Category Archives: Human Resources

10 Factors impacting employee happiness at work

Employee Job Satisfaction Surey

One of the most popular topics on the minds of modern management is employee engagement and happiness. Numerous studies and research have been undertaken and shown that there is low employee engagement across the world. What does low employee engagement mean and how does this effect any business enterprise?

Low employee engagement can lead to and has a direct effect on productivity, waited resources, and most of all create a toxic environment that noineividual want to be part of or contribute to. It is for this reason that it is crucial for all managers to have a better understanding of what their employees want and what they value in their jobs.

So what do employees need, want and care about when it comes to their jobs?

One survey done by Tinypulse in 2013 revealed that most employees had transparency on the top of their list when it came to employee engagement.

A SAP survey came to the conclusion that compensation was most that mattered to employees.

There have been numerous studies done to ascertain what employees want out of their jobs and what they value most. A recent study done by Boston Consulting Group, one of the most comprehensive, found that the most important factor for employee happiness on the job is the feeling of appreciation for the work they are doing.

The top 10 factors are:

  1. Appreciation for your work
  2. Good relationships with colleagues
  3. Good work-life balance
  4. Good relationships with superiors
  5. Company’s financial stability
  6. Learning and career development
  7. Job security
  8. Attractive fixed salary
  9. Interesting job content
  10. Company values

In the survey, the Boston Consulting Group separated their 26 factors into several categories and the results showed that the top factors were “work environment” or “job content and opportunities.” What is interesting that came out of this study, contrary to many other studies undertaken previously which revealed that compensation as the #1 factor for employee happiness, the Boston Consulting Group placed this factor at #8. What this reveals, gone are the days where you can pay an employee large sum of money, treat them badly, and then expect them to do their jobs given the high salary.

Globally, there is a shift in the balance of power from the organization towards the employees. Today, there are numerous choices and opportunities for individuals to evaluate when seeking to make a living. Instead of working for big corporate, individuals can now do, for example, choose to join a small growing startup, become a freelancer, drive for Uber, create their own product and sell it on Easy, Amazon, or Ebay.

The reality of the current work environment is that cash is no longer the #1 factor to attract employees to a company. It is time for all organization to re-evaluate the way they treat their employees and ways to create a more desirable and engaging place to work.

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Does this company care for their employees?

Happy work place

When you arrive at a new company there are things you can look out for. People are either making eye contact or saying “Hello!” to one another or racing by without acknowledging that there is another person around them.

Here are some pointers about what a great place to work look like!

  • A Human Workplace is a workplace where the energy is fast moving and positive.
  • A Human Workplace has very few yardsticks imposed from on high.
  • In a Human Workplace there are ten or twenty ways for good ideas to bubble up, down and sideways
  • There is no Chief Human Workplace Officer to enforce the culture, because there is nothing to enforce. Trust is the antidote, and that means everybody has to soften.
  • The goal in a Human Workplace is to fulfill the organization’s mission, not to create bureaucracy and preserve it against all reason.
  • In a Human Workplace Your manager is a coach. There is a minimum of red tape, and there is as much conversation about good (= human) process as about any other business topic.
  • Human Workplace leaders sound like fallible human beings. Human Workplaces are places where people act like human beings.
  • Human Workplaces are more fun, more productive, more profitable, more sustainable and healthier than other organizations. They get to their goals faster and have more fun doing it. They delight their customers and put their investors in a swoon. Let the fear go and trust the brilliant people you hire.

You can have a Human Workplace. It is not difficult and it does not cost anything. You only have to let go of the idea that managers know more than employees do. You have to let go of the idea that rules make a place more efficient. You have to trust yourself enough to trust the people you hire.

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Most outrageous excuses employees have used when taking a sick day

Employee sick leave

 

Have you ever had one of those days when you could not decide what to wear, or your front door and windows are glued shut and you could not leave your home? Most of the time the majority of employees make use of sick days to recover from an illness, however some employees have come up with some memorable excuses to take a day off.

Recently, a survey was conducted online in the USA by Harris Interactive on behalf of CareerBuilder and found that roughly 32% of employees who have have called in sick were not actually sick, while 30% of employees, despite being sick, have gone to work in order to save their sick days for when they are feeling well.

The national survey was conducted online and included a representative sample of 3,484 workers and 2,099 hiring managers and human resource professionals across numerous industries and company sizes.

 

Sick employees still work a home

With the age of technology and advances of the internet, you will find that even if employees take a sick day does not necessarily mean that they are actually taking the day off to recover from their illness. From the employees that were interviewed, 20% stated that they even though they took a sick they still ended up working from home though out the day.

 

Holiday season blues

Change in the weather conditions and holiday stress can have a huge effect on the absentee rates. 30% of employers stated that during the holiday season they noticed an increase in the number of sick days taken by their employees. 19% of employers stated that the worst month of the was December followed by January and February.

 

Employer police patrol

30% of employers verify and have undertaken to check-in on employees who have called in sick to make certain that the employees are staying honest and that their excuses are legitimate. From those employers who verified their employee sick days, 64% demanded doctors notes, 48% took the time to call employs, 19% monitored the employees social media posts, 17% asked a fellow employee to call the sick employee, and 15% took the time to physically drive-by the employees residence to double-check that the sick employee was honestly sick.

Employers sick day leave policies might differ from company to company and while some employers are more flexible that others when it comes to employee sick days, 16% of the employers surveyed said that they have fired employees for using fake and false sick day excuses.

 

Ferris Bueller’s Day Off

Apart form an employees actually being sick and suffering from some sort of illness, the most common reason employs take a sick is because they just don’t feel like going to work (33%), or they just felt they need to relax (28%). Other employees spend their sick days visiting doctors (24%), catching up on sleep (19%), or simply just running personal errands (14%).

 

Employers have heard it all

Employers were asked to share the most elaborate and most memorable excuses for employees taking sick days that have come across their desks, here are  few:

· Employee’s false teeth flew out the window while driving down the highway
· Employee’s favorite football team lost on Sunday so needed Monday to recover
· Employee was quitting smoking and was grouchy
· Employee said that someone glued her doors and windows shut so she couldn’t leave the house to come to work
· Employee bit her tongue and couldn’t talk
· Employee claimed a swarm of bees surrounded his vehicle and he couldn’t make it in
· Employee said the chemical in turkey made him fall asleep and he missed his shift
· Employee felt like he was so angry he was going to hurt someone if he came in
· Employee received a threatening phone call from the electric company and needed to report it to the FBI
· Employee needed to finish Christmas shopping
· Employee’s fake eye was falling out of its socket
· Employee got lost and ended up in another state
· Employee couldn’t decide what to wear

What has been your most elaborate excuse to take a day off? Don’t worry, we will not reveal your name and identity.

Source: careerbuilder.com

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Feedback a superb tool for individual and company growth

Positive and negative feedback

 

It truly is somewhat unfortunate and sad that almost all individuals find that it’s much easier to focus on the negative as opposed to the positive when it comes to providing feedback. Positive and negative feedback generally is a highly effective tool both socially and within the work environment to stimulate growth.

To examine this phenomenon, whether it be in the work place or with friends standing around the BBQ, listen and pay attention to the positive and negative feedback or comments when talking about an individual. The vast majority of time you can expect to hear or discuss negative things. How about when individuals do something right, what about when employees perform extraordinarily well? More often than not, we overlook and end up forgetting to provide positive feedback or simply acknowledgement for a job well done.

Never forget or underestimate the effectiveness of positive feedback or encouragement. Feedback can be quite a powerful tool to motivate both employees and fellow workers. It not only helps to make individuals feel good but additionally it motivates and encourages individuals or groups to perform far better and more effectively. Feedback , positive and negative, provided correctly can stimulate and promote growth.

The following are a number of suggestions how you can make use of feedback within your own organization more effectively:

  • There’s no time like the present. As time passes, feedback, regardless of whether it is positive or negative, will lose its significance and impact the longer it takes to be given. Provide feedback at the earliest opportunity after the specific event occurs.
  • Public vs. private feedback. There is a time and place to provide feedback. Negative feedback, generally in most situations, really should be given in private while positive feedback ought to be in public.
  • Take into account the receiver. When providing feedback you should consider the individual or group along with the manner of providing this feedback will need to suit the receiver. For instance, positive feedback directed at your workforce would lose it value and impact if given during end of holidays when a large number of employees are on vacation.
  • Celebrate feedback, positive or negative, big or small. The vast majority of individuals appreciate it if their boss takes notice of the small things. Having said that, take care not to overdo it when praising people for doing their job and what is expected of them.
  • Provide feedback in instances whereby individuals or employees have control and an opportunity to change. In the event you provide feedback associated with something an individual or group of people have no control of or do anything about, then it can come across as being negative.
  • Be specific and sincere. Avoid providing feedback in general terms. Be precise and explain precisely why and reasons to providing the feedback. If positive this will likely encourage the person or group to continue in their ways, while if negative, to ensure that the individual or group can transform their ways and prevent further mistakes. Always remember the phrase that we learn from mistakes.
  • Continuous reinforcement . Positive feedback and rewards can be easily overlooked and ignored. Make it a habit and a daily part of the work ethics and create a formal recognition and reward system so that individuals and groups have something to aspire to and work towards. By way of example, if employees reach a specific sales goal reward them with a sponsored weekend getaway.
  • Provide feedback in the appropriate manner. Small successes need to be rewarded with smaller rewards while significant achievements should truly be celebrated on a bigger scale. Feedback given in the incorrect manner will lose its value if not provided appropriately.
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People Capabilities Corporate Learning Resources and DVDs

People Capabilities Training DVDs and Corporate Learning Resources

Enrich your learning experience with our diverse range of training DVDs & corporate learning resources for as little as R1 330. The training DVDs showcase workplace-based scenarios dramatised by professional actors in USA, UK & Australia. The DVD packages also include comprehensive workbooks & facilitator notes. Our corporate learning DVDs focus on various business themes and topics under the following DVD bundles;

1.     Manager’s Collection: consists of a set of 9DVDs targeted at developing leadership and supervisory competencies. This collection of DVDs showcase proven techniques and ‘how-to-guides’ on managing people and teams.

2.     Customer Service Collection: consists of a set of 9DVDs on how to establish effective customer relationships. If YOU deal with customers either face-to-face or on the phone, you’re the point of contact between customers and the organisation. Workplace-based scenarios and role plays are used to reinforce learning about service excellence in customer care.

3.     Human Resource Collection: consists of a set of 9 DVDs focused on creating a conducive and productive workplace.

4.     Professional Management Series: consists of 9 CDs with 52 learning outcomes & 35 hours of contact learning time. Targeted at supervisory & management development to enhance communication & interpersonal competencies in the workplace.

To order your collection of DVDs, you can request an order form through our Corporate Learning Resources Division on training@peoplecapabilities.com . Our learning & development team can also arrange to meet with you to assist on your training needs analysis and recommend suitable learning DVD collections that you can use in your training interventions or select a collection for your corporate resource centre suitable for your specific needs.

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