Thinking about building an employee wellness program?
They’re still quite popular with businesses looking for perks that will benefit both workers and leadership. Per HR Dive, in a 2017 study by Virgin Pulse, 85 percent of employers surveyed said their wellness programs were good for employee engagement, recruitment, retention, and overall company culture. More than just offering exercise- and diet-related options, these programs are increasingly incorporating mental-health components as well. That shift has proven popular with employees, 85 percent of whom say they want help managing stress.
That said, employee wellness programs are far from a magic bullet. Further research reported by HR Dive reveals that while 56 percent of employers think building an employee wellness program has made their employees healthier, only 32 percent of those employees concur with that assessment. And in another survey, 55 percent of employers claimed to offer wellness programs, but only 36 percent of employees said they were aware of those programs.
If your company is interested in building an employee wellness program, you’ll want to think hard about what kinds of wellness are most meaningful to your workers. You also want to design a program your employees will actually use and that has practical benefits for the company as a whole.Read More
As National Friendship Day 2018 approaches on August 5th, it’s the perfect time to reflect on how companies can cultivate workplace friendships and why workplace friendships are important.
In an article about workplace friendships for L & D Daily Advisor, writer Lin Grensing-Pophal cites a Gallup Q-12 employee engagement assessment tool which asks the questions, “Do you have a best friend at work?” Why ask that question? Well, research by Gallup indicates that having a best friend in the workplace correlates with higher job satisfaction rates AND a reduction in the likelihood that an employee will depart to find a different job.
Sadly, a New York Times opinion piece by Adam Grant indicates that the number of employees who say they have a friend (not even a best friend) in the workplace is declining.
When It Comes to Employee Perks, Trendy Is Out.
What kind of employee perks are you offering?
A study from Oregon State University, cited in HR Dive, has found that at least one trendy workplace “extra” probably isn’t doing recruiters much good: Companies that tout in-office happy hours and other opportunities to drink alcohol can turn off certain job candidates.
And those candidates who are fine having drinks on the company tab don’t care enough for it to make a real difference in whether they take the job. So unless there’s good reason for drinking to be a significant part of your corporate culture, there’s little benefit to plugging alcohol among your employee perks.
In fact, research in general has shown that most job candidates aren’t interested in flashy, hip, or faddish employee perks. The savviest candidates — in other words, the ones you may well want working for you — see through the hype. Wellness programs, another fashionable perk, are often more popular with employers than with the employees who are supposed to take advantage of them, another HR Dive post notes. The post suggests that customization — finding ways to mold perks more closely to employees’ individual needs — is key.
Indeed, what both current workers and job candidates want are employee perks that demonstrate an employer’s appreciation for them. As we’ve mentioned, appreciation is about seeing people as individuals and treating them as more than just their job titles. Really, your whole hiring process should be designed to show appreciation for candidates, HR Dive points out:
If a recruitment process lacks personal interaction, applicants may assume that, once hired, they’ll be just another cog in the wheel. And that’s not a great impression to give if you’re looking for employees who can stand out.
And the employee perks you offer should be in line with that philosophy, as well. Rather than trendy, your perks should be aimed at recognizing that employees have a larger life beyond the time they spend working for you.Read More
As a leader you’re probably getting pulled in a million different directions and your time is in short supply. But the time you spend really being present in a sincere, mindful and purposeful way when interacting with your employees and recognizing them for their efforts and contributions is time well-spent.
With a bit of effort you can break some bad habits and start embracing some new practices and ways of thinking that can help boost morale (and ultimately your bottom line). Read on for straightforward ways to maximize employee recognition time.Read More
Being a Good Citizen Is Good for Employers and Workers
Being a good citizen is good for business — in more than one way. Last year, Harvard Business Review reported on the beneficial effects when employees engage in “citizenship behaviors.” That’s another way to say going above and beyond: “helping out coworkers, volunteering to take on special assignments, introducing new ideas and work practices, attending non-mandatory meetings, putting in extra hours to complete important projects, and so forth.”
Research has found that employees who voluntarily demonstrate citizenship behaviors tend to find their work more meaningful. They also perform better and improve their companies’ performance, as well. For all of these reasons, smart employers want to encourage being a good citizen at their companies.
HBR’s recommendation is to promote “citizenship crafting,” or offering workers the opportunity to figure out how their own strengths and preferences can best be utilized to add value to the business. The idea is straightforward: When employees can help in ways they find personally satisfying and that align with their own values and goals, the help will be better and come more frequently. This is also a relief for managers, who don’t have to push so hard when extra help is needed.
But we know that being a good citizen matters to employees in the more literal sense, too. HR Dive cites two different studies showing that workers overwhelmingly want to work for companies that make a positive difference in the world. Sustainable Brands shared similar findings in a 2016 post:
Nearly three-quarters of employees (74 percent) say their job is more fulfilling when they are provided with opportunities to make a positive impact on social and environmental issues – and seven-in-10 (70 percent) would be more loyal to a company that helps them contribute to important issues. Corporate responsibility (CR) is also a significant consideration for candidates when deciding which job to take:
- 58 percent consider a company’s social and environmental commitments when deciding where to work
- 55 percent would choose to work for a socially responsible company, even if the salary was less
- 51 percent won’t work for a company that doesn’t have strong social or environmental commitments
Employers can use the same basic idea behind citizenship crafting to motivate employees to get out and serve their communities, too. By encouraging them to find their own ways of being a good citizen, and giving them the necessary time and support, you can enable your workers to help in places beyond the office — leading to greater satisfaction with themselves and with you. And for many businesses, summer is the perfect time to start thinking in this direction!Read More
Shared experiences among co-workers are instrumental when it comes to building strong and effective teams. Don’t forget to include remote workers when communicating, collaborating and creating shared experiences – they are an important part of your team too!
In an article on shared experiential learning on HR Dive, author Tess Taylor explains the basics:
Employees benefit from having a common experience during the learning process. This social interaction helps individuals digest new concepts and gives them an opportunity to learn from each other.
When employees have shared learning experiences, this can create a common experience that generates conversation and learning even after the event has passed.
Shared experiences give people a chance to learn about each others norms, emotional cues and working habits. Apparently experiences that combine the right balance of meaning and stress seem to be the most effective. For example “light meaning” and “light stress” events like a happy hour can produce small increases in bonding while others with “high stress” and “high meaning” like boot camp can quickly achieve exponential affects in bonding.
Activities like team dinners, intense workout classes, improv classes and volunteer events can help team members learn about each other’s personalities and break down some of the awkwardness of working together. An engaged team is a strong team. They understand each other’s strengths and weaknesses and can problem solve more effectively.
On the flip side, shared experiences that are high stress with little meaning like hazing are negative, not appropriate and should be avoided.Read More
July is the ideal time to throw an employee thank you party (and not just because it’s National Picnic Month). The key to making your company event genuinely fun so it generates both good times and goodwill is your authentic appreciation. By clearly communicating a message of employee appreciation and making employees feel valued, you’ll promote happiness and loyalty. Both keys to a successful workplace culture.
Why Summer Parties Rock
In a blog post on Special Events’ website about why Fortune 500 companies are opting to host summer parties, Nicole Lavin points out:
Companies are recognizing that their employees’ hard work should be celebrated all year-long–and they’re hosting exciting summer events to prove it…
With a “Christmas in July” mind-set, companies are planning off-site corporate events to get their employees out of the office during the hottest time of the year. By hosting corporate events in July and August, companies can enhance employees’ year-round satisfaction and, in turn, increase employee retention.
With Small Workplace Gifts, a Personal Touch Matters
Gifts don’t need to be large or expensive to be meaningful. Small workplace gifts can express your gratitude and make employees feel appreciated. But you need to give them in the right way. As a Balance Careers post on gift-giving etiquette explains:
Adding a personal touch can give a small gift a much bigger impact. For example, if you hand-deliver your gift … instead of sending it in the mail, your gesture will give that present much more meaning. A card with a personal message and handwritten signature is more meaningful than a pre-printed card …
With small workplace gifts, this personal touch is key. Of course you want your employee to value the gift itself, but often it’s going to be something they could afford on their own. What they should remember is that they felt recognized and cared for. And the best way to communicate that feeling is to put in a bit of extra effort.
For starters, think about the intended recipients of your gifts. If your employee picks up coffee every morning at the cafe down the street, even a $5 gift card is going to be a treat for her. On the other hand, no matter how good your home-baked cookies are, they’re not a good fit for an employee with a gluten allergy. As we’ve noted before, the best workplace gifts of any size will bring meaning into the recipient’s life. A small gift they can use or share — or that they just treasure for its uniqueness — is a gift they’ll love.Read More
What is the Difference?
In an article for Ladders, Paul White described the reasons why employers should stop recognizing employees and start appreciating them. White shared that too often he has encountered employee recognition programs that not only don’t seem to be working, but are in fact generating apathetic, sarcastic and cynical reactions from employees. White believes this is because recognition is different from authentic appreciation.Read More
One of the most powerful things you can do for your employees is communicate in a sincere and heartfelt way that they are valued. And one way to do that is with Corporate Turkey Gift Certificates by gThankYou during the holiday season.
When given with gratitude, the gift of a holiday turkey is a deeply meaningful gift that reminds staff they’re part of something bigger. Employees feel taken care of when they receive a thoughtful gift, and know they matter to you and the business. That’s important. Research by the American Psychological Association found a clear link between feeling valued at work and employees reporting better physical and mental health.
But beyond that, the gift of a Thanksgiving or holiday turkey is imbued with ritual that’s associated with gratitude.
The gift of a turkey has been a beloved and honored holiday gift for employees for over a century. Turkeys are closely associated with the annual rituals of Thanksgiving, Christmas and Easter that celebrate family and friends, warmth and goodwill.
These holidays revolve around the rituals of a special meal — and employees will be thankful for the gift of the centerpiece of their holiday meal to share with family and friends.
For many, even the act of going to the grocery store to choose the turkey centerpiece for their family celebration is an important and meaningful ritual. With gThankYou! Turkey Gift Certificates, recipients select the turkey they want, any brand, size and preparation, at the grocery store they want to shop. All gThankYou! Certificates of Gratitude are accepted at major grocery chain stores nationally.
As the Harvard Business Review reported in 2013, rituals make us value something more. How? The researchers “found evidence to suggest that personal involvement is the real driver of these effects. In other words, rituals help people to feel more deeply involved in their consumption experience, which in turn heightens its perceived value.”
Nothing says ‘Thank You’ like the gift of a Thanksgiving turkey. Click here for “10 Reasons to Give Employees a Turkey for the Holidays” for a useful 2-page document to share with your management team.Read More