“Don’t just stand for the success of other women – insist on it.” - Gail Blanke, President and CEO, Lifedesigns
Maybe being a man writing this undermines all credibility. My career has been all about embracing the importance and value of a diverse workplace. Having a silent or marginalized voice isn’t easy. Being an ignored or disrespected voice is soul crushingly depressing. I’ve long been having this conversation with my female colleagues about the importance breaking the silence and finding my voice.
Let’s not kid ourselves though, there’s still knuckledraggers wandering the workplace halls. The staff room at times is more like a locker room. You need hipwaders every time you pass the watercooler, because there’s so much BS and testosterone fueled bravado surrounding it.
There are talkers in your midst. They’re also getting ahead by only talking a good game. It’s time to rise above the bad smell, of less pay, less recognition, and lesser titles. You’re educated, you’re smart, you have skills, and you work harder than most. You’ve got game. Communicating a great game will raise the bar in your workplace.
Improving your verbal and non-verbal communication skills will get you noticed, will help get you ahead, and make for a better workplace. Here are some things to keep in mind.
- Being overly apologetic is undermining. It’s not your fault the network is down, or the caterer messed up the the lunch order. Working late to meet a deadline, don’t apologize for asking your team to join you.
- Your behavior shapes the universe. Your competence and confidence always need to be on display. Showing courage and conviction will inspire and mobilize others to take action. Turning your words into action will get you noticed. Remember the fine line between arrogance and confidence. Speak directly with authoritative tone. Being loud, condescending, or defensive won’t carry the day.
- Do not talk down your achievements or undervalue them when working in a successful group and alongside men. Teamwork matters. Undervaluing yourself in group situations, in front of co-workers or employers, will hold you back. Take the credit and recognition you’re due. Kudos aren’t just a man’s domain.
- Of course there’s merit in wanting to be helpful, and having the get things done attitude to achieve your teams goals. Remember the delicate balance between taking on meaningful tasks versus the busy grunt work nobody else wants to do. You want to be a meaningful and effective contributor. Communicate with the boss about projects that excite you. Let them know what you’d like to work on.
- Ideas are essentially gender neutral. Work at generating good ideas, communicating the value of those ideas, as well as helping others articulate their ideas.
- If direct and open feedback is constructive, don’t personalize or internalize it. Be direct and open in receiving it. Take action on it.
- Be authentic. Know and respect what you are about, and true to your beliefs. You’re more than just what’s on your resume.
- Focus on your own growth and contribute to the growth of the people supporting you.
A truly diverse workplace embraces different voices, with different perspectives. By making your voice is heard and your presence known, you’ll be making a difference.
“Don’t waste your energy trying to educate or change opinions; go over, under, through, and opinions will change organically when you’re the boss. Or they won’t. Who cares? Do your thing, and don’t care if they like it.” ― Tina Fey, Bossypant
About the Author: As VP of Marketing, Bimal Parmar manages the global marketing strategy and execution at Celayix. With over 20 years industry experience, Bimal is responsible for making sure the world learns about the benefits of Celayix’s solutions that include: advanced employee scheduling, time and attendance, employee communication as well as integration modules for payroll and billing. Before joining Celayix, Bimal was Vice President of Marketing at Faronics, a leading provider of IT solutions for the Education vertical where he helped grow revenue over 50% and launched exciting new solutions. Prior to that Bimal held senior marketing and product roles at technology companies such as Business Objects and McAfee Security where he gained significant international experience working with global companies such as Microsoft, Dell, Sony, HP, Orange, Telefonica and Ricoh.
Editor’s Note: Dr. Lois P. Frankel is the President of Corporate Coaching International , an executive coach, speaker, and best-selling author. She has just released an updated and revised 10th anniversary edition of her book Nice Girls Don’t Get The Corner Office: Unconscious Mistakes Women Make That Sabotage Their Careers. In it she reveals a distinctive set of behaviors that women learn in girlhood that ultimately sabotage them as adults and discusses how to eliminate those behaviors. Today, she has shared her Top 10 tips with us. Some you may agree with, some you may not. Let us know what you think in the comments below!
Top 10 Tips For Claiming the Corner Office
1. Body Art: Don’t get a tattoo or an unusual body piercing if you’d had even one drink, toke, or snort. You’ll be likely to regret it. Similarly, don’t be goaded into getting one by your sorority sisters, girlfriends, or someone you’re dating who thinks they’re hot.
2. Communication: Resist the urge that screams incomplete when you don’t say everything that’s on your mind. Women, fearing they haven’t explained well enough, can use about twice as many words per day than men (and then wonder why they’re not listened to). We think when we talk more, we make a better case – when in fact the opposite is true. This is a case where less is more.
3. Inappropriate Use of Social Media: Once you post something on the internet, getting it off is like trying to put the toothpaste back in the tube. You have no control over where it goes. Play it safe. Put nothing on the internet that could cause someone to doubt your values, your brand, or your reputation.
4. Giving Away Your Ideas: Get in the habit of asking a question after expressing an idea or making a proposal. Something like, “Are there any objections to immediately getting to work on this?” is ideal. This increases the likelihood of acknowledgement and discussion.
5. Feeding Others: Unless your name is Betty Crocker, don’t bring food to work or have it sitting on your desk. It softens the impression others have of you. Of course if it needs softening because you’re a tough broad, it could be a good strategy!
6. Skipping Meetings: If you think meetings are just a big waste of time, think again. They’re called “meet-ings” not “work-ings.” Even when a meeting seems unproductive, it provides you with the opportunity to market you brand, get information, and be on the radar screens of those who making decisions about your career.
7. Being a Doormat: Pablo Picasso said, “There are only two types of women – goddesses and doormats.” Avoid being the latter by learning to manage expectations about what you can and can’t realistically do (take a negotiations class if you have to), asking for what you want or need rather than waiting to be given it, and trusting your instincts. If you think you’re being taken advantage of or abused, you likely are.
8. Protecting Jerks: Women are like jerk flypaper. Not only do we attract them more than men do, we tolerate them longer than we should. Consciously distance yourself from jerks (and jerks can be men or women) so that you’re not found guilty by association, when you get blamed for the actions of a jerk re-direct the blame to where it belongs, and when the jerk is your boss it’s time to look for another job. You won’t change a jerk, so protect yourself.
9. Making Miracles: Miracle workers get canonized not recognized. In every organization there’s a baseline for hard work that everyone is expected to toe. If you consistently work beyond the baseline you’ll be seen as a worker-bee and just be given more work to do. Learn to not only do your job well, but also be strategic in how it gets done so that you’re seen as more than just a worker-bee. Use all the extra “free” time on your hands to build relationships that will serve you throughout your career.
10. Branding: We are all brands in the workplace. It’s what distinguishes you from everyone else. Write down 3 – 5 words you want people to use to describe you. Then identify the behaviors in which you must engage for others to actually see those traits. When you act in concert with your brand, people will come to trust you.
Too many companies are not responding quickly enough to the expectations and needs of the workforce today. Turnover is costly so it’s time to focus on retention. In the continual rush to be productive we often fail to treat people well. Happy employees stay with companies longer. They’re less likely to be vulnerable to recruiting calls.
One obvious trend is employees are taking control of their careers and their life. Companies are not trusted to provide career longevity. Corporations hire and layoff unpredictably. Job security is a myth so employees have learned to style their lives differently. The truth is more employees are willing to walk away from employment scenarios that make them miserable.
On average it costs between $15,000 and $45,000 to replace a worker who earns between $40,000 and $110,000. While the figures may vary from industry to industry, for example the estimated cost to hire a nurse is around $60,000, the fact is companies can save a bundle of money if they have less attrition.
There are several things employers can do to improve retention and lower hiring costs.
1. Training. Give employees more skills. Employees want to increase their value.
2. Provide communication training. Encourage and expect constructive feedback to flow up, down, and sideways. Provide avenues for feedback. Surveys show the number one reason people are unhappy at work is due to an ongoing issue with someone who matters at work. Increased stress can certainly lead to turnover.
3. Mentoring programs. Help employees see the long view and career path options. How do they get to where they want to go?
4. Flexible schedules. Focus on what is expected of an employee. Be clear about what, when, and how they are to accomplish their goals. Define clear parameters. Younger people want a work/life balance and will quit their job to get it elsewhere. Define what fair, good, and excellent performance includes so employees don’t feel unfairly criticized and can improve their performance responsibly.
5. The ability to work from home a few days a week. This makes for happier, more loyal employees.
6. Ask for feedback. How are you doing managing your company? What are the perceptions of your staff on your performance? What are you doing to improve? New managers should know their staff will evaluate them regularly, and anonymously, where possible. Are they willing to improve their management skills?
Different issues arise as a company grows. Pay attention. When I owned an independent adjusting company in the Chicago area the outside investigators who worked for me were highly skilled. When we got together there was a great deal of ribbing and jockeying for some kind of superiority I didn’t quite understand.
I thought of us as a team. We were one exclusive, competent company who handled the toughest workers compensation and liability claims in the city, for the best insurance companies. I wanted to create unity not competition within. One Saturday I asked the investigators to come in for the morning. I had them each read two of their co-workers’ files.
I asked them to verbally critique the work of their peers. They worked independently being responsible for each assigned investigation until conclusion. The result was heartening. Each one was humbled and impressed with the caliber, professionalism, depth, and insights of the people they worked with. Never before had they seen the work product of their peers.
The compliments were genuine and respect sincere. There was an elevated sense of camaraderie. We all belonged to the same ‘club’ of outstanding service and talent. We were more united and the one-upmanship stopped. I knew we had the best investigators in the city but they didn’t know until they experienced it for themselves.
The result was we had no turnover for five years before I sold the company. The loyalty, integrity, comfort, and trust we enjoyed was unique. Situations arise all the time that require an individualized solution. If one approach fails to get desired results, think of a new strategy. Ideas are free, turnover is not.
Leadership is not hard if you’re willing to serve your employees the way you serve the customer. Lower hiring costs by increasing retention. Loyalty is not a given. Earn it and everyone wins.
About the Author: Kimberly Schenk is a recruitment coach and mentor. She trains both individuals and corporate staff. Kim teaches the full cycle recruitment process and has an updated book available online called TopRecruiterSecrets. Learn more by visiting Kim’s blog about corporate recruiting.
The long winter months can inspire you to peruse deals online or phone your travel agent for a vacation away from home – somewhere relaxing and fun (or perhaps warmer) where you can forget the bustle of everyday life and stretch out in your finest resort attire for a few days.
Don’t feel guilty or hesitant about taking a little vacation this winter. Even if you’re a business owner, a little time away from the regular office environment and the daily tasks of running your business and managing your staff can refresh you for the new year and make you see things in a new light. A vacation can even help you brainstorm ideas to make 2014 the best year your business has ever had.
Here are a few tips on how to make the most of your winter vacation so that you come back to the office mentally refreshed and inspired.
Disregard smaller tasks for the bigger picture
First of all, don’t forget the fact that you are on vacation once you lock your office door, pack the car or carry-on bag, and bid farewell for a week. This means giving yourself permission to enjoy the time off – not spending it doing the frustrating grunt work that you associate with each weekday.
Instead, take a few minutes every so often while you are on vacation to brainstorm about the bigger picture and feel creative. The point of brainstorming while on vacation is to invite new ideas, not labor over mundane tasks.
Enjoy a different schedule
If you do things in the same order each day – have coffee, shower, brush your teeth – we are hereby giving you permission to ditch your usual routine during a vacation. You may be pleasantly surprised at how mixing it up a little can affect a creative spark.
Get some fresh air
Fresh air is one of the keys to creative success. If you’re the kind of person who sits inside your fancy hotel room and watches the cable channels – or sits by the fire at the ski lodge the entire time – try to get outside into nature a little more and breathe deeply. You don’t have to necessarily think about work while you do it; just clear your head to let new ideas in!
Take something to write with
If you’re out and about during your vacation and you come up with a fantastic idea, it would be a shame to let it escape. Avoid this by keeping a small notebook and pen with you. Why not just use your smart phone to keep track? Studies have shown that your own handwriting is better than a touch screen for stimulating your mind.
Talk to locals
Particularly if you are going somewhere out of the ordinary, it may benefit you to engage in conversations with the locals or with others on vacation. Don’t be afraid to get their input on new ideas as well as products and techniques your business has used in the past. The perspective of someone who isn’t involved with your company – or even part of your demographic – can be valuable.
Do some reflecting
Reflection during the quieter moments of vacation can be beneficial for helping you return to the office feeling refreshed. What do you want to accomplish this year? In addition to thinking about your own business’ highs and lows in the last 12 months (or whatever time period you choose), you may also want to reflect on other businesses. What are they doing right that inspires you? Keep a list of what springs to your mind.
Share your ideas when you return to work
Once vacation is over and you’re back at the office, share any new insight with your team members and ask for input. Explain why you came up with the ideas, and don’t forget to talk about how the new ideas can be used within your business.
Remember, a vacation is not only essential to your own well-being, it’s also great for your business. Even if you never considered taking a vacation as good for your career, brainstorming for 2014 is sometimes easier outside of the daily grind.
About the Author: Allison Rice, Director of Marketing for Amsterdam Printing, has extensive experience in sales and marketing. At Amsterdam Printing, a leading provider of custom pens and other promotional items such as personalized USB drives, Allison is focused on providing quality marketing materials to small, mid-size and large businesses. She regularly contributes to the Small Business Know-How blog.
Editor’s Note: Though our guest posts typically come from established business professionals, this post gives a voice to an aspiring future business professional, as she explores her take on the importance of solid writing skills to success in your career.
In our current era of 140 character tweets, quick status updates and instant messaging, one might assume that writing skills have taken a backseat to efficiency and expediency. Unfortunately, those hoping to someday write their business reports in emoticons will have to wait a while longer. If you’re one of the many that feel technology has replaced the need to be a good writer, think again. Writing is as important now as it has ever been.
Unfortunately, writing isn’t held in such high esteem as it once was. Many view it as a necessary evil of the workplace instead of the invaluable communication tool that it is. When we think of improving our communication skills, most of us think about speaking abilities or ways to improve our listening skills. Good writing skills can help us in a number of ways, from improving our credibility in the workplace to improving our persuasiveness.
There are more ways than ever available to us for communicating our ideas through the written word. We have emails, texts, Tweets, letters, notes, reports, presentations and more. If you think about it, we spend a large portion of our time at work communicating to one another through writing. Our writing skills or lack of them are on display every day to a wide audience of co-workers, customers, managers, and stakeholders. Below are some tips for improving your writing skills in the workplace.
Be clear. Eschew obfuscation. That is, avoid confusion. While you want your co-workers to think you’re intelligent, don’t use big complicated words when simple ones will do. On the other hand, nail down the exact message you’re trying to convey by drawing on a large vocabulary. Consider your audience and drop the jargon.
Be persuasive. A big part of your writing efforts are aimed at convincing others to do something you want. Sales and marketing professionals are particularly adept at using this skill. But it is an essential skill at every level of the company. Pay attention to the tone of your writing. Be energetic and positive. Use the active voice.
Be courteous. Don’t become too abrupt in your messages to others. While some forms of communication require you to get straight to the point, this abrupt method shouldn’t be used in every form of written communication you send. Be aware of the sort of language you use and again, consider the audience you are addressing.
Be complete. Don’t leave out information that may leave the recipient with lingering questions. A well written message should be self-explanatory. It should contain enough information so that the person receiving it won’t have to ask for further instructions or information.
If you have effective writing skills then you are viewed as more credible in the workplace. This is a no brainer. Think back to a time when you received an email from a co-worker that was full of grammar mistakes and typos. What was your impression? Chances are you focused your attention on the mistakes rather than the message. At the very best, you assumed the writer was sloppy and didn’t take the time to check their work. At the worst, you viewed them as incapable and perhaps less intelligent. If you want to earn credibility in the workplace, make sure your writing is clear and free of grammatical errors.
About the Author: Jasmine Lloyd is in her senior year of college and looks forward to entering the business world after graduation. When not studying she is often blogging for Essay Edge or working on her writing skills.
When you hire a veteran you’re not simply doing a good deed, you’re securing a company asset. Many veterans have training and experience that puts them high on the talent scale, even when compared to traditional college or business graduates. Although at first glance it could seem easy to miss the translation of military experience to civilian work, don’t let that fool you. By overlooking an applicant because they spent the last couple of years in the armed forced you may be missing the opportunity to find each of the following:
Employers may shy away from hiring veterans because they are under a false impression that veterans lack the civilian work experience necessary to make them successful employees. However, veterans often have training and experience that equip them to be highly competitive job candidates, who translate into efficient, reliable, and driven employees. Traits regularly seen in veterans include:
- A strong work ethic
- Team players/ Leadership
Veterans are conditioned to work in high pressure situations, often with limited resources. For start-ups, this can be particularly beneficial, as veterans provide problem solving and decision making skills needed to lead high impact teams, quick changing logistics and pressing deadlines.
Companies that hire veterans aren’t just getting great talent, they are also making themselves eligible for tax benefits. Two benefits offered by the VA include the Work Opportunity Tax Credit (WOTC) and the Special Employer Incentive program (SEI). WOTC allows businesses to obtain up to $9,400 in tax credits for hiring veterans, while the SEI can reimburse employers up to 50 percent of the veteran’s salary for up to six months.
By signifying your willingness to hire veterans, you show that you are also investing in the community that surrounds your company. Communities are often strongly oriented towards supporting their local veterans, and by demonstrating interest in hiring veterans, your community will be more likely to offer you their patronage.
Veterans also have an ingrained sense of loyalty that can translate extremely well into the civilian work world. Once they become a part of an organization, their sense of duty and loyalty tends to also extend to their company. By hiring a veteran, you have the opportunity to experience positive word-of-mouth advertising and enthusiasm about your place of employment. This kind of genuine promotion helps to attract other potential high quality employees within your community.
Finding A-Player talent at your company can be a daunting task. Seeking out veterans who possess skills and qualities you need can make the fabric of your organization stronger and more diverse. So instead of just posting a job to common recruiting sites, the next time a position becomes available in your company, consider posting to military sites or hosting a booth at a local veteran’s career fair. You’ll increase your odds of finding talented, qualified and motivated applicants.
About the Author: Amanda Andrade is the Chief People Officer for Veterans United Home Loans — Fortune magazine’s 21st best medium workplace and one the fastest growing companies in the United States according to INC magazine. Amanda has led human resource organizations in both public and private sectors. She also has a doctorate in Environment and Behavior, focusing on highly profitable, employee-centric work environments. Connect with Amanda on Google+.
Women in the workplace, and in particular acceptance of women in leadership roles has come a long way over the years. But despite the progress in this area, women in the workplace still face unique challenges, especially as they assume management roles. A good leadership training program can help give women the confidence they may be lacking due to these challenges.
Women Are Not The Same As Men
The gender difference goes beyond just the physical aspects. The talents, attitudes and problem solving skills differ significantly. So does language. Women find their strength in different ways, and good leadership training recognizes and develops this.
For example, women often have greater powers of persuasion than men. Women are great at absorbing information from multiple sources, and they rely heavily on intuition whereas men are more fact-based decision makers. Women are also more in tune with the emotional motives behind people’s actions. This wide perspective and insight into motivation are great assets when it comes to leadership situations requiring persuasion. Focused management training understands how to cultivate these skills.
Women are empathetic which serves them well in understanding, and overcoming, the prejudices that might present themselves in the workplace. Some men have great difficulty taking orders form women. With the proper management training, women can be equipped with the right skills to handle delicate situations without yielding their authority.
Strong Interpersonal Skills
Women in leadership roles can be trained to take advantage of the natural ability women have at being more flexible, social and empathetic. These are great team building skills that proper training help make even better.
Resistance and Resilience
Men have stronger egos than women in general. This doesn’t mean, however, that women have to transmit an inferior or weak self-image. In areas where women are naturally less skilled than their male counterparts, training pays off big time. Women can adapt to situations faster than men in general. So training them to have a stronger self-image is not only possible, but can bring stellar results to their leadership profile.
This might be a woman’s greatest strength. She is typically more inclusive which leads to strong teams since everyone feels like they are involved. Women are better listeners than men in general, and women like to hear all points of view before making a decision.
Some might find it surprising, but women are more likely to take risks than men. Men are more structured and cautious. Women on the other hand are often more innovative as they are willing to bend rules and not get caught up in worrying about details. Again, these natural skills might not be fully developed, and that’s where good management training can help.
Specific Objectives Matter
A general understanding of the female management psyche is only useful if we have clear objectives for better management skills. Some objects could be:
- Establish a clear picture of strengths and weaknesses
- Set definite personal and professional priorities
- Learn how to lead by providing and receiving feedback
- Decide where to invest energy based on personal cost and benefit
- Acquire networking strategies
- Understand the reach and limits of authority
- Learn how to ask for and interpret feedback
We have seen how women differ from men, and the special challenges that women face as managers. Specific training can help women no only fully develop their natural strengths, but also overcome developmental needs. All this leads to strong leadership in the workplace.
About the Author: Mark Arnold has many years of experience as a HR consultant. He enjoys sharing his perspective and experience with the business community. One of his favorites is focused management training, like that provided by K Alliance. He has worked as a HR manager and consultant for many online and brick and mortal companies. He focus on boosting company’s productivity and culture.
2014. It’s a new year, and a new start…at least metaphorically speaking. As we look ahead at the promise that the New Year holds, all the possibility that lies ahead of us, it’s natural for many of us to make personal resolutions. In addition to my usual resolutions, I have a few wishes for HR in 2014 too. Here’s what I hope…
I hope that all Women of HR will start focusing on being better business people, rather than better HR people. Let’s speak the language of business instead of the language of HR. If you’re not well-versed in the business and industry in which you work, I challenge you to get there. Start small. Start learning what the key drivers of success are for your company. Start recognizing the environmental factors that impact your business. If you’re already pretty well-versed in your business, great! But keep learning more! Get out from behind your policies and start to figure out how what you do can positively impact business outcomes. If you’re not sure where to start, find someone within your company who you look up to, who you respect, and who you trust and ask him or her to help you. If this person is outside of HR, that’s even better. Get outside of your HR walls and start to become known as more than just the person who has the answers to benefits or employee relations questions; start to become known as someone who can contribute to the success of the company in a variety of ways.
However, in our drive to be better business people, let’s also not forget about the people. Once you understand the drivers of business success, think about how people strategies align with those factors. Steve Browne on a recent episode of Drive Thru HR said “too often we jump to the business instead of the people. We need to attend to the business through our people, not in spite of them.” I challenge you to take a hard look at your people practices and policies….do they make sense? Do you really need all of them in place? Are they written to protect the business from the exceptions to the rule instead of in the spirit of believing that most people want to do the right thing? What message are you sending through your policies and procedures?
Let’s all make a commitment to understanding how technology can make us better, more efficient HR pros. My personal goal is to learn about one new technology solution per month. I’m not committing to using all of them, and if fact I may use none of them, but I want to better understand what’s out there. With that small commitment, by the end of the year I’ll have a better understanding of 12 new solutions. By understanding the solutions that are available, we’re in a better position to understand whether or not the processes we have in place are making us more efficient or less efficient, and whether there might be a better way to achieve our goals.
Women of HR, what are your goals for the New Year?
About the Author: Jennifer Payne, SPHR has 15 years of HR experience in employee relations, talent acquisition, and learning & development, and currently works in talent management in the retail grocery industry. She is one of the co-founders of Women of HR, and is currently the Editor of the site. You can connect with her on Twitter as @JennyJensHR and on LinkedIn.
The fundamental idea of ‘giving’ is nothing new to women (women give birth, produce life-giving milk, etc.) but ‘giving’ as a professional philosophy is a path far too often looked upon as sacrificial or inferior by its very nature. After all, for every giver there must necessarily be a taker.
Think about it: Companies don’t want to ‘give’ away their edge in the market or secrets to the competition; if you ‘give’ credit to someone else, you may forfeit your own best interests. And then there’s the ultimate professional ‘no-no’ of ‘giving’ up and letting sales or clients walk out the door.
In all of these scenarios, giving has a negative connotation and no one wants to be on the short end of that stick, least of all women, who still routinely feel the need to work harder and be tougher than men just to be viewed as equals.
But what if cultivating a spirit of giving in the workplace could be just the thing your company needs to get ahead, both professionally and individually?
And consider the possibilities if women were to give from a place of strength rather than from a place of weakness or fear. Next stop: World domination!
But seriously, cultivating a corporate spirit of giving has many far-reaching benefits, and they don’t stop with the people within our professional spheres – they are simply where it starts. And you can be the catalyst to bring about your workplace’s emphasis on internal and external acts of altruism.
For more specifics on why getting in the grove of giving back is good for business, consider the following:
Giving Can Help you feel like a Natural Woman
A recent study presented in the Wall Street Journal indicates that humans are hard-wired for giving.
The study tested the brain’s responses to giving and the surprising results revealed that when people give to charity or extend aid to others, they stimulate a pleasure-sensing portion of the brain. In essence, giving to charity is neurologically similar to ingesting an addictive drug or learning you’ve hit the jackpot. Basically, giving back feels good!
As an added element to the test, subjects were presented with both voluntary and involuntary giving. For example, there were some instances wherein people could choose to give to charity and it was completely of their own free will to do so. Other times, the computer would simply inform them that they were required to give (similar to taxation).
Perhaps not so surprisingly, people responded more positively to the occasions where they were in control of their actions. Although the brain still registered good vibes when the people were forced to give, they were not nearly as strong as when the subjects gave on their own.
In terms of what this means for you and developing your own corporate spirit of giving, make giving voluntary and then lead by example. You’ll find that when you do what you’re naturally inclined to do, you can get back to feeling more like a natural woman!
Giving is Beneficial to your Corporate Bottom Line
When you encourage employees and co-workers to help each other, they can not only feel better about themselves but they can also boost business.
For one thing, the idea that two heads are better than one, three are better than two, and so on becomes front and center for creating synergy within your teams. And when it ceases to be a competition and instead becomes a common goal, great things can happen!
At the same time, communities want to support companies who are about more than themselves. By implementing a philosophy of giving back every day, you can expand your professional impact and your client base at the same time.
What are some of the other benefits women can experience by fostering a culture of corporate giving?
About the Author: Myrna Vaca is the Head of Marketing and Communications at Lyoness America, where she is responsible for marketing, communication and business development efforts. The Lyoness Child & Family Foundation (CFF) is actively involved in supporting children, adolescents and families worldwide, especially in the field of education. Check out Lyoness on Twitter.
Editor’s Note: This post is the second in a two-part series about the importance of happiness in the workplace. You can read the first post here.
The conventional pursuit of happiness places a great deal of emphasis on success. Shawn Anchor, author of “The Happiness Advantage” and motivational speaker states that this philosophy is completely backwards.
Anchor’s lectures and seminars on positive psychology are the most popular classes at Harvard University and in recent years he’s established a name for himself as a world authority on happiness in the workplace. Anchor’states “when we are positive, our brains become more creative, motivated, energetic, resilient and productive at work.” These theories have led many businesses to implement their own happiness strategies to increase employee engagement.
If you’re struggling to keep your employees enthused about work, developing your own “happiness strategy” could give them that much needed motivational boost. Employees who aren’t happy usually won’t have the drive to do their job at peak performance. Even when money is tight there are always ways to implement a happiness strategy without hindering your company’s finances. These tips will help you get started.
Acknowledge good work
Always praise your employees when they perform well. Don’t have the “it’s what they get paid to do” attitude, even if it’s true. Spend a few minutes out of your day to recognize good work and dish out compliments. If you feel like you don’t have anything to rave about, rather than focus on the negatives remind your employees about a successful quarter or pleased client. Emphasizing the positives is much better than emphasizing the negatives. One company that ensures its employees are acknowledged is Google. Over the past few years they’re made several small changes that have increased the happiness of their staff.
Exercise doesn’t just have physical benefits; it will also stimulate the mind and increase productivity. Give your employees the option to take a walk or engage in 10-15 minutes of cardiovascular activity each day, outside of their normal breaks. It’s no secret that exercise makes people feel great and could be just what your employees need to start thinking more positively. In addition, consider running a company exercise program and encourage everyone to take part – set weight loss goals, create a diet plan and schedule weekly weigh-ins to keep everyone on their toes.
Open New Doors
The thought of being stuck in the same job position, with the same wage, the same holidays and the same prospects can be very demoralizing. Don’t be afraid to open doors and provide incentives to employees who perform well. Accountancy firm Mercer and Hole recognizes the importance of promotions and credit their incentive program for helping them achieve the rank of one of the top 50 accountancy firms in the UK.
Focus on Engagement
Encourage creativity and spend a little time each week asking your employees for their honest opinions. Getting everyone to feel like part of the team and not just another cog in the machine could drive your business towards success.
Make these positive changes as soon as possible. Incorporate your new “happiness strategy” into your business plan and follow it through. It could yield results that you never thought were possible.
About the Author: Jenna Evans works part-time as an Employee Relations Adviser at Tollers Solicitors. She enjoys eating far too many noodles and travelling. She is also in the early stages of researching for a book related to empowering women in business.