Dogs in the corporate world used to be regarded as a far-fetched, and sometimes an outrageous idea – you can just imagine the bosses shaking their heads at the idea of letting pets into the office. They used to be considered a nuisance. The pet’s daily routine consisted of home activities and outside play, but in no part of the schedule did they get to catch a glimpse of their owner’s corporate life.
However, more and more companies have become amenable to welcoming dogs in the workplace. Various studies have showcased the advantages of bringing pets into the corporate setting, the first one being that they add positivity to an office. Dogs are fun and entertaining, and they could become potential assets to your company. Studies show that dogs promote a healthier work lifestyle due to adequate balance in work and play. They also increase job satisfaction, encouraging employees to stay longer in the company.
This concept is still a work in progress, especially since there are so many things to consider before you can bring your dog to the workplace. For example, they need to be properly trained so they can adapt to the new environment faster, and to make sure that the coworkers assimilate to the idea of a dog in the workplace.
People are biased and sensitive when their pets are involved. When a pet misbehaves, there is a tendency to be lenient, which should not be the case. If you find that your dog is not suited to the corporate setting, or if they are not prepared to handle the stress of the workplace, then do not bring them.
You can help your dog acclimate to the workplace by working with a professional dog trainer to correct any unwanted behavior. Companies such …Read More
However, providing flexible work options may seem like a big risk for small businesses. That’s why anyone considering this route needs to have a well-defined plan in place before jumping right in.
If you’re thinking of offering telecommuting as an option, here are five tips to help you create an effective policy.
Open communication with remote workers is an essential part of any successful flexible policy. Without face to face contact, those in charge must make an effort to touch base more frequently and communicate priorities, goals, and deadlines with their direct reports.
Invest in communication tools that are designed specifically for remote work. Traditional email and phone calls are still valuable tools, but having instant chat software, secure document sharing, and even web conferencing, like Skype or Google Hangouts, that allows for some face time are beneficial. Not only do you want your employees to continue performing well, but you also want them to feel like they are still part of the team.
Some owners are hesitant about flexible work schedules due to the potential for employees to take advantage of the situation. Employees may say they are working, but without guidelines and checkpoints, they can’t be held accountable. It is your responsibility to communicate your needs and expectations.
Write down your policy and add it to your employee handbook. That way, everyone has access to the information and is responsible for following the guidelines. Include how you are going to track time, how you are going to evaluate their success, how they should communicate with you, what metrics you will use, and what the requirement is for daily availability.
It is also essential to include policies on caregiving. One commonly held idea is that …Read More
By shedding the less-than-impressive resumes and focusing on candidates who have stellar backgrounds and qualifications, it can appear that you have the best and brightest candidates. But if you look at the qualities that actually predict a person’s potential for success, paper-based hiring just doesn’t cut it.
While sifting through resumes and looking for personal qualities that match your culture is important, companies are better served by developing a cultural environment that encourages everyone to adopt a best-in-class mindset – a vibe that leadership cultivates and an attitude your team embodies 24/7/365.
When asked what qualities most influence productivity, more than 50% of CEOs and CFOs pointed to the same variable: a healthy corporate culture. In the eyes of these high-level executives, workplaces that balance creativity, firm values and profitability are best positioned to thrive.
Employees lucky enough to work in such an environment have a best-in-class mindset. It combines coachability, self-belief and a work ethic that equates winning with outworking competitors. My team prides itself on being 100% coachable – never shunning criticism, never giving in to defensive responses and always embracing change.
Seeking out and fostering this mindset takes a lot of work. It happens by actively listening to what drives someone, what defines their goals and how they quantify success. These people say and do things that signal a desire to improve. They understand that winning comes from being open to criticism, and they’re the first ones to turn negative events into learning moments. Those are the people who are the best in their class at getting better.
It’s not enough, though, to locate an existing best-in-class mindset while interviewing candidates. To keep that mindset alive in a working team, those conversations must continue long after hiring.
As good as prompting workers to pay attention to their health might sound, though, providing wearable devices might spark concerns around privacy and preferential treatment.
According to a study by the JAMA Network, it may yield little to no actual benefits to employees. The study examined the experience of 33,000 workers at BJ’s Wholesale Club over the course of a year and a half. It found that, while workers had higher levels of physical activity or exercise and paid closer attention to their weight, there were no significant changes in things like their blood pressure or sugar levels, and no reduction in the company’s healthcare costs, which is often a major motivation in implementing health and fitness programs.
A health and wellness program like company-provided activity trackers often has a long list of pros and cons. Business News Daily spoke to health professionals and business experts to see what benefits and negative effects wearable fitness trackers could bring to your business.
“Employee fitness incentive programs can result in reduced absenteeism, greater worker productivity and lower employee turnover,” said Alfred Poor, Ph.D., editor of Health Tech Insider. “All of these factors can result in real bottom-line financial savings for employers.”
In addition to increasing employee engagement, implementing an activity tracker program can create a culture of gamification in the workplace, which has been proven to increase morale, focus and drive for a given task. Gamification makes the mundane fun and provides social support, which increases a participant’s chances of maintaining their progress.
“Many organizations find that offering wearable fitness trackers that have shareable data encourages teams to work together to reach not only corporate goals but also [personal] fitness goals,” said Jared Weitz, CEO and founder of United Capital Source. “This …Read More
The corporate world is not so different from the world of Westeros; there can be battles in the boardroom just like the battles to take the Iron Throne – but hopefully, with less bloodshed. Whether you’re pro Lannister or Dothraki, backing the Iron Fleet or fighting for the North, or even team White Walkers, one thing each group has in common is the fact they are all united under one leader.
And each leader has their own distinct leadership style. Just as the characters of GOT divide and conquer, strategize or deliver empowering speeches to head their armies, so to do business leaders.
Daenerys leads with grace and fairness – and a certain fierceness that just naturally comes with having dragons at your command. Like a true democratic leader, she is equitable in considering advice and opinions as she communicates all the way through the chain of command but still holds final decision-making responsibility.
Mastercard president and CEO Ajay Banga could be considered an everyday democratic leader. Banga is known for being able to break down traditional barriers between executives and middle management, promoting inclusivity. Under Banga’s leadership, Mastercard ranked fourth on DiversityInc’s 2018 list of the top 50 most diverse companies and has committed to closing the gender pay gap.
Autocratic leadership is based on the idea that there is one boss, and that boss generally embodies the ‘my way or the highway’ mantra. Cersei is Queen and she doesn’t care what others think of her and stands by her choices. Autocratic leaders often make decisions on their own, communicate those decisions to subordinates and expect prompt execution – with little to no flexibility.
In his time heading the Trump Organization, Donald Trump has been labelled an autocratic leader.…Read More