The recent reports of workplace harassment, especially in the tech industry, are nothing short of appalling.  Some of the biggest tech companies in the world, from Uber to Squarespace, have found themselves at the centre of harassment scandals as more and more people come forward to unveil their traumatic experiences. With a shocking 60% of surveyed women working in tech in Silicon Valley saying they have been subject to unwanted sexual advances, the time for action is long overdue.
 
Let’s be clear, harassment comes in many forms – be it sexual or otherwise – and it is certainly not confined to the tech industry. While the Employment Equality Acts are in place to ensure all employers are obligated to prevent harassment in the workplace, more can be done when it comes to developing a workplace environment that stamps out harassment of all kinds.
 
Being the go-to department for dealing with harassment in the workplace, HR is crucially placed to help companies knock both harassment, and bullying, on the head. Of course there are many ways to tackle this issue – from having harassment policies in place to disciplinary action, however, there’s one aspect of business which is becoming increasingly important when dealing with harassment in the workplace: company culture.
 
So, here are 4 ways in which organisations and HR professionals can promote and uphold a strong company culture that is open, fair, and fosters the necessary conditions to help prevent harassment in the workplace.  

1. Ensure Voices are Heard

Speaking out is often one of the hardest things to do for victims of harassment of any kind. Organisations simply must create a company culture where speaking out about problems or issues, no matter how big or small, is the norm. This relies on HR professionals ensuring that all employees are encouraged to speak their minds and are not afraid to express how they feel.
 
Importantly, what may seem like a small issue to one member of staff may not be for another. It is vital that HR departments realise this to ensure that harassment in all forms is being prevented. Giving employees both the confidence and the platform to talk about issues affecting them at work creates a company culture that promotes fairness and equality. When employees know they have a voice and are being listened to, it’s more likely for them to find the strength to come forward - in turn creating an invaluable company ethos and team spirit.

2. Clear the Grey Areas
 
When it comes to identifying and stopping workplace harassment it is very important that a company, as far as possible, sets out policies that are void of grey areas. This means generating a culture that is always open and crystal clear with what is, and is not, tolerated in the workplace. In turn, each and every employee must know the boundaries which cannot be crossed. One person’s joke may be another person’s insult – HR professionals must always keep this in mind and treat every issue of harassment with the seriousness it deserves. In a nutshell, the clearer an organisations policy is, the less likelihood of grey areas.

3. Keep Check on Positions of Power

Unfortunately, abuses of power are often the cause of workplace harassment. It is vitally important, therefore, that HR professionals make sure to treat all members of staff on a level playing field when it comes to dealing with issues of harassment. Remember, there is a vast array of different types of harassment, which may be hard to detect. For example, not giving someone a promotion due to their age, gender or race, is a form of harassment that HR professionals may not spot at first. So, it is astutely important to keep an eye on the inner goings on of the office, especially the power dynamics, to prevent all forms of harassment. Creating a company culture that bases its management system on respect and fairness throughout its ranks will go a long way to helping stop workplace harassment.
 
4. Promote Diversity
 
Last, but by no means least, harnessing a company culture that both promotes and champions diversity is key to preventing workplace harassment. As businesses diversify more and more, drawing in talent from all over the world has become an essential way for organisations to increase talent acquisition, productivity and profitability. After all, it is only through a diverse workforce that businesses can have a fair, well-measured opinion on the requirements of its customers. Of course, HR professionals need to be aware that a melting pot of cultures and opinions can lead to more workplace clashes and managing this is a crucial aspect of HR nowadays.

Clearly, company culture is not a silver bullet for dealing with workplace harassment. However, upholding a strong company culture that encourages employees to speak up and promotes diversity can go a long way when it comes to tackling workplace harassment. Businesses striving to create the most open, fair and value driven processes they can is no longer an option - it’s a necessity.
 
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Everyone loves job perks. From flexible working hours to bring your dog to the office day, to free lunches, there are a whole host of incentives employers can offer their employees. Not only do incentives increase employee engagement and satisfaction, they are vital when it comes to promoting a creative and open company culture.
 
That being said, with so many different companies offering up a wide range of perks, it’s hard to know what to roll out to employees that’s both different and genuinely beneficial.  Of course, there are the old classics – commission, bonuses and flexible work arrangements. However, while these incentives are always welcomed, nowadays, more and more employers are looking past financial perks and coming up with more innovative, personal and carefully thought-out ways to encourage and reward their staff. 

So, here are 5 original ways to incentivise employees that you may not have thought of before:

1. Reward Wellbeing

Providing free or discounted gym memberships for employees is becoming more and more popular, especially as companies realise that a healthy workforce is likely to be a happier workforce. However, some companies are going a step further when it comes to rewarding wellbeing.  Online mattress maker, Casper, actually pays employees 2 US dollars a night for getting a good sleep – which is tracked by a fitness app called IncentFit. While this may seem over the top, there’s no arguing the need to be well rested in order to improve productivity.

In addition, there are a number of organisations, Casper included, which actively pay employees to exercise. While the monthly pay for exercise at Casper is capped at $130, this is nevertheless a great way to incentivise staff to get fit. Tech giants, Microsoft, have a similar set up - offering employees money to spend on fitness related activities. Who knew it could pay to burn calories?
 
2. Think of the Foodies

On the other hand, if exercise doesn’t incentivise staff, food will. When it comes to food perks, employers can put on quite a spread. Companies are offering free lunches, healthy breakfasts and fresh fruit all day every day – not only helping employees bond, but also ensuring they enjoy a healthy, balanced diet whilst in work. Of course, there are ways to get inventive with food incentives. Brunch on a Friday, a buffet to cure the Monday blues, or as Online Media Company, Thrillist, does, offer up an extravagant breakfast when a big deal is closed – there’s no limit to what companies can serve up. Now there’s some food for thought.

 3. Paid Birthday Holiday and Unlimited Annual Leave
 
Nothing says a company appreciates you quite like giving you your birthday off – especially when it’s paid! While it’s only one extra day of holiday a year, workers appreciate being given time off on special days to spend with family and friends. Believe it or not, there are in fact some companies - Netflix and Linkedin for example - who offer unlimited annual leave. Having a policy like this allows workers extended time to travel overseas or spend time with their families at particularly important moments and can be a very attractive proposition for those seeking a better work/life balance. Of course, employees must ensure that the work is covered while they are gone. It’s also equally important to make sure what you are offering is available to everyone to avoid facing a backlash from employees who feel they are discriminated against with regard to incentives.

4. In Office Yoga and Massages

Everbright, the event management company, believes that people who are working non-stop aren’t good employees as their productivity levels sink if they are over worked. So, to combat this, some companies encourage employees to take 40 minutes out of their working day for in office yoga, or a massage. A nice idea, especially if you have been sitting at a desk all day.

5. Free Beer
 
Yes, you read that right. Some companies actually offer free beer to their employees. Obviously, this takes a great deal of trust between employee and employer, but if managed correctly, it can be a nice perk – especially at 5pm on a Friday afternoon. Of course, it doesn’t have to be beer - staff could be offered smoothies or milkshakes to give them an extra boost throughout the day.

It goes without saying that not all of these perks are suitable for every organisation. Equally, original, innovative perks shouldn’t be limited to start ups or tech companies. The key is to get a feel for your workforce and offer what’s right for them.

There’s no doubt that original incentives are a great way for an organisation to stand out from the crowd. Not only do they get people talking, if they are well thought out, they have the potential to attract employees that are a great cultural fit for the organisation. However, always remember that when it comes to building a strong company culture, incentives and perks aren’t everything. Creating a meaningful culture that resonates with your employees and has the core values of the business at its centre is essential and will ultimately attract, and retain, talent much more effectively than a free lunch.

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Flexible working hours are all the rage. Nowadays, perhaps more than ever, workers are constantly trying to juggle work/life commitments. Offering flexible working hours is one of the most effective ways to help employees enjoy a healthy work/life balance. Both employers and employees are benefiting more and more from flexible working arrangements, which can increase productivity, promote happiness in the workplace and generate a strong company culture.
 
As work becomes more feasible from a laptop or tablet and many employees, especially millennials, prefer being given the choice to work remotely, it is becoming increasingly more popular, sensible and beneficial for employees to offer flexible work arrangements. Currently, however, there is no Irish law in place in that allows all employees to apply for flexible working arrangements, unlike in the UK. Instead, here in Ireland, flexible working hours are at the discretion of the employer.
 
A few years back I wrote an article offering up 5 points to consider regarding introducing flexible work arrangements. Since then, many more people have either opted for, or are considering, flexible working arrangements and the number is only rising.  So, it’s time to revisit this hot topic and shed some light on the types of arrangements employers and employees might wish to consider.

What are the Options?

There is a whole host of ways employers can offer flexible work arrangements. The key is to choose the policy, or indeed policies, which best suit your organisation and its needs. Here are a few of the most common arrangements companies may choose to offer:


Flexitime: Flexitime allows workers to work when they want, so long as they complete the total number of hours they have agreed to. In other words, instead of working a regular 9am - 5pm, employees may want to work 8am-4pm or 10am - 6pm to allow them to better manage other commitments. From an employer’s point of view it’s like saying, “I don’t mind when you do the work, as long as it’s done.”

Compressed Hours: Slightly similar to flexitime, however under a compressed hours arrangement, employees are likely to work longer days in order to make up the hours to take one day a week off. Again, as long as the agreed hours are completed, employers are happy.

Job Share:  Job sharing is perfect for those people who wish to cut down their hours and become part time workers. Of course, it relies on finding someone else in your organisation who wishes to do the same thing and communication between the two parties is essential to ensure workers are on the same page and tasks are not being done twice.
 
Contracted Home Hours: This is becoming more and more popular, especially for those people with young families. Working from home allows employees to avoid potentially costly commutes, and with personal laptops being used more and more for work, there’s no reason why contracted home hours can’t work for those who desire it.
 
The Super Flexible: This arrangement, although perhaps the least common, is definitely worth mentioning. Some organisations, particularly start-ups, operate a very flexible arrangement with their employees wherein they can work from anywhere, at anytime. Again, there must be a commitment to the number of hours completed and strict deadlines should be in place to ensure work is completed on time.
 
One final point for employers to note is, whatever arrangement, or arrangements you opt for, make sure it’s available to all employees. Do not give preferential treatment to one employee over the other, unless there are extenuating circumstances, as this can create an imbalance in the workforce and leave some employees feeling dejected. Importantly, flexible working hours are not for every organisation, nor are they for every employee, so consider carefully what’s right for you and your company.
 
The fact of the matter is that everyone works differently. Some people prefer to be in an office environment, bouncing off other employees, others prefer to work late in the evening from the quiet of their own home. Finding out what suits your employees best and gives the best results for your business is a tricky, but worthwhile task.
 
At the end of the day, when it comes to flexible working arrangements, it all comes down to trust. Employers need to trust their employees to get the work done effectively and to the best of their ability, regardless of the arrangement they have.

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It’s one thing being intellectually smart, but are you emotionally smart? This is the big question businesses need to get to grips with when both hiring and training employees. Compassion, empathy, understanding and interpersonal skills – these are just some of the attributes that make up emotional intelligence, or EQ as it is also known. Ensuring that workers have a high level of EQ is vital, not only when it comes to internally managing employees, but also for creating an open and fair company culture, encouraging teamwork and attracting top talent.
 
More and more, companies are appreciating the value and necessity of EQ when it comes to running a productive and effective business. The fact of the matter is that when workers have a high level of EQ, productivity is heightened, teams gel together more efficiently and company leadership is more effective.
 
That being said, EQ can be tough to teach, propagate and promote. So, here are 4 tips for HR professionals to encourage emotional intelligence in business:
 
1. Use Your Head in the Hiring Process
 
According to one study entitled, The Emotional Intelligence of HR, only 30% of companies look for emotional intelligence during the hiring process. Clearly, this needs to change. Looking out for prospective employees who are able to express their feelings accurately and coherently, and are both compassionate and understanding, will ultimately mean they contribute more to your business.

Of course, intuitively spotting candidates with high emotional intelligence isn’t the only way to ensure businesses find employees with great EQ. Companies can always test EQ through performance testing or surveys– however, be warned, results are not always totally accurate and may not correlate to the real working environment.

2. Train Staff and HR Professionals in Emotional intelligence 
 
When it comes to businesses offering training in EQ, there are two main areas which need to be focused on. Firstly, as they are central to hiring, businesses must make sure that their HR Professionals are well versed in EQ. Of course, spotting emotional intelligence in the hiring process requires a high level of emotional intelligence in itself. While HR professionals should have experience in putting people first and therefore have a high EQ, this is not always the case. Businesses should ensure all of their HR staff are on the same page when it comes to emotional intelligence and what to look for in prospective employees.
 
Secondly, workshops, conferences and training days can be effective ways to train current employees in EQ and highlight the importance of emotional intelligence when it comes to controlling emotions in the work place and understanding the needs of the customer.  Crucially, employee training in EQ should be offered to all levels of a company, including senior management, and training could even be considered in the orientation process for new employees.
 
 3. Understand that EQ is integral to Company Culture, and Vice-Versa
 
Company culture and EQ are inextricably linked. Having employees with a high level of EQ is more likely to generate a strong company culture that promotes fairness, compassion and openness. Equally, a business with EQ training in place and consisting of employees who have a high level of EQ will generate a company culture that is more perceptive, understanding and welcoming. Therefore, if harnessing a strong company culture is a central role of HR, so too is encouraging emotional intelligence amongst employees at all levels. As I have said before, people are at the heart of HR – after all, it’s called ‘Human’ Resources for a reason.
 
4. Realise that EQ is About More than Just ‘Soft Skills’
 
Compassion, empathy, and understanding: these ‘skills’ may seem a little abstract and intangible. However, the reality is that these traits are absolutely essential for dealing with some of the most sensitive areas of business. When it comes to day-to-day HR tasks from managing redundancies, taking disciplinary action or tackling workplace discrimination for example, a high level of EQ is indispensable.
 
Emotional intelligence isn’t just about interpersonal skills and having a good connection with workers – it’s also involves making tough, sensitive decisions in the correct manner. In a nutshell, soft skills are often required to manage hard issues.
 
So, a good worker is intellectually smart, but a great worker has the brains and the emotional intelligence to go with it. As one HR professional put it, sometimes knowing when to ask a question is more important than what you’re asking. Of course, not everything in business revolves around emotional intelligence, however at a time when teamwork, listening and understanding consumer needs is more important than ever, it is vital not to underestimate the value of emotional intelligence.

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