How to Express Genuine Care

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We have all heard of organizations, but hopefully, not experienced them firsthand, that have beautiful and eloquent words written on a wall about fostering an environment of care and compassion.  Too often, however, the truth is hiding behind the wall, hoping not to be exposed.  If you really want to live those words, showing genuine care for your employees goes beyond mere benefits and salary. It’s about fostering a positive work environment where employees feel valued, supported, and inspired. Here are some effective ways to demonstrate that you genuinely care about your team members:

  1. Open and Transparent Communication

Communication forms the backbone of any healthy work relationship. Ensure that communication channels are open, transparent, and accessible to all employees. Encourage feedback and actively listen to their concerns and ideas. This not only shows that their opinions matter but also builds trust and a sense of belonging. Be willing to collect this feedback anonymously Home | Great Place To Work® until you have built a culture of trust.

  1. Recognize and Reward Achievements

Acknowledging the hard work and achievements of your employees is crucial. Recognition (thrivesparrow.com)Publicly recognize their efforts through praise in team meetings, internal newsletters, or company-wide announcements. Personalized notes or thank-you emails can also go a long way in showing appreciation for their contributions. Recognize that different types of employees appreciate being recognized in different ways.

  1. Provide Growth Opportunities

Invest in your employees’ professional and career development by offering training, workshops, and opportunities for career advancement. When employees see that you are committed to their growth and success, they feel valued and are more likely to stay engaged.

  1. Flexibility and Work-Life Balance

Supporting work-life balance shows employees that you understand their personal needs and well-being. Offer flexible work hours, remote work options when feasible, and encourage them to take breaks and vacations. Respect their time outside of work, and they will appreciate the trust and support. We live in a 24/7 connected world and your employees need you to model the fortitude to disconnect. 4 simple ways to disconnect from digital world (overhere.eu)

  1. Create a Positive Work Environment

A positive workplace culture can significantly impact employee morale and satisfaction. Foster a collaborative and inclusive environment where everyone feels respected and supported. Organize team-building activities, celebrate milestones together, and promote a healthy work-life balance.

  1. Provide Competitive Benefits

While benefits are not the only factor, they do demonstrate your commitment to your employees’ welfare. Offer competitive health benefits, retirement plans, and perks that align with their needs and expectations. Workplace Benefit Trends By Generation In 2024 – Forbes AdvisorThis is the first time in history that we have had this many generations in the workplace at once and needs vary significantly.  Showing that you prioritize their well-being reinforces your care for their overall quality of life.

  1. Empathize and Support During Difficult Times

Life challenges can affect employees’ performance and well-being. Show empathy and provide support during difficult times such as illness, family emergencies, or personal crises. Flexible leave policies and compassionate support can make a significant difference in how employees perceive their value within the organization. No one who is struggling in the five areas of wellness: social, emotional, physical, financial or career well-being, can bring their best selves to work.

  1. Encourage Work-Life Integration

Help employees integrate their personal passions and interests with their work whenever possible. Work-Life Integration: What It Is And 5 Ways to Develop It (betterup.com)This can be through volunteer opportunities, supporting causes they care about, or allowing them to pursue projects aligned with their personal values within the company.

Conclusion

Showing employees that you genuinely care about them involves more than just words—it requires consistent actions that prioritize their well-being, growth, and happiness. By fostering a supportive and inclusive work environment, recognizing their contributions, and investing in their development, you can cultivate an inspired and loyal team that contributes to the overall success of your organization. Remember, when employees feel valued, respected, and cared for, they are more likely to be engaged, productive, and committed to their roles for the long term!

A Better Approach to Succession Planning

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Effective succession planning Succession Planning Basics: How It Works, Why It’s Important (investopedia.com)has evolved from its traditional focus on executive roles, and the decades old 9-box, to include non-executive and middle management positions, skills mapping and experiences. Succession Planning: What the Research Says (hbr.org)This strategic shift recognizes the importance of nurturing talent across all levels of the organization and identifying specific skill sets, to mitigate risks associated with talent and skill gaps and turnover in the leadership ranks.  This extended focus ensures organizational and operational stability.

By investing in a creating a pipeline of talent across organizational levels, businesses not only safeguard against disruptions in key functions but also foster a culture of internal talent mobility, focused on growth, development and retention. This proactive approach creates and engaged workforce which will ultimately drive better productivity metrics, companywide innovation, and ultimately, greater employee satisfaction and lower turnover. 

Identifying Key Talent at Every Level

Traditional succession planning often focuses only on executive roles. By broadening their focus, organizations can create a culture and a process that identifies high-potential employees throughout the organization and work to offer opportunities that accelerate their growth. There are a number of key players that can positively impact this process including executives, functional leads and subject matter experts.  Each can play a pivotal role in organizational success and are integral to succession planning efforts.

A Focus on Skills and Experiences

By creating skills and experience inventories, Succession Planning: The Skill-Based Strategy (growthspace.com)much of the inconsistency is removed from the old process of rating employees against competencies and potential. No longer are employees at the mercy of a manager with impossibly high standards. This approach shifts the responsibility to the employee who self-rates and a number of SME’s across the organization to vet the ratings.

Practical Implementation Strategies:

  1. Skills Analysis and Mapping- Consider the skills necessary to perform the essential function of the position.  Ideally, a skills inventory will be created internally and categorized by function What Is Skills Mapping? (With Definition and Benefits) | Indeed.com
  2. Employee Input- Employees will input their skills into their HCM profiles
  3. Management and Stakeholder vetting- Leaders and other stakeholders will vet the employee’s skills, asking questions to ensure full mastery
  4. Understand the importance of experiences- to the skills inventory should be a parallel set of experiences that are necessary for success in the role
  5. Identification of critical roles: Conduct comprehensive analyses to identify critical roles across the organization. Understand which roles are needed for business continuity
  6. Risk Analysis and Scenario Planning: Develop a skills gap analysis so you can anticipate potential disruptions through scenario planning, ensuring readiness to mitigate operational risks.

Investing in leadership development programs, mentoring initiatives, and personalized training opportunities empowers employees at all levels to enhance their skills, experiences and readiness for future leadership roles. By supporting career growth and recognizing employee contributions, organizations cultivate a culture of loyalty and continuous improvement, essential for long-term success and competitiveness.

 

Navigating Motivational Anxiety: A Guide to Overcoming Challenges

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Motivation is a powerful force that drives individuals to achieve their goals and aspirations. However, the journey towards success is often accompanied by a lesser-known companion – motivational anxiety. This unique form of anxiety can manifest when individuals feel overwhelmed or uncertain about their ability to meet their own expectations. In this article, we will explore the concept of motivational anxiety, its causes, and practical strategies to overcome its challenges.

Understanding Motivational Anxiety:

Motivational anxiety is a psychological state characterized by the fear or apprehension associated with pursuing one’s goals. Unlike general anxiety, which may stem from external stressors, motivational anxiety is often internal, arising from the pressure individuals place on themselves to succeed. This internal pressure can lead to a range of emotions, including self-doubt, fear of failure, and a sense of inadequacy.

Causes of Motivational Anxiety:

High Expectations: Setting excessively high expectations for oneself can create immense pressure and trigger motivational anxiety. The fear of not living up to these expectations can be paralyzing.

Comparisons to Others: Constantly comparing one’s progress to that of others can contribute to motivational anxiety. It is essential to recognize that everyone’s journey is unique, and comparisons may not accurately reflect personal growth.

Fear of Failure: The fear of failure is a common driver of motivational anxiety. Individuals may become so focused on avoiding failure that they struggle to take necessary risks and steps towards their goals.

Perfectionism: Striving for perfection in every aspect of life can lead to anxiety. Accepting that imperfections are a natural part of the learning process is crucial for overcoming motivational anxiety.

Strategies to Overcome Motivational Anxiety:

Set Realistic Goals: Break down larger goals into smaller, achievable tasks. Setting realistic goals helps manage expectations and reduces the likelihood of feeling overwhelmed.

Focus on the Process: Instead of fixating on the end result, shift your focus to the process of growth and learning. Embrace the journey, recognizing that challenges contribute to personal development.

Practice Self-Compassion: Treat yourself with kindness and understanding. Acknowledge that setbacks and mistakes are part of the learning process and an opportunity for growth.

Develop a Growth Mindset: Cultivate a growth mindset by viewing challenges as opportunities to learn and improve. Embrace the idea that abilities can be developed through dedication and hard work.

Limit Social Comparisons: Minimize comparisons to others and focus on your individual progress. Celebrate your achievements, no matter how small, and appreciate the unique path you are on.

Seek Support: Share your goals and challenges with supportive friends, family, or mentors. Having a strong support system can provide encouragement and perspective during difficult times.

Motivational anxiety is a natural part of the journey toward success, but it doesn’t have to be a roadblock. By understanding its causes and implementing practical strategies, individuals can navigate motivational anxiety and continue progressing toward their goals. Remember, success is a process, and every step forward is a triumph in itself.

Generative AI in Human Resources

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As we open the door on 2024, many of my colleagues and I will be focusing on how to best utilize the newer generative AI capabilities in our Human Resources functions. Generative artificial intelligence (AI)—data-trained technology that uses prompts to create content—has seen a massive uptick in adoption over the past year. The technology has advanced significantly within a short timeframe and, relatively speaking, it’s just getting started.

OpenAI’s research estimates that 80 percent of today’s workers could see their jobs impacted by generative AI. The natural concern, from the workforce is that impacted will mean, taken over by, but, in most cases, that is far from the truth. Companies should determine how to use generative AI with intention, in a productive, safe, and human-first way. Some of the most compelling ideas are below:

  1. Resume Screening and Candidate Matching:
    • Use generative AI to analyze resumes and match candidates to job descriptions based on skills, experience, and keywords.
    • Improve the efficiency of the initial screening process by automating the identification of suitable candidates.
  2. Automated Interview Scheduling:
    • Implement chatbots powered by generative AI to facilitate interview scheduling.
    • Allow candidates to interact with chatbots to find suitable interview slots, answer frequently asked questions, and receive information about the recruitment process.
  3. Employee Onboarding and Training:
    • Develop AI-driven chatbots or virtual assistants to guide new employees through the onboarding process.
    • Provide automated training modules and resources tailored to individual employee needs.
  4. Employee Assistance and Support:
    • Use AI-powered chatbots to answer employee queries regarding HR policies, benefits, and general information.
    • Enhance employee experience by providing quick and accurate responses to common HR-related inquiries.
  5. Performance Management and Feedback:
    • Implement AI tools to assist in performance evaluations by analyzing employee performance data.
    • Provide real-time feedback suggestions for managers based on language models, helping to improve the quality and consistency of feedback.
  6. Employee Engagement Surveys and Sentiment Analysis:
    • Leverage AI to analyze employee feedback from surveys and other sources.
    • Identify trends, sentiments, and areas of concern to proactively address employee engagement and satisfaction issues.
  7. Skills Assessment and Development:
    • Use generative AI to assess employee skills and identify areas for development.
    • Provide personalized learning recommendations and training programs based on individual employee strengths and weaknesses.
  8. Policy Compliance and Legal Support:
    • Implement AI tools to ensure HR policies and procedures align with legal requirements.
    • Provide legal support by analyzing contracts, identifying potential risks, and offering suggestions for compliance.
  9. Predictive Analytics for Employee Retention:
    • Utilize generative AI to analyze historical data and predict employee turnover.
    • Identify factors contributing to attrition and develop strategies for employee retention.
  10. Internal Communication Enhancement:
    • Develop AI-driven tools to enhance internal communication within the organization.
    • Generate automated newsletters, announcements, or other communication materials to keep employees informed and engaged.

It’s essential to approach the integration of generative AI in HR with careful consideration of ethical and privacy considerations. Additionally, ongoing monitoring and human oversight are crucial to ensure the responsible and fair use of AI technologies in the workplace.  Done correctly, that is much to be gained!

Generational Perspectives on Employment: A Contrast between Baby Boomers and Millennials

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The world of employment has evolved significantly over the years, with different generations experiencing and interpreting work in distinct ways. Baby boomers and millennials, What Generation Am I? A Guide to Generations by Year (parents.com)separated by several decades, have grown up in contrasting socio-economic, technological, and cultural landscapes. These factors have played a role in shaping their perspectives on employment. In this article, we will delve into the divergent viewpoints of baby boomers and millennials regarding work, examining their values, priorities, and approaches to careers.

Work-Life Balance

Baby Boomers:

For many baby boomers, work was often seen as a means to provide for their families and secure a stable future. Many were part of the traditional 9-to-5 work culture, where long hours at the office were considered necessary for career advancement. The concept of “putting in the time” was deeply ingrained, often at the expense of personal and family life.

Millennials:

Millennials, on the other hand, tend to prioritize work-life balance. Work Life Balance | Mental Health America (mhanational.org)They witnessed their parents’ dedication to their jobs and the toll it took on family life. As a result, millennials often seek flexible work arrangements that allow them to balance their careers with personal interests and family time. Remote work and freelance opportunities are particularly attractive to this generation, enabling them to integrate work into their lives, rather than the other way around.

Career Loyalty

Baby Boomers:

Loyalty to one’s employer was a hallmark of the baby boomer generation. Many individuals spent the majority of their careers at a single company, viewing job stability and benefits as vital components of their employment. Climbing the corporate ladder and staying with the same company until retirement were common aspirations.

Millennials:

Millennials tend to value personal growth and skill development over long-term loyalty to a single employer. They are more willing to change jobs and even switch careers in pursuit of new challenges and opportunities. This fluid approach to employment can be attributed, in part, to the economic instability witnessed during their formative years and the rise of the gig economy, What is the gig economy and what’s the deal for gig workers? | World Economic Forum (weforum.org) which has normalized job hopping and freelancing.

Purpose and Fulfillment

Baby Boomers:

While many baby boomers found purpose and fulfillment in their work, these aspects were often secondary to the financial stability that employment provided. Career choices were frequently influenced by practical considerations rather than a quest for personal passion.

 

Millennials:

Millennials seek meaning and purpose in their careers. They are more likely to prioritize jobs that align with their values, allowing them to make a positive impact on society and the environment. This generation places a premium on job satisfaction and is willing to make career decisions that reflect their personal beliefs and goals, even if it means sacrificing higher-paying opportunities.

Technology and Adaptability

Baby Boomers:

Baby boomers adapted to technology as it emerged, but their careers were not as intertwined with digital tools and platforms as those of millennials. They often had to learn new technologies later in their careers, and some may have viewed technology as a disruptor rather than an enabler.

Millennials:

Having grown up in the digital age, The Digital Age: The Era We All Are Living In – DZone millennials are comfortable with technology and its rapid evolution. They readily embrace new tools and platforms, which has contributed to the rise of remote work, digital nomadism, and the gig economy. This adaptability allows them to navigate an ever-changing job market with relative ease.

In conclusion, the differing perspectives of baby boomers and millennials on employment reflect the evolving nature of work and societal values. While baby boomers often prioritized stability and financial security, millennials place greater emphasis on work-life balance, purpose-driven careers, and adaptability. Understanding these generational differences Generational Differences in the Workplace
 [Infographic] (purdueglobal.edu) is crucial for employers, policymakers, and individuals seeking to thrive in the modern world of work, fostering collaboration and harnessing the strengths of each generation.

The Pervasive Influence of Proxy Advisory Firms on Public Company Shareholders

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Proxy advisory firms, once relatively obscure entities, have risen to prominence in recent years as influential players in the corporate governance landscape. These firms provide crucial recommendations and analysis on various matters put forth during shareholder meetings, profoundly impacting the decision-making processes of public company shareholders. This article explores the pervasive influence wielded by proxy advisory firms and the implications of their recommendations on corporate governance and shareholder engagement.

Understanding Proxy Advisory Firms:

Proxy advisory firms, such as Institutional Shareholder Services (ISS) Governance Advisory Services | ISS (issgovernance.com)and Glass, Lewis & Co., Glass Lewis – Proxy Voting have emerged as critical intermediaries between companies and their shareholders. Their primary responsibility lies in providing unbiased research, analysis, and recommendations on matters put to vote during annual meetings, Annual General Meeting (AGM) – Overview, Public Companies (corporatefinanceinstitute.com) including executive compensation, board elections, mergers and acquisitions, environmental and social proposals, and other critical governance issues.

Influence on Shareholder Voting:

Shareholders of public companies, particularly institutional investors, often rely on the research and guidance provided by proxy advisory firms to make informed voting decisions. The firms’ recommendations carry significant weight, as they possess a reputation for thorough analysis and objectivity. As a result, their guidance can shape the outcomes of shareholder votes, leading to substantial impacts on the companies in question.

Effect on Corporate Governance:

The recommendations of proxy advisory firms can influence corporate governance practices within public companies. Faced with the prospect of unfavorable voting outcomes, companies may be compelled to address governance deficiencies, enhance transparency, and align executive compensation with performance metrics. This external pressure to conform to best practices can foster more accountable and responsible corporate leadership.

Controversies and Criticisms:

Despite their widespread influence, proxy advisory firms have faced criticisms on various fronts. Concerns have been raised about potential conflicts of interest, as these firms may provide both proxy advisory services and consulting Home – ISS Corporate Solutions to companies seeking to improve their governance practices. Critics argue that this duality could compromise the firms’ objectivity and independence.

Moreover, some argue that proxy advisory firms’ methodologies may not always be entirely transparent or reflective of the unique contexts of each company, leading to recommendations that do not consider specific nuances of the business. This raises questions about whether the firms’ recommendations always serve the best interests of shareholders in every case.

 

The Balancing Act:

The influence of proxy advisory firms is a delicate balance between providing valuable guidance to shareholders and the potential risks associated with undue concentration of power in their hands. Regulators and market participants have recognized the significance of proxy advisory firms and have taken steps to promote greater transparency, accountability, and oversight in their operations.

Engaging with Proxy Advisory Firms:

Public companies are increasingly engaging with proxy advisory firms to ensure that the firms’ assessments consider a comprehensive view of the company’s governance practices and long-term strategic vision. Constructive dialogues between companies and proxy advisors can lead to more accurate assessments and a deeper understanding of the company’s unique circumstances.

In conclusion, proxy advisory firms play an undeniably influential role in shaping the corporate governance landscape by providing vital recommendations to shareholders. While their impact has led to positive changes in corporate practices, concerns regarding their objectivity and methodologies persist. Engaging in constructive dialogue with these firms and promoting greater transparency in their operations may lead to more balanced and informed decision-making, ultimately benefiting both public companies and their shareholders. As these firms continue to evolve, it is essential to strike a harmonious balance that upholds their value while mitigating potential risks to corporate governance and shareholder interests.

Coach versus Mentor

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A coach and a mentor are both valuable resources for personal and professional development, but they serve different roles and have distinct characteristics. Here are the main differences between a coach and a mentor:

Purpose and Focus:

Coaching: Coaching The Role of a Coach in The Workplace | EZRA (helloezra.com) primarily focuses on performance improvement and goal achievement. A coach helps individuals identify their goals, develop action plans, and provides support, guidance, and feedback to enhance their skills and reach their desired outcomes. The emphasis is on short-term objectives and specific areas of development.

Mentoring: Mentoring 10 Reasons Why You Need a Mentor | Indeed.com is more about long-term personal and professional growth. A mentor is someone with extensive experience and knowledge in a particular field who offers guidance, advice, and wisdom to a less-experienced individual. The focus is on sharing insights, imparting wisdom, and nurturing the mentee’s overall development.

Relationship:

Coaching: The coach-client relationship is typically formal and structured. Coaches establish a professional relationship based on trust, confidentiality, and clear boundaries. They work collaboratively with clients to explore their goals, challenges, and strategies for improvement.

Mentoring: The mentor-mentee relationship is often informal and built on a foundation of mutual respect and trust. Mentors usually have a personal connection or shared interest with the mentee. The relationship tends to be more flexible and can involve discussions about various aspects of life and career.

Expertise and Experience:

Coaching: Coaches may or may not have specific expertise in the client’s field. They focus more on coaching skills, such as active listening, questioning, and providing support. Coaches help individuals develop their own solutions and perspectives by drawing out their strengths and potential.

Mentoring: Mentors possess extensive experience, knowledge, and expertise in the mentee’s field or area of interest. They share their wisdom, offer advice, and provide insights based on their own professional journey. Mentors may also provide introductions to their network or offer career guidance specific to the industry.

Duration and Intensity:

Coaching: Coaching engagements are typically time-bound and have a specific duration. The Four Stages of a Coaching Assignment (coaching-focus.com)Coaches work with clients for a defined period to achieve their goals or address specific challenges. The frequency of coaching sessions can vary depending on the individual’s needs and availability.

Mentoring: Mentoring relationships tend to be more open-ended and can last for an extended period, sometimes even spanning years. How Long Should Mentorship last? (mentorloop.com)Mentors offer ongoing support and guidance as the mentee progresses in their personal and professional journey.

Approach:

Coaching: Coaches use a structured and goal-oriented approach, employing various techniques and methodologies to help clients gain clarity, set objectives, and take action. The Best Ways for Coaching an Employee in the Workplace | Indeed.comThey facilitate self-discovery, encourage self-reflection, and help clients overcome obstacles.

Mentoring: Mentors take a more informal and nurturing approach. They provide guidance, share experiences, and offer advice based on their own successes and failures. Mentors often provide a sounding board for ideas, offer perspective, and encourage the mentee’s growth.

It’s important to note that these distinctions are not always absolute, and there can be overlap between coaching and mentoring depending on the specific context and the individuals involved. The terms “coach” and “mentor” are sometimes used interchangeably, and individuals may fulfill both roles to varying degrees.

The Key to Success

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We have all been there.  Should we buy the house or not?  Should we go back to school or put our energies into our current role Should I Go Back to School During a Recession? – Kenzie Academy (snhu.edu)?  Should we hire the candidate or move on?  We, more frequently than not, choose to stay the course.  We choose not to buy the house and to stay where we are, we choose not to return to school and we choose not to hire the candidate.  We pat ourselves on the back for making a great decision.  The house was too expensive, and we probably couldn’t have sold our current home, we probably couldn’t have managed to further our education and continue to work and that candidate that we decided to turn down was lacking in at least 6 different ways.  You have avoided what was certain to be a failure.  The question is, whose failure are you actually trying to avoid and what are you giving up when you are unwilling to take a risk? The Incredible Power of Taking Risks in Life – The Daily Positive

The fact of the matter is, the greatest achievements require going outside of your comfort zone and taking a well thought out risk.   Many of us have a difficult time dealing with the uncertainty that goes along with taking risks. We grow uneasy not knowing the outcome and we fear potential failure. What if I cause my family financial ruin?  What if I lose my job because I can’t put in as many hours as before? What if the candidate that I hire isn’t perfect and I am blamed? At the root of most of these questions is the questions “What if I’m not good enough?”  

One way to combat the fear of risk taking is to ask yourself “What if” or “So what?”  These questions can diffuse the negative self-talk by providing alternatives. Taking a risk to achieve a goal requires courage to face the fear of uncertainty. No matter the outcome, either way, we grow through the process and become more resilient and confident.  There is no right or wrong answer to many of life’s questions and avoiding them all together ensures that you never allow yourself the opportunity to grow.

Another way to combat the fear of uncertainty is to remember that in almost every situation, you are allowed to make a U-turn.  If the decision you made does not work out as you expected it to, then make another decision.  Figure out what your learnings are, what experience you took away from the situation and move on.

One of the more obvious ways to reduce the fear of risk is to learn as much as you can about the experience you are considering embarking on. Career advice: How to get better at taking risks (usatoday.com) Find other people who have done what you are considering doing and get their advice, listen to what they have learned and what they would have chosen to do differently.

Successfully taking risks The Importance Of Taking Risks (7 Reasons To Take More Risks) (eightysixfourhundred.com)can lead to very positive outcomes including:

  • Standing out form the crowd
  • Helping you to feel alive and empowered
  • Enabling you to think more creatively
  • Helping you to learn about yourself

Risk taking can be healthy and help people develop confidence. Any failure you experience is part of the success process, not the antithesis of success.  If you aren’t willing to risk failing it is likely you will never be willing to take the risks necessary to experience great success!

Time Affluence

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We are all familiar with the term financially affluent, however, the term gaining traction today is time affluence.  Time affluence Time Affluence Increases Happiness. So How Do You Achieve It? – MOJEH is when you feel like you have enough time to relax or pursue meaningful activities. Time poverty is when you feel stressed because you are constantly rushing and feel you never can catch up.  It becomes especially obvious during this time of year when many employees are off work for the holidays.  People slow down and start wondering whether the hamster wheel they are on is truly the best way to enjoy and bring real meaning to their lives. In fact, four out of five adults report Why You Never Seem to Have Enough Time (berkeley.edu) feeling that they have too much to do and not enough time to do it. People who experience less time affluence also experience less joy each day. They laugh less. They are less healthy, less productive, and more likely to divorce. In one study, stress related to time poverty produced a stronger negative effect on happiness than even unemployment.

Unlike money, where we have choices to either spend what we have more wisely or create/earn more, we cannot increase our time.  We all have the same 24 hours each day. So, the option that leaves us with is finding a way to use our time most wisely.  Below are some ways to get the most out of the time we have.

Meditate

Strangely enough, taking downtime, especially to meditate, How to Meditate – Mindful can make us more productive in the time we spend working or actively engaged.  Especially if you have a difficult problem to solve.  Our subconscious minds will often continue to work after we have taken a break, allowing us to come back and see new solutions.

New Experiences

Engaging in new experiences can alter our sense of time.  We have all had the experience of time moving more quickly or slowly depending on what we are doing and how engaged at the moment we are.  When we free our minds to try new things, we allow ourselves the gift of experiencing our daily life differently.

Funding Time

Research has shown that people that make the decision to “buy” their way out of unenjoyable activities frequently respond more favorably to being time affluent.  The peace of mind you receive by giving yourself 3 hours of housekeeping/cleaning services may pay big dividends in your life.

Block Time

Blocking out time What Is Time Blocking And How Does It Work? (2021 Guide) – Biz 3.0 (timedoctor.com) on your calendar to just think or catch up with someone you haven’t seen in a while starts to reframe how you think about time.  In our “always-on” society, there is an expectation that we will respond to e-mails within minutes, creating a vicious circle.  Blocking time for downtime and treating it as just as important as the next barrage of e-mails can keep you feeling more in control of your day.

Money and time have much in common.  They can both be measured, and we feel as if we never have enough of either, forcing us to constantly choose between the two. The choices that we make, every day, can powerfully shape our feelings of fulfillment and happiness from the moments, days, and years of our lives. Choose wisely to enjoy your definition of a life well-lived.

2018 Canadian HR Trends

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sherrie-suski-canada

It is always interesting to look at Human Resources Trends from around the world to explore the similarities and differences of varying cultural perspectives.  As our parent company is Canadian, let’s look at a few of the trends that are top of the list for 2018.  Morneau Shepell compiles an annual list of Canadian HR Trends:

Insights on what HR leaders are expecting in the coming year:

 

• Improving employee engagement is a top priority

Employee Engagement is top of mind for companies in the US as well.  Not only for altruistic motives, but for the sheer fact that engagement can be tied to better productivity and bottom line numbers all around.  Trying to tap into the discretionary effort each employee has is big business. http://www.snacknation.com/guides/definitive-guide-employee-engagement/

• Streamlining administration and absence management continue to be focus areas

Streamlining administration is a worthy cause in any country.  Streamlining can take the form of creating new processes or automation.  Robotic process automation has real potential to transform the mundane tasks in HR.

• HR leaders continue to be cautious about salary increases.  Salaries expected to increase by 2.3 per cent in 2018.

While salary increases are trending just slightly higher in the US, there are still concerns about how to differentiate between average and high performers with such small increase budgets.

• Employers are looking at workforce data in silos, with very few looking at data in an integrated way

Data will be THE FOCUS in 2018 whether in silos or a more integrated approach. 

• Complex mental health claims are the top disability management concerns

Large claim management in general is a concern.  A few large claims can turn the loss ratios in the wrong direction.

• Manager training is a focus in managing absence and disability

Manager training is a focus for all companies.  It should encompass the hard skills like managing absenteeism and disability LOA’s, but should also encompass softer skills like having difficult conversations, confrontation and inspiring your employees.

• Organizations are concerned that their employees are not adequately prepared for retirement

This is a growing concern amongst many US employers as well.  Financial wellness training for the workforce is a partial solution.  Other approaches may include automatic enrollment in 401(k) plans and writing plan documents to exclude the popular loan provisions.

Companies around the globe have the same goals, to inspire their workforces, yielding a team of more engaged workers and better profits at the bottom line.