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Boosting Employee Productivity At Home

13/11/2020

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As a second Coronavirus wave hits parts of Europe, including Ireland, many workers are being sent back home to work within Lockdown 2.0. Despite operations continuing throughout the original lockdown, many employers may fear a drop in productivity as employees feel de-motivated due to the professional or personal circumstances and working within their home setting where they may be distracted by childcare, caring or other personal duties. But this isn’t always the case – in fact, at the height of the first lockdown, 44% of Irish professionals were found to be putting in longer hours while working from home.
 
Let us explore how the employer can boost productivity through HR initiatives like virtual workshops, meetings and training, as well as pitfalls employers can fall into when working with their staff remotely.
 
The Danger of WFH Demotivation
 
From the financial burdens to operational restrictions, business owners have faced a torrential storm has they face down Coronavirus and its impact on their business. But Ireland’s businesses are in danger of forgetting about a potential HR danger that they face – demotivation.
 
Yes, the first lockdown was a novelty, especially for those workers who had never worked from home before. Whether it was swapping out the usual mundane 11am tea break for a half hour Pilates class or avoiding the stressful daily commute, working from home was something different for many of Ireland’s workers for the first few weeks.
 
However, as reality began to set in, more and more of your workers craved returning to work. Fast forward the Summer and we are back into lockdown and back to the issues we had before. The novelty has well and truly worn off and your staff are being to suffer from a lack of motivation. As dark nights creep in and the colder weather begins to bite, your staff may not be feeling as positive as the first time around.
 
But what is so dangerous about this? If your staff are feeling demotivated, this can lead to further mental or physical wellbeing issues down the road. No matter what this issue may be, this could have an impact on business performance and operations as staff struggle to motivate themselves for yet another working day spent in the loneliness of lockdown. But what can you do about it?
 
Zoom Calls… But Not Too Many!
 
A staple of the first lockdown, zoom or Microsoft teams calls are now a stalwart in business communication. It is important to remember to seek balance – your workers may be feeling lonely and zoom calls can help ease this, providing a social aspect to work. However, there is such a thing as too many zoom calls to the point that your staff may feel that you lack trust in their ability to work with discipline at home. Another pitfall of too many zoom calls is that they can actually affect productivity – with so many calls, your staff may find it harder to focus on their work, especially if calls run on. Not only may their work be delayed but they may also struggle to finish their working day on time, leading to stress and pressures at home, especially if they are working parents or have other care commitments.
 
Strike a balance and zoom calls can really help your staff to stay as connected as possible during this second lockdown.
 
Virtual Workshops
 
Round your HR team up and get a workshop programme up and running for the duration of this second lockdown. Whether this is an office book club, HIIT or weight class or virtual industry conference, having in place a number of workshops can help break up your staff’s working week with useful things that will be of interest to them.
 
By offering a variety of workshops, your business can demonstrate your care for your staff’s development and wellbeing despite Covid-19 and provide them an opportunity to invest in themselves. There is no better way to boost productivity than showcasing how much your value your employees!
 
Official Training Courses
 
Whilst this may not suit all employees due to other commitments at home, if you can financially afford it, investing in official training courses that your staff can complete virtually is a great investment for your business and for their professional development.
 
Since the first lockdown, many industry bodies and colleges have begun to offer more courses online. Utilise your HR team to ask your colleagues what training courses they would like to complete or what could benefit them in their job roles and get a training programme in place.
 
Not only will training demonstrate your willingness to invest in your workforce, but by learning new skills and providing online interaction, your staff can stay motivated despite a winter Lockdown.


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Employee Rewards Post-Lockdown

10/8/2020

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Let’s face it - 2020 may as well be a write-off if you were looking to jet-set away from Ireland. As we have worked from home, living much closer to family, your employees may have undergone a perspective change. Without the distraction of dining out, material consumerism, busy work commutes and constant events or activities, the pandemic has given people the chance to reevaluate their daily lives, and how they may wish to live it in the future.

In this article we’re delving into how your company’s rewards options could be dramatically changed post-coronavirus, and how your HR team can ensure that the rewards you offer remain attractive to your colleagues.

Employee’s Perspective: What’s Changed?

Before Lockdown, popular workplace rewards including extra holidays, bonuses and gym memberships. But will this change when your colleagues return to your office?

Without the ability to truly travel in 2020, your colleagues may no longer wish to have the extra holidays but instead a pay increase so they can spend it on their home and family. Perhaps they would prefer to swap the gym membership for a membership to explore Ireland’s outdoor parks and countryside, or swap holidays for another alternative.

Employer’s Perspective: What’s Changed?

So, what does this change in employees’ habits and way of life mean for you as an employer? Well, it’s safe to say that your employees will be reluctant to take any holiday leave this year. Could this spell the end of holiday reward schemes? With more people opting for staycations, this may mean shorter annual leave stints - could this effect a work schedule if you have staff overlapping on shorter holiday stints?

The closing of gyms and sporting activities meant people headed outdoors for exercise during the lockdown. And while gyms are in the process of reopening in Ireland, perhaps people will be more reluctant to head indoors for exercise, opting for a walk or a hike instead. Perhaps this could mean that any gym membership rewards that you offer may become redundant for your staff?

Rethinking Rewards Post-Lockdown

Clearly the perspective has changed for many of your employees; is it time that you rethink your reward schemes to ensure that your employees value these and use their benefits? Here’s some alternatives:

•   Great Outdoors Memberships

Your colleagues may have begun to use their outdoor surroundings more during lockdown - why not swap out the gym reward for a membership to one of Ireland’s national parks or resorts? Your staff may appreciate this reward more, improving their satisfaction while working for your organisation. 
•   Pay Rewards

With the pandemic set to continue to affect the world’s economy until a vaccine can be found and guaranteed, your employees will be reluctant to take holiday leave. Why don’t you review this, opting for extra pay rewards?

If your business is in the financial position, reviewing your employees’ salaries would boost job satisfaction. Perhaps you could begin a company share scheme as an alternative if your workers would be interested? Reviewing pay as an alternative to holiday rewards could be more attractive to your staff while the pandemic continues.

•   Holiday Alternatives

Holiday leave continues to be a contentious employment issue as many of Ireland’s workers remain reluctant to use annual leave while the economy hasn’t fully opened yet, restricting what they can and can’t do while they take off work.

Perhaps your business should begin to look at holiday alternatives; annual leave may not be the most attractive job benefit right now, but providing an early finish once or twice a month could prove valuable to your staff. Meanwhile you can demonstrate your willingness to provide alternative benefits to your employees as thanks for their continued commitment to your company.

While 2020 may not be the year for jet-setting, if a vaccine can be found, 2021 could see a boost in Irish workers wanting to take off annual leave. Why not begin a holiday lottery scheme? This could provide your staff the opportunity to be rewarded for extra holidays that they can begin to use next year, maintaining satisfaction that they will not waste any benefits that they are given whilst working for you.

Ultimate Alternative: Reward Choice

Most importantly, providing employees more choice when it comes to their rewards is the ultimate alternative. Currently this is not the case for many Irish businesses, with little flexibility for workers in choosing what benefits they would like to enjoy. Perhaps your staff would prefer extra holidays or a gym membership over a share scheme, or vice versa.
Whatever the situation, it is best to provide more flexibility and choice, where possible, with your reward schemes. This will improve company culture, making your business more attractive to potential talent, and increasing your chances of retaining your staff, boosting loyalty as a result.

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​Getting the Most Out of Your Staff Training

18/7/2019

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Time, money, resources – they’re all limited when you work in a small business. Between juggling your need to keep up performance alongside staff job satisfaction, training and professional development has a habit of falling into the background, especially as your small company grows.

But training is a vital component for any business. It’s what keeps staff feeling refreshed, operations ‘on point’, and reputation high on the agenda. Fail to invest in professional and personal development, and you will quickly find both your employees and customers looking elsewhere.

Irish unemployment is at a crucial low of 4.5% - can your company compete for talent? Getting the most out of staff training and investment could be your key.
 
Top HR Department Tips for Staff Training

  1. Research, Research, Research
There is nothing worse for a time-strapped employee than being asked to attend a workshop or conference that bears no relevance or key training that will help them with their jobs.

Between the earlier alarm call to catch a train or flight, the stress of finding the location and the boring, overestimated speaker, your employee can be left frustrated with the loss of time and lack of learning. Meanwhile, you have failed to improve employee skills and lost out financially.

Doing your research on the best courses or host associations is key. Implementing a mentoring scheme in work can help senior staff identify what skills their junior colleagues could benefit from, while e-learning courses give employees the option to develop more flexibly, avoiding the dreaded stress of commuting to courses, or juggling family commitments.

By taking the time to understand which skills you need to improve in your employees and the best training options available, you can get the most out of the resources, money and time that you use as a business to develop your workforce.

  1. If In Doubt, Ask!
Even in a small business, it can be a struggle to understand what your staff desire; what training they want and what skills or equipment they feel they need to do their jobs better.

While you might have an idea of the needs of the overall organisation, some employees may be more experienced than others in different aspects of their jobs. Some may have received training in previous employment, while others may want to develop some skills associated more closely to their particular job title and role within the company.

As an employer, you can maximise training opportunities by evaluating what the business needs as a whole, as well as ask staff to request training that they are interested in and feel would improve their jobs. Whether it is a certain course or provider they have heard of or taking part in Personal Development Plans during their appraisals to voice their own training goals, your staff can help you to invest efficiently in development, so you can get more bang for your buck.

  1. After-Training Feedback
If a training course or conference doesn’t deliver, staff may feel unable to share that with you, conscious of the money & resources you may have used up to send them.

Implementing a process through your HR team, whereby staff can share feedback on the courses they have attended and their recommendations for future training, will give you an insight into the quality of courses or conferences you are investing in, and help you evaluate your choices for future professional development.
 
Train Your Way to the Top
All companies, especially small businesses, struggle to give up the time, money and resources to provide employee development and training. Weeding out the useful from the irrelevant courses, as well as recognising staff training goals will help you to invest in the right training for the right person, at the right time.

​Make sure your resources aren’t wasted – research and use your HR team to ask staff the right questions, before and after you embark on your training journey. 
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​Take On The Talent Crunch With Your Intern This Summer

2/7/2019

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Internships have experienced a popular rise in recent years, particularly amongst those career fields such as the arts that lack the funds for full-time, permanent roles.

But it isn’t just the interns that need the experience; businesses are increasing strapped to find the right talent & skills needed. While Ireland remains on the cusp of full employment, this multiple industry skills shortfall isn’t set to disappear any time soon.

Summer is upon us, schools and universities have finished up, and so too are its students & alumni. Why not fill those skills, give young talent an opportunity to develop their experience, and attract your future employees by offering robust and valuable internships? Check out why internships are important for your business, and the pitfalls to avoid.
 
Why An Intern?
  • Performance Upkeep
As Summer holidays begin, many of your permanent staff may be looking forward to switching off and catching some rays somewhere for a week. But what about your performance?

While it may only be temporary, if a business is without several team members, productivity can slip and lead to customers or clients becoming unhappy.

Having a trained intern or two already available can help to level off some of this loss, and ensure your business keeps up its performance throughout the Summer period.

  • Talent Gaps
On the other hand, Ireland has never been as close to full employment. Compared to 16% when the recession hit hard, unemployment now stands at an all-time-low of 4.4%, according to the Central Statistics Office.

Businesses across the island are finding it increasingly hard to attract talent, with competition driving up wage bills as a result.

Implementing internships can grab great talent early and give your business the opportunity to ‘sell’ and prove itself with these candidates. This will only make it easier to retain this talent permanently in the future.

  • Fresh Perspective
Giving a candidate an internship will help them to learn new skills and develop a greater experience in your sector. However, an intern can also provide a fresh perspective and valuable feedback on your organisation from the ground up.

Whether it’s their views on the management model, to the training that they have received, this retrospect will only help improve your business and operations.
 
Pitfalls To Avoid
While internships are great for your business, it is important to tread carefully.
  • No Pay, No Way!
Young candidates are growing increasingly weary of poorly paid or unpaid internships as a sign that your business will not offer practical experience, and that you do not care for your interns and the skills that they can bring.

Put simply, people are fed up working for free. In our low-level unemployment environment, young candidates will go elsewhere in their hunt for new skills and fair pay. Offering a reasonably paid internship will reap the best talent and the maximum benefits for your business.

  • Poor Preparation
Whether you forget they are coming, fail to have a designated staff member to mentor them, or you haven’t enough tasks for them to work on, an internship can quickly become a boring exercise of administration.

While it might be great to get some tedious databases cleaned up, an intern won’t see it that way. Instead, they will view your business as disorganised and a negative place to work, leading to a poor word-of-mouth reputation when that intern returns to University during the next term.

Poor preparation for an internship will leave you without your skills gaps filled, while the Intern will fail to learn anything new or valuable, resulting in a waste of both time and opportunity.
 
Time for Skills, Time for Interns
The talent crunch is on. It’s time that you use your HR department to address this, seek out the skills that you need and implement robust, valuable internships that will reap these skills and introduce new talent to your business.

​Ensuring internships offer fair pay, a great experience and a valuable opportunity for professional skills development will attract the best candidates that could form part of your future workforce. 
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Use Creativity to Help Enhance Employee Satisfaction

24/9/2018

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Today’s employers are becoming increasingly aware of the importance of employee morale to their company. Instead of ignoring issues with team members, they are implementing ways to enhance overall employee satisfaction. One of most popular tactics is promoting creativity in the workplace. Here are some ways to use creativity, amongst other methods, to ensure your team members are in it for the long run.  
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Encourage collaboration
As a leader you should always be looking for ways to increase communication in your company. Frequent interaction will give employees a chance to get to know each other, resulting in a positive working environment. Importantly, greater collaboration translates directly into greater creativity and better problem solving thanks to the multitude of ideas and perspectives available.
 
Give workers a voice
Most workers lose satisfaction because they are made to feel unimportant or their voices can get drowned by other more extrovert personalities. Some of your employees will have ideas they don’t feel confident enough to share. Encouraging them will bring those ideas to the surface and some of them may be revolutionary to your company. One of the main reasons for lack of creativity is because it isn’t heard, so listen up.
 
Organise work stations so that your team are in close proximity, allowing them to converse. Creating a party for each employee on their birthday or milestone in their life such as an anniversary or engagement celebrations will be appreciated by your workforce. Don’t forget to arrange out of office events, including after work drinks, networking events or volunteering programmes.
 
Promote health and wellbeing
Bad health will negatively affect your workers motivation, denting your company culture. Start by educating employees on the importance of maintaining good health, provide books or organise talks.
 
Ensure your office is fully equipped with a fully running kitchen, have a microwave and fridge so that workers can bring in ready prepared lunches. Add a touch of creativity by organising health company competitions, for example have employees aim to lose a certain amount of weight and whoever loses the most wins a prize.
 
Don’t only focus on physical health, highlight the importance of mental health as well. Organise a weekly company counsellor to employees that may be highly stressed either in their work or personal life. Offer a discount for the local gym, exercise releases endorphins that helps both physically and mentally. This is important, a healthy employee equals a healthy working environment.  
 
Offer Flexitime
Flexible working hours and working from home options will accommodate all workers who each have different situations. Allowing a flexible schedule will increase overall productivity and gives increased job satisfaction, as it allows employees to get their work-life balance organised in a way that suits their lifestyle.
 
Allow regular breaks
Giving employees the freedom to take breaks will boost their productivity levels. Adding breaks into your work culture helps workers approach tasks in a calmer, but productive way. They can take five minutes out when feeling stressed about a looming deadline or project, which will help get their creative juices flowing again. 
 
Having a creative team is important for your company, so if you want to have a productive, motivated and insightful team of workers, follow these tips to ensure everyone is at their creative peak.

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Get With the Times: HR Needs to Evolve to Deal With Different Work Arrangements

21/9/2017

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The number of different work arrangements that are on offer to employers and employees at the moment is striking. Whether it’s to enable flexibility, cut down costs or maximise productivity, companies can choose from a wide range of work arrangements to find the most fitting and effective solution for their organisation. Equally, employees are keener than ever to work under arrangements that best suit their busy, fast-paced, daily lives.
 
In fact, one Fieldglass study on the future of work found that the average company’s workforce in 2015 was made up of merely 54% traditional, full time employees. In other words, almost half of an average organisation’s workforce consisted of employees working under non-traditional work arrangements. Of course that percentage is only set to grow in the future as the very nature of how companies are doing business continues to change.
 
This shift away from traditional work arrangements has significant implications for HR departments, and HR professionals should be well versed in how these changes impact the role of HR within your organisation. In this post, I will shed light on the different kinds of work arrangements becoming increasingly popular among companies, and more importantly look at how and why HR departments should be managing them.

First of all, what are the most common work arrangements?
  
Aside from traditional full time employment, there is a wide range of different work arrangements that HR professionals need to be prepared to deal with. These include, but are by no means limited to:
 
  • Contractors/Outsourcing
  • Remote Workers
  • Freelance Workers
  • Temp Staff
  • Part Time workers
  • Job Sharing
 
These varying work arrangements are changing the way in which HR professionals are operating in an organisation. In light of this, here are a few of the most important points to consider:

1. New roles, responsibilities, and job titles - take note.
 
With new work arrangements come new roles and job titles. As HR professionals are often responsible for hiring and on boarding, it is vitally important that any new or differing roles and responsibilities are fully understood and can be relayed with confidence to any prospective hires. Even HR itself has undergone a rebranding in many organisations, with some companies preferring to call the department ‘People Operations’ or even “Employee Experience.”

In addition, HR professionals can and should have a say in what kinds of work arrangements might be best for their organisation. Hiring contractors may be the best way to tackle a 6 month project, while taking on a freelance worker could be most suitable to fill a maternity leave role – whatever the situation, HR professionals are well placed to advise on work arrangement issues for the benefit of the company as a whole. This further reinforces the need to have HR professionals at a senior management level to help advise and offer suggestions on crucial structural management issues.

2. Developing your organisation’s culture just got harder.
 
With a vast array of work arrangements available to employees and employers, HR has a tougher job than ever to harness a strong, uniform company culture throughout an organisation. Tough as it is, a company culture that respects and recognises the differences in employee work arrangements across the board is vital to the smooth running of a business, and for attracting top talent. Integrating traditional and non-traditional work arrangements into one clear, strong and fair company culture is a central, albeit new, role of HR professionals nowadays – failure to do so may damage company reputation and decrease employee satisfaction.
 
3. Increase in trust needed – especially with remote workers.
 
While building trust among employees and HR professionals has always been at the forefront of HR responsibility, it is even more crucial when companies offer a mixed bag of work arrangements. For example, many companies, especially start-ups, benefit from hiring both freelance and remote workers. This arrangement calls for clear and precise delegation of tasks, a high level of communication between employee and employer (often facilitated by HR) and of course, huge amounts of trust in your employee that the work will be done, and done to a high standard. HR must focus on developing and building that trust, while also acting as an intermediary for employers and employees, wherever they may be working from.

4. Teamwork has never been more important

Finally, it goes without saying that teamwork is key when it comes to ensuring that all types of traditional and non-traditional work positions meld together effectively. Businesses may want to consider implementing cross-functional teams that can act as go-betweens for employees working under different arrangements. These cross functional teams may be included as part of the HR department or managed by HR professionals – as always, it’s about finding what works for your organisation.
 
The role of HR professionals is constantly changing – but one role that will never change is the need to keep on top of changes in industry and react accordingly, for the benefit of employers and employees alike.

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Think Outside the Box: Avoiding Jargon in the Workplace

14/9/2017

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Communication – clear and concise – is undoubtedly one of the most important aspects of a business. Without the ability to interact in meaningful, precise ways with customers, consumers and companies, businesses are likely to struggle. We, as HR professionals, understand how communication shapes not only how a business runs, but also employee satisfaction and employer branding.
 
While everyone can agree on the necessity of effective communication in the workplace, the style and substance of that communication varies greatly from company to company and, indeed, department to department. Let’s cut to the chase. Put simply, there’s too much jargon used in our workplaces today and it’s having a detrimental effect on employee performance, engagement and possibly even talent acquisition. Let me explain.

What is Workplace Jargon?

‘Blue-sky thinking,’ ‘drink our own champagne,’ ‘push the envelope’ - the list of idiomatic phrases commonly used in the workplace is seemingly endless. Jargon can be found in any business and is often used when there is a need to express a goal or an aim. We have all at some stage come in contact with, or used – willingly or unwillingly - jargon in the workplace.
 
Of course, it’s not always a phrase – it can also be a single word. Synergy, for example, is a term that is often bandied about in business as a flashy way of referring to good cooperation. Just so that we are all on the same page (excuse the jargon), here are definitions for the first three terms:
 
Blue-sky thinking: An idea or vision that doesn’t necessarily have a practical application.

Drink our own champagne: Seems to be a very convoluted way of saying a business will use the same product it offers to its customers.
 
Push the Envelope: To go outside of ones comfort zone.

While this may all seem a little pedantic, the truth is that workplace jargon can have a negative effect on your business, precisely because of its lack of substance.
 
What’s the Problem With Jargon?
 
If, like me, you didn’t know what one, or more, of the last phrases meant, well, that’s exactly the problem with workplace jargon. With so many different words and expressions being used in the workplace, and on company websites, it can be very hard for anyone – be it a customer or an employee - to discern exactly what is being said. This lack of clarity has the potential to create all sorts of business problems.
 
Firstly, employees can get so caught up in the use of these words or phrases and the meaning behind them that the fundamental task at hand is forgotten. Take brainstorming as an example. It’s all well and good having a ‘brainstorm,’ but what is the actual purpose of it? Make sure buzz words are at least substantiated with real, clear and easily understood aims. Don’t get caught up in the jargon and loose sight of what’s really important.
 
Secondly, abstract buzzwords tend to lose people’s engagement and can even make them more sceptical about what you are saying. It makes sense. The more phrases used in a meeting or on a website that are complicated, convoluted and rife with jargon the less likely you are to either understand or even continue listening to what is being said.
 
Finally, in HR, especially when dealing with contracts, disciplinary actions and dismissals, language is crucially important. In the worst case scenario, using the wrong language, interacting in the wrong way, or trying to be smart with buzzwords, could land an employer facing an unfair dismissal charge. Especially if the employee has not fully understood why they are being dismissed. In a nutshell, workplace jargon clouds real meaning, and may even be used as a tactic by an employer who is trying to avoid saying things straight. Be on the look out – don’t let people’s workplace jargon pull the wool over your eyes.
 
What Can Be Done? 
 
Workplace jargon can be tough to get around. The most obvious way of overcoming the buzzwords is by ignoring them. However, ignoring can only go so far, because, to a certain degree, employees have to listen in order to do be doing their jobs effectively.
 
Therefore, perhaps the best way to combat workplace jargon is to demand clarity. Do not let workplace jargon get to you, ask questions relentlessly and ensure that goals and tasks are adequately defined. Maybe then, those who use too much workplace jargon will get the picture and cut it out. After all, the less abstract the explanation, the more concrete the action.

For more helpful HR tips and advice, CLICK HERE to sign up to our newsletter.
 
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You Can’t Always Get What You Want: 4 Tips on Music in the Workplace

24/8/2017

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Rock? Classical? Pop? Or just silence? The jury’s still out on what kind of music, if any, should be listened to in the workplace. With many job postings now boasting access to great office playlists or the chance to pick the songs on certain days, employers are catching on to offering music as an office perk. There’s no doubt that in life, lots of us enjoy a good tune. However, whether that can, or should, translate into the workplace is another question entirely.

While this may seem like a non-topic, having tunes on in the office has the potential to increase employee wellness, making staff happier and more productive. But that’s not true for everyone. In fact, some people find themselves too distracted if music is blaring, or unable to concentrate even with a little background noise. As with many workplace issues, it’s all about striking a balance. So, here are 4 important points for employees and employers when it comes to listening to music in the workplace.

1. The Psychology Behind It
 
First and foremost, let’s talk about the psychology behind music in the workplace. Neuropsychologist, Dr. David Lewis, explains that music is a good management tool to be used for increasing the efficiency of your workforce and their mental wellbeing. One study back in 1972 even found that factory workers performed better when happier, upbeat music was played.

That being said, for some, music can be a distraction they can do without. Music also has the potential to trigger emotional responses in many people, especially songs with lyrics. To get around this, employers may choose to play instrumental songs, or indeed songs in a foreign language that mean nothing to those listening. This may avoid employees losing concentration and help them to focus on the task at hand. Alternatively, some suggest that it may be detrimental to listen to music while trying to complete tough, complex tasks. In this case, silence may be the way forward. At the end of the day, this all comes down to personal preference. If a consensus cannot be reached among employees, no music at all may have to be the solution. 
 
2. Think of the Genre

If you are going to pipe tunes around the office, it’s good to have a serious think about what genre you want to focus on. Maybe you want to find an eclectic playlist to try and fit in with everyone’s taste. Or, maybe you want to put the foot down and say that classical music is the only way to really focus the mind. Of course, the style of music you choose may depend on the workplace environment. No one is going to be pumped up in a gym by Beethoven’s 5th symphony and, equally, an IT consultancy may not want to play the latest trance tunes. Try to find a music genre or playlist that fits your office mood and the people you employ. What’s the best way to do this? Ask them.
 
3. You Might Need a Licence
 
Yes, you read that right, believe it or not, employers may need a licence to play music publically in the office. Here in Ireland, a PPI licence is required if you, as an employer, use copyright recorded music in public. Equally, in the UK, employers need a PRS for Music licence. These are in place to ensure that both record companies and performers are being fairly paid for the use of their music. There is a wide range of premises where the employer/owner are required to have a PPI licence – from shops to nightclubs to swimming pools. Be sure to check if your business requires a licence before putting the record on. 

4. Get The Level Right or Use Headphones
 
Finally, it’s really important that not only the genre, but the sound level of the music is appropriate to the office. Remember, you don’t want to drown out teams of employees working together with loud music. Alternatively, workplaces may want to opt for no music being played publically in the office, but instead to allow employees to listen to music personally using headphones. The downside to this is perhaps a loss of interaction between employees on the office floor – yet it may also cut down the office chit-chat. Again, it’s all about finding what suits your business environment and your employees best.
 
Undoubtedly music in the workplace can contribute to a positive company culture, a strong employer branding, and has the potential to improve workplace productivity. Just be sensible with the policy you enact, get a licence if required and make sure employees are happy with the choices you make – especially if you are in charge of the playlist.
 
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It’s Time to Get Creative: 5 Original Ways to Incentivise Employees

20/7/2017

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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: What’s On Offer for Employers and Employees?

13/7/2017

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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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