Job Seeker Resources

What is social loafing? Social loafing in the workplace is when someone decides to take a nap on the job—figuratively speaking! It’s that sneaky phenomenon where individuals put in less effort when working in a group compared to working alone. Think of it as the "I’ll just let everyone else handle it" mindset. Instead of rowing together, these folks are just along for the ride, relying on others to pick up the slack. This can lead to frustration and imbalance in team dynamics. What causes social loafing? There are many factors when it comes to why social loafing happens and we’re going to do our best to highlight some of the main causes. Let’s take a closer look at some of these reasons: Invisible efforts When people feel like their individual contributions aren't noticed, they might think, "Why bother?" Imagine playing tug-of-war with 20 people – who's gonna notice if you let go for a second to check your phone? It's like being part of a massive flash mob where you're the only one missing a step – nobody’s going to notice if you just fake it with a smile! Diffusion of responsibility The classic "someone else will do it" mindset. In a large group, people might assume that others will pick up the slack. Picture a huge potluck where you bring a bag of chips because surely everyone else is bringing the good stuff. It’s a bit like assuming your friends will remember to bring sunscreen to the beach – you’re banking on their preparedness while you chill. Free rider effect Some people ride the coattails of others, putting in minimal effort because they know the group will still achieve the goal. It's like sitting back in a rowboat while everyone else rows – you’re still moving, right? It’s also like being in a group karaoke performance where you let the loudest singer cover for your off-key notes. Lack of motivation If the task isn't engaging or rewarding, individuals might not feel motivated to contribute their best. It’s like being asked to clean up after a party – you’re there, but are you really cleaning, or just moving things around? It's like attending a mandatory meeting that feels as exciting as watching paint dry – your mind is already on that coffee break. Overly large groups The larger the group, the easier it is for individuals to hide. It’s like hiding in a crowd at a concert – you blend in, and no one notices if you're singing along or just mouthing the words. Imagine being on a massive Zoom call where you can turn off your camera – who’s to say you’re not in your pajamas, watching TV? Assumption of equality Sometimes people believe that everyone should contribute equally, but if some team members are naturally more hardworking or skilled, others might lean back. It's like thinking, "Why should I sweat when Sarah's got this?" It’s akin to being in a group project where you know that one overachiever will ensure the A grade, so you can just sit back and relax. The psychology behind social loafing So, at this point you may be thinking “My team members would never do this, they’re great!” and while this may be true for now, things can start to go south very quickly. But what makes people turn into social loafers if they were never like this before? Well, It's a fascinating blend of human behavior and group influence, wrapped up in the often unpredictable package of teamwork. Understanding the psychological factors helps explain why social loafing happens and how group dynamics can lead individuals to put in less effort than they would on their own. Let’s take a look at some of them now: Individual vs. group identity When people are part of a group, they can sometimes lose their sense of individual identity and responsibility. This phenomenon, known as deindividuation, makes them feel less accountable for their actions. It's like being in a costume party where everyone’s masked – you feel less like "you" and more like part of the crowd. Evaluation apprehension People might worry less about being evaluated or judged in a group setting because the spotlight isn’t solely on them. Imagine being in a choir versus singing a solo – in the choir, you blend in and aren’t worried about hitting every note perfectly. Social facilitation vs. inhibition The presence of others can sometimes enhance performance on simple tasks (social facilitation) but hinder performance on complex ones (social inhibition). In the context of social loafing, complex group tasks might see people holding back, thinking, "Better not mess up in front of everyone." Sucker effect No one wants to be the "sucker" who does all the work while others coast along. This leads to everyone reducing their effort to avoid being taken advantage of. It’s like playing a game of hot potato where nobody wants to be the last one holding the ball when the music stops. Perceived dispensability When individuals feel their contribution is dispensable or not crucial to the group’s success, they’re less likely to put in their best effort. It’s akin to being one puzzle piece in a 1000-piece puzzle – you might think, "One piece missing won’t make a big difference." Self-Determination Theory According to this theory, people have three basic psychological needs: autonomy, competence, and relatedness. In a group setting, if these needs aren’t met – say, if someone feels they have no control over their role (lack of autonomy), think their skills aren't being used effectively (lack of competence), or feel disconnected from the group (lack of relatedness) – they’re more likely to engage in social loafing. Motivation and effort Intrinsic motivation (doing something because it’s inherently interesting or enjoyable) versus extrinsic motivation (doing something because of external rewards or pressures) plays a big role. In group settings, if the task isn’t intrinsically motivating, people might only put in enough effort to meet external expectations. It’s like doing chores as a kid – you might only put in as much effort as needed to get your allowance, nothing more. Conformity and group norms People often conform to the behavior of those around them. If the group norm is to put in minimal effort, individuals are likely to follow suit. It’s like being in a laid-back office where everyone leaves early on Fridays – you’re probably not going to be the one person staying late. Examples of social loafing and how to fix them Below, we take a look at 6 examples of social loafing in the workplace and offer some solid tips on how to fix them! While all the fixes here are great chunks of information, a lot of them can be applied to many different forms of social loafing. So, for example, if you like the fix for “example 1” but have a similar scenario to “example 2”, why not consider the core idea and adapting it to your issue? Let’s get into this! 1. Michael in the marketing team In a bustling marketing meeting, the team is eager to brainstorm ideas for the next big campaign. While everyone else throws out wild and exciting concepts, Michael sits back, nods, and jots down a few notes without adding much to the discussion. His silence causes frustration among his peers, who feel they’re carrying the weight of creativity alone. As a result, the campaign ideas feel repetitive and lack the spark needed to stand out, potentially affecting the company's brand image. How is this social loafing? Michael is indulging in social loafing by not actively contributing to brainstorming sessions. This behavior means that the team is missing out on his potentially valuable ideas, which could lead to less innovative campaigns. It’s bad for the company because it puts undue pressure on his teammates and stifles creativity. Fix suggestion Introduce interactive brainstorming techniques like rapid-fire idea sessions or using creative tools like mind maps and sticky notes. Assign each team member a specific role to ensure everyone contributes equally. This employee engagement driver is a great way to revitalize the team! Apply the fix to our scenario! In the next marketing meeting, the team uses colorful sticky notes and a giant mind map on the wall. Michael, assigned the role of "Idea Catalyst," sparks creativity by writing down every wild idea that comes to mind, no matter how outlandish. The result? A vibrant, dynamic session where everyone’s ideas build on each other, leading to a standout campaign that wows the company and its clients. 2. Samantha in the sales department Picture Samantha, sipping her third coffee of the morning while scrolling through her social media feeds. Meanwhile, her teammates are busy making calls and closing deals. By the end of the month, while the team barely meets its target, her colleagues are exhausted and demotivated. This uneven effort not only causes resentment but also hampers the team's ability to consistently achieve high performance, risking the company's revenue goals. How is this social loafing? Samantha’s social loafing comes from taking extended breaks and relying on her teammates to hit sales targets. This behavior is harmful because it creates an uneven workload and could lead to burnout for her colleagues, ultimately affecting the team’s overall performance and morale. Fix suggestion Implement structured break schedules and set up accountability buddies to keep everyone on track. Regular check-ins can ensure everyone is pulling their weight. Apply the fix to our scenario! Samantha now follows a structured break schedule and has an accountability buddy, Lisa. They check in with each other throughout the day, ensuring breaks are balanced with work. Samantha stays focused and motivated, contributing her fair share to the team's success. By the end of the month, the team surpasses its targets, and everyone celebrates with a well-deserved team outing. 3. David in the IT support team During a busy Monday, a significant technical issue crashes the company’s email server. David, seeing the problem, decides to take a longer lunch break, hoping someone else will fix it. His proactive colleague, Jess, ends up working overtime to resolve the issue. This delay causes email outages, affecting communication and productivity across the company. Employees become frustrated, and the IT team's reputation takes a hit, highlighting the negative impact of David's lack of initiative. How is this social loafing? David delays addressing complex technical issues, assuming others will handle them. This form of social loafing is problematic as it can lead to prolonged technical problems, frustrating employees, and potentially disrupting business operations. Fix suggestion Establish a clear rotation system for handling urgent issues, so everyone knows when it's their turn to step up. Encourage proactive problem-solving with incentives. Apply the fix to our scenario! The IT team implements a rotation system, and today, it's David's turn to handle urgent issues. With a clear understanding of his responsibility, David jumps into action when the email server crashes. He resolves the problem quickly, impressing his colleagues and earning a bonus for his proactive approach. The team’s reputation for efficiency soars, and David feels a newfound sense of accomplishment. 4. Emily in the customer service team When a particularly irate customer calls with a complex issue, Emily conveniently transfers the call to her teammate, Mark. While Mark is skilled at handling such situations, the constant burden of taking on the toughest calls wears him down. As Emily continues to dodge these challenges, the team’s overall efficiency drops, and customer satisfaction decreases, painting a negative picture of the company's customer service quality. How is this social loafing? Emily avoids difficult customer inquiries, leaving them for her coworkers. This social loafing behavior leads to an unequal distribution of challenging tasks, causing stress for her colleagues and potentially lowering the quality of customer service. Fix suggestion Organize skill-building workshops to equip everyone with the tools to handle difficult customer inquiries confidently. Rotate challenging tasks to ensure fair distribution. Apply the fix to our scenario! Emily attends a skill-building workshop and gains confidence in handling tough customer calls. When the next irate customer calls, Emily steps up, using her new skills to resolve the issue efficiently. Mark feels relieved and appreciated, and the team’s overall efficiency and customer satisfaction improve. The company’s reputation for stellar customer service gets a boost, and Emily feels empowered. 5. John in the office maintenance crew Imagine John strolling leisurely through the office, pretending to be busy while avoiding the overflowing trash bins. His diligent teammate, Maria, ends up staying late to ensure the office is clean and supplies are restocked. As John continues to loaf, the office starts to look untidy, causing discomfort and distraction among employees. This decline in the workplace environment can lead to lower productivity and a negative atmosphere, which isn't great for business. How is this social loafing? John slacks off on his maintenance duties, expecting his teammates to pick up the slack. This is problematic because it leads to a disorganized and dirty workspace, which can affect employee morale and productivity. Fix suggestion Create detailed task checklists and introduce friendly team challenges to make daily duties more engaging. Reward the crew for maintaining a tidy office. Apply the fix to our scenario! John now follows a task checklist and participates in friendly team challenges to keep the office spotless. Today’s challenge? The fastest team to clear the trash bins wins a free lunch! John hustles, determined to win, and the office sparkles by the end of the day. Employees notice the pristine environment, boosting their mood and overall employee engagement improves. John enjoys the team spirit and the occasional free lunch. 6. Laura in the event planning committee As the annual company picnic approaches, Laura is nowhere to be found during planning sessions. Her teammates scramble to finalize details, from catering to activities, feeling the pressure of ensuring everything runs smoothly. When the event finally takes place, small issues like missing decorations and a poorly coordinated schedule arise, dampening the overall experience. The team’s hard work goes underappreciated, and the event's success is jeopardized, reflecting poorly on the company’s ability to organize cohesive and enjoyable gatherings. How is this social loafing? Laura skips planning meetings and does not contribute to event preparations. Her social loafing results in a heavier workload for her teammates and risks the success of company events, which are crucial for team building and company culture . Fix suggestion Use collaborative planning tools and clearly delegate tasks to ensure everyone knows their responsibilities. Schedule regular check-ins to track progress. Apply the fix to our scenario! The committee starts using a collaborative planning tool and clearly delegates tasks for the annual picnic. Laura is in charge of decorations and works alongside her teammates. Regular check-ins keep everyone on track. The picnic day arrives with every detail perfectly executed. The team enjoys a seamless event with lively activities and beautiful decorations, earning praise from all attendees. Laura feels a sense of pride in her contribution and the team’s success. How can team-building be used to fix social loafing? Organizations have long chased the dream of better teamwork and have poured resources into team-building games and activities. The success of these programs varies; some hit the mark, while others fall flat due to superficial execution or lack of organizational support. But when done right, team-building can be a game-changer, especially in combating social loafing. According to a fantastic piece of academic research from 2008 , there are a number of different things that you have to take into consideration when using team-building as a way to combat social loafing in the workplace. Let’s take a look at these considerations 1. Select team members partly on the basis of team disposition First off, picking team members with a natural knack for group loyalty is key. Imagine a team where everyone is genuinely loyal to the group – it's like magic. If this isn't possible, identify teams with low loyalty and work on boosting it. This can be done by linking tasks to individual goals and celebrating good teamwork with regular, focused meetings and setting collective objectives. 2. Openly compare team performance with others Next, comparing team performance can be incredibly motivating. Picture this: your team knows exactly how it stacks up against another team tackling a similar task. But be careful – the goal is to foster healthy competition, not rivalry. Rewards should be tied to performance rather than just winning. This way, you avoid sparking conflicts between teams and instead encourage a collaborative spirit across the organization. 3. Encourage interdependence in the team Interdependence within the team is another crucial element. Team members should feel that they are all in it together. This can be achieved by setting shared goals that align everyone’s interests and designing tasks that require coordination and communication. The balance here is important; too much complexity can bog things down, but the right level of interdependence can drive amazing teamwork. 4. Use symbols to create an identity Symbols can work wonders for team identity. Take a cue from the military, where troops rally around their colors, names, and even tattoos symbolizing their unit. In a more conventional setting, consider Aventis Behring, a German pharmaceutical company. Before a team outing, they pose for a photo in front of a statue of a horse, commemorating the company's founder and his work. This simple act reinforces a sense of higher purpose and unity beyond individual goals. However, it’s crucial that these symbols are meaningful. A call center in the UK learned this the hard way when they named teams after Irish rivers – names that meant nothing to the staff and failed to inspire. The takeaway? Symbols should resonate with the team and the organization's culture. What’s the best setting for conducting team-building activities? Ok, so you’re interested in the research behind team-building and its effectiveness against social loafing, but you haven’t got the space, or resources, to pull off something cool? Well, this is why we’re huge believers in team-building retreats! View team-building retreats as a working holiday, where you and your team get the opportunity to relax and have fun in a new setting and sometimes, even a new country, but still have time to work. Only, instead of getting down to the normal grind, you focus on team-building activities! Just imagine the vibes of the team as you all engage in beach volleyball in Miami, or take a trek through the lush forest in the UK. It’s a fantastic chance to work on the social loafing issue, right?!  Source: https://www.surfoffice.com/blog/understanding-social-loafing

Unlock the power of effective communication and boost your professional success. Are you looking to enhance your communication skills and make a lasting impression on potential employers? The key lies in a skill often overlooked but highly valuable - active listening. So, what is active listening and what are some tips for improving your ability? In this article, we'll explore the concept of active listening and provide you with four essential tips to improve your communication abilities and increase your chances of success. What is active listening? Active listening goes beyond hearing the words that are coming out of someone's mouth. It refers to the intentional and focused process of fully engaging with the speaker, including verbal and non-verbal communication. When you are actively listening to another person, you should withhold judgment, give undivided attention to words and emotions, and demonstrate empathy and understanding. Being an active listener plays a vital role in improving communication and advancing your career. By actively engaging with others, you can build rapport, enhance understanding, foster collaboration, resolve conflicts, make better decisions, and develop strong leadership abilities. Here are some key benefits of active listening that can positively impact your professional journey: Building rapport: Actively listening to others demonstrates respect and genuine interest. It helps to build rapport with colleagues, clients, and potential employers, establishing a strong foundation for professional relationships. Enhancing understanding: By carefully listening to others, you gain a deeper understanding of their perspectives, needs, and expectations. This understanding allows you to tailor your responses and actions accordingly, leading to more effective communication and collaboration. Fostering collaboration: Active listening promotes an inclusive and collaborative environment. By actively engaging in conversations and valuing diverse opinions, you encourage teamwork and create opportunities for innovative ideas and solutions to emerge. Resolving conflicts: Effective conflict resolution relies on active listening. By truly understanding the concerns and viewpoints of all parties involved, you can facilitate constructive dialogue, find common ground, and work towards mutually beneficial resolutions. Improving decision-making: Active listening enables you to gather all the necessary information to make informed decisions. By listening attentively and seeking clarification when needed, you avoid misunderstandings and make better-informed choices. Enhancing leadership skills: Active listening is a cornerstone of effective leadership . By listening to your team members, you create a supportive environment, boost morale, and foster a sense of trust and collaboration. If you feel that your active listening skills leave something to be desired, you can work on them to make them better. 4 tips for improving communication While there are classes you can take to improve your active listening skills, oftentimes you can improve your skills by simply practicing a few techniques. Active listening is something that requires intention; you have to actively engage your mind and senses in the communication processes to truly understand and connect with the speaker. Consider trying these strategies: Practice mindful silence: Embrace moments of silence during conversations. Resist the urge to jump in with your own thoughts or interrupt the speaker. Instead, allow pauses for reflection and give the speaker space to express themselves fully. Don't jump to conclusions: Resist the urge to interject with your own opinions, solutions, or judgments prematurely. Focus on understanding the speaker's perspective first before offering your input. This helps to create a safe space for open dialogue and builds trust. Adopt a curious mindset: Approach conversations with a genuine curiosity to learn and understand. Ask open-ended questions to delve deeper into the topic and encourage the speaker to share more information. Practice active listening in everyday life: Apply active listening techniques in various contexts, such as personal conversations, meetings, or even during phone calls. Continuously challenge yourself to be an active listener and observe how it positively impacts your relationships and understanding of others. What is an example of active listening? Illustrating the practical application of active listening through real-life examples can help you to grasp its effectiveness in various situations. Let's explore a scenario where active listening plays a pivotal role in improving communication and building meaningful connections. Example – networking event Imagine you're attending a networking event and you strike up a conversation with a professional contact, Sarah. Here's an example of active listening in action during this networking interaction:  You: Hi, Sarah! It's great to see you again. How has your experience been at this event so far? (open-ended question) Sarah: It's been quite overwhelming, to be honest. There are so many people to meet and so much information to absorb. You: I can understand how overwhelming it can be with the large number of attendees and all the information being shared. (reflecting what was heard) Sarah: Exactly! It's hard to keep track of everyone and make meaningful connections. You: It sounds like building meaningful connections is important to you. What qualities do you value in professional relationships? (another open-ended question) Sarah: I value authenticity and genuine interest. I prefer connecting with people who take the time to listen and understand my goals and aspirations. You: I agree, authenticity and genuine interest are key elements for building strong professional relationships. (affirmation) Sarah: Absolutely! When someone truly listens and shows interest, it creates a sense of trust and openness. You: Yes, active listening plays a crucial role in establishing that trust and fostering genuine connections. (acknowledgment) Sarah: Definitely. It's refreshing to meet someone who understands the importance of active listening in networking settings. You: Thank you, Sarah. I'm glad we share the same perspective. (appreciation) Unlock career success through active listening In a competitive job market, active listening becomes your secret weapon. By attentively absorbing information, understanding others' perspectives, and adapting your communication style, you showcase your professionalism and build trust with colleagues, clients, and superiors alike. Active listening enables you to truly understand the needs and expectations of employers, positioning you as a valuable asset and setting you apart from the competition. Source: https://www.topresume.com/career-advice/what-is-active-listening-4-tips-for-improving-communication

Feedback is one of the most frustrating elements of being a leader. An effective leader incorporates feedback into their management style. This not only improves performance but enhances employee satisfaction . The research is clear: employees want feedback. When managers provide valuable feedback, they create a culture where everyone does their best. Plus, it shows staff that their contributions make a real difference, which is key to feeling appreciated. 96% of employees say that getting regular feedback is good, while 41% of people have left a job because they felt they weren’t listened to. Furthermore, 83% of employees say they appreciate getting feedback, whether positive or negative. That’s because generally, people want to do their best. Shaping a culture where everyone works hard and offers unique contributions will make your entire staff more productive, happier, and especially loyal. 10 Effective feedback techniques 1. Sandwich Feedback This is one of the most common and most impactful forms of feedback. Chances are, you’ve received input at some point in your own life using this method. In these instances, you would sandwich a negative piece of feedback between two positive terms. You start with some form of praise, then focus on areas for improvement, and end with more positive feedback. This is particularly effective for people who have some really strong areas, along with things that need to be improved. For example: “I want to commend you for the great work you did on the Smith project. Your attention to detail was outstanding there. The only thing that we might want to improve is the timeliness of your deliverables. It seems we missed a few deadlines along the way, so I just wanted to remind you of the importance of meeting those milestones on time. That being said, I’m confident you will improve in that area and overcome any obstacles you might be facing here, because you have a tremendous work ethic. We’ve always been able to count on your skills and dedication.” 2. DESC (Describe, Express, Specify, Consequences) With this method, the goal is to deliver feedback in the most balanced way. The focus is on providing feedback that is clear and concise, while being constructive. With this tactic, you break down feedback into distinct and understandable parts. That will make it easier for employees to grasp and then act upon. Start by describing the behavior, expressing your feelings about it, laying out clear expectations, and then sharing possible consequences. For instance, “I’ve noticed you tend to run late to our team meetings. That behavior makes me feel as though you don’t prioritize our time together and it disrupts the flow of our discussions. I’d like to see you arrive on time for our future scheduled meetings. Once we address this issue, we’ll have more productive and efficient meetings and be able to have them less often.” 3. EDGE (Explain, Describe, Give, End Positively) Ensure feedback flows smoothly with this method. This strategy can serve as a roadmap for your feedback discussions, making sure you have all of the important points covered. As the acronym states, start by explaining the area for improvement, including describing what you noticed. Then give specific feedback and be sure to end on a positive note. Here’s an example: “I wanted to chat about our recent sales pitch with the client, because having stellar presentations is really important to our future success. I noticed that during the pitch you spoke very quickly and didn’t seem eager to engage with the client in meaningful conversation. To enhance pitches going forward, I suggest slowing down your speech, asking open-ended questions, and then actively listening to the client’s needs. I know those small adjustments will make you an even better communicator and help us to close even more deals.” 4. 360-Degree Feedback In this comprehensive approach, you’ll gather input from multiple sources, including peers, direct reports, supervisors, and the individual themselves. You’re essentially collecting feedback from everyone around the person to get some different perspectives and views. This is particularly effective for people in middle management who have their own direct reports but also report to you (or someone else). It’s also really helpful for people who work in cross-functional teams, so that you can get a better feel for the way that they are perceived and the way that they interact with others in the company. Start by collecting feedback and gathering insights from the person’s colleagues, subordinates, boss, and then the person themselves. Once you have all of this information available, spend some time compiling what you found out and analyze it. Look for patterns in strengths as well as areas for improvement. Share the feedback privately and constructively, and make sure to devote time to the strengths you appreciate as well as areas for development. Then, collaborate and make a plan for improving moving forward, including setting clear goals and the actions you want to see. An important part of this process is following up periodically. Check in on progress and make sure to provide ongoing support. For more team-centric approaches, strategies to build team trust , and team building tips , make sure to follow our blog. 5. GROW (Goals, Reality, Options, Wrap-Up) Model This four-step process is a good way to help others work toward their goals. The four steps consist of goals, reality, options, and wrapping up. Start with a conversation on goals, then tie that into the current realities of the situation. This will help the person to reflect on recent experiences. Then move into a discussion on the various options open to them, and talk about ways to improve. Finally, summarize by highlighting the key takeaways and action steps. In this example, you can help a staff member who wants to improve their leadership skills. Here is how the conversation might go according to the four steps: “Can you share the specific leadership skills that you want to develop? Maybe share some particular outcomes you’re hoping to achieve? Let’s talk about some of the leadership qualities that I’ve noticed lately, such as when you lead the project meetings on Tuesdays. What’s working well, and what’s challenging in those scenarios?” This will lead to a deeper discussion, where you can encourage the employee to brainstorm ideas with you. “What are some of the approaches you could try? To make those come to fruition, which resources or support do you need?” Ideally the employee will open up about some various ideas as well as what support they need from you. Make sure to wrap up on a positive note that includes concrete action items, for example “Based on this discussion, it seems like the areas for immediate focus are active listening and delegation. Let’s create a plan to delegate certain parts of your project next week, and perhaps sign up for an active listening workshop within this quarter.” 6. Start-Stop-Continue A lot of valuable feedback involves sharing what someone might start doing, what they should stop doing, and what they can continue for peak performance. For instance, the next time you need to have a general feedback discussion, you could say something like: “Let’s start thinking about implementing regular status update emails to keep the team in the loop. It’ll improve our overall communication.” For Stop, you could add something like “On the other hand, you might want to stop micromanaging the team in these ways. It can be demotivating, so let’s focus on helping the team to handle their tasks more effectively.” And finally, to continue, “Lastly, please continue to facilitate our weekly team meetings. Your leadership there has been really effective in facilitating great discussions.” 7. SBI (Situation - Behavior - Impact) Model This process is all about painting a comprehensive picture when you’re giving feedback. It focuses on describing a specific situation, the observed behavior, and the impact of that behavior on the team or work. For example, if you’re talking to an employee about a recent interaction with a client. Here is how you can start the discussion: “Let’s talk about the client meeting we had yesterday. I noticed that you interrupted the client a few times while they were explaining their requirements. I can imagine this made them feel unheard and maybe even frustrated. That could impact our overall client relationship and the work we get moving forward.” After that, follow up with a discussion on how things can be improved and how you are prepared to help. Sometimes, people need additional resources to improve in the ways that you want to see. You should encourage them to share that with you, and talk about what you’ll do to offer support. 8. STAR (Situation - Task - Action - Result) Tactic This option not only sounds cool, but can be really effective. It’s all about making feedback specific and relevant to the actual situation. This can be a good way to share negative or positive feedback, but it can be especially useful when you have good news to share. If we want to use another example from an employee during a client pitch, you can start by describing the situation. “Remember that important client meeting last week where we needed to secure a new contract? You were tasked with presenting our products’ features and benefits in a really convincing way. You were well-prepared and did a great job addressing the client's concerns, and offered real solutions. And guess what? You nailed it and we secured a huge contract. Congrats!” This is a powerful way to share great information with your star employee (get it?). 9. BOOST (Balanced, Objective, Observable, Specific, Timely ) model The best feedback is objective and balanced, and includes behavior that is actually observable and relevant. This helps to ensure that feedback is fair, unbiased, and actionable, and also provides an avenue for future conversations. For example, if you want to give some feedback to a software engineer about coding, you could say: “I wanted to offer some feedback on some strengths and improvement areas. As you know, our objective is to improve coding efficiency and quality. I noticed in your recent code review that you found and fixed critical bugs before they caused problems in production. You showed superior debugging skills and attention to detail.” Share this feedback directly after a project so that the information is timely and specific to something the employee will remember. 10. CAS (Criticize - Ask - Suggest) This feedback technique combines constructive criticism with open-ended questions and options for improvement. Though you start with criticism, you move into a discussion with questions and then end with actionable suggestions. Here’s an example you could share with a marketing leader: “I’ve got some concerns about the effectiveness of the most recent campaign. Can you help me to understand how you chose that specific audience? How about for our next round we take a more data-driven approach and refine some of the market research available to target an audience?” Retreats offer an opportunity for feedback Providing feedback to employees is a crucial part of developing them and improving performance over time. It’s not always easy to find time to have these discussions, but an annual review is a good place to start. Some people find quarterly reviews worthwhile, but really you can have these discussions as often as you (and your employee) would like. If your staff isn’t geographically close or partly remote, it can be harder to schedule these conversations. That’s where an offsite retreat comes into play. You can use that time to pull employees aside and have one on one conversations. A team-building retreat offers time to learn and train together, as well as time to socialize and provide valuable feedback. A company or team retreat provides quality time between managers and their reports and offers lots of chances for giving feedback using any of the methods we covered here. Source: https://www.surfoffice.com/blog/team-feedback-methods

When it comes to manag ing employee behavior and performance issues, the progressive discipline process offers obvious benefits One of the most difficult challenges for many companies is the need to address negative behavior and performance issues in the workplace. Without a concrete plan to manage discipline, decisions may end up being arbitrary, inconsistent, and even open to legal action. That's why it is incumbent upon businesses to develop sound disciplinary policies that clearly outline how these problems are addressed. A progressive discipline process is one commonly used option. In this post, we'll provide a progressive discipline definition and explain its many benefits. We'll also examine the steps that are commonly used in any system of progressive disciplinary action. What is progressive discipline? Progressive discipline is a process that involves a structured approach to correcting employee behaviors. Organizations that adopt the progressive disciplinary process implement a system of corrective actions that escalate in severity with each infraction. This allows management to provide helpful notice to employees that gives them an opportunity to correct their own behaviors or performance issues and avoid any escalation in discipline. Since organizations should use disciplinary processes to correct undesirable behaviors rather than punish offenders, this progressive approach offers one of the best ways to achieve that goal. It ensures that management communicates problems to employees in a clear and timely manner and provides a structured way to encourage improvements in performance and behavior . For managers who may struggle to deal with problem employees, this process can also provide a guided approach to engaging in difficult conversations. What are the benefits associated with progressive discipline? There are many benefits for companies that implement a progressive disciplinary policy for their organizations. We've listed some of the most important benefits below. This type of discipline process can help managers and employees to resolve concerns before bigger issues arise The progressive disciplinary approach can facilitate improved communication between management and their workers, which can help managers to develop more productive and higher-performing teams Implemented properly, this disciplinary approach provides employees with fair notice about expected behavior and results, and promotes accountability By using a progressive series of increasingly severe corrective measures, employees have incentive to self-correct Management can avoid arbitrary decisions that could lead to negative consequences, including legal concerns in some jurisdictions Employee retention and job satisfaction tend to be higher in environments that provide clear expectations and a fair, just, and consistent disciplinary process Because steps in the process are typically well-documented, employers will have an easier time defending difficult decisions about suspensions and terminations What are the typical steps of the progressive disciplinary process? To understand how a progressive disciplinary process works in a real-world company setting, let's examine a typical step-by-step progressive approach. Some of the most common disciplinary policies use a four-step framework that involves increasingly serious consequences for the employee. 1. Verbal warning This is almost always the first disciplinary action in any progressive discipline system. As soon as an issue comes to management's attention, someone is tasked with warning the employee about the problem. This warning can be delivered in either an informal or formal meeting, during which the employee is told about the behavioral or performance problem. In many cases, management also provides the employee with recommended steps that they can take to correct the issue so that further action can be avoided. Even though the warning is delivered verbally, company policies should require that the person issuing the warning document important details. These details include vital information like when the warning was given and the behavior or other issues that prompted the action. The documentation should also list everyone involved in the meeting, the actions the employee agreed to take to correct the problems, and whether any follow-up conversations are scheduled. 2. Written warning When verbal warnings don't lead to the necessary positive change, management then typically follows up with the next progressive disciplinary step – the written warning. This is a more formal action designed to signal to the employee that the issue has become a more serious concern. Some companies include the possibility for multiple written warnings within this stage of the progressive discipline process. The written warning should describe the employee's failures, the policies that have been violated, and specific steps that they must take if they want to get back in the company's good graces. It should also provide fair warning about the consequences the employee will experience if those corrective actions are not followed. Employers should allow employees to discuss the document and should inform them that signing it is simply an acknowledgment that they received the warning. Again, everything about this meeting should be documented, and the documentation and written warning should be placed in the employee's employment file. That documentation should include details about the participants in the meeting – all of whom should have signed the warning - as well as the agreed-upon action plan to correct the behavior and other important information that provides an accurate historical record of the meeting. 3. Final warning, including possible suspension period Once the written warning step has been exhausted (again, some companies may provide as many as three written warnings before escalating the process), the next stage of the progressive discipline process is considered the final warning. This is another document-based corrective action that basically puts the employee on notice that any continued failure to correct the problem will result in termination. Sometimes, this final warning can also be accompanied by a period of suspension without compensation. Like the other warnings, this one should be well-documented with details about the policies that have been violated and what the employee was told to do to correct the situation. The documentation should also note that this is the final warning. It must be signed by everyone present at the meeting and stored in the employee's employment file. 4. Termination As you might expect, the most drastic and final step of the progressive discipline process involves the termination of the employee. While the entire process is designed to correct behavior and avoid this step, there are times when there is no other option but to fire an employee who fails to correct behavior or performance issues. This step also requires detailed documentation and careful attention to the details.  Larger companies will typically want to handle termination through human resources, and sometimes in consultation with employment lawyers if potential legal issues could arise. Witnesses should always be present whenever possible and the employee should be given a detailed review of the entire process, beginning with the verbal warning. The termination notice itself should be provided in written form, with a copy placed in the employment file. The appeal In addition to that four-step approach to corrective action, effective progressive discipline often includes an opportunity to appeal decisions made in each step of the process. This provides the employee with an opportunity to offer evidence or arguments in opposition to the discipline. Sometimes, employee behaviors involve disabilities or other issues that may require some sort of accommodation. The appeals process can help to promote fairer outcomes based on the best available information. Designing your progressive discipline policy If you're tasked with implementing a progressive disciplinary process in your workplace, it's vital to ensure that you have a well-constructed policy that outlines every key detail. Make sure that yours includes each of the following elements. Details about each step of the progressive disciplinary process This section of your policy should outline each progressive step your company takes to address employee misconduct and performance concerns. You may want to include a brief explanation of each, so that employees know what to expect if they fail to meet expectations. Exceptions that may result in immediate termination Some violations of policy are so serious that they qualify for immediate termination of employment. You should cite specific examples of these actions. For example, criminal activities, physical abuse of co-workers, theft, and similar actions may fall outside of the normal progressive discipline scheme. Any necessary disclaimers Each policy should also include disclaimers that preserve the employer's right to enforce the policy, disregard certain elements when necessary, or make needed changes. Legal issues like at-will employment should also be addressed in this section. Adhering to your company's progressive discipline policy Once you have a policy in place, it's important to make sure that it's followed as rigorously as possible. Employees tend to adapt to the prevailing company culture, and any failure of consistency or fair application of policy will impact their adherence to company rules, productivity goals, and other performance and behavioral metrics. Progressive discipline: a powerful tool to impact employee behavior Without clear disciplinary policies in place, any company will struggle to achieve a fair and balanced application of rules and expectations. Fortunately, the progressive discipline approach offers a clear and understandable approach to managing and correcting negative behaviors and performance issues. By creating and implementing your own progressive disciplinary processes, you can develop a powerful workplace culture that helps employees to overcome their shortcomings and meet your expectations. Source: https://www.topresume.com/career-advice/progressive-discipline-steps-for-creating-discipline-in-the-workplace

As workplaces continue to globalize and electronic communication systems develop at breakneck speeds, one vital element often gets lost in the shuffle. That element is human connection. Today we look at those invisible threads that hold colleagues together, and we’re focused on much more than pleasantries exchanged over the water cooler . We’re showing ways companies can help to establish deep workplace connections and collegial trust. So, grab a cup of coffee (or tea, we don't discriminate here) and join us as we explore the essence of employee connections. What are employee connections? "Employee connections" refer to the relationships and bonds that form among coworkers within a workplace or team. We all know a good collegial connection when we see it. Companies with highly connected teams demonstrate higher retention rates and more productive employees. One question you can ask of your teams to determine whether they feel like they have good employee connections is: “Are you happy with the people you work with, and the work they’re doing?” This question best measures the strength of employee connections at work. How likely is it that 100 percent of your staff answer with an honest and resounding ‘yes’? The truth is that human connections affect a whole host of the company’s operations, from engagement and inclusion to turnover rate and customer satisfaction. Maslow’s historic Hierarchy of Needs rates this sense of social belonging just above physical safety, and this applies to workplace environments as much as the outside world. The importance of having good employee connections at work is crystal clear, as research has indicated that more than 40% of surveyed employees felt physically and emotionally isolated in the workplace. For these reasons, we’ll be showing you some of the best ways you can help your employees make deep, meaningful connections with each other in the workplace. The best ways to build employee connections So now we’ve laid out exactly what employee connections mean, let’s get busy with some practical activities you can implement at work to boost the relationships between staff members. Employees at the decision-making table One of the most effective ways to improve employee connection is to bring them into decision-making activities. Actively involve them in the conversations that shape the organization's direction. This could take many forms, like regular team meetings, feedback sessions where employees have their say on proposed changes, or even setting up formal structures like employee councils or committees. By bringing them into the decision-making process you’re helping to develop employee engagement , which deepens the connections between team members. When they see their ideas respected and considered, it builds a genuine bond and says “Your input matters.” It also makes the decision-making process more transparent, as when decisions are only made behind closed doors, employees feel less connected to the things that really matter at work, and eventually, less connected to one another. Mini-golf lunchbreak Sometimes the best results come from the simplest actions. Workforces are made up of mixed personalities, and inevitably, some people are introverted and won’t enjoy elaborate social outings to forge bonds. So why not just keep it as simple as a ball going into a hole? Try this as the first step in revitalizing the connections between employees at work. Using simple and playful sports equipment is a great way to raise curiosity and kickstart employee connections. The big focus here is to see if anyone wants to get involved, to raise employee engagement . Don’t be afraid to bring in any similar simple sports equipment, like a foam dartboard, or even a padded frisbee (just keep it within bounds). You wouldn’t even need to announce it to your employees, just set any mini-game up in the lunch area and watch as staff grow curious, eager to grab a ball, paddle, or racket. Team-building afternoons This activity focuses on getting everyone outside the usual work grind for some dedicated team bonding. Create an afternoon session, say, 1 to 2 pm, and make the session jam-packed with quick teambuilding activities . You can make these games as simple or as complex as you desire, but remember that the real focus is to give team members a chance to make connections. Keep things fast-paced by using popular ‘ minute to win it ’ games or dedicate a few hours to take staff out for a fun ‘museum hack.’ Activities carried out in groups or teams provide awesome opportunities for employees to share experiences and build relationships in a relaxed and enjoyable environment. Diversity and inclusion initiatives As workplaces diversify the best managers must create ample opportunities for people to feel represented. This is where diversity and inclusion initiatives come into play. They’re used to make sure everyone feels valued and included at work, regardless of who they are. Diversity training workshops can be used like crash courses to understand each other better. They help us spot any biases we might not even realize we have and teach us how to be more open-minded. Use cultural celebrations and awareness campaigns to enable staff to connect more deeply. By illustrating and being transparent about your inclusive policies, staff will feel like they’re in a workplace where diverse connections matter. By embracing diversity and inclusion, you create a company culture in which everyone feels like they belong, leading to better teamwork and stronger bonds. DIY Smoothie Bar Creating a DIY smoothie bar is a fantastic activity to encourage employees to connect in a new and exciting way. First, choose your space. Keep things casual by setting one up in the food area of the office, or even next to the office entrance to make for a great morning conversation starter . Get some supplies of fruit (and veg) and do a little research on some office favorites. Measure the amount of supplies you’ll need like cups, straws, and measuring spoons. Try creating a vibrant menu to add to the appeal. A simple DIY smoothie bar helps improve employee connections by giving a focal point for conversation, as well as promoting health and wellness. There’s a whole list of ways it can brighten up the workplace, and everyone’s dietary needs can be considered, even the most dedicated health nut in the office. Involve as many staff as you can when setting up the stall, blending everyone’s efforts together to create a smoothie-licious workplace full of strong employee connections. Buddy-ups Help develop employee connections by making the most of a buddy-up system. Buddy-ups are a staple element of the onboarding process, effective in two areas: teaching the new staff the ropes, and giving more experienced staff members the opportunity of training someone new. It’s a great connection-building activity , especially for newbies who might be a little nervous in their new job. Why not apply it to your existing groups, or even in a cross-departmental way? Spend some time considering which two staff to buddy up. You might pick personalities that complement one another, so they click together like two puzzle pieces. Provide some guidance as and when it’s needed, and create a feedback system to gauge feelings after the buddy-up finishes. Buddy-ups work to build trust, transfer knowledge, and create happier workers. You never know who might be in need of a new work buddy, so let’s get matchmaking and setting up those employee connections! Outside-work interest groups Here’s a fantastic way to create bonds from unlikely places. These are ‘Shared Interest Groups’, and honestly, the sky’s the limit here. These groups are great for relationship building and finding new common ground between members. There are the more traditional groups like reading, cooking, and gardening, but how about pushing the envelope a little and creating groups for things like home-music production, or a group set up for parenting? Start off by surveying your teams to get a feel for what each member enjoys outside of work. Asking new staff about their hobbies is a great chance for ice-breaker questions . It will actually benefit you as a manager to spend time researching staff interests outside of work. Once that’s clear, mix and match to create a variety of groups. Try establishing a leader, nominating someone who’s passionate about the topic to help organize meet-ups and keep the energy going. Set dates for the group to meet, which can be weekly, bi-weekly, or monthly. Consistency is key to keeping the connections going. Creating shared interest groups helps get rid of barriers and gives staff the chance to connect over something unexpected. The key is to survey each employee’s real interests outside of work, so more time spent in planning yields better results. Get those staff connected Analyze social media behaviors Over the past few years, a few trends have appeared on social media that demonstrate the damage that can be caused when employees feel disconnected at work, a lack of recognition, or stifled opportunities. In 2022, a new trend of ‘ quiet quitting ’ emerged, which essentially means an employee performing only the most basic requirements of their job and never anything more. Further analysis of this behavior showed that the people quitting didn’t feel any connection to work, in job satisfaction, and with their colleagues. This demonstrates the importance of spending time analyzing trends that emerge on social media, so a company can better prepare itself and respond accordingly to workplace disconnects. You could have your HR department periodically analyze trending videos for any common themes Companies need to make an effort to recognize and understand some of these emerging trends, and once the information is collected, design connection strategies to get to the bottom of any concerns, before it’s too late. Terrarium workshop Here’s an overlooked idea for a session to help boost employee connections, make a terrarium workshop! Having all the team-building positivities of a regular DIY craft session, a terrarium workshop lets staff really get their hands dirty (in a fun way!) by crafting their own little green worlds inside glass containers. Prepare by getting enough glass containers, small plants like succulents or air plants, colored pebbles or crystals, and cute little extras, like figurines or moss. Use a room with enough natural light to bring out the beauty of the plants and containers. Lay out all of the useful tools in a DIY station so people can easily grab what they need. At the end of the leafy adventure, arrange for everyone to do a show-and-tell, swapping tips and things they loved about the experience. Establish employee connections in style, and reward them with one of our team retreats! Teams that are made up of members with deep connections often go above and beyond what’s needed. They feel like they’re working with and for each other, and we know that employees with deep connections are more motivated at work. One of the best ways these teams can reach their peak is with a team-building retreat. So why not try one of these fabulous retreats with us? Imagine the usual confines of your office settings melting away on a sandy beach or taking the time to appreciate nature on a countryside retreat. A quick change of environment can be as revitalizing as a complete office overhaul. Your team will have one another’s backs and be working in complete harmony, motivated to tackle any challenge together. Source: https://www.surfoffice.com/blog/establish-employee-connections

When carried out effectively, setting goals for your teams can be the guiding light they need when the going gets tough. They provide a clear direction and plan-of-action to follow, and offer opportunities to build trust and collaboration with eachother, and just as importantly, with you! Today we're going to look at why team goals matter and the ways to whip up team goals that'll develop your teams into superstar units. What exactly are ‘team goals’? Team goals are objectives and milestones that a group of individuals work towards together to hit. They are generally used to align the effort of a team with the larger objectives of the company and are a great way to amplify team productivity . Team goals function like a race finishing-line that all members strive to reach together. So how do they differ from those personal goals we all have? Well comparing them would be like comparing a solo trek to a group trek through a dense forest. On a solo outing you only need to consider number one, bringing supplies and equipment to look after yourself. A group trek opens the door to more factors that must be considered. The heaviest bag to carry wouldn’t be given to the smallest hiker in the group, would it? There's this beautiful concept that perfectly sums up the spirit of setting team goals, and that is a “ symbiotic relationship ”. Symbiosis is a term usually used to describe, in the natural world, a win/win exchange, where both parties benefit from an event. Understanding and applying this basic concept to team goal setting creates an atmosphere where everyone's growth contributes to the team's success, and in turn, the success of the company. By helping your teams to understand this concept and communicating its value to them while team goals are being set, the foundation of mutual benefit is created. Your teams better understand the value of aligned goals for the individual, group and company. The best methods you can use to set team goals Now that we better understand the meaning and significance of team goals, let’s break down our list of methods you can use when next setting out those golden targets for your teams to hit. SWOT analysis Here’s a great method to help establish some new, powerful team goals. A SWOT analysis, standing for Strengths, Weaknesses, Opportunities and Threats) is a fantastic goal-setting activity that analyzes with purpose, bringing clarity and focus to goals. Here’s a way to organize one: Define the objectives: Take moment of clarity and explain why you’re doing this with your teams. Let them know the aim for the end is to set new team goals, using the information from the analysis. Draw up your SWOT matrix: Draw a big grid with four sections labeled Strengths, Weaknesses, Opportunities, and Threats. Brainstorm and fill in the quadrant: Your S and W squares are internal, so look inwards at company strengths and weaknesses. O and T are external factors, so analyse your market to see where opportunities lie. Develop team-goal action plans: Based on this list, create your team goals. For instance, if a weakness is a skill gap, your team goal could be to get through some targeted training. By bringing SWOT analysis into your goal-setting process, your teams naturally get onto the same page to reach their objectives. This method not only clears up what needs to be done but also helps teams to prepare for challenges in the surrounding market. Hackathons and innovation challenges Hackathons and innovation challenges are a fantastic way to set team goals. These events offer a relaxed setting where staff can socialize and bond in a competitive but fun way. You can inspire creativity while setting team goals by carrying out a hackathon or innovation activity. Here's how to make it happen. Define the mission: Start off by defining the problem your teams should tackle. What's the big dream at the end of the rainbow? Having a clear target gives everyone a common purpose to aim for. Choose location of challenge: The best challenges are carried out off-site, so make your choice of location specified to the challenge. If you’re running a business-game simulation, choose a place with an optimized I.T. setup. Carry it out with stakeholders: Involve key stakeholders to provide feedback and support throughout the event. Their insights can be valuable for refining ideas. Celebrate your winners!: Recognize the hard work of all participants. Offer rewards for the winning teams and celebrate the innovative solutions they come up with. Prizes, public recognition, or opportunities to implement the winning ideas are great options. Use hackathons and innovation challenges to get your teams working together as powerful units, setting goals and objectives to tackle unique challenges. Agile goal setting Keep your goals light on their feet and adaptable to change by using ‘ agile ’ methods. This is a practical way for teams to stay nimble and on track. Borrowing from the principles of agile project management, ‘agile’ keeps teams focused while allowing them to pivot when needed. Lay out your goals: Nothing out of the ordinary here. Just start by outlining your objectives and break them down into actionable tasks or milestones. Prioritize tasks: From your list, create a backlog of tasks, prioritizing them based on importance and urgency. Plan your agile sprints: Here’s the key moment of play. Divide your work into short, focused sprints, typically lasting a few weeks each. This helps maintain momentum and accountability. Stay Connected: Organize daily stand-up meetings to keep everyone on the same page and informed about obstacles and next steps. With clear objectives, open communication, and a knack for adapting, your team is unstoppable. Here's to embracing agility and reaching new heights together, one sprint at a time! Backward goal setting When developing plans for team-goal setting, there's a strategy known as backwards goal setting or reverse engineering goals. Instead of the usual approach where you start from where you are and plan forward, this method runs in reverse. Define the end goal: With this method, you have to begin at the finish line and run the other way. Picture what that end goal looks like. The goal has to be SMART (specific, measurable, achievable, relevant, and time-bound). Break It Down: Once you've got your big goal in mind, break it down into smaller milestones. These mini-goals are stepping stones over the river to the success waiting on the other side. Create Key Actions: Here you have to knuckle-down and figure out what needs to happen to reach each milestone. Be clear about who's responsible for what. With backwards goal setting, the end is used to justify the means, and teams can navigate their way to success with confidence, staying united every step of the way. BHAGs (big hairy audacious goals) These goals are supposed to be bold and often seem slightly out of reach. That's exactly what makes them catalysts for team motivation and achievement. Think in terms of the first moon landing, or the invention of the internet. What must they have been thinking while setting those goals? Define Your BHAG: Get your foot in the door by thinking without fear. Find your BHAG. It should be ambitious yet achievable, compelling enough to excite your team but not so far-fetched that it feels unreachable. Spread the Word: Once you've got your BHAG, you have to shout it from the rooftops. Everyone in each team needs to know what they’re aiming for and why it matters. The more excitement you can drum up, the more momentum you'll build. Break it Down: A big goal can feel overwhelming, so break it down into smaller, bite-sized pieces. Set milestones along the way to keep your team on track and motivated. And don't forget to celebrate each little win. Your teams are one step closer to their BHAG! With BHAGs leading the way, your teams can gain a greater sense of achievement when they conquer a mammoth task. So go ahead, dream big, aim high, and watch as your teams reach new heights together! Gamification Gamification isn’t just for video games anymore. Many of the Fortune 500 companies are taking gamification very seriously now, so it’s a great time for you to use it in your team goal-setting sessions. Identify Goals: Start by defining clear team objectives that you want to achieve through gamification. That might be hitting sales targets or meeting project deadlines. Get these goals set up with your teams. Choose game elements: Pick game elements that resonate with your team, like points for progress, badges for brilliance, or leaderboards that add a touch of friendly rivalry. Design Challenges: Break those big goals into bite-sized missions. Make them fun and make them doable. There are tons of websites like trackabi and habitica that have great game and work systems already set up. Iterate and Improve: Stay nimble, stay flexible. Tweak your game plan based on feedback and keep everyone engaged. Because when work feels like play, everyone's a winner! Turn those workdays into something everyone looks forward to, where every challenge is a chance to level up and every win brings the chance of a new high score. Vision boarding A great tool used to improve collaboration and develop team empowerment is vision boarding. The aim of the activity is to create a collage of pictures, texts and art that represents and affirms the goals of the team. It’s a strong visualisation technique that cements an image in the mind of the viewer. So here’s how to set one up. Supply stock: Vision boards rely on all things crafty. The aim is to get out of the mindframe of text and into the mode of an artist. You’re going to need magazines, markers, and poster boards. The more colorful and eclectic, the better! Dream Big: Before your teams dive in, get them to define what they want to achieve. From landing a big new sales client to new office sports teams, let them lay it all out on the table. Let Creativity Flow: Encourage your teams to let their imaginations run wild. They can cut out whatever speaks to them, from inspiring quotes to hilarious memes. Piece it all together on your vision board. Show and Tell: Once the boards are ready, teams take turns sharing their creations. It's a chance to see where their visions overlap, spark new ideas, and cheer each other on with new team goals. The ingredients for setting team goals just got a whole lot more colorful and fun! Whether it’s to focus on work performance or to help visualise why alignment matters , vision boarding offers a playful yet powerful way to bring your team together around a shared vision.  Source: https://www.surfoffice.com/blog/set-team-goals

Human Resources started out as personnel departments that focused on transactional HR activities and operated in the interest of the employer, rather than the employee. All they had to do was recruit workers, provide training, watch performance, enforce rules, and compensate accordingly. During the 20th century, human resources began to evolve and gradually adopt the people-centered approach. Now, companies are expected to offer flexibility, good company culture, and a positive work environment. In this article, we’ll discuss why HR needs to be more people-centric. The role of HR in the past, which was more task-driven Human resources activities were previously carried out by the personnel administration . They would hire workers, set workplace rules, process and distribute paychecks, enroll the staff in benefit plans, and suspend or fire employees. In the past, HR was simply an administrative function that managed all aspects of the employee’s journey. They were also required to instruct new workers, develop and revise policies, and investigate workplace issues. The companies were less concerned about employee welfare or how their operations might be too rigorous for the average person. How has HR evolved over time and is embracing a people-centric approach? There were no HR practices during the pre-industrial era and workers were mostly exploited for their time and effort. During the industrial era, hiring and training practices were available and labor unions were formed to protect workers’ rights as well as advocate for better working conditions. However, such matters weren’t assigned to a department. Around the early 20th century, organizations realized that they needed a structured approach to easily manage their workforce. They created the personnel management unit and tasked them with the administrative and legal duties. The team developed employee welfare and ensured that the company complied with labor laws and regulations. The Human Relations era presented the “people-centric” approach and allowed for better communication between employees and managers. They also conveyed the idea of training and development programs. Strategic Human Resources Management (SHRM) came when companies discovered that human capital was crucial to their growth. The SHRM focused on developing HR practices that are aligned with the organization’s strategy. They started to execute talent acquisition and management programs as well as develop strategies that ensure long-term success. Lastly, the globalization of HRM allows for understanding culture differences and aligning HR policies and practices to fit a diverse workforce. It also places emphasis on the compliance of local labor laws in different countries. Why is HR becoming more people-centric? A people-centric HR department is concerned about the well-being of employees. It creates policies and practices that enhance motivation, engagement. and fulfillment. This allows employees to communicate with the company and understand that their efforts are valuable and appreciated. There are several benefits of adopting a people-centric culture. It would be easier for employees to engage with one another and share their opinions with the company. It helps to retain more employees, boost productivity, and also attract talented or skilled individuals to the company. How can technology improve the employee experience? HR systems help to eliminate the need for repetitive tasks and endless paperwork. They allow companies to keep accurate employee records and automate HR processes. HR departments need software and tools to manage recruitment and training, evaluate performance, track employee benefits, etc. Some technologies include talent management software, employee experience platform, learning management system, payroll management systems, etc. Employee experience software is one example and can help to improve the overall employee experience in a company. It can be used to manage business-to-employee (B2E) relationships and provide employee support or self-service. Such platforms can collect data on employee experiences to monitor HR performance and identify the areas to improve. The features include an omnichannel ticketing system, AI bots, knowledgebase, integrations, intelligent workflows, etc. How HR can build an employee-centric HR model and organizational culture. Human Resources needs to be people-centric and treat employees in the most humane way possible. They should realize that employees come from different backgrounds, require diverse resources and are motivated differently. An HR department that cares about employees will be able to encourage more effort and achieve company goals easily. Below are some ways to create an employee-centric HR: Revising HR policies. When creating HR policies, you need to consider the physical, mental, emotional, and financial well-being of employees. A great work-life balance is also needed to boost productivity, efficiency, and engagement. Implementing a diversity, equity and inclusion (DEI) program. HR policies and programs should represent the diverse needs of employees from different nationalities and educational backgrounds. It needs to develop a sense of belonging, foster a growth mindset and allow for smooth collaboration between different types of employees. Training executive leadership and middle management Leaders should learn to prioritize good communication and good behaviors in the workplace. They should be more empathetic towards employees, provide guidance where necessary and build good relationships with employees. Putting the right platforms, systems and processes in place that will support a positive employee experience. HR can become people-centric with the help of tools such as employee experience management software. They can train and upskill employees, provide enough resources, and allow for more flexibility via remote or hybrid work. Extending the employee experience to temporary or contract employees. Staff leasing for business allows companies to outsource job roles to temporary/contract employees. This can be administrative tasks, customer service or technical duties. Many contract staff tend to feel left out so HR needs to ensure that they benefit from the employee experience. Using people analytics to improve The HR department should be willing to request employee feedback regularly. They can analyze employee data to measure employee satisfaction levels and adjust the HR strategies to continue improving the employee experience.  Conclusion The workplace is becoming more global and employees desire reasonable treatment and better experiences. The HR department has evolved from being transactional to people-centric and then became strategic and global. HR should use technology, training, and efficient practices to make the workplace more conducive for all employees. Source: https://gethppy.com/employeerecognition/why-is-hr-becoming-more-people-centric#google_vignette

According to research, the average American will spend one-third of their life at work. This equates to a grand total of 90,000 hours throughout their lifetime. Given this considerable time investment it only follows that their work environment should be a place where they feel comfortable and at home. Breaking up the stale monotony of uniform cubicles and standardized setups by introducing elements of personalization such as family photos or children’s paintings, can help to make the workplace a more inviting and enjoyable place for employees. This can lead to greater job satisfaction, higher levels of motivation, and ultimately, greater productivity. In this article, we will take a closer look at the value that personalization in the workplace can offer to employees and their organizations, by exploring its benefits in various aspects of the work realm. Increases Comfort and Productivity Several factors can affect productivity in the workplace . Being in an environment that is free from distractions and offers a conducive setting from which to work is essential. Another important element that influences productivity at work is comfort. The connection between productivity and comfort has been established with studies such as this one supporting the claim that office comfort can affect productivity. Comfort can be achieved in tangible ways such as the provision of ergonomic furniture tailored to meet the needs of certain employees or personal touches that make the working day a more enjoyable experience. This might include personal effects such as indoor plants to introduce an element of nature to a workstation and relieve stress or decorative features like artwork to inspire creativity and engender an overall feeling of comfort and well-being at work. Engenders a Sense of Belonging Many employers today understand the value of creating an office environment that feels welcoming and collaborative for staff members. This trend has been highlighted in a case study published by the Harvard Business Review , which reports many large employers including Google, Microsoft, IBM and Facebook are investing millions of dollars in redesigning their workspaces by replacing sterile cubicles and standard private offices with larger open-plan spaces. By encouraging their employees to personalize their workplaces with personal artifacts such as colorful drawings, pictures, and other decorative elements, many of the employers found it helped to foster a greater sense of belonging and place identity. Organizations can follow this lead by providing their employees with customized design features to personalize their workspace such as kiss cut stickers or customizable desk accessories. In doing so, employers can help to foster a greater sense of cohesion and belonging within their organizations which can improve team dynamics and interpersonal relationships. Enhances Well-Being The relationship one has with their work environment can have a significant bearing on their mental and emotional well-being. Several studies have been conducted in this area highlighting the effect that different office layouts can have on employee well-being and performance. One study published in the Journal of Environmental Psychology examined the relationship between architectural privacy and emotional exhaustion in the workplace. The results found that employees who perceived their work environments to be low on privacy experienced higher levels of emotional exhaustion, compared to employees working in more private settings such as those with opaque or enclosed walls and doors. Interestingly, the study revealed that personalization of their workspace acted as a moderator for employees, helping to mitigate the negative effects of low levels of experienced privacy on emotional exhaustion. It was noted that personal effects such as children’s artwork, photos, posters and comic strips can help to create a workspace that can contribute to an employee’s positive cognitive and affective states. This enables them to feel a greater sense of control and ownership over their workspace, helping to counter the adverse effects of a lack of privacy. Personalization can be particularly beneficial for helping employees in open-plan spaces to feel a greater sense of mental and emotional wellbeing at work. Encourages Self-Expression Most standardized office templates can leave much to the imagination. Allowing employees to curate a workstation that fosters self-expression and individuality can inspire them to be more creative and innovative at work. When employees are encouraged to express themselves and their personalities in this way, their employers can also foster a more inclusive work space that recognizes and celebrates each employee’s unique interests and background, helping to create a more supportive and collaborative work culture. Whether it’s adding vibrant artwork to their walls, placing personal mementos on their work stations or rearranging furniture to suit their workflow, personalization can encourage employees to feel more relaxed in their office environment, allowing them to be their true selves and contribute to their roles in a more authentic and valued way. With benefits ranging from increased productivity to a greater sense of belonging and emotional wellbeing, the value of personalization extends far beyond the satisfaction it offers to its employees, bringing a number of rewards to the organization as a whole.  Source: https://gethppy.com/employeerecognition/the-value-of-personalization-within-the-workplace

Use these tips to foster fruitful relationships with recruiters and land your next job. When you're searching for a new job, working with a skilled recruiter can make all the difference. A recruiter helps open doors to your dream company, provides input on your marketing materials, and coaches you on what works and doesn't work during interviews for a specific client — all things that can be extremely valuable during your job search. Below, we cover tips for working with recruiters, including what to do and what not to do. Tips for Working with Recruiters to find a job As you navigate how to work with a recruiter to find a job,you may seek out a recruiter yourself, or a recruiter may seek you out if you seem like a fit for one of their job openings. No matter how you end up working with a recruiter, the following tips are intended to guide you on how to foster a positive relationship and get the most out of your partnership when working with recruiters. 1. Know your goals Before you begin working with recruiters, it's a good idea to consider your career goals. What is your niche? What type of company culture is a good fit for you? What is your dream position? What companies would you love to work for? Answering these questions will help you secure the right recruiter for your career path. Also, the clearer you are, the easier it will be for a recruiter to identify the right job fit for you. 2. Keep your resume current Most recruiters will want to see your resume before meeting with you. Be proactive and make sure your resume is up to date before contacting and working with recruiters. Consider investing in a professional resume-writing service, like TopResume , to ensure you have an optimized and marketable resume that will truly sell you. 3. Interview recruiters You'll divulge lots of information about your work history and job goals to recruiters along the way. It's important that you trust those you're working with and are able to get along with them. Before working with recruiters, take the time to interview and get to know them to ensure you feel good about working with them. If you have any hesitation, get clear on why, as it might be an indication you should move on and keep looking. 4. Be courteous and respectful Like anyone, recruiters want to work with people they like. Treat them with respect and be polite when interacting with them. Also, keep in mind that recruiters have full calendars because they are helping many people like you land jobs. Be respectful of their time by keeping communications brief and to the point, and don't inundate them with phone calls and emails. Expert tip: Talk with recruiters the same way you would a hiring manager. Your communication with your recruiter is an indication of how you will represent yourself to a hiring manager, and you want that impression to be positive and professional. 5. Follow through with commitments When working with recruiters, the recruiter needs to be able to trust your word and commitment to show up. If a recruiter has scheduled an interview or meeting for you and you've agreed to attend, follow through. It reflects poorly not only on yourself but also on the recruiter if you don't. 6. Trust recruiters to do their job In most cases, recruiters have the expertise and knowledge to help you navigate your job search. They also have a relationship with the client and understand the client's needs. They know what they're talking about, so give them your trust that they will guide you in the right direction. 7. Help recruiters help you You will be sharing a lot of job-related information with recruiters, so don't hold back. Openly share pertinent information with them, even if you think it's something you need to hide. For example, if you've held several positions in a short period of time or have gaps in employment, it can be helpful if you equip the recruiter with information as to why. That way, he or she knows how to best represent you to employers. Casie Luke , Houston-based recruitment and talent acquisition expert who's been working in the field for over a decade, shares: "Lots of movement in your career is okay. Just tell recruiters up front so they know how to market your background and job changes to their clients. If you have had three jobs in five years, most employers aren't going to be excited about it. However, if you can say the first company went out of business and the second was over an hour each way for commuting — those are good reasons to be looking for a new job and help to validate why you've moved around a lot." 8. Be open about working with other recruiters How honest can you be with a recruiter? When it comes to your job search, be as honest as possible. Recruiters appreciate honesty on all fronts, from your work experience to whether or not you are working with other recruiters. They understand that you're in the market to get a job and that you'll likely have eggs in various baskets. Casie Luke also states: "There is nothing worse than a recruiter getting to the final stages of a job search to find out that they will not be reaping any rewards for the sweat they have put in for you. Make sure you tell the recruiter all of the places that you have already applied so they don't double-dip or waste effort." Recruiters will respect you for your honesty. It's also a small world out there, and you don't want to leave a bad taste in anyone's mouth by withholding the truth. 9. Tailor your communications Effective communication goes both ways when you're working with recruiters. Ask your recruiter what his or her preferred method of communication is, be it text, email, or phone calls. If their preferred method doesn't line up with yours, then share what your preferred communication is, and work together to come up with the best way to correspond so neither of you misses each other's messages. 10. Ask for constructive criticism Be open to receiving constructive criticism to help you improve your marketing materials and interviewing process. If the recruiter doesn't offer constructive criticism voluntarily, ask for feedback. This can only help you improve your chances. 11. Help recruiters find you online and offline Many recruiters prefer to find you versus you coming to them. Make it easy for recruiters to find you online by having a current LinkedIn profile, writing professional articles for publications in your field, creating a professional blog, or getting involved in online communities like Quora. Offline, being active in your community, attending networking events, and teaching courses are viable ways to get noticed by recruiters. 12. Track your submissions Many don't think of this when working with recruiters, but it's wise to keep a book or list of your job submissions. It can be frustrating for both you and recruiters if you receive a call about a position and you're clueless as to which position is being referenced. 13. Offer up referrals Businesses thrive on referrals, and external recruiters operate very much like a business. Offering qualified referrals to a recruiter will put you in their good graces and at the top of their list for future job openings for which you are qualified. TopResume's Career Advice Expert, Amanda Augustine , shares that even when a recruiter calls you about a position you're not interested in, you can still put a positive spin on the situation. She offers the following advice to her clients: "When a recruiter contacts you with a job that isn't a fit for or of interest to you, thank the recruiter for reaching out, explain the type of job you are interested in, and then offer to put the recruiter in touch with someone from your network who would be a better fit for their current open requisition." 14. Don't burn bridges Let's say you come across a recruiter that's not your favorite, or you don't feel it's a great fit after you've started working with them. In that case, you can simply have a professional conversation with the recruiter to let them know you've found another recruiter to work with or see if there's some compromise that can be made to improve your working relationship.  Whatever you do, however, do not get nasty with them or post anything negative anywhere online. It's a small world, as they say, and word gets around. Other recruiters might hear about or see it and not want to work with you moving forward if you take such an approach. 15. Keep in touch even after you've landed a job In some cases, a recruiter can become a lifelong career advocate. You never know when you might be in search of a new job, so if you click with your recruiter, make an attempt to stay in touch with him or her for the long term. This can be as simple as an email every six months to remain on their radar. This also gives you an opportunity to offer up referrals and possibly help a colleague of yours out, as well. Recruiters are valuable resources It's a competitive job market out there, and working with recruiters can help you navigate it, from identifying employers and helping you prepare for the interview to negotiating salary . Put these tips to use to create a partnership that will help you land your next job. Source: https://www.topresume.com/career-advice/5-tips-for-effectively-working-with-a-recruiter