Mindfulness, defined as “a receptive attention to and awareness of present events and experience,” has become popular worldwide as a way to make people feel calmer, more focused, and more creative. Mindfulness advocates say it keeps them from being distracted by fears and conflicts. Some companies see team mindfulness as a way to improve group interactions. Of course, team mindfulness is a bit different; it involves a collective awareness of the present by the team at any given moment. Studies have shown that a high level of team mindfulness leads to lower levels of relationship conflict and less tendency for conflict to undermine the team’s work. To increase team mindfulness, encourage present-focused attention, non-judgmental processing, respectful communication, and an openness to collecting and understanding information before processing and acting on it. Read the full … [Read more...] about (6/3) What Mindfulness Can Do for a Team
HR Industry Brief
(5/31) Are You Putting Your Great Talent in the Wrong Roles?
On the surface, Mary may seem like a natural for a position as a floor nurse in the dementia unit. She has 10 years of experience in an assisted living facility, and her values are consistent with the organization’s culture. But as time goes on, she is unhappy. What happened? It’s easier than you think to hire the right person for the wrong position. To avoid this, align competencies needed to be successful—and content—with a job to the candidate who is naturally strong in those areas. For instance, Mary has strong skills and interest in identifying patient goals and helping them achieve these; she is very outcomes driven and has extensive knowledge of community resources. As a result, she might be happier working with short-stay patients and helping them successfully transfer home. For other employees, providing advice, motivation, and leadership comes naturally. These individuals might function best in a management role. The types of competencies applicable here include team … [Read more...] about (5/31) Are You Putting Your Great Talent in the Wrong Roles?
(5/30) Workplace Interventions May Improve Sleep Habits and Duration for Employees
Studies show that employer-sponsored efforts to encourage improved sleep hygiene and healthier habits have resulted in less worktime sleepiness complaints by employees and greater productivity. Most common workplace interventions involve educational programs that emphasize sleep hygiene, fatigue management, and how personal habits (such as caffeine consumption and exercise) that affect sleep. However, other interventions include providing quiet places where employees can rest on breaks (as possible and appropriate), daytime exercise activities and programs, and increased natural light in workspaces. Researchers also suggest the benefit of: · Setting limits on the number of hours that can be worked in 24-hour and 7-day periods. · Establishing a minimum of 10 to 11 consecutive hours off from work per 24-hour period. · Providing workers who have serious sleep problems access to an accredited sleep disorder center. [Read more...] about (5/30) Workplace Interventions May Improve Sleep Habits and Duration for Employees
(5/29) Are Employers’ Health and Family-Friendly Benefits Up to Par?
Nearly half (40%) of working women say that the women’s health and family-friendly benefits at their current employer isn’t up to par, according to a new survey. At the same time, 87% say these benefits are important or very important to them in considering a job offer. According to responses, certain benefits—such as paid leave or comprehensive health coverage—can lead women to view a company more positively, apply for a job there, and stay at that company longer. Women also are more aware of and interested in benefits such as coverage for invitro fertilization and egg freezing. Read the full article. … [Read more...] about (5/29) Are Employers’ Health and Family-Friendly Benefits Up to Par?
(5/28) A Careful Balance: Managing Political Activity and Speech at Work
While free speech has protections, political talk in the office may not be okay. There is no right to “free speech” in private workplace; and even the First Amendment doesn’t protect political speech at work. Many states have laws protecting employees from discipline or termination for exercising their free-speech rights, but these protections aren’t necessarily comprehensive. HR can help by establishing and communicating clear expectations about political expression in the workplace, then training supervisors and managers on these policies. You also can set some limits, such as restricting access to bulletin boards or e-mail systems for political purposes and not allowing third-party political activity on the premises. Clearly communicate and enforce dress codes, especially in regards to politically-related attire. Make sure staff understand the importance of respecting those with different opinions. Investigate any complaint of harassment or bullying promptly; and make sure everyone … [Read more...] about (5/28) A Careful Balance: Managing Political Activity and Speech at Work
(5/27) More Men Say They Are Uncomfortable Interacting with Women at Work
According to new survey data, men aren’t always comfortable interacting with women on the job. Over half (60%) of male managers said that they are uncomfortable mentoring, working alone with, or socializing with a female colleague in light of #MeToo. This represents a 14% increase from last year. Elsewhere, senior-level men are 12 times more likely to express hesitance to have a working dinner with a junior-level female than a comparable male worker. They are five times more likely to hesitate to travel on business with a junior-level woman. These attitudes seem to be reflected in behavior. One survey of Women in the Workplace found that women receive less day-to-day support and access to senior leaders than men. Read the full article. … [Read more...] about (5/27) More Men Say They Are Uncomfortable Interacting with Women at Work
(5/24) A Formula for Building Leading Teams
Building great teams is important to your organization’s success. One expert suggests the key to this is WTF—winning, team, and fun. Seek people who have some common attributes, including work ethic, grit, and heart. Look for people who pursue their passions, are resilient in the face of obstacles, and have a strong desire to serve. How do you identify these people? Their resumes may show military, community service, or volunteer experience, and they may have sports, music, or performing arts accomplishments. Once you pull your teams together, you can focus on winning. Build a culture and business model around winning to start the cycle and keep it going. Promote the organization’s successes and accomplishments to attract top talent and celebrate internally to keep great people. When you have a winning team, the fun will follow. Boost it with victory parties, contests with prizes, and sufficient time off to recharge and prevent burnout. [Read more...] about (5/24) A Formula for Building Leading Teams
(5/23) Study: Workplace Yoga Lowers Employee Stress
A new study of nearly 1,300 employees suggests that practicing yoga results in decreased stress and more positive mental health. In addition to its healthcare benefits, yoga represents a low-cost wellness option that requires minimal equipment and can be done in cafeterias, offices, conference rooms, or even outside spaces. This study is good news, as organizations are increasingly seeking ways to combat stress, which is rampant in the workplace and contributes to problems such as cardiovascular disease, hypertension, diabetes, and irritable bowel disease. Stress also can have a negative affect on memory and cognition, and it increases the likelihood of developing anxiety and depression. [Read more...] about (5/23) Study: Workplace Yoga Lowers Employee Stress
(5/22) About Half of Workers Are Concerned about Discussing Mental Health Issues in the Workplace
According to a new poll from the American Psychiatric Association (APA), about half of U.S. workers are comfortable talking about their mental health in the workplace, while more than one-third worry about the professional consequences if they seek mental health care. More than one in three workers are concerned about retaliation or even the prospect of being fired if they seek mental health care. Younger men have the greatest fears about how their employer would react. Poll data indicates that most workers (70%) know how to access mental health services; and 62% are at least somewhat comfortable pursuing help. About three in four people indicate they are confident about their ability to recognize signs of mental illness—such as anxiety or depression--in co-workers and would offer help. Real the full article. … [Read more...] about (5/22) About Half of Workers Are Concerned about Discussing Mental Health Issues in the Workplace
(5/21) Nearly One-Third of Candidates Back Out after They’ve Accepted a Job Offer
Nearly a third (28%) of job candidates say they have accepted a job offer then backed out, according to a new Robert Half survey. Their reasons? Nearly half (44%) said they received a better job offer, 27% said they got a viable counter-offer from their current employer, and 19% said they heard negative things about the hiring company (19%). The highest rates of back-outs occurred in San Diego, San Francisco, Chicago, Houston, Austin, and Miami. To avoid this problem, make sure the recruiting process sends the right and most accurate cultural message and an honest assessment of what the organization is like. Resist painting an overly rosy picture that candidates and new hires will eventually discover is untrue. Read the full article. … [Read more...] about (5/21) Nearly One-Third of Candidates Back Out after They’ve Accepted a Job Offer
