The workplace today is extremely diverse as more people are entering in than ever before. For the first time in history four biological generations with especially different mindsets have been working side by side in many organizations. Just as organizational leaders have begun to grasp this concept and the challenges associated with managing the diverse and competing values of these individuals, it seems an additional 5th generation (Generation Z) has now emerged.
Due to increasing violence throughout the country, many companies have developed a violence prevention and management plan. This plan will define preventive measures and reduce potential risks for the company. Management efforts in predictive, preventive and preparedness strategies can respond to, and possibly avoid, the painful loss and costs associated with violent incidents.
A new hire’s experiences during the first six months at a company will often dictate whether the employee will stay at or leave the organization. These experiences are largely influenced by the effectiveness of the organization’s onboarding program. An ineffective onboarding program can lead to low retention rates and ultimately impact the organization’s bottom line. According to a 2013 Aberdeen report, companies with best-in-class onboarding programs report a retention rate of 91%. However, only 37% of companies are investing in formal onboarding programs.
Implementing a new tobacco-free workplace policy creates questions and concerns on the part of employees. Many companies report receiving less negative feedback than expected; however, it’s important to be ready to handle questions and concerns you may receive when rolling out a tobacco-free policy within your organization, particularly from those who use tobacco.
According to the American Cancer Society, tobacco use is the single largest preventable cause of disease and premature death in the United States. Each year smoking accounts for about 443,000 premature deaths and about 49,400 non-smokers die as a result of exposure to secondhand smoke. However, 43.8 million Americans – nearly 1 in every 5 adults – still smoke cigarettes. It turns out that a majority of adult smokers say they want to quit; though without help, few succeed.
To be truly effective in managing conflict you must be able to understand what it is the person in conflict is trying to communicate. However, your perception of a situation largely impacts how you understand and interpret another person’s communication. Perception, sometimes described by phrases such as “world view” or “our mind’s eye,” is a process everyone experiences. Physiological, cultural, social, occupational, and self-concept aspects can all influence your perception.
Mental illness is a difficult issue to address within the workplace, and it becomes even more challenging when it is left unaddressed. Although an estimated 25 percent of Americans will experience a mental disorder in any given year, less than one-third of adults receive treatment for their disorder. Many organizations utilize an Employee Assistance Program (EAP) to address these issues; however, there is often a stigma associated with mental illness. Misconceptions about mental illness often contribute to the stigma, which leads many people to be ashamed and prevents them from seeking help.
A company’s workforce is its most valuable asset, and employee morale, engagement and productivity often form the glue that holds a business together. However, a recent Gallup survey found that 70% of American workers are either unengaged or actively disengaged in their work leaving them emotionally disconnected and unproductive. The survey also found that this lack of engagement and productivity has been estimated to cost U.S. companies up to $550 billion each year. These alarming statistics should prompt many managers to ask: how can we better inspire our employees?
What does it mean to be a supervisor? One dictionary defines the word supervisor as, “an individual who directs the work of others.” Of course, there is so much more to effective supervision. Initially, employees should be selected who are a good fit for your organization. Next, it is crucial to give them the tools and training they need to do the job. The working relationship that you establish between yourself and your employees, however, is really the foundation of supervisory excellence.
Designed as a resource for both the employer and the employee, Employee Assistance Program (EAP) services support a healthy, productive, and successful workforce. EAPs support employees and their families before, during and after daily struggles by providing expert guidance, information, intervention and referrals. By providing employees with the peace of mind they need in their personal lives, EAPs allow them to concentrate more effectively during their working day.