy on Health Behaviors, reveal that one in five adults ages 45 and older are suffering health problems due to financial stress and many are delaying medical treatment because they can’t afford it.

"Right now people are increasingly concerned about their jobs, retirement savings and simply being able to provide for their families and it's taking a major toll on their health," said Bob Gallo, AARP Illinois Senior State Director. "It's a harsh irony that worrying about being able to afford health care is actually causing health problems."

Key findings of the AARP survey include:

20% of people 45 and older reported health problems due to financial stress
22% have delayed seeing a doctor due to cost
16% had to use retirement savings or other savings to pay for medical care
21% have cut back on other expenses to afford their medical care
16% are not confident they will be able to afford health care in 2009

A poll by AXA PPP healthcare of 200 HR professionals found that a quarter of firms believed the majority of their employees were showing symptoms of stress as a result of money worries.

More than 75% felt that employees would be more productive if they were less concerned about financial issues. Unfortunately, more than 40% of HR professionals admitted they would wait until a worker asked for help before offering advice or support.

Instead of waiting for employees to come to them, HR can take proactive steps to help make a positive impact on employee stress. Helping employees deal with mounting financial stress can lead to lower health care costs, higher morale and a healthy bottom line.

According to the wellness professionals at Wellness Corporate Insights, HR can help employees by:

“Establishing comprehensive corporate wellness programs to increase employees' awareness of their own behavior, to show them that the company knows and cares, and to head off problems of increased health care costs and diminished health and efficiency that will remain after the recession is over."

"It's an important time to focus on employee wellness--not only for the good of employees, but for the health of the company too.”

Benefits of hiring older workers

Whether it's from devastated 401(k) accounts, the rising cost of living or uncertainty about the future, more older workers are delaying retirement and some are even leaving retirement for a spot back in the workforce.

More than one-quarter (27 percent) of workers 45 and older were postponing retirement and two-thirds reported having more difficulty paying for essentials such as food, gas and medicine, according to a recent AARP survey.

Additionally, the number of older workers on full-time schedules nearly doubled from 1995 to 2007 and those working part-time increased 19 percent.

Human resources faces unique challenges as more older workers reenter the workplace -- communication across generations, teamwork between coworkers with different work styles, training managers how to work with employees who are much older or younger than they may be.

Still yet, the benefits of hiring older workers greatly outweigh the challenges. Older workers posses the workplace skills businesses need to succeed in today's economy, including:

Experience. This group of workers understands how business works and what needs to be done in order to succeed, because they've lived it. Depending on the nature of the job, companies will save time and money on less training.
Work ethic. Older workers in the workplace are more dependable and stay more task-focused than their younger counterparts. They are less distracted by cell phones, mp3 players and social networks, and concerned more with completing the task at hand. Older employees have also proven to be the most self-motivated in the workplace.
Loyalty. These days, a young worker may have gone through three jobs by the time they turn 25, but that's not the case with senior employees. Older workers grew up during a time where people worked for only one or two companies during their lifetime, building a strong sense of loyalty.
Pride. Senior employees take personal pride in a job well done. While younger workers may be more concerned with making it out of the office in time to meet friends, older workers are more likely to stick around past closing time to make sure the job is finished and the final product reflects quality work.
Confidence. With all of their experience and training, older workers have a sense of confidence that younger workers still have yet to develop. Their confidence allows them to make decisions and share ideas that can help companies find ways to save money and run more efficiently.

Hiring older workers, with their unique skills and work styles, has the potential to improve productivity and save companies money during a time when it is needed the most. Tapping into the benefits of a mature workforce can help many businesses through these tough times and into a brighter future.

Improve teams, invest in talent with corporate training in a recession

Businesses are coping with the economic downturn in a number of ways from slashing budgets to downsizing. It is more important than ever to get the best return on investment in every aspect of your business.

Industry experts like George Colony, CEO of Forrester Research, advise companies to deal with the economic recession by investing in existing talent.

At a recent dinner Colony hosted for top CIOs, discussion on politics and the economy led to a list of recession strategies companies can use to successfully ride out an economic slowdown.

In a recap of the dinner on Colony’s blog, some of the best practices for a recession include:

Outsourcing is not a silver bullet. Use the recession to build internal skills.
Use a slowdown to improve the team -- look to bring in great people who have been laid off elsewhere.
Cut training and development last. That resource is critical to success in the post-recession period.

Instead of limiting the development of your team by cutting training programs, learn how to stretch your training dollar in a free webinar from Training Time - Squeezing the Most Out of Your Training Budget: Corporate Training in a Recession.

Training and development should remain a priority during tough times because:

Trained workers perform more efficiently with less errors and delays
Training boosts employee loyalty by encouraging career development
Employees taking on extra work quickly learn how to get up to speed with the right training
Training improves employee morale and confidence
Your best asset in business is a well-trained employee

Experienced training professionals will share tips and ideas to find better, more cost-effective training opportunities including the pros and cons of in-house versus outside training, the benefits of group versus individualized training, virtual training and tapping into expert talent within your company.

Good training doesn’t have to be expensive. Join us on Wednesday, October 15, 2008, at 1 p.m. EST for the free webinar - Squeezing the Most Out of Your Training Budget: Corporate Training in a Recession. Space is limited, reserve your seat now.

When domestic violence enters the workplace

From faltering stocks on Wall Street to dwindling housing markets, the economy has been the latest major distraction for American workers. More serious than just lost productivity, a rise in domestic violence has been one of the most unsettling effects of a bad economy on the workplace.

“A correlation between the economy and domestic violence makes complete sense to most counselors and professionals who work with troubled people: when they economy falters, domestic violence rises. Money is one of the most disputed family issues in the best of times, but when pressures mount - job loss, home foreclosures, increased costs of living - frayed tempers often give way to violence,” according to Julie Ferguson at HR Web Cafe.

Domestic abuse is to blame for close to 8 million lost workdays, an amount equal to 32,000 full-time jobs, according to CDC studies.

Employers should be especially concerned with the rise in domestic violence. Beyond the effect it may have on worker productivity, employers may be held liable for dismissing the signs of domestic violence in the workplace.

In 1994 the case of La Rose vs. State Mutual Life Assurance Co., Francesia La Rose’s family members filed a wrongful-death suit against her employer after she was murdered by a former boyfriend at work. The family claimed her employer failed to protect La Rose after knowing about the threat. State Mutual Life Insurance settled for $350,000.

Laws regarding employers’ responsibilities in cases of domestic abuse differ from state to state, so seek the advice of legal professionals in your area for laws specific to your state.

Employers should be trained to be aware of the warning signs in potential domestic abuse victims and have a policy that allows abused employees to take paid time off, according to Denise Curran, a psychotherapist at ComPsych on Human Resource Executive Online.

As part of the company policy, Curran also recommends that abuse victims be connected with an employee assistance program that provides counseling and victim resources.

“For many victims, however, admitting their abuse to co-workers or managers may not feel natural. Curran says companies can gain the trust needed to achieve such a confession by running a training program on the topic and showing that anyone who steps forward will be treated with support, not scrutiny. Oftentimes, once employees take part in the training program, they may go to their EAP counselor on their own to admit they are being abused, [Curran] says.”

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