One of the biggest issues many organizations face today is inspiring leadership. When leadership is viewed as the creation of value through authentic self-expression we see that it is found at all levels within the organization, not just at the top. Some leaders create value through ideas, some through people, some through projects and some through systems. Leaders come in all sizes, colors, personality types and preferences.
Earlier this year the CEO of Yahoo, Marissa Mayer, made an organizational-wide decision to ban telecommuting options for all employees. This decision sparked national debate among US companies on whether or not telecommuting is a beneficial and viable work option for employees. Regardless of a company’s stance on the issue, it’s no question that telecommuting has become a widely popular option among the US workforce. According to a survey conducted by Korn/Ferry International, almost 80% of respondents indicated that their company allows employees to telecommute. In addition 58% of those surveyed indicated that they themselves work remotely.
A healthy workplace should empower workers to learn new skills, gain new knowledge and grow personally and professionally. Employee empowerment is the process of allowing employees to have input and control over their work, and the ability to openly share suggestions and ideas about their job and the organization as a whole. Empowered employees are committed, loyal and conscientious. They are eager to share ideas and can serve as strong ambassadors for their organizations.
Stress is an unavoidable part of our daily lives. As we face changing times, as well as competing demands to balance work, family, finances, friends and pastimes, stress and tension can abound. While life can never be stress-free, stress can be managed in a productive way. Rather than allowing ourselves to be placed in positions of constant stress, we could choose to focus instead on managing our time more effectively. Time management is really about managing ourselves in relation to time
The recent tragic events in Boston have once again raised concern about the possibility of violence in our homes, communities, and organizations. With the frequency of these violent acts occurring, it is critical for organizations to minimize the potential for violence and have a plan to communicate where to turn when facing a threat. In addition, it is vital that organizations to have timely access to professional support should violence occur.
According to a survey by the American Management Association, American workers are lacking in crucial skills for success in the workplace. The survey reported that more than 50% of managers believe their employees rank no greater than average in areas of creativity, collaboration, critical thinking and communication. Additionally, the number of managers who rated their workers as “below average” rose in all four categories, leaving managers concerned about their employees’ ability to advance in the workplace.
According to a survey by the Employee Benefits Research Institute (EBRI) American workers are reporting the highest levels of uncertainty about retirement in 23 years. Although they’ve reported these concerns, less than half of those surveyed indicated they are taking the proper steps to save. The survey revealed that 45 percent of respondents have not done a formal retirement needs assessment, but instead have only guessed about the amount of money they actually need to save in order to live comfortably in retirement. In fact, only 23 percent of those surveyed reported seeking help from a financial advisor on planning for retirement.
A Health Risk Assessment (HRA) is an annual health assessment which measures lifestyle risk factors. Categories evaluated include heart health, nutrition, weight management, fitness, cancer risk, smoking, stress and safety. The results of the HRA are delivered to each employee through a report that explains each of their measurable health risks. Each risk factor, (i.e. blood pressure) is given a point total, which will equate an individual’s medical risk.
When a company’s culture starts getting infected with toxic, anxiety-inducing rumors, it has a damaging impact. People cannot concentrate on the work at hand and productivity suffers. Employees may begin to believe that senior leaders are not managing the issues properly which can lead to a breakdown in morale, fostering an “us versus them” divide. Employees who hear a negative rumor about themselves may feel personally attacked, resentful or embarrassed, leading them to consider finding a more hospitable work environment. Even the company’s reputation within its industry can be damaged, with a lasting impact on future business development.
According to the American Psychological Association, the millennial age group (those born between 1980 and 2000) reported higher stress levels than all other generations in 2012. In particular, 76% of the millennial age group cited work as their biggest source of stress, with 73% citing money and 59% citing relationships as their largest stressor. In addition, millennials reported the highest rates of being diagnosed with depression and anxiety disorder compared to older age groups.