7 Ways to Transform the Working Day of Your Employees

7 Ways to Transform the Working Day of Your Employees Are you worried by your office environment? Maybe youre guilty of the dreaded zombie workforce syndrome?  Theres no denying that there is a direct link between employee satisfaction in the workplace and productivity levels. By making some small changes to your office environment your employees will be more content and as a result you can expect less clock watching and negativity! When you create an enjoyable  work  environment you can expect an engaged, productive bunch of employees and heres how: 1. Supply  breakfast One of the best changes you can make to a persons  daily routine is the introduction of a breakfast option in the workplace. Eating the right breakfast will ensure that people  have a steady  release of energy throughout the day. To support a breakfast culture you can create an allocated breakfast club time (starting before the official day start). This will make sure people are in and ready for their working day but it will also encourage people to sit down, have a proper breakfast together and socialise. Starting the day positively will have a great impact on peoples  attitude to the day! 2. Encourage exercise Exercise has been  scientifically proven to improve a persons state of mind which in turn will have a positive effect on their  concentration levels. The majority of  companies now operate with flexible working hours, so why not look at allowing employees flexible lunch hours (add an extra half an hour to their lunchtime allowance if they stay half an hour later). This means they will have enough time to go to the gym and have a quick desk lunch by going in an office group together you will also have some out of work team bonding which will help to strengthen office relationships. If these working arrangement arent feasible for your business perhaps you could look at supporting  a cycle to work scheme or putting table tennis in the office. Employees are  less likely to have a mid afternoon slump if they partake in some form of exercise! 3. Meditation Stress is a main culprit contributing to someone having a bad day. Some of the negative effects of stress include: Insomnia, which will contribute to a decrease in creativity and inspiration Relationships damaged by negativity Anxiety Lack of clarity. Meditation  is a great stress-buster which is why more and more companies are investing into mindfulness and meditation sessions as part of a wellness programme. Whether your organisation is made up of 20 or 2,000 staff there are many benefits associated with investing. Not only will you see an increase in employees general wellbeing but you should also expect to see an increase in their output (studies have attributed improved memory to the practise of mindfulness). 4. Provide flexible working arrangements Many companies now offer flexible working arrangements and its easy to see why! Countless  employees arrive at the office stressed after a hellish commute during peak hours which will have an impact on their work by allowing flexibility on start/finish times employees can dramatically cut down commute times and the stress associated with their travel. Equally as important, the flexibility to start earlier/later can dramatically reduce the cost of childcare for parents. Allow flexibility (where possible) and expect to see improved employee morale. 5. Keep your employees  hydrated For minimal associated cost you can purchase a water dispenser which requires  minimal effort to infuse with fresh fruit daily. Theres nothing like lemon infused water to encourage employees to drink more water! The benefit to you? A study conducted by the University of East London suggests that those who are properly hydrated are, on average 14% more productive! 6. Give the office a makeover By adding an office plant, not only are you improving the feng shui plants also absorb carbon dioxide and in turn release oxygen this will result in reduced air pollution and stress levels! A less commonly known fact about office plants is that they also absorb office noise. In a study conducted by Lohr in 2000 participants were found to be 12% more productive and less stressed compared to employees in an office with no plants. 7. Hold brainstorming meetings Ultimately employees will feel more content if they believe their opinion is valued in an organisation. Give them the opportunity to have an input to the way their organisation is run by holding a quick 15-20 minute monthly brainstorm. In the session ask them for their honest feedback what they would like to stop, start and continue doing and follow through with actions (where possible). By allowing employees to set their own incentives you will ensure that you have a more engaged workforce if some people dont feel comfortable openly contributing you can always add an anonymous box where employees jot down things confidentially for you to review. Theres no denying that a happy workplace will positively impact your companys output with  a productive workforce. When you consider the cost of attrition and retention issues for a business, it makes complete sense to invest in these areas. Not only will you find yourself spending less on hiring new staff but you will also become a workplace of choice with a happy workforce culture which, in turn will result in the attraction of higher quality candidates to your business too!

How Can You Spot the Signs of an Employee Experiencing Poor Mental Health

How Can You Spot the Signs of an Employee Experiencing Poor Mental Health Unlike physical health, spotting the signs of someone suffering from mental health isnt always that easy. You may have an employee that may be quieter than usual or not interacting with the rest of the team as they used to and while it might seem out of character there could be showing the first signs of being mentally unwell. This week our experts tell you what the biggest signs are and what you should do when you recognise one of your employees isnt doing so well with their mental health Nick Patel It is often difficult to identify an individual who has a mental illness.   This is often because the stigma associated with having a mental disorder results in employees not being open about discussing it.   The best way for employers to identify employees needing mental health assistance is by creating a culture where it is ok to discuss mental health and by training leadership.   Managers should be trained to promote discussions of mental health in the workplace and to recognize employees with mental illness. Nick Patel, CEO of Wellable. Renae Shaw Mental Health First Aiders (MHFA) offer some great advice on how to spot signs that someone might be suffering with mental health issues. Unfortunately, symptoms vary from person to person so it’s important to know your employee’s personality and habits well as this makes it easier to spot if something is out of the ordinary. Interestingly, some mental health problems can trigger physical symptoms such as frequent headaches, stomach upsets or being withdrawn. It can also cause erratic behaviour and difficulty remembering things. The most important thing is to take time to get to know your staff members well so that it is easier to spot atypical behaviour. At Search Laboratory, all our managerial staff are trained in Mental Health First Aid so they can identify symptoms quickly and can be the first to notice and help. Renae Shaw, Head of HR at Search Laboratory. Lee Keyes The most noticeable early signs will include stress reactions: “A stressful work environment can contribute to problems such as headache, stomachache, sleep disturbances, short temper and difficulty concentrating. Chronic stress can result in anxiety, insomnia, high blood pressure and a weakened immune system. It can also contribute to health conditions such as depression, obesity and heart disease. Compounding the problem, people who experience excessive stress often deal with it in unhealthy ways such as overeating, eating unhealthy foods, smoking cigarettes or abusing drugs and alcohol. . Dr. Lee Keyes, is a Psychologist and Emeritus Director at the University of Alabama. Emma Mamo It’s important to remember everyone’s experience of a mental health problem is different and there may be no outward sign. You should never make assumptions about people’s mental health but some changes to behaviour might include: Changes in people’s behaviour or mood or how they interact with colleagues Changes in their work output, motivation levels and focus Struggling to make decisions, get organised and find solutions to problems Appearing tired, anxious or withdrawn and losing interest in activities and tasks they previously enjoyed Changes in eating habits or appetite Increased smoking or drinking If you think an employee may be experiencing a mental health problem, take the lead and raise this with them. A good way to start is to just ask how they are doing Emma Mamo, Head of Workplace Wellbeing at Mind. Brendan Street Don’t set out to spot depression or anxiety in your employees, you need to keep vigilant for subtle changes in the way an employee is at work. For example, if an employee that was always punctual and smart, starts being late every day and appears dishevelled. Or a previously popular, relaxed and productive employee is less productive, slightly irritable and sits on their own at lunch. By looking for changes, not diagnoses, there’s less pressure you don’t have to be an expert about all types of mental illness. Once aware of a change book in time with the employee in a confidential space. Begin the conversation by letting the person know you have noticed they aren’t their usual self. Brendan Street, Professional Head of Emotional Wellbeing at Nuffield Health. Shona Davies The signs of mental ill health can vary greatly from one person to another so its very useful to know the employee in their usual self in order to spot changes in behaviour. Stress can lead some people to become quite aggressive whereas others may contract in on themselves. Its normal for people to experience some stress at work but if it becomes prolonged and/or the changes in behaviour persist, it may be worth taking the employee aside and asking them how theyre getting on. Shona Davies, Founder of Shona Davies Consulting. Chieu Cao Unlike when you’ve broken a leg, in which case you’re often given a clear diagnosis and an estimated road to recovery, from a mental illness perspective things aren’t always as easy. Spotting mental wellbeing issues that arise in the workplace is, in other words, the equivalent to treating an illness that varies drastically on a case-by-case basis. This means the detecting stage is very hard to do. However, creating an environment of psychological safety and taking the time to truly understand and learn how to read your employees will help to achieve this better.                       Chieu Cao, Co-Founder of Perkbox. Lucy Faulks There is no one sign that shows that people are struggling with their mental health and the signs can range from physical to behavioural. Common physical signs would be feeling excessively tired, weight loss or weight gain, an obvious lack of self-care, acting or moving lethargically. Behavioural signs to look out for include being agitated or irritable, experiencing mood swings, lacking motivation or being apathetic, being overly emotional or having a lack of emotion. Alcohol and substance misuse are also a common sign of mental ill health so its important to know the signs of these. Lucy Faulks, Co-founder of Elevate. Paula Whelan If you know your employees / team members well it is usually easy to spot when someone is going through a hard time, but there is no simple way of knowing if they have a mental health problem. In most instances you don’t need to know. It’s more important to respond sensitively to someone who seems to be having a difficult time than to find out whether or not they have a diagnosis. If you notice changes in behaviour, mood, performance or motivation; difficulty in making decisions or getting organised; or someone appearing tired, anxious or withdrawn and losing interest in activities and tasks they previously enjoyed these could indicate a mental health issue â€" however don’t make assumptions about their mental health. Paula Whelan, Head of Diversity Inclusion at Right Track Learning. Nicole Thurman I think it comes down to knowing your people. Employers can look for things like work decline, absenteeism and even slight changes in personality. If someone who is usually outgoing and talks a lot all of a sudden becomes very quiet, that could be an indicator. In my experience, and watching some of the professionals that I work with, its really just about asking questions, listening and making time for people. Nicole Thurman, Vice President, Talent Management at CHG Healthcare.

The Top FIVE Must Watch Videos For Your Career

The Top FIVE Must Watch Videos For Your Career One of the best compliments I ever received is when one of the members of the Get Ahead Club said that they were treating my interviews with career experts and ebooks as an actual class, even on top of the other classes she was already taking! So today you have Classy Career Girl homework and should treat this like a class as well.  I have been seeing some must watch videos for your career around the web that I wanted to share! Video 1: First Follower: Leadership Lessons From Dancing Guy Video 2: Sheryl Sandbergs TED Talk Video 3: The New Way To Work: Charlie Hoehn Video 4: Katie White: I Shouldnt Be Telling You This: Success Secrets Every Gutsy Girl Should Know   (Thanks for sharing this video with me CCG reader  Rebecca Ives Rubin! Video 5: Susan Cain: The Power of Introverts Honorable Mention: Drive: The Surprising Truth About What Motivates Us Thanks to Angeline at The New Professional for sharing this video with me!

Can You Have the Career of Your Dreams - Personal Branding Blog - Stand Out In Your Career

Can You Have the Career of Your Dreams - Personal Branding Blog - Stand Out In Your Career I have several quotations on the wall in my office that I point out to my clients. In my previous two posts I discussed these two: Life isnt about finding yourself. Life is about creating yourself. (George Bernard Shaw) and What would you do if you knew you could not fail? (Minister Robert S. Schuller) The gist of the first quote is that few people luckily fall into meaningful work and that you may need to reflect on your values and made conscious choices. The gist of the second quote is that most people sell themselves short trying to play it safe and that this has multiple pitfalls that you need to consider. In this third post in the series, I want to share with you a third quotation on my wall. It is: Whether you think you can, or you think you cant, youre right.   (Henry Ford) If you have (1) evaluated your career choices from the perspective of meaning and have identified something worth pursuing, then (2) evaluated the potential risk and reward which led you to seriously consider pursuing your dreams, do you (3) believe in yourself enough to take serious action toward achieving them? Without action, your dreams simply remain dreams. Self-actualization requires action! This third quotation strikes at the heart of every endeavor your level of belief or lack of belief which can determine whether or not you take meaningful action. This topic is the heart of the second chapter of my career book Fast Track Your Job Search (and Career!).  As I mention there, It is a fairly common that people’s beliefs about what they can and cannot accomplish limit their ability to achieve the career happiness and financial success they desire. To paraphrase a Yogi Berra saying, career success is 90% mental and the other half is all in your head. Your beliefs affect what you will or wont do. They also affect how you present yourself, which critical to presenting yourself in the proper way to people who have the power to help you such as potential employers or investors. Having a vision isnt enough. You have to believe from the depths of yourself that you can accomplish what you desire. If you arent there yet, you can work on building your confidence in yourself and in your vision. I hope you do!

Writing Down Interests in Your Resume

Writing Down Interests in Your ResumeWriting down your interests in your resume is one of the best ways to emphasize them. A great number of job hunters skim through their resumes and drop the highlights. This causes a dilemma as you would not want to come across as a soulless candidate who is not focused on a particular career path.You should keep in mind that there are plenty of job hunting opportunities out there. The reason for this is because there are more people now with less money than there was earlier. To get a good job, you have to know where to go for help. Here are some of the things that you can include in your resume.First, you should give a lot of importance to community service. This might seem like a no-brainer, but it is often ignored by recruiters. Yet, what you get when you add this is a list of skills and experiences that is a good match for your resume. You do not have to volunteer your time with charities. You can search online and see what companies need, or hire a job placement agency that offers free services.Second, you should put a very important list in your resume. This should be very short, because you can easily forget it later. If you have a specific field of interest, write it down. This should be from your most recent years of education to your first two years in college.Your personal statement should be a brief, lucid reflection of yourself. It should go beyond your academic achievements and include skills that reflect a basis for your talents. You could highlight your creativity and your contributions to your communities.Your two-page personal statement should be short, concise and to the point. Itshould also have an opening that has the recruiter speechless. Remember that this is his or her first introduction to you, so they are most likely very eager to hear more about you.Be sure to keep your accent off your resume. Instead, make use of a regional accent. People love a woman with a Yankee accent, but they are less likely to hire a Bostonian. Try to give them the impression that you are indeed from a specific area.Skills are key in the interview process. They could be discussed in an extended manner and may be confirmed during the interview. Your resume is the only way you can convey how you can enhance the skills of the company you are applying for.

5 Job Interview Tips for Todays Job Market - CareerAlley

5 Job Interview Tips for Today’s Job Market - CareerAlley We may receive compensation when you click on links to products from our partners. Millions saw the apple fall, but Newton was the one who asked why. Bernard Baruch If you havent looked for a job in awhile, you may be surprised at what you experience once you get a foot in the door. Getting that initial access is the toughest task most applicants face; these days at many companies computers do an initial scan on incoming resumes. How to get your piece of paper past that scanner is another issue entirely, one that deserves some time and attention. But for the moment, were going to assume that your resume passed inspection and youre in the door for an interview. A couple of these suggestions are old news but worthy of reinforcement. The others are oriented to HR practices in use today that werent so common twenty years ago. Practice: You dont know exactly what questions youll get but there are some that you can expect in some form; for those questions its worth preparing an answer and actually practicing it. Repeating your answer into the mirror and perhaps even timing it. Why do you want to work for this company? That question is inevitable and its one that youre likely to trip over if youre not prepared. Theres no right answer but a disorganized, halting response is the wrong answer. Practicing also helps with the interview jitters; once you roll out a couple of prepared responses youll be much more at ease. Brevity: Few people understand the power of brevity. A concise answer has much more power than an overly detailed response. How often do you see a politician interviewed on TV with his response cut short by a newsroom editor? Even though an interview is for the purpose of conveying information about yourself, its important that the person(s) across the table hear what you have to say. An answer that isnt structured and focused and that goes on too long wont be heard. Research: Its obvious that you need to be familiar with the company that is interviewing you to a point. In doing your research on your prospective employer look for macro facts and dont worry about the minutiae. You want nuggets that can reinforce your desire to work there: how a company differs from competitors, the growth curve over last five years, or perhaps some laudatory point about a successful product. You wont be able to throw more than two or three one-paragraph observations out about this company, so make them large in scope. HR by Committee: It has become common practice for corporations to interview a candidate more than once and to do so with many participants. Often the initial interview will be with two or three HR professionals and the next one will be with a group of individuals with whom you would be working. Interviewing with a committee is an entirely different dynamic than a one-to-one discussion. Somebody at the table is going to be unhappy about being dragged into the process; you should try to find some commonality with that person. Once youve sorted out the professional roles for each member of the committee it doesnt hurt to direct a knowledgeable question at one individual in order to get a dialogue going. Prepare for the Unprepared: Even in large corporations, once you get by the first layer of HR discussions you may well encounter an interviewer who doesnt know how to conduct an interview. Theres an art to employment interviews and often people drawn into the process arent familiar with it. The last thing you want in that room is silence, so be prepared to drive the interview yourself if necessary. The way to do that is to ask the questions yourself; give the interviewer a chance to talk about something he or she is familiar with. Once you have established a level of comfort for that person you can begin to work in highlights of your education or experience that you want them to remember. Bob Hartzell writes for a number of websites on education, employment, and graduate degree programs, usually with a focus on the tectonic shifts occurring in the economy and todays job market. This is a Guest post. If you would like to submit a guest post to CareerAlley, please follow these guest post guidelines. Good luck in your search. Visit me on Facebook

KEY PERSON OF INFLUENCE interview - Jane Jackson Career

KEY PERSON OF INFLUENCE interview - Jane Jackson Career Jane Jackson awarded the Key Person of Influence Profile Award by Glen Carlson, CEO, KPIAs a result of being awarded the Key Person of Influence Profile Award, I was fortunate to recently be interviewed by Leonie Prendeville from Key Person of Influence on how I build my online brand and profile.   In particular we discussed how LinkedIn is a powerful professional social media networking site that links professionals together for business and for career progression.   LinkedIn is no longer simply a networking site for job seekers, its reach has transcended the job search and its become a vehicle with global reach for entrepreneurs, small business owners and also for global organisations to position their brand!Read the full article here:KPI INTERVIEW WITH JANE JACKSONhttp://www.keypersonofinfluence.com/kpi-interview-reach-thousands-with-your-content-write-headlines-that-get-clicks-create-a-stand-out-linkedin-profile/